Paul Upton

Want to get to your next Career Level? Or into a role you'll Love? ◆ We help you get there! | Sr. Leads ► Managers ► Directors ► Exec Directors | $150K/$250K/$500K+ Jobs

"With no exaggeration- Paul and the LeaderUP program changed my life!" – James
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👉 Message me on LinkedIn

Why Senior Leads, Managers, Directors & VPs choose to work with me:
▶️ You want to break into your next leadership role, get promoted, or move to a promotional opportunity. Maybe you are seeking to break into your next level or senior leadership.

▶️ You're stuck in your current role, not much company growth, or growth opportunities. Or you do not like your current company/role and want to find a better one and level up your career to the one you deserve!

▶️ You're in a job search, you know you are good, but something is missing, you are not getting interviews, or are not getting offers!

▶️ You're tired of being frustrated & wasting time!

𝐀𝐛𝐨𝐮𝐭 𝐦𝐞: I've spent the last 14+ years working at top Fortune 100 companies.
◾️ 10+ jobs over this time and 2 highly competitive leadership programs
◾️ 7 times promoted/found promotional opportunities (often they found me)
◾️ Most recently an executive director at a telecom leading an organization of 150+ people.

𝐈𝐧 𝐭𝐡𝐢𝐬 𝐭𝐢𝐦𝐞 𝐈'𝐯𝐞 𝐥𝐞𝐚𝐫𝐧𝐞𝐝:
◾️ What it really takes to stand out in the Top 1% of leaders
◾️ How to be a great leader and more importantly how to develop this in others
◾️ How to hire the best, I've done over 500+ interviews and hired multiple high performing 10X teams

I am one of the few career coaches who has leadership/hiring manager experience and knows what they are looking for!

𝐍𝐨𝐰 𝐈 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐡𝐞𝐥𝐩 𝐘𝐎𝐔 𝐚𝐜𝐡𝐢𝐞𝐯𝐞 𝐌𝐎𝐑𝐄 𝐒𝐔𝐂𝐂𝐄𝐒𝐒!

I have put these learnings together and have created the 𝐋𝐞𝐯𝐞𝐥𝐔𝐏 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐨𝐩 1% 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 to help leaders and aspiring leaders reach the next level and land their dream jobs/promotions. 

Are you someone who wants...
✅Wants more MONEY, TIME, FLEXIBILITY, and GROWTH?
✅Gets multiple offers and CHOOSES the best one for them?

And would rather...
✅Follow a proven step-by-step process that works!
✅With the 1:1 support, you need along the way!
✅That takes 70% less time & effort and 99% less frustration!
✅And finally, get that dream job that they deserve and are excited to jump out of bed for?

► LeaderUP Job Offer System & Coaching Program -  Reach out to learn more!

👉 Learn more: message me!

Founder, CEO & Chief Career Officer - Career Expert | Career Success Coach | Leadership Coach

👉 Message me on LinkedIn

I am one of the few career coaches who has Fortune 50 leadership & hiring manager experience. This gives me the perspective to know exactly what hiring managers (not just recruiters) are looking for in a Manager, Director, VP+, how to stand out, and what it really takes to be a top 1% Leader & Candidate!

I have partnered with recruiters, HR leaders, hiring managers, and leaders to understand and distill the most important qualities and traits of successful leaders and how to find these in candidates and develop them in leaders. 

Through all this and hundreds of interviews, I have learned what the Top 1% of candidates do and built a system that works to help leaders, aspiring leaders, and high performers learn these skills and get the jobs & opportunities they really deserve!

► I help YOU master YOUR resume + LinkedIn so you STAND OUT and get NOTICED

► I help YOU learn how to ROCK your interviews and build real, memorable connections with hiring managers & GET OFFERS!

► I help YOU learn the skills to negotiate like a PRO to get the best total compensation package possible

► I really care. My sole reason for LeaderUP is to help YOU find success and fulfillment in your career. Success YOU DESERVE and have earned by working harder, learning more, and putting in the effort to SUCCEED!

I have created the LevelUP Leadership Top 1% Candidate Coaching Program to help leaders get promoted and land their dream jobs using Top 1% Applicant Strategies, leveraging the top SECRETS learned from Expert Resume Writers, Recruiters, Hiring Managers, Leaders, and Top Candidates, as well as many failures, successes, and continuous improvement!

► LevelUP Leadership Top 1% Candidate Coaching Program

MESSAGE me on LinkedIn to learn more and how I can help you!
Email me at Leaderup.Program@gmail.com

A VP candidate walked away from a $280K offer.

Two weeks later, she proved “playing safe” is the real risk.  

She came to me as a Director. Strong track record. Clear VP potential.

A big brand posted a VP role.

Scope looked huge. Title looked shiny. Process dragged for 10 weeks.  

Panels. Presentations. Homework. Politics everywhere.

Final offer: $280K total.

Low range for VP in her market. Messy scope. Weekend “fire drills” baked into culture.  

Her words: “I feel I should say yes. Roles at my level feel rare.”  

My reply: “You do not need a VP title that pays Director money with burnout hours.”  

She declined. With grace. No bridge burned.

Next day we went all in on a different plan:  

• Clear VP narrative for her resume and LinkedIn  
• Tight value story for board, CEO, COO problems  
• Target list of growth companies that need decisive leaders  
• Direct outreach with short, sharp messages  

Within 10 weeks:

• Three new processes, all true VP scope  
• Two clean offers  
• One dream role  

Final package:  

• Real VP role  
• $52K more total comp than the first offer  
• Fewer direct reports, clearer charter  
• Culture that respects boundaries  

Same market. Same time.

Different result because she refused a misaligned “safe” choice.

Right now leadership hiring splits into two groups:

• Companies clinging to power with slow steps plus low offers  
• Companies hungry for leaders who decide, act, own outcomes  

Senior leaders win when they market themselves to the second group, not beg the first group.

Alignment over fear is the move that changes careers.

HR: We'd like to offer you the Director role at $165,000.

Her: I appreciate the offer. Based on my research and the scope of this role, I was expecting something closer to $195,000.

HR: That's above our budget. $165,000 is our max.

Her: I understand. I'm genuinely excited about this opportunity. Can I share something?

HR: Of course.

Her: In my current role, I reduced vendor costs by $2.3M annually. For a role at this level, I'd want to ensure the compensation reflects the value I'll bring. Is there flexibility in the total package?

HR: Let me talk to the hiring manager.

24 hours later:

HR: We can do $178,000 base with a $23,000 signing bonus.

---

She didn't beg.
She didn't threaten.
She didn't accept the first number.

She stated her value with evidence and asked if there was flexibility.

That one conversation was worth $36,000.

Most people lose thousands because they're afraid of one uncomfortable moment.

---

The offer is never the offer.

It's the opening of a negotiation.

Would you have asked—or accepted?

“We can’t promote you this cycle.”

90 days later she signed a Senior Director offer for +$72,000 more comp.

Her title inside the company: Senior Manager.

Her reality: running Director level projects, calming executives, fixing broken teams.

3 performance cycles in a row her VP said the same line.

"Not ready for Director. Maybe next year."

She did not lose skill. She lost patience.

When she came to LeaderUP she felt stuck, angry, tired.

We did three big moves.

1) We turned her hidden Director work into hard numbers.

• Revenue impact
• Cost savings
• Scope of people leadership
• Size of budgets under her control

2) We rebuilt her story for the external market at Senior Director level, not "high potential manager" level.

Interview stories, resume, LinkedIn profile. Every piece showed national scale leadership.

3) We used the LeaderUP 4x4 Marketing Method to get her story in front of hiring VPs.

Targeted outreach. Warm intros. Direct value messages.

Within 90 days she landed a national Senior Director role.

