William Szamosszegi

MyWorker.ai

Pioneering “AI Sales Team as a Service” - so founders can scale without limits.
1. Category Creator: Built the world’s first AI Sales Team as a Service, letting ambitious founders and teams instantly deploy a full digital SDR squad - no hiring, no burnout, no time wasted on cold outreach.

2. Unblocks Growth: MyWorker fills your calendar with qualified sales meetings while you stay focused on product, fundraising, or scaling - solving the #1 pain point for startups and SMBs who can’t hire (or don’t want to manage) a traditional sales team.

3. AI Voice in Action: Launched “Alex,” our always-on AI sales rep, to personally call, qualify, and book meetings for clients. Alex works 24/7, never forgets a follow-up.

4. Proven Impact: Helped early customers double lead-to-demo conversion rates, cut founder “busywork” by up to 90%, and accelerate pipeline growth from week one.

5. Mission: Redefining how founders grow - turning outbound sales from a grind into a growth engine powered by AI.

If you’re building and want to focus on your vision, not just your inbox, let MyWorker book your next best customers - while you sleep.

CEO & Founder

Sazmining

President & Chairman of the Board

Making Bitcoin mining the easiest, smartest way to build your stack - sustainably and securely.
1. Democratizing Bitcoin Mining: Transformed mining from a technical challenge into a seamless service. Customers can sign up to become a Bitcoin Miner in minutes - it's easier than buying on an exchange.

2. BTC Dollar Cost Averaging 'on steroids': Top-Rated Bitcoin accumulation through mining, not just buying. Get “wild sats” direct from the source, at lower cost and with zero exchange hassle. 

3. Global Green Operations: Led Sazmining to launch and operate renewable-powered mining facilities in the US, Paraguay (100% hydropower), and beyond. Committed to making Bitcoin mining accessible and environmentally responsible.

4. Education & Trust: Hosted the Sazmining Podcast and spoke at leading Bitcoin events - educating thousands on sustainable mining, DCA, and Bitcoin innovation.

5. Media & Recognition: Featured in Yahoo Finance, MarketWatch, Business Insider, and major industry press. Recognized as an industry leader at the intersection of Bitcoin and clean energy.

Why it matters: Sazmining empowers everyday people to build wealth sustainably - proving that the future of Bitcoin is open to all, not just the few.

TurnUh LLC

Mobile app that shows events happening on your college campus. Integrated with event details, live comments, and up-vote/down-vote system.

Founder and CEO

BHG Financial

First-hand exposure to high-level operations at a large company while working under the Chief Business Development Officer, Tyler Crawford. Managed scheduling, follow ups, note-taking and side projects in helping BHG's decision-makers move the company forward.

Business Development Intern

IRIS.TV

In working with the accounts management team at Iris, I became familiar with online tools like Slack, Salesforce and Asana from my immersion in the fast-paced startup culture. I extracted client data from RStudio, MySQL, Iris Vision and other data mining sources and then complied that data in excel. This included prescriptive analytics, performance, views, retention, experience, lift, bounce rate, quarterly analysis, month over month analysis, and other variables that varied by client. My reports also included graphical representations in the form of heat-maps, and charts which aided in overall comprehension of the data. After, I would meet with one of the account executives, Mantonie, and analyze the data looking for trends or possible issues to help Iris.TV provide clients with in-depth consultation.

Summer Analyst Intern

Tired of juggling 7+ sales tools, endless CSVs, and inbox-warm hacks - yet sales pipeline still flat?
Feel like every new AI promise adds more duct-tape, not more demos?

I’ve been there. So I built MyWorker.ai - the first “AI Sales Team-as-a-Service” that handles prospect research, personalization, deliverability, and follow-ups while you sleep.

🚨 The headaches we remove
1. Messy tool stack → one AI Sales engine that works.

2. Low conversion → opens leap from low-20 % to > 55 % in two weeks. And replies 2x on average

3. Wasted Time → founders win back 80 % of prospecting time to focus on closing.

👉 Who’s a fit
1. B2B SaaS Founders, doing $1–20 MM ARR, < 50 teammates.

