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Over the past decade, I’ve scaled revenue and client success at three SaaS companies from $3M to $50M+ ARR, delivering 110%+ net revenue retention and top 10% NPS scores (65+).

Today, we help recruiting agency owners & Principals ($5M–$20M billings, 5–20 recruiters) land new clients from LinkedIn by becoming a trusted authority in their market. 

Our clients are busy business owners. They don’t want to be “content creators.” 

They want done-for-you exec content that lands new clients. That’s what we do.

In the past 12 months, we’ve generated $5M+ in client billings from LinkedIn by positioning recruiting agency owners as the go-to authorities in their markets.

Our methodology:
→ Revenue Growth Engine - a 3-step system perfected with 40+ founders & recruiting agencies
→ Content strategy that generates demand for contingent and retained searches (not just likes)
→ Strategic outreach to initiate conversations with your ideal clients
→ All requiring just 1.5 hours per week from busy Principals and owners

Our results:
→ 40+ owners and Principals served
→ $5M+ in client billings generated from inbound leads via LinkedIn
→ 8+ qualified inquiries per month within 90 days (average client result)
→ Doubling client pipelines in under 6 months
→ Clients include 7 and 8-figure recruiting agencies commanding $75K+ fees and securing multi-search mandates

And we're just getting started!

We help recruiting business owners who are:
→ Tired of building trust from scratch and ready for clients who arrive pre-sold
→ Reliant on a referral pipeline that has plateaued and feels unpredictable
→ Ready to turn decades of expertise into an inbound client pipeline

Ready to turn LinkedIn into your #1 growth channel?
→ Book a 25-minute strategy call: 

https://calendly.com/rohan-karunakaran-mbww/1-1-strategy-call

Rohan Karunakaran

I sat down with LinkedIn’s first Chief HR Officer, Steve Cadigan, to share a few early lessons from his time at LinkedIn - well before it became the iconic company we know today.

Two moments from the early days stuck with me:

1// The “Obama validation” moment

When President Obama visited LinkedIn’s campus in 2011, signups jumped from 1 new member/second → 2 new members/second the very next day.

2// The “IPO perception shift” moment

On the day LinkedIn went public, membership doubled again - not because of a new product feature… but because of market validation. 

Big takeaway for founders/operators: 

Trust compounds. And visibility and perception can accelerate adoption as much as  product. In both earlier and mature stages of growth. 

Follow for the full episode dropping Friday !

CEO at Frontier | Podcast host at Founder-Led 🎙️

Most people think LinkedIn is a content platform.

It’s not.

It’s a trust layer built on top of a professional graph.

You’re told to “post content,” “build a personal brand,” “grow your network.”

But what LinkedIn actually does is simpler:

It’s where buyers decide who to call - before you know they’re looking.

Picture this:

→ A CEO has a critical hire
→ They ask their network for search firm recommendations
→ Three names come back
 → Before picking up the phone, they open LinkedIn
 → They scroll each profile and last 10 posts

One has nothing. Maybe a reshare from 2023.
The next has generic “we’re hiring” updates.

The third has sharp, specific insights about executive hiring in their exact vertical.

Who do you think gets the first call?

Not because they’re better. 

But because they compressed five trust-building conversations into a 90-second scroll.

That’s what this platform is: a credibility compressor.

It shrinks the time it takes for someone to decide:
 “They’re real.”
 “They’re sharp.”
 “They understand this market.”

Your posts aren’t the product. Reduced uncertainty is the product.

That's what people buy. 

The firms we work with aren’t trying to become creators. They’re bringing their offline reputation online. 

The result isn’t followers. It’s people arriving warm and somewhat pre-sold. It’s skipping the "five-call trust tour".

Most content on LinkedIn is noise. Which is exactly why specific, experience-based signal cuts through.

The bar is on the floor, especially for search firms. Now is the time to own your market.

If you're a search firm owner looking to grow your warm network through trust-building content, shoot me a DM. Happy to share what we're seeing work right now.

H/T ✍🏻 Chengeer Lee for inspiring this post 🙌

I asked 30 recruiting firm owners what stops them from posting on LinkedIn. Here's what they said:

"I don't have time " -14 recruiters
"I don't know what to write about" - 10 recruiters
"I'm afraid of sounding cringe" - 6 recruiters

All three are valid and totally solvable.

(1) "I don't have time"

You’re running 6 - 8 active searches. Managing clients. Sourcing. Putting out fires.

But part of the reason you’re this busy is because every new prospect needs 4-5 conversations before they decide to work with you. 

Good content accelerates trust. It reduces the amount of "selling" you have to do on every call, taking pressure off you and your team's calendar.

And the ROI on energy is REAL when people show up more bought-in on the first call. Calls just feel more fun!

