Have you ever updated your LinkedIn profile and wondered what message you’re really sending? The “For Job” badge once gave a simple answer: You’re available.
But access has layers: time, willingness, and expectations.
LinkedIn’s latest update adds two optional fields to the Job Openings feature: notice period and salary expectations. This small change is part of a larger shift toward transparency that is affecting how professionals are represented and how brands are recruited.
I’ve built my career on helping people communicate who they are, not just what they do. So when a platform like LinkedIn is redefining how you show willingness and value, it’s worth asking: what does this mean for your personal brand and how others see you?
Update in a simple way. what’s new and how it works
When you switch to Job Openings and select Finding a New Job, you will now see two new fields.
One lets you specify your notice period – how soon you can start a new role. Another allows you to share your expected salary range. Both are optional and you can choose who sees them.
LinkedIn says these details are only visible to recruiters, even if your Open to Work circle is public. It gives job seekers the freedom to be transparent without broadcasting sensitive details to everyone in their network.
This small update changes the tone of your profile. Instead of a generic signal that says “I’m open,” it conveys readiness and clarity; “Here’s when I can start and here’s what I expect.” Recruiters gain more context. professionals have more control over their story.
Why is it important? LinkedIn’s push for transparency
We have entered a phase where pay and deadlines are no longer taboo topics. Laws and social pressure around the world are pushing employers to communicate more clearly about wages. LinkedIn’s move fits that shift.
Transparency builds efficiency. If the recruiter knows your notice period and salary range in advance, conversations go faster. You waste less time on irrelevant opportunities.
LinkedIn reports that candidates who maintain their “Open for Job” status receive a much higher response from recruiters. It makes sense; After all, simplicity attracts attention.
From a personal branding perspective, transparency signals self-awareness. You show that you know your worth and your willingness. Brands and individuals who communicate clearly tend to stand out more because simplicity is trust.
Brand corner. What does this mean for employers?
For companies, this update is a mirror. The more information job seekers share, the more employers are expected to comply with that transparency.
When candidates openly list salary expectations, employers can’t hide behind “competitive pay” forever. If your offerings don’t meet market expectations, candidates will notice.
Similarly, if your roles require a quick start, but most applicants report long notice periods, your hiring process may need to be reviewed.
Companies that embrace simplicity will benefit. Candidates gravitate to employers who are honest about schedules, pay and expectations. An employer brand is stronger when public messaging, internal practices, and recruiting outreach align. A discrepancy between what is promised and what is experienced quickly erodes trust.
Personal brand angle. What does this mean for professionals?
These new fields are an opportunity to strengthen your story. A clear notice period tells recruiters that you understand your obligations. A thoughtful salary range shows that you know your worth. Together they project maturity and professionalism.
Before you fill them in, take a step back. Think about your goals. Ready to move in right away or exploring? Are your expectations based on research or gut feeling? The answers build your credibility.
Use these fields as part of your broader brand narrative. They should match the tone of your headline, summary, and accomplishments. When all those pieces tell a consistent story that reflects clarity and readiness, you create a brand that recruiters remember.
When Job Openings Can Backfire
An “Open for Job” badge helps with visibility, but it can also pose a risk when used publicly. Context is important.
Perception bias. In some industries, especially senior or conservative industries, a public badge may be perceived as a signal of urgency or reduced demand. Recruiters know this bias exists, even if it’s unspoken. While visibility can bring opportunities, it can also change how your reach is perceived.
As Debra Boggs, founder and CEO of D&S Executive Career Management, said in an NBC report: “Many recruiters and hiring managers believe this makes a job seeker desperate, which is not an attractive quality when looking for an exceptional leader to run a function or business.”
Privacy concerns. If you are currently working and studying discreetly, a green badge can ask questions to colleagues or superiors. While LinkedIn allows you to limit visibility for recruiters, you never have complete control over who sees what.
Low quality communication. Visibility often brings volume. Some users find that the public sign attracts off-target or irrelevant offers. It can clutter your inbox and make your job search feel noisy instead of strategic.
Negotiating levers. Broadcasting that you’re “open” can subtly change the power dynamic in salary discussions. Recruiters may assume you want to move, which can affect your bargaining power.
To avoid these pitfalls, use the “Recruiters Only” visibility setting. Before you activate the badge, polish your profile to reflect strength and purpose. Define what kind of roles you want and what value you bring. A clear brand captures the right attention and filters out the rest.
Broader implications. transparency as a branding signal
LinkedIn’s update is one step in a broader cultural shift. The professional world is becoming more open. Payment transparency laws, social media discourse, and generational expectations drive people to value and willing honesty.
Transparency is not a trend. it becomes the default. People and companies that adapt early will build stronger trust. Those who cling to uncertainty will find themselves out of sync.
For professionals, this means that your brand will increasingly depend on how you communicate the facts—your goals, expectations, and transitions. When those details align with your values, they stop feeling like data points and start feeling like part of who you are.
Features: how to adjust your strategy
If you are an employer.
Review your job listings and outreach templates. Make sure your pay ranges and timings are in line with market norms. Encourage recruiters to treat LinkedIn’s new fields as conversation starters, not checkboxes. Clear communication attracts serious candidates.
If you are a professional.
Decide which version of Open to Work fits your strategy. If you’re between roles or willing to move quickly, public visibility can serve you well. If you are employed or optional, use only the visibility of recruiters and let the strength of your profile do the talking.
Take the time to research your market rate, fine-tune your About section, and streamline your messaging. When your notice period and salary range reflect your authenticity and confidence, they reinforce your brand, rather than define it.
Conclusion
LinkedIn’s new “Open to Work” fields make one thing clear. professional visibility is developing. The line between personal brand and employability is thinner than ever.
Sharing your reach and expectations isn’t just about data entry; it’s self-presentation. The more honestly you define what you’re ready for, the more likely the right people will find you.
Clarity builds trust. Whether you’re a candidate or a company, that trust will be your strongest asset in a market that rewards transparency and authenticity.