Joel Brody

Ethical Recruitment Leader | Mid to executive-level placement | Helping Qualified Candidates Grow Their Careers by Matching Them with Thriving Companies

Six months. That’s how long a construction firm searched for their next Director of Operations.

Hundreds of resumes. Dozens of interviews. Zero results.

When the CEO finally called me, he was exhausted. The business was growing, but without the right leader in place, he was stuck in the weeds, running operations himself instead of focusing on scaling the company.

Here’s what happened next: I clarified the role, tapped into my hidden network, and within six weeks placed the leader they’d been chasing for half a year. That hire streamlined operations, stabilized the team, and gave the CEO his time back.

This is what I do.
I help mid-market and growth-stage businesses—in construction, real estate, healthcare, and e-commerce—find the executives and senior managers who can turn chaos into clarity and growth into something sustainable.

Not by flooding inboxes with résumés.
Not by recycling candidates who happen to be “looking.”
But through our Right-Fit Recruiting Method™️: deep discovery, targeted headhunting, and cultural alignment that ensures leaders don’t just stick, they scale with you.

Here’s why clients come back:

8 years recruiting across industries that don’t tolerate mistakes

92% retention rate at the 12-month mark for senior hires

A reputation as a trusted advisor to CEOs and founders who are serious about growth

One client put it best:
“Joel didn’t just send resumes, he delivered the leader we’d been searching for. His process saved us months of wasted time and gave us the confidence to scale.”

At the end of the day, I’m not just a recruiter. I’m a headhunter.
I don’t stop until the right leader is in the seat.
I don’t just fill roles, I help companies build futures.

Outside of work, you’ll find me with my family and involved in my community. That same people-first mindset drives everything I do: relationships first, results always.

Looking to make your next senior hire the right one? Let’s talk about how we can find your perfect fit.

Executive Level Recruiter

You want the salary of a C-suite — with the mindset of a coordinator.

You told me:

  “I’m looking for 300K+.”

Then you:

• Complained about having too many meetings
• Said, “I prefer to be told what to prioritize”
• Asked about vacation policy before KPIs

That’s not executive behavior.

That’s entitlement.

You want the title?
Show up like someone who builds the ship — not someone waiting for the deck chair assignment.

Leadership isn’t about compensation.
It’s about capacity.

Stop asking for the top seat if you’re not willing to take the wheel.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Moshe Turned Down the Bigger Offer

We were down to two offers.
Moshe had one from my client, and another from a bigger competitor with more money and perks.

He took the smaller one.

When I asked why, he said:
“I’m not chasing the best package. I’m chasing the place where I can make the biggest impact.”

Within a year, he’d rebuilt the sales structure, opened two new territories, and doubled revenue.

The competitor? Still looking for the right person.

Lesson: Strong leaders choose impact over comfort — and it pays off for everyone.

—

I help companies attract leaders who care about building something that lasts.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

This makes my blood boil.

A candidate reached out this week — frustrated, embarrassed, and honestly, let down.

Here’s what happened:

A recruiter sent her to an interview with:
❌ No job title
❌ No job description
❌ No salary range
❌ No prep call

Just a calendar invite with a time and address.

When she asked about pay, the recruiter told her:
“Just ask for whatever you think is fair.”

That’s not recruiting. That’s negligence.

And it got worse.

The employer didn’t even know who he was meeting.
No context.
No background.
Just awkward silence until the candidate — my candidate — had to sell herself and rebuild trust that the recruiter should’ve built before she walked in.

The result?
She’s so good she turned it around and got the offer anyway.

But let’s be clear:
That doesn’t make the process okay.

It makes the recruiter look lazy.
It makes the company look sloppy.
And it makes candidates lose faith in the entire industry.

Recruiting isn’t:
🚫 Throwing resumes at open chairs
🚫 Sending unprepared people into rooms
🚫 Hoping someone sticks

Recruiting is:
✔ Respecting the candidate’s time
✔ Preparing both sides for success
✔ Protecting the reputation of the client

This industry has enough bad actors.
If you call yourself a recruiter, act like one.

Because when you cut corners, everybody loses.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Inflation Is Real. So Is Accountability.

Yes, inflation is squeezing everyone.
Yes, costs are higher.

But here’s the mistake I see:

Candidates using inflation as a reason to ask for more money —
without showing more value.

Inflation doesn’t make you worth more.
Your impact does.

