I help businesses solve people problems.

Solving People Problems. Driving Business Success.At Peoplyst, we help businesses solve workforce challenges with solutions that get it done and keep it done. Whether it's hiring, leadership, compliance, or organizational change, we create and implement strategies that improve performance and simplify people operations.With decades of experience in talent acquisition, workforce strategy, leadership development, and HR technology, I’ve helped companies from startups to Fortune 50 firms build stronger teams, improve engagement, and scale effectively.Where Companies Struggle (And How We Fix It)Talent &amp; HiringFinding and keeping the right people shouldn’t be a struggle. We help businesses align hiring with growth, improve candidate experience, and optimize onboarding to retain top talent.Workforce PerformanceA high-performing team isn’t built by chance—it’s built with strategy. We create engagement, leadership, and accountability systems that turn employees into a company’s greatest asset.HR Compliance &amp; TechnologyHR should work for you, not against you. We streamline operations, implement the right HR tech, and ensure compliance so businesses reduce risk and stay efficient.Change &amp; Growth StrategyGrowth is good, when it’s managed well. We help companies navigate transitions, scale effectively, and align leadership and culture with their long-term vision.If your people aren’t thriving, your business isn’t either. Let’s fix that.Message me to discuss how Peoplyst can help.Want free content on People Problem topics? Click the Connect or Follow button.Want more free content? Visit our Blog at https://peoplyst.com/blogs/Had enough pain and want to discuss making your People Problems disappear?Book a call with me here: https://calendly.com/bryan-howard-mpg/fix-your-people-problem

Bryan Howard

As the VP of Learning and Development at HR, Talent & Systems, I have led diverse teams of up to 20 professionals in delivering innovative learning and development strategies and solutions that power objectives for scale and efficiency to clients in high-growth tracks. With over 6 years of experience in this role (and over 20 years in L&D), I have successfully spearheaded the launch of new L&D functions and expansions of existing organizations, curating curriculum of training and development programs with a focus on generational awareness.

I have a track record of raising skill levels per gap assessments and analyses, improving training ROI for companies ranging from startups to large enterprises, and reducing costs due to attrition by hundreds of thousands of dollars per client. I am passionate about creating leadership and skill development programs, including DEI concepts, as well as continuing education programs and technologies. I hold a MA in Teaching of English as a Second Language from Hunter College and a BA in French from Vassar College. I am also certified in Human Resource Management by SHRM.

Having spent the first part of my career as a teacher is a key to my success in L&D, as I can think simultaneously as both an HR partner to the business, as well as an educator choosing the appropriate methodology to link the learning need to the business outcome. The path to a successful L&D initiative is not only to think on the macro level in terms of the skills and competencies the company needs to improve, but also on the micro level in terms of what each individual employee needs to learn and grow in their career. This part is often ignored, but is most critical to employee engagement and retention. 

Separately from my job, I am also the world's top HR super connector. To manage the volume, I've created my own unique, scalable process that enables me to easily make over 100 introductions every day while still having enough time to do the work I get paid for. To my knowledge, there is nobody else in the world who has come up with a concept for networking that is remotely similar to mine.

 Given that I network at a greater scale than anyone else in the world, the normal rules of networking don't apply in my case. No time for small talk or building relationships. Just tell me what your goal is and I'll find the right people to introduce you to. I'll share the same and then we can get started making introductions right then and there. I should make clear that reciprocation is mandatory, not optional.

⭐Joshua Cutler

I've spent ample time calling out posts that are inaccurate or omit critical information, which is all well and good. Now let's turn to a different issue. Every day, my Linkedin feed consists of the same or similar statements:

Candidate experience is important.

Recruiters should not ghost candidates.

Candidates should not ghost recruiters.

Top candidates will drop out if your hiring process takes too long.

Candidates are assessing companies just as companies are assessing candidates. 

Your resume needs to clearly show what you've accomplished.

There are a lot of fake recruiters/resume writers out there looking to take your money.

A recruiter's job is to find candidates who match the company's needs, not to find a job for a candidate.

A lot of jobs advertised are not legitimate.

You should be wary about accepting a counter-offer.

Career gaps happen for reasons outside of our control.

Companies should value and respect all their employees.

You should know the salary up front. 

A company that respects your time won't make you jump through endless hoops.

"Overqualified" might be a coded term for __________ (fill in the blank).

The role of HR is misunderstood by many people.


What is wrong with these statements? Not a damn thing. Every single one of them is factually accurate. I don't know anyone who would dispute any of them.

