3x Olympian | Executive Sparring Partner for Senior Leaders in D-A-CH | The Executive Edge - ASPIRE: High performance that protects people’s health and dignity

I’m Eva Gysling, a three-time Olympic swimmer and executive/team leader with 35+ years in complex organisations. I know real pressure - on the starting block and in the boardroom - and how much potential gets wasted when culture is left to chance, systems are poorly designed, and leadership behaviour goes unchallenged.

My work sits where Olympic mindset, executive leadership, culture and corporate mental health meet. Burnout isn’t an individual weakness, and “tough” leadership doesn’t justify daily micro-suffering - especially when it’s driven by bad behaviour. High performance without psychological safety is a contradiction. If people pay with health or dignity, it’s not performance, it’s system failure and a culture problem.

That’s why I created The Executive Edge - ASPIRE: a clear six-module framework for senior leaders who build healthy high-performance cultures on purpose. ASPIRE turns intent into standards, rituals and tools across:

• Pressure design
• Accountability
• Resilience
• Strategic agility
• Team confidence
• Culture anchoring

Purpose:
Design pressure, behaviour and collaboration so people can deliver ambitious results while staying healthy, respected and appreciated.

Who I work with (DACH)
• Senior leaders in tech, healthcare and other disruptive environments (and their leadership teams)
• People & Culture / HR leaders responsible for culture, mental health and leadership quality
• Interprofessional bridge leaders (Product, IT, Ops, Clinical/Service) living in the friction between silos
• Selected consultants, coaches and executive-education partners who want an Olympic-tested, tool-rich system to plug into their work

Together, we redesign how pressure, workload, behaviour, collaboration and culture are handled so leaders don’t have to choose between results and system health.

What I don’t do:
I don’t train people to “be more resilient” so they can tolerate the intolerable. No glossy wellbeing without accountability. No treating bad leadership as a private issue. Psychological safety is infrastructure, non-negotiable, measurable, and owned.

What working with me feels like:
Calm under pressure; direct, respectful and appreciative; Olympic-level standards with high respect for people. We install small, robust rituals/behaviors that hold when things get tough: clearer decisions, fairer load, healthier teams, and more honest collaboration. Proof, not slogans.

If this sounds like your world, let’s explore whether ASPIRE can help you build the healthy high-performance culture you actually want to own.

Eva Gysling, OLY

Money can buy influence.
Degrees can open doors.
But only character earns respect.

Some things grab attention fast.

Money. Degrees.
Followers. Status.

They look impressive from the outside.
They just do not tell you who someone really is.

What actually matters shows up differently ↓

→ How someone treats people with nothing to offer.
→ How someone carries success without arrogance.
→ How someone acts when no one is watching.
→ How someone gives without needing credit.

Titles fade.
Positions change.
Attention moves on.

But…
Character stays.
And it always leaves a mark.

Choose carefully what you admire.

♻️ Repost now with others
🔔 Follow Eva Gysling, OLY for more

Eva Gysling

Most mistakes feel enormous only because we replay them in our own head.

We zoom in.
We exaggerate.
We turn one moment into a full story about who we are.

But step outside your perspective for a second.

What feels huge to you often barely registers to anyone else.

People are focused on their own deadlines.
Their own worries.
Their own missteps.

The real damage rarely comes from the mistake itself.
It comes from how long we punish ourselves for it.

Growth does not come from being flawless.
It comes from recovering quickly.

This is what you should do...

✅ Learn the lesson.
✅ Adjust the approach.
✅ Keep moving.

Most mistakes are small.
Staying stuck in them is what makes them feel big.

Repost now with others
Follow Eva Gysling, OLY for more

Character is revealed not in the spotlight.

It shows up in how you treat the people who cannot help you.

The ones who cannot influence your career.
The ones who cannot reward or recognize you.
The ones who are invisible to everyone else.

This is where true integrity lives.

True leaders behave the same way regardless of the situation:

→ Always give time and guidance.
→ Treat everyone fairly - not selectively.
→ Listen actively and acknowledge perspectives.
→ Speak with respect, even when no one is watching.

Why does this matter?

Because power and success are temporary.