2. Prefer calendar full of customers over “another dashboard.”

3. Ready to replace busywork, not just improve it.

📈 Proof in numbers
1. Clients moving off Apollo + Instantly stacks see 2–3× reply rates month one.

2. 57 % average open rate across 210 k emails (same copy, just smarter delivery).

3. Spotlighted in Yahoo Finance, Business Insider, MarketWatch for category-creating growth.

🛠️ How it works
1. 15-min kickoff - import ICP & brand tone.

2. Autopilot ON - AI starts working to book demos next business day.

3. Review mode (optional) - you approve, AI learns, then goes fully hands-off.

About me
• Scaled Sazmining from bootstrap to renewable Bitcoin mining on 3 continents (USA, Paraguay, Norway)
• Forbes Fellow, SXSW Digital Entrepreneurship finalist.
• Co-founded Winter Tennis Special Olympics for youth; obsessed with tech that compounds impact.

🔹Let’s connect if you’re:

1. A time-strapped SaaS founder who wants customer pipeline, not plug-ins.

2. An investor scouting the next AI revenue infra layer.

3. A builder who loves moving fast and measuring everything.

The bold shape the future. Will you wait to see what happens or be the one building it?

Ping me if you’re a Founder ready to ditch grunt work and grow.

CEO & Founder & Secretary

Data processing that fosters innovation in Blockchain Technology, Artificial Intelligence, CGI Rendering, and Research. Our computing power supports the next generation of technological development — Web 3.0.

One mistake cost me millions of views - and it changed me permanently.

During Tech Week, we lost audio for massive interviews:
Corporate Bro, Apollo’s COO, and a few others.

Gone.
Irrecoverable.

It crushed me.
But it forced something I had been avoiding:

I stopped outsourcing my technical competence.

I learned cameras, audio, lighting, backup systems, production workflows.
I rebuilt my entire setup from scratch.

The pain became an upgrade.

Sometimes something breaks so you stop relying on people who can’t move at your speed.

And you come out 10x more dangerous.

Built the #1 Sales Tool in the World | MyWorker.ai, CEO/Founder | Sazmining, President/Founder

last friday reminded me why showing up matters.

I went to an event expecting to just catch up with a few friends.
instead, it turned into one of those nights that quietly resets your energy as a founder.

I saw people I haven’t crossed paths with in months.
I met people I’ve respected from a distance.
I had the chance to speak with Andrew Yang.
and the conversations went way deeper than the typical “networking” vibe.

when you’re building, it’s easy to disappear into the grind.
to get buried under the pressure, the timelines, the constant motion.
you forget that momentum often comes from the one room you almost
skipped…
the one conversation you weren’t expecting…
the one person who reframes something you’ve been stuck on for months.

what hit me that night was simple:
the people you surround yourself with shape how far you can see.
and founders forget that when we’re carrying the weight alone.

execution matters
consistency matters
but so does stepping into the world
meeting people who expand your thinking
and putting yourself in places where luck can actually find you.

I left the event more grounded, more inspired, and more committed to the long game.
sometimes all you need is one good room and the right people in it.

li_at

JSESSIONID

Some pressure builds slowly. Some hits all at once.

I’ve been holding everything together for months - building multiple companies in public, streaming for hours a day, raising capital, debugging product, onboarding new systems, jumping between 9 different channels.

Yesterday it hit me how easy it is to forget that I’m still just one person.

The weight sneaks up quietly.
Then suddenly it’s in your chest.

That mix of purpose, exhaustion, momentum, fear.

People see the output - the streams, the traction, the optimism.
They don’t see the part where you’re trying to keep the entire structure standing while making sure nobody feels the cracks you’re carrying.

I’m learning that the emotional weight isn’t the enemy.
It’s the signal that you’re on the edge of becoming someone new.

Building in public exposes everything.
But it also forces you to grow faster than you thought you could.

Building in public forces a different kind of growth. 

When you build privately, you can hide your confusion.
Your mistakes.
Your fear.

