Profile Lists

Profile lists are the foundation of organized LinkedIn recruiting in Ozzi.ai. This guide explains how lists work and how they help you manage your candidate pipeline more effectively.

What are Profile Lists?

Profile lists are collections of LinkedIn prospects that you can organize based on different criteria such as:

Job roles: Frontend Engineers, Product Managers, DevOps Engineers
Seniority levels: Junior, Mid-level, Senior, Lead
Locations: San Francisco, New York, Remote candidates
Campaign status: Active, Contacted, Responded, Interviewed
Response rates: High responders, Low responders
Skills: React developers, Python engineers, UX designers

Why Use Profile Lists?

Better Organization

Instead of having all your prospects scattered across LinkedIn, lists help you:

Categorize candidates: Group similar prospects together
Track progress: Monitor where candidates are in your pipeline
Plan outreach: Organize candidates by priority or timing
Measure success: Track performance by list type

Improved Efficiency

Lists make your LinkedIn recruiting more efficient:

Quick access: Find candidates quickly without searching LinkedIn
Batch operations: Perform actions on multiple candidates at once
Targeted messaging: Send different messages to different list types
Pipeline management: Visualize your recruiting funnel

How Lists Work in Ozzi.ai

Creating Lists

Access the Lists Tab: Click the Lists tab in the Ozzi.ai side panel
Create New List: Click “Create New List” button
Name Your List: Use descriptive names (e.g., “Senior Frontend Engineers - Q1 2024”)
Set Up Organization: Choose tags and categories

Adding Candidates to Lists

There are several ways to add LinkedIn prospects to your lists:

Manual Addition

Browse LinkedIn profiles
Click the Ozzi.ai extension icon
Select “Add to List”
Choose the appropriate list

From Message Generation

Generate a message for a candidate
After sending, add them to a relevant list
Track their response status

List Organization Strategies

By Role and Seniority

Create separate lists for different positions:

Engineering Lists:
├── Senior Frontend Engineers
├── Mid-level Backend Engineers
├── Junior Full Stack Developers
└── Engineering Managers

Product Lists:
├── Senior Product Managers
├── Product Owners
├── UX/UI Designers
└── Product Analysts

By Campaign or Timeline

Organize by recruiting campaigns:

Q1 2024 Hiring:
├── Frontend Engineers - Immediate
├── Backend Engineers - 3 months
├── Product Managers - 6 months
└── Designers - Future

Special Projects:
├── AI/ML Engineers - Project Alpha
├── DevOps Engineers - Infrastructure
└── Security Engineers - Compliance

By Response Status

Track candidate engagement:

Active Pipeline:
├── Not Contacted
├── Message Sent
├── Responded - Interested
├── Responded - Not Interested
├── Scheduled Interview
└── Hired

List Management Features

Tags and Categories

Use tags for cross-cutting organization:

Status Tags: Active, Contacted, Responded, Interviewed
Quality Tags: High Priority, Medium Priority, Low Priority
Source Tags: LinkedIn Search, Referral, Inbound, Conference
Timing Tags: Immediate, 3-Months, 6-Months, Future

List Actions

Perform operations on your lists:

Duplicate Detection: Automatically identify and merge duplicates
Bulk Actions: Update multiple candidates at once
Export: Download your lists in various formats
Archive: Remove old lists while keeping the data

List Analytics

Track list performance:

Response Rates: How well each list performs
Engagement Metrics: Opens, clicks, and responses
Conversion Rates: List-to-interview conversion
Quality Scores: Candidate match quality

Best Practices for List Management

Naming Conventions

Use clear, consistent naming:

Include role and location: “Frontend Dev - NYC”
Add date for time-sensitive lists: “Q1 2024 - DevOps Engineers”
Use prefixes for campaigns: “Campaign A - Senior Designers”
Include seniority level: “Senior Product Managers”

List Size Management

Keep lists focused (50-200 candidates ideal)
Create separate lists for different campaigns
Regular cleanup of inactive candidates
Archive old lists to maintain organization

Data Quality

Verify contact information before adding
Keep notes and tags updated
Remove candidates who’ve opted out
Regular data maintenance and cleanup

Integration with Targets

Lists work seamlessly with your targets:

Auto-population: Lists can auto-populate based on target criteria
Message customization: Different messages for different lists
Performance tracking: Compare list performance against targets
Target optimization: Use list data to improve targets

Common List Scenarios

Startup Hiring

For startups with multiple roles:

Create lists by department (Engineering, Product, Sales)
Subdivide by seniority level
Track urgency and timeline
Monitor response rates by role type

Enterprise Recruiting

For larger companies:

Create lists by business unit
Organize by location and remote preference
Track diversity and inclusion metrics
Monitor time-to-hire by list

Agency Recruiting

For recruitment agencies:

Create lists by client
Organize by role and seniority
Track client-specific requirements
Monitor placement success rates

Troubleshooting

Common Issues

List not updating: Check your filter criteria and refresh Duplicates appearing: Use the duplicate detection feature Poor organization: Review your naming conventions and structure Low engagement: Analyze list performance and optimize

Getting Help

Check the Creating Lists guide
Review Adding Profiles to Lists
Contact support for technical issues