Pink Cow Brand Builder | 🚀 7-fig Branding & Conversion Agency & 8-fig Automation SaaS | 🚀 Make More Money Online with AI

I help founder-led B2B figure out why their CAC keeps climbing.

Usually it's one of four things.

How you're positioned 
How people find you
How leads convert
Why customers leave

Most founders I talk to are stuck on one or two of these. 
Fix the right one and the others get easier.

I spent 10 years behind the scenes for giants and category kings, building the systems that made growth predictable (LTV).

Built and exited my own B2B SaaS company along the way.
(Among other products and companies that I've launched)

If you're leading a B2B company at $1M–$5M ARR and you're tired of guessing, happy to do a free audit.

No pitch.

→ Send me a message "AUDIT" to apply

Jackson Yew

Anthropic (Claude) told the Pentagon no. 
Trump banned them. 
OpenAI signed a deal the same day. 
Both say they have the same values.

Anthropic's CEO Dario Amodei was called to Washington by Defense Secretary Pete Hegseth. The Pentagon wanted "any lawful use" of Anthropic's AI tools. No restrictions. Full access.

Anthropic said they wouldn't agree to two things: mass domestic surveillance and fully autonomous weapons.

Hegseth's response: agree, or we invoke the Defense Production Act and label you a supply chain risk.

Amodei's response: then we'd rather walk away from the Pentagon entirely.

Within hours, Trump posted on Truth Social: "We don't need it, we don't want it, and will not do business with them again!"

Every federal agency has 6 months to stop using Anthropic.

And here's where it gets interesting.

The same day — the same day — OpenAI announced a deal with the Pentagon for classified AI systems.

Sam Altman sent an internal memo saying he shares Anthropic's "red lines." Same concerns about autonomous weapons. Same concerns about surveillance. He then signed the contract.

(I had to read that twice.)

Let me be clear about what's happening here. Two AI companies say they have the same values. One refused to sign. The other said "same values" and signed.

I'm not saying OpenAI is wrong. Maybe their contract has the same restrictions Anthropic wanted. Altman says it does. Maybe it's exactly the same deal Anthropic would have accepted.

But the optics are devastating.

Because here's the thing about positioning: it's not what you say. It's what you do when saying it costs you something.

Anthropic's Pentagon contract was worth $200 million.

Their company is valued at $380 billion.

$200M out of $380B is 0.05% of their valuation. They could afford to say no.

A former Pentagon official told the BBC: "This is great PR for them and they simply do not need the money."

And that's the insight most people will miss.

Anthropic didn't say no because they're braver than OpenAI. They said no because they built themselves into a position where they COULD say no. The revenue didn't matter enough to compromise the stance.

The lesson isn't "be brave."

The lesson is: build your business to the point where your values are affordable.

Most companies can't say no to the Pentagon. Not because they disagree with the restrictions, but because they can't survive without the contract.

Anthropic can.

And this is the part that should matter to anyone building a business right now: your ability to stand for something is directly proportional to how much you need the person you're standing against.

Build the runway first. 
Then take the stand.

Are you part of the "I am cancelling my GPT subscription"?

Building AI machine for founders and myself | Performance Marketing $1Mil → $5Mil

I don't usually share things like this.

My feed used to be all frameworks. 
Case studies. Breakdowns of what works.

Not... this.

But as we are halfway past Q1, I was doing some reflections.

And I figured if I'm feeling it, some of you probably are too.

Swipe through the carousel.

(I almost didn't post it.)

Which slide resonates with you? just curious

Sorry, I Lied.

A carousel summary of Bad Bunny's "loaded" halftime show.

Created by Ashley Yuen for AtheonX

Helping Founder-led B2B reduce CAC & increase LTV | Performance Marketing $1Mil → $5Mil

Bad Bunny Halftime Show Summary

I can't code.

But I've built 18 software projects in the last 45 days that my team uses daily.

2 months ago, I couldn't build software or even describe what I wanted in technical terms.

Now I have 18 projects in my Claude repo.

A financial dashboard tracking $10M+ revenue.
A Chinese astrology calculator. 
An SEO intelligence platform connected to Google Analytics. 
An Instagram automation system that books calls while I sleep.

Not one line of code written by me.

All built with Claude Code.
I describe what I want, AI writes it, I test it.

But the hard part was never the code.

