LinkedIn’s new Open to Work fields: What notice period and salary sharing mean for your brand

Ever updated your LinkedIn profile and wondered what message you’re really sending? The “Open to Work” badge once gave a simple answer: you’re available.

But availability has layers — timing, readiness, and expectations.

LinkedIn’s newest update adds two optional fields to the “Open to Work” feature: notice period and salary expectations. This small change is part of a bigger shift toward transparency, one that affects how professionals present themselves and how brands recruit.

I’ve built my career around helping people communicate who they are, not just what they do. So when a platform like LinkedIn redefines how you show readiness and value, it’s worth asking: what does that mean for your personal brand and the way others see you?

The update in plain terms: what’s new and how it works

When you toggle “Open to Work” and select “Finding a new job,” you’ll now see two new fields.

One lets you specify your notice period — how soon you can start a new role. The other allows you to share your expected salary range. Both are optional, and you can choose who sees them.

LinkedIn says these details are visible only to recruiters, even if your “Open to Work” frame is public. That gives job seekers the freedom to be transparent without broadcasting sensitive details to everyone in their network.

This small update changes the tone of your profile. Instead of a generic signal that says “I’m open,” it communicates readiness and clarity: “Here’s when I can start, and here’s what I expect.” Recruiters gain more context; professionals gain more control over their story.

Why it matters: LinkedIn’s push toward transparency

We’ve entered a phase where pay and timing aren’t taboo topics anymore. Around the world, laws and social pressure are pushing employers toward clearer salary communication. LinkedIn’s move aligns with that shift.

Transparency builds efficiency. If a recruiter knows your notice period and salary range upfront, conversations move faster. You waste less time on mismatched opportunities.

LinkedIn reports that candidates who keep their “Open to Work” status current get far more outreach from recruiters. That makes sense; clarity attracts attention, after all.

From a personal-branding perspective, transparency signals self-awareness. You’re showing that you know your worth and your readiness. Brands and individuals who communicate clearly tend to stand out more because clarity reads as confidence.

The brand angle: what this means for employers

For companies, this update is a mirror. The more information job seekers share, the more employers are expected to match that transparency.

When candidates openly list salary expectations, employers can’t hide behind “competitive pay” forever. If your offers don’t align with market expectations, candidates will notice.

Likewise, if your roles demand fast starts but most applicants list long notice periods, your hiring process may need rethinking.

Companies that embrace clarity will benefit. Candidates gravitate toward employers who are honest about timelines, pay, and expectations. The employer brand grows stronger when the public message, internal practices, and recruiter outreach all align. A mismatch between what’s promised and what’s experienced erodes trust quickly.

The personal brand angle: what this means for professionals

These new fields are a chance to strengthen your story. A clear notice period tells recruiters you understand your obligations. A thoughtful salary range shows you know your value. Together, they project maturity and professionalism.

Before you fill them out, take a step back. Reflect on your goals. Are you ready to move immediately, or are you exploring? Are your expectations grounded in research or gut feeling? The answers shape your credibility.

Use these fields as part of your broader brand narrative. They should fit the tone of your headline, summary, and achievements. When all those pieces tell a consistent story — one that reflects clarity and readiness — you build a brand that recruiters remember.

When “Open to Work” can backfire

The “Open to Work” badge helps visibility, but it can also carry risk when used publicly. The context matters.

Perception bias: In some industries, especially senior or conservative fields, a public badge might be read as a signal of urgency or lower demand. Recruiters know this bias exists, even if it’s unspoken. While visibility can bring opportunities, it can also shift how your availability is perceived.

As Debra Boggs, founder and CEO of D&S Executive Career Management, said in an NBC report, “Many recruiters and hiring managers feel that it makes a job seeker look desperate, which is not an attractive quality when looking for a stand-out leader to run a function or a business.”

Privacy concerns: If you’re currently employed and exploring discreetly, the green badge might invite questions from colleagues or managers. Even though LinkedIn lets you restrict visibility to recruiters, there’s never full control over who sees what.

Low-quality outreach: Visibility often brings volume. Some users find that the public badge attracts off-target or irrelevant offers. That can clutter your inbox and make job-searching feel noisy instead of strategic.

Negotiation leverage: Broadcasting that you’re “open” can subtly shift the power dynamic in salary discussions. Recruiters may assume you’re eager to move, which could affect perceived bargaining strength.

To avoid these pitfalls, consider using the “Recruiters only” visibility setting. Before you activate the badge, polish your profile so it reflects strength and purpose. Define what kinds of roles you want and what value you bring. A clear brand attracts the right attention and filters the rest.

Broader implications: transparency as a branding signal

LinkedIn’s update is one step in a wider cultural shift. The professional world is becoming more open. Pay transparency laws, social media discourse, and generational expectations are pushing people toward honesty about value and readiness.

Transparency isn’t a trend; it’s becoming a default. People and companies who adapt early will build stronger credibility. Those who cling to vagueness will find themselves out of sync.

For professionals, that means your brand will increasingly depend on how you communicate facts — your goals, expectations, and transitions. When those details align with your values, they stop feeling like data points and start feeling like part of your identity.

Takeaways: how to adapt your strategy

If you’re an employer:
Review your job listings and outreach templates. Make sure your pay ranges and timelines align with market norms. Encourage recruiters to treat the new LinkedIn fields as conversation starters, not checkboxes. Clear communication attracts serious candidates.

If you’re a professional:
Decide what version of “Open to Work” fits your strategy. If you’re between roles or ready to move fast, public visibility might serve you well. If you’re employed or selective, use recruiter-only visibility and let your profile strength do the talking.

Take time to research your market rate, refine your “About” section, and align your messaging. When your notice period and salary range reflect your reality and confidence, they reinforce your brand instead of defining it.

Conclusion

LinkedIn’s new “Open to Work” fields make one thing clear: professional visibility is evolving. The line between personal brand and employability is thinner than ever.

Sharing your availability and expectations isn’t just data entry; it’s self-presentation. The more honestly you define what you’re ready for, the more precisely the right people can find you.

Clarity builds trust. Whether you’re a candidate or a company, that trust will be your strongest advantage in a market that rewards transparency and authenticity.

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