LinkedIn thought leader ad examples

AVOID THIS MANAGEMENT MISTAKE: Everyone tells you to focus on the process to achieve the goal...they're WRONG. This was initially a surprise to me. Consultants, experts, the orthodoxy all push process. And who was I going to believe, them or my lying eyes??? When you're leading a team, the goal is paramount. The process should be solid, but the purpose must tower over it. Otherwise, you and your team will hide inside the process, with accountability, growth, and scale forever just out of reach. To find out more about how iLocatum can help your your hiring process: https://lnkd.in/eNRybMUu

DON'T PUSH MARGINAL CANDIDATES INTO THE PIPELINE...It's not good for the candidates, the clients or you. When you submit marginal candidates, you exchange short term pleasure for long term pain. Choose satisfaction tomorrow over the dopamine boost today. To find out more about how iLocatum can help your your hiring process: https://lnkd.in/eNRybMUu

What started as 1 contractor placement for this client not too long ago is quickly turning into a full team onboarding I'm grateful to be able to say this isn't a unique interaction. After placing 1-2 contractors, we typically see a request to add more within the first 1-3 months Since we only place the best possible candidates, this is exactly what we expect to happen. Our clients see the value in our service almost immediately and it becomes a no-brainer to scale from there

Ele precisou de apenas 2 Entrevistas para ser Contratado Ele teve urgência de parar de ser “mais um bom currículo”, urgência de conseguir o emprego que ele sabia que merecia Antes disso, o cenário era o clássico: perfil ok, experiência bom, mas nada que fizesse o recrutador parar, ler e priorizar Quando o perfil passou a comunicar nível, clareza e encaixe em poucos segundos, a dinâmica mudou completamente 👉🏻 SÓ foram apenas 2 entrevistas, uma com o RH, outra com o gestor Resultado? CONTRATADO Nas palavras dele, a minha Mentoria tem um diferencial que vai te ajudar a passar nas entrevistas, para finalmente ser contratado O meu Método Perfil Glorioso é o único que: ➡️ Combina Marketing, Análise de Dados e Growth para reposicionar sua imagem profissional e ensinar você a se vender no digital como um profissional de alto nível, com clareza, prioridade e encaixe ➡️ Aplica uma mentoria totalmente personalizada, construída a partir da sua realidade, histórico e objetivo de carreira, nada de soluções genéricas ➡️ Utiliza técnicas estratégicas que fazem seu perfil ser encontrado antes dos concorrentes, aumentando relevância, busca ativa e SSI de forma intencional Além de muitas outras estratégias que faz você ser Contratado, mas eu vou deixar que você descubra só quando clicar no link ⚠️ A lista de espera da minha Mentoria ainda está aberta, mas SÓ para os 10 primeiros que se Cadastrarem hoje Você precisa se decidir se quer virar o jogo nesse ano de 2026 ou continuar onde está 👀 Clique aqui agora 👉🏻 https://lnkd.in/dWX89jUr

O dia em que meu funcionário saiu, e fiz ele ser Contratado em 7 dias O Elias Pinheiro Braga trabalhava com dados aqui na minha empresa 1 SEMANA - 6 ABORDAGENS - 4 ENTREVISTAS - CONTRATADO Quando precisei fazer uma demissão difícil, eu não deixei ele ir embora sem antes ajudar a preparar o perfil dele pro mercado Em uma semana aplicando o Método Perfil Glorioso, 6 RH entraram em contato, muitas empresas visitando o perfil, e uma delas foi direto no ponto: "A gente precisava de alguém com background tech e tráfego pago, e foi exatamente isso que encontramos no seu perfil" Duas entrevistas na mesma semana com essa empresa, passou nas 3 etapas, e foi contratado Nem tinha terminado o Método inteiro ainda O que estava travando antes 👇🏻 ❌ Título sem a combinação de palavras-chave que recrutadores de tech e tráfego pago usam pra filtrar candidatos com esse background ❌ Perfil invisível nas buscas, com poucas visitas e zero abordagens espontâneas de recrutadores ❌ Cargo descrito sem o vocabulário que traduz a interseção entre dados e tráfego pago, o que tornava o perfil genérico demais pra atrair a empresa certa O que ajustamos juntos 👇🏻 ✅ Título reescrito com as palavras-chave exatas que recrutadores de tech e performance digitam quando buscam esse perfil ✅ Cargo ajustado pra comunicar claramente a combinação de background técnico e tráfego pago que o mercado estava precisando ✅ Perfil reconfigurado pra aparecer nas buscas certas, o que multiplicou o número de visualizações em poucos dias Se você quer que o mercado venha até você antes mesmo de você terminar de ajustar o perfil, as vagas pra mentoria estão ABERTAS Mas corre, que é por tempo limitado Clica aqui e vem falar comigo hoje 👉🏻 https://lnkd.in/dUQZFDX7

