New LinkedIn feature helps job seekers and recruiters align timelines
LinkedIn has introduced a practical update designed to streamline the job-search process for both candidates and hiring teams. Job seekers can now add their notice period directly to their profiles alongside other Open to Work details. This small change can have a big impact on how quickly recruiters identify and engage with suitable candidates who are truly ready to join a team.
What is the update and how does it work?
The update is tied to LinkedIn’s popular Open to Work feature. When you opt in, you’ll see two new fields: Notice Period and Expected Annual Salary. Filling these out gives recruiters a clearer picture of two critical factors often discussed only after initial conversations: when you can start and how your compensation expectations align with the role.
To use it, go to your profile, click on “Open to” → “Finding a new job,” and enter your preferred job titles, salary range, and notice period. You can choose whether your Open to Work signal is visible only to recruiters or to everyone in your network. LinkedIn emphasizes that salary and notice period data remains visible only to recruiters, even if the Open to Work badge is visible more broadly.
Why this matters for recruiters
For recruiters, timing is often the decisive factor in whether a candidate becomes a hire. Long notice periods, especially in certain markets, can create delays that ripple through project timelines and onboarding plans. By surfacing notice period information early, recruiters can prioritize candidates whose availability aligns with business needs—reducing back-and-forth and speeding up decisions.
In practice, a recruiter glancing at a candidate’s profile can immediately gauge if a potential start date fits an urgent project or a planned headcount window. The salary field further helps by filtering for candidates whose expectations fall within the compensation band the role offers, lowering the risk of early back-and-forth about compensation expectations.
What this means for job seekers
For job seekers, the feature offers greater transparency and reduces the friction of early-stage conversations. If you’re actively exploring opportunities and want to move quickly, clearly stating a reasonable notice period and a salary range helps recruiters decide whether to pursue you with a direct offer or an initial outreach. It also signals professionalism and a realistic approach to the job search.
However, there’s a balance to strike. You should tailor your notice period and salary range to reflect your current situation and market reality. Being overly rigid can deter genuine opportunities, while being too vague defeats the purpose of the feature. Consider your current contractual obligations, potential flexibility (for example, willingness to negotiate a joining date after a probation period), and the typical compensation norms in your target roles.
Tips to maximize visibility and relevance
- Keep details accurate and up to date. If your availability changes, update your notice period and salary expectations promptly.
- Pair the new fields with a compelling headline. A clear headline helps recruiters quickly assess fit before viewing the full profile.
- List relevant skills and experiences. Profiles with at least five skills are notably more likely to be viewed by recruiters, so curate a strong skill set that aligns with your target roles.
- Use the Open to Work visibility options strategically. If you’re open to a broader audience, you may receive more messages. If you prefer privacy, restrict it to recruiters.
Market impact and regional relevance
LinkedIn notes that the feature is particularly helpful in markets where long notice periods are common, such as in parts of India where 60–90 day notices are not unusual. In these contexts, having immediate visibility into when a candidate can start helps hiring teams align on project start dates and onboarding pipelines more efficiently.
Practical takeaways for job seekers
If you’re in active job-search mode, this update is worth leveraging. Update your profile’s Open to Work settings, fill in the notice period and salary fields with accurate, market-relevant data, and ensure your overall profile presents a compelling case for your candidacy. The more precise your signals, the easier it is for recruiters to identify roles that genuinely fit your timing and compensation preferences.
Bottom line
LinkedIn’s addition of notice period and salary expectations to the Open to Work feature is a practical nudge toward faster, more transparent hiring. By sharing when you can start and what you expect, you remove common friction points in early conversations and empower recruiters to connect with candidates who are a closer match from day one.
