Jake Huber

Scaled 3 unicorns🦄 & teams from 0→250+ | 125+ founders read my newsletter to scale their teams smarter 📈🧠

At Uber, I scaled my team from 0→50 people <1yr.

Now I help Seed & Series A+ startup founders scale their teams. Here's how ↓

I learned how to scale teams the hard way.

At Uber, I grew our team from 0→50 in under a year. 

At Industrious, we launched 10 locations and I built a 30-person team. 

At Veho, we 4×’d headcount (70→285) and increased weekly inbound applicants +495% in 6 months. 

Those wins all had one thing in common: a great recruiter embedded with the team—and simple, repeatable systems.

Before that, my first startup failed. I didn’t know how to hire, train, or manage yet. If I could go back, I’d tell “Past Jake” to stop duct-taping recruiting and bring in real help—without signing up for agency commissions or a full-time hire too early.

That’s why I built Venture Scaler.

🚀 Venture Scaler = A Startup-Friendly Way to Hire

We place an expert, senior recruiter (ex-Uber/Dropbox/Spotify, etc.) directly on your team—fractionally. Hourly. Month-to-month. No commissions. No long-term contracts. We run the full search like your in-house recruiter so you can stay focused on building product and talking to customers.

How It Works (It’s simple on purpose):

1. Perfect-Fit Profile Guarantee: We align on 5–10 candidate profiles before outreach so we don’t waste cycles.

2. End-to-End Execution: Sourcing, screening, coordination, and candidate experience handled.

3. Tight Comms: Weekly check-ins + async updates so you always know pipeline, blockers, and next steps.

4. Flex Up/Down: Add hours when you’re sprinting; pause when you’re not hiring.

Why founders pick us:

4× Faster to Hire: UpSmith’s first sales hire closed in 5 weeks after a 5-month stall.

~90% Cost Savings vs Agencies: Honey Homes saved ~$230k in two months of hiring.

Scale at Speed: At Veho we 4×’d the team and built an engine for inbound talent.

If you’re Seed or Series A, need to make a few critical hires, and don’t want to overbuild headcount or pay 25% fees, this model was built for you.

💬 Hiring right now? DM me here or visit venturescaler.com. I’m happy to share my hiring playbooks (the same ones we used at Uber/Veho) or dig into your roles and recommend a plan.

Learn more: https://venturescaler.com

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P.S. Outside of work and scaling startups:
👯‍♀️ I’m a girl dad x2
🏕 A backpacker/camper
🎭 Trained at UCB in improv comedy
💍 Secretly proposed to my wife using Uber: https://youtu.be/uRi_B5CxWZ8

Startup Mentor

“Jake is an incredible sounding board that provides tactical tips, resources and introductions to help navigate crisis’ and challenges. He has an innate ability to level with you on any subject. During my three months with Jake I looked forward to every call as we hashed through 5-10 topics at a time spanning from affiliate & growth strategies to recruiting and mindset.”

~April Dominguez, CEO & Founder of Handsome

First Round Fast Track by First Round Capital matches seasoned startup leaders with early-stage founders and team members within a unique mentorship community. First Round Capital is a seed-stage venture capital firm focused on building a community of technology entrepreneurs and companies.

“Oh no... We don’t even have 23 good candidates in our pipeline!”

~founder friend of mine

They said this to me after I shared data showing you need to talk to 23 candidates to hire 1 great one.

They also said they didn’t have the time to screen that many candidates.

“Many early-stage teams underestimate how many candidates they need to speak to to make one hire. In our data we also saw that only 13% of inbound applicants even make it to the first screen. You will either need a lot of inbound, or more likely, you will have to fill the funnel with sourced candidates and referrals.” 

—Benji Encz, CEO of Ashby

Hard Truth: Recruiting at your startup is a numbers game. 

You need volume to find the right candidate.

For most startups, this means you’ll need to do your own outbound sourcing. 

At Venture Scaler we’ve helped startups like Pepper, Veho, Honey Homes and UpSmith with sourcing and making great hires. 

👉Need help with hiring at your startup? Send me a DM! Or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

Scaled teams from 0→250+ at 3 unicorns🦄 | Early Uber | Startup Founder & Operator

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Hot take: if you’re leading recruiting as a founder, you’re paying for every hire with your best hours.

