Podcasts about acquired

Shawn O'Malley and Daniel Mahncke break down the ride-sharing giant Lyft Inc. (ticker: LYFT) and discuss whether the company can regain ground against Uber, or whether it's always destined to be #2. While Lyft has clawed back some market share, finally attained profitability, and is now growing internationally, Shawn finds Lyft most interesting as a potential acquisition target for a company like DoorDash, Amazon, or Alphabet. IN THIS EPISODE, YOU'LL LEARN: 00:00:00 - Intro 00:02:18 - Why Lyft could be such an interesting acquisition target 00:11:58 - How the company has actually managed to regain market share versus Uber 00:13:36 - What Lyft did to achieve operating profitability for the first time this year 00:24:24 - How Zimbabwe became the inspiration for Lyft 00:31:30 - How Lyft's co-founders used viral marketing to gain traction 00:32:05 - Why scrappiness is in Lyft's DNA 00:33:14 - Why Lyft made sure to IPO before Uber 01:16:05 - How to think about modeling LYFT's intrinsic value 01:19:00 - Whether Shawn and Daniel add LYFT 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.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Learn how to ⁠⁠⁠⁠⁠⁠⁠⁠⁠join us⁠⁠⁠⁠⁠⁠⁠⁠⁠ in Omaha for the 2026 Berkshire Hathaway shareholder meeting. Track ⁠⁠The Intrinsic Value Portfolio⁠⁠. Shawn & Daniel use Fiscal.ai for every company they research — use their referral link to get started with a 15% discount! Learn how to join us in Omaha for the 2026 Berkshire Hathaway shareholder meeting. Acquired podcast's coverage of the Lyft IPO. Lyft's CEO on the shift to robotaxis. Value Investor's Club pitch for Lyft. Lyft's S1 filing. Check out 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 | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. 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.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ References to any third-party products, services, or advertisers do not constitute endorsements, and The Investor's Podcast Network is not responsible for any claims made by them. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://theinvestorspodcastnetwork.supportingcast.fm

Friday Hour 1: We acquired a hot dog stand, Rob Donaldson & Iowa WBB with another win

We break down Apple's video podcast rollout, why HLS matters for reliability, and what ad skipping really looks like. Then Supercast's CEO shares how subscriptions scale, followed by a compelling case for narrative audio over flat studio video.• HLS architecture with separate audio rendition and why the mix must be broadcast‑ready• What Apple will and won't enforce on ad skipping and why shorter breaks retain better• Frame rates, resolutions, and a nod to Vision Pro and immersive options• Why only a minority can ship video at launch and why YouTube still wins discovery• Subscription strategy from Supercast: pricing, tiers, AMAs, and creator ownership• The cost and workflow tradeoffs of video versus the reach and focus of audio• Narrative podcast strengths: imagination, intimacy, pacing, and sound design• Platform politics: rankers, missing video data, and measurement gaps• Events and industry moves that shape the next quarterSend James & Sam a messageSupport the showConnect With Us: Email: weekly@podnews.net Fediverse: @james@bne.social and @samsethi@podcastindex.social Support us: www.buzzsprout.com/1538779/support Get Podnews: podnews.net

In this tactical episode of The Co-Living Show, hosts Miller McSwain and Craig Curelop sit down with Colorado investor and agent Tanner Pyle to unpack one of the most creative deals you'll hear this year:

