Is Your LinkedIn Profile Giving Away Trade Secrets?

one detective man criminal investigations investigating crime in silhouette on white background

Last week, a behemoth Silicon Valley darling required one of my clients to upload his LinkedIn profile instead of submitting a résumé for an open position.

The problem with this method of recruiting is that LinkedIn is a public document. As such, the smartest and most successful candidates won’t list certain confidential content on their profiles.

They will not list all of the many (and important, and rampant) quantitative metrics so important to today’s best résumés.

In a perfect world, a résumé will be inherently richer in detail than its companion LinkedIn profile.

Don’t believe me? Let’s examine what people are placing on their LinkedIn profiles.

For this article, I conducted a simple search for “enterprise sales executive” from my own LinkedIn profile.

One of the first profiles listed reads like this (details scrambled and fictionalized for confidentiality):

  • ABC Company, President’s Club, 2012: (Top 1% of 5,000 Sales Reps, 400% achievement)
  • XYZ Company, Excellence Club, 2011: (Achieved 325% against $8.7 million quota)

That all sounds great, doesn’t it? (And no, I’m not entirely clear what “400% achievement” means, but bear with me.) It sounds good enough to at least reach out to that person. Stat!

Alas. On LinkedIn, this ubiquitous and beloved misconception has some unintended consequences.

First, our subject is letting competitors speculate that at least 5,000 sales reps have a sales quota of $8 million, so they can extrapolate the company’s sales goals. Okay, maybe not eight million each, but even at half of that calculation (5,000 reps x $8 million), it gives information that our subject’s company might not be fond of releasing to a competitor.

Second, notice that our subject stopped listing their stratospheric accomplishments in 2012. It’s a good time to note that they’re still, remarkably perhaps, working at the same company in 2015.

It begs the question: are they now failing? Furthermore, are their potential and/or repeat clients arriving at the negotiating table armed to the teeth because they had the pre-meeting foresight to review our subject’s LinkedIn profile? Realizing that our super successful subject is a selling shark?

I mean, if I were a potential enterprise client exploring this company’s expensive widgets—and I knew this enterprise sales executive was in the top one percent of five thousand sales reps, and not only that, but they effortlessly exceeded their multimillion-dollar quotas for the past five years—I’d arrive at the table ready for battle.

By all that is publishable, this super-duper enterprise sales executive isn’t going to get one by me!

My recommendation.

Okay, so I have to preface my recommendation by saying that I am a major, premium-paying LinkedIn fan. If you’re not a premium member, I believe you should be.

That said, I often swim upstream on this point. I’ve even presented with recruiters with whom I share a mutual fondness and respect, and we openly disagree.

A recruiter recently said, “I agree with Jared on all points. Except the one about redacting certain quantitative details from your LinkedIn profile. I need to see your value.” (You’ll see this repeated all over the interwebs.)

To which I always reply: “Make the recruiter do their job.” I was once a recruiter, so I can say this with conviction. I believe recruiting is an art as much as it is a science, and recruiting first respects everyone’s confidentiality.

I continued and drove home my point to the audience: “You, dear audience members, are ultimately responsible for your own stories. If that unwittingly involves giving away trade secrets—and giving away your secret sauce and professional prowess in a public forum—then you’ve only shot yourself in the foot.”

Again. Recruiters are paid to do a job. Make them do their jobs.

So, all of those caveats and exceptions stated, here are my recommendations:

  • Don’t list confidential information on your résumé. That’s a given. But take it further by not listing details that, when compared alongside other pieces of online / published information, might be amassed to make competitive assumptions about your company. Other companies are busily scraping the web and selling aggregated information. Don’t be a part of it.
  • Refrain from using résumé speak and listing potentially confidential metrics or trade secrets on LinkedIn. Scrub the information and carefully write your LinkedIn profile for public consumption.
  • If you’ve done either of these things, fix immediately. Don’t let another week go by. Sure, web crawlers may have already scraped, archived, and exploited the information you presented unknowingly to the world. But now you know, so begin making amends.
  • If you’re in a supervisory role, audit your employees’ LinkedIn profiles. If they’ve unwittingly revealed confidential, proprietary, or potentially competitive information, don’t blame them. Yet. They knew not what they did. Instead, explain why they need to scrub the heck out of that content, and why. Indeed, the LinkedIn profiles I write that really make me sweat are for companies with strict social media policies. For example, Apple, Inc. employees are basically allowed to say nothing about what they do. Apple again leads the pack, knowing that loose lips sink ships. (Speaking of technology, broadly, not Apple, you can’t imagine the information product developers reveal in LinkedIn groups … bellyaching away and giving away all manner of secret sauce.)