Titles fade.
Money comes and goes.
But reputation and integrity endure.

The way you treat those who cannot help you defines who you really are.

It shows what kind of leader, colleague, or human you are when no one else is looking.

Credits: Jen Blandos

Repost now with others.
Follow Eva Gysling, OLY for more.

Follow for posts on getting hired & hiring better | CEO @ Lander Talent | IT + ERP + Digital Transformation | People > Buzzwords

Before I helped people get hired, I helped them get famous.

I cast 250+ episodes of reality TV for:

Netflix, Hulu, Disney+, HBO Max.

Now I help overlooked tech talent get hired.
And help hiring leaders build teams they’d fight to keep.

I run a staffing firm that focuses on ERP and enterprise IT.

But my content?

It’s about giving you the playbook no one’s handed you:

✅ Job Search Strategy
↳To get hired faster, without burning out

✅ Career Frameworks
↳To find roles that fit you, not just pay you

✅ Hiring Insights
↳To build teams that scale with purpose

✅ Dad-Level Real Talk
↳ To explain ‘the cloud’ isn’t where planes live

If you’ve ever felt stuck, ghosted or burnt out,
or if you’re just ready for better…

➕ Follow for tools to make your next move your best one.
🔔 Click the bell so my toddler doesn’t get mad.

Jonathan  Whipple

Most layoff advice skips day one. 

So here's what nobody sends you: 

Day one feels like the floor dropped out.
(It's supposed to)

But this is what moves the needle:

1. Practice interviews out loud today
↳ Not in your head. Out loud. It's different (trust me).

2. Message 3 people
↳ Not to ask, to reconnect. "Thinking of you" opens more doors than "I'm looking."

3. Rewrite your resume headline
↳ Show where you're going, not just where you've been.

4. Block a recharge ritual before noon
↳ Protect your energy like it's a meeting you can't miss.

5. Track every application and follow-up
↳ The job search IS your job. Treat it like one.

The silence after a layoff is the hardest part. 
These five moves break it. 

Which one do you wish someone had told you on day one of your job search?

👇 Share in the comments.

———

♻️ Repost to send this to someone who needed it yesterday.

Follow Jonathan Whipple for recruiting insider frameworks.

Jonathan Whipple

Linkedin shows you old jobs on purpose

One URL tweak lets you fight back.

Every LinkedIn job URL has a secret timestamp.

It's called TPR.
(Time Posted Range)
It's measured in seconds.

→ r86400 = 24 hours
→ r21600 = 6 hours
→ r3600 = 1 hour

Here's how to use it:

1. Search your target role
2. Add your usual filters
3. Find 'r86400' in the URL
4. Change it to 'r3600'
5. Hit enter

Now you're seeing jobs posted minutes ago.

(Before most people even open the app)

Bonus move:
Bookmark your custom URL.
Make it the first thing you open Monday morning.

You're not gaming the system.
You're showing up earlier than everyone else.

How old was the last job you applied to?
Drop it below. 👇

———

♻️ Repost to help someone still applying to 3-week-old jobs.

Follow Jonathan Whipple for recruiting insider frameworks.

Find LinkedIn Jobs Faster by Jonathan Whipple

500 candidates sent a thank-you.

3 got a callback.

The difference wasn't the interview.
It was the email after.

Most follow-ups say the same thing: 

"Thanks for your time"
"I really enjoyed learning about the role"

Polite. Forgettable. 

It also misses all 3 jobs your follow-up is supposed to do.

Every follow-up email should:

1. Prove you were listening.
2. Fix answers you left on the table.
3. Show you're already thinking ahead.

Most candidates check box one. 
The ones getting offers check all 3.

Swipe through for the full breakdown and AI prompts that build each piece for you.

What's the best move you've ever made in a follow-up email?

👇 Let me know below.

———

♻️ Repost to save someone from losing an offer they earned in the room.

Follow Jonathan Whipple for recruiting insider frameworks.

Jobs Your Follow-Up Email Can't Ignore by Jonathan Whipple

Your resume isn't being rejected.

It's getting 100% ignored.

There's a difference: 

Rejected means someone read it and said no. 