Most Seed and Series A founders don’t fail at hiring because they can’t spot talent.

They fail because founder led recruiting turns into a daily game of whack a mole:

Inbound comes in.

You skim resumes between meetings.

A great candidate waits 6 days for a reply.

Someone “owns scheduling” until they don’t.

Pipeline notes live in 4 places.

Then the search “mysteriously” drags for 10 to 14 weeks.

Here’s the real issue: nobody owns the hiring engine end to end.

So it runs... whenever the founder has free time.

If you want hiring to stop stealing your best hours, you need one clear owner for:

1. Sourcing
2. Screening
3. Scheduling and follow ups
4. Pipeline hygiene and weekly reporting
5. Offer process and close plan

That’s exactly where a fractional recruiter shines.

Not a full time headcount.

Not a big fee agency.

Just an experienced operator who drops in, runs the machine, and keeps momentum week to week.

Pro Tip: Before you post the job or message a single candidate, calibrate with 5 to 10 real profiles.

If you can’t agree on what “great” looks like in a stack of actual people, the rest of the process is just expensive guessing.

That’s also why at Venture Scaler we start with a quick alignment sprint, then move fast with a tight weekly cadence.
_____

What’s the part of hiring that’s draining you the most right now: sourcing, scheduling, or decision making?

If you want a fractional recruiter to take the wheel, DM me and I’ll send a simple overview of how we plug in.

In 2 months my rent-a-recruiter service saved our client over $230k 🤯 Here’s how ↓

We sourced, screened, interviewed & hired 13 new employees:

→ 2 senior ops managers @ $110k
→ 9 operations managers @ $75k
→ 2 CS coordinators @ $50k

If our client (Series A startup) was working with a traditional recruiting agency, they would have paid 25% commissions on first-year salaries, totaling $250,000 😱

But by working with Venture Scaler on our flexible hourly plans, they saved over 90% (not a typo).

And by saving them $230k, they effectively hired 3 ops managers for “free.”

That also means we helped them avoid $100k+ of monthly burn.

Imagine what you could do at your startup with an extra $230,000. 

That’s a pre-seed round for a lot of startups!

👉 If you're thinking about (or already started) working with a traditional firm, let's chat. DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

“I haven’t talked to this many high-quality candidates before. It’s a little overwhelming!” - Ryan, Founder at Nurseio

I remember Ryan telling me that on one of our weekly calls.

He was now had the “good problem” of having too many high-fit candidates to choose from.

But that wasn’t the case when he initially reached out to me...

Ryan needed help finding his startup's next sale leader.

They didn't have a recruiter on their team and couldn't justify bringing someone on full time.

So the heavy lift of sourcing and interviewing landed on Ryan and his team.

And that's where Venture Scaler came in...

We built a pipeline of sales executive talent and closed a key sales hire in 6 weeks.

___

👉 Need help with hiring? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

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Your network is great. It’s just not built to hire niche roles.

Founders tell me this all the time:

“We posted the role.”

“We asked for referrals.”

“We’re getting people.”

But the shortlist is... weird.

Lots of smart resumes.

Lots of “maybe.”

Very few “hell yeahs.”

That’s the niche role trap.

Specialized roles don’t get filled by hoping the right person wanders into your inbound.

They get filled by proactively hunting a specific profile, then running a tight calibration loop so you stop wasting time on almost right candidates.

Here’s the playbook I use for roles like first AE, product leader, platform engineer, data, security, growth, you name it:

1. Write a role scorecard, not a job description: The scorecard is outcomes. The JD is chores.

2. Build a target list of 30 to 50 companies where your ideal hire is already doing the job: Competitors. Adjacent industries. Same stage companies.

3. Calibrate with 5 to 10 real profiles before you run full outbound: This is the move most teams skip.

Pro Tip: If you can’t look at 10 real people and agree on what “great” is, you’re not ready to interview.

You’re ready to waste 3 weeks.

Only then: Scale sourcing, tighten screens, and run the pipeline with weekly cadence.

Fast follow ups. Clear feedback. No ghosting.

This is where a fractional recruiter from Venture Scaler pays for themselves.

We come in, run the hunt, and keep the process tight so you’re not stuck in endless “interesting” conversations.

What’s the hardest role to hire at your company right now?

If you want help calibrating and building a real target list, DM me.

Recruiting commission fees are a stealth tax on your runway.

