LinkedIn thought leader ad examples

How I make punch lists painless for GCs 👇 1️⃣ Show up with a crew that’s fresh, not burnt out from the main build. 2️⃣ Obsess over the details everyone else ignores - crooked outlet covers, paint touch-ups, loose fixtures. 3️⃣ Leave zero items open at final inspection. Simple? Yes. Easy? Not unless it’s your full-time job. Which for us… it is. That’s why GCs call Essel when they’re ready to punch their punch lists in the face. 👊 Ready to call? We're ready to answer. 🔥 #skilledtrades #punchlist #superintendent

If your punch list guy couldn’t care less about 1/16th of an inch - FIRE HIM. This isn’t framing day one. This isn’t “close enough is good enough.” This is the last 5% of the project. The stuff your client sees first - and judges you for hardest. So yeah - I’ll take the guy who obsesses over: 👉 a crooked outlet plate 👉 a hairline gap in trim 👉 a paint line that bleeds a quarter inch past tape Because THAT'S the guy who knows what this phase is really about: Precision. Perfection. And giving a damn when everyone else just wants to go home. Sledgehammers are for demolition. Punch list is all scalpel. Need a team that actually sweats the small stuff? Let’s talk. ➡️ Nik #construction #generalcontractor

One thing we continue to see inside industrial organizations is that compensation and total rewards teams often don’t realize the level of labor market intelligence they already have access to through FactoryFix. It's included in the subscription, but unless someone tells them, it stays under the radar. What makes that so valuable is simple. Nobody knows the industrial talent market like FactoryFix. We have more than eight years of candidate behavior, customer engagement patterns, and job performance insights, all while staying laser focused on industrial talent. Many teams are paying thousands for external data that answers the same questions, even though the value inside FactoryFix is usually twenty to thirty times greater than the monthly cost. And when you add the 10 million+ candidate network plus the efficiency gains from our AI recruiter, the ROI becomes pretty hard to ignore. I wrote an article last month about why it’s so important to look at the market through the candidate’s eyes before posting a job. Sharing it here for comp teams, HR leaders, and anyone working on 2026 planning who wants a clearer, more accurate view of the industrial labor market. #skilledtradestalent #labormarketdata #labormarketinsights #factoryfix

The AI recruiters we built at FactoryFix.com are getting scary good at sourcing & screening manufacturing candidates 🤯 BEFORE: Candidate gets 3.5 stars. Has mechanical design experience with SolidWorks. Seems qualified. AFTER: Same candidate drops to 1.5 stars. Our AI now catches the critical gaps: No backend PDM setup experience. Zero SQL skills. Missing the exact technical depth this role demands. The result? An ai assistant that evaluates skilled trades and manufacturing talent the way your best hiring manager would!

Geen juniors vandaag betekent geen seniors in de toekomst. 👇 Die rekensom maakt bijna niemand. In gesprekken met HR en IT hoor ik steeds hetzelfde: waarom drie juniors aannemen als één senior met de juiste tooling dezelfde workload aankan? Op korte termijn klopt die redenering volledig. Alleen bouw je zo geen team voor over vijf jaar. Wie vandaag de onderste trede van de ladder weghaalt, staat straks zonder medior. En daarna zonder senior. De vraag is dus niet junior of AI. De vraag is hoe je jong talent binnenhaalt zonder een vaste aanwerving die achteraf niet blijkt te passen. In de video leg ik uit waarom je die keuze nu al maakt en hoe Try & Hire daar een antwoord op geeft. Ik hoor graag hoe jullie hier vandaag mee omgaan.

🚀 The Future of Work Isn’t Just About AI — It’s About Empowered Employees Imagine a workplace where every employee, from HR to Finance to Sales, can build their own AI tools. Not waiting on IT. Not submitting a ticket. Just… creating. 💡 That’s not a dream. It’s happening right now with the rise of citizen developers; everyday professionals leveraging low-code and AI tools to automate, innovate, and transform how work gets done. In my latest article, I break down how organizations can turn this vision into reality: ✅ How to transform your workforce into citizen developers ✅ Why a strong AI Center of Excellence (COE) is critical for guidance and governance ✅ How to upskill employees in prompt engineering to prepare for the next wave — Agentic AI ✅ Lessons learned from leading an enterprise Copilot Studio rollout firsthand If AI is still “owned” by IT in your org… you’re already behind. The next evolution of your workforce is AI-augmented, self-sufficient, and innovation-driven. 👇 Read the full piece and see how you can start building your AI-empowered workforce today. #ArtificialIntelligence #CitizenDevelopment #FutureOfWork #AICenterOfExcellence #DigitalTransformation #PromptEngineering #AgenticAI

