Stories From Real Working Caregivers: Vadim Liberman, 6/10/26

‍ Zack:  Welcome to Stories from Real Working Caregivers. I'm Zack.

Selma: I'm Selma.

Zack:  Hey, Selma, how are you?

Selma: I am great. How are you, Zack?

Zack:  Oh, I'm excited. I've got a friend, as well as an incredible HR leader, that we are going to join us today. Hold on to your hats, buckle your seatbelts!  This is going to be a hell of a conversation. First of all, shout out to Laurie Reuttimann, who introduced me to this incredible fella, so thank you, Laurie. So let's bring him right on. Hello, Vadim Lieberman!

Vadim:   Hello, Zack! Hi, Selma!

Selma:  Hi, Vadim, how are you?

Vadim:  You know, I'm good, I'm miserable, I'm everything at once, you know.

Selma: You're a caregiver.

Vadim:  Yeah, I… I mean, exactly, it's all part of the deal.

Zack:  We're going to get right into that, Selma. Before we do that, though, there's a question I don't think I've ever asked, Vadim, so I'm going to ask you, buddy.  Why are you known as the Liberace of HR?

Vadim:  I don't even know myself, I just thought it sounded good. I mean, listen, I play piano, I like a good sequin, there's a little flamboyance there, and I like to inject some fun into HR, like it's possible, you know? And I find that all the HR ladies with their pearls and cardigans, and they love it, so, you know, it works.

Selma:  I love it.

Zack:  I love it. I love it. Alright, well, let's get right into it.  I have been really, really excited to speak with you. We both, Selma and I, love all the guests that we've had here in this series. They really give it to us straight, they're vulnerable, but you in particular are very vulnerable and give it straight on LinkedIn, one of the largest platforms when it comes to the professional world, and I really, really love that, because we are encouraging more and more caregivers to be vulnerable, especially on LinkedIn. Put it in your profile, or put your skill sets that you use when you're a caregiver on there. Tell your caregiver story. So, let's get right to your caregiver story. If you could start with that, I'm very familiar with it, but please share with our audience what your caregiver journey looks like?

Vadim:  Yeah, well, so I am a caregiver to my mom. My mom is now 75.  I took her first to a neurologist back in 2018, because she was exhibiting memory issues, and one thing led to another, and eventually, she got an official diagnosis, but she, developed Alzheimer's disease, which is now full-blown dementia. At this point, my mom is on hospice care for well over a year now. So, it's been a really rough journey, as any caregiver, particularly with Alzheimer's and dementia, will tell you. There's a lot of unpredictability, it's just really tough when you become a parent to your parent, you know? It's the kind of thing where, it doesn't really happen, you don't really think about it until it happens to you.  And it happened to me, it happened to my mom, and it's just been a really tough journey, managing that, especially when I was working, balancing that with work, and yeah, it's hard. 

Zack:  I want to quote you, because I don't want to mess up this quote, but I did pull something that you have written many times, and I just want to ask you about this, because this is really telling, based on what you just shared. You shared “My mother's dying of Alzheimer's disease. As I've had to become a parent to my parent, dressing and bathing and feeding and toileting her, the dementia hasn't just been killing her, it continues to kill me, at least emotionally.”  Can you say more about that, Vadim?

Vadim:  Yeah, I mean, I think that says a lot right there, but… you know…if there's any silver lining to this, any, it's that my mom is the one who's not fully aware of her disease, which is good. But obviously, I am, and she and I have always been extremely close. I mean, this is my best friend, it's not just my mom. Very close. So every single day, it just killed me inside when she would, when she started to forget me. She has no idea who I am at this point, too, you know? And so what happens is, particularly with dementia, is that you're constantly in this state of grief, anticipatory grief, it's a kind of in-between phase where the person is alive, but in so many of the most important ways, my mom has died.  In the most important ways that really matter. This is obviously still my mom physically.  But…there's been a death, but it's not the kind of death that we as a society know how to deal with, not in the workplace, not outside the workplace, and how to manage that, you know? And so when I say that it's been killing me, that's exactly what I mean. It's emotionally apocalyptic for me, really. And it still is.

Selma:  Wow! So you talked about, Vadim, struggling with balancing the work responsibilities and caring for your mom.  I was just wondering, did you share with anyone at work what you were going through, and how did your care experience impact your work experience?

