LinkedIn thought leader ad examples

Em APENAS 14 dias, ela Virou a Chave e CONQUISTOU o Emprego dos Sonhos Sabe aquela Sensação de não saber se seu Perfil do LinkedIn está atraindo as pessoas certas? 🫤 Foi exatamente assim que a Jessica Rodrigues se sentia antes de começar a Mentoria do meu Método Perfil Glorioso. Ela tinha experiência, era qualificada, mas algo parecia não encaixar. Seu perfil estava ali, parado, como mais um no meio de milhares... Mas tudo mudou quando ela decidiu dar uma chance ao processo 💡 Em 14 dias, com Foco, Estratégia e as Ferramentas certas, ela: ✅ Transformou o seu Perfil em uma Verdadeira Máquina de Atração de Recrutadores. ✅ Recebeu Abordagens de Empresas que nem sabia que estavam de olho no Mercado. ✅ Conquistou o Emprego que Sempre Sonhou (e merecia!). Mágica? não! Foi método! Foi acreditar que com pequenos ajustes e direcionamento, ela poderia ser vista pelo que realmente é: uma profissional incrível e cheia de potencial. O meu Método Perfil Glorioso é o ÚNICO que: ➡️ Combina Estratégias de Marketing, Análise de Dados e Growth para te ensinar a se Vender no Digital como o Profissional Talentoso que você é ➡️ Conquistar Recolocações ou novas Oportunidades de forma Estratégica e Eficiente. Agora é a sua vez! Se você quer Transformar o seu Perfil no LinkedIn em uma MÁQUINA de Oportunidades e finalmente Conquistar seu Emprego Clica no link e vem comigo na próxima turma da mentoria Perfil Glorioso: https://lnkd.in/dzFFaD9Z 🔥 As vagas são limitadas, hein!? Não espere mais. O seu Sonho pode estar a Apenas 14 dias de distância!

+10 entrevistas > +4 propostas de emprego Se cadastra aqui que EU MESMO vou te chamar e te ajudar a conseguir o que o Gabriel Santos conseguiu 👉🏻 https://lnkd.in/dDZnfyvm

When developing a total talent strategy, Stacy stated that it isn’t just about headcount, it’s about skill readiness, and I wholeheartedly agree. A skills-based approach gives organizations the agility to fill gaps today and forecast what’s needed tomorrow. When skills become the lens, planning becomes proactive, not reactive. What steps are your teams taking to anticipate tomorrow’s skills requirements? #TotalTalent #SkillsStrategy #WorkforcePlanning

Thread was one of the first startups I properly admired when we were just kicking things off at hackajob. They built this brilliant recommendation engine to help men dress better - so obviously I was an early adopter back in 2016!! So getting the chance to sit down with their co-founder, Ben Phillips, for the DevLab podcast felt pretty surreal. Thread had a fantastic outcome with their acquisition by M&S, and Ben’s now a Chapter Lead there. We got into what it’s actually like to build tech at a scale most engineers never get close to, how culture shapes genuinely great teams, and why curiosity still beats rigid process when you're building products for millions of people. And in the clip below, Ben hits on a point every engineer needs to hear. If you’re not using AI today, or at least playing with it to see what it can do for you, you’re going to be behind the curve before you know it. Ben is genuinely one of the most thoughtful engineering leaders I’ve spoken with - this episode is 100% worth a listen. Links in the comments 👇

