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Non-profit and for profit executive and career coach with an outstanding track record of…
Articles by Joni
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Attracting Talent in a Candidate-Driven Recruiting Market
Attracting Talent in a Candidate-Driven Recruiting Market
It’s a great time to be looking for work. With the unemployment rate at a historic low, employers are working extra…
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Interning Abroad Could Broaden Your Horizons
Interning Abroad Could Broaden Your Horizons
Internships are an invaluable way to gain real-life workplace experience, and increasingly, that’s what employers are…
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An Encore Career: Finding Meaningful Work after Retirement
An Encore Career: Finding Meaningful Work after Retirement
Until recently, most people have associated the end of a successful career with the beginning of retirement. However…
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How JVS Career Services helped an Israeli transplant find the perfect mix of career and passion
How JVS Career Services helped an Israeli transplant find the perfect mix of career and passion
“When I told David there might be an IT opportunity in farming, I thought he was going to fall off his chair,” said JVS…
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Wise Temple Partners with JVS Career Services: Ups Talent Game, Lets Staff Focus on Big Picture
Wise Temple Partners with JVS Career Services: Ups Talent Game, Lets Staff Focus on Big Picture
“We had ample reason to trust, from the quality resumes we got, that JVS Career Services worked well on our behalf. It…
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Why Everyone Needs a Career Coach
Why Everyone Needs a Career Coach
By Joni Burton, CEO, JVS Career Services In the past, most career coaching was a remedial effort aimed at poor…
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Part of the family: JVS Career Services’ recruiting helps Viking Partners reach new heights
Part of the family: JVS Career Services’ recruiting helps Viking Partners reach new heights
“We try to run the business like a family,” says Bret Caller, CEO of Viking Partners, a Cincinnati commercial real…
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Why Am I Not Getting Promoted?
Why Am I Not Getting Promoted?
By Joni Burton, CEO, JVS Career Services Have you ever wondered why some people move up in their careers, getting one…
186 Comments -
Hiring Financial Services Representatives
Hiring Financial Services Representatives
JVS Career Services is partnering with MassMutual – The Innova Financial Group to help them hire Financial Services…
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Activity
3K followers
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Joni Burton shared thisLove this!Joni Burton shared thisThis dad turned heartbreak into hope ❤️ When his autistic son faced relentless bullying on Minecraft servers, Stuart Duncan built Autcraft, a safe, moderated world just for autistic players. Started in 2013 with a handful... now over 18,000 strong and still growing! Proof that one father's love can create a legacy of acceptance, friendship, and endless builds.
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Joni Burton shared thisSo true!
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Joni Burton posted thisI've been blessed with a remarkable career, spanning 40 years in technology, owning my own company, and recently leading a nonprofit. I am now transitioning to a new chapter in my life. My retirement plans have accelerated, we're putting our house on the market and moving to beautiful Sarasota/Bradenton, Florida. After a well-deserved break, I may return to consulting part-time, using my expertise to uplift organizations and make a lasting impact. Thank you to all of you who have helped me along the way.
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Joni Burton reposted thisJoni Burton reposted thisWe’re Hiring at Smart Data! 🚀 Join our innovative team and work on cutting-edge projects in a dynamic, growth-focused environment. We are currently seeking talented professionals for the following positions: 🔧 Embedded Engineer: ✔ Programming in C/C++ for embedded hardware, particularly STM32 or similar platforms. ✔ Experience with embedded communication protocols (e.g., UART, I2C, RS-485, SPI). ✔ Expertise in BLDC motor control or similar technologies. 💻 Data Engineer (Snowflake): ✔ Proficient in AWS cloud services. ✔ Experience with Snowflake and data warehousing. ✔ Familiarity with Data Vault is a plus. ✔ Comfortable working in both Linux and Windows environments. ✔ Experience in web service application development. Ready to take the next step in your career? Apply now and become a part of our talented team. 📩 Visit https://lnkd.in/dvNnxQA or send your resume to recruiting@smartdata.net. #Hiring #DataEngineer #EmbeddedEngineer #TechJobs #JoinOurTeam #Snowflake #AWS #EmbeddedSystems #CProgramming
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Joni Burton shared thisDo you know anyone for this position?Joni Burton shared thisHey network! I’m looking for a Snr Program Manager who is seeking to grow their career and make their mark at Cincinnati’s #1 Privately owned company. TQL is undertaking a full modernization of its core business applications and is updating its ways of working to fully exploit the capabilities of a new core business platform and web-based technologies. We are looking for an individual with the chops to manage and drive delivery of a large, cross-functional body of work and to reliably integrate and deploy work products into a dynamic and demanding sales environment. My unicorn candidate will be able to show experience in: · Successfully driving or leading complex workstreams within a highly impactful, transformational program. · Agile and product led software development methods, ideally in a Microsoft environment. · Structuring, coordinating and managing work across 6 active workstreams and up to 15 agile development teams. · Able to effectively communicate and influence at all levels of the organization. The nature of this work requires someone willing to be onsite and fully engaged with the program teams for the majority of their time. Home base will be at TQL’s Cincinnati’s Ivy point HQ. If you, or anyone you know, find this role appealing and would like to know more, please reach out to me.