Project 1 took 3 days. 
Not because the coding was complex, but because I couldn't articulate what I actually wanted. I’d say "build a dashboard" and get something that technically worked but missed the point entirely.

By project 3, I figured it out: the quality of what AI builds is directly proportional to how well you describe what you need. 
Every workflow. 
Every edge case.

Sounds obvious. It's not. 

Try describing your business operations in enough detail for a machine to replicate them. You'll find gaps you didn't know you had.

By project 5, the reframing clicked: "I finally have a way to turn my operational knowledge into tools."

Here's a specific example: 
Before the finance dashboard, my CS tracked renewals in a spreadsheet. Every month, she manually checked who was up for renewal or who had payment issues and so on.

It took half a day, and things still slipped.

I sat with her for 1 hours and mapped every decision. 

I described that to Claude Code. 4

45 minutes later: a working dashboard with filters, alerts, and a pipeline view.
She tested it and found 3 edge cases I'd missed. 

I described those. 
10 minutes each. 
Fixed.

Total build time: <4 hours. 
Replaced a half-day manual process.

The cost of the build wasn't money or code. 
It was the 10 years of running businesses that taught me which metrics actually matter.

Every AI influencer says "AI is the great equalizer." 
Anyone can build anything now.

Technically true. 
Practically wrong.

"Anyone can build" doesn't mean "anyone can build the RIGHT thing." 

You can code a dashboard in an afternoon. 
But knowing which metrics belong on it? 
Which alerts get used? 
Which edge cases cause headaches in month 3?

That comes from domain knowledge. 
From operating. 
From watching what breaks.

AI dropped the cost of building software by 25x. 

But the $0 build only works if you have years of judgment about WHAT to build. 

AI made execution nearly free. 
It did nothing to replace the thinking.

Fast and wrong isn't faster than slow and right.

My prediction for the next 2 years: The gap in business won't be between people who can code and people who can't.

It'll be between people who deeply understand their operations—every workflow, decision point, and edge case—and people who don't.

Understanding what to build is harder than building it.

And that's not a gap AI can close easily.

Building AI machine for CEOs and myself | Performance Marketing $1Mil → $5Mil

Meta's AI safety director gave an AI access to her inbox.

It started deleting everything. 
She typed "STOP" three times. 
Nothing worked.

The person whose literal job is making AI follow instructions... couldn't make her AI follow instructions.

The failure mechanism is something most people aren't thinking about.

↓ ↓ ↓

OpenClaw deleted 200+ emails

Everyone's building AI to replace salespeople.

This guy raised $35M to keep them.

Sam Blond was head of sales at Brex. 
Then he became a VC at Founders Fund, one of the most influential venture firms in tech.

And then he did something VCs rarely do.

He left.

Not to advise. 
Not to angel invest. 
He actually went back to operating.

He co-founded Monaco with his brother Brian Blond. 
$35 million raised ($10M seed, $25M Series A). 
Both led by Founders Fund, his former employer.

The backers list reads like a tech Rolodex: 
- Patrick and John Collison (Stripe founders), 
- Garry Tan (Y Combinator CEO), 
- Neil Mehta (Greenoaks Capital).

That investor lineup alone tells you people are taking this seriously.

Here's what makes Monaco different from every other "AI for sales" pitch:

They're not trying to replace salespeople. 
They're pairing AI agents with experienced human sales reps.

In a world where every startup is racing to remove humans from the loop, Monaco is deliberately putting them back in.

The AI handles prospecting, CRM, email outreach, campaign creation, and follow-ups. But real, experienced salespeople monitor everything the AI does. They guide it. Correct it. Add the judgment that AI still can't replicate.

It's not AI OR humans. 
It's AI AND humans.

And they're targeting something specific: early-stage startups at seed and Series A who can't afford a full sales team yet. Monaco gives them AI-powered sales infrastructure with human expertise built in.

Most AI tool companies pretend the human can be removed. 

That's the pitch: 
"hands-free," 
"full automation,"
"set it and forget it."

Anyone who's actually used AI for more than a demo knows that's not how it works.

The gap between "AI can do this task" and "AI can do this task without supervision" is still massive. 

Sam's move from VC back to operator is interesting too.

Sam saw the opportunity from the investor seat and decided: "I'd rather build this myself than fund someone else doing it."

There's a different kind of credibility you get when you're IN the business, not advising FROM the side.

