Devin DiNofa connects with HR leaders about employee wellbeing and human-to-human mentorship at scale, and features people leaders in the Rebels with a Heart show.
Devin DiNofa is most useful for reaching HR leaders through podcast conversations about employee wellbeing and mentorship.
A B2B HR technology company selling a mentorship or manager-support platform.
A direct-to-consumer sleep and wellness app seeking a tracked performance campaign.
Check first: Ask for recent episode results and audience analytics before contacting.
Devin DiNofa connects HR leaders around employee wellbeing, people development, and human-to-human mentorship at scale. Through conversations featured on Rebels with a Heart, they bring people leaders’ perspectives to questions about supporting employees and the leaders who support them.
Devin draws practical questions from conversations with HR leaders.
Across three posts, Devin DiNofa argues that wellbeing and development depend on human support for employees and HR leaders alike.
They connect personal growth with workplace outcomes and draw on conversations with people leaders to make the case.
Devin presents human-to-human mentorship as a way to support development beyond one-to-one workplace relationships, tying it to LifeGuides and employee wellbeing initiatives already underway at organizations.
In a post about a conversation with Seacoast Bank CHRO Dan Chappell, Devin discusses how LifeGuides’ mentorship approach aligns with the bank’s existing employee wellbeing work.
Devin asks whether the people responsible for supporting employees have support themselves.
Wellbeing resources, they argue, should include leaders responsible for others.
Writing about a conversation with Teknion HR director Stacy Jankiewicz, Devin asks, “Where’s the EAP for the HR leader?” They say the conversation prompted them to consider how LifeGuides might support leaders as well as employees and their families.
Devin links personal growth with professional contribution, framing people development as relevant to organizational performance, not just wellness.
In a post about Simone Terry, Devin says people who grow personally show up better professionally. They also describe Terry as bringing an athlete’s mindset into business.
This is the clearest example of how Devin opens a conversation with a senior HR buyer: linking LifeGuides to work the company is already doing, then inviting the HR leader onto Rebels with a Heart.
Devin recounts a conversation with Dan Chappell, EVP and chief human resources officer at Seacoast Bank.
For an HR tech partner, the opening is not a generic sponsorship pitch. Show how the product supports an existing wellbeing strategy, use the bank's long-standing culture as context, and propose a podcast conversation where the HR leader can describe their priorities.
The post shows the range of people leaders Devin seeks out and how they connect personal development with business performance.
Devin profiles Simone Terry, SHRM-CP, describing 25-plus years of leadership experience, global HR roles, former COO and EVP positions, military service, athletics, and her current role as senior director of HR and head of HR for Walton Arts Center and Walmart AMP.
A B2B HR tech company can draw on the people-development-at-scale frame and the athlete-to-business comparison. A natural outreach is a podcast invitation asking Simone to explain how she develops HR teams, with LifeGuides positioned as support for that work rather than a separate program.
This post gives the sharpest articulation of the problem LifeGuides addresses for HR buyers: the people responsible for everyone else's wellbeing also need support.
Devin describes a conversation with Stacy Jankiewicz, director of human resources at Teknion.
For HR tech aimed at wellbeing, name the gap in leader support, not just employee support. A partnership or podcast pitch can invite the HR leader to discuss that gap and show how the product extends existing wellbeing resources to the people running them.
One idea runs through all three posts: people develop best through other people, and that relationship can be delivered at scale rather than as one mentor per employee.
Devin DiNofa uses each conversation as a working example, naming Stacy Jankiewicz at Teknion, Simone Terry at Walton Arts Center & Walmart AMP, and Dan Chappell at Seacoast Bank, and tying the point back to LifeGuides each time.
The clearest route into a partnership conversation is to lead with how a mentorship or wellbeing program is designed and delivered at scale, not with audience metrics. Devin frames scalable human connection as the product thesis.
In the Teknion post, Devin asks who supports the HR leaders who support everyone else, putting it plainly: "Where's the EAP for the HR leader?"
They describe the question as the moment the conversation turned and present mentoring for people leaders as an unmet need alongside employee-facing assistance.
The post builds its case around a single quoted question rather than a statistic, then returns to it as the pivot.
A differentiated campaign angle: the HR leader as beneficiary rather than buyer. It suits outreach to organisations that already offer an employee-facing EAP and need a reason to extend support upward.
Examples: Source 1
In the Simone Terry post, Devin argues that when people become better personally, they show up better professionally, linking individual growth directly to organisational performance.
Terry's background as an athlete and former COO makes the case that people development is a business discipline, not a wellness extra.
This supports outcome-framed messaging. A brief connecting individual growth to retention, leadership bench or business performance will fit the way Devin talks better than purely wellbeing-led language.
Examples: Source 1
The people Devin writes about are HR executives, and the subjects include employee engagement, workplace culture, organisational transformation and people-first strategy that drives business performance.
The focus is HR operating practice, discussed with the practitioners responsible for it, rather than general business or founder commentary.
Expect a guest slot or partnership to reach a people-leadership audience and use HR practitioner terms. Materials built around practitioner decisions will travel further than product-led technology messaging.
