LinkedIn thought leader ad examples

People get lured into Head of M&A roles with no deal pipeline all the time. The title and the 200k package look great. The company sounds convincing about M&A being a strategic priority. But when the strategy shifts, that person is gone in six months. And then it becomes a one-way street. Stepping back into a Manager M&A role after holding a Head of function looks strange, right? Nobody wants to explain that in a first conversation. That's the part no one talks about when these offers come around. Because M&A seniority is counted in deals, not years. Eight years as Head of M&A at a company that closed two acquisitions is a completely different career from eight years somewhere doing six deals annually, even if the CV looks identical. The company's stated M&A ambitions matter a lot less than what it actually closed over the last five years. Have you seen people get stuck this way?

I went from investment banker to Head of M&A to freelancer to entrepreneur. Each role taught me a set of skills the previous one didn't: Investment Banking: Technical skills, stress tolerance, annual bonus focus. Head of M&A: Strategic thinking, collaboration, 2-3 year range. Freelancer: Valuing my time, identifying core skills, thinking in monthly payments. Entrepreneur: Building a team, communicating and ownership, thinking in terms of cash burn and revenues. Sell-side, buy-side, entrepreneurship - I wouldn't have it any other way! What are the most important skills you've learned along your M&A journey?

Offshore hiring sucks. When I started Founders Arm, I had never done any form of recruitment. So picture my situation. Our first clients are offering me $2,000 a month to find them the best talent in another country, and I have no idea how to find a good candidate. Insert my first ever campaigns on Linkedin trying to hire people from other countries. Everyone looked good on paper. Then I'd get on a call and the profile came apart in about four minutes. Three years of experience that turned out to be six weeks of a task. English skills that were subpar. Tools listed that they had no idea how to use. I knew I couldn't pair these candidates with any clients. Not because I couldn't, but because I knew it would fall apart in a month - After I'd made the intro and the client could see through the smoke. This is why most founders try offshore once and never again - because they tried it, got burnt, and they never want to do it again. Pan back to me - I was still getting the occasional great fit though. One or two a week, placed with our first clients, working out well. However, I knew one or two good candidates a week would not build a company. I needed more volume and a way to screen candidates BEFORE they ever reached an interview with me. So I changed my approach. Instead of interviewing everyone who came across my desk - I introduced a video filter as our recruitment campaigns scaled. Gauge english skills and culture fit before the interview. Today we screen around 40-50,000 candidates per month, and we're truly optimised to find the top 1% of talent. It all come from the one step I added in our funnel that changed the perception of offshore hiring. This is our funnel: 1) Campaigns. 2) Video submissions. 3) Culture fit interview. 4) Availability and a test. 5) Placement. Offshore hiring never sucked. My net was just too small.

Most founders think great offshore talent is impossible to find. We've built our entire company, proving them wrong. This is a night we spent with our contractors in Egypt. A yacht on the Nile. People from all over the country. Faces we'd only ever seen on a screen, finally together in one place. These are the people we place inside fast-scaling startups every single day. The ones who take real work off a founder's plate and own it. We don't just fill roles. We find people worth building around, and we treat them like it. That's why they stay. That's why they perform. If you're scaling and tired of hiring that falls apart in a month, let's talk. Book a call: https://lnkd.in/eUv_SZV2

Integrating processes is the easy part, integrating people is where the real work begins. A client of mine in M&A just lived this truth. When you acquire a founder-led company, you’re stepping into someone else’s home. Careers and friendships have grown under one leader, and no integration playbook can bulldoze that. Skip the war room. Shake hands. Walk the floors. Sit in on customer calls. Ask why that odd workaround exists. Listen more than you talk, that’s where the gold lives. Lead with people, not systems. Make listening your first KPI and the culture will show you how the business really runs and where its hidden value is. That’s how you lead through M&A. Talk hiring strategy with our team—grab a time: https://lnkd.in/eZu4WRNS

How do you know if a company is legitimate before an interview? - Check the employee count, revenue, and department sizes. - Look into leadership and their track record. - Review recent press releases and philanthropic efforts. Glassdoor reviews? Take them with a grain of salt. Most people write reviews when they leave—often for negative reasons. Instead, focus on objective data and long-term trends. A little research upfront can save you from a bad career move. #CareerTips #JobSearch #FrederickFox

Finding elite engineering talent is a challenge. It gets easier when you’re plugged into a group facing the same hurdles. That’s why we’re hosting AI & OJ: The HR & TA Leaders Breakfast in New York, a small, invite-only gathering where People and Talent leaders trade real tactics, compare notes, and skip the fluff. 🗓 December 9th 📍 New York City 👉 RSVP here: https://lnkd.in/eNGAmY2d

