Como Encontrar Novo Emprego Rápido Review and Ads Breakdown

What Is Como Encontrar Novo Emprego Rápido

Como Encontrar Novo Emprego Rápido is the front-end promise used to sell SPE, Seu Próximo Emprego, an online training program for professionals who want a new job faster. The course is described as a set of 25 short, direct video lessons that teach viewers how to rebuild their LinkedIn profile and use the platform more strategically.

According to the presentation, the program is not about motivational career theory. The presenter explicitly distances the course from vague advice about purpose, meditation, or self-discovery. Instead, the VSL positions SPE as a practical, tactical system: adjust each section of your LinkedIn profile, insert the right keywords, increase your visibility, and become easier for recruiters to find.

The course claims to cover profile setup section by section. The presenter says students build their profile together with him, including the headline, about section, experience section, and skills or competencies. The logic is that recruiters search LinkedIn using terms related to job descriptions. If a candidate’s profile does not contain those terms, the person may never appear in recruiter searches.

The offer also includes bonuses. The VSL mentions a LinkedIn artificial intelligence tool that writes profile text, a trilha de aceleração or acceleration track, and a complete interview training. The interview training is added because, according to the presentation, many students began receiving many invitations but still needed help converting interviews into approvals.

In format, this is best understood as a career course plus implementation toolkit. It is not a physical product, not a medical product, and not a supplement. There is no ingredient list because the product is educational content.

The Problem It Targets

The VSL targets the frustration of modern job searching. Its main argument is that many professionals still look for jobs as if hiring worked the same way it did ten years ago. They send resumes, apply to public listings, and wait. According to the presentation, that approach now puts them into a crowded pool with hundreds or thousands of applicants.

The presenter describes a market where having a good resume and a college degree is no longer enough. He says the number of colleges and degree holders has grown, increasing competition for advertised roles. The result, according to the VSL, is that even qualified people become invisible.

The emotional pain is stated sharply: professionals are stuck in low-paying jobs, working under bosses they dislike, or remaining unemployed despite being capable. The transcript says some people in Brazil take 18 months to get a new job. The presenter uses that number to intensify the stakes, connecting long job searches to financial pressure, family pressure, bills, and anxiety.

The VSL also attacks the way people use LinkedIn. It does not say LinkedIn is useless. It says most people use LinkedIn incorrectly, especially by relying on the job listings area. The presentation calls that behavior outdated and contrasts it with the method being sold: making recruiters come to the candidate.

The core pain is not simply unemployment. It is lack of visibility. The prospect is asked to believe that the problem is not necessarily their competence, education, or resume. The problem is that recruiters do not see them at the right moment.

How Como Encontrar Novo Emprego Rápido Works

According to the presentation, Como Encontrar Novo Emprego Rápido works through two main strategies: profile adjustment and increasing a claimed LinkedIn score.

The first strategy is LinkedIn profile adjustment. The presenter compares LinkedIn search to Google. Just as someone searching for a bakery types keywords into Google, recruiters type job-related keywords into LinkedIn. If a recruiter needs an analyst with project experience and agile methodology knowledge, the recruiter may search for terms like analista de projetos and metodologias ágeis. The candidate who has those words in the right places is more likely to appear.

The VSL emphasizes that the profile needs the right words in the right sections. It specifically mentions the title or headline, about field, experience section, and competencies. The claim is that a strong professional can still be ignored if the profile lacks recruiter search terms.

The second strategy is the claimed LinkedIn score. The presenter says LinkedIn gives each profile a score from 0 to 100 and that a higher score increases the chance of appearing earlier in recruiter searches. The transcript does not provide a technical source or official documentation for this score. It simply presents the score as a little-known mechanism that most job seekers ignore.

To raise that score, the course claims to teach small daily actions LinkedIn values. Examples include interacting with the right content, connecting with the right people, and sending the right messages. The presenter frames these actions as simple but strategic.

The promised effect is that the professional stops chasing every public vacancy and starts receiving recruiter contact. According to the presentation, this can lead to more interviews, faster relocation, and even the ability to choose between offers.

It is important to keep the claim in context. The VSL says this method produced results for the presenter and students. It does not prove that every buyer will receive interviews or a job in a specific timeframe.