When you build publicly, everything is visible. the decisions, the pivots, the broken pieces.

At first, it’s uncomfortable.

Eventually, it becomes a superpower.

You stop performing.
You start refining.

The market learns you.
You learn the market.
Trust compounds.

Public building is pressure, but it's also clarity.

AI doesn't replace people. It replaces the version of you that refuses to adapt. 

The founders who win in 2025 won’t be the ones with all the answers.

They’ll be the ones who learn faster than the environment shifts.

Leverage isn’t optional anymore.
It’s the cost of staying relevant.

Every week something inside MyWorker resets my perspective. 

This week it was seeing how quickly someone can go from “I don’t get this” to “I can build with this.”

I’ve seen it with my assistant.
With customers.
Inside my team.

The barrier to entry is collapsing.
The barrier to adaptation is rising.

The winners of the next decade won’t be the most technical.
They’ll be the ones who can translate intelligence into motion.

Distribution isn't content. It's culture. 

Most founders think “posting more” is distribution.

It’s not.
That’s just broadcasting.

Real distribution is cultural fluency.

Understanding Discord tribes.
Streamer ecosystems.
Creator language.
Internet micro-dialects.

The internet rewards the people who can code-switch between digital cultures.

The future belongs to founders who can move through these spaces without breaking flow.

Everyone is still underestimating what's coming. 

AI doesn’t scale like software.
It scales like intelligence.

Compute gets cheaper → models get smarter → models improve how we use compute → the cycle accelerates again.

That flywheel is moving faster than society can absorb.

The moment it clicked for me was onboarding my assistant.
She went from overwhelmed → extremely capable in a matter of hours.

The baseline skill level in society is unbelievably low.
Once AI becomes even slightly more intuitive, output will explode for the people who lean in - and collapse for everyone else.

We’re about to see a gap form that nobody is prepared for.

And it won’t be about money or access.
It’ll be about willingness to adapt.

People see momentum. They don't see the weight. 

Right now I’m building multiple companies in public.
Raising capital.
Streaming daily.
Fixing product.
Onboarding teams.
Running events.
Rebuilding distribution loops.
Navigating Discord.
Trying to be everywhere at once.

And at the same time, I’m holding the emotional energy for everyone around me - optimism, stability, certainty.

The truth is: some days it feels like everything could collapse.
Other days it feels like I’m inches from the biggest breakthrough of my life.

That tension is the actual founder journey.
Not the highlight reel.

Founders underestimate how chaotic real distribution is. 

The deeper I go into Discord and creator culture, the more it feels like the early Bitcoin mining days - messy, unpredictable, tribal.

No rules.
No clean frameworks.
Just raw chaos.

Yesterday I spent hours hopping between servers, absorbing the culture in real time, talking to people who basically live online.

And it hit me:

The future belongs to founders who can navigate chaos and culture at the same time. 

You can’t outsource this.
You can’t “hire a community manager” and hope they understand the culture better than you.

Distribution is becoming a cultural skillset, not a marketing function.

The founders who win will be the ones who learn how to move inside the chaos without losing themselves.

Klaviyo just deplatformed Sazmining

not for wrongdoing.
not for risk.
not for customer complaints.

they shut us down because we help people acquire bitcoin the same way Satoshi did.

through mining.
through energy.
through proof of work.
through a system that doesn’t require permission from anyone.

and that’s the part no one wants to say out loud.

platforms aren’t banning “crypto.”
they’re banning the one thing that gives people the ability to opt out.

bitcoin mining is the most transparent, verifiable, regulated, cleanly-audited way to acquire bitcoin on earth.
it’s the opposite of the speculation they claim to be protecting against.

but when you threaten the old model
when you give people a way to participate without intermediaries
when you make sovereignty accessible
the system treats you like a problem

it’s easier for them to lump bitcoin into the same category as whatever token launched last week than to admit what mining actually represents.

permissionless access.
self-custody.
energy-backed independence.
a level playing field.

this wasn’t a compliance decision.
it was a censorship moment disguised as policy.

but here’s the thing:
bitcoin was built for moments like this.

