Logan Mallory

Motivosity

Please excuse a little arrogance...but as long as you're on my LinkedIn profile, mind if I brag about what's going well in my role at Motivosity? I run marketing and we are winning left and right. And if it were a thing we'd be winning front and back too. I think we're winning for three reasons. 

First, we've found a really wonderful intersection between our product and what the market is looking for. Our GTM strategy is sound and the "job to be done" is very clear. That's led us to powerful messaging. Second, the marketing team at Motivosity is exceptional. They are kind, capable, and willing. We've found talent that wants to contribute and collaborate, which makes all the difference. And third, we don't focus on normal marketing metrics. Sure, we care about SEO, email marketing, and content, but we try to align deep in the funnel...the closer we align with sales, the better. And the best place to align with sales is on revenue so that's where we focus. 

What has that led to? It's led marketing to having a powerful organizational impact. The marketing portion of our strategy has led to 319% growth. We've experienced the 1st, 2nd, and 3rd best revenue quarters in company history. We've reduced the sales cycle significantly with new messaging based on market research. We've created powerful case studies that feel so much better than normal case studies. We've improved the SDR set rate by optimizing sequences and processes. We've driven our onsite conversion rate through the roof with a more impactful CTA and by doing everything we can to reduce friction in the user experience. We're successfully launching products, executing GTMs on product releases and our new UX/UI. 

We, as a team, keep winning and it feels really good.

Vice President Marketing

Logan Mallory Speaks

A long time ago I decided that I might not ever be the CEO of a Fortunate 500 Company. I realized that I might not become a respected US Senator or the richest person in my network. But I wondered what could happen if I redefined what success meant to me.

What if my definition of success was simply to be "a force for good"? What if I could consider myself successful based on how I support, lift and care for those around me?

So that has become my focus. Some days it happens in the form of helping a stranger or writing a LinkedIn post that inspires my professional network. Often it's in how I lead my team, care for neighbors or love my family. And when I'm in front of your audience, being a "force for good" means empowering them so they can lead more powerfully. It means helping them shift their perspective or overcome an insecurity.

It means inspiring each leader at your event, so when they go home they'll decide to be "a force for good" in their own way too.

I speak on leadership, culture, and living a great life and have spoken to tens of thousands of audience members internationally. They go back to the office with actionable ways to improve their leadership efforts. I have been retained as a keynote speaker on leadership within countless industries, including: financial services, academia, technology, human resources, government, marketing, non-profits etc. 

Here are the topics I cover:
-Powerful Leadership: Leaders need a fresh approach when it comes to guiding their teams. The old approach won't cut it anymore.
-Leadership Culture: Your style as a leader has a direct impact on the culture of your team and company. Make sure it's the right impact.
-Self-Care for Leaders: Employees aren't the only ones that are burnt out. Leaders need a plan to take care of theirselves so they can thrive at work.
-Finding Happiness: Your professional successes will never be enough. Leaders need a realistic perspective on how they can find happiness...and not just at work.

Keynote Speaker

Brigham Young University

Adjunct Professor for a Strategy and Marketing course for upper-level students at Brigham Young University. Over 200 students have participated in my courses. 

Formal student feedback included a course rating of 4.9/5 as compared to historical course average of 4.3. Feedback for my teaching/course outperformed the department average in 9/9 categories including "Explained Concepts Effectively", "Well Organized" and "Intellectually Enlarging".

Independent student ratings indicate a 97% "would take again" rating and a 4.9/5 overall quality rating. 

Student Review: "He was a really great teacher! The class was organized and taught in a way that was interesting and educational. I learned a lot about marketing and how to apply it in my career and life - even though I am not majoring in marketing. I really liked how he tried to gear the
lessons towards us and was always willing to receive feedback. He didn't just teach, he mentored, and was always willing to answer questions and have discussions."

Student Review: "This was probably one of my favorite classes and one of the BEST teachers on campus. Logan helped to convey hard topics and brought real world experience into class. His case studies were interesting, he knew what he was talking about, and if he didn't know, he was humble enough to say it. Overall everyone should take this class."

