Dwyer Enterprises

Dwyer Enterprises is a dynamic content marketing agency that specializes in empowering e-commerce businesses and agencies to grow their reach and impact through hosting podcasts and posting content. 

Our expertise lies in leveraging podcasts, social media, and personal branding to create engaging content that resonates with target audiences, driving brand awareness and customer acquisition.

Founder of Content Marketing Agency

pirawna - global amazon ad agency

My job is to increase the overall brand awareness of Pirawna through podcasts, conferences, and connecting with others. Roles -
• Go to conferences
• Speak on Podcasts
• Brand build and get business

Vice President of Marketing

Prime Guidance

Created the website for Prime Guidance, and now help optimize Amazon product pages using proven techniques to increase sales. Also, leverage social media to drive traffic to increase sales on Amazon.
• Amazon Optimizations
• Product Management
• Amazon Advertising

Amazon Marketing Specialist

BlueMatrix Media

Responsible for developing WordPress websites from scratch and increasing website traffic through SEO.  Analyze each business to determine the most appropriate design and website strategy.
• Search Engine Optimization(SEO)
• Website Development
• Search Engine Marketing(SEM)
• Social Media Optimization(SMO)

Business Web Developer

If you are an Amazon Agency that either:
1. Relies only on referrals
or
2. Wants a reliable source of Amazon Sellers Leads

We have an Amazon Seller Lead System to get you more leads. Just message me about it or email me at victor@dwyer-enterprises.com

Victor Dwyer is the Founder and CEO of Dwyer Enterprises, a content marketing agency dedicated to helping e-commerce tools and agencies expand their reach through podcasts and other digital channels. A recognized authority in e-commerce, Victor's background combines technology and marketing expertise.

Starting his career as a Web Developer at BlueMatrix, Victor developed a passion for marketing that led him to become a Marketing Specialist at Prime Guidance. Here, he mastered Amazon's platform and later joined Pirawna as VP of Marketing, where he bolstered brand awareness via podcasts, conferences, and networking. Victor founded Dwyer Enterprises in response to the growing demand for strategic marketing for e-commerce tools and service providers.

Known for his engaging content and high-energy approach, Victor shares cutting-edge strategies that allow marketers to leverage social media, podcasts, and personal branding. He is committed to empowering others, providing actionable insights that attendees can apply long after events end.

As a thought leader in the e-commerce marketing sphere, Victor Dwyer's innovative methods and dedication to helping others succeed continue to make a lasting impact on the e-commerce marketing industry.

Skills:

Public Speaker | Entrepreneur & Marketer | Advertising Specialist | Social Media Strategist  E-commerce Marketing Expert | Social Media Optimizations | Social Media Marketing | Website Developer | Content Creation | Video Editing | Graphic Designer | Marketing Services for Amazon | Strategic Planning |
Business Strategy | Marketing Specialist | Marketer | Online Marketing Manager | Advertising Specialist |

Victor Dwyer

Cold emailing Amazon sellers isn’t the hard part.

No, the real challenge is figuring out how to say something worth reading.

You can have perfect timing and endless patience, but if your message doesn’t hit the mark, you’re basically sending your emails into the void.

The trick? Getting them to actually care about what you’re saying.

When you’re cold emailing Amazon sellers, you really only need three things to make it work:

Something worth saying —
Because let’s be honest, no one wants to read another "Hey, how’s it going?" email. You need to offer value or solve a problem.

If you don’t have that, good luck.

Timing that isn’t chaotic —
Sure, you could send an email at 2 AM when they’re probably dreaming of their next big sale, but that might not be the best approach.

Timing matters—
just don’t make it a game of email roulette.

Patience —
This isn’t a sprint; it’s more of a marathon... in slow motion.

If you’ve nailed the first two steps, the patience will pay off.

If not, well, let’s just say good luck with your waiting game.

If you're missing #1, don’t bother with #3—you'll just be sitting there twiddling your thumbs while hoping for a miracle.

#AmazonSellers #ColdEmail #LeadGeneration #EmailMarketing

We Guarantee Amazon Agencies $150k In Added Pipeline of QUALIFIED Amazon Sellers In 120 Days or Get Money Back

The first time I worked with a struggling Amazon agency, the problem wasn’t their ads — it was their structure.

Their results were decent.

Their team was talented.

Their clients liked them.

But everything felt slow.

Projects dragged.

Reporting took days.

Fulfillment wasn’t synced to ad pacing.

After reviewing their workflow, one thing stood out:
They had no defined client journey or clear roles within the team.

Everyone was trying to help, but nobody owned the steps.

Once they implemented a structured, repeatable process — like the 5-stage journey in our guide — everything changed:

Onboarding became faster.

Reporting became more efficient.

Clients renewed faster because expectations were clear from day one.

Sometimes, the problem isn’t the work you’re doing.

It’s the structure you’ve built around it.

Simon and I created this guide for you — so you don’t have to learn the hard way.

We focus on systematizing your agency's workflow to streamline operations and scale effectively.

Comment or drop "ORGANIZE" to receive the "How to Organize an Amazon Agency" roadmap and start optimizing your agency’s structure today.

#AmazonAgencies #AgencyGrowth #BusinessSystems

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

The Resume Illusion

We still judge candidates by resumes.
But here’s the problem:

A resume tells you what someone did.
It doesn’t tell you how they did it.

Two candidates can have the same job title.
One built trust.
The other burned bridges.

The paper looks the same.
The story doesn’t.

How much longer will we pretend resumes measure character?

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

The real signal it’s time to move on?
When you don’t recognize yourself anymore.

It’s rarely about the workload.
It’s rarely about the hours.

