Clark Willcox

I help recruiters + consultants build and leverage their brand to attract more of their ideal clients (and candidates).

You didn't become successful by accident.

You got there by making more calls, closing tougher roles, and outlasting everyone who quit early. 

You built real skill, running great meetings, understanding the market, and delivering results that speak for themselves.

But today, being a high performer isn’t enough to get new business. Or even referrals.

The digital landscape is louder, more crowded, and full of “AI-first” recruiting agencies that look polished online but crumble once a real sales conversation starts. They don’t have your experience, your instincts, or your ability to run a consultative call.

You still win the meeting.

You’re just not getting enough of the right meetings.

That’s the real problem, not your ability, but your positioning.

Most top recruiters never learned marketing. Why would you? 

You were too busy billing. But in today’s market, authority is currency. And if your ideal clients don’t see you as different before the call, they assume you’re the same as every other recruiter DM’ing them.

That’s where I come in.

We’ve helped 100s of recruiters + consultants create consistent inbound demand, elevate their authority, and regain clarity and time.

You don’t need more tech.
You need a better strategy and likely someone to run it for you.

To get what you want which is...

Shorten sales cycles
Book more warmed-up calls
Increase client quality
Use their story, skill, and expertise as a competitive edge

In short, you stop chasing and you stop 

And we do the work for you, strategy, messaging, content, outreach, and systems.

No more pointless cold calling.
No more AI fluff.
No more tech stack collecting dust.
No more roles that were never going to close.

Your experience is your leverage.

I help the market finally see it.

How we can help:
Fractional Sales + Marketing: I run your entire inbound + outreach engine.
LinkedIn Sprint: A fast, proven campaign and content system.
Digital Recruiter Academy: Build a full-funnel recruiting business.
1:1 Coaching: Customized growth and positioning strategy.

“Every post I make, I get an inbound lead.” - Rachel Brown, Founder + PT Recruiter

A little more about me:

10+ years in recruiting and sales, door-to-door, agency, entrepreneurship. I’ve failed, rebuilt, and grown through every season. By the grace of God, I went from being orphaned to having a family of my own and a career I love.

Message me if you’re ready to market like a top performer, not a commodity.

Founder

Growth partner to solo recruiters and small recruiting agencies. 

Need to improve your LinkedIn presence + outbound/inbound approach?

Looking to train up your current crop of recruiters?

Looking to add candidates with potential and a training partner to help them achieve it?

Welcome to the Digital Recruiter

https://testimonial.to/recruiter-accelerator/all

“You guys are awesome and have taken a huge burden off of my shoulders.  Trying to build a business (unexpectedly) while navigating my husbands career demands, my family demands is majorly stressful. You totally delivered and I can focus on what I’m actually good at.”

Tara Rochelo, Founder, Four Corners Search

Let’s see how we can help:
https://calendly.com/thedigitalrecruiter/strategy

Who was cutting onions here? 

Watching this with my almost 1 and 3 year old boys, getting the oldest to do his first U-S-A chant when they won in OT… super fun.

Then team USA showed what brotherhood and being proud of where you’re from and not forgetting your missing brethren other families….

Waterwork city. 

Good one them for keeping Johnny Gaudreau’s legacy going and making sure his children know the positive impact he had. 

Having lost parents at a young age, pictures are a thousand words but the greatest gift is hearing stories from family and friends about who they were. 

God bless those kids 🙏🏼

Founder @ The Digital Recruiter || Fractional Sales + Marketing || We fix and create your business development engine so your prospects actually start responding to you

No alternative text description for this image

My man, Greg Fischer, CPP 👊 

This is all him btw. I gave him pointers and bumpers, but he is consistent with posting and engaging with his market. 

It's been incredible to witness and raises my own bar for staying consistent.

"The market's been tough for all recruiters, right?"

No, not necessarily.

Is money falling out of the sky like 2021-2022? No. And if you thought that could last...

Come on now. Let's live on Earth together. 

What you're experiencing.

Companies being much pickier.

But they are still hiring.

This is a game of musical chairs. 

And you can level up, figure out the competition you're up against.

Don't rely on "what you've always done"

Learn how to evolve. 

AI is rampant? Get better at building rapport and relationships WITHOUT needing a referral. 

Always used to MPC but email slowed down? Figure out a new channel and approach.

Tried something and it didn't work? Try it for longer.

Or find someone that you resonate with more and try that approach.

