Many job seekers misunderstand LinkedIn—they think it’s just another job board. You write your profile, hit the “Open to Work” button, and wait.
But that’s not how LinkedIn works.
LinkedIn was created mainly for recruiters. It is a hiring platform first. Its features are designed to help companies find and hire the right people faster.
That’s why every serious company, from global tech giants to fast-growing startups, has a presence on LinkedIn. And that’s also why recruiters spend hours every day on this platform—searching for candidates, checking profiles, and messaging people.
Here are 5 interesting facts about LinkedIn that show how powerful the platform has become for job seekers, recruiters, and companies—especially in India:
- LinkedIn has over 1 billion users globally: It’s officially the largest professional network on the planet.
- India is LinkedIn’s second-largest market: With over 120 million users, India is second only to the United States in terms of LinkedIn membership.
- Bangalore is among the top 5 cities globally for LinkedIn activity: Bangalore sees exceptionally high engagement from both job seekers and recruiters, making it one of the most active LinkedIn hubs in the world.
- More than 58 million companies have LinkedIn pages: From small startups to Fortune 500 giants, companies use LinkedIn to build their employer brand and attract talent.
- Recruiters perform over 1 billion searches annually using LinkedIn Recruiter: This premium tool allows companies to search with advanced filters, and it’s one of the main reasons you should write a keyword-optimized profile.
You need to think like a recruiter if you want to stand out on LinkedIn. Know what they look for, and you’ll show up more often in their search results.
1. LinkedIn is a massive database of profiles
LinkedIn offers a specialized, premium tool called LinkedIn Recruiter. It gives recruiters access to more than 40 filters. They can search by job title, location, industry, past company, skills, certifications, years of experience, education, and more.
Say a recruiter is hiring a digital marketing manager in Bangalore. They want someone who has worked in SaaS, knows HubSpot and SEO, and has at least 3 years of experience, ideally in Sports and Media sponsorship companies. They can set all these filters and LinkedIn will scan its giant database of profiles and give them a list of the most suitable candidates.
This means your profile must be searchable.
Important: Add the right keywords across your profile—especially in your Headline, About, and Experience sections. If recruiters are searching for “Python developer,” don’t just say “software engineer.” Use the exact words your target companies would use in a job description. Ideally, you want to pit your completed LinkedIn profile against 3-5 relevant job descriptions to plug any gaps—keywords, behavioural traits, etc.
I go deep into this in my LinkedIn course, where I show how to write a keyword-rich, persuasive, and relevant profile that ranks higher in search results.
2. Recruiters are active on LinkedIn every day
Recruiters are always on LinkedIn—scrolling through their feed, searching for candidates, checking who is active in industry-specific groups.
And they notice people who post useful content.
Every time I post a video or a comment on LinkedIn, I get new visitors on my page (LinkedIn tells me who’s looked at my profile).
Important: You may have a keyword rich profile that highlights your accomplishments, but so do many others. You need to be active on LinkedIn. You are visible only when you engage productively. If you never post, comment, or engage, you stay invisible. It’s how the algorithm is designed to work.
Write posts about your work, industry trends, or life lessons you’ve learned. Share links to helpful resources. Craft thoughtful comments on posts from influencers in your field. You can engage in a dozen different ways and you’re limited only by your imagination.
Volume of engagement matters, but you don’t need to write every day. Even one post or 2–3 thoughtful comments per week is enough to get noticed.
Quality beats quantity—so focus on posting content that genuinely adds value to the reader.
Start a swipe file and collect posts and comments that get the most likes. Reverse-engineer them and apply what you learn to your own posts and comments.
In today’s job market, we are all knowledge workers. And knowledge workers need to show what they know. When you share your thoughts, recruiters see that you are confident, curious, and able to communicate clearly.
And that makes you more attractive to them.
3. Recruiting is not easy—help recruiters help you
Most recruiters are under pressure to fill roles fast. They’re juggling 15–30 open positions at once. The faster they close, the better their performance. Just like you, they have targets to achieve and performance incentives to earn.
So your job is to make their job easier.
Show up in their search results. Make your profile readable and easy to understand. Avoid vague or fancy job titles. List your achievements in simple language. Make sure your past roles explain what you did and what results you got.
Important: For example—
❌ “Handled marketing responsibilities for a SaaS firm.”
✅ “Ran 3 paid ad campaigns on LinkedIn and Google, which brought in 500+ leads in 2 months.”
That’s the kind of profile that gets recruiters to send you a message.
And once they visit your profile, it should be strong enough to convert into a resume request.
4. Not all sections have equal weight
- Headline – This appears everywhere. Use clear, keyword-rich titles like “Digital Marketer | SaaS Growth | HubSpot & Google Ads.”
- About – Write a short story about your experience, strengths, and what kind of roles you’re interested in.
- Experience – Focus on outcomes, not just tasks. Add data wherever possible.
- Skills – Don’t add dozens of skills hoping that “something will click.” Add only those skills you want to be found for.
- Recommendations – Ask past managers or teammates to write recommendations for you—and request them to keep these recommendations specific to the projects you’ve worked on. Aim for at least 5 recommendations from your seniors and peers. In my course, I have a included a template you can share with them to encourage detailed and persuasive recommendations.
Closing Thoughts
LinkedIn is more than an online resume; it’s a powerful marketing tool that helps you get noticed and discovered.
But to get the most out of it, you need to put yourself in the shoes of recruiters. Think of the search process from their POV—understand how they search, what they look for, and what makes their job easier. Then adjust your profile and activity accordingly.
If you do this right, your LinkedIn profile becomes a magnet for job opportunities.
If you follow my work you know that I am a strong advocate of increasing your outbound activity—calling and emailing people to win interviews—but I am an equally strong advocate of inbound marketing—writing and setting up a persuasive and keyword-rich LinkedIn profile that attracts recruiters.
The good news is that you don’t need thousands of followers or daily posts to make it work. You just need to set up your profile the right way and stay consistently visible—and before long, the algorithm will both your profile to recruiters and put you on their radar.
