47% of employers say they're less likely to interview someone they can't find online. Not find anything bad — just can't find you. That's it. You're already out.And on the flip side, 44% of employers have hired someone specifically because of their personal brand. Not their resume. Their online presence.In this episode, I break down the 5 things I looked at as a recruiter when evaluating a candidate's LinkedIn before ever reaching out — and walk you through exactly what to fix, in order. No content strategy needed. No going viral required. Just five concrete changes that make you findable, credible, and worth a closer look.→ Career tools, templates, and resources: https://elenaagar.com/shopCHAPTERS0:00 The number that should wake you up1:30 LinkedIn is not your résumé — here's the difference3:00 Why "personal brand" doesn't mean what you think it means4:30 Step 1: The photo test5:15 Step 2: Your headline is not your job title6:45 Step 3: The About section is your audition8:30 Step 4: Experience = outcomes, not job descriptions10:15 Step 5: Why activity matters (and the bar is lower than you think)12:00 The salary negotiation bonus stat13:10 The closeDrop your headline in the comments after you update it — I want to see what you come up with.Subscribe for weekly career strategy that skips the corporate fluff.