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The NFL is nearly synonymous with America today. Practically nothing is more quintessentially and universally American than tuning in every Sunday (and Monday, and Thursday… and sometimes Saturdays and holidays too) to watch the world's most beautiful ballet of violence. It generates the most revenue of any sports league globally and sets new records for team valuations each year. But it wasn't always this way.The history of the NFL mirrors America's own development: scrappy small-town teams rode the successive growth waves of the automobile, TV, the Internet and social media to grow larger than the even the founders' wildest dreams. Whether you watch football or not, the NFL is one incredible business story, and one that we've taken more lessons from over the years for Acquired itself than perhaps any other episode we've made.Note: This is a remastered release of our original January 2023 episode, updated to today's Acquired production standards. It also features a full hour+ followup section at the end covering the seismic shifts in the NFL's business since the original episode's release. Much has happened in those three years: Taylor Swift entered the league (via merger
Send us a textInvest in pre-IPO stocks with AG Dillon & Co. Contact aaron.dillon@agdillon.com to learn more. Financial advisors only. www.agdillon.com00:00 - Intro00:07 - ClickHouse $400M Series D $15B Valuation Langfuse M&A01:29 - Runpod $120M Run Rate 500K Developers 31 Regions02:59 - Humans& $480M Seed $4.48B Valuation 3 Months Old04:03 - Baseten $300M Raise $5B Valuation Nvidia $150M04:49 - Noveon Magnetics $215M Raise 2,000+ Tons Per Year Target06:17 - Zipline $600M+ New Funding $7.6B Valuation 2M+ Deliveries07:34 - Hatch Yelp Acquisition $300M Deal 12x ARR08:26 - Brex Capital One Acquisition $5.15B Deal $13B Deposits09:30 - DayOne Data Centers IPO Target Up to $20B10:14 - World Labs Funding Talks at $5B Potential $500M Balance Sheet Add11:08 - TikTok US New Entity 50% New Investors 200M US Users12:42 - Inferact $150M Seed $800M Valuation vLLM Commercialization13:16 - RadixArk $400M Valuation SGLang Commercial Push14:07 - Blue Origin TeraWave 6 Tbps 5,408 Satellites Q4 2027 Deployment15:15 - OpenAI Shopify Checkouts Jan 26 Launch 4% ChatGPT Fee16:24 - OpenAI API Revenue +$1B ARR in One Month $20B+ Total ARR16:51 - OpenAI Ads Testing Coming Weeks Go Plan Included17:31 - OpenAI ServiceNow 3-Year Enterprise Integration
Markets slide this week as Trump floats taking Greenland and tariff threats resurface, pushing investors toward gold. Ryan and David break down what Davos revealed about a shifting world order, why crypto finally had a real seat at the table, and the moments from Brian Armstrong and Larry Fink that framed Crypto versus Central Banks. Plus: the NYSE unveils a tokenized trading platform and whether it validates or co-opts DeFi, Farcaster and Lens are acquired as on-chain social hits a crossroads, and a Jefferies strategist drops Bitcoin over quantum fears. Finally, an update on the Clarity Act delay and the race for the next Fed chair. ---
Leila Rahimi and Marshall Harris were joined by Joe DeMayo of SNY to share a scouting report on the two young players the White Sox received in exchange for trading center fielder Luis Robert Jr. to the Mets.
THE INAUGURATION AND THE WEIGHT OF HISTORY Colleague Nathaniel Philbrick. Overwhelmed by the moment, Washington collapses into a chair after taking his oath on a hastily acquired Bible. Philbrick parallels this vulnerability with the "only a man" folklore and recounts how artist N.C. Wyeth, like Washington, experienced a near-death fall that haunted his dreams of the general. NUMBER 21789
Quality Note: We were unable to record this episode in our typical VR studio and quickly set up in Horizon Workrooms. As a result, there are some audio quality issues.- Gorilla Tag & VRChat Set Usage Records- Apple's Open-Source On-Device AI Volumetric Scenes- Apple Immersive Lakers Schedule- Meta Glasses Get 'Conversation Focus'- Meta Rolls Out Neural Band Handwriting Recognition- Meta & EssilorLuxottica Discuss Increasing Production- Meta Closes Twisted Pixel, Armature & Sanzaru- Batman: Arkham Shadow Sequel Canceled- Supernatural No Longer Getting New Content- Discussion: Meta's Shift Away From VR GamingRecorded January 15, 2026.
In this episode of the Wine and Gold Talk podcast, Ethan Sands, Chris Fedor and Jimmy Watkins break down the growing concerns surrounding De'Andre Hunter's fit with the Cleveland Cavaliers. Acquired as a potential missing piece for a championship-level roster, Hunter's second season in Cleveland has been marked by poor shooting, defensive lapses and on-off numbers that show the Cavs have struggled with him on the floor. The guys unpack how a move from the starting lineup to the bench has altered his role, confidence and presence, contributing to what has looked like a joyless stretch of basketball. They also examine why the organization has remained reluctant to move Hunter despite trade interest, what the Cavs still believe he can become and how his uncertain future fits into a team searching for consistency and edge. Learn more about your ad choices. Visit megaphone.fm/adchoices
Has organizational change redefined your job role? If it hasn't yet, it will at some point. Whether acknowledged or ignored, every organizational change at a company impacts you. This is broader than just layoffs and more employees under a single manager. What are the organizational changes we might see, and what can we do to stand out and stay the course? This week in episode 355 we're joined by guest Ryan Conley. Listen closely as we uncover different patterns of organizational change and provide practical tips to take action when those changes happen. Ryan helps us understand the corporate lifecycle and how to reframe this concept to understand where we are in the career lifecycle. You'll hear from Ryan's personal experience why the most resilient (and successful) technologists can identify and fill the gaps left after an organizational change whether that means working for a new boss, joining a different team, or changing job roles. Original Recording Date: 11-13-2025 Topics – Framing Our Focus on Organizational Change, Observations and Patterns, Defining the Career Lifecycle, When Colleagues Leave the Company, Layoff Resources, Working for a New Boss, Becoming Part of a Different Team, Shifting Job Roles or Job Level Changes, Parting Thoughts 2:58 – Framing Our Focus on Organizational Change Ryan Conley is a global field principal with 11p years of technical pre-sales experience. Before this, Ryan accumulated 13 years of systems administration in industries like education, finance, and consulting. In a recent episode of our show, guest Milin Desai compared organizations to living, breathing organisms that change. Nick posits that we don't always think changes at our company will or can affect us as employees, but they do. Ryan references Aswath Damodaran's writings about organizational change through the frame of a corporate lifecycle. We can relate by considering where our company might be in that lifecycle. As we experience the impacts of organizational change, Ryan encourages us to consider where we are in our career lifecycle. 4:19 – Observations and Patterns We see organizational change in different ways. What are some of the things Ryan has seen that he would classify as organizational changes? Let's take a step back, past the current headlines, and look at the wider industry. Companies are growing inorganically (through mergers and acquisitions) or organically through investments in R&D (research and development), for example. Ryan has worked with companies that grew by acquiring 2 new companies each year to give an example. When you're on the IT side of the acquiring company, there is a lot involved in the process like integrating e-mail systems, networks, and CRM systems. This process also involves getting 2 teams to work together. If one team needs to move from Office 365 to Gmail, it can be a big adjustment to employees' daily workflow. The acquiring and acquired companies may have the same or very different cultures. In some cases, a company will want to acquire others with similar cultures, while some may not be concerned about the culture and choose to focus on the intellectual property (products or services, knowledge of how to build or manufacture something, etc.) of the company to be acquired. Nick says the experience for people on the side of the acquiring company and that of the company getting acquired can be quite different. Nick worked in IT for a manufacturing company for about 9 years, and over the course of his time there saw the company acquire several other companies. Nick usually had to go assess technology systems of companies that were going to be acquired and figure out how to integrate the systems in a way that would best service the user base. From what Nick has seen, some employees from the acquired company were integrated into the acquiring company, while others were eventually no longer with the company. Anxiety levels about an acquisition may be different depending on whether you work for the acquiring company or the acquired company. “The people are just as much of the intellectual property of the company as, in many cases, the actual assets themselves. And in some cases, that culture just isn't a fit.” – Ryan Conley Ryan shares the example of someone he knew who left after another company acquired their employer because the culture was not a fit. Losing a key leader or a key subject matter expert after an acquisition could create a retention problem because others may want to follow them or start looking elsewhere. "So how do you protect the culture internally? How do you integrate a different culture in? But also, how do you kind of protect the long-term viability of the team as individuals, first and foremost, but then also the organization long-term? Depending on the intellectual property the acquiring company is after, we don't usually know the level of due diligence completed to understand the key resources or subject matter experts who must be retained for longer-term success. Ryan encourages to imagine being the CTO or VP of Research and Development at a specific company that is suddenly acquired. People in these roles drive the direction of the technology investment for their company today as well as years to come. After being acquired, these people might be asked to work in lower levels of leadership with different titles, which could result in “title shock” and require some humility to accept. This scenario is a leadership change that happens as a result of an acquisition, but we might see leadership changes outside of acquisitions. Some leadership positions get created because of a specific need, others are eliminated for specific reasons, and some get shifted down or changed. Each of these changes has a downstream impact on individual contributors. Ryan talks about the positive impacts of leadership changes and gives the example of when a former manager was promoted to senior manager and allowed that person to hire a manager underneath him. There isn't always internal mobility, but leadership changes could create these opportunities for individuals. Nick talks about the potential impact of a change in our direct boss / manager. If a boss who was difficult to work for leaves the company, getting a different boss could make a huge positive impact on our daily work lives. Similarly, we might have a great boss leave the company or take a different role, requiring that we learn to work for someone else who may operate very differently. Ryan tells us he has worked for some amazing leaders and says a leader is not the same as a manager. Ryan cites an example of getting promoted into a role that allowed him to have more strategic conversations about the focus of a team with his boss. We can choose to mentor members of our team so that when opportunities arise from structural change, they are equipped to seize those opportunities. Change can be viewed as an opportunity. A company's overall priorities may have changed. Shifting priorities may require a company to operate very differently than it has in the past, which can cause changes to people, processes, and technology. Nick references a conversation with Milin Desai on constrained planning from Episode 351. Milin encourages regularly asking the question “is this still how we want to operate?” The way a company or team operated in the past may not be the best way to do it in the future. Changes to operations may or may not create opportunities for our career. Ryan loves this mindset of reassessing, which could apply to the company, a team, a business unit, the technology decision, etc. “I love the mindset of ‘what was best, why did we do it, and why was it best then?' And then the follow up question is ‘is that still best today?' And it's ok if the answer is no because that leads to the next question – ‘how should we be doing it today…and why?'” – Ryan Conley, commenting on Milin Desai's concept of constrained planning Ryan talks about companies reassessing their core focus. We've seen some companies divest out of a particular space, for example. Nick says this reassessment could result in a decision to pursue an emerging market which could lead to the creation of a new business unit and new jobs / opportunities for people. It could also go in the other direction where the company decides to shut down an entire business unit. 15:30 – Defining the Career Lifecycle Going back to the analogy Ryan shared about corporate lifecycle, we can reframe this and look at the career lifecycle. “Where are you at in your individual career journey? Where are you at in that lifecycle?” – Ryan Conley People close to retirement may be laser focused on doing well in their current role and hesitant to make a change. Others earlier in the career may want to do more, go deeper, or be more open to making a change. Ryan recounts speaking to a peer who is working on a master's degree in AI. “With challenge comes opportunity, so do you want to try something new? And it's ok if the answer's no. But if there is an opportunity to try something new and you're willing to invest in yourself and in your company, I think that's worth considering.” – Ryan Conley We've talked to a number of former guests who got in on a technology wave at just the right time, which led to new opportunities and an entirely new career trajectory. Becoming aware of and developing expertise in emerging technologies can lead to new opportunities within your company (i.e. being able to influence the use of that technology within your company). “I think as technologists, whether you're a business leader over technology, whether you're day in / day out in technology as an individual contributor…emerging technology brings new challenges, just with a learning curve…. There's hard skills that have to be learned. You get beyond the education it's then also sharing with the peers around you…. So, what was best yesterday? Is it still best today? And tomorrow, we'll ask the question again.” – Ryan Conley Ryan says this goes back to our analogy. Should we be doing certain things manually now, or is it better to rely on tools that can help automate the process? If we go back for a second to Ryan's previous mention of integrating the technology stack for different companies, being part of the integration process might enable someone to learn an entire new technology stack. We might have to assess what is best between Google Workspace and Microsoft 365, for example, and develop the transition plan to move from one to the other and perhaps even capture the business case for using both within a company. To Ryan, this is an example of seeing a problem or gap and working to fill it. “If you want to be just a long-standing contributor to the team and your individual organization, I think it's worth calling out…those who stick around longer and get promoted faster are the ones who see a gap and they plug it.” – Ryan Conley Ryan shares a personal story about a co-worker who attended a Microsoft conference on their own dime. This person worked over a weekend to setup a solution that saved the team significant time doing desktop imaging. But then, Ryan's colleague took it a step further and trained the team on how to use it. Nick highlights the fact that we should remember to document our accomplishments to keep track of how we've changed as a result. We can use this information when searching for new opportunities or even in conversations with our leader. 