I bet you hate working with at least one of your marketing agencies, and I can tell you exactly why. It is usually a combination of: -The person selling you is not the one doing the work. -Employees are overstaffed on projects. -The agency did a good job one month, so they can take their foot off the gas the next knowing you won't churn. Good agencies are worth their weight in gold, but the bad ones typically are hiring an overseas person, who may not even be that good, to just follow templated SOPs on how to do the work. I've talked with overseas SEO contractors responsible for up to 20 different companies at their company. It isn't possible to do good work at that volume. So here is my pitch to you, instead of hiring an agency, take the best overseas contractor you can find and put them on the job. I'd love to chat hiring overseas and how to turn your marketing into a machine: www.hireoverseas.com/book

Noch 7 Tage. Dann stehen wir auf der Bühne. 🎤 🚀 Am 15. September ist es soweit: heycare ist im Finale des HR Innovation Award bei der Zukunft Personal Europe in Köln. Ich gebe nicht viel auf Hype, aber das hier fühlt sich wirklich besonders an. Wir haben heycare gegründet, weil wir an echte Prävention und echte Unterstützung in der Arbeitswelt glauben. Und jetzt stehen wir dafür auf einer der größten HR-Bühnen Europas. Drückt uns die Daumen! 🤞 Und wenn ihr sowieso in Köln seid: Ich freue mich riesig auf persönliche Begegnungen. Kommt gerne vorbei, sagt Hallo und lasst uns quatschen. Für genau solche Momente liebe ich diese Branche. 📅 15. September 2026 | 14:30 – 15:30 Uhr 📍 Zukunft Personal Europe, Köln Wer kommt? Schreibt mir gerne, dann können wir uns direkt verabreden! 👇 #HRInnovationAward #heycare #ZPEurope2026 #Köln #HRCommunity

Poppi University is harder to get into than Harvard right now. 2.27% acceptance rate. We've been running poppi's college program for many years and have watched it grow rapidly. Brands that build real relationships with Gen Z on campus during those formative years are the ones creating customers for life. They're moving culture first. That's why we built Home From College. Because campus activation isn't just a growth tactic. It's where loyalty actually gets formed. Written by Annabel Burba: https://lnkd.in/gMcnFUgz

This week, meet Chase 🗣️ There are a lot of sourcing agents being released… most of which are just a UI layer on publicly available data. Whilst that’s useful for research, it isn’t sourcing in our opinion. Chase is different. He’s the first AI recruiter we’ve seen that not only identifies relevant talent, but actually engages candidates, qualifies them and presents you with a shortlist of interview-ready talent 🤯 Built for teams that are time-poor and don’t have the bandwidth to spend hours proactively sourcing, Chase is already holding tens of thousands of conversations with candidates every week. How he works: 🧠 Takes a live brief to learn what you're hiring for - beyond the job description 🔎 Sources and qualifies candidates from exclusive communities and passive networks 💡 Shares real market insight to guide your must-haves and nice-to-haves And the most important part: delivers interview-ready talent straight to your calendar 📅 The result? Meet qualified, interested candidates without managing the process. Only your expertise required for interviews, not your time for sourcing. Watch me break down how Chase works 👇

Not having a seat at the strategic table can be scary. Instead of feeling like Harry Potter under the stairs this Halloween, Stacy shares that claiming a seat at the table has broadened perspectives and given her team a complete view of data and analytics to drive smarter decisions at PayPal. How are you turning uncertainty into influence in your programs? #workforceplanning #CWSinsights #CWleadership

