Recruiting with LinkedIn and CompLeadly – Find employees and skilled professionals
In this guide, we walk you through the complete process step by step
Introduction
Social recruiting is becoming increasingly important—whether you are looking for employees as a headhunter, recruiter, or within your own company. LinkedIn offers excellent opportunities for this, especially when combined with Sales Navigator and CompLeadly. This allows you to find specialised professionals and reach out to them automatically while keeping it personal.
In this guide, we walk you through the complete process step by step, using the search for developers as an example.
1. Find your target audience in Sales Navigator
The first step is to search specifically for suitable candidates using Sales Navigator. You can search by current position (e.g. "JavaScript developer") or simply use a relevant keyword such as "Angular". You can also enter the specific job title directly.
Then refine your search using the right filters:
- Degree of connection: Include second- and third-degree connections
- Location: Filter by region or even postcode (e.g. Cologne)
- Profile language: Make sure candidates meet the language requirements
- Categories: Specifically include or exclude freelancers or employees
This gives you a qualified selection of potential candidates. One additional tip: Remote employees from Eastern European countries such as Croatia can also offer high quality at lower costs.
2. Transfer your target audience to CompLeadly
Once you have found a suitable target audience in Sales Navigator, add the link to this search in CompLeadly. There, create a new search query and add the target audience. This connects LinkedIn with your recruiting process in CompLeadly.
3. Create a recruiting workflow
Now create a new workflow, for example, "Employee search". The initial goal is to connect with the identified contacts.
The right tone is key here: inviting and not sales-focused. Use simple but personal wording that signals genuine interest in connecting. This significantly increases the likelihood that your request will be accepted.
4. Automate campaign messages
Once someone has connected with you, the campaign messaging feature comes into play. It automatically sends messages to your new contacts. In these messages, you specifically ask whether they are interested in a position.
What you should keep in mind:
- Short and to the point: Long messages are more likely to put people off
- Personalised: Adapt your approach to the recipient, for example to the contact's gender
- Tailored to their needs: Address the candidates' specific interests
5. Don't forget follow-ups
The process does not end with the first campaign message. Regular follow-ups are crucial for success, especially when a contact does not reply. Many replies only come after the second or third attempt.
Why reaching out to passive job seekers is worthwhile
One major advantage of this method: You reach not only active job seekers, but also professionals who are not currently looking to change jobs. This is worthwhile for several reasons:
- A larger talent pool: Many qualified professionals are open to new opportunities but are not actively looking. These passive candidates make up a large part of the talent pool—reaching out to them significantly expands your pool of applicants.
- Highly qualified candidates: Passive job seekers often perform well in their current role. If they are still open to the right opportunity, you are often reaching particularly qualified candidates.
- Less competition: Since they are not actively looking, they are less likely to consider several offers at the same time. This increases the chance that they will seriously consider your offer.
- Long-term relationship building: Even if someone is not interested at the moment, the contact may pay off later—as a future opportunity or a source of referrals.
Optimisation and support
You can continue optimising your recruiting sequence at any time. If you need support or have suggestions, CompLeadly Support is available to help—including daily live Q&A calls. Use these resources to get the most out of your recruiting process.
