# Greg Smith

Greg Smith shares LinkedIn content about workplace and HR topics, including compensation, employee benefits, hiring and business growth, alongside posts about faith and community.

- Profile: https://b2binfluencer.marketing/creators/greg-smith/
- LinkedIn: https://www.linkedin.com/in/gregorytsmith1
- LinkedIn followers: 24,004
- Median of last 5 posts: 15 reactions, 2 comments (checked 2026-11-02)
- Topics: leadership, recruiting, hr, talent-acquisition
- Based on 11 dated posts, latest 2026-10-08

## Summary

Greg Smith is most useful for short employer-facing posts on pay, benefits, hiring, and PEO basics.

- Best for: A PEO or HR services brand with compensation and benefits content.
- Not for: Briefs needing hard numbers, original research, product demos, or measured results.
- Check first: Confirm audience analytics, recent post results, and any paid partnership terms.

### Takeaways

- A company should pick a pay position before it hires.
- Growth breaks on people problems, so set rules early.
- Benefits can include sunscreen, insect repellent, prescription sunglasses, flexible schedules, and paid time off.

## Main ideas

- **A company should pick a pay position before it hires**: Smith treats compensation as one of the most powerful tools an employer has for attracting and keeping good people, and argues that the useful first step is choosing a competitive position — lead the market, match it, or settle on a financially realistic middle ground. Having that philosophy stated is what makes recruiting, hiring, and promoting focused rather than improvised; without it, each offer and promotion becomes a one-off negotiation.
- **Growth breaks on people problems, so set the rules early**: Smith's position is that businesses which get their people strategy right from the start avoid the most common growing pains. The list is ordered, with compensation first: a clear compensation strategy, regular benchmarking to keep salaries fair and competitive, pay transparency so employees understand how pay works, a promotion policy with clear and standardised criteria, and consistent performance evaluations across the organisation. The through-line is that fairness is a system, not an intention — employees trust pay when the rules around it are visible and applied the same way to everyone.
- **Benefit value shows up in the small, checkable details**: Smith's approach to benefits is to make them concrete rather than aspirational. The argument is that employees engage with a benefits package when they can see what it actually covers and when it helps them right now, which is why a seasonal hook does real work: it turns a general pitch into items someone can check against their own account and a reason to look at enrollment details today.
- **A PEO is worth it for the administrative burden it absorbs**: On outsourcing, Smith's claim is straightforward: a professional employer organisation gives employees access to cost-effective, comprehensive benefits while removing the costly administrative and regulatory burden from the employer, and as plan sponsor it handles the time-consuming work of running the plan. The value is framed as structural — who carries the paperwork — rather than as a discount.
- **The entry-level pipeline is narrowing, and Smith reports it rather than arguing it**: Smith reports that competition for entry-level roles has increased while many organisations run leaner teams and prioritise candidates who can contribute immediately, leaving fewer openings for first-time workers. Rather than asserting this from personal authority, Smith anchors it to a named expert and then turns the question back to the audience, asking whether they had a summer job as a teenager and how it shaped their career. This is Smith's curatorial mode: a reported trend, an attributed source, and an invitation for readers to supply their own experience.
- **Faith and deliberate relationships run alongside the business material**: A large share of the feed is faith-driven, and the governing idea is that the people someone chooses to be around change what that person believes is possible and how they respond to difficulty. Smith quotes the line about iron sharpening iron and argues it takes contact, consistency, honesty, and sometimes friction — that iron does not sharpen iron from a distance. Reading the posts together, this is the same conviction as the workplace advice: outcomes follow from deliberate choices about position, structure, and company.

## Work to read

- [How to create salary structures and compensation plans](https://www.linkedin.com/posts/gregorytsmith1_how-to-create-salary-structures-and-compensation-activity-7483147308621131779-DTRj)
- [A five-point people checklist for growing businesses](https://www.linkedin.com/posts/gregorytsmith1_navigating-the-people-side-of-business-growth-activity-7480629591640825856-qLVI)
- [Why entry-level hiring has gotten harder](https://www.linkedin.com/posts/gregorytsmith1_helping-young-talent-get-their-start-in-today-activity-7482784935758565376-tZ91)
- [Summer benefits: the small details employees can actually check](https://www.linkedin.com/posts/gregorytsmith1_summers-here-time-to-highlight-these-helpful-activity-7485344136175263744-fAHt)
- [What a PEO saves an employer](https://www.linkedin.com/posts/gregorytsmith1_peo-benefits-7-advantages-of-using-a-peo-activity-7462868787785281537-MwGu)
- [As iron sharpens iron: the people around Smith](https://www.linkedin.com/posts/gregorytsmith1_the-lord-has-been-incredibly-gracious-in-activity-7516282182621937664-U5GW)
- [A weekly discipleship group in Dublin, Ohio](https://www.linkedin.com/posts/gregorytsmith1_today-was-week-1-chapter-1-of-book-activity-7515751061882822656-Bw3-)
- [Walking the half marathon with family](https://www.linkedin.com/posts/gregorytsmith1_this-weekend-was-awesome-my-activity-7517901596152782848-Fxyr)

## Brand relationships

- **Insperity** (disclosed_partnership)
- **Christian Business Men’s Connection (CBMC)** (mention)
- **The You’re Amazing Organization** (mention)

## Partnerships

No official sponsor policy, media kit, rate card, or partnership inquiry route appears in the reviewed material. Smith's posts share Insperity-branded guides and commentary on compensation structures, employee benefits, PEO services, and hiring, usually with a short employer-side takeaway. That shows a consistent HR and business-content presence, but it does not document a paid partnership offering, a sponsorship format, or the operational terms a brand would need to plan around. A buyer would have to confirm format, disclosure, approval, link terms, and deliverables directly; those details are not established here.

## Alternatives

- Sam Reeve: Choose Reeve when the brief needs a collaborator whose own writing is already a compensation-strategy argument rather than an employer-facing checklist. The reviewed posts make a case rather than a list: compensation data has a shelf life, and pay transparency without visible decision logic leaves employees able to see a range but not understand it. That suits a PEO or HR services company that wants the collaboration to carry a point of view about how pay decisions should be made — for example, a piece on why publishing a range is not the same as explaining pay — and that is comfortable sharing the buyer conversation with a creator whose commercial work sits in compensation strategy itself, since the post routes readers to a compensation-strategy consultancy.
- Trang Gulian: Choose Gulian when the brief's audience is recruiters and talent-acquisition teams rather than employers setting pay policy. The reviewed posts speak to the TA profession directly — celebrating Global Talent Acquisition Day, arguing that AI raises rather than replaces TA judgment — and treat pay transparency as a candidate-experience question: the range is stated upfront, and the conversation moves to career goals, growth, and fit instead of who negotiates better. A brand serving recruiting teams, or whose message is about candidate trust and hiring process, gets a closer audience match than Smith's employer-side compensation framing offers.
- Chris Bodnar, CPHR BA: Choose Bodnar when the brief is retention-led and needs a partner who ties compensation, benefits, and development to turnover in cost-and-consequence terms. The reviewed posts do that directly: high turnover framed as an alignment problem, an average replacement cost of about $31,000 in Canada, and an argument that retention requires mission, measurement, and money designed together. Bodnar also names a fractional HR practice and project-based engagements, so a brand selling HR operations support is talking to the same buyer. A Canada-focused brief gets a second advantage from the regional cost framing.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/