LinkedIn thought leader ad examples

🎉 Super excited to announce Check's partnership with Vestwell today! Like Check, Vestwell’s platform is built with rigor and engineered for flexibility, allowing them to meet partners where they are. Whether it’s powering a simple 401(k) plan or providing a fully embedded retirement experience, this adaptability makes them a natural fit for Check and our partners. Read more here: https://lnkd.in/eYRRyWZi

Já pensou em comunicar suas campanhas de incentivo direto pelo WhatsApp? Nós fizemos isso! Mais de 165 milhões de brasileiros usam o WhatsApp — é a maior mídia social do país. E se é lá que as pessoas estão, é lá que as marcas também precisam estar. Na Cashin, começamos com um app próprio para campanhas de incentivo. Mas, percebemos que muitos participantes não engajavam tanto assim. Afinal, esperar que a pessoa entre no site ou abra o app é pedir que ela lembre. E ela… esquece, deixa pra depois, procrastina. Foi aí que veio o insight 💡 Se o objetivo é ter a informação na palma da mão, por que não usar o que já está na palma da mão o dia inteiro? Hoje, os participantes das campanhas da Cashin recebem tudo direto no WhatsApp: ✅ Acesso instantâneo ao ranking ✅ Instruções e dicas sobre a campanha ✅ Muito mais frequência de uso e engajamento Já imaginou sua campanha de incentivo rodando 100% no WhatsApp? 👉 Saiba mais: https://lnkd.in/dkpiYaEh #Cashin #WhatsApp #campanhadeincentivo #engajamento #CX #incentivosdigitais #transformacaodigital

Muitas empresas ainda subestimam o poder da personalização nas campanhas de incentivo. Como alguém que vive o varejo há anos, eu posso dizer: não é a campanha mais cara ou a “premiação da moda” que move equipes de vendas — e sim a possibilidade de escolher a recompensa que faz sentido para cada pessoa. Quando o vendedor sente que o reconhecimento conversa com a sua realidade, a motivação é imediata. É isso que transforma um programa de incentivo em resultado concreto: metas batidas, engajamento elevado e faturamento crescente. 👉 Esse foi um dos pontos que exploramos no Cashin Live, e a gravação já está disponível para quem quiser mergulhar mais nesse tema: https://lnkd.in/dA-Vm2if

Rick Scheepers RPP is bij Buddee gestart als lead van ons payrollteam in Amsterdam. En daar zijn we erg blij mee. Voor de mensen die ons nog niet zo goed kennen: naast ons team in Amsterdam hebben we ook een groeiend salaristeam in Den Bosch. Met Rick's komst zetten we een volgende stap in onze groei. Je vraagt je misschien af: 'Waarom heeft een HR tech bedrijf ook een salaris administratie team?' Dat zit zo. Bij de meeste HR-tools stopt het bij HR. Salaris gaat vervolgens naar een extern kantoor, de accountant, of blijft in Excel hangen. Twee systemen, dubbele invoer, mailtjes heen en weer, en niemand die het hele plaatje ziet. Bij Buddee zit dat samen. Wij zijn het HR-platform voor de medewerker én we verwerken de salarissen zelf, in-house. Dat betekent geen overdracht tussen partijen. Geen ruis. Eén team dat de cijfers net zo goed kent als de software erachter. Dat is niet toevallig zo ingericht. Dat is onze positionering: simpele, complete HR + payroll, gebouwd voor het Nederlandse mkb. Om dat verhaal waar te blijven maken, moet de kwaliteit van ons payrollteam meegroeien met de ambitie. Daarom ben ik zo blij dat iemand met Rick's ervaring nu meebouwt aan wat wij neerzetten. En we groeien verder. We zoeken meer mensen die dit vak op deze manier willen aanpakken - praktisch, in contact met de klant, zonder de rompslomp van de oude wereld. En voor een salarisadministrateur betekent dat iets anders dan bij een traditioneel kantoor. Je zit niet aan het eind van de keten losse mutaties te verwerken die ergens anders zijn ingevoerd. Je zit aan de bron: dicht op de klant, dicht op het product, en bouwt mee aan hoe wij salaris én HR samen inrichten. Je werkt mee aan het systeem in plaats van dat je het alleen bedient. Vacature staat in de comments 👇