Vadim:  It made me a really shitty worker, honestly.  I feel. I did share what was going on because I'm generally an open book to begin with, you know? I shared with my coworkers, I shared with my boss. I was at one company when my mom started developing more symptoms, and the disease was progressing, and then I got another job, and I shared with my boss there, too. And my co-workers, my managers were supportive. As supportive as they could be, within the context of my workplace. But as for my own work and what that felt like. It was just really hard to be able to juggle workplace responsibilities with caregiving responsibilities. It's really cliche to say that, you know, balancing work and caregiving, but it's cliche for a reason, because it's true. And both jobs were, largely, like, 98% remote.  And I did my best that I could, but at the end of the day, there were times when I couldn't get work done. There were times when I lied about getting work done. There were times when I just didn't do work, you know, and nobody knew because I had to deal with issues relating to my mom, or I just wasn't in a mental space to do work. I remember being on one call in particular probably within a year of my mom's diagnosis, and it was a really important meeting, and I don't remember at this point what I just found out about her disease, or where she was, or something like that, but I was just so emotionally overcome. I just left in the middle of the call.  Left in the middle of the call. And my coworkers understood.  But, that said, as much as your coworkers and your boss can understand what you're going through and make certain accommodations, at the end of the day, this is a no-win situation for everyone involved. And, you know, I struggled for many years to care give, to work. But I do want to say one thing, actually, about this that is super important, because I think that what often gets overlooked, and I'll mention this in a second, is, you know, I've been talking about balancing work and caregiving, and that is a struggle in itself.  But I would say that for me, the bigger struggle was trying to manage work, or balance work, not with caregiving per se, but with grief.  That's a whole different issue. Now we're talking an emotional aspect to it.  And that, to me, was it just proved for me to be impossible, and I eventually left the workforce because of that.

Selma:  I can totally relate to that. My mom had dementia as well.  And the fact that you said your mom's already passed away.  And you're grieving, and you're grieving up until she physically does pass away, and that's one of the concepts that people don't get. It's like, the grief is there when you wake up, it's there when you go to sleep, because you know that person has already left.  And you're grieving that individual, but that body is still there, so it's really a difficult situation. Along those lines, you mentioned in a LinkedIn post a couple years ago, you talked about when a nightmare kills a dream job, and you talk about how there's no such thing as a dream job, basically, when you're a caregiver. Can you talk a little bit more about that?

Vadim:  I think my exact line was something like “there's no such thing as a dream job when your life is a nightmare”, you know? When I left work, I felt like I was at the top of my game, I really loved my job, like most of it.  And… but ultimately like I said, it might have been a dream job for me, but because of everything that was going on in my personal life, there was no way for me to really live that dream.  And again, it goes back to what I was mentioning a moment ago about the emotional aspects and the grief. You know, the thing is, is that I think that there's don't know if it's a misconception, or a false expectation, or a wrong expectation, certainly, that when people who are going through, grief like this, particularly within involves caregiving as well, that you can sort of compartmentalize different things, right? Okay, well, you've dealt with your mom, and now you can do work, right? You go from one to the other, but that's not the reality. Physically, it might be, right? Because you're working.  But then you go tend to, you know, tend to my mom and do what I need to. But the headspace, right? The grief, the caregiving, the worry, it never turns off. It is always there. And, I mean, I can't speak for everyone, but I do think I speak certainly for myself and a lot of people when I say that what matters more than work is your loved one.  And that's always going to take precedence. And so then there's guilt involved with that, too, because, oh, God, like, I have to work, and… but what about her, and am I choosing work over my mom? And I just dealt with all of that. And luckily, I was, like I mentioned a second ago, able to leave the workforce. Financially. I mean, I'm not rich,  but I'm okay, you know? 

But I fully recognize that most people cannot do that. They have kids to support, they have a lifestyle, whatever that be, whatever that is, to support. They might have to financially still make enough money to support their loved one, who they're caregiving for, so I get that, and my heart goes out, especially to those people, because looking back, I don't know how I would be able to go through what I'm going through right now, and work.  I mean, if I had to, I would, but again, I would be a pretty shitty employee.

Zack:  We can't say enough how much we appreciate your honesty, Vadim, That's what I've been looking forward to, and I got to say, Selma and I have been doing this for quite some time, and it's probably the first time, I don't know about you, Selma, but I've heard somebody say, I left my job due to grief for my caregiving role. It's the first time I've ever heard that. I've heard of people taking time off for grief. I've heard all this. But I've never heard that, and I have to say, your mother is blessed to have you. You're blessed to have your mom. What's your mom's name?

Vadim:  Rita.

