Jessica Glazer

They tie this to scale: Montreal is small, and the fashion, manufacturing, IT, HR and accounting industries are smaller, so an interview builds a reputation as well as a career.

• They say they will keep calling until someone says they are not interested, and treat the gap between connecting and replying as a real problem.
• One post asks readers whether they accept recruiter requests and why the reply often never arrives.

Glazer addresses candidates who vanish with the line that "a 'no' will INFINITELY be more respected than your silence," and warns that people remember who showed up and no one forgets who disappeared.

• In a separate post, they describe calling a talent-acquisition professional about a role, watching the person fail to recall the resume, then hearing mid-call that a police officer required attention.
• Their response: the person should just say they are no longer open to a change.

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Glazer offers coaching as the counterweight: naming imposter syndrome and reframing the fear is presented as the work that produces the move, not encouragement for its own sake.

Glazer describes headhunting an accountant with 15 years of experience and six years at one company who was earning $55,000 just after a raise.

• They presented a senior role at $85,000 with the same commute, five days in office, no overtime and a CFO they call the kind everyone strives to work for.
• French was needed only for government dealings the candidate already handled.
• He cancelled the interview twice — once because his boss kept him late to check inventory, and once because his wife did not think it was the right time to change.
• Separately, a coaching client up for a large promotion said she did not deserve it and that they would realise she was not ready.
• After a call about the self-doubt, the client emailed to say she got the promotion.

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They reduce the test to three questions before posting: does this reflect who I am, does this sound like me, and does it work towards my professional or personal goals?

In a New Year 2026 post, Glazer writes that the biggest flex will not be the tools a person uses but how human they choose to be, and that treating people like they matter is the point. They paired a crowded-mall video with a sunset image so the post would not suggest calm and beauty alone — an illustration of the gap between what people want seen and what the day actually looked like.

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They back it with follow-ups rather than sentiment: the trade-show day produced named contacts and companies that were hiring. The quoted lesson comes from their son, who worked the booth, not from Jessica Glazer herself.

Glazer describes taking their 14-year-old son to a Montreal trade show as "MindHR's Professional Shmoozer," from setup through a full day on the floor.

• Their son was interviewed by Mike Cohen and, unknown to Glazer, pitched what MindHR does.
• On the drive home, he shared the lesson he had learned: "everyone is just looking for someone to actually help them somehow.
• If you say Hi, ask questions and listen, they tell you EXACTLY how you can help."
• He came back with a contact finishing a master's in accounting, someone looking for remote bookkeeping work, and companies that were hiring.

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Their argument is that Jewish identity, Israel and Palestine are too often treated as one thing, that being Jewish does not dictate their political views, and that for them it means tradition, family and unity. They also say they would not want to place this candidate with a client, while still wishing them well.

Glazer describes checking messages briefly on Yom Kippur, hesitating to call a candidate because of how mentioning the holiday might land, and later finding they had been blocked. They write that the timing and context speak for themselves, call the episode disheartening, and end by wishing the candidate peace and success.

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Glazer adds that a real recruiter will not be offended by a check.

Glazer reports that a developer in their network sat through a job interview run by North Korean hackers. The interviewer asked to share screens and walk through the codebase; opening the project in Cursor triggered malware built to steal passwords and take over the computer, which antivirus caught.

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Jessica Glazer treats remote work as what makes it possible to stay productive while ill, describing the arrangement as satisfying rather than a compromise.

• They also note how often people stay in roles that are bad for them because of the people, and use a poll to ask where a closest work friend from a past job is now.
• The tension is clear: the same account celebrates working through illness and recognises that relationships, not the job, are what hold people in place.

A post written while sick describes answering emails and attending meetings remotely.

• Glazer calls the "sick but working" situation a flex they are not secretly enjoying, and mentions a new CFO mandate for a fashion company.
• A separate weekly poll on workplace friendships records their own answer — a colleague from their first recruiting job who is still a best friend after about 25 years — and asks readers where their closest work friend from a past job is now.

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This is the clearest example of the numbers-first style — salaries, tenure, commute and reporting line — that runs through the rest of the profile.

Jessica Glazer describes headhunting an accountant with 15 years of experience and six years at the same company, earning $55,000 at the time of a recent raise.

• The role was a senior accounting position at $85,000, five days in office with no overtime, the same commute and a CFO the post calls the kind everyone strives to work for.
• French was needed only for government dealings the candidate already handled.
• The candidate cancelled the interview twice: once because the boss kept him late to check inventory, and once because, in his words, his wife did not think it was the right time to make a change.
• The post asks readers whether they have walked away from a clear step up and what held them back.