So what's the problem then? THEY ARE ALL THINGS WE ALREADY KNOW.

I just checked and Linkedin has over a billion members worldwide. The vast majority never post anything. Of those who do, virtually none of them are sharing anything new that will be useful or helpful for anyone. A major reason I have the massive following I do is because the information I share is genuinely helpful for people as they manage their lives and careers. Why are there so few others who can say the same? 

Going forward, I will be calling this out directly on other people's posts and I encourage others to do the same. Let's transform Linkedin into a place where popularity is earned by adding genuine value instead of posting mindless platitudes.

⭐Josh Cutler

VP of Learning and Talent Development | Innovative L&D Solutions, Skill Development - WORLD’S TOP HR SUPER CONNECTOR - I make more introductions in the HR space than anyone else in the world, bar none!

Let's talk about something nobody ever posts about, but can actually be a huge barometer of success: haters.

As many people are aware, I am known as one of Linkedin's "truth sayers" for exposing the uncomfortable truths about the world of work and hiring actually operate, as opposed to the comfortable lies that many people would rather believe by burying their heads in the sand like an ostrich. Roughly 3 to 5 times per week, someone responds not by reflecting thoughtfully about my position, but by attacking my professional credentials or even my character as a person.

Whenever that happens, I pause, take a deep breath in and smile because I know I've won.

How do I know this? Because haters are never people who are doing better than you in life. If people are reacting viscerally to things you say, that means what you're doing is making a genuine impact. Every successful person gains haters the more successful they become. 

What drives some people the craziest is when I point out that a well networked person can easily beat out a more qualified person for a job. Most people were led to believe that hiring is a pure meritocracy and that the "best" person always gets the offer. When I reveal that not only is this patently false, but that reality is often the exact opposite, some people go absolutely ballistic because it totally unravels the social paradigm they had been raised to believe. 

Just this week someone told me i was suffering from the Dunning-Kruger effect because I shared this with them. Someone else said my attitude was shocking for an HR executive. Yet another person accused me of only mentioning this to seek their approval and validation, which I pointed out was absurd because that person's validation wouldn't improve my professional standing in any way at all.

Others have suggested that my massive network was gifted to me as a result of some sort of "privilege". The truth is that I built it up from nothing when I was broke and unemployed. Another person stated that everyone's opinion deserves equal consideration. I mentioned that I spent years being dismissed and not taken seriously until I earned a seat at the table, and that having one's opinion respected by others is a privilege that must be earned. Just because someone has something to say does not entitle them to being seen as credible.

I should clarify that exposing uncomfortable truths does not mean I agree with them philosophically. I'm simply saying, "This is how it is - how will you adapt accordingly?" Humans are social creatures. The adage that "Who you know matters more than what you know" is an eternal truth that goes back  thousands of years to the first service-based economies. Who got the apprenticeship at the blacksmith's shop? The blacksmith's son or one of his friends!

I anticipate that there will be more haters in my future. It exposes far more about the other person than it does about me.

Who else has experienced haters and how did you respond?

Lately many people I don't know have been reaching out for conversations. I'm incredibly honored and humbled to be seen as such a valuable resource on Linkedin.

However, a common theme I see is that they ask some pseudo-relevant question about HR or L&D when what they really want is introductions to people who can help them. I get it. We all need to earn a living. But the best way to do that (at least with me) is to be up front about what you want from the beginning. Some "coaches" advise you to ask roundabout questions about the other person's work, out of fear that it might come across as too pushy if you explain what your goal actually is from the jump.

To be fair, there may some people who see it that way. In my case, I'll find it annoying if you do that. My only focus right now is on finding my next opportunity and every conversation must be based on that one thing only. I also have to balance all the introductions I make with the time I do the work I actually get paid for. Remember that I make 100 introductions every day so efficiency is the name of the game.

The bottom line is that I want to help everyone succeed by introducing them to people who can help, provided that they're willing and able to do the same for me. Just stop asking about irrelevant things and get to the f*****g point.

Addendum: Today someone specifically referred to this post and then used that as a springboard to try to sell me something. Don't do that.

taplio

The Battle

Bryan Howard

⭐Joshua Cutler

Followers

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Performance Score⭐Joshua Cutler's LinkedIn Performance

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taplio

The Battle

Bryan Howard

⭐Joshua Cutler

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);}⭐Joshua Cutler's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance Score⭐Joshua Cutler's LinkedIn Performance