Helping Agency Owners & B2B Founders close 2-10 clients on Linkedin in the next 180 days (Or You Don't Pay).

I help founders turn Linkedin into a consistent lead-gen channel. 2M+ b2b revenue generated, case studies attached below.

Naim Ahmed

3 weird ways to get more clients on Linkedin (this will be controversial)...

All things we've tested for clients:

1/ Post 2x a day

This will not decrease your reach. If you can manage this level of output, I guarantee your impressions overall will shoot up.

2/ Put links in posts

Add links to your posts. These can go to lead-magnets, booking links and other pieces of long-form content where you can sell your services in more depth.

3/ Stop commenting on big influencers

Focus 80% of your comments on ideal prospects, 20% on other creators.

Show up in prospects world and “warm” them up before sending a DM.
-

What other weird tip would you add?

One of my clients is getting the most engagement he's ever gotten on Linkedin.

The funny thing is...

11k impressions is actually low when you compare it to 100k+ impressions screenshots gurus share.

However, there is a BIG difference here.

My clients impressions are HIGH QUALITY views from HIGH QUALITY prospects.

8 and 9 figure eCom founders are seeing his posts regularly and engaging.

He's posting niche insights about eCom that make his expertise undeniable.

He's NOT going viral with stories about his cat.

He's NOT spamming giveaways every day.

He's building real authority.

That's why he's winning.

Linkedin outbound tip:

If you're sending automated outreach, your goal is NOT to trick people into thinking you sent it manually.

Your goal is to make the message/offer so good that they DON'T CARE if it's automated or not.

Prospects respond because they WANT that you have.

Offer > Fake Personalisation.

Day 1 on Linkedin? Here’s what I’d focus on:

1. Study competitors & observe what’s working
2. Send some connections to your ICP
3. Start conversations daily 5 with ICP & 2 with peers

No engagement pods. No 100 comments a day. No 2 posts a day.

Study what content performs and take notes.

Think about how you could things better/differently.

Then, connect with a few prospects and shoot some DMs.

Get used to reaching out to decision makers via chat.

Network with creators and build a relationship or two.

This'll give you a foundation, now you can start posting and sky is your limit.

"Don't post on Linkedin on Sunday"... is dumb advice.

As I've been prospecting wealthier buyers...

I've realised they are SUPER busy during the week.

But, evenings and weekends they a have a lil more time.

Many of them use Sunday to prepare for the week ahead.

They scroll more on Linkedin that day.

Respond to some emails, DMs that are less urgent.

Make the most of this.

Don't assume Linkedin is dead on Sundays.

I'd argue it's very much alive and well, ESPECIALLY if your buyers are busy c-suite decision makers.

Post as normal, shoot your shot in the DMs as normal.

You'll book way more meetings.

Employee Generated Content is the BIG opportunity in 2026.

I’ve been working with orgs on this since late 2024 and it’s only getting bigger.

Just imagine you’re able to build multiple personal brands across your whole executive team.

. CEO generating thousands of impressions.
. CMO/CSO generating thousands of impressions.
. VP Marketing generating thousands of impressions.

All building influence and promoting the company.

. CEO shares strategies & the journey.
. CMO shares marketing behind-the-scenes.
. Sales director talks sales process optimisation.

Collectively you can easily break 50-100k impressions a week.

On the backend you can monetize in multiple ways...

For example, each c-suite exec could promote a singular bi-monthly webinar and all content from Linkedin could be pushed here.

Imagine the sheer number of prospects you could attract.

The amount of pipeline you could drive.

The amount of demos you’d book.

All for free.

This is the future.

What do you call founders that outsource all their outbound to AI-SDRs?

Poor.

Obviously this is a joke, but it’s rooted in reality.

A lot of leaders feel like the ENTIRE sales process needs be automated IMMEDIATELY.

Which means they end up with AI-Agents sending bad outreach at scale.

Basically a mass public humiliation ritual.

I’m a big believer in putting in a little work to figure out a system that works THEN automate parts of the process.

All while maintaining human touch-points, so you can stand out.

As the world becomes more obsessed with automating everything with AI-agents.

It’s easier than ever to stand out by showing up as a REAL human that's willing to do the unscalable.

Had a chat with a Linkedin creator with 13,000 followers and 100s of likes on his posts...

We went back & forth in the DMs and I asked him: "how many calls you booking for your agency on Linkedin?"