Scammers can now clone your family's voice.

This isn't a movie plot.

A dad named Dustin Burnham got a panicked call last week from his wife's phone number.

Her voice. Unmistakable.

"Babe, our son got in a bike wreck. I'm at the ER but they won't take our insurance. I need you to send $3,000 right now."

He almost sent it.

But he asked for their family passphrase.

The caller got evasive. He hung up.

It was a scam. The voice was AI-generated from a few seconds of audio scraped from social media.

This is happening to thousands of families right now.

How to protect yours:

1. Create a family passphrase

Pick a random phrase only your family knows.
"Purple monkey dishwasher." Whatever.
If someone calls in a panic asking for money — ask for the phrase.
No phrase, no money. Period.

2. Discuss it offline

Don't text it. Don't say it near your phone.
AI can scrape anything digital.
Have the conversation in person.

3. Create a trigger question

Instead of asking "what's the passphrase?" directly...
Ask something like "How's Uncle Larry doing?"
The correct response triggers the passphrase.
Scammers won't know the system.

4. Warn your parents

Seniors lost $4.9 billion to these scams last year.
They're the #1 target.
Have this conversation at your next family dinner.

5. Pause before you panic

Scammers use urgency to override your thinking.
"I need cash NOW or he won't get help."
Real emergencies can wait 5 minutes for you to verify.

Share this with someone who needs to see it.

Advice is cheap. Context is valuable.

Two businesses can follow the same strategy
and get opposite results.

Why?

Different stage.
Different resources.
Different constraints.

Execution isn’t copying.
It’s choosing correctly. 🎯

That’s the real skill you’re building.
Follow for daily topics like this. #HBT30

Two people can know the same strategy.
One still struggles, one scales.

The difference isn’t talent.
It’s decision timing.

Right move, wrong time = loss
Okay move, right time = win

Experience builds judgement.
And judgement builds income.
Follow for next lesson tomorrow! #HBT30

Most people sprint → burn out → disappear.
Then repeat.

Professionals remove emotions from execution.
Same actions. Same schedule. Same output.

You don’t need a better mood.
You need a repeatable pace. 🔁

Let’s finish this series strong #HBT30

Hustle looks good online, but it’s a terrible long-term plan.

I started treating family dinners like a non-negotiable life priorities.

And that forced me to:
• simplify decisions
• delegate faster
• stop micromanaging
• build a team that can run without me

Work less. Make more. Live better. 📈 Follow for daily topics like this. #HBT30

You say you want freedom.
But you want control over every small decision yourself.

So the business slows down…
and you call it “being responsible.”

If the company needs you for everything,
you didn’t build support, you built reliance.

Leadership is designing people who can decide without you. Follow for daily topics like this. #HBT30

Mature businesses talk about problems fast.
Avoiding tension feels kind…

but it quietly erodes standards.
Strong cultures are built on direct communication.

Not assumptions.
Clear > comfortable.
Every difficult conversation is actually a maintenance cost of growth. 📈

The best sales always happens before the meeting.

Your videos should answer:
what you do, who it’s for, and why it works.

So when someone books, they’re not exploring.
They’re deciding.

If every call feels different,
your positioning isn’t clear yet.

Clarity shortens the sales cycle. 
Follow for the next lesson #HBT30

Fast growth feels exciting.
But it removes time to notice what’s broken.

A business that only works during expansion
usually collapses during normal months.

Healthy companies work even when things slow down.

That’s the real test. ✅
Follow for the next one #HBT30

Today's people don’t connect with logos.
They connect with a human they can trust. 

Your personal brand is your reputation… 
even when you’re not in the room. 

Start showing up. 🔥 #HBT30

Big Tech is spending insane money on AI in 2026.

Amazon → $200B
Google → $180B
Meta → $125B
Microsoft → $117B+

Everyone says this is bullish.

Maybe...

Or maybe it’s fear?

Here’s how I look at it:
When companies spend this much, it’s not because they’re comfortable.

It’s because they believe not spending could kill them.

This isn’t about AI being cool.

It’s about survival.

If you think AI will change how value is created, you have two choices:

1. Invest aggressively
2. Risk becoming irrelevant

And when the downside is extinction, you overspend.

Now here’s the uncomfortable truth:
Massive spending does NOT guarantee massive returns.

It just guarantees massive exposure.

In gold rushes, most miners don’t win.