The format is consistent across the posts: Devin meets a named HR executive, writes up their role, employer and what stood out in the conversation, then closes by naming them as a future Rebels with a Heart guest or someone to follow.
Each post works as both a relationship record and a lead-in to the next episode.
Each post names a specific person, their current role and employer, briefly characterises their expertise, and ends with a handoff to the show or the community.
The show pipeline is the natural insertion point. A partnership shaped as a guest appearance plus a follow-up spotlight post matches how Devin works and gives both sides a publishable artefact.
Two posts open with a personal link before making the business point: shared geography in South Jersey with Stacy Jankiewicz, and both being originally from Philadelphia with Dan Chappell.
Mutual friends and local ties deliberately start the relationship.
Outreach that names a real shared connection, community or event is more likely to land than a cold pitch. If a warm introduction through a mutual contact exists, use it before sending a deck.
Devin DiNofa’s posts center on LifeGuides, a human-to-human mentorship platform, and the Rebels with a Heart show.
The material shows promotion and guest booking around both; ask Devin to clarify their role with each.
Disclosed partnership
Devin promotes LifeGuides as a human-to-human mentorship platform and describes conversations about how it can support employees, families, and HR leaders.
The posts refer to “the mission we're on”; ask Devin to clarify their role with the platform.
Disclosed partnership
Devin calls Rebels with a Heart “our show” and says HR leaders will join as guests.
Devin DiNofa’s posts read as short field notes from conversations with HR leaders.
Read the posts about Stacy Jankiewicz at Teknion, Simone Terry at Walton Arts Center & Walmart AMP, and Dan Chappell at Seacoast Bank together: each names the person and role, summarizes what stood out, and connects the conversation to LifeGuides and Rebels with a Heart.
Joel also writes for people responsible for workplace culture and leadership, explaining how recruitment practices and leadership habits shape the employee experience.
Both creators turn culture and people development into practical material for an HR-oriented audience.
Joel’s posts offer weekly advice and list-style guidance on culture and leadership. Devin’s recap conversations with named HR leaders, then connect them to a podcast focused on mentorship and wellbeing at scale.
Daniel uses podcast conversations and posts to examine leadership, culture, and how leaders’ inner work affects business results.
Both creators treat culture and leadership as operational concerns, not abstract values.
Daniel’s visible material centers on enterprise AI adoption and leaders’ inner resilience, arguing directly about how AI lands in unhealthy cultures. Devin’s focuses on HR-led employee wellbeing and human-to-human mentorship; their posts spotlight relationships rather than AI.
Paul challenges the assumption that follower count or statistics alone create opportunity, arguing that trust, engagement, and character matter more.
Both creators teach through a practical distinction between surface signals and the relationships underneath them.
Paul’s audience is student-athletes navigating NIL and college recruiting; Devin’s is HR leaders navigating employee wellbeing and mentorship. Paul writes explanatory posts with bullet lists, while Devin recaps conversations tied to a podcast and invites guests.
For a podcast guest or partnership aimed at HR and people-leadership buyers, Devin DiNofa’s posts show topical relevance but don’t verify an audience match.
Their posts feature conversations with HR executives and promote the Rebels with a Heart show, signaling content for people leaders and employee-wellbeing buyers.
4,964
LinkedIn profile · 2026-10-11
All three posts describe the same loop: a personal conversation with a senior HR leader, followed by an invitation to appear on Rebels with a Heart, the show and people-leader community Devin promotes alongside LifeGuides.
Dan Chappell, chief human resources officer at Seacoast Bank, and Simone Terry, head of HR for Walton Arts Center and Walmart AMP, are described as joining or lined up for the show; Stacy Jankiewicz, HR director at Teknion, is named as a hoped-for future guest.
The documented pattern is a conversation with a people leader that becomes an episode and an entry into the HR community around the show.
Good fit, subject to confirming audience numbers and commercial terms before committing budget.
A B2B HR technology company selling a mentorship or manager-support platform wants a podcast guest and co-marketing partner who can reach HR and people-leadership buyers and open conversations with CHROs and HR directors at mid-size and large employers.
The format already fits a campaign for leader support. Each post follows the same shape: a personal conversation with a named senior HR leader, a short account of that leader's role and expertise, a link back to human-to-human mentorship at scale, and an invitation to appear on Rebels with a Heart. Dan Chappell at Seacoast Bank and Simone Terry at Walton Arts Center and Walmart AMP are described as joining or lined up for the show; Stacy Jankiewicz at Teknion is named as a hoped-for future guest. A brand selling leader support would be joining a working pipeline rather than asking for a new format.
The subject matter matches the buyer's problem. The Teknion post asks who supports the HR leaders who support everyone else, putting it as "Where's the EAP for the HR leader?" For a company selling manager or leader wellbeing, that is a ready-made argument for an HR audience.
The people in the posts are the buyer's peers, not a general audience. All three conversations are with HR executives, and the subjects named are employee engagement, workplace culture, organisational transformation and people-first strategy. A partnership reaches people-leadership practitioners in their own vocabulary.