(2) "I don't know what to write about"

• You convinced a CEO not to make a bad hire last week.
• You explained why retained is better than contingent
• You handled the same candidate objection for the fifth time.

THAT's the content.

You don't have an idea problem.  You have an extraction and packaging problem. 

The insights are already in your call recordings and inbox.

(3) "I'm afraid of sounding cringe"

This one keeps the best recruiters quiet.

You've seen the broetry. The humble brags. The "I'm thrilled to announce" posts. And you want no part of it.

Good. Neither do your prospects.

They want someone who sounds like they've actually placed 200+ executives. That's you. The fear of sounding cringe is actually a sign you have real experience and want to take the same care to package and present it online. 

The ones who pushed through? They’re booking 10+ meetings per month from LinkedIn. 

DM me and I'll show you screenshots :) 

Everyone who posts consistently felt cringe at first. They just decided being of service and growing their business was more important than playing it safe (spoiler: "playing it safe" is actually riskier long-term). 

If you wait until it feels comfortable, you’ll never start.

---

Here’s the truth:

It’s not a time problem.
It’s not an ideas problem.
It’s not an authenticity problem.

It’s a systems problem.

Most recruiting firm owners try LinkedIn casually - no framework, no rhythm, no one helping them distill what they already know.

Then they don't see any traction and it fizzles out. 

I can confirm with data: the firms driving 8+ qualified convos per month aren’t more established or “better at content.”

They spend 1 hour a week talking through what they already know.

A system handles the rest. 

Be honest. How many weeks has it been since your last post?

LinkedIn's first Chief HR Officer, Steve Cadigan, dropped this insight during our conversation and I keep coming back to it:

The companies winning right now aren’t the ones with the most resources or experience. 

They’re the ones who’ve learned to get out of their own way.

Two shifts he’s seeing:

1// Command-and-control is breaking

The most valuable companies are being built by smaller, faster, less hierarchical teams, where decisions happen close to the work, not at the top of the org chart.

2// Tenure is being replaced by 'rate of learning'

The strongest organizations are optimizing for rate of learning -  bringing in people who challenge legacy thinking and make better decisions faster.

AI is the obvious catalyst here. When the cost of intelligence and experimenting drops and the pace of change spikes, the advantage shifts to orgs that can adapt fastest.

Tesla is a clear example. Worth more than Toyota, Ford, GM, and Hyundai combined.

Not because they have more experience. Because investors believe they can out-innovate the incumbents.

Full episode in the comments below 👇

Just reviewed a recruiter's LinkedIn profile.

$150M org. 7,000+ employees. EY Entrepreneur of the Year.

Her content? Mostly podcast promos and company updates.

Great for brand awareness. But ineffective at building deeper trust, familiarity, and consideration with potential clients. 

This is the gap I keep seeing with search firm owners. 

Incredible operators. Hundreds of placements. Decades of pattern recognition.

But their content stays surface-level and could be written by anyone else. 

The stuff that would make a CEO or hiring manager stop scrolling:

- How you assess leadership talent differently  
- Why most retained searches stall at the same point 
- What separates firms that fill in 45 days vs. 120+

That’s the stuff that builds authority between conversations.

Educational content does something brand content can't - it makes a prospect feel understood before you've ever spoken. 

You want to 'get in their head' with how specifically you speak to the issues they're facing and how you'd solve them. 

Especially in exec search, where your average retainer is $100K+, arriving pre-trusted changes the sales cycle.

It's the difference between a 5-call trust tour and a 1-call close.

Most firms are sitting on decades of placement insight that never leaves the founder's brain. 

HUGE miss IMO. 

If you run a search firm and want to turn what you already know into inbound demand — DM me. Happy to share what we’re seeing work.

We're taught to chase achievement.

No one teaches us how to expand consciousness.

I came across this 2x2 and it stuck with me because it maps the relationship between the two - and how they reinforce each other.

And by consciousness, I mean self-awareness - the degree to which we’re awake to our patterns, motivations, and deeper purpose.

→ Playing the game - low agency, low consciousness. Running default scripts.

→ Winning the game - high agency, low consciousness Achievement driven by ego or fear.

→ Escaping the game - high consciousness, low agency. Insightful… but not impactful.

→ Evolving the game - high agency, high consciousness. Aligned and effective.

In my own life, breaking points - a stressful work environment and a relationship ending - forced an upgrade in consciousness

For some it's burnout, financial pressure, or a health scare - the universe giving us a shake toward a more joyful and aligned path. If we choose to listen. 

A disruption that asks: Is this actually aligned?

“Evolving the game” became a useful decision filter for me:

• Work with people I genuinely respect and enjoy
• Choose a lane that feels energizing, not draining
• Work in my 'zone of genius', delegate the rest where possible

Also, the path isn’t linear. For me, business stability came first. Consciousness expanded later.