Adjunct Professor (Marketing Strategy) - Marriott School of Business

LogMeIn

Directed marketing efforts and sales partnership for approx. 250 reps within the "Unified Communications and Collaboration" business unit of LogMeIn - one of the worlds largest SaaS companies with more than $1.2B in revenue. Responsible for MQL, pipeline and revenue targets for SMB, Mid-Market, Enterprise and Account Management teams. Was key in marketing support for international teams located in EMEA and APAC. 

Managed a multi-million dollar quarterly budget based corporate goals, initiatives and market opportunities. Team includes 13 total marketers with oversight for dozens of vendors and programs including: lifecycle marketing, PPL, PPC, content syndication, lead scoring, email nurturing, prospect/customer webinars, ABM, 3rd party partnerships, adwords, paid social, CRO, vertical marketing, podcasts, peer-to-peer review sites, SDR coordination, etc. Scaled marketing efforts to drive 187% revenue growth during initial 15 months with the organization. Generated 108% of Aug ’18 SQL goal, supporting sales in breaking a monthly revenue record by 38%. 

Engaged directly with sales leadership to maintain a powerful relationship between the sales and marketing organizations, a key part of the organizations success. Participant in annual planning efforts to determine growth initiatives.

Received "Outstanding" in my 2018 and 2019 annual performance reviews, a rating reserved for the top 10% of performers within the 4,000 person organization. 

LogMeIn asked me to take on substantial responsibilities beyond my role in the marketing department. In order to maintain high standards of hiring, I was formally trained to manage key interviews and was part of the hiring process for senior level candidates. The organization also selected me as the Site Leader for the local office. This responsibility included managing a team of 8 to focus on employee engagement and satisfaction for the 350+ person Lindon office.

Director of Digital Marketing

In April of 2018, Jive was acquired by LogMeIn. The combination of Jive’s applications with LogMeIn’s leading collaboration products, creates one of the best and most comprehensive UCC offerings in the market.

I represented Jive’s marketing organization during due diligence and the $342M acquisition processes. 

Responsible for generating sales ready leads for Jive's 30+ reps across the Inside Sales teams as they work towards monthly quotas. Demand generation efforts produce the significant majority of leads for the account executives and are created through internal and external efforts. Manage a substantial monthly budget across 25+ vendors, agencies, etc. Expertise in lead generation via PPL, PPC, content marketing, organic/SEO and nurturing leads. 

As Director of Digital Marketing, I provided strategy and direction for Jive's ad spend, website, conversion rate optimization, landing pages, content marketing, lead generation and overall marketing efforts.

In July of 2017, generated the largest number of monthly leads in team history while reducing PPL spend by approximately 22%. In a month typically impacted by seasonality, helped sales team out perform prior month by 3.4%, ending July as the second best month for Inside Sales in Jive history. Within 6 weeks of joining organization, brought 19 key terms onto page 1 of Google by implementing SEO best practices on crucial pages. Oversaw A/B tests that improved site's primary CTA response rate from 1.87% to 3.3%, an increase of almost 77%.

Winner of 2017 President's Club "People's Choice" award, selected by my peers and partners in sales to join them in their annual excursion.

Director of Digital Marketing (Jive Communications Acquired by LogMeIn)

Workfront

Managed B2B organic lead generation for Workfront, an organization that specializes in enterprise-level project management software. My role included implementing search engine optimization best practices and site wide improvements through CRO, A/B testing and application of analytics. Actively managed our firm's relationship with an advertising agency that provided SEO services. Managed priorities of a 6 member web development team, a web specialist and 6 research analysts. Reported directly to the Vice President of Demand Generation & Marketing, executing his priorities and reporting on progress weekly. All of these responsibilities were done with the goal of driving additional organic traffic, increasing conversion of existing digital marketing efforts and generating more SaaS leads for account development team.   

