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Ex-global top biller at SThree and £25M Recruitment business owner turned purpose-driven NED and coach.

Almost all business problems are people problems. Because people without a purpose have no centralised reason driving them to perform. 
 
After exiting my last business, I now coach leaders on how to build purpose-led businesses that perform. 
 
🔹Leadership Coaching 
🔹Vision, Mission and Values
🔹Get Fit for sale MBO/MBI/Exit
🔹Career Maps and Pay Packages
🔹Business Development and Account Growth
🔹Talent  Attraction, Retention & Development
🔹Mindset, Pitch, Tone, Rapport Building, Job Qual
🔹Thought Leadership, Branding & Linkedin Content
🔹Retained, RPO, SOW, Exclusive, Job Control & Closing
🔹Day Plans, Week Plans, 90-Day Plans, Team Coaching
🔹Goal and Target Setting,  Personal Dev, Share Schemes
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➡️ chris@basemindset.com

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I have mentored over 60 recruitment businesses to build & scale. See my recommendations  🚀

🔥Chris is an exceptional coach with extensive knowledge of the recruitment market. 

🔥We engaged with Chris when we were looking to enter a new market, and his expert advice and knowledge helped us gain traction very quickly. 

🔥 Chris has become a trusted advisor and a friend, and I highly recommend Chris to anyone looking for a Coach/Mentor.

______

Listen to my podcast The Purpose-Led Leadership Podcast 🎙 (Spotify and Apple Podcasts) or follow me on Instagram: @chrisoconnellcoach


It’s just dawned on me…

To do well in recruitment…

You have to have actual conversations

With actual people.

Shit.

I thought I could just:

- Send 7 LinkedIn messages
- Refresh my inbox aggressively
- Stare at a pipeline spreadsheet
- Manifest a £25k fee

Apparently not.

Apparently I have to:

Pick up the phone.
Ask questions.
Listen properly.
Challenge a hiring manager.
Push back on salary.
Handle objections.
Close.

Outrageous.

We say we want to bill more.

But what we really want is:

Success…
Without sacrifice.

Visibility…
Without vulnerability.

Fees…
Without friction.

Recruitment doesn’t reward activity.

It rewards conversations.

Real ones.

The awkward ones.
The pushback ones.
The “that offer isn’t good enough” ones.
The “you’re underpaying and that’s why you can’t hire” ones.

Funny thing is…

The moment you stop hiding behind emails and start leading conversations?

Revenue goes up.

Confidence goes up.

Authority goes up.

So yes.

Tragic update:

To win in recruitment,

You have to talk to humans.

On the phone.
Live.
In real time.

I know.

I’m as disappointed as you are.

Chris O’Connell🍀

Ex-global top biller at SThree and £25M Recruitment business owner turned purpose-driven NED and coach.

Almost all business problems are people problems. Because people without a purpose have no centralised reason driving them to perform. 
 
After exiting my last business, I now coach leaders on how to build purpose-led businesses that perform. 

The services I provide includes a powerful and comprehensive process for ongoing personal development, transformation, and achievement.
 
I work with leaders in service-based businesses on: 

🔹Leadership Coaching 
🔹Speccing in candidates, email, sequencing,call to action
🔹Vision, Mission and Values
🔹Thought Leadership, Branding & Linkedin Content 
🔹Talent Management, Retention & Development
🔹Robust value propositions and marketing strategies
🔹Retained, RPO, SOW, Exclusive, Job control & closing
🔹Boards Packs, Board Meetings
🔹Strategy and Execution
🔹Get Fit for sale MBO/MBI/Exit
🔹Staffing Solutions - Perm, Interim
🔹Career Maps and Pay Packages
🔹Career and Organisational Development
🔹Business Development and Account Growth
🔹Day Plans, Week Plans, 90-Day Plans, Team Coaching
🔹Mindset, Pitch, Tone, Rapport Building, Job Qualification
🔹Goal and Target Setting,  Personal Dev, Share Schemes 

chris@basemindset.com
www.basemindset.com
Tel: 07796 304469

 
I’m an outspoken advocate of Mental health (MHFA), mindset and self care. 

I’m the proud dad to three incredible boys and am not afraid to tell you how it is. 
 
If you’re a service-based business owner looking for serious growth, DM me to arrange a chat and let’s start growing! 😃

➡️ www.basemindset.com 

➡️ chris@basemindset.com

PS: speak to my clients…! Here’s feedback from one - check my other recommendations too! 🚀👇

🔥Chris is an exceptional coach with extensive knowledge of the recruitment market. 

