UNDEFINED

Senior full-stack Developer working on high-scaling apps.

Freelance Software Developer

WYTLAND 🏝️

The next-gen Web3 community-owned travel platform that reshapes the outdated online distribution model built 20 years ago by a few monolithic & centralized platforms.

Tech stack :
• GitHub, CI/CD.
• Rest APIs microservices.
• Big data implementation.
• Docker services.
• AWS Infrastructure.

Chief Technology Officer

Jellysmack

Objectives and Key Results :
- Creating & staffing a brand new Computer Vision team.
- Product technical specification according to UX/UI guidelines.
- Technical architecture setup to automate Video editing / publishing for Creators.
- Improve Video editing process using Machine Learning and Artificial Intelligence.
- Clean code & Agile scrum day-to-day rituals setup.

Tech stack :
• Computer Vision (C++).
• Machine Learning (Python).
• GitHub, GitLab, CI/CD.
• Rest APIs microservices.
• Big data implementation.
• Docker services.
• AWS Infrastructure.

Senior Full Stack Engineer

Qwant

Objectives and Key Results :
- Creating & staffing the Qwant Music developers team.
- Data acquisition and modeling pipeline setup.
- Front & Back architecture setup.
- Clean code & AGILE Scrum rituals setup.
- Product technical specification according to UX/UI guidelines.
- Clean code & Agile scrum day-to-day rituals setup.

Tech stack : 
• API micro services back-end (NodeJS).
• WebGL API (C++ WASM).
• ReactJS front-end, Redux, Webpack, SSR, (S)CSS.
• Big data implementation (ElasticSearch) - Kibana - Grafana
• Git (hub & lab), continuous integration - deployment.
• Docker services.
• AGILE development methodology (using Atlassian Suite).
• User testing - UX.

Visit Live

• VR & Web / Mobile application (Samsung/Oculus).
• WebRTC implementations - C++.
• Web Sockets.
• Unity3D - C#
• WebGL API.
• 360° multimedia livrestreaming / rendering infrastructure (FFmpeg).
• Sysadmin (AWS cloud environment).
• R&D innovations.

Lead Developer

E-KIP MÉDITERRANÉE

• Project management.
• Mobile applications (Apache cordova, Angular/ionic).
• Web applications (symfony2, laravel, drupal, joomla, wordpress, php based, html5, css3/sass, javascript/jquery, python, bash).
• Network administration (cisco systems, nagios, centreon).
• Cloud computing (vmware esxi).
• Graphic design (about branding, advertising, visual identity, print).
• Security services (mainly proxies).
• Monitoring services - Java.

Software Developer

• Oracle SQL databases (Big Data).
• BiRT Reports - Predicting analysis with analytics.
• Linux & Windows server management.
• PHP intranet application (SAP connected).
• User training sessions.
• Helpdesk services.

Data Analyst Developer

🎒 Developer @ React • NestJS • Artificial intelligence 🤖 (OpenAI, LLMs, generative...)

I'm working with modern programming ecosystems on a daily basis using Typescript/Javascript to deliver cutting-edge solutions.

My proficiency in React & NextJS, and Nestjs, Fastify, Express allows me to develop versatile RESTful APIs and microservices to support seamless application functionality using CQRS & DDD principles.

I also developed a strong expertise in NodeJS,, which enables me to create sophisticated global enterprise-level web applications tailored to meet diverse client needs.

Depending on your goals, I can leverage low-level programming techniques with C++ and JavaScript to deliver high-performance Web Assembly applications that excel in speed and responsiveness across multiple devices. 🚀

I have an extensive experience in robust SQL and noSQL databases and Elasticsearch to handle large-scale data analytics and search operations. I emphasize comprehensive CD/CI processes (Docker/Kubernetes/Terraform) and rigorous quality assurance to ensure reliable and high-quality software delivery. 💼🔧

I like tackling both simple and complex challenges and aim to find the most elegant solutions possible 🧠. With an open mind and a thirst for ambitious projects, I am always eager to embrace new opportunities 🌟

Jean-Vincent Quilichini

Joel Brody

Mai Placement

Executive Level Recruiter

People Powered Nursing

People Powered Nursing is the leading provider of streamlined labor management solutions for nursing homes. Our team of experienced professionals identifies facilities that are bleeding financially and reviews their internal and external labor expenditures to develop a comprehensive game plan to bring down costs. 

