Como Atrair Recrutadores Review and Ads Breakdown

What Is Como Atrair Recrutadores

Como Atrair Recrutadores is presented as a career strategy offer focused on making recruiters come to the candidate, primarily through LinkedIn. Inside the transcript, the actual program name mentioned is LinkedIn em Ação. The offer includes 20 recorded, practical classes, a step-by-step profile-building process, a method for identifying the keywords recruiters use, and guidance for improving what the presenter calls a LinkedIn profile score.

The core premise is simple: the traditional resume-based job search is positioned as outdated, while LinkedIn search is positioned as the modern hiring engine. The presenter says recruiters do not want to spend hours reviewing piles of irrelevant resumes. Instead, she claims they open LinkedIn, search for specific terms, identify candidates, and invite those candidates into hiring processes.

The offer is therefore not just about making a profile look better. It is about making a profile findable. According to the presentation, the user should learn how to structure the title, about section, experience section, and skills section so the LinkedIn algorithm can return that profile when recruiters search for specific roles, locations, and competencies.

The transcript also introduces two bonuses. The first is an exclusive AI assistant that allegedly structures the profile from scratch, section by section, in seconds. The second is Operação Turbo, described as a detailed action plan with the actions users should take inside LinkedIn to increase their profile score and visibility.

The Problem It Targets

The main pain point is not unemployment alone. It is the emotional exhaustion of being ignored. The VSL opens by describing the viewer as someone tired of being treated like trash, tired of sending hundreds of resumes, and tired of receiving silence. That is a very deliberate direct-response opening because it validates the viewer’s private frustration before introducing the product.

The presentation then reframes the cause of the problem. According to the presenter, the issue is not the viewer’s competence. The issue is that the viewer is using a tool she calls inefficient for the high-level market: the resume. The phrase used in the transcript is severe. The presenter says the resume, for the high-level market, is “lixo,” or trash. That language is aggressive, but it serves a strategic purpose: it creates a clean enemy.

The second major problem is the hidden job market. The VSL claims viewers are competing for only 20% of jobs that are public, while the other 80% are hidden. Later, the transcript says studies show 60% to 80% of open roles are not disclosed anywhere, although no specific studies are named. According to the presentation, these hidden roles are often the better ones: higher pay, more growth, and stronger career potential.

The third problem is invisibility on LinkedIn. The presenter says many people have LinkedIn profiles and still receive no recruiter approaches because simply having a profile is not enough. In her telling, the profile must be engineered around recruiter search behavior.

This is the emotional sequence of the VSL: you are frustrated, it is not your fault, the system changed, your current strategy is outdated, and there is a hidden mechanism you can learn.

How Como Atrair Recrutadores Works

According to the presentation, Como Atrair Recrutadores works through two main strategies: keywords and profile score.

The keyword argument is the clearest and most concrete part of the pitch. The presenter compares LinkedIn search to Google search. If someone searches Google for a dentist in Porto Alegre, they might type “dentist” and “Porto Alegre.” The VSL says recruiters behave similarly on LinkedIn. If a recruiter needs a marketing specialist with branding, CRM, and Rio de Janeiro experience, the recruiter may search for terms such as marketing specialist, branding, CRM, and Rio de Janeiro.

The program allegedly teaches users how to identify the words recruiters use to find professionals like them and then distribute those terms correctly across the LinkedIn profile. The specific sections mentioned are title, about, experience, and skills.

The second mechanism is the profile score. The presenter claims LinkedIn gives each profile a score from 0 to 100 and that a higher score gives the profile more advantage in recruiter searches. The ideal score, according to the presentation, is above 60. The VSL does not provide independent documentation for this score, and it does not show the scoring system inside the transcript. So this should be treated as a claim from the presenter.

To improve this score, the presentation says users must take specific actions inside LinkedIn: interact with the right content, connect with the right people, and maintain activity that the algorithm values. The VSL says these are not complex actions, but they must be strategic.

