AI is everywhere. But too many job descriptions still sound like generic copy, and not in a good way. You run the risk of alienating top talent who won’t take the time to apply when they feel like they’re talking to a robot.
This isn’t AI hype, it’s about crafting high-quality, efficient JD writing with a human touch, accurately and fast, while also gathering the right talent.
Why AI Is Changing How We Write Job Descriptions
Time-saving + Consistency
AI helps you churn out high-quality first drafts fast. According to SmartRecruiters, 57% of hiring managers say AI makes writing JDs faster and easier. And over time, AI brings consistency across roles. No more reinventing the wheel each hire.
Reduced Bias & Data-Informed Language
Tools like Textio show that AI-powered analysis can lift diversity in language and help you catch hidden bias. Plus, 81% of organisations use AI in recruitment to improve efficiency.
What AI Does Well and What It Doesn’t
AI is excellent at:
Structuring roles
Highlighting keywords
Providing baseline clarity
But it misses:
Brand voice
Team culture
Emotional resonance
So it’ll draft your JD, but you have to bring the soul.
Choosing the Right AI Tools for JD Creation
Top Tools Breakdown
ChatGPT
Pros: Flexible, conversational
Cons: May hallucinate, needs strong prompting
Jasper
Pros: User-friendly templates, tone settings
Cons: Pricing can add up
Copy.ai
Pros: Quick turnarounds, structured outputs
Cons: Lighter on nuance
Textio
Pros: Bias detection, inclusive language
Cons: More HR-focused, pricier
Tool
Primary Strength
Best Use Case
ChatGPT
Free-form, custom tone
Small teams, DIY prompting
Jasper
Templates + tone
Structured, multi-role hiring
Copy.ai
Quick drafts
Scaling basic JD workflow
Textio
Language optimization
DEI-focused hiring, audits
When to Choose What:
Start with ChatGPT if you’re comfortable tweaking prompts
Use Jasper for hiring at pace (multiple roles)
Copy.ai helps get volume out
Textio, if your goals include inclusive language and bias detection
How to Prompt AI to Draft Job Descriptions Effectively
AI is only as good as your prompts. Think of it as an intern; you’ll get the best results by giving clear, thoughtful direction.
Why Prompts Matter More Than the Tool
Studies show AI output quality hinges on context clarity. According to The Guardian, prompts that use personas or “chain-of-thought” approaches drastically improve accuracy and relevance.
Core Prompt Techniques for JDs
Define Role & Outcome: “Write a job description for a mid-level backend engineer. They’ll build our transaction API to support 1M users/month.”
Include Skills, Context & Tone: “Include Node.js, PostgreSQL, and AWS. Tone: mission-driven, startup hustle, inclusive.”
Refine with Follow-Up: “That’s great. Now shorten the responsibilities and insert bullet examples of ownership.”
Prompt Examples
Inclusive language prompt: “Using gender-neutral and inclusive language, write a JD for a Senior React Engineer based in Toronto per HireHive’s recommended style.”
How to Humanise AI-Generated Job Descriptions
Okay, the AI-generated draft is there. Now make it yours. Here’s how to humanise it:
Scan for Robot Tone
Look for generic phrases like “We are seeking” or “You will be responsible.” Replace them with your voice: “You’ll own…” or “We’re looking for someone who…”
Insert Real-World Examples
Swap “manage projects” with “lead the payments microservice migration”.
Add metrics like “improve latency by 20% in 6 months”.
Add in Brand Personality
Use your brand’s shared values: “We’re early-stage, fast-paced, and collaborative—no red tape.”
Show What Makes You Human
Insert a small “fun fact” or anecdote: “Our dev team gathers weekly to share wins and attend hackathons together.”
Using AI for JD drafting is smart, but only when you’re the brain behind it.