Leveraging my expertise in business management, I helped streamline labor operations for the organizations we serve. In just 12 months, my team and I have saved each one more than 15 million dollars. With detailed financial planning, automation implementation, and streamlined staff management, we were able to optimize operations for each facility and improve their bottom line for the long-term. In HR, I led an outsourced expansion of our team through the management of facility schedules and collection of agency utilization data, AP/AR financial planning, and heartfelt team motivation. The entire process was a companywide success.

Chief Operations Officer

Tuff Supplies Corp/Hard Hat Guys/Acerpal

Starting as President of Tuff Supplies, a supplier of OSHA-compliant safety apparel, I streamlined warehouse operations to ultimate efficiency with optimal production metrics. I also used advanced marketing and financial planning strategies to keep the company on-budget—while utilizing my leadership skills to support coworkers in providing above-and-beyond service for clients and vendors. 

In my time there, vendor relationships were expanded to over 20 different brands, including Dropship and JIT. I also led the sales team into an expansion program designed to offer a wider variety of e-commerce products, both stock and custom—expanding to a licensed apparel selection of over 2 million SKUs in a variety of online marketplaces. I also worked to streamline workflows through the implementation of automation technology. This included automatic inventory syncing, sophisticated shipment tracking, repricing optimizations, and quick turnaround strategies for customer fulfillment. I also implemented a warehouse management system where all items were stored in designated locations with matching bar codes.

Later, Tuff Supplies was acquired by the safety apparel giant, Hard Hat Guys. The merger was a great success, and the company achieved exponential benefits. Afterwards, they created a custom design subdivision, Acerpal—a leading provider of custom hard hats for industrial, construction, and other high-risk work environments.

Head of Operations

Ceramic Creations

Ceramic Creations has been providing inspired solutions for our valued customers, which consists of contractors, builders, developers and homeowners, for 19 years. 

Many of my customers praised me for bringing a breath of fresh air to this company. When I arrived, the company was in deep trouble. I began turning it around by bringing a warm touch to what had previously been lackluster customer service. I completely redesigned our showroom and redid our stockroom so that we could give customers exactly what they needed and do so in a welcoming environment. I also worked hard to treat our vendors right. My invoices were always paid on time, thus improving vendor relations. I have many copies of letters from very happy customers, partners, and vendors as a result.

During my time as president, I increased our tile showroom revenue y/y by 30%—making Ceramic Creations the ceramic tile showroom leader in Bergen County, New Jersey and Rockland, Orange, Putnam and Westchester Counties, New York.

President, Ceramic Tile Showroom

Fern Office Supplies

In this role, I focused on growing the company through marketing and brand management, using our e-commerce resources to increase brand awareness. I also worked to ensure that every customer received only the best service, leading the entire front office team to greater success and customer relationships.

Sales Manager

Ethical Recruitment Leader | Mid to executive-level placement | Helping Qualified Candidates Grow Their Careers by Matching Them with Thriving Companies

Six months. That’s how long a construction firm searched for their next Director of Operations.

Hundreds of resumes. Dozens of interviews. Zero results.

When the CEO finally called me, he was exhausted. The business was growing, but without the right leader in place, he was stuck in the weeds, running operations himself instead of focusing on scaling the company.

Here’s what happened next: I clarified the role, tapped into my hidden network, and within six weeks placed the leader they’d been chasing for half a year. That hire streamlined operations, stabilized the team, and gave the CEO his time back.

This is what I do.
I help mid-market and growth-stage businesses—in construction, real estate, healthcare, and e-commerce—find the executives and senior managers who can turn chaos into clarity and growth into something sustainable.

Not by flooding inboxes with résumés.
Not by recycling candidates who happen to be “looking.”
But through our Right-Fit Recruiting Method™️: deep discovery, targeted headhunting, and cultural alignment that ensures leaders don’t just stick, they scale with you.

