Miceli Media

• Developed business strategy, sales plan, project timelines, and website
• Generated qualified leads, conducted consultations, and closed sales
• Provided account management, content creation, and campaign management services

Founder

Softchoice

• Managed and optimization SMB clients' IT environments ensuring alignment with strategic objectives.
• Collaborated with internal teams and architects to devise comprehensive IT solutions.
• Leveraged a customer-centric and solutions-orientated approach to understand challenges.

Account Executive

Rockstar Energy Drink

• Analyzed and determined locations for proper and successful product promotion events  
• Planned and executed in-person promotional events to demonstrate and distribute products
• Utilized social media marketing to increase brand reach

Brand Ambassador

Sigma Nu Fraternity, Inc.

• Communicated and negotiated with music artists’ management teams and business sponsors 
• Planned, executed, and sold out a public concert with 800 attendees
• Generated over $50,000 in total revenue from the event each year

Philanthropy Coordinator

• Created and facilitated informational sessions about Sigma Nu Fraternity history and values. 
• Organized and executed events for candidates to become acquainted with active members.

New Member Educator

• Communicated with the concert venue and various artists.
• Assisted with the creation and distribution of promotional content.

Internal Philanthropy Co-Chair 

Morton Grove Park District

• Oversaw and managed pool operations. 
• Facilitated training in-services to allow for exceeding certification standards.
• Delegated duties accordingly while enforcing proper protocol. 
• Verified facility employees and equipment met all standards.
• Monitored designated area(s) while enforcing rules, regulations, and policies to ensure safety.
• Administered first aid and CPR in response to life-threatening situations. 
• Assisted with preparation and organization for special events and private parties.
• Provided customer service and professional interactions to patrons within the facility.

Manager & Head Lifeguard

RippleMatch

• Collaborate with the Campus Operations Manager to expand campus recruitment and increase interview placement rate 
• Schedule and conduct interviews for intern candidates and act as a point of contact throughout the entire hiring process
• Responsible for tracking 40-50 candidates per week and having daily exchanges with management about their progress

Program Manager

MetaBirds

• Produced and executed promotional content for social media outlets 
• Managed social media accounts daily and optimized platforms for growth and engagement

NFT Digital Marketing Intern

i9 Sports

• Facilitated instructional sports sessions for beginner, intermediate, and advanced levels. 
• Assisted Business in site organization and scheduling for house-league. 
• Oversaw the productivity and proficiency of site staff. 
• Provided customer service to patrons. 
• Trained and delegated responsibilities to site staff.

Site Coordinator

DICK'S Sporting Goods

• Strived to provide the best and most efficient customer support. 
• Maintained merchandise displays. 
• Provided personalized product guidance to fit the needs of the end consumer.

Retail Associate

Founder @ Miceli Media | Brand Building and Strategic Management

Hey everyone, I’m Matthew 👋 

We live in the age of digital, where the success of a business relies heavily on its online presence. 

My passion lies in harnessing this digital power to help brands connect, communicate, and grow.

I'm the Founder of Miceli Media, a forward-thinking digital marketing agency based in the heart of Chicago. 

With a focus on social media marketing and content creation, my team and I at Miceli Media help businesses build a robust online presence.

We firmly believe that successful digital marketing is not just about being seen - it's about being remembered. 

We strive to create dynamic content that not only captures attention but also resonates with audiences to foster lasting relationships.

At Miceli Media, we're not just a service provider - we're a partner invested in your success.

Our team prides itself on its adaptability, creativity, and commitment to excellence.

We keep our fingers on the pulse of digital trends and leverage the latest techniques to ensure our clients stay ahead of the curve.

Whether you're a startup looking for your first followers or a well-established brand seeking innovative ways to stay fresh and engaging, I'd love to hear from you.

It's time to apply our latest innovation and elevate your brand above the competition! 

Stay connected, stay digital. 🌐

P.S. Remember, regardless of what you do, play the long game!

Matthew Miceli

Founder @ Notice Me(dia) ✍🏼 Turning Founders into Industry Leaders

Building “The Modern Day PR Firm”. A group of specialized content agencies, serving B2B teams. 

Josh Cons

Today, we announce and introduce Orbit’s community for writers.  

For the last three months, once a week, we sent out a list of writing opportunities. Freelance. Part-time. Full-time. Work that existed and writers who needed to see it.

What surprised me wasn’t the response to the jobs themselves. It was everything around them: the replies, the follow-ups, the side conversations. Writers asking how to approach a role, who the hiring manager really was, whether a company was worth the effort. 

