The job search differs when you are targeting start-ups v established firms. Getting information on and networking into smaller, newer firms requires deeper research and more resourcefulness. You probably have just one chance at the hiring manager in a small firm, while at a larger firm, there are more potential points of entry. Finally, as this questioner mentions, the hiring objectives and practices of a startup will differ from a bigger corporation, and you will need to adjust your search accordingly.

Your role will be different depending on the size of the firm, even for the same functional area. Your team size, budget, and other resources will vary, and therefore you need to position your skills specifically against what your target requires. For the startup, you may want to highlight your flexibility and resourcefulness. For the corporation, you may want to elaborate on your relationship-building skills.

Your career path will vary. When you talk about your ambitions, you want to position them to match what is available. For a startup, there may be no clear path, or it will likely include lateral and cross-functional moves. For an established firm, there may be a well-defined path and clear rules of engagement for next career steps. 

The differences in culture and opportunity presented by big v. small firm require you to be clear about your motivations. Why do you want to work at an untested, lesser known, possibly volatile start-up? What do you want to work at a staid, Fortune 500 bureaucracy? When I recruited for startups, I was suspicious of candidates who didn’t know my client because they seemed to be chasing any startup rather than my client specifically. Likewise, when I recruited for Fortune 500 companies, I was suspicious that candidates who couldn’t articulate clear reasons for wanting my client were just chasing the brand.

Size does matter in your job search. The skills you highlight, the plans you share, and the preferences you reveal all position for companies of a specific size and history. It’s okay to pursue both targets. Just remember to adjust your messaging accordingly.

Caroline Ceniza-Levine helps people find fulfilling and financially rewarding careers, as the co-founder of SixFigureStart®, career coaching by former Fortune 500 recruiters.   As a former executive search and corporate recruiter for over 10 years, Caroline has hired thousands of people for leading companies in financial services, consulting, media, pharmaceutical/ healthcare, and technology. She is also the co-author (along with Donald Trump, Jack Canfield and others) of the best-selling “How the Fierce Handle Fear: Secrets to Succeeding in Challenging Times” 2010; Two Harbors Press. Caroline is a 2010 grant recipient of the Jones New York Empowerment Fund and a performer with the comedy group Comic Diversity.