His answer: 0

"How much revenue generated from your content?"

His answer: 0

All his likes were from peers, pods and other marketers.

He had no systems to turn his followers into calls.

A few days later I had a catch up with an old client

He has way less followers, way less likes.

He told me he’d made $15k that week, alone.

Getting likes & getting paid are 2 COMPLETELY different skill-sets.

P.S. Most of my clients like Umair, Noah, Nicolas and many more ALL have audiences on the smaller side but book calls consistently. Living proof it’s not your follower count holding you back. It’s your sales system.

Helping B2B Teams win more clients in less time by growing an email list of buyers. Join my free workshop. Seats are limited, so apply now!

Most Business Leaders know how to deliver.

Very few know how to stay visible long enough for ideal clients to discover them.I help fix that.

I help B2B and recruitment leaders build an authority engine that increases visibility, drives warm conversations, and fills their pipeline with clients who already trust their expertise.

The system is simple: CLARITY → AUTHORITY → CONVERSATIONS (The CAC System)

1. Clarity - We nail your positioning, messaging, niche, and signature frameworks so buyers instantly understand your value.

2. Authority - I build your visibility tower — daily content, insights, stories, and a strategic narrative that positions you as the go-to expert in your market.

3. Conversations - Warm engagement, optimised profile touchpoints, and simple outreach loops that turn attention into booked client calls.

This creates for you.
⬆️ More visibility
⬆️ Better clients
⬆️ Consistent inbound
⬆️ Higher perceived value
⬆️ An easier sales cycle

Results my clients have got
✔️ 60k+ impressions in a single post 
✔️ Multiple warm client conversations booked within 30 days
✔️ £500k+ deal closed from visibility built using this system 
✔️ More replies, more reach, more opportunities, without constant grinding

Jonny Umoru

Here are 10 things I don’t really talk about on LinkedIn.

1. I'm a Sunday school teacher at my church.
2. I do most of the cooking in my house.
3. I only learned to drive officially at 32.
4. I love watching anime.
5. I’ve had three knee surgeries.
6. I can’t dance. I can just not to the level I want to.
7. I’ve felt small even when things were objectively working.
8. I used to put other people’s needs ahead of my own.
9. I don’t have a degree, unfortunately.
10. I start projects easily, but finishing them is hard.

Most people build their brand around strengths.

But the edges are more interesting.
- The insecurities.
- The constraints.
- The habits you had to outgrow.

That’s where your actual voice comes from.

And if you’re building a business that depends on trust, that part matters more than the polished version ever will.

I help exec search and recruitment firms build authority that turns into client calls

No alternative text description for this image

When a recruitment CEO tells me,
“I’m just lazy on LinkedIn.”

They’re usually wrong.

And it’s rarely laziness, it’s friction.

Most CEOs I speak to don’t lack opinions, insight or experience.

What they lack is a system.

They post once.
Then delivery gets busy.
Then BD takes priority.
Then a big assignment lands.
Then visibility disappears for six weeks.

Not because they don’t care.
But because it’s not embedded.

Consistency that relies on willpower will always lose to revenue pressure.

Honestly, why would you choose to be more visible over finding candidates for an active role?

That’s the real reason most leadership visibility fails.

It’s not a confidence issue.
It’s not an intelligence issue.
It’s not even a time issue.

It’s a workflow issue.

If showing up online depends on.
- Remembering to post
- Writing from scratch
- Chasing approvals
- Logging in manually

It will collapse the moment the business gets busy.
And recruitment businesses are always busy.

The firms that make it work don’t “try harder.”

They install a repeatable system
→ Capture
→ Creation
→ Approval
→ Distribution

Once it’s embedded, it runs alongside the business instead of competing with it for attention.

That’s when visibility starts compounding.
And that’s when founder dependency begins to reduce.

If you’re a CEO who knows you should be more visible, but it keeps slipping…

It’s probably not laziness.
It’s architecture.

DM “SYSTEM”, and I’ll send you the monthly capture structure we use inside 10 – 50 head recruitment firms.

Client Acquisition Systems for Recruitment Directors

Katie is a consultancy client of mine who was sitting at £10–15K per month and blaming the inconsistency in the market for unpredictable revenue.

The real issue wasn’t the market.
It was the absence of infrastructure.

