Job Posting Optimization

"I reach out to hiring managers whenever I see a role I'm interested in, and I typically don't hear back." Laura emailed me this week after hearing my advice about contacting hiring managers directly. My first question: Where are you finding these roles? Because here's what most job seekers don't realize: When you reach out to a hiring manager about a LinkedIn posting, you're competing with hundreds (sometimes thousands) of other applicants doing the exact same thing. Their inbox is flooded. Your message becomes noise. But there's a difference between reactive outreach and strategic outreach. 𝗥𝗲𝗮𝗰𝘁𝗶𝘃𝗲: See a job on LinkedIn → message the hiring manager → hope they respond 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰: Build a target company list → find decision makers → reach out before or outside the flood And here's something most job seekers overlook: Where you find the job matters as much as how you apply. According to Huntr, Google Jobs has an 11.29% response rate. That's nearly 4X higher than most platforms. Why? Because Google Jobs aggregates postings directly from company career pages. It bypasses the cluttered third-party filters. You're often finding roles that aren't drowning in 500+ applicants. Three shifts to make your outreach more effective: → Create a target company list instead of only reacting to postings → Use Google Jobs to find roles with less competition → Reach out to hiring managers at companies you've researched, not just ones where you saw a job ad The goal isn't to reach more hiring managers. It's to reach the right ones, in the right places, before everyone else does. Are you reaching out reactively or strategically? Save this to refer back to later. Source: Huntr, The Best 9 Job Search Sites of 2026

📱 My phone’s been blowing up lately—colleagues on both sides of the hiring game are venting about the same thing. Job seekers can’t land roles, and hiring managers can’t find people who actually stay. About half of my network who were job-hunting have found something, but the other half are still stuck in the grind. Meanwhile, companies tell me that even when they do make a hire, retention is a nightmare—new employees are bouncing within six months. The disconnect is real: companies are hiring, candidates are applying, but something is clearly broken. Traditional hiring—bloated job descriptions, ATS black holes, and never-ending interview rounds—is failing everyone. So, what needs to change? 🔄 Here’s what I’ve seen work: ✅ Ditch the ATS Dependence – Get back to human recruiting instead of relying on keyword filters. ✍️ Fix Job Descriptions – Make them clear, real, and relevant—cut the jargon. 🤝 Prioritize Personal Connections – Hiring managers should actively engage instead of passively posting. 🎯 Focus on Skills, Not Just Titles – Look at what candidates can actually do, not just where they’ve been. ⏳ Speed Up the Process – The best talent won’t wait around for a four-week approval cycle. 💬 Improve the Candidate Experience – Give real feedback and make the process transparent. Here’s a real-world fix I put in place: At a previous company, the hiring pipeline was a mess—ATS filters blocked great candidates, and the process dragged on. I introduced a referral-first hiring approach, tapping employees’ networks before posting publicly. We also replaced multiple early-stage screenings with a 30-minute call with the hiring manager. 📉 Time-to-hire dropped 35% 🎯 Quality of hires improved—better fits, fewer regrets 📈 Retention rates increased—candidates knew exactly what they were signing up for 🔑 Bottom line: Hiring is broken, but it doesn’t have to be. The best hires come through real connections, not algorithms. What’s been your biggest hiring (or job search) frustration lately? Drop a comment 👇 #Hiring #Recruiting #JobSearch #TalentStrategy #HR #FutureOfWork

I constantly get recruiter reachouts from big tech companies and top AI startups- even when I’m not actively job hunting or listed as “Open to Work.” That’s because over the years, I’ve consciously put in the effort to build a clear and consistent presence on LinkedIn- one that reflects what I do, what I care about, and the kind of work I want to be known for. And the best part? It’s something anyone can do- with the right strategy and a bit of consistency. If you’re tired of applying to dozens of jobs with no reply, here are 5 powerful LinkedIn upgrades that will make recruiters come to you: 1. Quietly activate “Open to Work” Even if you’re not searching, turning this on boosts your visibility in recruiter filters. → Turn it on under your profile → “Open to” → “Finding a new job” → Choose “Recruiters only” visibility → Specify target titles and locations clearly (e.g., “Machine Learning Engineer – Computer Vision, Remote”) Why it works: Recruiters rely on this filter to find passive yet qualified candidates. 2. Treat your headline like SEO + your elevator pitch Your headline is key real estate- use it to clearly communicate role, expertise, and value. Weak example: “Software Developer at XYZ Company” → Generic and not searchable. Strong example: “ML Engineer | Computer Vision for Autonomous Systems | PyTorch, TensorRT Specialist” → Role: ML Engineer → Niche: computer vision in autonomous systems → Tools: PyTorch, TensorRT This structure reflects best practices from experts who recommend combining role, specialization, technical skills, and context to stand out. 3. Upgrade your visuals to build trust → Use a crisp headshot: natural light, simple background, friendly expression → Add a banner that reinforces your brand: you working, speaking, or a tagline with tools/logos Why it works: Clean visuals increase profile views and instantly project credibility. 4. Rewrite your “About” section as a human story Skip the bullet list, tell a narrative in three parts: → Intro: “I’m an ML engineer specializing in computer vision models for autonomous systems.” → Expertise: “I build end‑to‑end pipelines using PyTorch and TensorRT, optimizing real‑time inference for edge deployment.” → Motivation: “I’m passionate about enabling safer autonomy through efficient vision AI, let’s connect if you’re building in that space.” Why it works: Authentic storytelling creates memorability and emotional resonance . 5. Be the advocate for your work Make your profile act like a portfolio, not just a resume. → Under each role, add 2–4 bullet points with measurable outcomes and tools (e.g., “Reduced inference latency by 35% using INT8 quantization in TensorRT”) → In the Featured section, highlight demos, whitepapers, GitHub repos, or tech talks Give yourself five intentional profile upgrades this week. Then sit back and watch recruiters start reaching you, even in today’s competitive market.