For brands planning a campaign

A reusable format for career-mobility content: one person, two verifiable numbers, a named obstacle and a question that invites replies. A recruiting or HR-tech client brief on salary transparency, confidence or retention could build on this structure rather than general advice.

It also names a recurring initiative — 2026 events for women in manufacturing with Ana Munteanu.

The post describes a coaching client up for a large promotion who was frightened, saying she did not deserve it and that they would realise she was not ready.

• Jessica Glazer frames this as imposter syndrome and describes the call as an effort to reframe self-doubt and build confidence.
• The client later emailed to say she got the promotion.
• The post announces a series of 2026 events for women in manufacturing, which it renames "WomenFacturing."

For brands planning a campaign

Coaching, not just search, is part of the offer, so a collaboration could take the form of a workshop, live event or cohort rather than just written posts. A client targeting women in manufacturing or leadership development has an existing theme to build on.

It also reveals the tone — direct, moralising and deliberately blunt — a brand would be buying.

The post addresses candidates who go silent after getting excited about a role.

• Jessica Glazer writes that they will keep calling until someone says they are not interested, because the hiring team deserves to know.
• They argue that the local market is small — naming fashion, manufacturing, IT, HR and accounting as tight-knit — so an interview builds a reputation, not just a career.
• The post repeats the line that a "no" will be infinitely more respected than silence.

For brands planning a campaign

A strong fit for content on candidate experience and employer reputation, with the job seeker as the cooperating side. The argument can also be inverted for an employer-brand brief: how a company handles rejection signals how it treats people.

Jessica Glazer reports that a developer in their network told them he had sat through a job interview run by North Korean hackers.

• The interviewer asked to share screens and walk through the codebase.
• Opening the project in Cursor triggered malware designed to steal passwords and take over the computer; antivirus caught it.
• The post advises readers to verify the recruiter and company, never open or run code from someone who has not been vetted, be careful with AI tools on unfamiliar projects and shut down an interview if it feels rushed.
• It notes that a real recruiter will not be offended by a check.

For brands planning a campaign

A concrete hook for cybersecurity and recruiting-technology clients: job-seeker safety, fake interviews and AI-tool risk, framed from the recruiter's side of the table. It also shows the account can reach a technical audience, even though its day-to-day content is career advice.

The MindHR name, event presence and human-connection thesis all appear in one piece.

Jessica Glazer writes as a former educator about bringing a 14-year-old son to a trade show as "MindHR's Professional Shmoozer," from setup on Sunday to a full day on the floor.

• The son collected swag, was interviewed by Mike Cohen, and — unknown to Jessica Glazer — pitched what MindHR does.
• The lesson quoted from the drive home is that everyone is looking for someone to actually help them, and that saying hello, asking questions, and listening gets people to explain how.
• The post also records three follow-ups the son came back with: a contact finishing a master's in accounting, someone looking for remote bookkeeping work, and companies that were hiring.

For brands planning a campaign

Event and field-marketing material grounded in a real Montreal business audience, useful for a client seeking booth, expo or local-network content rather than purely digital posts. The education background mentioned in the opening offers an angle for training and early-career programmes.

Jessica Glazer describes briefly checking messages on Yom Kippur, hesitating to call a candidate because of how mentioning the holiday might land, and later finding that the candidate had blocked them.

• The post says the timing and context speak for themselves and that they would not place this person with a client.
• It argues that Jewish identity, Israel and Palestine are too often lumped together, and states that being Jewish does not dictate their political views; for them, it means tradition, family and unity.
• They wish the candidate well and describe the episode as disheartening.

For brands planning a campaign

A brand considering a collaboration should read this before assuming the account is strictly professional. The post's extended personal and religious content affects tone-matching and risk review for clients in sensitive categories, and shows the account's range beyond placement posts.

It also shows the author explaining an editing decision, which is rare in these posts.

The post argues that in 2026, the differentiator will not be the tools a person uses but how human they choose to be.

• Flawless pictures and perfectly positioned posts will not be enough; treating people like they matter is the point.
• It offers three questions to ask before posting: does this reflect who I am, does this sound like me, and does it work towards my professional or personal goals.
• Jessica Glazer explains adding a crowded-mall video alongside a sunset image so the post would not suggest calm and beauty alone, describing the gap between what people want seen and reality.