Here’s why clients come back:

8 years recruiting across industries that don’t tolerate mistakes

92% retention rate at the 12-month mark for senior hires

A reputation as a trusted advisor to CEOs and founders who are serious about growth

One client put it best:
“Joel didn’t just send resumes, he delivered the leader we’d been searching for. His process saved us months of wasted time and gave us the confidence to scale.”

At the end of the day, I’m not just a recruiter. I’m a headhunter.
I don’t stop until the right leader is in the seat.
I don’t just fill roles, I help companies build futures.

Outside of work, you’ll find me with my family and involved in my community. That same people-first mindset drives everything I do: relationships first, results always.

Looking to make your next senior hire the right one? Let’s talk about how we can find your perfect fit.

I used to think leadership meant toughness.
That respect was earned by being the hardest in the room.
That kindness made you look weak.
That empathy was “soft.”

I was wrong.

The leaders who leave the biggest mark aren’t the loudest, the flashiest, or the ones with the fanciest titles.
They’re the ones who:
✔ Make people feel seen
✔ Listen without judgment
✔ Hold the bar high while helping others reach it
✔ Lead fairly, even when no one’s watching

That’s not weakness.
That’s strength.

Because here’s what I’ve learned:
1️⃣ Gratitude builds trust faster than authority ever could.
2️⃣ Kindness doesn’t lower standards — it raises people to meet them.
3️⃣ Empathy doesn’t slow teams down — it brings them together.
4️⃣ Respect isn’t optional — it’s a responsibility.
5️⃣ Being kind isn’t about being liked — it’s about creating safety.

At the end of the day, people won’t remember your title.
They’ll remember how you made them feel while you held it.

🔥 Question for you: What’s one act of leadership kindness you’ll never forget?

Post Inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Stepping Away to Step Back In Stronger

From October 6 – October 14, I’ll be offline for Sukkot.

This holiday is more than just time away. It’s a pause.
A chance to slow down.
To spend real, uninterrupted time with family.
To clear the noise and reset my energy.

We live in a world that glorifies busyness.
But leadership, recruiting, and even life itself aren’t about constant motion.
They’re about clarity.
About showing up with presence, not just productivity.

That’s why I take this time seriously.
Because stepping away isn’t weakness — it’s discipline.
It’s how you come back sharper, calmer, and ready to lead at your best.

Wishing everyone a season of rest, reflection, and renewal.

See you after the 13th.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Stop Blaming Burnout on Employees

Too many execs treat burnout like a weakness.
“Maybe they weren’t cut out for the role.”
“Maybe they couldn’t handle the pace.”

That’s cowardice.

The truth:
Employees don’t burn out because they’re soft.
They burn out because leadership is sloppy.

Because bad managers create chaos.
Because priorities change daily.
Because no one has the courage to say no.

🔥 Burnout isn’t an employee failing.
It’s an executive failure.

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

Burnout Isn’t About Workload

Most companies blame burnout on hours.
“Too much work. Not enough balance.”

Wrong.

People don’t burn out from workload.
They burn out from leadership.

From bosses who:
• Micromanage every move
• Demand loyalty but never give trust
• Preach “culture” while ignoring behavior

You can work 60 hours a week and feel energized if you’re trusted, respected, and growing.
But 30 hours under a bad leader will destroy you.

🔥 Burnout isn’t about balance.
It’s about broken leadership.

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

Burnout Is a Leadership Failure

I’ve never seen a team burn out because they cared too much.

I’ve seen teams burn out because their leader:
• Changed direction every week
• Set impossible deadlines just to impress their boss
• Took credit for wins and blamed others for losses

That’s not “fast-paced.”
That’s reckless leadership.

🔥 Burnout isn’t a worker problem.
It’s a management problem.

And if your people are dropping like flies?
Don’t blame resilience.
Look in the mirror.

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

I Rejected the “Perfect” Candidate.

💥 I rejected a rockstar candidate last month.

