The 90-Day Job Search Plan: Week by Week

TL;DR: A structured 90 day job search plan has three phases. Weeks 1 to 3 (Foundation): rebuild your resume, update LinkedIn, build a target list, and submit your first 10 tailored applications. Weeks 4 to 8 (Momentum): maintain 10 to 15 applications per week, conduct informational interviews, and critically evaluate your data at Week 6 to fix what's not working. Weeks 9 to 12 (Closing): shift time toward deep interview prep, know your salary numbers before the offer arrives, and negotiate from a position of clarity.

A plan turns chaos into a process. That's the whole point.

The average job search takes 3 to 5 months according to the Bureau of Labor Statistics. Ninety days sits right in the middle: long enough to build real momentum, short enough to maintain urgency. Without a plan, you'll spend those 90 days in a reactive, anxiety-driven scramble. With one, you'll know exactly what to do every single week.

Here's the plan. Week by week. No ambiguity.

Phase 1: Foundation (Weeks 1-3)

Week 1: Materials

Goal: Resume, LinkedIn, and target list ready.

• Monday-Tuesday: Rewrite your resume around quantifiable achievements. Every bullet answers "what did I accomplish?" not "what was I responsible for?" If a bullet doesn't have a number in it, it's probably not strong enough.
• Wednesday: Update LinkedIn. Headline, summary, experience. Match your resume narrative. Turn on "Open to Work" (recruiters only, unless you don't care who knows).
• Thursday: Build your target list. 20 to 30 companies where you'd actually want to work. Research openings, culture, recent news.
• Friday: Set up tracking. Orbyt, a spreadsheet, whatever. The key is one place where every application, contact, and follow-up lives. You will not remember this stuff. Stop pretending you will.

Week 2: Network

Goal: Reconnect with warm contacts, find new ones.

• Reach out to 10 people you already know (former colleagues, managers, classmates)
• Join 2 to 3 professional communities (Slack groups, industry meetups)
• Identify 5 people at target companies for future outreach
• Start a daily LinkedIn engagement habit: 15 minutes of real commenting and sharing

Week 3: First applications

Goal: 10 tailored applications submitted.

• Submit 10 applications to roles matching your top criteria
• For each: customize resume, write a brief cover letter, log it in your tracker
• Start tracking metrics: applications per week, response rate, pipeline stage

These metrics will save your ass in Week 6. Trust me.

Phase 2: Momentum (Weeks 4-8)

Weeks 4-5: Cruising speed

Goal: 10 to 15 applications per week, steady state.

• Submit 10 to 15 per week, quality over volume always
• Send follow-ups on week 1 and 2 applications that haven't responded
• Schedule 2 informational interviews with people doing work you want to do
• Attend at least 1 networking event

Week 6: The most important week of your search

Goal: Evaluate what's working. Change what isn't.

This week matters more than any other. Pull your data:

• Response rate. 40+ applications and fewer than 4 responses? Something's broken. Resume, targeting, or both. Fix it now.
• Interview conversion. Getting screens but not advancing? Your interview answers need work.
• Network traction. Informational interviews not leading anywhere? Adjust your approach or your targets.

Make specific changes based on what the numbers tell you. Not vibes. Not feelings. Data. This is not a week for vague resolutions.

Weeks 7-8: Double down

Goal: More of what works, less of what doesn't.

• If a specific job board is generating responses, spend more time there
• If a networking contact led to an introduction, ask for more
• If certain role types get more traction, narrow your focus
• Continue at 10 to 15 applications per week
• Follow up on every interview within 24 hours. No exceptions.

Phase 3: Closing (Weeks 9-12)

Weeks 9-10: Interview mode

Goal: Prepare thoroughly. Leave nothing on the table.

By now you should have active conversations in your pipeline. Shift your time:

• Reduce applications to 5 to 8 per week
• Use the freed hours for deep interview prep
• Research each company: products, competitors, recent news, team structure
• Prepare STAR stories for behavioral questions
• Do at least one mock interview per week. Out loud. Not in your head.

Week 11: Know your numbers before the offer comes

Goal: Be ready to negotiate from a position of clarity.

Before any offer arrives, know:

• Your minimum acceptable salary (based on budget and market research)
• Your target number (what you'll negotiate toward)
• Your walk-away point (below this, you decline)
• Non-salary factors that matter: remote work, equity, PTO, professional development

Negotiation prep done in advance is confident. Done in the moment, it's panic.

Week 12: Decision and transition

Goal: Accept the right offer. Leave gracefully.

• Evaluate offers against your full criteria, not just compensation
• Negotiate professionally: enthusiasm first, data second, willingness to compromise on secondary items
• Give appropriate notice (2 weeks standard, more for leadership)
• Thank every person who helped. Let them know the outcome. This matters more than people think.

Track the plan or the plan doesn't exist

Weekly metrics to monitor:

• Applications submitted (target: 10 to 15/week in momentum phase)
• Response rate (target: 10%+)
• Interviews scheduled (target: 2 to 3/month by phase 2)
• Network contacts engaged (target: 5/week)
• Follow-ups sent (target: 100% on time)

If 90 days isn't enough

Some searches take longer. That's not failure. If you hit day 90 without an offer:

• Revisit Week 6's assessment. Something needs adjustment.
• Expand your criteria (geography, industry, role level)
• Get outside feedback: a mentor or coach reviewing your materials with fresh eyes
• Check your energy. If you're burned out, take a real recovery week before continuing. Grinding through exhaustion produces garbage applications.

The plan works. Measure the results. Adjust as you go. Keep showing up.