Morgan Philips Group

I feel like I can conquer anything after completing this killer of 4035m Mount Kinabalu adventure! Can't think of a better way to challenge your tenacity and drive than this - true MPG values. Thank you MPG for this amazing experience, can't ask for a better team!

The funny side of being a woman on LinkedIn. I get DMs like these on the regular. "Hi Princess 👑" "Good morning Queen 🌸" "You look like an angel 😇" "My sunshine ☀️" "Beautiful lady 🥰" "Hi Princess Diana 👑" I know they don't mean any harm. I know it's mostly harmless. And honestly, on a rough day, some of them make me laugh out loud. 😂 I usually just smile, leave it on read, and carry on with my work. But it does make me think. LinkedIn is such a strange place sometimes. We post about hiring trends, leadership, and market shifts. And somewhere in between, someone sends a heart emoji and calls you a queen. 👑 The internet really is wild. I'm not complaining. There's something kind of sweet about the randomness of it all. But here's a gentle reminder for the senders out there. If you want a professional conversation, lead with one. A thoughtful comment. A real introduction. A genuine question about my work. That gets you a reply. The Princess Diana opener? That just gets a smile and a screenshot to my friends. 😅 Anyone else on LinkedIn relate?

Hi all, I am Chloe and I am a detective. 🕵️♀️ Just kidding. I am a headhunter in the technology space. Although in many ways, the job isn't that different. I had a conversation this week that reminded me how rare good hiring really is. A client told me what he wants in a hire. "I want superstars. People who are deeply connected to their clients. Not the 'I know him' kind of connected. The 'I just had breakfast with him' kind of connected." ☕ That alone tells you the standard he hires for. But here's the part that really stayed with me. He paused, then said, "Chloe, even with great talent, I'm not expecting them to close in 3 months. Lucky if they close a deal in 6 months. In our industry, pipeline takes time to build." And then this. "I'm hiring them for success, not setting unrealistic KPIs that set them up to fail." I sat with that. Because so many leaders hire with urgency but forget reality. They want top performers but measure them on timelines built for quick wins. Talents are humans too. Not magicians. They are just super humans who actually give a damn about relationships, not just the next deal. And real relationships, real revenue, real trust, all take time. Here's the part most companies miss. No matter how capable the performer is, they still need a platform that lets them perform. The right brand. The right product. The right support. The right runway. Even the best talent cannot outwork a broken platform. Good leaders don't just hire great people. They build the right support around them so those people can actually be successful. If you're hiring right now, ask yourself this. Are you setting your next hire up to succeed? Or quietly setting them up to fail?

Hi all, I'm Chloe and I am a butcher. Just kidding. I'm a headhunter in the technology space. 😅 If you're still using "better opportunity," "personal reasons," or "glass ceiling" as your reason for leaving, here's something worth knowing. Be real about your push factors. We can only help you well if we know what's really going on. After speaking to thousands of candidates, here's what people actually leave for, and how to position it with maturity in interviews. 💰 Money Real: My pay stopped reflecting my work. Position: I'm looking for a role where compensation reflects the value and level I bring. 👔 Manager Real: I left because of bad leadership. Position: I thrive under leaders who trust their teams and lead with clear direction. 📈 Growth and ceiling Real: There's nowhere left to grow. Position: I'm ready for a bigger scope and the next stage of my career. 🧭 Misalignment with direction Real: The strategy kept changing. Position: I'm looking for an organisation with a clearer long-term vision so I can plan my contribution. 🔥 Burnout Real: The workload was unsustainable. Position: I do my best work in environments that balance ambition with sustainability. 🏢 Reorganisation or restructuring Real: I was let go due to a business decision. Position: My previous entity was restructured. It was not performance related and I'm ready for my next chapter. (You do not need to hide this. It is not your fault.) ⚠️ Toxic culture Real: The environment drained me. Position: I'm looking for a culture built on trust, collaboration, and psychological safety. 🏡 Personal life Real: Life took priority for a season. Position: I made an intentional pause to manage personal commitments and I'm fully ready to re-engage now. ✨ Curiosity Real: I just wanted something new. Position: I'm at the stage where I want to apply my experience to a new challenge or industry. Same truth. Different lens. You're not hiding anything. You're showing the hiring manager that you can hold your experiences with self-awareness and maturity. Because the reason you're leaving is the smaller question. How you talk about it is the bigger one. If you've been navigating this conversation recently, what's been working for you?

1 MILLION IMPRESSIONS. ✨ 4 months ago I had no idea what I was doing. Today I'm just smiling at the screen. To everyone who read, liked, commented, DM'd, or quietly scrolled by, thank you. This milestone is genuinely yours as much as mine. 🤍 Now for the important mission. I'd love to turn all this visibility into work. If you're hiring tech sales, BD, AV, or commercial talent across APAC, call me.

For years, the focus was on attraction. Today, the real battle is happening after the hire. Attracting talent is no longer the biggest challenge. Retaining it is. ➡️ According to our study, 59% of companies believe retaining talent will become even more difficult in 2026. Why? Because employees now have more opportunities but also more bargaining power, and in Luxembourg, this is amplified by a high cost of living, a strong competition between employers and cross-border dynamics. 📊 Discover all the key retention insights in our latest study: https://lnkd.in/eNvrVft7