Brian Dordevic

Delivering profitable web design with SEO first approach. Official Google partner.

I started as a $4/hr offshore virtual assistant and became a USA citizen & business owner.

I help you generate more profit with your existing traffic efforts by optimizing conversion rates, improving your site speed & content strategy.

Chief Executive Officer

As the CEO of Alpha Efficiency, I steer the strategic direction of the company while managing an expanding team of 30+ professionals, spearheading growth initiatives, and driving operational efficiency.

Key Performance Indicators (KPIs) & Achievements:

Team Leadership & Management: Championed a culture of performance and accountability that led to a 35% boost in operational efficiency. Regularly oversee talent acquisition and retention strategies to ensure our team is well-equipped for success.

SEO & Content Management: Supervised the creation and execution of our SEO strategy, which saw a remarkable 60% surge in organic website traffic within six months, augmenting our brand's digital visibility.

Paid Media Strategies: Pioneered the deployment of innovative paid media campaigns, resulting in a 50% increase in brand awareness and a 30% rise in customer acquisition, significantly expanding our market footprint.

Performance Benchmarking: Developed and implemented performance benchmarks to ensure constant progress. The systematic monitoring of these metrics brought about a 20% improvement in overall productivity.

Stakeholder Management: Successfully maintained robust relationships with key stakeholders, attaining a 90% satisfaction rate, testament to our commitment to delivering value and fostering transparency.

Financial Management: Maintained stringent control over fiscal operations, consistently delivering profitability and surpassing financial objectives by 15% in the previous year, solidifying our position in the market.

This multifaceted role requires a delicate balance of leadership, strategic thinking, and operational excellence. It's my mission to continue propelling Alpha Efficiency forward, driving sustainable growth, and adding value for our stakeholders.

I just hit 12,000 followers on LinkedIn.

• No celebration
• No screenshot
• No dopamine hit

Just a quiet confirmation.

Numbers only matter when they reflect something real.
And this milestone does.

Not because of the count.
But because of the process behind it.

Three years ago, I was “the SEO guy.”

I wrote for Google first.
Humans second.

Intent over attention.

And there is a massive difference.

When someone searches Google, they already want something.
They are raising their hand.

Your job is simple:
Answer better than everyone else.

SEO writing is a drive-thru.

• They order
• You deliver
• The most organized kitchen wins

Social media is the opposite.

Nobody is ordering anything.

You are competing with Netflix, Slack pings, TikTok, and mental exhaustion.
You have to create hunger where none existed.

That shift humbled me.

I had to unlearn structure.
And relearn persuasion.

I stopped asking, “Is this optimized?”
And started asking, “Does this land?”

I studied storytellers.
Not marketers.

I watched how anticipation is built.
How tension is held.
How emotion carries ideas further than logic ever could.

Slowly, something clicked.

I stopped obsessing over keywords and started chasing clarity.
I stopped tracking backlinks and started tracking behavior.
I wrote for humans first.

Ironically, my SEO got better too.

Growth stopped feeling fragile.
It started feeling inevitable.

Not because of hacks.
But because I kept showing up when it made no sense.

When I was tired.
When clients were on fire.
When posts got buried.

I still wrote.

That consistency built trust.
Opened conversations.
Closed deals.
Changed how I see the game entirely.

I used to understand how content works.

Now I understand why it sticks.

This is not explosive growth.
It is earned growth.

And at this pace?

Increasing follower count is 100% irrelevant.
Changing lives and removing fiscal anxiety is.
Only focus is on providing value and getting paid for it.

It is alignment plus consistency plus time.

Because once you understand how humans work, you stop chasing reach.

And start building a life that compounds.

Helping Law Firms increase AI & Local SEO visibility to maximize client intake. | Add 7-Figures worth of cases per year from organic traffic. | My Local Gap Calculator tells you how much you lose every month

AI is not the problem. Your incentives are. AI is not going to use itself.

If you think your boomer salary is going to save your company, you are dead wrong...

The problem is that those that know how to use AI, are building companies not making themselves poor in a job.

They won't work for a salary when they can print 7-figure years. If you think this is an exaggeration, you lack imagination. 

Offer a cut of the pie to those with a brain, or get left behind.

Need help transforming your employees into AI machines? 