For brands planning a campaign

A ready-made angle for employer-brand, authenticity or AI-in-hiring campaigns, and an example of the account's visual judgement: pairing an aspirational frame with an unglamorous one. Clients seeking unpolished, personal-voice content can see the style here.

One describes a candidate who went silent after expressing excitement and argues that a clear “no” is better than silence, linking reputation to Montreal’s small employment market.

• Another recounts a talent-acquisition professional inventing a police-officer excuse to avoid a conversation.
• A third is a self-deprecating story about forgetting a candidate’s name while searching for an e-commerce leader.
• A fourth asks whether people accept recruiter requests and why, highlighting the gap between connecting and replying.

First-person anecdotes, direct address, and rhetorical questions

For brands planning a campaign

These posts can help a brand reach job seekers and recruiting professionals with content on communication etiquette, candidate experience, and reputation in local markets.

Examples: Source 1 · Source 2 · Source 3 · Source 4

Another describes a coaching client with imposter syndrome who doubted she deserved a promotion, then got it.

• Both frame coaching as a way to reframe self-doubt and take bold steps.
• A separate announcement promotes 2026 Women in Manufacturing events with Ana Munteanu.

Story-led case studies with specific salary and outcome details

For brands planning a campaign

Suitable for career-coaching, professional-development, and confidence-focused campaigns targeting mid-career professionals, especially in accounting and manufacturing.

Examples: Source 1 · Source 2

Another warns that people remember who showed up and who vanished, and that a “no” earns more respect than silence.

• A third describes a candidate blocking Jessica Glazer around Yom Kippur and reflects on religious assumptions and coexistence.
• The posts link hiring behavior to character and reputation.

For brands planning a campaign

These posts can support campaigns on ethical hiring, candidate experience, and inclusive recruiting, with a local-market angle.

Examples: Source 1 · Source 2 · Source 3

Another argues that in 2026 the human element will stand out more than tools or polished posts, and that people should ask whether a post reflects who they are. A third uses a mis-texting story to laugh at mistakes and mention an ADHD brain.

Personal narratives and self-deprecating humor, with direct questions to the audience

For brands planning a campaign

Fits campaigns about authentic leadership, human-first sales, networking, and employer branding.

Examples: Source 1 · Source 2 · Source 3

Another names Montreal, fashion, manufacturing, IT, HR, and accounting as small, interconnected industries.

• A third mentions a new CFO mandate for a fashion company.
• A fourth seeks an e-commerce candidate with manufacturing knowledge.
• A fifth targets Women in Manufacturing with Ana Munteanu.
• Together, the posts position Jessica Glazer within specific local and sector networks.

For brands planning a campaign

Useful for regional B2B campaigns in Montreal and sector-specific hiring content in accounting, manufacturing, fashion, and e-commerce.

Examples: Source 1 · Source 2 · Source 3 · Source 4 · Source 5

It advises candidates to verify recruiters and companies, use caution with AI tools on unfamiliar projects, and shut down if something feels rushed or off.

One post centers on cybersecurity, making it a distinct topic rather than a recurring theme.

For brands planning a campaign

These posts can support cybersecurity-awareness campaigns for developers and job seekers, with practical safety steps.

Examples: Source 1

Another runs a poll about work friendships and notes that people stay in bad roles because of “the people.” A third highlights trade-show networking and human connection at a booth.

Polls and personal diary-style reflections

For brands planning a campaign

Suitable for HR and workplace-culture campaigns on remote work, employee wellbeing, and retention.

Examples: Source 1 · Source 2 · Source 3

Another ends with “Have you ever walked away from a clear step up?

• And...
• What held you back?”
• A third runs a weekly poll.
• Other posts use humor and reflective prompts to invite replies.

Polls, questions and comment prompts

For brands planning a campaign

The account uses polls, direct questions and comment prompts, formats that can feature in sponsored posts.

Examples: Source 1 · Source 2 · Source 3 · Source 4 · Source 5

The post presents MindHR as Glazer's recruiting and career-coaching business, not a client. It does not name a legal entity, title, or ownership structure.

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It shows Glazer exhibiting at the event but states no sponsorship, fee, or paid arrangement.

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The post announces the collaboration but does not say whether the hosting is paid, volunteer, or sponsored.

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Peikes thanks people who sent referrals, explains the 10% commission paid on a first project, and says the point is to acknowledge effort even when a lead does not convert. They also describe jumping into a first trade-show booth, preparing with late-night orders and design tools, and meeting shop owners face to face—a booth, follow-up and human connection that also runs through Glazer's trade-show and networking posts.