✍️Dear Hiring Managers, 🔎Job seekers are losing trust due to a growing issue: Ghost jobs. These are roles advertised but already filled or reserved internally. Candidates apply, interview, and invest time, only to realize the role was never truly open. This wastes their time and damages your company’s reputation. Let’s fix this: 📌Be transparent about hiring. 📌Avoid posting jobs without genuine opportunities. 📌Communicate clearly when positions are filled. Transparency builds trust, strengthens your brand, and attracts better talent. Let’s normalize accountability in hiring. Share this to spread awareness!

Everyone in Silicon Valley is hiring. Very few are hiring well. Every day on Instagram, I get DMs from candidates frustrated by how broken the job market feels. And on LinkedIn? Recruiters are just as overwhelmed. So over the last three weeks, I’ve been meeting with recruiters and marketers in my network to understand where things are actually breaking down. The takeaway: it’s not a talent shortage - it’s signal overload. If you’re a recruiter drowning in resumes, intro calls, and “on paper they looked great,” here are three ways to make your life easier and attract better talent:  1. 𝗛𝗶𝗿𝗲 𝗶𝗻 𝗽𝘂𝗯𝗹𝗶𝗰: Not a generic “We’re hiring a Marketing Lead - apply here.”I mean showing the process. Post a video explaining what you’re actually looking for. Share anonymized examples of what moves candidates forward (and what doesn’t). Talk about the good, the bad, and the messy. It creates social buzz, builds trust, and teaches candidates how to stand out before they apply.  2. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗵𝗶𝗴𝗵𝗲𝗿-𝘀𝗶𝗴𝗻𝗮𝗹 𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴 𝘀𝘁𝗲𝗽: Instead of endless intro calls, give candidates a short, async exercise tied to the real job - a Loom walkthrough, mini case, or 30-minute prompt. High-intent candidates lean in, low-intent ones opt out. You get a real signal before the first call. Candidates save time, and interviews become conversations, not auditions. I’ve been exploring tools like The Aurora Co. (www.theauroraco.com) which let recruiters create role-specific, AI-scored case exercises with structured feedback and analytics.  3. 𝗣𝘂𝗯𝗹𝗶𝘀𝗵 𝗮 “𝗪𝗵𝘆 𝗬𝗼𝘂 𝗪𝗼𝘂𝗹𝗱 𝗛𝗮𝘁𝗲 𝗧𝗵𝗶𝘀 𝗝𝗼𝗯” 𝗽𝗼𝘀𝘁: Instead of overselling the role, be radically honest. Share what’s messy, what’s unclear, and what kind of person will struggle in this job. Is it scrappy? Under-resourced? Fast-changing? Say that. The wrong candidates will self-select out immediately, and the right ones will lean in harder. Recruiters waste less time on misaligned interviews, and candidates walk in with eyes wide open - which makes every conversation higher quality.

“We’re Hiring”, “Join our Team” ! The Post No One Cares About A recruiter once told me, “We post job openings, but we barely get good applications.” I asked to see their post. It read: “We’re hiring! Join our team. Exciting opportunities await.” That was it. No story, no hook, no reason to care. Now, here’s what’s interesting—Harvard Business Review states that 75% of professionals are passive candidates. They’re not actively looking for jobs, but they might consider one if it speaks to them. So, who is your job post really reaching? You’re missing three key groups: The Passively Interested – People who aren’t job-hunting but could be intrigued if you tell a compelling story. The Influencers – Friends, family, and colleagues of potential candidates. If they resonate with your post, they’ll share it. The Future Hires – Those who may not apply now but will remember your company when the time is right. A Gallup study found that 70% of a company’s ability to attract top talent comes from how it tells its story. So, before you hit “post” on another generic hiring update, ask yourself: ✅ Does this make someone feel something? ✅ Does it show why this role matters, not just list requirements? ✅ Does it make people want to engage—even if they’re not looking? Because hiring isn’t just about announcing jobs. It’s about making people want to be part of something bigger. And, recruitment isn’t about job postings—it’s about storytelling. What are your thoughts on such posts ? #hiring #linkedin

