Last Updated on December 30, 2025 by Fly High Coaching
Attracting recruiters on LinkedIn is a game-changer for any job seeker. With 97% of recruiters sourcing talent there, having a standout presence is no longer optional, it’s essential!
In this episode, you will learn how to make LinkedIn your “career insurance” by attracting recruiters directly. Our host and CEO Porschia, alongside guest Anna Morgan (a top 5% recruiter and “Top 16 LinkedIn Expert in Atlanta”), share clear, actionable steps to optimize your profile, use spotlights and AI-powered searches, and engage consistently without feeling overwhelmed.
They explain why working with recruiters can accelerate your job search, how the LinkedIn Recruiter platform differs from public profiles, and which key profile elements drive visibility. Anna also covers common pitfalls (outdated skills, weak headlines, skipping the About section) and offers a “give to get” mindset for commenting and posting.
Anna Morgan is the visionary behind CAREERBFF, with over 15 years of talent-acquisition experience. She has screened more than 1 million resumes, interviewed over 11,000 job seekers, negotiated thousands of salaries, and partnered with nearly 2,800 hiring managers. Recognized as one of the “Top 25 Job Search Experts to Follow on LinkedIn,” Anna blends recruiting, consulting, and coaching to turn career stumbling blocks into stepping stones.
What you’ll learn:
- Why working with recruiters on LinkedIn is crucial for speeding up your job search and “future proofing” your career
- How recruiters on LinkedIn use AI-powered, Boolean searches and “spotlights” (e.g., “Open to Work,” “Connections at Company,” “Follow” button) to find candidates
- Which headline, about section, and skills settings optimize your profile for recruiter searches
- How to make your LinkedIn profile and resume align, mirroring key achievements without copying verbatim
- Simple, sustainable ways to stay active on LinkedIn and utilize social proof
- Common mistakes that repel recruiters and how to avoid them
As a thank you for listening to this episode of the Career 101 Podcast, we are sharing our FREE master class – Career 911: Solving the Top 5 Challenges Executives and Professionals Have! It’s a training based on solving the common problems our clients have experienced to reach their goals. You can get access to the master class here!
Resources:
- Episode Transcript
Porschia: [00:00:00] Hello, I’m Portia Parker Griffin, and I wanna welcome you to the Career 1 0 1 Podcast, a place for ambitious professionals and seasoned executives who want an edge in their career. We’re talking about all of the things you were never taught or told when it comes to career growth, development, and change.
Now let’s get into it.
Today we are talking about attracting recruiters on LinkedIn with Anna Morgan. Anna Morgan is the visionary behind career BFF, and creator of Evolve the HR and TA experience. She’s not just a recruiter, she’s a lifeline in the professional world. From career misfit to becoming a top 5% recruiter, Anna’s journey is a beacon for those feeling overlooked in their career paths.
Her company career BFF Blends recruiting, [00:01:00] consulting and coaching, specializing in turning career stumbling blocks into stepping stones. With over 15 years of experience in talent acquisition, Anna has screened over a million resumes, conducted interviews with more than 11,000 job seekers, negotiated thousands of salaries and collaborated with nearly 2,800 hiring managers.
Recognized as a top 16 LinkedIn expert in Atlanta and one of the top 25 jobs, job search experts to follow on LinkedIn. Anna’s influence spans, industries and professional levels. Hi Anna. How are you today?
Anna: Oh, happy to be here for sure. I am doing fantastic. Thank you so much for hosting me today, and this is just a full circle moment getting to be a guest on your podcast after we’ve known each other for quite some time.
So thank you.
Porschia: Yes. We are thrilled to have you with us to [00:02:00] discuss attracting recruiters on LinkedIn. And as you mentioned, Anna, I have known you for a very long time, but the audience might not know you, so we wanna help them get to know you a little bit more. Tell me about 7-year-old Anna.
Anna: Woo. 7-year-old Anna was oftentimes found on the floor playing with any dog, cat or some kind of animal that she could find. Big animal lover. Loved to play and make forts was a big. Outdoor gal running through the creeks and riding big wheels and building community with the kids in my neighborhood on the cul-de-sac.