🔥We engaged with Chris when we were looking to enter a new market, and his expert advice and knowledge helped us gain traction very quickly. 

🔥 Chris has become a trusted advisor and a friend, and I highly recommend Chris to anyone looking for a Coach/Mentor.

________________________________________________

To get to know me a little better, listen to my podcast The Purpose-Led Leadership Podcast 🎙 (Spotify and Apple Podcasts) or follow me on Instagram: @chrisoconnellcoach

https://open.spotify.com/show/72edQlrSeUvLmC2LsqOrQG?si=lPPWojsFTey7BKEyj-8hpg

🥇Scaled & Sold My £25M Recruitment Business | NED 🔥Now I Mentor Recruitment Leaders To Do The Same 🚀Speaker 🎙️ Host: Purpose-Led Leadership Podcast 😃BUY MY NEW PRODUCTS ⬇️

Monday Morning Meetings in recruitment are completely pointless.

You know the ones.

Everyone sits around half awake.

Coffee. Laptops. Blank faces.

Someone opens a spreadsheet.

“Right guys, let’s go around the room”

And for the next 60 minutes they do a post-mortem of last week.

“Tell us what you did last week.”
“How many calls did you make?”
“What jobs have you got on?”
“Any interviews?”

Congratulations.

You’ve just held a history lesson.

And history lessons don’t bill.

They don’t motivate.
They don’t create momentum.
And they definitely don’t create new business.

Most of these meetings are:

- Boring
- Draconian
- Uninspiring
- A complete waste of everyone’s time

Here’s a much better structure I use with recruitment teams:

Friday = Review

Friday is where you talk about the past.

What actually happened this week?

- Wins
- Losses
- Deals closed
- Deals that died
- Lessons learned

Then finish with one instruction:

“Come in Monday with a plan.”

Monday = Game Plan

Monday should be about the next five days.

Every consultant answers three things:

• What deals will you move forward this week?
• What new business will you create?
• What activity will get you there?

Clear goals.
Clear activity.
Clear accountability.

Wednesday: The 10-Minute Checkpoint

Quick touch point.

10 minutes each.

- Are you on track?
- What’s moved forward?
- What’s stuck?

Adjust and go again.

That’s it.

Friday: Reflect.
Monday: Plan.
Wednesday:  Adjust.

Three short meetings.

Maximum clarity.

Because the best recruitment teams don’t spend Monday morning analysing last week.

They spend Monday morning winning the next one.

Most recruiters quit three feet from gold.

And then blame the market.

I once worked a search with an original long list of 294 names.

Ranked. Categorised. “In order of relevance.”

Contacting each one to make sure I didn’t miss a hidden gem….

By 110 I was frustrated
By 160 I was doubting.
By 190 I was waning.

Most people would’ve given up 

257 was the placement.

No polished CV.
Not obvious on paper.
But elite when you actually spoke to him.

Most recruiters never get to 257

They give up.

Another example…

Candidate had accepted another offer.

Hard no.
“Decision made.”
He just wanted to get off the phone 

Most recruiters log it and move on.

But I could also sense I could turn him around….

I stayed on the phone.
Challenged him.
Reframed it.
Led the conversation instead of reacting to it.

Three-month contract.

Turned into three years.

They eventually offered him CEO role! 

That yes was sitting behind resistance.

It nearly went to someone who was prepared to quit.

Here’s the uncomfortable truth:

If you’re not getting NOs…
You’re not pushing hard enough.

No means:

- You’re stretching.
- You’re asking properly.
- You’re actually selling.
- You’re in the arena.

No is not rejection.

No is proof you’re playing.

Recruitment is not about “vibes.”
It’s not about hoping.
It’s not about waiting for inbound.

It’s resilience.

It’s discipline.

It’s making the 257th call with the same conviction as the first.

It’s calling the candidate who “already accepted.”

It’s following up when everyone else feels awkward.

It’s holding your authority when a client tries to control the frame.

Stop putting clients on pedestals.

You are not a CV courier.

You are a commercial expert and advisor.

Behave that way 

Mirror.
Match.
Lead.
Educate.
Advise.

If they push back - good.
If they say no - better.
If they object - perfect.

That’s where influence lives.

And let’s be honest…

Most recruiters don’t fail because of the market.

They fail because they get tired.