Neurologic complications of hematologic disorders are frequently encountered in clinical practice and can involve both the central and peripheral nervous systems. Early recognition and appropriate management in collaboration with a hematologist are essential to reduce morbidity and mortality. In this episode, Kait Nevel, MD, speaks with Lauren Patrick, MD, and Mark Terrelonge, MD, MPH, authors of the article "Neurologic Complications of Hematologic Disorders" in the Continuum® February 2026 Neurology of Systemic Disease issue. Dr. Nevel is a Continuum® Audio interviewer and a neurologist and neuro-oncologist at Indiana University School of Medicine in Indianapolis, Indiana. Dr. Patrick is an assistant professor of neurology at the University of California, San Francisco, in San Francisco, California. Dr. Terrelonge is an associate professor of neurology at the University of California, San Francisco, in San Francisco, California. Additional Resources Read the article: Neurologic Complications of Hematologic Disorders Subscribe to Continuum®: shop.lww.com/Continuum Earn CME (available only to AAN members): continpub.com/AudioCME Continuum® Aloud (verbatim audio-book style recordings of articles available only to Continuum® subscribers): continpub.com/Aloud More about the American Academy of Neurology: aan.com Social Media facebook.com/continuumcme @ContinuumAAN Host: @IUneurodocmom Full episode transcript available here Dr Nevel: Thick blood, thin blood. These are terms often used by patients and caregivers to describe some of the hematologic disorders that can lead to neurological diseases such as stroke. So, when should we consider a hematologic disorder as a potential cause for neurological conditions, such as stroke or neuropathy. Today I have the opportunity to interview Drs Lauren Patrick and Mark Terrelonge to learn more about neurologic complications of hematologic disorders in their recent article in Continuum. Dr Jones: This is Dr Lyell Jones, editor-in-chief of Continuum. Thank you for listening to Continuum Audio. Be sure to visit the links in the episode notes for information about earning CME, subscribing to the journal, and exclusive access to interviews not featured on the podcast. Dr Nevel: Hello, this is Dr Kate Nevel. Today I'm interviewing Drs Lauren Patrick and Mark Terrelonge about their article on neurologic complications of hematologic disorders. This article appears in the February 2026 Continuum issue on neurology of systemic disease. Welcome to the podcast, and please introduce yourself to the audience. Dr Patrick: Thank you for having us. We're both thrilled to be here. I'm Lauren Patrick, a vascular neurologist and assistant professor at the University of California, San Francisco, and program director for the Vascular Neurology Fellowship here. Dr Terrelonge: And I'm Mark Terrelonge, I'm an associate professor of neurology and neuromuscular medicine here at UCSF and one of the associate program directors for the adult neurology residency. Nice to meet you. Dr Nevel: Nice to meet you both. Really looking forward to getting into your article and learning more. So, to kind of kick us off, I always like to ask what do you think is the most important takeaway from your article for the practicing neurologist? And maybe since there are two of you and I suspect you covered slightly different aspects of this article, maybe you could give us two most important takeaways. Dr Patrick: Sure. I think the biggest takeaway is to keep hematologic disorders on the differential when evaluating patients with neurologic symptoms. Conditions like sickle cell disease, myeloproliferative neoplasms, or plasma cell dyscrasias and paraproteinemia can cause strokes or peripheral neuropathies, and many have specific and targetable treatments. The early recognition and collaboration with our hematology colleagues can truly change patient outcomes, whether that's by initiating cytoreductive therapy, managing thrombocytopenia, or optimizing antithrombotic therapy. Dr Nevel: Great. So, this is a really big and diverse topic. As always, I'm going to urge our listeners to read the article because there is a lot of really good stuff in your article that we just don't have time to get into during this interview today. But you cover a lot of different hematological disorders and how they can cause neurological complications. One of the major neurological complications of hematological disorders is cerebral vascular events. So, I'm hoping, Warren, that you can walk us through a little bit. When should we consider workup of potential hematologic disorder as a cause when we see a patient with ischemic stroke, because certainly not all patients with ischemic stroke should be getting a broad hematological disorder work up. So how can we kind of identify early on that there might be something else at play? Dr Patrick: Absolutely, great question. So, in many cases, the underlying hematologic disorder is already known, such as sickle cell disease or polycythemia vera. But sometimes stroke is the initial presentation or manifestation of the disease. So red flags can include young age, recurrent cryptogenic strokes or thrombosis, and unusual locations like the cerebral venous system. Laboratory clues such as unexplained erythrocytosis, thrombocytosis, thrombocytopenia, or hemolytic anemia should raise suspicion for an occult hematologic disorder. In the setting of acute illness, immune-mediated or heparin-induced thrombocytopenia or thrombotic microangiopathies should be suspected in patients that have hemorrhagic and or thrombotic complications, particularly when relevant lab disturbances are present. Acquired thrombophilia such as anti-phospholipid antibody syndrome should be considered in young patients with autoimmune disease, prior venous or arterial thrombotic complications, or pregnancy morbidity. Now, these are rare causes overall, but they're important to catch because the management can differ dramatically from our typical stroke care. Dr Nevel: Great. And what are some of the most common inherited or acquired thrombophilias and when should we be sending these labs? Dr Patrick: The hematologic causes really account for small minority of arterial strokes approximately one to two percent, but among those, sickle cell disease, anti-phospholipid antibody syndrome and the myeloproliferative neoplasms are the most common. Timing of testing is key. So, the genetic thrombophilia panels can be drawn at presentation, but lab values such as protein C, protein S, and antithrombin levels may be falsely low during acute thrombosis, so they're often repeated weeks later. Similarly, for anti-phospholipid antibody testing that should be done at presentation and when positive, confirmed at twelve weeks, since transient positivity can occur with affections or acute events. So, in patients that are already anticoagulated for anti-phospholipid antibody syndrome, testing becomes particularly tricky, especially with lupus anticoagulant assays. Some results need to be interpreted carefully or repeated when feasible. The main message is to collaborate early with our hematology colleagues to guide the timing and interpretation of these studies. Dr Nevel: Yeah, wonderful. Thank you. I'll ask some similar questions about neuropathy. So when should we consider an underlying hematologic disorder as being the cause for someone's neuropathy? Dr Terrelonge: So, luckily for a neurologist, then serum protein electrophoresis or an SPEP is already a part of the first pass evaluation for even the most common neuropathies we see, technically already considered every time we do an evaluation. However, we do know that most neuropathies progress very slowly and don't really lead to significant limitations in patient activities of daily living. And for those, the initial workup step, you may not need to do any additional search for any hematologic diseases after that first step. Within patients who start to have more unusual features with their neuropathy, including a rapid progression, early proximal weakness, significant and extremely painful neuropathies, significant ataxia, or new tremor or anything that's kind of outside of the garden variety neuropathy, then you should start to think about a hematologic cause. Additionally, if a patient already has a known hematologic malignancy or process before their neuropathy, there should be some form of assessment to see through exam or electrodiagnostically if the two are correlated. I do have to add one caveat, though, and that's just because someone has a hematologic malignancy or a paraprotein seen in their blood, their neuropathy and the neurologic syndrome don't necessarily have to be causally related. So, we have to do some additional testing to determine if the patient's presentation of the paraprotein are actually linked. Dr Nevel: Can you walk us through a little bit how we determine if they're associated or just coincidental? Dr Terrelonge: Yeah. So, for some of the proteins, there's a specific phenotype that will come with the specific protein. For example, an anti MAG proteinopathies or MAG standing for a myelin associated glycoprotein, it usually leads to a distal sensor and motor polyneuropathy where the most distal portions of nerves are affected. So, in that case, people might notice that they have numbness and weakness in their toes and their fingers, and it doesn't follow that typical length dependent pattern. So, in that case, if you have the anti mag neuropathy and the electrodiagnostic signature of an anti mag neuropathy along with the symptoms, you're more likely to think that the two are related then if not. Dr Nevel: Great. Thank you. And I was hoping you could speak a little bit more about amyloidosis just because I think that that's one that can be really tricky to diagnose. And I see patients, you know, have sometimes more drawn out evaluations or see multiple providers before a diagnosis is reached. So, can you speak a little bit more to how we diagnose amyloidosis in relationship to neuropathy or other neurological conditions and when we should push for more invasive testing like a nerve biopsy? Dr Terrelonge: So, amyloidosis certainly is a tricky diagnosis. I've been tricked by it and I think most of my neuromuscular colleagues have probably been tricked by it at least once. It's a hard diagnosis to make is it usually requires a pretty high index of suspicion, and also requires a tissue diagnosis to cinch. There're some patients who will come in with a prior history of amyloidosis and they're a little bit easier to figure out if the neuropathy is related. Maybe it's started in their heart or their kidney first and then you can just see if the type of amyloid they have usually deposits in nerve, and that may be enough. But if there's any diagnostic uncertainty, you could go forward with tissue biopsy. But it's patients in which the neuropathy is the first symptom that amyloidosis can be especially tricky to diagnose. It's a primarily light chain disease. So, if you do only an SPEP as a part of your initial neuropathy evaluation, you could miss it. But usually, the patients will have either a severely painful neuropathy, early autonomic dysfunction, or really prominent bilateral carpal tunnel syndrome. So, if they have any of those, usually we'll add in an amyloid workup as a part of that of the rest of the workup, which would include both light chain evaluations to see if there's any increase in Lambda or Kappa light chains and then also biopsy. Biopsy can be of the skin or fat pad first, which have reasonable sensitivity for picking up disease, but they're not necessarily a hundred percent. So if the suspicion remains high in those cases, a nerve biopsy should be considered. And the reason why this is important is that the chemotherapeutic agents that we have now can actually help arrest a lot of these diseases and stop further organ involvement. So, if you think about it, it is important to keep pushing and looking until you find it. Dr Nevel: Thank you so much for that. And a follow up question to that, once patients are started on appropriate therapy, the diagnosis is made, chemotherapy is started, what's the typical clinical course that you see in terms of their neuropathy? Do you ever see improvement or is it arrest of worsening? Dr Terrelonge: Usually for amyloid, there is an arrest of disease, but in some patients, they could have some improvement, not necessarily a dramatic improvement, but some patients could see some reversal of symptoms. That may not necessarily be because nerves injured nerves are regrowing, but because of reorganization of nerves to muscle, they could have some strength increases or at least less pain. Dr Nevel: Yeah, thank you. So, when should we involve a hematologist in aiding in the evaluation of patients we suspect may have an underlying hematological disorder? You guys really outlined very nicely in your article some of the laboratory workup or other workup like you just talked about with amyloidosis. But at what point in that workup should we reach out to our hematology colleagues? Dr Patrick: I would say almost always. So, these disorders are inherently multi-system and benefit from early co-management. In acute sickle cell stroke, for example, hematology helps direct emergent exchange transfusion. For myeloproliferative disorders they guide cyto reduction and long term antithrombotic strategy. And for antibody mediated or plasma cell disorders, hematology determines disease specific therapies. So, neurology may help with identifying the presentation, but the definitive management is almost always shared with our hematology colleagues. Dr Nevel: And as you both have mentioned that a lot of times in these cases, their hematologic disorder may be already known before they present with their neurological symptoms. So, I imagine obviously in those cases that a hematologist hopefully is already heavily involved in their care. What do you think is the most difficult aspect of identifying and diagnosing patients with neurologic illness as having an underlying hematological disorder? Dr Patrick: The hardest part is maintaining a high index of suspicion, especially since hematologic causes account for a very small minority of arterial strokes. Most strokes are from traditional vascular risk factors like you mentioned, or cardio embolism, so it's easy to stop diagnostic evaluation after standard studies have been performed. An example of a challenging case is a patient that's young, they've had recurrent cryptogenic stroke, and they could have antiphospholipid antibody syndrome, but it can be easy to miss if their antibody titers are borderline or if they're already anticoagulated, which would complicate retesting. So, it's about balancing the urge to over-test with recognizing the few cases where identifying A hematologic cause truly changes that management. Dr Terrelonge: And then on the neuropathy side, probably the hardest part is deciding what's causal and what's coincidence. Monoclonal gammopathy of unknown significance, or MGUS, is really common in older adults, so not every M-spike on an SPEP explains a neuropathy. And even sometimes there's times when the neurologic picture will develop a little bit faster than the hematologic one. So, it's hard to put the two together. Dr Nevel: Yeah. What's the most rewarding aspect of taking care of patients with complications from their hematologic disorders? Dr Patrick: It's deeply rewarding when a targeted diagnosis leads to a tangible improvement in that patient's care. For example, identifying A cryptogenic stroke is being due to myeloproliferative neoplasm or an inherited thrombophilia allows us to move from empiric treatment to possible disease specific strategy. It's really gratifying to give patients that clarity, to give them a diagnosis and in some cases prevent future events. Dr Terrelonge: Agreed. And even on the neuropathy side, almost all of the neuropathies that are hematologically related are treatable. So, it's so satisfying whenever you have a patient with say an anti-MAG neuropathy or Waldenström can start the patient on therapy, and you can see someone who's been having a progressive decline to stability and in those cases sometimes even significant recovery. Dr Nevel: Yeah, absolutely. Very rewarding when you can identify the problem and make it better. That's what it's all about. So, what are the future areas of research in this area? What do we still need to learn? Dr Patrick: There's still a lot to learn. I think we need better data on the safety of acute reperfusion therapy and antithrombotic agents, particularly in patients that are at dual risk for bleeding and thrombosis. Other examples, secondary prevention strategies and anti-phospholipid antibody syndrome. What's the best target INR? Do you add aspirin to warfarin or not? All of that is often left up to expert opinion. What's the best management for adults with sickle cell stroke? There are many open questions there. A lot of the protocols that we have in place for sickle cell patients that are adults as derived from pediatric literature and there's vast potential in terms of disease modifying therapies, especially in the fields of sickle cell disease and amyloidosis. And we'll need to reassess how those treatments may change neurologic outcomes. Dr Terrelonge: I think on the neuropathy side that having some form of new biomarkers to help us clearly know of the neuropathy and that hematologic illness are associated would be very helpful. On the treatment side, a lot of this is really being driven by the hematology space, but new therapies that treat hematologic plasma cell disorders, including some of the new BTK inhibitor, may be incorporated relatively soon into the algorithm for how we treat many of our patients. I'm excited to see what's to come from this. Dr Nevel: Wonderful. Thank you so much for sharing your knowledge with us today. I know I've certainly learned a lot by reading your article and through our discussion today. Highly encourage our listeners to read your wonderful article, which is a very thorough review of hematologic disorders and neurological complications. Again, today I've been interviewing Dr Lauren Patrick and Dr Mark Terrelonge on their article Neurologic Complications of Hematologic Disorders, which appears in the February 2026 Continuum issue on Neurology of Systemic Disease. Please be sure to check out Continuum Audio episodes from this and other issues. And as always, thank you so much to our listeners for joining today, and thank you so much to Lauren and Mark. Dr Terrelonge: Yeah, thank you so much for having us. Dr Patrick: Thank you so much for having us and for highlighting this topic. We hope the issue encourages clinicians to think broadly about hematologic causes of neurologic disease and to continue collaborating closely with our hematology colleagues. It's a complex but very fascinating intersection for both of our fields. Dr Monteith: This is Dr Teshamae Monteith, associate editor of Continuum Audio. If you've enjoyed this episode, you'll love the journal, which is full of in depth and clinically relevant information important for neurology practitioners. Use this link in the episode notes to learn more and subscribe. AAN members, you can get CME for listening to this interview by completing the evaluation at continpub.com/AudioCME. Thank you for listening to Continuum Audio.

