We’ve used LinkedIn and AngelList, but none of the more robust recruiting platforms. We’ve found that posting jobs on our site or on social media has worked better for us because the candidates who find the posting that way are already rabid fans of the brand.

We used LinkedIn’s HR solution. There’s a plan and you can have 3 or 4 positions on at all times that you can advertise. Back to Bamboo, the cool thing with it is that when you publish a new position it gets published across sites -- they do multi-posting. LinkedIn gives us jobs and gives us a live page to make it easier to tell our story to candidates and increase brand awareness.

We post things on LinkedIn and Craigslist, but haven’t done any high-level headhunting yet.

We mainly use our own network for high-level hires, but for freelancers and interns we’ve used LinkedIn and Handshake.

Jobs.Cz, StartupJobs.cz, and LinkedIn where we all have premium accounts are our main channels. Jobs.Cz and StartupJobs.cz are Czech sites, and then we advertise all our open positions on LinkedIn.

We mostly use LinkedIn because pretty much everyone is on it so it’s convenient. It’s easy and fast. I don’t really have any complaints.

We have Twitter, Facebook, and LinkedIn. We don’t have Instagram. We’re very active on Twitter and LinkedIn. We have basic campaigns across Facebook and Google to maintain SEO. We have a content team. We don’t have a scheduling tool or automation. We want to be able to create custom timely Twitter content.

LinkedIn is very effective for HR and sales. It’s even better for sales in my experience. We have a dual HQ in New York and our global center, Israel, but hiring in Israel is very different. We’re phasing in an in-house HR function in Israel, so eventually the entire HR process will be managed by Israel and partially outsourced in the US if necessary.

We have our own website. The only marketing we do is content marketing. We tried with Google Ads and so on, but if we just create content, blogs, and little videos about tools we make, and put them on LinkedIn and YouTube, it works. We’ve tried posting on Facebook, but that doesn’t do anything, so we post on our website, LinkedIn, and YouTube. We’re not on Medium because our customers aren’t on Medium and because if you write something on Medium, people don’t necessarily need to go to your website.

I would never have thought to find data scientists and developers on Facebook, but we found one guy on LinkedIn. He was in a data group on Facebook and posted in that group from his university and we hired a couple of people from that group. We primarily hire from our own network. We’ve tried posting a job on LinkedIn and posting to certain segments, but if I just write a post and ask who wants to work with us, we actually get more interactions.

We do more network recruiting than advertisement. We use LinkedIn to look for people and get a feel of their skills. We also use Seek as it is the major recruiting website in Australia.

For sourcing we use a mixture of AngelList, Hired, and LinkedIn. It seems like there’s a new tool everyday. We’ve had good luck with Hired, but also some bad luck with candidates who didn’t work out.

While our best recruiting channel is our own referral network, we’ve also had good results using both LinkedIn and Built In Colorado.

LinkedIn Recruiter is good. I think their targeting capabilities are very impressive. You can drill down and recruit people for all your needs.

Everyone seems to use LinkedIn. It’s a main source.

We also use LinkedIn Recruiter to do active recruiting but often people do not respond to in-mails.

We rarely used LinkedIn.

With LinkedIn you can see the person’s experience. People tend to reply when you contact them through it, but there is no way to search for profiles easily.

We also use LinkedIn for content management at a smaller scale and plan to scale it even further. The point is that you can reach different kinds of people that you cannot reach on Facebook. It’s the only platform that is just focused on business so the kind of people that are on LinkedIn and what are they looking for are not necessarily what you’ll find on Facebook.

We really are not fans of LinkedIn. We had high expectations for it, and it disappointed us several times. Their categories are not specific enough and people are not updating their profiles often enough, so if you are looking for something very specific, you’ll have a hard time finding the right people. On the other hand, no other network has a pool of people as large as LinkedIn. On LinkedIn, everyone is listed even though they might not be looking, so we do active recruiting to find people that have the skills we need, and convince them to work with us. One of the advantages is that you can research by location.

We use almost every tool out there; you never know who’ll you find with each of them.

We use AngelList and LinkedIn, but more for reaching out to investors than for recruiting.

LinkedIn has poor filtering: sometimes we have 200 people apply for one position.