Reply with TRANSFORM and we'll talk.

Not being in top #3 on Google Maps costs you 7-Figures per year in lost deals.

This is how you climb to the top and get that massive revenue share:

• Fast Site
• High Quality Backlinks
• Local citations optimized
• Content written to convert
• Topical Authority Map that tells Google you know your stuff

If you want to know how much you're leaving on the table, click on the link in the comments. We'll tell you exactly how many leads are there for your industry.

I don’t know who needs to hear this but...

You need $0 down to start an online business.

• Free AI = DeepSeek
• Free Landing Pages = Carrd
• Free Video Hosting = YouTube
• Free traffic = Social Media Profiles

Poor people have bad imagination. Get creative.

You've seen the posts:

"I don't even use Google anymore." (These numbers are scary...)

Big talk.

But what does the data actually show?

Google went from 8.5 billion searches a day to 13.7 billion.

More people are Googling than ever.

Need help getting on the most powerful AI engine on the planet?

I'm taking 2 new clients in February. If your company does over $3 million per year, your business is qualified for growth.

Some call it AIO...

Others call it GEO...

Old timers want to cling on to SEO...

I say to all of them.

Get.
More.
Backlinks!

Ask me how if you want ones that move the needle.

No alternative text description for this image

Every few years, marketing declares another rivalry:

Radio vs. TV.
TV vs. digital.
PR vs. content.
SEO vs. AI.

But reality doesn't do clean cuts.

The so-called replacement consistently resolves as reinvention.

And this is how it looks in real time:

1. SEO Has Been “Dying” Since the Early 2000s

Two decades of predictions haven’t stopped search growth. They’ve only exposed how often tactics expire while demand continues to shift.
https://hubs.la/Q03ZKW2P0

2. Marketer’s Favorite Hobby: Declaring Things Dead That Still Print Money

Radio died. TV died. PR died. Email died. And yet they’re all still here, evolving while the industry chases the next funeral headline.
https://hubs.la/Q03ZKWZR0

3. The Fastest Way to Lose Narrative Control in AI Search

When brands avoid specifics, generative engines treat it as a gap that needs to be filled, and they fill it fast.
https://hubs.la/Q03ZKXVN0

4. AI Marketing That Actually Held Up in Production

Instead of chasing novelty, these teams treated AI as plumbing. The outcomes were faster execution, cleaner workflows, and measurable gains.
https://hubs.la/Q03ZKYMB0

5. Google’s December Core Update Has Landed

Now comes the hard part: understanding whether your current visibility is stable, temporarily tolerated, or already on borrowed time.
https://hubs.la/Q03ZKWH70

The illusion of replacement hides continuity of control.

We hype "new" systems as total takeovers, and lose focus on what really works.

If you want to see where your next opportunity hides, let me tell you in a call here: https://hubs.la/Q03ZKY9j0

SEO is officially in its “Facebook 2018” era.

Back then, Facebook lost millions of visits and businesses fled to Google for safety.

Now, that safety net is gone too.

Seniors are already planning for a 40% drop in search traffic over the next few years.

(No more hoping-against strategies)

And once traffic decline becomes a planning number, not a fear, everything shifts. 

Let's get into what happened last week:

1. Publishers Are Planning for a 40% Traffic Loss

Search was supposed to be the stable channel. Now publishers are reallocating headcount, formats, and revenue models around their decline.
https://hubs.la/Q03_LWQM0

2. Google Is Teaching People How to Read Curiosity

Google is now actively teaching users what to explore next while they’re still figuring out what they’re interested in.
https://hubs.la/Q03_LYSv0

3. Two Content Economies Are Emerging (Exposure No Longer Pays the Bill)

For 20 years, publishing meant visibility in exchange for knowledge. Now answers stay inside machines, and content creators are being told to accept less.
https://hubs.la/Q03_LXB50

4. Your Best Buying Signals Never Make it to the CRM

Deals expand right before they close. New voices enter, urgency rises, and the most valuable signals never make it into the CRM that’s supposed to catch them.
https://hubs.la/Q03_LWmH0

5. The Social-to-Search Halo Effect SEO Isn’t Measuring

Not all demand starts with a query. Some of it starts with a feeling that sends people searching days later. Ignoring it means letting curiosity resolve on someone else’s terms.
https://hubs.la/Q03_LZxs0

We’ve moved past organic guarantees.

