Aidan Brannigan

Digital Content

I create content viewed 300M times/year, driving 7 figures in revenue, but my parents still think I'm unemployed.

I’m the Founder of No Boring Brands, the content agency behind the highest performing brands on socials.

We're generating 100s of millions of organic views for our clients. 

Also...

- I built the largest marketing meme page on IG in less than 2 years
- I lost $500k in crypto when I was 20 
- I've been featured in WSJ and AdAge
- I lost a spam eating contest to Joey Chestnut in front of 14,000 people 
- I've run meme campaigns for a $100B+ company
- I spoke at SXSW about memes
- I'm currently trying to gaslight myself onto Under Armour's board of advisors
- I own a network of work meme pages on IG with a following of 130,000 doing 15,000,000 views/month

Creator

I do a bunch of fun stuff

I let my intrusive thoughts win.

I had this dude DM THREE times with the exact same intro, talking about how he's a Serial Entrepreneur.

So I had to respond the only way my brain would allow me.

For content like this for your brand, noboringbrands.co

I Sell Funny Content | Founder & CEO @ No Boring Brands | The Agency Behind the Most Entertaining SaaS Brands

I Sell Funny Content | Founder & CEO @ No Boring Brands | The Agency Behind the Highest Performing Brands on Social

Brand: we love your content, it’s hilarious

Me: thanks haha

Brand: we want to hire your agency to make a video for us to go viral, because we don’t know how to go viral 

Me: okay, it’s this much

Brand: great

Me: great, here’s the video 

Brand: we don’t like the video

Me: why?

Brand: it won’t go viral

Me: so why’d you hire us?

Brand: to help us go viral

Me: okay so let’s use that video

Brand: no it won’t work

Me:

Is it?

If it isn't, I feel like it should be

Noboringbrands.co

me: haha no im not burnt out whatsoever

also me:

Noboringbrands.co

It really is insane if you think about it.

Noboringbrands.co

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My sister just got an internship at a large consulting firm.

She told me the hourly rate they’re paying her.

This was my reaction.

Noboringbrands.co

graphical user interface, text, application, chat or text message

I absolutely love when I see my friends, family, and peers 

And they say, “I love that thing you posted earlier this week”

Hahah yeah me too.

Which one though? 

I’ve posted 184 times this week.

“Guess”

For memes like this for your brand, visit Noboringbrands.co

Livvy Dunne’s mom just liked one of my posts

I hope she’s putting in a good word for me, it’s needed

Seriously don’t think I’ve been more hyped before

Took the term sculptor a little TOO seriously 😅

Clay  

#claypartner

You can hire B- social talent and get A+ results, if you have A+ content distribution.

You can hire A+ social talent and get B- results, if you have B- content distribution.

Content distribution is so important.

You don’t need to find the next Mr. Beast. You could find a B- creator, surround ‘em with A+ content distribution systems, and get A+ results.

What do I mean by A+ content distribution?

A system that removes as much of the friction that prevents content from being posted as possible.

This is using social media management tools. This is a weekly content ideation session. This is a biweekly content creation schedule. This is a slack channel of rolling content ideas.

We just dropped our third wave of speakers for Beyond Now Summit 2026 — and this group brings serious range.

From building brands and creating content to running partnerships in pro sports and managing one of the most beloved characters on the internet, these professionals are shaping how the next generation thinks about careers in media, marketing, sports, and entertainment.

Drop 3 features:
Aidan Brannigan – Founder, No Boring Brands
Andrew Evans – Founder & Creative Director, Homme Femme
Matthew Shaw – Content Creator, Bebida Media
Megan DeAngelis – Content Creator
Lana Ivory 🦋 – Content Creator + Meta + Amazon
Scott Braun – President & Co-Founder, Foul Territory
Kamil Strycharz – Content Marketing, Chicago Bulls J
Julianna Dunne  – NIL Athlete Partnerships
Kent Padgett – Content Creator
Paul Kanarek – Education Executive & Entrepreneur
Christina Vittas – Social Media Manager for Elmo
Noah Sanborn Friedman – Co-Founder, Join Uncharted

The career conversations you wish you had in high school — we're making them happen at beyondnowsummit.com | March 7 | Times Center, NYC

spotted in your favorite SaaS company's bathroom

Hey I noticed you have no idea wtf our product or service is, and you’re most certainly not in our ICP, but nonetheless I’m cold messaging you to waste your time, as well as mine!

Build right. Hire right. Rebel forever.

