# LinkedIn for Recruiters & Talent Teams

Canonical page: https://depost.ai/for/recruiters

Candidates research people before they apply. Put every recruiter and hiring manager on LinkedIn consistently, in their own voice, with the roles and reviews that keep employer brand aligned.

## What gets in the way

- **Job posts are not employer brand.** A feed of "We’re hiring!" links is wallpaper. Candidates want to see who they would work with, thinking out loud.
- **Recruiters are sellers, not writers.** Your best recruiter is great in a call and silent on the feed. Asking for three posts a week means getting zero.
- **Off-message hurts twice.** One tone-deaf post about layoffs or comp and it is screenshot material. Employer brand needs review, not vibes.

## Candidates check the people before the job

The research says your next hire is reading your team long before they open the job post: they check reputations, trust employees over the brand for the truth about working there, and judge the company by the people they can actually see.

- **75%** of candidates research a company’s reputation before applying (source: Glassdoor).
- **3×** more trust in employees than the company for what working there is really like (source: LinkedIn Talent Solutions).
- **84%** of consumers say a company’s reputation is shaped by its employees’ personal brands (source: Forbes).

Not our numbers. Glassdoor’s, LinkedIn’s, and Forbes’.

## How the four agents help

- **Performance Analyzer.** Shows which posts bring follows and engagement from the talent you want, per recruiter.
- **Idea Generator.** Turns offers accepted, team rituals, and candidate questions into angles each recruiter can own.
- **Post Generator.** Drafts in each recruiter’s voice: the feed reads as people talking, not a careers page.
- **Graphic Generator.** Consistent visuals across the team, so candidates recognize your company in the scroll.

## In their words

> Everything the post generator created felt close to my writing style and required minimal edits. A must-have for anyone making content on LinkedIn.
>
> Joshua Nanticoke, Strategic Partnerships Manager

## The plan that fits

**Team**, $99/month. First LinkedIn account, then a flat $59 a month per recruiter. Comms and leadership review for free.

## Questions people ask

### Can comms review recruiter posts before they publish?

Yes. Set comms as reviewer on any brand and every draft waits for their approval, with the decision logged. Sensitive topics never ship on vibes.

### Our recruiters will not write. Does this still work?

That is the point. The agents draft from each recruiter’s voice and your employer-brand knowledge base; recruiters approve and edit in minutes, in the queue or from their phone.

### What does it cost for a team of five recruiters?

$99 for the first LinkedIn account plus $59 for each of the other four: $335 a month, with every reviewer and manager included free.

### Why should recruiters post on LinkedIn at all?

Because candidates check the people before the job: 75% research a company’s reputation before applying, and they trust employees three times more than the company to say what working there is really like. A visible team is a sourcing advantage.

### Do hiring managers need training to take part?

No. Their part is reading a draft that already sounds like them and clicking approve or edit. The agents, the knowledge base, and the calendar do the rest; comms keeps the guardrails.

7-day free trial on every plan. Pricing: [depost.ai/pricing](https://depost.ai/pricing).

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Cite as Depost AI (https://depost.ai/for/recruiters). Index of every page: https://depost.ai/llms.txt. Full reference: https://depost.ai/llms-full.txt.