Today, reach depends on systems that can actively shape demand:

AI for discovery.
Ads for paid attention.

I'll show you what that setup can actually do for you. 

Pick a time: https://hubs.la/Q03_LVZR0

New Year’s Eve is behind us.

I started January 5th with a work sprint. One rock. One focus.

Here’s what separates people who adapt and those who don’t:

Most people blame external pressure. 

• War
• Gas prices
• Difficult year

Very convenient. 

Because then you don’t have to examine your own decisions.

But tough times don’t define you. You define how you respond to them.

In every downturn, a small group does exceptionally well. They didn't ignore reality. They adapted faster.

What separates them? 

Structure.

For me, 2025 was one of the best years on record. Most of that traces back to one decision: focus on recurring revenue.

Before that, my business was fragile. Revenue came in bursts. Planning felt theoretical. Every month was a reset.

That realization didn’t come from scrolling. It came from forcing the numbers to tell the truth.

Here’s what most people get wrong about planning:

They plan to feel organized, not to make tradeoffs.

Unrealistic plans create false confidence. Ignoring your capacity creates burnout. Never adjusting creates quiet failure.

The solution? Quarterly planning.

Long enough to set direction. Short enough to correct mistakes before they compound.

A real rock solves an active problem, changes future options, and creates second-order effects. If it doesn’t do all three, it’s not a rock.

Most ideas get eliminated at this stage. Nice-to-haves don’t change the game.

The cost of continuing as usual:

Busy weeks. Incremental progress. Another year where effort increases faster than leverage.

Poor planning doesn’t fail loudly. It fails quietly.

Planning isn’t about controlling the future. It’s about creating structure that allows good decisions to emerge.

The people who do well aren’t waiting for clarity. They create it.

Let’s build that structure together.

Did you know that 88% of urgent clicks go to companies located in Google's Maps Tri-Pack?

If your business is not located in first 3 spots, you are missing on fastest profit on the internet. (Here's how to easily climb to the top):

1. Fix your citations
2. Get fresh reviews (from Google Local Guides)
3. Make sure content of your site is optimized for Local SEO
4. Don't forget to double check your phone number is working

These may sound simple, but roadblock up to 7 figures annually of free orgaic traffic.

Want to learn how much revenue you're leaving on the table? 

Check out our Google Profit Gap Calculator, and ensure you take proper action.

Remember when buying online took around 20 minutes across 5 sites?

Google just shrank it to 10 seconds on one screen:

Customer asks about rugs → sees Rugs USA's 20% off → taps buy.

Curiosity hits search. Wallet hits empty.

(Keep reading for more brain-tickling updates)

1. Google’s Commerce Update Redefines the Buyer's Journey

New commerce tools link AI-driven research directly to checkout, offers, and retailer-controlled experiences inside Google Search and Gemini.
https://hubs.la/Q03-FkDM0

2. SEO in 2026 Looks a Lot Like a YouTube Strategy

AI Overviews are pulling answers from video like it’s primary evidence, turning YouTube into the center of modern SEO.
https://hubs.la/Q03-FkFx0

3. 230 Million People Already Ask ChatGPT About Health

Now OpenAI is formalizing that behavior with a locked-down Health environment, signaling a shift from casual health questions to sustained, data-grounded use.
https://hubs.la/Q03-F8-L0

4. Google Says “Stop Writing for AI” (Even If It Works Today)

Many teams are restructuring content to “please AI,” but Google just went on record saying this shortcut might age very badly.
https://hubs.la/Q03-Ff4G0

5. AI Search Is Solving the Question, Not the Market

"A feature designed to ensure completeness becomes a bug when completeness overrides utility." 
https://hubs.la/Q03-Fk_40

Google now owns the journey end-to-end. 

Profits chase whoever controls that unified experience.

Secure top visibility before Q1 slips: https://hubs.la/Q03-FcdY0

How many AI agents are currently working for you?

I help organizations turn people data into meaningful action.

With 12+ years of experience leading People & Culture strategy, I focus on aligning employee experience with business growth. My work spans startups, agencies, and enterprise teams. I partner closely with revenue and client-facing leaders to build systems that support engagement, communication, and performance.

