Podcast appearances and mentions of adam posner

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I'm here to remind you to give to causes that make a difference. You want to help, but you don't know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner   Chapters 00:00 Introduction to Leah Sullivan and TaskRabbit 03:04 Leah's Early Life and Career Path 05:58 Transition from IBM to Entrepreneurship 08:57 The Birth of TaskRabbit 11:55 Challenges in Building a Marketplace 14:59 The Evolution of Gig Work and Future Perspectives 21:30 Building a Team and Hiring Practices 24:41 Managing Challenges as a Founder 26:34 The IKEA Acquisition: Lessons Learned 31:18 Redefining Identity After an Exit 33:32 Investing in Founders: What to Look For 34:59 Creating a New Venture Ecosystem 36:31 The Importance of Community for Founders 41:59 Defining Success: Winning vs. Impact

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I'm here to remind you to give to causes that make a difference. You want to help, but you don't know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner Chapters 00:00 Introduction to Tracey Parsons 04:26 The Reality of Work: Jobs vs. Careers 09:08 The Gig Economy: A Shift in Work Dynamics 12:06 The Evolution of Job Discovery 13:08 Behavioral Change in Recruitment 15:32 The Return to Analog: Networking in a Digital Age 17:26 The Creator Economy: Merging Two Worlds 20:46 The Birth of Flockity: A New Vision 21:55 The Art of Presentation and Communication 23:09 Influencer Marketing for Jobs 24:29 Introducing Flokety: A New Approach to Recruitment 25:02 Empowering Employees as Brand Ambassadors 26:20 The Shift Towards Authentic Marketing 27:23 The Staples Baddie Phenomenon 29:33 Control vs. Authenticity in Employer Branding 30:04 Letting Go of Control in Branding 31:50 The Importance of Accountability 35:24 The Future of Recruitment in a Creator Economy 41:50 Meeting Candidates Where They Are 43:28 Defining Success in Personal and Professional Life  

CHAPTERS: 00:00 Introduction to Anton Newtonboom 01:11 Anton's Military Background 04:26 Anton's Role in the Military 06:17 Mental Health in the Military 08:10 Coming Down from the Adrenaline 09:47 Realizing Something Wasn't Right 11:40 Negative Self-Talk and Identity 15:24 The Sign on the Hilltop 18:00 Seeking Help and Mental Health Tools 19:08 Walking Barefoot to Raise Awareness 20:44 Walking to Everest Base Camp 23:27 Walking Barefoot Across the United States 30:04 Aligning with the Movember Movement 32:11 The Importance of Mental Health Awareness 36:30 Encounters with Wildlife 41:34 Walking Across the United States 45:18 Projected Time to Finish the Journey 46:22 Self-Care Routine and Foot Care 47:48 Walking with Anton 49:53 Supporting Movember 50:52 Greatest Piece of Advice 52:19 Finding Purpose and Gratitude 54:38 Closing Remarks

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I'm here to remind you to give to causes that make a difference. You want to help but you don't know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here: Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner   Chapters 00:00 Introduction to Torrance Hampton and his journey 01:00 Growing up in the DMV with a Secret Service father 02:15 Experiences working with the Bush family and White House 04:39 How career shaped Torrance's perspective on power and influence 07:19 Early career in corporate America and realization of discontent 09:59 Discovering passion and storytelling as a career path 12:02 Recognizing your zone of genius and signals for passion 13:46 Understanding the 'alignment tax' and its organizational costs 16:18 The importance of leadership, culture, and remote work challenges 19:14 The role of AI in enhancing human potential and career development 26:47 Using AI as a thinking partner and tool for growth 34:28 Writing the book 'Genius Factor' and its personal significance 44:34 Living without regrets and defining success 45:53 The future of work, AI, and personal fulfillment 46:29 Closing remarks and call to action  

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com CHAPTERS: 00:00 – Serendipity: How This Episode Happened A mutual friend, a caffeine need, and a chance introduction — Adam welcomes Lívia Martini, CPO of Wellhub, in what turned into one of the most data-packed conversations in the series. 02:00 – Meet Wellhub: 16 Years, 100,000+ Partners A global wellbeing platform serving companies of all sizes across gym studios, personal trainers, nutrition, sleep, mental health, and physical health — one platform, fully personalized. 04:30 – The Adoption Problem: Why Great Benefits Get Ignored The biggest challenge in corporate wellness isn't the product — it's education and adoption. People leaders have to be genuinely bought in, and the first step has to be frictionless. 07:00 – How a Wellness Movement Starts Inside a Company What happens when adoption takes off: colleagues watching each other change, bad knees getting better, muscle being built. The movement becomes self-sustaining — but it has to start somewhere. 09:30 – 5% vs. 50%: The Adoption Gap That Defines the Market The industry average for gym-only wellness benefits is 5% adoption. Wellhub's platform sits at 40-50%. Breadth, personalization, easy onboarding, and people team support drive the gap. 12:00 – The 86% Number That Changes Everything 86% of employees say they would consider switching jobs if their company didn't offer wellbeing benefits — and that number is growing year over year. 15:00 – Wellness as a Healthcare Cost Strategy Healthier employees mean lower medical costs. Wellbeing benefits aren't a morale spend — they're a healthcare offset. The direct business case, made clearly. 17:30 – GLP-1s: Medication Is Only Half the Solution Why weight-loss medication without lifestyle change is unsustainable: muscle mass loss, bone density loss, the rebound effect. GLP-1s need to be paired with nutrition, exercise, and sleep to hold. 21:30 – Sleep Is a Weight Management Tool Most People Ignore Lívia's personal data: two to three nights of poor sleep raises her weight regardless of diet or exercise. The interconnected nature of sleep, weight, and wellness — and why all of it needs to be addressed together. 24:00 – AI at Wellhub: Coach, Recommendations & Selling at Scale An AI wellness coach, personalized content recommendations, and AI tools on the sales side to explain the product at scale across companies of all sizes and geographies. 26:30 – Letting Teams Experiment: The Chaos and the Clarity Wellhub gave its people teams license to experiment freely with AI — lived through months of productive chaos — and is now in the best practices sharing phase where one solution is solving 15 problems. 29:00 – Transform 2026: Connection Over Content Lívia's first Transform — and her verdict: the value is in the unscheduled moments, the hallway conversations, the person who sits down mid-introduction and becomes the best exchange of the conference. 31:30 – Where to Find Wellhub wellhub.com for product, partnerships, and getting in touch — and a reflection on what makes conferences like Transform genuinely worth attending. TAKEAWAYS: 1. 86% of Employees Would Consider Switching Jobs Over Wellbeing Benefits This is the most striking retention data point in the series. Wellhub's annual survey shows 86% of employees would consider or actively switch jobs if their company didn't offer wellbeing benefits — and the number is growing. For HR leaders and total rewards strategists, this moves wellness from ancillary to foundational in any competitive benefits package. 2. Industry Adoption Averages 5%. Wellhub's Is 40-50%. The gap between a generic gym benefit and a well-designed wellness platform isn't marginal — it's a 10x difference in adoption. The combination of breadth, personalization, easy enrollment, and people team support is what drives utilization from a footnote to a movement. Companies measuring benefits ROI by the number of options offered rather than the percentage of employees actually using them are measuring the wrong thing. 3. Wellness Benefits Drive Healthcare Cost Reduction The business case for wellness investment isn't just retention and morale — it's medical spend. Healthier employees drive lower insurance claims, fewer sick days, and more sustainable long- term healthcare costs. Lívia makes this connection directly: wellbeing benefits are a healthcare offset strategy, not a culture spend. 4. People Leaders Have to Be Genuinely Bought In — Not Just Compliant Adoption starts at the top. When HR and people leaders are personally using and visibly championing a wellness benefit — not just administering it — that signal travels through the organization. Lip service produces 5% adoption. Genuine conviction produces 50%. 5. A Wellness Movement Is Self-Sustaining Once It Starts The most powerful driver of wellbeing benefit adoption isn't communication or incentives — it's the moment employees start watching each other change. A colleague's bad knee gets better. Someone builds muscle. Someone sleeps through the night for the first time in months. Those visible transformations create organic pull that no marketing campaign can replicate. 6. GLP-1 Medication Without Lifestyle Change Is a Dead End Lívia's GLP-1 take is the clearest and most medically grounded in the series: the medication works by burning energy indiscriminately — it doesn't distinguish between fat, muscle mass, and bone density. Stop taking it without having built sustainable habits, and the weight returns. The medication is a tool, not a solution. Nutrition, exercise, and sleep have to accompany it for the program to hold. 7. Sleep Is a Weight and Wellness Variable Most Companies Aren't Tracking Lívia's personal data: two to three nights of poor sleep raises her weight regardless of diet or exercise. This connection — between sleep quality and metabolic health — is well-documented but largely absent from most corporate wellness conversations. Any wellbeing platform that doesn't address sleep is leaving a critical variable unaddressed. 8. Wellbeing Personalization Is the Future of Benefits Design The choose-your-own-journey model — where employees select their own wellness path from a broad menu of options, and can change it as their life changes — is the direction all benefits design is heading. One-size-fits-all packages are already failing on adoption metrics. The companies that move to personalized, flexible, employee-directed wellbeing will see the utilization numbers that justify the investment. 9. Give Your Teams License to Experiment With AI — Then Share What Works Wellhub's internal AI journey: give people teams permission to experiment freely, accept that it will be chaotic for a few months, and then create a structured best practices sharing process that surfaces the solutions that are actually working. The companies that are winning with AI internally right now aren't the ones with the most sophisticated strategy — they're the ones who started experimenting earliest and created feedback loops fastest. 10. The Best Conference Connections Are Unscheduled Lívia's first Transform validated something this series has heard repeatedly: the most valuable moments at conferences like this aren't the sessions — they're the conversations that happen between them. The person who sits down mid-introduction, the hallway exchange that turns into a 30-minute deep dive on AI adoption and change management. Conferences that create more space for that serendipity deliver more value than those packed with content.  

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   Takeaways: 1. You Can't Improve What You Can't See The founding insight of BrightHire — and one of the most durable frameworks in this series — is that hiring is the most consequential activity in any business, yet it produces almost no data. Interview conversations happen, and then they're gone. Capturing them isn't surveillance; it's the minimum requirement for actually improving the process. 2. Comp Comes Up in Fewer Than 2% of Candidate Conversations The most surprising data point from BrightHire's 930,000-interview analysis: salary and compensation are almost never what candidates are actually talking about in interviews. What they are asking about: remote and flexible work, company growth trajectory, and product innovation. If your recruitment messaging is leading with comp, you're answering a question most candidates aren't asking. 3. Interview Data Is a Goldmine for Employer Brand Strategy Sliced by seniority, function, and location, BrightHire's interview data tells employers exactly what different candidate segments care about — giving TA teams real intelligence for outbound messaging, recruitment marketing, and preparing recruiters and interviewers to answer the questions candidates are actually going to ask. That's a fundamentally different input for employer brand strategy than surveys or focus groups. 4. Interview Fraud Is Real and Growing — and the Defense Is Already Built The use case nobody anticipated when BrightHire launched: using candidate video profiles to verify that the person who showed up for onboarding is the same person who interviewed. Dozens of customers have built SOPs around this capability. As AI-generated fraud becomes more sophisticated, the ability to cross-reference identity signals across the entire interview process is becoming a core compliance function, not a nice-to-have. 5. AI Interviewers Don't Replace Recruiters — They Give Them Better Candidates Recruiter reaction to BrightHire's AI interviewer product wasn't fear — it was relief. By expanding access at the top of the funnel, AI interviewers surface qualified candidates who would have been passed over due to capacity constraints, giving recruiters a better pool to work from and more time to do the high-value human work of cultivating and closing those candidates. 6. The Recruiter Who Adapts Has a Massive Advantage Teddy's view is direct: recruiting professionals who embrace agentic workflows will be elevated by them. Those who resist are going to find themselves on the wrong side of an irreversible shift. The profession has always evolved — and the ones who leaned into each evolution came out ahead. 7. AI Agents Are Taking on Longer, More Complex Tasks Than Most People Realize Teddy's personal experience in the last six weeks: watching an engineering colleague execute a complex multi-step task by telling his AI agent, 'Find Teddy's Slack and execute on what Teddy asked for' — and then quality-controlling the result. The length and complexity of what agents can handle autonomously is increasing faster than most people outside of engineering teams appreciate. 8. The Right Acquisition Is One That Protects Founder Velocity Teddy's framework for evaluating the Zoom acquisition: founder-led culture at the acquiring company, strong strategic alignment on product thesis, and a track record of enabling acquired companies to retain their brand, culture, and growth trajectory. Workvivo is the proof point. Being acquired by a company where the founder is still running the show at four billion in revenue is a different experience than getting absorbed into a conglomerate. 9. Customers Are Already Building What Vendors Are Selling The most clarifying thing Teddy saw on the conference floor: customers sharing the in-house AI workflows they've already built — and the framework they're using to decide what to outsource. If a tool doesn't touch PII, compliance, or regulatory requirements, they're building it themselves. The bar for defensibility has permanently moved upward, and every vendor on the floor needs to be honest about what's truly irreplaceable about what they offer. 10. Trust Is the Most Valuable Commodity in an AI-Flooded Market In a market where AI has lowered the cost of building software dramatically, vendors are proliferating and noise is at an all-time high. Teddy's observation is that the differentiator in this environment is old-fashioned: trust, integrity, post-sales investment, and actually showing up and delivering on promises. Easy to lose, hard to build — and more valuable than ever precisely because it's become rare. CHAPTERS: 00:00 – Introduction & Congrats on the Acquisition Adam welcomes Teddy Chestnut, co-founder of BrightHire, fresh off the company's acquisition by Zoom. 02:00 – Born Into Recruiting: The Origin Story Both parents in HR for 30 years. Dad met mom as a recruiter. A childhood of dinner table conversations about comp plans — and how that led to BrightHire. 05:00 – The Problem Statement That Started It All Hiring is the most important decision in business, yet treated with less rigor than a $15,000 software purchase. You can't improve what you can't see. 07:30 – 2019: A Crazy Idea That Turned Out to Be Right Pitching interview recording before LLMs, before COVID, before the world normalized AI in meetings — and how the pandemic validated the thesis overnight. 10:00 – The First Customer Who Asked If They Were Charging Enough BrightHire's first beta customer asked if they were making money on the deal. The signal that they were onto something real. 12:30 – From Resistance to Commonplace: The Adoption Journey How resistance to recording interviews dissolved as recording became normalized across all business meetings — and how the conversation shifted to unlocking insights. 15:00 – 930,000 Interviews: What the Data Says The striking finding: comp comes up in fewer than 2% of candidate conversations. What candidates are actually asking about: remote work, company growth, and product innovation. 18:30 – Turning Interview Data Into Employer Brand Intelligence How BrightHire slices that data by seniority, function, and location to give customers real intelligence for outbound messaging, recruitment marketing, and interviewer prep. 21:00 – Interview Fraud: The Use Case Nobody Saw Coming The email that changed BrightHire's roadmap: using candidate thumbnail profiles to verify that the person at onboarding was the same person who interviewed. 24:00 – AI Interviewers: The Next Frontier BrightHire's conviction that AI interviewers expand access — and the recruiter reaction: "This is a godsend because I'm getting better candidates I would have passed over otherwise." 27:00 – The Recruiter Who Adapts vs. The One Who Goes Extinct Recruiters who embrace agentic workflows gain time for high-value human work. Those who resist are on the wrong side of an inevitable shift. 29:30 – Agents Are Taking on Longer-Range Tasks What Teddy witnessed in the last six weeks: a colleague executing a complex task by telling his agent "Find Teddy's Slack and execute on what Teddy asked for." 32:00 – The Zoom Acquisition: Why It Was the Right Move Founder-led culture, strong product thesis alignment, and the Workvivo track record as proof that Zoom enables acquired companies to thrive independently. 35:00 – What Impressed Teddy Most on the Conference Floor Not a vendor product — the in-house AI workflows customers have already built, and the framework they're using to decide what to outsource vs. build themselves. 38:00 – Trust Is the Most Valuable Commodity in AI-Flooded Markets In a market where building AI products is cheap and vendors are proliferating, the only truly defensible asset is trust — brand, integrity, and delivering on promises.  