Over time, it became obvious that the problem-at-hand was in fact, isolation. 

Writing online gives the illusion of proximity - to opportunity, to audience, to other writers - but in practice, most people are doing this work alone. No real sense of where they stand or where they could go next.

So we decided to evolve Orbit into what it probably should have been from the start: a community.

Orbit is now an exclusive space for writers who already do the work and want more leverage from it over time. Inside Orbit, we’re doing a few things deliberately, including but not limited to:

1. Sharing daily writing opportunities, not weekly digests, sourced by our team and people we trust. 

2. Making white-glove introductions to companies and hiring managers when there’s a real, clear fit.  

3. Hosting weekly conversations with marketing directors and editorial leads so writers can hear how hiring actually works, not how it’s talked about online. 

4. Facilitating 1:1 peer connections, based on common interests. 

_

We’re officially opening the doors today. For the next 48 hours, new members get their first month FREE ($19/month to follow). 

If you want early access, comment “ORBIT” and I’ll send you the details to sign up directly.

Grateful for everyone who’s been part of Orbit in its earlier form, and for the writers who’ve helped shape what this is becoming, often without realizing it.

Founder, CEO @ Notice Me(dia) • ROI-focused LinkedIn content + management for founders & executives

Any companies hiring writers? We’re building a community of writers at Orbit, and I can confidently say we have the strongest network of writers ready to go to war for you and your team. 

I will personally screen all request and facilitate introductions.  

Hmu!

We’ve been chewing on a new internal framework to think about content lately. We call it being “nonchalantly-chalant”. 

When you look at how most executives post on LinkedIn, they usually fall into one of two extremes: 

On one end, you have hyper-optimized writing - choppy one-line paragraphs, forced pacing, posts engineered to appease an algorithm that no one truly understands. 

On the other end, you have people who pride themselves on “not caring,” writing long, uninterrupted blocks of text as if structure itself were a compromise. The truth is, neither approach works particularly well.

There’s a middle ground between the two. One where you respect the reader without obsessing over performance. Where you understand that readability matters - not because of the algorithm, but because humans are skimming between meetings, flights, and obligations. Paragraph breaks are simply a reader’s courtesy.

Being nonchalant about your content doesn’t mean being careless. Rather, it means writing for the pleasure of writing. It means sharing ideas because you feel compelled to express them, which comes through. Readers can feel when something was written to be said, not to be seen.

The “chalant” part is more subtle. It’s in the details - the craft, specificity, dates, times. 

The detail that proves you were actually there. You might write longer stretches when you’re exploring one idea, grouping thoughts together intentionally, then give the reader a clean break when you shift to the next one. The structure supports the thinking, not the other way around.

Nonchalantly-chalent. I like it.

Daily reminder: posting more content will not fix weak opinions. Post more, or post less, but each post should contain some spiciness (and keep the bar high!). 

Posting conservative, consensus takes five times a week just trains your audience to ignore you faster. 

Tough, but important one.

A lot of you have probably been seeing Jacob’s content show up on your feed lately. I’ve only told this story once before, but it’s a fun one: how he and I started working together, and what the past year has looked like since.

I was caught in a doom-scroll session on Twitter one night when I came across a post from a younger-looking fellow, with a familiar last name. I don’t remember the exact post, but it had something to do with online writing. That alone caught my attention. Back then, it was rare to see someone my age genuinely interested in this world (before everyone became a ‘LinkedIn guru). 

So I did what anyone would do. I found his LinkedIn, sent him a message, played a bit of people geography, and we hopped on a call.

We talked about how we both fell into the world of writing, how I took a gap year in the same program - in the same year - as his first cousin, and our mutual desire to take over the world (a little cliché, but what else do 19- and 21-year-olds talk about, right?)

After that, I started referring Jacob to clients we’d worked with in the past whenever they needed help beyond what we were doing. But if you’ve ever interacted with Jacob - especially in your DMs, you know how this part goes. He kept showing up in mine. Asking questions. Things like how many clients we were working with exactly, how we thought about pricing, how we structured packages.

The truth was, I was still figuring most of that out myself.

Less than a month later, Jacob joined our team as our first business hire. Up until that point, it was just me firing off DMs. He came in with one goal: amplify what was working and help us execute more creatively and consistently.

History did the rest. And if you’re reading this and have ever had Jacob “hunt you down” in your inbox, you already know how good he got at it.

Today, he leads our sales function and also runs one of our core offers at Orca, having worked with 83 client in year 1.

So to everyone who’s asked me where they can “find a Jacob” - there you have it!