It’s about the mask you’re forced to wear every day:
⚡ Saying “yes” when your gut screams “no”
⚡ Laughing at comments you know are wrong
⚡ Biting your tongue when ethics are crossed
⚡ Apologizing just for having boundaries

You start telling yourself this is what being “professional” looks like.
That everyone deals with it.
That this is just how work works.

But then one day, you catch yourself in the mirror —
and the person staring back feels like a stranger.

People don’t quit jobs.
They quit the version of themselves they had to become to survive there.

The exit doesn’t have to be dramatic.
Start small:
✔ Leave on time without apology
✔ Update your resume tonight
✔ Reach out to one new connection in your field

Because there are workplaces where boundaries are respected.
Where disagreement isn’t punished.
Where you don’t have to pretend to fit in.

You deserve to work somewhere you don’t have to lose yourself just to belong.

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

Post Inspired by Dora Vanourek

The Resume That Lied

I once reviewed a resume that looked flawless.

Perfect progression. Perfect titles. Perfect formatting.

But when I spoke with references, a different story emerged.
Yes, the candidate had the job.
But they left every team worse than they found it.

On paper, they were a star.
In reality, they were chaos.

Resumes measure history.
They don’t measure impact.

What matters isn’t what someone did.
It’s how they did it — and who they became along the way.

What do you think — should we start “fact-checking” resumes like we fact-check news?

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

The Hiring Trap

Hiring managers say:
“We want someone who fits the culture.”

Translation?
Someone who looks, talks, and thinks like us.

That’s not culture.
That’s comfort.

And comfort kills growth.

The best hires don’t fit your culture.
They stretch it.

What do you think — should “culture fit” be retired as a hiring standard?

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

The Ghosting Manager

A candidate once told me the worst part of their job search wasn’t rejection.

It was silence.

Weeks of waiting.
No email.
No feedback.
Just nothing.

They said, “I can handle no. I can’t handle being treated like I don’t exist.”

And they’re right.
Ghosting doesn’t just kill trust — it kills reputation.

Every unanswered email is a brand decision.

What do you think — is ghosting now the biggest stain on company reputations?

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

AI Won’t Replace You. But Someone Using It Will.

We’ve seen this before.

• Typewriters → Word processors
• Blackberry → iPhone
• Spreadsheets → ERP systems

Every time, the same thing happens:
Those who refuse to adapt get replaced.

Not by the tool.
By the people who learned to use it better.

AI is no different.

The companies I work with aren’t scared of it.
They’re hiring people who already know how to use it to drive results.

—

Don’t fear the tool.
Fear being the one who didn’t pick it up.

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

The Broken Metric

Companies love to measure “time-to-hire.”
But here’s the reality:

Speed doesn’t matter if trust is broken.
A fast hire who leaves in 90 days isn’t a success.
It’s a revolving door.

The only real metric is:
Did they stay, and did they grow?

What do you think — should time-to-hire even be a metric anymore?

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

I used to waste too much energy on things that didn’t matter.

What others said — or didn’t say.
What others did — or didn’t do.

And all it did was drain me.

Because deep down, I was waiting for someone else to make things better.
Someone else to recognize me.
Someone else to fix it.

But no one’s coming to save you.

That’s when I learned what real ownership means:
Taking full responsibility for your life — without excuses, without waiting.

It means focusing only on what you can control,
letting go of what you can’t,
and being grateful for what’s already yours.

That’s where your power lives.

No one owes you success.
No one owes you happiness.
Everyone’s fighting their own battles.

So stop waiting for permission.
Stop expecting others to lead your change.

Own your mindset.
Own your actions.
Own your future.

Because happiness isn’t something you get.
It’s something you build.

When you expect less from others and more from yourself,
you stop feeling disappointed — and start feeling unstoppable.

Freedom starts the moment you take back responsibility.

🔥 What’s one thing you’re taking ownership of this week?

Post Inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Overpaid Era Is Over

Let’s be real.
A lot of people got overpaid during Covid.

Capital was cheap.
Companies were desperate.
Salaries inflated far past reality.

Now the reset is here.
And candidates don’t like it.

But here’s the thing:
The market isn’t broken.
It’s just back to normal.

Companies aren’t going to pay pandemic premiums forever.
They’ll pay for value.
For proof.
For leaders who bring ROI — not just big asks.

🔥 The “easy money” era is done.
The reality era is back.

Are candidates ready?

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

The Wrong Fit

A client once insisted on hiring “culture fit.”

They found a candidate who looked like them.
Talked like them.
Agreed with everything.

Three months later, the team was stagnant.
No new ideas. No pushback. No growth.

They didn’t hire a culture fit.
They hired a comfort fit.

The best hires don’t fit your culture.
They stretch it.

What do you think — should companies retire “culture fit” once and for all?

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

Afraid of AI? Your Job Is Already at Risk

Here’s the hard truth:
If you’re worried AI will dissolve your role — it probably will.

Not because AI is “smarter.”
But because someone with less experience and an AI mindset will outpace you.

Companies don’t want years of coasting.
They want proof you can use the tools that move the needle today.

I’ve already seen hires where 3 years + AI skills beat 15 years without it.

—

The future doesn’t fire you.
Stagnation does.

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

taplio

The Battle

Victor Dwyer

Joel Brody

Followers

Posts

Engagements

Likes

Performance ScoreVictor Dwyer's LinkedIn Performance

Performance ScoreJoel Brody's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Victor Dwyer

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);}Victor Dwyer's LinkedIn Performance

Performance ScoreJoel Brody's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreVictor Dwyer's LinkedIn Performance