Chris put it simply: if you can't explain a solution's value in 30 seconds, you probably don’t understand it. That really resonated with me. In the contingent workforce, tools should move you from A to B faster, not bury you in complexity. Our job is to create clarity for clients, suppliers and talent. But, simplifying value is harder than it looks, especially when you’re selling innovation. The next time you’re selling or securing buy-in, make sure to consider how you will define the value in 30 seconds! #CWSInsights #TalentTech #ProgramStrategy

Q3 was a record breaking quarter on hackajob 🔥 🚀 Always love pulling together slides for our monthly all hands session. We move at breakneck speed and it can be easy to forget how much our team achieves in a 3-month period. Some highlights from Q3: Qualified candidates grew 78% QoQ. This is our north star metric as it captures intent from both sides - companies want to interview the candidate and the candidate wants to interview with the company 💚 The first ever non-tech hire was made on hackajob 😱 more on this later 👀 Highest new business quarter of the year so far 📈 (though fully expect Q4 to smash through that) And of course, releasing our triplets, Archer, Chase & Thena, to the world 🥹 I've never been this bullish on hackajob as we head into Q4. We've got a team firing on all cylinders, products that genuinely solve modern challenges in hiring and a crazy amount of momentum behind us. Onwards 🚀🚀🚀 (Yes we run an offset Feb-Jan financial year AMA 🙃)

Uma matéria muito interessante na Economia PR. Link: https://lnkd.in/dNmV-EWP #automacao #vagas #empresa #empregos

Por que cada vez mais empresas estão apostando no Outsourcing de TI? Em um cenário onde inovação é essencial e agilidade é diferencial competitivo, terceirizar sua operação de TI deixou de ser uma alternativa — virou uma estratégia. 🔹 Redução de custos operacionais; 🔹 Acesso imediato a especialistas qualificados; 🔹 Escalabilidade sob demanda; 🔹 Foco total no core business; Ao contar com uma equipe especializada de forma externa, sua empresa ganha velocidade, segurança e performance, sem precisar lidar com os desafios de contratação, gestão ou retenção de talentos. Seja para desenvolver produtos, sustentar aplicações ou estruturar times ágeis, o outsourcing entrega resultados reais. Quer saber como transformar sua TI em uma vantagem estratégica? Me manda um direct. #Outsourcing #Tecnologia #Inovação #TransformaçãoDigital #TI #Negócios #Gestão #Agilidade #Koud

"WENN DEINE FREUNDE VON DER BRÜCKE SPRINGEN, SPRINGST DU DANN AUCH?" Haben Sie in Ihrer Kindheit schon einmal diesen Satz von Ihren Eltern gehört? Okay, ein harter Vergleich, gebe ich zu. Aber ähnlich erlebe ich es täglich in #Familienunternehmen: „Das hat der Papa auch schon so gemacht.“ Ist das aber wirklich eine Strategie? Ich sage ganz klar: Nein, das ist ein Stoppschild🛑. Es hindert den Fortschritt, die Weiterentwicklung. Als Vater weiß ich: Auch wir machen nicht immer alles richtig. In Familienunternehmen sehe ich oft, wie Veränderung mit Loyalität verwechselt wird. Tradition ist wertvoll, aber kein Grund, im Gestern zu leben. Ich glaube fest daran, dass Mut zur Veränderung der Schlüssel zur Zukunft ist. 👉🏼 Wie offen sind Sie für neue Wege? Lassen Sie uns darüber sprechen: https://lnkd.in/eNAbWPWh #recruiting #executivesearch #leadership #headgate

𝐂-𝐋𝐄𝐕𝐄𝐋 𝐅𝐄𝐇𝐋𝐁𝐄𝐒𝐄𝐓𝐙𝐔𝐍𝐆? 𝐃𝐀𝐒 𝐈𝐒𝐓 𝐃𝐀𝐒 𝐓𝐄𝐔𝐄𝐑𝐒𝐓𝐄 „𝐄𝐗𝐏𝐄𝐑𝐈𝐌𝐄𝐍𝐓“ 𝐈𝐇𝐑𝐄𝐒 𝐋𝐄𝐁𝐄𝐍𝐒. Wir haben in einer aktuellen Erhebung von über 2.500 Executive Search Projekten aus diesem Jahr die Verbleibquote ausgewertet: Über 98,4 % der Nachbesetzungen via Headgate sind im Unternehmen geblieben und haben nachweislich ihre Bereichen vorangetrieben. Die restlichen 1,6%? Für die stehen wir gerade - mit unserer 24-Monats-Garantie. 📧👉🏼 Wollen Sie auch bis zu einem siebenstelligen Betrag für Fehl-Nachbesetzungen sparen? Dann schreiben Sie mich via LinkedIn Nachricht an. Ich teile gerne weitere Insights mit Ihnen.