Zo lang alles goed gaat, is er geen budget voor HR. Geen budget voor een nieuw systeem. Geen budget om processen te digitaliseren. Geen budget voor extra ondersteuning. Ondertussen groeit het werk gewoon door: Meer nieuwe collega's. Meer contracten. Meer vragen over verlof. Meer uitzonderingen. En dat landt allemaal bij diezelfde HR manager. Tot er iets mis gaat. Een verzuimdossier dat niet klopt. Een contract dat te laat verlengd wordt. Een medewerker die een loonstrook betwistt omdat er iets fout is berekend. En binnen een dag verandert het gesprek volledig. Ineens is er wel budget. Voor een adviseur. Voor een nieuw systeem. Voor extra ondersteuning. Dus het budget was er blijkbaar de hele tijd al. Er moest alleen eerst iets misgaan voordat het werd vrijgegeven. De HR-managers waarmee ik praat missen geen kennis. Die hebben ze wel. Ze missen tijd. Tijd die wegvloeit naar het zoeken van informatie, het steeds opnieuw beantwoorden van dezelfde vraag over vakantiedagen, en het handmatig doorvoeren van dingen die allang geregeld hadden kunnen zijn. Dus misschien is de vraag niet hoeveel werk een HR-team nog kan absorberen. Misschien is de vraag of al dat werk eigenlijk nog wel op deze manier gedaan moet worden. Heb jij wel eens meegemaakt dat er opeens budget vrijkwam nadat er iets mis ging?

Imagine you could hire someone whose sole focus was increasing the number of candid feedback conversations across your team or organisation. What impact would that have on execution speed, team performance, and results? What would it do to team morale and personal development? How would it reduce the number of surprises in performance reviews? How would it show up on your exit interviews? Oli is like hiring someone to do this one job f***ing well—without hiring anyone. Ping me if you want on our waiting list.

Testing out some new ad creatives. Can someone tell this 40-something-year-old if this meme is still acceptable? 🤔

I was the 9th overall pick in the professional lacrosse draft. I also took a job as an analyst at First Manhattan Consulting Group. A few months into professional lacrosse and a consulting career, two things became clear: I wasn't a great pro player yet, but I thought I could become one. And splitting my focus between two careers meant I wasn't maximizing either. At the time, professional lacrosse wasn't like other pro sports. Most players couldn't make a full-time living from the game, so they worked corporate jobs while trying to compete at the highest level. That was my reality. I worked Monday through Friday and spent evenings, weekends, and plenty of PTO training, practicing, and traveling for games. It didn't take long to realize I was trying to do two demanding things at once. One paid the bills and challenged me intellectually. The other had been my dream since I was a kid. So I decided to go all-in on lacrosse. I had no clear plan for how I was going to make a living. What I did know was that if I committed fully, I had a chance to become one of the best players in the league. I trusted my work ethic, my network, and my ability to figure things out along the way. I looked at people like Kyle Sweeney, Ryan Boyle, and Paul Rabil, who had built careers around the sport, and learned from what they were doing. The bet worked. I got to spend nearly a decade competing at the highest level of a sport I loved while laying the foundation for a career in talent and leadership advisory. Eventually, that chapter ended and a new one began. But the lesson of betting on myself, focusing on the ingredients—conviction, hard work, discipline—and trusting the outcomes continues to carry me in my journey at Beecher Reagan.