I think we could all get on board with the concept of benefits working like your favorite app, available when you need them and out of sight when you don’t. Our latest post discusses how Empyrean's innovation moves beyond traditional portals and paperwork, to make a real difference in real lives. I'm proud to be part of this mission. Here’s what I love about Empyrean's approach: - Recognizing employee needs and activating them without requiring them to search for what they need. - Fast answers. AI handles routine requests around the clock, and our empathetic human experts are there to step in when needed. - HR gets valuable insights before issues become big problems, all without drowning in data. When benefits work in a practical way in the background, they truly enhance people's lives. Ready to learn how a benefits system can become more proactive and want to know what Empyrean's support could look like for your organization? Let’s connect!

Update on our Vitestro partnership. We set out to fill 11 roles. We filled 10 in 3 months. Now we're extending the project with 4 more hires. Here's where we stand: ✅ Information Security Officer: FILLED by Jelle Wanst ✅ MLOps Engineer: FILLED by Sander van de Riet ✅ C++ Engineer (team: mobility): FILLED by Jan van Baalen ✅ C++ Engineer (team: mobility): FILLED by Sander van de Riet ✅ C++ Engineer (team: mobility): FILLED by Sander van de Riet ✅ C++ Engineer (team: CH team): FILLED by Elisabetta (Lissy) Orsini ✅ IT Support Engineer: FILLED by Elisabetta (Lissy) Orsini ✅ Cloud Engineer: FILLED by Elisabetta (Lissy) Orsini ✅ Senior System Engineer: FILLED by Elisabetta (Lissy) Orsini ✅ Lead System Engineer: FILLED by Dion Zwinkels ✅ Data Engineer (Application): FILLED by Sander van de Riet 11 down. 3 to go. Still open: 1) System Verification Engineer | Hassan Abumery | up to €100K 2) Reliability Test Engineer | Glenn Geefshuijsen | up to €70K 3) C++ Engineer (team: mobility) | Sander van de Riet | up to €75K All Utrecht. All hybrid (www.vitestro.com). All on a CE-approved medical robot entering large-scale deployment. Get in touch or apply via Doghouse Recruitment.

In February, I had the pleasure of meeting Cristina Gutiérrez and Emily Stanislaus from Lotus Disability… and found out they live just a few minutes away from me. I’ve known 🏡 Kim Rohrer (she/her) for some time now, so getting this group together (along with Elle Meza!) feels really special. Next Monday (4/27), we’re diving into the question: “Am I disabled enough?” 🤔 This is one that's complicated, personal, and for a lot of people, it’s tied up in imposter syndrome, identity, and the pressure to prove your experience to others (or even to yourself). This conversation is making space for exactly that... the messy middle...the uncertainty...the moments where you wonder if you’re “allowed” to ask for support. If this question has ever crossed your mind, you’re not alone. And you’re exactly who this conversation is for! Come listen, reflect, and be part of it: https://luma.com/bp8tx49k

🖌️ Why your international freelancers secretly hate your payment process? I feel for freelancers that have to BEG for an effective payment with their clients. In my freelancing past, a client whose payment took going above and beyond was candidate #1 for a blacklist. Why? → I got bills to pay. I earn with freelancing, not doing it for fun. → I got a deadline for tasks. Why not have a deadline for payment? → I send work in their preferred format. Why does my payment come in some weird roundabout ways with commissions eating into it? The end result? The client is nearly blacklisted, not really a priority, and lots and lots of mistrust. Now, in EasyStaff Payroll, I know everything is possible. There is at least one compliant and accessible tool for companies to pay their freelance workforce. Building a network of trusted freelance talents means mutual respect for time, effort and patience. Be respectful of your freelancers by offering them timely easily accessible payments - in other words, use EasyStaff Payroll. If you are looking for a solution to pay your international team, check EasyStaff Payroll: https://lnkd.in/dNJETTpS 🤓 What is your advice on keeping freelance matters in order?