Ignored means it never made it far enough to get a real look.

Most resumes have the same problem: 

❌ They list what you did instead of what you changed.

❌ They describe you instead of selling you.

❌ They use the same phrases as 200 other candidates in the same stack.

AI can fix all of that.
But only if you know which prompts to run. 

I built 7, one for every reason a resume gets passed over: 

1. The Duty Dump (outcomes, not job descriptions) 

2. The Nobody Even Asked (lead with value, not bio) 

3. The Casper (stop being invisible in searches) 

4. The Fog Machine (specific beats vague every time) 

5. The Buried Lead (your best moment goes first) 

6. The Rearview Mirror (write for where you're going) 

7. The Clone Wars (sound like you, nobody else does)

Swipe through, copy the prompts, and run them before your next application.

Which one do you need most right now?
👇 Drop it in the comments. 

———

♻️ Repost to help someone get callbacks, not silence.

Follow Jonathan Whipple for recruiting insider frameworks.

7 Prompts To Fix Your Resume by Jonathan Whipple

You don't love your job.

Neither does 85% of the world.

That number hasn't moved in decades.
But the advice keeps coming.

"Find your passion."
"Love what you do."
"Follow your purpose."

None of it moves the needle. 
I think the advice was always wrong.

Because this is what I hear when I talk to people: 

You work to pay for the vacation.
You work for your kids' education. 
You work for the car, the house, a secure life.

That is real. 

The goal isn't to love your job.
It's to love the life it makes possible. 

Stop apologizing for that. 
Trust me, you're doing great.

What does your job pay for that actually matters to you?

👇 Drop it below.

———

♻️ Repost to give someone permission to stop feeling guilty about not loving their job. 

Follow Jonathan Whipple for recruiting insider frameworks.

Why We Work by Jonathan Whipple

Most people use 3 AI prompts in a job search. 

The ones getting callbacks use 15. 

That's not a coincidence. It's a system.

Save this image for your next application.

Every prompt in this toolkit follows the same formula.

Give AI real context:

→ Your actual background
→ The real job description
→ The specific company

And it stops being generic.

That's the difference between AI that replaces your effort and AI that multiplies it. 

Your competition isn't working harder.
They're just prompting better.
Your turn starts now.

Which prompt are you using first?
👇 Drop it below.

———

♻️ Repost to save someone from using AI the lazy way.

Follow Jonathan Whipple for recruiting insider frameworks.

Your resume describes your job. 

It doesn't prove you did it well. 

I spent years in TV casting before recruiting. 

Both jobs taught me the same thing: 

→ Nobody hires a description.
→ They hire a performance on paper.

The difference is Duty vs Proof.

Duty tells them what your job was.
Proof tells them how well you did it.

"Managed B2B" accounts is a duty.

"Grew revenue $1.2M to $2.1M" is proof.

One makes a hiring manager nod.
The other makes them call you.

The image shows 5 real rewrites across 5 roles. 

Save it before your next resume update. 

Which bullet on your resume is a duty disguised as an achievement?

👉 Drop it in the comments.

———

♻️ Repost to help someone turn their resume into a reason to get called.

Follow Jonathan Whipple for recruiting insider frameworks.

I got hired for a job I wasn't qualified for.

It changed my entire career.

Most hiring managers won't do this.

They want guarantees. 
Proof. Safe picks.

But the best ones see something before the numbers confirm it. 

They say: 

"I don't know if this kid is ready. But I know he's hungry."

That kind of belief does something a job offer can't:

It rewires what you think you're capable of. 

15 years later, I still lead with her voice in my head.

Not my title. Not my metrics. 
Her belief.

That's how great careers start.

One person.
One decision.
One bet.

Who took a chance on you before you had the resume to back it up?

👉 Tell me in the comments.

———

♻️ Repost to remind someone that one bet can change a career.

Follow Jonathan Whipple for more.

Easy Apply is a waiting room. 

This prompt is the side door.

LinkedIn has 900 million+ members. 
70% of applications come from that button.

Clicking it isn't applying.
It gets you stuck in line.

This is The Shortlist Engine. 
One prompt. Perplexity. 90 seconds.