The people who sell picks and shovels usually do.

So the real question isn’t:
“Who’s spending the most?”

It’s:
“Who can turn that spending into profit the fastest?”

If AI spending doesn’t translate to durable cash flow, it’s just expensive optimism.

The market will forgive overspending for a while.

But It won’t forgive poor returns forever.

The market rewards people who stay on the same plan longer.

Quick wins are rare.
But consistency is predictable.

A 90-day window keeps you focus:
one goal, one direction, one execution system.

Keep stacking results.
Discipline beats hype every time. 🔥
Share with us #HBT30

The most expensive thing in business isn’t failing. It’s restarting.

Most people don’t waste money.
They waste months.

Every time you jump to a new strategy, you kill momentum.
Your brain feels productive… but your business stays the same.

Commit for 90 days.
Let results catch up to your effort.
Follow for daily topics like this #HBT30

If your results are visible,
your price becomes easier to accept.

You don’t need to convince people with words.
You let your story do the selling.

Tag along, we’re just getting started. #HBT30

Sales and Marketing at CBF Labels

I'm passionate about sharing content & ideas on sales + marketing to help you level up your professional knowledge.

Outside my main role, I've been helping Ecommerce SaaS and AI companies with distribution and promotion.

If you’re looking to advertise to my audience, please send me a message so we can chat further. Thanks!

Jamie Dimond

Many people feel scared when this moment comes:

Someone joins your team who is better than you.

The higher the position, the bigger the fear.

Yes, it can feel like a threat.

But think again.

Having access to smarter people is a blessing.

Which company will achieve more:

The one where the manager hires mediocre people,

or the one that hires just top stars?

Doers, believers, and hungry to learn and work.

The answer is clear.

The top people:

Bring new ideas and fresh perspectives.

Can teach you so much.

Drive companies to new heights.

Their strengths can lift the whole team.

You grow when you surround yourself with talent.

It’s an opportunity to learn and improve.

Embrace their skills.

Together, you can achieve more.

Remember, success is not a competition.

It’s about collaboration and growth.

So, don’t be afraid.
Celebrate their talent.
We’re all on the same journey.
Welcome them with open arms.
Help them thrive; one day, they will help you.

Credit: Igor Buinevici

I’ll choose remote work > higher salary.

It’s really simple.

More rest, less stress.

I’ve been remote ever since COVID but up until that point, I prioritized $.

Now, I prioritize my mental health, peace of mind, and well being. 

WFH has personally made me:

✔️ Richer
✔️ Happier
✔️ Healthier
✔️ More Productive

It’s about flexibility and choice.

Give people an OPTION to choose what works for them.

Credit: Jean Kang

Surround yourself with ambition.

It changes you.

Fast.

The line “Surround yourself with people who have bigger goals than you. Ambition is contagious” is not hype.

It is a career strategy.

Because your goals do not live in a vacuum.

They live inside your calendar.
Your standards.
Your daily conversations.
Your sense of what is normal.

And nothing shapes “normal” faster than the people around you.

When you sit near big goals long enough,

You start to borrow them.

Not by copying.
By upgrading.

Here is how influential networks quietly drive professional growth:

1. Ambition resets your baseline
 → In a low-aim room, average feels safe 
 → In a high-aim room, average feels expensive 
 → You stop asking for permission to grow

2. High performers create healthy pressure
 → Not toxic pressure 
 → Clear pressure 
 → The kind that makes you ship work, not talk about it

3. Mentors compress time
 → Mentorship is not motivation 
 → It is direction 
 → A good mentor helps you skip avoidable mistakes 
 → And raises your standards without raising your stress

4. Peers shape your pace
 → Your peers decide what “normal effort” looks like 
 → If your circle learns, you learn 
 → If your circle builds, you build 
 → If your circle settles, you settle

5. Culture multiplies behavior
 → In ambitious cultures, high expectations are not personal 
 → They are the air 
 → People plan better 
 → Communicate clearer 
 → And take ownership faster

6. Social proof does the heavy lifting
 → Humans copy what works 
 → When you watch someone set a high goal and hit it, your brain files it as possible 
 → You start to act like it is possible too 
 → Because now it feels real

7. Strategic networking opens hidden doors
 → Not “collecting contacts” 
 → Building real relationships with people who move 
 → Ambitious people share opportunities 
 → They spot talent 
 → They connect dots 
 → They pull you into rooms you did not know existed

8. Ambition spreads through language
 → Big-goal people talk in plans 
 → Not excuses 
 → They talk in timelines 
 → Not someday 
 → That language rewires how you think about your own work

9. You gain better feedback, not more praise
 → Influential networks do not clap for everything 
 → They sharpen you 
 → They challenge your thinking 
 → They raise the quality of your decisions

10. You start playing the long game
 ↳ Ambitious circles respect consistency 
 ↳ They reward craft 
 ↳ They build reputations 
 ↳ They understand that real growth compounds

This is the real point.

