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

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

I cast 250+ episodes of reality TV for:

Netflix, Hulu, Disney+, HBO Max.

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

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

But my content?

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

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

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

✅ Hiring Insights
↳To build teams that scale with purpose

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

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

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

Time served isn’t progress.
 
Growth is.

Most people mistake comfort for success.
They stay in jobs they stopped growing in years ago.

Career debt grows every year you stay stuck:

❌ Your market value drops every "safe" quarter
❌ Your confidence to leave shrinks monthly
❌ Your skills get dusty while others evolve

The real risk isn't leaving.
It's staying too long.

Your job should be a growth engine, not a cage.
Time to check yours:

1. Could you do your job in your sleep?
2. Do you check job listings 'just to see'? 
3. Are Mondays heavier than they used to be?

If you nodded even once, you already know.

If that last one's a yes, you have your answer.

The best time to leave was yesterday.
The second best time is now.

Loyalty to your growth beats loyalty to a logo.

Agree?
Let me know in the comments. 👇

———

Repost to help give someone the courage to leave a dead-end job.

And follow Jonathan Whipple for more.

Jonathan  Whipple

Talks about #sap, #s4hana, #saptalent, #recruiting, and #saprecruiting

Some of the strongest hires aren't obvious. 

They just need a fair shot.

Most hiring still treats education like the ultimate filter.

Here’s what that gets you:

→ ATS systems that reject great candidates before you even see them
→ Brilliant problem-solvers stuck outside the building
→ Teams missing ideas that could’ve saved months of work

Every “degree required” line in a job post is like shrinking your dating pool to one coffee shop.

I’ve seen people:
✅ Transform industries
✅ Lead groundbreaking projects
✅ Launch companies from scratch

All after being told they weren't qualified.

The difference between missed opportunities and breakthrough hires comes down to what you measure.

Great hiring managers reward curiosity, adaptability, and growth:

1. Reframe requirements
↳ Make “degree or equivalent experience” your starting point

2. Define success early
↳ Show what winning looks like in the first 90 days

3. Test for thinking, not trivia
↳ Use real problems your team faces and see how they adapt in real time

4. Value trajectory over titles
↳ Spot patterns of self-directed learning and hire for where they’re headed, not just where they’ve been

Talent doesn’t need permission to shine.
They just need a fair shot.

Agree?
Let me know in the comments. 👇

————

♻️ Repost to remind your network of the traits that actually drive success.

Follow Jonathan Whipple for more.

undefined undefined

If your resume reads like 2010.
 
It won’t survive 2026.

Half of resumes read like it's 2010:
❌ Dense walls of text
❌ Duties instead of wins
❌ Zero keywords

Those resumes don't make it past AI filters.

Modern resumes aren't about flashy design.
They're about proof you can deliver results.

Here's the difference:

1.
❌ Old: Text blocks everywhere
↳ They look impressive, but no one reads them.

✅ New: Short bullets with results
↳ Clarity beats clutter every time.

2.
❌ Old: Responsibilities listed
↳ “I was responsible for X, Y, Z…”

✅ New: Wins highlighted
↳ “Cut costs 20%” gets remembered.

3.
❌ Old: One-size-fits-all
↳ Same resume sent everywhere.

✅ New: Tailored for the role
↳ A custom resume shows you want THIS job

4.
❌ Old: Fancy formatting
↳ Pretty fonts that ATS can’t even read.

✅ New: Simple, scannable design
↳ Pass the filter, then impress the human.

5.
❌ Old: Buzzwords with no proof
↳ “Team player. Strategic thinker.” Empty words.

✅ New: Keywords with context
↳ Mirror the job post and back it with examples.

6.
❌ Old: Education front and center
↳ Degrees treated like the headline act.

✅ New: Impact leads the page
↳ Results mean more than where you studied.

Hiring managers don't need a history lesson.
They need a reason to call you back.

Your resume isn't a timeline.
It's your highlight reel of proof.

What outdated resume line do you see too often?

Let me know in the comments. 👇

———

♻ Repost to remind your network that adaptation wins offers.

Follow Jonathan Whipple for more.

Old vs New Resume by Jonathan Whipple

Good candidates rehearse.