Revenue depended on effort.
When outbound slowed down, so did growth.
There was no acquisition engine behind the business.

So we built one.

1️⃣ We installed a structured cold email system that put her in front of thousands of relevant prospects consistently.

2️⃣ We tightened her positioning so the right people moved forward instead of circling.

3️⃣ We implemented follow-up that didn’t rely on willpower or reminders.

And within 90 days, she generated an additional £25K in revenue from a £2K investment, with an average deal size of around £5K.

Nothing about the industry changed.

What changed was structure.

Most founders don’t have a lead problem.
They have a discipline problem disguised as a strategy problem.

When acquisition becomes infrastructure instead of effort, revenue stops being emotional and starts being predictable.

For a long time, I thought being useful was the same as being valuable.

So I made myself useful to everyone I came across.

I'd say yes.
I'd solve problems.
I'd be dependable.
I wouldn't complain.
And I wouldn't ask for anything in return.

And guess what, it worked.

My teachers liked me growing up.
My managers trusted me with a lot.
My clients relied on me for everything.

But somewhere along the way, I stopped asking a harder question.

If I’m not being useful… who am I?

That question used to make me uncomfortable.

Because if your identity is built on being needed, you end up exhausted the moment nobody is asking.

You start overextending, over-delivering and overthinking.

Trying to stay indispensable, which is just unsustainable.

So I decided that I would prioritise myself also.

At first, I thought people would hate me, but something amazing happened.

The more secure I became in who I was, the better my work actually got.

I set clearer boundaries.
I gave stronger opinions.
I focused less on how I came across.
And more on my conviction.

Most people build their brand around competence.
Very few build it around identity.

And if your business runs on trust, identity carries more weight than tactics ever will.

A strange thing happens in a lot of recruitment agencies.
They dislike doing outreach.
But they still double down on it.

And avoid creating content completely.
On the surface, that makes no sense.

But the reasoning is actually simple.

Outreach feels closer to revenue.
Send messages → start conversations → win clients.

Content feels uncertain.
Post something → hope someone sees it.

So recruiters stick with what feels more controllable.

Even if they don’t enjoy it.

The problem is that outreach works very differently when people already recognise you.

When your market has seen your thinking before.
When your name already feels familiar.

Suddenly, replies increase.
Conversations start more easily.

Because you are no longer just another recruiter appearing in their inbox.

Content doesn’t replace outreach.
It makes outreach work far better.

That’s the part many agencies miss.

I’ve been going down a rabbit hole looking at recruitment agencies’ content strategies.

And one thing keeps confusing me.

Why are so many of them just reposting other people’s content?

Genuinely asking.

Is it actually helping you win clients
Or does it just feel like doing something without having to think?

Because from the outside, it doesn’t signal authority.
It signals hesitation.

And in a market where trust and judgement matter, that’s a risky message to send.

Cold calling works.
That’s exactly why most recruitment founders never move beyond it.

You call prospects and book meetings.
Then you win a role and make a placement.
After that, the cash lands in your account.

It's a smooth process which feels productive.
It feels controllable.

Then you get more jobs on, you need to find more candidates, and you have more interviews.

That is the trap, as you drop everything that will not immediately make you money.

So you stop calling prospects and slow down your outreach.
The visibility you worked hard to get drops

Two months later, the pipeline looks thin again.

So you go back to the phone.

This is the feast and famine cycle:

1️⃣ Outbound creates revenue.
2️⃣ Revenue creates busyness.
3️⃣ Busyness kills outbound.
4️⃣ Pipeline dries up.
5️⃣ Panic restarts outbound.

Cold calling is not broken.

It is simply linear.

When you stop, it stops.

There is no compounding effect. No residual visibility. No market memory that works in the background while you focus on delivery.

Every week resets to zero.

That is fine when you are a solo biller.

It becomes a ceiling when you are trying to build an agency.

The founders who break out of this cycle do not abandon outbound.

They reduce their dependence on it.

They build visible authority in a specific niche and stay present even when they are busy.

Cold calling gets you meetings.
Authority changes the quality of those meetings.

If your entire pipeline depends on how many calls you personally make this week, you do not have leverage.

You have a high-performing job.

And that distinction matters once you try to scale.

Something has quietly changed in how companies choose recruitment partners.