In this episode, Yannick Lorenz uncovers his remarkable transition from building Shadow Digital to leading Vesa Digital's aggressive M&A and growth strategy. He talks openly about the ups and downs of agency life, the importance of building a sellable business, and stepping into a strategic role in acquisitions—all fueled by lessons learned the hard way.Key Topics:How Yannick built Shadow Digital from a freelance side hustle into a successful agencyThe pivotal moment when he realized the value of making his business sellableThe lessons learned from hitting rock bottom during a major agency crisis in 2020The unique approach Vesa Digital takes to agency roll-ups and the concept of the VAN (Vesa Agency Network) strategyCreative deal structures and the importance of leaving chips on the table during acquisitionsHow Yannick is leveraging his CEO experience to now lead Vesa's inorganic & M&A effortsThe impact of self-sourcing deals and avoiding traditional private equity pathwaysNavigating culture fit, valuation, and deal negotiations with foundersPractical advice for founders about financial literacy, recurring revenue focus, and deal-making mindsetTimestamps:(0:13) The rapid evolution of Claude AI and setting up local coding interfaces(1:27) The magic of task stacking versus answer approximation in Claude(3:05) Introducing Yannick Lorenz and his entry into agency growth and exit(4:26) Yannick's background: from Germany to founder in California(6:10) Building Shadow Digital: from side hustle to agency(8:38) The turning point: landing a $20,000 deal and scaling(11:26) Navigating the 2020 crisis and the push toward specialization(12:24) Scaling rapidly with Webflow before the crash(13:47) A major realization: building a business to sell and the importance of cash flow(15:15) How Yannick connected with Vesa during a cold outreach mistake(17:19) The evaluation process: fit, culture, and professionalism(20:05) From lifestyle agency to a growth-focused exit plan(22:14) Strategies for leaving cash in the business before an exit(23:23) Reflecting on the emotional rollercoaster of entrepreneurship(25:21) Learning the inorganic & M&A game from top experts(27:48) Vesa's current inorganic growth strategy and future plans(29:55) Creative deal structures in agency acquisitions ($500K–$1M range)(34:15) Lessons on being an empathetic versus aggressive acquirer(36:25) Why financial literacy and recurring revenue are vital for deals(38:35) How interested founders can connect with Yannick for opportunitiesConnect with Christian and AyeletAyelet's LinkedIn: https://www.linkedin.com/in/ayelet-shipley-b16330149/Christian's LinkedIn: https://www.linkedin.com/in/hassold/Web: https://www.inorganicpodcast.coIn/organic on YouTube: https://www.youtube.com/@InorganicPodcast/featuredConnect with Yannick Lorenz on LinkedInhttps://www.linkedin.com/in/shadowyaya/ Hosted on Acast. See acast.com/privacy for more information.

