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Aakash GuptaAakash Gupta

She Gets 5 Job Offers a Week on LinkedIn with Claude Code

Basia Kubicka went from zero to 50k+ LinkedIn followers in 6 months, and now sits at 70k with 5 inbound job offers a week landing in her DMs. In this episode she walks us through her entire system, including the Claude Code skills that mine job descriptions for keywords and rewrite her profile, the story bank that powers her authority posts, and the Apify proxy she uses to connect Claude to LinkedIn when no MCP exists. If you want jobs to come to you instead of applying, this is the playbook. Full Writeup: Transcript: https://www.aakashg.com/how-to-get-inbound-job-offers-on-linkedin-as-a-pm/ Timestamps 0:00 - Intro 3:47 - Profile, content, networking. 4:25 - 3 ways hiring managers find you 6:58 - Live demo of mining JDs for keywords 13:27 - The LinkedIn profile writer skill 21:57 - Reviewing the rewritten headline, banner and about section 35:11 - The 6 months when her content completely failed 38:17 - ToFU, MoFU, BoFU posts 42:16 - Writing an authority post live in Claude Code 57:57 - The story bank and why this only works in Claude Code 1:09:25 - Connecting Claude to LinkedIn with Apify 1:15:31 - Commenting and DMs that reach hiring managers 1:29:26 - Outro 🏆 Join the next cohort at https://www.landpmjob.com/ Cohort 4 of the 3-month program with resume, behavioral interview and LinkedIn sessions, PM fundamentals with Bart Jaworski, AI product management with Ankit Virmani, and 1:1 mock interviews with Prasad Reddy. Key Takeaways: 1. Your profile is a landing page while most PMs thinks of it as an online CV that lists what they owned. It is the page a hiring manager lands on after your content caught their eye, so every section has to sell. The job of the profile is to get you the first DM. 2. Photo and tagline are the common denominator - Content discovery, active commenting, and recruiter keyword search are 3 different paths to you, and all 3 funnel through the same 2 elements. Whatever the entry point, people see your face and your tagline before they see anything else. Target the tagline at the exact role you want. 3. Pick 5 job descriptions with 75% keyword overlap - Mining scattered roles produces a scattered profile because there is no unifying keyword set. Choosing 5 closely related postings gets coverage up around 80%. Any hiring manager from that set then reads your profile and feels it was written for them. 4. Skills are markdown files you iterate on, not documents you write by hand - The JD keyword miner is one MD file that gathers job descriptions, extracts terms into categories, normalizes and ranks by coverage, then diagnoses whether the set is focused enough. If it is not focused, the skill stops and tells you to rethink what you are applying for. 5. LinkedIn profiles read like ghost towns because people list what they owned instead of what they delivered. If the current profile lacks the numbers, the skill asks clarifying questions before writing anything. 7. The endorsable skills section is what recruiters filter on, so fill it with every relevant keyword. Nobody scrolls that far down, so volume costs you nothing there. Stacking 40 skills under a single job entry looks terrible and does the opposite. 8. Reach posts and authority posts do different jobs - A how to post is generic enough that anyone will share it, which is what gets you in front of new people. A how I did it post is what proves expertise to a hiring manager reading your activity feed. Post three times a week while job searching, two authority and one reach. 9. Templatize what already performed, then add your own story. Scrape posts above 750 likes, find one that worked for another creator, paste it into a fresh Claude session, and ask for the reusable template. --- 👨‍💻 Where to find Basia Kubicka: LinkedIn: https://www.linkedin.com/in/basiakubicka/ 👨‍💻 Where to find Aakash: Twitter: https://x.com/aakashgupta LinkedIn: https://www.linkedin.com/in/aagupta/ Newsletter: https://www.news.aakashg.com/ #productmanagement #jobsearch 🧠 About Product Growth: The world's largest podcast focused solely on product + growth, with over 200K+ listeners. 🔔 Subscribe and turn on notifications.

Basia KubickaguestAakash Guptahost
Aug 10, 20261h 32mWatch on YouTube ↗

At a glance

WHAT IT’S REALLY ABOUT

A LinkedIn system using Claude Code for inbound job offers

  1. Basia frames a LinkedIn profile as a conversion-focused landing page and shows how to optimize it around how recruiters and hiring managers actually discover candidates.
  2. She demos a Claude Code workflow that mines multiple job descriptions for overlapping keywords, then rewrites headline, banner, about, and experience to match role requirements while staying truthful.
  3. She breaks LinkedIn content into top-, mid-, and bottom-of-funnel posts, emphasizing that job seekers should prioritize authority (“how I did it”) posts with some reach content for discovery.
  4. Basia describes a research system that scrapes high-performing LinkedIn posts, analyzes what made them work (hook, bridge, value, mic-drop), and reuses structures/templates ethically.
  5. She outlines an “active networking” approach: find likely hiring managers or close peers, comment strategically, then send concise DMs after applying to stand out from AI-generated applicant floods.

IDEAS WORTH REMEMBERING

5 ideas

Optimize for how you’re found, not how you’d like to be read.

Basia designs profiles around three entry points—people discovering content, people you proactively engage, and recruiter Boolean search—so the tagline/headline and keywords do the “first-click” work.

Treat job targeting like clustering: pick roles with high keyword overlap.

Her JD keyword miner checks whether selected job descriptions share ~75%+ keyword coverage; if they don’t, the system advises narrowing the target to avoid a scattered profile.

Your headline/tagline is the highest-leverage real estate on LinkedIn.

Across recruiter search results, notifications, and comment threads, the visible unit is your photo + tagline; it must instantly signal role fit (domain, product type, seniority, outcomes).

Write for results and impact, not responsibilities.

The profile rewrite prioritizes quantified outcomes and concrete deliverables (e.g., growth, revenue, adoption) because hiring decisions are driven by evidence of results rather than ownership lists.

Authority posts win interviews; reach posts win distribution—job seekers need both.

Basia recommends job seekers post ~3x/week with a bias toward authority content (“how I did it”) so hiring managers who visit your Activity section see proof of thinking and execution.

WORDS WORTH SAVING

5 quotes

I left my full-time job because of LinkedIn. I get on average five real opportunities from this week alone. I'll show you my DMs.

— Basia Kubicka

There is the profile, which by the way, you should be treating as your landing page. A lot of people think of LinkedIn profile as their online resume. It's not. It's your landing page.

— Basia Kubicka

Your LinkedIn profile should be optimized for results, not the things you owned. People are hiring you for results. They want results.

— Basia Kubicka

One thing, one reframe of your mind is, that is really helpful is your profile, your LinkedIn profile, if you're job searching, isn't about you. It's about them, their problems, and how you can help them solve their problems.

— Basia Kubicka

If that looks like something you've done before in your life, it's on purpose because it's product management just disguised as content creation.

— Basia Kubicka

Profile as landing page (not resume)Three discovery paths: content, active outreach, recruiter keyword searchJD keyword mining and 75%+ keyword overlapClaude Code skills: JD miner, LinkedIn profile writer, edge-pass reframesAuthority vs reach posts (ToFU/MoFU) for job seekersStory bank and ICP/brand pillars in Claude CodeApify proxy-based LinkedIn scraping and post-performance analysisCommenting and DM sequences to reach hiring managers

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