Why is it so hard to share links on LinkedIn?

Original Article ↗ Hacker News Discussion ↗

Algorithm, Links, and “Enshittification”

  • Many commenters say LinkedIn downranks posts containing external links to keep users on-platform, similar to other social networks.
  • Some describe elaborate “hacks” (links in comments, obfuscating URLs) that they claim LinkedIn now detects and punishes.
  • Others are skeptical, calling this partly superstition; one person shared stats suggesting no clear penalty for most link domains but poor reach for YouTube.
  • Several note a broader trend: feeds are optimized for engagement and time-on-site, not user goals or the open web.

Job Market, Network Effects, and Why LinkedIn Persists

  • Strong consensus that LinkedIn is hard to dislodge because it has “all the jobs” and “all the recruiters”; users prioritize volume of listings over UX quality.
  • Attempts to build “better” job platforms (more integrity, application limits, guaranteed responses) reportedly struggled to attract enough roles and candidates.
  • Some suggest starting with blue-collar / low-wage markets and moving up; others argue classism and adverse selection (desperate candidates, hard-to-fill roles) make this unlikely.

User Attitudes: Hate, Reliance, and Niche Value

  • A large contingent describes LinkedIn as “crap,” “cancer,” spam-filled, cringe, and user-hostile, yet maintains profiles out of necessity.
  • A minority finds it highly valuable: key source of leads, news in specific industries, academic networking, or a low-maintenance online CV.
  • Several report good results building a professional audience and getting work by posting original, on-platform content regularly.

UX, Dark Patterns, and Privacy Concerns

  • Complaints include: aggressive app-install prompts on mobile, confusing search, noisy notifications, irrelevant feed content, and disappearing critical posts.
  • Historical grievances: contact-list spamming, dark patterns in invitations, public profile exposure, and profile-view notifications that discourage “snooping.”
  • Some employers allegedly monitor employee profiles, pressure them to post positive company content, and treat profile updates as a quitting signal.

Status, Branding, and Psychological Effects

  • Many resent the pressure to “build a personal brand,” chase engagement, and maintain “external eminence.”
  • Connection count (especially 500+) is said to be used as a crude recruiter signal; some play along, others intentionally keep low counts as a filter.
  • Several note LinkedIn intensifies feelings of inadequacy via constant achievement posts and hustle culture content.

Alternatives and Regulation

  • Open/decentralized platforms are proposed, but commenters note they struggle to gain adoption.
  • Some call for regulation against algorithmically penalizing external links on dominant platforms.