Lever Talent, Inc.

As founder & CEO of Lever Talent, Inc. - the talent strategy agency - I get to lead our efforts to help leaders implement strategies to bring their best selves to work and take control of the biggest lever in business.

Our mission is to help leaders realize they are capable of more than they could ever imagine. We believe individuals make a business, not the other way around, and all business is personal.

The employee-employer relationship is broken. Thankfully, employees are gaining leverage. Innovations in artificial intelligence (AI), robotics, and Web3 are shifting the power dynamic. We’re flipping the script by helping businesses lean into this shift - bringing humanity back to business in the future of work.

At Lever Talent, we help businesses deploy technology-enabled talent strategies that empower leaders to find leverage in themselves and their teams to spur growth in any market. Maximizing team performance while ensuring they maximize their greatest asset - their career.

We help with:

- Talent Strategy: We help leaders align their people strategy to their business strategy and accelerate growth with talent optimization.

- Career Development: We give people the training and coaching they need crush their current job and achieve their goals.

- Leadership Communities: We bring growth-minded leaders together to share ideas, learn from each other, and grow.

Detailed Services Overview:
- Leadership & Strategy Alignment Consulting
- Mission, Vision, Values & Culture Transformation
- Hiring Process and Strategy Consulting
- Management Training
- Leadership Coaching 
- Team Building Workshops
- Career Development Communities
- Employee Engagement / Performance 
- The Predictive Index Software sales and client service - we are a PI Certified Partner.

Founder & CEO

The Lever with Drew Fortin Show

With a goal to redefine your understanding of the future of work, "The Lever with Drew Fortin" launched on YouTube and your favorite podcast streaming app starting on August 7, 2023.

Over the first half of 2023, Connor Lewis, Executive Producer and founder of Studio Lewis, and I set out to find experts to dive deep, not just into the technology but its implications on our world of work, investment, academia, economics, and businesses.

There is a lot of fear-mongering out there on the rise of AI and robots are coming to take jobs. It's important to remember that every major platform shift before AI has led to more prosperity and further innovation. The Lever is designed to challenge current thinking and highlight the transformative effects of AI, robotics, and Web3 on the traditional employee-employer relationship. It emphasizes the good things these advancements mean for workers.

Each of the six episodes in Season 1 of The Lever is about 10-20 minutes long and is a carefully crafted composition of news, research, and expert commentary on future of work trends. With pre-drafted episode summaries in hand, we set out to interview leaders, innovators, and trailblazers across work tech, investing, academia, economics, and business. We then carefully analyzed 25 hours of footage and transcripts from 23 interviews and dozens of news and research articles to finalize the show scripts for Season 1.

Learn more 👉 Levershow.com

Co-creator, Host, and Future of Work Researcher

The Predictive Index

The Predictive Index (PI) is a private-equity-backed talent optimization software and services company.

I was promoted three times in my tenure:
- Chief Growth Officer 7/2021 - Present (1 yr)
- Senior Vice President, Sales & Marketing 11/2018 – 7/2021 (2 yrs 9 mos)
- Vice President, Sales & Marketing 9/2017 - 11/2018 (1 yr 3 mos)
- Vice President, Marketing 5/2015 - 9/2017 (2 yrs 5 mos)

As Chief Growth Officer, I reported directly to the CEO and was responsible for maintaining their unified vision and go-to-market plans by keeping tight collaboration and cross-functional alignment - breaking down silos and challenging the status quo.

I was part of the senior leadership team since my start. We achieved over 550% revenue growth since 2015 (28% CAGR - breaking $100M ARR in 2022!), 100% growth in the paying subscriber base (achieving 11.5K), and 2,000% growth of the PI certified partner network (achieving 1.1K partner firms).

I led the development of our strategy to create the talent optimization (TO) category and evangelize the TO discipline, which led to the $50M growth equity investment from General Catalyst in 2019.

My charter was to navigate the transition from sales-led to product-led growth (PLG). We successfully launched our first PLG product in 2021 called PI Design - which quickly grew to 2K paying business subscribers and grew our client expansion billings over 50%. Followed by PI Hire and PI Diagnose in 2022.

I spent most of my time focused on PI’s long-term growth plan and goals to develop the TO category and remain the industry-leading SaaS platform. Healthy growth was the name of the game, so there was constant, necessary conflict to manage between long-term/short-term goals and results. (👈 That was the fun part. I love that stuff!)

I was extremely fortunate to work with a dream team of direct reports who led our sales, partner recruitment & activation, demand generation, product marketing, brand, and content marketing functions (of 100 PIoneers).

Chief Growth Officer

In Confidence Podcast

Difficult co-worker? Meddling micromanager? Tough team? Sabotaging self-talk? No doubt, work perpetually challenges everyone’s confidence causing us to feel uncomfortable, unworthy, and unengaged. Get science-backed confidence coaching from two of the best in the biz.

I co-hosted this leadership and personal growth show with Alyssa Dver of the American Confidence Institute. We take calls from real callers and help them work through workplace issues that are getting in the way of them being their best.

Podcast Host

PennySaver USA

The California PennySaver was a local advertising and classified media icon from 1962-2015. I joined at a time of great risk and change - we had the strategy to introduce digital products to fill the ever-growing void created by declining print ad revenues. It was my first executive leadership position reporting directly to the CEO. We were generating $175M in annual sales revenues from 12K business clients and millions of consumer classified ads. 

While there, I led a strategic revamp of our full-service local digital marketing and SaaS website service to a monthly subscription model, integrated 3rd party applications, and kicked off a 3rd Party Reseller Program that increased our growth rate 90%. We also introduced new digital ad products on our classifieds website, which grew revenue from our online listings & classified product by 100%.

I managed many different teams of many shapes and sizes - including a field sales team, product management, engineering, development, and design teams in Poland, India, and Arkansas. I also set up and managed our strategic partnerships with companies like Google, Bing, and Yext.

In 2013, I was tasked with downsizing efforts, restructuring, and assisted the company through a pitch and spin-off of ownership from Harte-hanks, our parent company, to any acquiring private equity firm. Although it was an amazing learning opportunity, I was exposed to the dark side of business when our owners shut the company down in 2015 with little notice - they were subsequently sued for not providing proper notice before firing hundreds of employees.

Vice President, Marketing & Digital

HubSpot

The growth and success we were achieving at Compete caught the eyeballs of HubSpot's CMO and I and jumped at the opportunity to join this growth-stage SaaS start-up on their marketing team. Although brief (the team dynamic was admittedly not for me!), I learned so much and made long-lasting relationships.

