The Linkus Group Inc.

Linkus Group is proud to support a select group of small and medium-sized businesses, and high-growth tech start-ups across Canada. 

We are known for our highly personalized and dedicated approach to partnering with our
clients. Our customer retention has been instrumental in our growth and we provide support
across an array of positions, including executive, tech, sales, marketing, finance, and operations.

We take the pain out of recruiting so you can focus on what you do best – running your
business and building customer relationships. 

Clients:
-KOHO (started working with when under 10 people)
-Coinsquare (started working with when under 10 people)
-Sonnet Insurance (started working with when under 10 people in Stealth Mode)
-Jumbleberry (started working with when under 20 people) (Exit)
-Moo Media (started working with when under 20 people) (Exit)
-Mundo Media (started working with when under 20 people) (Exit)
-GreenTank Technologies (Started working with when under 20 people)
-Altrio (started working with when under 10 people in Stealth Mode)
-Notch (started working with when under 40 people)
-Tacit Innovations (started working with when under 10 people in Stealth Mode)
-Klick Health 
-The Score (started working with when under 100 people)
-Cobmex 
-IOF Business Furniture
-Umbra
-Vitaly Design (started working with when under 30 people)
-Clean My Space (started working with when under 30 people)
-Bioconnect (started working with when under 50 people)

Founder & CEO + Recruitment Advisor

5 to 9 Society

5 to 9 Society is an invite-only network for the bold, the brilliant, and the builders. We connect high-performing operators, visionary founders, and sharp-eyed investors who aren’t just working 9 to 5, they’re creating their legacy from 5 to 9.

Born from a deeply curated network, the Society is part secret society, part talent marketplace, built to foster meaningful introductions, powerful collaborations, and rare opportunities. No fluff, no noise, no LinkedIn mass pitches. Just real access to people who move the needle.

We believe the most valuable rooms are the ones no one knows about, and we’re building one of them.

If you move fast, think big, and like to play in rare air, you're in the right place.

Membership is by invitation or referral only.

Reach out to me if you’d like to learn more.

Founding Member

Hipo | High Potential Hires (formerly HiredHippo)

We are on a mission to redefine how teams hire for startups and attract the best off-market talent.

Today's strategy to find top talent is completely broken. If we think about where our best employees come from, they are almost always found via referrals and our own network. However, the challenge is that referrals are never enough to fill our entire hiring pipeline. So we end up needing to leverage job boards to fill out the rest of our candidate pool.

The downside? The best candidates don't apply online. Top candidates are usually employed, and even have people coming to THEM proactively with job offers. There's no reason for them to be handing out their resumes. Because of that, the candidates we get are often hit-or-miss, it takes forever to screen them, and sometimes, we just hire the wrong person.

Enter HiredHippo.

We built a network and platform that consists of only the top startup talent. These are the folks that are stars at what they do, are not findable on typical job boards, and usually only talk to companies if they are referred in. We then utilize smart matching of that top talent with you based on work environment, compensation, the business problem the job solves and experience, so you can bring on not just a high performer, but someone who actually meshes with your team. And we do this all while reducing how long it takes for you to screen, and cost spent hiring.

Current HiredHippo clients in Toronto:
- League
- LevelJump
- FormHero
- Identos
- Black and Decker 
- ThinkResearch
- Coinsquare
- Telus
- GreenTank

Reach out directly adam@hiredhippo.ai if you are interested in learning more!

Founder

Stack & Sprout

Angel Investor

DisruptHR Vaughan

DisruptHR is a global brand and community that makes connecting with all the latest and greatest things in HR a whole lot of fun. 

Myself, along with Giorogio Follegati (Benchmark Benefits), Christine Song (HR Consultant + ChefHero) and Stephanie Chen (Marsh Canada) saw there was a gap in HR events in mega community of Vaughan, north of Toronto. We created our first ever event at McMichael Canadian Art Collection in 2019. 

Speakers have included executives from McDonalds, CIBC, Opencare, Worktango and more.

Once in a while an event series is born that shakes things up, it makes you think differently, it leaves you inspired. That event is DisruptHR.

14 speakers, 5 minutes each, and slides rotate every 15 seconds. Teach us something, but make it quick.

If you’re an HR professional, a CEO, a technologist, a community leader – and you’ve got something to say about talent, culture or technology – Disrupt is the place.

Co-Founder & Organizer

Lionshield

Advisory for Corporate Talent Acquisition for all invested companies under Lionshield's portfolio. 

Acting as HR and Talent support for Investors, Advisors, Acquisitions, and Portfolio companies.

Align talent strategies with business objectives across all portfolio companies, ensuring process consistency while catering to individual company needs.

Head of Talent (Advisory Role)

The Help List

When COVID19 hit Canada, the first thought that crossed our minds was: "There are going to be a lot of professionals who's job will be affected by the lockdown." Together with Marianne Bulger (Prospect.fyi) and Adam Bercovici (Luminari) we knew we needed to do something to help.

