LinkedIn Content Strategy & Writing Style
Employ CEO, 3X Founder, Board Member, Angel Investor
1 person tracking this creator on Viral Brain
Jerry Jao positions himself as a human-centric operator who bridges the gap between high-level executive strategy and the gritty reality of founder life. His content strategy centers on the "people actually" philosophy, moving away from resume-deep credentials to focus on grit, resilience, and the emotional intelligence required to build winning cultures. He is notable for his active advocacy for his network, frequently using his platform to spotlight specific open roles and vouch for peers, which transforms his profile into a high-trust talent marketplace. By intersecting CEO-level data insights with personal vulnerability—ranging from the loneliness of leadership to lessons learned from his local gym—he creates a distinct brand of approachable authority that makes HR tech feel deeply personal.
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2.4
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I don't really care what’s on your resume. 😅 I know... coming in hot. But hear me out. I’ve spent most of my career in startups where things are messy, unpredictable, and can change overnight.…
I love working with leaders who’ve led businesses from all angles. That’s why I’m stoked to bring Matthew Piercy onboard as Employ’s new CFO 💵 He doesn’t just have decades of CFO experience under hi…
sorry in advance for the sweaty pic 😅 and i got a board mtg in 4 hours 🔥 but had to squeeze in one last workout at my HIT gym as Basecamp Fitness Santa Monica closed its doors aft 11 yrs 😭 😭 😭…
This episode of people actually is super special: our amazing guest hired ME 😇 + plus her team uses JazzHR! Monica Sklover is a water polo national champ turned executive recruiter 🏆 We talked abo…
🙋 Remote leaders, raise your hand if you’ve tried one of these “culture builders:” Zoom happy hours Virtual game nights Branded swag boxes Let’s be honest, we’ve all tried them. And if we’re…
Earlier this month, I shared a new idea I want to try out: highlighting open roles from Employ’s incredible customers. This week, I’m spotlighting Palantir Technologies, a leading software company t…
2.4 posts/week
Posts / Week
3.2 days
Days Between Posts
1
Total Posts Analyzed
MEDIUM
Posting Frequency
97.2%
Avg Engagement Rate
STABLE
Performance Trend
1150
Avg Length (Words)
HIGH
Depth Level
ADVANCED
Expertise Level
8.5/10
Uniqueness Score
YES
Question Usage
0.85%
Response Rate
Writing style breakdown
<start of post>
I’ve spent the last decade building teams, and if there’s one thing I’ve learned... it’s that the best hires don’t always have the best resumes. 😅
In fact, some of my absolute favorite people to work with (looking at you, Matt Glickman!) came from backgrounds that didn’t "fit the mold" on paper.
Why? Because you can’t teach grit.
You can’t teach someone to care about the mission when things get messy at 2 AM.
I was thinking about this today while catching up with a founder friend who is scaling their engineering team. They were stressed about finding "perfect" candidates.
My advice: Stop looking for the perfect resume and start looking for the signals. 🚦
Curiosity: do they ask "why" or just "how"?
Resilience: have they failed and actually talked about it?
Ownership: do they say "we" or "I" when things go right?
Building a company is hard work. (I’m basically a pro at the "hard" part by now! 20 desks in one day, remember? 🛠️)
But it’s a lot easier when you have a team that BELONGS together.
We’re doing a lot of this intentional building at Employ right now, and I couldn’t be prouder of the crew we’re assembling. 💜
If you’re a leader trying to move beyond the resume, I’d love to hear what signals YOU look for. Drop them in the comments! 👇
#Hiring #Leadership #Culture #FutureOfWork
<end of post>
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