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If you’re picking subject lines by gut, you’re leaving performance on the table. Treat InMail like a marketing program Pick a cohort (for example, “Open to Work” + a specific skill cluster), draft two subject/body variants, send on a fixed weekly cadence, and compare acceptance and time-to-reply. Retire the under-performer and write the next challenger. This steady rhythm compounds results quarter over quarter.Segmentation matters Build cohorts around warmer intent (company followers, past applicants, group members) so you’re comparing apples to apples. For each variant, enforce three non-negotiables: a single clear CTA (two time windows or a scheduler link), one line of personalization tied to the profile, and clean, mobile-friendly formatting. Keep tests small and frequent so your insights stay clean and useful.Highlight winning templates Socialize wins with a lightweight “template shelf.” Keep the champion per cohort with a short note on what made it perform (tone, specificity, CTA

Welcome to the LinkedIn Talent Community! We’re glad you’re here! This Community is a place to learn from peers, share perspectives, and stay connected with other LinkedIn Talent Solutions customers.⭐️ Introduce yourself in the comments by sharing: Your name, role, and industry Where you’re based The LinkedIn Talent Solutions products you use What you’re hoping to gain from the Community I’ll start.I’m Courtney, your Community Manager. I’m based on the beautiful emerald Gulf Coast of Florida in the United States and have spent more than a decade working in talent and HR SaaS across customer success, enablement, and community building.My goal is to make this a trusted space to connect, learn, and share with one another.Say hello below! We’re glad you’re here.Courtney - Community Manager

Some organizations are adapting to AI and skill disruption faster than others. They're better at identifying skills, developing talent, and helping employees navigate change.  LinkedIn’s 2026 Talent Report calls this talent velocity: an organization's ability to see skills, build capabilities, and mobilize talent in real time to get ahead of changing business demands. Organizations with high talent velocity are more confident in their ability to attract talent, retain talent, align talent to changing priorities, and succeed in uncertain conditions.Let's explore five practices that Talent Velocity Leaders prioritize and what’s new this quarter in LinkedIn Learning and Career Hub designed to help you do the same.  1. Talent Velocity Leaders Turn Learning Into Real-World Experience72% of Talent Velocity Leaders say internal mobility is more important than ever, and 56% say gig opportunities are a higher priority for their organization. These organizations recognize that employees build sk

Did you know, Recommended Matches isn’t static?Recommend Matches actually learns from your team’s behavior inside Projects. When you consistently Save the right profiles, Hide the wrong ones, and add notes that explain why, you’re creating high-quality feedback signals that progressively refine future suggestions.Treat this like model training: define what earns a Save (skills mastery, scope, outcomes), annotate Hides with a succinct reason, and require notes on edge cases so patterns become explicit. Over a few cycles, your Recommended Matches align to your true intent, not just filter math. See the workflow and tuning guidance in the Learning Center’s module on Recruiter Essentials recording and reinforce it with Filtering techniques. To prove impact, instrument your review cadence: measure “profiles reviewed per qualified screen” for filter-only searches versus lists seeded by Recommended Matches. You should see fewer profiles to reach the same (or better) quality, with higher downs

Talent Connect is where work leaps forward. Those endless AI possibilities? Now endlessly possible.Join senior talent, recruitment, and HR professionals around the world to tackle the problems facing talent leaders today, including:Proving AI’s value Getting org-ready Building trust in AI Putting AI to work   👉 Click to learn more and register for Talent Connect Show 2026 Regional event days/times: *Don’t forget to register for both sessions! NAMER: September 29: 10:00 am PDT: Register here September 30: 10:00 am PDT: Register hereEMEA:30 September: 9:30 am GMT: Register here 1 October: 9:30 am GMT: Register hereAPAC: September 30: 10:30 am IST: Register here October 1: 10:30 am IST: Register here

Collaborate with hiring managers directly in Microsoft Teams Hiring Assistant for Microsoft Teams lets your team seamlessly share LinkedIn Recruiter candidates for quick collaboration. Hiring managers can review and provide feedback that syncs instantly in Recruiter, streamlining decisions and aligning teams earlier. This feature is available to LinkedIn Recruiter or LinkedIn Recruiter Professional Services Plus (RPS+) contracts that have Hiring Assistant and a Microsoft 365 plan with Teams on a Pro, Business, or Enterprise plan. Learn how to install the Microsoft Teams integration here 

Your InMails are going out,  but do you know if they're landing? The InMail Report in LinkedIn Recruiter (Reports tab) shows you your response rate, volume sent, and responses received, so you can stop flying blind and start making data-driven decisions. Your response rate reflects all messages sent in your selected time period that have received a reply, giving you a real-time pulse on what's working and what's not. But the real power is in the breakdown by InMail type. You can compare performance across AI-assisted InMails, templated InMails, and standard outreach, response rate, total sent, and responses received, side by side. Admins get even more data such as team-wide views and the ability to benchmark against industry data. If one approach is consistently outperforming another, now you'll know and you can act on it. 👉 Do this today: Open the Reports tab in Recruiter → InMail Analytics. Check your last 60–90 days. Where's your response rate sitting, and which InMail type is driv

According to the 2026 LinkedIn Talent Velocity Advantage Report, only 14% of organizations qualify as Talent Velocity leaders—organizations that consistently build critical skills, mobilize talent, and adapt as business priorities change. Building talent velocity takes more than a single initiative. It requires consistent moments that help employees build skills, develop their careers, and adapt as work evolves.The 8 Plays to Grow Your Talent for What's Next playbook provides practical strategies to help learning and talent development teams turn that vision into action. Discover customer examples and actionable ideas for onboarding employees into their careers, empowering managers, building skills, aligning learning with business priorities, and measuring what matters.📎 Download the 8 Plays to Grow Your Talent for What's Next below ⬇️ and discover practical ways to build employee engagement while moving your organization closer to Talent Velocity.If you are not yet a registered membe