Harris Fanaroff

Founder

Founder @ Linked Revenue | Sharing insights to help Executives and Sales Professionals generate more revenue from LinkedIn

We work with executives who’ve built impressive networks, and help them turn those relationships into revenue.

At Linked Revenue, we specialize in relationship-based selling. Everything we do is rooted in your voice, your network, and your goals.

We co-create content that feels natural to you, research where your connections can open doors, and send personalized outreach that leads to real conversations.

You don’t need to spend hours on LinkedIn. We keep you accountable to a process that works, while making sure your authentic voice shows up where it matters most.

We handle the content, posting, outreach, and engagement, so you stay focused on what you do best while still generating consistent deal flow.

We have helped our clients generate over $10M in revenue from LinkedIn. 

A little bit about me:

- I have a toddler son and baby daughter who are both the best and exhausting
- I was drafted by the Washington Nationals out of high school but got the yips in college 
- I am a certified leadership coach
- I have been to all 50 states
- I am lucky to have an amazing wife who is the rock for our family

Recent Wins:

✅ Helped the Founder &amp; CEO of a Future of Work SaaS company land enterprise deals and secure Series B funding by optimizing his LinkedIn presence and content strategy.

✅ Drove a 300% increase in inbound opportunities for a NYT best-selling author and keynote speaker, leading to more high-value speaking engagements and book sales.

✅ Scaled the LinkedIn presence of a Chief Revenue Officer at a high-growth AI company, directly contributing to a 7-figure pipeline through strategic content and network engagement.

✅ Partnered with 5 top sales professionals in employee benefits to establish them as thought leaders, leading to direct inbound leads from high target prospects.

✅ Worked with the CEO of a leading HR Tech startup to develop a LinkedIn strategy that resulted in multiple investor introductions and high-profile partnership opportunities.

If you're an Executive who is interested in generating more revenue from LinkedIn, I'd love to connect with you.

We help Executives generate more revenue from LinkedIn. 

We believe that Executives should share their distinct voice with the world so our process ensures it sounds like you (because you say it), but you don't have to spend time on the platform. 

Building your brand on LinkedIn is a huge asset for generating new B2B sales opportunities. 

We help you do that.

We’re hiring!  Linked Revenue is looking for a Client Success partner to help senior executives turn relationships into real business conversations.

This is not passive account management. You’ll work directly with leaders, activate networks, execute thoughtful outreach, and drive momentum across engagements.

If you take ownership, build trust quickly, and are comfortable initiating relationships, this could be a great fit.

If you know someone, please send them my way.

Founder & CEO @ Linked Revenue | Executive Demand Gen | Turning Relationships Into Revenue

I recently joined a community that has been absolutely incredible.

There are a lot of communities out there and it can be hard to figure out which ones are truly valuable. And it's hard to find the time to attend events, but this one is different.

I recently joined Gab Ferree's Off the Record community for comms professionals.

And last week there was a workshop on Exec Social that was perfectly constructed and orchestraded by Gab.

Learned so much from so many amazing practitioners about how they view Exec Social and I am so excited for the future of this space as we build here at Linked Revenue.

So great to meet so many new people that I look forward to continuing to get to know!

Traci Klein Trista McGlamery, MPA Meredith Moriak Wright, M.S. Cori Kendrick Samantha L. Bader Victoria Graham Savannah Massengill Jamee Lynn Smith Jess Moody Megan Palmer Pranita Sookai Pam Morris and others!

Passionate about igniting possibility in individuals | CHRO Community Leader | Hosted 100+ events with CHRO's

I am passionate about bringing senior leaders together to build real relationships and learn from one another.

Over the last 15 years, I’ve orchestrated hundreds of events with executives from some of the world’s most influential companies.

At Randstad Enterprise, I serve as an EVP focused on nurturing and expanding our client relationships with top-tier executives from leading global organizations. My role is centered on understanding the unique challenges these leaders face and providing strategic human capital solutions to support their transformation efforts.

I also host Radical Innovators, a podcast where I sit down with executives from the world's leading companies to talk about leadership, transformation, and what it really takes to build organizations that perform in times of change.

At the core of everything I do is connection. I take the time to understand people and businesses deeply so solutions are relevant, practical, and built to last. I lead with empathy and a clear focus on delivering value that drives real outcomes.

More about me personally:

→ I live in Westport, CT with my wife and two daughters
→ I am a die-hard San Francisco 49ers fan and love The Rolling Stones

If you’re a senior executive leader at a large organization looking to attend one of my events or if you're looking to enhance your organization’s performance through better human capital strategies, send me a direct message.

Frank Congiu

Most HR leaders don’t need another “trend.”

They need a clearer signal about what’s actually changing inside their workforce.

Last night in Atlanta, we gathered a group of CHROs and people leaders for a candidate conversation where the real issues came to the surface.

A few reflections that stuck with me:

1) Early-career talent is becoming a strategic divider.

Some organizations are pulling back on entry-level hiring, while others are intentionally staying the course. The leaders in the second camp see early-career talent as a long-term resilience play, not a discretionary expense. Miss a few cohorts now and the cost shows up later in weakened pipelines, slower innovation, and fewer ready leaders.

2) Mobility is quietly replacing loyalty as the real retention strategy.

People tend to stay longer when they experience meaningful movement, not when they sit in the same role for years. Several leaders shared that internal change, stretch assignments, and lateral moves are doing more for retention than traditional engagement programs. One idea that resonated: rewarding leaders for exporting talent, not hoarding it.

3) Agentic AI is about work redesign, not just speed.