Welcome to Episode 300 of The 20% Podcast. This show as been released for 300 straight weeks, and I couldn't be more thankful to the listeners and guests who have made this show what it is today. This week's guest is a three-time visitor to the show, and one of the most consistent voices in the recruiting, talent, and podcasting world. He is the Founder and President of NHP Talent Group, where he recruits across marketing, media, and tech, and the creator and host of The Podcast, which just crossed 500 episodes. This week's guest is my friend, Adam Posner.Adam first appeared on Episode 24 back in February of 2021, returned for Episode 114, and is back today for Episode 300 for this milestone conversation. Since we last spoke, Adam faced one of the hardest chapters of his life, a Stage 3A Hodgkin's lymphoma diagnosis, seven months of chemotherapy, and a full remission on the other side. He came out of it a better husband, father, friend, and operator. Today we talked about all of it.In this episode, we discussed:Adam's cancer journey and how it started with a routine checkupWhat it's actually like to hear "you have cancer"You don't know how strong you are until you need to beThe real lessons cancer taught him about being presentActionable advice on being present every dayThe "You Got This" mentality and where it came fromMaking yourself invaluable in the age of AIHow self-awareness as the foundation for everythingMuch MorePlease enjoy this milestone conversation with Adam Posner.I am now in the early stages of writing my first book! It will cover my journey into sales, the lessons learned, and include stories and advice from top sales professionals around the world. I'm excited to share these interviews and bring you along on this journey!Like the show? Subscribe to the email: Subscribe HereI want your feedback! Reach out at 20percentpodcastquestions@gmail.com or connect with me on LinkedIn.If you know anyone who would benefit from this show, please share it! If you have suggestions for guests, let me know!Enjoy the show!

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This special episode is brought to you by our dear friends at Blood Cancer United. An organization very near and dear to me. I'm here to remind you to give to causes that make a difference. You want to help but you don't know where to start? Blood Cancer United is at the top of my list. They are the global leader in helping patients and families with blood cancer, and your dollars fund research, patient support, and advocacy. Please give today here:  Thank you for supporting this important mission. Learn more and donate here: https://pages.lls.org/voy/nyc/nyclls26/aposner CHAPTERS: 00:00 – 500 Episodes: Introducing Geoffrey Rogow Adam opens the milestone episode, introduces Geoffrey Rogow — journalist, survivor, founder, author — and sets the tone for the most personal conversation in the show's seven-year history. 03:00 – Who Were You Before? The Person Before Treatment Geoffrey's life before diagnosis: 30 years old, living in New York and Sydney, feeling infallible, driven by professional ambition. And Adam's contrast — a father of two at 45, diagnosed only because he went to a cardiologist after his brother-in-law died. 07:00 – The Diagnosis: Two Very Different Moments Geoffrey's blood clot in the night that saved his life. Adam's cardiologist scan that caught a mass nobody expected. The two very different ways a diagnosis lands — one like a movie, one like a text message. 13:00 – Four Days vs. Six Weeks: The Window Before Treatment Geoffrey had four days between diagnosis and chemotherapy. Adam had six weeks. What that difference does to your mind, your fear, your processing — and why no two cancer stories are the same. 17:00 – The Thing Nobody Tells Young Adults: Fertility The Vanderbilt study that found 50% of young adults diagnosed with cancer are never told about their fertility options before treatment. Geoffrey's sperm banking story. Adam's moment of levity. The organizations that exist to help — and why you should use them. 23:00 – Chemotherapy: The Reality Nobody Films Steroids that make you feel like Batman. Fatigue that puts you to bed at 1 PM. The taste of treatment — Geoffrey's: a burning Nike Air Max. Adam's: Sour Patch Kids and Shrek's condom. The rhythm of treatment cycles and the crash that follows. 30:00 – Hair Loss: The Moment It Hits You Not just the hair on your head — all of it. Geoffrey's Jewish mohawk and the cat photos. Adam's man bun, the shower, the wall of clumps, the hairdresser call. Why the eyebrows and eyelashes are the part nobody prepares you for. 37:00 – Going Out in Public Without Eyebrows Geoffrey at his best friend's wedding, feeling like a freak. Adam at a bar mitzvah two weeks post-treatment, cancer beanie and all. Why "you look great" hits differently when you don't recognize yourself in the photos. 42:00 – Tribes, Villages & Crisis Language Geoffrey's lesson: his tribe was too small — just his wife and the cat. The mistake he'd change. Adam's: an oversharer married to a shield, learning to lean on his guy friends so his wife didn't have to carry everything. What "crisis language as a couple" actually means. 49:00 – Tolerance for Bullshit: The Larry David Effect What cancer does to your patience for other people's bravado. Geoffrey's bar story, running out into Times Square and crashing full speed into Elmo. The anger that's real, and the work it takes not to carry it forever. 55:00 – The Biannual Check-In: A Framework for Purposeful Change A scheduled, structured personal evaluation every six months — professional path, relationships, health, direction. The check-in that led Geoffrey to leave the Wall Street Journal after 21 years. Why you can't make the changes when the warning lights are flashing; you have to make them later, in clarity. 61:00 – Scanxiety: The Incurable Side Effect of Survivorship Geoffrey's scan is next Wednesday. He started thinking about it two weeks ago. The reality that scanxiety doesn't diminish with time — it sometimes gets worse. What helps, what stops helping, and why there's no permanent answer. 66:00 – After Treatment: The Part Nobody Celebrates The financial reality: bill negotiations, illegal anesthesiologist charges, state-specific protections, hospital programs for lower-income patients. Life insurance rejection at 35. Career decisions constrained by healthcare costs. The bills that arrive 18 months later asking "didn't I already pay this?" 73:00 – Ambition After Cancer: Don't Change the Level, Change the Lane The advice from career coach Michelle Woodward: keep the same level of ambition even if you have to find a different lane. Geoffrey's Hong Kong trip — the first time after treatment he felt like himself professionally again. Adam's silver lining of leaning into tech during treatment. 79:00 – Writing It Down: The Value of Documentation Adam's Super Whisper app diary — before and after every treatment session. Geoffrey's 14 years of running away from his cancer story, and what writing the book finally unlocked. Why every survivor should find their version of processing. 85:00 – I'm Alive: Now What? — The Book Geoffrey's nine-chapter guide for survivors — money, career, physical health, mental health, family planning, caregiving, purpose, the business of advice — built around real people's stories paired with expert guidance. Pre-order at after-treatment.com/the-book. 91:00 – Are You Getting the Support You Need? Geoffrey's question for Adam — and for every survivor. The cancer imposter syndrome that comes with a high-survival-rate diagnosis. Why you can't let anyone take away what you went through, and why the work doesn't end at remission. 97:00 – North Stars: What Keeps You Focused Geoffrey's: a willingness to change his North Star — short-term, practical, written down, evaluated regularly. Adam's: being the best example for his kids and leaving the world better than he found it. How cancer changes your definition of success. 104:00 – 500 Episodes: Thank You Adam closes the milestone episode with gratitude — for the guests, the listeners, seven years of consistency, and what comes next.   TAKEAWAYS: 1. The Diagnosis Is Never Like the Movies — Except When It Is Geoffrey's came in an ER at 30. Adam's in a text from his cardiologist. No two stories are the same — but both changed everything. 2. 50% of Young Adult Cancer Patients Are Never Told About Fertility Options A Vanderbilt study found half of young adults aren't counseled on fertility preservation before treatment starts. The window is measured in days. Make sure this conversation happens first. 3. The Biannual Check-In Is the Most Powerful Tool for Purposeful Change Twice a year, scheduled, with a workbook: evaluate your path, relationships, and direction — in calm, not crisis. The check-in that led Geoffrey to leave 21 years at the Wall Street Journal. 4. Don't Change the Level of Your Ambition — Change the Lane If cancer takes away what you were world-class at, find another lane at the same level. Don't shrink. Redirect. That's not a lesser life — it's a different one. 5. Your Relationship With Time and Bullshit Changes — But Differently for Everyone Every survivor agrees on two things: time feels different, and their tolerance for bullshit has shifted. Geoffrey went full Larry David. Adam found unexpected clarity. The work is figuring out which version of you emerged. 6. Cancer Exposes Your Crisis Language as a Couple The couples who survive this well learn how to communicate what they need, what not to say, and what to let breathe. It's practiced, not instinctive. 7. Scanxiety Is Real, Incurable, and Changes Over Time What helped before may stop helping. Survivors need to plan for this, not be surprised by it. 8. The Financial Reckoning Comes Long After Treatment Ends Medical bills stay higher forever. Many are negotiable. Some are illegal. Own the advocacy, ask the questions, build the spreadsheet. 9. Write It Down — In Whatever Form Works for You Adam used Super Whisper before and after every treatment. Geoffrey wrote a book 14 years later. The form doesn't matter. Externalizing the experience gives you a time capsule you can go back to. 10. Are You Getting the Support You Need? Just the honest, periodic question. What you went through is not nothing — and the work doesn't end at remission. 11. You Are Different Now — Not Better or Worse. Different. Not better, not worse. Fundamentally changed in ways that can't be fully accounted for. That difference isn't a loss. The work is learning to live in the new timeline.  

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS:  1. Agency Recruiting Builds Skills That In-House Roles Don't Teach Sixteen years on the agency side gave Oli a closer's mentality, a sense of urgency, and an intolerance for avoidable fallout that she carried directly into Udemy. The best in-house recruiters often came from agency backgrounds — and companies that understand that have a sourcing advantage. 2. A 50% Inbound Hire Rate Is a Brand Achievement, Not an Accident Udemy's ability to fill half its roles from inbound applicants is a direct result of employer brand investment. Candidates who apply are already bought in — which means recruiters can spend more energy on screening quality than generating awareness. Inbound is not passive; it's the payoff of deliberate brand-building over time. 3. Skills-Based Hiring Requires Persona-Building, Not Just JD-Writing Udemy's approach goes deeper than listing skills in a job description. They build candidate personas modeled on current top performers — identifying what skills, behaviors, and experiences have actually driven success at the company — and use those personas to train recruiters on what to look for when scanning resumes and running screens. 4. Realignment Is a Sign of a Healthy Recruiting Process, Not a Failure Roles evolve mid-search. What a hiring manager thought they wanted in week one is often different from what they realize they need by week four. Oli's team treats realignment as a normal part of the process — using recruiting managers, people partners, and fresh perspectives to have the calibration conversation before more time is wasted. 5. Referral Bonuses Don't Improve Referral Quality — Culture Does Udemy's research-backed decision to eliminate referral bonuses is one of the most counterintuitive moves in this episode. The finding: happy employees who believe in where they work will refer good people because they want to work with them — not because there's a check waiting. Bonuses attract volume. Culture attracts quality. 6. Referrals Get Prioritized — But Not Protected Even without a bonus, referred candidates at Udemy receive a guaranteed recruiter conversation. But they still go through the same interview process as everyone else. No preferential treatment, no shortcuts. When a senior leader's referral doesn't make it, Oli holds the line — respectfully but firmly. 7. The Career Evolution Exercise Is the Best Antidote to AI Anxiety Oli's team exercise is immediately replicable: ask your recruiters to list what they did at the beginning of their career that they no longer do, then what they do today that didn't exist before. It makes the evolution of the profession visible — and reframes AI as the next chapter of a story that's been changing all along. 8. Turn Job Descriptions Into Job Ads With AI Oli's personal AI workflow is one of the most practical in the series: take a job description, prompt AI to rewrite it as a compelling job advertisement, refine for candidate appeal, then reverse-engineer: where do these people work, and how do I find them? It's a complete sourcing strategy built from a single starting point. 9. FIFO Is the Only Real AI Learning Strategy F around and find out. Oli's philosophy for AI adoption — at the individual and team level — is that the only way to understand what these tools can actually do for your process is to use them, break them, and learn from what happens. Udemy's monthly U Days give the team structured time to experiment in a low-stakes sandbox. 10. For Job Seekers: Network Hard, Stay Persistent, and Use AI to Find the Adjacent Role Oli's advice to candidates in a tough market: your network is your most underused asset — lean on it. Don't let one rejection stop you from applying elsewhere; timing and fit are company- specific, not a verdict on your value. And use AI to map your skills to adjacent industries and roles you might not have considered — your next opportunity might not look exactly like your last one.   CHAPTERS:  00:00 – Introduction & Meet Oli Adam welcomes Alessandra "Oli" Pegnim, Head of TA and Employer Brand at Udemy, and hears how she got into recruiting through 16 years on the agency side. 02:30 – The Agency Advantage: What In-House Teams Miss What 16 years of agency recruiting gives you: always be closing, speed, urgency, and the discipline of never letting a placement fall through. 05:00 – Inbound vs. Outbound: Udemy's 50% Hit Rate How Udemy manages a 50% inbound hire rate — filtering fraud while treating genuine candidate intent as the signal it is. 07:30 – Tools for Filtering Fraud at the Top of the Funnel How Greenhouse's AI functionality, combined with human oversight and skills-trained recruiters, separates real candidates from noise at volume. 10:00 – Skills-Based Hiring: From Theory to Practice How Udemy builds skills into job descriptions, creates candidate personas modeled on top performers, and trains recruiters to assess underlying competencies. 13:00 – Aligning Recruiters and Hiring Managers Where most searches break down — and how Udemy uses recruiting managers, people partners, and fresh-perspective interventions to keep searches on track. 16:00 – Outbound Sourcing: Tools and Approach LinkedIn Recruiter as the primary outbound tool, the role of referrals and internal mobility, and how Udemy navigates global regulations when sourcing externally. 18:30 – Why Udemy Killed the Referral Bonus Udemy removed referral bonuses after research showed they didn't improve quality — and that happy employees refer good people whether or not they're paid to. 22:00 – Holding the Line When Referrals Don't Make It The tough conversation: when a senior leader's referred candidate doesn't pass the interview, and how Oli handles it with honesty and fairness. 24:30 – Are Recruiters Scared of AI? Real Talk. Oli's candid take on AI anxiety inside her team — and the reframe she used to shift the conversation from fear to curiosity. 26:30 – The Career Evolution Exercise That Calms AI Anxiety Ask recruiters to name things they did at the start of their career they no longer do — and things they do now that didn't exist before. The answer reframes everything. 29:00 – How Oli Uses AI to Write Better Job Ads A practical AI workflow: take a JD, turn it into a compelling ad, refine for appeal, then reverse-engineer sourcing strategy from the output. 32:00 – FIFO: F Around and Find Out Oli's philosophy for AI adoption. Udemy's monthly U Days give the team a sandbox to experiment safely — because the only way to learn AI is to use it. 35:00 – Golden Advice for Job Seekers Lean on your network, don't let one rejection stop you, and use AI to identify adjacent roles and industries your skills can transfer into.  