Consistently used digital marketing tools such as Google Analytics, SEM Rush, Moz Open Site Explorer, Google Search Console, Visual Website Optimizer (A/B Testing), Crazy Egg (Heat Mapping), etc.

Senior Manager, Web Strategy

Deseret Book

Managed and executed Deseret Book's email marketing, communicating with more than 500,000 customers each week using Exact Target. Email marketing generated approximately 25% of annual site revenue. Tested and improved digital strategy and web presence via A/B testing. Managed Deseret Book's online presence including SEM, SEO, display ads, etc. Determined areas of highest potential ROI and managed strategies to meet those goals. Managed seasonal campaigns including Black Friday, Cyber Monday and a holiday campaign that generates approximately 20% of annual sales.       

Responsible for strategies that drove the two largest sales days in our website's history, including a 3% increase over the last record breaking day.

Fluent in analyzing and reporting data from Google Analytics, Exact Target, Lyris, etc.

Digital Marketing Manager

Independent

Consulting, training and execution on marketing efforts. Specialties include all things digital: SEO, A/B Testing, Website Optimization, Email Marketing, etc. Clients include local, national, B2C, ecomm and B2B brands.

Marketing Consultant

Team Financial Services

Team Financial Services wrote business as a part of OneAmerica Financial Partners. Executed marketing campaigns with the goal of generating business for one of the largest independent agencies in the United States. Created and presented educational sales materials in public speaking engagements to groups ranging from 10-50, totaling over 500 audience members.  Provided recommendations regarding execution of new sales methods.  Assisted in the creation of website and advertising content.

Marketing Coordinator

Texas Wasatch Group

Successfully opened a B2B territory, marketing company services to strategic partners.  Exceeded territory sales goals by as much as 18%.  These relationships were built through consistent contact, fast customer service and extroverted personality.  

Developed and presented corporate training material to over 30 new employees.  Mentored new employees during their initial sales floor training.  Provided 6 weeks of one on one coaching to two new employees.  

Recruited from three universities and interviewed applicants for first and final round interviews.  Made hiring recommendations directly to CEO, COO and VP.

Territory Representative

Lds Living Magazine

Responsible for finding new clients and servicing existing accounts, serving more than 50 business owners as clients.  Made sales by developing strong relationships and maintaining exceptional communication with advertisers.  Sold one of the largest single contracts in company history, totaling more than $100,000.    

Logan Mallory managed advertising layout for email newsletter reaching more 
than 500,000 subscribers.  Coordinated with editing department to publish daily online newsletter and bi-monthly magazine.  

Gained a strong overall sense for the organization while being mentored directly by company owners.  Assisted with other needs within company where needed, including short term managing of a retail store and hotel, delivery of retail products, etc.

Advertising Sales Manager

Force for Good | VP of Marketing | Keynote Speaker | 40 Under 40 | Adjunct Professor | MBA | CMO Next

This is where I tell you all the things I've done that make me a great marketing leader within B2B Tech. All the reasons you should want me to be your CMO, the marketing leader within your executive team.

It's where I tell you about all the leadership roles I've held, the brands I've helped build, the marketing campaigns I've executed. I could tell you about the demand and lead generation efforts I've implemented, the increase in KPIs and YOY improvements. I ought to mention the marketing teams I've helped build or the $14M budget I was responsible for. 

Sheesh...I haven't even talked about the extra responsibilities my employers have asked me to take on over the years: Site leader for a 400+ person facility, responsible for interviewing senior level executives for culture purposes, recruiting and training, a key participant in due diligence during an acquisition.  

Maybe I should mention that I'm an adjunct professor at the Marriott School of Business. That I was a Board Member for the Silicon Slopes Marketing chapter. A public speaker on culture, leadership, marketing and HR topics. Those are great additions to my resume I suppose.

Sure - all of that's probably pretty compelling. 