• Thirty four direct reports
• Seventy two thousand dollar raise
• Equity on top

Her old company tried to react only when she gave notice.

Too late.

Internal promotion games stay political in 2026.

The external market can feel more fair when you market yourself at the level you already operate.

How long have you been doing Director level work without Director level title or pay?

I walked away from a Fortune 100 Executive Director title.  
I wanted impact, freedom, and the right people instead.  

For years my identity came from:  

• Big logos  
• Large teams  
• The next promotion  

Stress climbed.  
Travel climbed.  
Politics climbed.  

My health dropped.  
Family time dropped.  
Joy at work dropped.  

On paper everything looked perfect.  
Inside I felt empty and trapped.  

My biggest fears before leaving:  

• Losing status  
• Losing steady pay  
• Disappointing people  
• Wasting fourteen years of work  

I stayed longer than I should from fear and habit.  
My body started to send clear signals.  
Sleep went bad.  
Energy went low.  
Sunday dread became normal.  

One day I realized my ladder leaned on the wrong wall.  
Safe did not feel safe anymore.  

I chose a different path.  

I took the same executive playbook I used for years:  

• How to stand out in the top 1 percent  
• How hiring leaders think  
• How promotion decisions happen behind closed doors  

Then I built LeaderUP.  

Now I help senior leaders land roles they love, with lives they can sustain.  
More money, more meaning, more space to breathe.  

Success for me no longer means title plus chaos.  
Success means work I care about, people I trust, a life I can keep.  

My hope: more leaders choose a new version of success before burnout makes the choice for them.

I was an invisible top performer for years.  

I became Executive Director when I finally changed my story.  

For a long time I believed numbers spoke for me.  

• Exceeded every target  
• Fixed broken processes  
• Saved millions in cost  

Yet I got passed over.  
Told to “be patient”.  
Watched others with more visibility move ahead.  

My work lived in slides, trackers, late nights.  
Not in decision rooms.  

The turning point came when a mentor said:  
“Your impact is strong. Your story is missing.”  

I stopped dumping data.  
I started sharing simple stories leaders could repeat.  

Instead of:  
“I reduced cost by 12% across three regions.”  

I said:  
“I found a way to save us millions without cutting headcount. Here is what changed for our teams.”  

Key shift:  
I made my impact clear, human, easy to retell in promotion talks.  

Here is what I did different:  

• Tracked every win with numbers and a one-line story  
• Framed work as problems solved for the business, not tasks done  
• Gave my manager short updates they could forward word-for-word  
• Shared credit with my team, claimed clear ownership for my part  

Promotions started to find me.  
Roles came to me, not the other way round.  

The move from hard worker to Top 1% leader is not more effort.  
It is a story of impact leaders cannot ignore or forget.  

Share your thoughts on this shift from invisible top performer to visible Top 1% leader.

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She was the ‘go‑to fixer’ for 7 years.  
One mindset shift, now she leads 28 people as Director.  

For a decade she lived in firefighter mode.  

Late nights.  
Weekend emergencies.  
Last‑minute saves before executive reviews.  

Leaders praised her hustle.  
They sent thank you emails.  
Promises of "next cycle" promotion.  

Title stayed Senior Manager.  
Pay stayed flat.  

Inside LeaderUP we named the pattern:  

• High trust in crises  
• Low trust in strategy  
• Seen as doer, not builder  

The market rewards builders.  

We built a new story for her career.  

She stopped volunteering for every rescue.  
She started owning cross‑functional programs with clear outcomes.  
She mentored two successors, then pushed work down to them.  
She translated wins into business language: revenue, cost, risk.  

Within 90 days recruiters treated her as Director level.  

Panels asked about her systems, not her late nights.  

Offer she accepted:  

• Director, national scope  
• Team of 28  
• 51% increase in total compensation  

Same person.  
New mindset.  
New evidence.  

Promotion arrived when she stopped proving she could take more tasks.  

Progress started when she showed she could build leaders & systems which worked without her.  

Firefighters keep lights on.  
System architects change level.  

Many high performers stay stuck in fixer mode for years.  

Career breakouts come when leaders shift from hero work to scalable work.

The job market is chaos.

Reorgs, layoffs, shifting markets.
Not bugs in a career.
Features of the game.

Your mindset must be the calm storm center if you want that promotion.

I led teams of 150+ people during big shakeups.
Whole org charts moved in one day.
Strong performers lost roles.
Average performers kept seats.

One pattern stayed clear.

The people who thrived did not chase the “safest” job.
They built the strongest position.

They had:
• Clear targets for their next role
• Strong, visible skills
• A proactive strategy, not a wait-and-see mindset

True stability came from inside:
• How they thought
• How they planned
• How they showed up in the market

A powerful shift helped me and my clients:

Move from “I hope things calm down”
To “I always build my options.”

That shift looks very practical:

• Sharpen your story
→ Clear value, clear results, clear next step

• Keep your network warm
→ One call, one message, one update each week

• Treat your career like an asset
→ Review it, invest in it, protect it, grow it

You do not control markets or reorgs.
You control how prepared you stand when they hit.

Use chaos as a signal.
Time to upgrade mindset, skills, story, network.

Your calm center in the storm becomes your unfair advantage.

She was told VP roles are rare in this economy. 100 days later, she chose between 3 VP offers.

First call, her voice shook.

“Paul, maybe I should wait. VP searches feel dead. I do not want to waste energy.”

She was not missing skill. She was missing confidence, strategy, communication.

We fixed each one.

Step one: we rebuilt her story for VP level.
Step two: we trained every single conversation.

Harvard professor Allison Wood Brooks said:
“Every person you know, every relationship in your life is a repeated sequence of conversations over time.”

Job search is the same.
Recruiters. Hiring managers. Execs.
Repeated conversations.

If you improve each one, results change fast.

We used a simple 4-part communication framework:

• Topics
She prepared 3–5 topics before every call: team goals, business pain, growth plans, leadership style.
No small talk drift. Clear, sharp conversations.

• Asking
Follow-up questions every time:
“Can you share an example?”
“How will you measure success in year one?”
She stopped selling. She started understanding.

• Levity
She let her personality show. Short stories. Light humor. Human, not stiff. That made her memorable.

• Kindness
Thank-you notes. Warm praise for the team. Respect for each person’s time. People felt great after talking with her.

Result:
• 14 screens
• 7 interview processes
• 3 VP offers in 100 days

The truth is: learning to be a stronger communicator gives you more respect, more influence, more offers.

Where do you need to upgrade your conversations to reach your next level role?

Hot take: For $150K+ leaders in 2026, playing it safe is the most dangerous career move.  
Here’s why.  

For years I thought safety meant:  
• Stay in one company  
• Keep my head down  
• Wait for the “right time”  

On paper I looked strong.  
Inside I felt smaller every year.  

I stayed in roles that no longer stretched me.  
I knew I could lead at a higher level.  
I kept telling myself, “One more safe year.”  

Each “safe” year did three things:  
• My market value grew  
• My salary stayed flat  
• My confidence quietly dropped  

The gap between my value and my reality got wider.  
I was not safe.  
I was stuck.  

For $150K+ leaders, risk needs a new meaning.  

Real risk looks like:  
• Stagnant skills → same problems, no new tools  
• Single income stream → one decision away from zero  
• Zero decision‑maker network → no one with power knows your name  

Safe on the surface.  
Danger under the hood.  

Smart risk looks different.  
Smart risk grows your options, not your fear.  

Pick one smart risk for this quarter:  
• Start one new conversation with a senior decision maker  
• Raise your hand for one visible project that scares you a little  
• Make one bold career move you delayed for years  

You will not win every time.  
You win more by taking clear, smart risks than by waiting for perfect safety.  

How long will you keep calling “safety” what is really slow career decline?

Director: "You said Q4 2024. It's now Q1 2026."

