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Cold open (0:00)
Basia: I left my full-time job because of LinkedIn. I get on average five real opportunities from this week alone. I’ll show you my DMs.
Aakash: Meet Basia Kubicka, who went from zero to 50K LinkedIn followers in just six months. Basia, should PMs even be commenting and posting on LinkedIn right now?
Basia: Instead of me telling you whether they should or shouldn’t, let me just show you what my DMs look like. Those are just DMs for job offers. People actively reaching out to me with different opportunities.
Aakash: Can you actually connect LinkedIn to Claude through an MCP?
Basia: There is no official LinkedIn MCP connection. But let me show you the proxy that I use instead.
Aakash: What are the key components of this system?
Basia: There are three key components. There is the profile, which by the way you should be treating as your landing page. A lot of people think of a LinkedIn profile as their online resume. It’s not. It’s your landing page.
Introduction (0:56)
Aakash: If you are a PM trying to get jobs to come to you, or a creator trying to grow on LinkedIn, this episode is for you.
Basia Kubicka grew from zero to 50,000 LinkedIn followers faster than almost any other PM content person I have seen. And today she is giving everything away for free. How she connects LinkedIn to Claude, because there’s no MCP for that. The skill files she uses. The Claude Code harness she uses to maintain her story bank. How she edits profiles. And even how she’s helped other job seekers get inbound job offers.
She’s getting five inbound offers a week. That’s amongst the highest I’ve seen in the market. So if you want to get jobs to come to you instead of applying, this episode is for you.
Should PMs be posting on LinkedIn right now (1:48)
Aakash: Basia, should PMs even be commenting and posting on LinkedIn right now?
Basia: This is a great question, Aakash. And instead of me telling you whether they should or shouldn’t, let me just show you what my DMs look like.
Those are just DMs for job offers. People actively reaching out to me with different opportunities. Some of them don’t even exist on the market, and some of them people just want me to join their company and create a role for me specifically, which is pretty amazing considering what’s happening right now on the market, especially if you’re looking for a job.
And I actually just finished my first cohort where I’m teaching other people to install this exact same system. By week five, a lot of people started getting very similar results. So I can clearly say it’s working. Not only for me, because I now have 70,000 followers. So it’s not just the follower count, it’s the system that is actually working.
[Ad break. Land PM Job, cohort 4.] (2:48)
The three components of the system (3:47)
Aakash: What are the key components of this system?
Basia: There are three key components.
There is the profile, which by the way, you should be treating as your landing page. A lot of people think of a LinkedIn profile as their online resume. It’s not. It’s your landing page.
And then there is the content piece, which is a passive way of networking, allowing other people to find you through your content.
And then the third is active networking, where you are actively commenting and DMing on other people’s content.
Aakash: Okay. So let’s make that our road map for the rest of the episode. Let’s start with the profile. How do you optimize your profile?
The three ways hiring managers find you (4:25)
Basia: Great question. Before we get into it, I want to make one point very clear.
When I first started posting on LinkedIn, I was really, really bad at this. And then I hired a bunch of people to help me figure out how to do it properly. The key thing that I’ve realized is that it’s actually very similar to product management. Your content creation is no different in many ways.
There are three ICP journeys. You have to think about your user journey whenever they land on your profile.
There is the passive way, where people discover you through your content. So say a hiring manager is actively looking for someone. They scroll their LinkedIn and they suddenly see a piece of content that resonated. They see the content, they think, oh my god, this is amazing. The next thing they see is the tagline. So the image of you, your face, and the tagline. It’s very important that your tagline is very much targeted. And then if these two things work together and they piqued their interest enough to check your profile, they land on your profile, and your profile has to sell. That’s why I’m saying it’s a landing page, not just a resume.
Then there is the active way, where you are actually finding a job that is currently open on the market, and then you are trying to find a hiring manager or a recruiter that posted this job. You go out there and comment on their content, be active on their profile. The moment they see that, they also see again the picture of you and the tagline. And then if that piqued their interest, they’ll land on your profile again.
And then the third part is recruiter search. When recruiters search for a candidate, when they hunt for talent, they do a simple boolean keyword search in their LinkedIn Recruiter tool, which means that your profile has to be optimized for the right keywords if you want to be found. The next thing they do after the keyword search is they scroll. They have hundreds if not thousands of candidates on their page. They scroll through it. The first thing they see is the picture of you and the tagline. If that piqued their interest, they’ll go to your profile.
So the common denominator here, as you can see, is the profile and the tagline. Let’s start from there.
Mining five job descriptions for keywords (6:58)
Aakash: Yeah, tagline is clearly important.
Basia: Why don’t we just do a quick demo where I’ll show you how I would go about optimizing my profile if I were now job searching.
I’ve prepared five job offers. I found them for myself. They’re all for API related product management jobs, because that’s my background. Very similar job category if you think about that. You can see them here. One is for OpenAI API agents, API agentic, then API developer platform, API and platform, and APIs and applications. They are all very similar, and that’s a key thing here, because the moment you start diverging into different things, it’s very hard to find a unifying set of keywords that you can optimize your profile for.
So what we’re going to do right now together is mine these job descriptions for keywords and optimize my profile. Which by the way, I’m not looking for a job right now. So don’t try to mimic what I have right now on my profile. This is not optimized for job search at all, which is great, because we will have a lot to learn.
What we’re going to do here is use my Claude Code skills to first mine all these job descriptions for keywords, and next rewrite my profile. We will focus on all the key components of the profile.
So we have the banner. A lot of people actually underestimate the power of the banner and use it for some quotes and things like that, where you can still be selling your value. There is the picture of yours. That’s the tagline I keep talking about. That’s extremely important. Next, you have the about section, which a lot of people don’t use enough to sell their expertise and what they’re good at. The featured section. The activity, that’s where the content comes in. And last, you have the experience section. So you want to make sure that that’s also optimized.
Let’s just jump into Claude.
This is my Claude setup. I’ll walk you through the entire setup later when we go into content, but for now let’s just focus on job descriptions and optimizing our LinkedIn. What I’m going to do here is just paste all the URLs with the job descriptions. So I will ask Claude now to just run my skill called JD keyword miner. Very original.
While we are doing that, how this skill works is it makes sure that there is at least 75% overlap in keywords. The reason for that is if any of the hiring managers from these five job descriptions looks at my profile, they feel like I’m made for them. That I’m the perfect fit. This is exactly who they were looking for. And that’s the key.
Sometimes you have things as different as marketing and product, where they both require very different skill sets. So the overlap between the keywords is very, very slim.
