The “Open to Work” Frame Problem: Why It Might Be Hurting Your Job Search (And What to Do Instead)

If you’re job hunting, you’ve probably considered adding LinkedIn’s “Open to Work” frame to your profile photo. It seems like a no-brainer, right? Signal to your network that you’re looking, make it easier for recruiters to find you, and let the opportunities roll in.

Here’s my hot take: that little green frame might actually be doing you more harm than good.

The Good Intention Behind the Frame

I’m sure LinkedIn built this feature with good intentions. The platform wants to help candidates communicate their job search status in a way that:

• Alerts their network they’re open to opportunities
• Makes it easier for recruiters using LinkedIn’s recruitment dashboard to filter and find active candidates
• Removes some of the stigma around job searching

On paper, it makes sense. In reality? It might be communicating things you definitely don’t want it to.

The Bias Problem We Don’t Talk About

Yes, these are biases. Yes, they shouldn’t exist. Yes, they might not even be true. But here’s the reality: we live in a biased world full of snap judgments and labels based on past experiences. Fair or not, perception matters in hiring.

The “Open to Work” frame can trigger two particularly harmful biases:

1. The B-Player Signal

There’s a widespread (though often wrong) impression in hiring circles that A-players are always employed and always happy. The thinking goes like this: top performers are kept satisfied by their employers, compensated well, given interesting work, and rarely hit the open market. When they do move, they’re hunted or recruited directly from one role to another.

Is this always true? Of course not. Great people get laid off. Companies go through restructuring. Personal circumstances change. Sometimes excellent professionals simply want a new challenge or a change of scenery.

But the bias exists. When a hiring manager or recruiter sees that frame, there’s a risk, however small, that they think: “If they were really good, wouldn’t someone have already hired them?”

It’s unfair. It’s frustrating. But it happens more often than we’d like to admit.

2. The Financial Desperation Trap

This one hits where it hurts: your compensation package.

Let’s say you’ve done everything right. You’ve aced the interviews, impressed the team, and made it to the offer stage. Now comes negotiation.

Here’s what most people don’t realize: employers and recruiters are generally more willing to push compensation higher when you’re currently employed. Why? Because it takes a meaningful bump, usually 15-20% or more, to convince someone to leave a stable job. You have leverage.

But when you’re openly signaling you’re unemployed and actively searching? That leverage disappears. Some employers and recruiters will absolutely use this to their advantage, offering lower packages because they assume you’re in need and possibly desperate to accept anything reasonable.

Not all companies do this. Many have strong internal compensation processes that pay based on the value you bring, regardless of your current situation. But in my experience working across multiple markets for 15 years, these companies are the exception, not the rule.

My Advice: Ditch the Frame and Do This Instead

So if the “Open to Work” frame isn’t the answer, what is? Here’s what actually works, based on what I’ve seen succeed repeatedly:

1. Reach Out Personally to Your Network (The Referral Strategy)

This is hands down the most effective approach, but it requires being strategic and somewhat vulnerable.

Make a list of people in your network who genuinely know the quality of your work and your work ethic. These aren’t just LinkedIn connections, these are people who’ve worked with you, seen you handle tough situations, and can speak credibly about your skills.

Reach out to them personally. Not via a mass message. One-on-one. Be direct:

“Hey [Name], I’m currently exploring new opportunities in [your field]. Given that you’ve seen my work firsthand on [specific project/situation], I wanted to reach out. Do you know of any openings that might be a good fit, or could you refer me to someone in your network?”

Why does this work so much better than the frame?

Context and credibility: When someone refers you, they’re not just passing along a resume. They’re vouching for you. They can provide context about your situation, maybe you were part of a layoff, or you’re looking for a specific type of role. This kills the B-player bias before it even starts.

Quality over quantity: You’re not broadcasting to everyone. You’re having targeted conversations with people who can actually help and who understand your value.

Higher conversion rates: Referrals have significantly higher success rates than cold applications. Many companies even have referral bonuses, which gives your contact extra motivation to help you.

The key is being specific about what you’re looking for and making it easy for them to help you. Don’t just say “I’m looking for anything in tech.” Say “I’m looking for security leadership roles at Series B+ fintech companies in Europe.”

2. Improve Your LinkedIn Discoverability (The SEO Strategy)

If recruiters are going to find you, make sure they find the right version of you. This means treating your LinkedIn profile like a living document that needs optimization.

Work backwards from your dream role: Look at 10-15 job descriptions for roles you want. What titles do they use? What skills do they emphasize? What keywords appear repeatedly? This is your roadmap.

Optimize your current title: If you’re a “Security Engineer” but all the roles you want are called “Application Security Engineer,” update your title to match (assuming it’s accurate to what you actually do). Recruiters search by exact titles.