Great ones uncover.

Job descriptions hide the truth.
And most people only find it after they quit.

I've compiled 15 questions that separate top candidates from everyone else.

Each one uncovers what 𝘳𝘦𝘢𝘭𝘭𝘺 matters:
1. How do people grow here?
↳ Skip this and risk a dead-end role.
↳ Your skills deserve better than stagnation.
2. What projects need help right now?
↳ Shows you're ready to contribute.
↳ Reveals if they actually need someone.
3. What do most people say after 90 days?
↳ This exposes the gap between promises and reality.
↳ The silence is often louder than the answer.
4. What's the biggest goal this role helps hit?
↳ Are you a strategic hire or filling a seat?
↳ Top talent wants impact, not tasks.
5. What do your best people have in common?
↳ This reveals true success drivers.
↳ Not just job description filler.
6. What shows someone's doing great in this role?
↳ Forces clear success metrics.
↳ Vague answers now = vague reviews later.
7. What makes your culture stand out from others?
↳ Real culture lives in stories. Not buzzwords.
8. What makes this place better than other companies?
↳ Tests confidence and self-awareness.
↳ Shows if they know what makes them worth joining.
9. What's one problem you'd love to see solved better?
↳ Shows real opportunities.
↳ Reveals your potential impact.
10. What's the hardest problem the team is facing?
↳ Great leaders share challenges openly.
↳ Average ones hide them.
11. What does success look like after 6 months?
↳ If they can't define success, you'll never know if you're winning.
12. What's the vibe really like on your team?
↳ The word "really" triggers honesty.
↳ Watch their reaction carefully.
13. How do people protect their time here?
↳ This reveals everything about boundaries.
↳ And respect for life outside work.
14. What's a recent win the team had?
↳ Shows if they track progress.
↳ And celebrate impact.
15. How do you celebrate wins?
↳ Do they recognize good work?
↳ Or just chase the next crisis?

Top candidates don't just answer well.
They ask better.

What question would you add to the list?
Let me know in the comments. 👇

———

♻️ Repost to help your network ask better questions.

And follow Jonathan Whipple for more.

Skills scale fast.
 
Toxicity spreads faster.

Skills can be taught, and experience can be gained.

But kindness, empathy, positivity? 

Those rarely can.

After placing hundreds of candidates, I've watched brilliant resumes crumble under toxic behavior.

And I've seen average ones shine with humility and emotional intelligence.

The truth is: hiring the wrong attitude is far more costly than hiring less experience.

Skills compound.
But toxicity spreads.

👉 Do you agree?

♻️ Repost to remind your network that character beats credentials.

Follow Jonathan Whipple for more.

(h/t @Steven, for sharing this experience)

Carl Modine

Candidates prepare answers.

Hires prepare insight.

Most candidates prep like students:
→ Study the website
→ Memorize the mission
→ Rehearse generic strengths

That gets you a 𝘨𝘳𝘦𝘢𝘵 𝘤𝘩𝘢𝘵.
Not a signed offer.

If you want the job, prep like a strategist.
Not a student.

—

𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝘀𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝘂𝗽𝗴𝗿𝗮𝗱𝗲𝘀:

1. 𝗢𝗿𝗴 𝗖𝗵𝗮𝗿𝘁 𝗫-𝗥𝗮𝘆
↳ Study your future manager, not just the CEO.

2. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗟𝗲𝗻𝘀
↳ Listen to how execs 𝘵𝘩𝘪𝘯𝘬, not just what's on the company website.

3. 𝗘𝘅𝗶𝘁 𝗜𝗻𝘁𝗲𝗹 𝗣𝗹𝗮𝘆𝗯𝗼𝗼𝗸
↳ Look at who left, when, and why.

4. 𝗡𝗲𝘄𝘀 𝗥𝗮𝗱𝗮𝗿 𝗦𝘄𝗲𝗲𝗽
↳ Google recent moves, launches, and shifts.

5. 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗠𝗮𝘁𝗰𝗵 𝗠𝗲𝘁𝗵𝗼𝗱
↳ Mirror how they write in their job posts. It builds trust fast.