20:34 – When Colleagues Leave the Company Another form of organizational change we've seen is outsourcing specific business functions. Daniel Paluszek spoke about companies outsourcing functions outside of their core business in Episode 338. If IT is outside the core business, a company might decide to outsource it. It doesn't mean that's the right decision, but it could be a possibility. Companies may outsource other functions like HR and payroll as well to give other examples. If IT was internal and it gets outsourced, that is an organizational change and will affect some people. Similarly, insourcing a function which was previously outsourced will have an impact. Ryan has learned in the last few years that some people are more adaptable to change than others. “And it's not just looking at the silver lining. It's recognizing the change. Maybe there's a why, and maybe there isn't a why. Or maybe the why hasn't been clearly articulated to you. Being able to understand, what does this mean to me…. As an organization do I still believe in them? Do I still believe in the technology as a technologist? Do I still enjoy the people I work with? Those are all questions that come up, but ultimately you have to decide…is this change I want to roll with? Is this change I don't want to roll with?” – Ryan Conley To illustrate, Ryan gives the example of a peer who left an organization after seeing a change they didn't like in order to shift the focus of their role from technology operations to more of a site reliability engineering focus. While this type of change that results in a talented individual leaving an organization can be difficult for teammates to accept and for a manager to backfill, these types of changes that are beneficial to someone's career should be celebrated. When we assess whether the changes made at a company are those we can accept and roll with, we can first make sure we understand what we are to focus on as individuals operating within the organization. We have an opportunity to relay that to other members of our team for the benefit of the overall team culture and to build up those who do not adapt to change well. Understanding organizational changes and what they mean for individuals may take repetition. While Ryan understands that he responds well to change, he remains empathetic to those folks to need to hear the message a few times to fully understand. Nick says we can learn from the circumstances surrounding someone leaving the company. For those we know, what interested them about taking a role at another company? Perhaps they took a role you've never thought about for yourself that could be something you pursue in the future. If a member of your team leaves the company, sometimes their role gets backfilled, and other times it may not. If the role is backfilled, you get to learn from a new team member. If not, the responsibilities of the departing team member will likely be divided among other team members. Though it would result in extra work, you could ask to take on the responsibility that would both increase your skill set and make you more valuable to the company. When Ryan worked for a hedge fund, the senior vice president left the company. This person was managing the company's backups. Ryan had experience in this area from a previous role at a consulting firm and volunteered to do it. Shortly after taking on this responsibility for backups, he found that restoring backups from tape and needing to order new servers posed a huge risk to the company in a disaster scenario (i.e. would take weeks to restore everything). Ryan was able to write up a business plan to address the business continuity risk and got it approved by the COO. “Being able to see a gap and fill it is the central theme, and that came from change.” – Ryan Conley Ryan says if you're willing to do a little more work, it is worth the effort to see a gap and work to fill it. 27:34 – Layoff Resources We acknowledged some of the byproducts of organizational change like layoffs and flatter organizations in the beginning of our discussion. We are not sidestepping the fact that layoffs happen, but that is not the primary focus of our discussion today. Here are a few things that may help if you find yourself being impacted by a layoff: First, know that you are not alone in experiencing this. “When a layoff hits, it's important to remember…it's extremely rare that that's going to be personal. Once it's firmly accepted, look for the opportunity in a forced career change. It's there.” – thought shared with us by Megan Wills Check out our Layoff Resources Page to find some of the most impactful conversations on the topic of layoffs on our show to date. We also have our Career Uncertainty Action Guide with a checklist of the 5 pillars of career resilience as well as reusable AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed. 28:43 – Working for a New Boss Let's move on to section 2 of our discussion. If you're still at a company after an organization change has happened, we want to talk through some of the ways you can take control, take action, and succeed. We want to share a thought from former guest Daniel Lemire as we begin this discussion: “Companies are the most complicated machine man has ever built. We build great machines to accomplish as set of goals, objectives, or outputs. The better you can understand the value the company delivers…the faster you can understand where you fit in that equation. If you don't understand where you contribute to that value, there's work to be done. That work may be on you, may be on your skills, or perhaps it's your understanding of where you fit into that equation.” – Daniel Lemire Let's say that you're impacted by an organizational change and will be working for a new boss. What can we control, and how to we make a positive impact? Ryan says we can be an asset to the team and support larger business goals by first giving some thought to who the new boss is as a person. Try to get to know them on a personal level. Ryan wants to get to know a new boss and be able to ask them difficult questions. Similarly, he wants a boss to be able to ask him difficult questions. Meeting a new boss face-to-face is ideal if that is possible, but this can be more difficult to arrange if your boss lives a large distance from you. Make sure you understand the larger organization's mission statement. As individual contributors, we may lose sight of this over time. “If that is important to the team and the culture, I think it's worth making sure you're aligned with that. I think it's worth understanding your direct manager's alignment toward that and then having that kind of fuel the discussions…. What are you expecting of me? Here are my expectations of you as my manager. Where do you see change in the next 6, 12, 18 months?” – Ryan Conley, on using mission to drive conversations with your manager A manager may not have all the answers to your questions. They could also be inheriting a new team. Ryan encourages us to ask how we can help our manager to develop the working relationship further. This is something he learned from a previous boss who would close every 1-1 with “is there anything else I can do to help?” Nick says a manager may be able to contextualize the organization's mission statement for the team and its members better than we can do for ourselves. For example, the mission and focus of the team may have changed from what it once was. A new manager should (and likely will) set the tone. Nick would classify Ryan's suggestions above as seeking to learn and understand how your new manager operates. Back in Episode 84 guest Brad Pinkston talked about the importance of wanting to know how his manager likes to communicate and be communicated with. This is about understanding your manager's communication preferences and can in some ways help set expectations. A manager may be brief when responding to text messages, for example, because they are in a lot of meetings. But if they tell you this ahead of time, it removes some assumptions about any hidden meanings in the response. Ryan gives the example of an executive who used to respond with Y for yes and N for no to e-mails when answering questions. We can also do research on a new boss in advance. We can look on LinkedIn to understand the person's background and work history. We can speak to other people inside the company to see what they know about the person. Ideally, get a perspective from someone who has worked for the manager in the past because a former direct report might be able to share some of the context about communication preferences and other lessons learned from working with that specific manager. We can also try to be mindful of how the manager's position may have changed due to organizational flattening. They may have moved from managing managers to having 15 direct reports who are individual contributors, for example. “Their time might be stretched thinner, and they're just trying to navigate this new leadership organizational change with you.” – Ryan Conley The manager may or may not have wanted the situation they are currently in. How is your boss measured by their boss, and how can you help them hit those metrics? You may not want to ask this in the first 1-1, but you should ask. Ryan suggests asking your boss what success looks like in their role. You can also ask what success for the team looks like in a year and what it will take to get there. Based on the answer, it might mean less 1-1s but more in depth each time, more independence than you want, or even more responsibility than you wanted or expected. Ultimately, by asking these questions, you're trying to help the team be more successful. We want our manager to understand that we are a competent member of the team. Understanding what success looks like allows us to communicate with our manager in a way that demonstrates we are doing a good job. Some of the time in our 1-1s with a manager will be spent communicating the things we have completed or on which we are actively working. We need to demonstrate our ability to meet deadlines, for example. Daniel Lemire shared this book recommendation with us – The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. It's a great resource for new leaders but also excellent for individual contributors. Ryan tells us to keep track of our wins over the course of any given year (something that was taught to him) so we have it ready for performance reviews. He encourages keeping a journal that we start in January. Keep track not only of what you did but the outcomes your work delivered and the success metrics. For example, if you gave a presentation, note the number of people present. The company culture may have some impact on the language you need to use to word your accomplishments (i.e. using “I” statements). “I didn't want to be the only person who could do it. I'd rather learn it and then enable 5 other people to do it. And then those 5 people go do it, and that is a much bigger outcome.” – Ryan Conley, on the outcome of efforts at work and being a force multiplier Have a journal of the things you do at work that you update consistently. This could be screenshots, a written description, etc. “What are the metrics that you should be tracking? Mentally think about that because…when you have your annual review, you're going to miss something. You're going to miss a detail. You're going to miss an entire line item versus if you started in January and you just get into the practice of ‘I did this.' And then when you're having your first annual review with this brand-new manager, it's far easier to have a more successful conversation.” – Ryan Conley, on the importance of documenting our work in a journal somewhere Ryan reminds us it is ok to use generative AI tools to check our work. Use multiple different tools to get suggestions on how you might want to phrase the outcomes you delivered and the metrics you tracked. Nick says we should document our accomplishments as Ryan mentioned, but we should make sure we keep a copy of them so that we do not need to rewrite them from nothing in the event we are impacted by a layoff. If the journal containing all of your accomplishments is sitting in the corporate OneDrive or cloud storage, you will lose access to it when you leave the company. Be sure you have a disaster recovery plan for your accomplishments! The new boss is probably going to have team calls of some kind. While what you experience may vary from this, in Nick's experience the first time a manager hosts a call with their team they will share some career background, how they operate, and give team members some idea of what to expect. This kickoff team call usually happens before 1-1s begin. Listen really carefully when this first team call happens. Write down some questions you can ask the boss in that first 1-1 conversation. The manager will have to lead that first 1-1 conversation a little bit, but coming into it prepared with questions will be far easier than trying to think of questions in the moment. A simple follow up question Ryan suggests is how the manager wants to handle time off. Is there a shared team calendar, a formal process, carte blanche, specific blackout dates to be aware of, etc.? We can handle the simple things about how this new manager operates and what their values are early on in our working relationship. Ryan tells us he learned far too late to ask how managers handle promotion / raise / career growth conversations. One of Ryan's past managers scheduled a quarterly checkpoint to specifically talk about career growth items. Ryan was in charge of making the agenda in advance, and his manager would come prepared to talk about each agenda item. It's ok to ask for these regular career discussions. If your manager has a large team, these may be less frequent than otherwise. Ask the manager about the best way for both you and them to come into these discussions prepared. Nick likes the idea of an individual owning the agenda for these conversations. Nick tells us about a manager who sent out 1-1s to team members and provided a menu of options for the types of things that could be discussed during the 1-1 time in the body of the meeting invitation. It helps give people ideas for things to discuss but also lets them know the overall intention of the 1-1s. For the very busy manager, we could ask to use a specific 1-1 to talk about career-related items rather than in a separate meeting (if needed). Nick mentions a recent episode of Unicorns in the Breakroom Podcast in which Amy Lewis talks about using a shared document for 1-1s to hold an employee accountable for bringing agenda items and to document what transpired in previous conversations. Along the lines of trying to be helpful to a new manager, ask how they want to handle team calls when on vacation. Will team calls be cancelled when the manager is on vacation, or are they looking for team member volunteers to host these calls? This may be an opportunity to step up and do more if you want that, especially if you want to gain some leadership experience. Ryan tells us at one point he was a team lead, and part of his responsibility was leading team calls in his manager's absence. This involved leading the call, taking notes, and taking action on follow up items from the meeting. We should bring up time sensitive items to the boss quickly, especially if something needs attention. Communicate things that have a financial impact to the company (a subscription renewal, drop dead due date to exit a datacenter facility, point at which access to something will be lost, etc.). Do not assume your manager knows if you are unsure! Ryan recounts a story from earlier in his career when a CFO wanted a specific number of users added to the Exchange server. There were several cascading impacts of completing this task that went well beyond the scope of licensing and involved procuring more hardware. Ryan took the time to explain the implications. “This is a simple ask. You want the answer to be yes, but I'm going to give you more context…. There is a deadline. I want to make sure we hit it as a team, but there are some implications to your ask. I want to make sure you're fully aware.” – Ryan Conley, on giving more context to leadership Share what you have in flight and the priorities of those items. The new manager may want you to change the priority level on some things. 