We were able to grow our already gargantuan monthly lead flow by 20% while I was there to 45K leads. I managed all of our advertising and search marketing. I implemented mobile marketing, affiliate marketing, and ad retargeting programs. I also wrote a lot of content and held presentations to educate our users on topics that were near and dear to me like SEO, search engine marketing, and content generation. 

Check out this top-ranking article I wrote when I was there (which was accompanied by a 20+ page guide I also wrote) been since been updated several times and generated thousands of views and leads.

Inbound Marketing Manager - Advertising Programs Lead

Compete, Inc.

Compete was a competitive web analytics start-up co-founded by David Cancel (current CEO and co-founder of Drift). I joined as their first dedicated marketing manager responsible for running demand gen programs for their SaaS start-up product called Compete PRO (competitive intelligence and market research tool). This was product-led growth before product-led growth was cool! I reported directly to the GM of Compete PRO. 

The freemium client firehose was on and the problem of the day was figuring out how to convert this free client base into paid subscriptions and monetize our products. 

I created a multi-channel marketing and go-to-market strategy that leveraged our brand strength in the marketing technology space (we had an AdAge Top 25 ranked marketing blog) across all digital channels.

In less than a year, we grew our freemium base 83% to 220K accounts and increased free to paid conversions by 30%+! The result was 50% growth to $6M ARR while maintaining 85% retention rate - this was in 2010! 

Compete was acquired by WPP's Millward Brown Digital, formerly Kantar, formerly TNS just as I started there. The Compete PRO product was eventually folded into other products and assets were sold off as M&A activity evolved.

See the attached presentation I prepared and presented at a Massachusetts Technology Leadership Council (aka MassTLC) meeting in 2010.

Senior Manager, Internet Marketing (SaaS)

Staples

I developed and executed growth strategies to drive e-commerce sales and revenue on Staples.com. This was a very exciting time in retail and e-commerce. Staples.com generated about $500M in annual revenues from over 30K+ products - it was one of the world's largest online retailers at the time. Amazon was starting to gain traction and disrupt, but no one had a clue just how significant and transformational the rise of e-commerce would be.

This was also the beginning of the SEO movement. I had the unique opportunity to spearhead Staples.com's first SEO task force. We met regularly to talk about how to implement site-wide optimizations and execute a transformational strategy to democratizing our product data. 

I also managed our affiliate marketing and comparison shopping engine programs which generated over $60M in annual revenues. We had over 1,000 affiliate publisher websites. 
 
I quickly fell in love with web analytics and learned about website architecture, programming, and merchandising products online. I became obsessed with digital marketing, analysis, and growth modeling and projections.

Online Marketing Manager - Staples.com

Online Marketing Specialist - Staples.com

Corporate Communications Coordinator - Staples Copy & Print Center

Picture this… I had just graduated with my music degree, I landed an interim choir director gig at my old high school. I was in a band and we played many times a week. I needed health insurance, so picked up a shift at my local Staples store in Acton, MA (Store #1219) in their copy and print center. 

I’ve always been infatuated with business (I set up our band as a general partnership, ran our books, and admin stuff). I quickly became passionate about running this copy and print center too.

When my choir gig was up I became manager of the copy and print center. I had my own $650K P&L. I managed a small team. I ran the business, kept the engine humming, went knocking on doors to increase business, managed the books, ordered supplies, covered gaps in shifts, etc.

This was truly an amazing experience that led me to becoming an assistant store manager and attracted the eyeballs of our corporate offices.

Assistant Store Manager

Founder & CEO @ Lever Talent | Host of The Lever Show | Helping leaders develop talent strategies that leverage a tech-empowered future.

You're capable of more than you could ever imagine.

I started my career impatient, driven, and naive - pushing hard to climb the corporate ladder and eventually found myself fired from a highly coveted growth-stage start-up in my mid-20s. 

That moment sent me on a journey of self-discovery. I realized I'm a fixer, visionary leader, relationship builder, and goal setter. I’m fascinated by the human condition and the impact that technology is having on humans at work.  

Innovations in AI, robotics, and web3 stand to scale our potential, strengthen our superpowers, and free us up to focus on the more human elements of work. Over the last 20 years, I've learned that if you paint an inspiring vision, surround yourself with people you admire and trust, and embrace technology, you’ll be amazed at how quickly you can grow.  

In 2022, I decided to follow my passion and became the Founder & CEO of Lever Talent, Inc. - the talent strategy agency. I spend my time helping business leaders deploy talent strategies and tools to find leverage in themselves and their teams to spur growth in any market. Join the movement at levertalent.com. 

I use my LinkedIn to network, learn from others, and share any wisdom I've gained along the way.  

With technology, our leverage is limitless. Let's embrace and change the world. ⚡️🌎 

Specialties: Talent Strategy, Growth Leadership, Cultural Transformation, Mission Vision Values, Team Building, Talent Optimization, Go-to-Market Strategy, Digital Transformation, Consulting, The Predictive Index, Engagedly

Drew Fortin

I’ve seen a lot of posts from leaders talking about how hard layoffs are for them.

They’re right, it is brutal to sit across from someone and tell them their job is gone. 

I’ve done it more than once. It never gets easier.

But here’s what I don’t see enough of: 

Acknowledgment that the person being let go has it far, far harder.

They’re the ones facing an insurance crisis, mortgage payments, daycare costs, food bills, and the emotional gut-punch of losing purpose overnight.

As leaders, we talk a lot about empathy and “doing it the right way.” 

But if we’re being honest, most layoff comms are designed to protect the company’s emotions, not the individual’s livelihood.

We’ll say things like “this was the hardest decision I’ve ever made” while the person we’re letting go is quietly wondering how to tell their family.

Layoffs are sometimes necessary. But if you have to do them, don’t center your pain.

Center their reality.

If you’ve ever had to do layoffs, reflect on this:

Who carried the real weight of that moment, you or them?

Founder & CEO @ Lever Talent | SHRM-SCP | Helping leaders develop talent strategies that leverage a tech-empowered future.

Amazon doesn’t pretend to have a great culture.

That’s exactly why their strategy works.

Andy Jassy has been blunt: automation is driving results, and they’re doubling down on it.

This shouldn’t surprise anyone.

Amazon’s culture has never been warm and fuzzy; it’s designed for efficiency, precision, and relentless execution.

And for them, that alignment works.

Where leaders go wrong is pretending their company can act like Amazon but feel like Patagonia.

You can’t build a cutthroat, hyper-optimized operating model and then talk about “psychological safety” and “belonging” like it’s in your blood.

If your business is tightening up, getting lean, and optimizing for efficiency, own it.