Most founders don’t feel it until it’s too late.

You finally find the right candidate.

You’re celebrating.

Then you do the math and realize you just paid the equivalent of a senior engineer’s monthly burn for one hire.

And if you need 3 hires this quarter?

Congrats, you just funded someone else’s growth.

Traditional recruiting is built for big companies.

Big budgets.
Big margins.
Big hiring volume.

Early stage startups are the opposite.

Every dollar has a job.

So here’s the question founders should be asking:

"Do I want to pay for outcomes theater?"

"Or pay for execution?"

Because most of what gets a role filled is boring, repeatable work:

Sourcing
Outbound messaging
Screening
Scheduling
Follow ups
Pipeline triage
Weekly reporting
Offer coordination

That’s why I’m bullish on fractional recruiting.

You rent an experienced recruiter who runs the engine without the long term commitment, the giant contingency fee, or the “we’ll get back to you” agency black box.

Pro Tip: The cheapest hire is not the lowest salary.

It’s the hire you make fast, with a tight process, before the role creates more drag across your team.

At Venture Scaler, founders use us to keep recruiting costs predictable and their momentum high while they stay focused on product, revenue, and fundraising.

What’s your take: would you rather pay a huge fee per hire with a "guarantee", or pay for a recruiting engine you can scale up and down?

DM me if you want a simple breakdown of the fractional model.

You don’t need a full time recruiter. You need a recruiting burst that matches your hiring wave.

Most Seed and Series A teams hire like this:

- 2 to 4 roles hit at once.
- Everything becomes “urgent.”
- Then two months later... you’re back to zero hiring.

So founders do one of two things:

Option A: DIY recruiting and slowly bleed calendar time.

Option B: panic hire a full-time recruiter too early, then scramble to keep them busy later (or worse, lay them off).

There’s a third option that fits how startups actually operate.

A fractional recruiter.

Think: recruiting capacity you can turn up during a sprint, and turn down (or pause) when the sprint is over.

Here’s the playbook I use with founders:

Week 1 alignment sprint: role scorecard, must haves, target list, outreach angles

Week 2 pipeline build: outbound sourcing, screens, scheduling, funnel tracking

Weeks 3 to 6 close mode: weekly shortlist, tight feedback loops, offer plan, reference checks

Pro Tip: The fastest way to speed up hiring is not more interviews.

It’s fewer steps, clearer “yes/no” criteria, and one person owning the entire process end to end.

That’s what a fractional recruiter does at Venture Scaler.

We plug in, run the machine, and keep momentum while you stay focused on product, revenue, and fundraising.

If you could snap your fingers and get 10 hours back each week, where would you put it?

DM me if you want to discuss a “burst recruiting” plan.

If your hiring “takes forever,” it’s probably because nobody owns the calendar.

Here’s what I see at Seed and Series A companies:

- You finally get a few great candidates into process.
- Then the interview loop becomes a group project.
- One person is traveling.
- Another person is “swamped this week.”
- Debriefs happen... eventually.
- And scheduling turns into 37 Slack messages and a prayer.

Meanwhile the candidate is watching the clock.

Because they have other processes moving.

And they assume your slowness means one of two things:

1. You’re not that excited about them.
2. Your company is chaotic.

Both are deal killers.

The fix is not “everyone try harder.”

The fix is one clear owner driving cadence.

Here’s the simple operating system:

1. Every candidate gets a close plan with dates before the first interview.

2. Every interviewer has a 24 hour feedback deadline.

3. Debriefs get scheduled at the same time as the interviews.

4. One person chases calendars, follows up, and removes blockers daily.

Pro Tip: Cycle time is a recruiting superpower.

A fast, decisive process will beat a better brand with a slower process more often than founders want to admit.

This is one of the highest leverage uses of a fractional recruiter.

At Venture Scaler, we plug in and run the interview machine end to end so founders stop playing scheduler and start building the business.

Where does your process break most often: scheduling, feedback, or decision making?

DM me if you want to develop your own “tight loop” interview cadence.

8 new hires in 6 months! I love getting these reactions from our clients.

Maybe you're in a similar situation as Geoff?

Geoff was launching his first markets and needed to build out his team, and fast.

He needed help hiring his sales and operations team from the ground up.

They didn't have a recruiter on their team and couldn't justify bringing someone on full time.

