Max Dewar's Recruiting Content Playbook in MENA Tech

The Recruiter Who Wins With Fewer Posts (Seriously)

I was scrolling LinkedIn and had one of those "wait, how is this working?" moments. Max Dewar sits at 11,114 followers with a Hero Score of 78.00, and the part that made me double-take is the pace: 0.3 posts per week. That's not a typo. That's basically "I post when I actually have something" energy.

So I got curious. If Max isn't posting every day, why does his audience still respond so well? And what does his approach look like next to two other strong creators with similar audience sizes: Dylan Arnaud (13,052 followers, Hero Score 76.00) and Annie Duke (13,154 followers, Hero Score 75.00)? After comparing their profiles and thinking through what tends to drive LinkedIn engagement, a few patterns jumped out.

Here's what stood out:

• Max's edge is trust density - he feels like a "real operator" in MENA software hiring, not a content person pretending.
• All three creators win by teaching, but they teach in different ways: practical recruiting, analytics execution, and decision-making frameworks.
• The biggest missed opportunity for Max is simple: a tiny bump in consistency, posted in the right window (13:00-16:00 or 14:00-18:00), could compound fast.

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Max Dewar's Performance Metrics

Here's what's interesting: Max's numbers suggest he gets a lot of engagement relative to the size of his audience. A Hero Score of 78.00 is strong, and when you pair that with a low posting frequency, it usually means one thing: when he does show up, people pay attention. That happens when your network thinks "this person sees what I don't" or "this person says the quiet part out loud".

Key Performance Indicators

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What Makes Max Dewar's Content Work

Before we get tactical, I want to call something out. We don't have full post-by-post data here (tone, hooks, CTA type are marked N/A), so I won't pretend I can quote specific lines from his feed. But we can still learn a lot from the profile context, the metrics, and what consistently works for recruiters with high trust.

And honestly? Recruiting is one of the easiest niches to do badly on LinkedIn. Too many vague "hiring now" posts. Too many humblebrags. Too much recycled advice. So when someone in talent has a 78.00 Hero Score with low frequency, I'm paying attention.

1. Clarity of "Who I Help" (No Guessing)

So here's the first thing I noticed: Max doesn't try to be everyone's favorite career guru. His positioning is narrow and sharp: software engineering recruitment in MENA. That kind of clarity attracts the right people (engineers, hiring managers, founders) and repels the wrong ones (which is good).

When your audience is specific, your content can be specific too. That usually creates comments like, "This is exactly what I'm seeing" instead of generic likes.

Key Insight: Write for one room, not the whole internet: "If you're hiring X in region Y, here's what you're missing."

This works because LinkedIn rewards relevance. And humans do too. People follow the person who feels like a specialist, not the person who sounds like a motivational poster.

Strategy Breakdown:

2. Trust-First Content (Recruiting Needs This)

Recruiting content has a trust problem. Candidates assume they're being sold. Hiring managers assume you're spamming. So the creators who win tend to do something different: they make the reader feel safe.

Max's performance suggests he's built that vibe. My bet is he does it by being direct about the realities of hiring, and by sharing perspective that helps both sides: what candidates do that hurts them, what companies do that slows them down, what actually gets someone hired.

Comparison with Industry Standards:

But here's the thing: trust is built in tiny moments. A sentence that admits uncertainty. A post that respects the reader's time. A take that isn't trying too hard.

3. High Signal, Low Frequency (A Quiet Superpower)

Most people assume more posts equals more growth. Sometimes, yes. But low frequency can win if each post carries weight.

At 0.3 posts per week, Max likely benefits from:

• posting when he has a clear point,
• showing up with something "worth stopping for" (a lesson, a story, a strong take),
• and not training his audience to scroll past him.

Now, would I recommend posting that little if you're building from zero? Probably not. But once you have a network, selective posting can actually raise perceived quality.

Want a practical way to think about this?

Key Insight: If you can't post often, post "finishable" ideas - one point, one takeaway, one reason to comment.