Inside the JD keyword miner skill (10:16)
Aakash: What does the skill look like on the inside? Can you show us part of how you built it?
Basia: Absolutely. It’s pretty simple. That’s it. It’s just an MD file.
Aakash: And what IDE are we looking at, by the way?
Basia: I’m in VS Code.
So step one is to gather job descriptions, extract terms into categories, then normalize and rank by coverage, and make sure that it diagnoses whether it’s focused or not. That’s the key part. If it’s not, it just stops and tells you, well, let’s rethink what you’re trying to apply for.
And then the final step is the output, where it gives you the output of all the keywords. So then we can take these keywords and rewrite our profile with these keywords.
Aakash: Awesome. Let’s see the output.
The keyword output (11:24)
Basia: Here’s what we have. As you can see, I did a pretty good job of finding the right opportunities that have a lot of coverage. 80%.
What you see here is all the keywords by category, and how many times they appeared across all the job descriptions. So we have all the top keywords where they appeared in every single job description. And then as we scroll down, obviously some of them appear less and less, until we have certain things that are very specific to one of the job descriptions.
Next, if we go down, it will show us what skills we should highlight on our LinkedIn profile. Some phrases we can just use inside of our profile that keep showing up in those job descriptions. And then what these roles actually want. Gaps to flag. And lastly, there is a keyword brief.
So we have all the keywords that appeared in these job descriptions, and it’s already suggesting, hey, why don’t we just now rewrite your LinkedIn profile. I’ll say yes to that, and the only thing I need to provide is my actual LinkedIn profile. So I’ll copy it here. Yes, please. I’m trying to be kind to my AI.
The LinkedIn profile writer skill (13:27)
Aakash: So that’s the LinkedIn profile writer. Can we look at how that skill works?
Basia: Absolutely. This one has some reference files and the skill itself. Let’s look at the skill itself first.
Aakash: And it’s nice that VS Code just has that button to switch your markdown into a readable format.
Basia: Yeah. It makes it very easy, especially when you try to share your screen and show other people what it is about. It’s much easier to read that.
What this skill does is it rewrites your LinkedIn profile. First, collect the inputs. So the keyword brief, we need that as a first step. Then the current profile, I just shared it. And then the context. If your LinkedIn profile didn’t have enough context, it will ask you additional questions.
Next, map keywords to truth and set the niche. What we’re trying to do here is figure out what are the right set of keywords that will stand out for those hiring managers who are looking at you, and ask clarifying questions before you write if there is anything that is missing.
Very often LinkedIn profiles look like a ghost town, and we are missing things that are true accomplishments and the results. Your LinkedIn profile should be optimized for results, not the things you owned. People are hiring you for results. They want results. And the more you can talk to the specific numbers and specific outcomes and the impact you deliver, the better. So if your current profile doesn’t have this information, it will start asking you some questions.
Let’s see. How far do you want to repoint the profile towards these five AI PM platform PM jobs? I’ll say full job seeker right now.
And then, which of these can you truthfully claim? Founded, shipped AI products. Yes. MCP, agent SDK. Yes. Shipped a public API SDK platform. Yes. Internal AI tooling only. I wouldn’t say it’s only, so I’ll just leave it as it is right now.
And then the PM experience. How should I frame your years and seniority in product experience? Because my profile, I’ve been a founder most of my life, and I had only held a title of a product manager for the past two years before I left my last job. It’s actually asking me, do you consider founder being also a product role, and I would say yes.
When your career path is not obvious (16:09)
Aakash: When should people make that call? How do they make that call? I often get that question.
Basia: Surprisingly often it’s not necessarily the founder, but people have very different career paths. Not necessarily very obvious. I’ve seen people who are researchers trying to break into product, or COOs trying to get a CPO role. So it happens more often than you would think.
I was working with one lady, a wonderful woman, who had initial experience in translating things, languages. So we helped her optimize her profile and tell the story of, hey, I used to translate languages, now I translate user requirements into spec.
You have to get creative and tell your career story in a compelling way. Especially if there are things where there can be a red flag when someone looks at your profile and experience section and they’re like, I don’t know if this is the right person. How can you use that to turn it around into an actual advantage and differentiation?
This is where your about section comes in, where you can actually tell this story. Very often people will judge your LinkedIn profile based on your experience without giving you an opportunity to explain yourself, so to say. The about section gives you this option, because you can now actually address any potential red flags.
Aakash: And that’s why we’re running this skill, to write a powerful about story.
Basia: Correct.
The reference files and the edge pass (17:53)
Aakash: And I think you said it had some reference files. What are those? Let’s take a look at them. And by the way, do people need to write these by hand, or are you just prompting Claude to write these skills and then iterating as you see output?
Basia: Great question. I absolutely do not write it by hand. It would take way too much time. What I’m doing is I’m using everything I’ve learned to write these. I write the initial piece, try it, and iterate until I get the results that I want.
So one of the things that I have here is how recruiters actually see you. Based on my experience and my understanding of how this industry works, I make sure that it’s all included in the skill. So the skill has the eyes of the recruiter, in a sense.
Then, define the niche first. What is your domain? What is the product type that you’re building? This is actually specifically designed for PMs, because I really appreciated the fact that you already have all the skills as a PM to start creating content and turn your career and treat your career as a product. Therefore, I found it very interesting especially for PMs to use that in a way where they can apply the same skills. So in this case, the skill is designed for PMs.
Product type. What types of products have you built in the past? Is it an API, a marketplace, B2B, B2C, and so on. The superpower, what you’re best at. And the company stage where you excel. Is it zero to one, or is it maybe a public company?
Then the next thing we have is the tagline. How do you optimize your tagline on a high level. Then we’ll get into the details and some templates for that. The banner, the about, and skills and experience vertical specificity.
Aakash: It seems to me like you’re teaching Claude how PM hiring managers think. Because Claude might know how hiring people generally think, but it’s not in the specific neural network of PM, and then PM hiring manager. But PM hiring managers these days are obsessed with domain. And so you’ve encoded the things that we humans know into this framework file.
Basia: Exactly. Very well said. Thank you.
Aakash: And then what’s edge pass?
Basia: That’s the second optional pass. This is mainly when we have this situation where, as I said, you have a very interesting career path and you want to add extra additional questions where there are some things where we need to clarify it, and maybe your profile still is not quite there yet.
You want to talk about the biggest strengths, then find the biggest weaknesses that the recruiter sees first on your profile, then flip these weaknesses into strengths, and then test for conversions. Rewrite the full profile around this one edge.