5 things you're missing from your employer brand 👇 1️⃣ Clarity - phrases like "open to flexible working" just don't cut it. What does this actually mean? Buzzwords don't add to your employer brand, they detract from it, so get specific. 2️⃣ Transparency - different people will thrive in different environments, and giving information up front around your benefits, culture, and ways of working doesn't put you at risk of people taking the piss... it means that you'll attract aligned talent. 3️⃣ Honesty - your employer brand should put off as many people as it attracts. Be truthful about the bits that won't be for everyone, like a fast-paced culture, no in-person time, or being fully in the office. 4️⃣ Advocacy - your employees are your biggest asset when it comes to your employer brand. People need to be able to see themselves in your organisation, so weaving in personal stories of the kind of people who thrive in your company will add a personal (and believable) touch. 5️⃣ Personality - the best employer brands feel different, just like the best brands. Look at TUI, Mars, and BT Business and you can feel how unique they are. Lean into how your organisation feels, the culture you have, and general company vibes, and get that across in your employer brand marketing. But what's the ROI I hear you say? 🔥 Better diversity 🔥 Lower cost to hire 🔥 Faster time to hire 🔥 Stronger retention 🔥 A more efficient hiring process 🔥 Increased relevance of applications #EmployerBrand #EmployerValueProposition #JobSeekers

𝐈 𝐜𝐥𝐨𝐬𝐞𝐝 2 𝐞𝐧𝐠𝐢𝐧𝐞𝐞𝐫𝐢𝐧𝐠 𝐫𝐨𝐥𝐞𝐬 𝐢𝐧 𝐦𝐲 𝐥𝐚𝐬𝐭 𝐨𝐫𝐠… 𝐰𝐢𝐭𝐡 𝐣𝐮𝐬𝐭 𝐨𝐧𝐞 𝐦𝐞𝐝𝐢𝐮𝐦 𝐚𝐫𝐭𝐢𝐜𝐥𝐞 - No recruiter. - No job board. Just an article I wrote about the engineering problems we were solving over a weekend. That's when I realised, Employer branding is much more nuanced than people think it is. Most people think great candidates care only about WFH, CTC, and location. But if you deep-dive, it's nuanced, they also care about: ✅ The kind of problems they'll solve ✅ The quality of people they'll work with ✅ The scale they'll unlock ✅ The uniqueness of the problem ✅ And how deep they will go solving for it In that article, I casually spoke about: - The performance issues we were debugging - Scale problems that were yet to come - And trade-offs we were debating on a whiteboard And it worked. Every team - Engineering, Product, Ops, Marketing, Sales etc. can do this. Sometimes the most effective way to solve your talent sourcing and offer-to-join ratio problem is not to reach out to more candidates. But to simply tell the world what you're building. #intervue #hiring #employerbranding #Talentacqusition

Thinking of applying for that job? Pick up the phone first. Discussing this issue at Luminary HQ, we agreed that as little as one in ten people who apply for a job call us before submitting their application. After all these years, I’m still surprised it’s not more. Here’s why that call matters: (1) Understanding our brief. You’ll get insights beyond the job ad. What’s really important in the role? What’s the team culture like? Is there anything not written in black-and-white that could help you tailor your application? What our client has told us they are really seeking. (2) Checking for fit. Sometimes, after a quick chat, you’ll discover the role isn’t quite right, for now. Redirection saves you time and effort, and keeps you from chasing jobs that don’t align with your skills or goals. (3) Relationship-building. You’re on the radar, for the right reasons. A thoughtful conversation leaves a far better impression than an application that misses the mark. One important thing, though: If you call, and you’re politely advised the role isn’t the right fit, please don’t apply “just in case.” I know it’s tempting. Maybe you’re thinking: “Feedback is a gift, I’ll apply anyway and see what they say.” “I’ll get my CV in front of the boss.” "I will still throw my hat in the ring, you never know." But here’s the reality, in almost all these cases there are valid reasons a redirection is intended to be helpful for both parties. We are here to guide you both, client and candidate. Yet hiring managers rarely change their minds if their is genuine misalignment. Speculative applications creates awkwardness and wastes everyone’s time, including yours. They only add to your frustration about ghosting and unanswered applications. At its worst, it may affect your chances for future roles, because it suggests you don’t take guidance on board. We always suggest you call first. Listen carefully. And if it’s not right, keep the connection for next time. A well-placed phone call can open doors or save you from barking up the wrong tree.