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.

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

Last night in Dallas, we gathered for our first dinner of the year at the astounding Hotel ZaZa.

We weren’t talking about AI, org design, or workforce planning. People were talking about real life. The kind of stuff that usually stays outside of everyday conversation. 

Fatigue. Pressure. Pride in the work. The quiet weight many leaders are carrying right now.

Once that door opened, the rest of the conversation flowed differently.

Here are three things that really stayed with me from our conversation.

1. The exhaustion is real and it’s compounding. This isn’t one tough quarter or one big transformation. It’s years of nonstop change layered on top of itself. Even high performers are feeling their energy and optimism wear thin, and the loss of joy at work came up as a serious signal.

2. Mental health has more and more become a leadership capability. Tools and benefits matter, but what actually moves the needle is trust. People need to feel permission, not just access. The leaders making the biggest difference are staying close, showing consistency, and being willing to notice and intervene earlier.

3. The relationship between employers and employees feels fundamentally different. In a world shaped by AI efficiency and constant restructuring, long-term certainty is no longer assumed. Retention now hinges on honesty, dignity, and helping people stay employable through change, not promising stability that may not exist.

What struck me most is that the highest-return moves we discussed weren’t complex programs. They were human behaviors. 

Leaders being accessible. Making space for context. Normalizing vulnerability. Choosing proximity over insulation.

In a world where everything is moving digital and everyone is focused on AI, humanity may be one of the most powerful levers leaders still have.

A big thanks to the below people for joining us and sharing so openly!

Shawna Erdmann, Paula Sacks, Alison Cooper Viveros, Cindy Rivas, Brian Jenkins, Marisa Terpkosh, MBA, Tomya Watt, Leslie Phillips, PHR, Ariel Leonard, Katie Beth Ongena, ACC, Mary Danielson, Lisa Esparza, Tenneil Dutton, Angel D., Victoria Every, Kathy Qu, Cody Barbo, Jason Leonard, Trent Orr, Mike Clementi, David Landman

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

In today’s episode of Radical Innovators, I had the opportunity to sit down with Matthew Breitfelder, Partner and Global Head of Human Capital at Apollo Global Management, Inc.

Matt operates at the center of one of the most demanding performance environments in the world, supporting more than 70 portfolio companies and the leaders who run them.

What stood out most in this conversation was how deliberately Apollo treats the human side of performance.

Empathy not as a soft skill, but as an analytical advantage.

Mindfulness and visualization not as trends, but as tools borrowed from elite sports to sharpen decision-making.

We also unpacked how to separate signal from noise inside organizations and why building high-performance cultures is more like chess than checkers.

If you care about how leadership, mindset, and human capital translate into measurable results, this one is worth your time.

Listen here: https://lnkd.in/eujKf7aP

What do you need to do to get into a CPO seat?

According to Lisa V Chang, EVP and Global Chief People Officer at the The Coca-Cola Company, she says there is no magic formula. Instead, there’s a series of experiences that you want to accumulate over time. 

It’s a combination of putting yourself out there, being willing to take some leaps of faith, and aligning yourself with people who are willing to give you a chance and support you along the way. 

For her, she started out in HR as an intern. Three plus decades later, she can say that it was an internship that impacted her career decisions. 

Additionally, she had a series of experiences, she worked in financial services, manufacturing, media, sports, and entertainment. 

The philosophy of accumulating diverse experience is deeply embedded in Coca-Cola’s talent strategy, called Thrive.

This approach encourages horizontal career movement, self-paced learning, and recognizing that the old world of moving up in a stricter hierarchy is gone.  

They facilitate this through their opportunity marketplace, encouraging employees to gain new experiences without having to leave the company or even change jobs.

Coca-Cola is staying true to its purpose of refreshing the world and making a difference. 

