#1
I hired the wrong CSM three times before I figured out what I was actually looking for
"I hired the wrong CSM three times before I figured out what I was actually looking for. Each one looked perfect on paper. None of them lasted 18 months."
Why it works
Personal failure stories are magnetic on LinkedIn. CS leaders will immediately recognize themselves in this situation, driving comments and shares from people who've made the same costly mistakes. It positions you as someone who learns and grows — a trusted voice.
#2
The one interview question that predicts CSM success better than anything else
"After 200+ CS interviews, I've found one question that separates great CSMs from everyone else. Most hiring managers never think to ask it."
Why it works
Curiosity-driven hooks with a concrete promise of a specific insight perform exceptionally well. CS leaders are always looking for better ways to screen candidates, and this framing promises a practical, immediately applicable takeaway.
#3
7 green flags I look for when hiring for a customer success role
"Everyone talks about red flags in CS hiring. But the green flags are just as important — and far less discussed."
Why it works
Listicles get saved and shared widely on LinkedIn. Flipping the common 'red flags' narrative to green flags feels fresh and positive, which aligns with the empathetic tone CS leaders are known for. Easy to skim and comment on specific points.
#4
Hot take: Empathy is not a soft skill for CS hires — it's the job requirement
"Stop calling empathy a 'soft skill' in your CSM job descriptions. It is the core competency. Everything else is trainable."
Why it works
This challenges a deeply held misconception in hiring across the industry. It will resonate strongly with CS leaders who feel their discipline is undervalued, and provoke debate from people in other functions — expanding reach beyond just the CS bubble.
#5
What does your CS hiring process actually test for?
"If your CS interview process is just a resume screen and two behavioral rounds, you're not testing for the job. You're testing for interview performance."
Why it works
This question challenges CS leaders to reflect critically on their own processes. It invites diverse responses — some will defend their approach, others will share alternatives — creating the kind of rich comment thread that builds real visibility.
#6
The candidate who failed every rubric turned out to be my best CSM hire
"She bombed the role-play exercise. She stumbled on the data question. My hiring panel said no. I said yes anyway. Two years later, she had the highest NPS scores on the team."
Why it works
Counterintuitive stories about breaking from the process get huge engagement. It humanizes the hiring process and validates CS leaders who trust their gut. The specific detail — highest NPS scores — makes it feel credible and real.
#7
Why CS hiring is harder than sales hiring — and nobody talks about it
"Sales hiring has a clear metric: quota attainment. CS hiring has ten metrics, most of them lagging indicators. That makes building a consistent hiring bar incredibly difficult."
Why it works
This validates a frustration CS leaders feel daily. It also gently pushes back against the tendency to treat CS as a lesser function than sales, which will resonate deeply with the target audience and spark conversations about advocacy for CS.
#8
5 things I always look for in a CS candidate's questions back to me
"The best CSM candidates don't just answer questions well. They ask questions that make me think. Here's what I listen for at the end of every interview."
Why it works
This angle is underrepresented in hiring content. Focusing on the candidate's questions flips the usual perspective and gives both hiring managers and job seekers something valuable. High save and share potential from CS job seekers who will tag hiring managers.
#9
CS leaders: what's the hardest role you've ever hired for on your team?
"I've hired CSMs, onboarding specialists, and renewal managers. But one role on my team consistently takes 3x longer to fill than any other. What's yours?"
Why it works
Open-ended questions that invite personal experience drive comment volume. By sharing a specific observation first, it lowers the barrier for others to respond. This post builds community among CS leaders and surfaces real pain points in the hiring process.
#10
Hot take: If your CSM job description mentions 'upselling' before 'customer outcomes,' you're going to hire the wrong person
"The order of your job description tells candidates exactly what you value. And right now, most CS job descriptions are accidentally recruiting salespeople who tolerate customers."
Why it works
This provocative take will spark strong reactions on both sides — CS professionals who feel the tension between commercial goals and customer advocacy, and leaders who are rethinking their hiring criteria. The specificity of the claim makes it feel credible and shareable.