Dan Murray-Serter 🧠

Girl Dad | Co-Founder of Heights I Angel Investor In 90 Startups I Follow For Daily Posts on Health, Business & Personal growth from UK's #1 ranked health creator (apparently)

Serial entrepreneur and Angel investor in 100+ startups with over 10 years experience starting, scaling and failing multiple startups.

Co Founder of Heights - Europe's leading brain and gut health company.

I also started and help run Foundrs - A not for profit community of the best, most ambitious and compassionate founders in UK.

I recently stepped away from Leaders Media - A media company making the top business podcasts in Europe, Secret Leaders - at the top of the charts, to focus on much more important things with my time - being a dad to 2 awesome daughters.

Angel/Advisor

Beam (www.beam.org)
ATAI Life Sciences (https://www.atai.life)
Allplants (www.allplants.com)
Humanity (https://humanity.health)
BYP (www.byp-network.com)
Goss (https://www.goss.media)
Tribe VR (www.tribevr.io)
Thrift (www.wearethrift.com)
THIS (www.this.co)
The Sports Edit (www.thesportsedit.com)
Faction (www.factionskis.com)
Runway East (http://runwayea.st/)
London Union/Dinerama (http://londonunion.com/)
Neardesk (https://www2.neardesk.com/)


Tailored.to (https://tailored.to/)
Motivii (http://motivii.com/)
Earlybird (https://earlybird.fm/)
Upshot (http://www.upshotapp.co/)
Togethera (www.togethera.com)
Repairly (www.repairly.co.uk)
Zaboo (www.zabooapp.com)
Lissom (www.lissom.com)
Bloom (www.hellobloom.io)

Dan Murray🧠

90% of jobs can be taught. Give people a chance.

The hiring world is full of contradictions.
We demand 3+ years of experience in tools that have only existed for 18 months.

We label entry-level jobs with requirements that look like mid-level careers.
We filter out people who could actually become the best hires-because they don’t “tick every box.”

Here’s the truth:

- Most skills can be learned on the job
- Most tools can be mastered in weeks
- Most experience is only gained once someone gives you a shot

What you can’t teach is character.
You can’t teach resilience.
You can’t teach curiosity.
You can’t teach integrity or grit.

Those are the things you should be hiring for.

Every “top performer” today started as someone who had no clue what they were doing. Someone once gave them a chance. That opportunity is what allowed them to become who they are now.

When companies gatekeep potential by clinging to outdated hiring criteria, they don’t just miss out on talent-they miss out on loyalty, fresh ideas, and long-term leaders.

If someone has the right values and the hunger to learn, invest in them. Train them. Mentor them. Watch how fast they rise.

Because the best teams aren’t built by finding unicorns. They’re built by betting on people’s potential.

Question is: are you hiring for perfection-or for possibility?

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Girl Dad | Co-Founder of Heights I Angel Investor In Over 100 Startups I Follow For Daily Posts on Health, Business & Personal growth from UK’s #1 ranked health creator (apparently)

One thing I’ve learned after building multiple teams: the most valuable people are rarely the loudest.

They’re the ones who quietly upskill when no one’s watching.

You can’t teach that level of internal drive.
You can’t force someone to care about their growth more than the company requires.

That has to come from within.

And from a neuroscience perspective, people who self-educate build something incredibly powerful:
a plastic brain.

Every new skill, every book, every online course, it all strengthens their neural pathways for adaptability, problem - solving, and creative thinking.

Those traits compound.

They become faster learners.
Better decision-makers.
More resourceful under pressure.
And over time, they outgrow people who rely only on formal training.

When I hire, I look for curiosity.
Not credentials.
Not polished answers.
Curiosity.

Because someone who reads, experiments, builds, tinkers, or studies on their own time will eventually outpace almost everyone else.
They don’t wait to be told what to learn.
They choose it.

And that choice is what makes them dangerous, in the best way possible.

If you’re that person, keep going.
Even if no one notices right now.
Your effort is compounding quietly.
You’ll feel the gap before anyone else sees it.

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🖐️ P.S Join my newsletter The Science Of Success where I break down stories and studies of success to teach you how to turn it from probability to predictability here: https://lnkd.in/ecuRJtrr

20 Pieces of Advice I Wish I Knew at 20
For career. And for life.

If I could go back, I wouldn’t tell myself to “work harder” or “dream bigger.”
I’d tell myself the truth no one around me was saying.

That *discipline beats talent*.
That *mental health is strategy*.
That *freedom doesn’t come from money. it comes from control of time.*

At 20, I thought success was about acceleration.
Now I know it’s about direction.