Ovi Shekh didn't set out to build a startup. Wisdomic AI began as a practical response to an academic challenge, where literature review work demanded time, structure, and careful organization.The first version was intentionally simple. While the tool solved a real workflow problem, it also revealed early limits. Rather than stopping there, Ovi rebuilt the tool as a web product, expanding its reach beyond the classroom.Early traction quickly changed the trajectory. Adoption grew through academic networks, attracting roughly 1,900 users and later drawing interest from universities and research groups. Still, growth inside the fast-moving AI landscape introduced pressure, uncertainty, and new constraints.Eventually, the journey led to a successful acquisition on ⁠Acquire.com⁠.You'll hear:How an academic tool gained real usersWhy early traction reshaped the opportunityThe challenges of building in the AI spaceWhat made selling the rational decisionHow buyer alignment influenced the exit3 Lessons from Wisdomic AIValidation Can Start Small: Real problems inside familiar environments can accelerate product adoption.Traction Changes Everything: Early usage can transform a simple tool into a credible software asset.Selling Can Be Strategic: Timing, focus, and fit often matter more than scale alone.For founders building side projects, micro-SaaS tools, or niche AI products, this episode offers a clear perspective on traction, growth realities, and acquisition decisions.Follow the guest:⁠LinkedIn⁠X (Twitter)⁠Wisdomic AI⁠

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! 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.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! 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.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! 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.

Box CEO Aaron Levie joins for our weekly discussion of the latest tech news. We cover: 1) OpenAI's anticipated $100 billion fundraise 2) Does OpenAI's big forthcoming raise settle questions about its competitiveness 3) What's going on with OpenAI and NVIDIA? 4) Hype or True: Big Proclamations from the India AI Impact Summit 5) Why can't Sam And Dario hold hands? 6) Anthropic's powerful new model 7) OpenAI acquires OpenClaw 8) What the acquisition portends 9) If software is an API, what is software? 10) Wait, is AI not increasing productivity? --- Enjoying Big Technology Podcast? Please rate us five stars ⭐⭐⭐⭐⭐ in your podcast app of choice. Want a discount for Big Technology on Substack + Discord? Here's 25% off for the first year: https://www.bigtechnology.com/subscribe?coupon=0843016b EXCLUSIVE NordVPN Deal ➼ https://nordvpn.com/bigtech  Try it risk-free now with a 30-day money-back guarantee! Take back your personal data with Incogni! Go to incogni.com/bigtechpod and Use code bigtechpod at checkout, our code will get you 60% off on annual plans. Go check it out! Learn more about your ad choices. Visit megaphone.fm/adchoices

Join Our Medical Device Sales Program: https://click.newtomedicaldevicesales.com/yt-440If you're new to my channel, my name is Jacob McLaughlin. I'm the founder of New to Medical Device Sales, an exclusive training program designed to help people break into the competitive field of medical device sales. Our average person lands a six-figure role in just 9.5 weeks, earning $113,760 annually. With thousands of success stories from candidates with all kinds of backgrounds, our program equips you with the tools to succeed in this industry.4 years ago I moved out to Arizona not knowing anyone and had $1200 to my name.I came to this exact spot to journal and share how excited I was to be starting my journey in life.Last night I took time to reflect over the past 4 years. It's truly amazing how you can change your life in such a small amount of time.My take aways:1. Go after your dream because even if it doesn't workout like you thought it would, it will bring your right where you're suppose to be.2. Believe in yourself. Nobody is going to believe in you as much as you will, know that good things will happen.3. Change is inevitable. Change is going to happen so you can either accept it and keep moving forward or not.Please bet on yourself and go after your dreams because your life can be better than you ever thought it could be if you do

In this episode of Founded & Funded, Ben Gilbert, co-host of the Acquired podcast, sits down with Chase Lochmiller, co-founder and CEO of Crusoe-AI, the company building what it calls AI factories, including its massive campus in Abilene, Texas, which are designed to power this new era of intelligence. In this conversation, Ben and Chase explore the physical reality behind today's AI revolution. Why modern AI workloads demand entirely new infrastructure. How energy has become the primary bottleneck to scaling intelligence. What it takes to compress multi-year building timelines into months. And how Crusoe's energy-first philosophy, from capturing flared methane to siting facilities near abundant wind power, shaped its path to building one of the world's largest AI computing campuses. This is a must-watch for anyone building in AI or rethinking infrastructure for the next era of intelligence. Full Transcript: https://www.madrona.com/the-infrastructure-of-intelligence-inside-crusoes-ai-factory-in-texas Chapters: (00:00) - Introduction (02:46) - Scale and Power Requirements (03:55) - Job Creation and Construction Progress (05:11) - Creative Solutions and Manufacturing Capabilities (06:25) - Modular Design and Infrastructure Optimization (07:42) - Data Center Construction and Assembly Process (09:07) - Technical Infrastructure and Cooling System (10:33) - Power Sourcing and Renewable Energy (11:56) - Wind Energy Utilization and AI Infrastructure (13:16) - AI Workload Flexibility and Energy Considerations (14:38) - Entrepreneurial Journey and Company Evolution (16:11) - Background in AI and Transition to Data Centers (17:40) - Early Business Model and Bitcoin Mining (19:14) - Infrastructure Evolution and Future Outlook (21:17) - Cloud Platform Services