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS:  1. Build Three Distinct Support Communities Before You Need Them Angel's framework for navigating crisis — professional or personal — is built on three tiers: the emotional inner circle (family, closest friends, real-time updates), the logistics home team (practical help, appointments, WhatsApp coordination), and the extended internet community (prayers, encouragement, distant support). Knowing who belongs in each circle saves energy and deepens each relationship. 2. Learning to Receive Is as Important as Learning to Give When you're in crisis, people want to help — sometimes financially, sometimes practically, sometimes emotionally. Angel's experience is that the resistance to accepting generosity is real and deeply wired. Working through that resistance isn't weakness; it's a survival skill. 3. Deep Empathy for Yourself Comes Before Your Resume The most common job search mistake: starting with the resume. Angel's framework starts with a more foundational question — who are you right now, in this exact moment of your life? Your family situation, your financial runway, your emotional state, your real needs. You cannot build a purposeful job search without that honest baseline. 4. Purpose Is Not the Same as Empathy — But You Can't Get There Without It Deep empathy gives you the foundation. Purpose builds on it — it's your current state, your trajectory, your story. It's the answer to "tell me about yourself" that is honest, specific, and actually compelling. Most people skip empathy and land on a purpose that doesn't feel real — because it isn't. 5. Your Old Resume Is Actively Working Against You The resume you built for the Obama administration — or even five years ago — is not your resume today. Angel's advice: start from scratch with a modern platform that parses your actual capabilities, competencies, and skills. Don't update the old document; replace it entirely. 6. LinkedIn Is a Brand, Not a Job Board Most people treat LinkedIn as a passive repository. Angel treats it as a living brand. The formula: 24 words for role, 36 words for quantified impact, a current professional photo, a Canva-designed header, and active storytelling. Dormant profiles don't get found. Active brands do. 7. The Career Prayer Is the Most Powerful Networking Tool Available A LinkedIn post that blends personal humanity (here's where I am in my life right now), professional context (here's what I built and who I built it with), and authentic future direction (here's what I'm looking for) activates dormant networks faster than any cold outreach campaign. If it reads like AI wrote it, it won't work. If it reads like you, it will. 8. Use AI to Identify Who to Reach Out to First Download your full LinkedIn contact list. Feed it into AI along with your resume, LinkedIn profile, and clarity on what you're looking for. Ask it to identify the 20 most relevant people to reach out to — and why. This turns a vague networking intention into a targeted, prioritized outreach list in minutes. 9. The 1-4/14: Plan for 14 Months and 14 Years Simultaneously Angel's framework for living with a terminal diagnosis is a masterclass in holding two truths at once: get your affairs in order (14 months — directives, will, trustees) and commit to building a life and a legacy (14 years — purpose, impact, the people you're fighting for). Both are necessary. Neither cancels the other out. 10. Showing Up Is Its Own Act of Leadership Angel came to Transform 2026 with Stage 4 pancreatic cancer, a 2-3% five-year survival median, and more energy and generosity than almost anyone else in the building. His presence — and his willingness to share his journey publicly — is itself a form of re-inspiration for anyone going through their own version of impossible. CHAPTERS:  00:00 – Day 3 Opens With Angel Adam opens his first interview of day three with Angel Cruzado — a LinkedIn connection turned in-person meeting — and the conversation immediately goes somewhere real. 02:00 – Living With Stage 4 Pancreatic Cancer Angel shares where he is on his cancer journey, what it's like to navigate a conference when you're fighting for your life, and why he showed up anyway. 04:30 – Building Your Community for the Hard Times How a cancer diagnosis forced Angel to build three distinct support communities: the emotional inner circle, the logistics home team, and the extended internet family. 08:00 – Learning to Accept Generosity One of the most vulnerable moments in the series: Angel talks about the resistance to receiving support — financial and otherwise — and how he learned to accept it as part of surviving. 10:30 – Meet Respiros: Career Transitions with Heart Angel introduces his company — an outplacement and career transition services firm that CHROs hire to re-inspire employees through layoffs, treating them as individuals rather than headcount. 13:00 – The Job Market Right Now: Real Talk An honest assessment of the current talent market: companies have their pick, not everyone is an A player, and struggling candidates need something more than a refreshed resume. 15:30 – Step 1: Deep Empathy for Yourself Before you touch your resume, understand where you truly are as a human being. Your baseline context shapes everything that follows. 18:00 – Step 2: Purpose — Who You Are and Where You're Going The second layer: purpose. Not the same as empathy. It's your current state, your trajectory, and the story that actually means something when someone asks "tell me about yourself." 20:30 – Step 3: Build the Right Resume From Scratch Why your 8-year-old resume is working against you and the case for starting completely fresh with a modern platform. 23:00 – Step 4: LinkedIn as a Living Brand How most people are using LinkedIn wrong — and the precise framework Angel uses: 24 words for role, 36 words for quantified impact. 26:00 – The Career Prayer: Storytelling That Activates Dormant Networks Angel's most memorable concept: a LinkedIn post format that blends personal authenticity, professional context, and genuine humanity — and why it generates real job leads in ways job applications never do. 30:00 – The AI Hack for Network Activation Download your full LinkedIn contacts, feed them into AI with your resume and profile, and ask it to identify the 20 people you should reach out to first — and why. 33:00 – How to Reach Out After Years of Silence The right way to re-engage a dormant contact: not a cold ask, but a genuine, story-led post that gives people a reason to respond on their own terms. 36:00 – The 1-4/14: His Framework for Living Plan for 14 months — medical directives, will, trustees — and simultaneously plan to live for 14 years. Both are necessary. Both are acts of hope. 39:00 – His North Star: His 11-Year-Old's High School Graduation The moment that grounds everything: Angel's goal of making it to his son's graduation when the median 5-year survival rate for Stage 4 pancreatic cancer is 2-3%. 41:00 – Re-Inspiring Others Through His Own Transition Angel closes with the mission: if people who are struggling and hurting can see him still showing up, still building, maybe that re-inspires them to do the same.  

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS: 1. Global Benefits Require Local Listening There is no universal benefits playbook. What matters to an employee in Bangalore — where the daily commute can be a two-hour ordeal — is fundamentally different from what matters to someone in Austin or Cork. Companies with global teams need to engage local employees to understand what's actually meaningful, rather than exporting the US benefits model everywhere. 2. Transportation Is an Underrated Global Benefit In cities like Bangalore and Manila, commuter benefits can have a more meaningful daily impact than gym memberships or wellness stipends. Dave's team is actively exploring cab subsidies and transportation allowances as targeted benefits for teams in markets where commuting is genuinely burdensome. 3. Mental Health Benefits Only Work If Confidentiality Is Real and Communicated On-demand therapy platforms drive adoption when employees genuinely believe their sessions are private. People leaders need to actively and repeatedly communicate that they have zero access to individual usage data — because the fear that HR is watching is a real barrier to utilization, even for platforms that are genuinely confidential. 4. Aggregate Mental Health Data Is a Strategic Signal Even without individual visibility, the top themes surfaced by a mental health platform — stress, burnout, anxiety — give people leaders actionable intelligence about where the organization needs to go deeper. That's qualitative data that should be feeding benefits strategy and manager training. 5. What Candidates Care About Depends on Where They Are in Life Junior employees ask about food and gym benefits. Senior employees want to know about 401(k) match and parental leave. But across every level and every geography, candidates are asking to see the benefits package — and those conversations are happening on par with base salary discussions. 6. Elder Care Is the Next Major Benefits Frontier — and It's Personal for Dave Dave went through the elder care journey for both parents with nothing from his employer to help navigate it. That experience led him to advise an elder care platform and made him one of the most vocal advocates for this benefit category. His message: companies that don't build something here in the next few years will lose the sandwich generation employees who need it most. 7. The Elderly Population Is About to Eclipse the Child Population in the US The demographic shift is imminent. The sandwich generation — employees simultaneously raising children and caring for aging parents — is about to become the dominant workforce cohort. People leaders who are not designing benefits for this reality are already behind. 8. Concierge Benefits Address the Real Cost of Being Away The most relatable benefit Dave wishes he had: someone to handle real-life logistics when you're traveling for work. A fallen tree, a lawn that needs cutting, a home emergency — the mental load of worrying about what's happening at home while you're on the road is a real productivity drain that concierge services can address. 9. HR Needs a Purposeful AI Design — Not a Default One Dave's key insight from Transform 2026: the most important AI conversation in HR isn't about what AI can do — it's about what you want it to do. Mapping capabilities and making deliberate decisions about where AI takes over and where human judgment is protected is the strategic work that separates thoughtful people organizations from reactive ones. CHAPTERS: 00:00 – Introduction Adam welcomes Dave Hanrahan from SolarWinds, fresh off a panel session, and sets up a conversation about global people leadership and benefits. 02:00 – Meet SolarWinds & Dave's Role Dave describes SolarWinds — a B2B IT observability platform — and his role as SVP of People, including joining two weeks before an acquisition and managing a team spanning six countries. 04:30 – Managing a Global Workforce Up Close Why Dave prioritizes getting out to international offices in person, and what you can only understand about site culture when you're actually there. 07:00 – How Benefits Work Around the World A rarely discussed topic: how benefits are structured differently by country, why one-size-fits-all doesn't work globally, and what SolarWinds is learning about meeting employees where they are in each market. 10:00 – Transportation Benefits in Bangalore & Manila The standout benefit conversation: why commuter subsidies matter more than gym memberships for teams in some of the world's most congested cities — and how SolarWinds is working with local teams to figure out the right solution. 13:00 – Mental Health Benefits & the Confidentiality Challenge How SolarWinds approaches global on-demand therapy benefits, why anonymity is the key to adoption, and what aggregate data from the platform tells Dave as a people leader about workforce stress trends. 16:30 – How Benefits Are Priced & Structured A practical breakdown: per-employee session allotments, how utilization is tracked, when the company raises session limits, and how group sessions expand access across the organization. 19:00 – What Candidates Actually Ask About in Total Comp Dave's generational breakdown: junior employees ask about food and gym benefits; senior employees go straight to 401(k) match and parental leave. And across the board, every candidate asks to see the benefits flyer. 22:00 – The Elder Care Gap — Dave's Personal Story Dave's most personal moment in the episode: going through elder care for both parents with zero company support, becoming an advisor to an elder care benefits platform, and why he believes this is the next major benefits frontier. 26:00 – The Sandwich Generation Is Here The data point that stops the conversation: the US elderly population is about to eclipse the child population. Dave and Adam get real about what that means for employees caught in the middle — raising kids while caring for aging parents. 29:30 – Concierge Benefits & the Value of Peace of Mind What Dave wishes he had as an employee traveling for work: concierge services that handle real-life logistics — the lawn, the fallen tree, the home emergency — so employees can focus on the job. 32:00 – Mapping AI to HR: What to Automate, What to Protect Dave's aha moment from Transform 2026: the importance of purposefully mapping which HR functions should become agentic versus where human judgment — on hiring, promotions, compensation, feedback — must be retained. 35:00 – Keeping the Human at the Center Dave's words of optimism: at this conference, HR leaders are pushing back on the narrative that AI should replace human judgment. The energy at Transform is about keeping people at the heart of the most important decisions.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About:  Nancy Hauge , Chief People Experience Officer  Nancy oversees all "people" functions worldwide at Automation Anywhere, including talent acquisition, communication, total rewards, learning and development, engagement, DEI, and Social Impact. She brings more than 30 years of experience in senior leadership and management consulting roles. Prior to joining Automation Anywhere, she was the chief people officer at HotChalk, where she was responsible for all people functions, legal, and facilities. Before that, Nancy served as the SVP of global human resources and facilities at Silicon Image through its 2015 acquisition, and as SVP of human resources for K12 Inc. (STRIDE) through its 2007 IPO. She also has executive experience at Ruckus Network, Noah's New York Bagels, Gymboree Corporation and Sun Microsystems.  She was recognized by HRO Today as CHRO of the Year 2023, for Innovation.  Additional recognition includes being named by HR Leadership as one of the Top 100 HR Tech Influencers for 2021, by HRO Today as a Leader of Distinction in North America in 2019. She is also a recipient of the "Stevie Awards" for women in high tech and was named by the Silicon Valley Business Journal as one of the "100 Women of Influence" in Silicon Valley both in 2015. Nancy has served on the Board of Regents for Holy Names College and the Board of Advisors to The Cameron School of Business at The University of North Carolina, Wilmington.  What you didn't know: Nancy started her career in comedy. Writing and performing. Of course, Nancy admits that she is lucky she wasn't very good at that or she would not be here today. Key Takeaways: 1. People Are the Most Unpredictable — and That's the Point Nancy's reason for still loving HR after 45 years: no two days are ever the same, because people will always surprise you. That unpredictability isn't a bug in the people function — it's what makes it the most creative, human-centered role in any organization. 2. AI Agents Should Do the Work Humans Shouldn't Have to Do The real promise of AI in HR isn't efficiency for its own sake — it's freeing humans to do what humans are actually best at. Reviewing resumes, scheduling interviews, and answering repetitive benefit questions should be automated. Creativity, judgment, and connection should not. 3. The Referral Agent Changes How Jobs Get Designed Automation Anywhere's referral agent is a glimpse at the future of workforce planning: as a new job description is written, AI maps it to existing tools in the catalog and recommends what else needs to be built. Jobs are no longer just roles — they're a design challenge. 4. The Future of Benefits Is Bespoke, Not Bulk Volume-purchased, one-size-fits-many benefits packages are a legacy model. Millennials and Gen Z expect benefits that match their actual life — their family structure, their life stage, their specific needs. Companies that don't move toward personalization will lose the talent war to those that do. 5. Benefits Are How You Reach Into the Family Nancy's reframe: benefits aren't just a compensation component — they're the one place a company can make an employee's family a partner in retention. When a company helps with a night nurse, fertility support, or postpartum care, the family notices. And families influence career decisions. 6. The Night Nurse Benefit Generated the Most Emotional Response of Nancy's Career Of all the benefits Nancy has implemented across 45 years, a night nurse support service for new parents produced the most extraordinary emotional response she has ever received from employees. It's a reminder that the highest-impact benefits often aren't the most expensive — they're the most human. 7. AI Agents Can Surface Benefits at the Exact Moment They're Needed The awareness and adoption problem in benefits is real: employees don't think about benefits until they need them. AI agents that detect life changes — a new dependent added to insurance, a leave request filed — and proactively surface relevant benefits solve this problem at scale, without requiring HR to monitor or manage it manually. 8. People Share More With Agents Than With HR — and That's a Feature Employees are more willing to disclose sensitive, personal information to an AI agent than to a human HR representative, because there's no fear of judgment or career consequences. That confidentiality drives benefit utilization and gives companies a more accurate picture of what employees actually need. 9. Great Alumni Are Part of the Benefits ROI Nancy's two-vector framework for benefits ROI — retention and human wellness — includes something most people skip: the alumni experience. The goal isn't just to keep employees as long as possible. It's to make them feel so well-cared-for that when they leave, they become ambassadors. That has real, lasting value. CHAPTERS: 00:00 – Introduction: Adam welcomes Nancy Hauge — whose favorite color is puce — and sets up a conversation with one of the most experienced people leaders in the series. 02:00 – Meet Nancy & Automation Anywhere Nancy introduces herself as Chief People Experience Officer and describes Automation Anywhere's AI agent platform — built to help enterprises manage agentic solutions across their entire tech stack. 04:00 – Why 45 Years in HR Never Gets Old Nancy's answer to what keeps her energized after four-plus decades: people are the least predictable thing in the world, which makes HR the most creative function in any business. 06:30 – The Greatest Innovation in HR Tech Nancy's take on the biggest recent leap: AI agents that remove human bias from processes, hand repetitive work back to machines, and free people to do what they're actually best at — creativity and problem solving. 09:00 – The Referral Agent: AI Redesigning Job Descriptions A specific innovation at Automation Anywhere: an AI agent that, as a job description is written, maps it to existing agents in the catalog and recommends new ones to build — fundamentally changing how work gets designed. 12:00 – The Future of Benefits Is Bespoke Nancy's bold prediction: one-size-fits-many benefits are on the way out. The next generation of workers — Millennials and Gen Z — expect à la carte, concierge-level solutions tailored to their life and their family, not volume-purchased packages. 15:00 – Benefits Reach Into the Family A reframe that changes how you think about total rewards: benefits are the one place a company can reach into an employee's family and make them partners in retention. That's a responsibility — and an opportunity. 17:30 – The Night Nurse Benefit The benefit that generated the most emotional response Nancy has ever seen in her career — a post-birth night nurse support service — and why the reaction from employees was extraordinary. 21:00 – AI Agents Driving Benefits Awareness How Automation Anywhere uses AI agents to proactively surface the right benefits at the right moment — detecting life changes like a new baby on insurance and prompting employees with relevant support before they even think to ask. 24:00 – Confidentiality & the Trust Factor Why employees are more likely to share vulnerable, personal information with an AI agent than with HR — no judgment, no performance review implications, no office gossip. And why does that drive benefit utilization? 26:30 – Justifying Benefits ROI on Two Vectors Nancy's framework: retention is one vector, human wellness and happiness is the other. And the goal isn't just keeping people — it's creating great alumni who leave saying the company genuinely cared about them. 29:00 – The 5-Year Century Nancy previews her upcoming book, co-authored with Automation Anywhere's CEO, publishing May 19th via Wiley — about how rapidly everything is changing and how AI agents are going to help humanity tackle its biggest challenges.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   ABOUT: Lucia is a Chief People Officer working at the intersection of talent, technology, and strategy, helping organizations navigate transformation and scale intentionally. Over the past decade, she has partnered with leadership teams at public and high-growth companies to build operating models that support distributed work, enable durable growth, and strengthen resilience. At Virta Health, she built and scaled a fully remote organization recognized by Inc. as a Best Place to Work during a period of rapid expansion. At Patreon, she led the team through hypergrowth, M&A integration, and cultural evolution. Earlier in her career at Yahoo, Lucia designed and implemented analytics and decision-making infrastructure across EMEA, APAC, and the Americas. She holds a PhD in Organizational Behavior from Stanford GSB and brings a systems-driven approach to how organizations operate and evolve at scale.  Takeaways: 1. Honesty Is the Most Underrated Employee Benefit Lucia's diagnosis of broken cultures is blunt: a lack of honesty. In an era defined by uncertainty — AI, economic volatility, global instability — employees want leaders and organizations that will be straight with them. Transparency isn't a communication strategy; it's a cultural foundation. 2. Bring Your Customers Into Your Culture Virta Health keeps honesty alive by bringing its patients — the people receiving its treatment — into all-hands meetings, offsites, and board meetings. It's a radical form of accountability that makes it impossible to lose sight of what the organization is actually for. 3. Remote Done Right Is About Trust, Not Tools Flexibility is a genuine benefit — but only if it comes with trust, clear expectations, and a genuine output-over-hours mentality. Lucia's philosophy: I hired you to do a job from anywhere. Get it done. The moment you start monitoring screen time or sending 3 AM emails, you've broken the contract. 4. Know Your Population Before You Design Your Benefits Virta's benefits strategy starts with a simple question: who are our people and what do they need? Their workforce is majority women in their 30s — so fertility benefits aren't a nice-to- have, they're a core part of the value proposition. Benefits designed without demographic insight don't land. 5. Compensation Comes First — Then Benefits Can Differentiate You cannot win a talent war on benefits alone. Market-rate base, bonus, and long-term incentives have to be in place first. Once they are, benefits become the layer that signals culture and meets employees where they are in their lives. 6. Engagement Is the Proxy Metric for Peace of Mind How do you quantify something as qualitative as peace of mind? Lucia's answer: Track engagement before and after benefits changes. Employees who feel supported show up more connected to the organization. That connection is measurable — and it ties directly to retention and performance. 7. The Attrition Argument Wins the Benefits Budget Conversation When employees are in a high-stakes life phase — fertility, family planning, caregiving — and the company doesn't meet them there, they leave. The cost of replacing them is almost always higher than the cost of the benefit. Lucia builds her ROI case on that math, and it works. 8. AI Is Forcing Leaders to Lead With Meaning As AI automates the transactional parts of management, leaders are left with the one thing AI can't provide: genuine human connection and meaning. Lucia sees this as a cause for optimism — organizations that were coasting on process are now being pushed to actually invest in their people. 9. 3 AM Emails Are a Leadership Failure, Not a Work Ethic Signal Managers who send late-night or weekend messages aren't demonstrating dedication — they're demonstrating poor planning and setting a cultural expectation that others shouldn't have to absorb. If urgency is manufactured, the fix is upstream, not a Sunday Slack message. CHAPTERS: 00:00 – Introduction Adam welcomes Lucia Guillory, CPO at Virta Health, and gets a quick overview of what the company does — including their recent breakthrough linking their treatment to extended survival in pancreatic cancer patients. 02:00 – From Isolation to PhD: How Lucia Got Into People Lucia traces her path into organizational behavior through a personal lens — growing up dyslexic and with ADHD, studying people as a way to understand belonging, and ultimately earning a PhD to drive change in organizations. 05:00 – What's Most Broken in Bad Cultures Lucia's direct answer: a lack of honesty. In a world of tariffs, AI anxiety, and geopolitical turbulence, employees want authenticity and transparency above everything else — and it's rarer than it should be. 07:30 – How Virta Bakes Transparency In Virta's unusual approach to keeping honesty at the forefront: bringing patients (members) into all-hands meetings, offsites, and even board meetings — making it impossible to hide what's working and what isn't. 10:30 – Remote Done Right What it actually means to be a fully remote organization: output over hours, trust over monitoring, flexibility as a genuine benefit, and clear communication as the operating system that holds it all together. 13:30 – The 3 AM Email Problem Lucia's take on managers who send emails at 3 AM or on weekends: it's a leadership failure, not a badge of honor — and employees have to vote with their feet if that's the culture. 16:00 – Total Comp: Where Benefits Fit In You can't win on benefits alone — market compensation has to be there first. But once it is, benefits become the differentiator. Lucia's framework: know your population and design accordingly. 18:30 – Fertility Benefits & Knowing Your Workforce Why Virta chose Carrot as their fertility benefits platform — and how understanding that their workforce is majority women in their 30s made this an obvious, high-impact investment across the full spectrum of family planning. 21:30 – Measuring the ROI of Peace of Mind How do you put a number on peace of mind? Lucia's answer: track engagement. Benefits that reduce stress and meet employees where they are show up directly in engagement scores — and engagement ties to retention and performance. 24:00 – Linking Benefits to Attrition The business case Lucia makes to finance: when employees are in a critical life phase — fertility, family planning, caregiving — failing to meet them there drives attrition. The cost of that attrition is measurable. The cost of the benefit usually isn't. 26:30 – What's Lighting Lucia Up: AI & the Return of Meaning Lucia's optimistic take on the AI moment: as transactional management gets automated away, leaders are being forced to show up with something AI can't provide — meaning, connection, and genuine investment in their people.    

