Being able to filter candidates by “open to work” is a major value of LinkedIn Recruiter.

When I combine that with Boolean filters, I can narrow the search down to a pool of warm candidates who might be a strong match for the role I’m hiring for.

Also, the customer support team is highly responsive and helpful. Review collected by and hosted on G2.com.

The user interface of the LinkedIn Recruiter dashboard has gotten worse over the past couple of years. This is especially noticeable when creating projects: the dashboard headers are confusing, and it’s not easy to navigate between sections while understanding what each one is for. For example, within LinkedIn projects, it’s hard to clearly distinguish what falls under “Talent Pool” versus “Recommended” versus “Pipeline.”

Also, to reach “saved searches,” you have to click through a few narrow sections, which is a hassle. In my opinion, the UI should be redesigned so that the most useful features are easier to find and access. Review collected by and hosted on G2.com.

I like that LinkedIn Recruiter allows us to find candidates that are open to work, even those who don't display the 'open to work' banner to avoid being seen by their current employers. It makes the sourcing process a lot smoother as it lets us reach candidates who might not know we're hiring. The AI feature is definitely a game changer, allowing us to describe what we're looking for without having to do a complex search. It’s also valuable that candidates can choose to show they are open to work only to recruiters, which means we can find the expertise and experience needed for our open positions. I've found some really valuable candidates using the private feature. LinkedIn Recruiter integrates well with SuccessFactors to post open jobs, and setting it up was very easy and effortless, thanks to a LinkedIn account manager. Review collected by and hosted on G2.com.

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LinkedIn Recruiter is most valuable as a sourcing baseline. In practice, it’s the 1 tool (almost) every recruiting team already has access to, which makes it easy to deploy quickly w/o additional onboarding or change management. Its main strength is the depth and freshness of the talent pool. The search filters are flexible enough to support a wide range of roles, and being able to work directly from up to date LI profiles makes outreach more relevant and timely. For (non-tech) passive candidate sourcing, it remains hard to replace. It also integrates reasonably well into broader recruiting workflows, either directly or as an upstream sourcing layer feeding into an ATS. For teams hiring at steady volume, it provides a reliable foundation for pipeline building, even if it’s *rarely* sufficient on its own. Review collected by and hosted on G2.com.

The main limitation of it is that it can be noisy. Even with advanced filters, it often takes significant manual effort (and a great recruiter) to narrow down results and identify truly relevant candidates. It's difficult to understand and measure response rates. Outreach volume doesn’t always translate into meaningful conversations, which means recruiters still need strong messaging and additional channels to be effective. Finally, pricing is a barrier. For smaller teams or companies hiring selectively, and it rarely works as a standalone solution w/o complementary sourcing or outreach tools. Review collected by and hosted on G2.com.

I like that you can make the search as wide or as narrow as it needs to be and refining along the way. It is easy to reach out to candidates en masse as well as create personal messages with a finer touch. Review collected by and hosted on G2.com.

The AI feature needs more tweaking and refining. I think it will get there over time, but it doesn't yield a very good search. Review collected by and hosted on G2.com.

AI integration with SourceWhale. Ease of creating projects. Review collected by and hosted on G2.com.

Nothing jumps out at me now. I have been using LinkedIn for a while. Review collected by and hosted on G2.com.

It is very useful platform especially for the recruiters, we can easily reach out to the correct profiles through email and chat with them. It gives a complete profile of any candidate for reviewing it. Review collected by and hosted on G2.com.

It doesn't provide the complete detail about the candidate resume and didn't attach the resume when we are downloading the excel file. Review collected by and hosted on G2.com.

We can filter candidates based on technical skills, location, companies, years of experience, and even the specific domain we’re targeting to find qualified candidates. Review collected by and hosted on G2.com.

To use all of its features, you need to purchase a paid membership, especially if you want to send InMail, its limited depending on the membership you have availed. Review collected by and hosted on G2.com.

I find LinkedIn Recruiter incredibly valuable for candidate sourcing and filling the pipeline for future roles. The platform provides clear and real-time data on candidates, including their skills, background, and likelihood of joining, which is immensely helpful. The InMails feature is a standout aspect, as it allows me to connect with candidates beyond my immediate network effortlessly. I appreciate the user interface and user experience, which are both well-designed, making it easy to access candidate details clearly. The filters are another major advantage, as they enable me to narrow down to the relevant set of candidates effortlessly by using specific requirements like 'must have' attributes and examining past or current company industries. Additionally, the 'Open to Work' feature is an intuitive addition that simplifies the recruitment process. Overall, the combination of these features enhances my efficiency and effectiveness in recruiting. Review collected by and hosted on G2.com.

I am frustrated by LinkedIn Recruiter's limited search listing results. Even when the talent pool is extensive, I can only see a maximum of about 1000 or 500 results. This limitation is annoying because I have to break down larger pools into smaller ones with fewer than 1000 candidates just to get the details I need. Additionally, I find the lack of direct integration with other platforms, like the inability to send InMails via integration to sourcing platforms such as Webbtree, a drawback. Review collected by and hosted on G2.com.

Access to a wide network, mass InMails, and clear visibility into work history. Review collected by and hosted on G2.com.

If you get a low response rate, your access is removed for a period of time. Review collected by and hosted on G2.com.

One of the advantages is the ability to discover untapped talent. It allows me to connect with candidates who aren't listed on traditional job boards or who are discreetly searching for new opportunities. Review collected by and hosted on G2.com.

The search function can be cumbersome and sometimes fails to retrieve the correct details. Additionally, if I use the back key, I often have to re-enter my search, which can be frustrating. Review collected by and hosted on G2.com.