45:21 – Becoming Part of a Different Team You could end up working on a completely different team of peers as a result of organizational change. You might work on the same team as people you already know but might not. You may or may not work for the same boss. Ryan and Nick have experienced very large reorganization events and ended up in different divisions than they were previously. Ryan had a change of manager, change of a peer he worked closely with, and joined a new team of individuals reporting up to the same boss all at once. “A little bit of the tough lesson is you go into a bigger pond…. I think it's ok to take a moment and pause. For me, I had to kind of reassess and kind of figure out…what are these changes? What are the new best ways to operate within this new division so to speak? …within my team, no one on my prior team was on my team, so it was like this whole new world.” – Ryan Conley After this change, Ryan saw an opportunity to go deeper into technology and chose to take a different role. Ryan worked for a new (to Ryan at least) leader who was very supportive of his career goals. This leader helped Ryan through the change of roles. “If you do good work, even through change…if you're identifying gaps, you're filling it, you're stepping up where the team needs you to step up, you're aligning with the business direction to stay focused…I think there can still be good outcomes even if in the interim period you're not 100% happy.” – Ryan Conley If you don't know anyone on your new team, you have an entire set of people from which you can now learn. Does your job function change as a result of joining this new team? Make sure you understand your role and its delineation from other roles. Maybe you serve larger customers or work on different kinds of projects. Maybe you support the technology needs of a specific business unit rather than what we might deem as working in corporate IT. Maybe you focus on storage and high-level architecture rather than only virtualization. It could be a chance to learn and go deeper in new areas. Did the focus of the overall team change (which can trickle down and impact your job function)? Maybe you're part of a technology team that primarily manages the outsourced pieces of the technology stack for your company. So instead of working with just employees of your company you now work with consulting firms and external vendors. Ryan says we can still be intentional about relationships and he illustrates the necessary intentionality with the story behind his pursuit of a new role. Ryan was intentional about his desire to join a new team after the reorganization, but it didn't work out on the timeline he wanted. He remained patient and in constant, transparent communication with a specific leader who would eventually advocate for him with the hiring manager. Just doing our job can be difficult when we're in a challenging situation like a manager we do not get along with, trying to evolve with a top-level strategy change, etc. This can involve internal politics. Stay the course. Ryan tells us about a lesson he learned when interviewing for a new role he wanted. “Maybe be a little bit more vocal. Pat yourself on the back in a concise way. Again…go back to your journal, know your metrics, and stick by them.” – Ryan Conley, on interviewing and humility Nick says the intentionality behind building relationships applies to your relationship with your boss (a new boss or your current boss that has not changed). This also applies to new teammates! What are the strengths in the people you see around you? Who volunteers to help? Who asks questions when others will not? Ryan shares a story about 2 peers who on the surface seemed to disagree a lot but ended up making each other better (and smarter) by often taking opposing sides on a topic. When one of them left the company, the other person missed getting that perspective and intellectual challenge. Ryan suggests we pay attention to the personalities of team members and the kinds of questions they ask. If a specific teammate tends to do all the talking in meetings, find ways to enable others to speak up who have valuable perspectives but may be quieter. This at its heart is about upleveling others. We can do that when we join a new team, but we can also do this for former teammates by keeping in touch with them over time. This could apply to former teammates who still work at the same company as well as those who have left the company. Ryan tells us a story about when he first made the transition from working in IT operations to getting hired at a technology vendor in a very different role. “It's very different being face-to-face as a consultant, face-to-face as a vendor. And I had a buddy. He started going back 11 years almost to the day here. We were each other's lifeline…. He would have a bad day, and he would call me. Most of the time I was just there to listen…. And then the next week it was my turn, and I would call him…. So having a buddy in these change situations I think is a great piece of advice.” – Ryan Conley It can be easy to fall out of touch with people we no longer interact with on a daily or weekly basis. This takes some effort. We've met people who try to setup a 1-1 with someone in their professional network once every 1-2 weeks. Ryan has a tremendous amount of empathy for others who have recently had a child, for example. We can buddy up with specific professional or life experience and take the opportunity to learn from them. Ryan refers to building an “alumni network” of people you want to remain close with over time. While this helps build our own set of professional connections, we can do this by mentoring others as well (a chance to give back, which is usually much less of a time commitment than we think). Ryan has mentored a number of new college graduates and managed to keep up with their progress over time. Listen to the way he describes the career progression of his mentees and the long-term relationships it produced. We might be mentoring others (on our own team or beyond). This could act as relatable experience for a future role as a team lead or people manager, but highlighting this experience to your manager is something you should do in those career conversations. In those 1-1s with your manager you are asking how you are doing but also how you can do better. Sometimes that means doing more of something you have done in the past. Ryan reminds us that the journal is a tracking mechanism for specific actions and their impact. Whether it's mentoring or helping the manager with hiring or candidate evaluation, be sure to track it! There might be a gap in expertise on your team that you can fill (either because you have a specific skill or because you learned a new skill to fill that gap). When joining a new team, do some observing and stay humble before you declare there is a gap and that you are the one to fill it. Ryan says we can raise gaps with our manager. For example, maybe there is only one person on the team who knows how to do something. Could you pair with that person and cover them while they are on vacation? “I think it goes back to recognizing that you cannot learn it all and then revaluating…what do I need to learn? So, there's certain functions that you have to know how to do, and that's where your manager's going to help you set those expectations…. We're in technology, so as a technologist, what do you want to learn? What do you want to do more of? And that could be a gap that you see, and you have that conversation….” – Ryan Conley If there is not an opportunity at work to learn what you want to learn (i.e. your manager might not support you doing more of specific work, etc.), you can learn it on your own time and then re-evaluate longer term what you want to do. 59:46 – Shifting Job Roles or Job Level Changes We talked about this a little bit earlier. Maybe you stay an individual contributor, move into leadership, or change leadership levels entirely within an organization. Ryan talks about the new expectations when you change your daily role. There are expectations we put on ourselves and those expectations put on us by our leaders. There are both opportunities and challenges. Ryan shares that he has been approached in the past to lead a team, but when this has happened, he took the time to think through what he wanted (his career ladder, his motivations, and his desired focus). “Leading people is not something that I want to currently focus on. I know what I'm motivated by. I'm a technologist at heart. I want to keep learning, and I personally like the technology that I'm focused on right now. And it's not that leadership would necessarily remove technology entirely…. It's just it would be a different focus area. And I think in your career journey it's worth just kind of keeping tabs on where you're at in your career (the ladder of change that we keep mentioning, that lifecycle)…. Do you want to go up the ladder as part of your lifecycle and get into a management role? I think mentorship can be very fulfilling. I think leading people can be very fulfilling. But in my case, I've decided I still want to stay an individual contributor. There's still aspirations that I have there….It's ok to say no is really what I'm getting at…. Really think about the job that you're in at the company that you're in. What are the opportunities within? What motivates you? And stay true to that.” – Ryan Conley Ryan has said no to being a people leader as well as to technical marketing roles. He had a desire to get through the principal program. He encourages listeners to think about whether they would be happy in 1-2 years if they took a new role before making the final decision. Nick mentions the above is excellent when you have the choice to take a new role. But what if it's forced on you as the result of an organizational change? We can recognize where we are in the career lifecycle even if an organizational change places us in a new role that was not our choice. Make sure you understand what the new role is, and think about how you can align it with where you are in the career lifecycle (including the goals you have and the things you want). Nick had a manager who encouraged his team to align their overall life purpose to the current job role or assignment. In doing this, it will be easier to prevent intertwining your identity with your job or your company. We may have to put out heads down and just do the work for a while. But maybe there is an opportunity to align with the things you want and the type of work you want to do which is not immediately obvious. In this job market, if you are employed, be thankful and do a great job. Ryan hopes listeners can think back to an unexpected change that happened which led to new opportunities later. “Pause, recollect, align your focus with your new manager, align your focus with either the changing mission statement or the current mission statement…. What is fulfilling you personally (your own internal values)? If they are being conflicted, I think there's a greater answer to some of your challenges, but they're not being conflicted how can you be your best self in a company without the company being all of yourself? …The cultural identity of the workplace and the home can sometimes be a little too close, a little to intertwined…. Maybe you're just way too emotionally invested in your day job and it's just a good moment to reset…. What is your value system? Why? And then how can you be your best self in your workplace? And I think far too often we want to have our dream job…. ‘A dream job is still a job. There are going to be days when it is just a really difficult day because it's a really difficult job. It's still your dream job, but every job is going to have a difficult day.'” – Ryan Conley Every job will be impacted by some kind of organizational change multiple times throughout your career. 1:06:18 – Parting Thoughts Ryan closes with a funny anecdote about a person who worked on the same team as him that he never had the chance to meet in person. In this case, the person invested more in their former team than meeting members of their new team. Maybe a good interview question for those seeking new roles could be something about organizational changes and how often they are happening at the company. Ryan encourages us to lead with empathy in this job market and consider how we can help others in our network who may be seeking new roles. Ryan likes to share job alerts on LinkedIn and mentions it has been great to see the formation of alumni groups. “Share your rolodex. Help people connect the dots. And lead with empathy.” – Ryan Conley To follow up on this conversation with Ryan, contact him on LinkedIn. Mentioned in the Outro A special thanks to former guest Daniel Lemire and listener Megan Wills for sharing thoughts on organizational change that we were able to include in this episode! Ryan told us we can lead with empathy when helping others looking for work in this job market, but Nick thinks it's empathy at work when we're asking a new boss or team member how we can help. If you want to bring more empathy to the workplace, check out Episode 278 – Uncovering Empathy: The Greatest Skill of an Inclusive Leader with Marni Coffey (1/3) in which guest Marni Coffey tells us about empathy as her greatest skill. It's full of excellent examples. If you're looking for other guest experiences with organizational change, here are some recommended episodes: Episode 210 – A Collection of Ambiguous Experiments with Shailvi Wakhlu (1/2) – Shailvi talks about a forced change of role that was actually an opportunity in disguise Episode 168 – Hired and Acquired with Mike Wood (1/2) – Mike Wood's company was acquired, and the amount of travel went up soon after to increase his stress. Episode 169 – A Thoughtful Personal Sabbatical with Mike Wood (2/2) – Mike Wood shares another acquisition story that this time ended with him taking a sabbatical. Episode 84 -Management Interviews and Transitions with Brad Pinkston – Brad Pinkston shares what he likes to do when working for a new boss. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.
