Guide to Building a Strong Revealed Profile

How to get found by the right employers. No applying required.

For T&S professionals and adjacent roles in risk, compliance, policy, and enforcement operations

Why your profile matters

Your profile does all the work. You don't apply to anything.

Revealed works differently from every other hiring platform. Employers come to you. Not the other way around. When a hiring manager searches for a senior T&S operations lead in the US, open to remote, your profile either surfaces or it doesn't. When it does surface, it either creates enough interest to spend a credit on a reveal, or it doesn't.

A weak profile doesn't just get ignored. It gets passed over for someone with a stronger one, even if you're the better candidate.

This guide covers what makes the difference, field by field.

Field by field

The fields that matter most

01
Role title

Be specific and accurate. Don't optimize for seniority. Optimize for searchability. Employers search for "Trust & Safety Operations Manager," not "Senior Leader." Use the title that reflects what you actually do, not the most impressive version of it.

If your current title is unusual or company-specific, use the closest industry-standard equivalent. "Platform Integrity Specialist" may be your actual title, but "Trust & Safety Analyst" is what employers are searching for.

✓  Use: "Trust & Safety Operations Manager"
✕  Not: "Senior Leader, Platform Safety"
02
Seniority

Be honest. Employers filtering for senior roles are looking for genuine senior experience. An inflated seniority level that leads to a reveal and then a mismatch wastes everyone's time and costs the employer a credit. That's not a good first impression, and it's a fast way to get disqualified before a conversation starts.

03
Specialism / focus area

This is one of the most important fields on your profile and the most commonly underfilled. Employers aren't just searching for "T&S". They're searching for specific capabilities. Be as precise as you can.

If your work spans multiple areas, list the ones you want to be found for, not every area you've ever touched.

Scaled enforcement & operations
Content policy & development
Investigations & intelligence
Tooling & automation
Vendor & outsourcing management
ML safety & model evaluation
Cross-border & global policy
GRC, risk & compliance
Detection & response
04
Location and remote preferences

Set this accurately. Employers filter heavily by location and remote availability. If you're open to remote, say so explicitly. It significantly increases your visibility to employers outside your metro area.

05
Minimum target compensation

Fill this in. It's one of the most useful fields on the platform, for you and for employers. For you: it filters out opportunities that aren't worth your time before anyone spends a credit. For employers: it helps them move faster when they find the right person.

Set it at the number below which you genuinely wouldn't make a move. Not your dream number. Your floor.

Not sure what your floor should be? See the T&S Salary Guide →

06
Availability

Be honest about your timeline. "Open now" means something different from "open in three to six months." Employers plan hiring accordingly. If you're passively looking, say so. It's the most common status on the platform and exactly what employers expect.

The hardest field to get right

Your bio

Most bios on hiring platforms are either a resume summary (boring) or a personal statement (vague). Neither works well.

Your bio should answer one question: why would the right employer be glad they revealed you?

That means being specific about what you've done, at what scale, and in what context. Don't be so detailed that it reveals your identity before the employer has spent a credit.

The useful test

"Read your bio as if you're a hiring manager who has never met you. Does it make you want to spend a credit to find out who this person is?"

If not, rewrite it until it does. Brevity signals confidence. Four to five sentences is enough. Longer is usually a sign you're including the wrong things.

What to include
✓ The type of work you do and the function you operate in
✓ Scale signals: team size managed, volume handled, platform type, global vs. regional scope
✓ What makes your approach distinctive: not generic strengths, but specific ways you work
✓ What you're looking for next, broadly: the type of role, scope, or challenge that would make you move
What to avoid
✕ Your current company name or any detail that makes you immediately identifiable. The platform protects your privacy, and your bio should too.
✕ Generic claims like "passionate about keeping platforms safe" or "collaborative team player"
✕ A list of responsibilities that reads like a job description
✕ Anything longer than four to five sentences
Often the most memorable part

Your pitch

The pitch is your chance to share things that don't belong in a resume or a profile field. It's the most personal part of your profile and the part that's hardest to fake.

A resume tells an employer what you've done. The pitch tells them who you are as a practitioner: how you think, what drives you, and what working with you is actually like.

