Career Success Factors

Spending over 23% of your day on LinkedIn as a founder or coach but still stuck with less than 10% conversions. Your services and products are not being recognized and sold even on one of the biggest B2B platforms. Based on my recent client experiences, I have included 5 strategies to resolve your issues below. Lead gen on LinkedIn is more like going to the gym. → As in a gym, you don't jump onto 20 kg dumbbells for your workout; similarly, when you think of lead gen it's not about $5,000 clients on day 1. → As in a gym, you focus on building a habit of walking there; similarly, you should build a habit of talking to ICPs. Once you are onto this stage: 1) Write what appeals to your targeted ICPs. → Educational Storytelling → Value-based lead magnet → Before and after case study → Client case study with proofs → Emotional trigger-based content 2) Connect with ICPs without selling in the 1st text → Talk about their personality → Talk about something they are good at → Talk about what's wrong + how you can fix → Talk of their contribution + how to take forward → Talk how they have impacted your life positively 3) Connect with a set of ICPs through comments → Create a list of 50 people in an Excel sheet → Comment on 25 on alternative days → Write genuine words → After 4-5 days of mutual conversation → Send a connection request with an intent 4) Create a strong lead magnet for your ICPs → Find people who fit your ICP list → Send them a connection request. → Ask about a problem they are facing. → Showcase how your lead magnet can be fixed. → If they agree, send it to them and take it on. 5) Leverage the potential of reactions & comments. → Open profile of a big creator who fits your ICP. → Open recent posts & find reactions + comments. → Filter them out; they are the most active ones. → Send customized connection requests regularly. → And you’ve a list of active ICPs to contact daily. When you build a habit, you find new ways to strengthen, exactly how you go to the gym, and build a habit of better posture and mobility. Focus on building habits with better actions; you'll be surprised to witness the results. P.S. If you want to dive deeper into lead gen and become the top 1% in the industry through content, DM me.