Felicia Shakiba is the Founder and CEO of CPO Playbook, a leadership and human capital advisory firm serving private equity and venture-backed companies. As an industrial-organizational psychologist and certified Korn Ferry coach, she has over two decades of experience driving people strategy across Fortune 500 and high-growth companies. Felicia is also an Advisory Council Member for Harvard Business Review, hosts the CPO PLAYBOOK podcast, and developed PIA360™, the first tool that quantifies leadership and culture across a portfolio. In this episode… Many founders assume that strong financial performance is enough to ensure long-term success. Yet after an acquisition, organizations often encounter misalignment, slowed decision-making, and cultural friction that undermine results. Why do businesses with solid strategies struggle when leadership dynamics are tested? Leadership and organizational effectiveness expert Felicia Shakiba argues that these challenges stem from leadership behaviors rather than flawed economics. She advises aligning mission and vision across the company, building trust-based communication, and replacing intuition with data-driven insights. Leaders should surface issues early, reinforce accountability, and build decision agility so teams can adapt without losing focus. In this episode of the Up Arrow Podcast, William Harris talks with Felicia Shakiba, Founder and CEO of CPO Playbook, about leadership risk and value creation in private equity-backed companies. She shares common concerns investors have after deals close, how ownership mindset and decision agility drive performance, and the key questions founders should address before entering the boardroom.
If you haven't seen last week's headlines yet, Kroger announced the sale of its online health and wellness subsidiary, Vitacost, to iHerb. And while terms of the M&A transaction were not disclosed…there's still tons to discuss regarding why both sides considered this deal value accretive. But I'll start my examination on the sell-side, as A LOT has happened since Kroger acquired Vitacost for $280 million in mid-August 2014. And if you remember back to that grocery retail era, even a few years before Amazon acquired Whole Foods Market, which instantly put the entire retail channel on notice (and triggered a massive grocery technology arms race that permeated across every layer of the supply and value-chain), supermarket chains (even the largest ones like Kroger) were increasingly concerned about facing competition from online retailers. But while Vitacost (at the time) certainly helped jumpstart Kroger's technology expertise and provided it with a platform for fulfilling home delivery of online orders…I probably don't need to detail every fundamental change in shopping behavior (over the last decade plus) for you to recognize that “ship-to-home” isn't the leading online grocery fulfillment method. So, even though the online grocery customer group continues to expand, order frequency has steadily grown, and spending remained resilient…thus signaling its shift from just a convenient option to the preferred way to get groceries for many, Kroger's primary focus evolved to emphasize store pickup and delivery for core grocery items, which differed significantly from Vitacost's pure ecommerce model for shelf-stable goods. And those operational differences obviously limited seamless integration into a unified system…eventually leading Kroger to take a $164 million goodwill and fixed-asset impairment charge on Vitacost in fiscal year 2022. But following its failed mega-merger with Albertsons in late-2024, Kroger went through an extensive strategic review, which included a cost optimization plan spanning from closing dozens of stores to impacting hundreds of jobs and broadly overhauling its online operations. And with Kroger determining Vitacost to be a non-core asset during that strategic business review, it ultimately signaled costs associated with separate infrastructure systems (and operations) would no longer be justifiable with expected long-term revenue and profitability reductions. Next, let's transition into examining the buy-side…as Vitacost could become a very important asset based iHerb confidentially filing for an IPO in July 2021. And while no official updated IPO timeline has been disclosed yet, iHerb leadership has publicly noted that it's still an ultimate end goal. Likewise, iHerb recently rang the Nasdaq opening bell in conjunction with the Vitacost acquisition, which seems (at least to me) more than simply a reflection of excitement for the future of the combined business (estimated to generate annual revenue of around $3 billion). Either way, something tells me that iHerb snagged Vitacost for an amazing fire-sale price…and will be successful in unlocking enough untapped potential to better position the combined entity for future growth and global market leadership…serving as a strong foundation for a potential future initial public offering.
Join us for a deep dive into the "SELF DRIVE Act" of 2026, a bipartisan bill aiming to dismantle state-level regulatory patchworks for autonomous trucking. This legislation promises legal certainty for cab-less truck designs and establishes a national safety data repository to replace fragmented reporting mandates. We also analyze the Federal Motor Carrier Safety Administration's plan to restore the 30-day automatic emergency relief window for hours-of-service rules. This reversal addresses the uncertainty and delays caused by the previous 14-day limit during recent disasters like the Key Bridge collapse and regional hurricanes. The conversation shifts to a critical compliance failure in North Carolina, where a DOT audit revealed that over half of commercial licenses issued to foreign drivers were illegal. The state now faces a potential $50 million funding loss and decertification of its CDL program if immediate corrective actions aren't taken. On the business front, we cover the acquisition of Dart Transit by Avkha Equity Holdings, marking the end of nine decades of family ownership for the Minnesota-based carrier. Additionally, we look at the revolving door at the Federal Maritime Commission as longtime Chief of Staff Mary Thien Hoang departs for a partner role at a D.C. lobbying firm. Finally, we explore why analysts have upgraded American Airlines and Sun Country, citing a robust recovery in air travel and resilient cargo operations. Sun Country's hybrid model and partnership with Amazon are highlighted as key drivers for substantial free cash flow projections. Follow the FreightWaves NOW Podcast Other FreightWaves Shows Learn more about your ad choices. Visit megaphone.fm/adchoices
Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Justin M. Lee. Purpose of the Interview To showcase Dr. Lee’s journey from a young real estate agent to a multi-industry entrepreneur. To inspire listeners with strategies for wealth-building through real estate, construction, and logistics. To encourage financial literacy, ownership, and collaboration within underserved communities. To issue a call to action for minorities to explore opportunities like Amazon DSP and real estate investment. Key Takeaways Early Career & Education Started young in real estate, embraced discomfort in rooms dominated by older professionals. Leveraged millennial tech skills (social media marketing) to help veteran brokers grow. Earned a doctorate degree and became a licensed real estate broker. Social Media as a Business Tool Built a strong presence on TikTok (90K followers) and other platforms. Helped older real estate firms thrive by creating digital visibility. Emphasized that “business must look as good online as in person.” Financial Literacy & Homeownership African-American communities often lack foundational financial knowledge. Key barriers: misunderstanding credit, fear of debt, and lack of exposure to ownership benefits. Advocates teaching the difference between good debt (real estate) and bad debt (consumer credit). Real Estate Process Initial onboarding: credit score, income, tax filing. Connect clients with lenders, secure pre-approval, then negotiate and close within 30–45 days. Uses property tours as motivation even for those not yet approved. Pooling Resources for Wealth Industry dominated by white men and foreign investors who use syndication. Dr. Lee created a private family fund with fraternity brothers and friends. Acquired 150+ apartment units and commercial properties by pooling resources and forming LLCs. Amazon DSP Opportunity Owns an Amazon Delivery Service Partner business (42 trucks, 200 employees). Offers minorities a chance to apply for DSP with $10K grant. Taught him true CEO skills: HR, payroll, compliance, and scaling operations. Construction Business Entered construction after experiencing exploitation in fix-and-flip projects. Learned the business side (permits, change orders) and got licensed. Built major projects like a 10,000 sq. ft. restaurant in Atlanta. Advocates for Black representation in construction, an industry dominated by whites and Hispanics. Personal Background Raised in New Orleans during Katrina by a single mother and grandparents. Mother invested FEMA checks into real estate, teaching him property management and renovation skills early. Believes knowledge is power and emphasizes planning and consistency. Notable Quotes On embracing discomfort:“I learned to embrace the uncomfort and make it one of my biggest strengths.” On social media:“You have to make your business look the same way online as in person.” On financial literacy:“Real estate is always going to be good debt. Bad debt is the Macy’s card.” On collaboration:“Pooling resources shows how far we can go and how fast we can go—but together.” On planning:“If you don’t plan, you plan to fail. All you have to do is stick to the plan.” #SHMS #STRAW #BESTSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.
Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Justin M. Lee. Purpose of the Interview To showcase Dr. Lee’s journey from a young real estate agent to a multi-industry entrepreneur. To inspire listeners with strategies for wealth-building through real estate, construction, and logistics. To encourage financial literacy, ownership, and collaboration within underserved communities. To issue a call to action for minorities to explore opportunities like Amazon DSP and real estate investment. Key Takeaways Early Career & Education Started young in real estate, embraced discomfort in rooms dominated by older professionals. Leveraged millennial tech skills (social media marketing) to help veteran brokers grow. Earned a doctorate degree and became a licensed real estate broker. Social Media as a Business Tool Built a strong presence on TikTok (90K followers) and other platforms. Helped older real estate firms thrive by creating digital visibility. Emphasized that “business must look as good online as in person.” Financial Literacy & Homeownership African-American communities often lack foundational financial knowledge. Key barriers: misunderstanding credit, fear of debt, and lack of exposure to ownership benefits. Advocates teaching the difference between good debt (real estate) and bad debt (consumer credit). Real Estate Process Initial onboarding: credit score, income, tax filing. Connect clients with lenders, secure pre-approval, then negotiate and close within 30–45 days. Uses property tours as motivation even for those not yet approved. Pooling Resources for Wealth Industry dominated by white men and foreign investors who use syndication. Dr. Lee created a private family fund with fraternity brothers and friends. Acquired 150+ apartment units and commercial properties by pooling resources and forming LLCs. Amazon DSP Opportunity Owns an Amazon Delivery Service Partner business (42 trucks, 200 employees). Offers minorities a chance to apply for DSP with $10K grant. Taught him true CEO skills: HR, payroll, compliance, and scaling operations. Construction Business Entered construction after experiencing exploitation in fix-and-flip projects. Learned the business side (permits, change orders) and got licensed. Built major projects like a 10,000 sq. ft. restaurant in Atlanta. Advocates for Black representation in construction, an industry dominated by whites and Hispanics. Personal Background Raised in New Orleans during Katrina by a single mother and grandparents. Mother invested FEMA checks into real estate, teaching him property management and renovation skills early. Believes knowledge is power and emphasizes planning and consistency. Notable Quotes On embracing discomfort:“I learned to embrace the uncomfort and make it one of my biggest strengths.” On social media:“You have to make your business look the same way online as in person.” On financial literacy:“Real estate is always going to be good debt. Bad debt is the Macy’s card.” On collaboration:“Pooling resources shows how far we can go and how fast we can go—but together.” On planning:“If you don’t plan, you plan to fail. All you have to do is stick to the plan.” #SHMS #STRAW #BESTSee omnystudio.com/listener for privacy information.