Do’s
Use AI to draft first versions and rewrite them
Run language checks in Textio for bias detection
Iterate refinements with tools like ChatGPT until it aligns with the brand voice
Don’ts
Don’t copy AI’s output verbatim; editing is essential
Don’t hide salary or equity just because the tool didn’t flag it
Don’t ignore AI hallucinations; always fact-check roles and process steps
Be especially mindful of ethical and legal norms, and avoid phrasing that could disqualify veterans, candidates with disabilities, or other protected groups. According to SHRM, 65% of HR teams are using AI to generate JDs, but only 42% customise for bias, a gap you can close.
No one’s got time to write the perfect job description from scratch for every role. That’s where AI shines. It’s your co-pilot for structure, speed, and scale. But without you, your voice, your understanding of your team’s vibe, and your clarity on what a great candidate actually looks like, AI will just churn out another robotic post lost in a sea of job boards.
Use AI to do the heavy lifting, then bring it to life with your human insight. Think of it like baking. You let the AI measure and mix, but you’re the one who decides when it’s ready and how it tastes.
Yes, there are fewer jobs and lots of unemployed people, but that does not mean you want to hire just anybody. You want the right people to find your job posting, but just putting random descriptions out there will only bring all the wrong people knocking.
If your job postings are not getting the right talent, then the problem might be you. Most companies write job descriptions as if they’re ticking boxes, rather than casting a vision. Your job posts should not read like legal disclaimers but like invitations.
The reason why your job descriptions don’t bring in the required result is that no one’s teaching how to write job descriptions that reflect clarity, values, and attract candidates who believe in your mission. You end up sifting through resumes from people who don’t fit and wishing you had someone with fire in their belly, not just bullet points on a resume.
Top Mistakes That Kill Job Listings
Vague, Generic Title
Titles like “Software Engineer” are a black hole. You want “Senior React Engineer (Fintech) | Lead-Impact Role.” Be specific. Titles are keywords.
Overwhelming Requirements
If you list 12 skills, you’ll only get someone who has each skill well, and that person doesn’t exist. Focus on must-haves vs. nice-to-haves. Great candidates see overwhelm and click away.
Dry “Responsibilities” Lists
“Write maintainable code” or “Participate in scrums”? Snooze. Talk about outcomes. Write: “Own the payments microservice, improve latency by 20%, optimise PCI compliance.”
Skipping Culture or Mission
Candidates want to know why they’re working. “Join us on our mission to make schooling affordable worldwide.” Don’t just list tasks; list aspirations.
No Details on Career Path
Hiring is selling. If people don’t see progression, they scroll on. Show line of sight: “2 years in, you’ll own the client roadmap and mentor juniors.”
Hiding Salary
Surveys show public salary ranges increase applications by 23% (sometimes cut out 80% of low-fit candidates). If negotiation scares you, list a range like “C$70,000-C$90,000.”
What Candidates Really Look For
Top-tier talent applications aren’t based on job specs; they’re emotional and practical. Here’s what makes them click “apply”:
Purpose & Impact: They want to believe in the mission, not just write code. A human-centric mission statement wins hearts.
Growth Opportunity: They ask, Will I grow here? Spell out levelling paths (they want “IC2 → IC4 in 18 months”).
Autonomy & Ownership: “Manage well-scoped projects from end-to-end” beats generic team player.” People want agency.
Culture & Values: “Value-based, not vision-based” companies attract a better long-term fit. Highlight values—collaboration, transparency, and ownership.
Compensation Transparency: Even a range shows integrity: “Competitive salary + equity + benefits.” It sets expectations early.
The Psychology Framework: P.E.P.
Now let’s layer on a simple but powerful P.E.P. formula for your next JD:
Element
What it Does
Example Line
Problem
Defines their challenge
“Scaling system to serve 150k daily users.”
Empowerment
Shows autonomy
“You’ll own the payments microservice.”
Promise
Shows benefit
“Own it, optimize it, own its impact.”
Example rewrite:
“Software engineer” becomes:
Problem: “We’re hitting plateaus at 150k daily users.”
Empowerment: “You’ll take ownership of payment APIs…”
Promise: “…and see your work reduce transaction failures by 30%.”