VP: "I know. Things keep shifting."

Director: "I've been running this division for 18 months without the title or the comp."

VP: "And you've done a phenomenal job."

Director: "Then promote me."

VP: "We need to wait for the next cycle."

Director: "You said that three cycles ago."

VP: "These things take time."

Director: "No. These things take courage. Yours."

...

VP: "Let's not be hasty."

Director: "I'm not being hasty. I've been patient for 18 months. That's the opposite of hasty."

VP: "So what are you saying?"

Director: "I'm saying another company didn't need 18 months to see what you keep postponing."

The director put in her notice that Friday.

9 weeks later...

New company.
Executive Director title.
$55K more in total comp.
The role she'd already been doing — except now she's paid for it.

Here's what kills me.

Her VP wasn't evil.
He just wasn't urgent.

And that's worse.

Because "wait" sounds reasonable.
"Next cycle" sounds fair.
"We'll revisit" sounds like a promise.

But it's not a promise.

It's a delay disguised as a plan.

And every quarter you wait is a quarter someone else won't.

The system doesn't reward patience.

It rewards the people who stop waiting.

♻️ Repost if you're tired of "next cycle."

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The first time a client said “your program changed my life,” I froze.  

My idea of success changed that day.  

He came to me exhausted, burned out from toxic leadership.  
Promotions stalled, effort ignored, pay stuck.  
On paper he looked strong.  
Inside, he felt invisible.  

We went to work together:  

• Clear story for his value  
• Target roles with real growth, not chaos  
• Interview skills that showed his leadership  
• Boundaries with work, plus space for family, health, joy  

Months passed.  
One night I sat alone in my office, inbox open, long day behind me.  

A message came in from him.  

He wrote about a new role, a supportive boss, double compensation, calm evenings with his family.  
He wrote about feeling seen, safe, respected for the first time in years.  

No bonus in my corporate career ever felt like that moment.  
No “exceeds expectations” on a performance review reached that deep.  

For years I chased:  

• Titles  
• Larger teams  
• Bigger budgets  
• Higher bonus targets  

Success meant more headcount, more zeros on numbers.  

That message broke that old scorecard.  

At a certain point in leadership life, money still matters, titles still matter, yet they move to second place.  

Top place goes to the lives you help shift:  

• People who escape toxic rooms  
• Leaders who stop repeating harm  
• Families who get a present, healthy parent back  

My work now runs on that fuel.  

Share if your own measure of success has started to change too.

If you wait to “feel ready”, you’ll still be in the same role next year.
Move now, fix later.

I talk every week with leaders who say:
“I’ll update my resume when things calm down.”
“I’ll start looking when the timing is right.”

Next month becomes next quarter.
Next quarter becomes next year.

Nothing changes.
Stress grows.

The uncomfortable truth:
You rarely feel ready before a big move.
You feel ready after you start moving.

In my own career, every promotion and big jump looked like this:

• I said yes before I knew every detail
• I learned fast while already in motion
• I fixed gaps as I went

From the outside it looked “strategic”.
From the inside it felt scary and messy.

But action gave me:

• Clarity on what I wanted
• Confidence from real wins
• Options when I needed them

Waiting gave me nothing.

If your role feels wrong, do not wait for:

• A perfect market
• A perfect resume
• A perfect plan

Move now, fix later:

• Write a rough target role list
• Message one person who can help
• Update one part of your LinkedIn
• Apply to one stretch role today

Small moves compound.
Silence and delay also compound.

How long have you been waiting for the promotion and career you know you deserve?

He almost waited another year.
Thank God he didn't.

...

He was an Executive Director at a fintech.
Running a 40-person org.
Owning a $22M P&L.

His VP took credit for everything.

Every board deck.
Every strategic win.
Every turnaround he engineered.

His name never made it above the fold.

He told himself the same story:

"Maybe next cycle."
"Maybe after this reorg settles."
"Maybe when the timing is better."

He'd been saying that since 2024.

Two years of maybe.

His hands would shake on Sunday nights.
He stopped mentoring his team.
He caught himself snapping at his kids.

Not because he was angry at them.
Because he had nothing left to give.

He was running on fumes.
And calling it "patience."

One night he was staring at the ceiling.
3:47am.
Heart racing for no reason.

He grabbed his phone.
Booked a call with LeaderUP

He didn't even think it'd work.
He just knew he couldn't do another year.

First session, we told him the truth:

"Your problem isn't performance. It's that nobody outside your company knows you exist."

He'd spent 4 years building empire
for a VP who treated him like staff.

We diagnosed the real career killer:
Zero external visibility.
Zero leverage.

So we executed.

Stopped talking about his "team size."
Started framing the $22M in outcomes.

We ran an **Influence Audit**.
Mapped the 12 people in fintech
who actually greenlight VP hires.

He reached 6 of them in 3 weeks.
Not pitching.
Solving their problems out loud.

Within 60 days:

Two VP conversations.
One final round.
One offer.

**VP of Operations.
$310K total comp.
A $55K jump.**

Direct line to the SVP.
No more credit stolen.
No more ceiling.

He called me after he signed.

He didn't talk about the money first.

He said:

"I slept through the night."

**He got his life back.**

Not because something changed in him.
Because he stopped waiting
for something to change around him.

Here's what nobody tells you:

"Waiting for the right time"
is just fear wearing a nice outfit.

The right time was last year.
The second best time is today.

Every quarter you wait
is a quarter someone less qualified
takes the role you deserve.

Stop waiting.
Start moving.

♻️ Repost if you're done
giving "maybe" another year.

Your resume is not a story of tasks.
It is a value report, and here are 5 steps to prove it.

Senior leaders do not get hired for “owned X”, “responsible for Y”, “supported Z”.

Senior leaders get hired for money moved, time saved, risk reduced, experience improved.

After hundreds of Senior Manager & Director resumes each year, I use a simple 5-step “Impact Rewrite” process.

Clients who follow this process often double interview rates.

Here is how I do it with them.

Step 1: Pull raw responsibilities
• Copy bullets from past roles
• Keep every line task-based for now

Step 2: Find the main business lever
For each bullet, mark one lever:
• Revenue
• Cost
• Risk
• Customer or employee experience

Step 3: Attach a number
Use any real number you can find:
• % change
• Dollar value
• Volume or time
Numbers turn noise into proof.

Step 4: Use the formula
Action + lever + metric

For example:
“Led cross-functional project”
becomes
“Led cross-functional launch that grew ARR 18% & added $4.2M pipeline in 9 months”

Step 5: Compare with target Director or VP role
• Open a job description
• Scan each bullet on your resume
• Check match with scope, scale, levers in that role

Senior leaders win when every line reads like a business case.

Not “busy”.
Valuable.

Your next step to Director or VP starts when each bullet proves impact in numbers.

Your calendar is full. Your promotion path is empty.  

That is not a time problem. That is a priority problem.  

Years ago my week looked packed.  

Back to back meetings.  
Decks.  
Fire drills.  
More meetings.  

My output was high.  
My stress was high.  

Yet I had zero conversations about my next role.  
Zero positioning with senior leaders.  
Zero movement toward promotion.  

One Friday I opened my calendar for the past month.  

I saw work for:  
• Projects  
• Teams  
• Stakeholders  

I saw almost nothing for:  
• Future roles  
• Key relationships  
• Strategic visibility  

My effort went to current-role tasks.  
My future got leftovers.  

I decided on a new rule for myself.  
Later I gave it to clients.  

Protect 60 minutes every workday for “future-you” work.  
Do it before you touch email or urgent tasks.  

Future-you work means:  
→ Reach out to senior leaders  
→ Book coffee chats  
→ Build trust with sponsors  
→ Share wins with the right people  
→ Map next-step roles offers  

No reschedule.  
No skip.  