The market is ruthless about this now.
Companies are asking tougher questions:

• How have you grown revenue?
• How have you lowered costs?
• What proof do you bring that you’ll pay for yourself in the first year?

If you can’t answer that, the number you’re asking for doesn’t matter.

—

I help companies cut through inflated asks and hire people who prove their worth.

This market doesn’t reward excuses.
It rewards execution.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Market Isn’t “Tough.” It’s Different.

Everyone says hiring is hard.
But I see companies making offers every week.

The difference?
They’re not hiring the same way they did in 2019.

They want people who:
• Automate with AI instead of adding headcount
• Think in terms of leverage, not hours
• Bring fresh, modern skills that outsmart the team they’re joining

The market hasn’t stopped.
It’s just reset.

—

And if you haven’t reset with it, you’ve already fallen behind.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

It’s Not a “Tough Market.” It’s a Reset.

Everyone’s saying how hard the job market is.
It’s not.

It’s just different.

Before Covid:
Salaries matched skills.
Experience mattered.
Hiring was disciplined.

During Covid:
Money flowed.
Demand spiked.
People got jobs (and paychecks) they never would’ve landed otherwise.

Now?
We’re back to discipline.
Back to proof of impact.
Back to “show me what you’ve built, not just what you’ve titled yourself.”

That’s not a bad thing.
It’s a reset.

And the ones who can’t handle it?
They never belonged in those roles to begin with.

—

I recruit for long-term value, not short-term hype.
If you want leaders who outlast the cycles — that’s my lane.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Companies Don’t Pay for Time. They Pay for Value.

Too many candidates still think:
“I’ve been here X years, so I deserve Y salary.”

Wrong.

Companies don’t buy years.
They buy results.

• Can you increase revenue?
• Can you cut costs?
• Can you outthink the competition?
• Can you take pressure off the founder?

That’s the currency that pays.
Not tenure.
Not titles.
Not years served.

In this market, the only question that matters is:

“What’s the measurable value you bring on Day 1?”

—

That’s what I help founders identify.
Not who’s the loudest.
But who makes the biggest difference.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Stop Blaming Burnout on Employees

Too many execs treat burnout like a weakness.
“Maybe they weren’t cut out for the role.”
“Maybe they couldn’t handle the pace.”

That’s cowardice.

The truth:
Employees don’t burn out because they’re soft.
They burn out because leadership is sloppy.

Because bad managers create chaos.
Because priorities change daily.
Because no one has the courage to say no.

🔥 Burnout isn’t an employee failing.
It’s an executive failure.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

One kind moment can change everything.

I’ve seen it happen too many times to ignore.

A burned-out employee on the edge of quitting.
A high performer who finally cracks under pressure.
A candidate who just needs one person to believe in them again.

And then someone — a real leader — steps in.
Not with numbers. Not with a speech.
But with something simple like:
“Take the time you need.”
or
“I see you. I believe in you.”

That’s what people remember.

Not the quarterly targets.
Not the performance reviews.
But how you made them feel when things were hard.

Because leadership isn’t measured in metrics — it’s measured in moments.

Here’s what real leadership looks like in practice:

1️⃣ See the person, not just the position.
They’re more than their job title.

2️⃣ Check in before you check performance.
It costs nothing and builds loyalty that lasts.

3️⃣ Allow space for off days.
Even the best people need to breathe.

4️⃣ Call out potential when you see it.
Confidence grows where belief is spoken.

5️⃣ Show your scars, not just your success.
Authenticity builds trust faster than perfection ever will.

6️⃣ Be the calm in the chaos.
Your tone sets the temperature of the room.

7️⃣ Celebrate effort, not just results.
Progress is still progress, even when it’s messy.

Not everyone will match your kindness.
Some won’t notice it. Some may even take advantage of it.

Do it anyway.

Because kindness in leadership isn’t weakness — it’s courage.
It’s the decision to show up human, even when the world rewards hardness.

Be the leader they remember for how you made them feel, not for what you achieved.
Because at the end of the day, your real legacy isn’t in your title — it’s in your impact.

🔥 Question for you:
Who’s one leader whose kindness changed your path?

Post inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout Isn’t About Workload

Most companies blame burnout on hours.
“Too much work. Not enough balance.”

Wrong.

People don’t burn out from workload.
They burn out from leadership.