Structuring Your Winning JD
Start with a Magnetic Hook
Two lines max. Example:
“Join our team to scale Canada’s #1 mental-health platform from 150k to 1M users.”
Who You Are
3 bullet points. Contextual and specific:
Year-old remote-first fintech
Grew ARR to C$3M
Hybrid values, distributed across 4 cities
Who You’re Looking For
Use the PEP structure and real employee expectations.
What challenge they own
Why it’s meaningful
Who they work with
Must-Have vs Nice-to-Have
Must Have
Nice to Have
3+ years in React + TS
Node.js experience
Built production APIs
Experience with fintech payments
Career Growth + Culture
“You’ll move from Product Developer → Tech Lead in 18 months. We’re driven by transparency, autonomy, and shared success.”
Include a line like “We welcome candidates from differing backgrounds. If you’ve done X or Y, we want to hear from you.”
FAQs
Q1: Should I include remote options? Yes. 85% of candidates prefer it; mentions increase views by 20%.
Q2: Should I state salary? Yes. Transparency = trust. Public ranges reduce mismatches and wasted time.
Q3: How long should it be? 400–700 words max. Any longer, key info is skipped visually.
Q4: How often do you update JD? Every 6 months or with major changes.
Q5: What platform can help me simplify the process? Anutio is a platform that cuts down many issues in your job, reaching the right audience. For every job posted, you get talent matches fit for your company based on your descriptions and their profile and projects.
Writing a strong job description is about meeting real people where they are, showing them why the work matters, and making the application process seamless.
A friend of mine landed in Toronto recently, full of hope. She had two degrees, polished her resume, and started applying on the very first day. By the end of the week? Nothing but auto-replies. You know the ones, “Thanks for applying, but…”
She was shocked. She kept asking me, “Why is it so hard to get a response when I know I’m qualified?”
Here’s the thing no one really tells you until you’re already frustrated: The Toronto job market isn’t broken, but it does have layers. And if you don’t know how to navigate them, especially as a newcomer, you end up feeling invisible.
Not to hand you the usual “apply through LinkedIn or Indeed” advice (which works, but only 10% of the time), in this blog, we will be showing you the real structure of the market. The unspoken norms. The referral-first culture. The timing tricks, the startup shortcuts, and the survival mindset that help you thrive when you’re not born into the network.
Toronto Employment View
A. Top Hiring Sectors & Growth Areas
Toronto is still one of the most opportunity-rich cities in North America, but you need to know where to look. The industries hiring right now aren’t always the ones we assume.
Here are the sectors pulling in talent across the board:
Tech
From AI startups to global giants like Shopify, Microsoft, and Google’s Sidewalk Labs (RIP but replaced), tech is booming. The city’s tech workforce has grown by over 40% in the last five years, and demand hasn’t slowed. Roles in:
Cloud infrastructure
Data engineering
AI/ML
DevOps
Frontend + backend (React, Node, Python, Go)
Healthcare
Post-COVID, Toronto’s health sector is hiring constantly, especially:
Nurses
PSWs
Lab techs
Health informatics experts (if you’ve got tech + healthcare, jackpot)
Finance & Fintech
Bay Street may look old-school, but fintech startups are popping up weekly.
Financial analysts
Risk & compliance
Data-heavy roles in blockchain, credit scoring, and lending platforms
Skilled Trades
Electricians, HVAC technicians, plumbers, and construction supervisors are consistently in demand. And yes, these jobs pay very well, often better than entry-level office roles.
Creative + Digital Media
Digital marketing, UX/UI, video content, and paid media specialists are in high demand, especially at agencies, e-commerce companies, and small businesses.
Quick breakdown:
B. Hiring Cycles & Seasonality
Timing can make or break your job search.
Peak hiring months:
January to March – budgets reset, new roles open
September to early November – post-summer rush to fill roles before year-end
Slow periods:
Summer (July–Aug) – people are on vacation, hiring slows
Mid-November to December – companies wind down for the holidays
Recruiters on Quora mention they’re less responsive during slow seasons, not because you’re unqualified, but because internal processes slow down or freeze. Use those quiet months to prep.
