The ‘Instinctive DM’ Test: Mariam Gogidze on Hiring for Proactive Outreach

In a recent LinkedIn post, Mariam Gogidze shared an insightful observation regarding her hiring process for an appointment setter role, highlighting a surprising lack of proactive direct messaging from applicants. This unique approach, as detailed by Gogidze, focuses on a candidate’s innate willingness to initiate contact, a trait she considers paramount for success in a role that inherently involves reaching out to strangers.

The core of Gogidze’s observation stems from the application process itself. She notes that while applications were submitted through a designated form, the absence of direct messages from potential candidates was a striking pattern.

“yesterday, I posted that I’m hiring an appointment setter. applications came in through the form. but what surprise me the most is this… zero DMs!”

This lack of unsolicited outreach, Gogidze suggests, is a significant indicator for the specific skills required for the appointment setter position. The role’s primary function is to initiate conversations and open doors with potential clients, a task that demands a proactive and comfortable approach to direct messaging.

The Paradox of Proactive Outreach

Mariam Gogidze frames this situation not as a criticism of the applicants, but as a revealing observation about the nature of the role and the signals she is seeking. She emphasizes that the ability to instinctively DM someone to open a conversation is the strongest signal she’s looking for.

Identifying the ‘Instinct’

According to Gogidze, the ideal candidate would demonstrate this proactive trait even before being explicitly prompted, seeing the hiring post itself as an opportunity to showcase their core competency. She explains the underlying principle:

“the job is literally sending DMs to strangers to open conversations.”

In Gogidze’s view, the application form serves its purpose, but the true test lies in a candidate’s willingness to go a step further and embody the very behavior the job requires. This ‘instinct’ is what differentiates a passive applicant from a proactive potential hire.

The ‘DM Her’ Signal

Gogidze further elaborates on this concept with a direct call to action for those who might be considering the role, reinforcing the idea that demonstrating initiative is key. She posits:

“P.S. If you’re reading this and thinking ‘hmm, maybe I should DM her’… that instinct is exactly the job.”

This statement underscores her belief that the hiring process should, in itself, be a microcosm of the job’s demands. For Gogidze, the ability to recognize and act on an opportunity to connect directly, even in the context of applying for a job, is a powerful predictor of success in an appointment-setting capacity. The application process, therefore, becomes a live demonstration of the skills being sought.

As the application window remains open, Mariam Gogidze continues to review submissions, presumably still looking for that spark of proactive engagement that signifies a natural fit for the role. Her unique hiring perspective offers a valuable lesson for businesses seeking candidates who not only possess the required skills but also the inherent drive to apply them effectively from the outset.