Through Quokka Hub, I use tools like Quarterly Pulse Checks, DISC assessments, and tailored leadership workshops to surface insights on culture, engagement, and team dynamics. 

But data alone isn’t the solution... It’s what you do with it. 

That’s why I partner with leaders to translate results into clear strategies:
⇢ Designing performance & feedback systems that drive accountability
⇢ Supporting leaders of growth and delivery teams through org design and scale
⇢ Building cultures where people stay, grow, and contribute at their best

Whether inside an organization as Head of People or through short-term consulting, my approach is consistent: combine insight, strategy, and execution to create measurable impact.

Michael Franco

AI adoption is moving fast.
What isn’t?

Manager capability

Tools are being added to teams
that were already unclear on:
-priorities
-ownership
-expectations

So automation is creating overload
Not leverage

The risk with AI isn’t just fear or resistance
Leaders are not being equipped to redesign work as it changes

Most performance issues here aren’t technical
They’re managerial

As an individual
⇢Name the issues instead of working around them

As a leader
⇢Clarify roles and expectations BEFORE adding new tools

As a company
⇢Invest as much in change leadership as you do in technology


Start here
Priorities: What matters
Expectations: What good looks like
Ownership: Who's responsible for what


❓What usually lags behind when new tools get introduced?

–
♻️ Repost if this sparked something
📩 Subscribe to my newsletter via the link at the top of my profile

#ChangeLeadership #AIAdoption

Head of People | Global HR & People Operations | Multi-Region Execution (US, Europe, LATAM, APAC)

Illustration of a bicycle with a large jet engine strapped to the frame, blasting forward while the bike itself is broken—loose chain, missing gears, parts scattered on the ground. Text above reads: “AI won’t fix a broken process.” The image conveys that adding powerful technology doesn’t solve underlying process or system issues.

Watch what gets rewarded under pressure

Thats the culture

Culture doesn’t behave like a set of values
It behaves like an incentive system

We talk about psychological safety in all-hands
Then rush through 1:1s because there are “more urgent” things

We celebrate work-life balance in newsletters
Then praise whoever responds fastest at 9 pm

We say people are the priority
Then promote based on who never says no

As an individual
⇢Notice where words and behavior consistently diverge

As a leader
⇢Pressure reveals what matters more than any statement

As a company
⇢Reinforced behaviors will become your company culture

The gap between what we say
And what we reward
Is the culture

❓What behaviors tend to rise to the top under pressure?

–
♻️ Repost if this sparked something
📩 Subscribe to my newsletter via the link at the top of my profile

#PeopleAndCulture #WorkplaceCulture

Split-screen sketch illustration showing a contrast between stated values and lived culture. On the left, a bright office scene with smiling colleagues under the text “We value work-life balance.” On the right, a darker late-night scene at 11:47 PM showing a tired employee at a laptop, a message praising late work, and a red “PROMOTED” stamp. A crack divides the two sides, with the caption: “Watch what gets rewarded under pressure. That’s the culture.”

Most organizational failures don’t start with poor performance

It starts with tolerated behavior

Ignored feedback
Delayed conversations
Signs leaders didn’t want to see yet

By the time issues show up publicly
They’ve been normalized internally for a while

Culture risk is cumulative
And it’s almost always visible early
If someone is willing to look…

As an individual
⇢Notice what keeps getting excused

As a leader
⇢Address the misalignment when it's still small

As a company
⇢Treat behavior patterns and engagement data as risk data


❓What's one early warning sign leaders often miss?

-
♻️ Repost if this sparked something
📩 Subscribe to my newsletter via the link at the top of my profile

#PeopleAndCulture #leadership

Hand-drawn pencil sketch of a long boardroom table with a line of dominoes stretching across it. One domino at the front has begun to tip while the rest remain standing, suggesting a chain reaction. The room is empty, and the caption “It starts small.” appears beneath the illustration, symbolizing how small, overlooked issues can escalate into larger organizational problems.