Redo your resume
Build projects
Grow your LinkedIn
Do informational interviews (people have more time!)
C. The Education vs. Skills Debate
In Toronto, your degree will get your foot in the door, but it won’t get you the job. You’ll find dozens of posts from international grads and immigrants saying:
“I have a Master’s, and I still couldn’t get interviews.” “Local employers keep asking for experience, not just education.”
But here’s what employers care more about:
Local experience
Portfolio or project outcomes
Communication and cultural fit
Soft skills: time management, teamwork, problem-solving
Your ability to jump in and contribute immediately
They want proof that you can work, not just study. That means:
Volunteer or freelance work counts
Open-source contributions help
Side projects can tip the scale
Certifications with practical projects matter more than long lists of degrees
Don’t lead with your education. Lead with what you’ve done. Then let your education support it.
Challenges for Immigrants & International Graduates
Moving to Toronto and arriving with diplomas from back home? You’re in great company. But here’s the reality: it’s not always smooth.
A. Credential Recognition
First off: those shiny overseas degrees often don’t carry the same weight here. HR managers and recruiters see a University of Toronto diploma, and they get it. A degree from elsewhere? They may need convincing.
What to do:
Use credential evaluators like WES or ICES right away. That gives your resume context.
Include phrases like “Canadian-equivalent education” once your evaluation arrives.
Add any local short courses—bootcamps, Certs, microcredentials—to reinforce that you’re current.
B. The Experience Paradox
You need Canadian experience to get a job, but you need a job to get Canadian experience. Right?
What works is strategic:
Volunteering with organisations—like HackTO, local charities, even school tech clubs—counts.
Internships, even unpaid or contract, open doors.
Short-term freelance projects that solve local problems? Gold.
These help you list “Toronto experience” on your LinkedIn and resume. HR will take a second look.
C. Overcoming Bias & Building Networks
Even with the right credentials, it’s harder to break in without connections. You may face accents, communication style differences, or cultural misunderstandings. That’s not on you, it’s a system issue. What matters is how you adapt.
Pro tips from immigrants on Quora and Reddit:
Speak clearly, even if you’re not 100% accent-free.
Show cultural curiosity—understand Canadian workplace norms (meetings, email tone, etiquette).
Be proactive: ask for coffee chats rather than a cold application.
LinkedIn and Slack active participation = visibility and referrals.
Hiring managers often say they’re looking for adaptability and coachability. Show that you can “flip the switch” by understanding local expectations.
D. Licensing & Regulation
If you’re a nurse, teacher, accountant, or in finance, don’t underestimate the licensing piece. It can take months or even years.
Action plan:
Start early with bridging programs (like Ryerson for teachers or CNA for finance)
Look for accelerated streams—they exist, though harder to find
If you’re in education, get your letter from the Ontario Teachers’ Federation
Healthcare workers—consider bridging roles or PSW work first
The faster you qualify, the sooner you can actually work in that field.
Toronto’s Hidden Job Market
You’ve probably applied to 100 postings already. Still nothing. That’s because 70–80% of jobs are never public; they live in networks and communities.
A. Referral & Community-Based Hiring
Most Canadian hires happen via referrals or internal hires. Companies are safer hiring someone people already vouch for.
How to tap in:
Go to local meetups—TechTO (tech), charity boards, even fitness events with entrepreneurs
Slack/Discord communities for Toronto tech groups—they’re gold
Start with comment engagement. Then ask for an intro, share a project, and build trust
B. Personal Branding in Toronto
Here’s the difference between good candidates and great ones: visibility. A filled-in “About” section on LinkedIn that includes your city, a friendly headshot, and your current learning projects? That’s how recruiters find you.
Feature:
Projects with local context
Volunteer roles in your communities
Hackathon + open source contributions
Toronto employers love seeing you plugging into the ecosystem.