Will you miss out on potential opportunities? Probably. But it’s up to you to understand this incredibly important nuance. LinkedIn is a tool for doing business, and the humble résumé bears the confidential weight of telling your story within the finite realm of job searching. Even then, you don’t want to ever reveal proprietary information about your company. Past, present, or future.

If you’re a recruiter and you’re using “LinkedIn only” as a sole recruiting tool, stop. You’re potentially missing out on the brightest candidates who, indeed, know better than to treat LinkedIn like an online résumé. Respected institutions are apparently starting to miss out on this big picture privacy issue. Don’t be one of them.

Repeat after me:

  • Just because LinkedIn says I can, doesn’t mean I should.
  • LinkedIn is not my online résumé.
  • LinkedIn is a professional platform to do business and communicate my professional (and very public) brand.
  • If a recruiter finds me and thinks they want to talk to me, I will make peace that they must do their job and learn more by calling and/or asking for my résumé.
  • My résumé is the place to self-market myself to a discrete audience.


San Francisco-based executive resume writer and career transition coach, Jared Redick, works with senior leaders at Fortune 50 companies and beyond. He draws on early experience in retained executive search and nearly two decades of resume writing to help stealth job seekers re-imagine the marketable intersection between their background, interests, audience expectations, and career goals.

Jared’s strategic “purpose, content, design” approach to résumé writing helps executives and professionals understand their value, develop their unique professional brand, and position themselves safely online and on paper.

Reach him at or 415-397-6640. Follow @TheResumeStudio.

Getting Comfortable With ‘No’

YesNoSometimes a client comes back and says, “They don’t want me!”

To him or her, I say, “Because who you are doesn’t match what they need.”

And that shouldn’t be taken personally.

Imagine if every résumé was so clearly written that you could tell whether you wanted to meet that person within moments.

Forget curbside-appeal and keyword optimization.

A well-designed, keyword-optimized résumé is a matter of course in today’s hiring world.

Résumé writing colleagues and I—not to mention recruiters and executive coaches who refer to us—can attest to that.

No. I’m talking about the details that distinguish you from others.

Niche yourself.

If you have 10-14 years of experience, odds are high that you have specializations that are not only unique to you, but attractive to someone else.

Niching carries the risk that you’ll repel opportunities who aren’t a good fit, of course.

But what’s wrong with that? Repel away!

If it’s not a good fit, why try squeezing a round peg into a square hole?

For many, that’s a perspective shift because we grow up trying to please everybody.

Trying to be who they want us to be. Getting more people to say yes.

People pleasing is fine for a while.

It’s the fulfillment of, say, obligations that don’t fit skill sets, or duties you didn’t know about before you said yes, that can get in the way of delivering on your word.

That can be missing delivery altogether because you should have said no, or delivering on time but with bruises to show for it.

Here’s what you can do.

The more experienced we become, the narrower the opportunities.

We are no longer freshly out of college, blank canvases ready to be groomed.

We have serious marketable skills, and companies are ready to pay for those skills; not for the skills we have yet to learn.

The silver lining—in fact the beauty of that fact—is that it’s this very expertise that helps us command a professional salary.


