The Executive Ghostwriting Report

1,118 posts, 2,540 shares, 62 organizations: the data on who’s really writing your executives’ LinkedIn content, and what works.

  • How ghostwritten vs senior leader content performs.
  • See how posting frequency and engagement rate actually relate.
  • Discover which content formats executives should be using.
Get the Report
The Executive Ghostwriting Report

What's inside:

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How delegate access changes reach and engagement.

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Why posting more often can backfire.

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The most underused format on executive accounts.

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A benchmark to check your own program against.

What 62 executive influencer programs reveal about what drives engagement for senior leaders.

Many organizations hesitate to launch a senior leader social media program over one assumption: that authenticity means their CEO has to write every post themselves. The data says otherwise.

We analyzed 1,118 executive posts and 2,540 shares from 62 organizations running executive programs with DSMN8, covering January 2025 through September 2026.

The real gap between an average program and an exceptional one has nothing to do with who’s holding the pen.

Get answers to questions like:

  • Does ghostwritten content actually perform as well as content the executive writes themselves?
  • Which content format are senior leaders underusing, despite it outperforming everything else?
  • What’s a realistic benchmark for leadership accounts managed by marketing?

Get the report

jody leon

Jody Leon

VP of Marketing

“At DSMN8, we built delegate access to solve a real operational problem: executives wanted a presence on LinkedIn, but writing, scheduling, and approving every post themselves wasn’t realistic alongside their actual job.

This report looks at what’s happened since organizations started using it at scale. By analyzing platform-wide data from 62 organizations running executive influencer programs, we can show how often executives are really posting, how content gets split between executives and delegates, and what separates a program getting strong engagement from one that isn’t.

Reach mostly comes with the territory once a program is active. Executive voices consistently draw more attention than a typical employee share, almost as soon as a program is up and running. What varies, and what most programs haven’t had visibility into before now, is the pace and structure behind it.

Whether you’re running a program for one executive or fifty, I hope this gives you a clearer picture of where the real leverage is.”

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