Everyone wants better inbound leads from LinkedIn. But barely anyone fixes the one thing that matters most: 𝗬𝗼𝘂𝗿 𝗽𝗿𝗼𝗳𝗶𝗹𝗲. It’s not just a resume. It’s your landing page. Your silent pitch. Your conversion engine. So here are 8 truths I’ve learned after 100K+ followers, 80+ clients, and 1000+ posts: 𝟭. 𝗜𝗳 𝘆𝗼𝘂𝗿 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲 𝗮 𝗿é𝘀𝘂𝗺é, 𝘆𝗼𝘂’𝘃𝗲 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗹𝗼𝘀𝘁. → People don’t buy your job history. → They buy the transformation you offer. 𝟮. 𝗬𝗼𝘂𝗿 𝗵𝗲𝗮𝗱𝗹𝗶𝗻𝗲 𝗶𝘀 𝗽𝗿𝗶𝗺𝗲 𝗿𝗲𝗮𝗹 𝗲𝘀𝘁𝗮𝘁𝗲. → “Founder | Consultant | Coach” = unclear. → “I help X achieve Y in Z time” = money. 𝟯. 𝗬𝗼𝘂𝗿 𝗯𝗮𝗻𝗻𝗲𝗿 𝗶𝘀𝗻’𝘁 𝗱𝗲𝗰𝗼𝗿𝗮𝘁𝗶𝗼𝗻. → Use it to show proof, drop a CTA, or build authority at first glance. 𝟰. 𝗬𝗼𝘂𝗿 𝗮𝗯𝗼𝘂𝘁 𝘀𝗲𝗰𝘁𝗶𝗼𝗻 𝘀𝗵𝗼𝘂𝗹𝗱 𝗯𝗲 𝗮 𝘀𝘁𝗼𝗿𝘆, 𝗻𝗼𝘁 𝗮 𝗽𝗮𝗿𝗮𝗴𝗿𝗮𝗽𝗵 𝗼𝗳 𝗯𝘂𝘇𝘇𝘄𝗼𝗿𝗱𝘀. → “Here’s what I’ve done” is boring. → “Here’s what I’ve learned & who I help” is sticky. 𝟱. 𝗬𝗼𝘂𝗿 𝗳𝗲𝗮𝘁𝘂𝗿𝗲𝗱 𝘀𝗲𝗰𝘁𝗶𝗼𝗻 𝗶𝘀 𝘂𝗻𝗱𝗲𝗿𝗿𝗮𝘁𝗲𝗱. → Put results, testimonials, or lead magnets front and center. → People do click if it’s clear what’s in it for them. 𝟲. 𝗜𝗳 𝘆𝗼𝘂 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗲 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵 𝗯𝘂𝘁 𝗶𝗴𝗻𝗼𝗿𝗲 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻𝗶𝗻𝗴 — 𝘆𝗼𝘂𝗿 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗶𝗼𝗻 𝗿𝗮𝘁𝗲 𝘄𝗶𝗹𝗹 𝗯𝗲 𝘁𝗿𝗮𝘀𝗵. → Tools can get attention. → Your profile closes (or loses) the deal. 𝟳. 𝗢𝘂𝘁𝗯𝗼𝘂𝗻𝗱 𝗶𝘀 𝗳𝗶𝗻𝗲. 𝗕𝘂𝘁 𝘆𝗼𝘂𝗿 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝘀𝗵𝗼𝘂𝗹𝗱 𝗺𝗮𝗸𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗿𝗲𝗽𝗹𝘆 → Bad first impressions = ghosted DMs. 𝟴. 𝗘𝘃𝗲𝗿𝘆 𝗽𝗶𝗲𝗰𝗲 𝗼𝗳 𝗰𝗼𝗻𝘁𝗲𝗻𝘁 𝗹𝗲𝗮𝗱𝘀 𝘀𝗼𝗺𝗲𝘄𝗵𝗲𝗿𝗲 — 𝘂𝘀𝘂𝗮𝗹𝗹𝘆 𝘆𝗼𝘂𝗿 𝗽𝗿𝗼𝗳𝗶𝗹𝗲. → Treat it like your most important funnel. 2025 is noisy. Attention spans are short. Positioning is what cuts through the scroll. P.S. Your profile is already live. Might as well make it work for you. 𝗔𝗹𝘀𝗼, 𝗜 𝗮𝗺 𝗼𝗻 𝗮 𝘀𝘁𝗿𝗲𝗮𝗸 𝘁𝗼 𝗽𝘂𝗯𝗹𝗶𝘀𝗵 𝗱𝗮𝗶𝗹𝘆, 𝗮𝗻𝗱 𝘁𝗼𝗱𝗮𝘆 𝗶𝘀 𝗗𝗮𝘆 𝟳𝟴/𝟯𝟱𝟬. 𝗣.𝗦. 𝗜 𝗵𝗲𝗹𝗽 𝗳𝗶𝗻𝗮𝗻𝗰𝗲 𝗰𝗿𝗲𝗮𝘁𝗼𝗿𝘀, 𝗳𝗼𝘂𝗻𝗱𝗲𝗿𝘀, 𝗖𝗫𝗢𝘀, 𝗮𝗻𝗱 𝗰𝗼𝗮𝗰𝗵𝗲𝘀 𝗴𝗿𝗼𝘄 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝘄𝗶𝘁𝗵 𝗽𝗼𝘄𝗲𝗿𝗳𝘂𝗹 𝗰𝗼𝗻𝘁𝗲𝗻𝘁. 𝗗𝗠 𝗺𝗲, 𝗮𝗻𝗱 𝗹𝗲𝘁’𝘀 𝗺𝗮𝗸𝗲 𝗶𝘁 𝗵𝗮𝗽𝗽𝗲𝗻. 🚀