I think at seven I. I also had two siblings. I’m the oldest of five raised here in Atlanta. So I also took the role of being, my mom’s right hand person running for diapers, filling bottles just helping out, wherever I could. So I. Lots of sports, [00:03:00] lots of play, lots of animals, and lots of kids for 7-year-old Anna.
Porschia: Yeah. Yeah, that sounds like there was never a dull moment, Anna. Never
Anna: Busy household, for sure.
Porschia: So what did you wanna be when you grew up?
Anna: Of course, I wanted to be a veterinarian.
Porschia: Yeah. Loved it. I did too. Anna,
Anna: I did. I did. However, my academics didn’t quite align. With the requirements for being a veterinarian but did get to work in animal hospitals and shelters throughout the rest of, my I would say elementary to high school and into college years.
Porschia: Love it. So tell us about some highlights or pivotal moments in your career before you started your business.
Anna: Yeah, absolutely. I think the first one was accidentally falling into recruiting, which I think resonates with many other recruitment and people, leaders that don’t plan to go to school to be a talent leader.
- [00:04:00] I had worked in hospitality. I had worked in, I was selling advertising for a local print company that produced the playbill at the theater at the Fox. And, I was going into retail shops and trying to sell little tiny square ads for $250. And I remember coming out of an appointment and being like, oh my gosh, I have to find something else to do.
I look up and I see this staffing agency above a pizza shop, in this retail center, and I was like, oh, I have a little time to kill. I walk in, I greet the coordinator, and I’m like, I don’t have an appointment, but I. I would like a different career than I’m doing right now. And luckily I was able to get an interview, get access to a resume and from that point I was offered the job on the spot and I became, a full cycle recruiter and account manager with a global agency.
And that’s where. I started to plant my [00:05:00] roots in the recruitment industry and I’ve loved every day since and really have never looked back. I did leave recruiting two times. So I think the other pivotal moments was taking a break from recruiting to work in eldercare and I literally networked my way into that job which is a story that I share with my clients on.
How you can pivot, by starting the right conversations. And then the other time that was pivotal was I got burned out in recruiting as a lot of people do. And I sold a TS software for about eight months and learned so much through the process. But the biggest lesson was. I missed recruiting.
And marched right back into agency life where then my career progressed to work. I. Worked agency to big box corporate to RPO to consulting and that all those cumulative [00:06:00] experiences said, all right, it’s time to do your own thing. And I went out on my own July of 23, I believe.
Really proud of where we’re going at this point.
Porschia: Yeah. You mentioned going out on your own. I wanna know what was that key motivator that you had to start your own business?
Anna: Yeah, I mean it started, I would say, right before Covid I started to get this little nudge of if they can do it, why can’t I?
And I think the universe has a sense of humor where. As we get older and more experienced and we have wins and successes and failures under our belt, all of a sudden it hits us and we’re like, man, we really know our stuff and we really need to own that and step into it. And I would say the last five years of work between.
Working permanent and consulting. I really loved coming in as a subject matter expert and looking at the [00:07:00] business, zooming out and then getting into the al tactical operations and, best practices to really attract, retain and engage the best talent. So I decided that, and I think the biggest thing was working full time.
Recruiters are change agents. They influence without authority, and that’s something that I was very good at. But I reached a tipping point, and that tipping point was this, when I got to the point where I knew that I could no longer drive change and it would impact my relationships with my candidates as well as potentially harm my personal and professional brand.
That was the tipping point. And I don’t work with organizations that don’t pay their people fairly that aren’t focused [00:08:00] in that people over everything, leadership and, it was just a gut punch. One day my daughter, who’s a teenager, said, mom, I thought you were glad to be back there. You come home and you’re like angry or crying every day.
And Wow. What kind of, she just put the mirror right up to my face and said, mom, get a grip. And I thought that is not what. The kind of example I want to set for my daughter of what working in the world of work is. And I just said Enough is enough. I had the hard conversations with my spouse.
I worked out a long resignation period, so I was setting myself up for success from, financially and supporting my family. And then I’ve just been really blessed with the support, from my family and friends and community. And and figuring it out as I go,
Porschia: We all are.
Thank you for sharing that, Anna. And I ask because and [00:09:00] you, I’m sure see this with some of your clients, but about 25% of our individual clients, have entrepreneurial endeavors in mind, right? And they’re thinking about going out on their own. And we have a whole entrepreneurship series on this podcast to talk about that.
