Tech Recruitment: The Hidden Side of LinkedIn

3 min read
Feb 8, 2021 3:08:00 PM

Tech Recruitment: The Hidden Side of LinkedIn

Used by individuals around the world, this professional social network needs no presentation. Visibility booster, indicator of companies’ involvement, source of prospects for job hunters, active market monitor for others — the advantages this professional network offer are multifaceted. Launched in 2002, LinkedIn has grown and become ever more popular among companies and candidates — especially in the IT sector. The platform has been widely used by recruitment services to find tech profiles — often to their great despair, as only low-skill jobs are available.

We’ve come a long way since classified ads…

This new approach — the social network — upended traditional recruitment methods. It’s no longer just up to candidates to reply to offers: headhunters, recruitment agencies, and managers can now search for the prized, specialized profiles that meet their company’s expectations.

Better yet: LinkedIn has established itself as the platform where companies and experts must position themselves to shine in their given markets. Once the platform was launched, LinkedIn quickly became essential. Today, almost all professionals have LinkedIn pages that regularly feed them content and help them to establish their expertise. In 2020, the social network passed the 700 million account mark worldwide!

By developing a digital and user-friendly application, LinkedIn knows how to adapt to its customers’ expectations, and it’s constantly adding features designed to facilitate recruitment. By succeeding in promoting the “LinkedIn reflex” among all job seekers, LinkedIn is dramatically changing the recruitment industry worldwide.

A business model based on recruiters

First, let’s remember this famous networking app’s business model. A whopping 62% of its revenues are derived from recruitment services. Advertising and subscriptions bring in 18 and 20% of other earnings, respectively. Thus, we can see that if LinkedIn works so well, it’s thanks to recruitment services, which represent more than half of the company’s profits.

Recruitment agencies and headhunters, of course, rub their hands with joy at having access to an endless database of potential tech candidates to push to companies in search. And that’s where the problem lies.

Intermediaries will take advantage of this to create databases of profiles by spontaneously contacting them, without so much as a corresponding job offer.

The result? Matching tech talent on LinkedIn — whether already employed or looking for a job — is constantly being undermined. Recruiters are growing weary of connections that don’t meet their expectations, and they’ve gradually lost the confidence of those in human resources. That’s not to mention all those profiles who are not looking for a job, and are satisfied with their jobs! It’s the snake that bites its own tail: intermediaries present on Linkedin are tarnishing its reputation.

Just head over to Twitter to see an anthology of developer complaints and tech profiles on this topic. The most frequent replies are notably tied to the impersonal offers proposed by recruiters.


Fortunately, other players more attentive to market needs know how to innovate and propose new recruitment methods.

The need has been clearly identified: Recruitment needs to be simplified — especially in the tech sector. The intermediary between candidates and companies must be eliminated, allowing the former to take full control of their professional career, and the latter to secure the recruitment of new talent. We must free ourselves from the concepts of paid subscriptions and ridiculously high commission rates.

This is the challenge taken up by’s teams, which have focused on developing an intelligent algorithm capable of matching a job offer to a profile. It’s the artificial intelligence that makes the relationship between the two parties — and frees us from costly intermediaries. Because it’s a market innovation, chose a commission rate of just 10% per employee, compared to 15–18% for other traditional players. When employees don’t stay on for more than six months, reimburses those recruitments.



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