Getting hired through Parlel runs on two tracks simultaneously: you search roles, and roles (via recruiters) search you. Most candidates run only the first track. This guide runs both.
Track 1: be searchable
Create your profile completely -- headline, work history with outcomes, skills in your own vocabulary, location, and "open to work" switched on. Then make it discoverable: the profile is indexed by search engines within days of publishing, which means a recruiter googling your stack can land on it without ever opening Parlel. Candidates with complete, public profiles get found while they sleep; candidates with private or skeletal profiles compete only in the applicant pile.
Track 2: search well
Run the job board with keyword, remote and seniority filters -- see finding open roles -- and read every posting's company page before applying. Ten tailored applications beat a hundred sprayed ones, and the tailoring material (their stack, their stage, their open roles) is all on the page.
Automate the search, personalize the application
Set a watch agent on your exact criteria: role, stack, remote posture, comp expectations. New matches arrive by email; you apply within hours while the posting is fresh. Early applicants get read more carefully -- this is the highest-ROI automation a job seeker can set up, and the free plan's daily checks are enough for most searches.
Then, for each application worth winning: find the hiring manager or team in the people directory, reference something specific, and write the two-sentence "why me" that connects your history to their posting. The profile makes you findable; the note makes you memorable.
Interview from the page
When conversations start, your research advantage is the same structured data: the company's size and stage, its other open roles (what they are building around you), and your interviewers' own profiles and posts. Candidates who arrive knowing the company's shape ask better questions -- and better questions close offers.