Key Ingredients and Components

Because Como Encontrar Novo Emprego Rápido is not a supplement, there are no health ingredients, dosages, plant extracts, vitamins, or minerals disclosed in the transcript. The correct equivalent here is the product’s training components.

The first component is the core SPE training, described as 25 short lessons. The presentation says these lessons are direct and practical, designed to show the exact steps needed to adjust a LinkedIn profile and get interviews faster.

The second component is the LinkedIn profile buildout. The presenter says students learn how to fill each section using the structure LinkedIn wants. This includes optimizing the profile title, about section, experiences, and skills with relevant keywords.

The third component is the claimed profile score assessment. According to the VSL, students learn what their score is and receive a simple plan to increase it with a few minutes per day.

The fourth component is the LinkedIn AI tool. This bonus is positioned as a shortcut for people who do not have time or patience to write their own profile copy. The presenter says the AI understands the methodology and writes profile content following the ideal structure.

The fifth component is the acceleration track, described as a detailed action plan with each step needed to get results faster.

The sixth component is the interview training. This is framed as a major bonus because some students were getting many interviews but needed help passing them. The presenter says this training teaches students how to sell themselves, answer common questions, and perform in interviews with HR or managers.

Taken together, the product is not positioned as passive information. It is positioned as an implementation system: rebuild the profile, increase platform activity, trigger recruiter visibility, then convert interviews.

The VSL Hook and Story

The VSL opens with a bold claim: this is literally the easiest way to get a new job and almost nobody knows it. That opening does several things at once. It creates curiosity, implies hidden knowledge, and tells unemployed or unhappy professionals that the answer may be simpler than they think.

The early hook also attacks a familiar behavior: applying through job sites and LinkedIn job listings. The presenter asks why people are wasting time there and says professionals need to forget job sites urgently. This creates an enemy: the old job-search model.

The story then moves into market change. The presenter says that in the past, a good resume was enough. Today, according to him, more people have degrees, more people apply to the same public openings, and companies cannot review every application. This makes the viewer feel that their lack of results may be caused by a system shift, not personal failure.

Next comes the hidden hiring model. The VSL claims recruiters are actively searching for candidates instead of waiting for applications. It says many jobs never reach job sites because they are filled before being publicly advertised. This is the bridge into LinkedIn as the new battlefield.

The personal origin story strengthens the pitch. The presenter says he once applied to more than 120 jobs over six months and only got two interviews. Then, after studying the market, he found claims about fake job postings and active recruiter search. He says he discovered a pattern in how recruiters choose candidates and used it to get approved at Shell, Michelin, and BTG Pactual.

This is classic transformation storytelling. The presenter starts as the frustrated job seeker, discovers the mechanism, gets results, then becomes the guide who teaches others.

Ads Breakdown

The ad angles in this VSL are highly specific. The primary traffic hook is “the easiest way to get a new job that almost nobody knows.” That line is designed to stop people who are actively looking for work but feel that ordinary advice has failed them.

A second ad angle is anti-job-board frustration. The VSL repeatedly says people should stop wasting time on job sites and the LinkedIn job listings field. This angle works because it validates a common experience: applying over and over without hearing back.

A third angle is recruiters are already searching. The presentation claims that more than 80% of recruiters actively search for professionals and more than 90% use LinkedIn to find candidates. Whether or not those numbers are independently verified here, the ad angle is clear: the viewer is missing opportunities because they are not visible where recruiters are searching.

A fourth angle is hidden LinkedIn algorithm knowledge. The claimed LinkedIn score is especially powerful as a hook because it sounds like a behind-the-scenes metric. The viewer may think, “Maybe I am not getting interviews because my profile is ranked too low.” That is a strong curiosity gap.

A fifth angle is fast student results. The VSL uses examples of people receiving contacts in the same week, doing 12 interviews in two weeks, getting three opportunities, or being approved in three processes. These examples make the method feel practical and immediate.

A sixth angle is big-company aspiration. The transcript names companies such as Petrobras, iFood, Itaú, Google, Citibank, Vale, Sicredi, Shell, Michelin, and BTG Pactual. These names function as status markers. They suggest the method is relevant not only for any job, but for desirable employers.