I’m not discouraged.
I’m not slowing down.
and I’m definitely not asking for permission.

Sazmining will keep building the infrastructure that gives people the same freedom Satoshi had.
the same freedom every miner has.
the freedom to participate without needing anyone’s approval.

they can shut off an account.
they can’t shut off the network.

they can keep their gatekeeping.
we’ll keep our hash rate.

We’re migrating to a provider that actually understands bitcoin.

If you know a company aligned with that mission, tag them below.
and if you’re against this kind of censorship, share this so the story gets louder.

Helping startups and SMEs find their next (or first) remote talent | Full cycle global recruiter and TA | Co-Founder @ Jobzzard

Not your average recruiter, more like your hiring shortcut when you're tired of wasting time on the wrong people.

I started in recruiting by accident, but stuck around because I saw how broken most hiring processes are; suuuper slow, 0 quality, and full of bs traditional practices that lead nowhere. Hence, Jobzzard, we’re fixing that.

We help teams hire better, not just faster (but good to have speed as well right?)
That means fewer “maybe” and below-average candidates and more real A-fits; especially for remote and async roles.

What makes us different?
- We mix real human vetting with AI scoring for win-win on both sides
- We help with the hard stuff: positioning, outreach, rating, and shortlisting
- No long-term contracts, just clear results

We've worked on hires across ecom, tech, product, ops, and GTM

Some roles we’ve helped fill:
→ Email Marketers, AMs, Klaviyo Experts, Designers, CSM, CSR
→ Fullstack & Frontend Devs, PMs, Data Engineers, SDRs, EAs

Whether you're hiring or job hunting, I’m one DM away.
If not now, keep us in your back pocket. 
We’re here when it gets messy.

Katarina Perisic

🚨 We’re hiring 🚨
Sr Email Designer - Remote | Full-Time | LATAM & Europe 

We're back with new opportunities for EOY. Our US client is expanding again, and they're looking for a new addition for their Creative Team.

As a Senior Email Designer, you will be responsible for:
- Crafting high-converting, visually stunning email campaigns for B2C brands
- You’ll collaborate with Strategists and the Creative Director to design data-driven, on-brand visuals that perform, not just look great.
🕘 9AM–5PM EST | 💰 $2,000–$2,400/mo
🎯 Must have: 5+ yrs design experience (3+ in email), Adobe Suite & a strong portfolio (required) and good English communication.

Before you apply, please don't use ChatGPT answers, as we can easily spot them, and at that point, you won't be considered for this or any other roles. So save yourself (and us) some time.

👉 To apply:
Submit your application via Jobzzard and email your portfolio to katarina@jobzzard.com

We’re reviewing applications next week, early submissions get priority.
♻️ Know someone who’d be a great fit? Tag them or share this post 🙃

JD & application link in comments (please read carefully)⤵️

I find your 🦄 remote talent in no time | Your friendly global recruiter and TA | Co-Founder @ Jobzzard | Remote hiring

Need remote talent? 

Here’s where US teams find the best fit 👇 

🇷🇸 Serbia: Skilled devs or other roles, lower costs, large and diverse pool with strong English and can-do attitude
Note: you'll find similar talent anywhere in the Balkan region 🙃 

🇵🇭 Philippines: Fluent English, great for customer support and creative, one of the top friendly and niche specific talent

🇺🇦 Ukraine: Strongest engineers, Europe tech hub, good for US, European and Asian time zone + top talent in Web3, crypto industries

🇧🇷 Brazil: Cultural fit, adaptive with a rising tech scene, strong in creative roles, especially design, working with international teams

🇲🇽 Mexico: From tech to finance, they have it all, plus bilingual and closest time zone to the US


If you’re hiring for our US company, have you considered global talent? 

Which market delivers the most value?

--
I'm Katarina, co-founder @ Jobzzard and I share top strategies when hiring remotely, especially in the e-commerce space.