I’m not a tech expert
But I’ve worked in tech long enough to notice something…

AI is incredible at things I don’t know

But
When it touches my area of expertise
it becomes… average

It finds the midpoint
The safest answer
The common solution

I’ve heard the same thing from engineers
AI is great at rebuilding what already exists
But struggles when it’s a new idea

I am not saying it isn’t useful
It’s just not where differentiation comes from

Our originality
Our extensive experience
In the fields we have worked to become experts in
Is where the value is

AI is an opportunity to become an architect

To design entire systems
Procedures, programs 
Whatever it is you do
But with your unique thinking
And your unique solutions
At its core

AI will not lead you
But it can support you

The advantage is still human thinking
Especially when it’s uncomfortable, opinionated, or new


❓Do you find your expertise doesn't usually give the safe answer?

–
♻️ Repost if this sparked something
📩 More People & Culture talk? Subscribe to my newsletter

#FutureOfWork #Strategy

Split illustration titled “AI is an opportunity to become an architect.” On the left, a human professional sits at a desk using a computer, thinking “What should I do…”. On the right, a futuristic, armored AI figure interacts with complex digital systems, thinking “I have a solution. Give me data on…”. The image contrasts human judgment and expertise with AI’s data-driven problem solving.

Could disengagement be misread right now?

What if people aren’t checked out?
They’re conserving energy

When context is missing
When decisions don’t connect
When priorities keep changing

People don’t always push back
Some pull inward

They do exactly what’s asked
They ask fewer questions
They take less initiative

People don’t slow down for no reason
They slow down when moving feels risky

As an individual
⇢Ask where your focus belongs

As a leader
⇢Keep your team aligned to the goal

As a company
⇢People move faster when the destination is set


❓What helps people give their best effort?

–
♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy

 #Leadership #WorkplaceCulture

Illustration of three runners crouched at a starting line on a track with many intersecting lanes, paused before the race begins. A faint word “GOAL” appears in the distance, suggesting hesitation and uncertainty before moving forward.

Most work problems don’t have one-size-fits-all fixes
But companies keep applying them anyway

Work feels harder
Delivery gets messy

So leaders reach for something universal
Mandates
Policies
Tools
RTO

But issues are usually uneven
-Some teams lack decision ownership
-Others lose work in the handoffs
-Some get stuck in approvals
-Others are overloaded

The mistake is not remote work
It’s treating every team like they have the same problem

Complex systems don’t break uniformly
So why would they be fixed uniformly?

As an individual
⇢Ask how success is defined before adjusting how you work

As a leader
⇢Fix the bottlenecks before adding new policies

As a company
⇢Design for variability instead of enforcing uniformity


❓What kinds of problems get oversimplified most often?

–
♻️ Repost if this sparked something
📩 Subscribe to my newsletter via the link at the top of my profile

#OrganizationalDesign #Leadership

Illustration showing a single policy causing four different issues: no clear owner (people pointing at each other), stuck in approvals (overflowing paperwork and a clock), overloaded (person carrying too many boxes), and lost in handoffs (papers falling between hands). Caption reads: “One policy. Four different problems.” and “Complex systems don’t break evenly.”

Top 5 people mistakes growing teams make

Growth is exciting
More pressure
More revenue
More scope

And that’s when these problems usually come up:

1) Adding tools before fixing workflows
→Tools scale confusion before they scale clarity

2)Promoting people without changing how they’re supported
→New roles need new skills, not just new titles

3)Treating engagement as an annual event
→Early warnings will show up before performance drops

4)Expecting alignment without documenting decisions
→If it’s not documented or systemized, it doesn’t scale

5)Avoiding hard conversations to keep things moving
→What you delay now becomes a bigger issue later

Scale fails when systems & communication lag behind growth

As an individual
⇢Show risks early before they become rework

As a leader
⇢Develop and empower people before the next stage demands it

As a company
⇢Systems first. Tools second. Headcount last. 


❓What other growing pains have you seen?

♻️ Repost if this sparked something
 DM Michael Franco for People & Culture strategy

 #Leadership #StartupGrowth #PeopleStrategy

Top_5_people_mistakes

Does your company want innovation?
Are you looking for your team to innovate?
Then stop hiring people who think exactly like everyone else

There is a difference between culture fit
And culture add

Culture does not improve through sameness

Create some productive tension
Find someone who notices what others stopped questioning

Companies & Leaders: 
⇢Hire for shared standards, not shared personalities
⇢Look for people who challenge how the work gets done
⇢Diverse experience, diverse background, and diverse thinking

If your culture cannot handle respectful disagreement
It sits on a fragile foundation


❓When has not fitting in helped your team?

