Bringing LinkedIn Members Back More Often: A Retention Product Plan

LinkedIn wants more of its members to keep coming back. As the product manager, how would you improve retention? ```hint Pick whose retention LinkedIn serves groups that visit for very different reasons and at very different rhythms. Choose one group, and the reason its members drift away, before you generate ideas. ``` ### Clarifying Questions - Which members should I focus on: job seekers, recruiters and hiring managers, members who post content, or members who mainly read the feed? - How should retention be defined: returning daily, weekly or monthly, and does any visit count or only a session with a meaningful action? - Is this a response to a recent drop in retention, or a push to raise it from where it is today? - Should I focus on a particular market, or on the mobile app versus the website? ### What a Strong Answer Covers - A retention definition and cadence that fit how professionals actually use LinkedIn, including the episodic nature of job searching - A justified choice of segment and a clear explanation of why that segment lapses - Pain points and solutions tied to that explanation, prioritized by reach, impact and effort - A north-star retention metric with adoption, engagement and guardrail metrics - Risks to the other sides of the network (recruiters, creators, advertisers) and how the change would be tested ### Follow-up Questions - Many job seekers stop visiting once they land a job. Is keeping them engaged between searches the right goal, and how would you do it? - Your change raises weekly return visits, but reactions and comments on posts fall. How do you decide whether to ship? - How would you design the experiment when members affect each other's experience, for example through messages and feed posts?