Once I did this, leaders began to see me differently.  

More invites to key meetings.  
More pull into high-impact work.  
More offers without applications.  

Same 24 hours.  
New priority order.  

Careers stall when calendars ignore the future.  

Protect 60 minutes for future-you work today.  
Repeat next week.  
Let compounding do the heavy lift.  

Share one change you will make to protect those 60 minutes.

He was invisible on LinkedIn.  
6 weeks later, recruiters called him a top 1% candidate and chased him.  

Director of Customer Experience.  
Strong track record.  
Happy teams, higher NPS, lower churn.  

On paper he looked perfect.  
Online he looked silent.  

Dead profile.  
Generic headline.  
No content.  
No views from decision makers.  

Inside LeaderUP we ran him through our 4x4 Marketing Method.  

Step 1: Niche  
• We narrowed focus to B2B SaaS customer experience  
• We highlighted turnaround stories, not task lists  

Step 2: Headline + About  
• We rebuilt both to speak in numbers  
• Revenue saved, churn reduced, teams built  
• Clear promise: “Director who turns support orgs into profit centers”  

Step 3: Profile as landing page  
• Banner for his target roles  
• Featured section with wins, not files  
• Experience written for executives, not HR screens  

Step 4: 15‑minute daily system  
• 5 minutes: comment on posts from VPs, founders, recruiters  
• 5 minutes: share one short insight from his work  
• 5 minutes: send 2–3 targeted connection requests  

After 6 weeks:  
• Profile views up 10x  
• Inbound messages from two Fortune 100 companies + one high‑growth startup  
• He accepted a Director role without a formal application  

Truth in a noisy market:  
The market cannot hire you when no one sees you.  

Treat LinkedIn as a landing page for decision makers, not a static resume, signal strength rises fast.  

What would shift in your career if hiring managers saw you as a clear, must‑interview leader before you touched the apply button?

Hands gripping the steering wheel so hard his knuckles turned white.
He wasn't having a heart attack. He was having a realization.
He couldn't walk into that building one more time.

On paper? He was a Senior Director at a F500.
In reality? He was the office janitor.
Cleaning up messes. Staying until 8pm. Missing his kid's soccer games.

No raise in 3 years. "Budget constraints," his boss claimed.
(While the company posted record profits in Q3).

He had sent out 50 applications on LinkedIn. Silence.
He thought he was too old. Too expensive. Washed up.

That's when we spoke.
He was tired. He sounded defeated. He was ready to settle.

I looked at his resume. 
It was a tragedy.

It listed tasks. "Managed team." "Oversaw operations." "Attended meetings."
It screamed "Doer."

Companies don't hire SVPs to do. 
They hire them to lead.

We deployed the LeaderUP Resume Impact Formula.
We stripped out the fluff.
We stopped asking for permission.

"Managed team" became "Led 40-person unit to generate $22M revenue increase."
We stopped talking about responsibilities. We started selling ROI.

6 weeks later.
He didn't get an interview. He got a bidding war.
Two offers. Both $60k over his current base.

But the money didn't matter.
The text he sent me did:
"I just resigned. I feel like I can breathe again."

Stop waiting for them to notice you. 
They won't.

The system is designed to keep you exactly where you are—cheap, reliable, and stuck.

♻️ Repost if you're ready to take back control.

She built the entire department.
Someone else got the credit.

...

Three years as a Director of Revenue Ops.
Built the forecasting model from nothing.
Hired 9 people. Trained every one of them.

Her VP presented her work at QBRs.
Used her slides. Her data. Her language.

Never once said her name.

She told herself: 
"They see me."
"They know who did this."
"My time is coming."

It didn't come.

The company created an Executive Director role.
Her role. 
Her scope. 
Her team.

They gave it to an external hire.

She found out from a Slack announcement.

She sat at her desk for 20 minutes.
Staring at the screen.
Hands completely still.

That night she told her partner:

"If I don't make a move now, I never will."

Not next quarter.
Not after the next reorg.
Now.

She booked a call with LeaderUP.

First thing we told her:

"You don't have a performance problem.
You have an invisibility problem."

We ran the Visibility Playbook

Step one: Stop doing the VP's prep work.
Start presenting your own insights directly.

Step two: Build relationships one level up.
The people who approve headcount and budget.

Step three: Shift from executing to leading.
Delegate the dashboards.
Own the narrative.

She was terrified.

"What if they think I'm not a team player?"

We told her the truth:

"They already don't think of you at all.
That's the problem."

She executed for 11 weeks.

Started presenting at cross-functional reviews.
Built a direct line to the VP of Sales.
Proposed a revenue acceleration initiative.
Put her name on it.

A SaaS company in her network noticed.

They weren't hiring.
They created the role for her.

Executive Director of Revenue Operations.
$385K total comp.
A $85K jump.

Her old company still hasn't backfilled her.

Because they didn't know what she did.

That's the trap.

You keep waiting for them to notice.
They keep waiting for you to stay quiet.

Every quarter you wait is a quarter someone
else takes credit for your work.

The clock doesn't pause for loyalty.

It was never about her talent.

It was about who owned the story.

♻️ Repost if you're done being invisible.

The most expensive tax you pay isn't to the IRS.
It's the "Inaction Tax."

You’re miserable.
You’re underpaid.
You’re doing the work of a VP for a Senior Manager’s salary.

Yet, you stay. Why?

Because the devil you know feels safer than the devil you don't.
You tell yourself it's "safe" to wait.

I call it fear dressed up as logic.

Here are 5 lies smart leaders tell themselves to stay stuck (and the hard truth):

1. "I'll look after this project wraps."
TRUTH: There is always another project. The system is designed to overlap deadlines so you never come up for air.

2. "The market is bad right now."
TRUTH: Top talent moves in every market. While you hide in the weeds, your competition is taking the seats at the table.

3. "I have too much unvested equity to leave."
TRUTH: Calculate the hourly rate of your misery. Those options aren't worth your sanity or your health. And they can just be easily negotiated into the new role.

4. "My boss said promotions are coming next cycle."
TRUTH: A verbal promise is a corporate lie. If it’s not in writing, it’s a distraction tactic to keep the mule pulling the cart.

5. "I'm just grateful to have a job."
TRUTH: This scarcity mindset is exactly why they feel comfortable paying you 30% under market value.

Stop waiting for a lifeboat. 
The ship is sinking.

Build your own raft.

♻️ Repost if you needed this wake-up call today.

She kept losing to “internal candidates.”  

Until we turned her into the obvious external upgrade they could not ignore.  

Senior product leader. Six Director final rounds.  

Six times, the call came:  
“We went with an internal person.”  

She felt cursed.  
Strong resume, strong references, strong skills.  
No offers.  

When she came to LeaderUP, we found the real issue.  

Her stories stayed at team and feature level.  
Company panels hired for portfolio and risk level.  

They heard:  
“I own roadmaps, squads, launches.”  

They needed:  
“I own bets, risk, outcomes.”  

We rebuilt her story bank with my SERI style method:  

• Situation: portfolio tension, market shift, or revenue gap  
• Execution: options, trade‑offs, resource moves  
• Result: 12–18 month outcomes, not launch dates  
• Impact: risk reduced, upside unlocked, trust gained  

We added pre‑interview stakeholder mapping.  

For each person on the panel she knew:  
• their portfolio or product area  
• where they felt pressure from ELT  
• metrics which kept them awake at night  

Every answer now sounded like she already sat on their side of the table:  

• “Here is how I shaped our three core bets across the portfolio”  
• “Here is how I traded speed vs risk with legal and compliance”  
• “Here is how we moved X metric over four quarters”  

Next panel. Global tech company. Two strong internal front‑runners.  

Offer went to her. Director title. Meaningful pay jump.  

