{"id":111706,"date":"2026-04-30T14:41:18","date_gmt":"2026-04-30T14:41:18","guid":{"rendered":"https:\/\/christiancorner.us\/index.php\/2026\/04\/30\/working-for-you-or-against-you\/"},"modified":"2026-04-30T14:42:58","modified_gmt":"2026-04-30T14:42:58","slug":"working-for-you-or-against-you","status":"publish","type":"post","link":"https:\/\/christiancorner.us\/index.php\/2026\/04\/30\/working-for-you-or-against-you\/","title":{"rendered":"Working for you or against you?"},"content":{"rendered":"

\n<\/p>\n

\n

The profile that works while you sleep<\/h3>\n

Your LinkedIn profile is being viewed when you’re not looking. Recruiters search at odd hours. The hiring manager vets you after your name comes up for the meeting. Board members look at you before deciding whether to take the call.<\/span><\/p>\n

What they find in those moments determines whether you move forward or are passed over.<\/span><\/p>\n

And most executive profiles are working against the people who wrote them.<\/span><\/p>\n

I’ve reviewed thousands of executive LinkedIn profiles in my career, first as a recruiter for 13 years, and now as someone who rewrites them professionally. The patterns I see are remarkably consistent.<\/span><\/p>\n

Many profiles look like 2015 resumes: vague summaries filled with corporate jargon. Headlines that say nothing beyond the job title. Experience sections that list responsibilities rather than results.<\/span><\/p>\n

These profiles never fail to impress. They actively communicate that the executive behind them is not in sync with the hiring process today.<\/span><\/p>\n

Two audiences, one profile<\/h3>\n

Your LinkedIn profile needs to serve two different audiences at once.<\/span><\/p>\n

The first audience is the algorithm.<\/strong>LinkedIn’s search function, the AI-powered sourcing tool used by some recruiters, and the Boolean search that some recruiters still run daily. If your profile does not contain the right keywords and desired results in the right sections, you will not appear in search results.<\/span><\/p>\n

You are invisible to all types of recruiters, those with cutting-edge skills and some with outdated practices, who are actively looking for someone like you. You are invisible to all types of recruiters, those with cutting-edge skills and some with outdated practices, who are actively looking for someone like you.<\/span><\/p>\n

Your profile is either opening doors for you or closing them. There is no neutral.<\/span><\/figcaption><\/figure>\n<\/p>\n

The second audience is human.<\/strong> Once someone reaches your profile, he or she spends a few seconds deciding whether to continue reading or move on. They’re scanning for signals: Does this person have the right level of experience? Do they have relevant accomplishments? Do they seem present and engaged?<\/span><\/p>\n

Most officers don’t adapt to anything. They write their profile once, usually in a hurry, and don’t touch it again until they need a job. By then, the profile is years old and missing the language that both algorithms and humans need to see.<\/span><\/p>\n

The sections that are most important<\/h3>\n

Not every section of your LinkedIn profile has equal importance. Here’s where to focus your energy.<\/span><\/p>\n

Your Headline<\/strong><\/span><\/p>\n

This is the most valuable real estate on your entire profile. It appears everywhere: in search results, in comments you leave, in connection requests, in messages. Most executives waste it on their current job title and company name.<\/span><\/p>\n

Your title should describe what you do and who you do it for, not just where you work. A CFO who writes “Chief Financial Officer at XYZ Corp” tells recruiters nothing about their capabilities. A CFO who writes “CFO | PE-backed growth and turnarounds | $500M+ revenue organizations” in the same space tells a very different story.<\/span><\/p>\n

about you section<\/strong><\/span><\/p>\n

This is where most profiles end. Either it’s a dense wall of text that no one reads, or it’s three generic sentences about being a “results-oriented leader with a proven track record.”<\/span><\/p>\n

Your introduction section should do three things: establish who you serve, explain what you’ve accomplished, and explain where your focus is now. Write it in first person. Use short paragraphs. Include specific numbers and results. Make it scannable.<\/span><\/p>\n

And please, for the love of your career, use the Enter key for line breaks. Break up your text. A recruiter will not read a 400-word paragraph, no matter how brilliant it is.<\/span><\/p>\n

Your Experience Section<\/strong><\/span><\/p>\n

This is not your resume that has been copied and pasted onto LinkedIn. The format and tasks are different and so are the expectations.<\/span><\/p>\n

Your experience section should highlight your most significant accomplishments in each role, written in a way that demonstrates the scope, scale, and impact of your work. Think revenue generated, costs reduced, teams built, markets penetrated, problems solved.<\/span><\/p>\n

Responsibilities are invisible. The achievements, results and impact are memorable.<\/span><\/p>\n

your skills and support<\/strong><\/span><\/p>\n

LinkedIn’s algorithm uses your skills section to determine whether you show up in searches. If you haven’t updated your skills in three years, you’re probably missing the terms recruiters are actively searching for today.<\/span><\/p>\n