We did have job posting on AngelList and LinkedIn, but you get a lot of candidates and it takes a lot of work to sift through them.

We have posted on LinkedIn before, but I am not convinced by the LinkedIn premium features.

LinkedIn Premium seems to be an effective way to sift through LinkedIn applications.

We did hire two people through posts on Linkedin and Indeed. For the most part though, we hire a lot from our own students.

LinkedIn is good for scrutinizing possible candidates--the biggest challenge is finding the right people. Monster is not very popular here. We rely a lot on recruiters.

We are on the LinkedIn Premium service that allows us to connect with companies, community partners and with reporters. The premium version lets you see people's contact info and it is great for lead generation.

LinkedIn works particularly well in Asia and is great to review candidates.

I use LinkedIn. I have also been expanding my own network.

For actual recruiting we have used AngelList, LinkedIn, and Stack Overflow. They are OK.

We have used AngelList and LinkedIn in the past with alternate results. We got the best leads from engaging on Hacker News/Y Combinator.

We use LinkedIn to review candidates.

LinkedIn is kind of like an email marketing tool because it’s a way to export email addresses and then send them an email from MailChimp. A lot of people do it.

We use LinkedIn for recruiting, networking, and some growth hacking as well. LinkedIn is also good for partnerships. We share job offers posted on our website on LinkedIn, and it’s a great way to contact people to get their email addresses.

We use LinkedIn quite a bit. We have tools on top of LinkedIn to do searches for us online.

We post and look for candidates on LinkedIn.

We mostly rely on word of mouth, but we also use LinkedIn to get a first idea about someone’s skills and experiences. Then we integrate this information with a more general feel of the person from their Facebook (since people on LinkedIn tend to inflate their experiences). We use their Facebook profile to get a sense of who we are recruiting. I would never invite someone for an interview before having seen their Facebook profile.

LinkedIn is always interesting but it’s not always the strongest.

We used LinkedIn to find designers and illustrators. We have a larger network on LinkedIn and have a higher chance of finding someone there. Especially with referrals from friends of friends, etc.

LinkedIn is a great tool, but I like it less and less now that I’m in the cannabis industry. LinkedIn has created a verified level of legitimacy. It makes people appear more interesting, stronger; they’re more real. However, there is a lot of noise on LinkedIn relating to the cannabis industry. My inbox is full of random people looking to get into the cannabis industry that aren’t that qualified. It’s hard to separate quality talent, quality companies, and quality information on LinkedIn.

Everyone is on LinkedIn. The product could be better in terms of usability. It does not make sense that you have to enter a different account for recruiting.

We have listed our available positions on LinkedIn, and we also conduct outreach. Outreach has been successful. It’s the bare minimum for networking.

We’ve had success with all 3 of these recruiting platforms and have helped in their own way.

The only recruiting tool we used is LinkedIn. We bring guys on through our presence in the local area; people find us naturally. We use LinkedIn occasionally but I don’t think LinkedIn works well in our industry. A lot of developers just don’t engage with LinkedIn.

LinkedIn is our primary source of hires. 60% of our hires come from that.

We attract applicants through LinkedIn and Glassdoor. Then we filter them with Lever. Lever is our applicant tracking system. You can set the filter rules with it. These tools work wonderfully together.

We have done well with it. It provides a good way to screen candidates based on their background. It is also a good way to get in touch with people who are in your network, and get referrals for them.

We primarily use human recruiters. We believe in the power of small teams, so we look for people with technical depth and a real passion for engineering. These qualities can be hard to spot on paper. Recruiters help us identify candidates who really care about their work.

LinkedIn is our main platform for content marketing. We post once daily to stay top of mind with our customers and prospects.

We do data mining on LinkedIn to find potential clients and we nurture them until they are ready to buy.

We don’t use LinkedIn or AngelList super heavily. We use Facebook the most for recruiting.

We used to use Connectifier which was just bought by LinkedIn. But we do a lot of social media scraping; the ability to use the web is huge!

LinkedIn makes people look good on paper, but not in real life.

We use LinkedIn because we want to market some of our products to specific people - so we try to create a direct communication for them.

We tried to use LinkedIn but it was a disaster; There was no way to allocate the responsibility to manage the posting to anyone aside from the person who posted the job - that became a huge issue for us.