Taken together, the mechanism is: identify the right search terms, place them into the profile, increase platform activity in a structured way, and make the profile more likely to appear in recruiter searches.

Key Ingredients and Components

Because Como Atrair Recrutadores is not a supplement, there are no health ingredients, botanical extracts, dosages, or capsules disclosed in the transcript. Any ingredient-style analysis would be misleading. The relevant components are educational and operational.

The first component is the 20-class recorded training. The presenter says the lessons are objective and hands-on, and that users build the profile alongside her section by section.

The second component is the keyword method. This is the central instructional asset. The user is supposed to learn how to find the words recruiters use and then apply them in the profile.

The third component is the LinkedIn profile structure. The VSL says users are taught how to fill each section using what the presenter calls a structure the algorithm loves. Again, that is the presentation’s wording and claim.

The fourth component is the profile score plan. The presenter says she shows users their profile score and gives a specific plan to raise it.

The fifth component is the AI assistant bonus. This is positioned as a shortcut for people who do not have time to find keywords or write their own profile. According to the VSL, the assistant writes the profile in seconds using the method’s structure.

The sixth component is Operação Turbo, a detailed action plan for profile activity. The goal, according to the presentation, is to increase visibility and begin receiving recruiter contact.

The seventh component is individual support contact. The presenter says users can contact the support team if they have questions along the way.

The VSL Hook and Story

The main VSL hook is confrontational: recruiters are doing something with your resume, and the presenter knows because she was one of them. This immediately creates curiosity. The viewer wants to know what recruiters are doing and why the presenter has authority to reveal it.

The story then moves into personal transformation. The presenter says she was a psychology student, deeply insecure, rejected from every selection process, and close to giving up on her field. Then she says she was approved for an internship in recruitment and selection at a technology company in Porto Alegre. That is the origin story. She moves from rejected applicant to insider.

Once on the other side of the table, she says her worldview changed. She claims she realized that the way she and most people searched for jobs was wrong. The VSL uses this discovery to build the product’s credibility: the method was not invented in theory, it was allegedly learned by watching how companies actually hire.

The story escalates with her own results. She says she obtained a role at BTG Pactual, the largest investment bank in Latin America, and later her dream role at Nubank, without sending a resume. She also claims she received more than 100 recruiter approaches over the years, including from companies such as Google, Amazon, Itaú, Uber, and international companies offering remote jobs with dollar salaries.

The strongest emotional claim is her income shift. According to the presentation, she went from R$1,800 per month to more than R$350,000 per year in two years. This is not presented as magic, but as the consequence of mastering the method. Still, readers should interpret it as the presenter’s claimed personal result, not a typical or guaranteed outcome.

Ads Breakdown

The ad angles for Como Atrair Recrutadores are very clear because the VSL itself contains several hooks that could be used as traffic creative.

The first ad angle is resume rejection shock. The line “this is what recruiters are doing with your resume” creates an open loop. It implies that the viewer’s effort is being wasted behind the scenes.

The second angle is former recruiter confession. The presenter says she knows because she was a recruiter. This turns the ad into an insider reveal rather than a generic career tip.

The third angle is hidden job market access. The claim that only 20% of jobs are public while the best 80% are hidden is one of the strongest hooks. It makes the viewer feel they have been playing on the wrong board.

The fourth angle is LinkedIn as the Google of talent. This phrase gives the mechanism a memorable label. It also makes the strategy easy to understand: recruiters search, LinkedIn returns profiles, and the user needs to be searchable.

The fifth angle is algorithm invisibility. The VSL says the viewer may be qualified but invisible if the right keywords are missing. This is powerful because it separates self-worth from outcome.

The sixth angle is salary transformation. The claim of going from R$1,800 monthly to more than R$350,000 yearly is a dramatic personal-result hook.

