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Get an instant score across the five pillars that determine whether senior hiring managers find, trust and shortlist you — before you've sent a single application.
For roles paying £100k or more, the hiring process rarely starts with a job board. It starts with a recruiter or hiring manager searching LinkedIn for someone who looks right. If your profile doesn't surface in those searches — or if it surfaces but doesn't project the right level of authority — you're invisible to the opportunities that matter most.
The cruel irony is that the more senior you are, the less time you've likely spent optimising your profile. You've been busy doing the work. But the professionals landing the best roles are the ones who've made their profile work for them while they sleep.
The AuthBuild Authority Score Checker gives you an objective read on where your profile stands. It assesses five dimensions of profile strength — visibility, credibility, clarity, social proof and content presence — and scores each one. You'll know exactly what's holding you back and what to fix first.
Answer a short set of questions about your headline, summary, experience section, recommendations and content activity.
The tool scores your profile across five authority dimensions and flags which are strongest and which are dragging your overall score down.
Receive a ranked list of improvements ordered by impact — so you fix the highest-value items first rather than guessing.
Re-run the check after making changes to see your score improve. Most professionals can move 20–30 points in a single afternoon.
Is your profile optimised for LinkedIn search? Do the right keywords appear in the right places for recruiters to find you?
Does your headline and summary immediately communicate seniority, impact and specialism — or is it just a job title and a list of responsibilities?
Can a stranger read your profile in 30 seconds and understand exactly what you do, at what level, and what makes you different?
Do you have recommendations, featured content and endorsements that validate your expertise from third parties — not just your own claims?
Are you creating or engaging with content that keeps you visible to your network and positions you as a credible voice in your space?
The rules change significantly once you're targeting Director, VP or C-Suite roles. At this level, a strong application matters less than being known. Hiring managers and executive search firms conduct active LinkedIn searches every day — and the professionals they contact first are the ones with profiles that signal authority, not just availability.
A high Authority Score doesn't just help with inbound interest. It materially affects how you're perceived when you apply directly. A hiring manager who views your LinkedIn after receiving your CV is either reinforced in their interest or starts to have doubts. Your profile should be doing the former.
The most common mistakes at senior level are:
Professionals who move their score above 70 consistently report more profile views, more unsolicited recruiter outreach, and stronger first impressions in interviews. The profile becomes an asset that works independently of your active job search efforts — surfacing opportunities you'd never have found on a job board.