Listen to the full podcast here: https://lnkd.in/e8EH2j7x

Open video: Radical Innovators #9 leading with foresight: shaping talent and transformation with Coca-Cola’s Lisa Chang. - radical innovators podcast on randstadenterprise.buzzsprout.com

Radical Innovators #9 leading with foresight: shaping talent and transformation with Coca-Cola’s Lisa Chang. - radical innovators podcast

We always talk about frontline workers, how they’re really the ones exposed to what’s happening inside organizations and what’s most important to customers.

When I asked Allison Ausband, Chief People Officer at Delta Air Lines, when was the last time that she stepped back into that role, she smiled and said, “I flew two months ago.”

One of her longtime customers, actually a groomsman in her wedding, told her, “Allison, when I cross the six-million-mile mark with Delta, you’re going to put that uniform on and work my trip.” So she surprised him, worked a flight from Portland to Atlanta.

That story says so much about her and about Delta’s culture. Each year, Allison still puts her uniform back on for a special charter flight in October, celebrating Delta’s breast cancer survivors, employees and customers alike.

“I started there,” she said. “I’ve walked that aisle onboard the airplane, that runway that’s only 17½ inches wide. I know what it’s like to be there. And it keeps me grounded as I serve our people every day.”

She also shared a story from her early days as a flight attendant that she’s never forgotten.

“I had been flying for about four months, working the first-class cabin, and there was this terribly rude customer in 4B. Nothing I was doing was working. I didn’t want to get a complaint, I had worked hard to get to Delta. So I composed myself, went back out, and later learned that we were carrying her son below, he had passed away.”

“I’ll never forget that moment. There was nothing I could do to make her day better, but I could give her the kindness she needed at that moment. It hit me, the responsibility we have at Delta. We’re serving humanity on their worst days and their best days.”

Allison said that same truth applies to leadership, our teams come in on their best days and their hardest days. As leaders, our role is to show up with that same empathy, care, and grounding.

At Delta, as Allison put it so powerfully: We’re on a mission to carry humanity.

Listen to the full episode here: https://lnkd.in/en4jSsc5

Open video: Radical Innovators #10 leading with empathy: cultivating a people-first culture with Delta's Allison Ausband - radical innovators podcast on randstadenterprise.buzzsprout.com

Radical Innovators #10 leading with empathy: cultivating a people-first culture with Delta's Allison Ausband - radical innovators podcast

The best way for leaders to build trust with their own teams?

By meeting your organization, the people around it, and where they are.

This advice is from Ola Snow, Retired Chief Human Resources Officer at Cardinal Health, who is a radically innovative CHRO in the healthcare industry.

At Cardinal Health, they have something called a comprehensive listing strategy, which is kind of multi-dimensional. 

They do a lot of onboarding surveys, exit surveys, VOE surveys, engagement surveys, etc. 

Then, they take that data and understand it.

But the crucial part of their strategy is supplementing it with listening strategies, where they can go out and discover what the story is behind the numbers. 

This is really a push from their business, leaders at Cardinal Health are intensely curious about what is on the mind of their employees and how to create this culture so that they can continue to both personally thrive as individuals, teams and as a business. 

Another thing Ola notes is that while it's important to listen to your employees, they need to know that you’re going to do something about it.

You can’t just listen to them and then move on. 

They follow back up and make sure to meet the commitments that they’re making to their employees. 

It's a constant flow of information back and forth that creates a great culture and foundation of trust between their customers and their employees.

Ola believes Cardinal Health has an advantage because they are a health care company and everybody likes to wake up every day and know that they're making a difference. 

That sense of mission driven is so important to their organization and so important to their employees because they know that they're making a difference in someone's life on that day. 

Check out the full episode here: https://lnkd.in/erZEqdF9

Open video: Radical Innovators #12 leading with authenticity: cultivating trust with Cardinal Health's Ola Snow - radical innovators podcast on randstadenterprise.buzzsprout.com

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

Collaboration has long been at the heart of Pfizer’s culture and now AI is amplifying it like never before.

Listening to Payal Sahni reflect on this made me think about how AI intersects with collaboration and talent strategy in really practical ways.

