Who is Jan Tegze?

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Jan Tegze: Reshaping Talent Conversations with Insight and Humor in HR

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Jan Tegze is a Czech talent acquisition expert and the author of Full Stack Recruiter, a widely referenced book among global HR professionals. His work focuses on rethinking recruitment logic—questioning outdated hiring filters, poor candidate communication, and employer bias. He is known for pushing back on overused job titles and performance frameworks that ignore human context. His voice is especially influential in European HR circles.

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On LinkedIn, Jan is recognized for blending data-backed insights with recruiting satire. He often uses memes, visuals, and direct quotes from job seekers to highlight the absurdities of modern hiring systems. His posts don’t shy away from critiquing lazy interview structures or impersonal rejection processes. This approach has helped him grow an audience of nearly 200K with consistent engagement from both recruiters and job seekers.

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He centers much of his content on challenging how employers treat “open to work” candidates and how automation has distanced recruiters from empathy. Rather than echoing leadership clichés, Jan creates posts that give voice to overlooked talent. He regularly shares candidate pain points, including ghosting, unfair screening, and hiring discrimination. His commentary is grounded in real conversations and practical recruiting experience—not theory.

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Jan’s position is further supported by his network and newsletter. He is regularly tagged by peers such as Hannah Morgan and Lou Adler and maintains active dialogue with platforms like LinkedIn Help. His Talent Spotlight newsletter reaches over 77K followers, offering long-form analysis on hiring norms. Jan’s work continues to shape recruitment practices across Europe through transparency, precision, and humor.

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An Influencer Active on Social Media

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Jan Tegze shares recruitment insights and hiring commentary with an engaged LinkedIn audience of nearly 200K, supported by a conversational tone and consistent daily publishing.

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Jan's Social Media Strategy Analysis

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LinkedIn: The Recruitment Feed That Blends Insight and Humor

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Jan Tegze uses LinkedIn as his main platform to address broken recruitment systems and elevate the candidate voice. With 193.3K followers and 32 posts per month, he maintains a sharp publishing rhythm—consistently posting at 2 AM EST. His content includes mock job ads, recruiter dialogues, and job-seeker frustrations framed with both empathy and satire. This balance allows him to be critical without alienating HR peers.

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His tone is direct but never dismissive. Jan frequently highlights contradictions in job descriptions, like requesting 10 years of experience for entry-level roles. He also critiques trends like automated rejections and vague feedback loops. These posts don’t just point out issues—they spark debate across HR and job-seeker communities, which often leads to hundreds of comments.

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He avoids long-form threads or video formats, opting instead for quick, readable insights with minimal visuals or branded formatting. When visuals appear, they are often memes, LinkedIn screenshots, or mock resume sections used to illustrate real problems. He is known for his consistency and for never diluting his message with irrelevant trends or promotional detours.

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Jan ranks #1 on LinkedIn in Czechia and the HR Industry category nationally, backed by an average of 78.8K views per post. His engagement rate (0.14%) may appear low, but his comment sections often feature hiring managers, HR leaders, and candidates engaging in transparent discussion. This layered audience makes his LinkedIn feed a trusted space for both education and advocacy.

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• Username: @jantegze
• Influence Score: 90.2/100
• Followers: 193.3K
• Activity: 32 posts/month
• Engagement Rate: 0.14%
• Growth: +3.42%
• Average Engagement: 274
• Posting Habits: Every day at 2 AM EST

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X (Twitter): Occasional Commentary with Limited Reach

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Jan Tegze uses X primarily to republish snippets of his LinkedIn content and maintain a public voice in broader conversations. With 4.8K followers and around 6.7 tweets per week, his presence is consistent but secondary to LinkedIn. He tweets at 1 AM EST and typically posts hiring commentary, meme references, or recruiter pain points in condensed form. Despite this effort, engagement averages only 2 interactions per tweet.

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Unlike LinkedIn, where Jan builds full posts with context, his tweets often rely on existing audience familiarity. He avoids lengthy threads or controversial takes, choosing instead to highlight brief workplace ironies or resume red flags. These posts are designed for recruiters already following him, not for mass discovery.

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His use of humor is present but more limited, as the platform’s format restricts the layered commentary he provides on LinkedIn. As a result, X serves as a brand anchor rather than a growth channel. While he does participate in retweeting others in HR circles, original dialogue and visibility remain low.

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Even with a 0.04% engagement rate and an average view count of just 114, Jan maintains activity to support omnichannel recognition. His voice remains aligned with his brand—critical of poor hiring habits and supportive of transparency in HR. However, his focus clearly remains elsewhere, and his X activity is best viewed as brand maintenance, not expansion.