  • Commit to being comfortable with no. It doesn’t indicate your worth as a human being, it merely means you’re not a fit (or you didn’t take the effort to clearly outline the fit in your résumé or interview).
  • Work hard to find the right fit. It’s easy to give lip service to this idea, and noodling around on job boards might make you feel like you’re doing something. But it’s hard to actually do the work. Mount an all out research and discovery mission using a blend of LinkedIn, Google Alerts, public company records, Hoovers, Google Finance, and Use to track your job search progress.
  • Spend 85-90% of your job search effort outside of job boards. The best jobs might not be obvious. In fact, most aren’t. The more seniority you achieve, the less likely that your next position will be obvious.
  • Plan to actively job search one month for every $10K per year that you make. This is a commonly cited concept in the career development world, but not everyone knows it. The higher up you go, the longer it takes to find the right fit.
  • Build your boat. It takes time to craft the right documents, career copy, and personal brand. We’re often the very ones we overlook, however, so committing to the effort of representing and presenting yourself requires willpower and dedication.
  • Be sure your LinkedIn profile is up to snuff. It’s the absolute best to be passively found for the right position. It happens all the time. It’s why roughly fifty percent of LinkedIn’s revenue in 2012 was from Talent Recruit; the expensive deep dive service they sell to recruiters for big bucks. You won’t know if you’re missing out unless you’re out there. Here’s a webinar I presented to CFA Society members (shared with permission) that you may find helpful. All you have to do is register.

Until next time!

Jared Redick
Visit: The Resume | About Jared
Follow: @TheResumeStudio
Like Us:
Call: 415-397-6640

Hard-to-Pronounce Name? Give Recruiters a Clue!

Difficult NamesI can’t tell you the times I’ve dialed someone who has a name I can’t readily pronounce, hoping upon hope that they’ll say it before I’m forced to stammer through it, and they simply say:


“Aaargh!” I want to shout. “I was hoping you’d answer with your name so I could repeat it effortlessly!”

Instead, I usually come up with something like: “Hi Bee-nolo-block-dee, it’s Jared Redick calling.”

And then you correct me, I extend my good-natured apologies, and we hopefully pick up traction on the call while I jot a phonetic spelling.

If your name is likely unfamiliar to your intended audience — let’s say recruiters — here are some ways to pave the way to a great conversation.

Make a habit of answering, “Hello this is [Your Name Here].”

I answer the phone this way if I don’t recognize the caller, and my name is Jared.

(Although at Starbucks, between the scrawl at the counter and the shouting of my name by the Barista, I’ve gotten, “Janod?” “Fareed?” “Jerald?” And even, “Jamell?”)

Provide a Phonetic Spelling

Another great idea is to place an asterisk behind your name and a corresponding asterisk in the footer of your resume, where you include a phonetic spelling.

Leave Your Name on Your Outgoing Message

If you’re actively in a job search, you anticipate one, or you hope recruiters will find you on LinkedIn and call you, make sure your name is on your outgoing message.

Here’s my suggestion: “You’ve reached [Your Name Here] at 415-555-1212. Please leave a message and I will call you back.” Two beat wait, then the beep.

If you simply leave your number on the message, your caller won’t be guaranteed to have reached the correct person, and a lot of recruiters and hiring managers are dubious about leaving any details when they may have reached someone else. Say, your spouse? Your assistant? Who may not know you’re conducting a job search? The list goes on as to why they’re careful about confidentiality.

Don’t make them leave a benign message because they’re not sure it’s you; or worse, hang up without trying.

The Takeaway

I’ll admit that I’ve come to the point where I hate even checking voicemail on my cell phone. I’d rather be texted. But communication is still a part of business.

Recruiters and other folks who may represent career opportunity are people who walk into their offices every morning just like you. Don’t give give them a reason to avoid calling just because they were embarrassed to try pronouncing your name.

Until next time!

Jared Redick
Visit: The Resume | About Jared
Follow: @TheResumeStudio
Like Us:
Call: 415-397-6640

Age: Should You Mask It?

Ever considered downplaying your age during a job search? 

Yes, it’s illegal to make discriminatory hiring decisions based on age, but if I had a nickel for every time a client asked what I thought about the topic, the notion must be alive and well, if only unseen.

Libraries, bookstores, and online articles are jam-packed with career development articles dedicated to euphemizing, masking, or spinning a person’s seniority to postpone the discovery of age.

But stop the presses a minute.

Instead of masking your age, have you considered taking an active role in capitalizing on your experience for everything it represents?

So what to do? Continue reading