The language connects individual growth to business outcomes, which suits outcome-framed messaging better than a purely wellness-led pitch. The Simone Terry post argues that when people become better personally, they show up better professionally, and treats developing people as a way for organisations to improve.
Devin DiNofa's posts do not state an audience breakdown by job title, seniority or employer size; the LinkedIn follower count is 4,964. Before approving a budget, ask Devin for audience data, the show's episode list, download counts, listener survey and publishing cadence, plus a rate card, sponsorship package, disclosure terms and booking route.
Poor fit.
A direct-to-consumer sleep and wellness app wants a creator to run a tracked performance campaign: a fixed-fee package of short video posts with discount codes, a target cost per acquisition, and reporting on impressions, clicks and sign-ups within four weeks.
The three posts are written for HR practitioners about conversations with HR executives, not for consumers or performance marketing. They include no product review, demo, discount offer, click tracking or consumer call to action.
The only audience figure in Devin DiNofa's posts is 4,964 LinkedIn followers; they provide no engagement rates, video view counts or audience composition. A buyer planning a reach-based campaign should ask for those figures and should not treat follower count as evidence of reach that converts to app installs.
The documented format is slow and relationship-led. Each post centres on a single named HR leader, a personal connection and an invitation to a show. That works for executive credibility but does not support the repeated short-form posting a four-week acquisition push needs.
The material gives no rate card, sponsorship or paid-placement format, disclosure terms or reporting commitments. Ask for these before pricing a fixed-fee package or agreeing a cost per acquisition.
The show pipeline is described from Devin's side only; there is no confirmed publishing schedule, episode length or guest commitment process. Ask for those details before committing to a campaign that depends on a specific number of published episodes.
"The Leader's Cup" — a three-part sponsorship built around the question Devin already asks: who supports the HR leaders who support everyone else?
"You already ask who fills the cup of the HR leader. We have a customer who built a programme to answer it. Record that conversation with them, and we will help you get it in front of the HR leaders who need it."
Opening conversation. The brand supplies one named HR leader from its customer base, ideally someone running a wellbeing or manager-support programme at a recognizable employer, with a real operating story. Devin records the conversation for Rebels with a Heart in the established style: the leader's role, what they carry, and where support for the leader themselves is missing.
One spotlight post. Devin writes the companion LinkedIn post in the form already used for Dan Chappell, Simone Terry and Stacy Jankiewicz: named person, current role and employer, a short account of their expertise, one specific moment from the conversation, and a clear handoff to the episode. The brand's product appears as the frame for the conversation, as LifeGuides does in the existing posts, not as a mid-post advert.
One community follow-up. A second, shorter post for the people-leadership community carries the leader's answer to the "where's the EAP for the HR leader?" question and points to the episode and the brand's resource for HR leaders.
Brand-side asset. The brand reuses the recorded conversation as a gated or ungated resource for its HR audience, crediting Devin and the show. This gives the brand a durable asset and gives Devin a reason to promote the episode beyond a single post.
Measurement. Agree in advance which numbers will be reported: episode downloads, LinkedIn impressions and engagement on the two posts, and click-throughs to the brand's landing page. Ask for figures from the last three episodes as a baseline before signing.
Ask for download or listener figures for recent Rebels with a Heart episodes and the publishing cadence.
Confirm whether the arrangement is a paid sponsorship, a guest booking or a co-marketing exchange, and what each side will publish.
Confirm disclosure wording and whether the brand's product can be named in the episode and posts.
Ask for LinkedIn audience composition—job titles, seniority and employer size—if available.
Confirm who owns and may reuse the recorded conversation and the posts.
The angle builds on the strongest documented topic—the unmet needs of HR leaders—and uses Devin's existing conversation-and-spotlight format rather than inventing a new one. It gives the brand a named human story instead of a product message, and delivers a measurable package: an episode plus two posts, so the brand can judge results rather than follower count.
Choose Paul Garwood over Devin DiNofa when a campaign needs to reach student-athletes, college coaches or campus-recruiting audiences rather than HR and people-leadership buyers.
The two posts make a practical case that follower count is a weak proxy for athlete value, and that coaches recruit habits, character and coachability. That’s a sharper fit for an employer-brand or early-talent campaign than for employee wellbeing.
The tradeoff is the HR buyer and the mentorship story.
Choose Joel Duarte when a campaign needs evergreen organizational-culture and leadership-development content for a general workplace audience, rather than a named-guest interview series.
The posts give HR and recruitment readers a weekly-style argument about how recruiting practices signal culture, plus a seven-point list of leadership behaviors. That format is easier to repurpose for a broader culture campaign than Devin’s single-leader conversation posts.
The tradeoff is direct access and proof of format.
Choose Daniel Kimble when a campaign is about AI adoption, culture readiness or the inner work of leadership, or when a benefits-tech founder story is more useful than another HR-leader interview.
The LinkedIn post argues that AI amplifies an unhealthy culture rather than fixing it. A long-form conversation with Alex Frommeyer, CEO and co-founder of Beam Benefits, covers building a benefits platform and company culture.
The tradeoff is the buyer conversation.
Editable Markdown templates for planning a campaign with this creator.
