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Organizations realize their purpose and their potential when they have the right people…
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Liam Walsh shared thisI'm thrilled to share the launch of the 2026 LinkedIn Talent Report: The Talent Velocity Advantage. This year’s insights show how a small group of organizations is outpacing the rest with exceptional clarity and speed in responding to rapid skills change — the essence of #TalentVelocity. Leaders in these organizations are more confident in aligning talent to business needs, ground decisions in shared skills & HR data, and build integrated ecosystems that accelerate career growth at scale. Leading this work at LinkedIn, I see first hand how skills intelligence shifts talent from a legacy view based on static jobs into a dynamic resource, making us faster, more resilient, and ready to pivot as work and priorities inevitably evolve. Check out the full report: https://lnkd.in/velocity-2026
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Liam Walsh shared thisThis week I had the privilege of facilitating a LinkedIn Talent Connect Summit breakout with Vilma Cuevas and Rebecca Alimorong in sunny San Diego ☀️ Rebecca reminded us that replacing an employee costs about $75K—and of zero‑cost actions organizations can take to develop and retain employees: ⮕ Role‑focused training ⮕ Strategic mentorship ⮕ Continuous learning opportunities Vilma showed what’s possible when internal mobility is a priority. At Nuvance Health, an astonishing 46% of roles are filled internally thanks to: ⮕ Defining career paths for key roles ⮕ Clever marketing like employee events and videos ⮕ Using technology like internal career sites and promoting “hot jobs” internally ⮕ Keeping roles internal‑first for one week ⮕ Giving every employee access to LinkedIn Learning We polled 150+ talent leaders in at the session and heard three common challenges to internal mobility: ⮕ Career pathing is difficult without clear skills and role expectations ⮕ Talent hoarding remains a barrier to movement and growth ⮕ Leadership buy‑in is the unlock—tie mobility to outcomes leaders care about Internal mobility drives engagement, retention, and resilience—but only when mindset, visibility, and leadership align. How is your organization tackling internal mobility? Chime in below and continue the conversation: https://lnkd.in/gzgZ3QDp #TalentConnect
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Liam Walsh shared this✨ Today is a special day for our Talent & Product teams at LinkedIn — we’re launching LinkedIn Learning Career Hub! 🎉 What makes working in Talent at LinkedIn so special? We get to be customer zero. We don’t just support our employees — we help shape the very products that empower them. It has been incredible partnering with our amazing product team to bring LinkedIn Learning Career Hub to life, and it reflects what happens when deep passion for career development meets world-class product innovation. #LinkedInLearningCareerHub gives employees the clarity and tools to move their careers forward. They can visualize potential paths, explore internal roles and the skills required to grow, and set goals with personalized plans. Plus, it’s informed by your companies talent architecture and powered by LinkedIn insights into how skills and roles are changing. Because every career deserves a path forward. Discover more about Career Hub at https://lnkd.in/careerhub #LinkedInLife #CareerHub #TalentInnovation #CustomerZero #LaunchDay
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Liam Walsh shared thisAs skills for jobs change at an accelerated pace, talent leaders have an opportunity to drive agility and help their organizations meet the moment. I had a great time on the H3 HR Advisors HR Happy Hour podcast talking about how talent leaders can prioritize skills-based talent strategies in today's evolving world of work. Thank you Steve Boese and Trish Steed, MA for the insightful conversation and for spotlighting LinkedIn's 2024 talent reports! https://lnkd.in/g_2FQVm5
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Liam Walsh shared thisAt LinkedIn, we believe that belonging unlocks an employee’s full potential. Meet my inspiring colleague D'Andra Moss, PhD – former professional basketball player turned Product leader – who found community and an opportunity to make an impact at scale on LinkedIn’s Product team. Want to join this incredible group? Learn more about the LinkedIn Product team here: https://lnkd.in/dW6h7Kcf
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Liam Walsh shared thisI get asked a lot about how we build products at LinkedIn, and as Tomer Cohen shares in this discussion it starts from our vision to create economic opportunity. This is a fantastic look inside how we build and ship products, how decisions are made, the role of principles, why we encourage escalations, the role of healthy tension in getting to great outcomes and how AI will impact our lives.“We might be wrong, but we’re not confused”: how Tomer Cohen, chief product officer at LinkedIn, figures out what works best“We might be wrong, but we’re not confused”: how Tomer Cohen, chief product officer at LinkedIn, figures out what works best
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Liam Walsh shared thisRecognizing talent is evenly distributed, but opportunity is not apprenticeships have helped us edge towards closing the opportunity gap here at LinkedIn. Investing in new pathways isn't just the right thing to do, it brings amazing new talent to our company. Come celebrate that talent with us on Nov 17th!Liam Walsh shared thisJoin LinkedIn in celebrating National Apprenticeship Week! We're excited to celebrate together on November 17th to share more about our programs and hear from alumni on how a LinkedIn apprenticeship can help you channel your passion and build the future:
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Liam Walsh shared this"Job searches are not meant to be solo journeys" Sharing this great resource from Andrew Seaman. For anyone impacted by layoffs. this is a great time to lean into your community. Any of my connections who have recently been laid off, I'm here to help however I can. Please reach out.Liam Walsh shared thisWhat should you do if you’re laid off? We’re seeing an increasing number of headlines about companies — especially in the tech industry — laying off employees. While the economic reality has changed, companies are still hiring and the labor market is generally healthy. I compiled some of the best lessons I’ve learned over the past several years about layoffs into the latest edition of #GetAhead. Briefly, the steps I list are… 1.) Take a Deep Breath, Don’t Panic 2.) Get Your Profile, Resume in Order 3.) Activate Your Network 4.) Develop a Job Search Routine 5.) Focus on What You Can Control 6.) Make Time For Fun 7.) Ask for Help 8.) Stay Optimistic What would you add to the list? Tell me in the comments below and check out all of my suggestions at the link! #LayOff #Redundancy #LaidOff #FurloughIt's a Rocky Economy. Here's How to Handle a Potential LayoffIt's a Rocky Economy. Here's How to Handle a Potential Layoff
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Liam Walsh liked thisLiam Walsh liked thisNot everything we build goes according to plan. But the work always leads somewhere worth going. I've been reflecting on decisions I've made over my career lately, three specifically that stand out. The first: Going to grad school at Hult International Business School. Leaving Michigan for San Francisco and London, taking a year to invest in myself. That MBA landed me in Chicago and at LinkedIn - a company with a great reputation, doing work I was proud of. It felt like making it. The second: Choosing myself. I stepped away from LinkedIn after living what felt like corporate lifetimes there. Spent real time taking care of me, sitting with what I'd call an "ego death" - the uncomfortable process of untangling your worth from your title. What came out on the other side was a clearer picture of everything I bring to the table, not just the pieces a job description asks for. The third: Building Cypher Search from that foundation. A firm I designed around the full depth of what I have to offer. Sales, recruiting, coaching, operations - all of it in play at once. Here's what I didn't expect: Cypher is the reason what comes next is possible. I didn't plan this as a stepping stone or a calculated move. I built it because it was the right thing to build. And in building it, I ended up on the radar for an opportunity I wouldn't have manufactured otherwise. The firm created the signal. That signal opened a new door. Cypher is wrapping up, and I'm genuinely grateful for every piece of it. The vision never changed, what it made possible did. That's not a loss - that's the work doing exactly what it was supposed to do. More on what's next soon. For now, I'm just grateful.
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Liam Walsh reacted on thisLiam Walsh reacted on thisThis is a continuation of my last post on creating Skill (markdown) files in Copilot Cowork to create internal role documentation (responsibilities, skills, skill proficiencies, and qualifications by job family, level, and career stage). Today, I’ll describe the reference files needed for the original skill files to work correctly. For example, /role-extraction was the skill I created that extracts role information from a SME’s M365 signals, with prompts at each step for the SME to verify or correct what it finds. The SME knows the role deeply and the skill guides the SME to review the outputs, correct any misconceptions, surface gaps early, and package outputs in a consistent format for my team. The workflow itself has 7 steps 1. Intake (job family, levels, documents to prioritize) 2. Look for M365 patterns in recent files, recent meetings and transcripts, teams chats, and emails. Surface 4-7 recurring work themes and provide evidence 3. Role and level mapping - draft relevant content, referencing the leveling guidance 4. Responsibility generation - draft 2-3 statements per topic, referencing the writing guidance 5. Skill mapping - identify skills necessary for doing the work, referencing our skills library and identify skill proficiencies needed, referencing our skill proficiencies 6. Qualifications - prompt the SME about the minimum a person needs to perform the role at a baseline level (BQs) and the differentiators that would make them more effective (PQs), referencing the qualification guidance 7. Packaging and delivery - name the file {job family - level - SME name - date.xlsx}, referencing the output schema, and directly email it to the internal Talent Architecture team As you could see in those steps, there were a lot of additional markdown files to reference, including: /leveling-framework - defines levels and calibration dimensions (scope, autonomy, impact, complexity) across our three career tracks. /qualifications - includes our template by level for basic and preferred qualifications, with differences for sponsored and non-sponsored roles. It also runs 4 “tests” that all BQ/PQ must pass /writing-standards - our canonical standards for writing responsibility statements, which includes length, naming guidance, descriptors, drafting cues, DO/DO NOT rules, etc. /proficiency-scale - describes our 5-point proficiency scale with definitions of each scale point along with description of whether the skill is “needed day one” or can be learned on the job /output-schema - describes what I want on each of 7 tabs of the excel file Skill Library (Excel file) - includes our list of ~1000 maintained skills and skill definitions that we use consistently across the enterprise. We typically are looking to attach 12-15 (but no more than 20) skills per job family Let me know what else would be interesting for me to share about this process or what you’ve learned if you have tried anything similar.