Why CIS freelancers are on the rise? I’ve been in this space long enough to tell when a hiring trend is more than just noise. And lately, the signal is loud and clear: CIS-based freelancers in “nearby” time zones are in high demand again. Over the past 5 months, I’ve seen companies from the US, UAE, UK, Germany, and Cyprus increasingly choose talent based in this region. Why? The reasons are very human: → There’s less friction when your team’s not 7 time zones away. → The cultural alignment makes onboarding easier. → And yes, cost still plays a role — but it’s not just about being “cheaper.” It’s about being trusted and available. As someone working across markets and platforms, I feel it firsthand — clients no longer want perfect decks, they want real execution. And that happens when freelancers are close enough to feel like teammates. This new geography — same skills, smaller gap — is the real sweet spot. No 12-hour Slack lags. No “sorry, I was asleep” delays. Just solid work, synced up in time. We call it: freelancing without jet lag 😁 And at EasyStaff Payroll, we’re lucky to see that shift happening from the inside out — in data, in deals, in decisions. If you’re hiring now, would you choose timezone compatibility over fancy locations? Curious to hear your thoughts. If you are looking for a solution to pay your international team, check EasyStaff Payroll: https://lnkd.in/dNJETTpS

Mijn vader is 79 en is weer aan het werk. Als vrijwilliger in een hospice. Hij vond dat hij zichzelf nog nuttig moest maken. Mijn vader is psycholoog en heeft tot zijn 74e doorgewerkt. Werken zit diep in hem. Niet alleen vanwege het werk zelf, maar ook vanwege verantwoordelijkheid, van betekenis zijn en iets kunnen bijdragen vanuit wat je kunt. Dus begon hij enthousiast in het hospice. Alleen merkt hij nu dat vrijwilligerswerk anders georganiseerd is dan het professionele werk dat hij zijn hele leven heeft gedaan. Niet beter of slechter. Anders. En daar loopt hij soms tegenaan. Hij wil graag iets dóén. Verantwoordelijkheid voelen. Ergens echt voor nodig zijn. Dus inmiddels heeft hij koelkasten gesopt, de afwas gedaan en kasten opnieuw ingericht. Ik moet er soms om lachen. Maar eigenlijk raakt het me ook. Want zijn energie loopt er langzaam op leeg. Niet omdat hij niet wil bijdragen, maar misschien juist omdat hij zó graag wil bijdragen. En omdat hij zich heeft gecommitteerd, stopt hij ook niet zomaar. Het zette me aan het denken. Ik krijg regelmatig de reactie waarom mensen na hun pensioen nog "betaald" zouden moeten werken. Er is toch genoeg vrijwilligerswerk te doen? Maar misschien is dat de verkeerde tegenstelling. Voor sommige mensen is vrijwilligerswerk precies wat ze zoeken. Voor anderen is betaald werk misschien juist de vorm waarin hun ervaring, vakmanschap, verantwoordelijkheid en behoefte om van betekenis te zijn het beste tot hun recht komen. En weer anderen willen helemaal niets meer hoeven. Allemaal prima. Misschien moeten we na pensioen minder bedenken wat mensen zouden moeten doen. En veel meer vragen: Waar krijg jij in deze fase van je leven nog energie van?

Before partnering with Disclo, Goodwill of North Georgia (one of the largest Goodwills in the country!) was managing accommodations the old-fashioned way with pen, paper, and spreadsheets. It created headaches across the board: managers making decisions in silos, employees unsure of where their requests stood, and HR struggling to stay consistent and compliant. Today, that looks completely different. With Disclo, Goodwill has built a centralized, transparent process that empowers HR, educates managers, and gives employees confidence that their needs will be met fairly. The results? ✨ Turnover down 15% ✨ Engagement scores up ✨ A stronger, more inclusive culture Goodwill’s mission has always been to put people to work. With Disclo, they’re helping people stay at work, too. 🎥 Watch a snippet of their story and read the full feature in the comments below. #DisabilityInclusion #HRTech #Disclo #Accommodations #AbilityOne

When CHROs ask their HR enterprise vendor for real-time payroll visibility across the world, they get one of three answers: "That's on our roadmap" "We have great consulting partners we can recommend" "Just use our payroll API" Translation: Roadmap = no connectivity exists Consulting partners = good luck with that Payroll API = a solution almost nobody can actually use What they won't say: We don't have the infrastructure. Of course, you could always build your own. But why? Learn more about datascalehr: https://taap.it/IJReZA #PayrollTech #GlobalPayroll datascalehr