Staying stagant and b*tching will get you exactly what you want.

Which is zero improvement.

Producers don't have time for a lengthy pity party. 

You get one night to sleep off a bad day. 


h/t Daniel Miller

Astonishing how much push back I got for saying you need great reqs first and foremost.

Why would your unicorn candidates matter at all without great roles that pay their bills and yours?

undefined undefined

The success story that almost never was....

Isaiah Gibbs booked a call then canceled! 

I asked him for his reasoning and he goes "I have LinkedIn on lock, I need BD help"

Hmm ok, well that's one of my main focuses. We should still chat.

Within 2 weeks of that conversation he had a new client.

More importantly, Isaiah was extremely coachable. And still is. 

He tried everything we discussed. And every week he was sharing a win.

Then sharing different stories he wanted feedback and support with.

There are many ways to capture ROI...and all those ways require the student to invest their energy and attitude.

Isaiah is breaking through previous ceilings, leveraging tech to buy back his time and his content is much more geared to convert quality leads.

Then his actual conversations have skyrocketed in quality. Because he knows his value prop and his boundaries. 

Put all that together, you become dangerous. 

Congrats my friend, here's to many more successes.

Recruiting Top Sales Talent for Equipment Finance & Working Capital Lenders| Founder @ Gibbs Talent Group

"The best money I've ever spent in 29 years of recruiting." 

Now, that only happens when you show up, implement, work through the struggle/pain and keep going.

That's what Dan Regovich did. 

Used to referrals and the "old way of doing things" but that wasn't enough anymore.

The system and approach was good but not enough. Anyone can sign up for automation or make some posts.

We focused on the follow up. 

What are hiring managers reacting to right now in 2026.

There's way more competition than 20 years ago. 

Understanding the landscape and reacting accordingly is critical. 

That's what leads to conversions. 

And the text that Dan sent me today.

"Top of funnel is full."

Music to my ears

If you're struggling with how to hire a good recruiter, domestic, near shore, off shore...this is who you should talk to...

Greg Fischer, CPP 

He's one of the more genuine people I've met in my life but also insanely good at what he does. Rare combo. 

He's helped us navigate hires plus giving me sound advice and feedback on ways to improvement my own management style (I'm a big work in progress).

He's gone out of his way to connect me to so many people as well and so I want nothing else except to fill up his calendar with recruiters that are serious about investing in hiring and training the right people, the right way. 

Whether you become a client of his or not, you won't regret having him in your corner and you will be more knowledgable about hiring best practices after a conversation with him.

Recruiting top 1% Recruiters Globally | Founder @ Well Oiled Machine | admittedly obsessed with the Mountains ⛰️

2 reasons recruiters don't build pipelines on LinkedIn.


1) They aren't consistent with outreach and/or content. 

I've hammered this point over and over, won't do so again right now. 

2) They don't know how to talk to people.

"but Clark, I've recruited forever, I know how to talk to people"

Candidates get a free service.

There is no cold calling a candidate.

There is no true sales.

It's more like getting people to switch energy services and they just get a lower bill. 

Getting managers to buy into you and then pay a fee.

That takes a different level of skill.

You have to know the nuance.

And have to be OK getting left on read. 

And knowing if and when to follow up directly. Or indirectly.

It's quite the web to internalize. 

The only way to win is to dive in head first, and figure it out for yourself. 

If you need help getting more reps, well that's where we come in.

Niche or don't niche? Really what you want to know is, what do people who don't know me need to see? Here's the shift you need to make....

Own your lane...don't defend it. 

The Digital Recruiter clients come in, own a lane, and go for it, get the results they want.

The people we don't work with. They waffle on a lane, are worried about having prospects tune out.

I've seen this paralyze recruiters that have relied on referrals for years. They turn to cold outreach and get frazzled. 

Worry about people that aren't relevant. 

Those prospects are almost always the ones not worth chasing. 

Stop trying to convince about prospects that will never buy.

Understand your strengths. 

Get clear on the type of business you want more of. 

And unapologetically go after it.

"I focus on relationships and rapport." 

Amazing. Now how do you scale that? 

And that right therein lies the answer as to why this platform is so powerful.

Did I scoff in 2018 when I learned people were getting clients from Facebook? Yes, yes I did.

I stopped real quick when seeing how some people had sales on autopilot.

All from digital marketing?

Yes. That's the power of taking a skilled producer, and amplifying their reach.

