Follow for posts on getting hired & hiring better | CEO @ Lander Talent | IT + ERP + Digital Transformation | People > Buzzwords

Before I helped people get hired, I helped them get famous.

I cast 250+ episodes of reality TV for:

Netflix, Hulu, Disney+, HBO Max.

Now I help overlooked tech talent get hired.
And help hiring leaders build teams they’d fight to keep.

I run a staffing firm that focuses on ERP and enterprise IT.

But my content?

It’s about giving you the playbook no one’s handed you:

✅ Job Search Strategy
↳To get hired faster, without burning out

✅ Career Frameworks
↳To find roles that fit you, not just pay you

✅ Hiring Insights
↳To build teams that scale with purpose

✅ Dad-Level Real Talk
↳ To explain ‘the cloud’ isn’t where planes live

If you’ve ever felt stuck, ghosted or burnt out,
or if you’re just ready for better…

➕ Follow for tools to make your next move your best one.
🔔 Click the bell so my toddler doesn’t get mad.

Jonathan  Whipple

Getting laid off isn’t the crisis.

Losing momentum is.

Most people treat layoffs like trauma recovery.

And that makes sense.

You’re shocked.
You’re embarrassed.
You’re unsure what to say.

I’ve watched great candidates freeze for weeks.

Not because they didn't have talent.

Because they didn't have direction.

Those quiet weeks cost you:

❌ Your story gets fuzzy
❌ Your resume stays generic
❌ Your motivation takes a nap

And hiring managers can feel it.

If you've been laid off, your first 14 days matter more than the layoff itself.

Here's a 30-minute job search reset:

1. Pick One Target Role
 ↳ “Open to anything” makes it hard for others to help you.

2. Write Five Proof Bullets
 ↳ Outcomes with numbers. Not job duties.

3. Lock In Three Stories
 ↳ Challenge. Action. Result. Practice them daily.

4. Message With Value
 ↳ “Here’s how I can help,” not “I need a job.”

5. Apply With Intention
 ↳ 5 focused roles > 50 random ones.

A layoff doesn't determine your value.

But the story you tell afterward shapes what comes next.

———

What tells you someone handled a layoff well?
👇 Let me know below.

———

♻️ Repost to help your network find their footing.

Follow Jonathan Whipple for more.

Jonathan Whipple

Most layoff advice skips day one. 

So here's what nobody sends you: 

Day one feels like the floor dropped out.
(It's supposed to)

But this is what moves the needle:

1. Practice interviews out loud today
↳ Not in your head. Out loud. It's different (trust me).

2. Message 3 people
↳ Not to ask, to reconnect. "Thinking of you" opens more doors than "I'm looking."

3. Rewrite your resume headline
↳ Show where you're going, not just where you've been.

4. Block a recharge ritual before noon
↳ Protect your energy like it's a meeting you can't miss.

5. Track every application and follow-up
↳ The job search IS your job. Treat it like one.

The silence after a layoff is the hardest part. 
These five moves break it. 

Which one do you wish someone had told you on day one of your job search?

👇 Share in the comments.

———

♻️ Repost to send this to someone who needed it yesterday.

Follow Jonathan Whipple for recruiting insider frameworks.

Linkedin shows you old jobs on purpose

One URL tweak lets you fight back.

Every LinkedIn job URL has a secret timestamp.

It's called TPR.
(Time Posted Range)
It's measured in seconds.

→ r86400 = 24 hours
→ r21600 = 6 hours
→ r3600 = 1 hour

Here's how to use it:

1. Search your target role
2. Add your usual filters
3. Find 'r86400' in the URL
4. Change it to 'r3600'
5. Hit enter

Now you're seeing jobs posted minutes ago.

(Before most people even open the app)

Bonus move:
Bookmark your custom URL.
Make it the first thing you open Monday morning.

You're not gaming the system.
You're showing up earlier than everyone else.

How old was the last job you applied to?
Drop it below. 👇

———

♻️ Repost to help someone still applying to 3-week-old jobs.

Follow Jonathan Whipple for recruiting insider frameworks.

Find LinkedIn Jobs Faster by Jonathan Whipple

Salary conversations aren't just awkward. 

They are rigged. 

Companies have a budget before you walk in. 

But they'll never say it first.

Instead, they rely on 6 lines that sound polite. 

And they use them to get you to negotiate against yourself.