C. Targeted Networking
Sending resumes to jobs@ is easy, but it rarely works. Instead, focus on strategic networking:
Alumni associations—from your alma mater or bootcamp often host events in Toronto.
Professional associations like CPA Ontario or PMINTO host free or low-cost sessions.
Lean into professional seminars and workshops—even virtual ones can be Toronto-only.
Goal: meet someone who can vouch for your fit. A real human, not a bot.
Opportunities in High‑Demand Sectors
Toronto’s not just big, it’s diverse. Let’s break down the industries that offer real chances, and how YOU can get in.
A. Tech & Startups
The tech landscape here is booming. From massive players to AI and green-tech startups, opportunities are everywhere.
What’s hot right now:
Cloud and DevOps: AWS, Azure, GCP skills in massive demand
AI/ML/Data: massive infrastructure and analytics teams at Shopify, DeepMind
Full-stack (Node, React, Python): Startups love someone who can cover both ends
Why startups are worth attention:
Less rigid titles “developer” might mean working on design, infrastructure, or user interviews
Grants and incentives (like IRAP and SR&ED) push startups to hire quickly
Insider advice:
Look up startups funded in the last 2 years—these are in growth mode
Mention familiarity with grant programs in your applications
Your freelance or side project work absolutely counts here—show it off as applicable experience
B. Healthcare & Wellness
Toronto’s health scene is hiring for both traditional and emerging roles:
Tactic: Apply early to community mentorship cohorts—they often accept small side projects or pair international grads with local mentors.
Navigating the Gig / Freelance Economy
Toronto’s gig economy is growing fast, and it’s not just about Uber or DoorDash. In 2022, some 624,000 Canadians reported gig work as their main job, while nearly 1.5 million took on freelance side gigs.
Why Freelance Is a Smart Entry Point
Flexible cash flow while you job hunt
Real-world experience to counter the “no Canadian experience” label
A bridge to full-time. Many clients turn into referrals or outright hires
Platforms That Work (and Why)
From Freelance to Full-Time
Showcase local problem-solving in your portfolio (ex, “Helped a Toronto bakery modernise their online ordering via React”)
Request referrals from clients or partners
Transition smoothly by demonstrating reliability, punctuality, and communication in your freelance contracts. Many SMEs convert reliable freelancers into full-time hires
Emerging Trends & Future Outlook
Toronto is shifting beneath our feet, and future trends matter if you want to stay ahead.
A. AI + Green Economy = Major Hiring Boom
Ontario saw 17,000+ new AI jobs in 2024–25, more than doubling last year. Over 70 AI startups launched in Toronto alone. The government is also rolling out billions in incentives for AI-powered green data centres.
Toronto’s job market is booming. Whether you’re eyeing top tech roles, healthcare, trade work, digital marketing, or project management, knowing which skills are in high demand is critical.
In 2025, local employers are looking for professionals with real-world experience in areas like cloud computing, AI, data engineering, nursing, welding, social media marketing, and agile project oversight. They want hybrid skills, not just one-off certifications. That means cross-domain expertise, for example, cloud security for healthcare or data analytics for marketing.
Tech: Cloud, AI & Data
What’s Trending
From startups to enterprise giants, Toronto is hungry for tech pros, especially those fluent in cloud infrastructure, AI systems, and big data pipelines. A Robert Half report names roles like AI/ML engineers, data engineers, DevOps, and cloud and network/security engineers among the top 15% most in-demand jobs.
Toronto has over 314,100 tech workers, a 44% increase in five years. It’s ranked 4th in North America for tech talent.
Salary Ranges
Based on 2025 Ontario data:
Cloud Engineers: C$90K–C$115K (mid-level); up to C$175K+
AI Engineers: avg. C$156,138/yr (~C$75/hr)
Data Engineers: typically C$110K–C$160K
Learning Resources
Cloud: AWS Arch Associate, Azure Fundamentals, Google Cloud Architect
Free: AWS Skill Builder, Microsoft Learn
Paid: A Cloud Guru, Coursera
AI/ML:
Free: Google ML Crash Course, DeepLearning.AI’s introduction
Paid: Coursera AI for Everyone, Udacity AI Nanodegree
Data:
Free: Data Engineering Zoomcamp, Mode SQL Tutorial
Paid: Coursera Data Engineering Specialisation
Build demo cloud scripts or mini-ML projects to showcase on GitHub. Use these in profiles or proposals for credibility.