You’re not losing leads because of LinkedIn’s algorithm. You’re losing them because your ideal clients don’t see you as the expert they need. Most B2B founders make the mistake of thinking: ❌ “Posting daily will bring inbound leads.” ❌ “Going viral will grow my business.” ❌ “More content = More sales.” 🚨 That’s not how LinkedIn works. 🚨 I built my B2B brand WITHOUT ads, WITHOUT cold DMs, and WITHOUT chasing engagement. Clients came to me because I focused on the right things. Here’s how you can do the same. 1️⃣ Nail Your Positioning Before Posting Anything Before you create content, ask yourself: 💡 Who exactly are you speaking to? (If you target everyone, you attract no one.) 💡 What urgent problem do they have? (No problem = No attention.) 💡 How does your offer solve it better than others? (Positioning = Trust + Demand.) 2️⃣ Stop Educating. Start Addressing Business Pain Points. Most B2B founders create generic content like: 🚫 “5 Tips to Improve Your LinkedIn Profile.” But what actually works? ✅ “Why Your LinkedIn Profile is Costing You 50+ Leads Every Month (And How to Fix It).” 3️⃣ Build a 3-Layer Content Strategy for Maximum Impact 🚀 B2B growth isn’t about engagement—it’s about trust & demand. Here’s the framework: 🔹 Thought Leadership → Industry insights, predictions & bold opinions. 🔹 Solution-Based Posts → Frameworks, case studies & client transformations. 🔹 Conversion Content → Storytelling, pain-point narratives & strategic soft sells. 4️⃣ Turn Your Profile into a High-Conversion Landing Page Your LinkedIn profile isn’t just a bio—it’s a sales page. 🔸 Headline → Clearly state the problem you solve. 🔸 About Section → Tell a compelling story (not a boring resume). 🔸 Featured Section → Showcase case studies & authority-building content. 5️⃣ The 80/20 Engagement Strategy to Boost Visibility Most people post and pray for engagement. Instead, be proactive: 📌 80% Engagement → Comment on high-traction posts in your industry. 📌 20% Posting → Focus on high-impact, lead-generating content. 💡 Your comments should be mini-posts, not just “Great insights!” 6️⃣ The DMs That Convert Without Being Spammy Use The Insight-First DM Approach: 1: Engage with their content before DMing. 2: Send a short, value-driven message (no pitch). 3: Open with an insight, not a sales script. Example: “Hey [Name], saw your post on [Topic]. You’re spot on about [Key Point]. Have you considered [Unique Insight]? Happy to chat if you ever want to brainstorm!” 🔥 This starts real business conversations—not ignored messages. LinkedIn isn’t about just posting—it’s about positioning, strategy, and smart engagement. When you get these right, inbound leads become a natural result. Follow Shraddha for more insights. P.S. That’s me in ghibli version professionally.

Earlier today, I shared an honest and raw story with a coaching client about a season of life in which I failed miserably. During that season, I lost sight of things completely within my control. This compounded the season, lengthening it beyond what it needed to be. Because of that, the people I loved most suffered the consequences spiritually, financially, and emotionally.  In recruiting, it’s easy to get caught up in factors you can’t control: Market shifts Recruits responses Competitor moves True recruiting mastery lies in focusing on what you can influence. There is a small list of actions/behaviors that elevate your performance. When you emphasize their importance and invest significant time in them, your results change dramatically.   Doing so… Builds consistency Boosts results Speeds up decisions made by recruits Attracts the right people to you and your team. Here are a handful of things that need to be focused on: 1) Set Your Non-Negotiables: Identify your daily and weekly recruiting activities. You control consistent follow-ups, setting clear expectations and providing value. 2) Emphasize Your Unique Value: Define what makes your team different. Emphasize the strengths you bring to every relationship. 3) Control the Conversation Flow: Lead with empathy and curiosity, tailoring the conversation to meet candidates’ needs and goals. 4) Improve Your Processes: Keep refining systems, scripts, and the candidate journey. Optimizing these aspects builds trust and leaves an impact. 5) Stay Positive: Your attitude and tone are under your control. A confident, positive approach attracts candidates and keeps momentum. Your power lies in your actions, not in predicting the outcome.  Master your actions, and you will create the outcome of recruiting success. 