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   Key Topics: - Toxicity recognition and avoidance - Self-awareness and personal growth - Building positive relationships and boundaries   Chapters 00:00 Introduction and Guest Credibility 01:12 Celebrating Milestones and Self-Care 01:43 Origin of the Book Title and Advice from Lee Steinberg 03:07 Marketing the Book and Its Impact 04:17 Why Now is the Right Time for This Message 05:22 Lessons Learned from Writing the Book 07:32 Personal Story of Loss and Spiritual Growth 08:36 Recognizing Toxicity and Patterns Early 12:09 The Role of Gratitude and Forgiveness 14:37 Responding to Fear and Resistance 16:45 The Power of Taking a Pause and Recenter 17:49 Why People Tolerate Toxic Relationships 19:32 Creating a Filter for Choosing the Right People 21:35 Protecting Your Time and Energy 23:27 Aligning Past, Present, and Future for Success 26:34 Defining Success as the Pursuit of Potential 27:30 Offering Resources and Final Words of Wisdom

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   CHAPTERS: 00:00 – Introduction & Origin Story Adam and Allie reconnect on camera, sharing how they both landed at Onward Search and what drew them into the world of recruiting. 02:30 – Finding Safety & Belonging at Work Allie opens up about leaving a workplace where she didn't feel safe as a newly out queer person, and how Onward Search welcomed her as she was. 05:00 – Following Your Passion Outside of Work Allie's advice on finding fulfillment outside your day job — and how volunteering for Sofar Sounds led directly to her in-house career at a music company. 07:30 – Agency to In-House: Making the Leap Why going from agency recruiting to in-house felt natural for Allie, and why she believes the agency world is actually the harder direction to go. 10:00 – Output Over Hours: The Remote Work Philosophy A discussion on trust, flexibility, and why giving employees autonomy tends to produce better results — with honest acknowledgment of when it doesn't work. 12:30 – What a VP of People & Culture Actually Does Allie breaks down her remit at SoundCloud: change management, leadership training, org structure, policies, and bridging the gap between managers and the talent team. 15:00 – Building Real Company Values (Not Poster Values) How SoundCloud is approaching values creation from scratch — starting with executive buy-in, pressure-testing with culture keepers, and rolling out with a real adoption plan. 18:30 – Transparency as a Cultural North Star Why Allie believes in a "culture of no surprises" and how leadership transparency — even when imperfect — builds trust across the organization. 21:00 – Personalizing the Candidate & Benefits Experience How great recruiters match candidates to the right benefits by listening carefully during the process — and why benefits like learning stipends, pet insurance, and life concierge services can close competitive offers. 24:00 – SoundCloud's $1,600 L&D Benefit A spotlight on SoundCloud's annual learning and development stipend and why investing in employees' growth pays dividends for the company. 26:30 – Do Recruiters Miss the High of Placing Candidates? Allie and Adam get nostalgic about the rush of closing a deal — and why the feeling of giving someone their dream job never gets old. 29:00 – Navigating Transform 2026 as a First-Timer Allie shares her experience at her first Transform conference and Adam offers tips for making the most of big industry events. 31:00 – What's on Your Playlist? The episode wraps with a music moment — Wet Leg, Alabama Shakes, Chance the Rapper, Fred Again, and a surprise Luke Combs convert. Key Takeaways: 1. Culture of No Surprises Is the Highest Form of Employer Trust The biggest damage to candidate and employee trust comes from being sold a version of a company that doesn't match reality. Allie's north star is radical transparency — leaders sharing hard truths when they can, so employees are never blindsided. 2. Company Values Must Be Built, Not Announced Values that stick don't come from a poster or a company-wide email. They require executive sponsorship, employee pressure-testing, phased rollout, and genuine adoption planning. Anything less is performative — and people know it. 3. Agency Recruiting Is a Training Ground That Makes You Better The discipline of hitting numbers, showing up every day, and working in a high-accountability environment gives agency recruiters a foundation that in-house roles rarely replicate. Allie credits that grind for making her the people leader she is today. 4. Follow Your Passion Outside of Work — It Might Become Your Career Allie's move to SoundCloud started with volunteering for Sofar Sounds on evenings and weekends. Pursuing what you love outside your day job builds relationships, skills, and opportunities you can't manufacture inside an office. 5. Output Over Hours Is the Right Framework — With Guardrails Giving employees trust and flexibility tends to produce exceptional results. But it requires clear expectations, strong manager relationships, and a willingness to coach (or exit) people who aren't built for autonomous work environments. 6. Personalize the Benefits Conversation — Don't Just List the Package The best recruiters listen for what matters to each candidate and connect it to the right benefits. A pet owner lights up when you mention pet insurance. A candidate navigating a same-sex partnership in a complicated state wants to hear about legal concierge support. Benefits close competitive offers when they're presented personally, not generically. 7. L&D Investment Is a Signal of Company Values, Not Just a Perk SoundCloud's $1,600 annual learning and development stipend tells employees: we're invested in your growth, not just your output. For candidates choosing between comparable offers, this kind of benefit signals a culture that takes development seriously. 8. VP of People Is a Bridge Role — Between Managers, Talent, and Leadership Allie's job isn't to recruit or to set policy in a vacuum — it's to sit at the intersection of what managers need, what the talent team is finding, and what leadership is trying to build. The best people leaders are connectors and translators across all three. 9. Feeling Safe at Work Is Non-Negotiable — And Companies That Get It Win Allie's story of leaving a role where she didn't feel safe as a queer person — and finding belonging at Onward Search — is a reminder that psychological safety isn't a soft metric. It's a talent retention and acquisition advantage.    