So thank you for sharing Fun. Yeah. So back in episode 64, we discussed best practices for working with a recruiter. Okay. Why working with recruiters directly is important for someone’s job search.
Anna: Absolutely. Recruiters are just fantastic people in general. But here’s the fact. 97% of recruiters use LinkedIn to source candidates.
And it’s really just not a job application platform. It’s a community building platform, and I see it as one of the best vehicles to build career insurance for yourself. And for. It enables you to future [00:10:00] proof your career. And my own journey with LinkedIn, my life has profoundly been changed for the better through leveraging what’s possible on LinkedIn.
And you’re right, like recruiters and job seekers, they’re confused on the role of recruiters and not all of us were created equally. In fact, the demographics of. How we get into this business are so varied that you have such different economic backgrounds and education. And then there’s all the different types of recruiting too.
It’s tough when the populations just generalize recruiters in such a way, which sometimes can be overbearing on the content on LinkedIn.
Porschia: Agreed. You said a lot there. And I think I’m gonna get into some of it okay. Soon. But I wanna step back a little bit because LinkedIn is an incredible platform for executives and [00:11:00] professionals.
You already told us that 97% of recruiters use LinkedIn for sourcing candidates. Why do you think having a LinkedIn profile is a necessity today?
Anna: The hard truth is if you want to compete in this market and you don’t have a LinkedIn profile, then you need to be willing to take the longer route.
In my humble opinion, I think, the savvy modern day job seeker is leveraging. A variety of different platforms, and it is one of the best ways to amplify your personal brand to stay top of mind and to attract inbound oftentimes not posted opportunities because, your community, your followers can’t stop seeing your engagement and your content.
And that was in fact one of my own personal experiences as well. I was rehired multiple times by the same [00:12:00] employer because they couldn’t stop essentially seeing my mug on LinkedIn and they’re like, ah, we need Anna back. We need to fill these X number of positions. It’s so simple. In theory, but the execution of it for a lot of job seekers is overwhelming.
And I have a deep passion for trying to simplify LinkedIn for job seekers as well as, just encouraging them to stick with it knowing that it’s a little bit more of a marathon and to just trust the process that if you pour into others you know that energy will be reciprocated.
Porschia: Wow. So I think this is definitely an episode that people are gonna have to go and listen back twice because you are dropping a lot of gyms. Oh, thank you Anna. Many of our clients are surprised to find out that LinkedIn has a separate platform for recruiters to use. Can you explain a little bit about how [00:13:00] recruiters use LinkedIn?
Anna: Absolutely. So the recruiter side of LinkedIn allows us to run AI bullying searches now. But to simplify that, we can put in all the search criteria from job titles, locations competitors, education, years of experience, skills, core competencies we can get really granule, right?
But one of the ways that once we start running a search that we also look at are spotlights, and this is something that. I coach my clients to pay attention to when I’m applying, say to a company, I’m gonna go to the company page. I’m gonna make sure that I step one, follow the company so that they show up in my newsfeed.
Number two, I’m gonna see if they have the button that says I’m interested in working with you. Number two, that’s the second spotlight. And then the third is. Has connections [00:14:00] with people at this company. So job seekers, if you have a target company, you wanna make sure that you’re searching for people that are active on LinkedIn that work at that company.
And I do recommend it could be someone that’s doing the work that you want. It could be a department head that would collaborate with the team that you would be on or it could potentially be that decision maker, right? The other thing is, the other spotlight is, are they open to work?
The old open to work banner question keeps circling around and around, and the simple answer is, if you’re in a public job search, you don’t mind other people knowing. Use the banner because you’re gonna get. Like to the top of the list under the open to work, past talent or active talent. Telling me, Portia, if you’re open to work, the likeliness of you responding to my outreach is much higher than someone who doesn’t [00:15:00] have the open to work signal on.
Now, you also wanna leverage the open to work for recruiters. You’ll still come up in that same search, but LinkedIn can be a little, janky sometimes. So you wanna make sure that, it’s clear that you are open to work. So it, it pipelines those spotlights when we run those searches. And then if you are active on the platform from an engagement, like feeding the algorithm almost, that also helps your points score and your visibility on the recruiter side.