73% 𝐀𝐋𝐋𝐄𝐑 𝐅𝐀𝐌𝐈𝐋𝐈𝐄𝐍𝐔𝐍𝐓𝐄𝐑𝐍𝐄𝐇𝐌𝐄𝐍 𝐒𝐓𝐄𝐇𝐄𝐍 𝐕𝐎𝐑 𝐃𝐄𝐌 𝐒𝐂𝐇𝐄𝐈𝐓𝐄𝐑𝐍 - 𝐰𝐞𝐢𝐥 𝐬𝐢𝐞 𝐝𝐞𝐧 𝐫𝐢𝐜𝐡𝐭𝐢𝐠𝐞𝐧 𝐍𝐚𝐜𝐡𝐟𝐨𝐥𝐠𝐞𝐫 𝐧𝐢𝐜𝐡𝐭 𝐟𝐢𝐧𝐝𝐞𝐧. Studien zur Nachfolge im Mittelstand machen die Dringlichkeit deutlich: 73 % der Unternehmen sehen den Mangel am richtigen Nachfolger als ihre größte Hürde. Wer in den obersten Führungspositionen nicht schnell und professionell handelt, riskiert, Teil der 231.000 Unternehmen zu werden, die bis Ende 2025 über Stilllegung nachdenken. 👉🏼 𝐇𝐈𝐑𝐄 𝐀𝐓𝐓𝐈𝐓𝐔𝐃𝐄, 𝐍𝐎𝐓 𝐒𝐊𝐈𝐋𝐋𝐒! Familienunternehmen benötigen Führungskräfte, die nicht nur das Geschäft, sondern auch das Werte- und Erbe-Management beherrschen. Die Wahl an der Spitze entscheidet über das Überleben. Deshalb legen wir den Fokus nicht nur auf Skills, sondern auf Haltung. 🎯 Genau dieser Anspruch sichert unsere Treffsicherheit: 98,4 % der von uns vermittelten Führungskräfte bleiben im Unternehmen und treiben es langfristig voran. Wenn Sie mehr zu unseren Methoden erfahren wollen, schreiben Sie mir auf LinkedIn. Ich freue mich auf den Austausch mit Ihnen!

🤯 𝐅Ü𝐇𝐑𝐔𝐍𝐆𝐒𝐊𝐑𝐈𝐒𝐄 𝐈𝐌 𝐅𝐀𝐌𝐈𝐋𝐈𝐄𝐍𝐔𝐍𝐓𝐄𝐑𝐍𝐄𝐇𝐌𝐄𝐍: 𝐖𝐞𝐧𝐧 𝐋𝐚𝐧𝐠𝐟𝐫𝐢𝐬𝐭𝐢𝐠𝐤𝐞𝐢𝐭 𝐚𝐧 𝐒𝐭𝐚𝐫𝐫𝐡𝐞𝐢𝐭 𝐳𝐞𝐫𝐛𝐫𝐢𝐜𝐡𝐭! Familienunternehmen basieren auf Werten und Traditionen, doch die Next Gen hinterfragt diese radikal. Sie fordert Innovation (81,6 %) und Nachhaltigkeit (75,5 %), während die Senior-Generation oft auf einen klassischen Werdegang und die Bewahrung des Erbes pocht. Das führt zu einem Kultur-Clash: 70 % der jungen, ambitionierten Leader sind bereit, Verantwortung zu übernehmen und das Unternehmen zu transformieren, stoßen jedoch auf patriarchalische Strukturen, die sie ablehnen. 👉🏼 𝐄𝐬 𝐛𝐫𝐚𝐮𝐜𝐡𝐭 𝐝𝐚𝐡𝐞𝐫 𝐁𝐫ü𝐜𝐤𝐞𝐧𝐛𝐚𝐮𝐞𝐫 𝐮𝐧𝐝 Ü𝐛𝐞𝐫𝐬𝐞𝐭𝐳𝐞𝐫 𝐢𝐧 𝐅ü𝐡𝐫𝐮𝐧𝐠𝐬𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧𝐞𝐧, 𝐤𝐞𝐢𝐧𝐞 𝐒𝐮𝐩𝐞𝐫𝐡𝐞𝐥𝐝𝐞𝐧. Werte müssen verstanden und gelebt werden, um Generationenkonflikte in Innovation und Fortschritt zu verwandeln. Die wahren Erfolgsfaktoren liegen nicht im Lebenslauf, sondern in der sozialen Kompetenz. Mein Appell an Sie: Achten Sie bei der nächsten Nachbesetzung auf den Cultural Fit. Wer in dieser komplexen Besetzungsfrage auf das Bauchgefühl setzt, riskiert, das Vermächtnis zu verspielen und die falschen Signale zu senden. 📧 Sind Sie bereit für eine Nachbesetzung mit Brückenbauer-Mentalität und Übersetzungsqualitäten? Schreiben Sie mir auf LinkedIn.

