Ecommerce Email Marketer | Sent thousands of emails resulting in $100+ million in email attributable revenue.

Currently I am building Dimond Media, an ecommerce email marketing agency. Since launching in July 2020, we have helped clients scale their business, with email driving 30-40% of total revenue.

I am also growing a newsletter network that has reached 1.2 million subscribers, all organically without spending on traditional ads. These newsletters focus on daily education, achieving over 700,000 opens a day and generating more than 150,000 monthly page views to our site.

Always open to connecting. Feel free to reach out at connor@dimondmedia.io

If your job costs you your peace,
it’s too expensive.

You deserve a job that lets you sleep peacefully at night -
not one that keeps you awake questioning your worth, your future, or your sanity.

A healthy career doesn’t rely on:

 ❌ burnout
 ❌ constant anxiety
 ❌ toxic expectations

A healthy career is built on:

 ✔️ clear boundaries
 ✔️ supportive leadership
 ✔️ meaningful work
 ✔️ respect for your time and well-being

Your job should challenge you - not drain you.

It should grow you - not break you.

And it should fit into your life, not become your life.

If your work steals your peace, it’s costing you more than it pays.

Connor Dimond

Ecommerce Email Marketer | Sent thousands of emails resulting in $150+ million in email attributable revenue.

We often search for the “perfect candidate” - someone with every qualification, every skill, and years of experience. But in doing so, we overlook a simple truth:

(Credit: Makarand Utpat )

Most jobs are trainable.
What really matters is a person’s willingness to learn.

The real asset is a teachable attitude

Skills can be taught. Software can be learned.
Processes can be explained.
But curiosity, drive, and a growth mindset are priceless.

Here’s proof:

Every top chef once started at the sink, scrubbing dishes.

Every great designer once fumbled through their first Photoshop file.

Every confident leader once feared speaking up in a room.

Every skilled coder once Googled “how to write a loop.”

Every thriving professional once just had the courage to say, “I’m willing to learn.”

Skills are teachable. Hunger isn’t.
Hire for mindset. Train for mastery.

What employers should do

Hire for attitude, train for skill.
Build supportive onboarding and mentorship.
Create clear growth paths.
Reward effort, not just results.

The payoff:

When you give someone a chance, you don’t just fill a role, you build loyalty, reduce turnover, and uncover hidden potential.

Every expert was once a beginner.
Every success story started with someone who got a shot.

Let’s stop gatekeeping potential. Give people the opportunity to prove themselves.

The biggest failing of most leaders?

Trying to be liked all the time.

Now, don't get me wrong...
Of course, you don't want your team to hate you.

But if your main focus is on being liked,

You’re not going to tell people the hard truths,
or get them to do the things you need them to do.

It’s one of the hardest skills a leader can learn.

Because the reality is...

Humans are social animals.
We generally want to be liked.

It’s how we’ve been successful in life so far.

But in leadership, that instinct can hold you back.

Because no matter what you do,
You can’t control how others act towards you.

Only how YOU act towards them.

Here are a few ways to handle that balance:

1️⃣ Earn respect; don’t chase approval.
↳ This comes from consistency, fairness, and integrity.

2️⃣ Lead with your values.
↳ If your actions align with your values, you’ve done your part.

3️⃣ Don’t take criticism personally.
↳ A strong leader listens, learns, and stays steady.

4️⃣ Be willing to make unpopular calls.
↳ The right decision won’t please everyone, but it moves the team forward.

5️⃣ Hold people accountable.
↳ Being liked won't matter if standards slip.

Great leadership is about doing what’s right,
Even when it’s not easy.

Act with integrity,
And the right people will respect you for it.

Do you agree?

Сredit: Gareth Lloyd ( go follow him )

Hot take: Hiring just for skill is old school.

Instead hire for attitude, train for skill.

It's about bringing on people who vibe with your vision.

When you hire for attitude, you're investing in a team player, a problem solver, someone who can adapt and grow.

Skills? They can be taught, honed, and perfected over time.

But attitude? That can’t be taught. It’s the spirit that either propels your company forward or holds it back.

So, when the resume screams yes but the attitude doesn’t, think twice.

