LinkedIn thought leader ad examples

Things I'm finally gutsy enough to no longer apologize for: 1. High standards. I pay for good work. I expect it. 2. Taking up space. If I'm in the room, I'm talking. 3. Saying no. Full sentence. No essay attached. 4. Prioritizing family. I leave for school plays. That's it. 5. Being direct. Clarity saves everyone time. Took me years to get here. Being a female CEO, you learn early that "assertive" and "aggressive" sit one word apart. So you hedge. I hedged. Early on, "sorry, but could we..." was my opener. I thought it was polite. It was making people trust me less. The more I apologized, the more they questioned me. The less I apologized, the more they listened. "Sorry" wasn't earning me respect. Dropping it did. Which of these five do you still catch yourself apologizing for?

In 2010 I decided to do something seemingly inefficient in recruitment. CHROs keep thanking me for it: I stopped sending CVs until I'd visited the office. Not a video call. Not a briefing document. An actual visit. Sitting with the team, watching how they work, asking questions that aren't on any intake form. Other agencies called it a waste of time. They were busy sending 40 CVs and hoping something would stick. 14 years later: 650 hires. 53 nationalities. 8 countries. Here's what I ask before I source a single candidate: 1. About the role: • What does success look like at 6 months? At 18 months? • Why is this role open: growth, replacement, or restructure? • What happened with the last person in this seat? 2. About the team: • Who will they work with daily, and what are those people like? • What's the unspoken culture, the stuff not in the job ad? • If I sat in your office for a day, what would I notice? 3. About fit: • Who's thrived here that surprised you? Who struggled that you thought would succeed? • What would make someone leave within a year? • What do you need that you haven't found internally? These questions don't show up in a job description. That's the point. A CV tells me what someone's done. These questions tell me whether they'll actually work in your team, your culture, your context. It takes longer upfront. Here's what it saves: Six months managing a bad fit. The cost of rehiring. The slow drain when someone's technically fine but culturally wrong. I don't compete on speed. I compete on fit. And fit starts with the questions no one else is asking.

M&A freelancers make more sense than hiring full-time M&A teams for most companies: • Corporate M&A teams are either underutilized or face too high workloads - an expensive dynamic • Unflexible M&A teams cannot possibly capture all M&A opportunities effectively • They get little exposure to other ideas and suffer from "group think" • Freelancers offer a much wider pool of talent in terms of skill set but also sub-industry exposure • Working with M&A freelancers fosters a competitive environment that drives efficiency and optimizes outcomes for each transaction. • In many deals, time is of essence. And adding a freelancer can significantly reduce the time spend until closing. Of course I'm biased, but I don't see how over the next 5 years corporate M&A will not become much more dynamic and agile. How do you see this development?

Almost every week, senior Corporate Development and M&A professionals reach out to me - Heads of M&A, PE Operating Partners, CFOs - curious about how freelancing works and how they could transition into it. The irony: Most of them are still sitting inside organizations that explicitly refuse to bring in independent talent. They rely on Big Four or MBB, because "that's the policy." You can't promote a new model only after you've left the old one. If you believe in the value of independence, be an advocate while you're still inside the system. Freelancing in M&A is not new. The only people still calling it a rebellion are the ones who haven't tried it.

Hosting a fireside with Alif this monday - Scaled my first company to 7 figures in under a year with 0 funding - Helped some of the largest startups (cal ai. myfitnesspal. pam. and other $10 million+ companies) build teams of 20+ - Entire team is just 8 va's Sharing the whole playbook. How to use va's for growth. Where to source. Systems for GTM. Monday 4pm pt See you there :) https://luma.com/alif-cakn