How a top 1% Shopify brand fixed big marketing bottlenecks in 2 weeks - their secret sauce below: Fresh Chile struggled to: 💯 Maintain content quality and consistency 📈 Execute fast due to steep learning curve 🚀 Scale marketing efforts efficiently The impact was massive. They couldn’t test new strategies. Scaling campaigns felt like pushing a boulder uphill. All these created operational bottlenecks that choked revenue growth. After deep diving into their needs, GrowthPair got to work. We vetted 500+ candidates to find them a perfect offshore marketer. Within 2 weeks, Jill was embedded into their team — seamlessly stepping into the role. The results? ✅ Streamlined workflows ✅ Faster campaign execution ✅ Increased engagement across social channels ✅ Higher content output without sacrificing quality All these led to increased revenue, while also decreasing their payroll costs by 40%+. I asked what stood out in the process of working with us? Chris Lang's answer: “GP’s ability to source high-quality talent with relevant experience was next level. The intense vetting process ensured we got professionals who could hit the ground running. I love the: - Ease of hiring - Quality of talent - Fact that you took the heavy lifting off my plate The whole process felt frictionless.” Thinking about hiring growth marketers through GrowthPair? Here’s Chris’s advice: “If you’re serious about scaling and need top-tier talent without the hassle of hiring… GP is a no-brainer.” 👉 Looking to equip your team with expert growth talent that costs 80% than US-based hires? Drop me a DM.

We all know marketing is one of the—if not the—most critical parts of scaling a business... which also makes it expensive as hell. And elite marketers are hard to come by. Enter GrowthPair. GrowthPair connects growing companies to world-class marketers (so you can save big $$ on payroll and not have to spend your time/resources doing the hefty recruiting work). GrowthPair is co-founded Jonathan Martinez. I've known Jon for a while now—he helped me scale paid media at a former company years ago. He's also led growth at companies like Uber, Postmates & Coinbase, consulted 100+ startups on their early-stage growth, and written columns on growth featured on TechCrunch, Yahoo, AdWeek & more. Check 'em out: https://lnkd.in/gGiR99pB

Most leaders I talk to aren’t asking, “How do we build more connection at work?” They’re asking: "How do we unlock the full value of AI and our people, not one at the expense of the other?" "How do we make culture real in a hybrid/remote world?" "How do we make it easier for people to speak up and feel it's worth it?" "How do we strengthen trust across a workforce that’s increasingly diverse, dispersed, and digitally saturated?" These are connection questions, they just don’t get framed that way. Because even with endless tools for collaboration, meaningful connection is harder to come by. And it’s costing us: disengagement, burnout, isolation, and fractured team energy. That’s why we’re starting to share more about Sunny's products, so leaders can see how small behavior shifts can unlock big changes in energy, trust, and team culture. ✨ Our new Sunny Workplace™ product brochure is a guided look at how we help teams move from good intentions to real, sustainable change. Why it matters: The Sunny Workplace™ Program helps organizations design for connection. That means: Equipping managers to build energy, not just execute tasks Supporting culture champions to spark ground-up change Giving every employee a pathway to feel seen, supported, and socially fulfilled If you’re curious how to bring more vibrancy, trust, and resilience into your team—this is a great place to start. Let’s make connection the strongest part of how we work. Download our brochure to dive deeper and explore how Sunny can help: https://lnkd.in/gQXy9kW6.

Hot off the presses: I am excited to share the first white paper from Sunny on how to design for relational energy to prevent burnout and improve resilience at work. I believe you’ll find it enlightening, practical and worth the time. Even in the best cultures, people are feeling increasingly drained. We don’t have to continue to work this way - teams can get more work done, and have more fun, with a bit of intentional thought around how to connect with each other. This white paper provides a clear way to understand burnout through the lens of social energy and relational energy: the real, measurable fuels behind team cohesion and performance. Let me know what you think! I’d love to hear what resonates, what questions it raises, and how it relates to your experience at work these days. https://lnkd.in/esaCx3dD

$46,800 in savings in under 2 months. And that’s just the start. I love seeing the creativity and heart HR leaders bring to solving real operational challenges, and the folks at Cafe Valley, Inc. are a perfect example. Their team was spending 𝗵𝗼𝘂𝗿𝘀 every week listening to voicemails and manually transcribing frontline call-offs. That time adds up… and so do the hidden costs. With goHappy’s automated, text-based call-off feature, they’ve made a simple shift that delivered: ✅ 99% compliance ✅ Cleaner, more actionable attendance data ✅ Time back for their People Schedulers ✅ $46K+ in annual scheduling savings Even more meaningful? This isn’t just a process change — it’s fueling a cultural transformation that’s driving better engagement and lowering turnover. If you’re in manufacturing or supporting a large frontline team, I highly recommend checking out this case study: https://lnkd.in/eR-TrrjJ

