MGM Resorts International

Technical SEO, Data, AI & cloud engineering, business intelligence, internal tooling

Data & SEO Engineer

Superformula

Tommi Saltiola & Co

Diverse set of experiences from tech, marketing, data, automation, seo

• Web Scraping & Data Engineering
• Automations with Python
• Appeared in Madventures Suomi TV episode educating about hemp for finnish population  
• Appeared in multiple podcasts and articles discussing hemp as expert  
• CBD content marketing and copywriting  
• Hemp & CBD industry expert: consulting, R&D, hemp cultivation
• Appeared in Madventures Suomi TV episode educating about hemp for finnish population 
• Appeared in multiple podcasts and articles discussing hemp as expert 
• Content marketing and copywriting 
• Industry expert: consulting, R&D, hemp cultivation

Entrepreneur

Finnish Industrial Hemp Association (Suomen teollisuus- ja hyötyhamppu ry)

• Connected key industry players into an association to look after the rights of the hemp industry.
• Contributed to publications and Policy briefs to educate the public and authorities.
• Lobbied politicians for changing the hemp legislation in Finland.

Co-Founder & Chairman

Especialistas en Diseño del Mañana (EDM) 

Lecturing about Agile Methodologies, especially Scrum for industrial design

Scrum Master

Hamppumaa - Hempland

As a co-owner, I leveraged my diverse skill set to shape the company's direction and success. My role spanned across strategic leadership, research, and development, coupled with a deep understanding of digital marketing strategies, including SEO.

Key Contributions:

Thought Leadership: Spearheaded the popularization of cannabinoid acid and endocannabinoid system science in Finland through my writings, speeches, and presentations. My academic writings and blogs led to our website, Hamppumaa.fi, ranking at the top of Google for CBD and CBDA in Finland.

Keynote Speaking: Represented Hamppumaa as a keynote speaker at various industry expos and seminars, disseminating our innovative work and vision to a wider audience. These speaking engagements have not only enhanced our reputation but also allowed me to foster meaningful relationships within the industry.

Industry Research: Performed in-depth industry research, gaining a comprehensive understanding of hemp production and its intersection with digital marketing trends. This knowledge has been invaluable in shaping product development and marketing strategies.

Product Development and Project Management: Orchestrated the development of hemp juice and hemp seed milk by leading cross-functional teams, including Production, Refining, Management, Marketing, and Research & Development.

Marketing & Analysis: Devised and executed effective marketing strategies, with a particular focus on eCommerce and digital marketing. Utilized data analytics to monitor our performance, make data-driven decisions, and refine our approach for optimal results.

Throughout my tenure at Hamppumaa, I have been driven by a relentless pursuit of growth, innovation, and excellence. As we navigate the path ahead, I am committed to leading with vision, informed by data and insights, to continue delivering value to our customers and stakeholders.

Co-Owner & Chief Research Officer

Growth Partner | AI, Ecommerce, Webflow & Automation | Research, SEO & Copywriting

Freelance consultant & engineer specializing in technical marketing (SEO/B2B Outbound), Data, AI/ML, cloud & python engineering.

From Finland, where people are great engineers and poor marketeers, except for me as I work especially with technical marketing. Based in Mexico City.

I spend my freetime with wife, dog, travelling & camera.

Tommi Saltiola, MBA

Joel Brody

Ethical Recruitment Leader | Mid to executive-level placement | Helping Qualified Candidates Grow Their Careers by Matching Them with Thriving Companies

Six months. That’s how long a construction firm searched for their next Director of Operations.

Hundreds of resumes. Dozens of interviews. Zero results.

When the CEO finally called me, he was exhausted. The business was growing, but without the right leader in place, he was stuck in the weeds, running operations himself instead of focusing on scaling the company.

Here’s what happened next: I clarified the role, tapped into my hidden network, and within six weeks placed the leader they’d been chasing for half a year. That hire streamlined operations, stabilized the team, and gave the CEO his time back.

This is what I do.
I help mid-market and growth-stage businesses—in construction, real estate, healthcare, and e-commerce—find the executives and senior managers who can turn chaos into clarity and growth into something sustainable.

Not by flooding inboxes with résumés.
Not by recycling candidates who happen to be “looking.”
But through our Right-Fit Recruiting Method™️: deep discovery, targeted headhunting, and cultural alignment that ensures leaders don’t just stick, they scale with you.