Meet the team behind our first program - the VA factory. When I wanted to launch cohort 1, I had nothing. No cirrcuculum. No applicants. No launch video. No idea about anything. I just told myself that we were going to launch in 3 weeks and it would start on July 1st. I might've overestimated my abilities because I realised pretty quickly that I needed help to put this together. First came khulud hassine, our head of recruitment and first employee. She'd overseen our candidate pipeline for 100k+, helped build most of our internal team, and been with Founders Arm over the last 2 years. She helped put the cirriculum, applicants, and the skeleton for the program together. Next up, Yousra Mehyaji, the marketing wizard. One of our earliest hires in the company, who started off as a Marketing Assistant at Cal AI, and now a Project Manager at the same company that has 22 marketing assistants through us. She knows more about influencer marketing than most people who start a consumer app today. Fast forward to the end of the program..... It worked. We've placed 2 candidates last week with our consumer app clients and are considering 4 more actively. Our 2nd cohort starts September 1st, and we're expected to double the program size. If you're from the MENA region and want to join, applications are open for another week. https://lnkd.in/esNFu3XD

🏚️ Att hitta och hyra in en konsult är faktiskt lika enkelt som att boka ett semesterboende! Tänk dig att du behöver en konsult för ditt nästa projekt. Istället för att gå igenom långa processer och ramavtal, varför inte använda en plattform som fungerar som Airbnb – fast för konsulter? Välkommen till Folq. 🙏 Precis som du kan filtrera efter havsutsikt eller pool på Airbnb, kan du hos oss filtrera efter kompetensområden, erfarenhetsnivåer och tillgänglighet. Precis som du kan lägga ut ditt boende på Airbnb så kan du lägga ut ditt behov på Folqs marknadsplats. 👉 Varför välja Folq? - Direktkontakt: Kommunicera direkt med kvalitetssäkrade konsulter utan mellanhänder - Snabb matchning: Hitta rätt konsult supersnabbt - Transparens: Inga dolda avgifter – du ser allt och väljer själv - Flexibilitet: Anpassa uppdragets längd och omfattning efter dina behov, slipp onödig administration = se det som om det vore ett färdigt ramavtal. - Bredd: Hundratals konsultbolag ser dina annonser = tillgång till tusentals konsulter Med Folq får du tillgång till en marknadsplats där du kan hitta och anlita konsulter på ett snabbt, transparent och oberoende sätt. Redo att hitta din nästa stjärnkonsult? Besök folq.se och upptäck hur enkelt det är Glad sommar! ☀️

💸 7200 kr extra i månaden? 🎉 86400 kr i årsbonus? Inte helt fel, eller hur? 😉 Det är precis vad du kan få om du tipsar oss om en enda uppdragsgivare som anlitar en enda konsult i ett år (baserat på att hen får 1 000 kr/h) Allt som krävs är att du tipsar oss om uppdragsgivare som behöver IT-konsulter. Om ditt tips leder till uppdrag via oss på Folq – ja, då får du halva vår marginal under hela uppdragets gång. 🎯 Inget krångel. Inget finstilt. Bara riktiga pengar, rakt ner i fickan. 👉🏻 Testa vår kalkylator och se själv hur mycket ett litet kvitter i våra öron kan bli värt för dig! https://lnkd.in/dSptvd6a

Our next SF TA and HR Leaders Breakfast is December 3rd, below is the scoop on how last week's went! RSVP to join the conversation: https://lnkd.in/eWnDFvGs Curiosity was a major through line at last week’s SF AI and OJ Breakfast. Our discussion focused on how curious engineers stay on top of new developments in AI, test fresh tools against their current prompts, and notice subtle differences in how models behave. Engineers who understand older systems as well as modern ones, who know when an LLM is not the right approach for a traditional data question, and who think about the business impact behind a technical choice. The hiring leaders in the room highlighted how curiosity in junior engineers is the main signal they look for, since early career candidates will not have years of hands on experience. They talked about using that curiosity as a lever in long term team planning, building junior pipelines that let early talent take on structured, repeatable work so senior engineers can stay focused on strategy and higher impact problems. #AI #HR #SF

