Virio

I'd always choose 996 over "remote work" 4 hours a day in my bed. I’ve done both. Remote work? I loved it. Laptop in bed, half the day just... slacking. Nobody is watching. Zero accountability. It was comfortable. And that was exactly the problem. At Virio, we run 996. Not because we have to - because we want to. There's something different about being in the trenches with your team. The energy. The random whiteboard sessions that turn into breakthroughs. The inside jokes at 8pm when you're all still grinding. It feels like a warzone in the best way. 996 isn't about hours for us. It's a mentality. It's choosing to go all-in on something that matters. Is it for everyone? No. But if you're the type who gets more energy from intensity than from comfort - join us.

🚨 We’re hiring a Head of LinkedIn Content at Virio. And yes, it’s a real job. We're spending $250-$500K. We’re looking for someone who understands B2B, can think like an operator, and can write like someone who’s lived the problems execs talk about. The real JD: Turn founders and GTM leaders into the most trusted voices in their market and turn that trust into pipeline. What makes this role different: • You’re shaping more than content. You’re shaping the product. The way you think, research, structure ideas, and translate GTM into content is exactly what our AI agent learns from. You’re literally building the blueprint of how executive content should be done in the next decade. • You’ll influence the direction of the company. Everything we’re building is anchored in this motion: humans with taste + AI with scale. The Head of LinkedIn Content becomes a core architect of that system. • You get the spotlight too. Our team averages 500k+ views per week on their personal LinkedIns. If you want to build your brand while building ours, this is the best platform you’ll ever get. • You’ll work directly with founders, CMOs, CROs, and GTM leaders at fast-growing B2B companies. Real operators. Real stakes. Not “write a cute carousel and hope it gets likes.” We’re not looking for “content creators.” we’re looking for operators who can think, write, and execute. The kind of person who hears “$250K–$500K TC” and thinks, “Yeah, that makes sense for the value I bring.” This role will define the GTM category we’re building. The systems you create here will become the playbook other companies copy in a year. If you’ve ever read a LinkedIn post and thought, “I could do this better,” you probably can and we want to meet you. If that’s you, please drop a comment “LinkedIn Content” or send me a DM. I’ll send the details your way :)

"Our CEO hates content marketing.” No they don't. They hate getting zero results. Every time a VP of Marketing tells me their CEO hates the idea of doing a company-wide LinkedIn campaign, I know what's really happening: They don't hate content marketing, they hate that you’ve been posting consistently for six months and can't point to a single deal that came from it. Your CEO doesn't hate brand building, they hate that you keep talking about "building awareness" but can't connect any of those brand metrics to actual revenue or pipeline. This pattern shows up everywhere. Your CEO doesn't hate hiring agencies, they hate that the last three agencies you worked with over-promised during the sales process and then under-delivered once the contract was signed. Someone will say "content marketing works, just look at how it's working for Hubspot” without recognising that their CEO doesn't care whether it works for someone else, they care whether it's working for you. Your CEO doesn't hate your ideas, they hate when you treat the business like a playground for experiments that don't have to produce results.

Two years ago, it started as a single LinkedIn DM during the Drip days. This past week, it turned into lunch with someone who’s become a real friend and mentor- John N. Ailanjian, CFA Since then, we’ve talked about everything: tech, AI waves, career decisions, family, travel, and the wild ride of building in this era. And one thing he said early on has stuck with me: “There’s no greater place to accelerate your career than SF.” The more time I spend here, the more true it feels. Because that one message led to so much more: -meeting incredible leaders across sportstech and healthtech -conversations that shifted how I think about career and opportunity -and now, exploring real collaboration opportunities with Virio The days of LinkedIn for being solely a job search tool are long gone- instead it's arguably a professional plot twist generator through the incredible people you meet. 💫

Everyone wants EGC right now, but no one knows how to do it right. After talking to MANY marketing leaders, I’ve learned that getting employees to post is VERY hard for normal companies. Here’s what I learned on how to make it easy from working at a linkedin company: 1. You have to be the company people want to talk about. If the environment feels off, or everything sounds overly polished, people won’t share anything. Employees post when they genuinely like where they work and feel proud of what they’re building. 2. You need a simple, clear system. “Everyone should post on LinkedIn” is not a system. It just adds pressure. People need examples, templates, direction, and support. EGC should feel fun and lightweight. That’s why we’re starting a content competition at Virio (stay tuned ☃️). 3. You have to make it easy. With Virio, content takes minutes ;). You bring your stories and experiences, and the AI agent shapes it with your marketing and sales goals in mind. No overthinking or guessing. A tool that actually helps you write good content with your voice. 4. EGC should help the employee too. If your company is giving you time, tools, and permission to build your personal brand, take it. This is how you expand your opportunities, your voice, and your career. That benefits the company, but it also benefits you. Make EGC simple, supported, and enjoyable, and people will naturally show up. When you get that right, everyone wins 🙂