It’s always a best practice in, in my mind, as a connector. If a recruiter reaches out to you, even if it’s not the right fit, I don’t recommend declining that message. ’cause depending on, the LinkedIn rules and what package you have, you may not be able to ever message that candidate again.
And as we said earlier, recruiting and job searching is really about your [00:16:00] marketing campaign and the relationships that you have, so why not have that conversation? Build that connection and take it past just a transaction because recruiters know lots of people and can be some of the best gate openers and referrals and just connection partners than most job seekers would ever think of.
So I’ll pause there and see if any other questions come up on the recruiter side.
Porschia: Wow, you said a lot of. Really helpful information. One thing I want to follow up on and ask you about, because I get this question a lot, I’m sure you have too. You mentioned being active on the platform can help with visibility, right?
In terms of LinkedIn’s algorithm and showing you two recruiters and all of that what are some ways that people can be active? On the platform, and I ask this because I have a lot of people who don’t feel [00:17:00] comfortable posting content, with seeing posts and commenting on posts.
Do those still count as being active if someone’s a little gun shy right. To, to post their own content?
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Show notes.
Anna: Yeah, absolutely. It’s really funny that I tend to attract a lot of social media and LinkedIn introverts, even though I’m very much the opposite, but. The law of attraction is they come to someone like me because they want to be able, to model success after that.
So I would say. The biggest transformation I experienced on the platform was [00:19:00] simply from giving to others. And so a lot of people are like, I’m in a job search. I don’t wanna be overly self-promotional. I understand that. Do you like to compliment other people? Do you like to celebrate others? Do you have strong opinions about certain topics within your industry?
Those are places you can comment. Have those public. Conversations and when you have public conversations, you’re building trust. To then ask or, lean in to have a private conversation, right? Because we know how terrible it is to be just, pitch slapped on LinkedIn and job seekers are just as guilty of being spamming job seekers.
So again, when you have public conversations in the comments, you are, building the trust to have private conversations and the direct messages.
Porschia: Yeah, that’s a.
Anna: Focus on adding connections [00:20:00] daily. And don’t overthink it. Some of the most interesting people that I’ve worked with, collaborated with on the platform are, just people that were saying and doing cool things that intuitively I was like, I wanna.
Know more about this person because they seem cool, right? But then I was also very strategic, like focusing on if I were in project management in the telecom space, right? I would specifically try to find, like-minded people in that space that were talking about relevant topics. I encourage folks, and I believe in sustainability on LinkedIn.
I don’t want you on the platform six hours a day, just like blah, going down the newsfeed. And set micro goals, 10 connections a day, five comments a day, anywhere on the platform, right? And as I did that same exercise, I got to 10 comments a day and I just kept my LinkedIn open on another screen.
In between phone calls, I would make a little comment here and [00:21:00] there, and I started out super basic, like great post, like a little emoji or commenting for reach. And then over time I developed my voice in the comments and that’s what actually then transitioned me into feeling confident and to share original pieces of content.
Porschia: I love that you worked up to it and I am one of those, the muscle. Yeah, exactly. Exactly. I am one of those introverts in real life and people don’t think so based on LinkedIn and what I do. Yeah. But I love how you talked about, warming up to that in terms of being active on LinkedIn.
Anna: And you can also, one other thing is it’s a mindset shift, right? Like, how can I be of service to others? So I’m gonna show up and say congratulations, or Wow, this is really, fantastic news. ’cause everyone on LinkedIn, like they don’t wanna follow along. They want to [00:22:00] celebrate your journey.
They leadership. Can be a variety of things and leadership could be, staying married for 24 years. I celebrate my anniversary. It could be about getting my yoga certification, which I’ve shared before. And how that kind of expanded me wanting to consider public speaking and stepping on more stages.
So I just suggest sustainability, micro goals, start in the comments and then just see where it goes. And I think people just tend to overthink LinkedIn too much and enjoy it for what it is. It’s a social networking professional platform, and when you’re connecting with people or in this networking space, like one, it should be consistent, not just when you’re looking for a job, because your audience is always oh, where have you been?