Your network is not just who you know.

It is what you start to believe is possible.

Choose circles that stretch you.

Because ambition is contagious.

And so is settling.


Image credit: Colby Kultgen

Ever notice who claps when you win?

And who goes quiet?

Here’s something I’ve learned the hard way:

People who truly want to see you win
don’t compete with you.
They contribute to you.

They send the intro.
They share the opportunity.
They recommend your name in rooms you’re not in.

Real support isn’t loud.
It’s consistent.

And it shows up in actions, not emojis.

The right people don’t just celebrate your success.
They help build it.

Image credit: Itsletters_ on Twitter/X

Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.
Be delusional about your potential.

Credit: readswithravi on Twitter/X

Most people quit right before it works.

Because effort and reward do not move at the same speed.

Years 1 to 2:

You are bad.
You know it.
Everyone else knows it.

Good.

You are building muscle.

Year 3:

You are decent.
Still invisible.
Doubt gets louder.

This is the danger zone.
Most people exit here.

Year 4:

Your skill is real.
Your voice is clear.
Your network trusts you.

Now one catalyst matters.

A post.
A partnership.
A product launch.

And it looks sudden.

But here’s what really happened:

You compressed 4 years of learning into 30 days of output.

Example:

Builder ships 50 small tools over 4 years.
None break 1k users.

Tool #51 solves the right pain at the right time.
Hits 100k users in 2 months.

People call it overnight.

They did not see the first 50.

The playbook:

1. Treat early years as paid training.
2. Ship in public.
3. Build assets, not moments.
4. Stay until the math flips.

The lag is the price.

Pay it.

If you are in year 2 or 3, this is your sign to keep going.

Toxic workplaces don’t lose talent overnight.

They lose it one person at a time.

At first, the best employees try to fix things.
They speak up.
They work harder.
They try to protect the culture.

But when nothing changes, something else does:
their decision to stay.

People rarely leave because the work is hard.
They leave because the environment makes the work unbearable.

Common warning signs:
• good employees becoming quiet
• innovation slowing down
• high performers burning out
• increasing turnover of your best people

By the time leadership notices the problem, the damage is often already visible in the numbers.

Healthy workplaces do the opposite:
They keep talent by building trust, respect, and psychological safety.

Because in the long run, culture isn’t just a “soft factor.”

It’s a business strategy.

It's pointless spending time and money attracting top talent if you're not considering the work environment they're joining. 

To retain new hires, make sure your company culture is worth staying for.

Mission statements can inspire.
Core values can guide.
But only your daily decisions build real culture.

Eric Partaker's post on healthy company culture got me thinking about what actually builds strong teams.

I've noticed all 7 of these patterns in teams with healthy cultures:

(Credit: Amy Gibson)

1️⃣ They address toxic behavior, even from top performers

• Talent doesn't excuse toxicity when it harms the team
• One bad person can poison the entire team

2️⃣ They promote based on merit, not politics

• Wrong promotions make your best people start looking
• Performance and values should both matter

3️⃣ They don't play favorites

• Everyone sees it, even when no one says it
• Favoritism makes trust start to break down

4️⃣ They grow people-first leaders

• Technical skills matter but aren't enough alone
• Leaders who can't grow people shouldn't lead them

5️⃣ They make it safe to speak up

• When people fear feedback, problems grow
• Feeling safe to speak isn't optional

6️⃣ They give recognition regularly

• People don't leave because of the work
• They leave when they don't feel valued

7️⃣ They apply values consistently

• Not just to some people but to everyone
• No exceptions for title, time, or revenue

Culture isn't built in the big moments.

It's built in the daily decisions about who you protect, who you promote, and what you tolerate.

That's where trust lives or dies.

The people you admire didn’t succeed because everything worked.

They succeeded because they kept showing up after things didn’t.

