Robbie Simpson's LinkedIn Strategy, Global…

I saw this graphic making the rounds today, and my immediate reaction was: "This is wrong." In any high-performing function, you don't learn by sitting in a classroom for weeks. You learn by doing.…

LinkedIn post image: I saw this graphic making the rounds today, and my immediate reaction was:

472251330 viral

Leadership9 months ago

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Integrating AI into your TA stack doesn't have to break the bank. We often think we need enterprise licenses for tools like Metaview or BrightHire to get started. While those tools are incredible and…

6239010 viral

Talent Acquisition9 months ago

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One of my favourite questions to ask leaders in interviews is this: "You have no current open headcount in your team, and we do not plan to add any more in the next 6 months. What would your recruitm…

1421319 viral

Talent Acquisition8 months ago

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How do you improve offer acceptance when you cannot offer higher salaries? A tactic I learned from a Hiring Manager of mine was to be radically transparent. She encouraged candidates to take referenc…

1051207 viral

Recruiting & Hiring9 months ago

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I've seen a number of C-Suite and Company pages celebrating TA recently. But they are only celebrating two things: The number of hires made ✅ The number of applications received ❌ Honestly? This i…

52807 viral

Talent Acquisition8 months ago

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With the new releases from Gemini, I see a lot of "ChatGPT loyalists" moving over to the Google ecosystem. For the recruiters out there, there is one product that needs to be in your toolkit: Noteboo…

681606 viral

AI in Recruiting9 months ago

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Topics & Content Focus

Primary Topics

Strategic Talent Acquisition as a Leadership Function (quality over volume, talent density, employer branding as targeting)Leaders as Continuous Recruiters and Network Builders (founder mindset applied to corporate hiring)Operational Excellence in Knowledge Work (exposing hidden work, removing low-value friction, leveraging AI to free capacity)Psychological Safety and Learning Culture Design (safe-to-fail environments as the real driver of performance)Personal Operating Systems for Collaboration ("how to work with me" manuals, energy management, communication norms)

Secondary Themes

Anti-vanity metrics and meaningful KPIs for People & Talent teamsFuture-proofing teams via pipeline building and relationship compoundingManager vs leader identity (process manager vs business owner mindset)Human-centric productivity (energy zones, cognitive load, operational drift)Practical AI as an enabler for removing administrative drag rather than a headline topic

Industry Focus

In-house Talent Acquisition and People Leadership in mid-to-large corporatesHR and People Ops within tech-enabled and B2B environments using ATS and structured hiringC‑suite and senior leadership audiences responsible for headcount, culture, and team performance

Content Categories

Leadership & Management PhilosophyTalent Acquisition & Employer Branding StrategyCulture, Learning, and Psychological SafetyProductivity, Operations, and Process DesignPersonal Effectiveness & Collaboration Playbooks

Performance Insights

117%

Avg Engagement Rate

STABLE

Performance Trend

Best Performing Topics

Psychological safety and the emotional reality of corporate learning vs performance expectationsLeaders acting like founders in continuously building talent and investor-style networksStrategic reframing of familiar visuals or narratives that are already circulating (e.g. viral charts) with a more nuanced lens

Virality Signals

Content that taps into universal corporate feelings (pressure to always perform, lack of safe-to-fail space) spreads beyond niche TA audiencesPosts that piggyback on an existing viral graphic or meme while sharply reframing it generate outsized sharesNarratives that contrast founder behavior vs corporate norms create identity resonance for ambitious leaders and are highly likedClear, simple mental models (red vs blue bars, funnel quality vs volume) make the ideas portable and share-worthy

Structure & Quality

350

Avg Length (Words)

HIGH

Depth Level

ADVANCED

Expertise Level

8.5/10

Uniqueness Score

Common Hooks

Contrarian reframes of common corporate beliefs (e.g. celebrating applications as a success metric)Pointed diagnostic questions that challenge the reader’s current practice ("Could you actually map your team’s week?")"Most underrated" or overlooked-asset framing (elevating mundane docs or habits into strategic levers)Tension between two models (founder vs corporate, safe-to-fail vs must-be-perfect, attraction vs repulsion)Micro-story or scenario that immediately situates the reader in a realistic work situation

Common Endings

Open reflective questions asking readers to imagine their own team or reality ("What would their chart look like?")Invitations to self-audit or map something concrete (their calendar, pipeline, manual)Re-statement of the core principle in simple terms followed by a question about changing behaviorSoft challenges framed as experiments for the coming week rather than hard directives