Taking a page from start-ups who had done this before internally, we thought "What if there was a list for all Canadian tech workers who got let go because of the COVID pandemic?"

2 days later, and we had a hacky G-sheet up and running. Within one month, we had thousands of Canadian tech workers signing up to the service. Fast forward a few more months, with over 5,000 professionals signed up, and hundreds of candidates getting interviews and jobs through The Help List, we realized it was getting way bigger than we ever thought possible.

In coordination with Prospect.fyi - a non-for-profit start-up career hub, we decided to move The Help List under the Prospect.fyi umbrella.

To date, countless people around the world reached out to leverage our playbook to start a Help List in their own country, helping countless professionals find new roles during the COVID19 pandemic.

Co-Founder

WeMovePeople

WeMovePeople (formerly Perreault International)

Recruitment agency specializing in Engineering and Technology positions within the Automotive Manufacturing, IT, and Energy Industries.

Generated 1M+ Revenue creating relationships from scratch with Magna, Johnson Controls, Multimatic, AMEC, Jacobs Engineering, CH2M Hill and more.

In charge of the overall growth and function of the office including; hiring, training, managing, administration and payroll for all staff. 

Responsible for new business development, marketing, process and technology improvements.

Accomplished the creation of an energy recruitment division through my own initiative and vision. The success of the department led to additional revenue streams and hiring of key personnel. 

Dealt with Health and Safety Standards for WSIB (Ontario) and WCB (Alberta).

Assisted with the development of alternative recruitment strategies and a custom applicant tracking system (ATS).

Director of Recruitment

WeMovePeople (formerly Perreault International)

Recruitment agency specializing in Engineering and Technology positions within the Automotive Manufacturing, IT, and Energy Industries.

Trusted to provide both permanent and contract full-cycle recruitment services for management, technical and non-technical positions in high demand.

Spearheaded long-term relationships with clients that included: Magna, Johnson Controls, Multimatic, AMEC, Jacobs Engineering, CH2M Hill and more.

Engineering Recruitment Specialist

Building the greatest marketplace of pre-vetted high-potential candidates and companies 🚀 | Founder @HiredHippo 🦛 | Founder @Linkus 🎯 | Co-Founder @HelpList ⚡️ | Named the Peak's 2023 Emerging Leader

I help startups and SMBs hire top performers for niche, hard-to-fill roles.

15+ years ago, I discovered that most companies were hiring all wrong. Since then, I've been obsessed with cracking the code on recruitment – building a process that actually works for both sides of the table.

In 2009, I founded Linkus Group. What began as a mission to support startups and SMBs as they scale has now evolved into a high-touch, well-connected recruitment partnership that recognizes people as a company's most valuable asset.

Here's what we learned along the way: exceptional hiring isn't about posting jobs and hoping. It's about strategically attracting talent across Executive, Operations, Revenue & Marketing, Engineering & Product, Finance, and HR roles. We handle the complete talent lifecycle from attraction and discovery to culture building and long-term retention.

The results speak for themselves. Over 500+ companies have trusted us with their growth. We've placed 1,000+ hires with a 95% retention rate. Our #1 KPI is repeat business. Companies keep coming back because we find the best person for the job in the shortest amount of time, for the lowest cost.

We're selective about our partnerships. We typically only accept referrals and work with companies from early stage through their growth journey – 1 to 250+ employees, bootstrapped to Series B and beyond. We focus on Senior to Executive roles because that's where the right hire makes or breaks momentum.

Ready to skip the hiring headaches and land your ideal candidate quickly? Let's talk.

Founder & CEO | Linkus Group Recruitment Redefined
Tech Founder | Hipo (HiredHippo)
Host | Offer Accepted Podcast
Founding Member | 5-9 Society
Co-Founder | TalentHelp List
Co-Founder | DisruptHR Vaughn
Former Chair | HRPA PD Dinner Committee
2023 Emerging Leader | Peak

www.recruiteradam.com

"Being cheap with talent is one of the most expensive mistakes you can make." - Alex Hormozi

Adam Gellert

We hired the best person for our client in 5 days (again). Beep beep.

Speed does not compromise quality. Poor execution does. Hire slow is BS. 

This candidate had multiple offers and still chose our client because the process was clear, fast, and respectful. When you know exactly what you want and everyone is aligned, the right people move toward you.

It gets better. The company we recruited them from called us after to help replace them because the candidate was that good. That is what happens when you prioritize clarity, speed, and candidate care.

Hiring becomes simple when you stay aligned, move quickly, and put people first. That is how you win.

Founder & CEO Linkus Group + Hipo | Startup & SMB Hiring Expert | Hiring High-Potential Talent 9× Faster | Top LinkedIn Recruiting & Retention Voice

Give me just 90 seconds, and I’ll make you great at hiring top performers.

