Phil M. Jones — Magic Phrases: Job Seeker's Edition

24 phrases to help you stand out with recruiters and hiring managers — applied to your job search.

Based on Exactly What To Say: The Magic Words for Influence and Impact by Phil M. Jones · exactlywhattosay.com

"I'm not sure if it's for you, but…" — Opening

Removes pressure instantly. Saying "not sure if it's for you" spikes curiosity — the listener's subconscious wonders whether they're missing out and leans in. A near-rejection-proof opener.

With a recruiter

"I'm not sure if it's relevant to what you're working on, but I've spent the last three years scaling teams in exactly the sector your client operates in."

In an interview

"I'm not sure if it's directly relevant, but I led a very similar restructure at my last company — it might be worth a minute of your time."

"How open-minded are you…?" — Opening

Everyone wants to see themselves as open-minded. Asking this makes the listener want to say yes before they know what's coming — making them far more receptive to what follows.

With a recruiter

"How open-minded are you to candidates who've moved between industries? My cross-sector background gives me a perspective most people in this field don't have."

In an interview

"How open-minded are you to someone with a slightly different background to what you've hired before — but a very strong track record of results?"

"What do you know about…?" — Opening

Asks before it tells. Checking what someone already knows prevents you talking past them and lets you fill only the gaps — positioning you as a thoughtful professional, not a rehearsed candidate.

With a recruiter

"What do you know about the culture at this company beyond what's on their website? I want to understand what it's really like day to day before I commit."

In an interview

"What do you know about how the last person in this role developed it? I'd love to understand the history before sharing how I'd approach it."

"How would you feel if…?" — Opening

Moves the conversation from logic to emotion, painting a vivid picture of a future outcome. Works especially well when you want the other person to feel the value of acting now.

With a recruiter

"How would you feel if you placed someone in this job and they left within six months because the culture wasn't right? I want us both to have the full picture."

In an interview

"How would you feel if you had someone in this role who could also handle the European expansion — would that change how you're thinking about the package?"

"Just imagine…" — Opening

Phil calls this the "once upon a time for adults." It flicks a switch in the subconscious that opens the mind's image viewer — the listener can't help but picture the scenario you paint.

With a recruiter

"Just imagine presenting me to your client — someone who's done this exact job before, stayed in every position for four-plus years, and is only moving for the right opportunity."

In an interview

"Just imagine what the team could achieve with someone in this seat who's already built this from scratch elsewhere — there won't be a learning curve on the hard stuff."

"When would be a good time…?" — Closing

Assumes a next step will happen rather than asking whether it will. This subtle shift from permission-seeking to scheduling takes a conditional conversation and turns it into a planning one.

With a recruiter

"When would be a good time to put me forward? I want to make sure I'm available when your client is ready to move quickly."

In an interview

"When would be a good time to expect to hear back — I want to make sure I'm available if you need anything further from my side."

"I'm guessing you haven't got around to…" — Objection

A face-saving follow-up that assumes good intent rather than disengagement. Gives the other person an easy out — they can admit inaction without feeling judged — and naturally invites a response.

With a recruiter

"I'm guessing you haven't got around to speaking with your client about my profile yet — no rush, but I wanted to check if there's anything else you need from me."

In an interview

"I'm guessing you haven't had a chance to check my references yet — they're expecting your call and very happy to speak whenever suits."

"What questions do you have for me?" — Closing

Assumes questions exist rather than asking permission to have them. "Any questions?" often gets a polite no. "What questions do you have?" signals that questions are expected and welcome.

With a recruiter

"I've given you a good overview of where I am — what questions do you have for me about my background or what I'm looking for?"

In an interview

"What questions do you have for me about how I'd approach the first 90 days in this job?"

"What's the best way to reach you?" — Closing

Assumes ongoing contact rather than asking permission for it. "Can I follow up?" invites refusal. "What's the best way to reach you?" makes continued contact feel natural and expected.

With a recruiter

"What's the best way to reach you if I need to make a fast decision — is it this number, or do you prefer email?"

In an interview

"What's the best email to send my follow-up notes to — is it the one you used to reach out, or would you prefer another?"

"As I see it, you have three options…" — Objection

Three clearly framed options make deciding feel manageable — and lets you position yourself as the obvious reasonable choice without sounding pushy or overconfident.

With a recruiter

"As I see it, you have three options with my profile: present me as-is, wait until I have the extra qualification, or position me as a high-potential hire. I'd recommend the third."

In an interview

"As I see it, you have three types of candidate for this job: deep technical but limited leadership, strong leadership with a learning curve, or someone like me who brings both."

"What's going to be easier for you?" — Opening

Reframes a binary choice as a preference, which feels like genuine accommodation rather than pressure. It leads naturally to a decision rather than a debate about whether to decide at all.

With a recruiter

"What's going to be easier for you — me sending across an updated CV today, or jumping on a call so you can ask me anything directly?"

In an interview

"What's going to be easier for you — a second interview next week, or a short written exercise I could turn around by Friday?"

"There are two types of people…" — Opening

Instantly makes the listener wonder which type they are — and almost everyone wants to be the positive one. Creates a fork-in-the-road moment that quietly invites a decision without making demands.

With a recruiter

"There are two types of candidates I imagine you meet — those who apply to everything hoping something sticks, and those who are selective and only move for the right job. I'm the second."