It's at least enough for a first round interview for the marketing leadership role you're trying to fill. But I'm not the only one that's done those things...you can find other marketers with generally similar experience in their careers. So why on earth would you reach out to me about the CMO role you're hiring for? What can I bring to your company that you'll be hard pressed to find somewhere else? 

Why Logan Mallory?

In addition to killer marketing outcomes, I create a tangible and positive energy as a marketing leader. Want engaged, dedicated and happy team members? I find them, attract them and know how to get those teammates to work together in wonderful ways. The end result is successful partnerships with other departments, massive brand/demand growth, and an intense confidence from my Executive peers. 

Can I share one final insight I think is really important? Admittedly, it's a bit weird. When I leave an organization, I hope they really feel the impact of my absence. Here's what I mean by that: While I'm part of the company I'm engaging, empowering, visionary and results driven. If that impact isn't noticed and missed when I'm gone, then I haven't been successful as a marketing leader. 

I haven't failed in making that impact yet and I won't miss it going forward either. https://linktr.ee/loganmallory

Nu-Vu Glass

• Rebuilt multi-site HR operations for legal compliance and frontline execution. 
 • Zero escalated ER cases. 
 • Embedded performance systems that aligned leadership behavior with operational priorities. 
 • Leads Idaho-specific policy design and risk mitigation at scale.

Role includes full-scope HRBP responsibilities, with deep focus on employee relations, policy alignment, and leadership partnership across multi-site teams.

Human Resources Director

Nu-Vu Auto Glass

Amy's Kitchen

• Slashed voluntary turnover by 40% via tactical retention plays.
 • Led org design and succession planning tied to real business metrics.
 • Ran leadership roundtables that fixed both people problems and production gaps.

Senior Human Resources Business Partner

Zions Bancorporation

• Advised CFO and exec team on all people issues—compliance, performance, ER.
 • Reduced case resolution time by cleaning up investigation and documentation practices.
 • Drove strategic moves across teams during major business transitions.

Human Resources Business Partner

onsemi

• Supported 800+ employees in a global, high-pressure tech environment.
 • Rebuilt the North American corrective action process for fairness and speed.
 • Co-led pandemic response strategy.. fast, clear, and grounded in data.

Associate Human Resources Business Partner

Jayco, Inc.

• Scaled workforce 150 → 400+ through recruiting and onboarding redesign.
 • Cut safety incidents 22% by embedding safety into culture, not just compliance.

Human Resources Generalist III

Lamb Weston

• Owned pay, comp, ER, and manager coaching for 300+ manufacturing staff.
 • Led disability claims, supervisor training, and conflict resolution with speed and clarity.

Human Resources Generalist

Wyndham Destinations

• Built value-based performance systems across service teams.
 • Designed and delivered 8-week intern training pipeline.

Amazon

• Boosted Career Choice program enrollment 575%.
 • Supported 1,600+ employees across ER, leave, benefits, and retention.
 • Owned staffing start-to-finish for hourly and salaried roles.

Sr. HR Administrator

I build HR systems that survive courtrooms, audits, and leadership breakdowns — not the kind that win awards, the kind that keep you out of the news.

For 10+ years, I’ve been the person leadership calls before they call an attorney. My work doesn’t show up in org charts — it shows up in what doesn’t happen:
 - No lawsuits filed.
 - No compliance breaches.
 - No culture collapse after the fallout.

Proven in high-risk environments:
 - Zero escalated ER cases in my current role.
 - 40% voluntary turnover reduction in under 6 months.
 - Shut down VP-level decisions with legal exposure — respectfully, backed by evidence.
 - Rebuilt multi-site policy and risk frameworks from the ground up.

I’ve coached through ADA/FMLA crossovers, led investigations buried under fear, rebuilt performance management from scratch, and delivered documentation that holds when it matters most.

Scope & impact: Multi-site HR leadership for 400+ employees, 50+ managers, across multiple states — embedding operational risk control, human-first leadership, and systems that don’t break under pressure.