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Joni Burton shared this👍Joni Burton shared thisHarsh truth: Confident isn't always competent. We often pay more attention to the most confident leaders. But don't always check to see if what they're saying "makes sense". Their certainty of where to go attracts people to them. This works well... Except when they don't realize the direction points to going off a cliff. That's how herd mentality happens. Contrast this with thoughtful leaders. On the outside, it looks like nothing's happening. On the inside, deep thinking to absorb all the info: Instead of "It'll succeed for sure", 🧠They're thinking of potential risks and scenarios. Instead of "I have the answer" 🧠They're asking questions and thinking outside the box. Instead of "My way's best", 🧠They're taking in different views to compare options. When they finally speak, you can be sure that it'll be something useful... Considered from various angles, to ensure that they maximize the probability of success. So if you're a quiet leader, celebrate your ability to think deeply. Use it to your advantage and be known for having high quality thoughts. P.S. Agree? ♻️Please repost to help other deep thinkers Follow Angela Lin, CPA for more posts like this Image Credit: Adam Grant
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Joni Burton reposted thisJoni Burton reposted thisJob opportunity alert! Wexner Heritage Village in Columbus OH, is looking for a driven individual to join their team as the Director of Development. This role is perfect for someone eager to advance their development skills and make a significant impact in the community!. #DevelopmentDirector #CareerOpportunity #Columbus #JoinOurTeam #WexnerHeritageVillage
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Joni Burton liked thisJoni Burton liked this✨Mazel Tov to NATA Board Member, Brian Rissinger! We are so proud to celebrate Brian as he is honored by Reform Congregation Keneseth Israel (KI) for 20 years of incredible leadership as their Executive Director. A true pillar of the Philadelphia Jewish community, Brian has spent decades dedicated to tikkun olam, previously serving Federation Early Learning Services and Main Line Reform Temple before joining KI in 2006. While Brian is recognized nationally as a leader in temple administration, he remains known locally for his humility and his constant drive to strengthen the organizations around him. As KI President Andrew Altman noted, this celebration isn’t just about a milestone year—it’s about two decades of innovation, inspiration, and friendship. Please join us in wishing Brian a huge congratulations on this well-deserved honor!✨ View the full article at the Philadelphia Jewish Exponent here: https://lnkd.in/g9mUQAp3
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Joni Burton liked thisJoni Burton liked thisAt GCF, we’re always learning and deepening connections. Leah Bobbey, CAP®, CFRE, Director of Professional Advisor Relations, and Vallie Freeman, Associate Director of Development, represented our team this week at the Advancement Network Inc. (AdNet) Conference in Phoenix, which brought together community foundation professionals in fund development, philanthropic advising, donor services, and communications. They also had the opportunity to hear from inspiring speakers like Russell James, J.D., Ph.D., CFP®, whose insights sparked great conversations about the future of philanthropy and community impact.
