Companies that use Linkedin Career Page

Source: Analysis of 100 job postings that mention Linkedin Career Page

My analysis shows that LinkedIn Career Page is primarily purchased by senior HR and talent acquisition leaders, with 15% of roles being recruiters, 11% talent acquisition managers, and 7% employer branding specialists. The buyers tend to be directors and heads of talent acquisition who are focused on building diverse talent pipelines, enhancing employer brand, and scaling recruitment operations. These leaders are hiring for both strategic roles like employer branding specialists and operational roles like HR coordinators, suggesting they need tools that support both brand building and day-to-day recruiting efficiency.

The hands-on users are predominantly recruiters, talent acquisition partners, and employer branding professionals who manage the platform daily. I noticed these practitioners are responsible for posting jobs on relevant channels, managing content on social media tools, maintaining career sites, and using LinkedIn for proactive candidate sourcing. One posting specifically mentions being responsible for managing content on our LinkedIn career page and Glassdoor, while another describes utilizing social media and job boards to post job openings and promote the employer brand.

The core pain points revolve around attracting diverse talent and building employer brand awareness. Companies are trying to attract and retain key talent, create diverse and qualified applicant pools, and position themselves as employers of choice. One role emphasizes the need to attract the best talent to Waters, with a keen focus on Diversity, Inclusion, and Equity, while another seeks to reinforce our value proposition to prospective talent through branding and social media initiatives.

Source: Analysis of tech stacks from 25,539 companies that use Linkedin Career Page

I noticed that companies using LinkedIn Career Page are overwhelmingly large enterprises focused on managing complex employee operations and maintaining sophisticated compliance frameworks. The combination of Workday, ServiceNow, and Docusign tells me these are organizations that have moved beyond startup chaos into structured, process-driven environments where automation and scalability matter deeply.

The pairing of Workday with LinkedIn Career Page makes immediate sense. These companies are hiring at scale and need enterprise-grade HR infrastructure to manage large workforces. When I see ServiceNow alongside this, it suggests they're running IT service management for thousands of employees who need internal support systems. Adding Proofpoint Security Training reveals another layer: these organizations face significant regulatory requirements and can't afford security breaches. They're likely in financial services, healthcare, or other regulated industries where employee training on security protocols isn't optional. Qualtrics appearing so frequently suggests they're measuring employee experience systematically, treating internal stakeholders with the same rigor they apply to customers.

The full stack reveals these are mature, sales-led organizations with complex buying processes. Adobe Audience Manager indicates sophisticated marketing operations, but the dominance of enterprise operations tools like Workday and ServiceNow tells me growth comes primarily through traditional enterprise sales motions. These companies are likely past the growth stage and in expansion or maturity phases, focused on operational excellence rather than scrappy customer acquisition.

Source: Analysis of Linkedin bios of 25,539 companies that use Linkedin Career Page

I noticed that LinkedIn Career Page attracts a remarkably diverse cross-section of companies, but they share a common thread: they're all in the business of making, moving, or managing something tangible. These aren't pure software plays. I see construction firms building senior living communities and fire protection systems, manufacturers producing everything from medical devices to fertilizer, food companies selling steaks and meal replacements, mining operations extracting precious metals, and service providers handling everything from insurance to telecommunications infrastructure. They operate in the physical world, whether that's installing HVAC systems, processing gold ore, or manufacturing aircraft components.

These companies skew heavily toward established players rather than early-stage startups. The employee counts tell the story: I see mostly companies with 50 to 5,000 employees, with many in the 200 to 1,000 range. Several are publicly traded or have undergone private equity deals. Many emphasize decades of experience, from Bristol Associates' "over 55 years" to Price Industries' "more than 60 years."