As we enter the last week of advertising, there is still time to explore the CEO opportunity at Canberra Glassworks Canberra Glassworks is the largest glass making facility in the Southern Hemisphere dedicated to studio glass. Its state-of-the-art studios, contemporary exhibitions and unique visitor experiences attract artists, students and the wider community, and is supported by strong engagement across the arts sector. Working with the Board, the CEO will strengthen artistic identity, build financial sustainability across grants, philanthropy and commercial activity, and lead a committed team within a collaborative workplace. If you would like the candidate information pack or a confidential discussion, contact me on 02 6108 4878 or [email protected] or apply directly here: https://bit.ly/49S4lQq #CanberraGlassworks #CEOopportunities #ExecutiveRecruitment

I’m proud to partner with Icon Water to find a Data Engineer who will build best practice data models and help teams make confident, data driven decisions. This is a unique permanent opportunity to contribute to a major digital and data transformation within a collaborative and growing team. If you enjoy developing Power BI dashboards, writing DAX, building dataflows, refining semantic layers, and working across on-prem and cloud data sources, this is a great opportunity to create scalable, well-structured analytics solutions. Learn more and apply here: bit.ly/H1DTGrecruitment Alternatively, contact me on 02 6108 4878 or email [email protected] #DataAnalyticsEngineer #IconWater #DigitalTransformation

Headless CRM is here. Headless ERP is underway. Headless HCM is already in motion. Your HCM holds years of workforce data. The question was never whether that data was valuable - it was whether you could actually use it. The answer just changed. For two decades, HR leaders have been offered one real choice: wait for your HCM vendor's roadmap, or rip everything out and migrate. The upgrade cycle never ends - and neither does the bill. That model is cracking. And the reason runs deeper than cost. HCMs were built for a world of static talent - fixed roles, clear lines, people who stayed in their lane. When your HCM vendor adds AI inside that same architecture, the intelligence is still trapped inside the same walls. The architecture itself needs to change - and there's already a proven pattern for exactly that. The same pattern that broke ERP is coming for HCM. Decouple the experience layer from the system of record, and suddenly your years of configuration and data aren't a cage - they're a foundation. The system of record remains the backbone. The head becomes intelligent: the agentic layer that orchestrates workforce action across it; you have a new system of action. This isn't theoretical. One of the largest CRM platforms has already processed nearly a trillion API calls through its headless architecture, letting customers reach their data from any interface. And when a major HR platform reversed its decision to lock AI agents behind its newest cloud suite after customers pushed back - the direction of travel became clear. What does it mean for HR leaders making AI decisions right now? You shouldn't have to migrate to get intelligence. You should be able to layer it on today, over what you already own. That’s exactly what we’ve built with Loomra. To learn more, link the first comment #AgenticHR

Your HR team is paying a tax nobody agreed to. Call it the operating tax: the daily cost of keeping those systems running. The same data typed into three places. People reconciling records instead of helping people. Reports that need a scrub before anyone trusts them. Workflows nobody remembers turning on. IT tickets. Waiting. Let's be honest: Every company has an HCM, and almost everyone works around it. Customizing the system to do what you actually need is just too painful and too expensive - so the real work moves outside it, manually: a spreadsheet, an email buried in someone's inbox, a Slack thread nobody can find later. It never shows up as a number. It just quietly eats your team's week. That's why we built Loomra! Loomra sits on top of the HCM you already have: no rip and replace. It draws context from across your existing systems into one living map of your org. Then it does the stitching for you, and lets AI agents handle the follow-through: resolving service desk tickets, matching people to roles, run HR workflows, flagging retention risk, updating records - right inside Teams, Copilot, Slack, or email. Keep your systems. Stop paying the tax to run them #AgenticHR #Loomra

