Most LinkedIn recruiting guides sound like sales playbooks: find your target, send a cold message, hope they respond.
But if you've ever tried this at scale—especially after LinkedIn’s Sponsored InMail bans in the EU—you know the limits.
This guide flips the script. No cold outreach. No writing 50 "friendly" messages a day. Just real strategies to attract the right candidates using job ads, retargeting, and employer branding—without sending a single InMail. Plus: what to do when your inbound strategy works and you're suddenly drowning in applicants.
Why it’s time to ditch the InMail-first mindset
Sponsored InMails were once a go-to for targeting talent at scale. But LinkedIn disabled Sponsored Messaging for European audiences in December 2021 to comply with GDPR regulations. Even when they were allowed, InMails had their issues:
- They’re expensive (often several dollars per message)
- They’re intrusive and easy to ignore
- They require constant manual effort
- They often reach people who aren’t actively looking
Cold outreach doesn't scale for busy hiring teams. It’s time to build a system that brings the right candidates to you.
Inbound recruiting on LinkedIn
This isn’t "post the job and pray." Inbound recruiting is a structured approach to attracting talent who already want what you offer. Here’s how it works.
1. Promote the job like a product
Most job ads on LinkedIn look the same: a boring title, generic description, maybe a stock image. Instead, treat your opening like a product launch.
- Use image or video ads that show real people and your actual work environment
- Feature the job title clearly in the creative
- Make the copy candidate-first (What’s in it for them?)
Skip the sidebar ads—in most recruiting contexts, feed-based ads tend to perform better. Focus on feed-based ads that appear as native content.
2. Build a lightweight funnel
Not everyone is ready to apply the first time they see your ad. That’s normal. Good marketing uses funnels, and recruiting should too.
- Discover stage: Promote content that speaks to your industry or role (e.g., "Trends in green energy" for engineers)
- Engage stage: Show what it’s like to work at your company
- Convert stage: Present the specific job opportunity
Each stage warms up the candidate. By the time they see your job ad, they’re already familiar with your brand.
3. Retarget with intent
People who click but don’t apply aren’t lost causes. They’re your warmest leads.
- Install the LinkedIn Insight Tag on your website or careers page
- Use it to track visitors and build retargeting audiences
- Show a follow-up ad to anyone who didn’t finish applying
This turns curiosity into action, without a single message.
The tools you actually need
You don't need an entire marketing team. Just a few standard tools and a focused setup session.
- LinkedIn Insight Tag: Tracks actions on your site and enables retargeting
- Google Tag Manager: Easiest way to install the Insight Tag
- Google Analytics: Understand what pages get traffic and how long people stay
- Google Data Studio: Build dashboards to track ad performance (cost per click, cost per application, etc.)
Budgeting and running lean
You can start with a modest budget to test what works.
- $10/day minimum to run a single ad
- Ideally $20-30/day to test multiple variants
- Run each variant for at least 5 days before evaluating
- Watch early signals like click-through rate (CTR), time on page, and cost per application
If a candidate views your job page for 30+ seconds and scrolls 75%, that’s a strong signal—even if they don’t apply immediately.
Common pitfalls (and how to avoid them)
- Spotlight ads: Limited to desktop and typically underperform for recruiting campaigns
- Stock photos: Feel generic and kill trust
- One-shot campaigns: Don’t rely on a single ad; always A/B test
- Skipping the Insight Tag: You miss out on retargeting and data
- Targeting too broadly: Be specific with job titles, location, skills, and intent
Expand beyond LinkedIn
LinkedIn is great, but it’s not the whole game. Most workers aren't actively job-searching at any given time, and many spend more time on Instagram or Facebook than on LinkedIn.
Once your funnel is working, expand it:
- Run similar ads on Meta platforms (Facebook, Instagram)
- Use your LinkedIn retargeting data to build lookalike audiences
- Test short videos or testimonials as ads
You can reach passive candidates where they spend their time—and get them interested in your job before they even think of applying.
Navigating GDPR in LinkedIn recruiting
The General Data Protection Regulation (GDPR) has significantly reshaped digital marketing and recruiting practices within the European Union.
Notably, LinkedIn disabled Sponsored Messaging for European audiences in December 2021 to comply with these regulations. This change underscores the necessity for recruiters to adapt their strategies to remain both effective and compliant.