If you’re trying to grow through experimentation and empowerment, build the space for that.

But don’t sell one and live the other.

No, your coworkers are not your family. 

And the “workplace family” is one of the biggest lies we keep telling ourselves.

Sociologist Sarah Mosseri’s new book, Trust Fall, takes that myth head-on, and I’m here for it.

For decades, leaders have used “we’re a family” as shorthand for belonging, loyalty, and trust. 

But as Mosseri’s research shows, it’s often a cover for imbalance: companies say “family,” but act like corporations.

Her work reminded me of how often I see teams confuse trust with comfort.

True trust is risky and vulnerable. It means giving people the freedom to question the system without being punished for it.
 
Most workplace "families" rally during a crisis, “bond in the trenches,” and call it teamwork, but never stop to ask why they're always in crisis. 

That’s a leadership problem, not a culture win.

The best workplaces are communities built on shared accountability and mutual respect.

If you have to call it a family to keep people around, you’ve already lost their trust.

LinkedIn Sales Navigator

li_at

JSESSIONID

Talks about #culture, #leadership, #futureofwork, #humanresources, and #transformation

No one cares more about your career than you do.

It is the single greatest asset you own.

Yet most people treat it like a group project, waiting for someone else to tell them what’s next.

Promotions, stretch projects, mentorship, even recognition, none of it just happens because you deserve it. 

It happens because you’ve made it clear what you want and you’ve done the work to prove it.

If you haven’t taken the time to define your next move, no one’s coming to do it for you.

And if you haven’t told anyone what you actually want, don’t be shocked when the world stays quiet.

When you do speak it out loud, when you say “this is what I want, this is who I’m becoming,” the universe starts to rearrange itself around you.

So stop waiting for permission.

Own your path.

Your next chapter starts when you decide what you want.

I wish someone had told me that in my 20s.

So I’ll tell you:

Don’t outsource your trajectory. You own the asset, so start managing it that way.

No alternative text description for this image

Every leader should be able to say:

"Here’s what I’m great at, and here's where I need help.”

Imagine if every team normalized that kind of honesty. 

No need to guess, just strengths out in the open and gaps named for what they are.

Success doesn’t come from trying to be great at everything. 

It comes from doubling down on what makes you exceptional and building systems that let others do the same.

It's common knowledge that the best athletes don’t play every sport. They find the one that amplifies their strengths, and they go all in.

The same goes for leaders. 

As technology evolves and AI expands, being more human is becoming a leadership advantage.

The future belongs to teams that know themselves deeply, celebrate their natural talents, and build around them.

Let’s start with transparency and build well-aligned teams.

AI layoffs are a cop-out.

Let’s stop pretending otherwise.

The economy’s rough right now.

So when I see companies announcing “AI-driven layoffs,” I can’t help but roll my eyes.

No one’s getting a commensurate productivity lift from AI in 2025 or 2026 for that matter. 

At least not yet.

What we are seeing is leaders using AI as the scapegoat to justify tough calls they don’t want to own.

“I’m sorry, it’s just automation.” No, it’s economics.

AI will absolutely reshape jobs and displace workers. It’s already changing how we work and what value humans bring.

But most of these cuts have nothing to do with true AI efficiency. They’re about maintaining needed profitability in a weak market.

And when leaders hide behind “AI transformation” instead of admitting that, they erode trust even faster.

Let’s be honest with our people.

Let’s say, “The market sucks right now, and we have to make hard choices to survive.”

Because the story of AI shouldn’t be about fear and headcount cuts.

It should be about how we redesign work to make humans more valuable than ever.

Everyone says the hardest part of layoffs is losing people.

No one talks about what it’s like to be the one who stays.

Some folks in my network shared what it’s like to “survive” multiple rounds. There’s the obvious: survivor’s guilt.

But then there’s the post-anxiety layoff that no one really talks about.

Because the truth is, no matter how loyal you are to the mission, surviving multiple RIFs changes you.

You might still want to help the company rebound, but once people start scanning for exits, the culture’s already cracked.

Culture doesn’t survive that kind of fear intact. In many cases, you have to rebuild from scratch.

And this is where most companies overcorrect.

They double down on wellness, celebrate using PTO, and hang posters that say “It’s okay to not be okay.”

The intention is good, but it becomes the new avoidance strategy. If everyone’s recovering, no one’s building.

Healthy organizations don’t glorify burnout, but they also don’t treat ambition like a bad habit.

Real balance means creating an environment where people want to give their best because they believe the effort still matters.

If you want your people to stop running scared, give them something they can't help but run toward.

A lot of companies are only adding AI to their title because it makes for a better headline.

And honestly, that’s not a bad thing. AI holds massive promise. 

And if you’re not actively adopting AI tools and building your company’s AI fluency, you’re falling behind. 

AI is a huge opportunity. The issue is that most companies are chasing “AI strategy decks” instead of asking better questions like:

- How can we use AI to optimize what already works?

- Where can it automate the repetitive stuff so our people can focus on higher-value work?

- How do we teach our teams to experiment and adapt as AI tech evolves?

That last one is key.

HR has a huge role to play here.

AI is an organizational change problem, and right now, HR is being asked to lead that charge, often without the tools, confidence, or seat at the table they deserve.

Now’s the time to use AI as the catalyst to build a culture of learning, agility, and human adaptability.

It’s the basic, day-to-day work of evolving how we work with AI that actually paves the way for the kind of strategic, differentiated applications everyone’s chasing.

Because the future of leadership is about using technology to help humans become more capable, creative, and resilient than ever.

Empathy became the new performance metric.

And now no one knows how to say the hard stuff.

Since COVID, we’ve seen a cultural overcorrection. And somewhere along the way, performance and clarity got left behind.

Caring for people doesn’t mean cushioning them from reality. 

We still operate in a capitalist system. Companies exist to grow, compete, and win. 

When your culture forgets that, it starts to drift.

You can feel it when a company faces tough calls, layoffs, restructures, and missed targets. 

Suddenly, people are shocked. Disillusioned. “Wait, how could this happen?”

Because no one said the hard stuff when it mattered.

Strong cultures don’t hide from reality. They help people understand the business, the risks, and the road ahead.

And it falls on leaders to do two things at once:

1) Build a humane culture that treats people like adults.
2) Stay ruthlessly focused on the strategic imperatives of the business.

Empathy matters. But empathy without clarity only creates confusion.

Specialization is killing innovation in HR Tech.

For 15 years, HR leaders have been told to “find their niche.”

Hyper-specification was the smart move. Now, they’re paying for it.