When we started building data pipelines for Physical AI a few months ago, one thing became clear - it’s easy to get started, but extremely hard to scale. At scale, everything breaks. You need massive diversity - a large number of workers across thousands of commercial and household environments, without over indexing on any one setup. You need the right multimodal hardware for accurate 3D hand pose capture. You need strong models and pipelines for annotation. But most importantly, this is not a marketplace business. You can’t just match workers and walk away. You have to own quality and throughput end to end, which means operations becomes the core. Without that, quality starts dropping the moment you go beyond even ~500 hours/day. And when you introduce high-fidelity or custom hardware, it becomes even harder - coordination, training, and even something as basic as data transfer at scale becomes non-trivial. We SOLVED all of this! Over the last few months, we’ve built through these constraints end to end and are now operating at 10K+ hours/day, fully bespoke and exclusive for each client. We’re on track to become one of the largest data labs for Physical AI globally - solving for raw data creation, data creation using high fidelity custom hardware, 3D hand pose capture, and semantic annotation, while bringing together best in class hardware and model partners to augment our core strength of deploying and managing a large workforce end-to-end. One thing that has guided us over the last 10 years - and continues to - is simple: Focus on creating value for customers. Obsess over improving it every single day. Book a call with Gio : https://lnkd.in/gJVvbv8f Gurpreet ,Praveen, Anirudh ,Kshitij Gio Gujarati ,Kanishka ,Anchal Kumar ,Sudeep, Prashant, Shreyas, Runam, Achin, Arvind, Sahil, Harshil, Prince , Santhuan , Alphones, Chetan, Himanshu, Pratik, Nagarjuna, Jaiprakash meena , Ranjit, Vivek . #HumanoidRobotics #PhysicalAI #EmbodiedAI #RobotLearning #Robotics #AI #MultimodalAI #EgocentricData #FirstPersonData #EgocentricVideo #RobotTraining #RobotVision #HumanRobotInteraction #TactileGripper #Gripper #UMI #DataAnnotation #DataCollection #Awign

Customer experience is often discussed through technology, branding, or loyalty programs. But in retail, customer experience is still deeply human. It is shaped in real time by: • frontline teams, • manager effectiveness, • responsiveness, • and execution consistency across stores. The strongest retail brands are not only investing in customer experience. They are investing in the organizational systems that support frontline excellence. This is one of the themes we’ll discuss in our upcoming webinar: “Reimagining Retail Stores: From Feedback to Revenue at Scale” Date: 11th June Time: 3:00 PM IST #CustomerExperience #RetailLeadership #StoreExperience #RetailTransformation #RetailOperations #FrontlineTeams all things people

Meer dan HR alleen: veelzijdig, creatief en altijd op zoek naar de juiste oplossing Bij Bakker & Bosch geloven we dat ieder HR-vraagstuk anders is. Daarom kijken we verder dan alleen de vraag die op tafel ligt. We verdiepen ons in de organisatie, de mensen en de situatie om samen tot een passende oplossing te komen. Die oplossing is niet altijd standaard. Soms vraagt een vraagstuk om een creatieve aanpak 😉, waarbij we verschillende vormen van dienstverlening combineren om organisaties zo goed mogelijk te ondersteunen. Onze manier van werken wordt gekenmerkt door onze kernwaarden: Betrokken | Praktisch | Verbinden | Ondernemend | Mensgericht Daar voegen we graag nog twee eigenschappen aan toe die goed passen bij wie wij zijn: veelzijdig en creatief. Door onze brede ervaring en verschillende expertises kunnen we organisaties ondersteunen bij uiteenlopende HR-vraagstukken. Van interim HR en recruitment tot RPO, HR-projecten en loopbaanbegeleiding. Om een beter beeld te geven van de vraagstukken waar wij ons dagelijks met veel plezier mee bezighouden, hebben we onze nieuwe pagina met klantcases gelanceerd ➡ https://lnkd.in/enFJM2pz. Hier delen we voorbeelden van samenwerkingen en laten we zien hoe divers onze dienstverlening in de praktijk is. Benieuwd wat Bakker & Bosch voor een organisatie kan betekenen? Bekijk onze klantcases of neem contact met ons op. We denken graag mee.

Binnenkort weer beschikbare HR Consultants. Ik weet het… ik sta op het punt om vakantie te gaan en onze camper richting de zon te brengen. Toch nog even dit bericht, omdat ik graag een aantal collega’s onder de aandacht wil brengen. Ook tijdens de zomerperiode blijven HR-vraagstukken natuurlijk doorgaan. Daarom delen we vanuit Bakker & Bosch graag dat drie ervaren HR-professionals binnenkort weer beschikbaar zijn voor een nieuwe opdracht. Bart Koetje, Laura Terol en Yentl Driessens hebben ieder hun eigen expertise, maar delen dezelfde kracht: zij brengen structuur, kennis en praktische ondersteuning binnen organisaties. Of het nu gaat om tijdelijke ondersteuning, extra capaciteit tijdens drukke periodes, ondersteuning binnen HR-processen of het tijdelijk invullen van een HR-rol: zij voegen graag waarde toe waar dat nodig is. Benieuwd naar de mogelijkheden of ken je een organisatie die tijdelijk HR-ondersteuning kan gebruiken? Dan horen wij dat graag. Mocht er vanuit dit bericht een vraag ontstaan terwijl ik afwezig ben, dan neemt mijn collega Marc Corman het graag tijdelijk over. Hij is bereikbaar via [email protected] en helpt graag verder.