We romanticize success.

We rarely talk about the boring middle:

The failed launches.
The awkward drafts.
The ideas no one clapped for.

BUT

Momentum belongs to those who don’t disappear.

Not every attempt will win.

But every attempt builds skill, confidence, and clarity.

And that compounds faster than talent.

Image credit: WisdomStoics on Twitter/X

Track all the KPIs you want.

If your team doesn't care, they won't move.

I talk a lot about KPIs.

They drive alignment, focus, accountability, scalability.

But numbers alone don’t build high-performing teams.

Behind every metric is a manager.
And if you’re leading people, not just tracking progress,
you need a second layer of KPIs:

Keep People...

1️⃣ Interested → Work should challenge, not just occupy.
2️⃣ Informed → Context drives better decisions.
3️⃣ Involved → Ownership beats compliance.
4️⃣ Inspired → Energy creates velocity.

Obviously KPIs don’t literally stand for these. 

But it’s a reminder that the numbers only tell you the what. People decide the how - and most importantly, the why.

It’s easy to measure output.

Harder to keep your team engaged enough to deliver it.

That’s the real work.

That’s how leadership becomes growth.

Credit: David Manela

What if the real skill isn’t pushing harder…
but knowing when to pause?

For years, I thought momentum meant constant motion.

Post more.
Launch faster.
Reply instantly.
Say yes.

But here’s what experience taught me the hard way:

Burnout doesn’t come from working hard.
It comes from working without reset.

The highest performers I know don’t just grind.

They rest on purpose.
They step back before they snap.
They protect clarity like it’s revenue.

Because clarity is revenue.

When you’re tired, you make emotional decisions.
When you’re scattered, you chase the wrong metrics.
When you’re overwhelmed, you mistake noise for progress.

Rest.
Reset.
Restart.
Refocus.

Not once a year.
Not when you’re forced to.

As many times as you need to.

In business, the edge often isn’t who works the most.
It’s who recalibrates the fastest.

Image credit: WisdomStoics on Twitter/X

I don’t believe in dream jobs.

But I believe in healthy cultures.

Here are 5 🟢 Signs You’re in a Healthy Workplace:

(Credit: Jean Kang)

☝🏼 Work-life balance is expected.

↳ Flexible schedules, real PTO, and no guilt for having a life outside of work.

✌🏼 Mental health is respected.

↳ You can take a mental health day without judgment (it’s seen as part of being human)

🤟🏼 Feedback flows both ways.

↳ You feel safe sharing ideas, concerns, or mistakes without fear of backlash (yes, this is psychological safety).

🖖🏼 Growth is prioritized.

↳ You’re given opportunities to develop, whether it’s new skills, projects, or career growth.

🖐🏼 Your work is valued.

↳ Your work is recognized and you receive incentives with raises, bonuses, impactful projects, and flexibility.

When praying for a job, also pray for a workplace that values you too 🙏🏼

Because trust me, when you believe you’re worth it, the universe will make it possible for you.

That’s exactly how I landed dream jobs after being fired and found compassionate leaders after dealing with awful bosses.

It’s because I never settled for anything less.

Life as a marketer:

Credit: Rana Bassiouni

The older I get, the less I want to be impressive.

I want to be steady.

Impressive is external.

Peace is internal.

There is a season for pushing hard.
For chasing titles.
For building reputation.

But at some point, the question changes.

Not “How do I look?”

But “How do I live?”

Here’s what shifted for me:

I stopped optimizing for optics.
I started optimizing for energy.

Because energy drives everything.

Energy affects thinking.
Thinking affects decisions.
Decisions shape life.

Example:

High status project.
Big visibility.
Constant pressure.

Versus

Focused project.
Clear scope.
Room to think.

One feeds ego.
One feeds longevity.

You can design a life that does not require constant explanation.

That is real leverage.

Impressive impresses others.

Peace compounds for you.

Choose the metric that lasts.

Image credit: 2lastvibes on Twitter/X

taplio

The Battle

Jackson Yew

Jamie Dimond

Followers

Posts

Engagements

Likes

Performance ScoreJackson Yew's LinkedIn Performance

Performance ScoreJamie Dimond's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Jackson Yew

Jamie Dimond

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);}Jackson Yew's LinkedIn Performance

Performance ScoreJamie Dimond's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJackson Yew's LinkedIn Performance