Flawless resume.
Big logos.
Strong references.
The client was ready to sign.

Then he showed up late to the final round.
Dismissed concerns.
Acted like results made him untouchable.

I shut it down.

Here’s the uncomfortable truth:
Most bad hires don’t fail on skill.
They fail on ego.

And recruiters who push them through anyway?
They’re just order-takers.

Question is — would you hire someone toxic if they could deliver numbers? Or is one wrong personality enough to kill the deal?

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

Mentors Can Be Wrong

I’ve seen mentors hold people back more than bad bosses.

“Don’t take that risk.”
“You’re not ready.”
“Stay where it’s safe.”

Translation?
Stay small.

And too many careers have died playing it safe.

Yes, mentors bring wisdom.
But they also project fear.
And fear disguised as advice will kill your growth faster than failure ever will.

🔥 Listen. Learn. Respect.
But don’t confuse caution with truth.

Sometimes the riskiest move is the one you don’t take.

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

The biggest misconception in business?
That if you care about purpose, you shouldn’t care about money.

I used to believe that too.

That profit diluted meaning.
That caring about income somehow made you “less authentic.”

But here’s what I’ve learned after years of building and hiring leaders:

Money isn’t the goal — it’s the fuel.

You can’t create impact from an empty tank.
You can’t lead others when you’re constantly running on fumes.
And you can’t build a business that lasts without financial strength behind it.

The goal isn’t money for money’s sake.
The goal is freedom.

Freedom to:
→ Build something meaningful
→ Serve others without burning out
→ Provide stability for your family and your team

Somewhere along the way, people started treating profit like a dirty word.
But real leaders know this:
💡 Profit funds purpose.
💡 Stability fuels generosity.
💡 Freedom makes impact sustainable.

Because if money alone was the answer, every high earner would be fulfilled.
But they’re not.
Because purpose gives money direction.
And money gives purpose legs.

You need both.

At the end of the day, money isn’t proof of worth.
It’s a tool — one that lets you serve, build, and lead without limits.

🔥 So here’s the question:
Are you chasing income, or building freedom?

Post Inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout = Betrayal

People don’t burn out because of hard work.
They burn out because of broken promises.

• The raise that never came
• The promotion “next year” that vanished
• The leader who said “we’ve got your back” — then disappeared when it mattered

That’s not stress.
That’s betrayal.

🔥 Burnout is what happens when trust dies.

And the sad part?
Leaders blame “the market.”
When in reality, it was their own dishonesty.

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

One kind moment can change everything.

I’ve seen it happen too many times to ignore.

A burned-out employee on the edge of quitting.
A high performer who finally cracks under pressure.
A candidate who just needs one person to believe in them again.

And then someone — a real leader — steps in.
Not with numbers. Not with a speech.
But with something simple like:
“Take the time you need.”
or
“I see you. I believe in you.”

That’s what people remember.

Not the quarterly targets.
Not the performance reviews.
But how you made them feel when things were hard.

Because leadership isn’t measured in metrics — it’s measured in moments.

Here’s what real leadership looks like in practice:

1️⃣ See the person, not just the position.
They’re more than their job title.

2️⃣ Check in before you check performance.
It costs nothing and builds loyalty that lasts.

3️⃣ Allow space for off days.
Even the best people need to breathe.

4️⃣ Call out potential when you see it.
Confidence grows where belief is spoken.

5️⃣ Show your scars, not just your success.
Authenticity builds trust faster than perfection ever will.

6️⃣ Be the calm in the chaos.
Your tone sets the temperature of the room.

7️⃣ Celebrate effort, not just results.
Progress is still progress, even when it’s messy.

Not everyone will match your kindness.
Some won’t notice it. Some may even take advantage of it.

Do it anyway.

Because kindness in leadership isn’t weakness — it’s courage.
It’s the decision to show up human, even when the world rewards hardness.

Be the leader they remember for how you made them feel, not for what you achieved.
Because at the end of the day, your real legacy isn’t in your title — it’s in your impact.

🔥 Question for you:
Who’s one leader whose kindness changed your path?

