Garrett Jestice

Community Founder | Startup GTM Advisor | Former CMO | BBQ Judge | Dad x4

Most B2B founders don't have a lead problem.They have a repeat problem.You can win customers. You just can't count on the next one looking the same.Some months are busy. Some months are quiet. You don't know if you should hire, spend on marketing, or wait.Referrals show up, then stop. Marketing doesn't bring steady customers. Some customers are great and others go nowhere. Every sales call requires explaining what you do all over again.So you try more activity: new campaigns, new channels, new messaging, new offers.But every move feels risky because you never figured out why the good customers chose you in the first place.The real issue is simple:You have won deals, but you don't know the pattern behind those wins.→ Which customers fit best→ What problem made them buy→ Why they picked you→ What you should say to others like themWithout that, every decision is a guess.This is where I help.I work with B2B founders to study the customers they already won, find the pattern, and use it to shape their offer, sales, and marketing so they can win more customers like them.I've spent the last several years working directly with founder-led B2B companies and agencies that have real traction but an unclear path to grow. My process starts with retrospective customer analysis—studying your best wins to identify the buying triggers, selection criteria, and messaging that actually converted.Then we use that pattern to clarify your ICP, reposition your offer, and make sales and marketing feel less random.When it shows up:→ You know who to focus on→ Sales calls get easier→ Marketing stops feeling random→ Revenue becomes more steadyI mostly work with founder-led B2B companies and agencies doing $500K-$5M annually. You've cracked initial solution-market fit. You just can't predict which deals will close next.The goal is simple: Stop hoping for the right customers. Start repeating them.Learn more: PreludeMarketing.com---I also run 10x Solo, a community for independent consultants, fractionals, and micro-agency owners working to build steadier, simpler businesses. Learn more: 10xSolo.com---Outside of work: I live in Utah with my wife and four kids. I coach youth basketball and soccer, judge BBQ competitions, and I am usually planning the next Hawaii trip.

GTM Advisor / Fractional CMO

Startup Marketers is a free, Slack community for startup marketing leaders, freelancers, and fractionals. If that sounds like you, join us to connect with others and share ideas, feedback, and resources to help us all get better.

Join us here: https://bit.ly/StartupMarketers

Most startups don't have a marketing problem. 

They have a go-to-market strategy problem.

When founders come to me, they usually think they need more content, more ads, more campaigns.

But the real issue is usually earlier: no clear ICP, positioning that sounds like everyone else, unclear path to growth.

You can’t fix that with more marketing. 
You fix it with strategy first.

→ Who exactly are you selling to?
→ What problem do you solve for them?
→ Why you, and not someone else?

Until those are clear, more marketing just amplifies the confusion.

Get the strategy right. Then the marketing works.

Founders: How clear is your GTM strategy?

I help B2B founders turn early success into repeatable revenue | GTM Advisor @ Prelude | Founder @ 10x Solo Community | BBQ Judge | Dad x4

A solo consultant came to me with a long list of services. 

She could do this, and this, and this, and this. She had a million ideas for what she could offer. 

But she wanted help tightening her core offer in order to stop chasing random revenue.

The first thing I told her: audit. Don't brainstorm.

→ List every project you've done since going solo
→ For each: what problem did you help them solve? What outcome did you achieve?
→ Then ask: what's the through line between all of it? What are you best at that people value and you can focus on? 

That's where your core offer comes from. You don't invent it. You extract it.

Most people skip the audit and jump straight to "what should my offer be?" 

But that's backwards. Your best offer is already in your past work. You just have to find the pattern.

Solos: What's the through line across your best projects?

When you ask a question and the other side goes quiet, that's when you know you asked a good question.

Noa Ronen, MCC recently shared this in a training on asking better questions for the 10x Solo community. 

She was talking about discovery calls and client conversations.

The instinct is to fill the silence. To move on. To keep talking.

Don't.

Silence usually means they're thinking. They're actually considering what you asked. That's the moment you want.

Bad questions get quick answers. Good questions get pause.

Next time you're on a call and the other person goes quiet after your question? 