The Twenty Minute VC: Venture Capital | Startup Funding | The Pitch
AGENDA: 04:30 Groq Acquired by NVIDIA for $20BN: The Breakdown 17:13 Meta's $2BN Acquisition of Manus: Did They Sell Too Early 36:04 OpenAI's Stock-Based Compensation Strategy 47:42 Will AI Replace Venture Capitalists 56:13 Navan Trading at 4x ARR: Who is Good Enough to Go Public? 01:09:46 The Rise of Invisible Unemployment 01:14:21 The Future of Work and Education in an AI-Driven World
Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Justin M. Lee. Purpose of the Interview To showcase Dr. Lee’s journey from a young real estate agent to a multi-industry entrepreneur. To inspire listeners with strategies for wealth-building through real estate, construction, and logistics. To encourage financial literacy, ownership, and collaboration within underserved communities. To issue a call to action for minorities to explore opportunities like Amazon DSP and real estate investment. Key Takeaways Early Career & Education Started young in real estate, embraced discomfort in rooms dominated by older professionals. Leveraged millennial tech skills (social media marketing) to help veteran brokers grow. Earned a doctorate degree and became a licensed real estate broker. Social Media as a Business Tool Built a strong presence on TikTok (90K followers) and other platforms. Helped older real estate firms thrive by creating digital visibility. Emphasized that “business must look as good online as in person.” Financial Literacy & Homeownership African-American communities often lack foundational financial knowledge. Key barriers: misunderstanding credit, fear of debt, and lack of exposure to ownership benefits. Advocates teaching the difference between good debt (real estate) and bad debt (consumer credit). Real Estate Process Initial onboarding: credit score, income, tax filing. Connect clients with lenders, secure pre-approval, then negotiate and close within 30–45 days. Uses property tours as motivation even for those not yet approved. Pooling Resources for Wealth Industry dominated by white men and foreign investors who use syndication. Dr. Lee created a private family fund with fraternity brothers and friends. Acquired 150+ apartment units and commercial properties by pooling resources and forming LLCs. Amazon DSP Opportunity Owns an Amazon Delivery Service Partner business (42 trucks, 200 employees). Offers minorities a chance to apply for DSP with $10K grant. Taught him true CEO skills: HR, payroll, compliance, and scaling operations. Construction Business Entered construction after experiencing exploitation in fix-and-flip projects. Learned the business side (permits, change orders) and got licensed. Built major projects like a 10,000 sq. ft. restaurant in Atlanta. Advocates for Black representation in construction, an industry dominated by whites and Hispanics. Personal Background Raised in New Orleans during Katrina by a single mother and grandparents. Mother invested FEMA checks into real estate, teaching him property management and renovation skills early. Believes knowledge is power and emphasizes planning and consistency. Notable Quotes On embracing discomfort:“I learned to embrace the uncomfort and make it one of my biggest strengths.” On social media:“You have to make your business look the same way online as in person.” On financial literacy:“Real estate is always going to be good debt. Bad debt is the Macy’s card.” On collaboration:“Pooling resources shows how far we can go and how fast we can go—but together.” On planning:“If you don’t plan, you plan to fail. All you have to do is stick to the plan.” #SHMS #STRAW #BESTSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.
As President Trump and European leaders have their say about Greenland, BBC's Andrew Peach hears from Greenland's business minister, Naaja Nathanielson. And, in a few weeks, a group of potential investors and hedge fund managers will be heading to Venezuela after its president was forcibly removed by the US. We will hear of those heading to Caracas. Also, beef prices in the US are at record highs – they went up by 22% last year.(Photo: The Greenlandic flag Erfalasorput flies on the Tivoli Castle in Tivoli in Copenhagen, Denmark, 08 January 2026. Credit: Ida Marie Odgaard/EPA/Shutterstock)Presenter: Andrew Peach Editor: Craig Henderson Producer: Ahmed Adan
NASA says it is considering the possibility of an earlier end to Crew-11's mission due to a medical situation on board the International Space Station. Karman Space and Defense has entered into a definitive agreement to acquire Seemann Composites and MSC. PowerBank and Smartlink AI's Genesis-1 satellite is confirmed to be operating an artificial intelligence model directly in orbit, and more. Remember to leave us a 5-star rating and review in your favorite podcast app. Be sure to follow T-Minus on LinkedIn and Instagram. T-Minus Guest Our guest today is John Serafini, the CEO of HawkEye 360. You can connect with John on LinkedIn, and find out more about HawkEye 360 on their website. Selected Reading International Space Station Update - NASA NASA Postpones Jan. 8 Spacewalk Karman Space & Defense Expands into High-Priority Maritime Defense Market with Agreement to Acquire Seemann Composites and Materials Sciences, Leaders in Advanced Composite Systems for Submarine, UUV/USV and Strategic Naval Surface Platforms Artificial Intelligence Production in Space: PowerBank Shares Additional Update on Collaboration with Smartlink AI Major firsts achieved: China unveils 2025 space station 'work summary' - CGTN Eric and Wendy Schmidt to fund space telescope, three ground-based observatories Stellant Systems to be Acquired by TransDigm for $960M - Via Satellite Study casts doubt on potential for life on Jupiter's moon Europa- Reuters Share your feedback. What do you think about T-Minus Space Daily? Please take a few minutes to share your thoughts with us by completing our brief listener survey. Thank you for helping us continue to improve our show. Want to hear your company in the show? You too can reach the most influential leaders and operators in the industry. Here's our media kit. Contact us at space@n2k.com to request more info. Want to join us for an interview? Please send your pitch to space-editor@n2k.com and include your name, affiliation, and topic proposal. T-Minus is a production of N2K Networks, your source for strategic workforce intelligence. © N2K Networks, Inc. Learn more about your ad choices. Visit megaphone.fm/adchoices
In this special encore episode from AWS re:Invent, AWS CEO Matt Garman joins Acquired podcast co-hosts Ben Gilbert and David Rosenthal for an in-depth conversation on AI, agents, and the future of business. Listen in as Garman shares his leadership journey from AWS intern to CEO, discusses why inference is becoming a fundamental building block for developers, and reveals how AI is enabling smaller teams to deliver exponentially more value. He also explores the organizational shifts enterprises must make to stay competitive, the evolution of agentic AI, and why agility and speed remain critical regardless of technological change.To catch the full interview session featuring additional speakers, Max Neukirchen (J.P. Morgan Payments), Greg Peters (Netflix), and Aravind Srivinas (Perplexity), click here to watch on YouTube -> https://www.youtube.com/watch?v=2ExjNvGYDiU.
► We Get Around Network Forum (https://www.WGANForum.com) --- We Get Around Network Acquired by Tom Sparks from Founder Dan Smigrod After more than a decade as founder, managing editor, and publisher of the We Get Around Network, Dan Smigrod announces the next chapter in WGAN's history. Effective January 1, 2026, ownership of We Get Around Network has transitioned to long-time WGAN member and contributor Tom Sparks, Principal of Sparks Media Group, through WGAN Holdings Inc. Tom is now the owner, managing editor, and publisher of We Get Around Network—and the new host of the WGAN-TV Podcast. This is a change in leadership, not a change in DNA. Everything the community relies on remains in place: ► The WGAN Forum and its 100,000+ posts ► WGAN-TV Podcast and WGAN-TV Training U ► WGAN MarketPlace and Marketing Partner programs ► Find a Service Provider Map ► Existing memberships, subscriptions, logins, and content WGAN continues to be the trusted, cross-platform knowledge base for digital twins, 3D/360 cameras, real estate media, and the tools and services professionals use every day. Why Tom Sparks Tom is a working real estate photographer and media business owner who actively uses Matterport, iGUIDE, Giraffe360, InnoDraw, SIMLAB, InsideMaps, and related platforms in the field. He brings hands-on experience, editorial credibility, and operational leadership—combined with a clear vision to expand education, deepen technical coverage, and grow vendor partnerships. What's Next Under Tom's leadership, WGAN will: ► Expand practical, field-tested content ► Strengthen marketing partner programs ► Go deeper into digital twins and AI-driven workflows ► Continue delivering trusted insights that help members succeed faster Dan Smigrod's Next Chapter Dan transitions into an advisor role to support a smooth handoff and knowledge transfer. While stepping back from daily publishing, he will continue to appear for select projects, special episodes, and deep dives—while finally reclaiming time for travel, creativity, and exploration in AI and robotics. Join the Conversation Please welcome Tom Sparks as the new publisher of We Get Around Network. Introduce yourself in the WGAN Forum. Share what topics, tools, and technologies you want covered next. The mission remains the same: Give help. Get help. Build the future of digital twins and real estate media—together. Happy New Year, Dan Smigrod Founder and Advisor We Get Around Network Atlanta
In this episode we are joined by Shahzad Naseem from the SAP SuccessFactors Product Strategy team to discuss the strategic reasoning behind the SmartRecruiters acquisition, the roadmap for Autonomous Payroll., & more! We go "under the hood" to explore why SAP chose SmartRecruiters over other vendors. How they evaluated every vendor and what set SmartRecruiters apart, focusing on the strength of their Applicant Tracking System (ATS) vs. "hollow" AI chatbots. Shazad reveals the 2026 vision for Employee Central Payroll (ECP), including the introduction of Autonomous Payroll Agents for compliance, reconciliation, and alerts that allow admins to "go home at 5:00 PM". We also clarify the future of SuccessFactors Recruiting vs. SmartRecruiters and how native onboarding fits into the new ecosystem. Key Takeaways & Chapters 00:00:00 | Intro: The PayrollBADIes Podcast Kickoff 00:01:12 | Meet Shahzad Naseem: SAP Strategy Lead & Musician 00:06:40 | The SmartRecruiters Business Case: Why SAP Acquired Them 00:12:05 | ATS Strength vs. Hollow Chatbots: The Evaluation Process 00:19:21 | Joule AI vs. Winston AI: Will They Ever Merge? 00:23:23 | The Future of "Headless" AI HR Applications 00:25:51 | 2025 Roadmap: Workforce Scheduling & Business Data Cloud (BDC) 00:27:12 | Autonomous Payroll: The Vision for ECP 00:29:55 | How Payroll Agents Solve Finance Reconciliation Gaps 00:32:33 | What Happens to SuccessFactors Recruiting & Onboarding?00:37:16 | Closing: The Future of Payroll Innovation If you care about Payroll, SAP, AI, Recruiting, Compliance, or the future of HR Technology, this episode is for you.