Now you’re back that you’re looking for a job. Oh, you want something from me? So it’s a lot easier for you to get referrals and inbound leads if [00:23:00] you’re just consistent, right? And they. Constantly see your name in the notifications or in the feed and then you know, that starts to be part of your brand and they will think of you.
I always think of the Steve Jobs quote and he says, you cannot connect the dots looking forwards. You can only connect them looking backwards. And you have to trust in intuition, destiny, karma, something like that, that those connection points will serve you in the future. And. I give that quote to all of my clients because it is so profoundly true.
If you think about how you and I met, and then the collaborations and trainings and conversations and impact that we’ve had on our communities just from, that one touchpoint is really powerful, right?
Porschia: Yeah, absolutely. Absolutely. I love how you chunk that down and use the term sustainability to [00:24:00] make that more manageable for people.
So Anna, how can an executive or professional optimize their profile on LinkedIn so that more recruiters can find them?
Anna: Absolutely. I like to think of the LinkedIn profile as a sales funnel or like your marketing slick, right? Your custom cover image to your professional headshot. Your headline is one of the most SEO friendly and search heavy components of the LinkedIn profile.
So get rid of the weak and wimpy, flowery, fluffy words in your headline. Focus on key words that are aligned with Job de Descrip, the jobs that you’re focusing on, and then you can add your value prop or your differentiator, or your industry segment to ground the person who’s reading your profile.
That’s my personal, preference when looking at [00:25:00] headlines. And you have to also remember, we can only see about seven to nine words in the newsfeed. So you wanna make sure that’s clear. Clarity over cleverness is key on LinkedIn. The other thing is a lot of people have know about section or an about section that’s written in first person.
Your profile is like your home, right? And I wanna talk to people in my own voice and my, and welcome them to my profile, right? And speak in first person versus is it third person? Am I getting that mixed up? No. Yeah, you’re right. First person versus, okay, first person. Oh, my English teacher.
Mortified. So they don’t leverage that about section. And the about section is your chance to tell your story, hook them in with an intention grabbing, opening line. You have five sentences before the see more section. And then. Talk [00:26:00] about where you’ve been, what you’ve done, where you’ve had success, what people say about you, and then how you want people to engage with you on the platform.
A lot of times you get to the end and you’re like, what can I do with this? Where are we going? So be clear. And then in the about section, I recommend, simple sentences, get rid of paragraph form, use all caps, emojis, dashes. We generalize and distort with social media. Nobody reads anything anymore hardly, so you wanna make sure if we’re skimming it, it’s very easy to pull out, the relevant key information.
The last two things is they’re not updating their skills. And skills are important with matching you to job opportunities and can show you if you have premium, like how well you match for executives. The thing I see is I. They haven’t audited those skills in quite some time. So they have, like MySpace or a OL [00:27:00] or faxing or, something very outdated from a skills perspective.
And then lastly, modern job seekers have social proof. So where is that social proof on your profile? Is that showing you an action on your cover image, doing public speaking or volunteering? Is it in your featured section with a picture of you winning an award? But the easiest one is recommendations.
Make sure that you have recent re relevant recommendations from people that you’ve worked with alongside clients, whatever it may be. ’cause it also helps the recruiters write your presentation about you and can also fast track them. Feeling confident to present you because Porsche made this, public recommendation of Anna Morgan as a great coach and recruiter, right?
Porschia: Yeah. I love all of the [00:28:00] tips that you shared. I’m going to zero in on the about section because I wanna know your thoughts about this. When you said generalize and distort on social media, you made me think about it. So a very long time ago, LinkedIn had this. Career expert program and somehow I got selected to be it in it.
And one of the stats that they had way back in the day was that over 80% of people are gonna check out your about section and then determine what they want to do, right? So do they wanna keep reading or skimming your profile? Do they wanna send you a message? Are they going to click away? I tell our clients a lot that really capturing that attention in the about section is so important and we end up usually rewriting those about sections.
But just when I share that with you, what are your thoughts?
Anna: Absolutely. And sometimes when we’re looking at a profile on the recruiter side, if the language is not compelling [00:29:00] enough or aligned enough. I may not click into that see more or even further down into the experience section. So again, I really focus on an intention grabbing opening, and then I also try to write the content in the about section as if it was being presented to my ideal hiring authority.