This morning’s AI & OJ breakfast made it clear that, across very different companies, teams are running into the same hiring patterns. Here are some of the tactics discussed to keep searches moving: A lot of the discussion centered on alignment. Teams are seeing better outcomes when they create clear hiring rubrics, use structured scorecards and consistent ATS feedback, test case studies with their internal engineering team to make sure the level is right, and train interviewers so everyone is evaluating the same signals. Teams also shared how useful it is to show leadership the full funnel. That includes how many candidates enter, how many are qualified, where drop-offs happen, and what candidates are saying. And when interviewed candidates consistently fall short of the criteria, it is a sign the requirements need to be revisited. Big thanks to everyone who joined: Czar Yarcia (Drivemode) Isabella Cardoso Madruga (Pump.co) Joyce Yu, PHR, SHRM-CP (Hanwha AI Center) My Luu (LifeSpark Labs) Steven Parker ⇄(Critical Control) Subhashini Rajagopal (Turing) Join the conversation at our upcoming sessions: NY · December 9th https://lnkd.in/eNGAmY2d SF · January 7th https://lnkd.in/eP6fpm92

And now you know…. Fama Technologies Inc.

I saw a post from Reagan Ramsey the other day and I couldn’t nod my head fast enough. Punch lists. Nobody loves ‘em. Nobody wakes up and says, “Man, I hope I get to stick blue tape on drywall all day.” Punch lists aren’t insults. They’re reality checks. They’re quality control. They’re the line between “good enough” and “done right.” And as someone that specializes in providing punch list pros, I can tell you - there’s an art to doing it right and keeping your pride intact. I have so much respect for supers who stick it out day and night, pouring their weekends into getting the job done. The punch list isn’t saying your work isn’t good - it’s saying the final 5% still matters just as much as the first 95%. I love that this superintendent is flipping the mindset: Punch lists aren’t personal. They’re professional. They’re the last step to delivering what you promised and protecting your reputation. I’d rather have one tough conversation and fix the details now than deal with an unhappy client for the next 10 years. To every super who’s ever felt that sting of blue tape - I see you. And if you ever need a crew that knows how to fix it right the first time? That’s literally what we do. How do you feel about punch lists? Love them, hate them, or just want the right people to tackle them? Tell me in the comments. #punchlist #superintendent #construction

I fcking love walking onto jobs like this 👇 Why? Because it gives us the opportunity to show what we're made of. What we do best. What we thrive on What sets us apart Yeah, it's tedious as hell. It takes patience and a surgeon's eye But it's exactly what our clients hire us for and why they keep calling us back again and again. Ready for the next level in punch work? Shoot me a DM now. 👉 Nik #punchlist #skilledtrades #superintendent

Just got this note from my client, Apex Placement & Consulting: “We filled 12 production roles in 2 hours.” Why? Their pipeline was already warm before the req even dropped. FactoryFix AI does the heavy lifting so recruiters can do what they do best - close! #staffing #recruiting #AI

Do you manage a large skilled trades recruiting team? You could be eligible for a deeply discounted end-of-year pilot to access the industry's largest talent network (10+ million skilled trades profiles) and AI-powered sourcing, screening, engagement, and interview scheduling capabilities. Teams on the platform are filling roles faster with far less lift. If you're not seeing enough qualified candidates, curious about AI, or tired of tools that don't move the needle, here's a low-risk way to lock in a serious competitive advantage for 2026. Message me for more details! #findyourworkbeach #skilledtradestalent #factoryfix #recruitingtech

BDESE & Transparence salariale : êtes-vous vraiment au clair sur vos obligations ? C’est une question que je vois revenir de plus en plus souvent dans les échanges avec les RH. La transparence salariale fait évoluer les pratiques en matière de rémunération… mais elle ne part pas de zéro. Pour faire le point, nous avons invité Olivier CASTELL, expert en droit du travail et relations sociales, à décrypter le sujet lors de notre prochain webinaire le jeudi 24 septembre à 11h00. Au programme : 🔎 Transparence salariale : les données accessibles aux élus 📊 BDESE : les indicateurs propres à la rémunération ⚖️ Mise en pratique : comment intégrer la transparence salariale dans la BDESE ? 📅 Calendrier : les échéances pour la mise à jour de vos données salariales 🚨 Risques juridiques : faire le point pour anticiper les contentieux Et comme je sais que les situations concrètes sont souvent plus complexes que les textes de loi…15 minutes seront consacrées à vos questions directement avec notre expert. 👉 Vous êtes RH et le sujet des rémunérations fait partie de vos prochains chantiers ? Je vous conseille de réserver votre place : https://lnkd.in/etaNbwVJ #RH #BDESE #TransparenceSalariale #Rémunération #DroitSocial #CSE #RelationsSociales #EgalitéProfessionnelle