Vadim:  You know, a lot of people will tell me, “You know, your mom is lucky to have you,” and I am always quick, Zack, I think you may have said that to me once, too, and I'm always quick to correct people. I'm like, no, my mom… my mom is not lucky to have me. I am lucky to have had her, and still have her as a mom. I take care of her to the extent that I do, not because she's lucky, but because she raised me that way.

Zack:  So Rita's beaming right now, and the smile says, "He's such a good boy!” I love it, I love it!   This might be a silly question, because I got a feeling you were born a caregiver, though those are arguments, whether it's genetic or not, but how has caregiving changed you?

Vadim:  So… I am… You know, it's funny when you said, born a caregiver, I am… or I was not, right, so this is how it changed me. I feel like prior to my mom getting this sick and me having to take care of her, I was not somebody who… I'm not saying I lacked empathy…but I was not somebody who was extremely empathetic, let's say, you know? I would say that's the biggest change. I am much more empathetic to other people's situations and their struggles, and not just with caregiving, but just in life in general. We know we all have stuff that we deal with. To an extent that I know that I wasn't before, I feel things. I can kind of feel how other people might feel that I didn't before. So again, maybe that's, like, another silver lining, but I mean, truthfully, I know that a lot of people, and I'm not one of them, actually, a lot of people will talk about, these are the lessons I've learned from, you know, my mom's disease and caregiving for her. You know what? I don't need any of these lessons. I am not a stronger person because of it. I'm absolutely not. I am weaker because of it.  Right? That's the truth. And I know it's like, we're not supposed to say that because it's, you know, this is supposed to make you stronger, and look at all the skills and resilience that you're building. I don't need any of that. I didn't want any of that. I still don't want any of that. But this is what I've been dealt, and… you know, I just try and make the most of it, less so for me, but more so for her.

Zack:  I appreciate that so much. I really do. And I get it about the empathy piece.  I remember the first time I ever cried publicly was on a plane, and I just had a baby daughter, and all of a sudden, I'm like, why am I crying? I don't understand this, and I just, I don't know, something about that baby girl just, changed me, you know? It's just, it was always there, it maybe just came out, but I appreciate that. If I could force you to at least name maybe two skills and remember, this is for the benefit of all those who are reading or watching, that we encourage, Selma and I encourage people to put this on your resume if you've been out of the workforce for a while. Put down, these are incredible real skill sets, like you said, resilience and time management, but if you were to name one or two that you didn't know you have besides empathy, what would you say?

Vadim:  I would say resilience is probably the strongest one.  To be able to bounce back and move forward, because you just don't have a choice, or not a viable choice, let's say. I would say that is the number one skill that I probably, have developed from this.

I don't know if empathy is a skill, but to the extent that you can better connect with other people over the struggles that they face, and they don't have to be personal emotional struggles, like, within the context of work, it could be maybe you're struggling with a project. Well, let me help you. Let's understand what you're going through with that, because there is still an emotional component to that, you know, with work, right?  So I would say those are probably the two biggest skills that I've acquired, I guess. 

Zack: Thanks.

Selma:  From your experience, Vadim, your care experience, beginning with the diagnosis of your mom, through to the grief that you experienced during this whole process, to her hospice situation now. What do you think employers misunderstand the most? When caregivers are going through the whole stages of the process, what do you think they can do better?

Vadim:  Yeah, I think that it's… it goes back to what I said before, that I think there's an expectation that caregiving and work are just compartmentalized, you know? And the reality is for caregivers, and it doesn't necessarily have to be, you know, caregiving for a parent who's dying, it could be just your child care and raising your child. And especially if you have a child with special needs, or is sick, and all of that, you know, I think that there is this…expectation that you can separate the two.

And the reality is that mentally you can't. I can't, and I'm… I suspect 90-whatever percent of people, my unofficial research says that most people cannot. And so, I think that it's important, number one, just to realize that you know, I know, again, this is cliche, the whole bringing your whole self to work, but these are the things that you do bring to work. You may not express them, maybe the cult… and, you know, that's another piece around culture, right? But I think that a lot of times workers, employees don't necessarily feel comfortable talking about that, because they worry they're going to be judged. They worry about that promotion. They worry about getting into trouble with their boss, you know? And we're talking white-collar stuff here.

