🚀 Level Up Your LinkedIn Profile

Such an inspiring challenge, ​@Courtney-Community Manager ! 😀 As recruiters, we often forget that our profile is the very first touchpoint of a candidate's experience with our company's brand.

In my experience, if there is one core philosophy that has completely transformed my candidate response rates, it’s this: Your 'About' section shouldn't look like a shopping list of open jobs; it should show your recruiting philosophy.

When candidates visit my storefront, I want them to see the human behind the screen. I don't just list my tech tools or years of experience; I share my commitment to an 'High-Touch' approach—explaining that I value empathy, transparent communication (like discussing market reality from the very first call), and that I use data and AI to simplify processes specifically to free up more quality time for them.

My #1 Hack: Speak directly to your 'Ideal Candidate Persona' in your summary. Tell them how it feels to be recruited by you, and what kind of candidate-centric experience they can expect. When you lead with your values, candidate trust and response rates skyrocket.

Thank you for launching this, Courtney! Looking forward to learning from everyone's tips.❤

Profile refresh challenge accepted.

If someone visited my profile for the first time, would they quickly understand my experience, my specialty, and the kind of work I want to be known for?

That is the question I’m using to guide my refresh.

Our LinkedIn profiles are often the first place candidates, clients, collaborators, and colleagues go to understand who we are, what we value, and how we approach our work.

As I review mine, I’m looking closely at whether it clearly reflects:

• My 20+ years of experience in recruiting and talent strategy
• My work across games, entertainment, creative technology, and game-adjacent industries
• My focus on strategic sourcing, inclusive recruiting, cultural awareness, and neurodivergent talent practices
• My current work as founder of Amplify Signal Consulting

I welcome thoughtful feedback on my profile.

What was your first impression? Did I hit the mark?

One rule I have learned: ask people outside your close circle to review it.

Friends and family love us, which is beautiful, but they are also very likely to say, “It looks perfect!” and send us on our way. 😅

A fresh perspective can help us spot what is unclear, missing, or not landing the way we intended.

What is the first section of your profile you plan to update?

This is a very important post Courtney. 

Everyday, I see people in the recruitment world, looking for candidates and profiles, without a decent profile. They have almost no information at all, or poorly written or even without photos or descriptions.

This provides no confidence for the candidates who are being approached. Some might even think it’s a scam or someone phishing. And we, as a community, get impacted. Because it becomes a general assumption about recruiters, that it could be a scam or someone that they can’t trust their data.

And honestly, it’s not even that hard nowadays. With a simple AI prompt, you have even the most basic AI models, analyzing and recommending what works for your profile. 

I highly recommend everyone to try it, it will help you with the Linkedin algorithm. That combined with everything else that Courtney described.

Thank you and have a nice week everyone,

Eduardo Alves -Sourcing & Talent Attraction Manager 

🚀 I joined this challenge expecting to improve my profile. Instead, it reminded me that every recruiter profile tells a story: not just about the person, but also about the organization behind them.

As recruiters and sourcers, we invest a lot of time designing a great candidate experience throughout the hiring process, but that experience often begins much earlier—when someone clicks on our profile after receiving a message from us.

💡 One thing I realized is that our LinkedIn profiles are often an extension of our employer brand. Every recruiter profile contributes to the story candidates build about an organization, and in many cases, we become the face of the company long before a candidate visits the career site.

This exercise encouraged me to move beyond simply describing my role and think more about how I communicate my values, personality, and the kind of experience candidates can expect when interacting with me.

Thank you for the inspiration, ​@Courtney-Community Manager ! 😍

Looking forward to learning from everyone else's tips, experiences, and takeaways. 🌟

Sabrina Sperandeo I Talent Sourcing Specialist at Wärtsilä