HEADLINES:• US AI firm Luma AI opens Riyadh hub to advance Arabic-native AI with HUMAIN• UAE legaltech pioneer Clara acquired by Singapore's Ascentium• Smashi Business Show Guest: Demetrios Bradshaw - CEO Of Aeras Aviation

Shawn O'Malley and Daniel Mahncke break down Netflix (ticker: NFLX) and discuss whether the company has finally won the streaming wars. While growth looked challenged back in 2022, Netflix has proven resilient in the face of competition and economic slowdowns by leaning into advertising and password crackdowns, with much room left to run internationally. IN THIS EPISODE, YOU'LL LEARN: 00:00:00 - Intro 00:13:36 - How Netflix pivoted from mailing DVDs to streaming 00:14:48 - How Netflix killed Blockbuster 00:24:20 - Why the business works so well with two co-CEOs 00:46:25 - How being a first-mover got Netflix through the cash burn phase before any competition arose 00:48:29 - What Netflix is doing to sustain growth into the future 00:54:00 - What makes the company's culture so legendary 01:04:18 - Why Netflix's app just “works” better than the competition 01:18:03 - How to think about modeling NFLX's intrinsic value 01:22:28 - Whether Shawn and Daniel add NFLX 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.⁠⁠⁠⁠⁠⁠⁠⁠⁠ Learn how to ⁠⁠⁠⁠⁠⁠⁠join us⁠⁠⁠⁠⁠⁠⁠ in Omaha for the 2026 Berkshire Hathaway shareholder meeting. Track The Intrinsic Value Portfolio. Shawn & Daniel use Fiscal.ai for every company they research — use their referral link to get started with a 15% discount! Value Investors Club pitch on NFLX. The Acquired podcast's episode on Netflix. Business Breakdowns' podcast on Netflix. Check out No Rules Rules by Reed Hastings & Erin Meyer. Netflix CEO Ted Sarandos on the future of entertainment. Check out 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 | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. 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.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ References to any third-party products, services, or advertisers do not constitute endorsements, and The Investors Podcast Network is not responsible for any claims made by them. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://theinvestorspodcastnetwork.supportingcast.fm

WEEI presents a collection of discussions this week about the Boston Red Sox from The Greg Hill Show, Jones & Keefe, and WEEI Afternoons.

WEEI presents a collection of discussions this week about the Boston Red Sox from The Greg Hill Show, Jones & Keefe, and WEEI Afternoons.

WEEI presents a collection of discussions this week about the Boston Red Sox from The Greg Hill Show, Jones & Keefe, and WEEI Afternoons.

 “These are the times when real big fortunes are made.” Discover how Azi Khan breaks down he's portfolio exceeding $150M and personally raised over $75M by focusing like a laser beam during distressed market cycles. Azi shares lessons from buying his first duplex at 17, using friends-and-family capital to build trust deal by deal, and why capital preservation, low leverage, and long-term holds created compounding returns. He explains how today's refinancing wall and oversupply are setting the stage for a generational buying window, why great deals attract capital faster than marketing ever will, and how disciplined underwriting, market demographics, and constant investor communication separate real operators from speculators. For investors and entrepreneurs looking to understand how to scale intelligently in the next 12–24 months, this conversation is a masterclass in patience, focus, and opportunity timing. 5 Key TakeawaysDistressed cycles create generational wealth windows Azi believes the next 12–24 months may produce once-in-a-decade opportunities for disciplined buyers. Capital preservation beats chasing flashy returns Low leverage, cash flow focus, and quality locations protect investors through market swings. Trust is built deal by deal, not pitch by pitch His early raises succeeded by proving execution to friends and family before scaling outward. Great deals attract capital faster than marketing funnels Azi prioritizes sourcing exceptional opportunities and partnering with equity groups ready to deploy large checks. Communication compounds investor loyalty Consistent updates, transparency, and personal outreach turn investors into lifelong partners. About Tim MaiTim Mai is a real estate investor, fund manager, mentor, and founder of HERO Mastermind for REI coaches.He has helped many real estate investors and coaches become millionaires. Tim continues to help busy professionals earn income and build wealth through passive investing.He is also a creative marketer and promoter with incredible knowledge and experience, which he freely shares. He has lifted himself from the aftermath of war, achieving technical expertise in computers, followed by investment success in real estate, management skills, and a lofty position among real estate educators and internet marketers.Tim is an industry leader who has acquired and exited well over $50 million worth of real estate and is currently an investor in over 2700 units of multifamily apartments.Connect with TimWebsite: Capital Raising PartyFacebook: Tim Mai | Capital Raising Nation Instagram: @timmaicomTwitter: @timmaiLinkedIn: Tim MaiYouTube: Tim Mai 

On 4 July 2026 the US will mark the 250th anniversary of the Declaration of Independence, the nation's founding document. But huge divisions in US society and culture are symbolised in a number of disputes relating to its history and the representation of its people. The latest furore came this week, when it emerged that the Trump administration had removed the rainbow Pride flag from the Stonewall Monument, the landmark for LGBTQ+ rights in New York. Ben Luke speaks to Ben Sutton, The Art Newspaper's editor-in-chief, Americas, about this and other flashpoints as the US grapples with its history, and we explore the cultural initiatives that are marking the semiquincentennial. One of London's best known and longest-established art dealers, Stephen Friedman, has announced the closure of his London gallery, following that of his New York space last year. Ben speaks to our contributing art market editor, Anny Shaw, about the fallout from the closure and the significance for the wider London art market. And this episode's Work of the Week is the Tudor Heart, an intricately decorated golden pendant with links to Henry VIII and his first wife, Katherine of Aragon. The British Museum has raised £3.5m to acquire the work, following a four-month fundraising campaign. Our digital editor, Alexander Morrison, talks to Rachel King, the curator of Renaissance Europe and the Waddesdon Bequest at the museum, about the pendant.The Tudor Heart pendant is now on view at the British Museum. Hosted on Acast. See acast.com/privacy for more information.

