Most people treat their LinkedIn experience section as a backup copy of their CV. They paste the same bullets, set it, and forget it. That is a missed opportunity, because LinkedIn is a search engine as much as it is a profile, and the experience section is where a lot of that search happens.
A recruiter looking for a "product manager" in Berlin runs a search. LinkedIn matches that query against your headline, your About section, and crucially your experience entries. If your job titles and descriptions do not contain the words recruiters actually search for, you simply do not appear.
Write for a person who will skim
The experience section on LinkedIn renders differently than a CV. On mobile, a long paragraph collapses behind a "see more" link, and most readers never tap it. So front-load.
Start each role with one or two plain sentences explaining what the job actually involved and at what scale. Then use short bullets for specific results. The reader who skims gets the gist from the first lines; the reader who is interested keeps going.
Keep the writing conversational. LinkedIn is not a formal document, and a description that reads like a legal contract feels off in the feed. First person is fine here, even expected.
Use the title field deliberately
LinkedIn lets you write a job title in free text. "Marketing Manager" is accurate, but if your actual work was demand generation and you want roles in that area, "Marketing Manager — Demand Generation" works harder. You are still honest about the title; you are adding the search term that matters.
Do not invent a seniority you did not have. Recruiters check, and a mismatch between your title and your described work reads as a warning sign.
Show results, keep the duties short
The same principle that governs a good CV applies here. A description that lists what you were responsible for tells a recruiter nothing they could not guess from the title. A description that shows what changed under you is evidence.
One strong, specific result per role does more than five generic responsibilities. "Rebuilt the onboarding flow and cut first-week churn by a third" is the kind of line that makes a recruiter stop scrolling.
Add the media, but only if it helps
LinkedIn lets you attach links, slides, and images to each role. A genuinely relevant artifact, a published article, a product you shipped, a talk you gave, adds credibility. A generic company brochure adds clutter. Attach things a hiring manager would actually want to click.
Keep it consistent with your CV
Recruiters often have both your CV and your profile open at once. The dates should match. The companies should match. The story should match. Small discrepancies, a job that runs two months longer on one document, create doubt that is hard to undo later in the process.
If you keep your CV current by pulling from LinkedIn, a tool like Postulit can turn the profile into a clean CV, which also surfaces inconsistencies you would otherwise miss.
Pick your current role and rewrite its description this week. Two opening sentences, two or three result bullets, and the search terms a recruiter would actually type. That single role is where most profile views land.