Now, in other jobs, certainly, it's even more of a struggle, perhaps, if you're in a blue-collar job, maybe you work in retail, and you have shifts to do, and you need to make money. And you can't just miss a shift, right? So I think that there's a lot of stress that people carry, and grief… that maybe isn't fully recognized by more senior leaders in an organization… Certainly, there are policies that can be enacted, and, you know, more and more companies are getting better at it, in terms of providing more time off, paid time, you know, and paid, by the way, paid time off. And just, maybe having employee affinity groups around this and all of that. But, you know, the policy is one piece. You can have all the policies, all the right policies in the world, but if the culture isn't there to enable you or to encourage you to take part in those policies, they're kind of useless.

And one thing that comes to mind, because I live in New York State. We have an amazing, paid family leave program. And I took it. And they've written about this, too. This was, by the way, this is every employee's right to take, you know, assuming you fill the requirements. But I probably should have taken it much sooner than I did, and the reason I didn't take it is because I was really nervous how it would impact me, how it would impact my coworkers at work.  I was scared, quite frankly. I was nervous. I was nervous how my boss would react to it, you know? I knew he wouldn't fire me, he can't because that would be retaliation, but and eventually I just pulled that band-aid off, and I took that leave. And I think it's incumbent upon companies to really inform employees of those policies. It's important to highlight individuals who, assuming the individual's comfortable, you know, who have taken advantage of those policies, you know, to show, like, hey, we have this as a company. And you not only can take it, but maybe you should. It's a benefit. It starts there. I think the unfortunate thing, though, that happens is that so often, companies may not even have these policies. I'm thinking of bereavement leave specifically.

And I think of, and I've talked about this before, Facebook. When Facebook's former CMO, when her husband died, right? She was in tremendous grief. And it was only after that that Facebook changed its bereavement policy to be way more generous than the standard 3 to 5 days. Of course, it depends. Is it your mom? Is it your aunt? Is it your son? All that nonsense. But it shouldn't have to take the death of a spouse of a C-suite member to have a good policy, you know?

Zack:  Oh my goodness, well said. Well, well, well said. And that's a great example that's been brought to us, before.

I want to talk a little bit about your Disrupt HR talks. For those of you out there who have not seen one of Vadim’s Disrupt HR talks, you must. We'll put links to at least two of them that I absolutely love, one on grief, one on “authenticity is a lie.” I just… I don't know where you come up with this stuff, but with that as a background, as to how real you are, when you do these talks, and you also have just a rich HR background. And you've written, and you've provided content, you really know a lot about HR. You mentioned it before, culture and policy. A lot of times those do clash, but there is probably a way to try to harmonize these things. Figure out a way to bring these two together, because you do need policy, but you do need culture. Maybe just, let's use bereavement, grief as a backdrop, since that was one of your talks. What would you suggest in terms of where you can bring policy and culture together and make it work so that we could be more supportive for people that are grieving?

Vadim:  For starters, when you have leaders who are going through caregiving issues and grief issues, have them actually take that time off. Let them be an example to other employees. Because if you see leaders are taking those policies, if you know, for example, that you have a senior leader whose, I don't know, child died, or whatever, you know? And that leader isn't accessing the work policy, or that leader isn't taking time off because you've got to get the work done, right? That's going to set the tone. So I think, number one, have leaders be that example for their employees, but at the same time, it really is just as simple as encouraging people in the workforce to talk about these issues. This is also perhaps cliche to say, but, like, you know, we throw baby showers at work, you know, we have, celebrate birthdays at work, because those are fun, those are nice, those are real-good things to talk about, right? And I'm not saying we shouldn't. But, it's almost taboo to have a gathering of people at work, you know, related to, again, caregiving, right? Or some of the darker, shall we say, struggles that people might face. And it… there shouldn't be any difference.  You know?

The thing is and I've said this in one of my Disrupt HR talks, there's this lie that gets, you know, thrown out a lot, that mental health is health. And I believe it is. And maybe a lot of companies and leaders believe it is too, but they don't act it. And it's sort of this lie that gets told, because it gets told repeatedly so many times that maybe people have deluded themselves into believing this at work. But it's not true unless it's truly actualized at work, you know? Or realized at work, you know? And I've said this in my Disrupt talk, like, if I were in a car accident, if my mom were in a car accident. Nobody would expect me to come back to work until, if it was me, until I was physically able, and even her, right? Until certain physical elements of that were kind of, addressed, right? But when it's more of a, you know, emotional state one's in. You can go back to work the next day. Just deal with it. Just push through it, right? Nobody expects you to push through the physical stuff at work as much as the mental stuff. And I think that that needs to be better addressed and talked about. And again, with leaders setting the right example.

