The Power of “Open to Work”: Should You Use It on LinkedIn?

If you’re job hunting, you’ve probably seen the “Open to Work” banner on LinkedIn profiles—or wondered if you should add it yourself.

It’s a simple green ring around your photo that lets people know you’re open to new opportunities. But does it actually help you get hired—or could it hurt your chances?

Let’s unpack the pros, cons, and real-world impact of using LinkedIn’s “Open to Work” feature so you can make the best call for you.

What Is “Open to Work,” Exactly?

LinkedIn’s “Open to Work” feature allows users to signal that they’re open to job opportunities. There are two options:

• Private (visible only to recruiters using LinkedIn Recruiter)
• Public (visible to everyone with the green #OpenToWork banner on your profile photo)

You can customize it by listing preferred job titles, locations, job types (e.g., remote, hybrid), and more.

Does It Help? Here’s What the Data Says

The short answer: Yes—it can help, especially if used strategically.

According to LinkedIn data:

• Members who use the “Open to Work” feature are 40% more likely to receive InMails from recruiters compared to those who don’t use it at all, and; 
• Profiles with keywords like ‘seeking new opportunities’ or ‘open to work’ saw increased search appearances and higher recruiter engagement.

Benefits of Using the “Open to Work” Badge

 Increases Visibility to Recruiters
Especially if you choose the private option—your profile is flagged in search filters used by  recruiters on LinkedIn Recruiter.

 Shows You're Available (and Proactive)
It signals to your network and connections that you’re actively exploring opportunities. They might refer or recommend you for roles you didn’t know about.

 Saves Time
Instead of waiting for the right job post to show up, you’re positioning yourself to be found by employers looking to hire now.

Downsides to Consider

While there are benefits, it’s not always the right move for everyone.

 May Feel Risky if You're Employed
If you're job searching quietly, even though LinkedIn tries to hide your status from your current employer, it’s not 100% foolproof.

 Potential Bias (Still Happens)
Some hiring managers (unfairly) assume that actively job-seeking candidates are “desperate” or not currently working—even though many top performers use the feature during transitions, layoffs, or strategic career changes.

Tip: If you’re worried about perceptions, choose the private setting. Recruiters will still see you in their search results—without the public badge.

Best Practices for Using “Open to Work”

If you decide to turn it on, make it work for you:

  Customize your preferences: Include relevant job titles, locations, and work types (remote, hybrid, on-site).
  Update your profile: Ensure your headline, summary, and recent roles reflect your strengths and target roles.
  Use keywords: Recruiters use keyword searches. Mention skills and tools you want to be found for (e.g., Salesforce, UX design, Python).
  Keep networking: Don’t rely on the badge alone. Continue making connections, commenting on industry posts, and reaching out to people in your field.

So...Should You Use It?

If you’re actively job searching and comfortable signaling that publicly, go for it. It can make a real difference in getting discovered—especially if you also keep your profile strong and updated.

If you’re employed and job hunting quietly, opt for the private version to avoid unwanted visibility while still surfacing in recruiter searches.

Either way, “Open to Work” is a tool—not a magic button. When used strategically, it can boost your visibility and show recruiters you’re ready for the next step.

Final Thoughts

In a competitive job market, even small visibility boosts can make a big difference. Whether you go public or keep it private, turning on “Open to Work” can help you get in front of the right people—faster.

And remember: being open to work isn’t a weakness. It’s a sign you’re ready for what’s next.

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