Not to just anyone.

But their ideal market. 

Your next great "cold" client is looking for the solution you provide.

Instead of overthinking your website, think of how you're going to get in front of them, and stay in front of them...

Without being a pest. 

Easy. Leverage your past success and experience on here in an entertaining way (you don't need video).

Connect with them. Start a real conversation. (Don't let AI write messages for you.)

Focus on them.

The formula is simple.

Executing consistently is the challenge.

If you're a hard working recruiter, that gets your client results 👇 

Get those stories out there. 

It's not just for new connections.

Your current network will notice too.

It's endless the amount of veteran recruiters we've help showcase their stories...

In a way that's relatable and readable (no AI slop)

And it's turned into immediate meetings, deals, and/or prospect awareness.

Timing is everything in sales.

Instead of only working through the call list 1 by 1.

Get in front of 1000 of them at a time. Consistently.

We can have a full month of content for you in one hour of your time.

What's the hold up?

I was poking around a client's campaigns yesterday and gave him a heads up on an old lead. What he responded with is the reason he's so successful...


"Oh ya, I emailed him last week. Trying to lock him down"

The original lead? From April 2025. 

That relentless follow up is what is key.

We help you open doors to more conversations all day.

But without staying on top of it, most leads fall through the cracks.

"We closed a $35k fee and have a $40k offer out thanks to your candidate messaging and sequence for LinkedIn." - nice voice memo to start the day with. the catch? 

"But the sales side is still TBD"

And that's fairly normal. When you're use to the cold email/call game, it can be an adjustment navigating LinkedIn and doing more rapport building.

Candidate outreach almost always clicks first. The service is free on their side, so fixing messaging to resonate more with their incentives changes their behavior quickly into what you were always looking for.

Client side? They need a bit more time to earn that trust. And that's where consistency comes into play.

Trying different wants to open up conversations. Finding ways to add value without just needing an open role.

Having "feel" is a critical part of becoming better at biz dev. When the immediate opportunity doesn't present itself, how do you approach it? 

Improving your systems and approach on the candidate side = more opportunity to get the time and reps on mastering biz dev.

What's you get all that in place, you become dynamic, and you always know how to "catch your own fish."

That's when $35k and $40k doesn't just happen on a good week, but it happens over and over again.

"I don't want to look like my feed." This is 100% the right way to think if you're a recruiter. Because most recruiters' posts aren't leading to business.

...Unless you're following a bunch of Digital Recruiter members. 

But if you're seeing a bunch of selfies, em dashes, rocketship emojis, complaining, etc...

You're right. Those people aren't building a pipeline of quality leads with that content. 

There is a formula that works.

One that when inputed with YOUR voice and stories, make it unique to you.

And that's what resonates with your market.

***Assuming you're connecting with them daily.

***And that you're profile is optimized to drive them to see you as a solution. 

See? There's a lot of pieces to put together.

And that's why people struggle with marketing.

Because it's not ONE thing.

It's all the things put together. And you have to know how to interpret the signals.

Who to follow up with. And when. And what to say.

That's how you build a pipeline. 
Warm up your sales calls. 
Close better clients. 
Raise your fees. 

If you don't want to sound like a generic recruiter on LinkedIn.

You have to be intentional in doing so.

Texas is in the house today. Got some gold to share with y'all TSRSA in about 90 minutes. Even if...

...there's a missing L in Willcox 😂 I hold no grudges

Join us on February 26th for an insightful session with Clark Willcox:
“Building a Consistent Recruiting Ecosystem”

Clark brings over 12 years of sales and recruiting experience, starting his career at Aerotek, the largest privately held staffing company in the U.S. Today, he owns and operates Digital Recruiter and Digital Recruiter Talent Group, helping firms build scalable, repeatable recruiting systems that actually work.

If you’re looking to:
✅ Create consistency in your recruiting efforts
✅ Build systems that support sustainable growth
✅ Align sales, recruiting, and digital strategy. You won’t want to miss this session.

🔗 Connect with Clark Willcox

Register now: https://lnkd.in/gWAbCuZ4 

#TSRSA #RecruitingLeadership #StaffingIndustry #RecruitingEcosystem #TalentAcquisition #ProfessionalDevelopment
Jessica Wheeler Judy Collins Nancy Martinez Beth Hammond, CTS Gayle Tapps Mike Lejeune Tiffany Wallace Ui Culbertson Chris Myers Dana Laramore, CPC

I keep coming back to the same idea when it comes to AI in recruiting...