Here are 3 non-negotiables you need to close more hires with less friction and fewer surprises.

1. Transparency

If the job changes mid-process or the role gets re-scoped and you hide that, you lose trust. A candidate will forgive almost anything except feeling misled. The number one reason we hear from talent for leaving their current employer is that the job wasn't as represented in the interview. They need to know what they are walking into. Candidates will always choose the offer with clarity.

2. Alignment

When the skills, experience, interests, and motivation are not aligned on both sides, the candidate's and the company's visions of what the next step looks like for both of them, it will not work. Period. The best hires want to solve the problems you actually have, not the ones you think you have. If the person wants growth and your role is stagnant, I'll put my money on them leaving.

3. Candidate Experience

If your process is slow, vague, inconsistent, or disrespectful of time, the offer stage becomes 10x harder. There are only a select few high performers, and you will burn that bridge fast. Top talent judges your company by how you treat them while they are not yet hired. Plus, don't forget, referrals are the easiest way to hire well, and a tight candidate experience will improve referrals exponentially. 

Remember, transparency, alignment, and candidate experience will improve your hiring by 10x, but it will be all for nothing if, during the recruiting phase, you don't know the core business problem this hire will be solving, what good looks like, and how to attract and identify fit. That part takes 10K+ hours of at-bats plus great process and instincts.

But for the hiring phase, once you have identified a real contender, these 3 are everything.

Hiring is not magic or hard. It is clarity, alignment, and respect executed quickly.

Most recruiters won’t say this.

Hiring more people is almost never the answer.

Hiring better people is.

15+ years building teams taught me one thing
The biggest unlock isn’t headcount.
It’s quality per seat.

Here’s what I mean

-> The right person moves faster
-> They build trust quicker
-> They take ownership without being pushed

That creates more output
More accountability
And WAY less friction

And this is where most companies get stuck
They think they're “filling the role.”
Instead of raising the bar and always looking to level up their teams.

My advice
Hire less
Hire better
Protect your standards.

Curious if this resonates.

You don’t need a bigger candidate pool. You need a better filter.

Hiring doesn’t have to take months.

The slow part isn’t finding candidates, it’s sifting through the wrong ones.

We pre-vet every single person before you even meet them.
References, alignment, fit. Done.

That’s how you go from a 90-day hiring cycle… to a 7-day one.

Takeaways (Better Filter = Faster Hire):
-> Define must-haves, not nice-to-haves. Clarity upfront avoids wasted interviews.
-> Check references early. Don’t wait until the end to find red flags.
-> Match for alignment + intent, skills matter, but so does wanting this role at this stage.
-> Cut interview bloat. Every round should have a purpose, not just “one more convo.”

When you put the right filter in place, speed isn’t the tradeoff for quality; it’s the result of it.

We are working on a Lead Engineering role for a post Series A software startup. Solid team and product. Strong backers. This hire matters.

We’ve got a candidate that we had to push back on because they were originally a “no” on paper. They would certainly have been have been a no if they had applied. 

“I was not excited when I saw his resume at all, but met him today and he was great, moving him on to the next stage.”

Then they not only made it past the first round, the technical, and now in finals.  

This is exactly why resumes suck.

If you rely on resumes you miss people. If you treat hiring like checking boxes you screen out the good ones. When you eat, breathe and sleep recruiting, hiring and retention, you don’t get fooled by polish.

You look deeper. You look for real signal.

What I care about:

-> Ownership and grit
-> Curiosity and problem solving
-> Builder mentality
-> Intent and alignment
-> The ability to grow with the business
-> Someone who actually cares about the mission

This is what happens when you have someone who truly knows recruiting in your corner. Someone who understands your business problem and who screens for fit and performance, not just keywords.

We don’t present resumes. We present people.

We don’t chase candidates. We attract the right ones.

We don’t fill roles. We solve hiring problems.

Transparency. Alignment. Fit.

That is the difference.

graphical user interface, text, application

If you’re still using the same interview questions from 10 years ago… you’re doing it wrong.

Interviews aren’t about ticking boxes.

They’re about predicting performance.

Think of it like a podcast.

You’re not grilling someone. You’re having a real conversation.

Go deep. Act like you’re already working together.

The flow should feel balanced. Questions on both sides.

What to ask?

1. Proof: past examples of wins and misses.
2. Pressure: how they adapt when things break.
3. Perspective: how their experience stacks up against others.
4. Expectations: what’s missing, and what they need to succeed.

Hiring for the past is easy.

Hiring for the future? That’s where you win.

If your interviews don’t feel like this, you might be missing out. 

What’s your go-to question that always reveals the truth?

Incredible night, extremely well executed, with an ambitious room of classy people doing really big things in startup. Very exciting to be a part of it. Ripple Ventures is at the top of the game.

