Lauren Surman

If I Can’t, My Network Can | Placing The Right People In The Right Roles | Fixing Your Job Search Strategy | Live Every Friday on The Friday Live With Lauren Show

Welcome!

There's always something happening over here so let me break it down for you 👇

𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐒𝐞𝐫𝐯𝐢𝐜𝐞𝐬 - Retained & Contingent [𝘸𝘸𝘸.𝘭𝘦𝘴𝘴𝘰𝘯𝘴𝘸𝘪𝘵𝘩𝘭𝘢𝘶𝘳𝘦𝘯.𝘤𝘰]

𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐢𝐧𝐠 𝐏𝐚𝐜𝐤𝐚𝐠𝐞𝐬 - Staffing, Growth, Strategic Planning, + More [𝘸𝘸𝘸.𝘭𝘦𝘴𝘴𝘰𝘯𝘴𝘸𝘪𝘵𝘩𝘭𝘢𝘶𝘳𝘦𝘯.𝘤𝘰]

𝐉𝐨𝐛 𝐒𝐞𝐚𝐫𝐜𝐡 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐒𝐞𝐬𝐬𝐢𝐨𝐧𝐬 - Find Your Next Role in 90 Days [𝘸𝘸𝘸.𝘭𝘦𝘴𝘴𝘰𝘯𝘴𝘸𝘪𝘵𝘩𝘭𝘢𝘶𝘳𝘦𝘯.𝘤𝘰]
 
𝐓𝐡𝐞 𝐅𝐫𝐢𝐝𝐚𝐲 𝐋𝐢𝐯𝐞 𝐖𝐢𝐭𝐡 𝐋𝐚𝐮𝐫𝐞𝐧 𝐒𝐡𝐨𝐰 - Each Week at 3pm Eastern [𝘸𝘸𝘸.𝘭𝘪𝘯𝘬𝘦𝘥𝘪𝘯.𝘤𝘰𝘮/𝘤𝘰𝘮𝘱𝘢𝘯𝘺/𝘵𝘩𝘦-𝘧𝘳𝘪𝘥𝘢𝘺-𝘭𝘪𝘷𝘦-𝘸𝘪𝘵𝘩-𝘭𝘢𝘶𝘳𝘦𝘯-𝘴𝘩𝘰𝘸]

I don't respond to every LinkedIn DM, so if you need me email me at Lauren@Lessonswithlauren.co and yes it's .co not .com 

If you are a job seeker and want me to put your email in my database to scan when I get open roles please email your resume in a .doc format to lauren@lessonswithlauren.co with the subject line New Candidate Resume. Please do not DM me your resume or ask me to keep you in mind for upcoming opportunities. Instead please email your resume or apply for one of the open roles I have posted. 

My background spans from hospitality to construction then sales, I've started multiple companies and am currently loving growing my own recruiting and consulting agency, LWL Consulting. I love to go to local networking events and want to keep growing my local network. 

I work in Boca Raton Florida at a wonderful space with tons of co-working space - if you are ever in South Florida and looking for a great place to work reach out to me. 

Cheers and thanks for being here 🙌

Recruiter

You're tired of being told there's only one way to succeed.

Every guru has a framework. Every consultant has a playbook. Everyone wants you to follow their exact system, even when it doesn't feel like you.

You're a founder or leader who's built something meaningful by following your instincts. But now you're wondering: Do I have to become someone else to get to the next level?

Here's what I know after 20+ years scaling businesses: The leaders who create lasting success don't copy someone else's playbook. They amplify their own.

I help founders of growing companies and individual leaders turn their authentic strengths into systematic approaches that scale.

Through business transformations and 1:1 coaching, we reverse-engineer what's already working for you and build systems around your natural leadership style.

The result?
⚡ You lead like yourself. Your team connects with the real you. Your business grows in a way that energizes rather than drains you.
⚡ You don't have to choose between being authentic and being successful. When you operate from your genuine strengths, you get better results AND feel better doing it.

Here's how I can help you:
• Subscribe to The Real T newsletter - Weekly insights on authentic leadership and revenue transformation: https://bit.ly/therealt
• Take the Authentic Leadership Audit - Free assessment to see if you're leading authentically or performing a role: https://purladvisors.com/resources
• Book a 30-minute strategy session - We'll dig into what's keeping you stuck and I'll share actionable insights you can use immediately: https://bit.ly/purladvisors

Not ready yet? No problem. Stick around for real conversations about scaling revenue without losing your soul.

Shannon Plumb

Help me understand the real point here

I announced a new Fractional CRO role on LinkedIn yesterday. Thousands of impressions. Comments, DMs, reactions, reposts, texts flooding in.

Then two things happened within 24 hours that made me question where fractional operators actually belong:

Thing One: A conference I've attended since 2016 announced comp'd diversity tickets with a caveat: "You must be actively employed at a post-revenue B2B SaaS operating company. No VCs, no agencies or service providers."
I'm actively employed. Just not W2. Does that count?

Thing Two: A GTM community I pay thousands to be part of announced during a town hall they're "renewing focus on in-seat operators" and putting most fractionals on a waitlist. The events I paid membership fees to attend? Suddenly access is restricted. The ROI just evaporated.

I'm not here to argue about these specific companies. They get to choose their criteria.

But I am here to call out a pattern that's accelerating:

When did "real operator" become synonymous with W2 employee?

Let me reality-check this logic:
• On purchasing influence: I advise 3-5 clients simultaneously on tech stack decisions and execute those purchases in nearly every engagement. Those clients cycle every 6-12 months. That's exponentially more vendor influence than any single W2 employee has.
• On pattern recognition: This week in my CU class we covered Lean Methodology. Build. Measure. Learn. Repeat. As a fractional, I run this loop across multiple companies simultaneously. I'm not learning in one context and hoping it transfers. I'm testing, failing, adjusting, and immediately applying those lessons across my entire portfolio. The learning velocity is incomparable.
• On who goes fractional and why: There's been excellent writing on this (I'll link some in comments), but here's what matters: excluding fractionals has a direct, negative impact on the diversity these same organizations claim to prioritize.

The consequence? Segmentation.

Fractionals build community with other fractionals. The cross-pollination stops. The insights don't flow. We're all having separate conversations about the future of work instead of building it together.

I'm trying to understand the corner I'm not seeing. The logic that makes this exclusion make sense.

Right now I'm sitting with heaviness and questioning which spaces actually want me there, and where I should stop investing time in narratives that don't include people like me.

What am I missing?

⚡Shannon Plumb

Building revenue engines, helping leaders trust themselves again • Fractional CRO & Executive Coach • Drags teenagers on hikes, hosts kitchen dance parties • Stop following someone else’s playbook

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Shannon Plumb

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The Battle

Lauren Surman

Shannon Plumb

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);}Shannon Plumb's LinkedIn Performance

Ready to grow your LinkedIn presence?

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