I have clients using automation for everything from upcoming expirations on a driver's license to airport badges to nursing - it's been a total game changer. Especially for the poor HR teams and managers stuck trying to track these employees down. With goHappy, you can 𝐚𝐮𝐭𝐨𝐦𝐚𝐭𝐞 𝐫𝐞𝐦𝐢𝐧𝐝𝐞𝐫𝐬 that are texted directly to your frontline workers’ phones, even when HR or ops team members are out of the office. □ Certification renewal alerts □ Training reminders □ Shift-specific messages □ And more… The best part? goHappy integrates with multiple systems, not just your HRIS, so you can pull in the info you need and automate the delivery of it to your frontline employees. If you’ve been thinking about streamlining communications, now is the perfect time to put more on autopilot! Click here to learn more: https://lnkd.in/eED2UugU

My husband and I have both given dozens of conferences. Different stages, different countries, different audiences. Last week in South Africa, we gave one together for the first time. Same stage. Same story. Completely unfamiliar. We had to figure out whose turn it was to talk, how to share the spotlight without stepping on each other, how to tell a story we'd never told as a unit. Funny thing is, we've built businesses side by side for years. Raised kids while scaling companies. Made decisions together that affected both our careers. But we'd always kept our professional voices separate. His audience, my audience. His way, my way. South Africa changed that. People didn't just want to hear about recruitment or entrepreneurship. They wanted to know how we do this together. How we balance ambition with family. How we support each other without competing. Apparently that's the part people are curious about. Took us long enough to figure that out. Thank you Marvin Ndiaye.

Quiet quitting wasn’t the problem. Quiet leadership was. And every HR leader I talk to is bracing for more of it in 2026. For two years, I watched teams do the emotional equivalent of shutting the window while the house was on fire. - People disengaged. - Managers looked away. - Everyone lost. 2026 won’t be fixed with pep talks or pulse surveys. It’ll take managers who can name tension before it explodes. Not louder leaders, just honest ones. The ones who don’t confuse silence with alignment. Who don’t hide behind “positivity.” Who don’t send a soft Slack and call it “feedback.” Most managers wait. They hope. They sugarcoat. Meanwhile, the issue grows legs. If your managers can have that one conversation early? (I mean clearly, directly, without drama) You’ll stop 80% of the fires you’re used to fighting. I help companies build teams that stay. Need help hiring leaders who can actually lead? DM me.