So the heavy lift of sourcing and interviewing landed on Geoff, but he had a business to run.

And that's where Venture Scaler came in...

We built their sales and operations teams from scratch and added 8 new hires in 6 months.

___

👉 Need help with hiring? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

If you have to “figure out comp later,” you’re not ready to hire.

Here’s the pattern I see at Seed and Series A:

You run a solid process.

You find a finalist you love.

Then the offer turns into a late night group chat with your cofounder and an open tab of random salary sites.

You guess.
You send something.
The candidate asks for more.

Now you’re negotiating with zero confidence and no clear boundaries.

Worst case: you lose them.

Second worst: you overpay, create internal comp chaos, and lock in a precedent you hate.

This is what the comp problem really is:

Uncertainty.

And candidates can smell it.

Here’s a simple fix founders can implement fast:

1. Pick a level and define the scope: What job are they actually doing in the first 6 months?

2. Set a range with a walk away number: Write it down before you meet the finalist.

3. Build a close plan: What do they care about: cash, equity, title, team, flexibility, mission?

4. Run the offer like a process, not a moment: Timeline, touchpoints, decision deadline, reference checks, signing plan.

This is where a fractional recruiter is clutch.

At Venture Scaler, we plug in, help you set ranges, coach the close plan, and run the offer process so you stop winging it and start closing.

What’s harder for you right now: setting the range, negotiating, or defending comp internally?

DM me if you're hiring and want to talk through your negotiation/closing plan.

If a role has been open for 90+ days, you’re not “still searching.” You're stuck.

You’re stuck in a broken hiring loop.

Here’s what usually happens at Seed and Series A:

- You post the job.
- You wait for inbound.
- You ask your network.
- You run a few interviews.
- You get busy.
- The candidates wait.
- The momentum dies.

Then you tell yourself: “The market is tough right now.”

Maybe.

But most “stalled searches” stall because nobody owns the engine.

So the process runs... whenever the founder has oxygen.

A quick reset that works shockingly well:

1. Recut the profile

Stop debating hypotheticals. Define the must haves, the dealbreakers, and what success in 90 days looks like.

2. Rebuild the target list

List 25 companies and 50 titles you actually want. Stop hoping the right person randomly applies.

3. Relaunch outbound

Send tight, specific outreach. Not “excited to connect,” but “here’s the problem you’d own.”

4. Tighten the cycle time

Screen to first interview in 72 hours.

No exceptions.

Run weekly pipeline reviews

15 minutes. Same day. Same time. Decisions get made or the search dies.

Pro Tip: If you can’t produce 10 qualified conversations in 10 business days, the problem isn’t volume. It’s targeting, messaging, or speed.

This is exactly where a fractional recruiter from Venture Scaler is a cheat code.

We step in, rebuild the machine, and run cadence so founders can get back to product, sales, and fundraising.

Be honest: what’s causing your longest open role right now: weak pipeline, slow response time, or unclear profile?

DM me and I’ll send a simple “stalled search reset” checklist we use with founders.

Your best candidates keep disappearing after round one. Why?

One pattern I've seen: Your hiring manager is bad at "selling."

Early stage hiring has a weird rule:

Every interviewer is a closer.

Most founders miss this, then blame the market when candidates go cold.

Here’s what candidates are actually hearing on your first call:

A vague role.
A list of tasks.
A meandering company story.
No clear reason this job is career defining.

So the candidate thinks: “Cool people. Unclear opportunity.”

And they move on.

Fix it with a simple pitch system:

1. Start with the mission in one sentence: Not the product, the problem you exist to solve.

2. Paint the 6 month win: What does “crushing it” look like, with specifics?

3. Define what you are not: Who will hate this job, and why?

4. Connect the dots to their story: Why them, why now, why this role is a step up.

Pro Tip: Flip the script: Spend the first 5 minutes selling the opportunity with confidence, get them excited, then run your interview.

This is one of the sneakiest places a fractional recruiter helps.

At Venture Scaler, we help build the pitch, coach hiring managers, and keep the process tight so every interviewer tells the same compelling story.

Be honest: do your interviewers sound like recruiters, or like they’re reading a job description out loud?

DM me if you want my hiring manager playbook.

Well, hello friend. 

Thanks for visiting! Here's all you need to know:

👉 MY EXPERIENCE: For over Sixteen years I've helped companies, nonprofits, political organizations, and individual brands achieve success through digital marketing. 