Ten years ago, winning a client often came down to 3 things.
• Who you knew
• Who called first
• Who had the candidate

Today, something else happens before the conversation even starts.
And that is hiring managers actually look you up.

They look at.
→ Your LinkedIn profile
→ What you talk about publicly
→ Whether you seem to understand their market
→ Whether you look credible in your niche

It is a silent evaluation.
And it happens before they reply to your message.

This is why two recruiters can send similar outreach and get completely different responses.

One looks like every other recruiter.
The other looks like someone who understands the hiring problem.

That difference matters more than many agencies realise.

Because client acquisition is no longer just about who reaches out.

It is about who looks credible when they do.

The recruitment firms that win consistently tend to have three things working together.
1️⃣ Visible expertise in their niche
2️⃣ Consistent outreach to the right companies
3️⃣ Regular insight shared with their market

When those things combine, conversations become easier to start.

Because the market already understands how you think.
And that changes how people respond.

P.S. How are you standing out as a recruiter?

One of my clients wanted more replies and more meetings from email.

I told him to focus on five things.

The next month, his replies tripled.

If you want more responses to your emails, read this carefully.

1️⃣ Accept that not everyone is ready
→ Some people will never buy, and that is fine.
→ Email is not about convincing everyone.
→ It is about finding the ones already leaning forward.

2️⃣ Make sending emails normal
→ Sending when you “feel like it” will never build momentum.
→ Sending emails should feel like brushing your teeth.
→ More volume creates more surface area for replies.

3️⃣ Stop hunting for the perfect template
→ There is no magic framework.
→ Connection principles matter more than scripts.
→ Optimise the inputs, not the ego metrics.

4️⃣ Most people obsess over meetings booked.
→ Track: Open rate, click-through rate and reply rate.
→ Positive response percentage is your North Star.
→ If the inputs improve, the outcomes follow.

5️⃣ Always send yourself a test email
→ Broken links can make you look bad.
→ Formatting errors and spelling mistakes.
→ Small mistakes quietly kill credibility.

Email is not complicated.

But it does require emotional maturity, consistency, and attention to detail.

Most people are missing at least one of those.

Most recruitment businesses focus on the company.

The logo.
The website.
The awards.
The job posts.

But clients don’t buy logos.

They buy your experience and judgement.

This is where most agencies quietly dilute their authority.

The business posts.
The page shares updates.
The reposts.

The marketing manager schedules content.

But the senior leadership team are silent.
Or just inconsistent.
Or posting randomly without alignment.

Everyone is going in different directions.
From the outside, it creates noise.
From the inside, it feels like “we’re doing marketing.”

But authority doesn’t compound at company level in recruitment.
It compounds at the individual level.

Clients don’t say.
“I chose that firm because of their banner.”

They say:
“I’ve seen what he writes.”
“I’ve followed her insights.”
“I trust how they think.”

When five leaders show up with different messages, different tones, different positioning…

You don’t get leverage.
You get fragmentation.

The firms that scale properly align leadership around one north star.

Different voices.
- Same direction.
- Same positioning.
- Same commercial narrative.

That’s when visibility turns into leverage.
And that’s when founder dependency starts to reduce.

If your brand is visible but your leaders aren’t…
You’re missing the multiplier.

DM “SYSTEM”, and I’ll send you the monthly capture structure we use inside 10 – 50 head recruitment firms.

We are constantly being told we need to post, or we need to send that email, or we need to show our face more.

And I agree with all of these.

But we need to be honest with ourselves.

The correlation between revenue in your business aligns with these three things.

If no one knows about you, then guess what?
No one buys from you.
That is not a made-up notion or a bald-faced lie.
It’s just reality.

So why are we all so resistant to it?

It’s because we know we are not as good as the people already doing it.

And that is OK.

Do you think they started off thinking they were going to be listened to?
Or did they think they were going to be ignored?
Or did they just not care about other people’s opinions?

At the end of the day, whether other people judge you or not, if no one knows about you or your business, then no one buys from you.

So you might as well do the thing and get judged for being bad at it, but have a good chance of getting more of an audience, more revenue, and more confidence.

And not let others decide your destiny and live with regret.

Instead of just feeling sorry for yourself.

Too many recruitment businesses focus on the whole instead of the individual.

Their online presence tells people more about the company and its accolades than the people actually driving the revenue.

But there’s still a problem.

What about the individuals who want to bill more?