Last week, a digital marketing partner told me,

“You call yourselves a full-service talent strategy agency, but no one else does that.”

Exactly.

Because the industry has spent a decade unbundling itself into a thousand micro-experts.

Now we’re entering the great rebundling.

Just like streaming: first came Netflix, then the flood, now everyone’s craving cable again.

HR is no different.

Leaders don’t want 10 vendors solving 10% of the problem.

What they really want is one partner who can help them with the whole system, not just a piece of it.

That’s why we built Lever Talent, Inc. as a full-service talent strategy agency.

Whether you need cultural transformation, org design, leadership training, fractional HR support, or HR software management, you can start small and scale with us.

If your company vanished overnight and you had to rebuild it tomorrow…

Would your org chart look the same?

Now imagine applying that to your workforce strategy.

If you were starting your company today, in a world of AI agents, async collaboration, and 10x productivity per person, how would you design your org?

Would you still define “manager” the same way?

Most wouldn’t.

And that’s the point. 

We’ve built orgs layer by layer for decades,  adding roles, tools, and policies like barnacles on a ship, without ever scraping them off to see if the structure still floats.

A “zero-based” approach to human capital would force us to rethink how work actually gets done now.

If you’re not familiar, it’s when companies start their budgets from scratch every year.

No “last year plus 10%.”

It’s a thought experiment worth doing, especially for HR and people leaders trying to design the next era of work.

If you were rebuilding your org from zero today, what would you keep… and what would you leave behind?

Everyone loves to say HR is “slow to adopt AI.”

HR is the only team smart enough to ask what happens after the adoption.

This is the function responsible for compliance, documentation, process, and most importantly, people. 

Of course, they’re going to measure twice and cut once. That’s our responsibility.

AI is moving so fast that “measured” can start to look like “left behind” if leaders don’t stay curious.

Every HR leader I talk to should be getting fluent in the language of AI right now.

The HR leaders who figure out how to make AI work for people are the ones every CEO will want on their team.

We’re already seeing it in logistics, where people collaborate with software and robots every day. 

That’s just the beginning.

HR’s role in the AI era isn’t to keep up.

It’s to lead the integration responsibly, strategically, and humanely.

Stop saying “AI won’t replace you; someone who knows AI will.”

That’s not true.

If 15% of your workforce gets cut overnight, it’s not because every manager suddenly became a prompt engineer. 

It’s because the CFO did the math.

Tenure, pay bands, performance stack ranking… that’s the calculus, not who’s best at ChatGPT.

Yes, AI is replacing people. But not in the way LinkedIn gurus want to sell it.

It’s commoditizing everything except distinctly human ability.

So yes, AI will force displacement.

But what it’s really forcing is a reckoning with what makes us valuable in the first place.

You don’t survive this shift by becoming “AI fluent.”

You survive by becoming more human than ever.

If a candidate’s first touch is a faceless agent, you just told them exactly how much you value people: not much. 

Automation is efficient. But hiring isn’t a spreadsheet exercise.

Candidates want speed and someone accountable for decisions that shape their careers.

Tech is not strategy. People still are.

As someone obsessed with what AI and robotics mean for the employer–employee relationship, I’ll die on this hill: 

The more tech we adopt, the more our differentiator becomes distinctly human judgment, trust, context, and dignity.

If you’re racing toward “AI-run hiring by 2026,” start here:

1) Human decides, AI informs. 

Use models to structure, summarize, and surface signals. Final calls belong to accountable humans.

2) Radical transparency. 

Tell candidates where/when AI is used and how it influences outcomes. No black boxes. (Trust is the currency.)

3) Bias isn’t “fixed,” it’s governed. 

Treat bias as a system problem: data audits, adverse-impact monitoring, and escalation paths that real people own.

4) And most importantly: Train the humans. 

Most teams don’t know what “AI skills” even means. Make fluency part of manager enablement and recruiter craft.

I’m not anti-AI. I’m anti-abdication.

You didn’t hire more people to slow things down...

But that’s exactly what happened.

Scaling should make things smoother, but it rarely does. The habits that helped you win early on don’t serve you later.

When companies start, they’re agile, experimental, and fueled by belief.

Then, they hit product-market fit. Now they’re in growth mode. 

That’s when process, discipline, and focus take over. Meetings multiply, and decisions slow.

The business becomes about precision: tightening systems, reducing errors, building consistency.

But when you over-optimize for process, you lose the agility that made you successful in the first place.

At a certain point, you need to redesign how your organization works.

At Lever Talent, Inc., we use the Competing Values Framework to help companies do exactly that.

If your team feels stuck in “slow motion growth,” this is your signal to recalibrate.

Because every stage requires a different kind of leadership, culture, and operating model.

CEO turnover is spiking in 2025, and it’s not because CEOs are failing. 

It’s because the job changed faster than they did.

New data shows high-performing companies are now almost just as likely to replace their CEO as underperformers. 

In the S&P 500, 2025 turnover in the top three performance quartiles hit 12%, nearly matching the bottom quartile at 14%.

Boards aren’t waiting for a downturn or a misstep. They’re finally acknowledging what many of us inside organizations have felt for years:

AI transformation is reshaping every role, and yesterday’s leadership profile doesn’t map to tomorrow’s demands.

The leadership equation has shifted: agility, digital fluency, and stakeholder orchestration now matter more than tenure.

That's why external CEO appointments nearly doubled this year. 

If the last few years taught us anything, it’s that strategy fails when leadership, structure, and decision-making can’t keep pace. 

The companies built for the future are the ones redesigning leadership for it, before the market forces them to.

And if your org isn’t building future-ready leaders, your board will go shopping for one.

Most companies hide bad news.

Amazon broadcasts it, and it wins them loyalty. 

When they make tough calls like layoffs, restructures, or pivots, it’s rarely a surprise.

Internal memos are written for public consumption. Leaders get out ahead, set expectations, and communicate the why behind the what.

That doesn’t make it easy. But it does make it clear.

Most leaders think people can handle bad news. What they can’t handle is being blindsided.

Trust isn’t built on inspirational speeches or glossy “values” slides.

It’s built when your team sees your strategy in action, and when your decisions line up with the story you’ve been telling all along.

So, before your next big announcement, ask yourself:

Have we shown the team how our strategy is actually working?
Are we building trust through clarity, or confusion through silence?

Trust isn’t a communications exercise.

It’s a pattern of visible alignment between what you say and what you do.

SHRM tried to teach authenticity.

Now it’s being called out for faking it.

You can teach compliance, frameworks, and best practices all day long… but if the people leading the charge aren’t living it, the whole thing collapses.