Let it sit. They're working it out.

Consultants: What's a question that tends to make your clients go quiet? ("When are you going to pay that invoice?" doesn't count. 😜)

Outbound is the only channel working for your startup?

That’s not a flex. It’s a signal.

If outbound is carrying your pipeline while content, SEO, and paid “don’t work,” here’s what’s really happening:

Your value only makes sense in a live conversation.

Your sales team is:

– Reframing the problem in real time
– Adjusting the pitch per persona
– Handling edge cases on the fly
– Translating vague positioning into something concrete

Outbound works because humans can adapt mid-sentence.

Marketing can’t.

Marketing is 1:many. It requires sameness:

– The same offer
– To the same buyer
– In the same way
– With the same results

If every deal needs custom framing, you’re not scaling a SaaS.
You’re scaling your explanation capacity.

That’s fine in the learn phase.

But if you’re a few years in and still 100% outbound-driven, you’re probably still searching for repeatability.

Outbound doesn’t prove product-market fit.
It proves your team can manually compensate for the lack of it.

The real question isn’t “How do we add more channels?”

It’s: “What would have to be true for our value to make sense without a sales call?”

___

I help B2B SaaS founders diagnose why marketing channels don’t work — especially when outbound does — and fix the root issue (usually positioning, ICP clarity, or offer design).

If outbound is working but everything else feels broken, DM me. Let’s figure out what’s actually going on.

Most solos and agencies get stuck at the same place when trying to grow: 

Level 2: Can I generate consistent, predictable demand?

Referrals are lumpy. 
Feast, then famine. 

To move past it, you need marketing, not just referrals.

Here’s the catch: marketing is one-to-many. It works only when you focus on a specific problem. 

But that can just be your entry door. 

It doesn’t mean that’s all you sell. 
Once they’re in, you can expand. 

But you have to position around one clear problem to get them in.

I talked to a custom dev agency at $5M, all through referrals. 

They wanted to get to $10–15M. 
They’ve tried other marketing channels, but nothing has worked.

Why not? 
Because they haven’t focused on a specific problem. 
One-to-many marketing doesn’t work without that.

If you want to scale past referrals, you have to pick a problem to solve and market how and why you can solve it.

Solos and agency owners: What problem are you positioning around?

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

Inflation hurts strong candidates the most

Here is the part candidates do not expect.

Resume inflation does not hurt weak candidates.
It hurts strong ones.

When everyone exaggerates,
hiring managers raise skepticism across the board.

That means
more scrutiny
longer processes
fewer second chances

At Mai Placement, the fastest hires are often the most precise resumes.
Clear scope.
Clear outcomes.
No unnecessary elevation.

Truth cuts through noise faster than polish.

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

Your resume is not a vision board

Most resumes I see are not lies.
They are aspirations.

Candidates describe the role they wanted to grow into
instead of the work they actually owned.

Strategy without authority.
Leadership without decisions.
Ownership without accountability.

At Mai Placement, this is where problems begin.

A resume is not meant to show potential.
It is meant to show proof.

When resumes describe future ability instead of past impact,
interviews turn into audits.

Your resume should not tell me where you are going.
It should show me where you have already been effective.

Clarity builds trust.
Inflation creates friction.

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

A simple culture test every founder should run

If you are hiring or scaling, answer these honestly.
No spin. No justification.

At Mai Placement, these questions predict retention better than any interview.

Can your leadership team explain success in the same way
Not similar. The same.

Can new hires clearly state what decisions they own in the first 30 days

When something breaks, is accountability clear or political

Do people feel safe raising issues without being labeled difficult

Are strong performers promoted or protected

Does feedback happen early or only when frustration builds

Do exits surprise leadership or confirm patterns everyone felt

If you hesitated on more than two of these, that is not bad luck.
That is culture speaking.

Culture is not your values page.
It is what happens when no one is watching and something goes wrong.

Founders who win long term do not get defensive here.
They get curious.

Because talent does not leave randomly.
It responds to signals.

And the culture you tolerate today is the culture you will recruit for tomorrow.