Understanding GDPR's Impact on Recruiting
GDPR mandates that personal data be processed lawfully, transparently, and for a specific purpose. For recruiters, this means obtaining explicit consent from individuals before engaging in direct marketing efforts, such as sending InMails. Failure to comply can result in substantial fines—LinkedIn itself has faced significant penalties for data privacy violations.
Strategies for Compliance
To align with GDPR while effectively recruiting on LinkedIn:
- Prioritize Transparency: Clearly inform candidates about how their data will be used and obtain their consent before initiating contact.
- Leverage Inbound Marketing: Focus on creating valuable content and job postings that encourage candidates to engage with your company voluntarily, reducing the need for unsolicited outreach.
- Utilize Retargeting Thoughtfully: When using tools like LinkedIn's Matched Audiences, ensure you have the necessary consent for member-level matching, as required by GDPR.
Amplifying reach through your team
Your employees can be powerful ambassadors in your recruiting efforts. Encouraging them to share job postings and company content can significantly extend your reach and attract quality candidates through trusted networks.
Benefits of Employee Advocacy
- Authenticity: Messages shared by employees are often perceived as more genuine and credible.
- Extended Networks: Employees' personal connections can introduce your opportunities to a broader audience that may not be reached through traditional channels.
- Enhanced Engagement: Prospective candidates may feel more comfortable reaching out to current employees, facilitating initial conversations.
Implementing an Employee Advocacy Program
- Provide Shareable Content: Create engaging and informative content that employees can easily share with their networks.
- Offer Training: Educate employees on best practices for sharing content and representing the company online.
- Recognize Participation: Acknowledge and reward employees who actively contribute to advocacy efforts.
Integrating LinkedIn with Other Platforms: A Multi-Channel Approach
While LinkedIn is a valuable tool for recruiting, diversifying your approach by integrating other platforms can enhance your reach and effectiveness.
Benefits of a Multi-Channel Strategy
- Broader Audience: Platforms like Facebook, Instagram, and Twitter have vast user bases, including potential candidates who may not be active on LinkedIn.
- Varied Content Formats: Different platforms support various content types, allowing for more creative and engaging presentations of your employer brand.
- Enhanced Retargeting Opportunities: Utilizing multiple channels enables more comprehensive retargeting strategies, keeping your opportunities top-of-mind for potential candidates.
Implementing Cross-Platform Recruiting
- Consistent Branding: Ensure your employer brand and messaging are cohesive across all platforms.
- Platform-Specific Strategies: Tailor your content and approach to suit the unique characteristics and user behaviors of each platform.
- Unified Analytics: Use tools that aggregate data from all channels to monitor performance and inform strategy adjustments.
When your inbound strategy works: the screening bottleneck
Here's the problem with successful inbound recruiting: it works. You run the playbook above, and suddenly you have 40 applicants for a single role. Maybe 60. Now what?
You can't phone-screen all of them. You don't have time to read 40 resumes closely. And if you pick five at random to interview, you're probably missing someone great.
This is where most hiring teams either: (a) let applications sit for days while they figure out who to call, or (b) default to resume screening and hope they're not filtering out good candidates based on formatting.
The solution isn't to slow down your inbound engine. It's to add a structured screening layer that lets you see signal on every applicant without spending an hour per person.
That's what Truffle does. Async video interviews, AI-assisted summaries, and assessments that measure what AI can't fake—personality tendencies, situational judgment, and work environment preferences. You get match scores, reasoning, and short video clips that surface who's worth a conversation. AI handles what's tedious. You handle what's human.
Inbound recruiting fills your funnel. Structured screening helps you actually move candidates through it.
The real ROI is in reclaiming your time
If you’re running a small team, your time is your scarcest resource. Cold outreach eats it up fast. Inbound recruiting builds compounding returns.
Once your system is in place, it runs quietly in the background. It learns what works. It delivers candidates without the back-and-forth. And it gives you hours back each week to focus on closing, onboarding, and building.
Final thought: Start collecting data now
You don’t need to be hiring right now. Install the Insight Tag. Collect the data. Start building your future audience.
Because when the next hire becomes urgent, you won’t be starting from zero.