If you're a Payroll Service Provider, you know this pattern: 1. Sales sells "full integration" with customer's HRIS across 11 countries. 2. Implementation receives 47 different file formats. Engineering spends 10 months building custom mappings. 3. First country goes live at month 12. Final country at month 24. The actual cost: - Client-side: 2 FTEs for 2 years checking your work. They're evaluating competitors before you're even live. - Implementation: 3 FTEs for 2 years = 20% of contract value burned on setup - Sales: Pipeline is clogged with implementation backlog. - CFO: Margins are stuck because automation is impossible - COO: Hiring more people to maintain integrations you already built If your sales team can close 10 deals per quarter but your implementation team can only deliver 5, your business can't scale. This is not an execution problem, it's a technology scaling ceiling. Stripe standardized payments infrastructure. Plaid standardized banking connectivity. We standardized payroll connectivity. Our Payroll Service Provider clients now go "live" at the rate of 1 country per month with just 1 resource. Same-day data flow. No custom code. No workarounds. Just full automation. Implementation backlog slowing your growth? Talk to us: https://taap.it/TXHluS #PayrollTech #GlobalPayroll

Att ta in en konsult borde vara enkelt, som en avlastning i det dagliga arbetet. Men i praktiken är det mer komplext än så. I många dialoger jag har återkommer samma frågor: vad kan man egentligen förvänta sig, hur säkerställer man kvalitet och vad är det som faktiskt gör skillnad över tid? Efter ett par år i rekryterings- och bemanningsbranschen har jag sett att svaret sällan ligger i det mest uppenbara. Det som gör skillnad sker ofta i bakgrunden, i hur väl man förstår både verksamheten och konsulten och hur arbetet följs upp från start. För mig handlar det om att få det att fungera i praktiken. Inte bara på pappret, utan i det dagliga arbetet. En kollega till mig har nyligen beskrivit hur vi arbetar med de här frågorna på ett tydligt och konkret sätt. Vill du få en bättre bild av hur kvalitetssäkring kan se ut i praktiken kan du läsa mer här: https://lnkd.in/dbkjekvD

Jag har pratat med många psykologer som varit nyfikna på konsultlivet, men kanske inte riktigt vetat vad de kan förvänta sig. Något jag ofta hör från våra konsulter är hur mycket det betyder att känna sig trygg i sitt uppdrag. Att veta vad som väntar, ha någon att bolla med och känna att uppdraget faktiskt passar. Extra viktigt inte minst på mindre orter där rätt kompetens kan göra stor skillnad! ⭐ Samma sak gäller förstås från andra hållet. För verksamheten handlar en bra matchning om mycket mer än ett CV. Vi har samlat några saker som kan vara bra att tänka på när ni tar in konsulter: https://lnkd.in/d4zx7Vku

As AI reshapes the workplace, the real opportunity is freeing HR leaders to focus on what matters most: people. ✨ Thrilled to share my piece in Fast Company this morning! How AI can redefine HR—not by replacing people, but by freeing teams to focus on trust, culture, and connection. I dig into personalized onboarding, “lean HR” for startups, and why humans must stay in the loop. Read it 👉🏽 https://lnkd.in/g-nQ8AZd

If you happen to be in Times Square this week, you will see #ShiftWorkerSunday on the Nasdaq tower – sharing space usually reserved for blockbuster films, trending beauty products, and whatever accessory TikTok makes famous next. Last year, we rewrote that script, introducing a moment dedicated to the 2.7 billion shift and hourly workers who keep our world running. I’m incredibly proud that we’re bringing this message back to Times Square for Shift Worker Sunday on November 30. This year’s theme is #BetterTogether, and Deputy's latest research reinforces something I deeply believe; when technology removes friction, people regain the time and space to do what humans do best: connect, care, lead, and lift others up. And that connection – a smile, a thank you, a moment of respect – matters now more than ever. As we enter the busiest time of the year, I ask all of us to pause - look the people serving us in the eye, express real gratitude, and offer kindness. It takes so little to make someone feel seen. Because at the end of the day, the world doesn’t run on algorithms, or even bright blue billboards in Times Square; it runs on people. On shift workers. On the billions who open stores before dawn, care for our loved ones, prepare our meals, keep our cities running, and support us when we need it most. To every shift worker around the world: thank you. Today and every day. We see you. We honor you. And this Sunday, we’re celebrating you on one of the biggest screens in the world! #FrontlineWork #FutureOfWork #TechnologyForGood #TimesSquare

When US companies evaluate LATAM, Uruguay rarely shows up first on the list. That usually changes after the first hire. What stands out is not just geography or cost. It is how predictable the outcome becomes. Teams in Uruguay operate in full US business hours, communicate clearly, and bring a level of consistency that reduces friction across engineering, product and leadership. This combination is harder to find than most companies expect. From a financial perspective, the numbers work. Senior technical profiles in Montevideo remain significantly more accessible than equivalent talent in major US hubs, without forcing trade-offs on quality or collaboration. But the real difference appears over time. Lower turnover. Stronger continuity. People who stay long enough to create institutional knowledge. For companies rethinking their nearshore strategy, Uruguay represents a stable, low-noise option in a market often defined by volatility. Not a shortcut. A long-term decision.