How Did H2O Innovation Build a Water Empire Through 18+ Acquisitions (M&A) and What Happens Now Under Private Equity?More #water insights? Get my free mapping of 267 water investors here: https://investors.dww.show
Shawn and Daniel break down Snap Inc., a camera-based social media platform with nearly one billion monthly users. IN THIS EPISODE, YOU'LL LEARN: 00:00:00 – Intro 00:08:25 – Why Snapchat, being a founder-led company, is less than ideal in this case 00:09:15 – Why Snapchat is unlikely to be acquired any time soon 00:17:49 – How Snapchat almost didn't become a hit, and what made it suddenly so popular 00:39:24 – Why growth internationally is actually worsening Snapchat's unit economics 00:45:12 – What to know about how the company is dipping its toes into artificial intelligence 00:48:01 – Whether subscriptions can save Snapchat's business model 00:57:55 – Why it has been so much harder for Snapchat to make its unit economics work relative to peers 01:07:08 – How to think about modeling SNAP's intrinsic value 01:07:29 – Whether Shawn and Daniel add SNAP to their Intrinsic Value Portfolio *Disclaimer: Slight timestamp discrepancies may occur due to podcast platform differences. BOOKS AND RESOURCES The Investors Podcast Network is excited to debut a new community known as The Intrinsic Value Community for investors to learn, share ideas, network, and join calls with experts: Sign up for the waitlist(!) Sign up for The Intrinsic Value Newsletter. Shawn & Daniel use Fiscal.ai for every company they research — use their referral link to get started with a 15% discount! Snap's investor relations page. Acquired's podcast coverage of Snap. Why Snap CEO Evan Spiegel is betting on smart glasses. Explore our previous Intrinsic Value breakdowns: Transdigm, Salesforce, Berkshire Hathaway, FICO, PayPal, Uber, Nike, Amazon, Airbnb, Alphabet. Related books mentioned in the podcast. Ad-free episodes on our Premium Feed. NEW TO THE SHOW? Follow our official social media accounts: X (Twitter) | LinkedIn | Instagram | Facebook | TikTok. Browse through all our episodes (complete with transcripts) here. Try Shawn's favorite tool for picking stock winners and managing our portfolios: TIP Finance. Enjoy exclusive perks from our favorite Apps and Services. Learn how to better start, manage, and grow your business with the best business podcasts. SPONSORS Support our free podcast by supporting our sponsors: - Public.com - See the full disclaimer here. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://theinvestorspodcastnetwork.supportingcast.fm
This week I'm the guest and my friends at Whiskey Web and Whatnot are the hosts. And they're great hosts, because they send their guests a bottle of whiskey before talking web and whatnot...As we head into the holidays I hope you'll raise a glass with us and enjoy this very laid back episode... Chuck and Robbie hosted me a year ago and I love that they got me on tape when they did, because it was just as I was starting to consider making some big changes to my show... Changes that I will announce in late January... so get excited for that! and please subscribe to this here podcsat in your favorite apps, and get the newsletter at crafted.fmHere's how they described the episode:Robbie and Chuck talk with Dan Blumberg about his journey from radio producer to product manager and podcaster. They explore the art of building great software, podcasting essentials, and the changing landscape of podcast platforms. Plus, Dan shares his kayaking adventures and insights on balancing authenticity and growth.And if you please…Subscribe to the CRAFTED. newsletter atcrafted.fmShare with a friend! Word of mouth is by far the most powerful way for podcasts to growSponsor the show? I'm actively speaking to potential sponsors for 2026 episodes. Drop me a line and let's talk.Get psyched!… There are some big updates to this show coming soonFor more on Whiskey Web and Whatnot...Check ou:t https://whiskey.fmConnect with Robbie Wagner: https://x.com/RobbieTheWagnerConnect with Chuck Carpenter: https://x.com/CharlesWthe3rd In this episode:- (00:00) - Intro- (03:26) - Whiskey review and rating: Woodinville Straight Bourbon- (09:23) - Apple Podcasts vs Spotify- (11:20) - Spotify video vs YouTube- (13:02) - Podcasting audio vs video- (15:24) - Advice on starting a podcast- (19:24) - Equipment requirements for guests on podcasts- (22:15) - Having a pre-interview interview- (26:06) - Social media and podcasting challenges- (27:37) - How to grow your audience- (33:18) - How to make money as a podcaster- (37:28) - Being yourself vs having a persona- (38:42) - Monetizing your podcast- (42:11) - What's missing from RSS- (43:38) - Dan's non-tech career ideas- (45:40) - Podcast recommendations- (49:12) - Dan's plugsLinks- Woodinville Straight Bourbon: https://woodinvillewhiskeyco.com/- Crafted: https://crafted.fm- WNYC: https://www.wnyc.org/- NYT: https://www.nytimes.com/- Apple Podcasts: https://podcasts.apple.com/- Spotify: https://www.spotify.com/- Pocket Casts: https://pocketcasts.com/- IAB: https://www.iab.com/- National Geographic: https://www.nationalgeographic.com/- Shure SM7B: https://www.shure.com/en-US/products/microphones/sm7b- Focusrite: https://focusrite.com/- Shure MV7: https://www.shure.com/en-US/products/microphones/mv7- Elgato: https://www.elgato.com/- AirPods: https://www.apple.com/airpods/- Audio Technica: https://www.audio-technica.com/en-us/- Morning Edition: https://www.wnyc.org/shows/me- Chicago Public Radio: https://www.wbez.org/- Riverside: https://riverside.fm/- TikTok: https://www.tiktok.com/- Mr. Beast: https://youtube.com/@mrbeast- Docker: https://www.docker.com/- Artium: https://www.thisisartium.com/- Jay Clouse: https://creatorscience.com/- Hark: https://harkaudio.com/- Syntax: https://syntax.fm/- Hard Fork: https://www.nytimes.com/column/hard-fork- Big Technology with Alex Kantrowitz: https://www.bigtechnology.com/- Decoder with Nilay Patel: https://www.theverge.com/decoder- How I Built This: https://www.npr.org/series/490248027/how-i-built-this- Acquired: https://www.acquired.fm/- Smartless: https://smartless.com/- Wondery: https://wondery.com/- Sacha Baron Cohen: https://en.wikipedia.org/wiki/Sacha_Baron_Cohen- Tim Burton: https://en.wikipedia.org/wiki/Tim_Burton- Beetlejuice: https://www.warnerbros.com/movies/beetlejuice- Darknet Diaries: https://darknetdiaries.com/
In this episode of the SOFLETE Performance Podcast, the hosts discuss the intricacies of training in austere environments, focusing on movement patterns, programming adaptations for travel, the importance of recovery, and creative solutions for training with limited resources. They also delve into the commercialization of youth sports and its impact on athlete development, sharing personal experiences and insights from their professional backgrounds.
The Color of Money | Transformative Conversations for Wealth Building
We're revisiting one of our most downloaded episodes - a conversation with investor and entrepreneur Jonathan Miller. Jonathan shares how he went from a corporate career to acquiring 157 multifamily units in just five years.We explore how he leveled up thanks to his mentors, built a construction and management team from the ground up, and used his W-2 job to strengthen his lending profile. Jonathan also walks through his first 40-unit purchase, the financing structure behind it, and how he scaled to over 150 units while preparing to launch a $25M investment fund.Whether you're just starting in real estate or looking to scale, you'll want to listen up! This episode will give you clear steps and a powerful mindset for building long-term wealth through multifamily investing.Resources:Learn more at The Color of MoneyBecome a real estate agent HEREConnect with Our HostsEmerick Peace:Instagram: @theemerickpeaceFacebook: facebook.com/emerickpeaceDaniel Dixon:Instagram: @dixonsolditFacebook: facebook.com/realdanieldixonLinkedIn: linkedin.com/in/dixonsolditYouTube: @dixongroupcompaniesJulia Lashay:Instagram: @iamjulialashayFacebook: facebook.com/growwithjuliaLinkedIn: linkedin.com/in/julialashay/YouTube: @JuliaLashayBo MenkitiInstagram: @bomenkitiFacebook: facebook.com/obiora.menkitiLinkedIn: linkedin.com/in/bomenkiti/Produced by NOVAThis podcast is for general informational purposes only. The views, thoughts, and opinions of the guest represent those of the guest and not Keller Williams Realty, LLC and its affiliates, and should not be construed as financial, economic, legal, tax, or other advice. This podcast is provided without any warranty, or guarantee of its accuracy, completeness, timeliness, or results from using the information.
Dr. Beckett dives into the unexpected but monumental news of PSA acquiring BGS and other Beckett entities. In this episode, Dr. Beckett discusses the immediate impact on the sports card hobby, shares personal anecdotes from his recent interactions with Nat Turner, and reflects on the legacy and future prospects of Beckett. 00:31 PSA Acquires Beckett Entities 01:31 Timeline of Events 03:14 Reflections on Beckett's History 06:02 Meeting with Nat Turner 10:00 Future of Beckett Under PSA
Hear award-winning columnist Dejan Kovacevic's Daily Shots of Steelers, Penguins and Pirates -- three separate podcasts -- every weekday morning on the DK Pittsburgh Sports podcasting network, available on all platforms: https://linktr.ee/dkpghsports Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
London gets stranger by the minute as the investigators split up and follow different threads. A ghost returns where it shouldn't and strange bargains are struck. (Part 21)This series is not suitable for listeners under the age of 18 and may contain material some people find disturbing.CONTENT WARNINGS: body horror, gunfire (SFX), profanity, violencePlayer CharactersJason Cordova as KeeperScott Dorward as Sebastian MelmothJosephine McAdam as Moyra InnesNic Rosenberg as Viola Archercuppycup as Edward QuietProduction and CreativeThe Between system by The GauntletEditing by cuppycup and Scott DorwardSound Design and Production by cuppycupPatreon: https://patreon.com/aintslayedMerch: https://aintslayed.dashery.com/Discord: https://slayed.me/discordIG: https://instagram.com/aintslayedAin't Slayed Nobody and Rusty Quill Hosted on Acast. See acast.com/privacy for more information.
Why has Acquired — seemingly against all odds — “worked”? It's a puzzling question: episodes are four hours long, they come out infrequently, and they usually don't have guests or video. Hardly the standard-issue playbook for podcasting success! And yet well over a million smart, curious and exceedingly busy humans share their (your!) valuable time with us every month. Why? This is the exact paradox that has been rolling around in the head of Michael Lewis (yes, that Michael Lewis) since he found the show earlier this year.So we asked Michael to be our guest "interlocutor" and share what he thinks is going on here, while we share ten lessons we've stolen (graciously) from companies we've studied and brought into Acquired itself. He takes us through the entire Acquired journey: how we started, why we've never hired anyone or raised money, how we pick episodes, what our business model actually is, why we focus on quality and enjoyment over maximizing enterprise value, and ultimately why we're all — you, him, us — kindred spirits together. Oh, and just for fun, we recorded this episode where another special journey began — the garage where Google was founded.Thank you for an incredible decade together… here's to the next one!Thank-yous:First, to Google for loaning us the garage. The sawhorse table desk, PC and CRT monitor on display in the background were all Google originals courtesy of the Google Founders Collection at the Computer History Museum. So cool!Second, to our friends at Shep Films for helping us seriously up our game on production quality this episode!Sponsors:Many thanks to our fantastic Fall ‘25 Season partners:J.P. Morgan Payments (you can watch our full show with them at AWS re:Invent here!)WorkOSSentryShopifyOur Favorite Michael Lewis Books:Home GameMoneyballLiar's PokerThe Blind SideThe Undoing Project (as referenced by Michael in the beginning, about Daniel Kahneman and Amos Tversky)Carve Outs:Books: The Name of the Wind by Patrick RothfussScience, the Endless Frontier by Vannevar BushLast Man Standing: The Ascent of Jamie Dimon and JPMorgan Chase by Duff McDonaldThe Art of Spending Money by Morgan HouselEmperors of Chocolate by Joel Glenn BrennerMorris Chang's AutobiographyPodcasts: Against the RulesRevisionist HistorySmartLessThe DailyThe Bill Simmons PodcastGraham Duncan on Invest Like the BestGlue GuysVideo: Jay KellyThe RehearsalDoug DeMuroTiresF1 The MovieAndorFalloutSeveranceSiloVideo Games: Sea of StarsKirby and the Forgotten LandProducts: ARTEZA Rollerball Pen 0.7mm FineRotring 800 Mechanical PencilFujifilm X100VIUniqlo Socks!On Running ShoesRimowa LuggageParenting: Guided Access on iPadToy StorySlumberPodBluey Experience in NYCMore Acquired:Get email updates and vote on future episodes!Join the SlackSubscribe to ACQ2Check out the latest swag in the ACQ Merch Store!Note: Acquired hosts and guests may hold assets discussed in this episode. This podcast is not investment advice, and is intended for informational and entertainment purposes only. You should do your own research and make your own independent decisions when considering any financial transactions.
