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Recruiters, sourcers, talent development and professionals of all disciplines - it’s time to put your LinkedIn profile to the test - and help others do the same! In today’s talent-driven market, your LinkedIn profile isn’t just a digital resume - it’s your professional storefront. Candidates, clients, and colleagues check us out before they ever reply to a message. So make sure you are putting your best foot forward!Why Your LinkedIn Profile MattersYour profile is part of your brand. Candidates and clients will judge your credibility, reach, and professionalism based on what you show. A well-constructed profile helps you:Be found more easily in searches Instill confidence and trust - people are more likely to respond, share, apply for roles, or refer others if you look credible Set an example of professionalism that reinforces your company’s brandLinkedIn’s research shows that recruiters with complete, active profiles get more responses from top candidates, more referrals, and higher v

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

Hi Community!  👋We'd love your feedback on a new learning experience we're building for customers.  We're testing different versions of your product onboarding experience - so that you can start getting the most out of LinkedIn Recruiter as quickly as possible. Which one feels easier to get started with, and why? 🔹 Option A: Helps you quickly continue where you left off with a clear, guided path. (🔎 Click on the image to enlarge) 🔹 Option B: Gives you flexible options to explore and choose what’s most relevant next. (🔎 Click on the image to enlarge) 💬 We’d love your input:Which option feels more helpful to you? Why? What would make this experience even better? Is there anything missing that would make it easier to take the next step?

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 and discover practical ways to build employee engagement while moving your organization closer to Talent Velocity. 

 Hiring has a rhythm. And no matter where you are in the world, you've felt it.Summer vacations in the Northern Hemisphere slow down approvals and interviews End-of-year holidays bring budget freezes and candidate unavailability Regional peaks and valleys impact when talent is actively looking Hiring managers take time off, and decision-making stretches longerWe are feeling it right now in the community too. Many of you are heading into holidays, wrapping up fiscal year priorities, or diving into new fiscal year planning. There's a general sense of recharging that comes with this time of year, and honestly? I'm right there with you. ☀️🔌🍨But here's what I've learned: "slow" doesn't mean "stop." It means shift. The best talent pros use these quieter moments strategically. They refine pipelines, strengthen stakeholder relationships, or tackle those projects that always get pushed aside during hiring sprints.So I'm curious... 👇💬 What do you focus on when hiring naturally slows down in

 According to the 2026 LinkedIn Talent Report, talent velocity leaders are 1.6x more likely to develop in-demand human skills such as communication, relationship-building, and adaptability—and 93% of talent velocity leaders say human skills are more important than ever in the age of AI.LinkedIn Learning’s AI-powered Role Play gives learners a place to build human skills by practicing tough conversations before they happen. They can prepare for performance discussions, career conversations, feedback sessions, and other real-world scenarios. Each session provides personalized feedback to help learners build confidence and strengthen critical human skills.We've created the AI-powered Role Play Challenge as a ready to launch 15-day challenge to help you drive learner engagement with this tool. The challenge includes a structured learner calendar, communication templates, and engagement resources designed to encourage ongoing practice.⬇️ Download the AI-powered Role Play Challenge and help

 Talent Beacon Spotlight: Steve Prince Steve Prince turns talent research into intelligence leaders can actually use. As Head of Research at Generator Talent, Steve helps clients understand their competitive landscape by uncovering, collecting, and examining the data behind companies, competitors, candidates, and talent markets. His work sits at the intersection of sourcing, research, and advisory - mapping markets, identifying career trajectories, and translating what he finds into insights that help clients make better decisions.From Online Ad to Advisory DisciplineSteve's path into talent wasn't planned. He answered an online ad, discovered he loved the challenge of piecing together talent puzzles, and 20 years later, he's still doing work that energizes him. What began as recruiting and sourcing has evolved into something broader: helping organizations move beyond simply filling jobs and toward understanding what the market is telling them.That shift mirrors one of the biggest chan

The Talent Beacon Advocacy Program exists because great communities are built by the people who show up, share openly, and make everyone around them better. Year two of the program means something significant: we've seen what it looks like when recognition meets commitment, and this cohort reflects both.We're proud to introduce the 2026 LinkedIn Talent Beacons, ten talent professionals who lead with insight, engage with purpose, and set the standard for what peer-driven expertise looks like in this community.🌟 Returning BeaconsFour members from our founding cohort have earned recognition for a second consecutive year, reflecting sustained contributions, consistent engagement, and a genuine commitment to elevating the community around them.Steve Prince brings a researcher's precision to talent work, mapping markets, building sourcing frameworks, and pushing the conversation beyond "fill the role" toward real market intelligence. A Founding Member and two-year Beacon. Read Steve's spotl

Hello! 👋🏽Welcome to the LinkedIn Talent Community, exclusive for LinkedIn talent, learning and HR customers. On behalf of the entire Community team, I want to say that we are so happy you are here! To help you get started, here are some tips and resources that aim to enhance your experience in the community.📣 Everyone enjoys a friendly hello 👋🏼! Review the 5 tips below, jump over to Introduce Yourself to the Community!ResourcesHere you will find Community and Product resources to help you a quick start. Community Resources include Community Guidelines, FAQs, ways to earn badges, as well as Member Roundtable recordings and recaps. We are expanding Product Resources with weekly Product Tips, feature updates and more so check back often. 👉🏼 TIP: Right-click on the links in this article to open them in a new browser window and keep your spot here!DiscussionsHere you will find Community Announcements, Member Spotlights, and the latest topics from your peers. Have a product question?