Internal preference loses power when you speak risk, bets, and outcomes in the company’s own strategic language.

The #1 Done-For-You LinkedIn Growth System for Execs & Visionaries | We Don’t Just Advise, We Execute | Clients Gained 1M+ Followers in 2024 & 6-7 Figure Deals with Nike, NASA, US Army & More | Book Your Strategy Call 👇

Fractional LinkedIn GTM team for B2B SaaS and consulting

I’m Jordan - husband, 5x dog dad, and the behind the scenes GTM guy for founders and execs.

Some cool things I've done with awesome people:

🥇 Scaled an org to 200 plus employees  
🥇 Built and scaled brands to 7 and 8 figures  
🥇 Helped drive an 8 figure franchise exit  
🥇 Led growth for 40 plus award winning brands  
🥇 Helped clients add 2M plus followers and raise capital  
🥇 Managed and monetized 6, 7 and 8 figure audiences  
🥇 Helped a local business win 85 plus awards, most in their state  

The pattern I see over and over:

They're often very good at what they do.. The product or service is strong.

But:
- Positioning is fuzzy  
- LinkedIn presence doesn’t match their real value  
- AEs, founders and execs are basically invisible in the places buyers actually make up their mind  
- There's no simple, repeatable LinkedIn GTM funnel that reliably creates qualified conversations

That’s what we fix.

We work best with B2B SaaS and consulting companies in the roughly 1 to 10M range where:
- Deals are mid to high ACV  
- There is a sales team or founder led sales  
- LinkedIn should be a core GTM channel but right now it's a posting treadmill or nonexistent

What we do:

1. Clarify positioning and offers  
Who you actually serve, what problem you own, and what you should stop doing so your message finally lands.

2. Architect your LinkedIn GTM engine  
Profiles, narrative and a simple LinkedIn funnel that connects founders, execs and reps to the right accounts and buyers.

3. Run it with a fractional team  
My trained team becomes your LinkedIn GTM team - content, account management, distribution, and inbox systems that turn attention into pipeline without turning anyone into a full-time creator at a fraction of traditional workforce labor.

Clients have said things like:

“In a few months we added 40,000 followers, millions of impressions, and we’re already halfway through our $500K pre‑seed raise.” - Oli, Prescribe Health

“Thanks to the offer stack we built, I’m closing $20K deals and went from 0 to 8K followers in just a few months.” - XK, Master Coach

I'm not interested in vanity metrics. The work is about aligning who you are, what you say and how you show up, so LinkedIn becomes a predictable pipeline input, not a random bonus.

If you're a B2B SaaS or consulting founder and you know your LinkedIn positioning, presence or pipeline is underperforming, the next step is simple:

Book a LinkedIn GTM Audit now.

https://brainapes.com/strategy

Media inquiry?
Email: jordan@brainapes.com

Jordan Murphy 🧠🦍

That's how the best teams win.

↓

Watch how they move the table.

No fancy equipment. No perfect plan. Just a team that figured it out in real time.

Each person plays their part. Lays down. Takes the weight. Gets back up. Runs to the front. Does it again.

Nobody's sitting out. Nobody's waiting for instructions. Everyone's moving.

↓

That's how the best work gets done.

Not with perfect resources.

Not with endless planning.

With a team that innovates with what they've got and keeps the momentum going.

↓

Most teams wait for the perfect conditions.

The right budget. The right tools. The right timing.

But the teams that actually win?

They lay down. Take the weight. Get back up. Keep moving.

↓

Here's what makes this work:

→ Everyone knows their role

→ Nobody's too important to do the work

→ The momentum matters more than individual comfort

→ Trust that the next person will be there

→ Speed comes from repetition, not perfection

↓

That's not just teamwork.

That's how you build something real.

↓

The best businesses aren't built by people waiting for perfect conditions.

They're built by teams that figure it out, take the weight, and keep the momentum going.

↓

You don't need the fanciest tools.

You don't need the biggest budget.

You need people who show up, do their part, and trust the process.

↓

That's how great work gets done.

シ

📹 mlhsstudentcouncil

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↓

💬 What's the scrappiest thing your team ever pulled off?

Jordan Murphy

Fractional LinkedIn GTM team for B2B SaaS & Consultants 🥇

Timing is everything. So is knowing when to launch.

Watch how he sets it up, controls it, then launches at the perfect moment.

That's how visibility works.

↓

Most founders treat LinkedIn like they're juggling live fireworks.

Posting randomly.

Hoping something explodes.

No control. No timing. No strategy.

↓

But the leaders who actually win?

They set the fuse early.
They control the narrative.
They build trust over time.

And when the moment is right.. they launch.

↓

Typical mistakes:

They think visibility is about posting more.

It's not.

It's about being present consistently so when your ideal client's timing hits, you're the one they call.

↓

You can't control when they're ready to buy.

But you can control whether you're holding their attention when that moment comes.

↓

Right now, your ideal clients are watching someone.

Reading their content.
Seeing their values.
Building trust.

Deciding who they'll reach out to when they're ready.

↓

The question is: Is that person you?

↓

We build LinkedIn visibility systems that keep you top-of-mind:

→ Positioning that makes you memorable
→ Content that builds trust over time
→ Consistent presence without the grind
→ Systems that launch at the right moment

↓

You set the strategy. We handle the execution.

And when your ideal client's timing hits? You're the obvious choice.

↓

I have 3 spots opening in the next 2 weeks.

If you're ready to stop juggling and start launching, book a strategy call.

Link in my featured section or DM me "LAUNCH" and let’s chat on your goals.

↓

You can't control their timing. But you can control whether they're thinking about you when it comes.

That means invisibility is a revenue problem.

Let’s fix it together.

シ

📹 ttam1kk

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↓

💬 Are you juggling or launching?

I used to think I had to be involved in everything.

Turns out, I was the bottleneck.

↓

Watch how he masters each level, then finds the rhythm and lets the horse run.

That's the shift.

↓

Early in my career, I believed my hands-on involvement was what made things work.

I'd built the systems. I understood the nuances. I had the relationships.

My perspective felt imperative to every decision.

And for a while, it was.

↓

But as we scaled, something shifted.

The business needed different expertise than what got us here.

Growth required specialists who could go deeper than I ever could in areas outside my core.

↓

I had a choice:

Stay involved in everything and cap our growth at my capacity.

Or bring in experts and let them own their domains completely.

↓

I chose the second.

Not because I wasn't capable.

Because they were better.

↓

Here's what I learned:

My x-factor wasn't being good at everything.

It was knowing when to hand something to someone whose x-factor was that exact thing.

↓

When I brought in the right people and actually let them lead:

The work got sharper (because it was their zone of genius).

My time freed up to focus on what only I could do.

The team moved faster (because they weren't waiting on me).

We scaled past what I could have built alone.

↓

Looking back, the real skill wasn't execution.

It was knowing when my involvement shifted from essential to limiting.

↓

Your hands-on experience got you here.

But the next level requires you to step back and let experts own what they do best.

That's not stepping away from leadership.

That's what leadership looks like at scale.

シ

📹 yss.dee

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↓

💬 What's one area where bringing in an expert unlocked growth for you?

They launched him 3x farther than he could go alone.

Each person syncs up. They move as one. The energy compounds.

Then they send one person flying.

That's the power of leverage.

But it only works if they send you in the right direction.

↓

I see this mistake constantly with founders building visibility on LinkedIn.

They automate everything.

Scheduling tools. AI content. Auto-DMs. Engagement pods.

Momentum builds fast. Metrics climb.

But they're being launched in the wrong direction.

↓

The wrong automation:

→ Auto-posting generic content
→ Mass DM sequences without control
→ AI posts that sound like everyone else
→ Engagement pods for vanity not distribution

Your ideal clients scroll past. Your content blends in. Your outreach gets ignored.