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Key Takeaways 1. There Is No Business Outcome That Doesn't Involve People Revenue, innovation, customer experience, strategy execution — all of it runs through people. Angela's foundational belief is that HR, positioned correctly, is directly tied to every business result an organization needs. That framing changes everything about how the function shows up. 2. HR Started as Process — and Forgot About Influence Angela's diagnosis of how HR lost its seat at the table: the function got very good at processing and forgot about influencing. The path back is showing up with data, tying recommendations to business outcomes, and being part of the conversation rather than behind it. 3. Policy Should Be a Guideline, Not a Wall One of the most powerful lessons from Angela's early career: following policy to the letter can harm the very people HR is supposed to protect. The best people leaders ask "what else can we do?" before defaulting to what the handbook says. 4. Benefits Have Three Layers — and the Order Matters Layer 1: Foundations — comprehensive, affordable health, dental, and vision. Layer 2: Flexibility — in how, when, and where people work. Layer 3: Growth and recognition — opportunities to stretch, develop, and feel valued. Companies that skip to Layer 3 without nailing Layer 1 are building on sand. 5. Caregiver Benefits Are the Most Underrated Tool in Total Rewards Employees don't leave their home lives at the door. Sick parents, sick kids, and pets in need of care are constant sources of distraction and stress. Caregiver benefits that address these realities don't just help employees — they protect productivity and demonstrate that a company sees the whole person. 6. The Aging Parent Crisis Is Coming — Companies Aren't Ready As Baby Boomers age, a growing portion of the workforce will face elder care responsibilities that compete directly with their work. Companies that build caregiver support into their benefits now will be better positioned to retain experienced employees through one of the most stressful seasons of their lives. 7. Presenteeism Costs More Than Most Companies Realize Being at work — physically or virtually — is not the same as being engaged and productive. Angela's point on presenteeism is a sharp one: an employee who is worried about an aging parent, a sick child, or a personal crisis may be clocked in but effectively absent. That has a dollar value, and it belongs in the benefits ROI conversation. 8. Here's How to Pitch a CFO on Life Concierge Benefits Pull absence data. Calculate the cost of leave tied to caregiving responsibilities. Layer in the cost of replacing an employee who left because they didn't have the right support. Then present the cost of the benefit against those numbers. It's not a soft sell — it's a hard business case. 9. "My Company Took Care of Me" Is the Most Powerful Recruiting Tool You Have Word of mouth from employees who feel genuinely supported travels far. When people tell friends, former colleagues, and their networks that their company stepped up for them during a hard time, that's employer brand you can't manufacture with a marketing budget. CHAPTERS: 00:00 – Introduction Adam welcomes Angela Briggs-Paige, CPO and founder of People Power, and sets up a conversation about what modern HR leadership really looks like. 01:30 – From Pre-Med to People Leader Angela traces her unexpected path from biology major and aspiring doctor to discovering HR through a work-study job — and never looking back. 04:00 – Redefining What HR Is For Angela's core belief: there is no business outcome that doesn't involve people. How she flips the script on HR as a compliance function and positions it as a business driver. 06:30 – The Mentor Who Pushed Her The manager who challenged Angela to stop saying yes and start asking "what does this mean for the business?" — and how that changed her entire approach to the function. 09:00 – A Story She Wishes She Could Take Back Angela gets vulnerable about an early-career mistake: terminating an employee for exceeding their leave allotment instead of asking what else could be done — and what that taught her about the difference between policy and people. 12:30 – Policy as Guideline, Not Gospel How that experience shifted Angela's thinking on flexibility — and why the best people leaders treat policy as a framework to work within, not a wall to hide behind. 15:00 – The 3 Layers of Benefits That Actually Matter Angela's framework: Layer 1 is foundations (affordable health, dental, vision). Layer 2 is flexibility. Layer 3 is growth and recognition. Why the order matters as much as the content. 18:00 – The Case for Caregiver Benefits Why caregiver benefits — covering aging parents, sick kids, and pets — are among the most impactful and underutilized tools in total rewards, and what happens when employees don't have them. 21:00 – The Aging Parent Problem No One's Talking About Baby Boomers are aging. The workforce is about to face a caregiving crisis. Angela makes the case for why companies need to get ahead of it now — and what benefits can actually help. 23:30 – Peace of Mind as an ROI You can't buy peace of mind — but a company can offer it. How life concierge benefits reduce distraction, improve focus, and make employees feel genuinely cared for. 26:00 – Presenteeism: The Hidden Cost Nobody Measures One of the sharpest moments in the episode: Angela introduces presenteeism — being at work but mentally absent — and explains why it may cost more than absenteeism. 28:30 – How to Pitch a CFO on Life Concierge Benefits Angela's step-by-step framework: pull absence data, calculate leave costs, layer in retention math, and build a cost-benefit case that speaks the CFO's language. 31:00 – What's Lighting Angela Up Angela closes with what's giving her energy at Transform 2026: being surrounded by people leaders who genuinely care about making workplaces better.    

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Katya Laviolette, Chief People Officer at 1Password  Katya Laviolette is the Chief People Officer at 1Password, where she's grown a fully remote team to 1,400+ across five countries and achieved a 93% offer-to-acceptance rate. A strategic, globally-minded HR leader, Katya drives business innovation through talent and organizational development. Previously, Katya held executive roles at SSENSE, TC Transcontinental, CBC/Radio-Canada, Rio Tinto, Bombardier Aerospace, and Canadian National Railway. Katya is a Board Director at Sanimax and Solotech, and a founding member of Transform Montreal. She's also an ORHRI member, certified Integral Coaching Canada coach, and actively involved in Pour 3 Points, Governance au Féminin, and Monday Girl. 00:00 – Introduction Adam Poser welcomes Katya Laviolette live from Transform 2026 and sets the stage for the conversation. 01:15 – Meet 1Password & Katya Katya introduces herself and 1Password — an identity security company, fully remote for 20 years, now protecting both humans and AI agents. 03:30 – Evaluating Total Comp as a Candidate Breaking down what candidates should actually consider beyond base salary: bonus, equity, and especially benefits — including what employers contribute to healthcare. 06:45 – Table Stakes vs. Standout Benefits What every company must offer vs. what sets 1Password apart: pet telemedicine, 25 days PTO, 4 company-wide wellness days, and robust family planning benefits. 10:30 – Wellness Days Explained Katya unpacks what a "wellness day" actually looks like at 1Password — full company shutdowns so employees can recharge without guilt. 12:00 – Benefits ROI & Utilization How 1Password justifies the cost of premium benefits through utilization data, focus groups, and productivity metrics — and why cutting benefits should be the last resort. 15:00 – The Onboarding Edge: Starting on Wednesday 1Password's unconventional onboarding approach: all new hires start on Wednesdays so managers are ready, systems are prepped, and new employees get 3 days of company-led onboarding before meeting their team. 18:30 – Staying Connected in a Remote Company How 1Password keeps culture alive across 6 countries: city-by-city executive meetups, all-hands sessions, employee resource groups, and intentional cross-functional collaboration. 22:00 – Being Honest in the Interview Process Katya's approach to radical transparency — telling candidates "1Password might not be the place for you" — and why managing expectations is a competitive advantage. 25:30 – Remote Work Isn't for Everyone A candid conversation about the real challenges of remote work, what it takes to thrive in it, and how 1Password supports employees who may be struggling. 28:00 – AI, Fraud & the Future of Recruiting How 1Password is navigating AI-generated applications, over-embellished resumes, and fraudulent candidates — including mandatory in-person finalist interviews for senior roles. 31:00 – What's Exciting Katya Right Now Katya shares what energizes her most: the curiosity of 1Password's workforce and the chance to be part of a genuinely game-changing mission in AI and identity security.   Key Takeaways 1. Benefits Are a Recruiting and Retention Weapon Katya emphasizes that benefits extend far beyond table stakes like dental and disability. Standout offerings — family planning, pet telemedicine, wellness days, and generous PTO — are central to 1Password's employer brand and a real differentiator in a competitive talent market. 2. Employer Healthcare Contributions Matter More Than Most Candidates Realize The portion a company pays toward employee healthcare can represent thousands of dollars in annual value. Katya urges candidates to factor this into their true compensation comparison — not just base salary. 3. Benefits Only Work If Employees Know About Them and Use Them 1Password achieves high utilization through proactive education, easy administration, annual focus groups by country, and renewal-time communications that show employees the dollar value of their benefits package. 4. Start New Hires on a Wednesday — Not a Monday By onboarding all new employees on Wednesdays, 1Password ensures managers are focused and ready, systems are set up, and new hires get 3 days of company-led orientation before their team ramps up. It's a simple change with an outsized impact on first impressions. 5. Radical Transparency Reduces Mis-Hires Rather than selling every candidate on the company, Katya actively explains the challenges of remote work and the intensity of 1Password's mission. The company even includes language in offer materials saying "1Password might not be the place for you." This honest framing reduces early attrition. 6. Remote Culture Requires Intentional Design Staying connected across time zones doesn't happen by accident. 1Password invests in city-by- city in-person gatherings, structured all-hands, manager training on relationship-building over Zoom, and employee resource groups to keep culture alive. 7. AI Is Reshaping Recruiting — And Security-First Companies Are Ahead of the Curve 1Password has implemented fraud detection tools at the top of the application funnel, trained interviewers to identify AI-generated content, and instituted multi-stage interview loops with mandatory in-person finalists for senior hires. 8. Don't Cut Benefits When Things Get Tight Benefits are foundational to culture and trust. Katya argues that benefits should be among the last things cut in a cost-reduction scenario — the ROI from retention, productivity, and employer brand far outweighs the savings. 9. Time Is Currency for Employees Whether it's concierge benefits that handle personal logistics, flexible scheduling for a remote lifestyle, or wellness days that give genuine mental recharge time — giving employees their time back is one of the highest-ROI investments a company can make.  

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Key Takeaways:  - Culture doesn't fail because of bad intentions. It fails because of poorly designed systems. - Abi's SERN framework reframes organizations as ecosystems, not machines. If the roots are toxic—lack of trust, poor leadership behaviors, invisible power dynamics—nothing built on top will thrive. - Psychological safety isn't about being agreeable. It's about creating an environment where honesty isn't punished, and where leaders are willing to admit they don't have all the answers. - Most organizations don't lack diverse perspectives—they lack the structures to surface them. The same voices dominate because the system rewards them. - Leaders looking for change don't need a massive initiative. They need to start by asking a simple question: who's not in the room, and why? - Finally, culture isn't owned by HR or leadership alone. It's shaped by every interaction, every decision, and every behavior that gets reinforced—or ignored. CHAPTERS:  00:00 – Live from Transform: Setting the stage for real talk on culture02:30 – Why organizations treat people like a monolith (and why it fails)06:10 – The SERN framework: Soil, Exposure, Roots, Nutrients10:45 – Diagnosing culture problems: It's not surface-level—it's in the roots14:20 – The hidden systems that quietly undermine inclusion18:05 – Psychological safety, stripped of the buzzword22:30 – Reframing failure as experimentation25:10 – Why “confidence” is often misunderstood (and misused)30:00 – Why you keep hearing the same voices in meetings34:15 – Simple, immediate fixes leaders can make tomorrow38:40 – Why culture is everyone's responsibility—not just leadership42:10 – Transparency, authenticity, and the truth leaders avoid46:00 – Equity vs equality: a simple but critical distinction49:30 – The risk of losing the human element in an AI-driven world52:00 – Final reflections: where culture is heading next

Most loyalty programmes are built on rational exchanges: points, rewards and incentives. But that is only part of the story. In this episode Iain Pringle is joined by Max Kenkel, Vicky Elliot and Adam Posner to explore emotional loyalty — the moments of recognition, surprise, service and human connection that make customers feel something, not just earn something. They discuss why emotional loyalty matters now, where brands get it right and wrong, and how loyalty teams can start building more meaningful moments without losing commercial discipline. If you work in loyalty, customer experience or brand strategy, this episode is full of practical ideas.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   In this episode of #thePOZcast, Adam Posner interviews Jay Delsing, a former professional golfer and broadcaster. They discuss Jay's journey from growing up in a sports family to achieving success on the PGA Tour. Jay shares memorable experiences with golf legends, the challenges of professional golf, and the lessons he's learned along the way. He reflects on his memoir, the importance of integrity in golf, and the sport's positive impact on communities. The conversation highlights the significance of authenticity and resilience in both golf and life. Takeaways: - Jay Delsing's journey from a sports family to professional golf. - The importance of obsession and dedication in achieving success. - Golf as a metaphor for life, teaching patience and resilience. - Memorable moments with legends like Arnold Palmer. - The significance of integrity and accountability in sports. - Lessons learned from failures and how they shape success. - The impact of golf on community and charity. - Writing a memoir as a reflection of one's life experiences. - The future of golf and engaging younger audiences. - Defining success through authenticity and legacy. Chapters 00:00 Introduction to Jay Delsing's Journey 02:58 The Early Years: Growing Up in a Sports Family 05:56 The Transition to Professional Golf 08:50 The Challenges of the PGA Tour 11:47 First Tour Win: A Dream Realized 14:55 Lessons from the Golf Course 17:57 Memorable Moments with Golf Legends 21:02 The Impact of Arnold Palmer 24:06 Writing the Memoir: Reflections on Life 27:00 Lessons for Young Athletes 29:51 The Future of Golf: Innovations and Engagement 32:58 Integrity and Accountability in Golf 36:04 Defining Success: Authenticity and Legacy        

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About: Suzan Vulaj is a seasoned talent acquisition leader with a proven track record in global recruitment strategies. Currently serving as the Senior Vice President of Global Talent Acquisition at NBCUniversal, Suzan has been instrumental in creating exceptional candidate experiences through innovative problem-solving for over 20 years. Her expertise spans various industries, including media, technology, and commerce. Before joining NBCUniversal, Suzan held key roles such as Director of Global Talent Acquisition at Pitney Bowes and Senior Talent Manager for Internal Mobility at McGraw-Hill Financial. She also contributed her skills as an HR Manager at Standard & Poor's and a Staffing Consultant at Google. Suzan's academic foundation includes a degree from Pace University's Lubin School of Business. Her leadership style embodies a dynamic blend of collaboration, resilience, and a relentless pursuit of excellence. Beyond this, Suzan is a champion of innovation, always seeking creative solutions to enhance organizational culture and attract top talent. Her ability to inspire teams and foster growth makes her a transformative force in any professional setting. ⏱️ Chapters 00:00 Opening + UNLEASH floor energy01:10 Intro to Suzan Vulaj (NBCUniversal TA Leader)02:30 From marketing to recruiting: Suzan's journey04:30 Leading a 100+ person global TA team06:00 What makes a great recruiter today08:30 Recruiters as brand ambassadors + influencers10:30 Why hiring managers must be fully engaged12:30 Fixing broken intake & expectation setting14:30 TA tech stack: building around the ATS16:30 AI fear vs reality inside recruiting teams18:30 How to train recruiters through change (safe spaces)20:30 The return to “old school” recruiting22:30 The problem with 8,000 applicants per role24:30 Candidate fraud + AI-generated applications26:30 Shortlisting & cutting through the noise28:30 The emotional toll of recruiting (constant rejection)30:30 Managing recruiter mindset & engagement32:00 Re-engaging silver medalists (“for your consideration”)34:00 Pipelining talent before roles open36:00 What messages actually get a recruiter's attention38:00 The 10-second resume scan reality40:00 Conference insights: failure, change & adaptability42:00 Reframing failure as experimentation44:00 Advice for job seekers today45:30 Closing + where to connect

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Matt Charney is a prominent voice in the recruiting, talent acquisition, and HR technology space. As Principal Analyst for Industry and Markets at Kyle & Co, he covers startups, M&A, the TA ecosystem, strategic partnerships, and capital markets, providing deep analysis on HR tech funding, market strategy, and industry dynamics. He also serves as Executive Editor at Mediabistro and as an Editor at ERE Media, where he produces sharp, insightful content on the future of work, AI in hiring, recruitment marketing, and emerging trends, served with a side of snark.  With over 15 years of experience, Matt has held leadership roles including Editor in Chief and CMO at Recruiter.com, partner and Managing Editor at Recruiting Daily (which he helped grow into a leading HR media brand), Chief Content Officer at Allegis Global Solutions, and Head of Industry & Product Marketing at SmartRecruiters. He began his career as a corporate recruiter for companies like Walt Disney and Warner Bros. A graduate of the George Lucas School for Cinematic Arts at the University of Southern California, Matt also advises a variety of high growth HR Technology companies, including Humanly, Joveo, Dalia, Hiring Branch, HeyHire, Perfect Hire, Boon, Textio and Noota. ⏱️ Chapters 00:00 – Vegas banter & setting the stage Light opening, personality, and rapport—setting the tone for an unfiltered conversation. 02:00 – “What do you actually do?” Charney on connecting startups with capital—and “trolling” the industry as a side effect. 04:30 – From screenwriting to recruiting A non-traditional path from Hollywood to corporate recruiting leadership. 08:00 – Why recruiting is still the best job in the world The overlooked impact: changing lives through employment. 11:00 – Has recruiting actually changed? Spoiler: not really. The goal is still making hires—everything else is layered complexity. 14:00 – The truth about AI in TA tech AI as the latest buzzword cycle, echoing past trends like social recruiting and big data. 18:00 – The “AI anxiety” problem in HR Why TA leaders feel behind—and why no one is actually ahead. 21:00 – Should recruiters become AI experts? Charney pushes back: focus on business outcomes, not technical cosplay. 25:00 – Where AI actually works today High-volume hiring as the strongest real-world use case. 28:00 – Where AI breaks down Knowledge work, personalization, and the limits of automation. 31:00 – Tools that actually impress (Gamma, workflows, experimentation) Practical use cases that genuinely save time and effort. 35:00 – LinkedIn, data control, and the real business model Why LinkedIn doesn't need to “win” recruiting—and why it won't disappear. 40:00 – Why most new HR tech ideas fail Recycled concepts, inherent bias, and “Chatroulette for jobs.” 44:00 – The next disruption: consolidation & enterprise integration The future isn't more tools—it's fewer, integrated systems. 48:00 – VC, PE, and the business of HR tech Private equity driving consolidation while startups chase valuation. 52:00 – Buzzword bingo & industry frustrations AI, “human-centered,” and the marketing clichés that need to die. 55:00 – The 3 questions every vendor must answer How do you make recruiting easier? What do you do differently? How do you make money? 58:00 – Final thoughts: stop chasing trends Focus on outcomes, not tools. Recruiting is still about people.