So this is the thing that I was mentioning before. If there is anything that can raise any red flag at any point, how can we turn it into an advantage and rethink that? How can we present it in a way that is now actually more compelling?
The rewritten headline and banner (21:57)
Aakash: Got it. Nice. Let’s see how it did.
Basia: We have a headline. We have three options. The recommended one is product manager, API and developer platforms, agentic AI, MCP, zero to one. I help teams turn AI models into products developers build on.
So this is too long, mind you. Claude obviously is great at the first pass. There is still the human component and you need to use your judgment on what actually makes sense.
A few things that stand out immediately that I think are good. I’m saying I’m a product manager focusing on these things. If I was a hiring manager looking for API and developer platforms people, and I saw your content and scrolled past, this is the part that I will see that will pique my interest. This is the person I’m currently looking for, so I want to see what they have to say, what their profile looks like.
Next, we add three main keywords. Zero to one is specifically interesting here because that’s my primary background. And if there is a hiring manager looking specifically for zero to one people, they look at me and say, okay, this is the right person.
I would probably remove this part and go into some cool thing that I’ve delivered in the past. Zero to 7 million is a very tangible result that people who will be hiring me may care about. I’m not sure if this is the right result, but the idea here is to show the result also in your tagline.
We won’t go over every single one of them, but you get the point.
Next, there is the banner idea. There is a statement line. I build the API and agent layer developers actually want to ship on. This is something I would use the banner for. Further selling and making a good point why people should hire you, what results you deliver. You can get more specific here. You can use again zero to one, zero to 7 million, 12K plus learners taught. In this case it doesn’t actually make sense, but again, use your judgment.
Your goal here is, the banner doesn’t actually show in the keywords, but it’s the first thing people see. It’s your hero section on your landing page. What do you have to say to convince someone that you’re the right fit? So think from that perspective. How can you show that you can provide value and solve their problems?
It’s always about them. One reframe of your mind that is really helpful is, your LinkedIn profile if you’re job searching isn’t about you. It’s about them, their problems, and how you can help them solve their problems.
The about section (25:04)
Basia: And here’s the about section. We always start with a hook.
If you open any LinkedIn profile, you will see that the about section only shows the first three lines before you have to click on see more. That is why it’s really important that these first three lines hook people in and make them want to read more. Otherwise, no one will ever do this. You have to make it compelling enough for the hiring manager, or for the recruiter, so that they want to learn more about you.
And then you want to make it so that it’s very easy to skim. A lot of people put their full block of text, and nobody has patience or attention span to read that. If you make it very easy to skim through and you highlight core things.
So again, it’s actually very well keyword optimized for these job descriptions that we’ve looked at. And at the same time, it tells my story. It doesn’t look like I’m just trying to optimize for keywords. It’s highlighting my key accomplishments in a very smart way.
Then there is a second version where you can talk about your experience in a slightly different way, more as a timeline. And then there is a very simple version if you’re not comfortable doing that. I always suggest, I feel like this is the best way of showcasing your about section. Again, very easy to skim, very immediate and simple way to show a hiring manager I am the perfect fit for what they’re looking for. Immediately stands out.
Aakash: What do you think of the emojis? Could those turn people off?
Basia: They could. I like them. It shows some emotion. You can turn them off, but you can just use numbers, something that makes it easy to skim. Sometimes it’s enough to just put the space in between. Like a breathing room, so it’s still very easy to skim and not too long sections.
I really like these arrows, so you can quickly skim through the points and maybe you don’t want to read the entire line, you just skim through it. So it’s very easy to understand what you’re trying to say.
The featured section and building a demo (27:43)
Basia: Then we have the featured section. If I scroll down, this is where you can feature different things. For me, again, because I’m not searching for a job, it’s different things. But you can put here things like your previous case studies. You can write up an article and share the case study of how you accomplished a certain thing, the result you delivered.
Then it suggests I should keep my LinkedIn Learning courses. But yes, the one page case study, a demo. One thing that you want to do in this day and age of vibe coding and everything, you want to probably also share something that you’ve built. Or maybe it’s your GitHub page, or something that shows that you can prototype.
Aakash: Is there any risk of doing that badly? How do you create a good demo? How much time should that take, and what should it look like?
Basia: I feel like the best demo is the demo that tells the story. So I don’t think it’s a good idea to actually share the application you’ve built. Because unless you’re the target market that has a problem you’re trying to solve with your application, someone will land on it and it will actually not say anything.
It’s not the application that matters. It’s how you came to it. It’s the way of thinking that matters.
I heard of this guy that got hired because he built a solution for his uncle, and he had a real user on his app. But that’s the point, because it actually shows that you can think as a product manager. It’s not the fact that you can prototype that matters here. It’s the way you think, the way you solve problems, how you incorporate the user into your thinking, and how you run this process.
So the whole interview can be literally about your uncle’s app. Because that’s what’s interesting, how you identified the problem and all these things. But very much product thinking.
So what I would put there is more of a case study, and in this case study you can link to your app, but ideally you show your thinking, not just the app.
LinkedIn Premium, experience and skills (30:12)
Aakash: And I think featured might only be for premium users. So if you don’t have that, should you get LinkedIn Premium? Is that worth it?
Basia: It’s a great question. I think it’s worth it at least for the time you’re actively looking for jobs, because it gives you a few things. It gives you InMail options. It gives you an open profile, which means that other people can reach you without paying to reach you. So it makes it easier in that sense.
Featured is actually available to everybody. You add it in the add section, and I think it’s in recommended. There you go. Add featured section. So that’s where you would add it.
But then the premium one also gives you an option that, for example, if you’re looking for jobs, it helps you do things like you’ll be the top applicant. It helps you search, it helps you manage. There are some perks to that. I want to say it’s like 100 bucks a month. I don’t know what the career one is right now. But for the time when you’re actually actively searching, I would probably invest in that.
Let’s go back here. The experience, rewritten. If you look at that, it’s all about the numbers. We try to quantify as much as we can the results that we actually delivered. It’s not about the things I owned. It’s about the things I delivered.
Aakash: So you can see these are all really aligned to what those job postings were looking for. You delivered this API. And so it’s put those brackets where it doesn’t have information, so you can put the real information, but it’s giving you the right scaffolding so you can deliver that 75% keyword fit.
Basia: Exactly. And again, keyword is one thing, but then the real human looks at you. And that profile, the goal for it is for them to reach out to you. The goal for it is to get this first DM. So hopefully that helps you get that DM.