The seventh angle is speed and proof. The presentation claims more than 1,000 professionals were placed in the last year, with an average of 42 days. These claims are used to make the method feel validated at scale.

The eighth angle is AI shortcut. The AI assistant bonus appeals to people who want the result but feel they lack time or writing skill.

Psychological Triggers and Persuasion Tactics

The first major trigger is authority bias. The presenter repeatedly references her recruitment experience, including hiring for Nubank and BTG Pactual. She claims to have made more than 1,000 hires. This gives the viewer a reason to believe she understands the hiring process.

The second trigger is problem redefinition. Instead of telling the viewer they need to become better, the VSL tells them they need a better method. This reduces shame and increases receptivity.

The third trigger is the hidden mechanism. Direct-response offers often perform better when they identify a specific overlooked mechanism. Here, the mechanism is not confidence, networking, or interview practice. It is LinkedIn keyword visibility plus profile score.

The fourth trigger is social proof. The VSL claims more than 1,000 professionals were repositioned in the last year. It also cites examples involving iFood, Nubank, Google, Shein, Shopee, remote dollar-paying roles, six proposals, and trainees tripling salary. The transcript does not provide verbatim buyer testimonials, names, screenshots, or detailed case studies, so these remain presentation claims.

The fifth trigger is anchoring. The presenter says prior students paid more than R$1,000, that she had been charging R$1,500, and that the AI assistant alone is sold separately for R$397. Against that, the current price of 12x R$24.64 or R$297 upfront is made to feel small.

The sixth trigger is risk reversal. The 7-day unconditional guarantee is framed as making the risk 100% the seller’s.

The seventh trigger is urgency. The offer is described as available for only a few days and possibly never again at the same price with the same bonuses.

The eighth trigger is identity contrast. The viewer is asked to choose between staying invisible, trying alone for months, or clicking the button and getting help.

Scientific and Authority Signals

There are no scientific health studies in the transcript because this is not a health product. The main authority signals are professional rather than scientific.

The presenter identifies herself as a psychologist by training and says she worked in recruitment and selection. She also says she became a senior recruiter at Nubank and hired for major companies including Nubank and BTG Pactual. These details are used to position her as someone who has seen how recruiters operate from the inside.

The VSL also references unnamed studies claiming 60% to 80% of open jobs are not publicly advertised. Because the transcript does not name the studies, publications, authors, or dates, this claim cannot be independently evaluated from the transcript alone. A careful reader should treat it as a cited claim without visible sourcing inside the VSL.

The LinkedIn usage claim is another authority signal. The presenter says more than 90% of recruiters worldwide use LinkedIn and that it is the main, and often only, source of candidates for large companies. Again, the transcript does not provide a source citation, so this should be treated as a claim made in the presentation.

What Real Buyers Say

The transcript does not include 10 to 15 verbatim buyer testimonial quotes. That is important. It includes result claims and examples, but not full first-person customer statements.

The presentation says more than 1,000 professionals were repositioned in the last year through the method. It claims an average time of 42 days, compared with what it describes as a market average of six months to one and a half years. It also claims students achieved at least 50% salary increases.

The examples mentioned include professionals repositioned at iFood and Nubank, a person repositioned at Google in 40 days after trying four months with an expensive consultancy, a remote role paid in dollars with double the salary, a trainee tripling salary, a person repositioned at Shein in 40 days, a student with six offers, and mentions of Shopee.

These examples are persuasive, but they are not detailed buyer testimonials in the transcript. They lack names, direct quotes, dates, screenshots, role titles, and before-and-after documentation. For an editorial review, the right conclusion is that the VSL uses strong social proof claims, but the provided transcript does not contain enough buyer-level evidence to verify them.

The Offer / Pricing / Risk Reversal

The offer is structured around a large value stack. The core program, LinkedIn em Ação, is said to include the full method in 20 objective, hands-on classes. The buyer gets immediate and lifetime access, including future updates, according to the presentation.