𝗩𝗮𝗰𝗮𝘁𝘂𝗿𝗲: 𝗗𝗶𝗿𝗲𝗰𝘁𝗲𝘂𝗿 𝗕𝗿𝗮𝗻𝗱𝘄𝗲𝗲𝗿𝘇𝗼𝗿𝗴 – 𝗦𝗮𝗺𝗲𝗻𝘄𝗲𝗿𝗸𝗲𝗻𝗱𝗲 𝗩𝗲𝗶𝗹𝗶𝗴𝗵𝗲𝗶𝗱𝘀𝗿𝗲𝗴𝗶𝗼’𝘀 𝗙𝗹𝗲𝘃𝗼𝗹𝗮𝗻𝗱 & 𝗚𝗼𝗼𝗶 𝗲𝗻 𝗩𝗲𝗰𝗵𝘁𝘀𝘁𝗿𝗲𝗲𝗸 𝘌𝘦𝘯 𝘪𝘮𝘱𝘢𝘤𝘵𝘷𝘰𝘭𝘭𝘦 𝘥𝘪𝘳𝘦𝘤𝘵𝘪𝘦𝘧𝘶𝘯𝘤𝘵𝘪𝘦 𝘸𝘢𝘢𝘳𝘪𝘯 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘦, 𝘴𝘢𝘮𝘦𝘯𝘸𝘦𝘳𝘬𝘪𝘯𝘨 𝘦𝘯 𝘮𝘢𝘢𝘵𝘴𝘤𝘩𝘢𝘱𝘱𝘦𝘭𝘪𝘫𝘬𝘦 𝘷𝘦𝘳𝘢𝘯𝘵𝘸𝘰𝘰𝘳𝘥𝘦𝘭𝘪𝘫𝘬𝘩𝘦𝘪𝘥 𝘴𝘢𝘮𝘦𝘯𝘬𝘰𝘮𝘦𝘯. Voor de Veiligheidsregio’s Flevoland & Gooi en Vechtstreek ben ik op zoek naar een 𝗗𝗶𝗿𝗲𝗰𝘁𝗲𝘂𝗿 𝗕𝗿𝗮𝗻𝗱𝘄𝗲𝗲𝗿𝘇𝗼𝗿𝗴. In deze functie geef je richting aan een organisatie die midden in de samenleving staat en dagelijks werkt aan de veiligheid van inwoners, bedrijven en bezoekers van Samenwerkende veiligheidsregio's Flevoland & Gooi en Vechtstreek. 𝗪𝗮𝘁 𝗴𝗮 𝗷𝗲 𝗱𝗼𝗲𝗻? ▶️ Je geeft integraal leiding aan de brandweerorganisatie en stuurt op kwaliteit, resultaten, bedrijfsvoering en veiligheid. ▶️ Je versterkt de samenwerking tussen de veiligheidsregio’s Flevoland en Gooi en Vechtstreek en bouwt verder aan één toekomstbestendige organisatie. ▶️ Je verbindt beroepsmedewerkers, vrijwilligers, management en bestuur en stimuleert eigenaarschap, vakmanschap en continue ontwikkeling. ▶️ Je bent strategisch adviseur voor bestuurders en vertegenwoordigt de organisatie in regionale en landelijke netwerken. ▶️ Je zorgt voor een sterke en vitale brandweerorganisatie die klaar is voor maatschappelijke uitdagingen van vandaag en morgen. 𝗪𝗮𝗮𝗿 𝗴𝗮 𝗷𝗲 𝘄𝗲𝗿𝗸𝗲𝗻? Je gaat werken binnen een organisatie waar ruim 420 beroepsmedewerkers en 682 vrijwilligers zich iedere dag inzetten voor een veilige en veerkrachtige samenleving. Een omgeving die wordt gekenmerkt door vakmanschap, betrokkenheid, no-nonsense samenwerken en de ambitie om samen te bouwen aan de brandweerzorg van morgen. Ben jij het boegbeeld dat bestuur, organisatie en werkvloer weet te verbinden en oog heeft voor de kracht van vrijwilligers? Stuur mij een bericht via LinkedIn of Whatsapp 📞 06 25 05 87 21 Bekijk de vacature en solliciteer direct via deze link: https://bit.ly/3S1C7fh #vacature #brandweer #directeur #veiligheidsregio #flevoland #gooienvechtstreek #leadership

Just looked up every engineer's GitHub who works at Anthropic... The most cracked: Shelley Vohr At Anthropic, she's a software engineer on Claude Code. But outside work, Shelley is a core engineer on Electron - the framework running on 100M+ desktops, including VS Code, Slack, Discord and Figma. Then she joined the Node.js Technical Steering Committee and became a maintainer of node-gyp. So every native module you've ever npm installed quietly runs through code she maintains. Crazy that Claude Code is just her day job... Her GitHub bio says: "way too online. often caffeinated. cruciverbalist." 🤣 We found Shelley by searching on Vamo

Just looked up every engineer thats a recent graduate from University of Waterloo...... The most cracked: Freeman Jiang At Sesame, he's a research engineer. But outside work, Freeman built beatsync, a tool that turns every phone and laptop in the room into one perfectly synced sound system 🔊 3,000 stars on that project alone..... 🤯 Then he built in spatial audio too, controlling each device's volume from a virtual listening source. So a whole room can run one playlist, in sync, straight from browser tabs. Crazy that Sesame is just his day job... We found Freeman by searching on Vamo " recent University of Waterloo comp sci grads who are cracked" Find others like Freeman now, on Vamo