Wishing everyone a blessed, successful week ahead :) As a reminder, we’re looking to help more B2B teams crush their content + help writers land more gigs. 

Let’s go!

The real “alpha” in LinkedIn content right now is being something we like to call: undeniably human. Human in a way that can’t be faked or smoothed over.

You can see it in small things. Typos that don’t get fixed because the thought mattered more than the formatting. Sentences that aren’t perfectly grammatical but sound exactly like how someone would say it out loud. Posts that feel written in one pass because they probably were.

It shows up in *how* people respond to news too. Not rushing to summarize what everyone already knows, but sitting with it long enough to add something tangible: an opinion, some tension, a question others are avoiding. Interpretation is hard. Regurgitation is easy. 

A few more signals I keep coming back to:

1. Writing that picks a side instead of listing possibilities. 

2. Saying one clear thing instead of ten safe ones. 

3. Leaving rough edges instead of sanding them down. 

4. Letting a post end without tying it up neatly. 

As more content gets generated, scheduled, and smoothed into sameness, the stuff that stands out is the stuff that feels like it came from a person, not a system. Clean content is everywhere. Human content is still rare.

On a client call yesterday, I was reminded of a framework I’ve been coming back to. I think of it as the “Lego” framework of building a company. I don’t think I’m in a position to offer business-building advice, but always happy to share ideas and stories that resonates. Here’s the breakdown:

The job of a founder is to build the company’s foundation, not as much a final, complete structure. Then, you hand off the Lego pieces. 

This applies to startups, agencies, teams, and honestly personal development too. Early on, the founder is doing everything. You’re creating demand out of thin air, running sales calls, handling legal, invoicing, collections, delivery, support. The loop never ends. You don’t delegate because there’s nothing to delegate yet. There’s no structure. It’s pure brute force. 

Over time, you start to notice wedges. Small pieces of work that repeat. Tiny blocks you can shape clearly enough that someone else can take them without the whole thing collapsing.

The mistake a lot of founders make is hiring someone and handing them a mess. The job isn’t “help me.” The job is “here is a LEGO I’ve already built. Your responsibility is to improve it, expand it, and then hand it off again.”

That’s been very real for us, over the past two and a bit years, at Notice Me(dia). 

It started with me doing everything, as a fresh college grad. Eventually, we brought on Meri as our first account manager. That forced me to get honest about what should stay with me and what absolutely shouldn’t. Her role clarified both mine and future account manager responsibilities. 

Once I had a repeatable way to generate pipeline and demand, I brought on Jacob. Then, once fulfillment and sales were stable, we brought on Sakshi to support editorial operations - our most recent LEGO handed off. 

The goal has become to build pieces so clean that someone else’s version of that work eventually outperforms yours.

Clay just announced another employee tender offer - their second in 9 months, 3x their last round markup. The milestone is incredibly impressive, but as someone who builds content strategies for executives and their companies, what caught my attention was moreso the execution around the announcement. Here's the breakdown:

Varun and Kareem (Clay's cofounders) shared the news first. Then the wave started - Head of Marketing. Head of People. People Ops. Managers. ICs. All sharing the excitement within hours. The brilliance is that each post felt and read genuine. Their people-first culture oozed out of the words.

I've seen hundreds of companies try to create this kind of amplification. Most fail. Here's why Clay's succeeded, and some notes to follow:

1. The foundation was already there:

Most companies treat big announcements as a "leadership-only" initiative. Clay didn't have that problem because they'd already built a content culture. Varun has been posting consistently for an extended period of time, and he doesn't make it about himself. He pulls teammates into the story, shared their wins, gives them visibility, and lets the company be represented by more than just the executive team.

That meant when the tender offer news dropped, the team didn't need instructions. They'd already been part of the narrative.

2. Employee pride as a signal:

When people across the org chart attach their personal brand to the company brand, that tells you something about internal culture. You can't fake that.

3. Distribution as a competitive advantage:

Clay didn't need TechCrunch or Forbes. They didn't necessarily need a press release. They had something more valuable: a network of credible people telling the story directly, from their lenses.

4. Why most companies can't do this:

- Leadership doesn't lead it. They delegate content to marketing and expect it to trickle up. It doesn't work that way.
- There's no consistency. They post once a quarter and wonder why no one engages.
- They treat employees like amplification tools. "Just share this" doesn't build buy-in. Letting people tell their own version of the story does.
- They don't invest in the foundation. They want the big moment without putting in the year-round work.

---

If you're building a company and you want this kind of owned distribution, make content a leadership priority, not a marketing task. If the CEO isn't posting, the rest of the company likely won't either. Build the habit before you need the moment.