If you need an HR Business Partner or Employee Relations leader who prevents lawsuits instead of settling them, speaks plainly, moves quickly, and delivers results that hold up in court and in culture, my inbox is open.

Justin Jackson

Today’s reminder that HR is the only job where you can go from
“Hey, quick question”
to
“Well now we need a witness”
in under 14 seconds.

I had someone admit they were “quiet quitting meetings by thinking about lasagna.”
One person genuinely asked if we could “add PTO for emotional hangovers.”

And honestly
I didn’t flinch at any of it.
Fridays have trained me.

There’s a moment every week where I sit back and think
“This cannot be real.”
Then someone knocks on my door and proves me wrong instantly.

If your HR job ever feels too calm
check your inbox.
You’re probably logged out.

I’m Justin Jackson 🧭, and if one more person says “got a sec” I’m switching careers to goat farming.

Justin Jackson 🧭 

Strategic HR Business Partner | HR for the Grown-Up Table | Employee Relations Strategy & Investigations, and Aligning Leaders with Reality

There is a sacred moment in HR that happens every time a policy drops.

I hit send.

I take a breath.

And within 44 seconds someone replies:
“So does this apply to me?”

Friend… it is a company-wide policy.
Yes it applies to you.

It applies to everyone.
It applies to the people who haven’t even been hired yet.
It applies to the interns, the contractors, the guy who only shows up on Tuesdays, and possibly the building itself.

Then I get the follow-up question that sends me straight into the astral plane:
“What about in my situation?”

Ok. Your situation?

You work here.

That is the situation.

And before I can close my laptop, someone else chimes in with:
“I read it differently.”

You read it wrong.

I promise.

Every HR pro knows the truth: writing a clear policy is not the hard part.
Surviving the interpretive dance that follows is.

Happy Friday. I'm Justin Jackson 🧭and I’ll be over here watching people reenact interpretive policy dancing again... and again... and again.

There was a day I realized half of HR isn’t investigations.
It’s explaining to leadership why their own decisions detonated the group chat.

Here’s the scene.

A manager storms into my office looking like he just saw a ghost with a clipboard.
“My team is melting down,” he says. “People are emotional. There’s conflict. I need HR to… fix them.”

Fix them.

So I ask the most dangerous question in HR.
“What did you do right before everyone got weird?”

He blinks.
Looks at the ceiling like the answer is up there.
Then quietly admits he moved a deadline two weeks earlier and didn’t tell anyone because “it would stress them out.”

You hid the stress.
They felt the stress anyway.
Congratulations. You created surprise hard mode.

Suddenly the dispute wasn’t a mystery.
Two employees not speaking?
Yep.
Someone submitting PTO titled “mental preservation”?
Yep.
A complaint so long it needed a table of contents?
Yep.

Every symptom traced back to the moment he went rogue with the calendar.


HR isn’t emotional first aid.
It’s pattern forensics.
And 90 percent of “team dysfunction” is just people reacting to something their manager thought no one would notice.


When I explained this, he said, “So… do you want to talk to the team first or should I?”

I told him, “Well… you created the chaos, so you get first honors.”
He nodded.
Painfully.
Like a man agreeing to shovel a driveway he never wanted.

If you’ve ever had to connect the dots for someone who swore there were no dots, you get it.


If this made you laugh because it is alarmingly accurate, stick around.
And if you want LinkedIn to actually show you my posts without treating them like classified documents, hit the 🔔 on my profile.

I’m Justin Jackson 🧭, and I’ve never solved a mystery that wasn’t created by someone with a title.

3319 new followers in 198 days.

I don’t know who needs to hear this, but that’s… a lot of people choosing to hang out in the HR splash zone.

If you’ve been here since day one, thank you.
If you showed up halfway through and thought, “Yeah, I’ll follow this guy who writes about employees trying to fistfight the PTO policy,” thank you too.

Somehow this corner of LinkedIn has turned into a support group for people who know exactly what it feels like when someone says “circle back” and your soul leaves your body.

