The technicians you need aren't posting their resumes on job boards. They're employed, passive, and scrolling LinkedIn on their lunch break. The best MSP hires aren't applying to jobs — they're being recruited. If you're not reaching out, your competitor is.
of the workforce are passive candidates — not actively looking
Source: LinkedIn Recruiting
Why LinkedIn for Recruiting
70%
Of the workforce are passive candidates
72%
Of recruiters use LinkedIn for sourcing
67%
Say LinkedIn hires are higher quality
Profile > Resume
Profiles show experience in ways resumes don't
"Candidates sourced through LinkedIn have 40% higher retention rates than job board hires."
Finding Technical Talent
The same search skills that find prospects can find candidates:
Search by Current Job Title
"Help Desk Technician" OR "Desktop Support" OR "IT Support Specialist"
Filter by Skills
ConnectWise, Autotask, Microsoft 365, Azure, networking, cybersecurity
Check Competitor Employee Lists
See who works at other MSPs in your area. They already have the experience.
Company Page Followers
Check who follows relevant vendor pages (ConnectWise, Datto, etc.)
Pro Tip
Recruiting InMail That Works
Recruiting outreach follows the same principles as sales outreach: lead with them, not you. Be specific. Low-pressure ask.
Template: Technical Talent
"[Name], saw your work with [Company/Technology] — impressive experience.
We're a growing MSP in [City] looking for engineers with [specific skill]. Thought I'd reach out in case you're ever open to exploring options.
No pressure — happy to share more about what we're building."
Do This
- Lead with THEM, not your company
- Be specific about why you're reaching out
- Low-pressure ask — 'if you're ever open...'
- Keep under 400 characters when possible
Avoid This
- Lead with 'We're hiring!' — that's about you
- Send generic 'We have an exciting opportunity' messages
- Pressure for immediate response
- Forget to mention what makes your MSP different
Building a Talent Pipeline
Don't wait until you're desperate to recruit. Build relationships before you need to hire.
Connect With Potential Hires Now
Build your network before you need it. They'll see your content, learn about your culture.
Engage With Their Content
Comment on their posts. Celebrate their certifications. Be visible as someone who values their work.
Nurture Over Time
Occasional touchpoints. When you have an opening, reach out to people who already know you.
Create Saved Searches
Sales Navigator alerts when new candidates match your criteria appear in your area.
The Long Game
Recruiting is sales with longer cycles. Some candidates aren't ready now — but their situation will change:
- •Bad manager makes them want to leave
- •Company has layoffs or becomes unstable
- •Passed over for promotion
- •Personal life change (relocation, family, etc.)
- •See an opportunity that's better than what they have
When that moment comes, you want to be the name they think of. That only happens if you've built the relationship in advance.
Key Takeaways
- •70% are passive candidates — they're not on job boards
- •67% say LinkedIn hires are higher quality — profiles reveal more than resumes
- •Same search skills — find candidates like you find prospects
- •Build pipeline before you need it — don't recruit from desperation
- •Play the long game — circumstances change, be the name they know
What's Next
LinkedIn is one part of a proactive recruiting strategy. Learn more about proactive talent sourcing and building a talent pipeline before you need it.