I’ve always been a Galvanizer and an Includer. It’s in my wiring to bring people together and make sure no one is left behind. For a long time, I thought that was just my personality. But I have realised that's my leadership advantage. Leading across teams isn’t about giving directions. It’s about earning trust. Every department has its own pressures, priorities, and definition of “urgent.” And without trust, alignment is impossible, no matter how brilliant the strategy is. So I started connecting people. I created space for conversations that were sometimes uncomfortable, but always honest. And when trust was built, everything shifted: ✔ Teams stopped guarding their silos ✔ They started guarding the mission ✔ Decisions became faster ✔ Accountability became shared That’s when momentum became natural, not forced. Vision gives direction. Trust fuels alignment. Alignment moves organisations. I’m grateful to be leading the team at AYP Group, and even more grateful to lead beside Annie Yap, where collaboration isn’t something we do, it’s who we are. #LeadershipWithGrace #LeadAcross #TrustAndAlignment #PeaceOfMindInHR #WomenInLeadership

Should you use AI to screen CVs? Are there better ways to use AI to uncover potential? What does best practice in AI in screening look like? Today I am kicking off Season 4 of the TA Disruptors podcast with one of the UK’s most trusted assessment scientists: 🎙 Dr. Alan Bourne — Partner at Ommati, former CEO of Sova, longtime industry friend to me, and also an advisor to government and enterprises on screening and assessment best practice. In this episode, Al breaks down: 1️⃣ The questions to ask vendors before you buy an AI tool 2️⃣ What AI “snake oil” to watch out for 3️⃣ How to separate real safeguards from shiny features Plus, he shares a wealth of practical tips to help TA teams navigate automation without compromising fairness or explainability. 💥 If you want to stay ahead of the AI in recruitment debate, this is one of our most practical, insightful episodes to date. A few other assessment experts Al has shared his thoughts with on AI include: Charles Handler, Ph.D. Ben Hawkes Ben Williams #ai #arcticshores #psychometrics #cvscreening

💥 Yesterday was a big day for Arctic Shores 💥 We officially launched a new task, a measure of learning agility! Our first new one for several years. It was 3 years in the making, involved hundreds of hours of research, even more in design and testing, and then lots of validation and refinement. When you make an investment call three years in advance it can be scary. What will organisations be looking for, how will jobs have changed, and will this be something that people get excited about? We did a lot of research, looking at leading thought leaders and consultancies to see what they were predicting. Even with all of that we had to make a bet. It's early days but the response has been incredible. Existing clients signed up for an early release faster and more enthusiastically than we expected and TA teams who are just exploring about using us have also jumped at it. At the ISE Future Talent conference this week, 3 our 6 presentations I went to which talked about what capabilities we will drive success in knowledge roles in the future mentioned learning agility. It's not a silver bullet but it will be a critical ingredient. In this new world, what matters most isn’t a huge shopping list of hard skills. It’s the capability to learn, relearn, and unlearn skills in continuous cycles. So our new task, short and interactive, assesses how candidates pick up new rules in real time, how they use feedback, switch strategies and transfer knowledge. It's a big deal because: 🔥 we will collect candidates’ real learning behaviours (not self-reported answers) 🔥 It's AI-resilient - a task ChatGPT can’t complete 🔥 Gives hiring managers a clear, explainable score for every candidate on a trait that underpins someone's ability to learn new things - something previously we've only been able to get a weak signal from degree or educational classifications 🔥 It's all based on validated science and is explainable by design. It is also GDPR and EU AI Act compliant. Want to see it in action? Put 'Learning Agility' in the comments and I'll send you a link. #learningagility #ai #recruitment #selection #arcticshores