Value Delivery Methods

Translating fuzzy leadership and culture ideas into specific behaviors, routines, and documents (e.g. weekly networking hour, updating user manuals)Providing mental models and lenses (hidden work, safe-to-fail zones, network as KPI) that help leaders reinterpret their environmentExposing misaligned incentives and vanity metrics in People & Talent functions and suggesting more meaningful alternativesBalancing strategic insight with immediately actionable prompts leaders can test within a weekBridging people-first thinking with hard-operational and KPI thinking, which is rare in typical HR content

Formatting Style

Text-only, multi-paragraph posts with strong line breaks for rhythm and emphasisShort standalone lines to highlight key ideas and contrastsUse of checkmarks and symbols to mark good vs bad practices or binary choicesInline quotation marks to spotlight key terms and phrases ("How to Work with Me", "Green Zone", "Red Zone")Selective use of bullet or itemized lists to outline questions, behaviors, or diagnostic promptsNo visible reliance on hashtags; ideas and structure carry discoverability

Audience & Tone

YES

Question Usage

0.3%

Response Rate

Detected Tone

Operator-strategist with strong People and Talent DNAContrarian but constructive leadership coachSmart-casual expert who speaks like an insider to other operatorsSystems thinker who grounds philosophy in practical routines and documentssemi-formalfirst-person

Interaction Style

Engagement driven through thoughtful, often uncomfortable questions that invite leaders to self-critiqueCollaborative tone that positions the reader as a peer operator rather than a novice ("we" language, shared struggle)Prompting readers to imagine or literally draw their own charts, weeks, or manuals, turning content into exercisesFraming prompts in ways that are easy to discuss in comments ("When did you last update yours?", "What would you find?")

Community Building Signals

Consistent focus on shared identity of high-intent leaders who care about both people and performanceNormalizing friction, hidden work, and misaligned incentives to create psychological safety among leaders themselvesEncouraging audience to adopt similar rituals and diagnostics, seeding a community of practice around modern People leadershipUsing references to known figures (e.g. investors, founders) to tie HR/Talent professionals into broader business conversations

Writing Style Patterns

Content Strategy

Hook: Contrarian reframes of common corporate beliefs (e.g. celebrTone: semi-formalCTA: Reflection prompts that encourage comments through

Writing style breakdown

Core characteristics

Professional, reflective, and insight-driven with a distinctly “LinkedIn thought-leader” feel.

Conversational but not casual to the point of slangy; it balances accessibility with authority.

Strongly informative and analytical, often with a subtle persuasive edge (“we need to stop…”, “should we really be…”).

Tone is direct but not aggressive; critiques systems and habits rather than attacking people.

Feels like a senior operator/leader talking to peers and other leaders, not to beginners.

Emotional tone and energy

Medium, steady energy: calm, grounded, and serious but not dry.

Often starts with a sharp observation or concern (“Honestly? This is super concerning.”) but then moves into calm reasoning.

Emotion is more intellectual than performative; frustration or urgency is implied through logic rather than dramatics.

Uses concern, curiosity, and challenge as emotional drivers rather than inspiration or hype.

- Frequent use of rhetorical questions, especially

As opening hooks.

As pivots in the middle.

As closing reflection/CTAs.

Uses analogies and hypotheticals to reframe (e.g., comparing TA metrics to a Marketing Director’s lead-to-sales problem).

- Relies on short, punchy “truth” statements

High volume with low conversion isn't a success story. It means your targeting is off.

People respect reality infinitely more than perfection.

Prefers concrete, real-world examples (COO conversation, Harry Stebbings’ routine, hiring manager tactic) over abstract theory.

Often builds to a subtle challenge or “ask” directed at leaders (“If we want leaders to act like Founders, should ‘Network Growth’ be a KPI we actually track?”).

- Regular use of second person (“you”) to speak directly to the reader and provoke introspection

Could you put on a calendar exactly what your team spends their time on…?

If you mapped your team’s week today, what hidden work would you find?

- First-person singular (“I”) and plural (“we”) used to

Own opinions and practices (“I’ve tried to fight this instinct…”, “I make a point of…”).

Create a sense of shared responsibility (“We need to stop incentivizing…”, “If we are building TA organisations…”).

- Mix of direct commands and softer invitations

Softer suggestions: “Consider…” is not explicit, but used via structures like “So, as we kick off 2026, don't just set OKRs. Re-write your manual.”

Commands are framed as challenges or recommendations rather than orders (“Be radically transparent about:”, “Training on the job, is still the best way to learn. But it only works if…”).

Robbie Simpson

Warm Analysis

Performance Overview

Top Posts by Engagement

Posting Patterns & Frequency

Best Performing Days

Best Performing Times To Post