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

Companies carry real financial liability when they hire wrong

Hiring is not just salary.

It is onboarding cost.
Management bandwidth.
Client trust.
Team morale.
Lost momentum.

One wrong hire can quietly cost multiples of their compensation.

At Mai Placement, companies are cautious because they have been burned before.
Not because they lack empathy.
But because mistakes ripple.

That is why judgment is probed.
That is why maturity matters.
That is why readiness is screened.

This is not a values issue.
It is a business reality.

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

What this entire conversation really comes down to

This arc touched candidates, hiring managers, and founders.
And the reaction was predictable.

Some felt seen.
Some felt uncomfortable.
Some felt defensive.

That tells me the conversation mattered.

At Mai Placement, here is the truth we live in every day.

Candidates want stability, growth, and fair compensation.
Hiring managers want reliability, judgment, and reduced risk.
Founders want speed, performance, and alignment.

None of those goals are wrong.

What breaks hiring is not intent.
It is misalignment and misunderstanding.

Candidates struggle when they do not understand how risk is evaluated.
Hiring managers struggle when they cannot articulate expectations.
Founders struggle when culture is assumed instead of designed.

This was never about blame.
It was about clarity.

Hiring works when reality is understood on all sides.
And it fails when empathy replaces honesty or when standards are hidden instead of explained.

Clarity is not harsh.
It is stabilizing.

And once clarity exists, hiring stops feeling personal and starts working better for everyone involved.

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

Responsibilities are not the same as ownership

One of the most common resume patterns is long lists of responsibilities.

I managed
I supported
I worked on
I was involved in

None of those tell me what you owned.

At Mai Placement, hiring managers want to know
What decisions were yours
What outcomes you were accountable for
What broke if you did not deliver

Being around work is not the same as driving it.

Ownership creates credibility.
Vague responsibility creates doubt.

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

Financial stress shows up at work even when people deny it

Candidates often say
My personal life should not matter.

In theory, that is true.
In reality, stress leaks.

It leaks into tone.
Into patience.
Into reactions when things go wrong.
Into how feedback is received.

At Mai Placement, hiring managers rarely reject someone for having bills.
They hesitate when instability becomes visible in behavior.

This is not cruelty.
It is pattern recognition built from past failures.

Stress unmanaged becomes risk unmanaged.

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

Lifestyle choices send signals whether people like it or not

Vacations.
Leased cars.
High monthly burn.
Lifestyle inflation.

None of these are moral failures.
And none of them are inherently wrong.

But they are signals.

When a candidate is financially overextended, it shows up in subtle ways.
In how they negotiate.
In how urgently they push.
In how risk tolerant or risk blind they become.

Hiring managers are not judging lifestyles.
They are assessing exposure.

That is not personal.
It is practical.

Companies hire to reduce risk, not absorb more of it.

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

Resume honesty versus resume inflation

Most hiring problems do not start in interviews.
They start long before that.
They start on resumes.

At Mai Placement, we review hundreds of resumes across industries and levels.
The pattern is consistent.

Resumes are polished.
Language is elevated.
Titles are stretched.
Scope is implied rather than proven.

Not because candidates are intentionally dishonest.
But because the market quietly teaches them to inflate.

Job descriptions reward ambition.
LinkedIn rewards perception.
Recruiting advice encourages selling, not explaining.

So candidates learn to write toward the role they want,
not the work they actually owned.

That strategy works
until it does not.

The moment a resume meets a hiring manager who probes
or a recruiter who tests depth
or an interview that requires specificity
the gap shows up.

This series is about that gap.

The difference between responsibility and ownership.
Between exposure and execution.
Between titles and outcomes.

Not to shame candidates.
But to explain why strong people stall
and why clarity always outperforms exaggeration.

Because in the end,
resumes do not fail people.
Misalignment does.

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

How strong founders actually fix culture

After my last few posts, a founder messaged me and said,
So what does fixing culture actually look like then.

Fair question.

Fixing culture is not about being nicer.
It is not about perks.
It is not about slogans or values decks.