From bosses who:
• Micromanage every move
• Demand loyalty but never give trust
• Preach “culture” while ignoring behavior

You can work 60 hours a week and feel energized if you’re trusted, respected, and growing.
But 30 hours under a bad leader will destroy you.

🔥 Burnout isn’t about balance.
It’s about broken leadership.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The $250K Struggle No One Talks About

I spoke to a VP making $250K.

And he’s broke.

Not because of the market.
Because of choices.
Private schools.
Luxury cars.
A mortgage too big for his income.

Now he wants $350K+ — not because he’s worth it.
Because he can’t cover his lifestyle.

Here’s the reality:
Companies don’t pay for your lifestyle.
They pay for your value.

But here’s the controversy:
If a candidate is talented enough, should companies care about their personal situation?

Be honest — would you ever pay above market because you “felt bad” about someone’s life situation?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
 If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout Is a Leadership Failure

I’ve never seen a team burn out because they cared too much.

I’ve seen teams burn out because their leader:
• Changed direction every week
• Set impossible deadlines just to impress their boss
• Took credit for wins and blamed others for losses

That’s not “fast-paced.”
That’s reckless leadership.

🔥 Burnout isn’t a worker problem.
It’s a management problem.

And if your people are dropping like flies?
Don’t blame resilience.
Look in the mirror.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

I Rejected the “Perfect” Candidate.

💥 I rejected a rockstar candidate last month.

Flawless resume.
Big logos.
Strong references.
The client was ready to sign.

Then he showed up late to the final round.
Dismissed concerns.
Acted like results made him untouchable.

I shut it down.

Here’s the uncomfortable truth:
Most bad hires don’t fail on skill.
They fail on ego.

And recruiters who push them through anyway?
They’re just order-takers.

Question is — would you hire someone toxic if they could deliver numbers? Or is one wrong personality enough to kill the deal?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
 If you want to see more
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Mentors Can Be Wrong

I’ve seen mentors hold people back more than bad bosses.

“Don’t take that risk.”
“You’re not ready.”
“Stay where it’s safe.”

Translation?
Stay small.

And too many careers have died playing it safe.

Yes, mentors bring wisdom.
But they also project fear.
And fear disguised as advice will kill your growth faster than failure ever will.

🔥 Listen. Learn. Respect.
But don’t confuse caution with truth.

Sometimes the riskiest move is the one you don’t take.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The biggest misconception in business?
That if you care about purpose, you shouldn’t care about money.

I used to believe that too.

That profit diluted meaning.
That caring about income somehow made you “less authentic.”

But here’s what I’ve learned after years of building and hiring leaders:

Money isn’t the goal — it’s the fuel.

You can’t create impact from an empty tank.
You can’t lead others when you’re constantly running on fumes.
And you can’t build a business that lasts without financial strength behind it.

The goal isn’t money for money’s sake.
The goal is freedom.

Freedom to:
→ Build something meaningful
→ Serve others without burning out
→ Provide stability for your family and your team

Somewhere along the way, people started treating profit like a dirty word.
But real leaders know this:
💡 Profit funds purpose.
💡 Stability fuels generosity.
💡 Freedom makes impact sustainable.

Because if money alone was the answer, every high earner would be fulfilled.
But they’re not.
Because purpose gives money direction.
And money gives purpose legs.

You need both.

At the end of the day, money isn’t proof of worth.
It’s a tool — one that lets you serve, build, and lead without limits.

🔥 So here’s the question:
Are you chasing income, or building freedom?

Post Inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Market Has Changed. Candidates Need to Catch Up.

For years, people coasted.
Salaries went up.
Opportunities fell into laps.
Recruiters chased them.

That world is gone.

Today, companies aren’t hiring for potential.
They’re hiring for proven results.
For people with direct, related experience who can add value immediately.

This isn’t unfair.
It’s reality.

Founders can’t afford 6-month learning curves.
They need leaders who can step in, own the role, and outperform the team around them.

That’s the reset.
Not fewer jobs.
Not impossible standards.
Just higher expectations.

—

I help companies find those leaders.
The ones who don’t just fill the seat — they raise the bar for everyone else.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Fire the Rockstar?

Every leader faces this dilemma:
What do you do with a toxic top performer?

They hit targets.
They close deals.
They deliver results no one else can.

But they also:
Destroy culture.
Drive good people away.
Make the room colder every time they walk in.

Here’s the truth:
One “rockstar” can cost you ten quiet performers who make the team actually work.