And showcasing how and what I’ve done that has solved similar business problems. Showcasing what my KPIs were or that in 2019 I filled 120 positions and save the company $1.2 million. We want to see those stats ’cause that’s social proof, credibility it’s data. You and again, chunking it out so it’s easily digestible. And then also, be a human, right? We are so much more than just employees, and that’s one of the gifts from Covid is that I believe the workforce is looked at [00:30:00] more holistic as parents, sisters, folks dealing with aging parents, et cetera.
And also remember. Likeability, trust and relatability oftentimes come from. The things that are not professional experience related. It could be that you’re an Eagle scout, that you’re a yoga teacher, that you’re an airline pilot on the side. Don’t be afraid to showcase some of that in your expertise as well, because those are great, just conversation starters and something to help the recruiter really, pinpoint you and from a memorable standpoint in their brain.
Porschia: Great. So I talk to clients a lot about there being alignment between their resume and their LinkedIn profile, but their profile should not be a copy paste version of their resume. So in your opinion, why we’re friends? Yes. In your opinion, how should a resume and a LinkedIn profile be similar and different?[00:31:00]
Yeah.
Anna: So listen, you don’t wanna give it all away. Going back to optimizing the profile as a sales funnel or a marketing slick, it’s giving that social proof it’s showing, the real vibrant you, it’s telling your story and then you’re experience section, I usually curate those with, what was the main objective that.
You were responsible for in doing that work. That’s one or two sentences and then maybe one to three standout accomplishments that will also be on the resume, but then move on to the next. Give just enough to dangle that carrot and enough credibility that they’re like, wow. And then the experience is basically backing up the story that you’ve told in the about section and then your headline.
Forces that your face is your brand. Again, if people have trouble with that, then LinkedIn’s not for you and a lot of platforms aren’t for you or your pictures asked for. And then your cover image again is like your billboard. [00:32:00] So I really feel like you wanna make sure that there’s no big date misalignment in there.
For folks that have been in more of an extended job search, I recommend adding the career break and really being specific about what they’ve been doing during that time. Whether it’s LinkedIn learning, Coursera courses, volunteering, or it could be, a life situation, taking care of a loved one or something like that just to minimize.
Anyone making an assumption about what you’re currently doing? Going back to that clarity piece as well as being able to visually understand, okay, they’re in a career break. This is what’s going on, this is how they’ve been staying relevant, and wow, they have opened a work on, meaning they could start pretty quickly.
Porschia: Great. So you touched on some of this before, but I wanna know, what are some of [00:33:00] the biggest challenges you’ve seen people have with attracting recruiters on LinkedIn?
Anna: I, I think I. Going back to the mindset piece is that people don’t look at LinkedIn as a career insurance building tool. And so that’s why I try to talk about it as much as possible so that they can really work that muscle, get comfortable with adding connections, having those public conversations, meeting new people.
And I think the biggest challenge is. We live in a world of instant gratification. We wanna send 10 connections and five dms, and we want a job now. And sadly, I feel like, one, one of the best ways to compete in this market is, by having some visibility on the platform.
So I think the challenge is really trusting the process and then sticking with the consistency. And then once you find the job. Staying [00:34:00] active on the platform, and what I encourage people to do is. Think about what you needed even earlier in your career and share either content or talk about those things in the comments or share what you learned, be a career BFF, and give to others what hacks, trips, and things that you learned through the job search process because then you’re pulling up, those behind you or it’s just goodwill to put out there.
I know that many people are dealing with information overload. I think the second challenge with LinkedIn is knowing whose voices to trust and who’s not. And as a fellow coach, there are a lot of, a TS cheat codes that actually don’t exist to be visible by recruiters. And I think that oftentimes, really.
Frustrates job seekers and pushes them away from LinkedIn. And it’s [00:35:00] also important to know that there are ways that you can own your experience on LinkedIn without being at the mercy of just what LinkedIn feeds you. But that takes some time and experimentation to learn how to, curate the newsfeed that you want and be able to make sure that you’re seeing the right content that you feel inspired to engage in.
Porschia: Yes, I love all of that. Anna, tell us more about your business.
Anna: I hosted my first conference January 30th, which was also my 50th birthday. And. I never thought I would host a conference, but I wanted to.