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Liam Walsh reacted on thisLiam Walsh reacted on thisJames Raybould is a generalist by design, spending two decades working across strategy, go-to-market, product management, and general management—choosing breadth over depth at every turn. He's done so throughout the SaaS era during his time at LinkedIn and now the AI era at Speak, WisdomAI, Aida, and Turing Intelligence. One of those rare operators who has done it all at scale: 12.5 years at LinkedIn across sales, marketing, product, and GM roles, helping grow the recruiting business from under $100M to over $2B, and leading the integrations of lynda.com ($1.5B) and Glint ($500M). More recently, he co-founded Turing Intelligence and has been working hands-on with enterprise teams deploying AI. What makes James different from most people giving AI advice right now is that he actively builds. He's shipped 15+ apps and agents, hosts bi-weekly "Claude Code Live" sessions, and publishes an "AI for Execs" series built on the idea that most leaders don't have a capability gap; they have a confidence gap. He's advising portfolio companies on product strategy, go-to-market, AI implementation, M&A integration, and scaling from Series A through growth stage. James is especially helpful if you're at an inflection point: crossing from early PMF into scalable GTM, or figuring out how to weave AI into your product and operations without the chaos. We're glad to welcome him to the Bessemer Operating Advisor network. If you're a Bessemer founder navigating any part of James' specialties, reach out to the community team to get connected.
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Liam Walsh reacted on thisLiam Walsh reacted on thisWe recently got access to Copilot Cowork, and I’ve built some workflows and reference documents as SKILL . md (markdown files) that have the potential to dramatically speed up my team’s work and increase internal client satisfaction. My team has the delightful job of maintaining the source of truth for role documentation across the enterprise. For us, that means conducting job analysis and identifying responsibilities, skills, skill proficiencies, and qualifications across levels and career stages for all job families. This information is important as it is foundational to other talent practices working optimally -- recruiting, hiring, onboarding, development, expectation setting, performance management, career development, and workforce planning. We have continued to optimize our process, but it still requires a good amount of human effort and is unfortunately not a delightful experience for our subject matter experts (SMEs) despite our best efforts. I can see a path for us to completely disrupt how we do our work without giving up on the rigor that’s built into our process. We can finish our work more quickly AND keep quality high. SMEs will also have to spend less time with us and will find the time they spend with us more useful. Here are the workflows I’ve built: THIS IS THE ONE I’M MOST PROUD OF /role-extraction - guides SMEs through a structured process to extract role content for one job family, relying either on their M365 context for their level or for the levels they oversee as a manager. All they need to do is open Cowork and type /role-extraction, and the workflow kicks off. The output is a structured excel sheet with leveled responsibilities, skills, skill proficiencies, and qualifications along with traceable evidence and quality flags. /jd-extraction - extracts role content from past JDs, again identifying responsibilities, skills, and qualifications, and flagging qualification variance. The excel output is structured like the one from the SMEs /cpp-extraction - extracts role content from existing role documentation, recategorizing and sorting miscategorized information into the correct bucket. The excel output is structured similarly to the two above. THIS IS THE MIND-BLOWING ONE /cpp-synthesis - synthesizes the outputs from SMEs, JDs, and old role documentation into a new leveled document for one job family. In addition to a polished Word document and flat file Excel, it also includes a defensibility summary that includes all of the decisions made, the quality of evidence used, etc. For all of those to work properly, I also needed to create a bunch of reference files, which are also saved as Markdown (.md) files. I'm out of room to share for this post, but let me know if it would be helpful to go into more detail about what I’m creating in case others in HR want to geek out on this a bit. We’re still in the early testing days here so feedback and ideas are always welcome.