🔥 Numbers aren’t worth it if trust is broken.

So here’s the real question:
Do you fire the superstar to protect culture?
Or let culture die slowly in exchange for results?

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout = Betrayal

People don’t burn out because of hard work.
They burn out because of broken promises.

• The raise that never came
• The promotion “next year” that vanished
• The leader who said “we’ve got your back” — then disappeared when it mattered

That’s not stress.
That’s betrayal.

🔥 Burnout is what happens when trust dies.

And the sad part?
Leaders blame “the market.”
When in reality, it was their own dishonesty.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Companies Don’t Pay for Lifestyles

Too many candidates confuse value with bills.

“I need a raise — my mortgage went up.”
“My kids’ tuition is crushing me.”
“Groceries are more expensive.”

Here’s the truth:
Companies don’t pay for lifestyles.
They pay for impact.

Raise requests based on expenses fall flat.
Raises based on measurable results get approved.

If you want more money?
Bring more value.
Cut costs.
Drive growth.
Outsmart the competition.

Because the market doesn’t care about your budget.
It cares about your output.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Ever hire a star… only to watch them check out within months?

Great interview. Smooth onboarding.
❌ Then gone.

Not because the hire was weak.
But because the environment was.

People don’t quit jobs.
They quit cultures that:
➟ Glorify burnout as “growth”
➟ Preach values but ignore integrity
➟ Demand loyalty at the expense of health

The fix isn’t pizza Fridays or gym stipends.
It’s leadership.

Leaders who…

❌ Don’t confuse obedience with trust
✅ Do create space for honest pushback

❌ Don’t reward sacrifice as proof of loyalty
✅ Do respect boundaries and model balance

❌ Don’t pretend to have every answer
✅ Do ask questions that open the room

Perks don’t keep talent.
Trust and culture do.

🔥 So before you blame “talent shortages,” ask yourself:
What is it about your leadership that makes people disengage?

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Pavle Lucic

Toptal

• Worked as a senior designer for multiple Toptal clients across industries including fintech, SaaS, e-commerce, healthcare, and education
• Embedded into client teams to lead UX strategy, interface design, and product ideation from discovery to delivery
• Conducted user research through stakeholder interviews, surveys, and usability testing to identify pain points and inform product direction
• Created UX deliverables including user personas, journey maps, task flows, site maps, and information architecture
• Designed wireframes and high-fidelity prototypes in Figma, with strong emphasis on accessibility, responsiveness, and design systems
• Led branding efforts for new startups by designing logos, color systems, typography, and visual identities aligned with business goals
• Prototyped complex UI interactions and animations to communicate design intent and validate early concepts
• Collaborated with product managers, developers, and QA in Agile/Scrum environments, using Notion, Jira, Slack, and Trello
• Delivered complete design documentation and developer-ready assets with consistent spacing, behavior rules, and naming conventions
• Maintained client communication, presented design rationale, and adjusted based on real-time feedback and analytics

Senior UI/UX Designer

HOTOVO

• Lead UX designer embedded in cross-functional product teams, designing platforms for clients in AI, telecom, and industrial automation industries
• Designed core user experiences for: A call center software platform used by thousands of support agents across Europe, A water treatment monitoring system with complex IoT dashboards and maintenance scheduling, An internal AI model management tool used by machine learning engineers to monitor performance and retrain models
• Conducted in-depth UX discovery through stakeholder interviews, technical workshops, and field research to understand industry-specific needs
• Created wireframes, user flows, and high-fidelity prototypes in Figma, tailored to different user types including technicians, operators, and admins
• Developed component-based design systems from scratch in Figma
• Led usability testing sessions with real users, synthesized findings, and iterated based on friction points and feature gaps
• Worked closely with developers and product owners using Jira, Slack, and Notion, ensuring clear specs and fast handoff
• Mentored junior designers and introduced scalable processes for feedback, QA, and design documentation
• Advocated for accessibility, responsive design, and real-world constraints (e.g., mobile in-field use, poor connectivity scenarios)
• Delivered UX aligned with business KPIs including increased feature adoption, reduced onboarding time, and improved task completion accuracy