↓

The right automation:

→ Systems that capture your actual voice
→ Outbound personalized based on real signals
→ Content positioned to build trust over time
→ Engagement with the right people

Now you're top-of-mind when their timing hits.

↓

I worked with a founder posting 5x per week using AI tools.

Decent engagement. Growing followers.

But zero pipeline. Zero deals.

Why?

The automation launched him in the wrong direction.

Generic content. No positioning. Just activity.

↓

We rebuilt his system:

→ Captured his actual thinking
→ Positioned content to build specific beliefs
→ Automated distribution, not thinking
→ Built outbound around real signals

Within 90 days: pipeline moving. Deals closing.

Same time invested. Different direction.

↓

Most people automate the thinking.

The strategy. The positioning. The voice.

↓

The right approach:

Automate the execution. Not the strategy.
Automate the distribution. Not the thinking.
Automate the reach. Not the relationship.

↓

That swing only works because everyone moves in sync toward a clear direction.

Your visibility system is the same.

↓

You need:

→ Clear direction
→ Synchronized effort
→ Compounding momentum
→ Strategic launch

Automation amplifies all of that.
But only if the direction is right first.

↓

Most founders automate before they have clarity.

They build momentum before they know where they're going.

Everyone wants to Claude it to death lol

↓

The founders who win?

Direction first. Then automation. Then momentum.

↓

Momentum is powerful.
Direction is everything.

Get both right, and you become unignorable.

シ

📹 abrhamdejene35
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↓

💬 What's one thing you automated that launched you in the wrong direction?

Most people wouldn't commit like that.  There’s good and then there’s scary good.
 Watch the commitment. The setup. The execution.

Most people would knock and run back to their room. He commits fully, waits in the shadows, and goes all in when the moment hits.

That's the difference between good and scary good. 😂

↓

I've worked with hundreds of founders over the years.

The good ones are competent. Reliable. They deliver what they promise.

But the scary good ones? They operate differently.

↓

Here's what I've noticed about people who reach "scary good" level:

1. They commit when others hesitate

Good founders test the waters. Scary good founders dive in fully, knowing they'll figure it out on the way down.

They don't half-commit to a strategy and wonder why it didn't work. They go all in, give it everything, and extract every lesson.

2. They're willing to be uncomfortable longer

Good founders optimize for comfort. Scary good founders optimize for growth, even when it's awkward, uncertain, or feels like too much.

That video? Most people wouldn't stand in a dark hallway waiting. Too uncomfortable. Too exposed.. that's where the magic happens.

3. They understand timing isn't just about speed

Scary good people know when to wait and when to move. They don't rush the setup. They don't miss the moment.

They build in the shadows, position strategically, then execute with precision when timing hits.

4. They study what works, then make it their own

Research shows that top performers in any field spend significantly more time studying patterns than average performers. They practice and they study what makes great work great.

Then they add their own twist. Their own intensity. Their own commitment level that makes people say "how did they do that?"

5. They're not afraid to be memorable

Good is forgettable. Scary good sticks with you.

The founders who break through aren't the ones playing it safe. They're the ones who show up with an intensity that makes you remember them long after the interaction ends.

↓

And the thing about being scary good:

It's the willingness to commit fully when others are holding back.

To stay uncomfortable longer than feels reasonable.

To wait for the right moment instead of forcing it.

To study obsessively and execute with precision.

To be so memorable that people can't stop talking about you.

↓

Most people settle for good because scary good feels like too much.

Too intense. Too committed. Too visible.
 That's why it works.

↓

The founders I work with who become unignorable on LinkedIn?

They don't post casually and hope for results.

They commit fully. They show up consistently. They position strategically. They execute with precision.

And they become scary good at holding attention in their ideal client's mind.

↓

Good gets you in the game.
Scary good makes you unforgettable.

シ  📹 iamtee254

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↓

💬 What's one area where you've gone from good to scary good?

I help founders who are successful but stuck, let me help you hit the nail on the head why..

I bet you've built something real.

Revenue is solid. Team is functional. From the outside, you've made it.

But you know something's off.  Things are changing.

↓

You notice nobody knows who you are.

Your ideal clients aren't seeing you.
The right partners aren't reaching out.
Top talent isn't knocking on your door.

↓

You're not failing.

You're just invisible to the people who matter most.

↓

Here's what I see:

Most founders at this stage have optimized everything internal.

Better product. Smarter operations. Tighter execution.

But visibility? Pipeline? Inbound demand?

Crickets.

↓

You're relying on:

→ Referrals that come when they come
→ Outreach that feels like pushing a boulder uphill
→ A LinkedIn presence that's... there, but not doing anything

Meanwhile, your competitors with worse offers are closing deals.

Why?

Because they're visible. And you're not.

↓

That gap between where you are and where you could be..

That's where I work.

↓

I don't help people who need the basics.

I help founders who've built something real and are ready to be seen for it.

Leaders who know the next level isn't about working harder.

It's about showing up where your buyers, partners, and top talent are already looking.

↓

Here's what we do:

We build complete LinkedIn visibility systems that run without you.

→ Positioning that makes you unignorable to your exact audience

→ Content that attracts buyers, partners, and A-players

→ Outbound engines that fill your pipeline predictably

→ Engagement systems that amplify your reach 10x

→ Market intelligence captured from every conversation

→ Referral programs that turn relationships into revenue

↓

You don't create the content.

You don't manage the outreach.

You don't chase engagement.

We run the entire engine for you.

↓

The result?

Your calendar fills with the right conversations.

Buyers reach out instead of you chasing them.

Partners want to collaborate.

Top talent applies when you’re hiring.

↓

All leverage. All impact. Zero time suck.

Because we know this game better than your internal team ever will.

↓

This work isn't for everyone.

It's for founders who:

✓ Have built something real but aren't getting the visibility it deserves

✓ Want pipeline and inbound without the grind

✓ Are ready to become unignorable to buyers, partners, and top talent

✓ Value leverage over doing it themselves

↓

If that's you, let's talk.

DM me "NEXT" and tell me what you're building toward.

No pitch. Just conversation.

Sometimes the right visibility system at the right time changes everything.

シ
 📹 maronchin8

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↓

💬 What's costing you more: being invisible or trying to fix it yourself?

"The question I ask every new client"

Before we build your visibility system.
Before we create a single piece of content.
Before we touch LinkedIn.

I ask one question:

↓

"What do your ideal clients need to know and believe about you, your product, your service, your values, your viewpoints to decide they want to work with you - without you telling them they should?"

↓

The answer reveals everything.

↓

Because here's what most founders get wrong:

They think content is about them.

Their expertise. Their offers. Their credentials.

But your audience doesn't care about you.

They care about whether you understand them.

↓

This question forces a shift:

From "What do I want to say?"

To "What do they need to believe?"

↓

Here's what I'm listening for:

Not features. Not benefits.

The underlying beliefs that make someone say "this person gets it."

The values that create alignment before the sales call.

The viewpoints that make them think "finally, someone who sees what I see."

↓

Because here's the truth:

People don't buy because you're qualified.

They buy because they believe you understand their world better than anyone else.

↓

When you can answer this question clearly:

→ Your content writes itself (you know exactly what to say)

→ Your positioning sharpens (you know what makes you different)

→ Your pipeline fills with the right people (they self-select before they reach out)

→ Your sales conversations get easier (they're already sold on the belief system)

↓

Most founders are creating content in a vacuum.

Posting what they think sounds smart.

Hoping something sticks.

↓

But the ones who break through know exactly what their audience needs to believe.

And they engineer every piece of content to build that belief system.

↓

So before we make you visible.

Before we fill your calendar.

Before we build your LinkedIn engine.

I need to know:

What do your ideal clients need to know and believe about you to decide they want to work with you.. without you telling them they should?