The tool matters less than how teams actually use it.

This conversation with Josh Kirkham was a good example of that. 

We talked about where AI genuinely helps agency recruiters, where human judgment still matters, and why systems, enablement, and consistency end up being the real differentiators over time.

A lot of ground covered, from write ups and ATS hygiene to onboarding, execution, and building workflows that people actually stick with.

If you’re thinking about scale, efficiency, and sustainability inside an agency, this one is worth your time.

The episode is live now.
YouTube: https://lnkd.in/gTT6yugx
Spotify: https://lnkd.in/gRemXc5V
Apple: https://lnkd.in/gjyMprXg

podcasts.apple.com

Digital Recruiter Podcast

VP Revenue | #1 AI Assistant for Recruiting Agencies

You don’t need 2 hours to write a great LinkedIn post.

But you also don’t want AI doing all the thinking for you.

Because if it’s generic, it just adds to the noise.

Here’s a simple template that actually works:

Find a real hiring problem your market is feeling.

(Too many interview steps? Offers getting rejected?)

Share your insight.

“I worked with a client who had a 7-step process. We cut it to 3, got clear on the must-haves, and filled the role in weeks instead of months.”

Give a takeaway.

“If roles are sitting open, your interview process might be the issue. Simplify it.”

If you’re a recruiter doing good work

You already have stories like this.

Start writing them down.

Share what you’re learning.

That’s how you build trust with hiring managers before the first message.

"How do I come up with content?"

Here ya go....

Does your ideal client read it and think,

“Yep. That’s exactly what I’m dealing with."

That's it. The best part...

You already have this content.

It’s inside your all your discovery and client calls.

For example...you ask a hiring manager,

 “Have you worked with agencies before?”

They say yes. You ask, “What went wrong?”

They say, “They just sent resumes.” or “They didn’t understand our product.”

That’s a post.

Or when HR says, “We don’t use agencies.” Instead of pushing back, you think,

“That makes sense, until a role sits open 4 months and delays your roadmap.”

That’s a post.

Or when they push back on fees and you ask, “How much revenue is delayed because this role isn’t filled?”

That’s a post.

Content that sells is translating real conversations into teaching moments.

It's explaining what you see.

That’s what builds authority, inbound leads and increased replies in your outreach.

Keep It Human in the AI Era

AI is everywhere in recruiting right now.

But here’s the real question we got into on our latest episode:

How much of the human aspect are we pulling out when we lean too hard on automation?

Michael Malinowsky, Director of Recruiting at Lean Synergy Solutions, started his recruiting career in the U.S. Army. 

In the military, recruiting meant hunting.
-Finding people where they actually are
-Thinking outside the box
-Building real relationships
-Earning trust with candidates and families

That mindset carried over to the agency world.

We talked about the difference between the art and the science of recruiting. The science is KPIs and numbers. The art is reading people, building relationships, negotiating based on what someone actually values, and caring enough to personalize every touchpoint.

One line that stuck with me:
“Keep it human. Don’t forget there’s a living, breathing person behind every resume.”

In a world where filters auto-reject candidates in seconds and messaging can be written by a robot, the recruiters who win are the ones who personalize their outreach, take time to actually review resumes, focus on fit, not just keywords, and build relationships that help with retention and negotiation

We also got into his “humanity audit” idea, reviewing auto-rejections and asking whether filters are set for compliance instead of potential.

If you’re a recruiter trying to balance AI with authenticity, or a hiring manager wondering why great people slip through the cracks, this conversation is worth your time.

You can listen to the full episode here:
YouTube: https://lnkd.in/gFKD_w9M
Spotify: https://lnkd.in/gvm7n9jM
Apple: https://lnkd.in/gW9PvRE7

Open article: Digital Recruiter Podcast by tinyurl.com

Worried about posting content? 

Here’s a motto that’l reduce posting anxiety 

Likes don’t equal Leads.

You’re optimizing for dopamine when chasing likes. Not deals.

There’s been numerous posts from myself and recruiters we’ve helped across multiple industries that get leads with posts in the single and low double digit lien range. 

Here’s the formula that drives inbound and powers content-led outbound:

Authority – Prove you know what you're doing. Speak like an expert.

Process – Show how you help. Be specific.