Back by popular demand!After an overwhelmingly positive response to last month's session, we're thrilled to bring back ​@Nate Wylie for a deeper dive into his recruiting workflow. This time, Nate will build on the foundation he shared and take us further into the strategies, tools, and real-world tactics that power his success.What to ExpectThis isn't a replay. Nate will go deeper into:Advanced AI-powered candidate assessment and pipeline management How he's adapting his sourcing strategy as the market continues to shift Real examples of managing founder expectations and navigating tough conversations Live demonstrations of his custom tools and workflows in action Your questions answered in real time📍Register to save your spot📆 Wednesday, June 24 ⏰ 9 am PT | 12 pm ET 🎤​@Nate Wylie & ​@Maggie McQuade-LinkedIn ​​​​​​  🎥 Missed the first session? Catch up on the recording to get the full context before joining us later this month.📌 TIP: Right click on the image to open the video

Looking Ahead: What's On Your Talent Radar for the Second Half of 2026? We're halfway through the year. And if you're like most talent leaders, you're already thinking about what's coming next.The second half brings budget reviews, headcount planning, and year-end pushes Hiring priorities shift as business needs evolve The best teams are already preparing, not just reactingWhether you're gearing up for seasonal hiring spikes, navigating workforce planning conversations, or bracing for an end-of-year sprint, the second half rarely looks like the first.And here's the thing: the talent pros who stay ahead aren't just busier. They're more intentional. They're spotting trends early, aligning with stakeholders proactively, and building strategies that flex with change.So let's talk strategy 👇💬 CHALLENGE PROMPT What's the biggest talent challenge or opportunity you're preparing for in the second half of 2026?Share what's on your radar around:📊 Headcount planning or budget shifts for the re

 Talent Beacon Spotlight: Tracie Bouye Tracie Bouye is proof that the best recruiters are built, not born - though the raw ingredients were always there. Now an Independent Talent Partner managing full life-cycle recruitment for confidential clients across engineering and finance, Tracie has evolved from a hands-on recruiter into a strategic talent partner who blends data, AI, and deep human connection to deliver results.From Distribution Warehouses to Strategic Talent PartnerTracie's origin story begins at PepsiCo, where she managed four distribution warehouses and discovered a natural ability to connect with people, build trust, and guide decisions. That talent for relationship-building became the foundation for a career in recruiting, and she's never stopped sharpening it since. Her philosophy is simple: every candidate deserves a partner, not just a process.A Candidate-First Philosophy in Practice"How I make candidates feel about themselves, their value, and their decisions leaves

 Talent Beacon Spotlight: Will Branning Will Branning brings a thoughtful, deeply practical approach to recruiting the technical talent behind mission-driven work. As a Senior Talent Acquisition Specialist and Partner at MORI Associates, an Engineering and IT services government contractor, Will has spent the past eight years leading hiring efforts for engineers, IT professionals, and leaders across highly specialized roles.From HR to Full-Cycle RecruitingWill's path into talent acquisition was intentional from the start. After graduating from the University of Maryland with a degree in business and a minor in HR, he hoped to build a career in human resources - and just two and a half months later, he landed his first junior recruiter role. Over time, after moving through different HR and recruiting responsibilities, a company reorganization became a turning point. It pushed him to focus fully on recruiting, where he has now spent more than 20 years across both agency and corporate TA

 Talent Beacon Spotlight: Priscila Borges For Priscila Borges, recruiting has never been about filling roles - it's about building bridges of trust between people and organizations. As a Senior Talent Acquisition Specialist at Ricoh Italy, she manages the end-to-end recruitment process with a deeply human-centric philosophy, ensuring every step of the candidate journey is handled with care, transparency, and integrity. A Career Built on Self-AwarenessPriscila's entry into talent acquisition was anything but accidental. After conducting a personal SWOT analysis, she identified HR consulting as the perfect intersection of her interpersonal skills and technical mindset. That self-awareness launched a career defined by continuous evolution - from consulting to in-house talent acquisition, and now into a role where she blends data analysis, AI, and empathy to elevate the standard of service she provides.From Process Manager to Talent PartnerA pivotal moment came during a period of rapid org

