Camille Fetter
Founder, Talentfoot
Talentfoot
Impact
Monthly LinkedIn performance for Camille Fetter. A record of what was published, who saw it, and which formats earned attention from senior hiring decision makers.
Reporting period: 23 July – 31 August 2026 (40 days)
At a glance
Out of network, and it's working.
Seventy-three percent of impressions landed with people who do not already follow Camille, which is the number that decides whether a personal channel is compounding or just circulating.
75,724 members saw the content, most of them from outside the existing network.
Followers
26,257
Total profile followers at the close of the period
- Gained in period
- 765
Impressions
148,677
Times content was served across the period
- Members reached
- 75,724
- Out-of-network
- 73%
- In-network
- 27%
Engagement rate
1.95%
Engagements divided by impressions, times 100
- Total engagements
- 2,901
- Reactions
- 2,416
- Comments
- 364
- Saves
- 36
- Reposts
- 5
- Sends on LinkedIn
- 4
- Link engagements
- 76
765
new followers gained across the 40-day window
Growth came without paid support, off the back of organic distribution alone.
Engagement breakdown
2,901 engagements, linear scale. Hover a bar for the exact count.
Link engagements come via the custom profile button.
This is the first reporting period, so there is nothing to compare against yet. Month-on-month change is tracked from the next report onward.
What's working
Personal stories are carrying the reach.
Comment velocity, not reaction count, is the lever here.
+48%
relative lift in engagement rate this period
Engagement rate rose from 1.32% before Ingrained to 1.95% this period, a 48% relative increase, a shift across everything published, not one post.
87
comments on the Fred post, one per five reactions
Comment-led personal storytelling is proving repeatable, not a one-off. The Fred post pulled 87 comments on 434 reactions, echoed by the founding-story post earlier in the period.
25,257
impressions on Remote August, from the Hiring Operator pillar
The same lift shows up outside personal storytelling too. “Remote August” is the period's strongest Hiring Operator post, proof the pattern isn't confined to one pillar.
Top posts
Sort by any column. Select a post to read it in full.
The founding story: what it actually took to build Talentfoot, told without the polish. The most-served post of the period by a wide margin, and the strongest engagement total.
A personal post about the family dog going missing. Lowest impression count of the top three, highest comment count, and the clearest example of comment velocity pushing content past the existing network.
A hiring take tied to a specific calendar moment rather than general advice. The strongest strategic post of the period, and the template for talent commentary going forward.
Peer benchmark
Room to grow against the founders in the same lane.
Lee McCabe is the closest thing to a credible voice already holding this category, and he has the practitioner credibility without the founder story, the book or the full operator voice, the four traits only Camille combines. Measured against him and three US executive search founders who have been publishing for years, the audience gap is real and the publishing rhythm is already ahead.
Camille posts more often than every peer in the set.
Followers
Camille Fetter
Talentfoot
Followers
26,257Posting cadence
~2 posts per weekLee McCabe
Claymore Partners
Source: June 2026 strategy deck
Followers
~55,000Posting cadence
Not trackedAmy Volas
Avenue Talent Partners
Followers
93,180Posting cadence
~1 post per weekSteve Cadigan
Cadigan Talent Ventures
Followers
34,103Posting cadence
~2 posts per weekTom Gimbel
LaSalle Network
Followers
21,875Posting cadence
~1–2 posts per weekLee McCabe figure per June 2026 strategy deck; other peers pulled live in August 2026. Cadence is not tracked for McCabe, so he sits out of the posting-cadence view.
Audience
Senior, urban, and advertising-heavy.
Reach only matters if the right people are in it. Over half of this audience sits at decision-maker level, concentrated in Chicago and New York.
54% at CXO, Director, VP, Partner or Owner seniority.
- Senior25%
- CXO16%
- Director15%
- VP11%
- Entry10%
- Partner6%
- Owner6%
- Manager4%
54%
of the audience sits at decision-maker seniority
CXO, Director, VP, Partner and Owner combined. This is the half of the audience that can sign off on a search.
Audience quality decides whether the reach is worth anything. These are the seniority, title, location and industry profiles behind the impressions.
Audience match
The audience the strategy called for is the audience that showed up.
