Tom Hunt — Member of Technical Staff at Fame
Member of Technical Staff at Fame
Tom Hunt ranks #106 of 18,566 LinkedIn creators in Growth Marketing, and is a standout voice in United Kingdom. They have 220.8K followers and published 10 posts in the last 60 days at a 0.4% average engagement rate.
- 220.8K followers
- 10 posts / 60d
- 0.4% avg engagement
- 172 follower growth / 30d
The roast
Tom Hunt spent a decade failing at 17 businesses only to settle on starting podcasts for companies that don’t have anything to say. He’s the only CEO who warns you he has no idea what he’s doing, mostly because his engagement rate confirms nobody is listening to check his work.
About Tom
Jan 2014.I'm walking home from a depressing New Year's trip to Oslo with an ex-girlfriend.It's raining in East London.I made a decision:I would replace my management consulting salary (£42,000) by the end of the year.I had no idea from where, but that was the goal...I just about hit it and left the corporate world.And I haven't been back since.Fast forward a decade and I've:- Tried and failed with 17 businesses- Invested in 11- Learnt a LOTThe one that is finally working is called Fame:- We have a weird culture (in a good way)- We start and grow podcasts for B2B businesses- We are fully remote and have 75 full-time team membersI live for our awesome team at Fame, building businesses and great marketing.And I post about them here 🤗
Highlights
- Top 1% Audience — 220,817 followers
- Top 1% Impact — 860 avg engagements per post
- Top 5% in United Kingdom — Ranked #21 of 1840 creators
- Top 10% Creator — 10 posts in 30 days
Recent posts
Most agency profit margins don't die on bad pitches. They die in late-stage revision cycles. 1. Someone pulls up the SOW. 2. Someone says the word "additional". 3. Everyone leaves the meeting annoyed. There’s a harsh reality about agency operations: Late-stage revisions almost never touch the edit. The client doesn't hate the pacing. They don't hate the messaging. And they definitely don't hate the hook. They just want different talent. Or they want the scene shot in an apartment instead of an office. Or they want a different product sitting on the desk. In traditional production,
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There's a playground next to her nursery. Most of the time I ignore it. We walk past fast in the hope she won't notice. There are too many things to do: - Dinner to cook - The bedtime process - Claude Code sessions to kick off But yesterday we didn't ignore it. We stopped and played. We chatted with other kids. We went down the slide headfirst in a way that mummy wouldn't like. We laughed. But best of all, we bonded better than watching Miss Apple, her dinner or bathtime. We bonded with play. LinkedIn, Claude and progress suck us from things that can make us happy. For those th
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Got this DM this week: Their team of 6 people is fully remote in a normally office based business. They're being forced back into the office. They pushed back. HR's response? "It's policy" There's a problem with that answer. Policy should follow trust, not replace it. At Fame we don't have an office. 100+ clients, a fully remote team, zero HQ. And I don't track: - Time online - Hours logged - When someone starts their day I hired adults. We trust them to do the job I hired them for. Penalising six productive people with a lengthy commute, less time with their kids and more st
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Last updated 2026-08-01