I’ve learned that no one really knows what they’re doing. we’re all figuring it out in real time.
And that the people who seem furthest ahead are usually just the ones who started earlier and stuck with it longer.

Here’s what I wish I’d known sooner:

- No one’s coming to save you
- Most people mistake busyness for progress
- Your environment shapes your ambition
- Hard work matters less than clarity
- Being respected will take you further than being liked
- Your health is your leverage
- Money amplifies who you already are. not who you wish to be
- Systems beat motivation
- Learning to sell changes everything
- Your 20s are not a waiting room, they’re the gym for your future self

If you can internalise that early, you’ll spend less time doubting and more time building.

Because the truth is - your 20s aren’t a test run.
They’re the foundation.

Lay it with intention.

To better mistakes,
Dan

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♻️ Repost this if you think it can help someone in your network!

🖐️ P.S Join my newsletter The Science Of Success where I break down stories and studies of success to teach you how to turn it from probability to predictability here: https://lnkd.in/ecuRJtrr

20 Pieces of Advice I Wish I Knew at 20

Every week people DM me asking, “How did you do X?” or “Can you help me with Y?”

I genuinely want to help, but with a full schedule, I can’t say yes as often as I’d like.

So here’s the solution…

I’m excited to share that I'm in the Launch Creator cohort of Skillstore, a new learning platform built for actionable skills taught by real creators, entrepreneurs, and educators. 

I’m creating short, practical lessons you can learn in minutes, and you can even request a personalised custom video for specific advice you may have. 

If you want direct, actionable skills from me, you can now get it all in one place on Skillstore.

(Oh, and you can also share your skills too, just click the link on my profile)

Head to www.skill.store/danmurrays to get started ♥️ 

PS congrats to Aydan Al-Saad 👊🏽 on a slick launch 👏

Rob Dance

CEO & Founder of ROCK.

I started my business with just £1,000
 
(I bought a cheap van, a laptop, and a desk)
 
Today, we operate internationally
Today, we hire over 100 of the brightest minds
Today, we're an 8-figure business, on our way to 9
Today, we're launching several new start ups
Today, I work with some of the most gifted people in the world
 
But what you don't know is:
 
20 years ago, I failed my exams and dropped out of school
17 years ago, I really struggled to write a full sentence
15 years ago, I was too scared to make phone calls

So now I'm sharing my journey with you.
Daily insights to help anyone.
Let's goooooooo 🚀

CEO & Founder

After 15 years of growing my business, I realised something FUNDAMENTAL was missing.

Our unique culture and innovative ways of managing our people has always been a TOP priority for me.

So much so, I have never found the perfect software platform to manage our people operations and help my team remove the day-to-day noise so they can focus on our mission.

Then, one day, it struck me: I NEED to create this myself to help other businesses!!

And so, Ware was born.

Launching in 2025, Ware promises to transform how you build your culture and genuinely empower your team.

Ware. Everything is.

Confidence in leadership isn’t about always having the answer
 
It’s about this 👇
 
Trusting yourself to figure things out - even when nothing feels certain.
 
Too many leaders think they need to seem perfect.
But that’s not where respect comes from.
 
Respect comes from how you handle pressure.
From how you respond when things go wrong.
 
The best leaders?
 
→ They ask for help.
→ They admit when they’re unsure.
→ They build teams that challenge their thinking.
 
So if you want to lead with confidence, try this:
 
1) Listen more than you speak.
2) Let your actions do the talking.
3) Be willing to be wrong - honesty builds trust.
4) Surround yourself with strong, honest voices.
5) Stand by your decisions, especially the tough ones.
6) Trust yourself to figure it out - not to have it all figured out.
 
You don’t need to feel “ready.”
 
You just need to trust that you’ll handle what comes next.
 
Do you agree?
 
♻️ Share this to help the leaders in your network
 
And follow Rob Dance for more LinkedIn content like this!

Confidence is knowing you'll figure it out, not knowing all the answers. Rob Dance.

Many leaders forget this
 
(Don’t make the same mistake)
 
How you treat people always comes back around.
 
Thanks to my friend Justin Wright for this one!
 
What matters is what actually sticks:
 
→ How you made them feel.
→ Whether you showed respect.
→ If you chose kindness when you didn’t have to.
 
Respect doesn’t cost a thing.
 
And investing in people?
 
It always pays off, even if the return takes time.
 
So, treat people well.
 
Because some doors won’t open because of your CV.
 
They open because someone remembered how you treated them.
 