If you don’t show up for your audience as yourself, you get forgotten.

This is something I see many recruitment directors and top billers go through.

At first, they think showing up online is pointless.

Then they realise they should be visible, but convince themselves they don’t have the time.

Then they get trapped in the cold-calling cycle.

Where the only way to grow revenue is to cold call all day, and each year the returns get smaller.

It’s time to shift the focus.

Encourage individuals to build their own authority online.

It benefits the company.
It benefits the individual.

The uncomfortable truth is this.

Many recruitment businesses don’t encourage personal brands because they’re afraid of losing control.

But if your top biller can only win because of the logo, you don’t have leverage.

You have a fragile business where revenue walks out the door the moment someone leaves.

And if your growth depends on keeping people small, you don’t have a scalable model. You have control disguised as strategy.

For years, most agency owners relied on three things.
Referrals, LinkedIn posts, and outbound.

But the game has changed.
The algorithms changed.
The buying process changed.
The attention span changed.

And the founders who keep waiting for inbound luck instead of building inbound systems are getting left behind.

Here’s what the best founders I’ve been speaking to are now doing differently:

1️⃣ They’re building assets, not chasing leads.
Every conversation starts with a lead magnet
→ Something that earns trust before asking for time.

2️⃣ They’re creating content with a funnel, not just a feeling.
Each post points somewhere: a magnet, a scorecard, or a conversation
→ Not just a like.

3️⃣ They’re automating nurture, not losing warm leads.
They’re turning every download, every click, every open
→ Into a tracked, re-engageable prospect.

4️⃣ They’re seeing marketing as a system, not a person.
Because systems scale
→ People burn out.

If you’re still relying on hope.
You’ll always be behind the ones relying on process.

This next wave of recruitment founders are marketers as much as they are recruiters and that’s exactly why they’re winning.

If you want to see what this kind of system looks like inside a recruitment agency.
DM me the word SYSTEM and I’ll send you the visual map.

This time last year, me, my wife and my two boys moved into our first home.

No more renting.
No more feeling like we were building someone else’s future.

Just ours.

Watching the boys run around with space to roam has been one of the most satisfying feelings I’ve ever had.

But if I’m honest, the house isn’t the real story.

The real story is what happened before it.

The year before we moved, I wasn’t in a great place.
Certain things knocked me.

It was one of those seasons where I questioned myself a lot.
- My decisions.
- My direction.
- My identity.

Growing up, I lived in a 2-bedroom flat with my mum and siblings.
Now I own a home with my wife and kids.

On paper, that sounds like a simple progression.
But it isn’t as simple as that.

It’s the result of staying in my room working when it would’ve been easier to fold.

It’s the result of rebuilding quietly when no one is clapping.

It’s the result of deciding that the next generation will experience something different.

This last year was amazing and humbling.

Because owning a home doesn’t make you secure.
It reminds you how much responsibility you carry.

But this time, it feels different.

It doesn’t feel like pressure.
It feels like purpose.

I'm grateful for the journey.
I'm grateful for growth.
i'm grateful that my boys get to grow up seeing what consistency looks like.

A lot of recruitment founders say they want more inbound.

What they actually want is less pressure.

Less pressure to chase.
Less pressure to always be “on.”
Less pressure to be the only one bringing revenue in.

Because here’s the uncomfortable truth.

Most agencies don’t have a lead generation problem.

They have a dependency problem.

One person drives most of the new business.
One person has the strongest relationships.
One person is visible.
One person carries the commercial weight.

And when that person gets busy…

Pipeline slows.

That’s not a marketing issue.
That’s a structural issue.

I’m not interested in helping recruitment agencies “post more.”

I’m interested in helping them remove that single point of failure.

When 2–3 leaders in a firm are visible.
When outbound is structured instead of reactive.
When there’s an owned email list compounding quietly in the background.

Revenue stops feeling fragile.

You don’t notice it at first.

But the pressure drops.

And that changes how you run the business.

Most founders think they need more leads.

What they actually need is a system that doesn’t rely on them.

Take 30 days away from new business development.

No new outreach at all.

What happens to your client pipeline?
How many new hiring conversations appear next month?

From the system itself.

For many recruitment agencies, that question exposes a quiet risk.

Because their pipeline still leans heavily on the founder.

The director is still the one.
• Sending outbound
• Warming up relationships
• Posting when there’s time
• Stepping in when meetings slow down

It works.
Until delivery gets busy.

