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Should you use the green “Open to Work” banner on LinkedIn? I created the 2-2-2 Strategy to know if the Open to Work banner is a good idea for YOUR situation. First you turn it on as the public banner and then do an “I got laid off” post on LinkedIn. The goal here is to rally your network, and I have my clients use a post formula for this that gets a lot of attention. Then post 5 more times over the next 2 weeks. So let’s say you posted that first announcement that you got laid off on a Monday. Now you’re going to post Wednesday, Friday. Monday, Wednesday, Friday. So now you’ve gotten six posts done. Then over that weekend, turn off Open to Work completely. Then that monday, you turn it back on, but you only turn it on for recruiters, so you don’t have the banner on your picture. What this does is when you are in LinkedIn Recruiter, there is a setting that recruiters can turn on, where they find candidates who are recently Open to Work. So that can result in recruiters now sourcing you, and without the banner you won’t experience the prejudice that some hiring mangers have about hiring people who are publicly open to work. Because some hiring managers draw the conclusion that since no employed high performer would have the Open to Work banner on, then they choose to disreguard those candidates. Though with Open to Work on private, you won’t have that judgement. So you do that for two weeks, that’s the second 2 of the strategy. Then after that, I want you to assess: Was that first two weeks where I had the banner public success? The next two weeks where I had it private? Look at your stats: your profile views, inbound messages, networking conversations, etc. And the next 2 weeks, you will decide whether or not you’re going have the banner. Now go try it for yourself! PS - PLEASE make sure your LinkedIn profile is optimized before you do this, I’ll link a checklist in my bio to help.