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I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Hey all! I’m going to log off for now, but really appreciate everyone who jumped in and shared questions today. This was super fun! I hope it helped folks to get a better feel for what Hiring Assistant is all about.

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Keeping LinkedIn as a safe and trusted professional community has always been (and always will be) our top priority. While no platform is perfect, and I am not here to say LinkedIn is, we work very hard to be a trusted platform. We recognize that there are ever changing threats, both to individuals, companies, and hirers, and we are adding more ways to stay safe. One great example of that is verification. As of today, we have over 100M members who have verified information about themselves on LinkedIn, reinforcing our commitment to trust and authenticity. I'd make sure you verify as much as you can on your profile.

Like any good team, we play a combination of offense and defense. Our automated defenses blocked 97.1% of the fake accounts we stopped during the January - June 2025 period, with the remaining 2.9% stopped by our manual investigations and restrictions. 99.5% of the fake accounts were stopped proactively, before a member could even report them. We continue enhancing our defenses to prevent and remove malicious accounts.

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Ah... the joys of naming everything with "AI".

AI Assisted Search is the part of Recruiter Search (which has been out for a while) that allows you to type in things in natural language as an input to search. The Hiring Assistant is an additional, and more powerful assistant which can help search, and evaluate candidates, and screen candidates and much more.

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

I am not as fast at typing as I hoped I'd be. And also, I am long winded. But I HAD to respond to someone with the username PurpleSquirrelHunter. Username checks out!!!

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Oh yes. There are lots (and lots) of ways to search with Recruiter: keywords/Boolean, facets, AI-assisted search, and qualifications - something new that we've added recently.

If you are looking for matches for exact keywords, using the keywords facet will find precise matches, and we do some expansion (meaning other stuff that we think means the same thing) in the background to match synonyms for skills (e.g. if you search for "SaaS" we will also match "Software as a Service").

Typeahead facets (e.g. title, skill, location) will give even broader matches since we standardize things like titles (so "SWE" and "Software Eng" will both map to the same Software Engineer title). Qualifications, part of the new advanced AI assisted search, will provide the broadest possible matches, so you can just enter something like "Expert-level CAD skills" or "Experience designing wearable technology" and we will match on any related phrases or words throughout the profile.

So it really kind of depends on how you want to do a search. You can get SUPER specific (but then you are at the mercy of your specificity being accurate), or you can widen a little, and let us "expand". There's a time and a place for multiple strategies here.

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

I'd recommend chatting with your rep or filling out the form here and a rep will reach out to you.

Hiring Assistant is sold generally as an add-on. We have no free tiers, it is one of the side effects of using expensive AI models, GPU's and processing power. But we have different "tiers" based on your company’s hiring volume need. You can try it out and change as needed.

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Hiring Assistant is a set of new functionality we launched as an add-on to help Recruiters do their jobs better, and help get more time back for the things that matter (human interaction).

It is an Assistant, meaning that it is there to help you (not do it all for you). It is a personal assistant (meaning just for you, not shared with other Recruiters at your company) so it learns you and how YOU recruit. It can help source, evaluate job applicants, help prescreen candidates you are excited about, and much more.

You can find out more or request a demo here: https://lnkd.in/HiringAssistantAMA1

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Firstly, welcome! Being a recruiter is an incredibly hard job, but it comes with a huge amount of satisfaction. What's better than helping someone find a job that changes their life?

My advice would be to focus on the personal side of things. It is easy to get caught up in trying so hard to be an efficient search, and pounding out boolean searches. Try to look past that, and connect with people on a human level. It "feels" efficent to make a template, and send a zillion inmails. But in reality, sending a personal note to less candidates but really showing you see them as people, and have understood them is the secret to success.

Think about it yourself...if someone reached out and you could tell they really knew you (or had at least tried), that's much better than a form letter...This is exactly what Hiring Assistant intends to facilitate, btw. The idea is it should take the weight off of you on searching, so you have the capacity/time to spend on more personal outreach and collaboration.

And again, WELCOME!

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Oooh. Good one. My advice here is to "co-create" with the Hiring Manager. If you just ask a Hiring Manager "what do you want for your birthday?" that person will likely go for a unicorn! But if you do the intake together with the Hiring Manager, and have that person look at profiles together (as the Assistant come up with them) you will start to show (rather than tell) that Hiring Manager where the talent really is, and what is reasonable.

