For B2B Tech Teams
On LinkedIn, your buyers pay attention to people, not company pages. [STAT PLACEHOLDER: company page vs personal reach, source to verify] In 90 days, EGC House helps 5 people on your team, including a manager or founder, build a consistent LinkedIn presence in their own voice. More reach, more inbound conversations, less dependence on one voice. It takes 30 minutes of their time a week, at a fixed slot. No blank page in month one, and a clear structure every week after.
30 minutes. We diagnose your situation and tell you if this fits.
Three things are true at the same time, and most teams haven’t connected them:
LinkedIn’s algorithm now feeds peer-to-peer content over brand-to-follower content. Your own page metrics already show it.
You built a content library. You asked people to reshare. The first two or three weeks went well. Then the energy faded, nobody opened the library, and posting quietly stopped. This is the adoption cliff. Your people aren’t lazy. Nobody gave them a fixed slot, their own stories to tell, or someone to check in.
Not the platform subscription, not the last “advocacy push,” not the hours a marketer spent chasing reshares. You need numbers to defend the budget. Without them, the program is the first thing to go.
Your people had the time. What they didn’t have was a fixed slot, their own stories, and someone holding them to it. Time was never really the missing thing. Structure was.
Five steps. The first three set things up. The fourth is where your team builds the habit. The fifth shows you what it’s worth.
1. Discovery. A 1:1 with management. We cover your ICP, product and offer, what success looks like, what you’ve tried with content before, who the 5 participants are, your brand do’s and don’ts, and the assets your team can use.
2. Bootcamp. A 45-minute online workshop with the group. Why this works, how they use LinkedIn now, and what we do differently. Live Q&A with the whole team, not just leadership. This is usually where your internal champion shows up.
3. Foundation. A 1:1 interview with every participant: their stories, their voice, what they want to say. We also get access to your internal comms tool.
4. The 3-month ramp
Month 1. We write. We write from their input. They approve and post.
Month 2. They draft. They write the first draft. We edit.
Month 3. They drive. They write and post on their own.
5. Reporting. A monthly report built from each person’s post data, and a monthly check-in with management. We adjust before anything becomes a problem.
By day 90, your team writes on its own. The structure around them keeps going.
No AI writes any post in this program. The voice is real, and that is why readers trust it. After day 90, the monthly retainer keeps the reports, weekly prompts and reminders coming, so the habit holds.
5 people, at least one of them a manager or founder. 90 days. 30 minutes a week each. Every part of the program answers a concern we hear from management.
What you’re afraid of
What we actually do
“They’ll post for 3 weeks and stop.”
That’s the adoption cliff, and the program is built around it. A fixed 30-minute slot every week, booked like a meeting. Feedback on their posts. A monthly check-in that keeps everyone accountable. And a 3-month ramp, so they’re ready to write alone by the time we step back.
“What’s in it for them?”
A stronger profile, a body of posts and a bigger network that stay theirs. That personal gain is why participation holds past week three.
“It’ll sound like corporate content.”
Every post starts from their own stories, gathered in a 1:1 interview. Their voice, their opinions. No content library, no templates, no AI.
“We’ll never prove this was worth it.”
We define success with you in discovery. Then we report monthly on what the company gets: reach across all 5 profiles compared with your company page, inbound DMs, leads and meetings, profile visits and website clicks. A monthly check-in with management lets us adjust early.
“Leadership won’t participate.”
Your manager or founder is one of the 5 and follows the same 30 minutes a week. They go first, and the team sees it.
“What if someone we train leaves?”
Five voices are a safer bet than one. Your LinkedIn presence no longer depends on one founder or one marketer. The habit stays in the team, and new people can join a second pilot.
Time cost, stated plainly
30 minutes a week per participant, at a fixed time. That includes your manager or founder. A fixed slot means posting never depends on someone finding spare time.
After day 90
Your team writes on its own. The optional monthly retainer keeps the structure around them: analytics reports, weekly prompts and reminders. To bring in 5 more people, you start a second 90-day pilot. Pricing on the call.
Scarcity, stated plainly
Every pilot is run by the same two specialists: Nika Kralj, project manager, and Timotej Jerman, LinkedIn ghostwriter and platform expert. That is why we take [CHECK: number of pilot slots per quarter] pilots per quarter. It is a capacity limit, not a countdown timer.
Timotej has written LinkedIn content for the team at Cloud9, a Slovenian software agency, for close to two years. Cloud9 works with him directly, not through the 90-day pilot. These are their results across 5 LinkedIn accounts in the last 12 months.
impressions across 5 LinkedIn accounts
leads
high-ticket inbound client
Klemen Kop, COO, Cloud9
“Hiring Timotej to build our LinkedIn presence was one of the best decisions we’ve made. Working with him couldn’t be smoother. Our input tends to be messy. Sometimes, it’s nothing more than a raw meeting transcript. But he turns it into content that’s as exciting to read as a good novel. He really is a master of words. And unlike others, he never relies on ChatGPT for it. I can easily recommend him for any content creation, especially for LinkedIn.”
30 minutes. We look at your situation and tell you if this fits. If it doesn’t, we’ll say so.
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No. A platform gives you a content library and hopes people post from it. That model tends to hit the adoption cliff: a good start, a fade around week three, then silence. We work against it with a fixed 30-minute slot every week, stories that come from your people instead of a library, and feedback and accountability built into every month.
Ask two questions. What is it doing for reach and inbound conversations on your people’s profiles, not page impressions? And who inside the company keeps it running? If that person left tomorrow, what would happen to the program? Tools rarely fail on their own. They fail when nobody owns the routine. We set up the routine and run it with your team. After 90 days they write alone, and we keep the reports, prompts and reminders going.
A content hire writes about your company in one voice, usually on the company page. We get 5 of your people speaking as themselves, on their own profiles, where your buyers already pay attention. A content hire is also a permanent salary of around [CHECK: salary range] a year. This is a fixed 90 days, and anything after that is optional.
No. Paying per post turns their posts into paid posts, and readers notice. The real incentive is what they build for themselves: a stronger profile, a bigger network and a body of work that stays theirs. Recognition and small perks on top are fine. Cash for posts isn’t.
That’s the problem this is built around. It takes 30 minutes a week, booked at a fixed time like any other meeting. In month one we write the posts from their input, so they only approve and post. By month three they write alone, but the slot, the feedback and the check-ins stay. Structure beats motivation.
First posts go live in month one. Every month you get a report built from each person’s post data, and a check-in with management to go through it. [CHECK: typical timeline for pipeline impact, only if we can verify one]
It’s built for B2B tech SMEs of roughly 20 to 100 people, without a dedicated advocacy team. Enough voices to fill a calendar, none of the approval chains that slow a large company down.
No. Not at any stage. Every post starts from the participant’s own stories and is written by a person: by us in month one, by them with our edits in month two, by them alone in month three.
Your team writes and posts on its own. To keep the structure going, there is an optional monthly retainer: analytics reports, weekly prompts and reminders for the same group. To add 5 more people, you start a second 90-day pilot. We go through pricing on the call.
You don’t have to hire anyone or figure this out alone. In 90 days, your team learns to write and post on its own. After that, we keep the structure going with analytics reports, weekly prompts and reminders. Book 30 minutes. We’ll tell you whether your team is a fit, and if it’s not, we’ll say so.
[CHECK: pilot slots] pilot slots per quarter. No pressure. A clear yes or no.
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