I find your 🦄 remote e-com talent in no time | Your friendly global recruiter and TA | Co-Founder @ Jobzzard | Remote hiring

The difference between “email marketers” and "retention strategists"

My POV from a hiring perspective:
In email marketing, acquisition is not the main goal, but keeping the customers.
Anyone can send campaigns, but few can build systems that keep people buying.

We see this all the time when hiring for ecom agencies.
Most candidates can “run Klaviyo” or “write campaigns”
That’s great, but that’s not strategy…

The best retention hires?

They understand data, segmentation, and storytelling as one system.
They know how to design flows that nurture behavior, not just send discounts.
Plus, their emails feel human while performing like machines.

That’s the real gap between an email marketer and a retention strategist.
One fills inboxes. The other drives lifetime value.

If you’re scaling an eCom brand, you don’t need more campaigns; you need someone who can build a retention engine.

But this is a limited pool; there is awesome talent out there who know what they're doing, but they're hard to find.

So if you're serious about your retention focus for 2026, we should talk.  
One bad hire can break the entire system and cost a fortune. But one good hire can make all the difference and skyrocket your agency.

P.S. this is me generated by nanobana, in case you're wondering
--
🦄 I'm Katarina, co-founder @ Jobzzard and I find your unicorns while you think they don't even exist.

🚨 We're hiring again 🚨
This one is more for data and tech ppl: Data Analyst (Remote, full time LATAM & Europe)

US retention-focused marketing agency is looking for a SQL-heavy Data Analyst who can clean messy datasets, build automated dashboards, and turn insights into real revenue decisions. 

If you’re strong in SQL + Python, know your way around AWS + dashboards, and can explain complex stuff without sounding like a robot, you’ll do great!

Plus if you're coming from MarTech, e-commerce, retail and retention industries, this is your call!

You’ll own:
 - SQL, transformations, data QA
 - Automated dashboards (QuickSight/Tableau/Looker)
 - Cohort + retention analysis
 - Experiments, trend-spotting, workflow improvements

You need 2+ yrs in analytics (marketing/ecom/retention ideally), strong comms, and the ability to ship clean work on time.

💸 $3–4k/mo
⏰ 9-5 EST hours
🌎 LATAM + Europe 
📈 High-impact role, small fast team

No AI-generated answers please, we can tell + you'll ruin any chance of getting any other job with us.

👉 To apply: complete your application via Jobzzard
📅 We’ll contact shortlisted candidates next week

♻️ Know someone perfect for this? Tag them or share this post 🙃
JD & application link in comments ⤵️

People will say anything to get what they want.

You’d think people wouldn’t try to screw you over when you’re just starting out and have $0 revenue… 
when you’re barely keeping your head above water… 
when you’re literally choosing between investing in your business or buying groceries or paying your rent...

But guess what?

They don’t fucking care.

Not about your struggle.
Not about your early-stage chaos.
Not about how close you are to giving up.
Nor if you have food on the table for the week.

People care about THEIR priorities, their survival, their wins.
And if stepping on you gets them there faster?

Most won’t think twice.

It sucks, but it’s real.

So protect yourself!
- Get receipts.
- Set boundaries early.
- And stop assuming people will play fair just because you’re being fair.

Business exposes intentions faster than anything else. And if your gut flags it, pay attention and act! 

I disregarded mine a few times, and it cost more than money and hurt more than any breakup.

Learn from my mistakes.



P.S. Thanks, Marijana Gligoric for the book recommendation!

Why are you restricting yourself when hiring?

I keep seeing more and more on-site only roles on LinkedIn.

In 2025. Seriously?

How is this not at least a hybrid… unless you’re a micromanager who needs everyone in your fancy daddy office on Vracar Historical so you can “feel” productive? 🙃 

Serbia alone has a TON of talent.
And yet some companies limit themselves to ONE municipality like that’s where God personally drops the best candidates.

Let’s go further: imagine hiring outside the US.
Lower cost, yes, everyone talks about that.

But more importantly: actual talent.
Work ethic.
Quality.
Strong English.
People who don’t crumble the second something goes off-script.