Bring together all the amazing business professionals within the recruitment and people leadership space that I have been lucky enough to build relationships with since Covid, and this was the perfect way. So I [00:36:00] am now a conference host, and I am in the planning stages of evolved 2.0. Great feedback.
We are gonna have two days next year the 29th and 30th, I believe so a Thursday and a Friday when it’s nice and cold here in Atlanta. And then I act as a boutique agency. I do direct hire placements with clients that are in the telecom to engineering to educational, all different types of industries.
And then. I have a coaching practice that is primarily focused on serving recruiters and TA leaders and hr leaders, because even though they’re a part of the. Hiring job search process, they oftentimes cannot find the oxygen mask for themselves. And as their career BFFI come to the rescue, rescuer of dogs and careers and really help, pull out all the awesome things that they’ve done, [00:37:00] help them repackage their resume, you’d be surprised how many.
Bad recruiter resumes are out there.
Porschia: Oh, I’m not. ’cause we’ve worked with quite a few and they say exactly what you just said. They look at other people’s resumes all day, they don’t have time to do their own.
Anna: And then I was always working with human resources and just have, enjoyed continuing supporting them because, they’re focused on keeping, their employees engaged and minimizing risk and they are not.
Promotional brand marketers. And so it’s always super fun to. Support them in unlocking, some of these strategies. Heavy focus on LinkedIn. But yeah, so recruiting, consulting and coaching. That’s and event planning. I gotta figure out Yes. How to put that in there. So I am excited as.
As far as where we are so far in 2025 and excited to, keep building as the days and months keep flying by.
Porschia: [00:38:00] Yes. Congratulations on all of your success, Anna. We’ll be providing a link to your website and your social channels in our show notes so people can find you online.
Yeah. But now I wanna ask you the final question that we ask all of our guests. Oh, how do you think executives or professionals can get a positive edge in their career?
Anna: Positive edge in their career? I, you asked about 7-year-old Anna, and I wanna go back to like early twenties, Anna. To get an edge on their career.
I’m gonna go back to LinkedIn. I think that is, one of the fastest ways to future proof your career. Because you have an opportunity to surround yourself with winners to, be inspired and learn from people that are doing, things that you wanna do down the line.
There’s just so much opportunity and so many resources there. I think also. Professionals and executives, they have to [00:39:00] prioritize professional development. And I would recommend if you’re not back in person in some capacity, there is like this pent up Taylor Swift energy for in-person events.
Because I think we’re still getting over covid in a way. And I think one of the ways to really enrich anyone’s career is to be in community. Because that’s where the magic happens. That’s where some of the best learning happens. But making that. Professional and career development a consistent part of your career path I think is important.
And I’m speaking from an experience like I wish I had access or knew, prioritize that in my career earlier on. And now I’m like, I can’t put the books down, can’t stop listening to the podcast. I feel like I’m trying to make up time. Invest in LinkedIn. Start slow. Be consistent and then get out there in person.
There’s tons of places [00:40:00] to volunteer. There’s tons of new conferences popping up. I think we’re gonna see a bigger trend towards retreat style and smaller conferences like I hosted because we all tend to get a little fatigued at the big dog conferences. Yeah, that would be my suggestion to really.
To get an edge stand out. And the last thing, no matter what industry you’re in, play with ai, get into the AI game because if you ain’t you’re gonna get left behind. Because one of the questions that recruiters are now asking regardless of industry, is how are you leveraging AI in your daily workflow?
So make sure you can answer that question if you’re a job seeker.
Porschia: I love it. Anna, you have shared a lot of insights with us today, and I’m sure our listeners can use it to be more confident in their careers and on LinkedIn. We appreciate you being with us.
Anna: Thank you so much. I really appreciate the time and [00:41:00] look forward to chatting again soon.
Porschia: This episode was brought to you by the Brave Bird Career Alliance, the go-to membership designed for seasoned executives and ambitious professionals with everything you need for career planning, strategy, training, and support. Thank you again for listening to the Career 1 0 1 podcast. I hope you have at least one key takeaway that you.
Can use in your own career. If you enjoyed hanging out with us, please rate, subscribe, and share this podcast. Until next time, here’s to your success.