Here's what they really mean: 

1. What are your expectations?
↳ Name a low number so we don't have to.

2. It depends on the candidate.
↳ We'll pay as little as you'll accept.

3. We offer competitive compensation. 
↳ We use buzzwords to deflect.

4. We don't want to limit ourselves.
↳ We'd rather limit you. 

5. We'll share comp later.
↳ Give us your time before we give you a number. 

6. We're still finalizing the budget. 
↳ We're waiting for your number to set ours. 

Most candidates answer first. 
And they leave money on the table.

Smart candidates use targeted responses.

Swipe through for the exact scripts: 

When's the last time you saw a company volunteer the top of their range? 

👉 Let me know in the comments.

———

♻️ Repost to save someone from leaving money on the table.

Follow Jonathan Whipple for recruiting insider frameworks.

6 Salary Lies To Remember by Jonathan Whipple

Your resume describes your job. 

It doesn't prove you did it well. 

I spent years in TV casting before recruiting. 

Both jobs taught me the same thing: 

→ Nobody hires a description.
→ They hire a performance on paper.

The difference is Duty vs Proof.

Duty tells them what your job was.
Proof tells them how well you did it.

"Managed B2B" accounts is a duty.

"Grew revenue $1.2M to $2.1M" is proof.

One makes a hiring manager nod.
The other makes them call you.

The image shows 5 real rewrites across 5 roles. 

Save it before your next resume update. 

Which bullet on your resume is a duty disguised as an achievement?

👉 Drop it in the comments.

———

♻️ Repost to help someone turn their resume into a reason to get called.

Follow Jonathan Whipple for recruiting insider frameworks.

Your LinkedIn Skills section works against you. 

Here's how: 

Most people add every skill they can think of. 
That's exactly the problem.

Here's what a Meta recruiter confirmed:

If you list 100 skills and match 5 a recruiter searches for?

Your relevance score is 5%.

A candidate with 20 skills matching 4 of 5?

Their score is 20%. 

That second candidate ranks much higher.
Despite matching fewer skills. 

Every irrelevant skill you've added is lowering your score. 

The fix is called the Relevance Ratio Trim.
And it takes 20 minutes. 

Swipe through to learn how 👉

———

♻️ Repost to help your network stop hurting their own job search. 

Follow Jonathan Whipple for frameworks that get you hired faster.

How LinkedIn Skills Hurt Your Search by Jonathan Whipple

I got hired for a job I wasn't qualified for.

It changed my entire career.

Most hiring managers won't do this.

They want guarantees. 
Proof. Safe picks.

But the best ones see something before the numbers confirm it. 

They say: 

"I don't know if this kid is ready. But I know he's hungry."

That kind of belief does something a job offer can't:

It rewires what you think you're capable of. 

15 years later, I still lead with her voice in my head.

Not my title. Not my metrics. 
Her belief.

That's how great careers start.

One person.
One decision.
One bet.

Who took a chance on you before you had the resume to back it up?

👉 Tell me in the comments.

———

♻️ Repost to remind someone that one bet can change a career.

Follow Jonathan Whipple for more.

I've seen candidates rejected after perfect interviews.

Because of how they treated the receptionist.

Most of them prepare for the interview room:

→ Their stories
→ The eye contact
→ The company research

But the first test starts in the lobby.

After 20 years of interviewing and being interviewed, I've learned this:

Your resume shows your work. 

How you treat people who can't do anything for you shows who you are.

And companies care about that more than they admit.

Receptionists meets clients first.
Coordinators keep projects moving. 
Security guards notice every detail.

They might not be in your interview.
But they influence it.

They are quiet decision makers.
And they're watching as they:

Fix calendar mix-ups.
Offering you water.
Print your badge.

Every interaction counts.
And kindness costs exactly $0. 

———

What small moments do you pay attention to?
👇 Let me know what you've seen. 

———

♻️ Repost to remind your network before their next interview.

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1,000 interviews.

3 people asked this. 

I've been the interviewer more times than I can count. 

And it's the same script every time. 
We hit the end, and I ask:

"Do you have any questions for me?"

Most people ask about benefits.
Remote work.
The timeline.

Three people ever asked:

"What's the hardest problem you're trying to solve right now that you haven't found the answer for?"

All three got callbacks.

Not because the question was perfect. 
Because it told me something the whole interview hadn't.

They weren't there for a job.

They were there for the problem I needed solved.

Problem solvers get hired. Period. 

What's the best question you've ever asked or been asked in an interview?

👇 Let me know below.

————

♻️ Repost to help someone turn their next interview into a callback.

Follow Jonathan Whipple for more.

We had 5-star reservations for Valentine's Day. 