Healthcare
Trending Roles
With demographic growth and recovery from COVID-19 pressures, registered nurses (RNs) and lab technicians remain highly sought after.
Salary Ranges
Registered Nurses: ~$37.50/hr (C$78K/year)
Lab Techs and Other Roles: Typically C$50K–C$70K annually
Where to Learn
Basic Programs: George Brown College, Humber College
Certification: Ontario College of Nurses, Canadian Society for Medical Laboratory Science
Upskill Option: Add health informatics so you can bridge into Tech + Healthcare roles
Trades
Roles such as electricians, plumbers, welders, and HVAC techs are vital for Toronto’s construction and infrastructure boom.
Salary Ranges
Electrician: ~C$40/hr (~C$80K/year)
Other Trades: C$50K–C$90K/year depending on certification and specialisation
Where to Learn
Apprenticeships via Skills Canada, local unions, and community colleges
Certification through the Ontario College of Trades
Upskill Programs: Advanced electrical systems, green retrofit training
Digital Marketing
Trending Roles
As businesses double down on digital presence, roles like SEO specialist, social media manager, and PPC analyst are booming.
Salary Ranges
Marketing Specialist: ~$34/hr (~C$70K/year)
Senior Digital Marketers: C$80K–C$120K
Where to Learn
Free: Google Digital Garage (Fundamentals), HubSpot Academy
Paid: Coursera Digital Marketing Specialisation, BrainStation
Marketplace: Twitter, LinkedIn courses from Canadian marketing associations
Project Management
Trending Roles
From IT rollouts to construction and trades, PMs are essential across sectors.
Skills Upgrade: PMI, Coursera, edX courses in Agile & Waterfall
Emerging Insights & Skill-Based Signals
Skill-based hiring is on the rise in Toronto. Employers increasingly reward demonstrable skills over traditional degrees, especially in AI and green tech positions.
Compensation premiums in AI/ML (+35%) or cybersecurity (+28%) are real.
Tech jobs like software development and data analysis continue to dominate job creation, with 95,900 added over 5 years in Toronto.
Online events hosted by Toronto’s coworking spaces
Conclusion
In 2025, Toronto rewards professionals with diverse, hybrid skills, especially those who can blend cloud + AI + industry knowledge. Healthcare, trades, marketing, and PM roles are equally in demand and well compensated.
Identify your target skill area
Choose the right learning path
Build real, demonstrable projects
Showcase your skills across your resume, LinkedIn, and portfolios
You’re familiar with the story. Someone you know updates their LinkedIn… and 2 weeks later: “Just accepted an offer at Microsoft!” Meanwhile, you’ve been sending out resumes into the void.
In tech, you don’t always have to apply for every job. Sometimes the job can find you if your LinkedIn is doing the talking.
But let’s be honest. Most people’s profiles read like a digital ghost town:
A blurry photo from 2016 or a weird selfie
A headline that says “Student” or “Software Engineer” (and nothing more)
Zero keywords
No proof of skills
If you’re serious about landing a tech role, especially at companies like Google, Meta, Microsoft, Amazon, or even rising startups, your LinkedIn has to be more than a placeholder.
Your headline shows up in search results, comments, and DMs. Optimise it for discovery, not just description.
2. Use a Real Photo That Feels Approachable and Professional
People don’t connect with logos or blank avatars. They connect with faces.
Use a clear, close-up headshot
Soft smile = inviting
Clean background (not your bedroom shelf)
Avoid blurry or low-light selfies
Use PFPMaker to generate a polished photo from your selfie if you don’t have a professional one.
A profile photo can increase views by 21x and messages by 36x (according to LinkedIn).