Peikes writes from the seller's side of an e-commerce services business, covering Shopify sites, referrals and booth logistics—not hiring decisions, candidate conduct or career moves. Readers looking for recruiting and career advice will find business-development stories rather than a recruiter's view of the market.

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It is the candidate-preparation half of the subject Glazer covers from the recruiting side.

The format is a structured tip list with an infographic and a save-and-repost prompt; the advice is generic instruction rather than one person's case. Glazer tells a single candidate's story, with a salary, a commute and a cancelled interview, and their judgement focuses on conduct and fear rather than a checklist for the room.

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Both write in a personal register and close with a concrete next step—a comment keyword or a direct message.

The subject is agency operations and freelance delivery, not hiring or career decisions; the lessons concern systems, capacity and a backend team taking over fulfilment. Glazer's stories end with a person's choice to interview or disappear, not an operating model.

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The posts feature an interview-prep asset built around the last five minutes of an interview, with roughly fifteen questions grouped under Recruiter Questions, About the Job, Team Insights, Manager Perspectives, and Company Vision.

• Readers are told to save it for their next interview, pick the three most relevant questions, keep three more in reserve, and repost it.
• For an agency offering interview coaching, candidate support, or employer-brand content aimed at applicants, it’s a ready-made giveaway to co-brand rather than write from scratch.
• It also suits a campaign seeking a self-contained checklist readers can copy and use—a different deliverable from Jessica Glazer’s story-led posts.

The same interview-questions post appears twice with the same list, so there is little format variety and nothing recruiter-side: no salary-transparency story, placement example, or account of a candidate who turned something down.

• If your agency wants the pattern it liked in Jessica Glazer’s work—one person, two comparable numbers, the specific obstacle, a closing question—Daryn Edelman’s posts don’t provide it.
• The distribution mechanic differs, too: the posts ask readers to save and repost rather than comment or answer, creating a different participation signal for a sponsor.
• Ask for audience data and commercial terms to assess reach and paid availability.

Examples: Source 1 · Source 2

The two posts show an active event presence and referral incentive.

• One thanks roughly twenty named people who sent leads to Ecom Queens over eighteen months and spells out the terms: every client is asked how they heard about the business, and the referrer receives a 10% commission on the first project booked.
• The other describes taking a full booth at a retail trade show for the first time—late-night orders, booth-design help, conversations with retail store owners, visitors bringing Shopify questions to the stall, and people arguing over who spoke first.
• For an agency seeking a creator to appear at a hiring event, job fair, or retail-sector recruitment drive, it’s a clear example of working a floor.
• The referral post also offers a template for a documented incentive a sponsor could adapt.

The subject matter is e-commerce website design for Shopify stores, not hiring or career advice, and the posts address retail store owners rather than job seekers or recruiting professionals.

• Neither post covers candidate assessment, interviews, salary, coaching, or placement, so an agency hiring this creator would be buying event and referral mechanics and supplying the recruiting expertise itself.
• The 10% commission is Bracha Peikes’s own referral programme, not a sponsorship rate or media kit; don’t treat it as a published rate for outside brands.
• Both posts are personal milestone updates rather than repeatable campaign formats.
• Ask for audience data and commercial terms before assessing fit.

Examples: Source 1 · Source 2

The reviewed case study follows a fixed structure—situation, problems, what was done week by week, results, and a quoted client line—and gives hard figures: an agency at $40k/month revenue with $22,000/month payroll, moving to $87k/month with $9,800/month going to fulfillment and monthly profit rising from $8,000 to $47,000.

• It ends with an explicit mechanic: comment a keyword to receive a case study, a profit calculator, and a booking link, or send a direct message to start a conversation.
• The second post uses the same closing move on a softer topic: being ill as a freelancer with no cover, then inviting readers to comment for help setting up a back-end team.
• For a campaign aimed at other agencies or freelance recruiters that needs to route interested readers into a funnel, this is the closest structural match in the comparison set.

The topic is agency operations and delivery capacity, not recruiting, so a hiring campaign would need a structure not shown in these posts.

• The case-study numbers come entirely from the author’s own account: the client is anonymous, the figures are round, and outside readers cannot verify them.
• Treat them as a demonstration of format, not audited results.
• The closing mechanic—comment or message to receive a calculator and book a call—feeds Syed Subhan Ali’s own funnel; enquiries would need to be redirected to your agency.
• Both posts are first-person founder narratives, with no candidate-side or interviewer-side material.
• Ask for audience data and paid-collaboration terms.

Examples: Source 1 · Source 2