WHAT A NIGHT! 🎄 

Huge THANK YOU to everyone who came out to our Annual Holiday Party last week — wow, did we have fun or what!

Hanging out with the best crew of early-stage founders and operators was the fantastic way to kick off the holiday season. You all spent the year sprinting, shipping, breaking things, and proving that magic really does happen at pre-seed. Your energy, grit, and wild creativity make the whole Ripple community so powerful.

For one evening, we actually slowed down, grabbed drinks, swapped war stories, laughed, and celebrated our founders. Special shoutout to all our award winners, congratulations again! ✨ 

Most Active Tank Slack Member: Mike Kim - Mycroft
Fastest Growing Company: Matt Espinoza ✦ & Ryan Kaufman ✦ - Clover Labs
Most Punctual Monthly Updates: Braden Ream - Voiceflow
Most Intro Requests: Nauman Hafeez & Eli Costea - NetNow Inc.
Night Owl Texter: Jenna Earnshaw - Wisedocs
Most Tenacious Founder: Moe Katib - Pica
Most Valuable Venture Partner: Rahul Parmar 
Most Co-op Jobs Created: Shiva Bhardwaj - Pitstop

We're grateful to collaborate with amazing co-hosts to bring the evening to life:
Fasken, Kraft Berger LLP Chartered Professional Accountants, Singer Steinberg Professional Corp., Linkus Group, Caylent, and DoiT. 

Here’s to finishing the year on the highest of highs, and to all the ridiculous, world-changing things we’re going to build together next year.

Cheers to you, cheers to us, and cheers to the best community in startups! 

We'll see you in 2026 — let's make even a bigger splash 🌊 

cc: Matt Cohen Dominic Lau Katie Ko Jay Lee Kate Grant Will Shaw Marc Shewchun Justin Abrams, CPA, CA Adam Singer Adam Gellert Andry Tanusdjaja, CPA, CFA Jake Teufel Ganan Gajendran

Someone asked me this:

“I’d love to work with you, but the market’s not great, and recruiters are taking less.”

I’ve heard variations of this every week for years.

If you’re not recruiting 24/7, you don’t actually see the market. You’re looking at lagging signals.

We’re seeing real movement again.
Confidence is returning.
Top people are getting scooped up fast.

And every role now has a deeper requirement. Companies are investing to maximize every seat with the right hire, not the cheapest one.

You don’t need a recruiter if none of this is your pain:

❌  you think AI can replace real recruiting judgment
❌  you believe posting jobs counts as proactive outreach
❌  you assume referrals will magically deliver the right candidates
❌  you’re okay losing people to faster companies
❌  you want your team spending time recruiting instead of doing their actual jobs

But if you want something different, here’s what actually matters:

✅  someone who understands your business and your hiring needs
✅  someone aligned with your brand and your standards
✅  someone who finds long-term fits, not warm bodies
✅  someone who reduces months of hiring delays into weeks
✅  someone who filters out the noise and only shows you real contenders
✅  someone who screens for alignment, intent, and performance before they ever hit your calendar

It’s not about choosing the cheapest option.

It’s about choosing the one that protects your time, your momentum, and your future team.

Hiring isn’t a cost. It’s a strategic lever.

Your business will become the people you hire. Choose wisely.

$12.9M+ secured salary for 123 CSMs | The F.I.R.E Method 🔥 | Transform from an underpaid & overworked CSM, to a top-earning professional | Without networking 🙃

I've helped 129 CSM's land jobs in 2 years. 

Find out how they did it: https://youtu.be/wOhdObYpFGk

Most job seekers want comfort.
I give them results.

Noah Little

I dropped out of my Neuroscience Phd and started to deliver groceries.⁣⁣
⁣⁣
⁣⁣
I was supposed to be Dr. Little.⁣⁣⁣
⁣⁣⁣
Lectures, papers, publishing.⁣⁣⁣
⁣⁣⁣
But the deeper I got,⁣⁣⁣
the more I realized:⁣⁣⁣
⁣⁣⁣
I was overeducated and underqualified for the real world.⁣⁣⁣
⁣⁣⁣
So I dropped out.⁣⁣⁣
⁣⁣⁣
No job. No plan.⁣⁣⁣
⁣⁣⁣
I started delivering groceries.⁣⁣⁣
⁣⁣⁣
Partnered with Costco and Walmart.⁣⁣⁣

A one-man Instacart.⁣⁣⁣
⁣⁣⁣
7 days a week.⁣⁣⁣
12–15 hour days.⁣⁣⁣
Some days $10. ⁣⁣⁣
Some days $200.⁣⁣⁣
⁣⁣⁣
It was humbling and chaotic.⁣⁣⁣
⁣⁣⁣
And it taught me more than school ever could.⁣⁣⁣
⁣⁣⁣⁣
It wasn’t pretty.⁣⁣⁣
⁣⁣
But it gave me the foundation for everything I do now.⁣⁣⁣
⁣⁣⁣
You don’t need credentials.⁣⁣⁣
You don’t need permission.⁣⁣⁣