Companies, it's time to look beyond just someone’s skill set.

Let's focus on nurturing a culture of enthusiastic learners, not just experienced know-it-alls.

The payoff? A thriving, evolving, united team ready to take on whatever comes next.

And that, is the future of hiring.

Let’s make the shift.

Сredit: Chase Dimond

Marketing managers don’t sign up to do it all. They’re just expected to.

Write the copy.
Run the ads.
Design the creative.
Analyze the data.
Manage the projects.

No one can excel when they’re spread this thin.

Marketing managers shouldn’t have to wear every hat. They should be supported so they can focus on leading strategy and driving growth.

Credit: Chase Dimond (go follow him)

Not every chapter is meant to be triumphant.
Some are meant to teach you what strength really feels like.

Because the years that don’t go as planned
often reveal the most:

Who shows up when things fall apart.
What habits no longer serve you.
Which boundaries you should’ve set sooner.
What you actually want -
and what you’ll never settle for again.

It’s easy to celebrate the “best” years.
The harder ones?
They’re the ones that sharpen you.

They strip away illusions.
They clarify your values.
They teach you resilience you didn’t know you had.
And they prepare you for opportunities
you weren’t ready for before.

Because even a difficult year
can be a turning point -
the quiet beginning of a stronger, clearer,
more intentional version of you.

You’re allowed to say:
“It wasn’t my best year…
but it changed me in all the ways that matter.”

Image credit: anxietymsgs on Twitter/X

Christine L.

Once someone gives notice, it’s already too late.
They’ve mentally checked out long before they handed in that resignation.

People don’t quit jobs - they quit poor leadership, toxic culture, and places where growth has stalled.

Someone recently reached out to me on LI to say:
“I just resigned from my job last week because the owner is just destroying the very thing he is trying to accomplish. He doesn't care about anyone but himself and blames everyone for all the company problems. .”

That’s real at a lot of workplaces...and it sucks.

You see, retention isn’t about scrambling to fill empty seats.
It’s about getting curious: Why are people leaving in the first place?

Here are the top reasons employees walk away:
1. They feel invisible.
 – When was the last time you truly acknowledged their efforts?
2. Growth has stalled.
 – No path forward? They’ll create one - somewhere else.
3. Feedback is broken.
 – Micromanaging isn't feedback. Neither is silence.
4. Culture feels toxic.
 – Gossip, burnout, and favoritism kill engagement fast.
5. Pay doesn’t reflect value.
 – People do notice when their efforts outweigh their paycheck.
6. Leaders don’t inspire.
 – Leadership isn’t about control. It’s about empowerment.
7. Work-life balance is a myth.
 – When “flexibility” means always being on call, people leave.

And here’s what many organizations get wrong:
→ Exit interviews are too late.
By then, the damage is done.
→ Perks don’t replace purpose.
Free snacks won’t fix poor management or lack of appreciation.
→ Turnover is costly.
It’s not just about money - it’s the loss of morale, momentum, and institutional knowledge.

If you’re serious about retention, start by listening to the people still in the room.
Be the reason they stay, not the reason they leave.

What’s your take on this? I’d love to hear it.

♻️ Repost if this struck a chord.

Credit:  Sharon Grossman  ( go follow her )

Some years test your patience more than your strategy.

Not every year is about scaling fast, hitting every goal, or breaking records.
Some years are about surviving the turbulence and learning who you are when nothing goes as planned.

Those seasons don’t define your losses - they define your foundation.

Because:

👉 The lessons learned in difficult years become the instincts you rely on in successful ones.
👉 The resilience you build under pressure becomes the quiet strength that carries your team.
👉 The humility gained in setbacks makes you a better leader when you rise again.

You don’t lose when progress slows.
You build depth, discipline, and direction.

Growth doesn’t always look like expansion.
Sometimes, it looks like endurance.

Some years you win.
Other years - you build the person who will.

Image credit: UpSkillYourLife on Twitter/X

We’ve all done it - lowered the dream to make it feel "realistic"

"I’ll wait till I have more money"
"I’ll start when things calm down"
"I’ll dream smaller so I don’t get disappointed"

But here’s the thing…
Your dreams don’t need downsizing
Your belief does

Reality bends when you move like it’s already possible


Image credit: artistryhere on Twitter/X

Most CEOs are wrong about talent.