The Coca-Cola Company has named Henrique Braun, who grew up in Brazil and led its Brazil and Latin America businesses, as its next CEO, effective March 2026. Unilever appointed Argentine executive Fernando Fernandez as its global CEO in March 2025, after a career that included leading operations in Latin America. This is not random. Latin America has become one of the most demanding training grounds for senior leadership. Executives who grow here are forced to build capabilities that are increasingly rare in more stable markets. They learn to manage volatility and still deliver results. They operate in highly diverse consumer landscapes that require granular segmentation and sharp portfolio decisions. They innovate under constraints, make trade offs quickly and execute with limited resources. They balance strategy and operations, because in this region you cannot survive by being only one of those things. And they develop strong people and culture skills, building trust and alignment across teams, partners and channels. When global boards choose leaders who proved themselves in Latin America, they are not taking a symbolic step. They are selecting executives who have already succeeded in one of the most complex business environments in the world. For companies that still underestimate the depth of talent coming from LATAM, these appointments are a clear signal. Latin America is not just a source of talent. It is a region that consistently develops leaders ready to perform at a global level.

Negli ultimi 11 anni ho abbassato il mio stipendio tre volte. Ieri stavo guardando i contributi anno per anno (me lo ha chiesto la banca per una pratica) e mi sono ritrovato a fissare quella curva con una strana soddisfazione. Ci sono dei gradini verso il basso che, sul momento, erano stati tutt'altro che facili da digerire. Una volta era una posizione con meno soldi e un titolo meno pomposo di quello che avevo. Un'altra era un'azienda che nessuno conosceva, con un brand che non mi avrebbe aperto nessuna porta per il solo fatto di starci. Ogni volta il ragionamento era lo stesso: quanto mi costava restare dov'ero per i prossimi tre anni in termini di competenze che non avrei sviluppato? Perché lo stipendio del mese dopo è facile da calcolare, ma il prezzo di quello che non saprai fare tra tre anni (restando fermi) è molto più salato. Detto così sembra ovvio. Quando hai un mutuo, o una famiglia, o semplicemente non vuoi spiegare agli altri perché hai fatto un passo "indietro", il calcolo si complica in fretta. Quello che ho capito però è che il mercato del lavoro premia le competenze con un ritardo (a volte di anni) e chi ragiona solo sul breve finisce per ottimizzare la busta paga di adesso a scapito di tutto il resto. Ho visto persone molto più preparate di me bloccarsi in ruoli comodi perché il salto avrebbe richiesto qualche mese di incertezza che non si sentivano di reggere. Lo stesso succede alle aziende: si “siedono” su un set di competenze ottimizzando per il breve termine. Con Talentware aiutiamo le aziende a costruire una strategia sulle competenze che guarda a tre anni, non a tre mesi: www.talentware.ai/it

Inutile girarci intorno: il profilo perfetto non esiste. Esiste solo un processo di selezione sbagliato che cerca di trovarlo. Quando la selezione si basa esclusivamente sulla lettura di un CV, si finisce per filtrare le persone per quello che hanno scritto, non per quello che sanno realmente fare. Il rischio è concreto: lasciare fuori i talenti migliori perché non corrispondono a uno standard estetico di carriera lineare o a parole chiave predefinite. È il momento di cambiare prospettiva. Le competenze contano più del profilo. Nel prossimo webinar di THE FULL MONTY, approfondiremo come trasformare il recruiting in un asset strategico basato sui dati e sulla competenza oggettiva. Insieme a Annalisa Lucini e Giovanni Baraldi, analizzeremo alcuni strumenti concreti che ci possono aiutare ad andare oltre: - Assessment AI: validare le competenze in tempo reale, andando oltre i titoli. - Benchmark di competenze: definire i requisiti reali per eccellere in un ruolo. - Workflow senza bias: costruire un processo che riduca i pregiudizi e migliori la qualità delle assunzioni. L'appuntamento è per mercoledì 13 maggio alle ore 12:00, puoi registrarti e partecipare tramite il seguente link: https://lnkd.in/dkseyuJc