You just need to move, and bet on yourself.⁣

Your CSM team got laid off yesterday (your company is dead by tomorrow)⁣
⁣

Someone has to say it 🙃
⁣
Here's what happens in those 24 hours:⁣
⁣
1. Your Revenue Engine Dies⁣
⁣
- No CSMs = No retention⁣
- Those fancy marketing funnels? Useless⁣
- Sales team celebrating new deals? LOL⁣ 
- You're trying to fill a bucket with holes⁣
⁣
2. Customers Start Running⁣
⁣
Your CSMs prevent churn before it happens.⁣
⁣
- They spot the red flags⁣
- They save accounts on life support⁣
- They turn "maybe" into "hell yes"⁣
⁣
Without them? ⁣
⁣
Crickets and then cancellations.⁣
⁣
3. Growth? What Growth?⁣?
⁣
Think your sales team handles expansions?⁣
⁣
Wrong again buddy!!!
⁣
CSMs do the real work:⁣
⁣
- Building trust⁣ with POC's
- Showcasing value⁣ everyday
- Making customers WANT to spend more⁣
⁣
4. You're Flying Blind⁣
⁣
CSMs are your front line intelligence:⁣
⁣
- They know what customers actually need⁣
- They see product gaps before anyone⁣
- They prevent expensive "roadmap mistakes"⁣
⁣
But hey...⁣
⁣
Keep thinking CSMs are "optional"⁣
Keep treating them like "just support"⁣
⁣
Watch what happens to your:⁣
⁣
👎⁣ Company valuation⁣
👎⁣ Retention
👎⁣ Revenue⁣
👎⁣ Growth⁣
👎⁣ Morale

I've watched 3 companies learn this lesson.

2 didn't survive.
1 barely did.

Your CSMs aren't a cost center

They're the reason you STILL have a business in 2025

Read a page. Feel productive. Celebrate like you ran a marathon

https://lnkd.in/diG4Y7wz

I know the salary of every employee at my company, even my boss.



This would be true, if I worked for a company in Finland.

You see; all you need to do is call up the tax office and ask.

This week we had our *day of envy* 

Everyones salary is published and the Finnish people find out what their neighbours make.

Weird right?

Well, it seems to be working for us as we are the happiest place on earth.

Here’s 10 things we do differently in Finland

Have a #blessed Sunday

Every Sunday, over 5,000 CSMs open an email from me to learn how to grow faster, earn more, and escape the job-hunt chaos. 

Join them here : https://lnkd.in/diG4Y7wz

10 Strange Reasons Why Finland Is Happiest

CSM's, 5 signs your company’s a dumpster fire, and it’s time to leave 🔥


Don’t settle for a company that isn’t moving forward and doesn't give a flying flower about you 🌻

When its time to RUN!

After 1,000 CSM calls, you see patterns. 

Here are 11 client personas every CSM deals with.

👇

P.S who did I miss?

The Ultimate Customer List

5 stupid things I did as a Customer Success job seeker for 6 months (what NOT to do from my 114 failed interviews)⁣
⁣
⁣
1. Customizing every single resume⁣
⁣
I would optimize each resume, match keywords, try to "showcase" congruency with the job description.⁣
⁣
This is stupid and a time waste.⁣
⁣
It limits you to maybe 10 applications a day.⁣
⁣
No. That is dumb.⁣
⁣
You should be doing 50 a day.⁣
⁣
More shots on net, more odds.⁣
⁣
It's that simple.⁣
⁣
2. Targeting "dream companies"⁣
⁣
Mathematically, the odds are against you.⁣
⁣
You also have NO clue what it's actually like to work there.⁣
⁣
Google, Facebook, Asana, Clickup WHATEVER⁣
⁣
Yes they have SICK products. ⁣
⁣
But how's it working there?⁣
⁣
You have no clue.⁣
⁣
Shut up and apply everywhere.⁣
⁣
I currently work at an AMAZING company, but I wouldn't have known until I joined.⁣
⁣
The inverse is also true... you don't know a company's a shit show UNTIL you join.⁣
⁣
3. Being picky about "passion"⁣
⁣
I hear it all the time:⁣
⁣
"I need to love the product"⁣
"I need to be passionate about the value"⁣
⁣
Shut. Your. Mouth.⁣
⁣
Need a job? Good. Then start applying.⁣
⁣
I cannot stand when I see people whining on LinkedIn about not finding their "perfect role."⁣
⁣
No job is perfect.⁣
⁣
Every place has good and bad. Accept it and move on.⁣
⁣
4. Not taking interviews seriously⁣
⁣
I was stupid and wouldn't prepare properly.⁣
⁣
Walking around my condo or on the balcony during calls.⁣
⁣
No.⁣
⁣
Sit down and lock the furk in.⁣
⁣
Because you ARE on stage.⁣
⁣
It's draining and tiring.⁣
⁣
Slam a Celsius.⁣
Pack a Zyn.⁣
Do whatever you need to do.⁣
⁣
But show up ready to perform.⁣
⁣
5. Half-assing company research⁣
⁣
Learning their values, product, and direction is exhausting.⁣
⁣
Especially when you have 10+ interviews that week.⁣
⁣
You MUST know their company DEEPLY.⁣
⁣
Yes, it's annoying to learn a product and then get rejected.⁣
⁣
THAT's the game.⁣
⁣
Deal with it or stay unemployed.⁣
⁣
𝐓𝐡𝐞𝐫𝐞𝐟𝐨𝐫𝐞....𝐈 𝐜𝐫𝐞𝐚𝐭𝐞𝐝 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐫𝐞𝐬𝐞𝐚𝐫𝐜𝐡 𝐩𝐫𝐨𝐦𝐩𝐭 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐲𝐨𝐮 𝐝𝐨 𝐭𝐡𝐢𝐬 𝐟𝐚𝐬𝐭𝐞𝐫, 𝐚𝐧𝐝 𝐞𝐚𝐬𝐢𝐞𝐫.⁣
⁣
Its free (comments section below)⁣