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Joni Burton liked thisThe best Rabbi there is…Joni Burton liked thisRabbi Adam Watstein of B'nai Aviv Synagogue - The Conservative Synagogue of Southwest Broward quotes George Orwell, reminding us that for 3,300 years Pesach has been our refusal to relinquish authorship of the Jewish story. May we use the Hagaddah as a sacred mirror so that we don’t just remember, but relive — בכל דור ודור חייב אדם לראות את עצמו כאילו הוא יצא ממצרים. We will taste the bitterness, but also summon the grit to leave Mitzrayim again, basking in the hope of redemption and carrying our unfinished story forward proudly and unambiguously. Am Yisrael Chai 💙
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Joni Burton reacted on thisJoni Burton reacted on thisI own a software company that implements Salesforce for associations and non-profits — but if I’m honest, what I really do is organizational development and change management. Yes, we implement salesforce ... But the real work is: >> Convincing people to abandon unnecessary business processes. >> Helping teams build trust — usually among the client’s own teams. >> Creating clarity where ambiguity has quietly become culture. Since I’ve never had a boss of my own (since I was a teenager), I’ve been fortunate to mostly avoid office politics firsthand. From the outside, they’re fascinating. From the inside? Horrifying. This week I went on-site with a bright, creative, motivated group of about 50 people — all doing meaningful work for their members. They care. They’re smart. They’re committed. But wow. The. Politics. The. Dynamics. The. Personalities. None of it malicious. All of it human. Competing priorities. Old wounds. Unclear authority. Informal power structures. Fear of losing control. Protectiveness over “how we’ve always done it.” Where there are people, there are politics. But when politics become louder than purpose, they quietly drain energy from what actually matters: serving members, advancing mission, creating impact. Most teams don’t need better software. They need clearer decision rights. Defined accountability. Shared language. Psychological safety. And the courage to let go of processes that exist mostly to protect turf. Salesforce doesn’t fix politics. But the process of implementing it often exposes them. And if you’re willing to lean into that exposure — to name what’s actually happening — technology can become a catalyst for healthier teams and a reason to come closer together. That’s the real work. And honestly, it’s the part I love most. #OrganizationalDevelopment #ChangeManagement #NonprofitLeadership #AssociationManagement #Salesforce #TeamDynamics #Leadership #DigitalTransformation #MissionDriven #OrganizationalHealth
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Joni Burton reacted on thisJoni Burton reacted on thisI just passed 32 years of sobriety this year, as I had my last drink on February 24th, 1994. I wrote a blog about my story if you are interested: https://lnkd.in/eUe9RZy7 As I was reflecting on this anniversary, I texted my family, and I was congratulated on my accomplishment. “Wow!!! Amazing!!! So proud of you!” My son-in-law reacted, “As old as me." This had me reflect on the duration and the importance of the milestone. I wasn’t going to acknowledge it at first. I wasn’t going to say anything about the anniversary, and planned to just keep it to myself. But I am glad I did send that text. I then shared with my family that becoming sober was a good decision for me, and probably a great decision for all of them, too. I went on to say, “I was a little angry" back then. My daughter Morgan will turn 30 this summer, and my daughter Hannah is 27. Part of my decision to stop drinking was based on the fact that I wanted to have kids, and I never wanted to be hungover for my kids. I wanted to be present and available. I still do. Worse yet, alcohol allowed me an outlet for many of my feelings, but especially my anger. I remember how fun my dad used to be when he was drinking, and all the laughs. But I try to forget about him vomiting in the toilet when his father died, crying about how he never felt loved. So yes, sometimes I was maybe more open and more loving, and maybe more fun when I was drinking. Yet other times, I was more aggressive, angrier, and an asshole. No one held me accountable, and everyone just laughed and gave me a pass because I was drunk. I did not know how to deal with my anger or what to do with it and my other feelings at the time. Put them away, don’t talk about them, be tough, be a man, be stoic, ... By quitting drinking, I became a better husband, a better friend, a better man, and eventually, a better father. I had to learn that fear could be my friend, that hurt and sadness are OK, and that I could use my anger intentionally to get what I wanted. I did not have to prove myself all the time, be right all the time, win all the time, compete all the time. Don’t get me wrong, I love to compete. But my whole being and sense of value and worth are not dependent on winning at pool or darts. I made a choice to be more fun, and to have more fun, and not to have fun and happiness be dependent on alcohol. It took some time, and it took me being aware of my fear, my hurt, and my anger. It has been a journey, one which I am blessed to be on, and I am grateful to have my loving family and friends along to support me. I know more people are "sober curious" these days, so please feel free to reach out if you have any questions I can help answer.