They get emotional.
They personalise rejection.
They stop three feet from gold.

The market doesn’t beat you.

Your inconsistency does.

You want bigger fees?

Earn them.

You want authority?

Hold it.

You want resilience?

Build it by walking through resistance, not around it.

Every no is a step closer to yes.

But only if you keep moving.

So today:

Make the call.
Have the hard conversation.
Push past the discomfort.
Stay in the arena longer than everyone else.

That’s the difference.

Let’s go. 🔥

The 7 Types of Recruiters

1️⃣ The Blamer

Nothing is ever their fault.

- It’s the market.
- It’s the hiring manager.
- It’s the candidate.
- It’s the weather.
- Mercury is in retrograde.
- There was a volcano on my street.
- The dog ate the CV.
- The CRM crashed.

Their favourite phrase:

“Yeah but…”

Top billers don’t say “yeah but.”

They say:

“What could I have done better?”

2️⃣ The Over-Inflator

“In my last role I billed $3.6m per hour.”

“No I don’t have proof. The company liquidated.”

“I was top 1% globally.”

“Actually… top 1% in the universe.”

They “under-promise and over-deliver.”

(They don’t.)

LinkedIn headline:

🏆 Global Talent Disruptor | Visionary | Thought Leader | Industry Icon

Actual stats:

Two deals in two years.
Both were mates.

3️⃣ The Phone-Allergic

“I don’t really do cold calling.”

“BD isn’t my thing.”

“I’m more of a relationship builder.”

Translation:

They’re scared.

They’ll spend 4 hours perfecting a LinkedIn post about resilience…

Instead of making 10 calls.

Recruitment without picking up the phone is like going to the gym and refusing to lift anything heavy.

4️⃣ The Entitled Helicopter Recruiter

“I was on £40k basic.”

“So I’m thinking £95k plus 🚁.”

“No targets.”

“No KPIs.”

“No pressure.”

“No accountability.”

“I don’t believe in KPIs.”

Of course you don’t.

KPIs measure output.

And output reveals truth.

5️⃣ The KPI Philosopher / Eternal Victim

“KPI culture is toxic.”

“We should focus on vibes.”

“Activity doesn’t equal results.”

Correct.

But zero activity equals zero results.

Every firm they join is “toxic.”

Every manager is “micromanaging.”

Every desk is “dead.”

Every comp plan is “unfair.”

Strange how the common denominator follows them everywhere.

They want commission for intention.

6️⃣ The Relentless Psychopath

Walks in at 4:29am.

Already on call number 17.

Four were from the shower.
One while brushing his teeth.

Lives on caffeine and cortisol.

Impressive?

Yes.

Sustainable?

Not really.

Burnout wearing a tie.

7️⃣ The Dangerous Professional

Not manic.
Not loud.
Not dramatic.

Just consistent.

They make the calls even when they don’t feel like it.
They track the numbers.
They take responsibility.
They build real relationships.
They rest properly.
They train properly.
They improve properly.

They don’t shout about billing $3.6m per hour.

They just quietly clear £300k–£500k a year.

No excuses.
No delusion.
No chaos.

They understand something most recruiters never learn:

It’s not about intensity.

It’s about sustainability.

Most recruiters drift between 1–5.

Some burn out at 6.

The top 5%?

They choose 7.

Recruitment isn’t complicated.

Conversations create placements.
Placements create revenue.
Revenue creates freedom.

So…

Which one are you choosing?

The 7 Principles of Effective Recruitment BD

1. BD Pipeline Mindset

BD operates as a pipeline, not a single event.

Don’t approach calls thinking, “I must win a job from this call.”  BD is a numbers and consistency game built on conversations and relationships over time.

- 40 calls convert into 8 conversations
- 8 conversations convert into 3 follow-ups
- 3 follow-ups convert into 1 job brief

Normalise rejection - keep the focus on consistent conversations and activity, rather than expecting immediate results.

2. Establish Credibility Early

Aim to establish authority within the first 20–30 seconds of a call by referencing relevant market insight or context, such as:

- companies we already work with
- candidate insight from the market
- hiring patterns across similar businesses

Sound like someone who understands the market, rather than someone asking if a company is hiring.

Bring value into the conversation, not just ask for information.

3. Structured Discovery Questions

Open questions are important, so follow a simple discovery framework so conversations remain purposeful

- team size now 
- expected growth in the next 6–12 months
- roles that are hard to fill
- current hiring strategy

Have a structured discussion about how a company builds its team, not random questions.

