Hey {{first_name}},

There's something I see every single day in my recruitment business.

Women with incredible experience, 15+ years of leading teams and delivering results, wondering why recruiters aren't reaching out anymore.

They think they need to post more, apply more, or try harder in their job search.

But that's almost never the problem.

The problem is their LinkedIn profile isn't setting them up to be found in the first place.

They don't scroll through profiles one by one, looking for standout people.

They type keywords into the search bar, and LinkedIn's algorithm, which heavily uses AI, scans profiles that match those skills.

Which means if your profile isn't using the right keywords, you literally don't exist in that search.

I've spent 12 years reviewing profiles and I've built a LinkedIn profile tool inside my Bold Moves program that's rewritten so many of them.

I've identified four key pieces you need to have in your LinkedIn profile.

1. Clarity

Does your profile immediately communicate who you are and what you do?

Not just the company you work for. Not just your job title. Who you are and what you do.

The test is this: If someone read your headline and never clicked "see more," would they know what you can offer?

Most headlines fail this test because they say "Senior Marketing Manager at X company."

That's just a job description. It's not a strong positioning statement.

2. Keywords

Does your profile contain the language that recruiters are searching for?

This is where most people go wrong.

They write in the language of their current organisation. They use internal jargon or internal titles.

And recruiters don't search by internal titles. They search by industry standard terms.

I've seen women get completely overlooked for roles they were perfectly qualified for just because their profile used the wrong vocabulary to what the recruiter was typing into the search bar.

It's not that you're underqualified. It's that you're underpositioned.

3. Signal

Does your profile communicate the senior level that you're targeting?

This one surprises people.

It's not just about having the experience. It's about signalling that you're ready for that next level in language that the market understands.

If you're a Senior Manager going for a Director role, your profile needs to be written for the Director role.

Not the role you're in, but the role you're ready for.

If it isn't written that way, the algorithm will filter you out before a human even reads a word.

4. Delivery

Does your profile say what you deliver on, not just what you do?

There's a difference.

Saying "I manage marketing teams" is what you do.

Saying "I help B2B companies build a pipeline through content that converts" is what you deliver on. That's your impact.

Recruiters and hiring managers aren't looking for people who can do tasks. They're looking for people who can solve problems.

And your profile needs to reflect that.

Here's a real example:

I had a client who was a senior woman with 15 years of experience. She'd led teams and delivered real transformations.

She hadn't had a recruiter reach out to her in over a year.

She thought the market had moved on or she was too old or didn't have the right skill set.

The first thing we did was look at her LinkedIn profile.

Her headline said her current job title. Her about section started with;

"I am a passionate and results-driven professional."

The problem was that there wasn't a single keyword a recruiter would search for. There was no signalling. There was no value. There was no proof of delivery.

It was just a description of tasks.

We rewrote it and three weeks later, she had two recruiters in her inbox.

Same experience. Same woman. Completely different packaging.

She wasn't behind. She was just underpositioned, and that is fixable.

Your challenge this week:

Open your LinkedIn right now and look at your headline. Ask yourself these three questions:

If you answered no to any of those questions, your profile is probably working against you.

Want to go deeper? Listen to this week's episode 🎧

I've recorded a full video breaking down exactly how to apply these four signals to your LinkedIn profile, plus I share more real examples of what works and what doesn't.

🎧 Listen here: The 4 LinkedIn Signals That Get You Found by Recruiters (And the silent mistake most women don't know they're making)

A free LinkedIn Visibility Score tool.

You paste your current headline and the first few sentences of your about section, and the tool will score you across those four frameworks: clarity, keywords, signal, and delivery.

It gives you a personalised diagnosis based on your actual words. Not a generic checklist, but a diagnosis of what's missing in your profile and why it matters.

It takes less than 60 seconds, and it's completely free.

Because the right opportunities are out there for you. But if your profile isn't visible to the people making the decisions, they will never reach you.

You are not behind. You are just underpositioned. And we can fix that.

Get your free LinkedIn Visibility Score 👉

Reply and tell me this:

What was your biggest takeaway from this?

Send it through. I want to know.

With confidence,

Georgie 💜