My main area of expertise is marketing consulting. I have extensive B2C and B2B experience. Here are some highlights:

💯 Planned and executed $2 million+ campaigns for Fortune 500 companies like Sherwin Williams, electrolux (Frigidaire) and Sunbelt Rentals
💯 Increased the email list at Townhall Media by over 1 million addresses through both paid and organic methods.
💯 Acquired over 60,000 emails in one day (60% organic).
💯 Reduced the cost per acquisition of emails at Media Research Center by over 90%. 
💯 Built email lists for political campaigns ranging from city council races to U.S. Senate. 
💯 Acquired emails for Grabien as low as $0.06 per email.
💯 I have managed and planned over $150 million in advertising on PPC, SMM and SEM campaigns.
💯 I've acquired over 10,000,000 emails for clients.

👉 CORE BUSINESS SKILLS:

💯 Media Strategy
💯 Media Planning
💯 Lead Generation
💯 Digital strategy
💯 Facebook advertising
💯 Google advertising
💯 Email acquisition
💯 B2C & B2B
💯 Persona building

👉 WHO I WORK WITH: It has been my pleasure to work with people from all over the spectrum. From a local merchant selling kettle corn to multi-billion dollar companies, and everything in between. 

👉 A BIT ABOUT ME: To say I've been at the forefront of digital advertising for over fifteen years is an understatement. 

I was optimizing ads on Facebook before they even had conversion tracking. I started working with Google Search and Google Display back when the platform was completely unrecognizable from today's version.

Digital strategy is not a job for me, it's a passion.

But, admittedly, it's not my biggest passion. I'm blessed with a loving wife and two amazing children. Everything I do in my career is to build a better life for them. We live in South Carolina in a lovely home with an adorable Newf. 

I mention this only to give some idea of my drive. My work is not about checking boxes until it's time to clock out. When I'm working hard for clients, I'm working hard for my family.

I'm also a published author! Check out my novel here: https://www.amazon.com/gp/product/B0B29FGWHD/ 

💬 PM me today with questions! 💬 I respond quickly!

Alan Moore

The Real Reason Most Entrepreneurs Plateau
Hook style used: “Everyone wants the outcome, but few understand the process...”

Everyone wants the outcome, but few understand the process behind building a sustainable business.

The truth is, entrepreneurs don’t plateau because of lack of ambition.
They plateau because of decision fatigue—the silent killer of growth.

In the beginning, hustle is the strategy.
You wear every hat.
You react to every opportunity.
You say yes because you can’t afford not to.

But at a certain point, the habits that helped you survive become the same habits that stop you from scaling.

Growth requires a shift:

- From doing everything to building systems that do the work for you.

- From chasing revenue to building leverage that increases your freedom.

- From reacting to the market to creating your own demand.

Entrepreneurship isn’t about working harder.
It’s about learning how to make your time, influence, and brand work independently of you.

If you feel stuck, it’s not a sign of failure.
It’s a sign that you’ve outgrown your current strategy and need to evolve.

You don’t need more motivation.
You need a new operating system.

If you're ready to build a business with structure, predictability, and real scalability:
https://lnkd.in/epjmgbsY

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Founder & Marketing Consultant specializing in revenue growth through digital strategies

Think your online growth should be moving faster than it is? You’re not alone—and it’s not bad luck or the algorithm. Most brands stall because of a few avoidable mistakes that quietly block momentum. 

In this video, I break down what’s actually holding your growth back this year and how to correct it with clarity and intention. Growth works when strategy replaces guesswork.

#DigitalMarketing #OnlineGrowth #MarketingStrategy #BusinessGrowth #ContentMarketing #BrandBuilding #EntrepreneurLife #SocialMediaMarketing #MarketingTips

The Ability to Decide With Incomplete Information Separates Winners From Everyone Else

Entrepreneurs spend an extraordinary amount of time searching for clarity.
They collect data.
They gather opinions.
They poll their network.
They research endlessly.

And while there’s value in analysis, there’s a point where it becomes paralysis.

The most successful entrepreneurs share one skill above all others:

They make decisions without perfect information.

Because perfect information does not exist.
Markets shift too quickly.
Customer behavior changes too unpredictably.
Competition adapts too rapidly.
Technology evolves too fast.

