Performance marketers, our ICP, are on LinkedIn daily. It's where they stay sharp, form opinions, and discover tools. This is a POV on how we show up there in a way that compounds over time.
Performance marketers use LinkedIn to stay sharp: new trends, peer content, industry takes. It's where they form opinions about platforms and tools. Including ours.
LinkedIn's algorithm surfaces content that people in your network have engaged with — meaning a single like can push a post into hundreds of feeds beyond the original poster's audience. The more people who engage with MNTN-adjacent content, the wider our reach grows, automatically and organically.
Building the MNTN company page following isn't just about vanity metrics. Every follower we earn means every engagement from MNTN — a like, a comment, a repost — radiates further. A bigger following makes the whole program work harder.
Strong personal brands from our exec team make MNTN feel credible and human. People follow interesting voices, and then they find the company behind them.
Three focused bets that build on each other. Each one creates reach. Together, they compound.
Build MNTN's company page and exec voices into a unified presence.
A curated, always-on library of ready-to-post content.
Turn every MNTN employee into a reach multiplier.
When an exec likes or posts something, it surfaces in their entire network's feed. When MNTN then engages, it hits all our company followers too. Their audience and MNTN's audience grow together.
We build and maintain a feed of curated content organized by topic. Employees pick what fits their voice, post it, earn carrots. MNTN likes the post — reach grows.
Content organized so people can post authentically — picking topics that genuinely match their role or interests.
Redeemable through Assembly — our internal rewards platform. Carrot values may go up or down as the program evolves.
LinkedIn's algorithm now prioritizes personal profiles over company pages. That's actually in our favor — if we build the program right.
We're not proposing a full program overhaul out of the gate. Just a tight 90-day pilot: build the foundation, run the program, and report back honestly on what we see.
| Phase | Timeline | Focus | What we're watching for |
|---|---|---|---|
| Phase 1 | Weeks 1–4 | Build the content library, brief the exec team, establish a company page cadence (3x/week). Soft launch to a small group of volunteer employees. | Content feed live, execs briefed, 10+ employees opted in |
| Phase 2 | Weeks 5–8 | Open the program company-wide. Activate carrot incentives through Assembly. MNTN begins liking employee posts within 24 hours of publish. | Participation rate, week-over-week follower growth, post impressions |
| Phase 3 | Weeks 9–12 | Review data, double down on what's working, pull together learnings. Present a full read-out to leadership with a go/no-go on a broader program. | Clear follower growth trend, impression lift, employee sentiment on the program |