Candidates research your company on LinkedIn before applying. Recruiters who post consistently about culture, team, and what it's actually like to work there reach those candidates before a job board does. Bloomberry makes that consistent presence possible without ghostwriting every post.
From raw idea to publish-ready content in under a minute.
Employee advocacy for recruiting is a program that helps recruiters, talent partners, and hiring managers publish original LinkedIn content consistently — turning culture stories, hiring insights, and employer brand signals into posts in each person's individual voice. It is used to attract passive candidates, build employer brand credibility, and reduce time-to-fill by reaching talent before they're actively searching.
Real examples of what Bloomberry generates.
We hired someone last month who almost didn't make it past our resume screen. No CS degree. No FAANG experience. Here's what they did have: They submitted a two-page write-up with their application explaining a system they'd rebuilt at their last job — not because we asked, because they wanted us to understand how they think. That write-up told us more than three rounds of coding challenges. If you're applying to engineering roles here: show us how you think. That's what we're actually looking for.
When I joined this team, I expected a lot of process. Instead I found something rarer: everyone has context on why decisions get made. No 'just trust the roadmap.' No 'that's above your pay grade.' Engineers know the revenue context. Designers know the customer research. PMs know the technical constraints. It sounds obvious. It's actually uncommon. If you're evaluating product roles, ask the hiring manager how decisions get made and who's in the room. The answer tells you everything.
See how Bloomberry compares on the things that matter.
What is employee advocacy for recruiting?
Employee advocacy for recruiting is a program that helps recruiters, hiring managers, and talent leaders post original LinkedIn content consistently — building employer brand visibility and attracting passive candidates before they're actively searching. The most effective programs give each recruiter original, voice-matched content to publish rather than asking them to reshare company career page posts.
Does LinkedIn content help with recruiting?
Yes — significantly. Candidates research employers on LinkedIn before applying. Recruiters with consistent, specific content about culture, team, and hiring criteria reach passive candidates who aren't browsing job boards. Original recruiter voice content is more credible than brand page posts because it reads like a real person sharing genuine perspective.
Can Bloomberry generate posts for multiple recruiters at once?
Yes. One hiring campaign brief generates distinct posts for each recruiter and hiring manager in the program — each in that person's specific voice. The Head of Talent post and the individual recruiter post are different in framing, audience, and style.
What kind of content should recruiters post on LinkedIn?
The most effective recruiter content includes: specific observations about what makes candidates stand out, honest descriptions of how the team actually works, culture stories from real situations, and hiring process transparency. Generic job listing posts and culture marketing copy are the least effective.
Generate posts that match your tone instead of generic AI output.
Bloomberry generates original LinkedIn posts for every recruiter and hiring manager in their own voice — from culture signals, hiring campaigns, and team stories.