An organization built to help HR leaders model inclusion and trust… now under fire for failing at both.

That’s a strategy issue.

I say this as someone who went through SHRM certification.

The material’s solid, and the intent is good. But it reinforced something I already believed:

HR is not the star of the show.

The best HR leaders are the supporting cast, the ones who make everyone else better.

Your job isn’t to make HR “matter.” It’s to make the business unstoppable.

So when I see stories like this, I don’t pile on.

I just hope someone inside remembers: 

Your credibility isn’t earned through policy or optics; it’s earned by aligning words, actions, and outcomes.

And right now, HR as a profession needs that alignment more than ever.

The biggest mistake businesses make about their AI strategy?

Is thinking they need one.

AI isn’t something you strategize for, it’s something you adapt to.

AI is evolving faster than any strategy document can keep up.

If you are a business, your strategy needs to be about how your organization adapts to it:

- How you experiment.
- How you absorb what works.
- How you can exploit it for strategic differentiation.
- How you operationalize it into how you build, decide, and lead.

This is why HR is suddenly at the center of the AI conversation,  helping the business get good at change.

AI’s showing up in every board meeting, every strategy deck, every investor call. 

The market’s on fire with it, even while the workforce feels the drag of uncertainty.

So here’s my take:

Stop trying to make a “five-year AI plan.”

Start building a system for transformation, one that helps your people, your leaders, and your org evolve as fast as the technology does.

Country Director @ AVODA Group UG | Executive MBA @ Quantic | Helping Christian entrepreneurs and business owners launch, build, and grow their faithdriven ventures

AVODA Group empowers faith-driven entrepreneurs in Uganda as part of its mission to drive transformative social impact. As Country Director Uganda, the role focuses on training, funding, and advising SMEs to address growth and scaling challenges through strategic planning and innovative market solutions.  

Drawing from an Executive MBA from Quantic and a Post Graduate Diploma in Business Administration from African Business Institute, the work emphasizes strategic thinking, management, and leadership. Previous roles as CFO and Content & Marketing Director have shaped a values-driven approach to fostering sustainable business growth.

Joshua Pi'Rwot

Let’s connect at the Norrsken East Africa Africa Week! 

#AfricaWeek #Startups #Investments #ESOs

Helping entrepreneurs and business owners launch, build, and grow their dreams with faithdriven resources.

Beyond the Founder: How Operators Help Build Successful Startups Innovation & Impact

Seni Sulyman , Founder & CEO, Talstack  

Anthonio P. , Colepin Advisory Services  

Sara Leedom , COO, Inkomoko  

Charles I. , Chief Commercial Officer, Startbutton Africa  

Founders often get the spotlight, deservedly. But behind every fast-growing company are operators, the senior leaders who play a critical role in helping founders build successful ventures. This session dives into what great operators actually do: how they take on key roles, create structure from chaos, build trust within teams, drive performance, and enable growth. Hear from experienced leaders who’ve helped startups scale at different stages of growth, and learn what it takes to thrive as (or hire) a high-quality operator.

Norrsken Norrsken East Africa Norrsken VC  

#startups #growth #chiefoperationsofficers #operators

The Uganda SOZO Summit 2025 themed “Unlocking Uganda's startup ecosystems potential: Co-create . Co-innovate . Co-thrive with Japan” happened last Friday. 

An incredible event of regional connection of startups, corporates, ecosystems builders, venture builders, VCs, and policy makers. 

Organised by Japan International Cooperation Agency (JICA) Uganda  in collaboration with Ministry of Trade, Industry and Cooperatives implemented by Hindsight Ventures .  

The Japanese foreign policy for #Africa has got a rebrand, Japanese Prime Minister Shigeru Ishiba announced a shift in Japan's Africa policy from "aid to investment" ( 支援から商業へ) to foster trade and private sector growth, he said at the TICAD 9 conference. He emphasized working "hand-in-hand" with African partners, highlighted projects like the Nacala Corridor, and proposed an Indian Ocean-Africa Economic Zone initiative to build a new economic corridor. 

Jun Shiomitsu CEO AVODA Group (AVODA Institute of Entrepreneurship ) delivered an amazing keynote on the past, current status, and future of business collabroation between Japan and Uganda. He highlighted efforts being made to grow and scale this collaboration through initiatives like the SOZO Summit. 

My favorite part was having conversations with founders and their startup teams. 

Chatting with Cirus Sumika  of Sumic IT Solutions Ltd  reminded me of the thing that has been crawling at the back of my mind for a while, to work with Japan, and other Eastern nations, we need to build trust. 

If you want to learn how to get engaged with the East, one more contact to put on your list is Cyrus. 

He has managed to work with several companies who need IT services and is currently exploring building relationships in China. 

The trust building process requires, more than anything, that you have proof of relationship. Proof of work is considered the very basic foundational and obvious — as it should be. Reach out to him.

#SOZOSummit #JICA #Collab #Startups #Ecosystem #VentureBuilding #entrepreneurship #founders

𝙃𝙚𝙧𝙚'𝙨 𝙖 30-𝙢𝙞𝙣𝙪𝙩𝙚 𝙘𝙤𝙣𝙫𝙚𝙧𝙨𝙖𝙩𝙞𝙤𝙣 𝙬𝙞𝙩𝙝 𝙩𝙝𝙚 𝙎𝙥𝙞𝙧𝙞𝙩 𝙏𝙑 𝘾𝙝𝙞𝙩𝘾𝙝𝙖𝙩 𝙎𝙝𝙤𝙬 𝙝𝙤𝙨𝙩 𝙎𝙞𝙢𝙤𝙣 𝙈𝙖𝙨𝙖𝙣𝙮𝙪.

LINK: https://lnkd.in/dbqArdgh

___________

If you are an entrepreneur looking for a solid faith community to walk the journey with you in founding your business, send me a DM.

You can also 𝙖𝙥𝙥𝙡𝙮 𝙛𝙤𝙧 𝙩𝙝𝙚 2026 𝘼𝙑𝙊𝘿𝘼 𝘽𝙡𝙪𝙚 𝙋𝙧𝙤𝙜𝙧𝙖𝙢 𝙉𝙊𝙒.

It starts Jan 24th 2026.

𝗔𝗣𝗣𝗟𝗬 𝗡𝗢𝗪: https://lnkd.in/dFyx7Vrb


#fiatlux #faithdriven #entrepreneurship #entrepreneur #businessstartup #businessmentor #businessideas #businessinsider #businessadvice #businessgrowth #businesssuccess #businessstrategy #kingdombusiness #faithdriven #faithdrivenentrepreneur #FaithDrivenInvestors

𝗪𝗵𝗮𝘁 𝗖𝗮𝗻 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲 𝗘𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿𝘀𝗵𝗶𝗽 𝗶𝗻 𝗨𝗴𝗮𝗻𝗱𝗮?