Bij sommige bedrijven loopt IT-recruitment via een vaste route. HR voert het eerste gesprek, vinkt persoonlijkheid en taal af en stuurt het CV door naar IT met de vraag 'wat denk je hiervan?'. Wat we daar zien gebeuren: tussen die twee gesprekken gaat informatie verloren. Context, motivatie, groeipotentieel. Wat in een gesprek leeft, staat niet altijd op papier. Geen verwijt aan HR. Het is een structureel knelpunt. Bij bedrijven waar HR en IT samen aan tafel zitten of waar wij rechtstreeks met IT mogen schakelen, zien we duidelijk minder verlies. Bij ElmosExpert zijn we IT Client Partner. We delen onze inzichten zodat jouw business kan groeien.

Het argument dat ik het vaakst hoor over detachering: wisselende teams, zwakkere binding. Ik begrijp waar dat vandaan komt. Wie van opdracht naar opdracht springt, bouwt weinig binding op met een team. Maar dat argument zet twee dingen tegenover elkaar die daar niet horen. Zekerheid aan de ene kant, flexibiliteit aan de andere. Alsof je moet kiezen. Terwijl een vaste aanwerving haar eigen onzekerheid draagt. Je beslist over iemand op basis van een cv en een paar gesprekken. En je hoopt dat de klik er nadien komt. In de video leg ik uit waarom dat een vals dilemma is en hoe Try & Hire van je flexibele schil net de weg naar je vaste kern maakt. Is eerst samenwerken voor jullie een teken van twijfel? Of net van goed werkgeverschap?

HR is at a turning point with AI Resources are stretched, demands keep rising — yet there’s a chance to reimagine the future of work with AI That’s why we built Marissa — an AI Super Agent designed to stand alongside HR teams. Not to replace them, but to give them the capacity to focus where it matters most: culture, purpose, and people. Imagine reviews that turn into insights, learning that adapts in real time, and signals that predict challenges before they appear. AI will not take HR’s place. But it will reshape it. And the organizations that lean into this shift will lead the way into the future of work. Want to know how Marissa is already transforming HR? Comment “Marissa” and I’ll share the details. Or explore our full AI Talent Suite here: https://lnkd.in/eDuxcyNH #FutureOfWork #AIinHR #HRTech #AgenticAI #HRAgent #Engagedly

Open Enrollment season is almost here - the busiest (and let’s be honest, most stressful) time for HR and Benefits teams. Many call it the 'Superbowl of Benefits'… but the truth is, OE isn’t just one big game. It’s a full season that takes preparation, strategy, and endurance. Here’s the kicker: The best OE campaigns don’t just push dates and deadlines. They simplify choices, build confidence, and keep the story alive year-round. That’s why I’m excited to share this Open Enrollment Communications Checklist - a practical playbook designed to help you: ➡️ Define clear OE objectives & KPIs ➡️ Break down complex benefits into simple, step-by-step guidance ➡️ Use omni-channel communications that actually cut through the noise ➡️ Equip HR teams with FAQs, call center scripts, and post-OE debrief tools Because a well-executed communications plan doesn’t just make OE easier—it builds engagement, trust, and lasting employee satisfaction. ➡️ Download the checklist and prepare a winning strategy for your OE season: https://lnkd.in/eVCuH-ss #OpenEnrollment #EmployeeBenefits #HRStrategy #EmployeeExperience