Recruiters are expected to evolve into strategic business partners, playing a crucial role in aligning talent acquisition with overall business goals. Transformation is happening Automation and AI are handling routine tasks like resume screening and interview scheduling, allowing recruiters to focus on strategic initiatives1. This shift enables them to spend more time understanding business needs and crafting effective talent strategies. Recruiters are immersing themselves in their clients' industries, understanding market dynamics, operational challenges, and competitive landscapes. This knowledge helps them anticipate the skills and competencies needed for future success. Using data analytics, recruiters are making informed decisions about workforce planning and talent management. This approach ensures that recruitment strategies are aligned with business objectives and market trends. The human element remains irreplaceable. Recruiters are prioritizing empathy and communication, building authentic relationships with both clients and candidates. This helps in matching not just skills but also cultural fit. Recruiters are transitioning from tactical roles to strategic problem-solvers. They are designing unique candidate experiences, crafting compelling employer value propositions, and developing innovative sourcing strategies. Continuous learning and upskilling are essential. Recruiters are enhancing their skills to stay ahead of industry changes and to provide strategic insights to their organizations. This evolution positions recruiters as valuable assets, driving business success through strategic talent acquisition.

Measuring recruiting success is essential. But don’t get caught up in just filling roles. Instead, focus on the right metrics. In every talent acquisition strategy, some recruiters rely solely on basic metrics like time-to-hire or number of placements. You’ve probably seen it before: ↘️ Prioritizing speed over quality. ↘️ Hiring to fill quotas, not for long-term fit. ↘️ Ignoring candidate experience entirely. But it’s a short-sighted approach. There’s a much better way to evaluate recruiting success by focusing on key performance indicators (KPIs) that drive real impact. It’s about: ✅ Quality of hire – How well new hires perform and contribute to the organization. ✅ Retention rates – Are your hires staying and growing within the company? ✅ Candidate experience – Ensuring every applicant has a positive and professional interaction. ✅ Offer acceptance rate – The ratio of offers extended to those accepted. ✅ Time-to-productivity – How quickly new hires ramp up and start delivering results. Recruiting isn’t just about filling seats. It’s about building strong teams, improving retention, and ensuring long-term success for both the candidate and the company. 🧠 Remember: Real recruiting success is measured by quality and fit. What metrics do you use to evaluate your recruiting process?

Last week I spoke with an enterprise AE at F100 company who closed over $5M in 2023 (3x his quota). The surprising part? He generated 90% from Linkedin. Here’s what the enterprise social selling playbook looks like: 1. Community: Successful sales reps are constantly enhancing their community on Linkedin. They invite key prospects, customers and other stakeholders to their network. As an AE or Exec, it helps to stay in the same domain over time so you can engage with the same community but across different employers. The compounding effect of your network is exponential. 2. Content: Engage frequently with your community. Stay ahead of the curve and ensure your content reflects that. Not all content has to be original and unique. Most Linkedin users are looking to consume content that will help them be better at their job today. Share best practices, success stories and recommendations. If you stay in the same domain, the quality of your content will grow as you build trust within your community. 3. Signals: Get a good understanding of the triggers and signals that impact demand in your target segment. Use these signals to focus your attention on select individuals as they become active. 4. Offer Help: Be mindful of any request for assistance within your community. If you are going to stay in the same domain for long, expect your community to do the same. Offer to assist even if it does not directly help your business. Chances are these interactions will lead to deep relationships in the long run. 5. LinkedinOps: This is often an ignored part of social selling. For the same reason that Inbound leads perform so well (because they are warm), somebody that visited your profile also has a relatively high probability to respond in the first 24hr. It’s the job of LinkedinOps to run all active engagers through an ICP filter and then follow up on good fit candidates. 6. Outreach: I have seen some successful reps use personalization tools to find the right messaging or conversation opener for Linkedin outreach. It makes sense to do an outreach with the good-fit engaged audience within 24-48 hrs of the engagement. Don’t hesitate to ask for referrals. 7. Tracking: Track engagements and metrics. Score and rank your audience every week for good fit top engagers. Your top engagers are the ones who will likely take your call. Your LinkedinOps can help you with analytics. 8. Convert: Know when and how to move your conversation outside Linkedin. Linkedin is great for capturing demand signals or for generating trust. Look for the right moment to share a calendar link or an email to move the conversation to a different platform. TAKEAWAY: Your buyers are already on Linkedin. With a little discipline and LinkedinOps, you can close revenues while enhancing your brand and handling objections at scale. I've been helping GTM teams for 15+ years. Never before have they had access to such a powerful platform. Take advantage.