Use it to give the right employer a reason to be glad they spent a credit. Something they couldn't have known from your title or your LinkedIn. Something that makes your profile memorable.

One to three paragraphs is enough. Don't summarize your resume. Don't repeat your bio. Say something that only you could say.

Ideas for what to include
A war story
A situation that tested you, how you handled it, and what it revealed about how you work under pressure. Specifics matter more than polish.
Career goals
Where you're trying to get in the next two or three years, and what kind of role or scope gets you there.
5 to 10 year ambitions
The function you want to lead, the problem you want to own, or the platform type you want to be part of building. Long-term thinking signals seriousness.
Why you got into T&S
The origin story. It's usually more interesting than it looks on a resume, and it tells employers something about what keeps you in the field.
What you're most proud of
A result, a decision, or a piece of work that you think represents you at your best. Not the biggest project. The one that mattered most to you.
How you make hard calls
How you think through edge cases, policy gray areas, or decisions where data doesn't give you the answer. This is where experienced practitioners stand out.
What makes a role worth leaving for
Beyond salary: the scope, mission, team, or stage that would make you actually move. Signals self-awareness and helps employers self-select.
What you're building toward
New domains, skills, or capabilities you're deliberately developing. Shows you're thinking about your career, not just your current role.
Verification and follow-through

LinkedIn and resume

Both fields matter, but for different reasons.

LinkedIn URL

Your LinkedIn URL confirms you're a real person with a verifiable professional history. Employers check it before revealing. A missing or broken LinkedIn link is a trust signal in the wrong direction.

Make sure your URL is clean and your profile is reasonably current. It doesn't need to be perfect, but it needs to exist and it needs to be findable.

Resume

Your resume is what employers read after they reveal you. It's the first full picture they get. A strong resume here means the reveal converts into a conversation.

Upload a current version, not something from three years ago with a different role at the top. The reveal has already been spent. This is your first impression.

Built into your profile

Use the AI Profile Coach

Once your profile is complete, run it through the AI Profile Coach. It scores your profile and gives you specific, prioritized feedback on what to improve.

Most candidates have two or three fixable issues that are meaningfully reducing their visibility or appeal. The coach tells you what they are in plain language: not vague suggestions, but specific fields to fix and how to fix them.

Fix the issues the coach raises before your profile goes live. A profile that scores well is a profile that gets found and revealed.

Check your profile score →
Common things the coach flags
A bio that's too vague or too long
A specialism field that's empty or too broad
A salary floor that's missing
A LinkedIn URL that doesn't resolve
A role title that doesn't match searchable industry terms
Before you publish

A note on privacy

Your profile is hidden from your current employer by default

They cannot find you here.

If you work at a large organization and you're open to internal opportunities (a different team, a new function), you can choose to make your profile visible to internal teams at your own company. That setting is in your profile preferences and is off by default.

Nobody contacts you without spending a credit to reveal your details. That means every message you receive is from someone who made a deliberate decision to reach out. Not a recruiter blasting five hundred profiles on a Tuesday morning.

Ongoing

Keep your profile current.

A profile that was accurate six months ago may not be accurate today. Employers searching now will see whatever you last saved.

You don't need to be actively looking to keep your profile live. The whole point of Revealed is that the right opportunity can find you whether you're looking or not. But it can only find you if your profile reflects who you are right now.

Worth updating regularly
Availability status If you were open six months ago and have since taken a new role, update it. Stale "open now" signals erode trust.
Minimum target compensation Salaries move, and your floor should reflect the current market. If you haven't updated it in a year, it's probably wrong.
Your bio If your scope has changed significantly, your bio should reflect it. A bio written when you were a manager that doesn't mention you now run a global function is a missed opportunity.
Your resume Keep it within the last six months if possible. The reveal has already been spent. A stale resume is a bad first impression.
New to Revealed

Ready to build your profile?

Takes about five minutes. Your current employer can't find you. You don't apply to anything.

Build your profile →
Already on Revealed

Check your profile score.

The AI Profile Coach reviews your profile, scores it, and tells you exactly what to fix to increase your visibility and appeal to employers.

Check your profile score →