↓

Answer that, and everything else is just execution.

シ

📹 therealtarzann

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↓

💬 What's one belief your ideal clients need to have before they're ready to work with you?

A little over five years ago, we sold our house in Massachusetts and moved to Florida.

From the familiar to the unfamiliar. From home to a place that just felt right from the first visit.

These beach night skies still strike me with wonder every time.

↓

That change unlocked something I didn't expect.

Freedom to be me. Without the labels. Without the expectations. Without the constant reminders of who I used to be.

You don't realize how much your environment down-regulates you until you remove it.

It's why you feel so fired up on vacation. That spark to change, to be better, to finally do the thing. That's not the vacation talking. That's you without the weight.

↓

I joke with visitors all the time.

"Having fun?"

They smile. "Yes."

"What if you could stay on vacation? Trade a few hours a day to keep affording it, but when you're off, you're back in vacation mode. How does that sound?"

The aha moment hits every time.

↓

That's the vacation mindset. A lighter way to live.

Seeing beauty daily. Grounding with nature. Feeding squirrels at the beach. Living a lifestyle that actually fills your heart instead of drains it.

That's why we moved. For our slice of vacation land.

↓

But here's what I didn't see coming.

LinkedIn became the bridge that made this lifestyle sustainable.

The partnerships that fund it. The deals that sustain it. The friendships with talented, kind-hearted people who think like I do and live like I want to live.

Learning how to leverage LinkedIn to build real relationships didn't just grow my business. It gave me the freedom to live where I want, how I want.

↓

You don't have to move 1,200 miles.

But you can build the relationships that give you that same freedom.

LinkedIn makes it possible.

シ

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↓

💬 Where's your favorite place to vacation? And what would it take to live there?

Stop posturing. Start solving problems. 


(in your content..)

The wrong content is almost as bad as no content.

You gotta give people what they need.

When I help clients make their LinkedIn about prospects' wins, not their own credentials, inbound opportunities follow.

A fractional CMO came to me with solid credentials.

His LinkedIn highlighted his resume. Past roles. Companies he'd worked with. What services he offered.

CEOs weren't biting.

Zero inbound calls.

He was connecting with his prospects every day, posting daily, no attention.

Until we took over and repositioned everything around CEO problems.

Revenue plateaus. Marketing that doesn't convert. Teams that execute tactics without strategy. The gap between growth goals and actual pipeline in his specific industry.

His content stopped being about him.

Every post addressed a specific CEO challenge. Every framework showed a path forward. Every piece of content reflected their reality back to them.

CEOs started commenting, then messaging, then booking calls. Same targeting..

Same expertise. Same offer. Different focus.

We do this with every client. Position them in their prospects' world showing their impact through the storytelling of the achievement of their clients.

When decision makers see their problems in your content, they lean in. When they see your clients winning with those same problems, trust builds. 

When you do this consistently, inbound stops being random.

Do this to a boringly consistent level. That's the pattern that fills pipelines.

シ

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↓

💬 What’s your executive brand doing for your pipeline?

P.S. Feed the squirrels 🐿️😂

Your ideal clients already know who they want to work with.

They've been reading their content for months.

Watching how they think. What they value. How they show up.

By the time they're ready to buy, the decision is already made.

↓

The question isn't "How do I get them to find me?"

The question is "Am I holding attention in their mind when their timing hits?"

↓

Because here's what you can't control:

When the budget opens up.
When your ideal client needs you.
When they're finally ready to pull the trigger.

↓

But here's what you CAN control:

Whether you're the person they're thinking about when that moment comes.

↓

Right now, someone else is holding that attention.

They're showing up consistently.

Building trust through their content.

Demonstrating their values and how they think.

And when timing hits? They get the call.

↓

Not because their offer is better.

Because they were present when it mattered.

↓

If you're not showing up consistently in front of your ideal clients, you're not in consideration.

And if you're not in consideration, timing doesn't even matter.

They'll never think of you.

↓

We build LinkedIn visibility systems that keep you top-of-mind with your ideal buyers, partners, and talent:

→ Positioning that makes you memorable

→ Content that builds trust over time

→ Consistent presence that holds attention

→ Systems that run without you

↓

You don't create the content.
You don't manage the presence.
You don't chase the attention.

We build the engine that keeps you in their mind until their timing hits.

↓

I have 3 spots opening in the next 2 weeks.

If you're ready to be the person your ideal clients think of when they're ready to buy, book a strategy call.

Link in my featured section or DM me "TIMING" and I'll send it.

↓

You can't control their timing. But you can control whether they're thinking about you when it comes.

シ

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💬 Who's holding attention in your ideal client's mind right now.. you or your competitor?

Values are killing your sales.

Everyone preaches "lead with values." That's a lie.

Be your values.

Your customer cares if you fix their biggest pain, not your company credo.

You can seamlessly weave in your values while you demonstrate competency and proficiency.

I've watched founders spend months crafting mission statements while their pipeline stays empty. They think values differentiate them.. 

They don't move the needle as much as you’d think.

Here's what actually matters in positioning:

Can you solve the problem keeping them up at night?

Do you have proof you've done it before?

Can you explain it in terms they understand?

Your values might make you feel good. But they won't make your phone ring.

Especially if they don’t feel like you understand them.

The companies and consultants winning right now focus on one thing: demonstrating capability. They show results. They speak to specific pain points. They make the path from problem to solution crystal clear.

And I’m not saying values aren’t important and the pipeline you’re building is an important part of this strategy: buyers, partners and talent each need to see different things from you as a leader.

Values are especially important for your team culture and attracting top talent. 

Lead with outcomes for your customers.

Tell the stories of how you delivered outcomes that infuse your values, how you did it in the ways that matter to your buyers and you’re gaining ground.

But you’re actually only gaining ground if the right people see your content.

If you need more pipeline and visibility, we’ll help you make better content and get the right people to see it on LinkedIn consistently.

Hit my profile and book a LinkedIn GTM Audit.

We’ll map the constraints and run the system if you qualify.

シ

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💬 What's one problem you solve that your ideal customer would pay to fix today?

P.S. What caffeine source is powering your Monday morning? haha

Go from storyteller to growth architect.

I spent years thinking my story mattered.

The awards. The exits. The client wins.

Even the celebrity clients..

I'd lead with credentials, hoping people would care.

They didn't.

Because here's what I learned: your story doesn't grow your business.

Inviting customers into a story does.

Donald Miller nailed this. You're not the hero. Your customer is.

You're the guide who helps them win.

Most founders get this backwards. They position themselves as the main character.

But buyers don't want to hear about you. They want to see themselves winning.

When I shifted Brain Apes from "look what we built" to "here's how you become unignorable," everything changed.

The content resonated. The calls booked. The pipeline filled.

Because I stopped telling my story and started building theirs.

Here's the shift:

Stop leading with your credentials.
Start showing them their transformation.

Stop explaining your process.
Start painting their future state.

Stop talking about your wins.
Start mapping their path to victory.

The best positioning makes your customer the hero and you the trusted guide who knows the terrain.

That's not marketing. That's architecture.

You're not just creating content. You're designing a journey where they see themselves succeeding.

And when they can picture that win, they'll want you in their corner.

シ

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💬 What story are you inviting your customers into?

Your LinkedIn isn't the problem.
Your offer isn't the problem.
Your expertise isn't the problem.

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The problem is simple:
Nobody knows you exist.

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Right now, your ideal clients are on LinkedIn.

Searching for solutions.

Reading posts.

Booking calls with people who solve their exact problem.

But they're not finding you.

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Not because you're not good enough.

Because you're invisible.

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And here's what invisibility costs you:

→ Deals going to competitors with worse offers

→ Partnerships you'll never know existed

→ Top talent joining companies that aren't as good as yours

→ Revenue you're leaving on the table every single month

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You can keep posting randomly and hoping something hits.