Post inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Do you want to know what real leadership looks like?
We don’t check titles.
We check references.

We don’t ask what you call yourself.
We ask how your team describes you when you’re not in the room.

That’s what separates a leader from a manager.
That’s what separates ethical recruiting from resume-chasing.

We ask:

• Who followed you when you left?
• Who grew because of you?
• Who still trusts you — even after hard decisions?

We don’t care how smooth your interview was.
We care how you led when things weren’t smooth.

Because leadership isn’t how you talk about your values.
It’s how many people would still vouch for them after the storm.

At Mai Placement, this is the only way we recruit.
We don’t place actors.
We place operators — the ones who’ve earned their reputation, not curated it.

That’s ethical recruiting.
And it’s the only kind of recruiting that scales.

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

Companies Don’t Pay for Lifestyles

Too many candidates confuse value with bills.

“I need a raise — my mortgage went up.”
“My kids’ tuition is crushing me.”
“Groceries are more expensive.”

Here’s the truth:
Companies don’t pay for lifestyles.
They pay for impact.

Raise requests based on expenses fall flat.
Raises based on measurable results get approved.

If you want more money?
Bring more value.
Cut costs.
Drive growth.
Outsmart the competition.

Because the market doesn’t care about your budget.
It cares about your output.

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

Fire the Rockstar?

Every leader faces this dilemma:
What do you do with a toxic top performer?

They hit targets.
They close deals.
They deliver results no one else can.

But they also:
Destroy culture.
Drive good people away.
Make the room colder every time they walk in.

Here’s the truth:
One “rockstar” can cost you ten quiet performers who make the team actually work.

🔥 Numbers aren’t worth it if trust is broken.

So here’s the real question:
Do you fire the superstar to protect culture?
Or let culture die slowly in exchange for results?

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

Culture Isn’t Perks. It’s Pressure.

Burnout doesn’t come from missing perks.
It comes from culture that lies to your face.

The “unlimited PTO” that no one can actually use.
The “family” talk while layoffs happen in secret.
The “open door” leaders who punish anyone who walks in.

People don’t burn out because they can’t handle stress.
They burn out because they’re forced to play a game they didn’t sign up for.

🔥 Culture isn’t about free lunches.
It’s about whether people feel safe telling the truth.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Hana Didn’t Take the Easy Win

The company was desperate to land a big new client.
The deal was on the table — but it meant bending policies that kept their current clients safe.

As the new CEO, Chana could’ve signed and looked like a hero.
Instead, she walked away.

Three months later, a competitor took that deal — and it blew up in their face.

Meanwhile, Chana’s company signed three new accounts with better terms and stronger long-term value.

Lesson: Leadership is knowing which wins aren’t worth it.

—

I help companies hire leaders who protect the business as fiercely as they grow it.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Inflation doesn’t make you worth more. Impact does.

Yes, costs are up. Everyone feels it.
But too many candidates are using inflation as the reason they “deserve” more money.

Here’s the problem: companies don’t pay you based on your bills.
They pay you based on your results.

The market is ruthless right now. Leaders aren’t asking “What’s your salary expectation?”
They’re asking:
➡️ How have you grown revenue?
➡️ How have you lowered costs?
➡️ What proof do you bring that you’ll pay for yourself in the first year?

If you can’t answer those questions with real examples, the number you’re asking for doesn’t matter.

And companies? The ones who give in to inflated asks without ROI get burned every time.

Ethical recruiting today means cutting through the noise of inflated demands and finding leaders who deliver undeniable, measurable value.

This market doesn’t reward excuses.
It rewards execution.

🔥 So here’s the question:
Are you paying for inflation — or investing in proven impact?

Post Inpired by Sheza Yazdani

#EthicalRecruitment #HiringStrategy #TalentAcquisition #ValueDrivenHiring #ROI #Recruitment
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

It’s not the loudest person in the room who handles pressure best.
It’s the one who stays steady when things get messy.

And that has nothing to do with being the smartest or strongest.
It comes down to emotional intelligence.

Not a gift.
Not luck.
A daily practice.