Then there are several ways where you can pin skills to your profile. One way is in your about section. Here is where you want to add your top skills. And this Claude Code skill will tell you what LinkedIn skills you should add.
Then for each of the experiences, you can also add skills, the skills that you used for this specific job.
And lastly, you also have the entire skills section where people can endorse you. And this one is interesting, because this one you can load with as many skills as you want. This is something that recruiters actively use when they’re trying to filter for candidates. So it’s good to have as many as possible, frankly, in this section.
I wouldn’t load it in here. It’s really bad. It actually looks really bad if you have 40 under one of the jobs. It’s terrible. But nobody usually scrolls past here. So I would just load it with all the keywords that are relevant, so you show up in these searches.
Then there is the education and a few more things. Open profile is the thing that only works for the premium piece. Custom URL, you want to optimize. Make sure that it looks nice. In here you can customize it. Don’t have a bunch of random numbers here, so it looks clean, and you can use your full name. You can use your first, middle, last name, whatever works, whatever is not already taken. But I highly recommend doing that.
That would be pretty much it when it comes to profile optimization.
The six months her content failed (35:11)
Aakash: Okay, so that’s the profile. Let’s talk content. Everybody is wondering about this.
Basia: Let me tell you a quick story, because I was really, really bad at content when I first started. You can see an example here. This is the one that I keep as my control group, because it opens with, I was ready to throw the towel on my AI project yesterday, and somehow it manages to go even worse. I got 12 likes for this, and I still remember these 12 people that decided to like it. So I appreciate you.
I was trying really hard to actually make content work. For the first six months I was terrible. And at the end of these six months, I received this DM from someone I used to work with, and it opens with, greetings, exclamation mark. And then it goes, may I politely suggest that your AI marketing posts are coming a little bit spammy. Dash, David.
Aakash: Ouch.
Basia: I almost quit that day. I was literally on the verge of just saying, okay, I’m done. I’m not made for being a content creator.
So I had two options. I could quit, which felt very reasonable at that time. Or I could just say, you know what, I’ll just throw money at the problem and hire people who cracked this, who know what they’re doing, and just learn. So I did the other thing, and suddenly things started picking up.
This red section is the before, when I was trying to figure it out myself. And then after I started actually learning how to create content, this is what happened. So it’s a learnable skill, and absolutely, if I could learn it, you can learn it too.
Content creation is product management (37:15)
Basia: The social media game is very similar to product management. Not only your LinkedIn profile optimization, but also how you think about content.
The reason I say this is, you start with ICP. Who are you trying to talk to? Then you have to understand their pain that you can talk to and solve, provide a lot of value, something that they will resonate with. Then you want to do actual user research. What is already resonating with your audience, the topics, the types of posts, and things like that. Then you add your unique spin to it, your USP. And then you release your content and iterate and iterate until you get better.
If that looks like something you’ve done before in your life, it’s on purpose, because it’s product management just disguised as content creation.
Top, mid and bottom of funnel posts (38:17)
Basia: Let’s talk very quickly about content before we dive into actually building two examples.
There are three types of posts, and this is something that you want to understand early on. You have top of funnel, mid funnel, and bottom of funnel. And you will see in my Claude Code I refer to it as mofu and bofu and tofu.
Top of funnel posts are designed to get you reach, get you in front of new audiences, so that you’re exposed to these potential hiring managers. Those are the new opportunities that you could never have imagined, because you are just exposed to new people.
Then you have mid funnel. Mid funnel is designed to create authority. A lot of people do either just reach because they want to go viral, or they just do the authority because that’s all they know. And you have to have a combination of both.
Let me step back for a second and explain quickly what the difference is. The simplest way to think about this is, the reach type of post is a how to. Something that anybody could write, like a how to do X. The authority post is a how I did it. So how I implemented X.
The same exact topic, the same thing, could be presented in two different ways. One is designed for reach. The reason I say it’s designed for reach is because it’s very easy to share when it’s not associated to a human. Like it’s a generic guideline. And so people are willing to share these types of posts.
Within top of funnel posts, you’ll find seven different types. We’ll not go into this today, there is a lot to cover. Then within mid funnel posts there are also different formats and different ways of building them.
But just know there is a huge difference, and you want to do both. Because if you just do the authority, you’ll not get exposed to new people. So people in your network already will know how good you are at certain things, whatever you’re talking about. But no new people will ever be reached, or very slowly. Then if you just do reach and grow your follower count but never write authority, nobody knows what you’re good at. So there is no reason to hire you. That’s why both are very important.
Then there is the bottom of funnel. That’s mainly when you’re looking for leads. If you’re a founder or salesperson. You’ll create also bottom of funnel, which we’ll not get into today. But this is yet another format and yet another type.
Aakash: So for a job seeker you mainly focus on reach and authority.
Basia: Yes. And I would say if you’re actively job seeking, depending on your time, I would try to post at least three times a week. And I would mainly do authority. So two authority posts and one reach.
Reach still helps you optimize to get in front of the right people. But if you’re actively targeting specific job titles and specific job openings, the authority type post matters more. When someone lands on your profile, they see you, they scroll, and then the thing they see is your activity. Your goal is to actually show your expertise here.
If I’m a hiring manager, I want to see the expertise, not some generic content that got viral. I don’t care if you go viral or not. I want to see how you think. So I would suggest primarily focusing on the authority types, and then optimize for reach when you don’t have to look for a job.
Building an authority post live (42:16)
Aakash: Why don’t we now try and create one authority post together?
Basia: Perfect. What we are going to do is recreate one of the posts I already did. This was this post. It went pretty viral for me.
It’s about my journey as a vibe coder. So I show my expertise here. It starts with, I lived this cycle. It’s not about everybody who is a vibe coder. It’s specifically about my experiences and things I’ve learned and things I’ve delivered. So this is the idea behind creating an authority type post. I show the fix and I show the takeaway. That’s how you want to think about creating the authority.
The research tool that finds viral posts (43:51)
Basia: Now, how I actually created it. Let me show you first my research tool. This is a tool I built myself in Claude Code. I vibe coded it, and what it does is it scrapes LinkedIn posts and also other platforms. I have since then added Twitter, Substack and Instagram. And I’m looking for things that already performed really well for other people.
The reason I want to do that is it simply is user research. I want to see what already resonates with people, instead of me trying to figure out and create a hot take. I just look at what people already liked, so I can now add my spin on it.
In this case, how I found this post, there was a post by this other creator that was talking about a data analyst journey. So what I’m going to do here is I’m only going to find posts that went viral, also over 750 likes. That’s how I define virality. It can be more or less depending on what you’re trying to aim for.