 Talent Beacon Spotlight: Wendy ManninenWendy Manninen is a Corporate Recruiter in the oil & gas industry, supporting full-cycle hiring across the Gulf Coast Rockies assets, including Bakken in North Dakota and Eagle Ford in Texas, as well as the IT and commercial business units in Houston and the UK. She thrives on building relationships with hiring managers and candidates, developing sourcing strategies that attract and retain top talent, and creating a positive, personalized candidate experience from first outreach through offer acceptance. For Wendy, recruiting is more than filling open roles; it’s about connecting people with opportunities that truly align with their skills, goals, and values, while helping leaders build teams that can deliver in a competitive market.From Finance to Full-Cycle RecruitingWendy’s path into talent acquisition began in an unexpected place: an employee benefits open enrollment session. After five years in finance, she realized HR was where she belo

 Talent Beacon Spotlight: Jeff Seidl Jeff Seidl didn't set out to build a career in talent acquisition - but once he found it, he never looked back. Today, as a Senior Talent Advisor at Sikich LLC, Jeff specializes in recruiting finance and accounting professionals for one of the nation's top 25 accounting, technology, and advisory firms. His days are anchored in relentless sourcing - the kind of disciplined, high-volume outreach that's essential when recruiting seasoned public accountants who rarely have a reason to leave their current firms.An Unexpected Start and the Fundamentals It BuiltJeff's path into TA began with an unexpected text from a college friend who worked at Randstad. That leap from a beloved nonprofit into the crucible of agency recruiting taught him the fundamentals that still drive his work: urgency, communication, and a willingness to do the volume. He's since moved through internal roles at startups, boutique agencies, and now thrives in-house at Sikich - a compan

 Talent Beacon Spotlight: Najat AndreozziNajat Andreozzi recruits the leaders who are building the future of healthcare AI - and her own story is one of relentless forward motion. As a Senior Leadership Recruiter at McKesson, she sources and places senior leaders in Technology, Data, and AI/ML, helping one of the world's largest healthcare companies execute its most ambitious transformation bets.A Path Built on YesNajat's path into talent acquisition started across continents. She began in project coordination between Geneva and Kuala Lumpur, then landed at a boutique agency in Seattle where she wore every hat - including hiring. She was good at it, leadership noticed, and recruiting became her career. Since then, her trajectory has spanned CPG, food tech, e-commerce, AI, and a government moonshot agency. She didn't plan the path, but it fits.The ARPA-H Chapter and What It Taught HerThe career-defining moment came when Najat joined ARPA-H as their first TA hire. No playbook, no brand,

 Talent Beacon Spotlight: Wael Bakhaty Wael Bakhaty doesn't just build training programs – he builds the systems that transform how entire organizations perform. As Head of Talent Management and L&D, Wael partners with leaders to diagnose capability gaps, design practical solutions, and connect talent, leadership, and culture into one integrated ecosystem that drives measurable business results.From Capability Builder to Systems ArchitectWael's journey into L&D wasn't a single decisive moment – it was a natural evolution. He started by building capability within the business, discovered he had a genuine talent for developing people and systems, and that instinct grew into a full career shaping how organizations invest in their people. The turning point came when he realized that building capability could transform an entire business. That insight shifted his career from doing work to shaping impact.What energizes Wael is watching that impact unfold: leaders who transform, teams

 Talent Beacon Spotlight: Eglantine Gee Eglantine “Eggy” Gee thrives at the intersection of strategy and execution - where clarity meets complexity and learning turns into real-world action. As a Senior Learning and Performance Consultant at Farm Credit Canada, she partners with leaders and teams to diagnose performance challenges, design human-centred development solutions, and build learning ecosystems that drive lasting behaviour change. From Marketing to L&D — An Earned PathEggy's path into L&D wasn't planned - it was earned. She started her career in marketing and operations, moved into HR where she spent years hiring and onboarding at scale, and gradually discovered that her favorite part of the work wasn't bringing people in - it was helping them succeed once they arrived. That realization led her to formal learning and talent development roles, where she began designing programs tied directly to business needs. A pivotal moment came when she joined the L&D team at B

 Talent Beacon Spotlight: Jessica Fiesta George Jessica Fiesta George operates where talent strategy meets business strategy. As Vice President of Portfolio Talent and Operating Advisor at Atlantic Street Capital Advisors, she partners with leadership teams, operating partners, and investment professionals across 14 private equity-backed portfolio companies to build the talent infrastructure that enables growth, operational execution, and long-term value creation. Her work spans executive hiring, organizational design, compensation strategy, leadership assessment, HR transformation, and post-acquisition integration across a diverse portfolio. Built Through ExperienceWith nearly two decades in talent acquisition and human capital leadership (including nine years with Atlantic Street and four embedded directly within portfolio companies), Jessica brings a practitioner’s view of what it takes to scale people systems in fast-moving environments. A defining chapter in her career came when s