6. 𝗦𝘁𝗮𝗰𝗸 𝗦𝗹𝗲𝘂𝘁𝗵 𝗦𝗰𝗮𝗻
↳ Know their tools. Talk shop (not buzzwords).

7. 𝗥𝗶𝘃𝗮𝗹 𝗥𝗲𝗰𝗼𝗻 𝗠𝗲𝘁𝗵𝗼𝗱
↳ Study competitors so you sound like an insider.

8. 𝗧𝗲𝗮𝗺 𝗣𝘂𝗹𝘀𝗲 𝗥𝗲𝗮𝗱
↳ Watch hiring trends. Culture lives in movement.

—

𝗧𝗵𝗲 𝗴𝗼𝗮𝗹:
Move from outsider → 𝘪𝘯𝘴𝘪𝘥𝘦𝘳.

Save this. Prep smarter. Walk in ready.

👇 What would 𝘺𝘰𝘶 add to this list?

♻️ Repost to help your network prep like pros.

Follow Jonathan Whipple for more.

Research Methods That Get You Hired by Jonathan Whipple

Being in charge isn’t leadership.
 
Being accountable is.

7 leadership habits that (really) matter:

1. Master micro-courage
↳ Speak first in silent rooms
↳ Challenge decisions that feel off

2. Own the awkward
↳ Address conflicts others avoid
↳ Name the elephant in the room

3. Give power away
↳ Delegate your favorite tasks
↳ Let others present your best work

4. Protect your people
↳ Take hits from above
↳ Fight for resources they need

5. Create safe spaces
↳ Celebrate failed experiments
↳ Normalize "I don't know"

6. Chase impact over credit
↳ Make others look good
↳ Do the work nobody sees

7. Stay curious
↳ Ask instead of tell
↳ Learn from every level

Leadership isn't about being in charge.
It's about taking care of those in your charge.
The title is optional.

Know a leader who embodies these traits?
Tag them below. 👇

Repost to remind your network that good leaders uplift.

Follow Jonathan Whipple for more.

Answers get you remembered.
 
Follow-up gets you hired.

You can ace every question.
But still lose the offer because of your follow-up.

→ Sloppy Follow-Up = Risk
→ Clean Follow-Up = Safe Hire

These are the most common follow up mistakes:

❌ No thank-you email
❌ Vague subject line
❌ Overly long message
❌ Copy/paste template
❌ No clarity on next steps
❌ Overeager nudging
❌ Posting too soon

You can fix them today:

✅ Send a thank-you within 24 hours
✅ Subject: “Thank you – [Job Title] Interview”
✅ 3 lines: thanks, shared moment, next step
✅ Personalize it
✅ Ask what comes next
✅ Use the 1-1-2 cadence
✅ Wait to celebrate

Hiring managers have great memories.
And they always remember who makes their job easier.

What's a follow-up mistake you've seen?
Let me know below. 👇

———

♻️ Repost to help your network nail their follow-up.

And follow Jonathan Whipple for more.

Interview Follow-Up Mistakes by Jonathan Whipple

Good leaders celebrate wins.

The best leaders celebrate effort.

"Great job on that report, Sarah."
"Nice work closing that deal, Mike."

But Sarah worked late 3 nights to get the data right.
Mike called 47 prospects before landing that yes.

The work is what you see.
The person is what you miss.

Here's what celebrating the person actually looks like:

✅ "Your energy kept us focused during that crisis"
✅ "Thanks for making everyone feel heard in meetings"
✅ "You always ask questions that help us think deeper"

You're recognizing their character.
Their impact beyond the task.
Who they are, not just what they produce.

Most people spend careers feeling invisible.
Seen only when they deliver.
Ignored when they struggle.

The leaders who see the whole person?
They unlock something powerful.

💪 Loyalty you can't buy.
💪 Effort you can't force.
💪 Results that multiply.

Do that and you're not just managing work.
You're honoring worth.

Agree?
Let me know below 👇


♻️ Repost to remind your network that people are more than just their output.

And follow Jonathan Whipple for more.

Burnout isn't overload.

It's neglect.

