My LinkedIn A/B Test for Getting Hired

My biggest challenge in reaching the right audience organically?

My LinkedIn network is based in Canada, former colleagues, industry friends, clients, and connections. But now, I’m in Los Angeles, and I need to get on the radar of U.S. recruiters and hiring managers.

While I could grow my American network slowly and organically over time, I decided to do what I do best: run a campaign. A real one. With targeting, strategy, testing, and optimization.

Because if ads work for brands…Why not job seekers?

The A/B Test Setup

I’m kicking things off with an A/B test, two carousel ads designed to run across LinkedIn, each with a slightly different approach.

Creative A: The Campaign Angle

This version leans into the idea of the campaign itself. It’s built to elicit interest, curiosity, and intrigue. An advertiser launching an ad campaign for herself? That’s not something you scroll past.

The goal here is to spark attention, drive site visits, and get people asking, “Wait, who is this?”

Creative B: The Credentials Angle

This version gets straight to the point, highlighting my experience, platforms, and the brands I’ve worked with. It's built to establish credibility at a glance.

Where Creative A leans into intrigue, Creative B leans into trust. It’s designed for hiring managers and recruiters who want to know what I’ve done, fast.

What I’m Testing, and Sharing

This isn’t a one-off post. It’s a real-time campaign, and I’m treating it like I would for any client, with testing, iteration, and performance insights.

Here’s what I’ll be watching (and sharing):

• Which creative drives more engagement and clicks

• What messaging resonates most with recruiters

• How paid ads can accelerate visibility for job seekers

This is my job search, run like a real ad campaign. Built in public. Backed by data. Follow along to see how it performs, and where it leads.