4. Create a Clear Next Step

One of the most common BD issues is when a good conversation ends without a clear follow-up.

Aim to move the relationship forward with a defined next step

- sending something relevant or useful
- booking a short follow-up conversation
- agreeing to reconnect at a specific point 

Conversations build momentum over time, rather than isolated interactions.

5. Follow-Up as a BD Strategy

In recruitment, BD success often comes not from the first call but from consistent follow-up.

Maintaining light contact with companies can include sharing:

- relevant candidate profiles
- market or salary insight
- useful industry information

Touchpoints keep you visible and relevant, increasing the chances of being contacted when hiring demand appears.

6. Recognising Hiring Signals

Effective BD is much easier when you recognise signals and hiring demand emerging before roles are formally advertised.

Examples include:

- funding rounds/investment announcements
- new leadership hires
- product launches

Calling companies when these signals appear leads to more relevant conversations, rather than random outreach.

7. Recruitment is a Timing Business

BD is often about timing rather.

Two recruiters can call the same company weeks apart and get completely different responses depending on where the business is in its hiring cycle.

Stay close to the market, so when hiring pressure appears, you are already known and trusted.

BD success is less about convincing someone to hire 

and more about being the person they call when they do 🔥

Was this useful? 

DM me for a more detailed chat about how I can support you to embed a culture of quality BD 🚀

We don’t just match CV’s to JD’s

Many people think it’s that simple 

If it was everyone would be doing it.

I won’t lie.

This year has already taken a lot out of me.

Not the kind of things people see on social media.
Not the kind of battles you talk about publicly.

Just one of those seasons where life keeps testing you.

Mentally.
Emotionally.
Spiritually.

The kind of season where you wake up tired…
go to bed tired…
and somewhere in between you’re just trying to keep moving forward.

And there have definitely been moments where I’ve thought:

“Surely it’s got to get easier soon.”

But sometimes the storm doesn’t pass when you want it to.

Sometimes it lingers.

And that’s when you realise something important.

Your character isn’t built when things are easy.

It’s built when you’re exhausted…
when things feel unfair…
when you could easily walk away…

but you don’t.

Because deep down you still believe in a few simple things.

That karma matters.

That how you treat people matters.

That even when life feels heavy, the universe has a strange way of balancing the scales eventually.

Maybe not today.
Maybe not tomorrow.

But eventually.

I’ve seen it too many times in my life not to believe it.

Good people go through hard seasons.

But they also rise again.

Stronger.
Wiser.
More grounded.

So if you’re in one of those seasons right now - the kind that feels relentless - just remember this:

The storm isn’t there to break you.

Sometimes it’s there to forge you.

I’m tired.

But I still have faith.

And one thing I know for sure…

I didn’t come this far to give up now.

If you’re going through something heavy right now too…

keep going.

Pipeline.

Recruiters throw that word around like candy.

“I’ve got loads on.”
“Five roles live.”
“Ten interviews this week.”

Cool.

But are you stoking the fire?

Most recruiters obsess over the greens.

The live jobs.
The active searches.
The hot briefs.

That’s fine.

But greens are just logs already burning.

The real question is…

What’s behind them?

I teach my clients a simple Traffic Light system:

🟢 Green: Live roles. Real commitment. Active work.
🟠 Amber: Solid conversation. Future hiring signals. “Keep in touch.” Tangible potential.
🔴 Red: Identified targets. Good fit. Zero real engagement yet.

Here’s the truth most founders miss:

Your future greens are hiding in your ambers and reds.

You can be top of the leaderboard on:

- Roles on
- CVs sent
- Interviews booked

And still be building nothing sustainable.

Because when those greens close?

Silence.

Feast.
Famine.
Panic.
Repeat.

Pipeline isn’t what’s live.

Pipeline is:

- How many meaningful conversations you’re having weekly
- How many ambers you’re nurturing properly
- How many reds you’re proactively turning warm
- How many touchpoints you’re creating
- How intentional your lead generation actually is

Volume matters.
Quality matters.
Consistency matters more.

If you’ve got five live jobs but zero ambers behind them?

You’re exposed.

If you’ve got 30 strong ambers and 50 intelligent reds?

You’re building leverage. 🚦

Most recruitment businesses don’t stall because of the market.

They stall because they live off greens.

They eat today’s meal without planting tomorrow’s crop.