So what is the restriction?
- Self-limiting beliefs?
- Imposter syndrome?
- A superiority complex?
- Or just pure micromanagement disguised as “culture”?

Someone enlighten me.

Because here’s the reality: if you’re only hiring from your own backyard, it’s not because there’s nobody qualified.
It’s because controlling people feels safer than fixing how you manage.

Want to cut costs and boost quality?
Step 1: Drop the idea that: seeing someone daily = leadership.
Step 2: Hire remotely and stop paying US salaries for mid-talent.
Step 3: Look at regions everyone else still underestimates; and get ahead.

The best solution I’ve found?
Hire people from everywhere, just make your culture strong and don't be a micromanager.

Because limiting your search to one zip code says more about you than it ever will about the market.

-- 
🤑 I'm Katarina, co-founder @ Jobzzard and I don't limit myself with talent, hence placing 130+ amazing people globally.

Despite what’s happening in the market, remote work isn’t losing its appeal.

It’s actually more in demand than ever.

The real issue?
Supply.
It’s the supply that’s shrinking.

People are applying, but companies are taking back their remote-friendly policies.

Many who used to embrace “work from anywhere” are now pushing teams back into the office (or ditching their hybrid setups).

So what’s going on?

One side:
→ Remote work still tops the list for candidates prioritizing flexibility.
→ Some even ignore full-time, on-site offers unless there’s no other option.

Yet…

On the other side:
→ Companies are scaling back remote roles, especially in competitive markets.
→ Some see a stronger in-office presence as a trade-off for job security and stability.

Why does this matter?

Because with the AI bubble, we're also seeing a visible gap between what people want and what companies are willing to give, and it's quietly growing.

Do you see the same shift? Are remote roles still viable in your field or is the balance tipping? 

--
I'm Katarina, co-founder @ Jobzzard and I still believe everyone should have at least a hybrid option if not fully remote, because not everyone works the same in different environments.

The truth no one bothers to tell you when you’re starting any kind of business.

Where did we struggle the most?

Let me sum up my entire last year with one sentence: 
“I wish I were dumber.”

And honestly… I still stand by it.

Why? 

Because I’ve seen plenty of businesses crush it, and they're all run by people who aren’t exactly strategic masterminds. 

They THINK they’re smart (often "smartest in the room"), and somehow things just work out for them… while I’m over here sweating bullets trying to close my first damn sale.

Here’s what I noticed about these people:
• They just do things. Zero overthinking.
• They take risks without even realizing how risky they are.
• When they screw up, they bounce back instantly, no over-analysis, just “okay, what’s next?”
• They’re simply less scared; if you don’t see the danger, you don’t fear it.

Sure, this approach has consequences.

But honestly? 
Being “less smart” is actually a superpower in entrepreneurship.

Do you agree or think this is an overstatement?


**this is me playing dumb 😎

No alternative text description for this image

Looking for a needle-in-a-haystack for your e-com agency?

That's not a hiring process problem. It’s your input problem.

So it’s usually set up like this:
- Broad, generic job post
- No filters or domain-specific questions 
- Ideal criteria never discussed upfront

Most remote teams treat candidate volume as a good sign,
when it’s actually a red flag. Especially today.

An agency owner recently told me: 
“I spent 40+ hours screening resumes, it went nowhere. Now I’m back to my network.”

And what’s missing? 

A simple 3-step filter:
1. Clear 5-point scorecard: what the ideal hire knows and has done
2. Relevant question: one that filters instantly, not the usual “Why this company?” prompt
3. What it is to ACTUALLY work there; if it's crazy af, say it, and people will auto reject themselves.

What happened when they tried it:
- Applicant count dropped by 40%, but they found 2 serious candidates in the first hour, and closed the role in under 8 days.

Turns out, you don’t need more resumes or applicants. But you definitely need better questions and filters.

Does your team have some unique filters in place?

Asking for a friend. 🙃 


P.S. You can see how many applicants we have for our recent roles. It's not the volume that makes the difference. It's when you know how to play the quality game.