3. Make Your “About” Section a Mini-Cover Letter
Most “About” sections are either:
Empty
Cliché (“I’m a passionate developer…”)
Just a list of buzzwords
Instead, write this like a human talking to another human.
Format to follow:
Who you are
What you do (and how you do it)
Who you help / solve problems for
What makes you different
What you’re looking for or open to
Example (for a backend developer):
“I’m a backend engineer who loves clean APIs, scalable systems, and projects that make people’s lives easier. Over the past 2 years, I’ve built systems that process 10M+ data records and deployed services with 99.99% uptime on AWS. Currently freelancing with early-stage startups, and always open to chatting about backend roles, especially in healthtech or edtech.”
Use keywords recruiters would search for, like React, GCP, Kubernetes, Django, etc., but blend them into real sentences.
4. Turn Your Experience Section Into a Story of Results
Too many LinkedIn profiles just copy-paste job descriptions.
Your job is to sell your value, not just list your tasks.
Each role should include:
What you built
What tech you used
What problem you solved
What changed because of your work
Example:
“Built and maintained Node.js APIs for a mobile health app, serving over 100K users monthly. Improved load time by 42%, integrated with 3 third-party services, and reduced crash rate to <0.5%.”
If you freelanced, treat it like a real job:
“Developed internal dashboards for 2 SaaS clients, improving data visibility and cutting reporting time by 30%.”
Add 1–2 bullet points for each freelance gig or project, even if it’s short-term.
5. Add 3–5 Featured Projects or Media (Show, Don’t Just Tell)
The “Featured” section is criminally underused. This is where you can add:
GitHub projects
Blog posts
Portfolio websites
Product demos or app screenshots
Interview recordings
Open-source contributions
If you’ve been freelancing, feature a visual case study: “How I helped a Nigerian fintech reduce downtime by 60% in 2 months.”
Example:
Add a link to your GitHub repo + short caption: “Backend service for scalable e-commerce inventory, Node.js + PostgreSQL”
6. Get (or Give) Relevant Recommendations
Recruiters actually read these. One solid recommendation = social proof you’re not just hyping yourself up.
How to get them:
Ask former coworkers, freelance clients, or even collaborators on open-source projects
Offer to write one for them first
Be specific: “Would love if you could speak to our work together on (project)”
A good recommendation talks about:
Your collaboration style
Problem-solving ability
Outcomes you helped achieve
7. Turn on “Open to Work”, the Smart Way
Yes, you should turn on “Open to Work,” but make sure it’s set to private (only recruiters) unless you want it public.
Rearrange your top 3 skills. They show up first in search results. Make them count.
9. Be Active (Without Being Annoying)
You don’t have to post every day, but:
Comment on posts in your domain
Share something you learned once a week
Celebrate small wins when you finish a course, launch a project, or give a talk.
To have a ready list of your achievements, you can check out the “Capture Achievements” feature on Anutio.
Why? Activity = visibility. Every time you engage, your name and headline show up, especially to recruiters and hiring managers in your network.
Even a “Here’s something I learned building X…” post can get 500+ views, and all it takes is 10 minutes.
Final Checklist: LinkedIn Profile That Attracts Tech Recruiters
Clear, keyword-rich headline
Friendly, professional photo
Human-centred About section
Results-focused Experience bullets
Featured projects or media
At least 1–2 recommendations
Skills section optimised
Open to Work enabled
Weekly activity or engagement
Conclusion
Your LinkedIn profile is your most powerful passive recruiter magnet and most people don’t even scratch the surface of what it can do.
This isn’t about gaming the system. It’s about telling your story the way tech recruiters want to hear it.
Whether you’re a recent graduate, a bootcamp grad, or a freelancer eyeing a full-time role at Meta or Microsoft, your profile should be clear, confident, and visible.
Start with 1 section. Clean it up. Update your keywords.
Then set a 30-minute block this weekend to do a full audit.
You don’t need to be perfect. You need to be discoverable.