Give your team permission to have a voice. Spotlight them. Share their work. Let them own part of the narrative. Coordinate without controlling. 

When the big moment comes, you don't need a script. You need a shared understanding of the story and trust that people will tell it well.

Clay's tender offer is a massive milestone. But the spotlight in this storyline is the system they built to tell that story. Huge congrats to everyone involved!

If I were the CMO of a B2B SaaS company that just raised < $20m, and I was tasked with rolling out an Executive LinkedIn Strategy, here’s what it would look like (from strategy to execution):

1. Decide on the key accounts to roll this initiative out:

To do this, I would ask the following questions:

- firstly, who has the time to allocate towards this initiative (1-2 hours a week)?
- who’s profile can we possibly yield the highest ROI on (if the goal is lead-generation, consider who is on the frontlines/client-facing. Perhaps the CEO, head of Sales, CRO, head of Marketing …)?
- who is willing to share their opinionated takes (everyone has them, but the decision would revolve around who’s actually willing to share them)?

2. From there, schedule out 45 minute bi-weekly meets, where you would interview them to extract content:

The optimal stack would be a meeting recorder (Otter.ai, Clarify, Fireflies.ai … ideally one that both records + transcribes the meet) + OpusClip (to clip up the recordings into 30-90 second video nuggets with captions) + ChatGPT or Claude to help feed the questions. 

We lean most on personal, business and industry-themed topics (to give a 360-degree perspective on how the individual thinks, how their line of business operates, and their pulse on their industry). 

3. Next, active the “flywheel”:

As we often say, posting 10/10 content is NOT sufficient. Here’s what the optimal flywheel looks like:

- 1 daily LinkedIn post (either text-only, text+image, text+video). I humbly recommend Notice Me(dia) or Orca as a trusted content partner. 
- 10 daily comments (comment on relevant ICP accounts, and accounts who have ICP audience overlap). 
- 20 daily personalized connection requests to ICP decision makers. I would recommend HeyReach.io to automate this motion. 

By activating the above, you will be adding key decision makers to your orbit, nurturing them through the frequent comments, and allowing them into your mind/brain via content. 

4. Bonus:

There are some fun workflows to play around with. Here are a couple:

A. Running thought leadership LinkedIn ads on posts which perform well within the first 48 hours (commonly those with a “spikier take”). Boost those posts over ~7 days, grab all the ICP 2nd and 3rd connections who engage, and send personalized connection requests over to them, to where they will be added into a nurture sequence and placed into your CRM. 

B. Hooking RB2B up, where you will get notified in Slack - with the person’s information, whenever someone visits your website. From there, use Zapier to sift and find ICP viewers, using HeyReach to send them a personalized connection request. 

Hope this helps!

What does it mean when I say we’re building  the “modern-day” PR firm?

Not in the “rebrand an old industry with a new name” sense, but in the more practical sense of how influence, trust, and narrative are built today, and how different that looks from the agencies most people are familiar with.

Traditional advertising agencies are built to produce campaigns. That can range anywhere from briefs, fixed timelines, polished outputs. There’s nothing wrong with that. But it assumes attention is something you buy, and belief is something you manufacture. In practice, that’s not how most people decide what to trust anymore.

PR, at least as we’re experiencing it, is closer to infrastructure than promotion. Helping leaders articulate what they already know but haven’t had the space, time, or discipline to put into words. Helping companies sound like themselves consistently, across time, rather than loudly for a moment (the typical spike and crash). 

What’s changed is where this work lives. It doesn’t sit in press releases or one-off announcements. It lives in public thinking. In executives writing regularly. In teams sharing context, not just the outcome at the tail end of a story. In narratives that compound because they’re grounded in reality, not because they were optimized for reach.

Building this kind of firm has been humbling. You don’t get to hide behind cleverness. If the thinking is weak, it shows. If the company is confused, the writing exposes it. And if trust hasn’t been earned internally, it can’t be projected externally. The work forces a kind of honesty that’s uncomfortable at times, but necessary.

The distinction I keep coming back to is this: advertising tries to persuade. Modern PR tries to align. It aligns what a company is actually doing with how it’s understood. It reduces friction between intention and perception. When it works, it doesn’t feel like marketing at all.

We’re still early, and we’re still learning. But the more time I spend inside this work, the more convinced I am that the future of PR looks less like campaigns and more like long-term stewardship of how organizations think in public.

taplio

The Battle

Matthew Miceli

Josh Cons

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taplio

The Battle

Matthew Miceli

Josh Cons

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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);}Josh Cons's LinkedIn Performance

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