Your LinkedIn profile is working—or it isn’t—long before you decide you’re ready to look for a new role. Recruiters are searching LinkedIn right now, and whether your profile shows up, and what it says when it does, matters more than most professionals realize.
APC’s Loretta Byers, Recruiting Manager, and Kori Losack, Senior Recruiter, joined the second session of Lunch with APC Recruiters to share exactly what makes a LinkedIn profile stand out—and what gets it skipped. Here’s what they covered.
Your Profile is Working Even When You’re Not Looking
One of the first points Loretta and Kori made: LinkedIn isn’t just a job-search tool. It’s a professional reputation that runs 24/7. Opportunities don’t always come when you’re actively searching—they come when someone finds you. If your profile isn’t current, complete, and compelling, those opportunities pass you by without you ever knowing.
Even if you’re not actively in the market, your profile should be positioned as if you are. A few hours of work today can pay off months from now.
Your Headline Does More Work Than You Think
Most people leave their headline set to their current job title. That’s a missed opportunity. Your headline is the first thing a recruiter sees in search results—before they even click your name.
- Don’t just list your title. Use the headline to reflect where you are and where you want to go. Include your specialty or key skills.
- Use keywords recruiters actually search. If you’re a data engineer or cloud architect, say so—in those words. Vague titles like “technology professional” won’t surface in targeted searches.
- Be specific to your industry. IT and engineering recruiters are searching for exact terms. Match the language of the roles you’re targeting.
If you’re open to opportunities, update your headline to reflect it. You can also turn on LinkedIn’s “Open to Work” setting (visible to recruiters only, not your entire network) so that when recruiters filter their searches, your name actually comes up.
Your Summary: Tell Your Story, Not Just Your History
LinkedIn is not a resume. The About section is your chance to communicate who you are in a way a bullet-point resume never can. Loretta and Kori both emphasized this distinction: a strong summary tells your story. A weak one is just a job list in paragraph form.
- Aim for three to four short paragraphs. Long summaries lose readers. Short, well-written ones keep them.
- Lead with what you do and what you’re known for. Don’t bury it. A recruiter skimming a dozen profiles will click away if the first sentence doesn’t hook them.
- Include the keywords relevant to your target role. Recruiters and LinkedIn’s search algorithm are both looking for them. If your target role requires cloud migration, Agile, or data architecture—those words should appear in your summary.
- Write in first person. It reads as more human and approachable than third-person bios.
💡 Tip: Use AI to help draft your summary—but read it carefully before publishing. AI-generated content often sounds generic or uses phrases that don’t reflect how you actually work. Make it yours.
Experience Section: Show Results, Not Just Responsibilities
Your experience section is where most profiles fall flat. Job descriptions tell a recruiter what your role was supposed to do. What they actually want to know is what you did—and what it produced.
- Lead each role with outcomes. What did you deliver? What changed because of your work? If you can attach a number to it, do it.
- Use the language of the role you want, not just the role you had. If your next position is a step up or a pivot, frame your experience in terms that translate.
- Keep older roles brief. Roles from 15+ years ago don’t need bullet points. A title, company, and date range is enough unless the experience is directly relevant.
- Don’t copy-paste from your resume. LinkedIn is searchable and interactive—use it differently. Links, media, and project descriptions can all reinforce your story in ways a static document can’t.
Skills and Recommendations: Don’t Leave These Empty
The Skills section is more than a list—it’s searchable. Recruiters filter by skills regularly, and if yours aren’t listed, you won’t appear in results even if you have the experience.
- Add your top skills and keep them current. Prioritize the skills most relevant to your target roles.
- Endorsements matter, but recommendations matter more. A written recommendation from a former manager or colleague carries real weight. Ask for them—and offer them to others.
- Reorder your skills list. LinkedIn lets you pin your top skills. Make sure the ones most relevant to your job search appear first.
Activity on the Platform Signals You’re Engaged
One thing that consistently gets overlooked: being active on LinkedIn improves your visibility. The algorithm surfaces profiles of users who engage with content. That means liking, commenting, and sharing posts—not just passively updating your profile once a year.
You don’t need to post every day. But showing up on the platform consistently—commenting thoughtfully on industry content, sharing relevant articles, or even posting a short update about a project you worked on— signals that you’re active, current, and engaged in your field.
If you’re in a job search, a post letting your network know you’re exploring opportunities can travel further than you’d expect. One share from a well-connected contact can put you in front of dozens of hiring managers or recruiters you’d never have reached on your own.
Connect with Recruiters Before You Need Them
The best time to build relationships with recruiters is before you need one. Follow recruiters at firms that specialize in your field. Engage with their posts. Send a simple connection request with a note about your background. You don’t need to be looking for a job to make the connection—and when you are ready, that relationship already exists.
When a recruiter does reach out, respond—even if the timing isn’t right. A quick “not actively looking right now, but happy to stay in touch” keeps the door open and builds goodwill. Ignoring messages closes it.
A Few Direct Answers to Common Questions
Should I use the “Open to Work” banner (the green frame)?
You can, but it’s not required. The more important setting is “Open to Work” visibility set to Recruiters only—that makes you show up in recruiter searches without broadcasting your status to your entire network, including your current employer.
Does my profile photo matter?
Yes. A professional, current photo makes a real difference. Profiles with photos get significantly more views than those without. It doesn’t need to be a studio headshot, but it should be clear, well-lit, and look like you.
How often should I update my profile?
Review it every three to six months at minimum. Any time you take on a major project, earn a certification, or shift your focus, update it right away. Don’t wait until you’re in a job search to remember everything.
What if I don’t have many connections?
Start with people you know—former colleagues, managers, classmates, industry contacts. LinkedIn weights your profile higher once you cross 500 connections, but quality matters more than quantity. A smaller, relevant network is more valuable than a large, unrelated one.
At APC, we work with IT and engineering professionals every day—and we see firsthand how much a strong LinkedIn profile can change the trajectory of a job search. Whether you’re actively looking or just keeping your options open, the time you put into your profile now will pay off.
Visit www.apc.jobs to search open roles or reach out to one of our recruiters directly.
For more tips, connect with Loretta and Kori on LinkedIn:
linkedin.com/in/lorettabyers/
linkedin.com/in/kori-losack/
Stay tuned for the next session in the Lunch with APC Recruiters series.
💡 Your LinkedIn profile is your first impression with recruiters—and it’s on 24 hours a day. Make sure it’s working as hard as you are.
Scott Roberts is an accomplished professional with an extensive background in operations and leadership roles within the professional staffing and workforce solutions industry. Currently serving as the Chief Operations Officer at Alliance of Professionals & Consultants, Inc. (APC), he brings over 17 years of experience steering organizations toward efficiency and success. In the realm of innovative thinking, Scott is actively shaping the trajectory of the future of work and redefining the operational landscape for businesses.