Rewrite your experience sections: Don’t just list responsibilities. Include the specific technologies, methodologies, and frameworks you’ve used. If you’ve done penetration testing, mention the tools (Burp Suite, Metasploit, etc.). If you’ve led compliance efforts, name the frameworks (ISO 27001, SOC 2, GDPR).

Skills section matters: Add every relevant skill, and ask colleagues to endorse the most important ones. LinkedIn’s algorithm weighs endorsed skills heavily in search results.

Use the “About” section strategically: This is prime real estate. Include keywords naturally while telling your story. Mention the types of problems you solve, the industries you’ve worked in, and the value you bring.

The goal isn’t to game the system, it’s to make sure that when a recruiter searches for someone with your exact skills and experience, you show up in the results.

3. Show Your Work (The Portfolio Strategy)

This is where you differentiate yourself from everyone else with similar credentials on paper.

Most professionals have done interesting work. Very few actually show it publicly. This is your opportunity.

For technical roles: Create public GitHub repositories with code samples, security tools you’ve built, or contributions to open-source projects. Even if your day job work is confidential, you can create similar examples or sanitized versions that demonstrate your capabilities.

For everyone: Build a simple portfolio website or use platforms like Medium, Substack, or even LinkedIn articles to document your work. Write case studies (with sensitive information removed and within your NDAs) that explain:

• The problem you were solving
• Your approach and methodology
• The challenges you encountered
• The results you achieved
• What you learned

Consider multimedia: Not comfortable writing? Record videos. Start a YouTube channel where you explain concepts in your field. Launch a podcast interviewing others in your industry. The format matters less than consistently demonstrating your expertise.

Why does this work?

It proves competence: Anyone can claim they’re an expert. Showing your work actually proves it.

It attracts opportunities: When you publish quality content, opportunities find you. I’ve seen people get recruited because a hiring manager read their blog post or watched their conference talk.

It shows your thinking: Employers don’t just want to know what you’ve done, they want to understand how you think and approach problems. Your public work reveals this in ways a resume never could.

It builds your personal brand: Over time, this body of work becomes your reputation. It’s marketing that works 24/7, even when you’re not actively job searching.

Start small. One blog post per month. One code sample per quarter. Consistency beats perfection.

4. Share Your Thoughts (The Thought Leadership Strategy)

This might feel uncomfortable, especially if you’re not used to putting yourself out there. But your perspective has value, even if you don’t think of yourself as an “influencer” or “thought leader.”

Post regularly on LinkedIn: Share your take on industry trends, react to news in your field, or explain complex concepts in simple terms. You don’t need to go viral, you just need to stay visible and demonstrate how you think.

Engage meaningfully: Comment thoughtfully on other people’s posts. Add value to discussions. This keeps you on people’s radar and positions you as someone who’s actively engaged in your field, not desperately searching.

Be specific and opinionated: Generic takes like “AI is changing everything” don’t help you. Specific opinions like “Here’s why I think the new EU AI Act compliance framework is going to create massive opportunities for security professionals in the next 18 months” show expertise and perspective.

Share lessons from experience: “Here’s what I learned implementing zero-trust architecture in a 200-person company” or “Three mistakes I made early in my security career and how I’d approach them differently now” are gold. They show experience, self-awareness, and the ability to learn.

Why does this matter for job searching?

It shows you’re engaged, not desperate: Someone who’s actively contributing to industry conversations doesn’t look like they’re desperately searching, they look like a professional who’s part of the community.

It demonstrates soft skills: Communication, critical thinking, leadership perspective, these all come through in how you share your thoughts. A CV can’t show this. Your posts can.

It creates conversation starters: When you do network or interview, people will have read your takes. It gives them context about how you think and what you care about, making conversations much more substantive.

It builds relationships before you need them: The best time to plant a tree was 20 years ago. The second best time is now. Building your presence when you’re searching means people already know you when opportunities arise.

Taking Control of Your Narrative

Look, job searching is hard enough without accidentally signaling the wrong things about yourself. The “Open to Work” frame might seem helpful, but it can trigger biases that hurt your chances and weaken your negotiating position.

Instead, take control of your narrative. Be strategic about how you signal availability, intentional about building your discoverability, and proactive about demonstrating your value. Let your network, your work, and your thoughts speak louder than any profile frame ever could.

The goal isn’t to hide that you’re looking, it’s to position yourself as someone in demand, someone worth pursuing, someone who’s choosing their next opportunity rather than desperately seeking any opportunity.

That’s the difference between looking available and looking valuable. And in a biased world, that perception matters.

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