If you scroll here, say if I was actually a data analyst, I would have here a lot of different ideas already for what I can post about. This is the post I used to create the thing that you just saw.
I lived this cycle too many times as a data analyst. If you look at what I did, I literally used it as a template. So I didn’t have to think about copywriting techniques. I just used it as a template to show my expertise.
And instead of talking about data analyst life, I literally created six points about vibe coder life. And then there is some key point in between. That’s when I learned the hard way. That’s what I learned. And then there is the fix. So this person is talking about some form of the fix as well. And then there is the mic drop. The final takeaway that you want to share with your audience.
Anatomy of a post that performs (46:21)
Basia: How I went about this. I used a different picture as well, which we’ll talk about in a second.
But how I went about this is, I said, well, this post performed really well for this creator. One thing is, when you think about any content, when you analyze the content, you want to look at what actually made it perform so well.
First of all, there is a hook. This is usually the first two to three lines that will show when you start scrolling through the feed. When you start scrolling through the feed, you’ll primarily see the image. So the image has to pique someone’s interest so that they stop the scroll, and it has to work together with your hook. So the first two to three lines of the content.
Now if you manage to stop the scroll, it has to be also interesting enough for people to then click on see more, and you have to create a narrative. So the typical structure of a post is, you have a hook, you then go to some form of a bridge, which usually is a story line. In this case it was actually a story. If you read these steps, it’s actually his story, how he was struggling, playing with the things.
And then there is the meat portion of the post, which is highly educational. What happens on LinkedIn, people, it’s a professional platform, so people come there to learn. Therefore you’re trying to give and provide as much value as you can.
So now that you bridged the promise that you made in the hook, you bridged it with the actual educational value, which in this case for me is the fix. I talk about how to actually do vibe coding properly. So you now provide the value, and then you land with what’s called a mic drop, which is a two to four line summary of the entire post that is supposed to land the point.
And then there is usually some form of engagement question to drive more interest. In my case I was actually advertising my LinkedIn Learning course here, which was my call to action at the end.
So every single post that actually performed really well usually has these components.
Templatizing the post in Claude (48:56)
Basia: What I did here in this specific case is, I copy pasted this content. I went to my Claude, I opened a brand new session, and I said, can you templatize it for me?
What I’m doing right now is asking Claude literally to take it and help me figure out what are the static parts that I can reuse versus what are the pieces that I would have to change.
And look at that. I lived this cycle too many times as a, and you can fill the gap. You can say product manager right now. The hopeful start, you get excited. You get the punch reality that ruins it. Your scrappy attempt to fix it. The false comfort, small win. And then nobody reacts, goes nowhere.
That’s the story line. That’s the bridge that you’re creating now between the hook and the actual meat we are going into. That’s when I learned the hard way. So you can reuse these exact words. One line truth. That’s the bold truth. And then the pain restated, the plain restatement of that truth.
Now it’s the actual meat. In my content, you will see that I doubled down on this. I like to provide way more value here. It’s only three points. I like to add more than just that. But it’s basically a solution to the problem that he just described here.
And then you end with some form of mic drop. This is by far the most underrated skill. Contrast line, what we overinvest in. And then the contrast line, what we usually neglect. That’s the mic drop.
Choosing topics, ICP and brand pillars (50:51)
Basia: Now what I would say is, can you rewrite it for vibe coding.
Aakash: And how did you choose vibe coding? I feel like that’s the hardest part, especially as a job seeker. Figuring out what are the right topics.
Basia: Thank you for asking this question. We skipped that part. We should have talked about that to start with.
The main thing that you want to start with when you start creating content, you want to start with your ICP. Who are you talking to? In my case, again, I’m not seeking jobs. I’m currently primarily talking about building AI agents and vibe coding. I have courses about this and things like that. I’m just posting content about that to be more authoritative in this space.
But if you’re job seeking, what is your ICP trying to solve? What is your hiring manager’s main pain point? When you read the job description, you will know. You get these ideas of what they’re looking for, what they want to see in you, what you’re good at. So this is where I would actually try to mine ideas from job descriptions about the topics that you can use.
And then you can search for what is already resonating in this topic with the broader audience. So you would use a tool like this that you can create yourself, or there are already existing other tools on the market that you can also use. But this is where I would start.
When I first started, the thing that I did as step number one was actually describing my ICP. And I went in great detail. Who they are, their vibe, their energy, their season of life, their dreams, their fears, their pains, what they’re thinking but not saying, the exact words they’re using, and all these things that my ideal follower profile really wants to learn. What are the things on the top of their mind that would really resonate with them.
Then I went on and built also brand pillars. This is another thing in content creation that you want to be aware of. When you’re creating your personal brand, you want to think about three to five different themes that you’ll be covering, so that your brand is cohesive and you don’t talk about 20 or 50 different things, but you’re also not this flat personality that can only talk about one thing.
If you think about your group of friends, how likely are you to hang out with a human that can only talk about one thing over and over? They’re obsessed about it. Cool. But at some point you’re just tired. You want to change the topic. So that’s the same when you’re creating your presence online. You want to have a full personality.
And so when you think about your brand pillars, those will be the topics that you want to cover. For me, it’s AI agents, vibe coding, product AI in general. And then I also add some personal stuff to show more personality.
For a job seeker, if I were now looking for a job, say in API platforms, developer tools, I would likely be talking about developer tools. If I’m zero to one, I would be talking about how I do customer discovery, how I did it in the past. And then talk about APIs, how I think about pricing for APIs. All these different things that I’ve done in the past that are related to the jobs I’m trying to apply for. Those give you great ideas for your content pillars.
And then you can also go into your niche. Say you’re a fintech PM or a real estate PM. Depending on what your niche is, you can just really mine that for the right ideas and right themes and topics and pillars. That’s where I would start.
Aakash: I think this is really important for people. That message that we started with at the beginning where she got that you’re being spammy. Sometimes people can even get messages from their current colleagues that, hey, it looks like you’re spending a lot of time on LinkedIn.
What you want to do is you want to figure out what are these brand pillars that are going to look good to my current employer and future employers. And so vibe coding I think is actually a topic most people could probably talk about, and it might fit within the reach. But you want to get more specific with your authority posts. You want to choose, okay, maybe it’s API and fintech. I’m the API fintech PM, and write about that. Is that fair?
Basia: Yep, 100%. That’s a great point.
Getting past the fear of posting (55:52)
Basia: The other point, as we’re on it right now, a lot of people are afraid of posting because they fear the judgment from their colleagues and their coworkers and their friends and the family.