If you're waiting for certainty, you’ll always be late.

The best founders understand this. They don’t move recklessly — they move intelligently. They act based on patterns, not perfection. They test their assumptions quickly. They gather feedback from execution, not speculation.

And most importantly, they stay flexible.
They treat decisions as experiments, not commitments.
They treat failure as data, not identity.
They treat movement as a requirement, not a reward.

Business rewards momentum, not caution.

The world doesn’t belong to the smartest entrepreneur.
It belongs to the one who makes the most informed decisions the fastest — and adjusts even faster.

If you're stuck, you're not lacking clarity.
You're lacking forward motion.

Learn more at: https://lnkd.in/epjmgbsY

Why Founder-Led Content Is Becoming Mandatory for Paid Ads Success

A powerful yet under-discussed trend is reshaping the paid advertising world:

Creator-driven ads are outperforming traditional brand ads by significant margins, especially in service-based and expert-driven industries.

Why?
Because audiences now crave authenticity more than ever.
And the founder represents the clearest, strongest, and most trusted expression of the brand.

When the founder shows up:

Trust is established faster.
Expertise becomes visible.
Skepticism decreases.
Conversion rates increase.

People don’t want polished brand statements.
They want real explanations, real insights, and real people.

This shift is occurring for a few reasons:

- Ad fatigue from overly-designed, overly-scripted brand creatives.

- Consumer demand for transparency and human connection.

- Platform algorithms giving preferential delivery to content that feels native, not produced.

- Higher watch time and better click-through rates when the founder appears on camera.

- Stronger retargeting journeys based on the founder’s distinct voice and style.

Founder-led creative is no longer optional for premium positioning.
It has become a competitive advantage that directly affects acquisition costs.

And perhaps most importantly:
Founders are the only ones who can articulate the mission, philosophy, and unique value of the business in a way that feels unmistakably genuine.

The market doesn’t want faceless brands.
It wants leaders.

If you want to build a paid ads strategy that leverages the power of your founder identity and positions your brand with authority:
https://lnkd.in/epjmgbsY

The Hidden Growth Advantage in Business: Decision Velocity and the Power of Fast, Imperfect Action

One of the biggest bottlenecks holding entrepreneurs back is not lack of ideas, funding, or resources. It’s slow decision-making. Many entrepreneurs analyze endlessly, plan excessively, and wait for certainty before moving. But certainty rarely exists at the start of anything worthwhile.

The entrepreneurs who grow the fastest have mastered decision velocity: the ability to make well-informed decisions quickly and adjust just as quickly when new information emerges. They don’t aim for flawless execution. They optimize for fast execution followed by rapid refinement.

Decision velocity matters because markets don’t wait. Competitors don’t wait. Opportunities vanish when you hesitate. The businesses thriving today are those that gather feedback faster, launch sooner, and improve continuously rather than trying to perfect version one.

This is why action-oriented entrepreneurs outperform research-oriented ones. They learn through doing. They gather real-world data instead of predicting outcomes in a vacuum. They build momentum, and momentum compounds in ways planning never can.

Entrepreneurship is ultimately a game of speed, iteration, and resilience—not perfect strategy.

If you want your business to grow with clarity and accelerated execution, visit patondigitalmarketing.com.

Your personal brand on LinkedIn should work for you, not blend in.

This video breaks down how to build it with clarity, positioning, and consistency so it attracts the right opportunities.

#PersonalBrand #LinkedInStrategy #BrandBuilding #ContentStrategy #Entrepreneur #Marketing

Your Audience Doesn’t Trust You Because Your Message Isn’t Clear Enough

Brands often confuse frequency with trust. They assume posting more will fix everything. But in reality, the number one reason audiences don’t connect is because the message is muddy, inconsistent, or forgettable.

Your brand message should be so clear that your audience can repeat it to someone else in a single sentence. Very few businesses achieve this. They post randomly, reactively, or based on trends that don’t reflect their identity.

When your message is unclear, everything else becomes harder:

Your content is inconsistent.
Your offer feels generic.
Your brand feels replaceable.
Your audience doesn’t understand what makes you different.

Trust is not built from repetition.
Trust is built from clarity.

And clarity does not mean branding jargon or fancy taglines. It means telling your audience exactly who you help, how you help them, and why your approach works.