Agents don’t respect functional boundaries, and that’s forcing organizations to rethink how work flows across HR, Finance, IT, and Sales. The bigger challenge right now isn’t access to tools, it’s manager readiness to lead teams made up of both humans and agents. That capability gap is becoming very visible.

4) We’re measuring the wrong thing.

Most organizations are tracking AI success by adoption and usage. Far fewer are looking at output quality, decision accuracy, or the downstream burden created by “polished but wrong” work. Discernment is emerging as a real differentiator, yet almost no one is building it intentionally.

5) Trust remains a human job.

Employees are comfortable using AI all day long, but deeply personal moments still require people. Retirement conversations, career pivots, and identity-level decisions demand empathy, judgment, and presence. The opportunity isn’t to slow AI, it’s to be deliberate about where humanity must stay.

Big takeaway for me:

The future of HR isn’t about choosing between humans or AI. It’s about intentionally deciding where scale belongs and where humanity is non-negotiable.

Thank you so much to the below people for joining us!

Annalese Kraus Tony V. Craig F. Heather Oxley Jane Elliott Jill Wilson Kelli Duty Ezell Mary Ellen Marcilliat-Falkner, SPHR Moses Berkowitz Matt Diamond Michael White Rob Sunderland Shaina Horrell Tammy B. Dethra "Audacity Broker" Giles Malvika Jhangiani Mark Cousino

And thank you Randstad Enterprise for continuing to support this important work.

CHRO and CIO Community Leader | Hosted 300+ events with C-Suite Leaders | Passionate about igniting possibility in individuals

We spent surprisingly little time last night talking about tools. We spent a lot of time talking about performance.

That was the quiet throughline of our second Atlanta CHRO dinner.

Not how many platforms we’ve rolled out. Not how many pilots are running.  But whether work is actually getting better, decisions are getting sharper, and people are performing at a higher level.

A few reflections I’ve been sitting with since the conversation:

1) Most leaders don’t really know what their teams are navigating.

Not because they don’t care, but because the system rarely creates room to find out. We talked about how easy it is to live inside deliverables and deadlines while missing what is draining energy underneath. Even small, consistent practices that surface load and energy can materially change how leaders lead.

2) The judgment gap is the real early-career risk.

Automation and cost pressure are pushing organizations to shrink entry-level hiring. At the same time, judgment, context, and decision-making only come from experience. If AI removes many of the tasks that historically built that muscle, we have to be far more intentional about designing exposure and reps, or we will feel the gap later at senior levels.

3) Experimentation with AI isn’t the same as impact.

Letting everyone “play” with tools feels progressive, but it doesn’t guarantee meaningful outcomes. Leaders were clear that value comes from focusing on specific, high-impact use cases tied to performance, not diffuse activity. Otherwise experimentation becomes motion, not progress.

4) Static signals are breaking.

Resumes, profiles, and polished narratives are increasingly unreliable in a world where AI can generate all of them. The future likely points toward more observable behavior, real work signals, and live data. That shift brings complexity, but also the possibility of more objective and equitable decisions.

5) HR is being pulled toward owning performance, not just process.

As agents become part of the workforce, someone must own how humans and agents are deployed, measured, and improved together. Many in the room felt HR is uniquely positioned to steward that conversation, even if it requires influencing without formal authority.

Big takeaway for me:

The organizations that win won’t just adopt AI faster.  They will design performance more intentionally.

Grateful for the honesty in the room and thank you to the below people for joining us!

Alisa Fiser Wendy Smith Alison Midili Smith, Ph.D. Anna Tolentino Zide, Ph.D. Dipankar Bandyopadhyay Elizabeth Spence Erika Ludwig Burk, Dr. HSG Oec., MBA Guillermo Cremer Janet Hunt Lori Goldberg, Ph.D. Maxime Legardez Coquin Moses Berkowitz 🌞 Philip C. Todd Helms Donald Knight Jerrold Hill

And thank you to Randstad Enterprise for continuing to support this important work.

HR leaders are often operating across many different business units, each with its own leadership style, pressures, and priorities. 

What I’ve always found impressive is when leaders can still maintain a consistent set of values and leadership behaviors across all of that complexity.

One example that really stood out to me comes from Ola Snow, CHRO at Cardinal Health.

Before 2018, Cardinal Health had twelve values. They were thoughtful and well intentioned, but in practice they were hard for people to remember and even harder to connect to in their day-to-day work. 

Rather than layering on more language, the leadership team simplified the approach and reworked the framework around a clearer mission and vision.

What makes this especially interesting is how they went about defining it. Instead of hiring a PR firm to create something polished, they spent time talking directly with thousands of employees. 

They asked questions like, “How do you describe what we do?” and “What really defines this organization?”

When all of that input was brought together, the mission didn’t feel manufactured. It reflected how employees already saw the company, just with clearer language and shared meaning. That made it much easier for people to rally around it and for leaders to reinforce it consistently.

You can still hear that alignment today. In interviews, Cardinal Health’s CEO regularly talks about being healthcare’s most trusted partner and about improving lives every day. 

That message shows up again and again because it’s grounded in how the organization understands itself.

Culture tends to stick when it’s built with people, not handed down to them.

Listen to our full conversation here:

Open article: radical innovators podcast by podcasts.apple.com

Radical Innovators #12 leading with authenticity: cultivating trust with Cardinal Health's Ola Snow

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The Battle

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Frank Congiu

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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);}Harris Fanaroff's LinkedIn Performance

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Performance ScoreHarris Fanaroff's LinkedIn Performance