Photo by David Klein on Unsplash Published 15 December 2025 e535 with Michael M and Andy – adversarial poetry to jailbreak LLMs, iFixit's FixBot, power of digital twins, putting the breaks on Rewind, Nintendo Virtual Boy and a whole lot more. Michael M and Andy start things off with a most intriguing concept – adversarial poetry. By using ‘memetic language', researchers formulated prompts with imagery and metaphor instead of direct operational phrasing to trick LLMs into providing unsafe responses. Michael makes the point that AI prompts are becoming more and more like spells or incantations. See the show notes below for a link to the paper for any budding AI poet laureate wannabes. Perhaps Jabberwocky can be used in a snicker snack way. Switching to another AI use case, Andy and Michael discuss the iFixit FixBot. The FixBot provides expert advice and guidance for repairs, by talking to the human who likely needs both hands to effect the repair. Next up are a couple of stories on digital twins, and how they leverage game technology. By taking sufficient data points to create a digital twin, multiple attempts can be made virtually to see the improvement before applying the capability to the non-digital twin. Andy is reminded of an article that outlines the affinity between the metaverse and digital twin concepts. Nvidia has a concept of this in their Omniverse capability. Another example of a digital twin with a game overlay is the Job Simulator Game. This game is written as a 2050 historical virtual reality environment allowing the player to experience what it was like to have a job in 2020. This fun VR historical reenactment experience is one of the stories that Tobi Lütke discussed in his recent interview with the Acquired team. Staying on the VR simulation theme, Andy and Michael take a look at the Rats Play Doom game which trains rats in an immersive way to play Doom. In the last section of the episode, the team takes a look at some metaverse news. Meta has acquired limitless.ai and is shutting down Rewind on the Mac, and is also shifting more investment from the metaverse to AI. Wrapping up the episode, Michael and Andy look at the Nintendo Virtual Boy and Xteink 4. What poetry would you write to prompt an LLM? Have your bots
PORTLAND, OR – In a move to reshape how physicians connect with job opportunities, healthcare recruitment startup Beginly Health announced on Monday its acquisition of ProviderJobs.com. The deal includes the integration of ProviderJobs' video-first recruitment technology and the appointment of its founder, Brian Forrester, as Beginly's new Chief Product Officer. https://hrtechfeed.com/physician-job-discovery-app-acquired/ Other headlines https://hrtechfeed.com/hr-tech-bytes-5/ HR Tech execs on the move https://hrtechfeed.com/hr-tech-execs-on-the-move-13/ Learn more about your ad choices. Visit megaphone.fm/adchoices
The NIA boys discuss Jack's Project being Acquired by X Museum, Netflix's $83B Deal for Warner Bros (and Paramount's Hostile Bid) & Gemini AdsTimestamps(00:00:00) - Intro(00:02:40) - Jack's Project Acquired by X Museum(00:16:00) - Beeple Dog Exhibit (00:23:53) - Netflix's $83B Deal for Warner Bros (and Paramount's Hostile Bid)(00:46:26) - Gemini AdsWhat Is Not Investment Advice?Every week, Jack Butcher, Bilal Zaidi & Trung Phan discuss what they're finding on the edges of the internet + the latest in business, technology and memes.Subscribe + listen on your fav podcast app:Apple: https://pod.link/notadvicepod.appleSpotify: https://pod.link/notadvicepod.spotifyOthers: https://pod.link/notadvicepodListen into our group chat on Telegram:https://t.me/notinvestmentadviceLet us know what you think on Twitter:http://twitter.com/bzaidihttp://twitter.com/trungtphanhttp://twitter.com/jackbutcherhttp://twitter.com/niapodcast Hosted on Acast. See acast.com/privacy for more information.
He’s bought over 15 digital businesses—and learned some lessons the hard way. In this episode of the BOB Podcast, Jaryd Krause sits down with Yury Byalik, a seasoned growth marketer, acquisitions strategist, and digital-business investor who has spent over 15 years building, buying, and scaling profitable online companies. Currently serving as Head of Strategy & Acquisitions at Onfolio Holdings, Yury has mastered the art of spotting opportunities, structuring deals, and growing digital businesses into high-performing assets. But here’s the thing: acquisitions aren’t as simple as signing papers. Mistakes happen—and they can cost you time, money, and growth. Yury shares exactly what to avoid and what strategies actually work. In this episode, you’ll learn:
My newsletter: https://simonowens.substack.com/ When the media holding company Woven Digital purchased BroBible in 2012, the idea was that the guy-focused publisher would benefit from all the business synergies that come from being part of a larger media network. Instead, BroBible was neglected and undermonetized. So when Woven began unraveling its holdings in 2018, BroBible's staff banded together and bought it back. And what started out as a staff of seven has grown to 16 today, and the business is diversified across programmatic advertising, events, and sponsored social media posts. In a recent interview, publisher Brandon Wenerd walked through Brobible's early blogging days, its transformation into a real business, and how breaking free of its parent company allowed it to adapt to the current media climate.
The Twenty Minute VC: Venture Capital | Startup Funding | The Pitch
AGENDA: 04:20 Thrive and OpenAI Partnership 07:14 Databricks Raising $5BN at $134BN Valuation: Cheap or Not? 17:39 Eventbrite Acquired by Bending Spoons for $500M 21:39 Pagerduty's $1BN Market Cap, Just 2x Revenue 26:59 The TAM Trap: Why SaaS Is Like Japan 37:42 Lessons from Companies Hitting $100M ARR 44:57 The Future of Labour Markets is F****** 52:10 The Importance of Compounding in Investments 56:45 The Relevance Game in Venture Capital 01:05:01 Supabase at $5BN or Lovable at $6BN: Which One?
On today's MadTech Daily, we cover Anthropic hiring IPO counsel in its race against OpenAI, Mistral unveiling new AI models, as well as Sam Altaman declaring ‘code red'. We also discuss Google testing AI overviews blended with AI mode, and Eventbrite being acquired by Bending Spoons.
Jeffrey Epstein's Zorro Ranch in New Mexico was far more than a secluded estate—it was a fortress of influence, shielded by political connections, legal loopholes, and geographic isolation. Acquired in the early 1990s through ties to the powerful King family, the sprawling property benefited from a sex offender registry loophole that allowed Epstein to avoid public monitoring after his 2008 conviction. With friends like former Governor Bill Richardson, proximity to the elite Santa Fe Institute, and state trust land leases that expanded his buffer of privacy, Epstein found in New Mexico a jurisdiction uniquely suited to let him operate unchecked.Despite credible victim accounts placing abuse at the ranch, New Mexico authorities never conducted a serious investigation, choosing instead to hand the matter over to federal prosecutors. This “punting” avoided the political fallout that might have come from probing Epstein's local connections and land deals, but it also ensured that years of potential evidence went uncollected. By the time the federal case took center stage in 2019, Zorro Ranch was little more than a missed opportunity for justice—proof that in New Mexico, as elsewhere, the powerful can secure safe harbor when the right people look the other way.to contact me:bobbycapucci@protonmail.com
Jeffrey Epstein's Zorro Ranch in New Mexico was far more than a secluded estate—it was a fortress of influence, shielded by political connections, legal loopholes, and geographic isolation. Acquired in the early 1990s through ties to the powerful King family, the sprawling property benefited from a sex offender registry loophole that allowed Epstein to avoid public monitoring after his 2008 conviction. With friends like former Governor Bill Richardson, proximity to the elite Santa Fe Institute, and state trust land leases that expanded his buffer of privacy, Epstein found in New Mexico a jurisdiction uniquely suited to let him operate unchecked.Despite credible victim accounts placing abuse at the ranch, New Mexico authorities never conducted a serious investigation, choosing instead to hand the matter over to federal prosecutors. This “punting” avoided the political fallout that might have come from probing Epstein's local connections and land deals, but it also ensured that years of potential evidence went uncollected. By the time the federal case took center stage in 2019, Zorro Ranch was little more than a missed opportunity for justice—proof that in New Mexico, as elsewhere, the powerful can secure safe harbor when the right people look the other way.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.
Jeffrey Epstein's Zorro Ranch in New Mexico was far more than a secluded estate—it was a fortress of influence, shielded by political connections, legal loopholes, and geographic isolation. Acquired in the early 1990s through ties to the powerful King family, the sprawling property benefited from a sex offender registry loophole that allowed Epstein to avoid public monitoring after his 2008 conviction. With friends like former Governor Bill Richardson, proximity to the elite Santa Fe Institute, and state trust land leases that expanded his buffer of privacy, Epstein found in New Mexico a jurisdiction uniquely suited to let him operate unchecked.Despite credible victim accounts placing abuse at the ranch, New Mexico authorities never conducted a serious investigation, choosing instead to hand the matter over to federal prosecutors. This “punting” avoided the political fallout that might have come from probing Epstein's local connections and land deals, but it also ensured that years of potential evidence went uncollected. By the time the federal case took center stage in 2019, Zorro Ranch was little more than a missed opportunity for justice—proof that in New Mexico, as elsewhere, the powerful can secure safe harbor when the right people look the other way.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.