Most B2B companies fail on LinkedIn because they use it like an ad platform. But the best brands turn it into a lead generation machine. Not by spamming cold DMs. Not by posting company updates no one cares about. But by building trust, engaging in the right conversations, and making it easy to convert. The best companies doing this at scale: ColdIQ → Built a multi-million dollar agency by educating their audience. Lemlist → Employees became creators, driving more inbound than paid ads. Aligned → Uses storytelling to spark engagement and book demos. Commsor → Grows through community-driven content and real discussions. Easygen → "Walk the talk" approach—founders and employees use the tool to grow their own LinkedIn. Crono → Uses LinkedIn as a content funnel that turns views into revenue. But if you want this to work, you need to get your team involved. Your employees have 10x the reach of your company page. Yet most companies struggle to get them to post. Here’s how to fix that: Run an internal challenge – reward the best LinkedIn creators in your team. Track growth the right way – followers > engagement > impressions. Let the team vote for the best creator, making it fair. Set a team-wide incentive based on pipeline, revenue, or lead goals. Companies that nail this get inbound leads every day, without chasing. - I'm Noam, posting daily social selling tips. Follow me to make your content sell for you.

One thing I have learned in recruiting. No matter the level of role, skillset of the role, volume of the roles. The most successful recruiting is done when the recruiter has the best intake. The intake is the cornerstone of the recruit and when we have a strong cornerstone and foundation we can create a solid recruiting structure and results. Look at your intake and ask the questions; do you have a thorough template, do you set true expectations, do you get verbal and written agreement on accountability and process. If you can't determine that in 30 seconds of reviewing your intake process, change it Do not let your hiring team off the hook, if they say they are too busy for a thorough intake and you let it go. You are not a partner, you are an order taker and will not be heard when you need it most.

The Complete LinkedIn Growth Blueprint (That Actually Works in 2025) After helping dozens of professionals transform their LinkedIn presence, I've distilled my approach into this comprehensive playbook that drives real results. The secret? It's not about random posting—it's about systematic implementation across these six critical areas: 𝟭. 𝗣𝗿𝗼𝗳𝗶𝗹𝗲 𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗮𝘁𝗶𝗼𝗻 Your profile isn't just a digital resume—it's your 24/7 business card. Beyond the basics, your Featured section should showcase your best work, and your Experience section should tell stories, not just list responsibilities. 𝟮. 𝗖𝗼𝗻𝘁𝗲𝗻𝘁 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 The algorithm rewards diversity. My clients see 3X engagement when they balance text-only posts with carousels, documents, and video. But timing matters too—I've found Tuesday and Thursday mornings consistently outperform other posting windows. 𝟯. 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗧𝗮𝗰𝘁𝗶𝗰𝘀 My 5-3-1 daily system works wonders: 5 comments on target audience posts, 3 reactions with thoughtful insights, and 1 direct message to deepen a specific relationship. Small consistent actions compound dramatically. 𝟰. 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 Connections without strategy create noise, not opportunity. I help clients develop audience segments and personalized connection request formulas that convert at 70%+ rather than the typical 20% acceptance rate. 𝟱. 𝗟𝗲𝗮𝗱 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻 LinkedIn becomes your most valuable lead source when content drives inbound connections, and your outbound messaging sequence moves relationships forward naturally. Sales Navigator becomes truly powerful when used within this framework. 𝟲. 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 & 𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗮𝘁𝗶𝗼𝗻 What gets measured gets improved. I focus clients on tracking 5 key metrics that actually matter rather than vanity metrics that distract. Our testing framework lets you improve each element methodically. I've mapped out this entire system in my LinkedIn Growth Playbook (see image). What part of your LinkedIn strategy needs the most attention right now? Comment below and I'll share some personalized insights. Need Guidance or more help? Reach me here: https://fh.bio/gkotte #LinkedInStrategy #ProfessionalGrowth #NetworkingTips #ContentCreation #LeadGeneration