Your LinkedIn profile is killing your CSM job prospects (if you're making these 3 critical mistakes):⁣

⁣
MISTAKE 1: GENERIC HEADLINE⁣
⁣
"Customer Success Manager at Company X"⁣
⁣
FIX: "Strategic CSM preserving $3.2M in ARR | Driving 24% expansion rate | SaaS revenue specialist"⁣
⁣
MISTAKE 2: ACHIEVEMENT-FREE SUMMARY⁣
⁣
"Passionate customer success professional with 5 years of experience..."⁣
⁣
FIX: "Customer Success leader who has preserved $4.7M in ARR and influenced $1.2M in expansion revenue through strategic account management and business outcome focus."⁣
⁣
MISTAKE 3: RESPONSIBILITY-FOCUSED EXPERIENCE⁣
⁣
"Manage portfolio of enterprise clients..."⁣
⁣
FIX: "Preserve $2.4M ARR portfolio through strategic relationship management, maintaining 95% retention rate and 118% net revenue retention."⁣
⁣
I recently helped Alex implement these changes.⁣
⁣
Result: Securing her FIRST interview in over 1 YEAR.
⁣
Want a LinkedIn profile that attracts $120K+ opportunities? ⁣
⁣
Make the adjustments.

January isn't "around the corner" it's 5 weeks away.


(Plenty of time to land interviews while everyone else waits)

I've seen someone get 2 offers on Christmas Day from the work they put in during Q4 🎄🎁

To happen on that day, was life changing for her family. 

She was out of work for months on end.

5 weeks from now you could have multiple interviews scheduled, or at least failed and learned something.

Or, be starting from zero with the "new year, new me" crowd.

Your choice really.

30 days until Christmas.

Stop waiting like a muggle, and start waving your wand.

I wish you a #blessed Monday

The invisible skill that great CSM’s have…and maybe you have it too?⁣⁣⁣
⁣⁣⁣
⁣⁣⁣
We know the responsibility of our job:⁣⁣⁣
⁣⁣⁣
Get your QBR’s done⁣⁣⁣
Do your renewals⁣⁣⁣
Hit your KPI’s.⁣⁣⁣
Upsell⁣⁣⁣
⁣⁣⁣
Cool, we all do that.⁣⁣⁣
⁣⁣⁣
But here’s the KPI that no dashboard can track.⁣⁣⁣
⁣⁣⁣
How strong of a relationship do you have with the customer?⁣⁣⁣
Can you ask them the hard questions, and get real answers?⁣⁣⁣
Do they want your guidance for business decisions?⁣⁣⁣
⁣⁣⁣
No tool can measure that. Not Gainsight or Churnzero⁣⁣⁣
Only you know yourself when you’re there.⁣⁣⁣
⁣⁣⁣
If you’ve had the same customer for years; you know where you stand.⁣⁣⁣
⁣⁣⁣
Their inner workings.⁣⁣⁣
Their policies and priorities.⁣⁣⁣
You become an unofficial team member.⁣⁣⁣
⁣⁣⁣
And that’s the invisible KPI:⁣⁣⁣

A Customer EQ/IQ score⁣⁣⁣
⁣⁣⁣
When you achieve that, you can ask:⁣⁣⁣
⁣⁣⁣
“Are you looking at other competitors” and get a real answer.⁣⁣⁣
⁣⁣⁣
And if you can’t ask that, you’re not managing accounts.⁣⁣⁣
⁣⁣⁣
You're just guessing, and have become an order taker instead of someone with an opinion.