❓ What OpenAI’s Vision Means for Employers—and a Disruption for the LinkedIn Monopoly Whenever leaders ask, “What does AI mean for my job or company?”, the answer should spark both hope and urgency. “AI will unlock more opportunities for more people than any technology in history. It will help companies operate more efficiently, give anyone the power to turn their ideas into income, and create jobs that don’t even exist today”—while also reshaping how we all work. 🚀 Opportunities for Employers: - Democratized Access Meets Upskilling: ChatGPT’s free tier empowers millions who wouldn’t otherwise afford AI. That dramatically widens the pool of talent capable of contributing to innovation. - AI as a Workforce Multiplier: Employers—from global retailers to top consulting firms—are actively helping workers become “AI‑fluent,” enhancing productivity and creativity across the board. - Smarter, Faster Hiring: OpenAI’s upcoming jobs platform aims to bring precision to hiring—connecting employers with the right AI‑skilled candidates in record time. ⚠️ A Wake‑Up Call to LinkedIn: - Disruption at the Door: OpenAI’s move into the job-matching space is a direct challenge to LinkedIn’s long-standing dominance. Employers and jobseekers will soon have a powerful, AI-driven alternative. - Is the Monopoly at Risk?: LinkedIn’s edge has always been its network effect—but AI-native platforms can upend this with better matches, simpler UX, and lower friction. - Monopoly Meets Innovation: For employers, this means better hiring results with fewer barriers. For professionals, especially those building AI skills, it creates new career pathways beyond traditional gatekeepers. 🔍 Strategic Reckoning for Employers: - Diversify Talent Channels: Don’t rely solely on legacy platforms. Experiment early with AI-powered hiring alternatives. - Invest in AI Literacy: Upskilling your workforce will unlock more productivity—and prepare them to thrive in a changing job market. - Monitor Platform Shifts: If OpenAI’s job platform scales fast, internal TA and L&D strategies may need urgent adaptation. Bottom Line: OpenAI isn’t just giving people access to AI—it’s changing how we connect talent and opportunity. Employers have a rare chance to lead this shift. LinkedIn? It may need to evolve faster than ever to stay relevant. #ArtificialIntelligence #FutureOfWork #TalentAcquisition #AIDrivenHiring #HRTech #LinkedInDisruption #OpenAI #RecruitmentInnovation #WorkforceTransformation #AIJobs #AIRecruiting #DigitalTransformation #CareerDevelopment https://lnkd.in/gaCeSi5X

“L’humain est trop important pour être délégué à une fonction.” Quand j'ai rencontré Nicolas (CEO chez JEMA) pour la première fois, j'ai été impressionnée par son approche. Imaginez une entreprise qui passe de 30 à 100 collaborateurs sans jamais créer d’équipe RH. C’est le pari qu’a fait Nicolas. Son secret ? Pas d’équipe RH, mais une responsabilité 100% partagée. En gros : 👉 Chaque manager est acteur de l’expérience de son équipe. 👉 Chaque décision humaine est sous sa responsabilité directe. Un choix stratégique fort et assumé ! Mais quand on triple ses effectifs, avec une mixité de profils (admin, technicien en atelier,…), le management de proximité est mis à rude épreuve. C’est le genre de challenge qu’on adore relever chez eBloom ! Depuis 2 ans, on accompagne JEMA pour garder une vraie écoute du terrain qui équipe et renforce le management 💪 Résultat ? 🔄 Une prise de pouls hebdomadaire devenue un vrai rituel d'équipe, pour une vue complète sans angle mort. 📊 Des décisions en CoDir appuyées sur des données réelles, plus seulement sur l'intuition. 💡Un boost d’innovations grâce aux idées remontées directement du terrain. 💌 Une communication interne adaptée qui renforce le sentiment d’appartenance. Une entreprise qui continue de grandir sans perdre ce qui fait sa force : la proximité avec ses équipes. Voilà pourquoi on a créé eBloom, pour répondre à une réalité très simple : 👉 Plus une entreprise grandit, plus elle risque de se déconnecter. 👉 Et plus elle se déconnecte, plus elle prend des décisions à l’aveugle. Notre rôle, c’est d’éviter ça. En donnant une voix à chaque collaborateur. En rendant cette voix exploitable. Et surtout… en aidant les managers à en faire quelque chose. L’expérience collaborateur ne peut pas reposer sur une seule personne. Ni sur un seul département. Ce n’est pas un sujet RH, c’est un sujet d’entreprise. Alors oui, les RH ont évidemment un rôle clé. Mais penser que tout repose sur eux, c’est passer à côté de l’essentiel. La magie opère quand chaque manager s'approprie le sujet. ➡️ Et si vous voulez voir concrètement comment JEMA parvient à grandir sainement en restant connecté à ses équipes, l’étude de cas est en commentaire. 👇