"Hire fast, fire faster" is awful advice.

99.99% of companies aren't Apple or Amazon. 

• You don't have their budget. 
• You certainly don't have their brand. 

So stop trying to play by their rules.

Here's the reality:

• You can't expect "been there, done that" experience.
• You can't attract people with perfect resumes.
• You can't compete on compensation alone.

The smartest CEO I work with told me his secret:

"Invest heavily in the people you have and you won't waste money buying the people you need."

Here's why this works:

THEY GROW FASTER
• Training compounds for individuals and teams
• Development creates capability you can't hire
• Your systems become their competitive advantage

THEY WORK HARDER
• People give more effort to leaders who invest in them
• Loyalty follows investment, not just compensation
• They see a purpose, not just a paycheck

THEY STAY LONGER
• Institutional knowledge compounds over time
• Retention costs 5-10x less than recruitment
• Culture strengthens through shared experience

THEY GET THEIR TALENTED FRIENDS TO JOIN
• Your best recruiters are fulfilled employees
• Great people know other great people
• Culture becomes your advantage

The math is simple:

Replacing someone costs 1.5-2x their salary.
Developing someone costs a fraction of that.

But here's what most leaders miss:

This only works if you're good at three things:

1. SPOTTING UNDERVALUED TALENT
• Hire for character and coachability
• Look for potential, not polish
• See what others overlook

2. OFFERING WHAT OTHERS CAN'T
• Steep development curves, not empty corporate promises
• Growth opportunities, personally and financially
• Meaningful work, not fanciful perks

3. ACTUALLY DEVELOPING PEOPLE
• Stretch assignments, not just training
• Regular coaching, not annual reviews
• Real feedback, not corporate speak

The brutal truth:

"Hire fast, fire faster" does more harm than good.

The winning strategy is:
• Hire carefully. 
• Develop deliberately. 
• Retain relentlessly.

Your competitive advantage isn't who you can afford to hire.

It's who you can afford to lose.

Credit: Dave Kline ( go follow him )

Become the Leader You’d Follow | Founder @ MGMT | Coach | Advisor | Speaker | Trusted by 250K+ leaders.

omnia khfagy

Ever notice how the happiest people at work aren’t always the highest paid?
There’s a reason for that.

After working with different teams, one thing became obvious:
People don’t stay for perks — they stay when they feel valued.

Here’s what that actually looks like inside a workplace:

1. Appreciation that feels real
Not the automated "great job" in a Slack thread.
The genuine, specific kind that tells someone their work mattered.

2. Growth that isn’t performative
When leaders don’t just say "we support development",
They fund courses, offer mentorship, and open real doors.

3. Belonging that isn’t just a slogan
Teams where people feel safe to speak, ask, fail, learn, and question.

4. Flexibility rooted in trust
Because adults shouldn’t need permission to take care of life.

5. Feedback that goes both ways
People stay where their voice counts, not where it disappears.

6. Well-being that’s taken seriously
Mental health days.
Workload check-ins.
Leaders who ask "How are you really doing?"

When people feel valued, something shifts:
They show up differently.
Work feels lighter.
And "company culture" stops being a poster on the wall.

Because happiness at work doesn’t come from benefits.
It comes from being seen.

Image credit: Dr Alex Young

One day, you’ll look back and realize…

You did it.

👉You stopped waiting for the perfect time.
👉You stopped asking for permission.
👉You got tired of "maybe someday".
And you finally bet on yourself.

It wasn’t luck. It was courage.
You chose the hard thing.

AND 

It worked.

The truth? Most people never start because they fear failure.
But the real regret isn’t failing.
It’s never finding out what could’ve happened if you tried.

Keep going.
Your future self is already proud of you.

Image Credit: Dearme2_ on Twitter/X

The most valuable people in your life aren’t the ones who clap the loudest when you’re present - they’re the ones who speak your name with respect when you’re not in the room.

In careers, business, and leadership, your biggest opportunities often come from:

 -  someone who recommended you,
 -  someone who defended your work,
 -  someone who believed in your potential before others saw it.

