4 LinkedIn About section examples for recruiters

Agency recruiter placing candidates in tech roles.

Agency technical recruiter running a software and data desk — full-cycle from client intake to close, with $620K in billings and 41 placements last year.

My edge is the shortlist: hiring managers get 3 resumes, not 30, because I screen for the stack and the team fit up front. 92% of my placements pass their 6-month reviews, and most of my new clients come from candidate referrals.

Open to senior agency recruiter and account manager roles, and to going in-house with the right engineering org. Message me here.

Corporate recruiter responsible for full-cycle recruiting at a mid-size company.

Corporate recruiter, full-cycle, carrying 25 requisitions across G&A, operations and support at a 900-person company — sourcing through LinkedIn Recruiter and Gem, running everything in Greenhouse.

I closed 2025 with a 96% offer-accept rate and a 31-day average time-to-fill by fixing the process, not just the pipeline: structured interview kits, 48-hour feedback SLAs, and comp conversations on the first call, not the last.

Open to senior corporate recruiter roles and to recruiting management. References from my hiring managers are the best thing I can offer — ask.

Technical recruiter hiring engineers for a startup.

In-house technical recruiter for a Series B SaaS company — engineering, data and product hiring, 38 hires last year at a 31-day average time-to-fill.

I source where engineers actually are — GitHub, conference Slack groups, OSS contributors — and my passive outreach runs a 45% response rate because I read the repo before I write the message. Hiring managers get weekly pipeline reviews with funnel metrics, not vibes.

Open to senior technical recruiter and recruiting lead roles at product-driven companies. Message me here.

Recruiting manager leading a team of recruiters.

Recruiting manager leading 6 recruiters across 180 hires a year — capacity planning, req intake standards, and the direct-sourcing program that cut our agency spend 60%.

I rebuilt our Greenhouse setup from scratch — scorecards, SLAs, automated stage reporting — which took company-wide time-to-fill down 22% and gave the exec team a hiring dashboard they actually read.

Open to head of talent acquisition roles at growth-stage companies. Happy to walk through the dashboard and the sourcing program.