Veel bedrijven denken dat ze een planningsprobleem hebben. Vaak hebben ze eigenlijk een 𝐚𝐟𝐰𝐢𝐣𝐤𝐢𝐧𝐠𝐬𝐩𝐫𝐨𝐛𝐥𝐞𝐞𝐦. De planning kan perfect zijn. Tot iemand ziek wordt. Een project uitloopt. De beschikbare capaciteit verandert. Een medewerker niet over het juiste certificaat beschikt. Geregistreerde uren afwijken van wat gepland was. Of een uitzondering pas bij de loonvoorbereiding boven water komt. Daar begint voor mij het 𝐯𝐞𝐫𝐬𝐜𝐡𝐢𝐥 𝐭𝐮𝐬𝐬𝐞𝐧 𝐩𝐥𝐚𝐧𝐧𝐞𝐧 𝐞𝐧 𝐨𝐩𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐞𝐞𝐥 𝐛𝐞𝐡𝐞𝐞𝐫𝐬𝐞𝐧. Een goede operatie stopt namelijk niet bij een correcte planning. Je moet weten welke vraag op je afkomt en 𝐰𝐞𝐥𝐤𝐞 𝐜𝐚𝐩𝐚𝐜𝐢𝐭𝐞𝐢𝐭 𝐰𝐞𝐫𝐤𝐞𝐥𝐢𝐣𝐤 𝐢𝐧𝐳𝐞𝐭𝐛𝐚𝐚𝐫 𝐢𝐬. Je moet haalbaar plannen. Snel kunnen herplannen wanneer de realiteit verandert. Correct registreren wat werkelijk gebeurde. Afwijkingen tijdig goedkeuren. Uren, mobiliteit, toeslagen en uitzonderingen correct verwerken. En uiteindelijk kunnen vergelijken wat gepland was met wat het werkelijk gekost heeft. Dat zijn geen losse processen. 𝐇𝐞𝐭 𝐢𝐬 éé𝐧 𝐨𝐩𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐞𝐥𝐞 𝐤𝐞𝐭𝐞𝐧. Bij GO-VIRTUAL vatten we die samen in zeven bouwstenen: 𝐕𝐫𝐚𝐚𝐠 & 𝐜𝐚𝐩𝐚𝐜𝐢𝐭𝐞𝐢𝐭 → 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠 → 𝐔𝐢𝐭𝐯𝐨𝐞𝐫𝐢𝐧𝐠 → 𝐑𝐞𝐠𝐢𝐬𝐭𝐫𝐚𝐭𝐢𝐞 → 𝐆𝐨𝐞𝐝𝐤𝐞𝐮𝐫𝐢𝐧𝐠 → 𝐏𝐫𝐞-𝐩𝐚𝐲𝐫𝐨𝐥𝐥 → 𝐍𝐚𝐜𝐚𝐥𝐜𝐮𝐥𝐚𝐭𝐢𝐞 Net tussen die stappen verliezen organisaties vandaag nog veel tijd en geld. Door ontbrekende registraties. Manuele Excel-correcties. Te late afwijkingen. Verkeerd toegepaste regels. Of kosten die pas bij de nacalculatie zichtbaar worden. Daarom spreken we over 𝐏𝐫𝐞𝐝𝐢𝐜𝐭𝐚𝐛𝐥𝐞 𝐎𝐩𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐬. Niet omdat je de operationele realiteit perfect kunt voorspellen. Wel omdat je sneller kunt zien wanneer ze afwijkt van het plan, sneller kunt bijsturen en correct kunt verwerken wat werkelijk gebeurt. Plan wat haalbaar is. Stuur bij wanneer de realiteit verandert. Verwerk correct wat werkelijk gebeurt. Voorspelbaarheid betekent niet dat alles volgens plan verloopt. Het betekent dat je voorbereid bent wanneer dat niet gebeurt. 𝐌𝐞𝐞𝐫 𝐨𝐯𝐞𝐫 𝐡𝐞𝐭 𝐏𝐫𝐞𝐝𝐢𝐜𝐭𝐚𝐛𝐥𝐞 𝐎𝐩𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐬 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤: zie link in eerste comment. #PredictableOperations #WorkforcePlanning #Operations #OperationalExcellence #Planning