A seventh angle is universal applicability. The presenter says the method works for any professional, regardless of area, experience level, or location. This widens the market and reduces the viewer’s ability to self-exclude.

Psychological Triggers and Persuasion Tactics

The strongest persuasion tactic is problem-agitation-solution. First, the VSL identifies the problem: traditional job applications are crowded and ineffective. Then it agitates the emotional consequences: unemployment, bad bosses, low pay, bills, family pressure, and dread on Monday morning. Finally, it introduces the solution: LinkedIn visibility through SPE.

The second major tactic is the hidden mechanism. The method is not merely “improve your LinkedIn.” It is framed as understanding how recruiters search, how keywords work, and how a profile score influences visibility. This makes the offer feel more proprietary.

The third tactic is authority borrowing. The transcript cites Forbes, recruiter behavior statistics, and well-known companies. It also uses the presenter’s personal approvals at Shell, Michelin, and BTG Pactual as proof of practical expertise.

The fourth tactic is social proof. Student testimonials are used to show that others have applied the method and received interviews. The claimed number of 13,000 students expands that proof from individual stories to scale.

The fifth tactic is scarcity. The presenter says the offer will be released for only a few days and that people who enter today receive bonuses for free. Scarcity is used to push immediate action.

The sixth tactic is price anchoring. Although the main price is not disclosed in the transcript, the bonuses are assigned values: 300 reais for the AI tool and 700 reais for the interview training. This makes the bundle feel more valuable before the actual price appears.

The seventh tactic is future pacing. The viewer is invited to imagine a fair salary, a good company, inspiring leadership, and relief from the emotional weight of a bad job. The course is therefore not sold only as interview volume. It is sold as a lighter life.

Scientific and Authority Signals

This VSL does not rely on medical science or clinical research. Its authority signals are market, platform, and career based.

The first authority signal is the cited Forbes article. The presenter says he found a Forbes piece claiming that 81% of recruiters admitted their companies publish fake job openings. The VSL uses that claim to explain why applying to advertised jobs can feel futile. The transcript does not provide the article title, date, or direct quote, so a cautious review should treat it as a cited claim from the presentation, not as independently confirmed evidence.

The second authority signal is recruiter behavior. The presentation says more than 80% of recruiters search actively for professionals. It also claims more than 90% of recruiters use LinkedIn actively to find candidates. Again, these numbers are presented as claims inside the VSL.

The third authority signal is the presenter’s personal career story. Michel says he was approved at Shell, Michelin, and BTG Pactual, even without being the most technically prepared candidate and without financial market experience in the BTG case. The point of this story is to suggest that hiring success depends on understanding recruiter decision behavior, not only credentials.

The fourth authority signal is company name-dropping. The VSL mentions students or professionals being called by or working at companies such as Petrobras, iFood, Itaú, Google, Citibank, Vale, and Sicredi. These references increase perceived legitimacy and aspiration.

The fifth authority signal is volume. The presenter claims he has helped more than 13,000 students and calls SPE the method that most relocates professionals in the market. That is a strong claim, but the transcript does not include third-party verification.

What Real Buyers Say

The buyer clips in the transcript focus on speed, recruiter contact, and interview volume. One person says, “Eu falei assim, foi uma mágica mesmo.” Another says, “Ele não tava mentindo, é muito verdade isso.” These quotes are used to make the method feel surprisingly effective.

Several testimonials emphasize interviews starting quickly. One buyer says, “Em duas semanas, eu fiz 12 entrevistas.” Another reports, “Em questão de duas semanas, eu fui chamado pra três locais diferentes.” Another says that after remodeling LinkedIn over the weekend, interviews started on Tuesday and more came by Friday.

The strongest social proof is not just that people got interviews, but that they describe choice. One testimonial says, “Eu fui aprovada em três processos.” Another mentions an HR person asking what salary the candidate wanted, although the candidate did not accept because of quality-of-life concerns.

There is also a comparison between different timelines: one person says their result was two weeks, while another took one month, but the offer was very good. The VSL uses this to suggest that results can vary while still being faster than the 18-month job-search pain introduced earlier.