Look at the brands people follow loyally.
They speak with unmistakable voice.
They hold strong opinions.
They communicate values, not just features.
They stand for something real.

Your audience doesn’t want more content from you.
They want more conviction.

If your message isn’t strong enough to anchor your content, your content won’t be strong enough to anchor your brand.

Start with the message, then build the strategy, not the other way around.

Learn more at: https://lnkd.in/epjmgbsY

The most consistent creator beats the most creative creator almost every time.

Social media rewards one thing above all else: reliability.

Yes, creativity matters. Strong visuals matter. Great storytelling matters. But none of those outperform consistency over time.

Most brands and entrepreneurs quit social media too early because they expect immediate results. They post for two weeks, don’t see traction, and conclude that “social media doesn’t work.”

What they fail to realize is that social media is not a spotlight — it’s a trust-building machine.

Here’s what consistent posting actually does:

- It trains the algorithm to understand your audience.

- It trains your audience to expect value from you.

- It builds authority through repetition, not virality.

- It compounds reach over time, even if early posts underperform.

The brands seeing results today didn’t get lucky. They showed up when no one was watching. They refined their message slowly. They tested formats, hooks, and ideas without quitting.

Consistency doesn’t mean posting everything. It means posting intentionally, repeatedly, and with purpose.

If you want social media to work, stop treating it like a campaign and start treating it like a relationship.

Discover proven social media systems that actually scale at
https://lnkd.in/epjmgbsY

Attention is expensive. Trust is priceless.

In a world saturated with ads, content, and promotions, audiences are no longer impressed by bold claims. They are looking for credibility, transparency, and consistency.

Modern consumers don’t just buy products. They buy confidence.

Trust-driven marketing wins because:

- People research before purchasing.

- Reviews matter more than ads.

- Authentic messaging outperforms exaggerated promises.

- Long-term brands outperform short-term hype.

Trust is built through:

- Clear communication.

- Honest positioning.

- Valuable content without constant selling.

- Delivering what you promise, consistently.

Marketing that prioritizes trust doesn’t chase conversions — it earns them.

If your brand focuses only on selling, audiences tune out. If it focuses on helping, they lean in.

Learn how to build trust-driven marketing strategies at
https://lnkd.in/epjmgbsY

Clarity creates confidence.

Confidence drives action.

#ClearMessaging #BrandCommunication #MarketingTips

Entrepreneurs don’t fail because they’re lazy. They fail because they’re too productive.

Modern entrepreneurship has turned into a cycle of endless optimization. More tasks. More goals. More systems. More hacks. More routines. But growth doesn’t come from adding more. It comes from strategically doing less.

Founders often mistake motion for progress. They optimize their calendar, organize their to-do list, and fill every hour with something that feels productive. But productivity without intention leads to burnout, not breakthroughs. The entrepreneurs who scale the fastest operate with ruthless prioritization. They eliminate tasks, simplify processes, and focus exclusively on high-leverage actions that amplify growth.

The truth is uncomfortable: most entrepreneurs are drowning in low-quality work. They respond to emails that don’t matter. They plan instead of execute. They build instead of sell. They perfect instead of publish. They fix internal problems instead of driving revenue. This cycle feels responsible—but it slows everything down.

The entrepreneurs who win look at their week and ask one simple question: Which task, if completed, would make all other tasks easier or irrelevant? Then they protect that task with everything they have.

Scaling isn’t about discipline. It’s about design. You need a work structure that reduces friction, removes unnecessary decisions, and channels your energy into the actions that truly matter—whether that’s improving your offer, building your audience, sharpening your messaging, or optimizing your acquisition system.

If you feel stuck, you don’t need more hours. You need more clarity.

Learn the systems and structures that help entrepreneurs scale with precision, not exhaustion:
https://lnkd.in/epjmgbsY

Short-Form Video Creates Attention, Not Loyalty (Here’s How to Fix Your Content Mix)

Short-form video has taken over the digital landscape.
Creators are pumping out clips faster than ever.
Brands are hiring editors before they hire strategists.
Every platform is prioritizing vertical video.

So everyone follows the trend:
Faster cuts.
Shorter scripts.
More hooks.
More volume.

But here’s the uncomfortable truth:

Short-form video builds visibility, not connection.

It gets you discovered, but it doesn’t make people stay.
It generates reach, but not respect.
It creates awareness, but not alignment with your brand’s values.

