The shift to skills-based hiring is a great first and TestGorilla is leading the way. Here's how to turn this great first step into great hires. Josh Bersin Amber Grewal Kathi Enderes Heather Myers,…
103243
Talent Acquisition7 months ago
LinkedIn Content Strategy & Writing Style
CEO, Performance-based Hiring Learning Systems. Author, Hire with Your Head and The Essential Guide for Hiring. NOTE: Don’t respond to fraudulent emails that appear from me without the Secret Word!
2 people tracking this creator on ViralBrain
Lou Adler positions himself as the definitive architect of modern recruitment, leveraging his legacy as a best-selling author to advocate for a rigorous, performance-based hiring methodology. His content strategy centers on a high-level synthesis of data science and philosophy, utilizing metaphors like "Moneyball for HR" and the "Tao of Hiring" to challenge the industry's reliance on outdated job descriptions. He distinguishes himself by applying hard-science concepts, such as calculus derivatives and systems thinking, to the human element of talent acquisition. This creates a compelling intersection where AI-driven efficiency meets executive-level strategy, positioning hiring not as a back-office task, but as a predictable, scalable business process essential for high-growth leadership.
1.4M
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The shift to skills-based hiring is a great first and TestGorilla is leading the way. Here's how to turn this great first step into great hires. Josh Bersin Amber Grewal Kathi Enderes Heather Myers,…
“The people we’re hiring can do the job in the abstract. They have the skills, the track record. But the specific work – the context of this role, this team, this set of problems — that’s what’s drivi…
The bell curve doesn't lie. When a new hire lands in the bottom half of the performance curve a hiring mistake was made. Not because they lack capability. Because the natural order was violated — th…
The biggest hiring mistake of them all is not hiring someone you shouldn't. It's not hiring someone you should. Here's how to solve both problems.
The world of work changed profoundly on February 6, 2026. Here's how, why and what you must do about it. #hiring #jobs #interviewing #HRTech Tim Sackett, SCP 🟦 J.T. O'Donnell Liz Ryan Sarah Whit…
Asking WHY before WHO when opening a new job requisition can avoid mistakes, improve quality of hire, save time, reduce cost and change how you filter applicants. It seems so obvious but HR Tech vendo…
10.5 posts/week
Posts / Week
0.8 days
Days Between Posts
3
Total Posts Analyzed
HIGH
Posting Frequency
40.55555555555556%
Avg Engagement Rate
STABLE
Performance Trend
155
Avg Length (Words)
MEDIUM
Depth Level
ADVANCED
Expertise Level
0.78/10
Uniqueness Score
YES
Question Usage
0.12%
Response Rate
Writing style breakdown
<start of post>
The bell curve is a harsh mistress. When a new hire lands in the bottom half of the performance curve, it's rarely a lack of talent.
It's a systemic failure. The natural order was violated — the wrong person was placed in the wrong situation using the wrong information gathered in the wrong sequence. This is the observable, measurable consequence of ignoring the Tao of Hiring.
You can't solve for "better people" until you fix the process that fails to recognize them. Most companies are desperate to solve Type 2 hiring problems, but they haven't addressed the Type 1 errors sitting right in front of them.
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