Then three things quietly happen.
1️⃣ Outreach slows
2️⃣ Visibility drops
3️⃣ New conversations dry up

Growth starts to stall again.

The agencies that stabilise their pipeline install three simple engines.

Authority
Sharing insight so the market understands how you think before you ever reach out.

Acquisition
Consistent outbound that starts new conversations every week.

Nurture
Staying visible to prospects who are not hiring today but will be soon.

Recruitment firms rarely struggle because they cannot deliver.

They struggle because their pipeline still depends on effort instead of infrastructure.

And effort eventually runs out of hours.
Whereas infrastructure doesn’t.

One of the most underrated skills you can build is the ability to put your thoughts into words and share them publicly.

Not because you want attention.
Not because you want likes.

But because writing forces clarity.

Every time I post, I’m pressure-testing what I actually believe, what I want to work on, and who I want to work with.

Putting my thoughts out there has helped me refine my direction, sharpen my thinking, and attract the exact people I enjoy doing business with.

None of that happened by accident.

If you never externalise your thinking, it stays vague.
If it stays vague, your direction stays fuzzy.
And fuzzy direction leads to random outcomes.

Posting content isn’t about “being consistent on LinkedIn.”
It’s about turning thoughts into decisions.

If you want a clearer life and a better business, start writing things down and letting them leave your head.

The clarity compounds.

If you stopped doing BD for 60 days, what would actually happen in your business?

Not hypothetically but realistically.

If most of your highest-value assignments originate from you…

Then you don’t just have a scaling problem.
You have a revenue risk problem.

This is something I see constantly in 10 – 30 head recruitment businesses.

They’re doing strong numbers.
£150k months, £200k months, £300k months...

But scratch beneath the surface, and growth still runs through one or two people.
- The founder who can't let go of responsibility.
- The top biller who can sell ice to an eskimo.
- The rainmaker with all the great relationships.

When they’re busy, the pipeline slows.
When they’re on holiday, activity dips.
When they’re deep in delivery, visibility disappears.

And you can’t blame the market.
Because it's a structural problem embedded in the business.

Most firms rely on brute-force outbound.
And cold calling works.

But it resets to zero every week.

Authority compounds over months and years.

When senior leadership consistently shows up in their niche, conversations warm up before outreach even happens.

Mandates come in with context.

Trust builds before the first call.

Dependency reduces.

You don’t need to remove outbound activity.
You need to reduce how much your business relies on it.

And that changes the business's ceiling.

If stepping back for 60 days would slow your firm down dramatically…

That’s the real bottleneck.

DM “LEVERAGE” if you want to see how we diagnose and fix that inside founder-led recruitment firms.

If you’re a recruitment director and your marketing “isn’t working,”

It might not be your marketing team.
It might be you.

Before that triggers you, just consider this.

Have you clearly defined?
• The niche you dominate
• The type of client you avoid
• The hiring philosophy you believe in
• What makes your approach different

Or did you hire someone and say?

“Smash the phones and bring us jobs.”

Marketing can’t create clarity.
It can only amplify it.

Most recruitment agencies have a positioning problem.

So the marketing team posts generic updates.
The website sounds like everyone else.
Outbound feels cold every time.

And the director concludes.
“Marketing doesn’t work in recruitment.”

But it does.
But only when it’s built on a clear point of view and a system.

Otherwise, it’s just activity and is doomed to fail.

I looked at my email analytics this week and spotted a pattern.
I send 3 to 4 campaigns a week.

For every campaign.
→ I get around 5 replies.

For every 4 replies.
→ I book a new client meeting.

For every 2 meetings.
→ I land a new client.

That means just by emailing my list consistently, I’m booking roughly 4 meetings a week.

No ads.
No chasing.
No cold spam.

Just showing up in the inbox.

And here’s the part most agency owners miss.

Managers, directors and business leaders are still in their inbox every single day.

They might not even see your LinkedIn post.
But they will see your email.

If you’re only posting on social media and not building and emailing a list, you’re relying on rented attention.

Inbox attention is owned.
And owned attention converts.

taplio

The Battle

Naim Ahmed

Jonny Umoru

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taplio

The Battle

Naim Ahmed

Jonny Umoru

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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);}Naim Ahmed's LinkedIn Performance

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