But Olive Garden was even better.

Reservations months in advance.
The whole deal.

We walk in. Prix fixe menu. 
NOTHING our kid would eat. 
So we pivoted. Hard.

Drove to Olive Garden. 
Our son was thrilled. 
My wife was laughing. 
And honestly, it was perfect.

Careers work the same way.

You plan the perfect path. 
The 'right' company. The 'right' title.
Then life throws a prix fixe menu. 
(With zero chicken tenders)

Great careers don't avoid a pivot.
They pivot well. 

When's the last time your Plan B turned out better than your Plan A?

Drop it below. 👇

———

♻️ Repost to remind someone that pivoting isn't failing. 

Follow Jonathan Whipple for more.

Nobody reads your resume top to bottom.

They scan it for one thing: 

Proof. 

Most resumes don't have it. 

They have duties. History. Buzzwords with nothing behind them. 

That costs you: 

❌ Listing tasks isn't proof
❌ Dense text blocks are skipped
❌ Generic resumes scream low effort

The best resume isn't the prettiest one.
It's the one that answers:

"Can they do this?"

Here's the difference: 

❌ Old: 
↳ Responsible for managing X
✅ New: 
↳ Reduced X by 30% in 90 days.

❌ Old:
↳ Buzzwords without specifics
✅ New:
↳ Keywords pulled from job post

❌ Old:
↳ Education leads the page
✅ New:
↳ Impact leads. Degrees support.

Swipe through for all 6 swaps. 

Hiring managers only remember one thing from your resume. 

Make sure it's a win.

What outdated resume line do you see too often? 
👉 Let me know in the comments. 

———

♻️ Repost to save someone from sending a 2010s resume to a 2026 hiring manager.

Follow Jonathan Whipple for recruiting insider frameworks.

Old vs New Resume by Jonathan Whipple

Local World Inc.

Client acquisition and business development, targeting mid-market and Fortune 1000 companies across the U.S.

Facilitate recruitment efforts to meet client requirements in support of their SAP, Salesforce and ERP initiatives.

Foster deep relationships with key stakeholders by delivering critical SAP and Salesforce talent in support of digital transformation objectives.

Act as a trusted advisor by leveraging massive technology network in support of strategic initiatives for clients, consultants, partners and team members.

Partner and Channel Lead - Business Development | SAP & Salesforce Contract Recruitment

Connect to Evolve 

We are all programmed for progress – it’s in our DNA. In the SAP / ERP world, this means connecting the market’s best talent with its most innovative clients to facilitate personal and professional evolution.

Local World builds the bridge between trusted ERP / CRM resources and those clients transforming their ERP landscapes to thrive in the digital age. 

As a client, choose from our pre-qualified, national talent pool of SAP Trusted Advisors on both a temporary and permanent basis. 

As a candidate, cut through the noise and find the role that will truly transform your career. 

We’ve raised our expectations. Isn’t it time you raised yours?

Managing Partner

Strategic Account Partner

Reutax Corp.

• Reutax Corp. is the U.S. subsidiary of Reutax AG, a privately held Professional Services and Consulting firm headquartered in Heidelberg, Germany.  

• With a pool of over 100,000 candidates globally, Reutax employs over 300 internal employees in the areas of sales & recruiting, human resources, finance, IT, and marketing in 9 different countries spanned across three continents and is currently planning further European and US locations, along with developments in South America and Asia.  

• Key Account Manager - North America

• Developing and Managing Current / New Contracts for SAP Professional Services Placement

• Taking a Consultative Approach to Placing High Level IT Consultants for SAP / Oracle Configurations and Development

Key Account Manager

Interprise software solutions, Inc

•  Account Manager / Business Development

•  Assistance in many areas of business development, including sales, administration, partner management, training, etc.

•  Work directly with the Executive Management Team to seek and gain new avenues of business

•  Acted as a Liason between Executive Level Management, Clients, the Development and Sales Teams Located in Philippines.  

•  Assistance with Process Improvements, Implementations, Partner Management, and Administrative Documentation.

Business Development Manager

DATAVO Communications

•  Acted as an Account Executive bringing in new accounts in the greater Los Angeles area through cold calling, prospecting, and partnering / networking with vendors affiliated with telecommunications.  

•  Worked closely with the Managing Director to map out sales strategies increasing overall team performance.

•  Acted as team lead for new associates, training in the field, and assisting in the close for new accounts.

Account Executive

Celtic Leasing Corp.