Senior UX Designer

Legalcom Group

• Led UI/UX and frontend efforts for a portfolio of legal tech and SaaS platforms, serving law firms and internal business operations
• Designed responsive web applications for contract management, document automation, and compliance dashboards tailored to legal professionals
• Created and maintained multiple brand identities and style guides across the company's product ecosystem, ensuring visual consistency and professionalism
• Developed scalable design systems in Figma, integrated into development via Storybook, with comprehensive documentation for engineers
• Produced marketing and branding assets including landing pages, digital campaigns, motion graphics, and illustrations for B2B legal audiences
• Built and maintained a network of WordPress-based websites for different legal subsidiaries, optimizing for SEO and conversion performance
• Conducted usability testing sessions and internal UX audits to identify friction in onboarding, navigation, and form-heavy workflows
• Implemented iterative improvements based on A/B testing, user feedback, and product analytics
• Collaborated with product managers, copywriters, and frontend engineers to align UX direction with product-market fit and business goals
• Delivered HTML/CSS prototypes, conducted browser testing, and supported dev handoff with well-documented specifications
• Managed design task boards, assigned and reviewed deliverables from junior team members, and introduced feedback rituals to improve creative output

UI / UX designer & UI Developer

TomTom

• Contributed to the design of navigation software interfaces used in partnership with major car manufacturers across Europe and Asia
• Created pixel-perfect UI layouts, visual assets, and responsive components for in-car and mobile navigation apps
• Participated in the development and maintenance of design systems, including icon libraries, typography scales, color systems, and layout rules used by multiple product teams
• Collaborated closely with UX researchers and product teams during design sprints to translate complex navigation scenarios into intuitive UI patterns
• Worked directly with engineers to ensure accurate asset delivery, alignment with design specs, and smooth handoff using Zeplin and Sketch
• Participated in product workshops, heuristic reviews, and cross-team feedback sessions to align user needs with technical feasibility
• Adapted designs for embedded systems and smaller screens, taking into account driving scenarios, glanceability, and limited touch interaction windows
• Supported localization efforts for multilingual interfaces, accounting for layout constraints and right-to-left formatting
• Helped refine prototyping standards and reusable UI elements, ensuring visual and functional consistency across TomTom's product ecosystem

Visual Designer

ActivityFan

• Designed and developed web and mobile interfaces for an online travel and activity booking platform serving both B2B (tour providers) and B2C (end users)
• Created UX flows, wireframes, and high-fidelity prototypes for search, booking, checkout, vendor dashboards, and calendar management tools
• Designed the core UX of two distinct portals: A customer-facing portal for discovering and booking experiences, An organizer-facing dashboard for event creation, schedule management, and analytics
• Built functional HTML/CSS prototypes to test booking interactions and reduce drop-off at checkout
• Developed reusable UI components and organized them into a structured design system using Figma and Sketch
• Designed and deployed email newsletters, product update emails, and promotional campaigns with a focus on conversion
• Produced complete sets of marketing assets, including banners, landing pages, app store visuals, and presentation decks
• Led the creation of brand-aligned visuals, including custom icons, illustrations, and infographics for both app and marketing use
• Supported branding efforts by refining logos, color palettes, typography, and image direction for different segments (adventurers, corporate clients, families)
• Edited and repurposed video content for promotional use, platform walkthroughs, and vendor training using Premiere Pro
• Collaborated across teams to align product UX with seasonal marketing campaigns and SEO-focused landing strategies
• Suggested key UX improvements based on behavioral analytics and customer feedback, helping reduce friction in booking and onboarding flows

UI/UX Designer

Your Bourse

• Designed and developed end-to-end UI/UX for a fintech SaaS platform, supporting real-time trading data, account analytics, and liquidity management
• Built user-friendly dashboards and admin tools for brokers and analysts, focused on clarity, accessibility, and real-time interaction
• Created wireframes, high-fidelity mockups, and clickable prototypes using Figma, Adobe XD, and InVision, mapping workflows for multi-role users
• Delivered frontend code for core interfaces using HTML5, CSS3, SASS, and vanilla JavaScript, ensuring pixel-perfect accuracy to design
• Developed and maintained a component-based UI kit and documented design system for consistent product evolution