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• Username: @jantegze
• Influence Score: 59.6/100
• Followers: 4.8K
• Activity: 6.7 tweets/week
• Engagement Rate: 0.04%
• Growth: +0.08%
• Average Engagement: 2
• Posting Habits: Every day at 1 AM EST

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Newsletter: Talent Spotlight

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Jan Tegze’s Talent Spotlight newsletter has grown to over 77.2K followers, making it one of the most influential HR newsletters on LinkedIn within Central Europe. It builds directly on his daily content, but offers deeper context and detailed stories from the front lines of recruitment. Rather than listing general tips, Jan often opens with a real situation—a candidate ghosted after five interviews or a recruiter ignoring internal referrals. These stories serve as entry points into structural flaws in hiring.

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What sets Jan’s newsletter apart is his willingness to include mistakes made by companies and recruiters without anonymizing every detail. He doesn’t theorize; he names broken processes and explains why they persist. He often shares recruiter scripts, candidate messaging templates, or onboarding workflows he’s seen succeed. The content is not aspirational—it’s field-tested, and that’s what keeps both HR professionals and job seekers subscribed.

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A recurring theme in Talent Spotlight is advocacy for those with career gaps, non-linear resumes, or unconventional experience. Jan pushes back on the industry's obsession with keyword filters and culture-fit clichés. He’s one of the few newsletter authors who directly calls out “lazy hiring” and backs his critiques with commentary from real hiring teams. This makes his voice both controversial and credible in HR circles.

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While many newsletters summarize market trends, Talent Spotlight is tightly focused on day-to-day hiring realities. Jan maintains the same sharp voice from his LinkedIn feed but expands it with clarity and balance. His posts challenge performance-only hiring logic and instead advocate for humanity in the process. This consistent editorial tone has turned the newsletter into a weekly reference point for recruiters and candidates who want actionable, bias-aware guidance.

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Jan Tegze's Social Media Influence Summary

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Jan Tegze holds a Favikon Influence Score of 8,214 points, with #1 rankings in both LinkedIn and HR Industry within Czechia. He also leads recruitment-related engagement across Europe and has strong visibility within the hiring tech space. These top placements affirm his position as one of the most recognizable HR creators in Central Europe. His growth is stable, and while his engagement rate is modest, the quality of interaction—recruiters, hiring managers, and job seekers alike—speaks to his thought leadership. He balances commentary and education, using consistency and trust to sustain audience loyalty.

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Learn more about the Favikon Methodology here

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Content Strategy: HR Reform Through Humor and Clarity

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Jan’s content strategy is built around three pillars: candidate empathy, recruiter education, and cultural critique. He writes for both recruiters and job seekers, using humor as a tool—not a gimmick—to deliver difficult truths. His tone is conversational but never careless, and his posts often use real-world screenshots or anonymous quotes to provoke reflection. He posts graphics, memes, and screenshots that demystify workplace power dynamics or highlight hidden inequalities in hiring. Jan is especially known for critiquing the misuse of job titles, arbitrary job descriptions, and rejection messaging. These examples make his content feel relevant and repeatable.

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Reachability and Partnerships

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Jan Tegze is highly reachable for HR tech platforms, recruiter tools, and education-focused initiatives seeking an audience of European hiring professionals. He frequently engages with brands like LinkedIn Help and Tricentis, and he hosts his own webinars on personal branding and hiring reform. With a posting frequency of 32 times per month and consistent tagging of peers like Lou Adler and Hannah Morgan, Jan supports thoughtful partnerships—not just one-off promotions. Campaigns perform best when tied to hiring tools or candidate advocacy.

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He is selective with collaborations, prioritizing those that align with his long-standing values of candidate fairness and recruitment transparency. Sponsored content that mimics job seeker pain points—such as ghosting automation or bias filtering—fits seamlessly into his tone. His average post view count of 78.8K and newsletter subscriber base of 77.2K allow brands to reach both active recruiters and job seekers. Jan favors resource-based partnerships over ad-style posts, making him a strong partner for solution-driven campaigns.

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Conclusion: Leading Talent Conversations with Humor and Impact

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Jan Tegze has built one of LinkedIn’s most respected HR voices by combining industry insight with a human-centered message. Through clear writing, relatable posts, and consistent community dialogue, he empowers job seekers and holds recruiters to higher standards. Whether through his Talent Spotlight newsletter or daily commentary, Jan proves that empathy and humor are powerful tools for changing how hiring works.

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