•  Managed entire sales process from cold call to close.  Worked with C-Level Executives to provide Lease Financing for Capital Equipment ranging from Desktop Computers to Medical Equipment.

Campbell-Ewald

• Full-Time, Paid Intern

• Campbell-Ewald is a full service Advertising Agency for both the Public and Private Sectors.

• Acted as Account Coordinator.  Participated in brainstorming, routing ads for approval, communications between account management and creative departments to ensure advertisements were delivered on time and under budget.

• Print & Digital Media for National City Bank, GM, XM Radio, Trip Rewards, Navy, and AC Delco.

• Extensive exposure to the creative process from round table meetings to Ad Placements. Worked directly with the Account Management and Creative Teams to meet deadlines.

• Assisted with organizing and presenting new ad campaigns to clients for approval.

Account Coordinator - Full-Time Intern

Helping hiring managers get the best SAP & Salesforce Talent the market has to offer | Taking SAP & Salesforce Recruiting to the next level for our growing list of clients

Struggling to find qualified, platinum level consultants, project / program managers, architects, etc for your digital transformation objectives?

Looking to build a strong and stable Center of Excellence for your SAP, Salesforce or IT environment?

Feeling over leveraged by your chosen Systems Integrator?

Having trouble building high performing SAP, Salesforce or IT teams? 

Struggling with navigating your internal recruitment process to get the best talent the market has to offer? 

Planning your S/4HANA journey and need helpful insights on how to navigate getting talent onboard within your organization to make it a success?

Let's Talk!

Who am I?

Founding Partner of a fast growing SAP and Salesforce focused Recruitment and Professional Services Firm delivering the absolute best talent the market has to offer.

What do we do?

Our focused efforts and dialed-in process for delivery has helped our growing list of clients meet their project specific goals and hiring needs for Contract, Contract-to-Hire and Permanent Requirements.

How do we do it?

Our rigorous qualification process includes a 14 point qualification, extensive screening, assessment of skill set to match requirements, and completed references prior to any of our resumes hitting the desks of our clients. This process eliminates many of the hurdles that our clients face in finding the proper talent for their challenging projects. 

What brought me here?

With a background in ERP Software Solutions and a complex understanding of business processes in the Information Technology capacity there's nothing I love more than working with people. There is no greater satisfaction than finding the right person, the right project while delivering on our promise to support our clients in their digital transformation initiatives.

What is my mission?

Networking and building relationships with IT Executives and Consultants is my specialty.  I take great pride in assisting SAP, Salesforce and IT Leadership Consultants in finding work that fit their qualifications by building quality relationships with Executives and Hiring Managers, understanding their greatest challenges to hiring the right people into their team and delivering.

Why we should talk?

If you're in the planning phase or in the heat of a Digital Transformation and you're worried about having the right partnerships in place to engage just in time staffing for your critical objectives and milestones, I know that a conversation will bring value to you.

Ping me and we can setup a discovery call that will support your goals.

Matthew Frieling

I get asked all the time…

“What makes Local World different?”

Well, I've gotta tell you...It’s not a pitch deck. It’s not a logo. It’s not a fancy process slide. All those things are great, but it's not that.

It’s our people.

It's the relationships we choose to build.

At Local World, we don’t treat recruiting like transactions.
We treat it like partnerships...with both our clients and our candidates.

✅ We answer the phone. When we don't, we call you back.
✅ We tell the truth... even when it’s the hard thing to do.
✅ We stay when things get messy...because relationships are solidified in working together through crisis.
✅ We think long-term, not quick wins. That's true partnership

This business is about trust.

Trust from clients who are building something important.
Trust from candidates who are changing their lives.
Trust from partners who let us represent their brand.

That responsibility isn’t small.

What makes us special isn’t that we fill roles, which we do.

It’s that years later, we still get the call.
Still get the referral.
Still get the “we need your help again.”

That only happens when you lead with people first. Our team is exceptional.

That's right...I'm talking about you Brendon Cadell, Kristin Ierace, Emily Sandoval, Jeff Russell, Victoria King, Michael Fazio, Lauren Todt, joshua mullins, Melisa Anderson, Linda Campana, Kathleen Day, Heather Jones, Donald Barber, Seth Snider, MBA and anyone we've worked with in the past on the contract side or placed within our client footprints. Thank you!

Local World was built on relationships and that will never change.

I am truly grateful for every client, candidate, and partner who puts their trust in us.

That’s what makes this special. That's what gets me up in the morning to work through the challenges, the disappointments and leads us to the wins!

Make sure to give kudos to your team members that make your work meaningful and fulfilling!

