LinkedIn Job Promotion Strategy

Nick Huber's process for hiring international talent efficiently and cost-effectively, generating thousands of qualified applicants for minimal investment.

Initial job posting strategy

• Post jobs on LinkedIn targeting specific countries
• Promote with $100/day for 5 days ($500 total investment)
• Generates approximately 1,000 applicants per posting
• Can also use Indeed and Monster for promoted job postings

Best countries for specific roles

• Colombia & Brazil: Operations roles, same time zone as US, great for any role not requiring perfect English
• South Africa: Sales and finance hub
  • 30,000 South Africans work for Big Four consulting firms in America annually
  • Can hire controllers for $3k/month who previously worked at major firms
• Philippines: 30 million Filipinos already working for American companies, deeply ingrained in culture
• Egypt (Cairo): Cheapest city globally, excellent for finance/data analyst roles with Microsoft Excel and Power BI expertise
• Sri Lanka: Strong for almost all roles
• Eastern Europe: Best for engineering roles

Filtering process (from 60,000 to final hires)

First filter: Typing speed test

• 85% of applicants can't type 35 words per minute
• Applies to all remote roles: engineering, marketing, graphic design, admin, sales, executive leadership
• Reduces 60,000 monthly applicants to 5,000
• Eliminates 80% immediately

Second filter: One-minute video introduction

• Request candidates film themselves introducing themselves
• 80% won't complete this step (not serious about the job)
• Reduces pool from ~1,000 to 30-40 qualified candidates
• Allows assessment of:
  • Professional maturity
  • Communication skills
  • Presentation quality

Third filter: Task-based assessment

• Send role-specific assignments (60-90 minutes)
• Sales roles: Provide 5 sales calls, ask for 3-minute video analyzing missed opportunities and improvements
• Creates objective comparison of actual production vs. subjective interview impressions
• Pay candidates for their time on the assessment
• Reduces to 3-4 final candidates

Key principles

• Task-based tests over interviews
• Get clarity on what you're actually looking for before starting
• Focus on production capability, not just likability
• Paying for trial work saves money vs. making false hires based on interviews
• Remote work requires strong typing and communication skills as baseline

Real-world application at scale

• Nick's company Somewhere: 160 employees, only 6 Americans (all in sales/account management)
• Ari Costa: 130 employees, 7 Americans
• Bolt Storage: 60 employees, 6 Americans
• Key roles filled internationally:
  • COO in Johannesburg, South Africa
  • Head of Performance Marketing in Bogotá, Colombia
  • Head of Finance and IT consultant (SOC 2 compliance) in Cape Town, South Africa
• Americans retained primarily for high-ticket sales closing ability