Ryan Roslansky’s Post

Here's what this means for recruiting: candidates are navigating non-linear paths while recruiters screen 93% more applications than 2021. Only 0.5% of applicants get hired (It is statistically 3x harder to get hired now vs 2021). Both sides adapting to AI. Neither sure what 'qualified' looks like anymore. #OpenToWorkBook

Congratulations..we are so happy and proud of you.

Interesting to have this type of reference point in the age of AI, when the future of work is pretty blurry. Framing this around the job search in 2026 raises bigger questions for me: 1. If work is truly shifting from roles → skills, do the systems around work evolve too? Will job boards change? Will hiring models shift? Or are we still filtering people through resumes built for a different era? 2. If we’re moving toward inputs → outputs—where skills, adaptability, and problem-solving matter more than titles, then a la "resume", as we know it, starts to feel DOA. 3. What happens to how we define our value? If part of our work is now done alongside AI, 50% human, 50% technology in some cases, how do we reframe contribution, ownership, and identity? Most of us were trained to “do it all.” Now we’re being asked to collaborate with tools that can outperform us in specific tasks. This is a mindset shift. Who is responsible for managing the bridge across this gap? Will we redesign the job search, or just ask individuals to adapt more quickly within the same systems?

Career changes are happening so fast in the age of AI that old advice can’t keep up. Learning quickly and adapting flexibly are the new workplace skills. 💡

Love the focus on gratitude and real impact—this isn’t just a launch, it’s about helping people connect and grow.

90% of C-suite leaders say AI adoption is urgent yet most organizations still hire, promote, and evaluate talent using frameworks built for the pre-AI era. That's the real contradiction. No career book fixes a structural mismatch between how companies say they're changing and how they actually reward people. The advice workers need most isn't how to adapt to AI it's how to navigate organizations that haven't

The traditional linear career path is no longer enough. With more flexibility and creativity, courageously trying new skills will attract opportunities naturally.

This is a very impactful feature upgrade. "Open to Work" not only improves the visibility of job postings but also reduces information asymmetry to some extent. We look forward to seeing how it further optimizes the matching efficiency between talent and positions.

Appreciate the gratitude focus. Curious how you'll track whether Open to Work actually helps people navigate big career changes?

Ryan Roslansky first and foremost, congratulations! LinkedIn launching "Open to Work" as a book instead of fixing the broken job search experience on the platform reveals misaligned priorities when members struggle with ghost jobs, ATS black holes, and spam. The gratitude framing for employees "creating economic opportunity" rings hollow when LinkedIn monetizes desperation through Premium subscriptions that don't improve hiring outcomes. What's the ROI for job seekers buying a book about being Open to Work when the actual problem is LinkedIn's platform fails to connect qualified candidates with real jobs efficiently?