These episodes of #thePOZcast, live from Unleash 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   What You'll Learn * How enterprise HR leaders think about hiring, structure, and strategy at scale * Why most hiring challenges are actually business alignment problems * How to build proactive talent pipelines instead of reacting to openings * Where AI is actually delivering value in recruiting today * What separates average recruiters from truly impactful ones   Chapters: 00:00 Opening + UNLEASH 2026 floor energy01:15 Intro to Jason Desentz (CHRO, Toshiba Americas)02:10 Scale of Toshiba: 6,000 employees + HR org structure03:30 From automotive to CHRO: Jason's career journey05:00 Blimp hiring story (and why niche recruiting matters)07:10 Should Talent Acquisition sit under HR?09:00 Why HR leaders must understand the business10:30 The rise of the HR Business Partner mindset12:00 How to train HR teams to think like the business13:45 Why most companies fail at role intake & calibration16:00 Small talent pools & “purple squirrel” expectations18:00 Workforce planning: why hiring starts before the role opens20:30 Retention risk, succession planning & talent intelligence23:00 The compensation gap problem (champagne taste, beer budget)25:00 Creative comp strategies to close candidates26:30 What candidates actually value today (and what's losing impact)28:30 Toshiba's sourcing strategy: where hiring really starts30:00 The power of elite sourcers (and why networks win)32:00 AI in recruiting: what actually matters vs hype34:00 Automation vs human connection in hiring36:00 Why scheduling is the biggest bottleneck in recruiting37:30 Adaptability: the #1 trait in great recruiters39:00 Fraudulent candidates, AI cheating & interview risks41:30 Protecting IP in a high-risk hiring environment43:00 Metrics that matter (and ones that don't)45:00 Candidate experience & onboarding accountability47:00 Advice for job seekers in a competitive market49:00 “Always Be Hustling” mindset for career growth51:00 Final advice: Listen, Learn, Lead52:00 Closing + Vegas survival tips I

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com  Takeaways - Greg Selkoe's journey reflects the highs and lows of entrepreneurship. - Cultural influences play a significant role in shaping business ideas. - Karma Loop was a pioneer in streetwear and e-commerce. - Navigating growth requires learning from mistakes and adapting. - The collapse of Karma Loop taught valuable lessons about resilience. - XSET aims to redefine gaming culture and community engagement. - Authenticity in branding is crucial in today's market. - Hiring for cultural fit is as important as skills and experience. - Success is defined by happiness and meaningful experiences, not just money. - The importance of self-awareness and managing stress in business. It's important to balance personal commitments with professional responsibilities. - Financial strategies are crucial when dealing with large investments. - Effective event planning requires clear communication and coordination. - Marketing partnerships can significantly enhance brand visibility. - Live streaming offers unique opportunities for audience engagement. - Collaboration within a team is essential for success. - Final preparations are critical to ensure a smooth launch. - Understanding audience dynamics can drive attendance and participation. - Post-event reflections can inform future strategies. - Maintaining strong relationships with partners is key to ongoing success.   Chapters 00:00 Introduction to Greg Selkoe and His Journey 09:21 The Birth of Karma Loop 18:07 The Collapse of Karma Loop and Personal Reflection 25:25 Building XSET: A New Era in Gaming and Culture 33:40 Hiring for Values and Culture

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com  Takeaways - Jay Paterno emphasizes the importance of accountability in leadership. - The influence of Joe Paterno shaped Jay's views on leadership and responsibility. - Coaches must set clear expectations and standards for accountability. - Lessons learned from coaching experiences can be applied to leadership in various fields. - The NIL era has changed the dynamics of college sports significantly. - Mental health is a growing concern for both players and coaches in college sports. - Building a strong team culture is essential for success. - Empathy and discipline must be balanced in coaching. - Writing 'Blitz' provided insights into the challenges of modern college football. - Corruption and accountability issues are prevalent in college sports. Chapters 00:00 Introduction to Jay Paterno and His Legacy 02:24 The Influence of Joe Paterno on Leadership 04:23 Accountability in Leadership 06:02 Core Values and Team Dynamics 08:06 Lessons from Early Coaching Experiences 10:00 The Pressures of Modern College Football 11:57 NIL and Its Impact on College Sports 12:53 Mental Health and Performance Pressure 13:51 The Role of Coaches in Player Development 15:29 The Business Model of College Football 16:15 Potential Course Corrections in College Sports 18:07 Leadership Under Pressure in Sports and Beyond 21:57 Identifying Cultural Signals in Sports and Business 25:16 The Balance of Empathy and Discipline in Coaching 26:42 Navigating Gender Equity in Sports 29:23 The Importance of Mental Health in Leadership 31:10 Addressing Corruption and Accountability in College Sports 34:33 Defining Success and Excellence in Leadership    

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com  Takeaways - Grief is a universal experience that transcends individual circumstances. - Love and connection are essential in navigating loss and grief. - Vulnerability is a strength, not a weakness, especially for men. - Community support plays a crucial role in healing and resilience. - Awareness and open conversations about mental health can save lives. - The journey of grief can lead to profound personal growth and transformation. - Finding purpose in pain can create a legacy that honors lost loved ones. - It's important to recognize and address the signs of mental health struggles in others. - Creating safe spaces for dialogue about mental health is vital for youth. - The power of storytelling can foster connection and understanding in communities.   Chapters 00:00 Introduction to Grief and Purpose 01:14 Navigating Loss and Finding Grace 05:52 The Complexity of Grief 09:56 Living with Duality: Joy and Pain 12:49 The Role of Community in Healing 18:09 Faith and the Power of Connection 23:46 The Journey of Giving and Receiving 30:20 Creating a Legacy from Loss 32:58 Navigating Parenthood Through Adversity 40:51 The Birth of a Movement: Endurance 47:41 Sacred Transformation: Beyond Survival 50:30 Enduring with Love: Finding Strength in Vulnerability 56:31 Understanding the Signs: Preventing Tragedy 01:00:16 Messages of Hope: Honoring Anthony's Legacy      

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com    Takeaways - Ashley Heard emphasizes the importance of proper training for first-time managers. - Promoting strong individual contributors to management roles can lead to failure without support. - Management styles can be categorized into 'tight jeans' and 'cozy joggers' to illustrate different approaches. - The Pause, Consider, Act framework helps managers make thoughtful decisions under pressure. - Intentional leadership is crucial for fostering a positive team environment. - Leadership development should be an ongoing process, not a one-time event. - AI can enhance leadership by providing tools for better decision-making and communication. - Cultural sensitivity is essential for effective management in diverse teams. - Success in leadership is defined by passion for work and a balanced life. - The Manager Method book provides practical frameworks for effective management.   Chapters 00:00 Introduction to Leadership Development 02:54 The Journey to Law and Corporate Life 05:59 The Challenges of Promoting Managers 09:00 Management Styles: Tight Jeans vs. Cozy Joggers 11:46 The Pause, Consider, Act Framework 15:02 Navigating Toxic Management 18:02 The Manager Method Book Launch 20:36 Self-Discovery Through Writing 22:22 The Importance of Continuous Leadership Development 23:38 AI: A Tool for Human Connection 26:57 Using AI to Enhance Team Dynamics 29:14 The Human Element in Performance Reviews 32:07 Evolving as a People Leader 34:44 The Positive Side of HR 35:54 Navigating the Future of Work 37:43 The Journey of Entrepreneurship 39:16 Defining Success in Work and Life

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale. To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner. Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com  Takeaways "We don't take the time to think about if we like our therapist." "Words have power; we speak them into existence." "You should feel like you like them; it's pretty comfortable." "We often give our partners the least energy, love, and support." "You have to consider whether you'd go to them for advice; if not, don't take their feedback." "Control gives us a sense of safety, but we can only control ourselves." "Healing is not a straight line; it's two steps forward, one step back." "Be curious, not judgmental, about your process." "Relationships are everything to me; if I'm not supporting them, something's wrong." "You have to unlearn the patterns that are no longer serving you."   Chapters 00:00 Introduction to Kati Morton 01:07 The Importance of Mental Health 06:59 Navigating Therapy: Finding the Right Fit 10:06 The Power of Language in Mental Health 16:39 Understanding Eldest Daughter Syndrome 20:39 Patterns in Love and Attraction 28:39 Recognizing Love Bombing and Red Flags 32:38 Control, Anxiety, and Burnout 38:05 The Journey of Healing and Self-Trust 39:48 Kati's New Book: Why Do I Keep Doing This? 46:00 Kati's North Star: The Importance of Connection      

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Takeaways- Creativity is a skill, not a personality trait.- In-person collaboration enhances creativity and problem-solving.- Complaining is seductive but unproductive; focus on solutions instead.- The fear of being wrong stifles innovation; embrace mistakes as learning opportunities.- Old-school skills are becoming the new techniques for success.Chapters00:00 Introduction to Nir Bashan and His Journey05:08 The State of Creativity in Advertising10:07 The Importance of In-Person Collaboration15:00 Reframing Creativity as a Skill19:47 Shifting from Complaining to Creating24:56 The Cost of Ignoring Creativity

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Takeaways- Curiosity drives success in marketing and leadership.- Eating the frog means tackling the hardest tasks first.- Building relationships with finance is crucial for marketing leaders.- Organizational culture is defined by behaviors and values.- Experiential marketing is making a comeback in the digital age.- AI should enhance human engagement, not replace it.- Remote work requires new strategies for effective communication.- Marketing must focus on long-term value and customer lifetime.- Nonprofits need to communicate their impact effectively to engage donors.- The future of work will involve multi-generational collaboration.Chapters00:00 Introduction to Kim Storen and Her Journey02:50 The Impact of Early Experiences on Career Choices05:49 Curiosity and the Importance of Tackling Challenges08:57 Interviewing for Curiosity and Problem-Solving Skills12:10 Joining Zoom: A CMO's Perspective15:01 Building a Marketing Strategy at Zoom17:57 The Role of Finance in Marketing19:52 Defining Organizational Culture21:56 The Renaissance of Experiential Marketing24:52 The Cost of Community Engagement32:34 Navigating AI and Human Connection34:58 Adapting Marketing Strategies in a Hybrid World36:54 Measuring Experience Quality Beyond Attendance41:59 Shifting Focus from Presence to Progress45:11 Engaging Donors in a Hybrid Philanthropic Landscape48:32 The Future of Work and Multi-Generational Collaboration50:50 Defining Success and Career Advice 

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  Takeaways- Jason Walker's journey into HR was influenced by his dyslexia and strong people skills.- Empathy is crucial in HR, especially for those who have faced challenges.- AI has disrupted traditional job searching methods, making networking more important.- Job seekers need to adopt a warrior mentality to compete in the current market.- Companies are hesitant to hire due to uncertainty about future needs.- AI tools can help streamline hiring processes but may lead to a competitive environment.- Job hugging reflects employees' fears of job security and market instability.- Hybrid work models present challenges for employee engagement and development.- HR leaders must focus on maintaining culture and employee appreciation during tough times.- Fractional HR services provide cost-effective solutions for companies needing specialized support. Chapters00:00 Introduction to Jason Walker and ThriveHR Consulting02:32 Jason's Journey into HR and Empathy Development05:01 The Changing Talent Landscape and AI's Impact11:14 The AI War: Job Seekers vs Employers12:18 Positive Uses of AI in Hiring Processes18:45 Understanding Job Hugging in Today's Market20:47 The Hybrid Work Model: Pros and Cons23:42 Culture, Burnout, and Compliance Risks in HR27:02 Practical AI Adoption in HR32:37 Fractional HR: A Growing Demand37:47 Actionable Advice for Job Seekers40:42 Optimism in the HR Landscape  

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Takeaways- Working hard, especially as a woman, we typically think if we can just outwork the men, then we'll get what we deserve.- Belief ingrained in me that you had to struggle and work hard and grind it out to be able to have success.- My life's work is really about teaching people that slowing down, getting more into the body, out of the head, into the body.- Listening to your intuition, you're your own biggest success strategy.  