One word defines a successful hiring manager-recruiter relationship: communication. ✔ The MOST difficult thing for a recruiting team to adjust to is when a hiring manager is not communicative. ➤ Without regular, honest feedback, recruiters can’t adjust their search or improve the candidate pool. Simply saying, "Adam isn’t a fit" isn’t enough—there needs to be a why so we can fine-tune our approach and avoid repeating mistakes. ➤ Any recruiter might think, "We wouldn’t have presented those candidates if we didn’t think they were a fit. Clearly, we’re missing something, and we want to fix it." ➤ When it comes to communication, there should be both quantity and quality, whether it’s about timing, feedback on candidates, or having an understanding of where the pipeline is or what’s been done. Want to find a little more info on what the recruiter ✕ hiring manager relationship should look like? Book a quick intro here: https://lnkd.in/eZu4WRNS #FrederickFox #Recruitment #TalentAcquisition #HiringManagers #HR #RecruitingTips

What if recruiting was more than just filling roles? The best recruiters focus on relationships, not just transactions. They offer resume advice—even when there’s no immediate payoff. Make introductions that help, not just the ones that benefit you. Check in on candidates, even when you don’t have a job for them. It’s about playing the long game. Helping people because it’s the right thing to do. When you prioritize people over metrics, success follows. The right hire changes everything. Start here: https://lnkd.in/eZu4WRNS #Recruiting #RelationshipsMatter #FrederickFox

Join me at our next AI & OJ breakfast in NYC on December 9th!! I’m genuinely excited to be back with my NY Talent community for this one ❤️. These breakfasts have added so much value and always renew my recruiting energy — they’ve been a great place to step out of the day-to-day and talk honestly with other TA leaders about what’s actually working (and not) for us. One of my favorite conversations last month was about how teams are navigating the growing wave of AI-generated sourcing spam. We shared strategies for cutting through the noise — from more intentional personalization to involving the right people at the right moments — all with the goal of creating real signal early instead of more inbox clutter. Hearing how different teams are approaching the same challenge was incredibly energizing. If you want to join these kinds of conversations, join me on December 9th in NYC. Would love to see you there! ☕ RSVP: https://lnkd.in/gxHgxmSC

A ideia é simples: O SDR ou BDR fica responsável por prospectar, qualificar os leads e agendar reuniões. O Closer entra na etapa de negociação e fechamento. E o Customer Success cuida da retenção e expansão dos clientes. Na prática, quando o mesmo profissional prospecta, qualifica, agenda reuniões, apresenta a solução, negocia e fecha contratos, ele perde produtividade. Se você quer ganhar escala e previsibilidade no processo comercial, você precisa de uma profissional empenhada todos os dias em realizar atividades operacionais de prospecção como: envio de e-mails, ligações, whatsapp, conexões no LinkedIn, interações pelo instagram! Pare de fazer o vendedor cuidar de tudo! Seu vendedor ganha muito bem para ficar no operacional! Você pode estar "matando mosca com bala de canhão" É exatamente esse modelo que treinamos na Fábrica de SDR e BDR Já formamos mais de 6.000 mulheres para atuarem como SDR. #EmpoderamentoFeminino #IndependênciaFinanceira #MulheresQueInspiram #LiderançaFeminina #EmpreendedorismoFeminino #Carreira #DesenvolvimentoPessoal #Autonomia #Propósito #PaulaOlaf #PinkSuaVida #FábricadeSDR