Founders not posting on LinkedIn are wasting their biggest potential. LinkedIn = clients + investors + talent. Three in one place. Stop building in secret - start posting what you're building today. Everyone in our team at Virio are posting on LinkedIn. We got: → 1M+ total impressions a week → 20+ customers → 200+ meetings booked with our ICP → 1000+ people wanting to join our team All from just LinkedIn Posts. Would you rather write "cringe" posts every day and get customers + make money, or stay unknown? I've spent the last 2 months obsessing over what makes LinkedIn content work. If you're starting to grow your brand on LinkedIn like I am, let's swap notes. Comment if you’re interested :)

Cursor jumped from $0 to $29.3B valuation in 3 years - and they’re *still growing*. The team? 250+ employees — 50 of which are former founders. 8 out of 9 Virio employees are former full-time founders.  Here’s why we *try* to only hire founders: When Emmett Chen-Ran and I first started building Virio, we always knew that the founder archetype was something that we wanted to build our team around. Most people think founders are risky: “They’re a flight risk, they’ll leave” or “They can’t take orders.” We’re betting on the opposite. And here’s why founders work: To put it simple, you need abnormal humans to create abnormal outcomes. Your company will ONLY become the sum of the people building it. All it takes is one person to make or break the company. The second you have one person that brings down the vibe, or rejects the values … it starts cascading to everyone in the organization. One seed of doubt makes everyone else doubt, quickly. This is why the founder archetype specifically works for us: Building a world-class product in the Bay Area is extremely chaotic. The direction changes constantly, teams move super quickly, and it pays to be calm and targeted under pressure. Also, I think founders are lowkey masochists. They’ve had the highest highs and the lowest of lows, and this is now their status quo. They need that whiplash, that feeling like your foot is in front of the train, in order to work hard and be motivated towards tasks. At Virio, we encourage people, as we want them to run wild. We don’t want to micromanage, and we are always looking for people who can just run the show the way they want. We're hiring. If you're an ex-founder hungry to work with real meaning, meaningful equity, real ownership and skin in the game … let's talk.

one of the best candidates I talked to so far was an ex-rapper, turned into a B2B content creator. it's crazy that a skill you think would never apply to your career ends up being the foundation of everything. he started writing lyrics at 16, now he's writing LinkedIn posts that get 6 million impressions. same core skill, completely different application your "random" background isn't random. that thing is probably your unfair advantage in your career. the rapper's rhythm became viral content frameworks. if you are a rapper, singer song writer, poet who can kill it with LinkedIn content, apply for our Content Engineer role at Virio. we're looking for killer writers. comment your random experience you have, we might need that skill for our team :)

I turned down an offer from one of SF's hottest startups. (if you guess the right one in the comments, I'll venmo you $50) My interviewer literally said joining their startup was holding a golden ticket - smart founders, clear path to IPO, big clients, all the right signals. Except the vibes were completely off. The interview? Founders didn't introduce themselves (I didn’t even know this random guy talking to me was the CEO). Didn't say hi. Just fired questions at me like I was interrupting their day. The technical portion started with "don't ask me questions." Glassdoor reviews confirmed what I felt. Then I work-trialed at Virio Day one, one of our founding members told the CEO they were exhausted and overloaded. What happened next told me everything: immediately Karishma Bali and Jeremy Ro jumped in asking how they could help. The fact that: 1. they could could be honest about struggling 2. people drop what they're doing to support you even when they're buried themselves was pretty insane to me. Startups are hard. I wanted to work with people who'd have my back when I'm struggling, not just when we're crushing it. People I'd actually choose to spend 12+ hours a day with. Turned down the shiny offer. Chose the people instead. Best decision I've made.

Just got off a call with a Series-B VP of Marketing that asked for our entire content playbook. We sent it to them for free, no strings attached. They thought I was insane. They were confused when I didn't gatekeep it behind a form or ask for anything in return, so they asked me directly: "Why would you just give this away? Aren’t you worried we will do it in-house?" Most companies in our space talk endlessly about what they can do for clients, but if you actually look at their own content, it's mediocre at best. They'll sell you on their “proprietary” framework for thought leadership, but their founder hasn't posted anything interesting in months. The disconnect is massive, and people can feel it. We made a decision early on that everything we create for ourselves has to be as good as what we’d create for our best clients, because our content isn’t just marketing … it’s our product demo. Every post I write was created using our internal software, and the strategies we share with our prospects and clients are the actual strategies we use ourselves. If someone can replicate what we do from reading a guide, they were never going to be a client anyway, and we’re absolutely okay with that. The people who hire us see our content and think "if they can do this for themselves, imagine what they'll do for us when they're focused entirely on our business." So we don't hide the playbook. We run it in public, we show our work, and we let the quality speak for itself. If you're selling content creation, your content should be exceptional.  If you're selling AI strategy, your AI should be visible in everything you do.  If you're selling growth tactics, your growth should be unavoidable.