Here are 15 habits I’ve seen make all the difference when challenges show up:

1. Pause before reacting.
  The angry email? Draft it, delete it. Respond later.

2. Name the feeling, not just the frustration.
  “I’m upset” is vague.
  “I’m disappointed because I expected support” creates clarity.

3. Listen to understand, not to win.
  Most people listen to argue. High EQ listens to hear.

4. Read the room first.
  Your message won’t land if the energy doesn’t match.

5. Separate feelings from facts.
  “They hate my idea” is a feeling.
  “They asked three questions” is a fact.

6. Use your breath as a reset.
  Four counts in. Six counts out. Calm on demand.

7. Turn criticism into curiosity.
  “That’s wrong” becomes “Walk me through your thinking.”

8. Set boundaries without guilt.
  “I can’t take this on right now” is a full sentence.

9. Notice body language.
  Crossed arms? Closed.
  Leaning in? Open.

10. Practice the 24-hour rule.
  Big decisions rarely need instant reactions. Sleep on it.

11. Find the lesson in the trigger.
  If someone pushes your buttons, they’re showing you your growth edge.

12. Respond, don’t react.
  The gap between the two is where your power lives.

13. Admit what you don’t know.
  Honesty builds more trust than pretense ever will.

14. Celebrate small wins.
  Stayed calm in traffic? Win. It all compounds.

15. Remember: their reaction isn’t about you.
  Don’t carry emotions that aren’t yours.

Here’s the truth:
EQ isn’t about being perfect.
It’s about being aware.

Not about avoiding feelings.
It’s about learning to work with them.

Life doesn’t get easier.
You just get better at navigating it.

Which one of these habits do you most need to strengthen right now?

Post Inpired by Alinnette Casiano

**𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?**
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Yes, I Use AI. And No, I’m Not Ashamed.

Every week I hear it:
“That sounds too polished. Did AI write it?”

Here’s the truth:
I run a recruiting firm.
I spend my days with founders, executives, and candidates.
That’s where my energy goes.

Not staring at a blank screen for hours trying to make a post sound perfect.

So yes — I use AI.
To move faster.
To sharpen my words.
To get ideas out of my head and onto the page.

But don’t get it twisted:

The ideas? The stories? The lessons from leadership hires and failed searches?
That’s me.

AI doesn’t replace me.
It just helps me say what I already know more clearly.

So if you don’t like it, no problem.
LinkedIn has three buttons for you: unfollow, disconnect, block.

But if you stay, you’ll see one thing:
Every word I write is backed by real work, real stories, real clients.

That’s as human as it gets.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

This makes my blood boil.

A candidate reached out this week — frustrated, embarrassed, and honestly, let down.

Here’s what happened:

A recruiter sent her to an interview with:
❌ No job title
❌ No job description
❌ No salary range
❌ No prep call

Just a calendar invite with a time and address.

When she asked about pay, the recruiter told her:
“Just ask for whatever you think is fair.”

That’s not recruiting. That’s negligence.

And it got worse.

The employer didn’t even know who he was meeting.
No context.
No background.
Just awkward silence until the candidate — my candidate — had to sell herself and rebuild trust that the recruiter should’ve built before she walked in.

The result?
She’s so good she turned it around and got the offer anyway.

But let’s be clear:
That doesn’t make the process okay.

It makes the recruiter look lazy.
It makes the company look sloppy.
And it makes candidates lose faith in the entire industry.

Recruiting isn’t:
🚫 Throwing resumes at open chairs
🚫 Sending unprepared people into rooms
🚫 Hoping someone sticks

Recruiting is:
✔ Respecting the candidate’s time
✔ Preparing both sides for success
✔ Protecting the reputation of the client

This industry has enough bad actors.
If you call yourself a recruiter, act like one.

Because when you cut corners, everybody loses.

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

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The Battle

Jean-Vincent Quilichini

Joel Brody

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The Battle

Jean-Vincent Quilichini

Joel Brody

Followers

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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);}Joel Brody's LinkedIn Performance

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Performance ScoreJoel Brody's LinkedIn Performance