I'm a fractional Head of Talent for Series A-C startups and defense contractors. I build recruiting infrastructure companies own forever, ATS workflows, sourcing frameworks, scorecards, pipelines; then close critical hires in under 30 days.

My path wasn't traditional: TGI Fridays → booking bands → managing tours → 14 years in recruiting. It taught me to spot talent fast, sell with conviction, and treat every search like representation. I operate like an agent, take care of both sides, protect the brand, close the deal.

Currently: Fractional Head of Talent at EarthDaily Federal (geospatial intelligence, defense). Board member at Underground Admins.

Author: Head and Heart: Winning the AI Recruiting War

richie@rebeltalentsystems.com | rebeltalentsystems.com

Richie Lampani

REMOTE GovCon Sales roles - 3 total. Get some. Share. Tag people. 

EarthDaily Federal is beginning to stand up two critical growth functions.

These are not experimental seats. These are structure, leverage, and execution roles.

Director of Strategic Partnerships
Owns the partner ecosystem end to end. Identification, alignment, structuring, and clean handoff into delivery.

No logo collecting.

No “strategic conversations” that die in contracting.

These partnerships have to convert into real work and survive legal, finance, and delivery.

Director of Sales Execution (Deal Closer)

Late-stage execution only. This is not pipeline generation.

You take approved opportunities and move them across the line. Pricing, OTAs, SOWs, MSAs, internal approvals, timelines, and a clean handoff to delivery. Precision matters.

Both roles report into growth leadership.

Real authority. Real accountability.

I’m starting exploratory conversations now. No hard hiring timeline yet. Likely next quarter. This is mutual fact-finding for both sides.
_____________________________________________________________________
Separate search. Discreet client via Underground Admins.

Head of Defense Sales
This one is live and interviewing immediately.

Series B. Commercially proven. Highly respected in the data encryption space. Now building their DoD function the right way.

This is a build-from-zero mandate.

You own defense GTM, pipeline creation, partner strategy, and closing. You are building the motion, not inheriting one. Strategy, capture, relationships, and execution all sit with you.

Senior IC to start, with a clear path to building the team.

Strong base (~$200k) plus meaningful upside.

Remote-friendly, preference for defense hubs.

If you’ve actually built and closed in DoD and want to stand something up properly, this is a serious opportunity.

All three roles require deep networks selling software or adjacent tech into DoD.

US citizenship required. Clearance history strongly preferred.
If you’re a fit, DM me.
If you know someone who is, make the introduction.
Sorry agencies I'm all good on the help on these. No 3rd or 4th parties.

Fractional Head of Talent | Series A-C Startups & Defense | Author & Talent Strategist

I once got fired from a job I didn't even like for being “maniacal.”


Not late.

Not incompetent.

Not toxic.

Maniacal.

Translation: I moved too fast, asked too many hard questions, and kept fixing things no one had formally scheduled to be fixed.

In my defense, there were problems.

In their defense, I probably looked like a caffeinated consultant who had just discovered Slack.

There is such a thing as being overqualified.

There is also such a thing as being three steps ahead of an organization that is still debating step one.

And yes, there is such a thing as needing to dial it down from “operational reformer” to “employed adult.”

Here is the part no one tells you:
Sometimes you are not wrong about the work.
You are just wrong for the room.

If you are in a place where:
Hard questions get labeled “maniacal.”
Fixing obvious problems is treated like a threat.
Speed is praised in decks and punished in practice.
You are not a culture fit.
You are a future fit, trapped in a past tense company.

So before you internalize that feedback as “too intense” or “too much,” ask a better question:
Is the problem my ambition, or is the problem that this room was never built to hold it?

Because sometimes you are wrong.
Sometimes you do need to slow down, listen more, and stop trying to refactor the entire org chart in week three.

And sometimes you are right, you are early, and you are still extremely annoying about it.

But if you keep getting punished for seeing what is obviously broken, the lesson is not “stop seeing.”

The lesson is “find a better room, or at least one that understands your brand of crazy"

I learned a bit of both and have not considered working for Outback Steakhouse since. Nor will I again.

Fractional Head of Talent | Series A-C Startups & Defense | Author & Talent Strategist | Former TGI Fridays Flair Champ

New Edition - The Effort it Takes to Ruin a New Hire.

They’re already leaving. Not because of comp bands, or remote policy, or your latest engagement initiative. They’re leaving because of what their brai

Open article: The Great Resignation Doesn't Hold A Candle to What's Next...  by Richie Lampani • 8 min read

The Great Resignation Doesn't Hold A Candle to What's Next...

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The Battle

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Aidan Brannigan's LinkedIn Performance

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