We discussed a few things including1. Their career journeys2. Miami ecosystem3. Austin/Texas ecosystem4. Trends, opps and challenges for entrepreneurs and startup communities5. Outlook for 2026 Melissa Medina has over 20 years of experience as an entrepreneur, operator, investor, community leader and philanthropist. A native to Miami, she is CEO & Co-Founder of eMerge Americas with a mission of helping transform South Florida into a global tech hub. The eMerge Americas signature event, launched in 2014, is a global tech conference held annually at the Miami Beach Convention Center - this year's event is on April 22-24. With Melissa's leadership, the eMerge Americas conference now attracts more than 20,000+ attendees from over 50 countries. In addition to the annual conference, eMerge organizes year-round executive summits, innovation challenges, startup pitch competitions, masterclasses, webinars, a world-class global accelerator program, as well as publishes venture activity and investment insights reports.Melissa is also a Partner at Medina Ventures, an early-stage venture fund, as well as the President of the Medina Family Foundation, which has a mission to fund local initiatives that focus on mentoring children and empowering families. Melissa was named by the South Florida Business Journal as one of the “2023 Power Leaders in Technology.” Melissa also sits on the Board of The Miami Foundation. She is passionate about transforming Miami into a global technology hub and supporting Miami-based non-profits who seek to empower tomorrow's leaders. Most importantly, Melissa is a mother and most passionate about her 5 children.------Experienced in economic development, public policy, and venture capital, Paul O'Brien puts a focus on shaping the systems that enable entrepreneurship and innovation. He leads legislative and coalition strategy for Founder Institute, around issues impacting startups, capital formation, and civic infrastructure, and as publisher of Startup Economist.With a passion for media innovation and investment, Paul seeded MediaTech Ventures, a media industry venture development group. Former Venture Partner in Meaningful Ventures, O'Brien is Founder and Director of Funded House and Director of Founder Institute for Texas. Historically, a seasoned marketer with an early career at Yahoo! and HP. From there, Paul led the early growth of startups such as Outright.com (Acquired by GoDaddy), Zvents (Acquired by eBay's Stubhub), and MicroVentures (Venture Capital). Paul has an unusually strong technical background considering the role he tends to play today; he built websites in the '90s and continues to engineer and produce content at seobrien.com. He was featured in the book, Online Marketing Heroes, and frequently speaks at startup and media conferences.#podcast #AFewThingsPodcast

The company is responsible for more than $26mn a year in creator revenue. Sponsored by CoHost. Who's listening to your podcast? CoHost's B2B Analytics reveals companies, industries, and job roles tuning in, helping brands connect podcasting to pipeline. https://podnews.net/cc/3270 Visit https://podnews.net/update/supercast-red-seat-ventures-acquisition for the story links in full, and to get our daily newsletter.

Mike Johnson, Beau Morgan, and Ali Mac react to the Atlanta Hawks trading guard Luke Kennard to the Los Angeles Lakers for guard Gabe Vincent and a 2032 second-round pick, recap and react to the Atlanta Hawks' 121-119 win over the Utah Jazz last night, and talk about how the Hawks' newly acquired center Jock Landale carried Atlanta to a win with his career night and historic debut with the team!

Hour 1 with Nick Ashooh: The Wizards acquired Anthony Davis in a trade earlier today / The Wizards are heading in the right direction with AD and Trae Young / Locked on Wizards host Ben Strober talks about the Anthony Davis trade / What other moves might happen ahead of the NBA's trade deadline? / PJ Glasser reports on the Super Bowl match up from San Francisco / The Washington Post will never be the same after today's lay offs

ClearanceJobs bookings returned to year-over-year growth, rising 3% to $14.6 million. Executives attributed this momentum to a record federal defense budget and the early stages of hiring “tailwinds” within the defense sector. https://hrtechfeed.com/dhi-group-returns-to-growth-in-defense-sector-announces-new-10-million-share-buyback/ Viventium announced Wednesday the acquisition of Apploi, a leading healthcare recruitment and scheduling platform. The merger creates a first-of-its-kind, nationally scaled Human Capital Management (HCM) platform designed exclusively for the post-acute care market. https://hrtechfeed.com/healthcare-hiring-tool-acquired/ Boomband, an AI-native talent marketplace founded by Monster.com creator and entrepreneur Jeff Taylor, today announced Boomband's upcoming launch and the closing of a $4.0 million seed round led by Boston Seed with participation from New England VC's Slater Technology Fund, Rogue Venture Partners and Service Provider Capital. https://hrtechfeed.com/boomband-raises-4-0m-to-reinvent-the-talent-market/ Workday, announced the Military Skills Mapper, a new feature in Workday Recruiting designed to help organizations more effectively identify and hire military veterans. By translating a veteran's military background into civilian-equivalent skills, the Military Skills Mapper will enable employers to better understand the leadership, technical expertise, and operational discipline service members bring to the workforce. The Military Skills Mapper will appear in the “My Experience” section of a candidate's Workday Recruiting profile. When enabled, it will analyze a veteran's service background alongside the job description and organizational context to produce a tailored list of civilian-equivalent skills. These recommendations are designed to help veterans articulate their experience in language that resonates with private-sector recruiters—while preserving their ability to edit and refine the list for accuracy. https://hrtechfeed.com/workday-introduces-the-military-skills-mapper/ RALEIGH, N.C. — JDXpert, the Job Information Management Platform company for enterprise HR teams, announced the launch of JDX+, a next-generation product that helps organizations standardize, govern, and analyze job information with AI-guided workflows, in-product insights, and a first-of-its-kind Job Architecture Builder. https://hrtechfeed.com/jdxpert-launches-new-job-architecture-builder-and-ai-guided-governance-to-enterprise-job-information/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of The STL Bucket List Show, Luke sits down with Lauren Healey, Executive Editor of Sauce Magazine, for a behind-the-scenes conversation about what it really takes to keep a legacy local publication alive, relevant, and growing in 2026.Lauren shares the honest story of where Sauce was last summer, why the acquisition happened fast, and what the last six months have looked like rebuilding with a small team and a strong freelance bench. They talk about how modern media has changed, why print still matters, what performs online (yes, people love lists), and how Sauce's work can tangibly move the needle for restaurants and small businesses across St. Louis.They also get into Lauren's path into journalism, from small-town life outside Springfield to building a career in magazines, and what she still loves about writing about food: telling stories that feel joyful, meaningful, and community-driven.Plus: what's coming next for Sauce in 2026, including upcoming issues, expanded distribution, and the return of Food Truck Friday this spring.Listen now and stay tuned for a big year ahead for Sauce Magazine.Support the show