The transcript claims students average 25 days to relocation. That is one of the biggest numerical claims in the VSL. A careful reader should treat it as a marketing claim from the presentation unless separate verification is provided.

The Offer / Pricing / Risk Reversal

The main offer is access to SPE, Seu Próximo Emprego. The course includes 25 short lessons and is positioned as a step-by-step method for LinkedIn optimization and recruiter visibility.

The main price is not disclosed in the provided transcript. That matters. The VSL anchors the value of bonuses but does not reveal the final purchase price in the portion supplied.

The first bonus is the LinkedIn AI tool, said to be normally sold separately for 300 reais. According to the presentation, this tool writes the LinkedIn profile content in seconds and follows the methodology taught in the course.

The second bonus is the trilha de aceleração, or acceleration track. It is described as a detailed action plan with the steps students should follow to get results faster.

The third bonus is the complete interview training, which the presenter says he has previously sold for 700 reais. This bonus is meant to help students convert the interviews generated by the LinkedIn method.

The transcript does not disclose a money-back guarantee, refund window, payment plan, or full terms. The urgency is clear, however. The presenter says access is being released for a few days, that his team may dislike the special offer, and that people who enter today receive the bonuses for free.

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

According to the presentation, Como Encontrar Novo Emprego Rápido is for professionals who are tired of applying to public jobs without response. It is especially aimed at people who believe they are qualified but invisible.

It may be relevant for someone who already has or is willing to build a serious LinkedIn profile. Since the method depends heavily on LinkedIn, it is not ideal for someone unwilling to use the platform or interact with recruiters there.

It is also aimed at people who want practical steps. The presenter repeatedly says the training is not motivational fluff. The buyer should expect profile writing, keyword work, connection strategy, visibility actions, and interview preparation.

It is not for someone looking for guaranteed employment. The transcript makes strong claims, but no guarantee is disclosed in the provided material. It is also not for someone who expects a passive solution. The VSL describes daily actions and profile restructuring, so implementation is part of the offer.

It is also not a supplement, health product, or medical solution. There are no ingredients and no health claims in the transcript.

Frequently Asked Questions

What is Como Encontrar Novo Emprego Rápido?

It is a career training offer built around SPE, Seu Próximo Emprego, a program that teaches LinkedIn profile optimization and recruiter visibility strategies.

Is this a supplement?

No. Based on the transcript, it is an online job-search training program, not a supplement.

What does the course claim to teach?

The course claims to teach how to adjust LinkedIn profile sections, use recruiter keywords, raise a claimed LinkedIn profile score, take daily visibility actions, and prepare for interviews.

Does the VSL disclose the price?

No. The supplied transcript does not disclose the main price.

What bonuses are included?

The VSL mentions a LinkedIn AI writing tool, an acceleration track, and a complete interview training.

Is there a guarantee?

No guarantee is disclosed in the provided transcript.

What results does the VSL claim?

The presentation claims students average 25 days to relocation, that more than 13,000 students have been helped, and that some students received interviews within days or weeks.

Can anyone use the method?

According to the presenter, it can be used by professionals in any area, at any experience level, and from any location. That is the claim made in the presentation.

Final Take

Como Encontrar Novo Emprego Rápido is a direct-response career offer built around a clear market insight: many job seekers focus on public applications while recruiters increasingly search for candidates directly. The VSL’s strongest angle is that the viewer may not need to apply harder; they may need to become more visible.

The offer is compelling because it names a familiar frustration, offers a specific mechanism, and supports the pitch with student testimonials, company names, and claimed student volume. The most distinctive part of the positioning is the combination of LinkedIn keywords and a claimed LinkedIn score.

The main caution is disclosure. The transcript does not provide the actual price, refund terms, technical proof of the score mechanism, or third-party verification of student outcomes. The claims are specific and persuasive, but they should be treated as claims from the presentation.

For a professional who already sees LinkedIn as important and wants structured help improving recruiter visibility, SPE may sound aligned with the problem. For someone expecting guaranteed employment, verified placement numbers, or a fully disclosed offer before purchase, the transcript leaves important questions unanswered.

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.