Ambers are where trust is built.
Reds are where growth begins.

Stoke the fire. 

Add the kindling.
Add the logs.
Blow on the coals daily.

Because when one green dies, another should already be catching.

Measure your ambers.
Track your reds.
Create movement every single week.

This is how you kill feast and famine.

This is how you build predictability.

This is the hidden gold most founders ignore.

Embrace the traffic lights.

Your ambers and reds will launch you into a completely different stratosphere.

Let’s go. 🔥

“Please sir… can I have a vacancy?”

Most recruiters sound like Oliver Twist.

Holding out a bowl to clients.

“Please sir… can I send some CVs?”
“Please sir… can I work the role?”
“Please sir… can I help?”

And then what happens?

You spend days… weeks… sometimes months working a role.

Sourcing candidates.
Screening them.
Writing summaries.
Sending profiles.

Only for the client to glance at a piece of paper for 10 seconds and decide whether the candidate is “good enough”.

Let me be blunt.

That’s not recruitment.

That’s begging.

Recruitment isn’t CV sending.

Recruitment is conversation.

Real conversations.

With decision makers.
With founders.
With hiring managers.
With the C-suite.

Because the job of a recruiter isn’t to ask for work.

It’s to educate the market.

When I speak to a client, my mindset isn’t:

“Please let me work this role.”

My mindset is:

You’d be mad not to work with me.

Why?

Because I speak to the exact people you’re trying to hire every single day.

I know where the A-players are.

I know what they want.
I know what they’ll move for.
And I know how to position your opportunity so they actually listen.

I place these people in your competitors.

I know the market.
I know the talent.
And I know how to get them to move.

So no…

I’m not here to ask if my CVs are good enough.

I advise you.

I educate you.

My clients pay me good money because they know what they’re getting:

Access.
Expertise.
Delivery.

That’s why they engage me.

They don’t throw a job spec over the wall and say:

“Send me what you’ve got.”

The best recruiters don’t chase jobs.

They own conversations.

And the moment you stop acting like Oliver Twist…

Is the moment clients start treating you like an expert.

Be honest…

Are you having conversations with decision makers…

Or are you still asking:

“Please sir… can I have a vacancy?”

The 7 Types of Clients Every Recruiter Encounters

1. The Unicorn Hunter 🦄

Looking for someone with:

- 25 years’ experience
- In a technology invented during Covid
- Three degrees
- Leadership capability
- Hands-on delivery
- Strategic vision

Salary: £26,000

MUST also enjoy table tennis.

2. The One-Line Brief Client

Brief provided:

“We need a Sales Manager.”

That’s it.

Ask about the team, reporting line, culture, systems, salary, expectations…

…and suddenly you’re asking far too many questions.


3. The Role That Sounds Like Narnia

The job is described as:

“Incredible opportunity.”
“Massive progression.”
“Game-changing career move.”

Reality on day one:

A laptop.
A mouse mat.
Someone vaguely pointing to the coffee machine.

4. The Interview Olympics

Stage 1 – Hiring manager
Stage 2 – Team panel
Stage 3 – Director
Stage 4 – Culture fit
Stage 5 – Psychometric testing
Stage 6 – 40-page questionnaire
Stage 7 – Meet the CEO’s dog

After 67 qualified candidates…

“We’re just not seeing the right profiles.”

5. The Last-Minute Negotiator

Everything agreed.

Candidate excited.
Offer ready.

Then suddenly:

“We’d like to reduce the salary by £20k.”

Candidate declines.

Client response:

“Why didn’t you manage the candidate better?”

6. The Ghost 👻

“We absolutely love them. Offer coming today.”

Then disappears.

For three weeks.

Returns like nothing happened.

“We’re ready now.”

Candidate joined another company last Thursday.

7. The Free Consultancy Client

Wants:

- Market mapping
- Salary benchmarking
- Competitor insight
- Hiring strategy
- Candidate introductions

Then finishes the call with:

“We’ll probably try hiring directly first.”

Recruitment was never about matching CVs to job descriptions.

It’s about:

Managing expectations.
Navigating human behaviour.
And occasionally explaining basic hiring logic to grown adults.

Did I miss any? 😅

Most people want transformation.

Very few want accountability.

Because accountability forces a difficult question:

“What part of this was mine?”

Not their fault.
Not their behaviour.
Not the circumstances.

Mine.

And if you’re really honest…

deep down you know exactly what I mean.