In an interview

"There are two types of people who could do this job: those who need everything mapped out before they start, and those who thrive on building the structure themselves. I'm the second."

"I bet you're a bit like me…" — Opening

Creates instant rapport by suggesting a shared experience or outlook. Disarms defensiveness and builds trust quickly, making whatever follows feel like friendly conversation rather than a pitch.

With a recruiter

"I bet you're a bit like me — you'd rather have a smaller number of great conversations than spend time on jobs that aren't going to go anywhere."

In an interview

"I bet you're a bit like me — you'd rather hire someone who tells you what they don't know than someone who oversells themselves and creates problems six months in."

"If… then…" — Closing

Creates a conditional certainty — if this thing happens, then that outcome is guaranteed. Ties your action to their outcome in a way that feels logical and is very hard to argue with.

With a recruiter

"If you can get me in front of your client this week, then I can promise you'll be presenting someone who comes thoroughly prepared and makes you look good."

In an interview

"If you give me this opportunity, then I'm confident you'll see results in the first quarter that make the decision an easy one to justify."

"Don't worry…" — Objection

Reassures a hesitant listener and positions you as someone experienced enough to have seen this before. Acknowledges a concern without amplifying it and immediately signals that there's a path through.

With a recruiter

"Don't worry about the gap on my CV — I can explain it clearly, and in my experience it actually becomes a positive once the context is understood."

In an interview

"Don't worry about the fact I haven't worked in this specific sector before — the skills are directly transferable and I've done the research to show it."

"Most people…" — Opening

Social proof delivered as a gentle nudge. Knowing that most people in a similar situation made a particular choice makes that choice feel safe, validated, and low-risk.

With a recruiter

"Most candidates at my level take the first offer that comes. I'm being more considered — I want the right fit, not just the fastest answer, and that makes me a better long-term hire."

In an interview

"Most people coming into this type of job focus on quick wins. My approach is different — I spend the first 30 days listening before I change anything."

"The good news is…" — Opening

Attaches a positive label to whatever follows. Once "good news" is in the air, the listener is primed to receive what comes next as reassuring rather than challenging — and it's very hard to resist.

With a recruiter

"The good news is I'm not actively applying elsewhere — if your client moves quickly, I'm theirs to lose."

In an interview

"The good news is I've already solved this exact problem at my last two companies, so there won't be a learning curve on the hard stuff."

"What happens next…" — Closing

Takes control of the next step without asking for permission. Painting the process clearly removes uncertainty, builds confidence, and reduces the chance of a conversation stalling after a positive interaction.

With a recruiter

"What happens next from your side — when do you expect to hear back from the client, and how will you let me know?"

In an interview

"What happens next in your process — is there a second stage, and is there anything you'd like me to prepare in the meantime?"

"What makes you say that?" — Objection

The most powerful response to any objection. Instead of arguing back, it invites the other person to explain their thinking — and often they talk themselves around to a different position entirely.

With a recruiter

"What makes you say that job might be too senior for me? I'd love to understand your thinking — I may be able to put your mind at rest."

In an interview

"What makes you feel you need more experience in that area — could you tell me more about what you've seen in the past that's made it important?"

"Before you make up your mind…" — Closing

Buys time and creates a pause before a decision is locked in. Positions you as someone who wants them to decide well, not just decide fast — which paradoxically makes them more likely to hear you out.

With a recruiter

"Before you make up your mind about whether I'm right for this, let me tell you about a project I led that isn't on my CV but is directly relevant."

In an interview

"Before you make up your mind about the package, let me share some context about what I bring that wasn't covered in the job description."

"If I can, will you…?" — Closing

A conditional commitment tool. By asking "if I can, will you?" you test genuine intent before delivering anything — the other person effectively commits before the deal is done.

With a recruiter

"If I can get you three strong references by end of day tomorrow, will you be in a position to put me forward to your client this week?"

In an interview

"If I can come back to you with a 90-day plan by Friday, will you be in a position to make a decision before the end of the month?"

"Just one more thing…" — Objection

A soft, low-stakes way to introduce an additional ask after the main conversation feels concluded. People are more open to saying yes once they've mentally relaxed — this phrase capitalises on that.

With a recruiter

"Just one more thing — would it be worth connecting on LinkedIn so we stay in touch even if this particular job doesn't work out?"

In an interview

"Just one more thing — I noticed you're expanding into Europe next year. Is that something this job would eventually be involved in?"

"You wouldn't happen to know someone just like you…?" — Referral

The gold-standard referral ask. Each word is engineered: "wouldn't happen to know" lowers pressure; "just like you" narrows the ask and pays a compliment. Always stop and wait after asking.

With a recruiter

"You wouldn't happen to know another recruiter who specialises in product roles — someone who might have jobs I'm not seeing through our conversations?"

In an interview

"You wouldn't happen to know someone on your team I could speak to about what it's really like to work here — just to help me make the best decision?"

"Just out of curiosity…" — Objection

Makes a potentially probing question sound soft and conversational. "Just out of curiosity" disarms defensiveness and makes even direct questions feel like friendly enquiry rather than interrogation.

With a recruiter

"Just out of curiosity — what was it about my profile that made you think of me for this particular job? I want to make sure we're aligned on my strengths."

In an interview

"Just out of curiosity — what's the main thing that's made you hesitate so far in this process? I'd rather know now than later."

Based on Exactly What To Say: The Magic Words for Influence and Impact by Phil M. Jones · exactlywhattosay.com