A recruiter received 1,000 applications for her Customer Success Manager role (guess how many were actually qualified?)⁣
⁣

80.⁣
⁣
Guess how many were taken seriously?⁣
⁣
40.⁣
⁣
That’s just 4%.⁣
⁣
Most candidates fear the big application pool.⁣
⁣
And 99% of you are overthinking it:
⁣
✅ Most resumes are full of fluff⁣

✅ Most are built from templates that say nothing⁣

✅ Most candidates apply without tailoring anything⁣
⁣
This recruiter has been in the game 10 years.⁣
⁣
She told me:⁣
⁣
“We do look at the first resume...and the last one.”⁣
⁣
Your timing matters.
Your positioning matters more.⁣
⁣
If your resume shows up early or late but it speaks to outcomes, retention wins, and strategic impact?⁣
⁣
You’re in the top 4%.⁣
⁣
Don’t fear the big pool. 🏊🏻‍♀️

Fear looking like everyone else.

Be you Glen coco!

CSM life will punch you in the face. Repeatedly.


I’ve lost the company’s biggest clients.

Seen customers leave for competitors.

Watched companies go bankrupt.

Missed my OKRs.

Witnessed company wide Layoffs.

But I keep getting after it.

This job isn’t for dreamers. 

It’s for doers.

You need grit to stand up when you get knocked down.

CSM life isn’t rainbows and butterflies.

It's constant grind and graft.

Either you’re built for it, or you’re not.

"I lost my confidence somewhere along the way..."⁣ said the job seeker
⁣

She's a CSM making $120k+⁣
⁣
Searching for their next opportunity⁣
Refreshing job boards hourly⁣
⁣
"Stable" but stuck⁣
⁣
The mind games during the job hunt are real:⁣
⁣
"Should I just be grateful?"⁣
"Maybe this is my market value?"⁣
"What if I'm not ready for a bigger role?"⁣
⁣
I think this is all mental btw..
⁣
Your job search isn't about skill⁣

It's about believing you deserve more⁣
It's about knowing your worth⁣
It's about staying committed
⁣
But in 6 months?⁣

You'll either be in your dream CSM role,
⁣
Or still scrolling LinkedIn with regret.⁣
⁣
The only difference between staying stuck⁣
⁣
And landing your next role?⁣
⁣
Is believing in what you've already proven.

Have a great week ahead 🙏🏻❤️

Stanley (Your Content Coach) turned my LinkedIn into a client magnet.⁣⁣
⁣⁣
⁣⁣
Before Stanley:⁣⁣
⁣⁣
- Random posts⁣⁣
- Inconsistent voice⁣⁣
- 50 views if lucky⁣⁣
- Zero inbound leads⁣⁣
⁣⁣
After Stanley (18 months):⁣⁣
⁣⁣
- 350K weekly impressions⁣⁣
- 3X engagement minimum⁣⁣
- DMs from dream clients daily⁣⁣
- $13.9M secured for CSMs⁣⁣
⁣⁣
The crazy part?⁣⁣
⁣⁣
My ideal clients find ME now.⁣⁣
⁣⁣
No cold outreach.⁣⁣
No begging for meetings.⁣⁣
No "let's grab coffee" BS.⁣⁣
⁣⁣
Just CSMs making $75K who need to make $150K.⁣⁣
⁣⁣
Reading my posts.⁣⁣
Seeing themselves in my stories.⁣⁣
Hitting that DM button.⁣⁣
⁣⁣
Stanley didn't just help me write better.⁣⁣
⁣⁣
It helped me find MY people.⁣⁣
⁣⁣
Because it learned what resonates with underpaid CSMs.⁣⁣
What makes someone stop scrolling and think "this guy gets it."⁣⁣
⁣⁣
Every week: 3 content ideas based on what's ACTUALLY working.⁣⁣
Not generic "share your wins" prompts.⁣⁣
Real data on what my audience engages with.⁣⁣
⁣⁣
I double down on what works.⁣⁣
Kill what doesn't.⁣⁣
Stay consistent.⁣⁣
⁣⁣
The result?⁣⁣
⁣⁣
More followers than companies with $50M in funding.⁣⁣
More engagement than CEOs with PR teams.⁣⁣
More impact than "thought leaders" who retired in 2019.⁣⁣
⁣⁣
All while being a full-time enterprise CSM.⁣⁣
With 2 kids.⁣⁣
In Finland.⁣⁣
⁣⁣
If you’re ready to level up your content game, try Stanley today https://lnkd.in/diUBr_Cx

She’s 24 years old making $75K in tech...this is my mentee Jane.


Jane's a Miami onboarding manager working with SMB clients in SaaS.

We worked together a year ago when she was fresh out of college, desperate to break into tech.

We teamed up. She got her shot. It's been a year now.