And I get that. When I first started posting, I remember my head was almost shaking and my stomach was all over, because it’s really nerve-wracking. To just put yourself out there. What will other people think? Especially when it’s the first time. Because once you have this routine and everybody just knows at this point, okay, I guess she’s into content now, nobody’s commenting on that. But when you’re first starting, people are commenting.
The thing that really helped me was trying to think, who am I doing it for? Am I doing it for my friends? Do I really do it for them? If they don’t want to listen to that, if they don’t want to see it, they can unfollow me. They can unfriend me on LinkedIn. It’s their choice. And I want to be able to have all the opportunities.
Because you never know who is reading. And these crazy things that started happening are just because I showed myself. I became more visible. I started talking about the things I’m doing. And all these beautiful things, like LinkedIn Learning reaching out to me to start teaching others vibe coding and things like that, all these things would have never happened if I didn’t just start.
So again, you’re not doing it for your colleagues. And it’s sometimes hard. You have to have a big enough why that is much stronger than all the criticism you will get initially. Because you will. Especially as you are learning, because as with everything, you have to suck at the beginning to get better at it.
And actually, the bigger you get, guys, the more you’ll get. So you need to develop a thicker skin. That little toughness that you see, it’s just going to keep getting stronger and stronger over time.
The story bank and why this needs Claude Code (57:57)
Aakash: One thing that’s interesting is, now I’m realizing why you’re doing this in Claude Code. Because you have your ICP, you have your positioning. I assume your CLAUDE.md points to those.
Basia: Yes.
Aakash: And therefore, that’s something you couldn’t build, that kind of harness in regular Claude chat with just access to these skills. You need Claude Code for this. And that seems to be a big unlock here.
Basia: 100%. So this is the best thing, the story bank. If you scroll through it, there’s a lot of stories from my life, from my experiences, the things I’ve done, and a lot of details. So that when Claude is writing posts, it can take these stories. When I’m building authority posts, it can literally come here and grab certain details that fit a certain topic. And I don’t have to tell it again and again.
And even when sometimes I have an idea for a post and my story is not there yet, what I’ll do is I’ll create a post and I’ll share the story with Claude, and at the end of my session I’ll just say, can you add this story to my story bank.
So I don’t have to sit down. I just asked Claude to interview me initially, that was step one. But then it grew, because every time I was adding a new story it wasn’t like I came there and started typing. It was more situational. So I could simply ask Claude to keep adding to it without spending too much time on it.
Finishing the post and creating the image (59:25)
Aakash: Okay. So maybe we can finish up with writing the post, and then you can show us how you did the image.
Basia: It came up with building with AI instead of vibe coding. Do you want me to keep reprompting it until I get what I want, or do we just say okay, this is pretty good, that’s what I would do, and move on?
Aakash: No, let’s have the real reaction. So you can look at this and you say, okay, it missed this, so here’s how I’m going to reprompt it. Let’s do that.
Basia: All right, let’s take a look. The first thing that stands out is that it actually didn’t use the word vibe coding. Building with AI, sure, but not quite.
Then, you get excited about a new app idea. Then you prompt it. You patch the errors. That’s pretty good. I would say it could use a little bit more detail. So I’ll ask it for more detail.
That’s when I learned the hard way. Vibe coding is not shipping. And every time you build something with AI, read the code it wrote. Make it break on purpose. Write down what each part actually does in your words.
Overall, pretty good, I would say. And again, Claude is never going to give you 100%. A lot of people actually ask me, how come people like it, it’s all written by AI. It is, but it’s only the first draft. Then there is the human piece that actually matters more, especially when you get into writing hooks and things like that, when I spend a bunch of time just really, really working on it. So it’s not as straightforward as one would think.
What I would say here is, I would copy paste this part and I say, instead of building with AI can you just say vibe coding. And then, when you describe six points, the story line, can you get into more details and specifics.
So this is what I would do here when it comes to writing the draft. And then once I have that, there you go. You get excited about a new app idea on a Sunday night. It adds a little bit more story to this. You prompt it into existence and it actually loads in the browser. Then you click one button and get a red error you don’t understand. So you paste the error back. It fixes it. Three hours later, it kind of works, and so on.
So I would say it’s already close enough. I would still add some edits there.
But then the second piece to it is the image. If you look at my post right here, I had this image. And the way I decided this is the right image for this specific post is, I actually had a friend of mine have this other post that I liked. Louise did a post about vibe coding that looked like this.
So he used an analogy of a house. And he actually told a story of his experience. It’s a very different post in general if you read it. Different narrative and slightly different structure. So what I did here is, I liked the concept and I liked how it’s actually showing the difference between vibe coding and vibe engineering.
In my post I actually talk about vibe engineering. There you go. That’s the difference between vibe coding and vibe engineering. So I wanted to make it very clear that this is the final mic drop and the takeaway, and that’s why it lands well with this picture.
So what I did is I took a copy of that. I opened ChatGPT and I asked it to create an image based on this one. What I would say is usually, can you create an image that has a similar feeling and vibe, and also shows on the left side vibe coding, on the right side vibe engineering. But I want to show an image of a train going over a bridge. On the left side, vibe coding will have a fast train and it will be going over a bridge on a very weak foundation. So imagine this train going really fast and the bridge is breaking under it. On the right hand side I’ll have vibe engineering, where we have a slower, more like a regional train, that is going over a bridge with a strong foundation.
So that’s my thinking. I was thinking of, what is the other way to show the difference, where you show the feeling of it. Vibe coding is fast, you move fast, and you just see immediately the results, but then it crashes down the moment bugs show up. Vibe engineering, there is more thought, there is more preparation up front, it’s slower, you have to build the PRD, you have to do a lot of steps before you actually start coding. And so it’s more like a regional train.
So both get you from A to B, but this one is stable. I was just trying to show the vibe and the feeling that people can also immediately look at and resonate with.
Aakash: Amazing. So ChatGPT will come out with this, and you’re dictating via Wispr Flow.
Basia: Yes.
Inspiration versus copying (1:05:40)
Aakash: So a lot of this is like taking inspiration. How do you draw the line between taking inspiration, copying, being original? How do you make sure you’re not copying too much?
Basia: What you just saw, I just took a template. And it’s a very different post, very different topic. Everything about it is different other than the template and how you structure the post.
Aakash: So what’s the line here? How do you make sure that you’re just taking inspiration and you’re not copying other people’s content?
