Being found by managers

Managers find new people through Talent Finder, which searches on meaning rather than exact keywords. That changes what makes a profile work.

Describe the work, not just the title

Searches are written like briefs — "jazz double bassist in Berlin for a three-week club tour" — so a profile that describes the kind of work you do, at what scale, with whom, matches far better than a bare job title.

What helps you surface

• A specific profession. Precision helps you; vagueness matches nothing.
• Accurate location and travel radius. Most briefs are geographic.
• Honest experience level. Being found for work you cannot deliver helps no one.
• Named genres, styles, and specialisms. Say the words a manager would use.
• Real work samples. They are what converts a search hit into a message.
• Practical details. Languages, equipment, certifications, availability.

Be found for adjacent work too

Valuable connections often come from a direction you did not expect. If you genuinely do more than one thing — a photographer who also does video, a drummer who teaches — say so. It puts you in searches you would otherwise never appear in.

Being searched is not being assessed

Search rankings are a starting point for a human, not a verdict. Managers read profiles and decide.

If you do not want to be found

Discovery is opt-out. You can ask to be removed from finder results and put on a do-not-surface list, and later searches will not pull you back in. See the article on exporting or deleting your data.

Applying still works

Being discoverable is one channel. Browsing opportunities and applying is the other, and the two are independent.