Because real transformation doesn’t start with motivation.

It starts with honesty.

Looking at your life without filters.

The patterns.
The reactions.
The ego.
The anger.
The pride.
The decisions you justified.

Faith calls this repentance.

But repentance isn’t shame.

It’s clarity.

It’s the moment you stop defending the past
and start understanding it.

And something powerful happens when you do.

You begin to recognise the patterns that didn’t even start with you.

The beliefs.
The emotional reactions.
The generational cycles quietly repeating through decades.

Until someone finally becomes aware enough to say:

“The cycle stops with me.”

Not through perfection.

Through awareness.
Through humility.
Through forgiveness.

Because surrender doesn’t weaken you.

It frees you.

And the weight you’ve been carrying for years?

The moment you face it honestly…

you can finally put it down.

One of the deepest lessons I’ve learned
on the journey of learning to lead myself first.

And it’s liberating as f*ck.

So let me ask you something:

What part of your story is still waiting for you to own?

The 7 Types of Candidates

1️⃣ The “I Deserve 40% More” Candidate

“I’m on £60k but I won’t move for less than £95k.”

Why?

“Inflation… and growth.”

“What growth?”

“Personal growth.”

No extra scope.
No increased responsibility.
No new capability.

Just vibes and a podcast about knowing your worth.

The market doesn’t price confidence.
It prices contribution.

2️⃣ The LinkedIn God of the Universe 🌍

Headline:

🚀 Visionary Leader | Strategic Architect | Transformation Specialist | Top 1% Thought Leader

Actual job:

Middle manager.
Team of three.
Inherited everything.

Their About section reads like they personally advised NASA.

Their references read… differently.

3️⃣ The CV Bible

27 pages.

- GCSE coursework
- Every temp job since 2003
- A “Personal Mission Statement”
- Hobbies: “Socialising”

Mate.

I need impact.

Not your autobiography.

4️⃣ The Interview Olympian

Flawless CV.
Flawless prep.
Flawless answers.

Offer made.

Counter-offer received.

Gone.

Back in their old seat by Tuesday.

Recruitment’s version of “Let’s definitely do this again” followed by radio silence.

5️⃣ The Blood-From-A-Stone Communicator

“What was your biggest achievement?”

“I worked hard.”

“What did you improve?”

“Processes.”

“How?”

“Better.”

At some point you start wondering if you’re the problem.

6️⃣ The CV Inflator

“Led a global transformation programme.”

Updated the CRM.

“Built high-performing teams.”

Sat near two other humans.

“Scaled revenue significantly.”

£80k to £83k.

Ambition: Elite.
Evidence: Light.

7️⃣ The Anti-Recruiter Recruiter

“I hate recruiters.”

Also:

- Wants interview coaching
- Wants market intel
- Wants salary strategy
- Wants feedback in under 9 minutes
- All entirely free of charge - you’re welcome 

Apparently we’re unnecessary…

Until you need us.

Now here’s what actually matters.

Recruitment isn’t about CVs.

It’s about….

Expectation vs reality.
Perception vs proof.
Ego vs market value.

Most hiring frustration doesn’t come from “bad candidates.”

It comes from:

- Overestimation
- Under-qualification
- Poor expectation setting
- And uncomfortable truths not being said early enough

The market is brutally fair.

It pays for impact.

And impact leaves receipts.

We’ve all been one of these at some point.

The question isn’t whether you recognise yourself.

The question is…

Are you evolving? 🚀

Last week I did The 7 Types of Recruiters.

Next week:

The 7 Types of Clients / Hiring Managers.

That one might hurt. 😅

taplio

Chris O’Connell's Linkedin Analytics

Chris O’Connell🍀

Performance ScoreChris O’Connell🍀's LinkedIn Performance

What is Chris talking about?

Who is engaging with Chris

Chris O’Connell🍀's Best Posts (last 30 days)

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taplio

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Chris O’Connell🍀

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);}Chris O’Connell🍀's LinkedIn Performance

What is Chris talking about?

Who is engaging with Chris

Chris O’Connell🍀's Best Posts .css-1emoo84{font-size:var(--chakra-fontSizes-md);font-weight:400;color:var(--chakra-colors-gray-600);}(last 30 days)

Ready to grow your LinkedIn presence?

Chris O’Connell's Linkedin Analytics

Performance ScoreChris O’Connell🍀's LinkedIn Performance

Chris O’Connell🍀's Best Posts (last 30 days)