Adam Broda's Linkedin Analytics

There’s a right way to announce you're looking for work. This is exactly how I would build THAT post, to make the most of it ↓ You're not begging. You're not dumping your resume. You're not “open to anything.” You're telling a powerful story, helping your audience understand how to help you. Done well, your post will subtly invite others to jump in, because they’ll know how to help. Here are 4 tips for writing an “I’m looking” post. *PS - You can follow all 7 steps in the carousel 1. Start with your why What motivates you? What problems do you love to solve? Keep it human, but concise. You’re setting the stage, not sharing your diary. 2. Be specific, not scattered “Open to anything” gets ignored. Instead: “I’m targeting Sr. Product Manager roles at mid-sized tech companies focused on healthcare” 3. Show, don’t tell Highlight 1-2 quick wins: “I launched a B2B SaaS product that grew to $4M ARR in 18 months.” People remember impact, not buzzwords. 4. Ask for a specific next step “If you know someone hiring for growth-focused product roles, I’d love an intro.” Bonus: Drop your email or Calendly link. A short story. A specific target. A clear ask. It creates the kind of attention you want. - You don’t need to sound desperate. - You need to be clear. ♻️ Repost for other job seekers!

Real character is being kind to the boss who doesn’t deserve it. Despite their flaws, their actions don’t stop YOU from doing what's right. This is what makes great leaders. Doing right when it’s hard. Doing right when it’s unpopular. Doing right when it’s not rewarded. Those are the people I want to hire. Never let someone else’s poor character change yours. Remember: - Their actions don’t define YOU Your kindness, your choices. your integrity, your effort That’s who you are. The world needs the real you. - Learn the lessons - Set your boundaries - Hold fast to your beliefs Have you ever been unreasonably kind to someone who didn’t deserve it? What happened? ♻️ Repost to help normalize this view And check out Rob - tons of inspirational stuff.

This is a Slack thread b/w a person in my program and a Sr. Tech Recruiter in FAANG. Every job seeker should STOP, and read this conversation. Many job seekers do not understand how interview pipeline are filled at hyper-competitive companies. 🚨Spoiler Alert Some % of folks being interviewed ARE NOT coming from cold applications. Let’s break this down ↓ There are traditionally 4 buckets a recruiting team uses to fill an interview pipeline: 1. cold applications from the ATS 2. passive talent that is sourced/recruited 3. internal employees who apply 4. candidates who’ve been referred What job seekers need to understand is that some percentage (it’s hard to say how much or how little) of people interviewed are NOT coming through cold applications. This confirms the following: → Just because there’s a high # of applicants you can still get noticed or invited to interview. → Recruiter ARE focusing some % of time trying to find TOP TALENT that hasn’t applied. → At most FAANG-level orgs, recruiters are expected to source, not just review applicants. → Dedicated "channel teams" or "application review teams" filter inbound apps (Amazon calls this Candidate Evaluation or CV Review). → LinkedIn SEO matters way more for passive sourcing than for post-application follow-ups. Other Notes & Tid-Bits: - Even referred or sourced candidates often still apply via ATS for tracking, rbut they’re flagged differently internally. - Exec and niche roles often bypass the channels team filter; manual sourcing + backchannel checks = common. - LinkedIn profiles often show signals that a resume doesn’t: engagement, network quality, keyword alignment, etc. Here’s the big takeaway job seekers miss: You’re not competing against X number of random applicants; you’re likely competing against 5–10 targeted candidates who are already on a recruiter’s radar. This is a big part of the reason why applications are only so effective. Reshare if this was helpful. Recruiters - do you agree?