#1
How I Stopped Treating Recruiting Like HR and Started Treating It Like Marketing
"We were posting job descriptions that read like legal documents and wondering why top candidates weren't applying. Then I realized: recruiting is marketing, and we were doing it wrong."
Why it works
This story resonates deeply with HR leaders who have felt the frustration of unfilled roles. Framing the shift from HR-speak to marketing-minded thinking is relatable, actionable, and positions you as someone who bridges two worlds — which earns respect from both HR peers and business leaders.
#2
Your Employer Brand Is a Marketing Asset — It's Time HR Owns It
"Marketing owns the customer brand. But who owns the employer brand? In most companies, nobody truly does — and that gap is costing you your best hires."
Why it works
This taps directly into the pain point of HR being seen as reactive rather than strategic. By framing employer brand as a marketing asset with measurable ROI, HR leaders can use this post to assert influence and invite allies from the marketing team to collaborate — driving both engagement and credibility.
#3
5 Marketing Principles Every Talent Leader Should Steal Right Now
"The best talent teams I know don't think like HR departments. They think like marketing agencies. Here are the five principles that changed how I approach everything from job posts to onboarding."
Why it works
Listicles perform well because they promise clear, actionable value. Positioning HR leaders as students of marketing — rather than outsiders to it — is both humble and aspirational. It invites comments from marketers who want to add their perspective, boosting reach across audiences.
#4
HR Doesn't Have a People Problem. It Has a Marketing Problem.
"Every HR challenge I've seen — low candidate quality, poor retention, culture drift — had a communication failure underneath it. We're not short on good people. We're short on good storytelling."
Why it works
Hot takes drive comments because they challenge assumptions. This one reframes familiar HR pain points in a way that surprises readers and invites debate. It positions the author as a strategic thinker who sees patterns others miss — exactly the kind of voice that builds a following.
#5
Is HR the Most Underrated Marketing Function in Your Company?
"Every touchpoint a candidate or employee has with your company shapes your brand. So why isn't HR in the room when marketing strategy gets made?"
Why it works
Questions that challenge organizational norms invite strong opinions. This one speaks to the ambition of HR leaders who want a seat at the table, while also being relatable to those who feel sidelined. It generates replies from both HR peers sharing frustrations and leaders willing to defend the status quo.
#6
The Day I Pitched Our Employer Brand to the CMO — and She Said Yes
"I walked into that meeting expecting pushback. Instead, our CMO leaned forward and said, 'This is exactly what we've been missing.' Here's what I brought to the table."
Why it works
Personal success stories with specific stakes and outcomes perform extremely well on LinkedIn. This narrative makes HR leaders feel that collaboration with marketing is achievable and desirable. It also subtly teaches readers how to make the case for employer brand investment — which drives saves and shares.
#7
What Candidate Experience and Customer Experience Have More in Common Than You Think
"Your candidates are doing product reviews of your hiring process — they just post them on Glassdoor instead of Google. The experience gap between how you treat customers and how you treat candidates is wider than most companies admit."
Why it works
Drawing a parallel between candidate experience and customer experience is a perspective shift that resonates with a broad audience. It gives HR leaders a language to use with their marketing and CX counterparts, making it a useful post for cross-functional credibility and conversation.
#8
7 Signs Your Talent Marketing Strategy Is Actually Working
"Most HR teams invest in employer branding and have no idea if it's working. These are the seven signals I look for — and most of them have nothing to do with follower counts."
Why it works
This post addresses the measurement anxiety that many HR leaders feel when investing in brand-building activities. Offering concrete signals — beyond vanity metrics — demonstrates analytical credibility while keeping the tone practical and accessible. It earns saves from people who want to reference the list later.
#9
If You Could Borrow One Tactic From Marketing to Improve Your Hiring, What Would It Be?
"I've been thinking a lot about what talent teams could learn from how great marketing teams operate. Turns out, the answer is: quite a lot. What's the one marketing move you'd bring into HR tomorrow?"
Why it works
Open-ended questions that ask for professional opinions generate high comment volume because they're easy to answer and make respondents feel seen. This question signals that the poster is curious and collaborative — a tone that attracts both HR peers and marketing professionals who want to weigh in.
#10
Job Postings Are Ads. It's Time We Wrote Them That Way.
"No one clicks on an ad that leads with a list of requirements and a vague promise of 'competitive salary.' Yet that's exactly what most job postings look like. We're running terrible ads and calling it recruiting."
Why it works
This hot take is provocative but grounded in a truth most HR leaders privately agree with. It challenges a widespread practice without attacking any individual, which makes it safe to share and easy to agree with publicly. The marketing angle gives it crossover appeal with content and copywriting communities on LinkedIn.