#AfricaWeek

Looking forward to several conversations on startups, entrepreneurship, capital, and investments in Africa. 

Norrsken Norrsken East Africa

Stories that scale: Maximising the #Power of Narrative in African #Innovation & #Impact

@Dalimare Dosunmu, Journalist, Rest of World  

Tage Kene-Okafor, Africa & Middle East Reporter, TechCrunch  


Ondiro Oganga , Correspondent, Bloomberg  

Olugbeminiyi Idowu Founder, Talking Drum Communications  

In Africa’s innovation ecosystem, narrative shapes investment, trust, policy, and culture. This panel examines how the stories we tell (and the ones told about us) influence what is possible, and how founders can cultivate the “perception dividend”: the compounding advantage of being understood early and understood well.

Norrsken Norrsken East Africa Norrsken VC

1 Year / 2 Countries / 2 Grads / 3 Cohorts 

Extremely grateful for the amazing work being accomplished in creating a bold community of business people excited about @avodabiz vision in East Africa. 

This month, brace for the great stories of transformation that will be coming from Tanzania and Uganda.

Unleashed Africa Social Enterprises Real Interactiv Inc. INOZA AVODA Institute of Entrepreneurship  



#celebration #gratitude #grateful #entrepreneurship #fiatlux #entrepreneur #vision #expansion #fartogether #goingfar #building

Angel Investing in Africa — What Works, What Doesn’t, and What’s Next

Philip Gasaatura, Managing Partner, Open Space Capital  

Yewande Odumosu, Partner, HoaQ  

Amon Munyaneza, Managing Partner, Kavumu Capital LLC  Capital

Laura Davis, Co-CEO & Managing Partner, Renew Capital  

Martin Warioba, Founder & Managing Partner, Warioba Ventures  

Angel investing on the continent plays by a different rulebook. Markets are fragmented, data is thin, regulations are uneven, exits are rare, and most businesses are built on cash flow long before they’re built on code. 

In this session, Yewande Odumosu, Amon Munyaneza, Laura Davis, and Martin Warioba unpack what it really takes to spot promising founders, make smart early bets, and structure deals that survive Africa’s realities.

Norrsken Norrsken VC Norrsken East Africa

⛔ 𝙋𝘼𝙍𝙀𝙉𝙏𝙎: 𝗪𝗼𝗿𝗿𝗶𝗲𝗱 𝗬𝗼𝘂𝗿 𝗧𝗲𝗲𝗻'𝘀 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝗶𝘀 𝗨𝗻𝘁𝗮𝗽𝗽𝗲𝗱? 𝗚𝘂𝗶𝗱𝗲 𝗧𝗵𝗲𝗺 𝘁𝗼 𝗣𝘂𝗿𝗽𝗼𝘀𝗲𝗳𝘂𝗹 𝗘𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿𝘀𝗵𝗶𝗽

As a parent, you recognize your teen's creativity and enthusiasm; 𝙝𝙤𝙬𝙚𝙫𝙚𝙧, 𝙞𝙣 𝙖 𝙬𝙤𝙧𝙡𝙙 𝙩𝙝𝙖𝙩 𝙥𝙧𝙞𝙤𝙧𝙞𝙩𝙞𝙯𝙚𝙨 𝙨𝙚𝙡𝙛𝙞𝙨𝙝 𝙨𝙪𝙘𝙘𝙚𝙨𝙨 𝙤𝙧 𝙪𝙣𝙨𝙩𝙖𝙗𝙡𝙚 𝙘𝙖𝙧𝙚𝙚𝙧𝙨, 𝙞𝙩 𝙞𝙨 𝙘𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙞𝙣𝙜 𝙩𝙤 𝙣𝙪𝙧𝙩𝙪𝙧𝙚 𝙩𝙝𝙖𝙩 𝙂𝙤𝙙-𝙜𝙞𝙫𝙚𝙣 𝙥𝙖𝙨𝙨𝙞𝙤𝙣 𝙬𝙞𝙩𝙝𝙤𝙪𝙩 𝙩𝙝𝙚 𝙧𝙞𝙜𝙝𝙩 𝙩𝙤𝙤𝙡𝙨.𝙤𝙪𝙩 𝙩𝙝𝙚 𝙥𝙧𝙤𝙥𝙚𝙧 𝙩𝙤𝙤𝙡𝙨. 

What if they chase fads, experience discomfort from uncertainty, or overlook their genuine calling? 

The strain builds—with technology changing everything, most children will have professions that do not yet exist, leaving them unprepared and unhappy.

Enter the "𝘾𝙖𝙡𝙡𝙚𝙙 𝙩𝙤 𝘾𝙧𝙚𝙖𝙩𝙚" 𝙒𝙤𝙧𝙠𝙨𝙝𝙤𝙥, a three-day solution from December 15th to December 19th, 9am to 1pm, where experienced facilitators lead workshops on identifying strengths using the "Working Genius" assessment, sharing faith-driven entrepreneur stories, and fostering resilience and integrity. 

Your teen will study 𝗲𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿𝘀𝗵𝗶𝗽 𝗶𝗻 𝗮𝗰𝗰𝗼𝗿𝗱𝗮𝗻𝗰𝗲 𝘄𝗶𝘁𝗵 𝗚𝗼𝗱'𝘀 𝗽𝗹𝗮𝗻 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗴𝗿𝗼𝘂𝗽 𝗱𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗼𝗻𝘀 𝗮𝗻𝗱 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹𝗶𝘇𝗲𝗱 𝗰𝗼𝘂𝗻𝘀𝗲𝗹𝗶𝗻𝗴, resulting in firms that praise Him and influence others.

For only 125,000 UGX, provide your youngster with lasting skills for success and significance. 

Sign them up now: https://lnkd.in/d54YFfXk
Call or WhatsApp: +256 787 342688

Ms. Janai Jiwani Doreen Nkwenge Mwalimu Martin Amanya AVODA Institute of Entrepreneurship Faith Fetaru Ken Roberts 

#FaithDrivenEntrepreneurshipforTeens #Teens #Parents #Parenting #FaithDriven #Entrepreneurship #FaithDrivenParents #PurposeDriven #Purpose

Introducing our panelist’s for an interesting panel on the topic “Attracting Investments: Unlocking Potential to Scale”at #Uganda SOZO Summit 2025.