When people feel seen they show up differently:

✅ Higher trust
✅ More ownership
✅ Better decisions
✅ Stronger retention

After 15+ years in TV and recruiting,
I’ve seen this truth everywhere:

You don’t hire skills. You hire people.
𝗔𝗻𝗱 𝗽𝗲𝗼𝗽𝗹𝗲 𝗿𝗶𝘀𝗲 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲𝘆 𝗳𝗲𝗲𝗹 𝘀𝗲𝗲𝗻.

——

So how do you create 𝘵𝘩𝘢𝘵 kind of team?

It all comes down to simple actions that build real trust.

𝗧𝗿𝘆 𝘁𝗵𝗲 𝗦.𝗘.𝗘. 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸:

𝗦 — 𝗦𝗹𝗼𝘄 𝗗𝗼𝘄𝗻
↳ Check in before you check performance.
↳ Ask how they’re doing... Really.

𝗘 — 𝗘𝘅𝗽𝗿𝗲𝘀𝘀 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻
↳ Call out the effort, not just the outcomes.
↳ Notice the grit, not just the wins.

𝗘 — 𝗘𝗹𝗲𝘃𝗮𝘁𝗲 𝗧𝗵𝗲𝗶𝗿 𝗩𝗼𝗶𝗰𝗲
↳ Ask for input. Invite ideas.
↳ Let people shape what they help build.

This isn’t soft stuff.
It’s what strong teams are built on.

How do you ensure your team is seen?
Let me know in the comments. 👇 

♻️ Repost to remind your network that recognition creates results.

Follow Jonathan Whipple for more.

Great candidates still lose interviews
 
Here’s why:

Every manager is unconsciously playing a game.
If you know the rules, you don't need to guess.

Here are 7 I've seen dozens of times:

1. The Box Ticker
↳ Prioritizes buzzwords over ability.

2. The Vision Blurrer
↳ Keeps shifting the target while you’re aiming.

3. The Vanisher
↳ Disappears when momentum should build.

4. The Status Quo Keeper
↳ Fears change more than bad results.

5. The Resume Oracle
↳ Sees pedigree before they see performance.

6. The Trauma Dumper
↳ Reveals team chaos on day one.

7. The Empty Suit
↳ Has the title, not the power. Just nods.

Bookmark this for your next interview.
Learn their game and how to beat it.

What's one hiring manager rule you've learned?
Let me know in the comments. 👇

♻️ Repost to help your network prepare for their next interview.

Follow Jonathan Whipple for more.

7 Hidden Hiring Manager Rules by Jonathan Whipple

You don’t need confidence first.
 
You build it along the way.

Most people think confidence is something you’re born with or lucky to have.

But in a job search, 
confidence is a 𝘴𝘺𝘴𝘵𝘦𝘮 𝘺𝘰𝘶 𝘣𝘶𝘪𝘭𝘥.

It’s not about walking into the interview like a superhero.

It’s about knowing:

✅ What you want
✅ How to tell your story
✅ When to say no
✅ Why you’re still worthy after a rejection
✅ And trusting that's more than enough

𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 8 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲 𝘁𝘆𝗽𝗲𝘀 𝗜’𝘃𝗲 𝘀𝗲𝗲𝗻 𝗰𝗵𝗮𝗻𝗴𝗲 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴:

1. 𝘊𝘭𝘢𝘳𝘪𝘵𝘺 𝘊𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘤𝘦
↳ Know what role fits. Stop settling for the wrong ones.

2. 𝘚𝘵𝘰𝘳𝘺𝘵𝘦𝘭𝘭𝘪𝘯𝘨 𝘊𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘤𝘦
↳ Tell your journey like it matters. Because it does.

3. 𝘈𝘱𝘱𝘭𝘪𝘤𝘢𝘵𝘪𝘰𝘯 𝘊𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘤𝘦
↳ Detach your worth from every reply. Stay consistent.

4. 𝘐𝘯𝘵𝘦𝘳𝘷𝘪𝘦𝘸 𝘊𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘤𝘦
↳ Prep your stories. Cringe-record your answers. Walk in grounded.

5. 𝘓𝘦𝘢𝘳𝘯𝘪𝘯𝘨 𝘊𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘤𝘦
↳ Show you’re evolving. Because momentum > perfection.

