Turn a PDF report into LinkedIn posts people finish reading

The source

The method

1. Read the charts before the summary

   Executive summaries are written for executives. The charts and the footnotes often hold the finding a practitioner will care about. Note each chart that made you stop.

2. Test each finding with “so what?”

   “Remote roles fill faster” is a fact. “If you're struggling to fill a role, widening the location may do more than raising the salary” is a point of view. Posts need the second.

3. Give the most visual finding a carousel

   A finding with a before and after, or a step-by-step fix, can become a short carousel. Keep it to one idea across five to eight slides.

4. Credit the source properly

   Name the report and publisher in the post. If it's your own company's report, say so plainly instead of pretending to be a neutral reader.

Three angles, not one summary

Each angle below could carry a post without the others. That's the test for whether you have distinct posts or one post cut into pieces.

The finished posts

Each post uses a different format so the series doesn't read like one idea split three ways.

62% of hiring managers told us the take-home assignment is where they lose the most qualified candidates.

That makes sense when you think about who says no. The strongest candidates have other options. A four-hour unpaid task is an easy thing to skip.

If you use take-homes, three changes help:

→ Cap it at 90 minutes and say so upfront.
→ Offer a live alternative.
→ Pay for anything longer.

Source: our 2026 State of Remote Hiring survey of 600 hiring managers.

Posting the salary range got companies fewer applicants.

It also got them more candidates who made it to the final round.

That's the trade most hiring managers actually want: less time screening, more time choosing.

From our 2026 State of Remote Hiring report (page 22).

Slide 1: Remote roles filled 11 days faster. Here's why.
Slide 2: The data: 600 hiring managers, 2026 survey.
Slide 3: Reason 1: A larger pool means the first strong candidate shows up sooner.
Slide 4: Reason 2: Fewer scheduling conflicts for interviews.
Slide 5: Reason 3: Candidates accept faster when there's no relocation decision.
Slide 6: If you can't go fully remote: widen the commute radius or allow two remote days.
Slide 7: Full report link in the comments.

Mistakes to avoid

• Screenshotting a chart without explaining it. Most readers won't zoom in.
• Squeezing five findings into one post. Each finding deserves its own post, or save the rest for later weeks.
• Dropping the sample size. “600 hiring managers” is what makes the number credible.