She pointed out that collaboration has been in Pfizer’s culture for a long time, so AI wasn’t necessarily a forcing function. But it does make you stop and think: who are you really serving? 

At the end of the day, it’s about getting medicines to patients as fast as possible because their loved ones need them, they want more time together, they want a better quality of life. That purpose forces teams to come together.

AI is helping teams become more effective, efficient, and innovative. It allows faster answers, cuts out wasted time and energy, and lets people focus on higher-value work. 

But the bigger question, as Payal notes, is how to use AI to transform your business, not just make it faster. Many groups are still experimenting, and that experimentation is exactly what makes AI better, testing what works, learning from it, and growing your data and capabilities.

On the talent side, she shared some really exciting examples. Resume screening responsibly, with guardrails, helps identify the best match. But they’re also piloting an “internal LinkedIn” to market opportunities to current colleagues. This approach helps grow an internal database of skills, speeds up placement, reduces recruiting costs, and improves engagement because colleagues see their own growth opportunities.

Pfizer is using AI as a way to connect talent, purpose, and outcomes faster, smarter, and more effectively.

Listen to the full episode here: https://lnkd.in/edq-qt3W

Open video: Radical Innovators #11 leading with vision: reimagining people's experience at scale with Pfizer's Payal Sahni - radical innovators podcast on randstadenterprise.buzzsprout.com

Radical Innovators #11 leading with vision: reimagining people's experience at scale with Pfizer's Payal Sahni - radical innovators podcast

Excited to share past and future episodes! We have some great Fortune 500 CHROs with amazing insights and stories to share!

Subscribe to the Randstad Enterprise YouTube channel! 

You'll find hundreds of hours of fantastic video content, including the popular Talent Market 30 series with our global head of Talent Intelligence, Joost Heins. In just 30 minutes, you can unlock 60 days of valuable market intelligence.

Catch the latest episodes from the Radical Innovators podcast with host Frank Congiu! Hear conversations with top HR leaders from major global organizations as they explore bold ideas, transformative strategies, and the future of workforce innovation. Each episode features the world's most forward-thinking CHROs.

Subscribe here 👇  https://lnkd.in/eKXfjxrz

Payal Sahni didn’t choose HR, HR chose her. 

She came to the U.S. from Afghanistan when she was six. While school taught her English on paper, most of her conversational English came from Sesame Street.

Growing up in New Jersey, like many first-generation kids, she felt the pressure to pick a “secure” path: doctor, lawyer, something concrete. So she started college as a pre-med student. When a professor told her, “Look to the left, look to the right, half of you won’t be here next year,” she realized this might not be her path.

Her mother’s advice was simple and powerful: “Go explore.” That freedom led her to a psychology class and she was hooked. Understanding why people make the choices they do, how they think, how they interact, it opened a world she didn’t know existed.

Her early plans leaned toward child psychology, but after grad school and some honest reflection with her father, “What are you going to do with this degree?” She started exploring options in the corporate world. 

A professor suggested she audit a consumer behavior class, applying psychology to human decision-making in business. And then he planted the seed: “Have you thought about human resources?”

At the time, HR was unfamiliar territory. But she landed an internship at Pfizer and met a mentor who let her shadow her through recruiting, coaching, and difficult conversations. 

And here’s what stuck with me most: she realized the work wasn’t that different from what she had trained for in school. 

The context had changed; the stakeholders were different; the skills, the human insight, the empathy, the understanding of behavior, were the same.

She loved the diversity of experiences and the people she met there. Flash forward to today, she is now the EVP and Chief People Experience Officer at Pfizer. 

Her story goes to show that over the years, of course, HR has expanded, talent strategy, planning, compensation, incentives, but at its core, helping people be the best version of themselves hasn’t changed.

Check out the full podcast episode here: https://lnkd.in/edq-qt3W

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The Battle

Harris Fanaroff

Frank Congiu

Followers

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taplio

The Battle

Harris Fanaroff

Frank Congiu

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);}Frank Congiu's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreFrank Congiu's LinkedIn Performance