𝗩𝗮𝗰𝗮𝘁𝘂𝗿𝗲: 𝗖𝗼ö𝗿𝗱𝗶𝗻𝗮𝘁𝗼𝗿 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴 & 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 - 𝗛𝗮𝗮𝗸𝘀𝗯𝗲𝗿𝗴𝗲𝗻 Voor Gemeente Haaksbergen ben ik op zoek naar een Coördinator Planning & Control. In deze strategische rol verbind je 𝗯𝗲𝗹𝗲𝗶𝗱, 𝗳𝗶𝗻𝗮𝗻𝗰𝗶ë𝗻 en 𝘂𝗶𝘁𝘃𝗼𝗲𝗿𝗶𝗻𝗴. Je coördineert de planning- en controlcyclus en zorgt ervoor dat financiële inzichten uitgroeien tot heldere adviezen die bijdragen aan goede bestuurlijke besluitvorming. 𝗪𝗮𝘁 𝗴𝗮 𝗷𝗲 𝗱𝗼𝗲𝗻? 🔹 Je coördineert de volledige planning- en controlcyclus, van begroting tot jaarrekening. 🔹 Je adviseert management en bestuur over strategische financiële vraagstukken. 🔹 Je signaleert financiële risico's én kansen en vertaalt deze naar concrete adviezen. 🔹 Je draagt bij aan de verdere professionalisering van de P&C-processen en versterkt de samenwerking binnen de organisatie. Je komt terecht in een betrokken team Financiën en werkt intensief samen met (senior) P&C-adviseurs, de concerncontroller, managers en beleidsadviseurs. Samen zorgen jullie voor een solide financiële basis waarmee Haaksbergen haar maatschappelijke ambities kan waarmaken. Ben jij een stevige gesprekspartner met gevoel voor financiën En bestuurlijke verhoudingen? Dan kom ik graag met je in contact. Stuur mij een bericht via LinkedIn of Whatsapp 06 22 22 49 75. Bekijk de vacature en solliciteer direct: https://bit.ly/4oNZ4Ps #vacature #coordinator #planningencontrol #gemeentehaaksbergen #wervingenselectie #geertsenpartners

Wir werden das Gesundheitswesen in Deutschland verändern. (Schon wieder.) Nachdem wir die größte Austauschgruppe für Recruiting-Verantwortliche im Gesundheitswesen mit über 346 Mitgliedern aufgebaut haben, schreiben wir jetzt erneut Geschichte. Wer im Recruiting und Marketing im Gesundheits- und Sozialwesen arbeitet, kennt das Problem, was wir jetzt lösen, nur zu gut. Auf den Fachmessen unserer Branche kommt Recruiting und Marketing kaum vor. Und auf den großen Recruiting- und Marketingmessen kommt das Gesundheits- und Sozialwesen so gut wie gar nicht vor. Zwei Welten, die eigentlich zusammengehören, aber nie wirklich zusammenkommen. Das ändern wir jetzt. Ich freue mich riesig, ankündigen zu können: Am 24. und 25. Februar 2027 veranstalten wir gemeinsam mit BRANDUNG und FalconFinds den ersten Healthcare Recruiting und Marketing Summit in Berlin. Zwei Tage, die sich ausschließlich um eure Herausforderungen, als Recruiting- und Marketingverantwortliche im Gesundheits- und Sozialwesen, drehen. Spannende Speaker, praxisnahe Workshops, Lösungsansätze aus unserer Branche und ein ehrlicher Blick darauf, wie KI unsere Recruiting-Prozesse gerade verändert. Und das Wichtigste: Kein Schönreden und keine Ideen aus der freien Wirtschaft, die bei uns nicht funktionieren. Nur Erfahrungen, Beispiele und Lösungsansätze, die wirklich für unsere Branche gemacht sind. Kurz gesagt: Das ist der Place to be für alle Recruiting- und (Personal-) Marketingverantwortlichen im Gesundheits- und Sozialwesen. Wer es nicht verpassen will, kommentiert einfach „Event" und ich schicke euch den Link, wo ihr alle Infos dazu findet und wie ihr dabei sein könnt. PS: Das Bild hier stammt aus unserer online Austauschgruppe. Der Summit wird in Berlin sein. :)