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Joni Burton liked thisJoni Burton liked thisLate afternoon travel across time zones can create stress knowing that when you land there is another drive ahead of you. You get the obligatory pretzels and water, open the laptop, put the headphones in, and off you go. Occasionally, the person next to me engages in a conversation, which in this case turned the arduous journey into a joy-filled experience. On my flight from Phoenix this week, Natali Houston provided that much needed break and once again confirmed that the power of Dialogue Miles™ makes a difference. We covered a lot of ground, literally... - Our early years help form us – Natali shared her early years story as a child in the Dominican Republic. One symbolic story was trading bottles for pesos. The money she earned from trading bottles was usually used to buy candy, but that day her family did not have any money for food. She doesn't know if it was divine intervention, but as soon as she saw the 50-peso bill, she ran home as fast as she could and gave the money to her mother so she could buy a meal for the family. The amount surprised her, as she had expected to receive only 5 pesos. - Being a proud parent –We talked about her 18-month-old and my 30-year-olds. The time was different, but the love of family was mutual. - Finding our passion is sometimes a calling – Our lives are filled with unique moments that form a picture and often a message about where we can help the world. Hers is the Dominican and mine is Dialogue Miles. - Listening with patience – I was doing some work when Natali and I began talking. I took the first earpiece out and listened. A few minutes later they both came out as I realized this was a one moment in time opportunity. - Why we share – Natali mentioned that she doesn't often share her story yet in this case she chose to express herself. I was really impacted by her honesty, humbleness and genuine caring. She inspired me to share some of my history too! Unexpectedly therapeutic and joyful! Our final conversation was around Bad Bunny’s performance at the Superbowl. Natali shared how Bad Bunny’s performance felt like a reflection of her community— a set that connected with her early years, beautiful music and dancing, pride in a community often under-represented and belonging. Meeting Natali, confirmed for me that Dialogue Miles™ allows me to move toward someone else’s lived joy where we often discover that we have so much in common.
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Joni Burton reacted on thisJoni Burton reacted on thisHow do you measure whether people actually belong? That question brought me to the Executive MBA program at Quantic School of Business and Technology. I've spent my career in marketing and communications—from media and entertainment to healthcare to more than a decade leading brand strategy, crisis communications, and fundraising in the Jewish communal sector. I know how to position brands, lead teams through complexity, and build campaigns that move people. But the signals underneath—trust, belonging, whether someone feels seen enough to stay—went unmeasured everywhere I looked. I needed different tools. I completed this degree during one of the most demanding seasons in Jewish communal life. I was leading my marketing team through restructuring while the communications work—crisis response, antisemitism, trust—became more urgent than ever. Some weeks the EMBA was the hardest thing on my plate. Most weeks it wasn't. Two things came out of it. Praxen—an AI coaching platform for frontline nurse leaders, built with five people I'd work with again tomorrow: Ivan Brankovic, Barbara Gillinder, EMBA, BSN, RN, LHRM, CPHQ, Christoph Kieslich, Kendra Leone, and Randolph Perkins-Smart. We took a real clinical problem—communication breakdowns in daily huddles that quietly drive nurse turnover—and built a business plan, a product strategy, and a pitch from scratch. What a nurse in patient safety and a communications strategist could build together turned out to be more than either of us expected. Semora Commons—born from independent research on antisemitism and narrative change, now a framework for measuring belonging and trust in communities. The core conviction: language is infrastructure. Communication is the intervention. Belonging is the social capital that holds everything together. I didn't go back to school for the credential. I went because the problems I care most about—how communities hold together, how people hear each other across difference, how trust erodes invisibly until it's too late—required me to think differently about what I build and how. Today I graduated.
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Joni Burton liked thisJoni Burton liked thisSeems logical to me. 😄 #opentowork Make sure to: ⮑ Click the bell on my profile to be notified when I post content. ⮑ Follow me, engage, and connect with other people. ⮑ Support job seekers with their career search. ⮑ Repost this to share with your network. ⮑ Send me an invitation to connect.
Experience
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Self-employed
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Education
Volunteer Experience
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Scholarship Committee
Community Foundation of Sarasota County
- Present 3 months
Economic Empowerment
Review post-high school scholarship applications as they pursue their educational and career goals. This role allows me to contribute to a process that recognizes not only academic achievement, but also resilience, character, and potential.