Dynamint

• Company Overview: Founded and ran a small domestic design agency focused on delivering custom web design and branding solutions to Serbian businesses.
• Founded and ran Dynamint, a small domestic design agency focused on delivering custom web design and branding solutions to Serbian businesses
• Designed and developed static HTML websites, WordPress themes, and dynamic CMS-powered platforms for clients across industries including retail, legal, healthcare, and education
• Built custom WordPress themes from scratch, and customized existing themes for performance, SEO, and visual consistency
• Created complete brand identity packages including logos, color palettes, typography systems, and brand manuals
• Managed Google Ads campaigns, including search network setup, creative ad copy, and budget optimization for client lead generation
• Implemented on-page SEO optimization, structured metadata, sitemaps, and analytics integrations (GA, GTM) to improve search rankings
• Provided ongoing website maintenance, content updates, and bug fixing for long-term clients
• Developed pixel-perfect responsive layouts using HTML5, CSS3, and basic JavaScript, ensuring compatibility across devices and browsers
• Designed visual assets for marketing campaigns - including banners, social media graphics, and print-ready flyers
• Delivered 1-on-1 training for clients on how to manage their WordPress websites, update content, and maintain basic SEO hygiene
• Operated all aspects of the business - from sales and client onboarding to design execution and delivery - building strong client relationships through personal consultation and quality execution
• Founded and ran a small domestic design agency focused on delivering custom web design and branding solutions to Serbian businesses.

Founder & Web developer

VCA doo

• Designed and developed a company website and internal web app UI
• Created static and interactive graphics, infographics, and onboarding visuals
• Designed and edited animated videos using After Effects and Premiere Pro
• Supported branding efforts with consistent, responsive digital assets

Web Designer

LCB.org

• Designed and developed UI components for a casino and game review platform, targeting both casual players and affiliate partners
• Created responsive layouts and content blocks for casino reviews, game breakdowns, bonus offers, and player ratings using HTML5, CSS3, and jQuery
• Built functional interactive prototypes for category navigation, game filtering, and user rating systems
• Designed branded email newsletters promoting new bonuses, site updates, and affiliate offers using responsive templates
• Produced promotional assets, banners, and landing pages for seasonal campaigns and partner-sponsored events
• Collaborated with content teams to design structured layouts for long-form game reviews, ensuring readability and engagement across desktop and mobile
• Created icons, micro-illustrations, and promotional graphics tailored to the online gaming and casino audience
• Worked with affiliate marketing tools, including tracking pixel implementation and A/B-tested CTAs for partner click-through optimization
• Supported SEO and conversion efforts by designing fast-loading, mobile-friendly visual content aligned with high-traffic keywords
• Ensured visual consistency across all casino categories, game types, and promotional areas by maintaining a style guide and reusable UI kit

Societe Generale

• Designed and developed responsive websites, landing pages, and campaign microsites for the bank's primary marketing channels
• Contributed to the design and maintenance of the bank's main corporate website, ensuring alignment with brand guidelines and accessibility standards
• Created digital assets for seasonal promotions, online banking tools, and service pages - optimized for both desktop and mobile experiences
• Designed and implemented landing pages for credit card applications, savings calculators, loan offers, and other high-conversion funnels
• Collaborated with developers to ensure seamless integration of UI designs using HTML/CSS, and provided QA feedback on layout fidelity
• Participated in cross-functional workshops with product, marketing, and legal teams to align messaging, visuals, and compliance
• Created banners, hero visuals, and product illustrations for use across web, email, and ATM interfaces
• Supported early-stage design exploration for the bank's mobile app features, contributing UX ideas and interface patterns
• Handled integration of tracking pixels, campaign UTM codes, and Google Analytics tags for performance tracking and analysis
• Delivered clean, consistent, and on-brand designs for both static and interactive content - adhering to both internal guidelines and industry best practices
• Worked under tight banking compliance and data privacy constraints, ensuring visuals and flows followed proper approval workflows

• Authorized card transactions for business and retail clients
• Monitored fraud, blocked suspicious cards, and activated new accounts
• Created financial reports and ATM monitoring dashboards
• Provided ongoing card-related support for 100+ branches across the country

Card Authorization Officer

Senior UI/UX Designer @ Toptal | Prototyping, Branding, UI Development

I am a Senior UI/UX Designer at Toptal, a network of the world's top 3% of software engineering, design, and finance talent. With over 10 years of experience in the design industry, I have a proven track record of creating visually engaging and user-friendly interfaces for in-car navigation systems, SaaS apps, and marketing websites.

My background in business and economics gives me a unique perspective on how to design UX and UI that are not only aesthetically pleasing, but also functional, efficient, and user-friendly. I am passionate about solving complex problems, collaborating with diverse teams, and learning new skills. I am also Adwords Search Certified, which demonstrates my ability to optimize the online presence and performance of my clients. My goal is to help tech companies increase their revenue by improving the user experience of their products.

