LinkedIn optimization secrets every remote job seeker should know

Over 95% of recruiters use LinkedIn to source candidates, often before a job is even posted. But most job seekers are using the platform in a way that makes them invisible.

While candidates treat LinkedIn like a digital résumé, recruiters use it like a search engine. And if your profile doesn’t show up in the right search, or worse, it does but doesn’t get clicked, you’re missing out on roles you’ll never even know existed.

We spoke with Nadiya Khan, Head of Recruitment at Out of Office, who has hired for hundreds of remote tech roles globally.

It’s not just about showing up in search, it’s about showing up with context. A lot of candidates do get found, but it’s for the wrong roles, or their profile is too vague to spark a message.

This guide breaks down what recruiters see when they search on LinkedIn, and how to show up, stand out, and get shortlisted.

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How recruiters search on LinkedIn

When recruiters like Nadiya begin sourcing, the first search is kept intentionally broad to capture a wide pool of potential candidates. They use Boolean strings like:

"Product manager" OR "Product lead" AND "B2B SaaS" AND remote

This helps surface anyone who might be a fit. At this stage, they don’t filter by tools, time zone, or even location unless it’s critical. That comes later. From there, they skim headlines, role titles, and summaries. If it doesn’t align quickly with the role at hand, it’s passed over.

"If your profile doesn’t speak clearly to the kind of roles you’re targeting, it’s hard to tell if you’re a fit," Nadiya shares. "We’re not looking for perfection, but we do need clarity."

What makes a profile stand out to recruiters

Once you're in the search results, here’s what makes a recruiter click:

• A headline that aligns with your next role (e.g. "Backend Engineer | Node.js, Typescript | B2B SaaS")
• A clear, customized summary - not just past responsibilities, but where you’re headed
• Updated roles with relevant keywords recruiters are likely to search
• A profile that looks active and complete, with some recent engagement

It’s so important your profile aligns with the kind of roles you want, not just what you’ve done. We need to see that fit fast

Nadiya explains.

What gets you filtered out instantly

Some things can instantly make recruiters move on:

• No profile photo ("It signals either low effort or a fake profile")
• Low network ("If someone has under 50 connections, that’s a flag")
• Generic titles ("Engineer" instead of "DevOps Engineer | AWS")
• Empty summaries or minimal info
• No mention of remote experience, especially if it’s a remote role

Recommendations also play a bigger role than people assume. "We’ve seen fraud cases from certain regions, so a strong recommendation from a past manager builds trust quickly," Nadiya explains. "It especially matters for leadership and coaching roles. I always check them."‍

How to optimise for search, relevance and trust

Your goal? Show up in recruiter search results and stand out once they click. Here's how:

• Use a role-specific headline that speaks to the job you want
• Align your summary with what you want next (and mention remote experience if relevant)
• Add job-aligned keywords to your summary and experience sections
• Mention acquisitions or pivots in your past companies to provide clarity
• Engage: even a few comments or one post per month signals activity
• Add recommendations from former managers, especially if you have few connections
• Turn on Open to Work (only visible to recruiters with a license)
• Use LinkedIn’s recruiter view to see how your profile appears in searches

If your profile doesn’t reflect the roles you want, it’s time to fix that. Start with the LinkedIn Optimization Guide (2025 Edition), created specifically for remote job seekers. It’s practical, free, and will walk you through what matters.

"Top priorities and key skills should show up clearly on your resume and your LinkedIn," Nadiya adds. "But your LinkedIn is what we usually check first. So, keep it updated and tailored."‍

Final thoughts: Visibility isn’t luck; it’s strategy

Most recruiters don’t want to ghost. They’re just working under time pressure and hiring targets.

"If we get 50 responses, we’ll look through the first 3–5 until we find someone strong. Most recruiters don’t have time to check all 50," Nadiya admits.

But Out of Office is different.

The beauty of how we do it is: we do check. We have a recruiting coordinator reviewing all responses, and our recruiters personally connect with potential candidates even if they’re not right for the current role because we’re building a community, not just filling a pipeline.

She shares.

This extra layer helps ensure good candidates aren’t missed, even if they’re not the perfect fit today.

We also support our community members with tools, guidance, and resources to be seen and hired, starting with our Career advice section, filled with insights like this.

Looking to sharpen your LinkedIn profile?
‍Don’t miss the LinkedIn Optimization Guide 2025.

The right recruiters are already searching. Let’s make sure they find you.
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