LinkedIn ghostwriting

Less than 1% of LinkedIn users regularly post content.

Build presence with thought leadership and personal branding.

Available standalone or as part of a retainer package.

Portfolio highlights ⬇

Niche lead generation

This post received 250k+ impressions and attracted 100+ new followers within 24 hours.

Topic: Tax

Concept: Law firm partner cashflow

Execution: Highlight the significant tax trap that many new law firm partners fall into

Tone: Bold, authoritative, informative

Context: Client requested regular LinkedIn content to establish a niche presence.

The viral result of this post came after consistently refining an ongoing content strategy over several months.

Written in compliance with FCA regulations and approved through official channels at the time of posting.

Presented here as a writing sample only - not to be construed as financial advice.

Industry: Finance

You made partner. Now HMRC wants to talk.

Your first year as a law firm partner comes with more than a new title. It brings a shift in how you’re taxed – and it catches many high performers off guard.

  • PAYE disappears

  • Self Assessment takes over

  • You’re suddenly taxed on your share of the firm’s profits, not on what you’ve actually received

Even with a strong year behind the firm, the timing rarely feels convenient.

Points that often go overlooked:

  • There’s no automatic withholding – you're responsible for setting funds aside

  • HMRC expects payments on account, effectively inflating your first-year bill

  • Class 2 and 4 NICs still apply, even though you’re no longer an employee

Professional advice keeps you aware of your options and confident in your decisions.

Thought leadership

Topic: Hiring

Concept: 46% of new hires fail

Execution: Use this statistic from the Leadership IQ finding to justify attitude-first screening, tight ramp plans, and early performance gates.

Tone: Authoritative, data-led, advisory

Context: Client requested a long post suitable for the company founder's profile with the above specs.

Industry: Saas

In just eighteen months, almost half of today’s new hires will have left.

46% of technically competent employees don’t last long enough to complete their second year in a role.

The new hires of today who’ll be thriving in eighteen months? They are:

  • Open to coaching

  • Flexible and adaptable

  • Hungry to learn

And eager to bring their skills to your table. Failures are often linked to issues like:

  • Resistance to feedback

  • Poor adaptability

  • Lack of motivation

Which can cause drop offs even when the skill set is strong. This cycle has costly effects for your business, with the extra strain on time and resources hindering scale.

So why do great hires get lost in the system?

If you’re hiring purely on technical ability and CV strength, you’re overlooking one of the most important variables in candidate screening – attitude.

When seeking out candidates with the strongest true potential, it’s equally important to assess:

  • Mindset

  • Motivation

  • Ownership

These qualities significantly amplify long-term performance, with the real catalyst for success coming from early alignment through structured onboarding.

When expectations are transparent from the start and tight ramp plans are set in place, misalignments can be rectified long before performance issues have a chance to embed.

Defining clear metrics and reviewing early outputs against expectations provides a clear pathway to growth, giving leaders insight to address issues promptly. This is where the best attitudes shine through as invaluable qualities.

Hiring on skill set alone can leave high performers falling through the net, while impressive CVs overshadow weak attitudes.

Hiring failures cost you in:

  • Time

  • Momentum

  • Opportunity

The strongest CV doesn’t always equal the strongest hire.

Refine from the start. Build a team that scales with your business to protect your future pipeline.