The June 2026 strategy defined the target by function (CEOs, founders, boards, PE and VC partners, C-suite), by industry (health tech, financial services, SaaS, industrials) and by geography, with Chicago named first. August's actual audience lines up against that definition closely enough that the targeting looks deliberate rather than incidental.
Chicago first, decision-makers over half, founders and CEOs at the top of the title list.
22%
Greater Chicago Area is the #1 location
The exact market the June 2026 strategy named first, ahead of LA, Atlanta, Minneapolis, Dallas and Austin.
54%
of the audience sits at CXO, Director, VP, Partner or Owner level
The hiring authority the strategy defines as the whole point of the campaign, rather than an audience of peers or job seekers.
7% / 4%
Founder and Chief Executive Officer are the top two job titles
The exact decision-makers the strategy targets, sitting at the top of the title distribution rather than buried in the tail.
The deck set out quality of audience over headline count as the measure that matters. On the first month of data, the targeting is tracking, not just the volume.
Outreach tracker · snapshot as of 2 September 2026
Outreach
Relationships reopening, one reply at a time.
A cold relationship with real delivery history behind it is worth more than a brand-new one. This phase of outreach reopened conversations with senior contacts at companies Talentfoot has already placed into, some recently, some years dormant. A reply from a CEO or COO at one of these accounts is a warmer, higher-value signal than any single LinkedIn metric, because the relationship and the track record already exist.
Sourced from the outreach tracker, not LinkedIn analytics.
206
decision-makers targeted this phase
47
connection requests accepted
7
direct replies from C-suite contacts
Case study
Crown Castle: five placements, one dormant relationship, two replies.
Crown Castle's most recent placement was in 2022: five searches delivered over the years, no live relationship since. Outreach this phase reached both the CEO and the COO. Both replied. Two of the coldest, most senior contacts in the entire outreach list are now back in conversation.
CEO · COO · CRO/VP Sales · CMO · CFO — five different C-suite functions replied across six companies this phase.
Why this compounds from here.
Most of the pipeline hasn't had time to convert yet.
119 of the 206 targets, over half, are still pending a first response. Replies accumulate over weeks, not days; the 7 replies so far come from a pool that's still mostly waiting to be heard from.
Every accepted connection is a standing asset, not a one-off.
The 21 contacts who've accepted but haven't replied yet are warm: connected, visible, and now positioned to see every future post in-feed. They don't need a second outreach message to start compounding; they convert into audience the moment they accept, feeding directly into the in-network reach this report already tracks elsewhere.
Reactivation compounds relationships, not just reach.
The deck's own logic (Track 2) treats a dormant contact re-opening as more valuable than a new cold one, because the delivery history already exists. Crown Castle's two replies aren't two new leads, they're a five-placement relationship reopening. Each successful reactivation this phase becomes a reference point for the next.
The strategy sets an objective of 50 to 100 mandates inside the first-connection network in 2026. This outreach phase is the mechanism feeding that number, running in parallel with the content strategy above.
On our side
What we're working on, to make this run even faster.
The content and outreach engines are running. The remaining friction sits in how quickly work moves between us, and that is ours to solve.
This is Ingrained tightening its own side of the working process, not feedback on yours. Three things we're refining as the campaign scales.
A tighter approvals rhythm
Using the color-coded approval stages already set out in the working process, so drafts move through review faster without adding steps.
Taking more of the day-to-day posting off your plate
Freeing up time on your side once content is approved, so the publishing rhythm doesn't depend on your calendar.
Earning trust on smaller wording calls
So minor phrasing changes don't hold up time-sensitive reactive posts, particularly in the fast-turn Teams lane already set up for market-moment content.
In short
What we are doing, why it works, and what next month adds.
What we are doing
Publishing consistently from Camille's own profile across the themes the audience is responding to, with personal narrative and moment-anchored talent commentary carrying the reach.
Why it works
Personal posts earn comment velocity well above the LinkedIn norm, and that comment activity is the signal pushing content past the existing network into out-of-network reach.
What next month adds
Delta arrows switch on across every headline stat once September closes, so month two shows movement instead of baselines. The peer benchmark refreshes with the same three founders so growth is tracked like-for-like.
Prepared for Camille Fetter, Founder, Talentfoot · 23 July – 31 August 2026