It gives you the direct link to the job on the company's website.

The hiring manager's name and LinkedIn profile.

And a custom connection request message that's ready to send.

→ Swipe through for every step and the exact prompt.

Now you're in the 2 most important places:

1. The company ATS
2. The hiring manager's memory

The other 500 are in neither. 

When's the last time you skipped Easy Apply and applied to a company directly? 👇

———

♻️ Repost to help someone get out of the Easy Apply waiting room.

Follow Jonathan Whipple for recruiting insider frameworks.

The Shortlist Engine by Jonathan Whipple

1,000 interviews.

3 people asked this. 

I've been the interviewer more times than I can count. 

And it's the same script every time. 
We hit the end, and I ask:

"Do you have any questions for me?"

Most people ask about benefits.
Remote work.
The timeline.

Three people ever asked:

"What's the hardest problem you're trying to solve right now that you haven't found the answer for?"

All three got callbacks.

Not because the question was perfect. 
Because it told me something the whole interview hadn't.

They weren't there for a job.

They were there for the problem I needed solved.

Problem solvers get hired. Period. 

What's the best question you've ever asked or been asked in an interview?

👇 Let me know below.

————

♻️ Repost to help someone turn their next interview into a callback.

Follow Jonathan Whipple for more.

No company ever opens with their best offer.

Never. Not once.

You get the call. The numbers sound good.

You're relieved. 
You don't want to mess it up.

So you say yes.

Here's what I know from the other side of that call: 

1. Every offer has a range. 
↳ The first number lands at the bottom or middle of it.

2. The top of that range exists.
↳ It's approved. It's waiting for you.

3. It's held for candidates who push back. 
↳ Most don't. They say 'thank you.'

4. You can't get a number you don't ask about.
↳ It will disappear.

Here's how to push back without wrecking it:

✅ Say: 'thank you' first. Mean it.
✅ Then: 'I'm excited about this role. What does flexibility look like in that range?'
✅ That's it. One sentence. No ultimatum.

If they increase the range, one question made you money.
If they don't budge, nothing changed.
You still have the offer.

Win. Win.

When's the last time a company volunteered the top of their range?

👇 Let me know below.

———

♻️ Repost to save someone from leaving money on the table. 

Follow Jonathan Whipple for recruiting insider frameworks.

The job I loved the most paid $8/hour. 

The one I thought was forever didn't last.

I was walking through Larchmont Village last Spring. 

The same street where I ran a Blockbuster Video over 20 years ago.

I'd just left the company I thought I'd retire with. 

My oat milk latte and I stopped in front of this sign. And something clicked.

The ceiling I'd been living under wasn't the company's. 

It was mine.

I'd confused 'stable' with 'right.'

I mistook 'long tenure' with 'perfect fit.'

I convinced myself the next chapter had to look like the last one.

It didn't.
So I broke it.

Started over. Began building something new.
And honestly it feels a lot like Blockbuster. 

I get to show up because I actually want to be there again.

Your next chapter doesn't need a co-signer.
The only approval you need is yours.

What's a ceiling you lived under and how'd you break it?

👇 Drop it in the comments.

———

♻️ Repost for someone who's still waiting for permission to start over.

Follow Jonathan Whipple for more.

Darth Vader never asked for a resume.

He walked in, felt it, and 100% knew.

I spent a decade in TV casting before I recruited a single candidate. 

And the thing that stuck...
(the thing no certification ever taught me)
...is that the best reads happen before someone finishes their first sentence.

I once stopped a WWE Hall of Famer mid-audition.

He's my little brother's hero.
Someone who performs in front of millions. 
I was so excited I could barely sit still. 

But I had to stop him. 
Because the performer showed up.
And we needed the person. 

That's 'the disturbance' Obi-Wan was talking about.

That's what a decade in casting interviews trains you to feel. 

7 things that experience taught me about recruiting:

1. The best audition happens after they think it's over. 
↳ What you do when the pressure's off tells them everything the interview couldn't.

2. How they treat the assistant is who they really are. 
↳ You'll never know who someone really is from how they treat the boss. Watch how they treat everyone else.

