Hello! I’m Vadim Liberman, TLNT’s editor, and I think it’s awesome that you’re interested in writing for the site or presenting a webinar. I love hearing from HR practitioners and other professionals who are eager to advance HR and talent management ideas and practices.

But before we start collaborating, please check out the guidelines below. They exist to help both of us work together to create terrific articles and presentations.

The Business of HR

Elevating work demands busting through banalities and buzzwords. It calls for knowledge that transcends conventions. That’s why TLNT starts where other online HR publications stop. We push past traditional reporting to power your career, department, and organization. Our subject matter truly matters because it’s not just for HR professionals. It’s by HR professionals who convey context to impart progressive insights. In other words, TLNT goes there. Join us for the ride.

Everything Human Resources, Nothing General and Generic

Never ask me what topics I’m interested in or what our community cares about. Why? Because I don’t want you fitting your thoughts into a box. Pitch me something about which you are passionate that would excite HR professionals.

Inform, Inspire, Incite

Are you promoting your company? Then stop here. We have no editorial or speaking spots for you. If people feel like you’re pitching them, they will hate you, I will hate you, the world will hate you. But fear not! There are advertisement and sponsorship opportunities for you. Please reach out to sales@ere.net for more information.

Are you pitching an article or presentation idea? Then let’s see if it fits our criteria:

  1. Different. Nothing general and generic, please. No one’s interested in the same regurgitated “best practices” we’ve all seen on Forbes.com, Inc.com, or countless other outlets. Why Your Employees Are Disengaged! Millennials Crave Flexibility! 9 Ways to Improve Feedback! Please, no. Just, no. A special note to vendors: I’m open to your submission, but save the content marketing for your blog.
  2. Specific and Narrow. Please don’t pitch any variation of X Ways to Do Y for Z Results. Choose one problem and go deep. Rather than detail five ways to improve diversity and inclusion, pick one and do a full exploration. I also love a solid, fleshed-out pitch. For example, “improving the employee experience” tells me nothing. Please be über-specific about how to improve the employee experience. I don’t need some Venn diagram, (please, no to that too!), but I do need clarity so I can give you the deference you deserve when evaluating your pitch.
  3. Contrarian. Tell me why an idea, practice, person, company, or everyone is wrong. Challenge the status quo (or, fine, even defend it). Go hard! Just do it with respect and professionalism. I love an unhinged Amazon review as much as you do, but this is not Amazon.
  4. Tension in the Gray. Your idea should involve tension. It should traffic in gray area. If everyone ends up agreeing with you, you’ve probably done something wrong.
  5. Hitting the I’s. Your content should be some combination of interesting, informative, inspiring, and (for presentations) interactive. You can have the best idea, but it will inevitably be only as good as your ability to connect with people. Remember, education and entertainment are not mutually exclusive. For presentations: Don’t be your real self on stage. Amplify your best self! 
  6. Investigative. Facts, stats, figures, and other findings go a long way toward establishing credibility and making your case. Please use current research (preferably within the past two years). I love, love, love a story that truly investigates a trend or an event that’s presently impacting — or should be impacting — HR. In addition to conducting secondary research (see above), talk to HR leaders.
  7. How-To. Advice pieces represent the most common type of pitch I get. Most of the time, once more, submissions are general and generic. So think about couching your proposal in a real-life success story that takes readers on a journey through a problem, action or solution, and outcome. That will help people envision how they might be able to address similar challenges at their organizations. And again, as I mentioned above, I prefer pieces that focus on one aspect rather than some superficial listing of recommendations.
  8. Why You? Can plenty of other people write or talk about what you’re pitching? I hope not. Tell me why you are the ideal person to write or present your idea.

The Not-So-Fine Print

  1. This Is Major. Be willing to work with me. We both have the same goals. We both want your ideas to shine and to provide value to readers. My suggestions are rarely mandates; you should always feel comfortable challenging me. I promise that as long as we both keep open minds, the end result will be great.
  2. Original Content. All work must be original. We do not re-publish content. However, you are free to re-publish your TLNT article on your or your company’s website, but not elsewhere. (Full details are in an author agreement that we will ask you to sign should we decide to publish your work.) Likewise, if you’ve delivered your preso elsewhere, it won’t work for us.
  3. Length. If it takes you 500 words to write your article, nice! If takes you 1,500 words to tell your story, also nice! The actual length of your piece is less important than how readers feel reading it.
  4. Key takeaways: For speaking engagements, please cite up to three three key takeaways. Because just like your organization’s core values, do you remember more than three? Exactly. Also, your presentation must be actionable for attendees. No theory without practice.
  5. Payment. You mean getting to work with me isn’t reward enough? Of course it is!

Still reading this? Got a great idea for an article or a presentation? Please pitch it to me at tlnteditor@tlnt.com. Let’s accomplish awesome things together! And let’s have fun doing it!