Basia: This is a great question and it really depends. There is no black or white. It’s a spectrum, from anything where you didn’t look at any other post and you just came up with this brilliant idea and it just landed, all the way to, hey, I just literally copy pasted word for word and took your graphic and took everything. So this is the spectrum we’re operating on, and then there is everything in between.
The way I look at it, if I took someone else’s graphic as it was, I always credit them. I usually ask them beforehand if it’s okay. There is also a group of us friends at this point, all the creators, that we just know we can take each other’s content, and as long as we are tagging each other and saying, give them a follow so they also get a benefit out of that, we’re fine.
I never take word for word from another creator unless it’s an agreed content swap. There is this concept of content swap. Say you go on holidays and you have no interest or time to build content. You call your friend, in my case it’s Louise very often, and we just say, hey look, I’ll use this and that piece of content, obviously tag you in the third line. And then he can also use mine the same way. So we just share the top performing content and we know that it’s going to land, because we use the same hook, the same image, and everything is the same. So it’s very easy in that way. But it’s again pre-agreed. Everyone knows what’s going on and everyone is actually benefiting from the situation.
So that’s like the extreme. Then you do have this whole idea of templates. When it comes to the written content, I’m okay using templates and not calling out someone else’s, because they likely also used the template. That’s the reality.
When it comes to graphic creation, because Louise also used ChatGPT to create his, it’s not like there is any proprietary thing there. Unless it was an infographic with a lot of detailed information, where someone actually spent time to create a detailed infographic and I want to redo it in my version. I would usually say, hey, I took inspiration from this and that person’s infographic, give them a follow.
So as long as you’re crediting people, I think it’s okay, and even better if you just ask them for permission to use, get inspired, and so on. Again, there is no black and white, there is no clear line, what’s allowed, what’s not allowed. We are all humans, so we just need to talk to each other and agree on certain things.
Connecting Claude to LinkedIn with Apify (1:09:25)
Aakash: So you’ve been using Claude to get access to LinkedIn. Normally that’s broken. How have you gotten Claude connected to LinkedIn? What’s the way without an MCP?
Basia: I use Apify. If you are not familiar with Apify, it has all the different APIs that are built by external third-party folks, and then you can just buy it. You pay per whatever it is that you’re doing, in this case for example per scrape.
Apify has different actors, so you can use the actors that someone else created. In this case, because LinkedIn doesn’t like people who scrape, you can use a proxy server. The people who created this specific actor, they’re using what’s called a proxy server, and this way it’s not related to your account if you’re using it. So LinkedIn can’t detect that you’re using it. You don’t have to be logged into LinkedIn to use it. And so that’s the fastest and easiest way to do that.
Aakash: Can you walk us through quickly how we do that? We go to Apify first?
Basia: Yeah. So if we take a look at Apify, you just go to search and you say LinkedIn post scraping.
Aakash: Wow. And it is a lot of alpha, guys. Nobody else is showing you how to do this. This in and of itself is going to unlock so much for you.
Basia: 100%. You can learn so much. And frankly, for me personally, I don’t sell all this data or anything like that. For me it’s just to create this ability to analyze content. So I learn a lot by doing that.
Filtering by X factor and grouping by image (1:11:36)
Basia: Here’s a very short demo. One of the things that I like doing is filtering by X factor. What X factor is, is basically, if you think about the average performance of a given creator, my average is 300 likes and a certain amount of reposts. I look at the moving average of the last 30 posts for the last 30 days and compare it to the latest post, and then that gives me an indicator of this performance compared to all the other posts that I have. That’s the X factor.
So for example, this post for him performed 24 times better, or almost 25 times better, than any average post he had over the last 30 days. That gives me an indicator that the post itself is really good. It’s not because he has a big following, or not because he got lucky. The post itself must have been good for so many people to like it as compared to any other content he put out.
So I filter here based on the X factor. That’s one way for me of looking at content. And then what I really like to do is actually go and read and try to figure out what was it about this hook that made people click. Why did they actually want to read more.
And then the second thing I like doing is grouping by image, because you’ll see that a lot of creators actually get inspired by other people. In this case, this is something I created, and then you will see Louise used my post too. So this post specifically went viral five times already, in the last, I want to say, three months or so.
Aakash: Let’s skip that.
Basia: I don’t know why it’s not showing now. That’s annoying. It’s a vibe coded site, so sometimes it might break a little bit.
So here’s another great example. You have this post that went viral three times, twice for the same person, just with a slightly different infographic. So you’ll see that it even has a certain X factor. You can assume that it will likely also outperform for you. It may not go viral and have two and a half thousand likes, but compared to any other post you put out there, it may actually perform pretty well for you as well.
Then this one is the video that went viral for several creators as well. It went pretty well for me too.
So you see here what I did is, whenever I scrape the post, I add embeddings. I use the Voyage API to create embeddings for images and also for the content itself, and that gives me this similarity score. So what I can do now is I can slide the similarity score, and based on that it will adjust. For example, this one now decided that certain things are similar. Because the similarity score is lower, it decided that these images are similar, which they are in many ways.
And now I can say, okay, if I want to create something like that, I’ll likely follow a similar pattern where I have a right and left side and some form of representation of similar things. So I learn from that a lot.
Finding the hiring manager (1:15:31)
Aakash: Okay, so we’ve covered profile and content. The last component of getting LinkedIn jobs to come to you is commenting and DMs. How should people be using those?
Basia: Let’s go back to any of the job offers that we had and see if we can find a hiring manager together. Let me just pick a random one. TikTok.
The first thing I want to do here is look at the role, and what I want to see is what’s the name of the team. This is how I will be looking for LinkedIn hiring managers.
If it’s a larger organization, it will likely tell you in the job description what’s the name of the team and the role they’re hiring for. Obviously, if it’s a smaller org and there are not several different products, but just one core product for the company, you’ll usually look for head of product or something like that, some higher level person.
But in this case, I am looking for the AI developer platform team for TikTok. So here is what I’m going to do. I am going to open LinkedIn, say TikTok, and find a company page.
I’m on a company page. Now I will click on people, and it gives me all the people here. This job specifically was based in Seattle. So I can assume, it may be a wrong assumption, so we’ll find out, but I can assume that this person will be based in Seattle. Let’s start from US.
Now we already have only 30 people, and now let’s say product is the next thing that we want to look for. So, what do they do? Product management. That gives us nine people to look at. We have product management for marketplaces. This is ex TikTok, so not really our target. AI ML personalization.
Our goal right now is to find a product manager for APIs. The other thing is, it only limits you to add one keyword. So I’ll remove Seattle and I’ll add here AI developer platform as a keyword.
