Recruiters in the US and Europe use LinkedIn's search to find candidates, and they filter hard by keywords and location. If you're outside their region, your profile has to work harder to show up and to remove doubts.
1. Headline: keywords + proof + target
Formula: Role | Stack | Specialisation | Availability
Senior Frontend Engineer · React, Next.js, TypeScript · AI & climate-tech products · Open to remote (EU/US overlap)
Recruiters search titles and skills. Put them in the headline.
2. Location and preferences
- Keep your real location (honesty matters).
- In Open to Work → job preferences, add "Remote" and the regions you can serve.
- Choose recruiters only visibility if you're employed.
- Mention time-zone overlap in your About section (how to frame it).
3. About section
Short, scannable, first person:
- What you do and for whom (1–2 lines)
- Proof: two or three outcomes with numbers
- What you're looking for
- How to contact you
4. Experience entries
Write outcomes, not duties:
Built geospatial validation dashboards for EUDR compliance used by exporters to check plot data before submission.
Add tech keywords naturally in each role.
5. Featured section
Pin your best evidence:
- A case study (template)
- A flagship blog post (technical blogging)
- A live product or demo
- An award (e.g. Vayu's recognition, if relevant to the role)
6. Skills and endorsements
List skills recruiters actually search for (React, Next.js, TypeScript, Node.js, PostgreSQL, AWS…). Order them by the role you want, not by what you did longest.
7. Activity
Post occasionally about real work. Comment thoughtfully on posts from people in companies you'd like to join. That's networking, not spam.
8. Reaching out
When messaging recruiters or hiring managers:
- Reference the specific role
- One line on fit, one link to proof
- Ask a clear question