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Board Member
Jewish Federation of Cincinnati Shared Business Services
- 3 years 9 months
Social Services
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Michael Troyer
Is your business struggling with the skills gap? Our new guide, "Bridging the Skills Gap: Creative Hiring Solutions," reveals how staffing agencies can help. Discover new ways to address the mismatch between skills and market demands. Download our guide to learn more! https://bit.ly/45M0FNE
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Christy Bray, MHA, CPRP-DEI
In talking with recruitment teams about what’s working and what’s not in job postings, the problem usually isn’t the opportunity. It’s that candidates never find it. The candidate search looks different today: using specialty + location queries, filtering by schedule and lifestyle, browsing on mobile, and increasingly asking AI tools to help compare opportunities. In our upcoming webinar, “Is Your Job Post Working? Writing & Optimizing Listings for Visibility,” I’ll be joined by Marjorie Alexander, MBA of Inkwise Consulting, LLC, to share practical ways to improve how your opportunities show up and stand out from how candidates search for jobs, to simple ways to improve visibility and engagement. If you’re responsible for candidate sourcing, recruitment, or marketing, I think you’ll find this PracticeLink webinar helpful. 📅 Wednesday, March 18th ⏰ 1pm ET 👉🏻 https://lnkd.in/gcG5E9jQ #RecruitHireHeal
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Doug Rich
Kforce’s managed service model recently transformed compliance engineering for a global tech leader. Through automation, workflow optimization and a hybrid onshore/offshore model, we helped the client achieve 24/7 coverage and consistent audit readiness. Discover how this approach produced $700,000 in annual savings and 100% compliance: https://kfrc.co/43Papp2
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Chris Scowden
Staffing leaders are moving fast on AI and automation. But here’s the question I’m asking in boardrooms: Is your tech stack compliant or just convenient? Every new integration moves data. Every AI tool makes decisions. Every workflow shift changes accountability. Speed is exciting, but governance is essential. The firms that get this right will not only scale faster, they will protect the trust that built their business. I am sharing some practical thoughts on staffing tech compliance in the comments It is a conversation more CEOs and staffing leaders need to be having! #StaffingLeadership #AIInStaffing #Compliance #OperationalExcellence #NewburyPartners
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Mark Staudohar
With the US government’s shutdown cutting access to labor market information, staffing software provider Bullhorn has offered data from its SIA | Bullhorn Staffing Indicator to the Federal Reserve. “By connecting millions of temporary and contract workers with businesses, the staffing industry has long served as a leading economic indicator,” Bullhorn founder and CEO Art Papas said in a press release.
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Jay Mattern, CSP, CPC, CTS
The most dangerous question for staffing firms in 2026: “How much can we grow?” The better question is harder, and more honest: "Where can we grow profitably, predictably, and sustainably?" This is where firms get tripped up: - Chasing volume that erodes margin - Saying yes to high-chaos, low-trust accounts - Confusing activity with progress Growth that looks good on paper but drains focus isn’t growth. It’s noise. In selective growth environments, clarity beats speed. And restraint becomes a competitive advantage.
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David Schek
Weekly inspiration for the staffing industry ISSUE #108 | November 8, 2025 New this Week: • Major staffing website fails • What's NEW at Haley Marketing • Special offer on lead gen solutions • Automated skill marketing (product demo) • Turn website clicks into clients (webinar) • Don't miss a SMART IDEA SMART IDEAS #108: Major staffing website fails David Searns | Co-CEO Have you looked at your website lately? I mean, really looked? Because if you haven’t, your prospects definitely have. And what they’re seeing might be turning them off before you even get a chance to talk. I just listened to the latest episode of our Insights Podcast. While I don’t usually repeat podcast content in SMART IDEAS Weekly, this one hit hard. The patterns our team uncovered were so universal, and the fixes so actionable, I knew I had to bring it here too. So, what’s the topic? The top 8 staffing website fails. Specifically, the mistakes we keep seeing—over and over—on staffing websites. In the past month, we audited 50+ sites, and guess what? Most have the same eight problems. These aren’t just cosmetic. They’re killing traffic, eroding trust, and costing you leads. Let’s fix that. Problem 1: Dated or misaligned content The problem: Your site reflects who you used to be, not who you are