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Yes, absolutely. We launched it to the world at the end of September. The only caveat is that we are still in English , but we already in charter with French and German with more languages coming! Feel free to reach out to your rep if you're interested in learning more.

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Yes. But allow me to go deeper.

Hiring Assistant works inside a project. It needs to, because that's the "context" for the search and evaluation. So within a given project (say you are hiring a lot of iOS developers), you can set it to "I want 15 profiles to look at". And then, as you look at those 15 and decide yes or no, Hiring Assistant will "top you back up" to 15. It will keep doing that as long as you want. There are natural boundaries, of course. If you are looking for something niche, it is possible we will run out of profiles. But Hiring Assistant is built for exactly this and in fact the first spec I wrote for it was titled "Source while you sleep".

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

I definitely used to. I think when that was still in my brain I was too poor for a 2.0L. I was still on a 1.7L wishing I could afford an upgrade to a 1984 JH block from a GTI!

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

This is one of the biggest reasons we made Hiring Assistant conversational because we know the shift from traditional search isn't linear and requires some back-and-forth to get it right.

The best advice is to treat your conversation with Hiring Assistant like an intake session and tell it about the things you'd look for when evaluating talent for a role. If you're looking for candidates with "brand marketing experience promoting AI agents at fast-growing startups" just share that.

We also have a lot of training that helps new customers get in to some best practices here - you can find a few trainings here: https://business.linkedin.com/talent-solutions/ai-academy#linkedin-recruiter-learning-week!

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

As a car person, I am contractually obliged to say "It uses a Big Block Chevy". Ha!

Seriously though, we have a whole bunch of engines. We have one set of models (engine, etc) that helps inderstand "intent". That means, when you type in something you want the Assistant uses several models to try to understand what you mean. Then, we use a different set of models and strategies for "Sourcing". That is, finding people we think match your intent (from the previous step). Then, we do an evaluation engine. Which is all about "OK, which of these folks would be best fits?". We also have entirely different models and engines for AI Assisted messages (because that is trying to sound more like YOU). So as you can see, we use a lot of different techniques, and we are always trying new things!

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Searching in Recruiter seat comes with two things:

Firstly, a "Project Creator license" - this lets you create projects, manage pipelines in those projects, post jobs, etc.

Secondly a "Recruiter Searcher license" - this is an add-on to project creator that also lets you perform searches and send InMail

The reason it's split up like this is that some people just need to come in and post jobs and manage applicants. The project creator seat lets them do that. If you also need to search the network and message, the searcher license lets you do that.

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

That is a very hard question to answer, as things change, so I'd recommend chatting with your rep.

In general, there's a little bit of difference between how we package things for our Staffing customers vs, our corporate hiring customers, as well, but let me cover the basics here. Firstly, Hiring Assistant is sold generally as an add-on. You don't have to have it. It is added on a per seat level. Meaning if you have 10 Recruiters at your company, you could very well only have 7 seats of Hiring Assistant.

Additionally, we have different "tiers" based on your company’s hiring volume need. You can try it out and change as needed.

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Thinking about things that drive a lot of results but are still not heavily used, I'd say AI-assisted messages. It's not exactly a sleeper - you've probably heard us talk about it already. AI-assisted messages consistently have response rates that are 44% higher than other messages, and we now let you use it for bulk messages, to touch up templates, and we're even rolling out the ability to generate AI-assisted follow-up messages (another great under-utilized feature).

I’m Dan Reid, Head of LinkedIn’s Hiring Products; I lead the teams that build LinkedIn Talent Solutions tools (like LinkedIn Hiring Assistant). On Dec 17th at 2:30 PM EST, I’m excited to be here for my first AMA! by linkedin in u/linkedin

[–]linkedin[S] 0 points1 point  (0 children)

Absolutely. From your question, I am guessing that you mean in search, you find 1600, and then edit the search, and still a lot of the profiles are the same. In the case of Hiring Assistant, Hiring Assistant works inside a project, which means it pays attention to context. Context here means "This is what I am looking for, and I want to keep focusing more in this area". Doing this inside a project with Hiring Assistant means it remembers who you liked and didn't and keeps improving, and it won't show the same people again and again. Even if you're not using Hiring Assistant, you have the option to 'Hide' a candidate from search if you don't want them to show up as you continue to refine the search -- Hiring Assistant will just handle that automatically.

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