Some of these roles even had +1 or +2 hires from the same batches. 😉 

--
I'm Katarina, co-founder @ Jobzzard and I help you spot your internal process problems when hiring remotely.

How many entrepreneurs would actually go back and take any job if their journey suddenly ended?

I’m honestly curious.

What job is “beneath you” really?

Most of us started from the bottom. 
I worked as a waitress, in retail, grocery stores, doing manicures, whatever paid the bills while studying.

My only regret?
Not starting earlier.

If I had, I’d have more skills than half the market here in Serbia. (That’s one mistake I don’t plan on letting my kids repeat)

But I didn’t. So I work with what I’ve got.

And if everything stopped tomorrow?

I’ve thought about it.

I always say: “If my entrepreneurial run ended overnight, I’d go back to doing nails.” Simple as that.
And if that wasn’t possible (like during COVID), I’d just find something else. 

Even if that means working for someone again.

Humility isn’t the enemy, but entitlement is.

What would be your "go-to" job if everything stopped today?


P.S. This was my first Tequila Sunrise, strong af :)

They want to hire potential, but here’s an awkward truth about hiring in eCommerce:

Everyone says: "we want innovation, fresh ideas, and out-of-the-box thinking…"

But when it’s time to hire?

They default to the same profiles from the same places and "proven agencies". 

Companies are playing it safe; they want people who have already done the job, same market, niche, same ICP, same frameworks...

Sure, it makes sense in theory, but in reality, not really: 
- Tight budgets, 
- Lean teams and 
- No one has time to wait 6 months for someone to ramp..

But here’s the real cost of all this:
We’re recycling the same people in the same tiny talent pool. Same backgrounds. Same playbooks. Same “trends” everyone copies from each other.

And then we wonder why nothing feels fresh.

That’s how you kill the next wave of sellers, marketers, operators, and actual leaders before they even get a shot.

If nobody bets on potential, the industry stops evolving and it goes stale. 

So we decided to break that cycle within Jobzzard.

If you’re in the eCom space, agency side or trying to carve out your path in it, this is for you. 
Stay tuned. 😎

Remote email marketing teams = chaos?
I bet you experienced this already (hopefully earlier in the career)

Random campaigns, missed flows, last-minute panic… sound familiar? 

If yes, this is your Quick win: weekly stand-ups + Loom updates = campaigns that actually hit inboxes on time.

View newsletter: Your Remote Hire in 10 Days

Your email campaigns could be killing it... but only if your team actually talks to each other. I've seen it first hand more than I can count. Great t

Open article: Remote Collab: Stop the Chaos in Your Email Marketing Team by Katarina Perisic • 2 min read

Remote Collab: Stop the Chaos in Your Email Marketing Team

The secret to boosting your X account: REVEALED


Never have I ever had solid engagement on X.

But this post was different.

Looks like you need to call out the fake job ads out there and people start applying to your post out of the blue.

Need a video editor? Visit my post.


Follow me for more breathtaking truths and engagement advice.

Don’t shut the door with your a**.

First impressions matter, on both sides in hiring.

Recruiters ghosting candidates?
Trust me, people remember.
And they will NEVER respond to you again.
Your “talent pipeline” becomes a graveyard real quick.

And candidates? You’re not off the hook either.
If you go through multiple stages and then ghost in the finals…
or you’re rude in the first call…
You think we forget?
Yeah, not really.
And neither do the companies hiring you.

The industry is way smaller than people think.
Reputation travels fast.
So don’t burn bridges for no reason.

Not interested?
That's completely fine, just say it (budget, working hours, industry, whatever).

Two seconds of honesty beats disappearing in thin air.
Respect goes both ways.
Act like it.

Sincerely,
all job seekers and employers out there

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The Battle

William Szamosszegi

Katarina Perisic

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The Battle

William Szamosszegi

Katarina Perisic

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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);}William Szamosszegi's LinkedIn Performance

Performance ScoreKatarina Perisic's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreWilliam Szamosszegi's LinkedIn Performance