Story – Your journey. Client stories. Candidate stories Be real, show that you’re in the trenches.

Results – Provide numbers. Metrics. Proof. And share it in an interesting way. 

That’s how you build trust.

That’s how you attract clients who already want what you offer.

Not by hoping for likes. No selfies. No hashtags. No complaining. 

But posting for the follow up.

And by showing you can solve the exact problems your next best client is trying to fix.

I help recruitment agencies take their graduate hires from trainees to top billers💲and understand their employees in minutes instead of months💡

💼 Your top billers are smashing it. The rest of the team? Coasting, guessing, or grinding out BD that never converts.

You don’t have a talent problem.
You have a sales performance problem - and that’s exactly what I fix.

I’m Kate O’Neill - Sales Growth Wingwoman - and I partner with UK recruitment agencies to build BD engines, win more clients, and stop relying on one or two star billers to carry the business.

I’ve been in recruitment since November 2012. I’ve built desks, trained and coached hundreds of consultants, supported managers, and worked with leadership teams to create real, scalable BD strategies - the kind that bring in clients, open accounts, and drive revenue.

🔥 Here’s what sets me apart:

- I don’t just sit on the side-lines - I get in the trenches, lead BD activity, and model what good looks like.
- Build and implement sales strategies that actually hit revenue targets.
- Open new doors, build partnerships, and expand into new markets.
- Turn “busy” consultants into consistent client-winners.
- Use behavioural profiling to understand buyers and win faster.
- Strengthen team performance by helping people actually get each other.
- Build long-term client relationships that keep delivering.

I also speak at industry events and run practical team sessions on mindset, performance, and commercial behaviours - built for the real world, not the whiteboard. (I do love a good whiteboard though.)

If you want to stop guessing at BD and start scaling it - without hiring a full-time sales director - let’s talk.

📈 Results:
175+ LinkedIn recommendations below plus video testimonials on my YouTube channel – https://www.youtube.com/@kateoneillrecruitmentcoaching

“Kate has been an invaluable mentor, refining my recruitment and business development skills. Her guidance has helped me foster better client relationships and significantly boost my billings.” - Richard, Commercial Director

Kate O'Neill

For years I thought doing more was the answer.

More sessions.
More volume.
More effort.

Even when I was knackered, injured, burnt out, I felt like I had to keep up.

I was training 4–5 times a week.
Minimum 1.5 hours in the gym. Often 2.
Long runs at the weekend that took 2–3 hours.

I was busy and ambitious, so the response was always the same – push harder.

The reality?

- I was constantly fatigued
- Picking up injuries
- Burning out during race prep
- Crumbling on race day
- And slowly starting to resent training… the thing I actually love and that’s meant to be FUN

I didn’t clock it at the time, but pressure was changing my behaviour.

Instead of listening to my body, I doubled down.
Instead of adjusting, I forced it.
Instead of enjoying the process, I turned it into something rigid and joyless.

Before my last race I made a few changes. Nothing dramatic. Just less pressure, more recovery, a calmer approach.

I turned up more relaxed.
More rested.
And I PB’d.

That was the light bulb moment for me.

Over Christmas I decided to try something different and go it alone.

Now I train 4 times a week.
1 hour MAX.
Everything is built around enjoyment, recovery and doing things I actually like.

And the difference is insane.

My energy is better.
I’m sharper during the work week (which is the priority).
But the biggest thing?

I love my training again.

This isn’t really about Hyrox.

It’s about what happens when capable, driven people are under pressure.

When capacity is stretched, behaviour changes.
Not because people don’t care.
Not because they’re lazy.
But because they’re already full.

And in work, I see the same thing all the time:
More pressure. More targets. More activity.
When what’s actually needed is space, clarity and calmer systems.

Ambition doesn’t disappear when you do less.
Performance doesn’t improve just because you pile more on.

Sometimes the real shift comes from doing less – properly.

Fractional BD & Sales Director for UK Recruitment Agencies | Fixing stalled pipelines, weak BD and inconsistent revenue

A candidate had a job offer pulled.

Not because they lied.
Not because of a failed reference.

Because someone “did some digging”…

…and discovered they previously had a chicken nugget addiction.

Apparently cured.

I cannot confirm if the job was at McDonald’s, but honestly that would make it even better.

This is just one of the LinkedIn stories we tell in Episode 1 of Season 2. 

So you can only imagine what the rest are like.

Recruitment is wild. Fair play.