4. Location Advantage Without Overplaying It

Max is based in the United Arab Emirates, working a region (MENA) that a lot of global LinkedIn content ignores. That creates a natural differentiation. People in that market are hungry for local insight, and people outside the market are curious.

Compare that to creators in large, saturated markets: you have to fight harder to sound new. Max can say something normal for his market that still feels fresh to others.

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Their Content Formula

Because tone, hook style, and CTAs are marked N/A, I'm going to do something more useful than guessing "his exact hook." I'm going to map a formula that fits his role and metrics, plus what reliably works for high-trust talent creators.

Content Structure Breakdown

The Hook Pattern

Want to know what surprised me? The best recruiting hooks are rarely clever. They're clear.

Template:

"If you're hiring engineers in MENA right now, here's the mistake that's quietly killing your pipeline."

Other hook examples you can adapt:

• "Most candidates think X matters. It doesn't (not in this market)."

• "A salary range isn't optional anymore. Here's why."

Why this works: it creates immediate specificity. It also signals, "I have context." And context is the currency on LinkedIn.

The Body Structure

A strong Max-style post (and really, a strong recruiter-operator post) usually reads like a mini-briefing: what changed, what it means, what to do.

Body Structure Analysis:

And yes, short sentences help. So do fragments. People are reading on a phone.

The CTA Approach

Recruiting CTAs work best when they invite reality, not applause.

Instead of "DM me for roles" every time, a smarter CTA is:

• ask hiring managers what they're seeing,
• ask candidates what stage is hardest,
• ask engineers what would make them respond to a recruiter.

The psychology is simple: people comment when they feel their experience matters.

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Side-by-Side: Max vs. Dylan vs. Annie

Now, here's where it gets interesting. All three creators have similar audience sizes (around 11k-13k followers). But they win with different "value types." And once you see it, you can't unsee it.

Table 1 - Audience and Performance Snapshot

What I take from this: Max has the highest Hero Score in the set, even with the smallest audience. That's usually a sign of strong resonance per follower.

Table 2 - Positioning Strengths (Why People Follow)

Dylan and Annie are more "teach the skill" creators. Max is more "insider operator". And that insider vibe can be very sticky when done with integrity.

Table 3 - Content Advantage and Risk

And yes, "series" matters. It gives people a reason to come back.

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The One Change I'd Test for Max (Timing + Light Consistency)

We do have one useful tactical clue: best posting times are 13:00-16:00 and 14:00-18:00.

If Max posted just a bit more consistently, even something like 1 post every 10 days, and aimed for that window, I'd expect the audience to re-activate more often. Not because the algorithm is magic, but because humans are habits. If they see you more, they remember you.

A simple cadence that keeps the "high signal" feel:

• Week 1: hiring manager tip
• Week 2: candidate perspective
• Week 3: market note (salary, process, competition)

That's it. No content marathon.

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3 Actionable Strategies You Can Use Today

1. Pick a tiny audience and commit for 30 days - Write like you're only talking to "MENA engineering hiring managers" (or your equivalent). Relevance beats reach.

2. Turn one weekly insight into a repeatable post series - Same structure each time, new lesson. Series builds familiarity fast.

3. End with a reality-based question - Ask what people are seeing, not what they think. It pulls out stories and makes comments easier.

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Key Takeaways

1. Max Dewar's strength is trust density - a 78.00 Hero Score with low posting is a sign his network values his perspective.
2. Specificity is the whole game - "MENA software engineering recruitment" is clear, memorable, and naturally differentiated.
3. Dylan wins with tangible execution, Annie wins with frameworks - seeing these lanes helps you choose your own.
4. A small consistency bump could compound quickly for Max - especially if he posts in the 13:00-18:00 window.

If you try one thing this week, try writing one post that only your exact audience would care about. Then watch who shows up in the comments.

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Meet the Creators

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This analysis was generated by ViralBrain's AI content intelligence platform.