Zack: Oh, man, I just, I just love that, and when you're talking about baby showers, we have to do a shout-out to Jen Chan, who's created a whole concept around senior showers. So, like you were saying, Vadim, it's against culture for somebody to come to work and show pictures of bedsores of their parent, “Hey, look what I did this weekend,” versus bringing pictures of the baby shower, right? But Senior Shower, Jen Chan, I hope you're really moving forward with that concept and idea. Just one last follow-up question to that, Vadim, marching orders to any HR leaders that you have here? What kind of dose of inspiration would you give them if they haven't even thought about this stuff and they want to do something tomorrow? What would you say to them?

Vadim:  I would say, first of all, even if you do not realize it, you have coworkers, colleagues who are really going through tough times. And it could be caregiving, like I said, for their young ones, it could be for their elderly parents, it's often both, right? You know, the sandwich generation, all of that, it's often both. So whether you realize or not, your people are struggling; you have plenty of people who are struggling. And if there aren't any of those stories at work, it's not because they're not struggling, it's because the culture is not there to be able to talk about that. Right? And so I would say, create that space to do that. During lunchtime, have lunch and learns, have some, you know, have workplace support groups. You will be, as a leader, pleasantly surprised, I believe, at how many people will feel a sense of relief to be able to talk about this with their other coworkers. And sure, to some extent, probably some colleagues already do that on an informal basis, but when you actually create that space, it says that you, as a company, care about this. And that's where it starts, that's not where it ends. But I feel like that's a pretty easy, low-hanging fruit there to start with. And why not? That would be my number one suggestion. That's the kind of thing where you can do tomorrow, and it's free, right? That is like every executive's favorite four-letter F word. It's free. So, start with that.

Selma:  I'm going to ask you a question, Vadim, that we typically ask all our guests at the end of our talk, and that is before you started your care journey with your mom, before you had to dive into this whole process of caring, what would you, looking back, what would you advise that, Vadim, and what would you do differently?

Vadim:  Yeah, I've actually thought about this question for at least a couple years now, you know? And, it has nothing to do with work. It might be a bit specific to having a loved one with dementia, but I don't think necessarily limited to that, I think that… I know that earlier in my mom's disease… the doctors were recommending doing certain memory exercises with her, and just all kinds of, for lack of a better word, interventions. It's not quite an intervention, because dementia only goes one way. I was really hyper-focused on doing that. I would walk with my mom outside, we would take walks here in the suburbs, and I would… Mom, let's count backwards, because this is one of the exercises. 100 minus 7, right? 93. What's 93 minus 7? What's that minus 7? To kind of train her brain, and predictably, every time, she'd get the first couple correct, and then she'd struggle. She'd struggle, and she would feel bad, and I would feel frustrated, because I actually have no patience. By the way, you asked a little bit ago what is another skill? Patience. Patience is what I've learned. I don't even think I'm fully there yet, but I just wouldn't have the patience, and I would snap at her, and it was just a terrible experience overall, and in the name of what? Trying to help her.

And it's not because I was in denial. I'm actually a very logical person. I knew exactly the situation; I understood it completely. But I'm trying to delay things, I'm trying to do what I think is best for her, and I was just so hyper-focused on treating my mom's symptoms, I guess, in a way, that I lost track of what really matters, which is just spending quality time with her. And it sucks, because I don't get a do-over. It sucks because I realized that too late. And my hope is just for other people. I've told people this, don't hyper-focus on that. Don't get annoyed by stupid shit that doesn't actually matter in the end. I promise you, in the end, all that matters is that you're spending quality time. Just walk, just hold the person's hand, walk outside, don't even talk if you don't want to. But, you know, I think so often, human nature is to get caught up, and we want… we always want to try and fix something. We always want to try and get better, you know?

This is not fixable. So that's the main thing that probably I would tell my earlier self in my mom's journey, like, hey, focus on what really matters. And I will also say this, my mom actually said the same thing. At one point, I had this delusion of let's get my mom to move from the suburbs into the city to be closer to me. Thank God that never happened for various reasons. But I remember one day, we spent some time with a real estate agent, walking around looking at apartments. And then we got back to my apartment, and the broker was like, okay, well, let's go over some of the choices. My mom didn't remember one apartment from another, and I was getting annoyed. I'm like, well, how the hell are we supposed to pick a place if you…

I drove myself crazy. By the way, this is in front of the broker, too, right? And in retrospect, I'm like, God, I'm like, I was, like, embarrassed for myself for that, you know? But that's how intensely it affected me. And the broker left, and I was still kind of… I wasn't yelling at my mom at that point, not that I haven't yelled, but I just, you know, just kept going on and on about it. And she just stopped me, and she's like, listen, when me and my sister and my aunt were taking care of… when they were taking care of their father, right? My grandfather, many years ago, I never met him. He died earlier, of Parkinson's, actually. They would… they… my mom said, we would get upset all the time, too, and we would get frustrated, you know? And their mom, my grandmother, told them, like, girls, “This isn't what matters. None of this stuff matters.”  And so in this case, the apartment stuff, counting backwards, all of that. That… none of that matters.