Here’s why clients come back:

8 years recruiting across industries that don’t tolerate mistakes

92% retention rate at the 12-month mark for senior hires

A reputation as a trusted advisor to CEOs and founders who are serious about growth

One client put it best:
“Joel didn’t just send resumes, he delivered the leader we’d been searching for. His process saved us months of wasted time and gave us the confidence to scale.”

At the end of the day, I’m not just a recruiter. I’m a headhunter.
I don’t stop until the right leader is in the seat.
I don’t just fill roles, I help companies build futures.

Outside of work, you’ll find me with my family and involved in my community. That same people-first mindset drives everything I do: relationships first, results always.

Looking to make your next senior hire the right one? Let’s talk about how we can find your perfect fit.

Executive Level Recruiter

Inflation hurts strong candidates the most

Here is the part candidates do not expect.

Resume inflation does not hurt weak candidates.
It hurts strong ones.

When everyone exaggerates,
hiring managers raise skepticism across the board.

That means
more scrutiny
longer processes
fewer second chances

At Mai Placement, the fastest hires are often the most precise resumes.
Clear scope.
Clear outcomes.
No unnecessary elevation.

Truth cuts through noise faster than polish.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Unethical behaviors leaders quietly normalize

Most unethical leadership does not look dramatic.
It looks normal.
Routine.
Justified.

At Mai Placement, the same patterns show up again and again.

Moving goalposts after expectations were set.
Taking credit upward and pushing blame downward.
Calling transparency disruptive.
Labeling pushback as attitude.
Rewarding loyalty over competence.
Using urgency to excuse poor behavior.

None of these are accidents.
They are choices.

What makes them dangerous is how often they are explained away.
This is just how we operate.
This is how we move fast.
You need thicker skin.

Over time, teams learn the rules.
Do not challenge.
Do not document.
Do not ask why.

That is when performance declines.
Not because people are weak.
But because ethics were replaced with fear.

Unethical leadership rarely collapses overnight.
It erodes trust slowly.
And by the time leaders notice, the best people are already gone.

Culture is not what leaders say they value.
It is what they consistently allow.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Results, culture, and the lie that HR owns the problem

The most dangerous myth is this one:
Results justify the culture.

Short term wins often hide long term decay.

At Mai Placement, companies with toxic leadership do not suddenly collapse.
They struggle to hire first.
Then they struggle to retain.
Then performance quietly erodes.

By the time leadership notices, the best people are already gone.

Culture problems are rarely HR issues.
HR documents behavior.
Leadership creates it.

Every reaction to bad news.
Every tolerance of poor conduct.
Every decision made under pressure.

Culture is not values on a wall.
It is what happens when something goes wrong and people are watching.

High performers do not leave because they cannot handle work.
They leave because trust erodes and nothing corrects it.

And the market remembers far longer than leaders expect.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Honesty positions you better than exaggeration ever will

Candidates worry that honesty will undersell them.

In reality, it does the opposite.

Clear scope allows recruiters to place you accurately.
Clear outcomes allow hiring managers to trust faster.
Clear ownership reduces perceived risk.

At Mai Placement, honesty is not conservative.
It is strategic.

The goal is not to sound senior.
It is to be placed correctly and succeed.

Inflation might get attention.
Alignment gets offers.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Why hiring outcomes always reflect ethics and leadership

After all the conversations about candidates, resumes, culture, and leadership, everything comes back to one place.

Hiring outcomes are not random.
They are reflections.

At Mai Placement, we see this clearly.

Ethical recruiters create clarity.
Unethical ones create false momentum.

Strong leaders create environments where talent can perform.
Toxic leaders create environments where talent quietly leaves.

And when those two forces intersect, hiring results are predictable.

When recruiters misrepresent roles, exaggerate urgency, or hide information, trust breaks before day one.
When leaders normalize blame, silence, or ego driven decisions, performance erodes long before it shows on a dashboard.

Then everyone asks the same question.
Why can we not hire or retain great people anymore?

The answer is rarely the market.

It is usually a breakdown in truth.

Truth between recruiter and candidate.
Truth between leadership and teams.
Truth about what success actually looks like.

Hiring works when honesty travels all the way through the system.
It fails when ethics are compromised and leadership avoids accountability.

You cannot out recruit bad culture.
You cannot culture wash unethical behavior.
And you cannot fake trust for long.

The companies that win long term do not chase talent harder.
They operate cleaner.

And the market always responds to that.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

taplio

The Battle

Tommi Saltiola, MBA

Joel Brody

Followers

Posts

Engagements

Likes

Performance ScoreJoel Brody's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Tommi Saltiola, MBA

Joel Brody

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);}Joel Brody's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJoel Brody's LinkedIn Performance