The inbound LinkedIn recruiting playbook for busy founders and overwhelmed hiring teams.
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.
Sponsored InMails were once a go-to for targeting talent at scale. But as of early 2025, they’re no longer available in the EU due to GDPR enforcement. Even when they were allowed, InMails had their issues:
Cold outreach doesn’t scale for busy founders or lean recruiting teams. It’s time to build a system that brings the right candidates to you.
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.
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.
Skip the sidebar ads—they don’t convert. Focus on feed-based ads that appear as native content.
Not everyone is ready to apply the first time they see your ad. That’s normal. Good marketing uses funnels, and recruiting should too.
Each stage warms up the candidate. By the time they see your job ad, they’re already familiar with your brand.
People who click but don’t apply aren’t lost causes. They’re your warmest leads.
This turns curiosity into action, without a single message.
You don’t need an entire marketing team. Just a few free tools and 30 minutes of setup.
You don’t need a massive budget to get started.
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.
LinkedIn is great, but it’s not the whole game. 80% of workers aren’t actively looking, and many spend more time on Instagram or Facebook than on LinkedIn.
Once your funnel is working, expand it:
You can reach passive candidates where they spend their time—and get them interested in your job before they even think of applying.
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.
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, as evidenced by the €310 million penalty imposed on LinkedIn for data privacy violations.
To align with GDPR while effectively recruiting on LinkedIn:
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.
Implementing an Employee Advocacy Program
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
Implementing Cross-Platform Recruiting
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.
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