6. 𝘚𝘰𝘤𝘪𝘢𝘭 𝘊𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘤𝘦
↳ Network like a human. Not a cold-DM robot.

7. 𝘙𝘦𝘫𝘦𝘤𝘵𝘪𝘰𝘯 𝘊𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘤𝘦
↳ Celebrate the swings. Redirection beats regret.

8. 𝘈𝘭𝘪𝘨𝘯𝘮𝘦𝘯𝘵 𝘊𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘤𝘦
↳ Say yes to what aligns. Not just what’s available.

Confidence isn’t a trait.
It’s a track you lay...step-by-step.

👇 Which type do you think is most important?

———

♻️ Repost to help your network grow their job search confidence.

And follow Jonathan Whipple for more like this.

8 Types of Job Search Confidence by Jonathan Whipple

Job search math is broken.
 
One yes beats 100 no’s.

You're not being 𝘨𝘳𝘢𝘥𝘦𝘥. 
You're being 𝘮𝘢𝘵𝘤𝘩𝘦𝘥.

And your value? 
It doesn't go up or down based on who says "yes."

—

I've seen this countless times: 

𝗦𝗺𝗮𝗿𝘁, 𝗰𝗮𝗽𝗮𝗯𝗹𝗲 𝗷𝗼𝗯 𝘀𝗲𝗲𝗸𝗲𝗿𝘀 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝗶𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝘃𝗮𝗹𝘂𝗲, 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗼𝗳: 

❌ Layoffs
❌ Bad Managers
❌ Months of Silence

If that's you, here's what I'd tell you if we were having coffee:

1. 𝗔𝗻𝗰𝗵𝗼𝗿 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗱𝗮𝗶𝗹𝘆
↳ Start your morning with one reason you’re proud of yourself.

2. 𝗦𝗽𝗲𝗮𝗸 𝗶𝘁 𝗼𝘂𝘁 𝗹𝗼𝘂𝗱
↳ Say your wins to a friend. Don’t let self-doubt grow in silence.

3. 𝗖𝘂𝗿𝗮𝘁𝗲 𝘆𝗼𝘂𝗿 𝗶𝗻𝗽𝘂𝘁𝘀
↳ Unfollow accounts that make you feel behind.

4. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝘁𝗶𝗻𝘆 𝗽𝗿𝗼𝗴𝗿𝗲𝘀𝘀
↳ Sent one email? That counts. Progress isn’t just offers.

5. 𝗩𝗶𝘀𝘂𝗮𝗹𝗶𝘇𝗲 𝘆𝗼𝘂𝗿 𝗳𝘂𝘁𝘂𝗿𝗲 𝘁𝗲𝗮𝗺
↳ Not just the role. The people who get you. Who 𝘸𝘢𝘯𝘵 you.

—

The job search is a mirror.
Some days, it reflects 𝘧𝘦𝘢𝘳.
Others, it reveals 𝘱𝘰𝘸𝘦𝘳.

Know your worth. Hold onto it. 

Your future team isn't hiring a resume.
They're getting you. 𝘛𝘩𝘢𝘵'𝘴 the win.

What's something you wish you heard during your last job search?
Let me know below. 👇

♻️ Repost to remind your network: 'you've got this!'

And follow Jonathan Whipple for more.

Hiring starts before the job post.
 
Most teams start too late.

People pay attention before they ever apply.

→ They read what leadership says.
→ They notice how you talk in job posts.
→ They look at how your team shares wins.

You might think your culture is hidden.
But it’s already out in the open.

These are the signals that matter:

✅ You name names when you give credit
✅ You protect energy with boundaries
✅ You speak like people, not policies
✅ You work out loud, not in silence
✅ You hire like you operate

When those things line up, 
great people want in.

They don't need convincing.
Just confirmation.

Agree?
Let me know below. 👇

———

♻️ Repost to remind your network of what really attracts top talent.

Follow Jonathan Whipple for more.

taplio

Jonathan Whipple's Linkedin Analytics

Jonathan Whipple

Performance ScoreJonathan Whipple's LinkedIn Performance

What is Jonathan talking about?

Who is engaging with Jonathan

Jonathan Whipple's Best Posts (last 30 days)

Ready to grow your LinkedIn presence?