You all made the chaos fun.
You made the stories feel less insane.
And you turned HR trauma bonding into a tiny community I’m actually proud of.

So here’s to the next round of madness.
More ER disasters.
More leadership puzzles.
More posts that make you mutter “yep, that tracks.”

Thanks for being here.
Thanks for surviving this with me.

I’m Justin Jackson 🧭 and I’m starting to think the real HRIS was the friends we made along the way… or at least the ones who didn’t file complaints about my posts.

Here we go again……

If you’ve been lurking on my profile, this is your sign to stop playing in the shadows.

Following me isn’t a commitment.
It’s not a subscription.
You won’t wake up tomorrow enrolled in a webinar called “Synergizing Leadership Paradigms.”

It’s a follow.
That’s it.

Here’s what you actually get:
Real HR stories that feel like they were ripped from your last workday.
The kind of honesty you only hear after someone shuts the conference room door.
Moments where you think, “Yeah… that tracks.”
A little humor so you don’t throw your laptop.

Nothing overly polished.
Nothing corporate.
Just the part of HR everyone pretends doesn’t exist.. until it blows up….

If that’s your lane, hit follow and stick around.
If not, I hope you’ll end up here again.

I’m Justin Jackson 🧭, and apparently I’ve become someone people follow to feel less alone in the chaos.

Bonus points if you hit connect and later send a message that isn’t trying to sell me anything! 👏

Alright, everyone listen up… I need your help with something different.

Someone close to me has been on the job hunt for a while.
Quietly. Consistently. With the patience of a saint and the luck of a malfunctioning vending machine.

His name is Jared.
He wants to get back into tech sales as an Account Executive.
He’s good at it. Like, “President’s Club and Fastest Ramp Rep” good.
Cybersecurity, SaaS, enterprise clients… the whole thing.

Then life threw him a curveball, so he built a transportation business from scratch across two states. Because apparently “adapt or die” was taken personally.

He wants back into tech now, and here’s the part that actually matters:

His birthday is today.
I want him working by Christmas.
Yes, I am absolutely trying to buy my brother the world’s least traditional birthday present: a job offer.

And this is where you come in.

Tech folks. Sales leaders. Recruiters.
If you’re hiring AEs…
If you know someone who is…
If you’ve ever said “my network is powerful”…
Now’s your moment to prove it.

Drop an intro.
Share the post.
Tag somebody who owes you a favor.
Or just hit repost so this reaches someone who can change his month…. Err life.

Jared won’t ask for this.
He’s too steady for that.
So I’m doing it for him.

LinkedIn, do your thing.
Let’s make his birthday one he wants to remember.

I’m Justin Jackson 🧭, and if this platform can turn corporate rants into virality, it can land one solid dude a job.

The quickest way to tank an investigation is to open with the legendary HR classic:
“Tell me everything.”

Nothing freezes a witness faster.
They go from Chatty Cathy to “I… uh… don’t remember who hired me.”

The line that actually works is this:
“Walk me through what made you bring this forward today.”

It resets their brain.
It skips the monologue they practiced for three days.
And it gets to the real moment something snapped… usually after a meeting that “wasn’t personal” but absolutely was.

That first question becomes the anchor for the whole case.
Because every investigation has that one instant where the fog clears and you think
“Oh great. This one again.”

That’s when you remember HR is emotional forensics.

We don’t solve mysteries.
We reconstruct the disaster in slow motion.
We track timelines no one else bothered to write down.
We translate phrases like “bad attitude” into “I never actually managed this person.”

Investigations rarely fall apart because someone lied.
They fall apart because HR starts in the middle, right between the drama and the denial.

Start at the spark.
That’s where the truth usually hides, looking guilty.

I’m Justin Jackson 🧭, and most days I feel like the CSI unit for meetings that should’ve been emails.

——-

If you like this cause you can completely relate, follow along.
If you want the algorithm to stop playing hard to get, tap the 🔔 on my profile.

taplio

The Battle

Logan Mallory

Justin Jackson

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The Battle

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