Se você é uma empresa de tecnologia e está contratando SDR ou BDR, aqui é o lugar certo! A maior parte dos nossos clientes são empresas de tecnologia. Neste mercado de tecnologia, a BDR e SDR é quem abre as portas para novas oportunidades de negócio. Atuar com "serviços" é muito complexo pois a proposta comercial depende de diversas variáveis. Então se voce não tiver uma SDR ou BDR que saiba abordar o seu perfil de cliente para qualificar corretamente ou conduzir uma boa conversa, sua empresa perde tempo, dinheiro e vendas. Na Fábrica de SDR e Fábrica de BDR , nós formamos profissionais preparadas para atuar em vendas B2B, utilizando CRM, prospecção ativa, cadências, qualificação de leads e boas práticas de pré-vendas. E antes de indicar qualquer profissional, ela passa por treinamento, avaliações e acompanhamento da nossa equipe. Temos um departamento de RH, aonde nossa equipe faz uma triagem rigorosa das profissionais que concluiram nossos treinamentos, antes de te indicar qualquer profissional. Se a sua empresa de tecnologia precisa aumentar o número de reuniões qualificadas e construir um pipeline mais previsível, talvez o problema não seja a quantidade de leads. Pode ser a qualidade da sua pré-venda! Sua próxima grande venda pode começar com a contratação certa. Me adicione aqui no Linkedin e vamos marcar uma reunião para te apresentar alguns números dos nossos clientes! #EmpoderamentoFeminino #IndependênciaFinanceira #MulheresQueInspiram #LiderançaFeminina #EmpreendedorismoFeminino #Carreira #DesenvolvimentoPessoal #Autonomia #Propósito #PaulaOlaf #FábricadeSDR

J'en ai marre de voir les managers galérer. On a connu l'euphorie du monde d'après-Covid. Le télétravail illimité, les avantages à rallonge pour détacher sa marque employeur, et la promesse d'un travail enfin réconcilié avec la vie. Et puis le balancier est reparti dans l'autre sens. Aujourd'hui, la réalité est un peu plus rude : projection économique complexe, organisations qui se réinventent en accéléré, équipes fatiguées, etc. Dans ce chaos, il y a un maillon qui absorbe presque tout : le manager. Je le vois chez nos clients (et je l'ai vécu moi-même). On demande aux managers d'être un point stable pendant que tout bouge autour d'eux. De porter un cap, d'expliquer ce qu'on ne comprend pas encore soi-même, de tenir une équipe qui doute sans jamais montrer sa propre fatigue. Le tout, souvent, sans qu'on leur ait vraiment appris à le faire. 70% des managers disent ne pas avoir quelqu'un à qui parler de leurs propres difficultés. On leur demande d'être disponibles pour tout le monde, et personne n'est vraiment disponible pour eux. Alors sur qui peuvent-ils s'appuyer ? Est-ce que l’IA ne pourrait pas être un point d’entrée dans tout ça ? Oui, l’IA arrive dans cette équation (avec son lot de fantasmes et d’inquiétudes). Moi, j'y vois l'opportunité de rendre accessible à l'ensemble des managers ce qui ne l'était pas. Le coaching individuel a toujours existé, mais souvent réservé à une poignée de dirigeants. Ne pourrait-on pas en démocratiser une première brique ? C'est cette question qui a fait naître Zelkia chez Eurécia : un assistant pensé avec des coachs certifiés, pour donner aux managers un endroit où préparer un entretien difficile, structurer une décision, ou simplement souffler avant d'y aller. Pas la solution unique, mais une première réponse à un vrai problème. Et vous, sur qui vous appuyez-vous quand vous devez tenir, en tant que manager ? Découvrez Zelkia 👉 https://bit.ly/4xMxqWr

15 days to go. Is your firm ready? On 1 September, the FCA’s new rules on non-financial misconduct come into force bringing workplace behaviour, bullying, harassment and other forms of misconduct firmly into the regulatory spotlight. The countdown is on. ⏰ Fama Technologies Inc. have pulled together the key information, guidance and practical resources you need all in one place. https://lnkd.in/ezivzSpq

The FCA’s non-financial misconduct rules just landed 1st September 2026. Bullying, harassment, and threatening behaviours are now in scope of COCON, even off the clock. Fama Technologies Inc. are here to help! Our new white paper with Seyfarth Shaw’s Yana Komsitsky breaks down what’s changing and what compliant screening actually looks like. 📖 https://lnkd.in/eM-xAJsC #FCA #Compliance #FinancialServices

