@crissytalkshrCrissy Talks HR

HR & Talent Consultant | Career & Life Coach

card updated Oct 20, 2026 · 22 clips parsed · following 8 · 1,100,000 likes total

Engagement6.04%normal range

Account summary

@crissytalkshr has 135,000 followers and 411 videos. Across the 22 parsed clips the average is 149,546 views and 7,783 likes. Engagement to views is 6.04%, which is normal range for TikTok. On the newer half of the feed the response is falling (−1.49 pp). Posts roughly 0.2 times a week. An average clip reaches 111% of the follower count.

Followers

135K

+200 in period

Engagement

6.04%

−1.49 pp newer half

Average views

149.5K

median 2K

Likes per clip

7.8K

63 comments avg

Shares / saves

1.2K / 1.7K

1.14% of viewers save

Posting rate

0.2 / wk

reach 111% of followers

Latest clips

22 collected

Sometimes growth takes people elsewhere. Leaders can learn from exits — @crissytalkshr

6.1K1:02Sometimes growth takes people elsewhere. Leaders can learn from exits without making every resignation a personal failur23651750

May client meeting, may cute outfit, pero walang ma-book na car! 😂 Oka — @crissytalkshr

933May client meeting, may cute outfit, pero walang ma-book na car! 😂 Okay, lakad tayo. At least cute yung suot natin! 🤭 Sh39000

Resigning can be the right decision. But if leaving becomes your only — @crissytalkshr

9.7K0:35Resigning can be the right decision. But if leaving becomes your only response to discomfort, you may be training yourse33224071

Long before we believed in ourselves, there was a teacher who said, “K — @crissytalkshr

3710:28Long before we believed in ourselves, there was a teacher who said, “Kaya mo.” To the teachers who patiently explained o7010

When the argument becomes louder than the problem, no one wins. Pause. — @crissytalkshr

455When the argument becomes louder than the problem, no one wins. Pause. Name the real issue. Then solve what actually nee12002

Feelings matter, but the goal of workplace conflict is not to win the — @crissytalkshr

2K0:28Feelings matter, but the goal of workplace conflict is not to win the argument. It is to name the issue, create enough s740915

We can care deeply about our people and still need a day to care for o — @crissytalkshr

329We can care deeply about our people and still need a day to care for ourselves. — Your HR #CrissyTalksHR #Employee #G0000

HR people get tired too. Leaders get tired too. The helper also needs — @crissytalkshr

26K1:08HR people get tired too. Leaders get tired too. The helper also needs rest. Taking a step back is not weakness; sometime1.2K14139162

2.4K0:31A personal brand is not just what looks good on a reel. It is what people consistently experience from you: how you spea44106

If people get different answers depending on who they ask, or everythi — @crissytalkshr

8960:31If people get different answers depending on who they ask, or everything stops when one person is away, the problem may 35122

The value isn’t always visible at the start. That’s why you keep build — @crissytalkshr

456The value isn’t always visible at the start. That’s why you keep building. #crissytalkshr #growthmindset #selfgrowth #s10010

Beyond corporate offers, what do fresh grads actually look for during — @crissytalkshr

2K1:10Beyond corporate offers, what do fresh grads actually look for during campus recruitment? It’s all about finding the rig52026

Hindi madali para sa isang breadwinner ang mag-resign, lalo na kung ma — @crissytalkshr

14.2K0:55Hindi madali para sa isang breadwinner ang mag-resign, lalo na kung maraming taong umaasa sa’yo. May friend ka bang brea517127568

May mga bayani tayong hindi napapalakpakan—pero araw-araw, bumabangon, — @crissytalkshr

1.6K1:15May mga bayani tayong hindi napapalakpakan—pero araw-araw, bumabangon, kumakayod, nag-aalaga at patuloy na lumalaban. Th56220

Not every goodbye is a loss. Sometimes, it’s a reminder that the peopl — @crissytalkshr

1.2KNot every goodbye is a loss. Sometimes, it’s a reminder that the people you invested in are ready to soar on their own.45034

"Don't be a yellow flag" is not only for candidates but also recruiter — @crissytalkshr

1.7K1:14"Don't be a yellow flag" is not only for candidates but also recruiters. To every recruiter, this is your reminder that 61027

Your comfort zone will always give you a reason to wait. Sometimes, yo — @crissytalkshr

3.9K0:29Your comfort zone will always give you a reason to wait. Sometimes, you just have to say yes before you feel ready. #cri13011521

The real skill is knowing how to use AI without letting it do the thin — @crissytalkshr

9.9K1:11The real skill is knowing how to use AI without letting it do the thinking for you. How are you using AI at work? #cris28543368

That long weekend went by too fast, didn’t it? And suddenly, you’re th — @crissytalkshr

1.4KThat long weekend went by too fast, didn’t it? And suddenly, you’re thinking: Monday again? Before the week gets busy an44021

Do we really have a choice? What if being practical gives you stabilit — @crissytalkshr

4.5K1:03Do we really have a choice? What if being practical gives you stability, but not happiness? And what if following your h95356

The last lesson in this 4-part series on how to resign professionally: — @crissytalkshr

1.9M1:43The last lesson in this 4-part series on how to resign professionally: “When you’re resigning you have to consider the c106.4K60714.4K25K

Gusto mo na mag resign? 🤔Before making any big decisions, take a step — @crissytalkshr

1.3M1:16Gusto mo na mag resign? 🤔Before making any big decisions, take a step back and calculate the risks. Make a pros and cons61.5K74311.4K12.2K

Engagement per clip

22 parsed clips · newest on the right · click a bar to open the clip peak: 6.4% ER

Jan 4Sep 6Oct 9

Date	Views	Likes	Comments	Shares	Saves	ER
Oct 9, 2026	6,110	236	5	17	50	4.22%
Oct 8, 2026	933	39	0	0	0	4.18%
Oct 7, 2026	9,653	332	2	40	71	3.87%
Oct 6, 2026	371	7	0	1	0	2.16%
Oct 6, 2026	455	12	0	0	2	2.64%
Oct 5, 2026	2,033	74	0	9	15	4.08%
Oct 5, 2026	329	0	0	0	0	0.00%
Oct 4, 2026	26,000	1,247	14	139	162	5.38%
Oct 3, 2026	2,390	44	1	0	6	1.88%
Oct 2, 2026	896	35	1	2	2	4.24%
Sep 6, 2026	456	10	0	1	0	2.41%
Sep 4, 2026	1,968	52	0	2	6	2.74%
Sep 2, 2026	14,200	517	12	75	68	4.25%
Aug 31, 2026	1,580	56	2	2	0	3.80%
Aug 30, 2026	1,247	45	0	3	4	3.85%
Aug 28, 2026	1,699	61	0	2	7	3.71%
Aug 26, 2026	3,867	130	1	15	21	3.78%
Aug 24, 2026	9,861	285	4	33	68	3.27%
Aug 23, 2026	1,443	44	0	2	1	3.19%
Aug 21, 2026	4,523	95	3	5	6	2.28%
May 25, 2025	1,900,000	106,400	607	14,400	25,007	6.39%
Jan 4, 2025	1,300,000	61,500	743	11,400	12,166	5.66%