That’s the kind of investment that lasts.
 
Do you agree? 
 
♻️ More people need to see this, share it with your network!
 
And follow Rob Dance for more LinkedIn content like this!

Treat people well. It's the only investment that never loses value. Justin Wright and Rob Dance.

The biggest moments in your career?
 
They’ll happen when you're not even in the room.
 
Thanks to my friend Justin Wright for this one!
 
→ A job offer.
→ A promotion.
→ A partnership.
 
Your name will come up, and you won’t even know it.
And that’s why it matters who’s speaking on your behalf.
 
Not because they have to.
But because they want to.
 
They’ve seen:
 
→ Your work.
→ Your potential.
→ Your character.
 
And they’re willing to vouch for it.
 
It’s not about networking.
 
It’s about building relationships with people who want to see you win.
 
And if that’s the kind of support you want…
 
Start by being that kind of support for someone else.
 
Do you agree?
 
♻️ More people need to see this, share it with your network!
 
And follow Rob Dance for more LinkedIn content like this!

Surround yourself with people who fight for you in rooms you aren't in. Justin Wright and Rob Dance

Here’s something I’ve learned from hiring over the years:

(Don’t miss this)

Grit beats talent when talent gets tired.

The best hires aren’t always the flashiest CVs or the smoothest interviews.

They’re the ones who keep showing up, especially when:

→ They hit setbacks
→ They’re under pressure
→ They’re doubting themselves

Because that consistency?
That resilience?

It’s what sets them apart.

Anyone can shine when things go smoothly.
But I look for the ones who keep going when things fall apart.

They might not make the loudest entrance.

But they’ll be the reason the team keeps moving forward.

Do you agree?

♻️ More people need to see this, share it with your network!

And follow Rob Dance for more LinkedIn content like this!

A reminder for anyone who needs it:
 
(You deserve better)
 
Stop giving 100% to companies that treat you like you're replaceable.
 
If you're always: 
 
- Staying late
- Pushing hard
- Hitting targets
 
And you’re still getting ignored - it's not your fault. 
 
You're not unmotivated. 
You're undervalued.
 
A company that appreciates you will show it. They’ll:
 
1) Recognise your contributions and effort.
2) Listen to your concerns and act on them.
3) Respect your boundaries and work-life balance.
4) Promote from within instead of overlooking internal talent.
5) Support your career growth with training and opportunities.
6) Make staying feel like the right choice, not your only choice.
7) Pay you what you’re worth, not what they can get away with.
 
Loyalty is a two-way street. 
 
If they can't meet you halfway, don’t feel guilty for pulling back. 
 
Protect your energy. 
Know your worth. 
 
The right workplace won’t make you question it.
 
Do you agree?
 
♻️ Found this helpful? Repost to help your LinkedIn network.
 
And follow Rob Dance or more LinkedIn content like this!

Stope giving 100% to people who give you 10% - Rob Dance

The biggest shift in my life came from one simple lesson:
 
(I wish I learnt this sooner)
 
Stop choosing what doesn’t choose you.
 
I used to invest so much into:
 
- Jobs
- People
- Projects
 
And got nothing back.
 
I told myself it was normal.

That patience would fix it.
That effort would be enough.
 
But when you’re the only one trying?
 
That’s not a connection.
It’s a transaction.
 
And it drains you.
 
So, choose what shows up for you.
 
Let everything else go.
 
Do you agree?
 
♻️ More people need to see this, share it with your network!
 
And follow Rob Dance for more LinkedIn content like this!

Rob Dance talking about choosing yourself. 

Toxic leaders will never celebrate you.

Not because you failed them…

But because your growth challenges their comfort.

Why? 

→ You stopped playing by their rules
→ You stopped needing their approval
→ You stopped shrinking to make them feel big

You became independent.
And to them, that’s a threat.

So they distance themselves.

Twist your growth into betrayal.

But let them.

You didn’t grow to be liked.
You grew to lead yourself.

Do you agree?
 
♻️ More people need to see this, share it with your network!
 
And follow Rob Dance for more LinkedIn content like this!

Silence isn’t neutral.

Inaction isn’t passive.
 
When leaders stay quiet or do nothing, they’re still sending a message.

And the team?
They notice.
 
- They feel alone.
- They start guessing.
- They assume the worst.
 
Because that silence? It doesn’t stay still.

It builds uncertainty, tension, and doubt.
 
That’s how leaders lose trust.
 
Not because they chose wrong.
But because they chose nothing at all.
 
So if you’re a leader, remember:
 
Dodging hard conversations doesn’t protect anyone.
 
