Linkedin Presence

LinkedIn Presence

Make the user findable by the recruiters searching for them, and keep them credibly visible while they hunt. LinkedIn is where most recruiter sourcing happens. A profile that isn't keyword-findable is invisible no matter how strong the background. This skill fixes the profile and sets a low-effort cadence to stay in the feed.

When to use

• Early in a search, alongside job-search-setup, since the profile should be tuned before outreach starts
• "Optimize/audit my LinkedIn", "rewrite my headline/About", "am I showing up in searches"
• "Should I turn on Open to Work", "public badge or recruiter-only?"
• "What/how often should I post while looking", "help me connect with people at [target companies]"

Inputs

• Reads: workspace/profile/profile.md (positioning, proof points, target titles), workspace/profile/target-roles.md (the title variants recruiters search), workspace/profile/target-companies.md, workspace/documents/master-resume.md
• Needs from user: their current LinkedIn profile. Ask them to paste the headline, About, and experience section, or the profile URL (optional defuddle/agent-reach can pull a public profile, but otherwise ask them to paste). Also: are they searching openly or confidentially (still employed)? This changes the Open-to-Work call.

Workflow

1. Audit against how recruiters actually search. Recruiters query by title keywords + skills, then scan headline and the top of About. Check each surface:
   • Headline. Does it contain the target title(s) and 2–3 core skill keywords, or is it a vague slogan? Slogans don't rank.
   • About. Is the first 2 lines (what shows before "see more") a clear positioning hook with keywords, or throat-clearing?
   • Experience bullets. Quantified and keyword-bearing, or duty-lists?
   • Skills. Are the searched-for skills listed and endorsed? Missing skills = missing from filters.
   • Featured / banner / photo. Is the Featured section used (portfolio, best post, talk)? Is the banner earning its space?
   • Recommendations. How many, how recent? Social proof recruiters read.
2. Decide the Open to Work setting, and name the tradeoff.
   • Recruiter-only (green banner off, visible only in LinkedIn Recruiter): discreet, safe if still employed, but lower reach.
   • Public #OpenToWork badge: maximum inbound and recruiter attention, but publicly signals you're looking. Some hiring managers read it as a negative, and your employer sees it. Recommend based on the user's confidentiality answer, and don't default to the public badge.
3. Rewrite the headline. Keyword-findable AND human. Lead with the target title(s), add the specialty and a proof point. Not a stack of buzzwords, not an empty tagline. Give 2–3 options.
4. Rewrite the About. First two lines = the hook (positioning + keywords, readable before "see more"). Body = what they do, the proof points (real metrics from the profile, never invented), who they help, and a light close. First person, plain voice.
5. Run writing-quality on the headline + About rewrite. Mandatory. LinkedIn is the natural habitat of slop. Strip "results-driven", "passionate about", "proven track record", "leverage", the humble-brag cadence. If it reads like every other profile, it failed.
6. Set a light posting cadence. 1–2 posts/week, no more. Sustainable beats a burst that dies in week two. What to post (formats that signal expertise): a lesson from real work, a teardown/opinion in their domain, a useful framework or checklist, a short take on industry news. Engaging thoughtfully on others' posts (especially people at target companies) beats broadcasting. Comments are higher-leverage and lower-effort than original posts, and they put you in front of the exact people you want to notice you. Give the user a starter list of 3–5 post angles drawn from their proof points, and hand any actual drafts to writing-quality.
7. Build a targeted-connection strategy. For people at target companies (from target-companies.md): connect with context, never an empty request. One line referencing their work, a shared interest, or why you're reaching out. Prioritize people on the teams they'd join and 2nd-degree connections (which overlaps networking-and-referrals, so hand warm referral paths there). Cadence: a small number of quality, personalized connects per week, not mass-adds.
8. Write the recommendations file. Compile everything into workspace/output/linkedin-profile-recommendations.md with the before/after rewrites, the Open-to-Work recommendation, cadence, and connect plan. The user applies the changes in LinkedIn. You don't have write access to their profile, and shouldn't.

Output

• Writes to: workspace/output/linkedin-profile-recommendations.md
• Format:
  • ## Audit – surface-by-surface findings (headline, About, experience, skills, Featured, banner, recs), each with the specific problem
  • ## Headline – current → 2–3 rewritten options (writing-quality-passed)
  • ## About – current → rewritten (writing-quality-passed)
  • ## Open to Work – recommendation + the tradeoff, tied to the user's confidentiality answer
  • ## Skills & keywords – the exact terms to add so recruiter filters catch them
  • ## Posting cadence – 1–2/week, 3–5 starter angles, "comment > broadcast" note
  • ## Targeted connections – who to connect with, the with-context template, weekly volume
  • ## Do next – the ordered checklist the user runs in LinkedIn

Rules & quality bar

• Findable AND human. Keyword stuffing that reads like a robot loses the human reader. A beautiful slogan with no keywords loses the search. Hit both. That's the whole job.
• No fabrication. Every metric, title, and claim in the rewrite comes from the user's real profile/resume. LinkedIn inflation is easy to catch in an interview and ends candidacies.
• Name the Open-to-Work tradeoff every time. Never quietly recommend the public badge. It has a real downside (employer visibility, some HM bias). Let the user choose informed.
• Cadence must be sustainable. 1–2 posts/week that continue beats 7 in week one and silence after. Recommend the pace they'll actually keep.
• Connection requests always carry context. An empty connect is noise. One personalized line is the minimum.
• Role-agnostic and generic. This is a public tool, so no client-specific voice guides, no assumptions about the user's industry beyond what's in their profile.
• Any produced copy (headline, About, post drafts) ends by running writing-quality. The slop gate is not optional here. LinkedIn is where AI writing is most obvious.

Related skills

• Reads from: job-search-setup (positioning, target titles/companies, proof points)
• Ends with: writing-quality (mandatory slop gate on the headline, About, and any post drafts)
• Feeds / overlaps: networking-and-referrals (targeted connections that surface warm referral paths, so route actual referral asks there), story-bank (post angles and proof points come from the same raw material)
• Optional power-ups: defuddle / agent-reach (pull a public profile to audit). See docs/integrations.md