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EdgarEdgar

LinkedIn for hiring

Hiring through LinkedIn content is the inverse of recruiting. Recruiters write to candidates; founders and managers write to make their team and company legible enough that candidates self-select. Done well, this generates inbound applications from candidates who already understand the team's values and trade-offs, which compresses the interview process and reduces mis-hires. The mistake is treating LinkedIn as a posting board for open roles rather than a window into how the team thinks.

Goal

Attract qualified candidates to roles by demonstrating publicly what working at the company is actually like.

Founders, hiring managers, and engineering or design leaders who hire frequently and care about who they work with.

What to write about

  • +Honest team stories about decisions, debates, or trade-offs the team has worked through.
  • +Hiring philosophy posts that explain what kind of candidate the company is the right fit for.
  • +Specific role posts that go beyond the job description into what the actual day-to-day looks like.
  • +What the company has decided not to do, which signals values better than affirmations.
  • +Senior-team perspectives on how the team is built and what the bar looks like.

Example post

We hired our last three engineers from people who had been reading my posts for over a year. They arrived already understanding how we make decisions, which cut their ramp time roughly in half.

How to know it's working

  • →Inbound applications reference specific posts or aspects of how the team works.
  • →Candidate quality on inbound from LinkedIn outperforms recruiter-sourced candidates.
  • →Time-to-hire compresses because candidates pre-qualify themselves before the first call.
  • →Offer-acceptance rate goes up because candidates are not sold on the team, they have read about it.
  • →Reference and culture-add signals at offer stage are easier because the candidate already knows the team's stated values.

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Frequently asked questions

Roles where this matters

LinkedIn content strategy for startup founders

Startup founders know they should post on LinkedIn to attract investors and talent, but building a company leaves zero writing time. Edgar turns a weekly call into posts.

LinkedIn content strategy for CEOs

CEOs need a visible LinkedIn presence for recruiting and brand authority, but crafting posts between board meetings is unrealistic. Edgar handles it with one weekly call.

LinkedIn content strategy for engineering managers

Engineering managers have deep insights on team building and technical leadership but struggle to write posts. Edgar captures your thinking in a weekly conversation.

LinkedIn content strategy for HR leaders

HR leaders shape company culture and talent strategy but rarely share that expertise on LinkedIn. Edgar turns your people insights into posts that attract talent and peers.

Related use cases

LinkedIn for career switching

Build credibility for a new role or industry on LinkedIn before or during a career pivot, so hiring managers see you as a serious candidate.

LinkedIn for networking

Build the kind of professional relationships that lead to genuine opportunities, referrals, and trust over years.

LinkedIn for employer branding

Make strong candidates want to work with you before you ever open a role, by showing what the company is actually like to build inside.

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