- Dan Karuga , Member, SC Ventures  
- Fiona Kiruja, Programs Manager, African Angel Academy , ViKtoria Ventures  
- Alice Kampire Muwonge, CFO, Ortus Africa Capital  
- Moderated by Noah Mesfin , Venture Lead StartHub Africa  

Be there to hear them speak and to interact with them!

Register here to attend : https://lnkd.in/dWXeWwuy

#EcosystemGathering #VentureBuilding #Growth #Entrepreneurship #Startups

Introducing our panelist’s for an interesting panel on the topic “Attracting Investments: Unlocking Potential to Scale”at Uganda SOZO Summit 2025.

- Dan Karuga, Member, SC Ventures
- Fiona Kiruja, Programs Manager, African Angel Academy, ViKtoria Ventures  
- Alice Kampire Muwonge, CFO, Ortus Africa Capital  
- Moderated by Noah Mesfin, Venture Lead StartHub Africa  

Be there to hear them speak and to interact with them!

Register here to attend : https://lnkd.in/dWXeWwuy

Ajay Ramasubramaniam Ruth Mbabazi OKETTAYOT VINCENT OKEMA - MBA - Keren Grant Jagruti Bista Hillary Anyomi Rose Urassa Sean Ssali Japan International Cooperation Agency (JICA) Susan Namyalo

We are delighted to announce our speakers for the 2nd panel discussion of the at Uganda SOZO Summit 2025: "Building for and from Uganda" 

Wamambe Christian, Country Director, SafeBoda  
Lamony Steven, Managing Director, Jumia Uganda  
George A. Ssamula, Co-Founder, TowerCo of Africa
Lorraine Mutambiranwa, COO, Numida (YC W22)  (YC W22)
Jagruti Bista, Co-Founder, Hindsight Ventures  (Moderator)

Be there to hear them speak and to interact with them!

Register here to attend : https://lnkd.in/dWXeWwuy

#venturebuilding #vcs #smefinance #ecosystem #entrepreneurship #startups #founders

We are delighted to announce our speakers for the 2nd panel discussion of the at Uganda SOZO Summit 2025: "Building for and from Uganda" 

Wamambe Christian, Country Director, SafeBoda
Lamony Steven, Managing Director, Jumia Uganda
George A. Ssamula, Co-Founder, TowerCo of Africa
Lorraine Mutambiranwa, COO, Numida (YC W22)
Jagruti Bista, Co-Founder, Hindsight Ventures (Moderator)

Be there to hear them speak and to interact with them!

Register here to attend : https://lnkd.in/dWXeWwuy

Ajay Ramasubramaniam MBABAZI Ruth OKETTAYOT VINCENT OKEMA - MBA Keren Grant Hillary Anyomi Sean Ssali Rose Urassa Susan Namyalo Japan International Cooperation Agency (JICA) Jonathan Ntege Lubwama

Uganda SOZO Summit 2025, presented by Japan International Cooperation Agency (JICA)  Uganda and Ministry of Trade, Industry and Cooperatives, Uganda, here is the official program.

The Summit will take place Friday, 28th November from 8:00 AM at the National ICT Innovation Hub, Nakawa. 

Join us as we convene the regional startup ecosystem to co-create, co-innovate, and co-thrive. 

Explore the speaker lineup and register here : https://lnkd.in/dn7mejJW

#ecosystem #ecosystemgathering #growth #partnerships

Uganda SOZO Summit Agenda

In case you’re curious about what to expect at the upcoming Uganda SOZO Summit 2025, presented by JICA Uganda and Ministry of Trade, Industry and Cooperatives, Uganda, here is the official program.

The Summit will take place Friday, 28th November from 8:00 AM at the National National ICT Innovation Hub. 

Join us as we convene the regional startup ecosystem to co-create, co-innovate, and co-thrive. Explore the speaker lineup and register here : https://lnkd.in/dn7mejJW

Ajay Ramasubramaniam Ruth Mbabazi Jagruti Bista OKETTAYOT VINCENT OKEMA - MBA Susan Namyalo Sean Ssali Rose Urassa Jonathan Ntege Lubwama Keren Grant Hillary Anyomi Japan International Cooperation Agency (JICA) Arthur Mukembo Dan Karuga Fiona Kiruja Grayson Julius Edwin Bruno Victor Maina Jun Shiomitsu Wamambe Christian Lorraine Mutambiranwa Noah Mesfin Donald Maasa Lamony Steven George A. Ssamula Fred Zake Simon Desjardins Olga Naiga Timothy Mugenyi Humphrey Lutakome Joseph Paul, MD Vinod Rustagi Dr. Dennis Aguma Dr. Caroline Ayuya Muaka Diana Nandagire Ntamu KAGATA Joe Bernharldets Medard Twinamatsiko Mercy Kimalat

𝗛𝗼𝘄 𝘁𝗼 𝗕𝘂𝗶𝗹𝗱, 𝗠𝗮𝗶𝗻𝘁𝗮𝗶𝗻, 𝗮𝗻𝗱 𝗥𝗲𝗽𝗮𝗶𝗿 𝗧𝗿𝘂𝘀𝘁:

Trust is our assessment, based on past experience, of the likelihood we will get the results we believe we have been promised

Domains of Trust
1. Sincerity – Are private conversations and public conversations consistent?
2.  Competence – Do capabilities and capacity match the promise made?
3.  Reliability – Over time, have promised results been delivered?

Creating Trust
1.  Open conversations of trust
2.  Make clear grounded promises and fulfill them rigorously
3.  Tell the truth
4.  Offer thanks (from the mood of gratitude)
5.  Responsibly complain to those who do not fulfill their commitments.

📌 Bezos returns to the trenches as co-CEO of $6.2B AI startup Project Prometheus

According to The New York Times, Jeff Bezos is taking on his first operational role since leaving Amazon, becoming co-CEO of Project Prometheus, an AI startup that has already secured a massive $6.2B in early funding.

🖱 Bezos will lead the company alongside Vik Bajaj, a physicist and former Google X executive, signaling that Prometheus aims to fuse deep science with frontier-model engineering.

🖱 The startup focuses on “AI for the physical economy,” building systems for aerospace, manufacturing, automotive, and advanced computing, areas tied tightly to Bezos’s long-term industrial and space ambitions.

🖱 Prometheus has quietly hired top talent from OpenAI, DeepMind, and Meta, assembling a 100-person team before even launching a product, an unusual scale that mirrors its outsized funding.

🖱 The company’s backers see industrial AI as the next trillion-dollar frontier, where software isn’t just generating text but redesigning machines, factories, and physical infrastructure.