Since founding Amby, we have always wanted to work with the companies that define a generation. The Googles. The Facebooks. The ones people look back on and say: that was obvious in hindsight. Lovable is one of those companies. If you have been living under a rock: Lovable one of the fastest-growing companies in the world right now. They needed to scale headcount across multiple countries in under a year, at an exceptionally high talent bar, without a TA function in place. We embedded as their first recruiter and helped build their recruitment engine from scratch during a critical scaling phase. Six months later: 📌 43 hires across engineering, design and marketing ⚡ 44-day average time-to-hire 🔥 16 hires in a single month 🤯 Fastest hire completed in 5 days This is what we built Amby to do! Thank you Charles Guillemet and Maryanne Caughey for the trust ❤️ Esben A. Poulsen, Duyen Jin Nguyen, Julia Åström, Meagan Leber

Le aziende cercano adattabilità. I candidati mettono in evidenza ambizione. Le aziende vogliono affidabilità. I candidati parlano di passione per il proprio lavoro. Non è un mismatch di competenze: è un mismatch di linguaggio. E i dati del Report Recruiting 2026 di Altamira lo mostrano in modo abbastanza chiaro, analizzando le soft skill estratte da oltre 1 milione di CV e 41.000 annunci di aziende italiane. Convergenza alta sulle grandi categorie. Differenze nel modo in cui ognuno racconta le stesse cose. Se ti occupi di selezione o scrivi annunci, è un dato che vale la pena tenere in mente. Puoi scaricare il Report Recruiting 2026 e scoprire tutti gli insight che contiene da questo link: https://lnkd.in/dv8eJVMU

Le aziende cercano adattabilità. I candidati mettono in evidenza ambizione. Le aziende vogliono affidabilità. I candidati parlano di passione per il proprio lavoro. Non è un mismatch di competenze: è un mismatch di linguaggio. E i dati del Report Recruiting 2026 di Altamira lo mostrano in modo abbastanza chiaro, analizzando le soft skill estratte da oltre 1 milione di CV e 41.000 annunci di aziende italiane. Convergenza alta sulle grandi categorie. Differenze nel modo in cui ognuno racconta le stesse cose. Se ti occupi di selezione o scrivi annunci, è un dato che vale la pena tenere in mente. Puoi scaricare il Report Recruiting 2026 e scoprire tutti gli insight che contiene da questo link: https://lnkd.in/dmM5mzfa

¡Da el siguiente paso en tu carrera en Hostelería y trabaja en Estados Unidos! ¿Te gustaría adquirir experiencia internacional mientras desarrollas tu carrera en el sector hotelero en Estados Unidos? En Alliance Abroad Spain estamos buscando talento para incorporarse a prestigiosos hoteles y resorts en EE. UU. en las siguientes posiciones: ✨ Guest Relations Officer ✨ Food & Beverage Server Requisitos mínimos (obligatorios) ✅ Nivel intermedio de inglés. ✅ Grado universitario (o titulación equivalente de educación superior) en Hosteleria , Gestión Hotelera o áreas afines. ⚠️ Importante: Solo se tendrán en cuenta las candidaturas que cumplan ambos requisitos (idioma y formación). Si te apasiona la hospitalidad y quieres impulsar tu carrera con una experiencia internacional, ¡nos encantaría conocerte! 📩 ¿Te interesa? Envía tu CV actualizado a [email protected] ¿Conoces a alguien que pueda encajar en esta oportunidad? ¡Etiquétalo en los comentarios o comparte esta publicación! #Hospitality #TrabajoEnEstadosUnidos #WorkAbroad #CarreraInternacional #Hotelería #HotelManagement #GuestRelations #FoodAndBeverage #AllianceAbroad #OportunidadesLaborales

Excited to launch Lisa, The World’s Best Recruiter. 1 - Tell Lisa what you’re looking to hire. 2 - She sources on LinkedIn / Indeed / etc. 3 - Lisa instantly reviews every resume. 4 - [Optional] Interviews in 30 languages. 5 - Lisa sends you a ranked list of the best. 6 - She provides analytics / data reports. 7 - [Optional] Adds everything to your ATS. Hire better. 10X faster. Your first job is free! Try it now [welovealfa.com] 🚀 🚀