Episode drops at 12pm today on YouTube & Spotify.

Big love to our sponsors who keep KOSI on the road:

– SHAZAMME - The Best Recruitment Websites Globally ⭐ ⭐ ⭐ ⭐ ⭐
– Pay Guardians

🎙️ With Saeed Bor
🎥 KOSI - The Real Recruitment Show

12pm.
Bring your nuggets.

If you’re still waiting for your team to “warm up” after Christmas…

And telling yourself BD will start soon…

Newsflash.

If it hasn’t started yet - it’s not going to.

We’re mid-Feb.

January was “getting back into it.”
Early Feb was “pipeline building.”
Now it’s “we’ve just been busy.”

Busy doing what?

If proactive BD hasn’t kicked in by now, it’s not a motivation issue.

It’s one of three things:

- They don’t know how to open properly
- They don’t believe it’ll convert
- Or you’ve never made it non-negotiable

Hope is not a BD strategy.

If you want it to change, you have to change something.

Standards.
Conversations.
Expectations.
Structure.

But sitting there waiting for it to “pick up” on its own?

That’s fantasy.

Unfortunately, we’re hurtling towards middle age.

Si’s still pretending he's in his 20s (and 5ft 7).

I’m still acting like I'm 27.

But something happened recently that made me realise how old I actually am.

I got my fence replaced down the side of my house.

And it has genuinely made my life.

Every time I look out the window and see it in all its glory, I’m buzzing.

This is where we are now. 

Basically one step from discussing patio grout and back pain.

Season 2, Episode 1 of KOSI - The Real Recruitment Show is just two recruiters slowly accepting adulthood.

Full clip in the comments.

Big thanks to SHAZAMME - The Best Recruitment Websites Globally ⭐ ⭐ ⭐ ⭐ ⭐ and Pay Guardians for backing our weird and wonderful chats.

Saeed Bor

BD isn’t stalling because people don’t know what to do.

They know.
They just don’t do it when it gets uncomfortable.

When delivery kicks off, BD becomes optional.
When pressure hits, people default to what feels safe – filling jobs, reacting, firefighting.

BD only works when it’s the default behaviour.
Not the thing you do when you’ve got time.
Not the thing you do when you’re “in the mood”.

If BD disappears in busy weeks, you don’t have a knowledge problem.

You’ve got an execution problem.

BD doesn’t need reinventing.
It’s already simple.

Talk to the right people.
Say something relevant.
Follow up properly.
Do it consistently.

The problem isn’t the process.

It’s the human bit.

Rejection.
Silence.
Different clients reacting in different ways.
Different consultants needing different things.

That’s what makes BD hard.

So when teams are already stretched, overengineering BD just makes it worse.
More steps.
More tools.
More noise.

People don’t do more BD – they avoid it.

Short, focused BD interventions work better because they strip it back.
One behaviour.
One sticking point.
One thing to do differently now.

Most teams don’t need a new BD engine.
They need less pressure and more belief.

That’s the difference.

If you’re still blaming the market…
what are you actually doing about it?

No more Negative Nellys.
Si’s got BBC News for that.

New KOSI episode live at 12pm.
Link in comments.

Saeed Bor KOSI - The Real Recruitment Show

One thing I’m careful not to do when ADHD comes into the conversation.

Pretend there’s never a discipline or attitude issue.

Sometimes there is.

Some people don’t like BD.
They avoid it.
They push back.
They choose comfort over responsibility.

That happens.

But it’s also lazy leadership to stop the thinking there.

Because in a lot of teams, what gets labelled as “poor attitude” is actually:

- unclear expectations
- badly designed work
- long feedback loops
- constant rejection with no context or support

Especially for people with ADHD.

So yes – there are moments where standards need holding.
And there are moments where behaviour needs challenging.

But there are also moments where leaders need to ask:
“Have we actually set this role up for success?”

If you jump straight to discipline, you lose people who would perform.
If you blame design every time, you tolerate behaviour you shouldn’t.

Good leadership knows the difference.

taplio

The Battle

Clark Willcox

Kate O'Neill

Followers

Posts

Engagements

Likes

Performance ScoreClark Willcox's LinkedIn Performance

Performance ScoreKate O'Neill's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Clark Willcox

Kate O'Neill

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);}Clark Willcox's LinkedIn Performance

Performance ScoreKate O'Neill's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreClark Willcox's LinkedIn Performance