Recruiters, talent partners, and Heads of People at growing companies.
Recruiters on LinkedIn write for two audiences: candidates (passive and active) who follow a few recruiters they trust, and hiring managers (internal and external) who form opinions about who runs hiring well. Both audiences are skeptical of pitched, performative posts.
What to write about
- +Honest takes on the hiring market and what is changing
- +What an actually good interview process looks like, with specifics
- +Why specific candidates were strong (anonymized) even if a role did not close
- +Recruiting playbook decisions: where to source, when to pass, how to close
- +Industry-specific hiring (e.g. "hiring senior engineers in 2026") with concrete numbers
- +Behind-the-scenes of building a hiring function from scratch
Example posts
- We rejected a candidate everyone in the loop loved. Twelve months later he ran the team that beat us in the market. The signal was there in his second interview.
- Hiring senior engineers in 2026 looks nothing like 2024. Here are three things that have changed in the last 6 months.
- Our offer-acceptance rate went from 40% to 85% after we changed one thing in the process: the hiring manager calls before the offer, not after.
What to avoid
- −Posting only open roles, which trains the audience to scroll past every post from the account.
- −Performative empathy posts ("to anyone job hunting right now") that read as content-marketing, not earned thinking.
- −Not engaging with comments, which is where recruiter relationships actually start on LinkedIn.
- −Treating hiring numbers as confidential when many of them (offer rates, time-to-hire) become talent magnets when shared.
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