Hour three of DJ & PK for February 4, 2026: NBA eras past vs. today as Utah Jazz add Jaren Jackson Jr. Tim LaComb, Utah Jazz analyst for SEG Media BYU Basketball looks to rebound against Oklahoma State

WBEN's Tom Puckett on Senecas requesting restrictive fee status for land it recently acquired in Grand Island full 51 Wed, 04 Feb 2026 09:00:00 +0000 6ZeUX3teH3GENJQigoHwcT4InQ6azfa0 news & politics,news WBEN Extras news & politics,news WBEN's Tom Puckett on Senecas requesting restrictive fee status for land it recently acquired in Grand Island Archive of various reports and news events 2024 © 2021 Audacy, Inc. News & Politics News False

By 2025, the business podcast Acquired was getting one million listeners per episode, having doubled the audience year over since Ben Gilbert and David Rosenthal started it in 2015. And they'd grown without a strict release schedule or relentless optimization. Still, they felt pressure to scale—without throwing off their work-life balance. How did they determine a way forward? They join Harvard Business School Professor Shane Greenstein and host Brian Kenny to discuss the case “The Acquired Podcast: Scaling the Mic.”

A campaign group is calling on the HSE to purchase lands suitable for the development of a new hospital in Ennis this month. It follows the publication of a new report by the Irish Nurses and Midwives Association which shows 1,991 patients were treated on trolleys in the region's main hospital in January. Although this is a reduction of 11% from January 2024, University Hospital Limerick has remained the most overcrowded facility since the opening of the first 96-bed block. Friends of Ennis Hospital Chairperson Angela Coll says the feeling of urgency to deliver a new hospital will diminish over the summer when trolley numbers inevitably decline.

Andrew Morgan of What's On Netflix & Recent Activity returns to review Sundance 2026 including big name films like Josephine starring Channing Tatum, Sony Pictures Classics acquisition Ha-Chan, Shake Your Booty!, Hanging By a Wire from Universal, Iliza Schlesinger's Chasing Summer and a bunch of other notable upcoming 2026 films. US DRAMATIC SECTION: Josephine, starring Channing Tatum & Gemma Chan, 2x Award Winner - 3:13 Carousel, starring Chris Pine & Jenny Slate - 14:23 Ha-Chan, Shake Your Booty! Acquired by Sony Pictures Classics - 21:38 Union County, starring Will Poulter & Noah Centineo - 27:09 Bedford Park, also acquired by Sony - 33:35 The Musical, starring Will Brill, Gillian Jacobs & Rob Lowe - 36:05 WORLD CINEMA: Shame and Money, Grand Jury Prize Winner - 43:28 Extra Geography, a funny coming of age movie from the UK - 45:57 The Huntress, a Mexican revenge thriller starring Adriana Paz - 52:13 Hold Onto Me, the Audience Award Winner - 54:33 To Hold A Mountain wins the Doc prize - 55:44 Hanging By A Wire is a major crowd pleaser - 57:47 US DOCS, NEXT & MIDNIGHT SECTIONS: Nuisance Bear expands on the Oscar Nominated short + Soul Patrol - 1:04:11 American Doctor is AlsoMike's highest rated film of the fest - 1:06:48 The Incomer, starring Domhnall Gleeson & Gayle Ranking - 1:10:07 Rock Springs, starring Kelly Marie Tran & Benedict Wong - 1:12:33 Leviticus, Saccharine & undertone: reviewing the reviewers - 1:14:32 PREMIERES SECTION: Chasing Summer, starring Iliza Schlesinger was a favorite for us - 1:16:07 & a rapid fire look at the rest of the Premieres Section - 1:18:49 This Segment includes our thoughts on receptions for The Only Living Pickpocket in NY, The Weight, The Invite, I Want Your Sex, Gail Daughtry and the Celebrity Sex Pass, The Shitheads, The Moment & The Gallerist. OUTRO: The Words of Wisdom today are to follow Andrew Morgan online. Andrew is a film critic for What's On Netflix: https://www.whats-on-netflix.com/author/andrew-morgan/ Andrew co-hosts Recent Activity: https://recent-activity.captivate.fm/listen And Recent Activity is now on YouTube! https://www.youtube.com/@RecentActPod Otherwise, you can follow us at MMO here: https://linktr.ee/mikemikeandoscar

Discover what does it take to go from flipping houses to managing over $500M in real estate and raising $120M in capital—in just seven years. In this episode, Eric Bodiwala reveals the mindset, systems, and relentless execution behind his rise in the multifamily syndication world. From navigating his first capital raise to building trust with investors, Eric shares how his team scaled from single-family investments to owning more than 4,000 multifamily units across seven states. He dives deep into overcoming investor objections, attracting high-net-worth partners through authenticity and consistent communication, and creating repeatable capital-raising systems that fuel long-term success. Whether you're an investor, entrepreneur, or operator looking to master the art of raising capital at scale, this episode is packed with real-world lessons you can apply immediately. 5 Key Takeaways from This EpisodeStart with trust before capital Eric emphasizes that strong investor relationships begin with transparency, equal respect for every investor, and consistent communication. Education is non-negotiable He attributes much of his early success to mentorship and coaching through structured real estate programs that provided hands-on guidance and accountability. Social media is your credibility engine By documenting real projects and sharing educational content, Eric attracted serious investors—including notable partners like TV real-estate personalities. Follow-up determines your raise success Relentless personal outreach, investor calls, and drip campaigns turn interest into wired funds—proving that consistency beats perfection. Relentless mindset drives scale Eric's “no-excuses” work ethic—long hours, constant networking, and outworking competitors—remains the foundation of his company's continued growth.About Tim MaiTim Mai is a real estate investor, fund manager, mentor, and founder of HERO Mastermind for REI coaches.He has helped many real estate investors and coaches become millionaires. Tim continues to help busy professionals earn income and build wealth through passive investing.He is also a creative marketer and promoter with incredible knowledge and experience, which he freely shares. He has lifted himself from the aftermath of war, achieving technical expertise in computers, followed by investment success in real estate, management skills, and a lofty position among real estate educators and internet marketers.Tim is an industry leader who has acquired and exited well over $50 million worth of real estate and is currently an investor in over 2700 units of multifamily apartments.Connect with TimWebsite: Capital Raising PartyFacebook: Tim Mai | Capital Raising Nation Instagram: @timmaicomTwitter: @timmaiLinkedIn: Tim MaiYouTube: Tim Mai 