The TL;DR
Most LinkedIn recruiting guides sound like sales playbooks: find your target, send a cold message, hope they respond.
But if you've ever tried this at scale—especially after LinkedIn’s Sponsored InMail bans in the EU—you know the limits.
This guide flips the script. No cold outreach. No writing 50 "friendly" messages a day. Just real strategies to attract the right candidates using job ads, retargeting, and employer branding—without sending a single InMail. Plus: what to do when your inbound strategy works and you're suddenly drowning in applicants.
Why it’s time to ditch the InMail-first mindset
Sponsored InMails were once a go-to for targeting talent at scale. But LinkedIn disabled Sponsored Messaging for European audiences in December 2021 to comply with GDPR regulations. Even when they were allowed, InMails had their issues:
- They’re expensive (often several dollars per message)
- They’re intrusive and easy to ignore
- They require constant manual effort
- They often reach people who aren’t actively looking
Cold outreach doesn't scale for busy hiring teams. It’s time to build a system that brings the right candidates to you.
Inbound recruiting on LinkedIn
This isn’t "post the job and pray." Inbound recruiting is a structured approach to attracting talent who already want what you offer. Here’s how it works.
1. Promote the job like a product
Most job ads on LinkedIn look the same: a boring title, generic description, maybe a stock image. Instead, treat your opening like a product launch.
- Use image or video ads that show real people and your actual work environment
- Feature the job title clearly in the creative
- Make the copy candidate-first (What’s in it for them?)
Skip the sidebar ads—in most recruiting contexts, feed-based ads tend to perform better. Focus on feed-based ads that appear as native content.
2. Build a lightweight funnel
Not everyone is ready to apply the first time they see your ad. That’s normal. Good marketing uses funnels, and recruiting should too.
- Discover stage: Promote content that speaks to your industry or role (e.g., "Trends in green energy" for engineers)
- Engage stage: Show what it’s like to work at your company
- Convert stage: Present the specific job opportunity
Each stage warms up the candidate. By the time they see your job ad, they’re already familiar with your brand.
3. Retarget with intent
People who click but don’t apply aren’t lost causes. They’re your warmest leads.
- Install the LinkedIn Insight Tag on your website or careers page
- Use it to track visitors and build retargeting audiences
- Show a follow-up ad to anyone who didn’t finish applying
This turns curiosity into action, without a single message.
The tools you actually need
You don't need an entire marketing team. Just a few standard tools and a focused setup session.
- LinkedIn Insight Tag: Tracks actions on your site and enables retargeting
- Google Tag Manager: Easiest way to install the Insight Tag
- Google Analytics: Understand what pages get traffic and how long people stay
- Google Data Studio: Build dashboards to track ad performance (cost per click, cost per application, etc.)
Budgeting and running lean
You can start with a modest budget to test what works.
- $10/day minimum to run a single ad
- Ideally $20-30/day to test multiple variants
- Run each variant for at least 5 days before evaluating
- Watch early signals like click-through rate (CTR), time on page, and cost per application
If a candidate views your job page for 30+ seconds and scrolls 75%, that’s a strong signal—even if they don’t apply immediately.
Common pitfalls (and how to avoid them)
- Spotlight ads: Limited to desktop and typically underperform for recruiting campaigns
- Stock photos: Feel generic and kill trust
- One-shot campaigns: Don’t rely on a single ad; always A/B test
- Skipping the Insight Tag: You miss out on retargeting and data
- Targeting too broadly: Be specific with job titles, location, skills, and intent
Expand beyond LinkedIn
LinkedIn is great, but it’s not the whole game. Most workers aren't actively job-searching at any given time, and many spend more time on Instagram or Facebook than on LinkedIn.
Once your funnel is working, expand it:
- Run similar ads on Meta platforms (Facebook, Instagram)
- Use your LinkedIn retargeting data to build lookalike audiences
- Test short videos or testimonials as ads
You can reach passive candidates where they spend their time—and get them interested in your job before they even think of applying.
Navigating GDPR in LinkedIn recruiting
The General Data Protection Regulation (GDPR) has significantly reshaped digital marketing and recruiting practices within the European Union.
Notably, LinkedIn disabled Sponsored Messaging for European audiences in December 2021 to comply with these regulations. This change underscores the necessity for recruiters to adapt their strategies to remain both effective and compliant.