The stated price is 12 installments of R$24.64 or R$297 upfront. The VSL compares this to the previous price of R$1,500 and says other people paid more than R$1,000 for the same knowledge. The presentation also values the AI assistant at R$397 when sold separately.

The bonuses are important to the perceived value. The AI assistant is aimed at the objection “I do not have time.” The Operação Turbo plan is aimed at the objection “I do not know what to do next.” Together, they make the purchase feel more complete than a simple course.

The risk reversal is a 7-day unconditional guarantee. The presenter says buyers can request their money back if they dislike the content, dislike her, or decide it is not for them. That is a strong guarantee framing, although buyers should always verify refund terms on the checkout page before purchasing.

The urgency is explicit. The presenter says the viewer may never see the offer again at that price and with those bonuses if they close the page.

Who This Is For (and Who It Isn't)

According to the transcript, Como Atrair Recrutadores is for people in the corporate world who want to be found by recruiters through LinkedIn. The presenter says it applies to any corporate area and any experience level, from interns and trainees to executives seeking leadership roles.

It may appeal most to professionals who already have some marketable experience but are not getting recruiter attention. It may also appeal to people who know LinkedIn matters but do not understand how recruiters search.

It is not positioned for people outside the corporate hiring ecosystem. If someone works in a field where LinkedIn is not a meaningful recruiting channel, the fit may be weaker. It also is not for someone expecting a guaranteed job. The presentation makes strong result claims, but no ethical review should interpret those as guaranteed outcomes.

It is also not for people looking for a traditional resume-writing service only. The VSL is explicitly anti-resume as the main strategy. The program’s claimed mechanism is LinkedIn search visibility.

Frequently Asked Questions

What is Como Atrair Recrutadores?
It is a career education offer based on the transcript, centered on the LinkedIn em Ação program. It claims to teach users how to structure LinkedIn so recruiters can find them.

Is Como Atrair Recrutadores a supplement?
No. The transcript is not for a supplement or health product. It is a job-search and LinkedIn optimization offer.

What does the program claim to teach?
The presentation claims it teaches recruiter keyword research, LinkedIn section optimization, profile score improvement, and strategic platform activity.

Does the transcript disclose ingredients?
No. There are no ingredients because this is not a supplement. The disclosed components are lessons, templates or methods, AI support, an action plan, and support contact.

How much does it cost?
The VSL states 12x R$24.64 or R$297 upfront.

What bonuses are included?
The bonuses mentioned are an exclusive AI assistant and Operação Turbo, a detailed LinkedIn action plan.

What guarantee is offered?
The presentation claims a 7-day unconditional guarantee.

Who is it for?
According to the VSL, it is for corporate professionals across experience levels who want recruiter visibility through LinkedIn.

Final Take

Como Atrair Recrutadores is a sharp direct-response career offer built around one core insight: job seekers may be overinvesting in resumes while recruiters are searching LinkedIn for candidates. The VSL is persuasive because it gives the viewer a concrete mechanism: keywords, profile structure, and visibility actions.

The strongest parts of the pitch are the specificity of the LinkedIn search explanation, the presenter’s claimed recruiter background, and the clear value stack of lessons, AI assistant, action plan, support, and guarantee.

The weaker part is evidence depth. The transcript includes impressive claims about 1,000+ placements, 42-day average relocation, and 50% salary increases, but it does not provide verbatim buyer testimonials, named case studies, or cited research details. That does not mean the claims are false; it means this transcript alone does not verify them.

For research purposes, the offer is best understood as a LinkedIn visibility and recruiter attraction training, not a magic job guarantee. Anyone evaluating it should separate the plausible mechanism from the dramatic outcomes and review the checkout terms, support details, and guarantee conditions before buying.

Disclaimer: This article is for research and educational purposes only. It is not medical, legal, or financial advice, and it is not affiliated with the product or its makers. Always consult a qualified professional before making health or financial decisions.