Only then did I have the courage to step into the unknown and choose more aligned work.

Others may begin highly self-aware - and later build agency through action.

It's also easy to drift between quadrants. Staying in the “Evolving the Game” mindset isn’t automatic - it requires regular practice and commitment. 

Curious - does this framework resonate with you? Where do you see yourself on the map?

The RevOps x AI category hasn't been claimed yet.

No one owns the narrative. And the gap is wide open.

I've spoken with 5 RevOps firm founders in the past 3 weeks. Every one of them has a real POV on how AI is changing GTM operations. 

But none of them are sharing it consistently. 

A few angles that are sitting wide open right now:

Theme 1: AI is an amplifier. It scales good systems - and bad ones. 

Most teams are throwing AI on top of messy workflows and wondering why nothing improves. The co's that are fixing the foundation first, then layered in AI are pulling ahead. If you've seen this play out with a client, that's a post.

Theme 2: What an actual RevOps x AI playbook looks like.

No vague AI talk. A real point of view on how AI changes quote-to-cash, handoffs across sales / marketing / CS, reporting, forecasting, and decision-making.

Most firms are speaking in generalities. The ones that go deep on the mechanics will own the conversation.

Theme 3: RevOps x AI for [Industry].

Most RevOps firms are only talking to B2B SaaS.

Manufacturing is a good example of a highly underserved vertical. Some of the largest manufacturers in the world don't even have a CRM. Billions in revenue. No CRM. The RevOps x AI opportunity there looks nothing like SaaS. 

If you work in a specific vertical and you know how it actually buys and operates, that's content - and probably a category - that nobody has touched yet.

A year from now, every firm will say they’re operationalizing AI.

A much smaller number will be known for a specific methodology, a specific market, and real implementation proof they can point to.

If I ran a RevOps firm, I'd be asking:

Are we building that association now - or waiting until the market gets crowded?

Lindsay Rosenthal

Founder | Creator | Strategist | Building AI, Leaders, & Ideas That Move Markets

For sponsorships + booking + speaking: hello@cred.marketing
------
I build AI, leaders, products, and ideas that move markets.

As a founder, creator, and strategist, I’ve taken products from concept to market, scaled sales engines, built teams, and created campaigns that drive both revenue and cultural relevance. Deeply integrating AI in every step of the way. 

My experience spans SaaS, AI, B2B, and beyond, working alongside the companies and executives shaping tomorrow’s most important industries. (Would love to work with yours!)

I operate where innovation meets execution. 
Blending the reach of a creator, the precision of a strategist, and the perspective of an AI founder who has built and scaled from the ground up. 

The result: content, campaigns, AI, and go-to-market strategies that cut through the noise and position brands at the forefront of their markets.

Founder

1 month of content in 1 hour

my top B2B pick that’s killing the content game:

(and how you can follow their lead!)

ClickUp generates 100m+ views a month.

here’s their secret:
they operate like a media company.
not just a SaaS brand.

1. more accounts, more feed real estate

they run multiple personalities: humor, productivity, culture.
this means you see them multiple times in one scroll.

2. employees are key distribution

folks killing it like Zeb Evans, Chris Cunningham, Gaurav Agarwal, Kyle Coleman, Gregory Swan, Matt Bauman.
high value, personal, behind the scenes content.

3. speed 

around 10 vids / week.
iphone setups. minimal editing.

they also test constantly:
winners get remixed.
competitor formats get adapted.
trends get used fast.
wild ideas get tried.

high volume = fast feedback

4. platform native execution

Tiktok for humor.
Insta for skits and culture.
LinkedIn for thought leadership.
long form for depth.

they are experts on each platform’s unique vibe.

5. media company mindset

they hire actors and creatives.
they run writers’ rooms.
employees are empowered to post.

the goal is attention first, product second.

the result:
- organic reach
- low CAC
- memorable brand
- resilience to algorithm shifts

job well done to the entire ClickUp team!!

How ClickUp generates +100M views per month

good ideas don’t get you results. 

a clean system does.

every B2B creator campaign starts with a great spark.
but without the right setup, it’s all chaos and stress.

I see it all the time with the 50+ brands I work with:
Big plans for a killer campaign
But then 10+ tools, 100 emails, and no clue what actually went live and how it impacted the overall campaign / goals

brands make this way harder than it needs to be.
creators get lost in the shuffle.
tracking results feels actually impossible sometimes.

that’s why we built Synnc.

so you can actually run campaigns start to finish
without drowning in spreadsheets or losing your mind in the process.

taplio

The Battle

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Lindsay Rosenthal

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taplio

The Battle

Rohan Karunakaran

Lindsay Rosenthal

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);}Rohan Karunakaran's LinkedIn Performance

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Ready to grow your LinkedIn presence?

Performance ScoreRohan Karunakaran's LinkedIn Performance