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  Takeaways- The biggest misconception is that most people are excited about transformation.- A small percentage of the workforce drives the majority of results.- The top 20% of employees contribute to 80% of outcomes.- The top 1% can drive a quarter of the results.- Most employees are tied to their current work methods.- Transformation may not feel significant to the majority.- Business leaders often assume support without engagement.- Engaging employees is crucial for successful transformation.- There is often an under-investment in change management.- Leaders must facilitate change rather than just declare it. 00:00 – Welcome & Jeff's Backstory in HR TransformationAdam kicks off the POZcast and introduces Jeff Williams, president and CFO at Aptia, walking through his career leading massive HR and business transformation efforts at Paychex, ADP, Alight, Aon and more.01:13 – Growing Up With a Self-Made FatherJeff shares his family story: born Canadian, raised American, youngest of eight, and the journey of his dad going from drafting apprentice to CEO at the same company over 33 years—and the lessons embedded in that.02:35 – Early Lessons: Hard Work, Humor & LossJeff reflects on what he learned from his father before losing him at 19: the value of hard work, eating fast at a crowded table, and keeping humor and lightness at the center of life and leadership.03:45 – From Telecom to the People Business (ADP Entry Point)Jeff explains how he moved from technology and telecom into human capital, taking on the role leading ADP's Canadian operations and discovering the power of the HR and benefits space.04:38 – Hiring at a High Bar: Talent, Drive & InstinctsAdam asks how Jeff hired to ADP's level. Jeff lays out his hiring philosophy: ambition beyond natural gifts, complementary skills, people better than him in key areas—and why he trusts his instincts on fit.06:25 – Real Leadership: Hiring People Better Than YouThey dig into succession, “making yourself dispensable,” and the idea that if you can't take a vacation without everything falling apart, that's a failure of leadership, not a badge of honor.07:30 – Pre-Email Days & The Human Side of WorkJeff remembers the 286/386 era and talks about how, before digital tools, people invested more in each other in person—inside and outside of work—and how that shaped deeper relationships.08:43 – Remote Work, COVID, and an Isolated WorkforceThey go deep on the pandemic: the rapid shift home, the early productivity spike, inflation pressures, relocation, and the rise of isolation and mental health issues as remote work took hold.11:10 – Young Workers, Office Longing & Loyalty ShiftsAdam shares what he's seeing with candidates who actually want to be in-office to learn through osmosis. Jeff talks about building the next generation of leaders and how in-person time rebuilds fabric and loyalty.13:32 – Mental Health, Home Setups & Productivity RealityThey unpack the assumption that everyone has an ideal home workspace—calling out caregiving, cramped spaces, kids, and distractions—and how that's quietly driving some people back to the office.14:51 – Why Jeff Bet on Aptia & the Move to BostonJeff explains what drew him to Aptia: the chance to build something differentiated and lasting, formalize his cross-border life, and finally live and work in the same country as his family.17:42 – The Big Vision: Building the Best Benefits Company in AmericaJeff outlines his ambition to build the best (not necessarily biggest) benefits services and administration company—one loved by clients, employees, and partners while supporting the communities they serve.19:04 – Benefits as a Talent Magnet: Total Rewards, Not Just SalaryThey talk about smart candidates, how benefits (health, financial, time off, ancillary) close offers, and why companies need to position total rewards early and clearly in the hiring process.21:13 – Closing the Benefits Understanding GapJeff shares the reality: most employees don't fully understand or appreciate their benefits. He talks about accessibility, education, and surfacing value in ways employees actually grasp.22:33 – Introducing Aptia One: Seamless, AI-Led Benefits ExperienceJeff breaks down Aptia One—how it's designed to create simple, AI-led, consumer-grade experiences for employees, employers, and partners across phone, web, and natural language interfaces.25:14 – How Jeff Is Personally Upskilling in AIJeff shares his approach to AI as a leader: consuming everything he can, learning from experts, applying lessons from previous waves of tech disruption, and staying hyper-relevant to where markets are heading.26:54 – Realistic AI: Simplicity, Accuracy & Avoiding AI-WashingThey discuss using AI to simplify journeys, NOT over-hyping capabilities, and why, in a business where you must be nearly 100% accurate on benefits, you must apply AI carefully and responsibly.28:43 – The Hard Truth About TransformationJeff calls out a big misconception: leaders assume everyone's excited about transformation. He explains why frontline employees often aren't enlisted as deeply as leaders think and why change enablement is under-invested.30:18 – Service, Soul & Corporate PhilanthropyThe conversation shifts to service: Jeff's history with DEI, United Way, and community work, and why doing something for others makes him feel more complete as a human and leader.31:25 – Why People Want Companies With a SoulJeff explains how corporate philanthropy, whether via one flagship cause or hyper-local initiatives, shapes belonging, engagement, and the desire to work for companies that care about more than profit.33:55 – Jeff's Son's Cancer Journey & Life Perspective ShiftsJeff shares the powerful story of his son Kevin's osteosarcoma diagnosis at 13, the grueling treatment, and how that battle reshaped his view on perseverance, priorities, and what really matters.36:26 – Adam's Own Cancer Battle & Shared PerspectiveAdam opens up about his recent Hodgkin's lymphoma remission, the physical and emotional toll, and how surviving cancer reframes life, work, and gratitude for both of them.40:04 – What Keeps Jeff Up at Night: Stewardship & FamilyJeff talks about being a “work in progress,” how life is now about his kids, his wife, and his responsibilities, and the ongoing chase to be a good steward for his family, business, and community.41:48 – Optimism About Humanity & The Future of BenefitsJeff shares a global perspective: wherever he goes, people want similar things for their families and communities. He then lays out the “big three” of benefits—health, wealth, and time off—as core holdings.43:26 – Designing Benefits Like a PortfolioThey dig into tailoring benefits to your population (e.g., menopause benefits, pet insurance, nonprofit-oriented perks), feeding what works, starving what doesn't, and iterating to truly serve your people.44:37 – Redefining Success: Energy for the Journey AheadIn closing, Jeff defines success not by titles or money, but by whether you still wake up excited for what's ahead—at work, at home, on the golf course, and in life overall.46:08 – Wrap-Up & Where to Find Jeff and AptiaAdam closes the episode, sharing where listeners can learn more about Aptia, connect with Jeff on LinkedIn, and reminding everyone to review, subscribe, and keep being good to themselves and better to others.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Takeaways- Kelly's five rule philosophy empowers teams to perform at their best.- Self-awareness is crucial in identifying what you enjoy and excel at.- Leaders must differentiate between urgent and important tasks.- Hiring for values alignment is more important than cultural fit.- Mental marination is essential for strategic decision-making.- Work-life balance is a myth; harmony is the goal.- Trust is the foundation of effective leadership.- Ambition should be aligned with personal values and fulfillment.- Delegation is key to effective leadership and team empowerment.- Success is about leaving a positive legacy rather than just achieving titles. Chapters00:00 Introduction to Kelly McGinnis03:16 Early Influences and Career Path06:12 Lessons from Early Corporate Experiences11:18 Navigating Leadership and Management15:05 Hiring for Culture and Values18:11 The Myth of the 100-Hour Work Week20:46 Finding Harmony in Work and Life23:10 Building Trust for Sustainable Success24:35 Ambition vs. Alignment: Finding Fulfillment27:44 Mental Marination: The Key to Effective Leadership30:38 Balancing Urgency and Importance in Leadership34:51 The Art of Delegation and Trust in Teams38:51 Navigating Difficult Conversations: Letting People Go41:36 Redefining Success: Legacy and Happiness  

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Takeaways- Recruiting success is measured by a percentage of wins.- Personal experiences can profoundly influence professional motivations.- Life's challenges can provide clarity on what truly matters.- Caring about your work leads to emotional investment in outcomes.- Resilience is key in navigating the ups and downs of business.- Perspective shifts can arise from significant life events.- The importance of providing the right solutions in business.- Emotional roller coasters are part of the people business.- Understanding losses is crucial for growth in recruiting.- Finding meaning in work can stem from personal experiences.Chapters  [00:01] Welcome + Why We're Here — Adam tees up the POZcast mission and today's focus.[00:01] Guest Intro: Jordan Gasparri — From growing up in recruiting to founding Exclusent and winning an Inc. Power Partner Award.[01:16] Warming Up — Jordan joins; mutual respect and setting the table.[02:16] Growing Up with a Recruiter Dad — Early exposure, high-school internship, and falling in love with the craft.[03:21] Thrill of the Hunt — Why negotiation hooked Jordan and how recruiters drive real comp outcomes.[04:19] Old-School Lessons — Pre-LinkedIn fundamentals: presentability, first impressions, and context by role.[05:41] Art vs. Science — Motivation mapping, relationship foundations, and what tech can't replace.[06:37] Founding Exclusent After Loss — Channeling grief into purpose, betting on yourself, and early survival.[08:08] Agency vs. Solo — The leap from desk to founder, support systems, and the “eat what you kill” mindset.[10:17] ‘Unhireable' Bias — The corporate return dilemma for entrepreneurs and what hiring teams miss.[12:13] Taking Bigger Swings — Compounding courage, offices, gear, and managing the losses (baseball analogy).[14:11] Handling Failures Fast — Day-of fury, next-day reset; contingency realities and resilience.[16:47] AI + Authenticity — What Exclusent automates (sourcing, verification, notes) vs. what stays human (relationships).[18:19] Tools in the Stack — Sourcing evolution, AI interviews for access + fairness, caution on agentic outreach.[20:08] New Roles in TA — Vendor bets, process owners, and the rise of AI/TA SMEs.[22:36] Volume, Speed, and CX — Instant assessments, fewer ghosted candidates, smarter human time.[25:28] Negotiation Masterclass — Real-market intel over Glassdoor, lever trading (base, equity, PTO), and tough love.[27:17] Salary Bands & Candor — Setting expectations, transparency on caps, and why companies pay for value.[29:16] The Negotiation Room — Jordan's new series: real back-and-forths, 3-minute breakdowns, teachable plays.[31:41] Offer Horror Stories — Sunday-night reversals, bonus games, and ethics fails caught on Gong.[36:23] The Next 5 Years — A tight team of 10 great recruiters, sensible AI, and protecting service quality.[37:58] Advice to Younger Self — Calm down, ride the waves, keep shipping good work.[38:52] Never Lift Off the Gas — Consistency lessons from dry spells; content + practitioner balance.[40:10] What Keeps Him Up — Housing hunt, macro uncertainty, and waiting for clearer signals.[41:33] Defining Success — Peace of mind over vanity metrics; doing work you're proud of.[42:48] Wrap + Calls to Action — Where to find Jordan/Exclusent and how to support the show.

It is time for the annual Predictions Show on The Loyalty Podcast. In this light-hearted but insightful episode, our expert panel shares their predictions for what will shape the loyalty industry in 2026. From technology and data to customer expectations and program design, we explore the trends they believe will define the year ahead. And, of course, we will be revisiting these predictions at the end of the year to see who got it right. Featuring predictions from Stuart Melim, Caroline Papadatos, Pavel Los, Adam Posner, Phil Gunter and Iain Pringle, with a special guest appearance from Max Kenkel. Sponsored by ITA Group.

1:08 - Project Kyzen2:57 - Challenges in moving forward3:34 - How are AR and AI different5:02 - Team and Mission6:27 - Toxicity on the Internet/Web 37:51 - Creative Side & Passion9:33 - What keeps Tom up at night?10:22 - Hot take on e-coins10:56 - Advice to a parent for a growth mindset for kids14:12 - Tough time in Community15:12 - Value Access in Kyzen15:57 - Nine Lessons in 17 Years18:13 - Lack of Communication22:34 - Struggle with relationships24:09 - The single greatest piece of advice

Our favourite episode of the year is back! The Loyalty Wired panel reviews last year's loyalty predictions, debates who got it right (and wrong), and awards the title of Loyalty Predictions Champion for 2025. This year's contenders include Stuart Melim, Caroline Papadatos, Pavel Los, Adam Posner and Iain Pringle — with Phil Gunter serving as guest judge. Proudly sponsored by Capillary Technologies.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.This episode is powered by WelcometoTimesSquare.com, the billboard where you can be a star for a day.” http://WelcometoTimesSquare.comThanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this episode, Lindsey Scrase, COO of Checker, shares her journey from Google to a startup, discussing the importance of hiring for problem-solving abilities, assessing humility in interviews, and the mission of Checker in promoting fair chance hiring. The conversation also delves into the impact of AI on job security, the rise of AI fraud, and the significance of nurturing loyalty and trust within teams. Lindsay emphasizes the need for continuous learning and self-awareness in leadership, while also reflecting on the balance between personal and professional life.Takeaways- Lindsay spent 10 years at Google, focusing on scaling Google Cloud.- The interview process at Google involved problem-solving and logical thinking.- Hiring should focus on role-related knowledge and problem-solving abilities.- Assessing humility in candidates is crucial for team dynamics.- Transitioning from Google to Checker was driven by a desire for growth and impact.- Checker's mission includes fair chance hiring for individuals with criminal records.- The company invests in social causes and fair chance advocacy.AI is transforming the hiring landscape, but it also brings challenges like fraud.Continuous learning is essential for career growth in the age of AI.Success is defined by living a meaningful life, not just professional achievements.   

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.This episode is powered by WelcometoTimesSquare.com, the billboard where you can be a star for a day.” http://WelcometoTimesSquare.comThanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this conversation, Matt Medved, co-founder and CEO of Now Media, shares his journey from human rights research to becoming a leading figure in Web3. He discusses the evolution of NFTs, the impact of AI on music, and the importance of storytelling in the digital age. Matt emphasizes the need for creators to find their unique voice and leverage technology to enhance their work. He also reflects on the challenges and opportunities within the rapidly changing landscape of digital culture and media.Takeaways- Matt Medved is a prominent figure in the Web3 space, known for his work with NFT Now and Now Media.- The evolution of NFTs and blockchain technology has transformed the creative landscape.- Human rights research experiences shaped Matt's perspective on storytelling and social impact.- Transitioning from journalism to technology was a natural progression for Matt, driven by his passion for innovation.- Building Billboard Dance was a pivotal moment in Matt's career, influencing the dance music scene.- AI is revolutionizing music creation, providing new tools for artists to enhance their creativity.- The NFT boom brought excitement but also challenges, leading to a market correction.- Now Media aims to cover the broader spectrum of digital culture beyond just NFTs.- Advice for young creators includes finding their unique voice and leveraging technology to enhance their work.- Matt's legacy will be defined by his commitment to empowering artists and telling important stories. Chapters00:00 Introduction to Matt Medved and Now Media01:57 The Evolution of NFTs and Blockchain Technology03:55 Matt's Background and Early Influences08:05 Human Rights Work and Its Impact on Matt's Career11:52 The Intersection of Music and Journalism14:43 Transitioning to Technology and Music Journalism18:58 Building Billboard Dance and Influencing the Genre22:44 The Rise of Bedroom Producers and Mental Health in Music26:43 Embracing Technology in Music Creation29:46 The Future of Digital Art and NFTs31:50 The Evolution of Bitcoin and NFTs34:56 The Impact of NFTs on the Music Industry38:55 Navigating the Challenges of Entrepreneurship41:52 Maintaining Journalistic Integrity in a Rapidly Changing Landscape45:21 The Shift from NFTs to Broader Digital Culture49:26 The Resurgence of Collectibles in a Digital Age51:16 AI's Role in Modern Dating and Creativity54:10 The Balance Between Innovation and Regulation01:00:31 Legacy and the Future of Digital Media01:02:20 Advice for Young Creators in a Digital World   

1:47 - Coaching and Dating advice4:47 - Getting into Podcast5:29 - Shows on dating7:30 - Moving to Corporate World9:36 - Early Influence as a Podcast Host13:12 - Preparation for a show15:00 - Pandemic Episode18:33 - Conspiracy Theory19:29 - Prediction and Future Trends23:11 - Russell Brand Show24:10 - #1 Guest26:53 - Star Struck27:50 - Pope Killing Episode29:56 - North Korea Episode33:14 - Favorite Episode34:12 - Great Piece of advice to new podcasters37:32 - Quick tp for Adam38:51 - Greatest Piece of Advice40:47 - Jordan's North Star 