These are the 100 best HVAC companies in America. 👇 How do we know? We crawled 302 THOUSAND Google reviews across 357 HVAC companies and these are the companies that came out on top. The pattern was clear: Five-star companies put an emphasis on people and training (especially customer experiences). I had a chance to chat with one of the winners this week, Hiller Plumbing, Heating, Cooling & Electrical. They told us that their secret sauce is built on one value: care. Jimmy Hiller said, “We believe our work has meaning when we care about others. When we enter a client's home, we show we care by respecting their time, their property, doing what we say we will, and never leaving someone without essential services.” To make such a strong positive impression in the home service space, you must be doing something right. Pretty cool to see the difference this makes for customers—and the reviews they leave when they have a positive experience. Check out the full list of top HVAC companies here: https://lnkd.in/gi5kgC4A And if you want to build out your own remote team of caring CSRs, hit me up.

We analyzed over 300,000 HVAC reviews. And rank-ordered the reviewed companies👇🏻 We know a lot of players in the space. This year alone, we've staffed nearly 500 remote CSRs for home service companies. Which is why we're releasing The HVAC Top 100. A list of the best-reviewed HVAC companies in 2026. We're sharing the top 100 list, as well as industry learnings and stories, with our HVAC partners and others in the industry. If you want to see which companies made the list, give it a peek. 👀 👇🏻 https://lnkd.in/gFi9XAe3 More rankings to come. 🏆

The care sector faces growing pressure. Rising costs. Higher demand. And less time to deliver the kind of compassionate, quality care every person deserves. At Sona (getsona.com) we are extremely proud to be leading the way as we launch the world’s first Agentic AI WFM platform, and it’s designed with social care providers in mind. With frontline teams stretched and traditional staffing models under strain, Agentic AI offers a new approach, combining autonomous decision-making to help every manager do more with less. ✅ Autonomous suggestion-making for complex decisions Agentic AI is constantly assessing operations in the background, providing suggestions for complex tasks, from rota-creation to compliance, freeing up your team to focus on what really matters - people. ✅ Real-time adaptability Agentic AI learns from operational data and adapts to changing circumstances, helping care teams make smarter, faster decisions with up-to-date information. ✅ A whole new layer of efficiency unlocked By handling administrative workloads and optimising staffing to account for team wellbeing, Agentic AI helps reduce costs, increase operational efficiency and improve retention. Find out more or book to see it in action: https://lnkd.in/eGM4QzYs #CareSector #SocialCare #AgenticAI #AI #WorkforceManagement

I’ve been a massive Hawksmoor fan since the Shoreditch site opened almost 20 years ago -> so I’m incredibly excited that Hawksmoor has chosen to partner with Sona (getsona.com) and roll out Sona’s end-to-end WFM solution 🚀 “I’m really excited about partnering with Sona - It’s a smarter way of working that gives our teams better tools, clearer insight, and more space to focus on what makes Hawksmoor special.” — Louisa Richards, Restaurant Director at Hawksmoor Huge thanks to Will Beckett, Alex Mclauchlan, Gemma Eley, Louisa Richards, Tom Foxwell, Georgie Parrott, Eimear McElroy, Leon Grobbelaar, Sofia Gassne and Patrick Urey - It’s been great getting to know you, and I look forward to building a long term partnership!

Everyone in SF is chasing the same AI talent. The game just changed this year. Every founder I speak to is looking for the same person: • 3+ years experience • full AI native (Claude, Cursor) • Wants to work 9-9-6, thinks like a founder The catch? They’re either -> starting their own thing -> taking big tech checks, or -> hard to catch at the right time. Now, founders are forced to get creative. I keep seeing three new tactics pop up: → Brand hard. Cluely and a few others are making noise that brings inbound. → Acqui-hire whole teams. Failed startup? Doesn’t matter. Founders grab the team and move fast. → Hire international. Especially EU founders with great networks leverage visas to get cracked engineers over. Each move is a reaction to the AI boom draining the local pool. The old hiring playbook? Doesn’t work anymore. Here’s what I’m seeing: You need to act fast, be intentional, and show you care about the mission - otherwise, you miss out. We’re helping teams do this daily. Hiring S-tier, founder-type missionaries, not mercenaries. If you’re building and want to talk talent, or need a new approach, DM me or reach out. Always up for a real founder-to-founder chat. Or check out: www.getclera.com/hire