She's learning the product, becoming a trusted advisor, and getting customers onboarded fast.

(she just executes everyday; THAT is how you become a top performer)

Anyways,

By 27, she'll be a CSM making six figures.

She won the lottery by breaking into tech in 2024 with zero background.

It reminded me of my early days. I came from academia. They gave me a chance.

When I first joined my startup, I wanted to make an impact. Show off. Do great work.

Be the “big dog”

But that would've been foolish.

I didn't know the problems or the solutions yet.

My coffee buddy Matthew Carnevale told me: "First 90 days, shut your mouth and watch. You’ll have no bias, just data."

I told Jane the same thing.

Everyone wants to come in and "show value."

But you can't solve problems you don't understand yet.

Watch first.
Learn the terrain.
Ask deeper questions.

Then make your moves.

That's how Jane went from college grad to $75K.
That's how she'll hit six figures by 27.

Sometimes the best value you can show is knowing when to shut your mouth and learn from your new environment.

P.S You don't have to have all the answers...and that's okay too

First real snowfall of the season (here's what it taught me about B2B SaaS)



Nothing.

I'm glad that crap is dead

Enjoy your Sunday ⛷️

How Tessa went from 5 months unemployed to $115K remote CSM (without networking)⁣
⁣
⁣
Tessa was an experienced CSM from Boston.⁣
⁣
She'd managed millions in ARR.⁣
Expanded enterprise accounts.⁣
Crushed quarter after quarter.⁣
⁣
When layoffs hit, none of that mattered.⁣
(many of us have felt this)⁣
⁣
She was 5 month unemployed, and mentally defeated.
⁣
Endless applications daily.⁣
Multiple final rounds.⁣
Same rejection: "We went another direction."⁣
⁣
The feedback loop we all get:⁣
⁣
- "Not the right industry fit"⁣
- "Portfolio size doesn't match"⁣
- "Need more experience"⁣
⁣
She could do the job better than most.⁣
But her resume wasn't showing it.⁣
Her confidence was gone.⁣
⁣
So Tessa stopped spinning and reached out.⁣
⁣
We fired up the FIRE framework 🔥⁣
⁣
1. Tech recruiter rewrote her resume to highlight million-dollar wins⁣
2. Auto-apply tools scaling to 40+ applications daily⁣
3. Interview prep with Jessica to nail her delivery⁣
4. Rebuilt confidence after months of rejection⁣
⁣
Interviews started flowing.⁣
18 companies in total.⁣
⁣
But,⁣

More rejections (that's the market).⁣
⁣
But she kept going.

(she was truly committed) 
⁣
Then she got it 🥳 ⁣
⁣
- $115K base⁣
- Fully remote⁣
- Senior CSM title⁣
- The respect she deserved⁣
⁣
5 months of hell to get there⁣
But she made it.⁣
⁣
So….i𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗮 𝗖𝗦𝗠 𝘄𝗵𝗼:⁣
⁣
- Managed millions in portfolio⁣
- Proven expansion track record⁣
- Keep losing in final rounds⁣
⁣
Visit my website (link in bio) or DM "TESSA"⁣
⁣
And we'll see if we're a fit to get you a new CSM role together 
⁣
No networking. Just results.

Rachel got 12 interviews in 2 weeks without networking or coffee chats 


Just a system that works while you sleep →

The F.I.R.E Method 

The layoff spreadsheet is brutal.⁣..
⁣
⁣
She's in row 26.⁣
Right between:⁣
⁣
Row 25: Mike (just had a baby)⁣
Row 27: Sarah (closing on a house)⁣
⁣
-Each row a person.⁣
-Each person a story.⁣
-Each story about to end.⁣
⁣
Her manager knew for weeks.⁣
Had to sit through their 1:1s.⁣
"Great job on the Johnson account!"⁣

While her name sat in cell B26.⁣
⁣
The email comes at 9:07am.⁣

"Can we chat?"⁣
⁣
She sees HR there.⁣
She already knows.⁣
You always know.⁣
⁣
15 minutes later she's reading over her severance⁣
Glancing at the photo from the team retreat.⁣
⁣
Her head is spinning.⁣
⁣
By 9:45am her Slack is deactivated.⁣
Like she never existed.⁣
Just an empty row in a spreadsheet.⁣
⁣
It was never in your control though to begin with.⁣
⁣
But you saw it coming.⁣
⁣
Month 1: Hiring freeze announced⁣

Month 2: Your accounts went from 30 to 45⁣

Month 3: Two CSMs "left to pursue other opportunities"⁣

Month 4: Team happy hours canceled (budget constraints)⁣

Month 5: Your manager stops having 1:1s⁣

Month 6: "Do more with less" becomes the motto⁣
⁣
This is the reality we all could face.

It doesn’t hit all at once. It creeps in. 

And then it’s too late.

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Noah Little

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The Battle

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