𝐊𝐮𝐧 𝐣𝐞 𝐭𝐢𝐣𝐝𝐞𝐥𝐢𝐣𝐤 𝐞𝐱𝐭𝐫𝐚 𝐬𝐥𝐚𝐠𝐤𝐫𝐚𝐜𝐡𝐭 𝐠𝐞𝐛𝐫𝐮𝐢𝐤𝐞𝐧 𝐨𝐩 𝐬𝐨𝐮𝐫𝐜𝐢𝐧𝐠? Een sourcer die recruitment begrijpt. Die latent talent weet te vinden én te benaderen. Die gesprekken opent. En kandidaten converteert naar intakes en eerste gesprekken. Zie het als een oproepkracht voor je recruitmentteam: flexibel inzetbaar wanneer jij extra capaciteit nodig hebt. Geen extra recruiter nodig voor het hele proces. Wel extra power aan de voorkant van je funnel. Vragen of sparren? Stuur mij een DM

I run the same 7-step marketing machine at all of my companies. Btw, I’m not a trained marketer, but subscriber & customer growth don’t lie. Step 1: Define your market of 1. - The 1 person you’re serving. Get as specific as humanly possible. Pull their Linkedin URL. What do they do. What do they need. What problem do you solve for them. Step 2: List out all of the hubs (marketing channels) that give you access to lots of spokes (market of 1). - Examples: newsletter, digital conference, ambassador program, Meta, SEM, content marketing, SEO, in-person event, channel partnerships, subreddits, etc. - P.S. I typically delegate this research & list-building to a GrowthPair marketer Step 3: Calculate your marketing math. - Work backward from lowest to highest part of the funnel - revenue —> closed won —> qualified lead —> qualified traffic Step 4: List hubs you are going to prioritize & predict lead contribution. - Prioritizing channels isn’t easy, especially when you have no historical data & resources (time/money) are limited. - A helpful way to prioritize channels is by creating a simple matrix that allows you to compare them across cost, effort, and predicted effectiveness. Step 5: Who will own each channel? - A channel owner is responsible for: • Setting the specific channel’s strategy • Tracking performance • Reporting performance to marketing owner • Recommending any changes based on the channel’s performance - I’ll typically delegate performance tracking/channel management to a GrowthPair assistant as well as any outreach or logistical back & forth for channels like influencer marketing or affiliate marketing Step 6: How long will you be testing the channels before looking at performance and making adjustments/prioritizing top performers? - Early on, I suggest quarterly. As your business matures, monthly. Step 7: What were the results from the marketing strategy? - Are we on/off track to hit our goals? - What were the highest performing/lowest performing channels? Step 8: Return to Step 3

After 12 years in growth marketing at giants like Uber and Coinbase. I’ll never build a growth team without this: 👉 Offshore talent. It’s how I scaled my last startup to $3.5M ARR in 18 months — with an 80% offshore marketing team. For those in the know, it’s the ultimate growth unlock. 🚀 This year, I launched GrowthPair to make offshore growth talent accessible to more companies. A few months ago, we onboarded our first client Demand Curve. Before us, their senior marketer was drowning in work: He was overloaded with work: - Client calls - Optimizations & deployments - Managing multiple ad accounts He was working 7 days a week. But he still didn’t have time for high-leverage work like strategic thinking and driving results for clients. That’s when GrowthPair stepped in. To quote Neal O'Grady, their founder: “We chose GrowthPair because of the team’s deep experience in both startup growth marketing and recruiting.” Here’s what we did for Demand Curve: 1️⃣ Marketers interview marketers. Unlike most staffing firms where recruiters assess candidates… At GrowthPair, it’s marketers who’ve been in the same roles assessing talent. That means we know what great talent looks like. 2️⃣ Every candidate goes through a proprietary growth exam designed specifically for their role. 3️⃣ We vetted 500 applicants to find the perfect fit And it paid off. Neal says: “Danica quickly stepped into the role and didn’t need much training to be incredibly effective.” The results? Demand Curve’s senior media buyer could offload the busy work. And focus on high-value tasks that drive revenue. Their biggest win? They could take on more clients — which meant more profit. 🙌 When I asked Neal for advice to anyone considering GrowthPair, he said: “The risk is very low. If you don’t find a great hire, you don’t pay. And if it works out, you have a great team member who can help you succeed.” 👉 Looking to equip your team with expert growth talent that costs 80% than US-based hires? Drop me a DM. p.s. - yes, that's the man himself Neal O'Grady in the attached picture living life to the fullest