LinkedIn Optimization
LinkedIn Recommendations — How to Get Ones That Actually Help
Three to five strong, specific LinkedIn recommendations increase recruiter credibility and profile click-through rates. Generic ones do nothing. Here is how to get the right ones.
What makes a recommendation strong
- Names a specific project or period of work
- Describes what you specifically did — not just that you were "great"
- Includes a quantified or observable outcome
- Comes from someone with authority to evaluate the work (manager, senior peer, client)
- Closes with why they would recommend you for your target type of role
Strong vs. weak recommendations
Weak (common pattern)
"[Name] is a fantastic team player and an incredible asset to any organization. They are always willing to go the extra mile and bring positive energy to every project. I highly recommend them for any role."
- No specific project or time period
- No description of what they actually did
- No outcome or result
- Could apply to anyone — provides no signal
Strong (what to aim for)
"I managed [Name] for two years on our platform engineering team. They led the rewrite of our event processing pipeline — a project that had been stalled for 18 months before they joined. They drove the architecture decision, coordinated with four other teams, and shipped it in 11 weeks with zero production incidents. Throughput improved 3x. I would strongly recommend them for a Staff or Principal Engineer role at any company operating at scale."
- Specific time period and context
- Clear ownership and what they did
- Quantified outcome (3x throughput, 11 weeks)
- Explicit recommendation for a specific type of role
Who to ask — and in what order
Highest value
- Former managers. The most credible source — they evaluated your work directly and have authority to comment on your level, scope, and outcomes. A manager recommendation carries 3x the weight of a peer recommendation in most recruiter evaluations.
- Senior peers or cross-functional collaborators. Can describe your work from a different vantage point — how you show up cross-functionally, how you communicate, what it is like to depend on your work.
- Direct reports (for management roles). A specific, positive recommendation from someone you managed is one of the strongest signals for leadership roles. It answers the question recruiters cannot easily ask: "Do the people who worked for you respect you?"
How to ask
Send a personalized message — do not use LinkedIn's default "Ask for a recommendation" template. Example:
"Hi [Name], I'm updating my LinkedIn profile and would love a recommendation from you if you're open to it. If you're willing, it would mean a lot if you could focus on our work on [specific project or period] — specifically [what you want them to highlight]. I'm targeting [type of role] next, so anything you can say about [relevant quality] would be especially helpful. Happy to return the favor anytime."
Include a draft or bullet points if they seem unsure. Most recommenders appreciate the structure — and the final recommendation is almost always better for it.
Get your full LinkedIn profile optimized
Recommendations are one piece. Askia's LinkedIn optimization rebuilds every section — headline, About, experience, skills, and featured content — to drive sustained recruiter inbound for your target roles.