Patrick Dichter is such a fun guest and entrepreneur to have on. His wealth of knowledge is so valuable. You will not be disappointed in this episode. Podcast Nuggies: Grew Apple Tree from ~$1.2M rev / ~$330k SDE to ~$4.5M in 4 years—non-CPA owner. Pipeline: ~500 cold emails → ~20 calls → 6 LOIs → 1 close; personalize & call now. Target "professional services" (non-licensed) so non-CPA ownership works. Structures: SBA + cash + seller notes; two fully seller-financed; carve-out was best. Lessons: first deal is hardest; change management is tough; precision matters. Join the How to Buy a Business Cohort https://www.letsbuyabusiness.com/ SMBs are the biggest target for cyber attacks. Protect your business with Inzo Technologies. Check out....www.inzotechnologies.com, I-N-Z-O, or email Nick directly at nick@inzotechnologies.com. Appletree Business Services - https://appletreebusiness.com/https://www.linkedin.com/in/pdichter Inspired or Acquired -https://podcasts.apple.com/us/podcast/inspired-or-acquired/id1741345654
Coca-Cola is… sugar water. And somehow it's also America, Christmas, summertime, friendship and happiness. Today we tell the story of how The Coca-Cola Company amazingly transmogrified a beverage into emotion in all of our collective psyches, and ALSO built one of the most incredible scale economy businesses of all-time. And oh yeah, there's also cocaine, WW2, Mad Men, Warren Buffett, James Dean, Bill Cosby, Michael Jackson, Michael Ovitz, Steve Jobs, Bill Gates, McDonald's and Monsanto. So cozy up to the fire with your favorite images of Santa Claus and Polar Bears and enjoy an ice-cold episode of Acquired — always delicious, always refreshing.Sponsors:Many thanks to our fantastic Fall ‘25 Season partners:J.P. Morgan PaymentsWorkOSShopifySentry — Link to ACQ Cassette Players, use code “audiophile”Links:Sign up for email updates and vote on future episodes!The Hilltop ad / Mad Men finalePepsi Challenge commercialsPepsi's Michael Jackson commercialsCoke's Bill Cosby commercialsTwo liter bottles inflatingWorldly Partners' Multi-Decade Coca-Cola StudyFor God, Country, and Coca-ColaSecret FormulaAll episode sourcesCarve Outs:SkiErgSuper Smash Bros. UltimateClaudeNike Vomero PlusHermanos GutiérrezMore Acquired:Get email updates and vote on future episodes!Join the SlackSubscribe to ACQ2Check out the latest swag in the ACQ Merch Store!Note: Acquired hosts and guests may hold assets discussed in this episode. This podcast is not investment advice, and is intended for informational and entertainment purposes only. You should do your own research and make your own independent decisions when considering any financial transactions.
11-20 Murph and Markus Hour 2: The guys kick off day 4 with a quick talk with Mike Krukow about the newly acquired SF Giants Manager Tony Vitello, discuss Warriors small forward Jonathan Kuminga minutes, and much more around the sports world LIVE from the big island of HawaiiSee omnystudio.com/listener for privacy information.
11-20 Murph and Markus Hour 2: The guys kick off day 4 with a quick talk with Mike Krukow about the newly acquired SF Giants Manager Tony Vitello, discuss Warriors small forward Jonathan Kuminga minutes, and much more around the sports world LIVE from the big island of HawaiiSee omnystudio.com/listener for privacy information.
This content is for informational and entertainment purposes only, you should not construe any such information or other material as legal, tax, investment, financial, or other advice.----------------------------------------Carbon Direct has acquired Pachama to bolster precision, transparency, and scientific rigor in carbon accounting and verification for the voluntary carbon market. Pachama, recognized for its digital platform focused on monitoring, reporting, and verification (MRV) of forest carbon projects, will integrate its technology with Carbon Direct's science-driven carbon management expertise.Strategic Impact of the AcquisitionThe combined platform aims to deliver higher-quality carbon credits using improved environmental data tracking, advanced digital MRV tools, and AI-powered insights.The acquisition strengthens Carbon Direct's capacity to offer comprehensive, data-driven project evaluation and transparency for both buyers and project developers.Pachama's co-founder and CEO, Diego Saez Gil, and key team members will join Carbon Direct, helping guide strategic engagement around scaling nature-based, verifiable climate solutions.Learn more → ----------------------------------------Investing in Impact is powered by Causeartist, a nonprofit media company dedicated to bridging the gap between capital and culture by spotlighting founders, investors, and organizations reimagining how business can serve people and the planet.Through storytelling, events, and open-access education, Causeartist helps create a shared language of impact, inspiring more founders to build with purpose and more funders to invest with intention.By amplifying ideas and innovations across industries, Causeartist transforms awareness into action and cultivates a community where paying it forward is part of the foundation for growth.
In this horror news show streamed on Sunday, November 16th, AJ and Kristie cover:- Betty Boop Horror Movie Coming in 2026- First Look at Eli Roth's new film, Ice Cream Man- Insidious 6 Wraps Production for release in 2026- New David Dastmalchian Film, The Cure, Acquired by Vertical- Scary Movie 6 adds more original cast members- Cold Storage trailer released featuring Joe Keery, Georgina Campbell, and Liam NeesonJoin our FREE Discord server! https://discord.gg/tXPUEKEnConnect with us on:Website: https://inlovewithhorror.com/Letterboxd: https://letterboxd.com/nlovewithhorror/TikTok: https://www.tiktok.com/@inlovewithhorrorInstagram: https://www.instagram.com/inlovewithhorror/Twitter: https://twitter.com/nlovewithhorrorFacebook: https://www.facebook.com/inlovewithhorror
View the Show Notes Page for This Episode Become a Member to Receive Exclusive Content Sign Up to Receive Peter's Weekly Newsletter In this "Ask Me Anything" (AMA) episode, Peter breaks down the science of dietary fiber, moving beyond the blanket advice to "eat more fiber" to uncover what it actually does in the body and where its benefits are truly supported by evidence. He explains how different types of fiber—soluble, insoluble, viscous, and fermentable—affect digestion, satiety, weight management, and glycemic control, and compares their impact to other, more potent metabolic tools. Peter also examines how certain fibers influence lipid metabolism and cardiovascular risk, evaluates the strength of evidence for fiber's role in colorectal cancer prevention, and highlights why some individuals may not tolerate specific fibers well. The discussion concludes with practical guidance on moving past generic fiber targets toward a more strategic and personalized approach that maximizes the true benefits of fiber. If you're not a subscriber and are listening on a podcast player, you'll only be able to hear a preview of the AMA. If you're a subscriber, you can now listen to this full episode on your private RSS feed or our website at the AMA #77 show notes page. If you are not a subscriber, you can learn more about the subscriber benefits here. We discuss: Why it's time to re-examine the evidence behind dietary fiber recommendations [2:00]; Why it's hard to isolate fiber's true effects on health: the limits of nutritional epidemiology [5:45]; Defining dietary fiber: what it is, how it's digested, and why different types have different effects [8:15]; Understanding fiber properties: how solubility, viscosity, and fermentability shape its effects in the body [11:15]; Resistant starches explained: types, food sources, and how cooking and cooling influence their benefits [16:30]; A framework for evaluating each of the major health claims linked to fiber [19:15]; How fiber can support weight loss: mechanisms, realistic expectations, and its complementary role to broader dietary strategies [20:30]; How fiber modestly improves glycemic control by reducing glucose spikes and insulin demand [26:15]; How fiber modestly lowers LDL cholesterol and supports cardiovascular health [34:30]; How fiber compares to other available tools and strategies for managing lipids, blood sugar, and weight [42:00]; Fiber's role in colon cancer prevention: mechanisms, evidence, and limitations [45:30]; Is fiber necessary for colon cancer prevention in otherwise healthy individuals? [53:30]; Why some people have adverse reactions to certain types of fiber, and how to manage them [56:00]; A general strategy for dietary fiber: combine multiple fiber types through whole foods and supplements [58:45]; Why total fiber intake is more important than the ratio of soluble-to-insoluble fiber [1:02:45]; The optimal timing and context for consuming fiber to maximize blood sugar control and metabolic benefits [1:05:00]; How food processing affects the functional properties of fiber, the differences between supplement forms and natural sources, and why whole foods generally remain the best option [1:06:45]; Fiber's potential to interfere with medication absorption [1:09:30]; How to safely increase fiber intake: ramp up gradually and stay hydrated [1:12:00]; Final takeaway on fiber: modest benefits, strong rationale, low downside [1:13:00]; Peter's carve-out: lessons and inspiration from the Acquired podcast [1:14:30]; and More. Connect With Peter on Twitter, Instagram, Facebook and YouTube
It's finally here! Today we are releasing Acquired's first “concert film” — the full video recording of our Radio City live show from this summer with Jamie Dimon, Andrew Ross Sorkin, New York Times CEO Meredith Kopit Levien, Barry Diller, and cameos from around the Acquired Cinematic Universe including Christina Cacioppo, Ben Clymer, and Howard Schultz.To watch the full production on any device, please head over to Spotify where you'll find it available for free in the Acquired feed right alongside all our other episode.Sponsors:Live Show Presented By: J.P. MorganShopifyServiceNowMore Acquired:Get email updates and vote on future episodes!Join the SlackSubscribe to ACQ2Check out the latest swag in the ACQ Merch Store!Note: Acquired hosts and guests may hold assets discussed in this episode. This podcast is not investment advice, and is intended for informational and entertainment purposes only. You should do your own research and make your own independent decisions when considering any financial transactions.
Trader Joe's breaks every rule of modern retail. They don't do e-commerce. They don't do delivery. No sales, coupons, or loyalty programs. They only stock 4,000 SKUs versus 50,000+ at normal supermarkets. Their parking lots are famously terrible and they're constantly out of your favorite items. Shoppers brave long lines and cramped aisles while overly-friendly employees in Hawaiian shirts try to chat them up. Everything about the Trader Joe's experience seems designed to drive modern consumers away. And yet they generate $2,000+ per square foot in sales — double their nearest competitor in Whole Foods and nearly 4x the industry average — and Americans are obsessed with them. How on earth did a company that so steadfastly refuses to participate in the 21st century build the most beloved grocery chain in America?Today we tell the full story: how “Trader” Joe Coulombe started out cloning 7-Elevens in 1960s Los Angeles, pivoted to slinging hard liquor, discovered the enormous market opportunities for California wine and health food before anyone else, and ultimately built perhaps the most counter-positioned business we've ever studied on Acquired by doing almost everything differently than the supermarket-CPG industrial complex. Tune in for a wild voyage on the high seas of grocery retail!Sponsors:Many thanks to our fantastic Fall ‘25 Season partners:J.P. Morgan PaymentsSentryWorkOSShopifyLinks:Sign up for email updates and vote on future episodes!Worldly Partners' Multi-Decade Trader Joe's StudyBecoming Trader JoeThe Secret Life of GroceriesBuild a Brand Like Trader Joe'sAll episode sourcesCarve Outs:AirPods Pro 3Mario Kart 8More Acquired:Get email updates and vote on future episodes!Join the SlackSubscribe to ACQ2Check out the latest swag in the ACQ Merch Store!Note: Acquired hosts and guests may hold assets discussed in this episode. This podcast is not investment advice, and is intended for informational and entertainment purposes only. You should do your own research and make your own independent decisions when considering any financial transactions.
Nick Weaver is the CEO and Co-Founder of eero, which focuses on building the connectivity layer for homes and businesses everywhere. Founded in 2014 and acquired in 2019 by Amazon, eero was the first to launch a whole-home mesh Wi-Fi system and today supports customers and service providers across the globe. Top 3 Value Bombs 1. Success isn't just about delegation. Founders must stay close to the details while scaling. 2. Building a strong, fun, and collaborative team culture pays off more than any single strategic insight. 3. Passion is the ultimate driver. It fuels resilience through the toughest entrepreneurial challenges. Learn more about Eero, check out the website - Eero Sponsors HighLevel - The ultimate all-in-one platform for entrepreneurs, marketers, coaches, and agencies. Learn more at HighLevelFire.com. Freedom Circle - A powerful community of entrepreneurs led by JLD. Are you ready to go from idea to income in 90-days? Visit Freedom-Circle.com to learn more. Gelt - Tax season might feel far off, but the real planning happens now. Get a personalized consultation and 10 percent off your first year when you mention Entrepreneurs On Fire at JoinGelt.com/eof.
With this historic peace deal President Trump is doing all the things he was going to do and helping calm tensions in the Middle East. Visit the Howie Carr Radio Network website to access columns, podcasts, and other exclusive content.
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