Viewers swipe as quickly as they arrive. The relationship becomes transactional — a quick hit of entertainment or information. But when it’s time to convert, short-form almost always falls short.

Why? Because loyalty is created in depth, not speed.

The brands that thrive understand the balance:

Short-form attracts new eyes.
Long-form earns trust.
Community-driven content creates believers.

If you want long-term growth, you must build an ecosystem:

A system where your short videos serve as the doorway.
Your long-form content serves as the living room.
Your community serves as the foundation.

Look at the creators who dominate. They don’t just go viral. They guide their audience somewhere meaningful — deeper into their world, not just back into the scrolling feed.

The brands who rely solely on short-form content are building a house on sand. The brands who combine formats are building empires.

If you want staying power, stop chasing views and start building relationships.

Learn more at: https://lnkd.in/epjmgbsY

Ever notice how premium products launch expensive and get cheaper over time? 

That’s not an accident—it’s a strategic pricing move used to capture early demand, build perceived value, and maximize profit before scaling to the mass market. Smart pricing is never about being cheap, it’s about being intentional.

#MarketingStrategy #PricingStrategy #BusinessGrowth #BrandPositioning #EntrepreneurMindset #DigitalMarketing #ProductMarketing

CourseCareers is the best way to land a digital marketing job without previous experience.

Follow me to start the free intro course! 
Check them out: https://lnkd.in/eAZBceQt

#digitalmarketing #marketingjob #careerdevelopment #careertiktok #jobhunt #careeradvice #workfromhomejobs #jobshiring

CourseCareers

Ever wonder how ads seem to show up at the perfect moment? That’s data-driven advertising at work, using real-time signals to place the right message in front of the right person. 

When targeting is smart, ads feel relevant instead of random.

#ProgrammaticAdvertising #DigitalAds #AdTech #MarketingStrategy #PaidMedia #OnlineMarketing #BusinessGrowth

AI Is Not the Threat. The Real Threat Is Professionals Who Refuse to Evolve Their Skill Set.

People worry that AI will replace marketers, copywriters, strategists, and creators. But AI is not replacing professionals—it’s replacing outdated workflows. It’s replacing people who cling to old methods despite the world changing around them.

What AI actually does is remove the repetitive work that slows professionals down: drafting first versions, organizing data, analyzing patterns, generating variations, and predicting performance. This frees marketers to focus on the strategic and creative parts of the work—the parts that truly drive revenue.

The professionals thriving today aren’t those who are “better than AI.” They are the ones who learn how to collaborate with AI. They know how to use it to accelerate production, enhance creativity, and uncover insights that used to take hours or days to find manually.

The real value of a marketer in the AI era is not in producing more content—it’s in directing content with greater intelligence. AI is the new baseline. Human strategy is still the competitive edge.

The future belongs to marketers who evolve, not the ones who resist change.

If you want to integrate AI into your marketing in a way that strengthens—not replaces—your brand identity, visit patondigitalmarketing.com.

You’re doing the work, but the results aren’t matching the effort. That’s because real digital growth isn’t about posting more or spending more—it’s about clarity, strategy, and intent. 

When your message, offer, and audience align, results follow.

#digitalmarketing #marketingstrategy #contentmarketing #paidads #businessgrowth #entrepreneurlife #brandstrategy #onlinebusiness #marketingtips

Shift perspectives.

Inspiration + education = impact.

#InspireEducate #MarketingWisdom #BrandVoice #ContentThatMatter

AI is changing the marketing funnel—step by step.

👉 Swipe to discover how AI impacts every stage

AI's Power in Marketing Funnel

If you want extra income without falling for scams, focus on proven opportunities that fit your time and skills. 

Real money comes from simple, repeatable actions—not shortcuts or hype.

#makemoneyonline  #sidehustle  #extraincome #passiveincome #onlineincome #hustlelife #financialgrowth #workfromanywhere

taplio

The Battle

Jake Huber

Alan Moore

Followers

Posts

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Performance ScoreJake Huber's LinkedIn Performance

Performance ScoreAlan Moore's LinkedIn Performance

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taplio

The Battle

Jake Huber

Alan Moore

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);}Jake Huber's LinkedIn Performance

Performance ScoreAlan Moore's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJake Huber's LinkedIn Performance