Senior UI/UX Desiger

I’ve worked with people who:

– Freeze in interviews
– Struggle to explain their work
– Completely undersell themselves

…and yet?

They deliver.
They lift others up.
They get the job done.

They’re phenomenal teammates.

If someone stumbles in a 45-minute interview,
it doesn’t mean they’ll stumble on the job.

It might just mean they’re human.

P.S. Do you agree?

(Repost if you like this post ♻️)

Senior UI/UX Product Designer | UX Strategy | Figma

No alternative text description for this image

I once told a junior designer:

“You are better than me.”

She froze.
Then shook her head.

But I meant it.

Her instincts fast.
Her ideas were fresh.
Her courage fearless.

We spend so much time chasing recognition that we forget how powerful respect can be.

Better designers don’t diminish you.
They define what’s next for you.

When you respect greatness without envy, you create room for your own.

Respect over recognition. Always.

P.S. Who’s one designer you quietly respect more than anyone else? Tag them.

17 honest tips for designers who deal with endless revisions

(I wish someone told me about number 11 sooner)

1. Don’t design live on Zoom → ever
2. Don’t overreact to “we’re not sure”
3. Perfection doesn’t pay → clarity does
4. Educate clients gently → not defensively
5. You teach clients how to treat your time
6. Sleep on feedback → emotions distort design
7. Every “minor tweak” adds up → charge for it
8. Document everything → screenshots save lives
9. Record Loom walkthroughs → avoid feedback loop
10. Never start without a moodboard → it saves hours
11. Boundaries in contracts → boundaries in revisions
12. “Make it pop” means “make it clear” → clarify that
13. Clients don’t hate your work → they hate surprises
14. If you define success early → revisions shrink fast
15. Present your reasoning before you present your draft
16. Feedback feels personal only when you make it personal
17. Never send more than 2 options → confusion kills trust

(This could be a $499 course. But you get it free.)

Repost this for every tired designer ♻️

P.S. Which one (1–17) hits hardest for you?

The biggest UX copy mistake?

Don’t write to explain. Instead write to connect.

I've reviewed 100+ design projects. 
And most of them…

Have the copy written in passive voice.

Passive voice feels it’s safer.
Passive voice feels it’s formal.
Passive voice feels “neutral.”

It’s not. It’s distant.

“Your account has been suspended” → feels cold.
“We paused your account” → feels human.

See the difference?

Simple. 
Active. 
Reassuring.

Users don’t care about grammar. They care about tone.

You don’t need to sound official. 
You need to sound helpful.

And tone is how you make them feel while they read.

(Repost this reminder for your UX team ♻️)

P.S. Which sounds better to you:
“It has been updated” or “We updated it for you”?

6 optical alignment myths I still hear in design teams

(Repost this to help bust them ♻️)

1. "Centering icons by math makes them even."
→ Reality: Circles, diagonals, and irregular shapes need visual offsets to look centered.

2. "Aligning by bounding box is accurate."
→ Reality: Bounding boxes lie (especially with letters like ‘O’, ‘T’, and ‘A’)

3. "Text and shapes should share the same baseline."
→ Reality: Typefaces have optical illusions built in

4. "Auto-layout = perfect spacing."
→ Reality: Optical spacing depends on shape, not pixels.

5. “Equal padding = visual balance.”
→ Reality: Your eye doesn’t measure, it feels. Some sides will always need more.

6. "Developers will fix alignment in code."
→ Reality: If it looks wrong in the design file, it’ll look worse in production.

Design is 50% math, 50% perception.

The trick? 

Stop trusting rulers. Start trusting your eye.

P.S. Which one caught you off guard?

LinkedIn App Challenge

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LinkedIn Login, Sign in | LinkedIn

li_at

Talks about #uiux, #webdesign, #uiuxdesign, #uxdesigner, and #productdesigner

I’ve read tons of design books.

But I learned the most from:

1. Client feedback at 11 PM.
2. Buggy interfaces at launch.
3. Watching someone struggle to use my work.

Design education is helpful.

Design humiliation is unforgettable.

 Repost ♻️ if pain was your best teacher.

P.S. Do you think design school prepares you for the real world?

You might want to save this one.