☀️☀️☀️ Le soleil revient… et avec lui, l’envie de relancer un apéro autour d’une thématique qui nous concerne tous. 👇 Le dernier rapport de Gallup vient de sortir, et avec lui, ce chiffre qui me fait toujours autant réfléchir : à peine 11% des Belges se sentent engagés au travail… Alors l’idée de cet Apéro & Workshop est d’adresser ces questions essentielles : 👉 Comment être un leader engageant en 2026 ? 👉 Comment embarquer ses équipes dans un contexte qui change en permanence ? 👉 Comment créer un environnement où les gens ont vraiment envie de s’impliquer ? Pas dans la théorie, mais dans le quotidien. Si tu es manager, RH ou dirigeant… et que tu te poses, toi aussi, ces questions, viens en discuter avec nous ! Rendez-vous le 19 mai pour un Apéro & Workshop Leader NextGen chez eBloom ! Vous repartirez avec des tips activables dès le lendemain dans votre entreprise. Avec au programme : 💡 des insights terrain 🗣️ des échanges vrais avec d’autres dirigeants et RH qui vivent exactement les mêmes défis que vous. 🍻 un format ultra convivial, évidemment ! Infos pratiques : 📅 19 mai, 16h-18h 📍 The Nestwork – Bruxelles (Montgomery) 🎟️ Les places sont offertes, mais limitées. Premiers inscrits, premiers servis ⏳ ➡️ Lien d’inscription : https://lnkd.in/epFbsn_N À très vite autour d’un verre 🥂

AI seems to be in every pitch, every roadmap, every prod update. But how much of it actually holds up in production? That's what we're unpacking at Doghouse Unleashed, June 11. No demos. No inflated promises. Just engineers who build and ship, talking about where AI adds real value and where it just slows you down. Two speakers. Senior tech crowd. Free food and drinks. Doghouse Recruitment HQ, Amsterdam. If you want clarity on what actually works, this one's for you. https://lnkd.in/eF8s8-Ai

𝐕𝐚𝐧𝐝𝐚𝐚𝐠 𝐳𝐢𝐭 𝐢𝐤 𝐢𝐧 𝐞𝐞𝐧 𝐥𝐞𝐠𝐞 𝐳𝐚𝐚𝐥 𝐨𝐩 𝐝𝐞 𝐁𝐫𝐚𝐢𝐧𝐩𝐨𝐫𝐭 𝐇𝐮𝐦𝐚𝐧 𝐂𝐚𝐦𝐩𝐮𝐬 𝐢𝐧 𝐇𝐞𝐥𝐦𝐨𝐧𝐝. Maar op maandag 1 juni is deze zaal gevuld en hebben we het over een thema dat in vrijwel al mijn gesprekken met HR-eindverantwoordelijken in de Brainportregio terugkomt… Vaak begint dat gesprek over instroom. Over vacatures die langer openstaan en functies die steeds lastiger in te vullen zijn. Maar al snel gaat het over iets anders: hoe houden we de mensen die we hebben gezond, betrokken en in ontwikkeling? Meestal weet HR heel goed wat nodig is. Investeren in leiderschap, cultuur, preventie en werkgeluk. Maar zodra daar een investering tegenover staat, wordt het ingewikkeld. Te vaak nog wordt duurzame inzetbaarheid besproken als iets zachts, terwijl de impact heel concreet is. Op verzuim, verloop, productiviteit en continuïteit. Maar de concrete businesscase ontbreekt. En precies daar zit volgens mij de sleutel. Vanuit Driessen Groep organiseren we samen met Howden het event 𝐃𝐞 𝐫𝐞𝐤𝐞𝐧𝐬𝐨𝐦 𝐯𝐚𝐧 𝐝𝐮𝐮𝐫𝐳𝐚𝐦𝐞 𝐢𝐧𝐳𝐞𝐭𝐛𝐚𝐚𝐫𝐡𝐞𝐢𝐝. Dit event is speciaal bedoeld voor HR en finance eindverantwoordelijken bij organisaties met 200+ medewerkers in de Brainportregio. We gaan het hebben over de vraag hoe je investeringen in leiderschap, cultuur en preventie vertaalt naar meetbare resultaten. En hoe je een businesscase bouwt die niet alleen HR raakt, maar ook finance overtuigt. Er zijn nog een paar plekken beschikbaar. Ben jij erbij? 𝐖𝐚𝐚𝐫 𝐞𝐧 𝐰𝐚𝐧𝐧𝐞𝐞𝐫? 📍 Brainport Human Campus, Helmond 📅 Maandag 1 juni | 13:00 – 17:00 uur (incl. borrel) 𝐌𝐞𝐞𝐫 𝐢𝐧𝐟𝐨 𝐞𝐧 𝐚𝐚𝐧𝐦𝐞𝐥𝐝𝐞𝐧 https://lnkd.in/ekYwkeCQ