Bezos isn’t merely backing another AI lab, he’s positioning Prometheus as a deep-tech powerhouse that could reshape how the physical world itself gets engineered.

A #robot vacuum that doubles as a real-time metaverse scanner

A new “metaverse-grade” (https://maticrobots.com/) robot vacuum is making the rounds online not because it cleans well, but because it can reconstruct full 3D environments in real time using onboard AI.

🔸 The design stands out immediately: #rugged, #futuristic, and equipped with oversized wheels that let it climb over obstacles and even operate outdoors.

🔸 The real magic is in the head-mounted sensor array, a voxel-based neural pipeline running on NVIDIA Jetson Orin, generating photorealistic 3D maps as the robot moves.

🔸 With a bit more resolution, this is essentially a portable metaverse scanner, capturing full spatial meshes of homes, offices, and outdoor areas on the fly.

🔸 The entire software stack is built in #Rust, includes day/night SLAM, dynamic obstacle detection, and low-latency path planning, letting the robot squeeze into tight corners and navigate complex spaces.

If robot vacuums become high-fidelity #3D mappers by default, the real #metaverse #hardware #platform might quietly roll in from under our furniture.

Great conversations and great connections! 

Excited for Day 2. 

#BePartoftheSolution

Innovation Policy | Ecosystem & Venture Build | IP’25🇸🇪 | JICA Fellow 🇯🇵 | Trade Ministry 🇺🇬

#Day1 at Africa/Week 2025 by Norrsken at their breathtaking eco-campus. The energy palpable, with a world-class audience of founders, investors, and policymakers from across the globe, all united to #BePartOfTheSolution.

One discussion that particularly stood out was the future of money #STABLECOINS

The consensus, stablecoins are the first cryptocurrency to achieve undeniable product-market fit. The utility has come of age, with Nigeria already leading the charge.

The primary use case is cross-border transactions. Stablecoins are rapidly becoming the silent, efficient engine powering remittances and trade, reducing friction and cost in a way traditional systems have failed to do. Most end-users already enjoy the benefits, often without realizing stablecoins are working in the background.

The critical conversation now shifts to regulation. The ecosystem isn't asking for heavy-handed rules but for clear guidelines that foster innovation while ensuring security. The call is for collaborative frameworks that allow this transformative technology to flourish, unlocking immense economic potential across the continent.

A huge thank you to the Norrsken team and all the thought leaders for curating such profound dialogues.

#AfricaWeek2025 #AW2025 #Stablecoins
Joshua Pi'Rwot Robert Bob Okello

𝗖𝗼𝗼𝗸𝗶𝗻𝗴 𝘂𝗽 𝗮 𝗻𝗲𝘄𝘀𝗹𝗲𝘁𝘁𝗲𝗿 𝗼𝗻 𝗲𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿𝘀𝗵𝗶𝗽 𝗮𝗻𝗱 𝘀𝘁𝗮𝗿𝘁𝘂𝗽𝘀 𝗶𝗻 𝗨𝗴𝗮𝗻𝗱𝗮. 

What’s the most exciting part for you? Building, scaling, selling, or shaping the customer experience? 

Drop your thoughts—let’s explore what fuels your passion for startup success.

✨ 𝟳𝟬𝟬𝟬 𝗿𝗲𝗮𝗱𝘆-𝗺𝗮𝗱𝗲 𝗻𝟴𝗻 𝘄𝗼𝗿𝗸𝗳𝗹𝗼𝘄𝘀 𝘁𝗼 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯 𝘄𝗶𝘁𝗵 𝗔𝗜

A massive collection of 7,000+ n8n #automation #templates just dropped, the largest guide so far for applying AI directly to your role, tasks, and daily operations.

🔸 Each workflow comes with step-by-step instructions, so you can implement automations without guessing or engineering everything from scratch.

🔸 Templates cover dozens of professions, from #marketing and sales to #engineering, #HR, #operations, #finance, #support, and #solo-founder use cases.

🔸 The library includes both AI-powered flows (ChatGPT, Claude, Gemini, local models) and classic n8n automations for #email, #CRM, #analytics, and #data pipelines.

🔸 For teams, it serves as a plug-and-play playbook: browse your job area, copy a workflow, adapt it in minutes, and ship automation that normally takes days.

This isn’t just a template pack, it’s a ready-to-deploy automation encyclopedia that can upgrade an entire workflow stack overnight.

Link in Comments:

𝗨𝗻𝗹𝗼𝗰𝗸 𝗨𝗴𝗮𝗻𝗱𝗮'𝘀 𝗥𝗲𝗮𝗹 𝗘𝘀𝘁𝗮𝘁𝗲 𝗦𝗲𝗰𝗿𝗲𝘁𝘀: 𝗪𝗵𝘆 𝗗𝗮𝘁𝗮 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝗶𝘀 𝗬𝗼𝘂𝗿 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗘𝗱𝗴𝗲 𝗮𝘁 𝗔𝗥𝗘𝗔 𝟮𝟬𝟮𝟱.

In Uganda's dynamic real estate landscape, access to reliable market data remains a critical barrier to informed decision-making. With a housing deficit exceeding 2.4 million units and opaque information hindering investments, leaders like us must prioritize transparency to unlock sustainable growth. 

That's why I'm excited about the upcoming 14th Annual International Real Estate Investment Conference & Expo by AREA Uganda, themed "Boundless Ambition: Transforming Housing, Shaping Cities with Technology."

This event isn't just another gathering—it's a platform launching a real-time Real Estate Market Platform to provide data-driven insights on trends, pricing, and opportunities. 

Drawing from last year's success in exploring partnerships that bridged information gaps, we'll delve into evidence-based strategies to enhance market visibility.

If you're a developer, investor, or executive seeking actionable intelligence to navigate regulatory reforms and financing challenges, this is your edge. Join over 1,000 delegates at Imperial Royale Hotel, Kampala, on December 4-5, 2025.

What market data challenges are you facing in Uganda's property sector? Share in the comments.


Register now: www.areauganda.org 
or contact +256 782351133.

#RealEstateUganda #MarketIntelligence #AREAConference #BoundlessAmbition

taplio

The Battle

Drew Fortin

Joshua Pi'Rwot

Followers

Posts

Engagements

Likes

Performance ScoreDrew Fortin's LinkedIn Performance

Performance ScoreJoshua Pi'Rwot's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Drew Fortin

Joshua Pi'Rwot

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);}Drew Fortin's LinkedIn Performance

Performance ScoreJoshua Pi'Rwot's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreDrew Fortin's LinkedIn Performance