This person popped up again, product and engineering, VP of product. So the next thing I would do is look at their profiles, and one way of quickly checking is just looking for the keyword AI developer platform.
This person doesn’t even work at TikTok anymore. Let’s see. User centric, doesn’t say specifically. TikTok may be a little harder to find a specific person. Marketplace. Build MCP, that’s an intern product manager. Product director, it may be the right person, we’ll see. That’s more of an onboarding person.
Now this one, developer platform. There we go. So we have one person. It’s a product manager, so likely our peer. And what we can do with this, because he’s likely going to report to our hiring manager, we can simply start now engaging with this person’s content.
So you go to the activity section, show all, and check who this person is. Let’s go to posts. Do they even post anything?
Happy to share that I started a new position at TikTok one year ago. This is something pretty hard to comment on. You can say congrats as everyone else, or you can try to add value. Is there any way you can add value here? It’s hard to add value on this type of content.
Here is another one, also one year ago. One of the best parts of leading the Future Founders Club is bringing, and so on. Now what I would do here is, this person is sharing what they learned. I would probably think about some angle where I can add significant value and my thoughts that represent something, and comment on it.
How to comment and connect (1:22:18)
Basia: So how you want to comment is, add their name, Marco. You probably want to remove the last name, so you just address them by their first name, and add some comment with ideally a question at the end. And if it’s an open-ended question that invites a conversation.
What happens is, because most people are not content creators, they don’t have 25 notifications every hour. So they’ll get notified and they will notice. They will see your name and they will also see your tagline. That’s what we’re talking about.
So what they will see in the notifications is that someone just added a comment. So Betsy added this comment, and this is her comment. They will see that. If I found this comment interesting and I’m like, oh, who is actually commenting? Why would they comment on my thing? If I’m not a creator, that’s not a common thing. I’ll go and check it out and I’ll actually see again Betsy, her tagline. So if this tagline tells me something about you that is relevant, I’ll likely click on this person and now I land on her profile.
Now you registered in their head, which means that the next thing you can do is request a connection. I’m already connected to Betsy, so I can’t. But you would request a connection. And in this connection request, you would likely say something like, hey, I just applied for the XYZ role on your team, would you mind jumping on a 15-minute call to pick your brain on how the application process goes and things like that. You can learn from these people.
So one way to do this is to just simply appeal to their ego and say, hey, really impressed by what you’ve accomplished, would love to learn how you got this job, I’m trying to do the same.
There is another piece that you can do, that you can just be cheeky. I sometimes use that, especially if I’m trying to get to people that are usually not really accessible. I would say, hey, given that you already eat three meals a day, why don’t you spend one of these meals with me. And I offer them, I’ll buy their meal so they don’t have to spend any extra time on me, because they already spend this time eating and they’ll get free food. So a lot of times people just say, oh, this was a clever message, and they’ll just agree to a call. So you can be cheeky as well. You can just find a way to address these people.
So this person again, it’s more of your peers. So you wouldn’t be a hiring manager.
Product director at TikTok AI infrastructure. I can only assume as a product director she has a pretty big scope, and part of that may be related to developer platform. We can drill down into this. Let’s assume that’s the case. I don’t want to go over all these profiles right now, so let’s assume this person is indeed a potential hiring manager.
Even if she isn’t, you can always ask, hey, I just applied for this job, can you direct me to the right person? You have nothing to lose by doing that.
So again, same thing. I’m going to the activity. First thing I’m looking at is all the posts. This person is not very active, clearly. Two years ago was the last post. So probably you don’t want to comment on something that is two years old. But then you can look at the comments that this person made on other people’s posts.
That tells you about what this person is interested in. But you can also provide value. So she’s asking, does your side project inspire this auto-drive, or does the Claude agent inspire running the side project?
What I would do if I were you, if I wanted to get in touch with this person, I would study what this person said, figure out the answer to that question that provides way more value than just, both are true. How can I show that I’ve done the research and I actually have something intelligent to add?
So this person again immediately gets notified, because they don’t likely get a lot of notifications. So they see you now, they’re curious, and if your tagline is again something that represents a role they’re looking for, they will be interested.
One thing I want to say here is that you want to make sure that you applied for a job first. Show that you are a good citizen. You’re not trying to skip the rules or just get ahead. So you’re still showing you’re a good citizen, you’re following the rules. At the same time, you’re a go-getter.
And in this world of AI generated applications and the scam that is happening in this world where people get 700 applications in the first 10 minutes, meanwhile 70% of these applications are bots. So these people have to sift through this stuff. So it’s not cool. If you are the person that is saying, hey, I’m a real human, I did my part, I applied, but I wanted to let you know that you asked for these three things and I also have experience doing these three things. I would love to be considered. You’re making their life easier and they’ll appreciate it.
So that’s how I would approach this topic.
Should you comment on big creators (1:28:10)
Aakash: And what about just commenting on creators and other posts? Should you be doing a lot of commenting?
Basia: It’s a great question. It depends on your goals.
If you’re trying to get noticed by other people, and that’s more of the passive way of networking, because you never know who is seeing these comments. If you’re trying to get noticed, you go and comment on big accounts, and you are actually trying to time it. Because just commenting likely won’t get you far unless you are one of the first people to comment on a post that was just released. Because then suddenly there are 300 comments and yours is just one of many. If you’re the first, there are a lot of people watching. So that’s your way to stand out. And again, they will see your tagline and your profile picture. So you want to make sure that your tagline represents what you’re trying to accomplish.
So I would do this if I was optimizing for more randomized exposure to potential opportunities. If I were trying to actively get hired or switch jobs, I would probably focus on this type of stuff more.
Closing (1:29:26)
Aakash: All right, everybody. We have just given you a masterclass on how to optimize your profile, how to write content, and how to turn that into more interviews for an outbound job search with DMs and commenting. This is the playbook.
Instead of dropping 10 cold applications today, try this out. Try writing one post using the frameworks that we just showed today, and you will see the results immediately.
That is it for today. Basia, if they want to learn more about you, where can they go?
Basia: LinkedIn. Just find me on LinkedIn. My handle is my first and last name. Go connect with me and feel free to DM me. I read all of them.
Aakash: Thank you so much for dropping so much knowledge, and we’ll see you all in the next episode.
Basia: Wonderful. Thank you, Aakash. Thank you for inviting me.
Aakash: Quick question before you go. Do you want to open source any of this stuff?
Basia: So I have it as part of my course. So it’s kind of behind the paywall.
Aakash: Behind the paywall. That’s what I figured. Okay, cool. Thank you so much for doing this.