Excited to share that I’ve earned the Coaching Skills for People Leaders (CSPL) Certificate through The Alotten Group! This program was an incredible opportunity to strengthen my coaching approach and leadership impact. Some key takeaways for me: ✅ Exploring core coaching frameworks reminded me how powerful intentional conversations can be in unlocking potential ✅ Practicing over 10 hours of real-world coaching gave me confidence and reinforced the importance of creating space for others to grow ✅ Engaging in coaching labs with guided feedback reminded me of the value of curiosity and listening deeply A huge thank you to Alotten Group and the amazing facilitators for making this such an engaging and impactful experience. I highly recommend this program to anyone looking to elevate their leadership impact and help their teams thrive! #LeadershipDevelopment #CoachingSkills #ContinuousLearning #PeopleLeadership

On pense souvent que le portage salarial, c’est pour “quelques consultants”. En réalité ? + de 750 métiers sont aujourd’hui exercés en portage salarial en France. Quand on commence a se renseigner, on a parfois l’impression que ce statut est réservé à des profils très précis : développeurs, consultants IT, experts techniques… Mais sur le terrain, j’ai rencontré des DRH de transition, des chefs de projet, des formateurs, des experts RSE, des managers, des spécialistes marketing, des acheteurs… et tant d’autres profils encore. (A tous ceux qui passeront par là, vous vous reconnaîtrez - Merci pour la richesse et la diversité de nos échanges !) Le point commun entre tous ces profils n’est pas forcément le métier. C’est l’expertise. Et surtout l’envie de travailler différemment : choisir ses missions, fixer ses tarifs, sécuriser ses revenus… tout en gardant un cadre stable et protégé. Et je peux vous dire qu’on en a vu passer des parcours très différents. Des personnes qui pensaient que “ce n’était pas fait pour elles”… jusqu’au moment où elles comprennent que le portage n’est pas un métier, c’est un cadre qui leur permet d’avancer sereinement. Parce que se lancer seul peut vite sembler compliqué. Entre gérer l’administratif, sécuriser ses revenus, comprendre ses droits… beaucoup se sentent rapidement dépassés. Chez Ad'missions - Portage Salarial, nous sommes là pour ça. Plus concrètement, nous vous aidons à structurer votre activité, sécuriser votre revenu et votre protection sociale, tester l’indépendance… et avancer pas à pas, à votre rythme, en toute sérénité. 💡 Envie d'en savoir un peu plus ? Prenez rendez-vous avec l’un de nos experts Ad’missions. Ils prendront le temps d’écouter votre situation, vos projets et vos questions, et vous guideront pour vous lancer en toute sérénité ! Lien en commentaire 👇

Quand on parle d’accompagnement des consultants, on parle souvent de statuts, de chiffres, de contrats. Mais ce qui compte vraiment, ce sont les retours de ceux qui vivent l’expérience au quotidien. Ce que je lis le plus souvent dans les retours de nos indépendants accompagnés, ce n’est pas : “Les frais sont compétitifs” “Le process est bien huilé” C’est plutôt : “Je me sens écouté” “On m’a aidé à y voir clair” “Je ne suis plus seule face aux décisions” “Je peux enfin me concentrer sur mes missions” Et quand on prend un peu de recul, ce n’est pas si étonnant. Être consultant indépendant, ce n’est pas juste facturer une mission. C’est gérer des doutes, des décisions, des périodes de transition, parfois du stress. 👉 C’est exactement pour ça que l’accompagnement fait la différence. Depuis 1997, plus de 28 000 indépendants ont été accompagnés chez Ad'missions - Portage Salarial. Et nos indépendants le confirment : nous avons aujourd’hui une note de 4,9/5 sur Trustpilot avec 452 avis et un TrustScore “Excellent”. (et ça ne fait qu'augmenter, j'espère que ma créa ne sera pas obsolète en 1h). 💡 Vous souhaitez comprendre comment le portage salarial peut vous simplifier la vie d’indépendant ? Prenez 20 minutes pour en discuter avec l’un de nos experts. (Promis, c'est sans engagement) 👇 Lien en commentaire

5.79 billion people use Social Media, but sure "your candidates aren't on Instagram!" 👀 That's 70% of the world’s population! 👋 Your next CTO is scrolling TikTok. 👋 Your future CEO just liked a World Cup video on Facebook. 👋 And your top-performing sales manager? 😀 They're currently dropping memes in their friends’ group chat! Most talent isn’t searching. They’re scrolling. For hours. Every day! Just like like you do now 😉 Ask yourself this: if your next hire isn’t actively looking… would they even see you?