For 50 years, the healthcare industry has been trying (and failing) to harness the power of artificial intelligence. It may finally be ready for prime time. What will this mean for human doctors — and the rest of us? (Part four of “The Freakonomics Radio Guide to Getting Better.”) SOURCES:Bob Wachter, professor, chair of the department of medicine at the University of California, San Francisco.Pierre Elias, cardiologist, assistant professor of biomedical informatics at Columbia University, medical director for artificial intelligence at NewYork-Presbyterian Hospital. RESOURCES:A Giant Leap: How AI Is Transforming Healthcare and What That Means for Our Future, by Bob Wachter (2026)."Epic Systems (MyChart)," by Acquired (2025)."Detecting structural heart disease from electrocardiograms using AI," by Pierre Elias and Timothy Poterucha (Nature, 2025)."What Are the Risks of Sharing Medical Records With ChatGPT?" by Maggie Astor (New York Times, 2025)."Will Generative Artificial Intelligence Deliver on Its Promise in Health Care?" by Bob Wachter and Erik Brynjolfsson (JAMA, 2023).The Digital Doctor: Hope, Hype, and Harm at the Dawn of Medicine's Computer Age, by Bob Wachter (2015). EXTRAS:"The Doctor Won't See You Now," by Freakonomics Radio (2025)."How to Stop Worrying and Love the Robot Apocalypse (Update)," by Freakonomics Radio (2024). Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of The ICHE Podcast, host Dr. David Calfee explores non–ventilator-associated hospital-acquired pneumonia (NV-HAP)—what it is, how common it is, and why it matters for patient outcomes. He is joined by Dr. Barbara Jones (University of Utah) and Dr. Sheryl Kluberg (Harvard Pilgrim Health Care Institute and Harvard Medical School) to discuss key risk factors for NV-HAP and how preventable it may be. The conversation highlights practical prevention strategies, including the role of routine oral care and patient mobility. Dr. Jones shares insights from her ICHE study evaluating the impact of an oral care initiative using electronic clinical data and diagnostic coding, while Dr. Kluberg discusses her research on the associations between oral care, in-hospital mobility, and NV-HAP. Together, they break down the study questions, methods, key findings, and real-world implications for infection prevention efforts. This episode offers a concise, evidence-based look at how everyday care practices can help reduce the burden of NV-HAP in hospitalized patients. Links: Jones, Barbara E., Alec B. Chapman, Jian Ying, McKenna R. Nevers, Shannon Munro, Michael Klompas, Amy L. Valderrama, and Daniel O. Scharfstein. “Evaluating the Impact of an Oral Care Initiative on the Risk of Non-Ventilator-Associated Hospital-Acquired Pneumonia Using Electronic Clinical Data and Diagnostic Coding Surveillance Criteria.” Infection Control & Hospital Epidemiology 46, no. 12 (2025): 1190–98. https://doi.org/10.1017/ice.2025.54. Kluberg, Sheryl A., Tom Chen, Rui Wang, Robert Jin, Laura DelloStritto, Dian Baker, Karen Giuliano, et al. “Associations between Routine Oral Care and In-Hospital Mobility with Non-Ventilator Hospital-Acquired Pneumonia.” Infection Control & Hospital Epidemiology 46, no. 12 (2025): 1181–89. https://doi.org/10.1017/ice.2025.10245.

AGENDA: 03:36 Brex Acquisition by Capital One for $5.15BN 10:54 Does Brex's Acquisition Help or Hurt Ramp? 16:28 TikTok Deal Completed: Who Won & Who Lost: Analysis 19:30 Anthropic Inference Costs Higher Than Expected 37:50 Open Evidence Raises at $12BN from Thrive and DST 53:56 Wealthront IPO Disaster: Is $1.5BN IPO Too Small? 01:07:27 Salesforce Wins $5BN Army Contract: The Last Laugh for SaaS  

The Rockies made trades today. Angel Chivilli is headed to New York for infield prospect T.J. Rumfield. Colorado also moves on from pitching prospect Jace Kaminska for two MLB caliber talents from the Twins. INF Edouard Julien and RHP Pierson Ohl are making their way to mile high. The Rockies also DFA'd fan favorite Yanquiel Fernandez.Its been day, let's break it down together!

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

Welcome to episode 227 of Sports Management Podcast. Today's guest is Alan Arlt, founder of Ultimate Hoops and co-founder of ARLT Consulting. Alan built a recreational basketball league into a highly-engaged sports product with stats, highlights, and experiences that made everyday players feel like pros and he sold it with an 18x return in under two years. In this episode, we spoke about: What makes a sports product truly 'sticky' How to scale without losing quality How AI is changing the future of participation sports. And much more! SPONSOR: Listeners of the Sports Management Podcast get an exclusive 20% off on SportsPro+ with the code SMPOD20. All you need to do is head to sportspro.com/membership and start exploring today. Time stamps: 00:00 Intro 00:58 Building "sticky" sports products with ARLT Consulting  02:16 From sports nerd to sports entrepreneur  02:59 The Ultimate Hoops idea (treat everyone like Kobe)  03:42 From 6 teams to 40 teams in under a year  03:42 Acquired by Lifetime Fitness (18 months in)  04:26 The Carmelo Anthony moment ("I think I'm done")  05:11 The 18x return (and why he didn't plan an exit)  05:58 The "sticky product" flywheel (daily engagement)  06:54 Passion vs practicality (unit economics matter)  08:22 The 2-step decision process (gut → diligence)  09:46 Why athlete partnerships are everything (B2A mindset)  11:51 AI changed everything (stats + highlights at scale)  13:28 How ARLT uses AI with clients today  14:18 Why this model works for every sport  15:06 The golden rule (people want to feel special)  15:45 The post-game interview that proved the concept  17:24 Why AI will create "1,000 Ultimate Hoops"  19:53 The mindset shift (leaving Discovery to take the leap)  21:36 Why side hustles are the new advantage  22:50 The biggest founder mistakes (too fast vs too slow)  24:10 Best advice for founders (just get started)  25:47 How to use AI without losing the human edge  27:07 Leadership style (do every job, stay in the weeds)  30:28 Hiring without a vacuum (team fit matters)  32:11 Scaling too fast (when it stopped feeling like Ultimate Hoops)  33:02 COVID shutdown (the hardest stretch)  35:25 Letting 85% of the team go (and rebuilding)  37:02 Guest recommendations (SportsVisio + AIM Sports Group)  39:00 Outro Follow Sports Management Podcast on social media Instagram Twitter LinkedIn YouTube www.sportsmanagementpodcast.com

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. 

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.

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.

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.