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LinkedIn for recruiters: your candidate network, ready before the role opens
For a recruiter, LinkedIn works best when candidates are already your connections before the role exists: they see your posts, recognise you and reply. Invite the profiles you hire most every week, by job title, company and city, and message them when you have something concrete to offer.
Who to invite on LinkedIn: a guide for recruiters
Invite the profiles that are hardest to find, at the companies where they work.
| If you work in… | Invite… | At… |
|---|---|---|
| Tech roles | Backend and frontend developers, data engineers, product managers | Software companies and tech consultancies |
| Sales | Account executives, SDRs, sales directors | SaaS, distribution and B2B services |
| Finance | Controllers, financial analysts, CFOs | Audit firms, banking and large companies |
| Your agency’s clients | Talent acquisition and HR leaders | Companies that hire those profiles |
How to set up your audience in Reachvite
Values for each tab of the extension:
- Industry: The industry where the candidates you need work.
- Job title: The exact titles candidates use, including common variants.
- Companies: Your client’s competitors and companies known for training that profile well.
- Where?: The role’s city first, then the country if it allows remote work.
Reachvite always adds its own filters: real people with 500+ connections, and never 1st-degree connections or pending invitations.
How many invitations a week?
Two to three batches of 20 to 30 a week.
Passive candidates tend to accept less often than prospects, and the audience is large. Spreading 50 to 80 invitations across several days keeps a steady pace; if acceptance drops, slow down and tighten the job title. LinkedIn doesn’t publish a fixed number: we explain it in the weekly invitation limit.
Example invitation notes
Notes are optional and capped at 300 characters.
- “Hi Daniel, I recruit data roles in Chicago and regularly share openings and market salaries. Glad to connect.”
- “Hi Irene, I work with SaaS sales teams in London. No openings to pitch right now, I’d just like you in my network.”
- “Hi Sam, I post a monthly salary band guide for product roles. Happy to connect if it’s useful.”
What to post so people accept (and remember you)
- Salary bands by role and city, with your source.
- What companies really ask in interviews for a specific role.
- Openings with a visible salary and an honest description.
Common mistakes
- Sending a generic job pitch right after someone accepts.
- Inviting by loose profile keywords instead of real job titles.
- Never withdrawing old invitations, so pending ones pile up.
Frequently asked questions
Does this replace LinkedIn Recruiter?
No. Recruiter is for searching and InMail; Reachvite only sends invitations to the audience you choose so your network fills with candidates.
Does Reachvite message candidates?
No. Invitations only, with an optional note. The conversation is yours.
What if I work at an agency?
You have two audiences: candidates and client companies. For the second one, see our guide for staffing agencies.
Sources: LinkedIn Help on invitations and Reachvite’s features as of 31 October 2026. Paces are guidance, not official figures.
Pick your audience and let Reachvite send the invitations, in batches you approve.
Add to Chrome ↗Chrome will ask for access to LinkedIn: Reachvite only works with the audience you choose, never sends anything without your OK and doesn’t read your messages or your password.