–
♻️ Repost if this sparked something
📩 More People & Culture talk? Subscribe to my newsletter

#PeopleAndCulture #HiringStrategy

Minimal illustration showing a row of identical outlined squares in black, followed by one green hexagon connected to a glowing green lightbulb. Text reads: “Sameness may feel safe but… It doesn’t innovate.” The image emphasizes how difference and new thinking drive innovation.

Companies collect a lot of employee data
But what is done with it?

Employee experience platforms are a multi-billion-dollar market now
Yet engagement scores remain flat across many industries

If you do nothing with the data
Surveys are useless
Why?

Because data does not improve experience
Leadership behavior does
Taking action does

If the data points to an opportunity to improve
It is so important to take it

Otherwise…
The data quality will diminish

Because why be honest
If nothing ever changes

As an individual
⇢Don’t wait for a survey to suggest improvements

As a leader
⇢Act on the data, acknowledge feedback, plan the action

As a company
⇢Get regular data and act on it to ensure the data quality remains


❓What decision has your people data changed recently?

–
♻️ Repost if this sparked something
📩 More People & Culture talk? Subscribe to my newsletter

#PeopleAndCulture #EmployeeExperience

Illustrated graphic showing a large pipe pouring icons representing surveys, charts, messages, and metrics into a trash can labeled “Employee Data,” under the headline “Why collect it if you won’t use it?”, symbolizing employee feedback and data being collected but discarded without action.

Only 64% of employees say they can comfortably cope with their workload

That means 1 in 3 people aren't thriving at work
They’re enduring

Has coping become acceptable?

Not sustainable capacity
Not healthy performance
Just… getting through it

When systems ask people to absorb what should be redesigned

That’s not resilience
That’s normalization

As an individual
⇢Notice where you're compensating for broken processes

As a leader
⇢Protect your team's capacity like you protect the budget

As a company
⇢Pay attention to where “coping” has replaced capacity planning

The question isn't whether people can cope
It's whether we should be asking them to


❓What’s often mistaken for doing fine when it’s really just coping?

–
♻️ Repost if this sparked something
📩 Subscribe to my newsletter via the link at the top of my profile

#PeopleAndCulture #LeadershipDevelopment

A visual metaphor of the "invisible weight" of disjointed tools: a man struggling under a heavy load of broken office equipment and error messages, illustrating how system failure impacts human capacity.

Work changes
Roles change with it

Sometimes redefining roles does create clarity
Clear progression can motivate people
Architecture can drive growth

Title changes are not an issue, But…

If you add new titles
You’ll also need a new structure
And then have to redesign success

If not
-Ownership is unclear
-Expectations become lost
-People are unsure of what good looks like

And this can cause frustration
And a drop in productivity

Effective role redesign requires 3 things:
⇢Clear success metrics for the role as it exists today
⇢Explicit ownership of decisions and outcomes
⇢Aligned expectations on what should be done

Title changes can support growth 
But only when they are paired with clarity

A new title can be exciting

But they need to understand
“What am I accountable for?”
“What does success look like here?”
“What comes next if I do this well?”


❓What kind of clarity has helped you grow in a role?


 –
♻️ Repost if this sparked something
📩 More People & Culture talk? Subscribe to my newsletter

#PeopleAndCulture #OrganizationalDesign

Hand-drawn sketch-style diagram showing role redesign. Job titles (Specialist, Lead, Manager) connect to Ownership, which flows into green-highlighted elements: Success, Accountability, Decision Authority, Responsibilities, and Support. These link to Success Metrics, Expectations, and Outcomes. A hand is sketching the system, reinforcing that clarity and structure, not titles alone, define success.

taplio

The Battle

Brian Dordevic

Michael Franco

Followers

Posts

Engagements

Likes

Performance ScoreBrian Dordevic's LinkedIn Performance

Performance ScoreMichael Franco's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Brian Dordevic

Michael Franco

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);}Brian Dordevic's LinkedIn Performance

Performance ScoreMichael Franco's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreBrian Dordevic's LinkedIn Performance