Review current job postings for the roles you want. Pay attention to the skills and competencies they list. Make sure those words appear in your skills section if they truly reflect your abilities.<\/span><\/p>\n

\n

The networking component most people miss<\/h3>\n

LinkedIn is a search engine, but it’s also a social network. I believe that LinkedIn is a big room of people to meet someday.<\/span><\/p>\n

This means that your visibility is not just about keywords. It’s about connection.<\/span><\/p>\n

You get found more easily when you’re in a first, second and third degree network of people in the industries, disciplines and locations where you want to be.<\/span><\/p>\n

If you want healthcare recruiters to find you, but your network is made up entirely of people from your previous industry, you have a discoverability problem that no amount of keyword optimization will fix.<\/span><\/p>\n

Strategic connection-building doesn’t mean accumulating large numbers of contacts. It’s about making sure you have the right people in your network so that when someone searches for an executive with your qualifications, LinkedIn’s algorithm sees you as relevant to that searcher’s world.<\/span><\/p>\n

\n

activity signal<\/h3>\n

Recruiters and hiring managers notice when your profile shows recent activity. Comments on industry discussions. A post sharing your perspective. Engage with content in your field.<\/span><\/p>\n

This doesn’t mean you need to post every day or become a content machine. But a profile with zero activity sends a signal: This person either isn’t engaged or isn’t paying attention to what’s happening in their industry.<\/span><\/p>\n

Even one thoughtful comment per week on a relevant discussion changes the way your profile is viewed. It signals that you are present, engaged, and thinking about important issues in your field.<\/span><\/p>\n

Think of it this way: If you went to a networking event, and didn’t talk to anyone, but instead checked out outfits and observed from a distance who was talking to whom, it probably wouldn’t be a successful networking event for you.<\/span><\/p>\n

Yet that’s what people do on LinkedIn: They look at meaningless posts, they see who is commenting on whose posts, and never engage anyone because of the myriad fears that stop them.<\/span><\/p>\n

If you behave like you do in person on LinkedIn, it’s a great way to meet new people… We’re all in this together.<\/span><\/p>\n

\n

Mistakes that cost you opportunities<\/h3>\n

After 13 years of recruiting and years of rewriting executive profiles, I see these patterns that consistently hurt senior leaders:<\/span><\/p>\n

    \n
  • Using internal jargon as job titles.<\/strong> If your company calls you “Global Solutions Architect III,” but the market knows that role as “Vice President of Strategy,” you’re making yourself unappreciated. Use a title that the market recognizes…stay true to it, but explain to the public what the standards are.<\/span><\/li>\n
  • Writing for yourself rather than your audience.<\/strong> Your profile is not a journal. This is a marketing document. Every sentence should be written with the reader in mind: What do they need to know to decide whether you’re worth a conversation?<\/span><\/li>\n
  • Ignoring visual scan.<\/strong> When someone comes to your profile, their eyes move in a predictable pattern. Professional headshot, title, about section, latest role. If any of these elements are weak, mediocre or missing, you lose them before you can even reach your achievements.<\/span><\/li>\n
  • Treating LinkedIn as a static document.<\/strong> The executives who are consistently recruited are those whose profiles reflect their current value, not their value three years ago. Update regularly. Add new achievements. Adjust your title as your focus evolves.<\/span><\/li>\n<\/ul>\n
    \n

    bottom line<\/h3>\n

    Your LinkedIn profile is your first impression on most people that can impact your career. Recruiters, hiring managers, board members, potential networking contacts, they’re all looking at it.<\/span><\/p>\n

    If that profile doesn’t immediately convey your value, your relevance, and your readiness to do what’s next, you are missing opportunities every day.<\/span><\/p>\n

    Executives who are \u201calways in demand\u201d treat their LinkedIn profile the same way a business treats its website: as a living, breathing marketing asset that requires constant attention and optimization.<\/span><\/p>\n

    Your profile is either opening doors for you or closing them. There is no neutral.<\/span><\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    The profile that works while you sleep Your LinkedIn profile is being viewed when you’re not looking. Recruiters search at odd hours. The hiring manager vets you after your name comes up for the meeting. Board members look at you before deciding whether to take the call. What they find in those moments determines whether<\/p>\n","protected":false},"author":1,"featured_media":82466,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[59],"tags":[3473],"class_list":{"0":"post-111706","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-daily-bread","8":"tag-working"},"_links":{"self":[{"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/posts\/111706","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/comments?post=111706"}],"version-history":[{"count":1,"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/posts\/111706\/revisions"}],"predecessor-version":[{"id":111709,"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/posts\/111706\/revisions\/111709"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/media\/82466"}],"wp:attachment":[{"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/media?parent=111706"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/categories?post=111706"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/christiancorner.us\/index.php\/wp-json\/wp\/v2\/tags?post=111706"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}