It just leaves more room for damage.
 
Do you agree?
 
♻️ Share this to help the leaders in your network
 
And follow Rob Dance for more LinkedIn content like this!

Being the least experienced person in the room doesn’t feel great.
 
(We’ve all been there)
 
You notice every gap in your knowledge.
 
You feel like you’re playing catch-up while everyone else is miles ahead.
 
But that’s exactly where growth happens.
 
You see how others:
 
- Think.
- Decide.
- Carry themselves.
 
And without even realising it, you adapt.
 
As Dan says, growth doesn’t come from staying comfortable.
 
It comes from putting yourself in rooms that challenge you.
 
So keep showing up.
 
Do you agree?
 
♻️ More people need to see this, share it with your network!
 
And follow Rob Dance for more LinkedIn content like this!

Working with people smarter than you isn't a threat.

It's the fastest way to grow. 

Dan Murray and Rob Dance.

Here’s something I’ve learned the hard way: 
 
(Many figure this out too late)
 
Not everyone clapping for you is in your corner. 
 
Some will smile in your face.
But when you’re not in the room, they say nothing.
 
That’s why it matters who you work with.
 
You have to choose leaders who don’t just value your results…
But stand up for you when it matters most.
 
The kind who:

→ Call out lies
→ Shut down gossip
→ Speak up when you’re being misrepresented
→ Defend you because they know your character
 
That kind of loyalty is rare.
But when you find it, hold onto it. 
 
Because if no one’s watching your back, you’re in the wrong room.
 
Do you agree?
 
♻️ More people need to see this, share it with your network

And follow Rob Dance for more posts like this!

Work for people who protect your name in their absence. Rob Dance

I’ve seen it too many times.
 
Managers who:
 
- Only remember your name when they need something.
- Only praise you when it serves them.
 
That’s not appreciation.
That’s manipulation.
 
And you deserve better.
 
A real leader doesn’t just show up when they want to look good.
 
They show up in the quiet moments too.
 
So here’s 11 signs your leader genuinely values you:
 
1) They protect your time.
2) They give credit openly.
3) They listen - really listen.
4) They celebrate your wins.
5) They ask for your opinion.
6) They invest in your growth.
7) They say thank you - often.
8) They trust you to do your job.
9) They check in without an agenda.
10) They back you up in tough moments.
11) They make you feel safe to speak up.
 
If your manager only values you when it benefits them - it’s not respect.
It’s strategy.
 
You’re not just a resource.
You’re a person.

And you should be treated like one, every single day.
 
Do you agree? 
 
♻️ More people need to see this, share it with your network!
 
And follow Rob Dance for more LinkedIn content like this!

You deserve a manager who values you every day, not just when there's something they want. Rob Dance.

Let’s be real:
 
If you're still holding on to how things used to be…
 
You're standing in the way of what’s trying to come next.
 
- The job that drained you?
- The manager who overlooked you?
- The project where you gave your all and still got pushed aside?
 
That’s behind you now.
 
And carrying it into your next role won’t protect you.
 
It’ll only hold you back.
 
New opportunities need a clear head.
Not one clouded by fear or resentment.
 
So show up like you belong.

Not like you're still trying to prove something.
 
That’s how you move forward.
 
Do you agree?
 
♻️ Found this helpful? Repost to help your LinkedIn network.
 
And follow Rob Dance for more LinkedIn content like this!

Rob Dance talking about letting go of the past. 

I’ve seen it too many times.
 
People chasing leadership roles…
 
Not to serve.
Not to support.

But to feel important.
 
And that’s not leadership.
That’s insecurity in a suit.
 
We don’t need more titles.

We need integrity.
 
Because real leaders:
 
1) Take the blame, share the credit
They don’t hide from mistakes or hog the spotlight.
 
2) Listen more than they speak
Not to reply - but to understand.
 
3) Step into the fire
Even when it's hard. Especially when it's hard.
 
4) Walk the talk
Because trust isn’t built on words. It’s built on actions.
 
5) Raise others up
Even if it means stepping aside.
 
6) Park the ego
It’s not about being right. It’s about doing right.
 
7) Speak with honesty and clarity
Truth matters more than comfort.
 
8) Stay calm under pressure
When everything falls apart. They don’t.
 
You don’t need to be in charge to lead.
 
You just need the courage to care.
 
Do you agree?
 
♻️ Share this to help the leaders in your network
 
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Some people want to lead because their ego requires it, and that is why they are unfit to lead. Rob Dance.