3. You can prep for anything. You can't fake obsession. 
↳ You can tell the difference in 30 seconds. Prepped answers have a ceiling. Genuine interest doesn't.

4. Everyone edits their exit story. Listen for what got cut. 
↳ You're not listening for the story they're telling. You're listening for the one they're not.

5. Liars don't get nervous. They go flat. 
↳ You're not watching for nerves. You're watching for the moment they go quiet inside.

6. The second someone stops trying to get the job, they start getting it. 
↳ You feel it right away. The room changes. That's probably the person you've been waiting for.

7. The people worth betting on are comfortable with silence. 
↳ You'll learn more from five seconds of quiet than five minutes of answers.

Obi-Wan could explain all of this.
Vader just already knew.

All these years later, I'm somewhere in between. 

What's something you sensed in an interview that you couldn't explain, but were totally right about?

👇 Drop it below.

———

♻️ Repost to help someone understand how they're being evaluated in that room. 

Follow Jonathan Whipple for more.

We had 5-star reservations for Valentine's Day. 

But Olive Garden was even better.

Reservations months in advance.
The whole deal.

We walk in. Prix fixe menu. 
NOTHING our kid would eat. 
So we pivoted. Hard.

Drove to Olive Garden. 
Our son was thrilled. 
My wife was laughing. 
And honestly, it was perfect.

Careers work the same way.

You plan the perfect path. 
The 'right' company. The 'right' title.
Then life throws a prix fixe menu. 
(With zero chicken tenders)

Great careers don't avoid a pivot.
They pivot well. 

When's the last time your Plan B turned out better than your Plan A?

Drop it below. 👇

———

♻️ Repost to remind someone that pivoting isn't failing. 

Follow Jonathan Whipple for more.

I forgot what I was working for.

Not the answer. The feeling.

The content calendar.
The growth targets.
The next post. 

Those things matter to me.

But somewhere in the middle of all of it, I stopped looking up.

Last weekend my family and I went to Del Mar. 
Sunset walks on the beach. 
No agenda. No strategy.

Just my wife and my kid and the kind of quiet that doesn't exist in my normal week.

Standing on that beach, I remembered.

This is the thing.
The hugs. The sunshine. 
Time with the people I love.

If you've been grinding so hard you forgot why, go find your version of Del Mar.

It doesn't have to be a beach. 
It just has to be the people who remind you.

When's the last time you stepped away and actually felt it? 👇

———

♻️ Repost to remind someone it's okay to stop and look up.

Follow Jonathan Whipple for more.

h/t to my wife for catching this moment of me and my best bud.

Nobody reads your resume top to bottom.

They scan it for one thing: 

Proof. 

Most resumes don't have it. 

They have duties. History. Buzzwords with nothing behind them. 

That costs you: 

❌ Listing tasks isn't proof
❌ Dense text blocks are skipped
❌ Generic resumes scream low effort

The best resume isn't the prettiest one.
It's the one that answers:

"Can they do this?"

Here's the difference: 

❌ Old: 
↳ Responsible for managing X
✅ New: 
↳ Reduced X by 30% in 90 days.

❌ Old:
↳ Buzzwords without specifics
✅ New:
↳ Keywords pulled from job post

❌ Old:
↳ Education leads the page
✅ New:
↳ Impact leads. Degrees support.

Swipe through for all 6 swaps. 

Hiring managers only remember one thing from your resume. 

Make sure it's a win.

What outdated resume line do you see too often? 
👉 Let me know in the comments. 

———

♻️ Repost to save someone from sending a 2010s resume to a 2026 hiring manager.

Follow Jonathan Whipple for recruiting insider frameworks.

taplio

The Battle

Eva Gysling, OLY

Jonathan Whipple

Followers

Posts

Engagements

Likes

Performance ScoreEva Gysling, OLY's LinkedIn Performance

Performance ScoreJonathan Whipple's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Eva Gysling, OLY

Jonathan Whipple

Followers

Posts

Engagements

Likes

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);}Eva Gysling, OLY's LinkedIn Performance

Performance ScoreJonathan Whipple's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreEva Gysling, OLY's LinkedIn Performance