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Liam Walsh reacted on thisLiam Walsh reacted on this“What’s keeping you up at night when it comes to AI in your organisation?” That’s the question I asked ~60 CHROs and CPOs this week. The most common answer? “I feel like we’re behind.” The reassuring message from Bryan Ackermann, Korn Ferry's Head of AI Strategy and Transformation, after speaking with 250+ clients across Melbourne and Sydney this week: You’re not behind. But you do need to get moving with intent. Some take-aways from a series of Korn Ferry AI focused events and client conversations with Bryan Ackermann this week: - Early-career talent is not obsolete. But yes, AI is disrupting it. However, if HR does the hard work to redesign roles, there will absolutely still a place for early-career talent, and their digital and AI fluency is needed. - Later-career professionals are just as critical. They bring the judgment, context, commercial acumen and human insight that is required for AI to work. The opportunity for HR is to connect these generations: AI literacy needs human experience, and experienced leaders are ready to lift their AI fluency. - AI-ready leadership looks different. When I asked CHROs this week whether the leadership talent considered as 'hi-po' would still be high-potential through an AI-ready lens, the answer was mixed. Leaders need learning agility, transparency and authenticity, especially when they do not have all the answers. Just like in Covid times. -Productivity alone is too narrow. Many organisations are still focused on tools and adoption. But if HR only measures productivity, the conversation will inevitably only be about headcount. We need broader measures of value. - HR has to lead, not just support. Alongside the CFO and CTO, the CHRO has a central role in shaping AI transformation, from workforce readiness to operating model redesign. The week's biggest call to action? The gap between AI ambition and workforce readiness will not close on its own. CHROs and their teams are uniquely positioned to close it, but only if HR transforms alongside the enterprise. Deanne Barbary Grace Kerrison Katy Knowles Skye Simic Esther Colwill Melissa Cameron Jenny Willits Evan Miller Garth Turnbull Emily Szakacs Pip Eastman Amanda Williams Nat Stapleton Tanyth Lloyd Lisa Mason
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Liam Walsh reacted on thisLiam Walsh reacted on thisThrilled to have repped LinkedIn at #ATD2026. What an incredible opportunity to speak about #TalentVelocity to a room full of talent professionals who are all simultaneously working through the same challenges in the talent space. I especially loved doing this with amazing colleagues. Thank you Kevin Bishop, Ashley Guerra, Anne McSilver, Kevin Kailath, and Krystal T. for all of the work that went into making this week a success, you are the best of the best. & thank you Liam Walsh & Celeste Richman for the support!
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Liam Walsh reacted on thisLiam Walsh reacted on thisIf Sam can invest $2M in tokens to every YC startup, seems like Anthropic, OpenAI, Google DeepMind, Microsoft can all probably pull off investing $1,000 in tokens in anyone recently laid off to go build something in the next 30 days and better prepare for the new economy with new skills. I'm not Sam, but maybe I can help a little? With 30K layoffs in the last month, and given activation rates, marginal costs and new revenue feels like this would be net positive ROI for any AI lab, even better for affected people, and probably even good for the economy. Give people easier access to tools to retrain themselves for the new economy, whether they're in tech or not. Might even help with the brand image problem AI companies have. My company isn't one of these big labs with huge budgets, and you probably don't need my company's tools, if you were just laid off, but if you're facing this scenario, ping me. I'll figure out some way to send you $1,000 in credits to help you reskill or get more experience with these tools, ideally building something that helps you with your next opportunity. If credits aren't useful, I'm happy to just chat with you to help you think through it, whether it's learning skills for the AI world, evaluating whether to start something, or anything that might be useful. (I don't think this will go anywhere, because feed ranking, but if it does, I'll call my friends to see if they're willing to help. The irony isn't lost on me on helping building AI skills given the layoff rationale. If I could send a job instead, I would).
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Liam Walsh liked thisLiam Walsh liked thisWe're hiring a Sr. PM, Communications & Engagement (TA) to work closely with Ben OlsonBen Olson, Ashley S.lson, Ashley S., and myself aka the Talent Acquisition & Mobility "Front Office." I like to think of it as finding our fourth Beatle. The band is already pretty good, but it could be great. You’ll be the connector, the amplifier, and the steady rhythm behind the scenes. You'll help shape our strategy and, more importantly, make sure our team can actually hear it... clearly, consistently, and across every room we play in. Link to posting here: https://lnkd.in/gyPakEWv
Experience & Education
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LinkedIn
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Publications
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Facilitating internal mobility within an organization
Filed US 61/828,988
Projects
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LinkedIn Alumni Network
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EMEA Intern Programme (MBA & Undergraduate)
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Building a world class talent bench for EMEA by hiring the best and brightest interns to join us in our summer programme 2013. Hiring for both MBA & Undergraduate talent.
Other creators -
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EMEA Intern Programme (MBA & Undergraduate)
- Present
Building a world class talent bench for EMEA by hiring the best and brightest interns to join us in our summer programme 2013. Hiring for both MBA & Undergraduate talent.
Other creators -
Honors & Awards
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GOSCAR - Results
LinkedIn
Global operations team award for delivering results in the LinkedIn Talent organisation
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Closest To The Pin Challenge
LinkedIn
Global LinkedIn award for operational excellence
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