Let’s be honest:
 
Once is enough.
 
When a workplace shows you who they are, believe it the first time.
 
Not on the second slip-up.
Not after the third red flag.
 
Because the last thing you need is more:
 
→ Disrespect
→ Dishonesty
→ Disregard
 
Yet, we still make excuses:
 
- “Maybe they didn’t mean it.”
- “Maybe I’m being too sensitive.”
- “Maybe it was just a stressful week.”
 
But deep down, you know.
It wasn’t a one-off.

It was the culture speaking loud and clear.
 
So don’t wait around hoping it’ll get better.

Workplaces don’t change just because you want them to.
 
Do you agree?
 
♻️ More people need to see this, share it with your network!
 
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Rob Dance talking about showing true colours. 

The best leadership advice?
 
Stop pretending people don’t know better.
 
They know:
 
- What’s expected.
- When they’re dropping the ball.
- When they’re giving the bare minimum.
 
So let’s stop making excuses.
 
Leadership isn’t about carrying others.
It’s about protecting the standard.
 
People will test boundaries.
 
That’s normal.
 
But it’s your responsibility to draw the line - and hold it.
 
So if someone won’t own their role, it’s not your job to fix them.
 
It’s your job to stop shielding them.
 
Do you agree?
 
♻️ Share this to help the leaders in your network
 
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People know exactly what they are doing. End of story. Rob Dance.

The best way to ruin your team

(Without any help)

As George Stern says, you’re hiring people, not paper.

When you obsess over CVs…

You’ll miss the real talent standing right in front of you.

- A can-do attitude
- The hunger to learn
- Grit to push through

That’s what makes a team stronger.
 
Not a degree from 15 years ago.
Not a list of jobs that prove nothing today.
 
Because a CV won’t go the extra mile.
And diploma won’t care about the outcome.
 
But the right person will.

And your team’s success depends on spotting them.

Do you agree?

♻️ More people need to see this, share it with your network!

And follow Rob Dance for more LinkedIn content like this!

Here’s a reminder for anyone hiring:
 
(From years of experience)
 
Don’t just look at polished CVs.

Look for people who've faced tough moments, and learned from them.
 
Because setbacks aren’t just bad luck.

They’re signals to:
 
- Slow down
- Look deeper
- Fix what’s broken
 
You want the candidates who get that.
 
The ones who don’t fall apart when things go wrong.
But figure out how to grow through it.
 
So look for people who:

→ Solve problems before they explode.
→ Stay calm when things go sideways.
→ Quietly prevent disasters you would never even saw coming.
 
The signs are always there.
 
And the best candidates?
 
They pay attention. They adapt. They improve.
 
Hire for that.
 
Do you agree?
 
♻️ Found this helpful? Repost to help your LinkedIn network.
 
And follow Rob Dance for more posts like this!

Switching your mentality from “Why is this happening to me” to “What is this trying to teach me” is a game-changer. Rob Dance

Changing jobs isn’t always about the title or the pay.

Sometimes?

It’s just about feeling like yourself again.

And that shift doesn’t always come from a big leap.
It often starts small:

→ Sending out your CV
→ Saying yes to a conversation
→ Admitting something feels off

It might feel awkward or uncomfortable.
But it’s a start.

So if your job doesn’t feel right, don’t wait for the stars to align.
Start now.
Start small.
It might be the only step you need.

Do you agree?

♻️ Found this helpful? Repost to help your LinkedIn network.

And follow Rob Dance for more LinkedIn content like this!

Most people forget this:
 
Office drama isn’t just a distraction…
 
It’s a dead end.
 
People will gossip.

- They’ll twist the truth.
- They’ll try to pull you in.
 
Don’t let them.
 
You can’t lead if you’re adding fuel to the fire.
You won’t build trust by whispering behind backs.
 
Every second lost to drama is a second stolen from your growth.
 
And if you don’t have the full picture, your choices won’t be smart - or fair.
 
So next time it shows up, ask yourself:
 
→ Will this help me grow?
→ Will it make me better?
 
If the answer’s no, walk away.
 
Silence isn’t weakness.
 
It’s discipline.
 
Do you agree?
 
♻️ More people need to see this, share it with your network!
 
And follow Rob Dance for more LinkedIn content like this!

If you don't know the whole story, shut up. Rob Dance

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The Battle

Dan Murray🧠

Rob Dance

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Performance ScoreDan Murray🧠's LinkedIn Performance

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The Battle

Dan Murray🧠

Rob Dance

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Engagements

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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);}Dan Murray🧠's LinkedIn Performance

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