We have run a couple of campaigns on LinkedIn, but mostly we get so many inbox requests that we do not really need to use anything.

We do not have one person dedicated to recruiting, but job sourcing through LinkedIn saves a lot of time tracking down potential candidates and email addresses.

We have a recruiter account for reaching out to potential employees in our sector interested in joining our organization. We like how LinkedIn showcases people in summarized cards, much like what we do at Funding Portal, but for sources of funding.

Sometimes we send out a press release on LinkedIn, and we reach out to journalists individually.

LinkedIn is a bit more informal. I use it to browse connections and see if there’s anyone who matches my requirements. AngelList is a bit better at recruiting. It’s been hard to set up different features and get contacted by the right people. I’ve been over-pinged by many people.

We’ve tried a few recruiting tools and they all sucked. We tried headhunters but anyone we hired through them didn’t last more than 4 months. We tried running Craigslist ads, but too many people applied with no qualifications. Now we just go by word of mouth or LinkedIn. I use LinkedIn a lot, and it’s how we put the word out for openings. We’ve gotten a lot of good contacts and references through LinkedIn.

We find people through LinkedIn or through personal connections.

LinkedIn works passively compared to a tool like AngelList - you can browse people and contact the ones you are interested in.

I like the usability. Also, it has a wider pool of people. The networking tool is cool; you can see how people are connected.

We use Linkedin to post job openings.

Linkedin is very useful as a search tool. I used a premium account for a little while but it was too expensive for what we needed.

It's wonderful that you get so much inbound, but it’s really difficult to get great leads. You get a lot of people who are not qualified. We have our AngelList and LinkedIn integrated into Slack so we search for keywords like what school or place of employment applicants are coming from, and those get pushed into a different Slack channel if they’re from a credible place.

LinkedIn is an effective tool for contacting people in your personal networks.

LinkedIn is horrible! LinkedIn for me is like an ad agency for jobs, and feels like a scam. For companies that are not the wealthiest companies, like HP and Cisco, you’ll spend a lot of money trying to hire one or two people. You’ll never get through the ads, and you’re just throwing your money out the window. People find it hard to think about hiring via a recruiter, but it’s a better use of your money than throwing out $1,000 or $2000 on LinkedIn. The only good way to use LinkedIn is to use it to reach out to people proactively, and contact people even if they’re not actively looking for a position at the time.

We use AngelList and LinkedIn heavily, and we’re happy with both.

We use LinkedIn more when we’re recruiting in Argentina. AngelList is not as popular there.

We used LinkedIn Recruiter for a year, but we didn’t get much from it, so we’re definitely not renewing.

We use AngelList and LinkedIn simultaneously. We post positions on AngelList to get inbound leads. Then we look at LinkedIn profiles for outbound leads and refer candidates to our AngelList postings for more info. Our first engineer came to us through AngelList, and we found our second through LinkedIn.

We publish articles and content on LinkedIn.

LinkedIn needs to be easier to query, and needs to make it easier for companies to identify pools of talent.

We use the free version of LinkedIn. It’s great because you have access to a huge pool of talent. My background is in executive search, so I’ve been using LinkedIn for years, and I like it a lot.

AngelList, LinkedIn, and Stack Overflow are all great. Choosing which one to use really depends on the role you’re looking to fill. You really have to have your own scheme on how you use these tools effectively.

We occasionally post on job boards and LinkedIn.

We’re not actively recruiting at the moment, but in the past, we’ve used LinkedIn to create a funnel of people to reach out to.

We mainly use LinkedIn. We’re in same portfolio as others using Greenhouse, but we haven’t gotten big enough to use it yet.

When we expand to new cities, we use Craigslist and LinkedIn to network, and get to know the new communities. Generally, people looking for community and marketing positions look there, so that’s where we look to fill those positions.

We use LinkedIn to re-publish blog posts.

LinkedIn is a pretty good recruiting tool for recruiting non-developers. And you can get a lot done with just their free service. Their paid versions are expensive.

We source organically through LinkedIn.

When we’ve posted on LinkedIn, it’s been pretty good. We still try to mostly recruit via word-of-mouth and friend-to-friend referrals, but using LinkedIn has been going pretty well. But the most hiring we do is for software developers straight out of college, and we do that at career day and fairs.