And so, I just remember that hitting me in that moment so hard. I made up a lie, I'm like, I got to go to CVS,  I forgot I got a prescription to pick up. It's a lie. I just need to get out of the apartment. I went to this park, it was at night, and I was crying hysterically. I mean, it was public, but nobody saw, but I was… I called up my friends, sobbing, like, hysterically. And so that moment kind of crystallized for me… the question that you just asked about what I would tell my earlier self. None of that matters. All that matters is love, which is it feels like some kind of, like, movie, right?

Zack: Are you trying to make me cry, man?

Vadim: I'm trying not to cry, but it's true, but it's true, and what really sucks is that, you know, when I say it's too late in… In many ways, it is. I mean, now, I am different with her. But now is the point where I can't enjoy her, and vice versa, the way that we could have enjoyed each other back then. And that time is gone, and that's it.

Zack: I can't tell you, just like every time I hang out with you, we're both right in one respect. One. I'm right that you are not going to disappoint us today. You really delivered. And two, you are right. You are a lucky dude that Rita's in your life. Look at you. Look at you, man. I just can't thank you enough for today. I really can't thank you.

Selma: Absolutely!

Vadim: Yeah, thank you both. I mean, this is… like we were talking about, I think that caregiving and the grief side of caregiving and the emotional labor aspects of caregiving do not get addressed enough. Because you can hire people to help with caregiving, I certainly have, right? My mom has the most amazing caregivers. And you can throw money at issues, and that's important; money matters a lot. But you know, when it comes to the emotional aspects, the grief, there's no amount of outside help, there's no amount of money that's going to help you.  You can help you, and to the extent that your workplace can help you, like we discussed before, there's a role there, too.

Zack: Vadim, thank you so much, man.

Selma: This sounds like a great blog topic, staying focused on what matters.

Zack: Everyone's telling him that. You gotta write a book. We're gonna be first in line.

Vadim: Well, you know what? You know what? I will be the first to say that the worst symptom… I've said this before, the worst symptom of my mom's disease is that it's aged me, okay? I don't know what kind of filter we're dealing with here on Zoom, but, like, I'm telling you in real life, it's worse than this, and that's the worst symptom. My mother has aged me.

Zack: Well, brother, I have to tell you, thank you. We can't thank you enough. Can you let people know how to find the Liberace of HR and the greatest sympathetic, resilient, and “kind of” patient caregiver in the world? How can people find you?

Vadim:  You can find me on LinkedIn, you can… I'm sure if you typed in Liberace of HR, I'll come up. Vadim Lieberman, L-I-B, not L-I-E-B, I'm sure the spelling will be, you know, within the podcast. So find me on LinkedIn. You can find me on Instagram, BasicTrashNY is my Instagram handle. Yeah, and why? New York, right? Yeah. It'll all make sense when you see my Instagram. And, you know, go to VadimLiberman.com. You'll see my talks there, you'll see some blogs that I haven't updated in the longest time, because I'm lazy. But yeah, come find me, connect with me, you know, on LinkedIn. Send me a message. Happy to connect and share tips. Or just commiserate.

Selma: Awesome!

Zack: Thank you, buddy! You rock! Appreciate you.

Selma: Oh, yes!

Vadim: Thank you.

Vadim Liberman does not want to work. He just wants to talk about work. And that’s exactly what he does ever since leaving the workforce to help care for his mother. Vadim is also a freelance writer, former editor at ERE Media, and has previously been a strategy consultant to HR and recruiting tech companies at The Starr Conspiracy. Prior, he caused tons of trouble as a talent management professional at Prudential and as senior editor of The Conference Board Review, a magazine for business leaders. Vadim loves to talk about all things HR, talent acquisition, and Bravo TV shows.

Connect with Vadim on LinkedIn, vadimliberman.com, adimliberman.journoportfolio.com