If you walk a site and every wall looks like it got attacked by a roll of blue tape that’s a billboard that says: Somebody F*ckd Up. Maybe the crew flat-out sucked. Maybe standards got lowered because everyone was rushing. Doesn’t matter. Who gets crushed by it in the end? The superintendent. Every. Single. Time. Supers are already drowning. They’re running schedules, wrangling trades, babysitting vendors, putting out fires all day and now we expect them to also play Where’s Waldo with every dent, scratch, and missing screw? Get out of here. That’s insane. Essel EXISTS to eat that garbage for them. ✅ Punch lists. ✅ Closeout nightmares. ✅ Blue tape purgatory. ✅ All the crap nobody else wants to touch. So if you honestly believe one superintendent should magically catch every single mistake on a giant job site Congrats, you’ve clearly never stepped foot on one. Supers: stop carrying everyone else’s dead weight. DM me. 👉 Nik #skilledtrades #punchlist #superintendent

I see projects fail all the time. But not for the reason you think: It's because general laborers are not punch list pros. They don’t see what an owner sees. They can’t fix what they can’t even spot. So what happens? Failed walk. Rework. Failed walk. Rework. The endless hamster wheel of closeout hell. It doesn’t matter if YOU think it’s good enough. The client doesn’t. And the client always wins. You want out of the cycle? Stop being cheap. Hire specialists. The people trained to find every imperfection and make it disappear. Yes, they cost more. But you either pay upfront Or you bleed slowly in back-and-forth purgatory while the project drags and the client loses faith. Punch list isn’t about pride. It’s about survival. And most crews don’t survive it. DM me if you want to thrive and not just survive. 👉 Nik #punchlist #skilledtrades #construction

We just passed 10 million skilled trades and manufacturing pros in the FactoryFix.com talent pool. It’s a milestone that reflects years of work building the most complete network of skilled talent in our industry. Our team has built incredible AI features that source, screen, and engage candidates, but the real value comes from combining that with a high-quality talent pool. We're just getting started and will keep expanding this network to deliver more qualified candidates to our customers. 📈 👨🔧 cc FactoryFix

FactoryFix.com launched AI interview scheduling and... WOW 👀 📈 For our customers that are using this feature, the average time from application to scheduled interview is just 1 hour and 15 minutes! We'll continue to build on this, I think it will be a game-changer for companies struggling to fill skilled production roles.

Gisteren zagen we opnieuw waarom sport zoveel meer is dan winnen of verliezen. De overwinning van Wout van Aert in Parijs-Roubaix was er één van pure emotie. Na een periode vol pech en blessures vocht hij zich terug naar de top – een prestatie die staat voor doorzettingsvermogen, karakter en veerkracht. Op de kasseien werd tot het uiterste gegaan, maar het moment na de finish zei misschien nog wel meer. De overwinning werd meteen opgedragen aan een overleden ploeggenoot – een krachtig gebaar van respect en verbondenheid dat de sport overstijgt. Wat volgde waren pure emoties: opluchting, trots en verdriet. Een moment dat niemand onberoerd liet. Dit is wat sport zo bijzonder maakt. Het raakt, verbindt en laat zien hoeveel emotie er in één moment kan zitten. Wout is van ons

Landelijk actief, persoonlijk betrokken. 💪 Wij verbinden technisch talent uit Europa aan organisaties in heel Nederland. Maatwerkoplossingen die écht werken. 🎯 Van talent naar project. Wij zorgen voor de juiste match.🤝 #Nederland #Landelijk #Samenwerking #Dienstverlening #Betrokken #SamenSterk #TechnischTalent #Maatwerk #Personeel

Soms begint een nieuwe baan, meer zelfvertrouwen of een nieuwe toekomst met één werkgever die zegt: "Laten we kijken wat wél mogelijk is." Tijdens onze online inspiratiesessie delen we praktijkvoorbeelden, ervaringen en concrete ideeën voor werkgevers die openstaan voor talent en verschil willen maken. Geen ingewikkelde theorieën of eindeloze gesprekken, maar inspiratie die aanzet tot actie. Wil jij ontdekken hoe jouw organisatie mensen een kans kan geven én daar zelf sterker van kan worden? Dan nodigen we je van harte uit om deel te nemen aan onze online inspiratiesessie. Aanmelden via de link in comments!