Or you can build a system that makes you unignorable.

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We build complete LinkedIn visibility engines for founders and execs who are done being invisible:

✓ Positioning that makes your ideal clients stop scrolling

✓ Content that attracts buyers, partners, and A-players

✓ Outbound that fills your pipeline predictably

✓ Systems that run without you

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We handle everything. You show up to close deals.

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I have 3 spots opening in the next 2 weeks.

If you're ready to stop being invisible, book a strategy call.

Link in my featured section or DM me "VISIBLE" and I'll send it.

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The cost of waiting another month? The deals you'll never know you lost.

シ

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💬 How many deals have you lost to competitors who are just more visible than you?

She was exactly where you might be right now.


$5M in revenue. Solid reputation in her industry. Proven track record.

But when I asked her who was thinking about her when opportunities came up, she went quiet.

"I don't know," she said. "Probably no one."

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Her ideal clients were on LinkedIn every day.

Reading posts. Building trust with people who showed up consistently.

Deciding, unconsciously, who they'd reach out to when their timing hit.

But she wasn't in that consideration set.

Because despite being great, she was invisible.

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Here's what we did:

Step 1: We captured her story

Not generic thought leadership. Her actual thinking, real experiences. The insights only she could share.

We interviewed her. Pulled out the frameworks she'd built over 15 years. The patterns she saw that others missed.

Step 2: We positioned every piece strategically

Each post wasn't just content. It was designed to build a specific belief in her ideal client's mind.

"She gets my world."

"She sees what I'm dealing with."

"She's the person I want to work with when I'm ready."

Step 3: We built the system to run without her

She didn't write posts, manage outreach or chase engagement.

We documented her expertise. We amplified her voice. We put her in front of her ideal clients consistently.

Step 4: We leveraged every conversation

Every call she took, we captured insights. Turned them into content. Used them to sharpen her positioning.

Her lived experience became the fuel for her visibility engine.

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Within 90 days:

Her content was reaching 50K+ people per month.

Her ideal clients were commenting, engaging, reaching out.

Her calendar filled with inbound conversations.

And when their timing hit, she was the person they called.

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She didn't change her offer.

She didn't work more hours.

She just became visible to the people who needed her most.

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Here's what she told me six months in:

"I didn't realize how much opportunity I was leaving on the table by being invisible. Now I'm the person my ideal clients think of first. That's changed everything."

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If you're reading this and thinking, "That sounds like me"..

$3M+ revenue. Proven expertise. Solid business.

But invisible to the people who matter most.

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You don't need to figure this out yourself, become a content creator or spend hours on LinkedIn every day.

You need someone to capture your story, position it strategically, and build a system that runs without you.

That's what we do.

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We document your expertise.
We leverage your experience.
We make you visible to your ideal clients.

And we handle everything so you can focus on closing deals and leading your business.

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I have 1 spot opening in the next 2 weeks.

Become the person your ideal clients think of first, hit my profile and book your strategy call, let's talk.

シ

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💬 When your ideal clients think of your expertise, do they think of your name?

You know what needs to happen. So why isn't it happening?


Watch this.

26 eggs. All in the air at once. One wrong move and they all drop.

But he doesn't miss. He's done this enough times to know exactly when to move and exactly what to catch first.

That's not luck. That's reps.

You've got deals sitting in your pipeline right now.

Your tech stack is solid. Your ICP is dialed. Your messaging could work.

But here's the problem: no one's actually running the plays.

Your team is buried. Your marketing lead is juggling 47 things. LinkedIn sits there as the channel everyone agrees you should be using, but no one has bandwidth to actually execute.

So it becomes the thing you'll "get to next quarter."

Meanwhile, your competitors aren't waiting. They're in your prospect's feed. They're in the DMs. They're booking meetings while you're still trying to find time to post.

Here's what I know after building LinkedIn GTM systems for hundreds of B2B teams:

The strategy isn't the problem. Execution is.

You don't need another framework. You don't need another consultant to tell you what LinkedIn could do for you.

You need someone to actually run it. Every day. Integrated with your stack. Feeding your pipeline.

That's what we do.

We plug into your existing GTM motion as your fractional marketing team and run LinkedIn for you.

Not as a consultant who hands you a deck and disappears.

As the team that shows up every day, runs the plays, drives your visibility, and feeds your pipeline.

You keep doing what you do best - closing deals.

We make sure LinkedIn is feeding you the right ones.

On the audit call, we'll look at:

1. Where LinkedIn fits in your current GTM stack (and where it's leaking revenue right now)

2. The exact plays we'd run for your ICP (not theory - the actual sequences)

3. How our fractional team plugs in and executes without you adding headcount
Then if it makes sense, we run it for you.

If it doesn't, you walk away with a clear map of what to do.

If you've been sitting on LinkedIn as a "someday" channel..

If you know it should be working but no one on your team has the bandwidth to run it right..

If you're ready to turn it into a pipeline engine instead of a content experiment..

Book the audit call.

Link in comments. 5 spots this week.

Only taking 1 new client next week.

You've got the opportunities.

Let's catch them.

シ

📹 xrheaofficia1

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💬 Do you still think LinkedIn is optional in your industry?

You're doing it again, aren't you?


Twelve tabs open. Calendar stacked. Mind already three meetings ahead.

You've built something real. Maybe you've scaled a team, launched a product, closed deals that mattered. You know how to execute.

But here's what I want to know:

When's the last time you fed the squirrel?

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Not metaphorically. I mean literally - when did you last do something with zero ROI, no strategic value, just because it made you smile?

For me, it was yesterday. A squirrel. An orange slice. A picnic table by the beach.

That little guy wanted citrus. And I made that my place to be.

Best part of my week.

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Here's what I've noticed working with founders like you:

The ones who build something that lasts - not just profitable, but meaningful - they all share something.

It's not that they work harder.

It's that they remember how to be human.

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You already know how to optimize.

You've dialed in your calendar. Your funnel. Your positioning.

But what about joy?

What about presence?

What about those random Tuesday afternoons where you do something completely illogical - and it fills you up anyway?

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You used to measure your days by what you accomplished.

Deals closed. Content shipped. Revenue scaled.

But somewhere along the way, you started wondering if there's a different metric.

What if the degree of a good day is measured by the summation of time spent smiling?

Not producing. Not optimizing. Not even growing.

Just... smiling.

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Let me tell you what I've learned building GTM systems for founders:

1. Presence isn't passive. It's a choice to be fully where you are - not rehearsing tomorrow or replaying yesterday.

2. Intention isn't hustle. It's knowing why you're doing what you're doing - and letting go of everything else.

3. Wholeness isn't earned. It's remembered. You're already complete. You just forgot.

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So truth is:

Your business needs strategy. I help with that. Pipeline, positioning, LinkedIn GTM - I take that work seriously.

But your life needs moments that make no sense on a spreadsheet.

The walk with no destination.
The conversation with no agenda.
The squirrel with the orange slice.

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If you're reading this right now - phone buzzing, mind racing, already thinking about the next thing...

Stop.

Just for a second.

Take a breath.
Relax your body.
And ask yourself:

When's the last time I smiled for no reason?
Now smile and keep remembering to smile.

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That's the work beneath the work.

You're going to build the business. I know you will.

But don't forget to feed the squirrels. 🐿️🍊

Because the founders who win long-term?

They're the ones who remember that success without presence is just a fancy treadmill.

And you didn't come this far to spend your life running in place.

シ

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💬 What’s something you love to do?

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Paul Upton

Jordan Murphy 🧠🦍

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taplio

The Battle

Paul Upton

Jordan Murphy 🧠🦍

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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);}Paul Upton's LinkedIn Performance

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