How Anne got noticed by recruiters—and how you can too

How Anne got noticed by recruiters—and how you can too

By Jeff Altman, Big Game Hunter

Anne’s story begins like many of today’s job seekers: feeling discouraged after taking a long break, worried that her skills were outdated, and plagued by doubts about her ability to attract recruiters. Anne worked as a financial professional for many years before leaving to care for her family. When she was finally ready to return, her inbox remained empty until she made some strategic changes.

Brand breakthrough

Rather than churning out applications, Anne worked on building her personal brand. She revamped her resume and, most importantly, her LinkedIn profile. Within two days, several recruiters contacted her. It wasn’t just the presentation that changed, but the story she told—she focused on her strengths on LinkedIn, updated her summary and experience with keywords relevant to her desired role, and joined finance-related groups to demonstrate her ongoing engagement with the industry.

Anne’s initial success led to a contract position with a well-known company. She made connections, refreshed her skills, eventually landed a full-time job—paying more than before—and found herself thriving in a team-oriented culture. The transformation began when Anne stopped viewing her resume and LinkedIn as static documents and began using them as tools to market herself to recruiters.​

Recruiter’s Perspective

By 2025, recruiters will rely heavily on LinkedIn’s algorithms to find talent for clients. According to research, LinkedIn’s more than 1 billion users are mostly invisible to the algorithm: only 3 million people share content every week. The system rewards profiles that demonstrate expertise, spark meaningful professional discussions, and use strategic keywords. Recruiters actively seek candidates who demonstrate consistent engagement and subject matter authority.​

Key actions to get attention:

• Publish articles about industry trends, share thoughtful insights, and contribute to professional groups.

• Optimize your profile with an impactful title (specific job title + unique skills + measurable achievements).

• Use a compelling “About” section to weave keywords into the narrative.

• List at least 5-15 skills relevant to your target role.

Your LinkedIn profile is more important than ever

Anne’s story reflects the data: An optimized LinkedIn profile is critical to recruiter visibility. If your title is just “financial professionals,” you won’t show up in searches. If it says “Senior Financial Analyst | Compliance & Reporting Specialist | 30% Audit Improvement,” you will not only be found, you will be memorable.

• Profile picture: Recent, professional, identifiable. Your face should take up about 60% of the image.

• Custom URL: Personalize your LinkedIn URL for professionalism and easier searching.

• Background banner: Use it to showcase key achievements, your company logo, or a slogan that fits your brand.

Effective content strategy

Recruiters aren’t just reading profiles, they’re monitoring conversations. This means sharing posts about market changes, answering questions in groups, and publishing professional success stories will expand your reach.

• Best time to post: Tuesday through Thursday, 8 a.m. to 11 a.m. ET and 12 p.m. to 1 p.m.

• Posting frequency: Aim for 2-3 posts per week. The algorithm prefers consistency over volume.

• Content mix: 70% valuable insights, 20% personal professional stories, 10% industry news and your comments.

LinkedIn’s updated algorithm can now show relevant posts up to three weeks old, so evergreen content (such as thoughtful articles about industry best practices) can stay visible on your profile long after you publish it.

engagement strategy

The first hour after posting is crucial. Engage with your audience – ask open-ended, thoughtful questions that spark real professional discussion (“How do you see remote finance teams evolving in the year ahead?” rather than “What do you think?”). Respond to comments quickly and meaningfully.

Substantial comments on other people’s posts (not just “Great post!”) will also get you noticed by recruiters and hiring managers. The more you contribute, the more the algorithm boosts your presence.

Strategic networking and advice

Anne not only updated her profile, she also engaged with her network and sought advice to highlight her financial and adaptability strengths. Recommendations act as social proof, often convincing recruiters to lend a hand.

Do not send generic connection requests. Reference specific accomplishments, articles, or shared professional interests. Follow and comment on posts from recruiters at companies you want to work for.

Continuously learn and improve skills

Anne spends time during her contract learning about new trends and skills. Visible upskilling can increase your chances of being discovered and connected, especially if you document your learning journey or certifications on LinkedIn.

What’s the bottom line?

Anne’s story proves that getting a recruiter’s attention isn’t about luck, it’s about strategy. Optimize your LinkedIn profile with compelling, keyword-rich content. Contribute to relevant discussions. Deliver valuable insights at the right time. Seek and give advice. Update your skills. Engage, connect, and show consistency.

People who master these practices are the first people recruiters find. Like Anne, you’ll go from unknown to hot, and when the right recruiter reaches out, you’ll be ready.

Ⓒ Big Game Hunters, Asheville, NC 2025

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