That’s real loyalty.
That’s real advocacy.
And it’s built on trust, integrity, and how consistently you show up.

Surround yourself with people who fight for you - and be the kind of person worth fighting for.

18 Profitable Marketing Tips:

1. Base your decisions on data, not solely on assumptions. 

2. People aren't as smart as you think. Dumb it down. 

3. Getting new clients is important. Keeping existing clients is crucial. 

4. Stories are your most powerful tool as a marketer. Use them often. 

5. Don't hate your competitors, study them. 

6. What works today may not work tomorrow. Always test. 

7. It's not the best product that wins, but the one with the best marketing. 

8. Sell with emotion, and justify with logic. 

9. No one cares about your product, they care about how it will help them. 

10. Meet demand, don't try to create it. 

11. Not everyone is your customer. 

12. Don't sell products, sell outcomes. 

13. People have short attention spans. Be unique to combat this. 

14. The best marketing doesn't feel like marketing. 

15. A small starving market is more profitable than a huge overfed one. 

16. Give, give, give... then ask. 

17. Before learning tricks and hacks... learn the fundamentals. 

18. Saturation doesn't exist if your product is newer, faster, better or cheaper.

Сredit: Chase Dimond ( go follow him )

Every commerce brand is about to face the same choice.

And most will make the wrong one.

Here's what's coming:

Your customer won't visit your site anymore.

Their AI assistant will.

It'll browse, compare, negotiate, and buy.

Without ever showing them your carefully crafted homepage.

This isn't speculation. It's already happening.

I just read data showing early adopters are seeing 30% of purchases initiated by AI assistants. Not humans clicking buttons. Software talking to software.

Think about what this means:

All those conversion optimization tricks? Useless.

Your beautiful product photography? Never seen.

That compelling copy you A/B tested? Skipped entirely.

The brands winning this shift are doing something radically different.

They're building for machines first, humans second.

Example:

Traditional approach → Optimize for human psychology

New approach → Optimize for AI comprehension

One furniture retailer restructured their entire catalog for AI readability. 
Result? Their products get recommended 3x more often by shopping assistants.

Because here's the thing:

When an AI shops for your customer, it doesn't care about your brand story.

It cares about structured data, clear specifications, and transparent pricing.

The irony? By building for AI, they're actually serving humans better.

No more hunting through pages.

No more comparing specs manually.

Just "I need a couch for my small apartment" and done.

Swap captured this shift perfectly in their new report "10 Reasons Agentic AI is the Future of Commerce."

The section on preparing for AI-first shopping is essential reading.

Download it → https://lnkd.in/gBwb7S42

In 18 months, every purchase will start with a conversation.

Not with your site. With an AI.

Is your business ready for customers who never visit?


P.S. Ready to make the leap to agentic? Book a demo with Swap: https://lnkd.in/g5mkfUyX

Brand partnership • Ecommerce Email Marketer | Sent thousands of emails resulting in $150+ million in email attributable revenue.

Most email platforms are designed for people who love complexity.

After driving tens of millions in email revenue, here's what I've learned:

The best marketers don't want more features.
They want fewer decisions.

Think about your last few marketing emails:

How long did it take to segment your list?
How many times did you rewrite that subject line?
How often did the automation break?

Now imagine this:

Type: "People who browsed but didn't buy hoodies"
Click: Send campaign
Done: Already testing your next idea

That's Omnisend.

Built by marketers who got tired of platforms that make simple things complicated.

Their AI doesn't write like every other bot.
It actually sounds like you after 3 emails.

One-click automations that work the first time.
Reports that answer real questions - like which out-of-stock items people actually want.

Here's what this means for your business:

While others spend Tuesday afternoon building segments...
You're already on campaign #3.

While they're debugging their welcome series...
You're analyzing what converted.

The gap between fast and slow marketers is growing.
And it's not about skill anymore.

It's about tools that multiply your speed.

Omnisend removed the friction between idea and execution.

Sometimes the biggest innovation is making things simple again. 🚀

Ready to ship campaigns, not complexity?

Get 30% OFF your first 3 months: https://lnkd.in/gxZvM4ny

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