We use LinkedIn a bit, and just started using AngelList.

LinkedIn has been pretty good, but to be honest, the most success we’ve had with hiring has been through people we’ve worked with before, and with recruiters.

While we don’t use LinkedIn for recruiting, we feel that it is by far the best business development tool. There’s nothing better for finding people, and reaching out to people directly.

We post our jobs on The Muse, Idealist, AngelList, various campus job boards, LinkedIn (mostly Fellowship), and WayUp (internships) -- we've used other job boards too, but these tend to be the best.

We promote openings on Glassdoor and LinkedIn.

We post content on Medium and LinkedIn.

We used LinkedIn to recruit tutors, but we are not using it anymore. The downside is, LinkedIn never closes the in-mail we send and the people who use LinkedIn take a long time to get back to you. If someone isn’t your connection, the in-mail waits in their inbox. We tested messaging each other and it works because of our second connections to each other, but we assume tutors don’t get the notification if there isn’t at least a third degree connection. Also, LinkedIn doesn’t have a way to filter out the people who want to be contacted.

LinkedIn is good for recruiting. But I also use it as my personal Rolodex. Nowadays, people move around so much, and change jobs so often, it’s hard to keep track of them. I know that if I want to get a hold of someone, I can shoot them a message on LinkedIn and get a hold of them, even if I don’t know their current email address. I did that earlier today with a former client I wanted to reconnect with. It’s a fantastic unwritten benefit of LinkedIn. It’s a great real-time contact management system.

I use Medium for blogging. I also use Medium, and LinkedIn, to publish thought pieces.

We use LinkedIn, AngelList, and Stack Overflow, and we’ve gotten good hits from all of them.

We also post on LinkedIn and AngelList.

If we use anything, it’s usually LinkedIn. But we’re so small at this point, we’re relying mostly on word of mouth.

I guess we could use LinkedIn, but it’s not a great place to go for recruiting engineers. If we were recruiting a salesperson or VP, we might go to LinkedIn.

We don’t typically hire for a lot of roles at once. When we do hire, we start first with our personal networks to dig up referrals. At the same time, we list our openings on AngelList and LinkedIn.

Networking is basically my job at this point, and we do our recruiting mostly via our engineering team’s relationships, word-of-mouth, networking and at hackathons. We used LinkedIn Premium very heavily when we were raising money, to see who was looking at us. But after raising money, that feature has been much less useful, so we’ve stopped using any paid versions of LinkedIn.

I have an extensive network of recruiters down here, so they send us candidates. But when they send us people, I use LinkedIn to reference them. I also look at people’s Facebook and Instagram accounts too, to get a better feel for them.

For marketing, we’ve found that LinkedIn is best.

We use LinkedIn (not the paid version) a lot, and we just started using AngelList. But to be honest, a lot of our recruiting is just done with people we know and meet at conferences.

We occasionally use LinkedIn, but we recruit mostly from our internal networks.

We use LinkedIn Recruiter periodically for job postings, along with local user groups.

I use LinkedIn every single day to keep up with the industry and relevant news. I also use it to find and connect with people who are in capital markets or professional markets (e.g., investors, management types and entrepreneurs). I use it to find people to work with, collaborate with or transact with.

We don’t do any formal recruiting; we just use our personal connections via LinkedIn.

We don’t have a formal recruiting process, and the golf industry is one where everyone knows each other, so we’ve done most of our recruiting and hiring from within our own networks. Honestly, the most we’ve done in terms of recruiting is posting on LinkedIn. You get a high volume of resumes, but the quality of candidates from LinkedIn is better than from any other platform or recruiter. We have used local tech recruiting companies in the past, and the results were abysmal every time. Recruiting firms don’t seem to prioritize placing good candidates; they just want to get people placed, even if it’s not the right fit.

For marketing positions, we’ve had a lot of success with LinkedIn Recruiter—we’ve gotten a lot of value out of their multi-pack job ads. But as you’re looking to fill more technical roles, the effectiveness of LinkedIn is lower, and you have to shift over to a recruiter. We tried Dice on the technical side, but that didn’t get us anything. We haven’t found a software solution that has brought in the necessary development candidates.

We've tried posting on LinkedIn too, but the quality of candidates was really low and it's fairly expensive per posting.