The short answer
Choose the intended audience before saving job-opportunity preferences. A public frame, recruiter sharing and private recommendations serve different purposes. Read the options in your actual account, verify the saved result and keep the platform’s privacy limits explicit. Neither a setting nor a recap establishes that a recruiter saw you or that an opportunity followed.
What you’ll take away
- Write the audience and role preferences before changing the profile.
- Recruiter-only sharing is not a complete confidentiality guarantee.
- Review the saved choice; removing a frame does not erase previous exposure.
Separate a career decision from a public announcement
A professional-year review can reveal work you want to continue, a role you want to explore or a skill you need to develop. Turn that reflection into a private brief: the work, location constraints, working arrangement and timing you actually intend. Do not publish job availability merely because a recap caption suggests a next step.
Decide whether the immediate task is getting relevant recommendations, sharing availability with recruiters or making a public announcement. These are different completion conditions. Keep an uncertain preference unresolved rather than filling a plausible location or start date to finish the form.
Read the audience choice with its limitation
The English help checked on 1 November lists all-member sharing with a photo frame, recruiter-product sharing, and an option for recommendations visible only to you. The German help checked separately still describes two sharing audiences. This is a documented language difference, not proof that every account has three controls; use the actual options and their descriptions.
The separate career-interest privacy page explains that employer and affiliated-company matching depends on company identifiers and mappings that can be incomplete or outdated. Recruiter-only therefore cannot guarantee secrecy from the current employer. If complete confidentiality is necessary, leave sharing pending instead of treating the audience label as that guarantee.
| Intended job | Check before saving | Still unproved |
|---|---|---|
| Public availability | All-member audience and any visible frame | Who actually saw or remembered it |
| Recruiter sharing | Actual audience wording and privacy caveat | Complete employer confidentiality |
| Private recommendations | Whether that described option exists in the account | Suppression of every other public career signal |
Save the intended preference and reopen it
The documented routes begin in the profile’s opportunity area or the Jobs preferences. Review the requested role, location, working arrangement, timing and audience before saving. Labels and available fields can differ; do not change an unrelated public-profile preference to imitate a missing opportunity control.
Reopen the same preference after the intended save. Compare the actual fields with the brief and record what is still missing. A photo without a frame cannot by itself establish recruiter-only sharing, and a screenshot of an open form cannot prove that its values were saved.
- Write the intended work and audience privately.
- Read the actual audience options and privacy explanation.
- Review the requested preference fields before the intentional save.
- Reopen the same preference and compare every material field.
- Keep recruiter exposure and subsequent responses separate from that saved-state check.
Resolve three complete availability decisions
O1 — Constructed audience mismatch: the brief says recruiter sharing, while the form selects all members. Decision: review and select the intended available audience before saving, or hold the change. Result: a corrected preference plan; no real frame or recruiter exposure was tested.
O2 — Constructed confidentiality requirement: a member needs assurance that their employer cannot discover the search. Decision: do not infer that assurance from recruiter-only wording. Keep public and recruiter sharing pending while choosing a suitable private next step. Result: the confidentiality requirement remains explicit, not falsely satisfied.
O3 — Constructed restart: someone removes availability and later wants the old preference back. The help says deletion does not retain those preferences for reactivation. Decision: use the minimal private brief to rebuild and recheck the intended fields. Result: a recoverable plan, not proof of restored old settings or recalled earlier views.
Change availability without promising a recall
Use the existing opportunity area to review an edit or removal deliberately. Keep a minimal private reference if you may need the preferences again. Do not turn this into a public archive of salary expectations, current-employer details or other sensitive job-search information.
After removal, inspect the current preference and any frame you intended to change. Previous views, messages, screenshots and separate posts have their own histories. The current state does not establish that earlier exposure was reversed or that a public career announcement disappeared.
Keep a useful decision record
The worksheet separates purpose, role constraints, intended audience, available control, save/readback evidence and unresolved privacy. It includes deliberate hold and removal states. Review it when your availability changes; a setting retained from a previous career phase can communicate the wrong intention.
This guide uses actual public help bodies and constructed cases. No profile, availability preference, frame, job application or message was changed. The packet supports the decision and readback task; it does not measure recruiter reach, hiring prospects or a reader/customer outcome.
Sources & product references
Product details reflect the publication date. External features and interfaces may change.