Understanding GDPR's Impact on Recruiting
GDPR mandates that personal data be processed lawfully, transparently, and for a specific purpose. For recruiters, this means obtaining explicit consent from individuals before engaging in direct marketing efforts, such as sending InMails. Failure to comply can result in substantial fines—LinkedIn itself has faced significant penalties for data privacy violations.
Strategies for Compliance
To align with GDPR while effectively recruiting on LinkedIn:
- Prioritize Transparency: Clearly inform candidates about how their data will be used and obtain their consent before initiating contact.
- Leverage Inbound Marketing: Focus on creating valuable content and job postings that encourage candidates to engage with your company voluntarily, reducing the need for unsolicited outreach.
- Utilize Retargeting Thoughtfully: When using tools like LinkedIn's Matched Audiences, ensure you have the necessary consent for member-level matching, as required by GDPR.
Amplifying reach through your team
Your employees can be powerful ambassadors in your recruiting efforts. Encouraging them to share job postings and company content can significantly extend your reach and attract quality candidates through trusted networks.
Benefits of Employee Advocacy
- Authenticity: Messages shared by employees are often perceived as more genuine and credible.
- Extended Networks: Employees' personal connections can introduce your opportunities to a broader audience that may not be reached through traditional channels.
- Enhanced Engagement: Prospective candidates may feel more comfortable reaching out to current employees, facilitating initial conversations.
Implementing an Employee Advocacy Program
- Provide Shareable Content: Create engaging and informative content that employees can easily share with their networks.
- Offer Training: Educate employees on best practices for sharing content and representing the company online.
- Recognize Participation: Acknowledge and reward employees who actively contribute to advocacy efforts.
Integrating LinkedIn with Other Platforms: A Multi-Channel Approach
While LinkedIn is a valuable tool for recruiting, diversifying your approach by integrating other platforms can enhance your reach and effectiveness.
Benefits of a Multi-Channel Strategy
- Broader Audience: Platforms like Facebook, Instagram, and Twitter have vast user bases, including potential candidates who may not be active on LinkedIn.
- Varied Content Formats: Different platforms support various content types, allowing for more creative and engaging presentations of your employer brand.
- Enhanced Retargeting Opportunities: Utilizing multiple channels enables more comprehensive retargeting strategies, keeping your opportunities top-of-mind for potential candidates.
Implementing Cross-Platform Recruiting
- Consistent Branding: Ensure your employer brand and messaging are cohesive across all platforms.
- Platform-Specific Strategies: Tailor your content and approach to suit the unique characteristics and user behaviors of each platform.
- Unified Analytics: Use tools that aggregate data from all channels to monitor performance and inform strategy adjustments.
When your inbound strategy works: the screening bottleneck
Here's the problem with successful inbound recruiting: it works. You run the playbook above, and suddenly you have 40 applicants for a single role. Maybe 60. Now what?
You can't phone-screen all of them. You don't have time to read 40 resumes closely. And if you pick five at random to interview, you're probably missing someone great.
This is where most hiring teams either: (a) let applications sit for days while they figure out who to call, or (b) default to resume screening and hope they're not filtering out good candidates based on formatting.
The solution isn't to slow down your inbound engine. It's to add a structured screening layer that lets you see signal on every applicant without spending an hour per person.
That's what Truffle does. Async video interviews, AI-assisted summaries, and assessments that measure what AI can't fake—personality tendencies, situational judgment, and work environment preferences. You get match scores, reasoning, and short video clips that surface who's worth a conversation. AI handles what's tedious. You handle what's human.
Inbound recruiting fills your funnel. Structured screening helps you actually move candidates through it.
The real ROI is in reclaiming your time
If you’re running a small team, your time is your scarcest resource. Cold outreach eats it up fast. Inbound recruiting builds compounding returns.
Once your system is in place, it runs quietly in the background. It learns what works. It delivers candidates without the back-and-forth. And it gives you hours back each week to focus on closing, onboarding, and building.
Final thought: Start collecting data now
You don’t need to be hiring right now. Install the Insight Tag. Collect the data. Start building your future audience.
Because when the next hire becomes urgent, you won’t be starting from zero.
Try Truffle instead.
