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Where Do People Find 500+ Job Listings? Build a Job Feed Stack (Not a Bigger To-Do List)

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Where Do People Find 500+ Job Listings? Build a Job Feed Stack (Not a Bigger To-Do List)

People talk about "apply to 500 jobs" like there’s an infinite pool of decent roles sitting nearby, waiting for you.

In reality, most job searches stall for a simpler reason: you’re not running out of motivation, you’re running out of supply. One board. One city radius. One daily scroll. Then the feed goes stale and you either spam low-fit roles or stop.

I once tried to run a high-volume search off a single job board, and by day five I was mostly applying to reposts and duplicates without realizing it.

This post is a better approach: a Job Feed Stack. It’s how you create a steady stream of real opportunities without going generic, lying, or spending your life in tabs.

The core idea: treat job listings like perishable inventory

A job listing has a shelf life. When it’s fresh, you get earlier review, fewer competing applicants, and higher response odds. When it’s stale, you’re late to a pile.

So your system should optimize for two things at once:

  • Supply: enough new listings to choose from
  • Freshness: you see them early, not days later

That’s the Job Feed Stack.

The Job Feed Stack (3 layers)

Think of this like diversifying sources so you never depend on one feed.

Layer 1: The Market Feed (high volume, imperfect)

This is where most listings exist, but it’s noisy.

Use:

  • LinkedIn search + saved searches + alerts
  • Indeed "posted today" filtering
  • Google Jobs alerts for your role keywords

Rules:

  • You are not applying to everything here.
  • You are harvesting new leads daily.

Layer 2: The Target Feed (lower volume, higher truth)

This is where quality comes from.

Build:

  • A list of 30-60 target companies (competitors, adjacent industries, fast growers, local leaders)
  • A weekly habit of checking their career pages

Rules:

  • You only need 30-60 companies, not 600.
  • You want consistency: new roles appear every week.

Layer 3: The Human Feed (lowest volume, highest conversion)

This is where interviews often come from.

Use:

  • Recruiters who place your function
  • Referrals from warm contacts
  • Industry groups and niche communities

Rules:

  • You are not "networking all day."
  • You are sending a small number of specific asks tied to specific roles.

The freshness rule that makes the whole thing work

If you do nothing else, do this:

  • Prioritize listings posted in the last 24-72 hours.
  • Skip anything that looks like a repost loop unless it’s truly a perfect fit.

Why it matters:

  • You want to be evaluated while the role is still "open in practice," not just open on paper.

The duplicate-killer trick (so you stop applying to the same job 3 times)

A huge chunk of "500 applications" is duplicates across boards.

Do this instead:

  • Create a simple "Job Signature" for each listing:
  • Company + Title + Location (or Remote) + Req ID (if present)

Before you apply, search your tracker for the signature. If it’s already there, you’re looking at a repost or a scrape.

This alone prevents wasted time and keeps your numbers honest.

Artifact: the Job Feed Stack setup (copy/paste checklist)

Use this as your setup checklist. It takes about 45 minutes once.

1) Define your "Role Box" (10 minutes)

Write these down:

  • Target title family (2-3 titles you actually want)
  • Seniority band (be honest)
  • Location rule (commute radius or remote)
  • Non-negotiables (1-3 items max)
  • "Nice to have" (do not treat as required)

2) Create 3 saved searches per board (15 minutes)

Make searches that map to your role box:

  • Search A: exact title match
  • Search B: adjacent title match
  • Search C: skill keyword match

Turn alerts on. You want the feed to come to you.

3) Build your Target Company List (15 minutes)

Pick 30-60 companies. Use categories:

  • 10 dream companies
  • 20 realistic high-fit companies
  • 10-30 "adjacent" companies that hire similar roles

4) Create a simple tracker (5 minutes)

No fancy tools required. Just track these fields:

  • Date found
  • Source (market, target, human)
  • Company
  • Role title
  • Link
  • Job signature
  • Posted date (if visible)
  • Status (not started / tailored / applied / follow-up sent)
  • Notes (one line)

The daily loop (25 minutes) that creates "500 applications" without spamming

This is how people get to big numbers, but with control.

Step 1: Harvest (10 minutes)

From your Market Feed:

  • collect 5-15 new listings that match your role box
  • add them to your tracker
  • do not apply yet

Step 2: Triage (5 minutes)

Label each listing:

  • Sniper: high fit, worth real tailoring
  • Standard: good fit, light tailoring
  • Skip: low fit, repost loop, scammy, or clearly misaligned

Step 3: Apply (10 minutes)

Apply only to Sniper + Standard.

The goal is consistent throughput, not heroic binge days.

Where HyperApply fits (the bottleneck: tailoring speed without lying)

A feed stack gives you supply. The next bottleneck is tailoring fast enough to stay relevant.

If you’re doing this manually, you usually end up choosing between:

  • volume (apply fast, go generic)
  • quality (tailor deeply, apply to fewer roles)

HyperApply is built for the middle path: user-controlled CV tailoring from the job listing you are already viewing, so you can keep volume up without sending the same generic resume everywhere.

If you want the workflow pieces that make this smooth, these are the relevant guides:

14-day execution plan (so this becomes real)

Days 1-2: Build supply

  • Define your role box
  • Set up saved searches and alerts on 2-3 boards
  • Create your target company list (30-60)

Days 3-6: Stabilize the daily loop

  • Do the 25-minute loop daily
  • Track job signatures to eliminate duplicates
  • Apply to a small number consistently, not in bursts

Days 7-10: Add the human feed

  • Identify 10 people who can influence your pipeline (recruiters, former coworkers, managers, peers)
  • Send 3-5 specific messages tied to specific roles you found

Days 11-14: Improve conversion, not volume

  • Review your tracker:
  • Which sources produced real interviews?
  • Which titles convert best?
  • Are you late to postings?
  • Adjust:
  • increase the sources that convert
  • tighten the role box if everything is "maybe"
  • improve tailoring for the highest-converting role type

Takeaway

If you want 500 applications, you don’t need superhuman discipline. You need a system that produces enough fresh, real listings, then a process that turns the best ones into tailored submissions without eating your life.

Build the feed stack first. Then optimize conversion.