It shows how to create a paper-like effect on any corner and any shape.

And no you don’t need plugins, 3D tools, or magic.
Just 2 layers, gradients, and a little patience.

I’ve been sharing Figma tricks for years.
But this one… this one’s special.

Because it feels real.

Save it.
Practice it.
Use it often.

Because this fold effect turns flat designs into felt designs.

Repost to help other designers ♻️

Paper like design effect

I turned down $15,000 last quarter.

Not because I didn’t need the money.

But because the client gave feedback like this:

“I don’t want to explain my taste. You’re the designer.”
“I don’t do multiple meetings. Just send options.”
“This should just feel right without discussion.”

Here’s what I’ve learned:

The worst projects don’t start with low budgets.
They start with low respect.

Every designer reaches a point where they stop chasing every dollar and start protecting their energy.

Trust is the real currency in design.
Trust that you understand their goals
Trust that they’ll respect your process

Trust that if it’s not “perfect” on version 1, they’ll stay calm

I’ll always bet on clients who communicate clearly, not those who pay fast but disrespect the craft.

That $15k? I made it back in 3 weeks.

Better clients. Better collaboration. Zero stress.

P.S. Did you have clients like this?

Clients don’t just want finished designs.

They want to know:

How long did this take?
Where did you get stuck?
When can I see the next part?

Most missed deadlines happen between updates.

Silence creates stress.
Stress creates urgency.
Urgency breaks trust.

So I changed one thing: I show the process.

Even if it’s rough.
Even if it’s early.
Even if it’s just 30% done.

Because once clients see progress, they stop panicking.
And once they stop panicking, I can actually create.

Designers: stop hiding behind the “perfect reveal.”

Timelines survive when transparency shows up early.

P.S. Do you include clients in the process?

(Repost if valuable ♻️)

What makes you different from other designers?

Your layouts? Maybe.
Your tools? Not really.
Your colors? Sometimes.

Want to stand out? Choose fonts like you mean it.

Most designers grab whatever’s trending.
Some rely on the same 2–3 safe fonts.
Few actually understand what a font says.

But you? You go deeper:

You pick fonts based on tone, not taste.
You make even simple words sound different through design.

That’s design mastery.

Fonts aren’t details. 
Fonts are decisions.

And decisions build brands.

(Repost if font choice is the first thing you notice in any design ♻️)

P.S. What font are you using too much lately?

I just helped 1 startup improve onboarding flow.
(with zero redesigns)

The fix? Moving labels.

Not joking.

I didn’t add fancy animations.
I didn’t touch the color palette.
I simply placed labels above input fields.

The result?

Abandonment rate halved
Completion time down by 27%
Users stopped rage-clicking “Next”

The best part? 

Founder feedback:
“We can’t believe something this small made that big a difference.”

This is how I build trust with clients not through aesthetics, but through outcomes.

Small change. Huge clarity.

Agree?

P.S. When was the last time you tested your form labels? (No? Time to do it!)

Everyone’s obsessed with “minimum viable product.”
But the real key is minimum viable design.

Design just enough to test the problem.

The fewer layers you add, the clearer your feedback becomes.

Here’s what I now strip out of every MVP:

- Branding
- Extra pages
- Complex onboarding
- Microinteractions that delay launch

Here’s what I keep:

- Clear navigation
- One key flow
- Obvious CTAs
- Measurable feedback loops

Every unnecessary detail dilutes the insight.

Designing MVPs isn’t minimalist.

It’s intentional.

(Thanks for the repost ♻️)

P.S. “Simple” doesn’t mean lazy it means laser-focused.

My son’s first steps → felt like seconds.
His first day at kindergarten → felt like minutes.
His first “I love you dad” → felt like forever.

Time plays favorites like that.

The first years of parenthood?
They vanish fast.

I used to spend 10 hours a day chasing goals.

Now, I spend one hour chasing giggles and somehow, it feels more productive.

Career milestones come and go.
Childhood doesn’t.

And the truth is…

We’re not losing time.
We’re living it in small, beautiful doses ❤️.

P.S. What’s one small moment you’d relive if you could?

taplio

The Battle

Joel Brody

Pavle Lucic

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Performance ScoreJoel Brody's LinkedIn Performance

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taplio

The Battle

Joel Brody

Pavle Lucic

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);}Joel Brody's LinkedIn Performance

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Performance ScoreJoel Brody's LinkedIn Performance