now. Homepages pushing dead verticals Messaging that no longer matches your brand Pages untouched since 2017 Content that confuses Google and your clients Quick Fixes: Do a deep dive on your messaging...does it still fit? Prune irrelevant service pages Refresh your homepage hero Add “Last updated” dates and new headlines to key pages 💡 Pro Move: Create a 1-page Positioning Manifesto that shows your value to your ICP…and then align all site copy (and images) to it. Seth Godin nailed it: "People like us buy things like this." Metric to Watch: % of pages updated in last 180 days BONUS RESOURCE: Staffing Website Strategy Guide – A deeper dive on aligning your site with modern staffing strategy. Problem 2: No clear path for your ICP The problem: Your homepage talks to everyone (which means it talks to no one). Quick Fixes: Add a hero split: "Hire Talent" vs. "Find Jobs" Include primary and secondary CTAs for employers and job seekers Build click paths tailored to each audience 💡 Pro Move: Design multiple variations of your home page (one (or more) for clients and one for candidates) and then swap out the home page content as market conditions change. Metric to Watch: Click-through rate from homepage to conversion pages. Problem 3: Lack of services pages The problem: One-line blurbs don’t rank. Neither do pages that try to describe everything you do in one pass. And they definitely don’t convert. Quick Fixes: Create a detailed page per service line Add FAQs pulled from real search data (answer the questions people are asking) 💡 Pro Move: Include "Who we’re best for / not for" on each page Metric to Watch: Top-10 rankings for service + city
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Aaron Silver
Is your business struggling with the skills gap? Our new guide, "Bridging the Skills Gap: Creative Hiring Solutions," reveals how staffing agencies can help. Discover new ways to address the mismatch between skills and market demands. Download our guide to learn more! https://bit.ly/3Jeh84h
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Josh N.
📊 Breaking Down MSP/VMS Program Structures: A Suppliers Perspective on What We Really See and Feel About Common Program Structures Currently, we’ve partnered across multiple enterprise contingent workforce programs and have seen five common program structures shape how suppliers perform. Each brings clear benefits—but also challenges that directly impact speed-to-fill, candidate quality, and overall partnership. Here’s some pros and cons I’ve seen first hand from each: 🔹 1. Vendor-Neutral • Pro: Creates a level playing field where all suppliers compete on speed, compliance, and quality. Provides a competitive environment to provide quality talent. • Con: Can become very transactional—51% of suppliers in SIA’s survey cited “lack of feedback/context” as the biggest pain point in vendor-neutral setups. Without feedback it can be hard to make improvements to talent quality. 🔹 2. No Hiring Manager Contact • Pro: Protects hiring manager bandwidth and enforces consistent processes; ensures suppliers funnel everything through the MSP or Internally Managed Team. • Con: Cuts off valuable feedback loops. In fact, LinkedIn data shows candidates are 38% more likely to drop out when communication lacks context about the company or leadership they’re being hired by. 🔹 3. Master Vendor / Vendor-Exclusive • Pro: Centralized communication, faster decisions, and deep program knowledge. Less mess when it comes to contacting and working with supplier base. • Con: Over-reliance on one partner can limit competition, and create unhealthy reliance on a partner that may not be meeting all your labor needs. SIA notes 71% of enterprises worry about cost inflation in exclusive setups. 🔹 4. Hybrid / Tiered Supplier Model • Pro: Balances competition—core tier suppliers drive consistency, compliance, and proven results, while Tier 2 and beyond provide flexibility and niche skill coverage when Tier 1 suppliers aren’t as effective. • Con: Tier 2+ suppliers often feel disadvantaged; without proper calibration and consistent requisition flow, the majority of reqs can skew heavily toward Tier 1. This can create disengagement, where lower-tier suppliers stop investing resources because they see limited to zero ROI in program participation. 🔹 5. Direct Sourcing / Talent Pools • Pro: 74% of enterprises now view direct sourcing as a key strategy to cut cost-per-hire and reduce time-to-fill. Alumni and silver-medalist talent pools are game changers. • Con: Requires significant investment in employer brand + tech, and traditional suppliers are still critical for niche roles or functioning as an EOR/Payrolling partner in the backend. ✨ From the supplier side, not one of these models is “perfect.” The strongest programs are those that balance compliance, speed, and quality, while treating suppliers as partners with a win-win relationship—not just vendors that eat what they can catch. #ContingentWorkforce #MSP #VMS #StaffingSupplierPerspective #WorkforceSolutions
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