Contract-to-Hire Is How S/4HANA Ownership Stays In-House 🏡 

An S/4HANA transformation is not complete at go-live.

If internal teams cannot support the system, risk simply moves downstream.

Contract-to-hire models:

• Transfer knowledge continuously
• Reduce AMS dependency
• Build long-term SAP capability

Local World specializes in embedding independent SAP talent that transitions into internal ownership when it makes sense.

S/4HANA success is not just about implementation.
It is about control after the consultants leave.

Data and Testing Are Where Most S/4HANA Programs Feel the Pain 🤕 

Data and testing issues rarely show up early.
They show up when timelines are tight and options are limited.

Common failure points:

• Poor data quality
• Compressed testing cycles
• Go-live readiness assumptions

Independent data and testing leaders:

• Treat readiness as a business decision
• Challenge unrealistic timelines
• Protect confidence at go-live

Local World places experienced SAP data and testing experts who prioritize stability over optics.

This is where many programs are either saved or sunk.

S/4HANA Requires Experts Who Are Accountable to the Business ✅ 

SIs optimize for utilization.
Independent talent optimizes for outcomes.

Common SI challenges:

• Broad but shallow SAP skill sets
• Ramp-up happening on your timeline
• High turnover across phases

Why this is risky in S/4HANA:

• Early design choices are hard to reverse
• Rework is expensive
• Knowledge continuity breaks

De-risking move:

• Engage proven S/4HANA specialists with domain depth
• Local World sources independent SAP experts who stay through design, build, and stabilize

Better decisions early.
Less rework later.
Stronger long-term results.

Technical SAP Talent Should Be Targeted, Not Overstaffed 🎯 

Technical expertise is essential in S/4HANA...
Overstaffing is not.

Many programs increase risk by flooding the project with technical resources too early.

A de-risked approach includes:

• Bringing technical specialists in only when needed
• Defining clear outcomes for each role
• Avoiding long-term dependency

Local World deploys independent technical SAP talent with intent and precision.

The result is higher quality, lower cost, and fewer distractions.

When S/4HANA Risk Starts to Feel Familiar ✳️ 

If your S/4HANA program feels heavy early, that’s usually a signal.

Common signs:

• Decisions take too long
• Scope is already expanding
• Delivery feels disconnected from the business

These are not technology problems.
They are delivery model problems.

Local World helps organizations reset risk by introducing independent SAP talent aligned to business outcomes.

If your program feels harder than it should this early, it may be worth a second look.

Independent SAP Talent Is the Control Mechanism S/4HANA Needs 🛂 

This is not about eliminating Systems Integrators entirely.

It’s about protecting the business.

High-risk S/4HANA patterns include:

• Single-vendor dependency
• Black-box delivery models
• Fixed mega-programs with limited flexibility

A smarter approach:

• Independent SAP experts aligned to outcomes
• Local World as a neutral partner focused on business objectives
• Hybrid delivery that preserves control and optionality

More transparency.
Less risk.
Better results.

S/4HANA succeeds when the business stays in control...
Independent talent makes that possible.

De-Risking S/4HANA Starts With the Right Conversation... 🗣️ 

You do not need to overhaul your program to reduce risk.

Sometimes it starts with:

• An independent perspective
• A delivery model review
• A talent strategy reset

Local World works with organizations at all stages of S/4HANA transformations to bring clarity, control, and confidence back into the program.

If any of this resonates, it might be worth a conversation.

A Hybrid Delivery Model That Preserves Control 🌟 

This is not an anti-Systems Integrator message.

It is a control message.

The most resilient S/4HANA programs use:

• Independent leadership
• Targeted SI support
• Embedded business ownership

Local World supports hybrid delivery models that keep decision-making inside the organization while still leveraging partners where they add value.

If you are questioning vendor dependency, you are asking the right questions.

Contract-to-Hire Is a Risk Strategy, Not a Staffing Tactic

Contract-to-hire is often misunderstood.

In S/4HANA programs, it is a control mechanism.

It allows organizations to:

• Retain knowledge
• Reduce post go-live cost
• Build internal SAP capability

Local World uses contract-to-hire intentionally, ensuring talent transfers ownership rather than creating reliance.

If your goal is long-term SAP maturity, this model deserves attention.

taplio

The Battle

Jonathan Whipple

Matthew Frieling

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The Battle

Jonathan Whipple

Matthew Frieling

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);}Jonathan Whipple's LinkedIn Performance

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Performance ScoreJonathan Whipple's LinkedIn Performance