At Mai Placement, the founders who turn things around do three things consistently.

First, they define success clearly.
No more vague expectations.
No more moving goalposts.
Everyone knows what winning looks like.

Second, they align leadership before hiring.
No mixed messages.
No conflicting authority.
No asking new hires to navigate internal politics.

Third, they take responsibility early.
When something breaks, they look at systems before people.
They coach sooner.
They correct faster.
They do not let resentment build quietly.

The result is not softness.
The result is stability.

Strong culture does not remove pressure.
It removes confusion.

And when confusion disappears, performance usually follows.

That is how culture actually gets fixed.
Not with slogans.
With structure.

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

Stability is part of seniority whether people admit it or not

Senior roles demand more than skill.

They demand emotional regulation.
Long term thinking.
Delayed gratification.

At Mai Placement, senior candidates who succeed do not build lifestyles that depend on the next paycheck or bonus.

That is not privilege.
It is discipline.

Discipline creates optionality.
Optionality creates confidence.
And confidence is one of the strongest hiring signals there is.

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

Why some people feel uncomfortable reading my posts

Someone reached out recently and said
Why are you speaking so negatively in public posts. It feels hurtful.

I understand why it lands that way.
And I want to be clear about something.

These posts are not written to attack candidates.
They are written to explain reality.

At Mai Placement, we sit between candidates and hiring managers every day.
We see what gets people hired.
We also see what quietly disqualifies them.

Saying the uncomfortable part out loud is not negativity.
It is transparency.

Hiring is not emotional support.
It is a risk decision.

When I speak directly about readiness, responsibility, and expectations,
it is not to shame anyone.
It is to reduce confusion and false hope.

Clarity feels harsh when we are used to reassurance.
But clarity is what actually helps people move forward.

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

Covering bills is not the same as being ready for responsibility

Everyone has bills.
Rent.
Mortgage.
Tuition.
Life.

That reality is universal.

But here is where candidates and companies talk past each other.

At Mai Placement, companies do not hire based on financial need.
They hire based on trust.

Trust that someone can make sound decisions under pressure.
Trust that they can manage scope without constant oversight.
Trust that urgency will not turn into poor judgment.

Financial pressure explains motivation.
It does not guarantee readiness.

Hiring is not a rescue plan.
It is a responsibility exchange.

The faster candidates understand that distinction,
the better they position themselves for the right opportunities.

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

Honesty positions you better than exaggeration ever will

Candidates worry that honesty will undersell them.

In reality, it does the opposite.

Clear scope allows recruiters to place you accurately.
Clear outcomes allow hiring managers to trust faster.
Clear ownership reduces perceived risk.

At Mai Placement, honesty is not conservative.
It is strategic.

The goal is not to sound senior.
It is to be placed correctly and succeed.

Inflation might get attention.
Alignment gets offers.

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

Financial pressure and hiring reality

A candidate reached out recently and said
Why are you speaking so harshly. People are just trying to cover their bills.

That comment stayed with me.
Not because it was wrong.
But because it misses how hiring decisions actually get made.

At Mai Placement, we sit at the intersection of people’s financial realities and companies’ risk decisions every day.

This series is not about judging candidates.
It is about explaining what employers are really evaluating when they hire.

Financial pressure is real.
So is hiring risk.

Ignoring either does not help anyone.

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

The hard truth candidates avoid

Companies are not hiring your struggle.
They are hiring your reliability.

Covering bills explains urgency.
It does not replace readiness.

Hiring is a risk calculation.
Not a sympathy exchange.

Reality is not negative.
It is actionable.

And once candidates understand how employers actually think,
they stop feeling judged
and start positioning themselves correctly.

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

taplio

The Battle

Garrett Jestice

Joel Brody

Followers

Posts

Engagements

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Performance ScoreGarrett Jestice's LinkedIn Performance

Performance ScoreJoel Brody's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Garrett Jestice

Joel Brody

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);}Garrett Jestice's LinkedIn Performance

Performance ScoreJoel Brody's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreGarrett Jestice's LinkedIn Performance