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  Takeaways- Carlos's family background influenced his entrepreneurial spirit.- Being the first in his family to attend college was a significant milestone.- Internships helped Carlos realize what he didn't want in a career.- Transitioning from finance to a startup environment was a pivotal moment.- Quality and customer experience are central to Feast & Fettle's success.- Vertical integration allows for better control over the customer experience.- Smart growth is preferred over blitzscaling in business.- Employee care is crucial for retention and company culture.- Carlos aims to help others from non-traditional backgrounds succeed.- Success is about giving back and creating opportunities for others. Chapters00:00 Introduction to Carl Svetter Jr. and Feast & Fettle01:21 Early Influences and Family Background04:37 Lessons from Family Business06:39 The Journey to College and Its Significance09:53 Navigating the Corporate World11:55 Internship Insights and Realizations13:49 Transitioning to Consulting and Growth17:57 The Move to Deliveroo and Cultural Differences22:41 The Spark of Entrepreneurship31:24 Scaling and Strategic Expansion38:30 Building a Purpose-Driven Company41:54 Defining Hospitality and Leadership45:47 Success and Giving Back

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com CHAPTERS / TIMESTAMPS00:00 – Welcome to RecFest Nashville 2025Adam sets the scene and kicks off day two of #thePOZcast live from the Juicebox.ai booth.00:28 – Guest 1: Steve Levy – The Elder Statesman of Recruiting WisdomSteve shares why RecFest stands apart, how it fosters real community, and why curiosity—not automation—keeps recruiters sharp.02:45 – Learning, Listening, and the Power of CuriositySteve drops classic Levy gems: “Two ears, one mouth—use them proportionally.” A masterclass in humility and experimentation.05:18 – Advice for Job Seekers in a Tough MarketSteve explains why teaching others what you've learned and practicing gratitude are secret weapons for staying visible and relevant.06:57 – Final Word: CommunityThe legendary recruiter sums up RecFest 2025 in one word: Community.08:13 – Guest 2: Brian Petroski (EXP)Director of TA shares insights on recruiting engineers at scale, sourcing tools that work (LinkedIn, HireEZ, Indeed), and standing in line for Nashville's best food truck.10:37 – Guest 3: Leslie Harrah & Kim Johnson (Fortified Health Security)Two powerhouse women in cybersecurity recruiting talk about connecting with people, building culture, and the beauty of the TA community.12:01 – Pivoting Careers & Finding New OpportunitiesAdam shares tactical advice for job seekers on leveraging certifications, curiosity, and career pivots into hot sectors like cybersecurity and clean tech.12:59 – Guest 4: Taylor Hunter (Gaylor Electric)Insights on ATS tools, recruiting high-level talent, and how scraping extensions and sourcing hacks make life easier for busy TA pros.15:23 – Guest 5: Carmen Scanlon (Belong HQ)On startup life, meaningful networking, and the simplicity and depth that make RecFest so special.17:26 – Closing: Gratitude from the FieldAdam wraps from the food trucks with final reflections on connection, learning, and community. 

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this episode, Adam Posner interviews Jay Williams, founder of Freebird Southern Springwater, who shares his journey from a successful 25-year career in real estate to launching a beverage brand. Jay discusses the importance of authenticity, hard work, and building relationships in business. He reflects on the challenges of starting a new venture, the importance of giving back to the community, and the lessons he has learned from his experiences. The conversation highlights the importance of resilience, the impact of social media, and the value of crafting a brand with a soul that resonates with everyday Americans.Takeaways- Jay Williams transitioned from real estate to beverage with Freebird.- Authenticity and being true to oneself are key to success.- Building relationships is crucial in business.- Hard work can outpace talent in competitive fields.- Starting a business requires action over perfection.- Mistakes are valuable learning opportunities.- Resilience is essential for overcoming challenges.- Giving back to the community is a core value of Freebird.- Creating a brand with a soul resonates with consumers.- Networking and research are vital for new entrepreneurs.Chapters00:00 Introduction to Jay Williams and Freebird02:49 The Power of Authenticity and LinkedIn05:38 Lessons from Family and the Importance of Hard Work08:55 The Big Pivot: From Real Estate to Beverage11:01 The Aha Moment: Starting Freebird13:01 Finding a Niche in the Beverage Industry15:05 Navigating the Beverage Landscape19:24 Building a Team and Seeking Expertise20:01 Understanding Your Strengths and Weaknesses21:10 Finding the Right Partners22:36 The Unique Selling Proposition of Freebird24:02 Navigating Early Challenges25:41 Commitment to Community and Philanthropy27:15 Brand Growth and Market Positioning28:34 Building a Brand with Soul29:59 Future Aspirations for Freebird32:20 Advice for Mid-Career Reinvention33:53 Learning from Mistakes and Building Resilience36:16 Authenticity in Leadership 

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  Chapters / TimestampsJoey Lee — Panda Restaurant Group00:40 – Joey Lee joins: falling into TA & purpose of helping people02:36 – Scale at Panda: ~3,000 store openings; ~100 corporate roles03:20 – Org design: corporate TA vs. field recruiters03:55 – Budget realities & operator-funded recruiting04:25 – Boots-on-the-ground sourcing: competitors, BOGO cards, observing service04:56 – Hiring recruiters: “Tell me your story” & entrepreneurial mindset05:45 – From transactional to transformational recruiters (driver's seat)06:40 – Culture & authenticity: show up as your true self07:20 – Purpose-driven, people-first candidate experience (white-glove basics)08:35 – Tech & AI: transactional roles will be automated; elevate or be replaced09:41 – Digital recruiter clones? Promise and fears10:15 – Hot Takes: Open-to-Work ✅ | Sourcing vs. Closing (closing) | Referrals ~60% | Hot dog = sandwich | Favorite Panda orderRachel Allen — 7-Eleven12:06 – Rachel Allen returns: AI hype, compliance “gray zone,” and lessons learned13:25 – Don't start with an “AI strategy”; start with a business problem14:40 – Store hiring: 95% automated; leaders own outcomes; AI as enabler15:40 – Keep the interview human; automate scheduling & access16:30 – 24/7 candidates: assistants engage at 3am (Paradox “Rita”)17:30 – Workforce planning: total work vs. workforce; assistants as a channel18:40 – Data signals: speed, quality of submissions, retention, QoH19:41 – Internal mobility: removed manager-permission barrier to apply20:44 – Turnover trending down amid broader initiatives21:20 – Hot Takes: Always-be-closing from first touch; favorite interview Q: “Greatest misconception about you?”22:29 – Being human as the differentiator; team shoutouts & North Star24:22 – Where to find Rachel / 7-Eleven CareersBrandon Davis — Champions Group (Skilled Trades)24:40 – What Champions Group does; 2,500 employees, 19 brands25:30 – TA structure: divisions; early-career training programs (300 hires)26:10 – Sourcing where trades talent actually is: schools, military, word-of-mouth27:40 – Tech adoption: reduce fear by showing efficiency gains28:15 – Practical AI for recruiters: notes, summaries, reverse-engineering avatars29:10 – Brandon's path into TA (ops → marketing → HR → TA leader)30:32 – From “more candidates” to “better candidates” in two years31:15 – Quality of submission > quality of hire (and where TA ownership ends)32:57 – What makes a great recruiter: personality, storytelling, fast hook34:35 – What keeps him up at night: channel ROI & data-driven decisions35:19 – Hot Takes: Open-to-Work ✅ | Closing > Sourcing | Least-favorite Q: “What motivates you?” | Hot dog = sandwich | Where to find BrandonGreg Russell — CoverGenius36:20 – Greg Russell joins: coaching recruiters, storytelling & mindset37:41 – Burnout & rejection: give feedback at scale; never ghost after contact39:45 – ATS automation basics: close the loop, even with templates41:20 – Offer feedback with boundaries; avoid the endless loop42:28 – “Signal”: richer debriefs, calibration, transcripts > vague notes44:20 – Tech stack: ATS with built-in note-taker (transcripts/video in profile)45:40 – Debriefs aren't a democracy: hiring manager owns the decision47:11 – The AI bloom: noisy market now, consolidation later — lean in49:00 – What Greg hires for: storytelling + growth mindset + tech curiosity51:20 – Pay transparency song-and-dance & expectation management52:10 – Best career advice: treat people like adults; trust cultures win53:29 – Outro & where to find Greg

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this conversation, Adam Posner and Claude Silver discuss the importance of heart-first leadership and the need for workplaces to prioritize emotional intelligence, authenticity, and self-awareness. Claude shares insights from her upcoming book, 'Be Yourself at Work,' emphasizing the role of kindness and empathy in fostering a positive workplace culture. They explore the impact of COVID on employee dynamics, the significance of mentorship, and practical tools for building trust and collaboration within teams. The discussion highlights the ROI of kindness in business and the necessity of creating environments where employees feel valued and engaged.Takeaways- Claude Silver is the world's first Chief Heart Officer at VaynerX.- COVID prompted Claude to write her book, 'Be Yourself at Work.'- Self-awareness is crucial for personal and professional development.- Authenticity in the workplace enhances connection and performance.- Workplace culture is defined by the vibe and energy of interactions.- Emotional optimism is the belief that things can improve.- Empathy is essential for effective leadership and team dynamics.- Kindness in the workplace leads to higher employee retention.- Practical tools like appreciation circles can enhance team morale.- Leaders should focus on creating a culture of trust and collaboration.Chapters00:00 Introduction to Heart-First Leadership03:06 The Impact of COVID on Work Culture06:00 Self-Awareness as a Leadership Superpower08:54 The Role of Authenticity in the Workplace11:54 Scaling Heart-Centered Leadership14:52 Defining Company Culture17:45 Emotional Optimism and Bravery20:53 Empathy and Care in Leadership23:46 The ROI of Kindness in Business25:28 Emotional Intelligence in the Workplace26:34 Tactical Empathy and Practical Tools28:21 Overcoming Imposter Syndrome30:37 Running on Calm: Frameworks for Leaders32:57 Assessing Human Skills in Recruitment34:36 The Seven Rules of Team Citizenship37:30 Leading with Authenticity39:18 The Target Audience for 'Be Yourself at Work'39:53 Optimism in Workplace Culture42:03 Defining Success Through Generosity  

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  SummaryIn this episode, Adam Posner interviews Dave Vu, co-founder of Ribbon, an AI voice interviewing platform. They discuss Dave's immigrant background and the work ethic instilled in him by his parents, his journey into talent acquisition, and the differences in hiring strategies between early-stage startups and scaling companies. The conversation also touches on the importance of culture add over culture fit, the role of recruiters as marketers, and the impact of AI on recruitment processes. Dave shares insights on compliance and bias reduction in AI, the challenges of being a founder, and his definition of success.Takeaways- Hard work is a core value instilled by immigrant parents.- Recruiters must tell a compelling story to attract talent.- Culture fit is outdated; culture add is essential for diversity.- Recruiters are marketers and represent the company's brand.- AI can enhance recruitment but should not replace human interaction.- Compliance in AI recruitment is crucial to avoid bias.- Founders need to be patient and resilient in their journey.- Communication is key for effective leadership.- Success is about building something meaningful and lasting.- The future of recruitment will leverage AI to improve efficiency.Chapters00:00 Introduction to Dave Vu and His Journey03:06 The Immigrant Work Ethic and Its Impact05:51 Transitioning into Talent Acquisition09:04 Hiring Strategies: Early Stage vs. Scaling12:12 Culture Fit vs. Culture Add14:46 Recruiters as Marketers18:11 The Birth of Ribbon and AI in Recruitment20:55 Compliance and Bias in AI Recruitment22:55 The Founder Journey: From People Ops to HR Tech24:45 Building Trust: The Foundation of Co-Founder Relationships27:39 The Human Element in AI Recruiting29:56 The Future of Recruiting: Empowering Everyone32:50 Navigating Challenges: Lessons in Leadership35:52 Defining Success: Building a Legacy 

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this episode of the #thePOZcast, Adam Posner interviews Alison Baum Gates, an early-stage tech investor and author of 'Breaking Into Venture.' They discuss Alison's journey from the trading floor to venture capital, the importance of a global perspective, and the evolving landscape of entrepreneurship and employee well-being. Alison shares insights on the VC mindset, the challenges of writing a book, and the impact of AI on business and the writing process. The conversation culminates in a discussion about defining success and the importance of creating opportunities for others.Takeaways- Alison's parents' careers were disrupted by technology, influencing her career choices.- She transitioned from finance to venture capital to be on the disrupting side.- The trading floor experience taught her about opportunity spotting and creativity in finance.- Living globally has given her a competitive advantage in evaluating investments.- A VC mindset is essential for navigating today's abundant career opportunities.- Writing her book was a way to save time and share knowledge about venture capital.- Venture capital is not just glamorous; it requires hard work and patience.- Measuring progress in venture capital is crucial to avoid FOMO.- Success is defined by the number of successful people one creates.- AI is changing the landscape of entry-level jobs, making it essential for new graduates to adapt.Chapters00:00 Introduction to Alison Baum Gates and Her Journey01:17 The Impact of Technology on Career Paths02:43 Lessons from the Trading Floor06:34 Global Perspective and Competitive Advantage10:59 The VC Mindset: Thinking for Abundance13:21 Writing 'Breaking Into Venture' and Its Purpose15:14 The Reality of Venture Capital16:50 Self-Discovery Through Writing19:44 AI's Role in Writing and Business21:02 The Dual Nature of Entrepreneurship Today21:53 Navigating the Entrepreneurial Landscape25:08 The Role of Semper Virens29:52 The Impact of AI on Entry-Level Jobs32:34 Evaluating Founders and Building Relationships35:00 FOMO in Venture Capital36:51 Defining Success in Career and Life   

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this engaging conversation, Adam Posner interviews Kass and Mike Lazarow, successful entrepreneurs and authors of 'Shoveling Shit: A Love Story About Entrepreneurship's Messy Path to Success.' They discuss the authenticity of their writing process, the importance of feedback, and how to stay motivated in the face of setbacks. The Lazarows share insights on navigating remote work culture, the significance of work-life integration, and the value of building a strong company culture. They emphasize the importance of networking, philanthropy, and defining success beyond monetary gains, ultimately highlighting the journey of entrepreneurship as a series of challenges and triumphs.Takeaways- The writing process was a new venture for both authors.- Authenticity in storytelling is crucial for connecting with readers.- Entrepreneurship involves overcoming numerous setbacks and failures.- Feedback is essential for growth and should be viewed as a gift.- Setting clear priorities helps in focusing on what truly matters.- Remote work presents challenges for maintaining company culture.- Work-life integration is more realistic than work-life balance.- Quality time with family is more important than quantity.- Hiring should focus on soft skills and cultural fit.- Building a strong company culture requires transparency and trust.Chapters00:00 Introduction to the Lazaro Duo02:47 The Authenticity of Writing Together06:05 The Meaning Behind 'Shoveling Shit'08:58 Staying Motivated Through Setbacks11:48 The Importance of Feedback14:50 Setting Priorities and Focus17:48 Navigating Remote Work Culture20:56 Work-Life Integration vs. Balance23:44 Quality Time with Family26:36 Hiring and Team Dynamics29:45 The Role of Culture in Organizations32:37 The Power of Networking35:48 Defining Success Beyond Money38:46 Philanthropy and Company Culture     

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  SummaryIn this episode of #thePOZcast, Adam Posner interviews Amira Barger, an executive VP at Edelman Communications and author of 'The Price of Nice.' They discuss Amira's upbringing, her journey into healthcare communications, and the importance of empathy in leadership. Amira shares insights from her book, emphasizing the dangers of being too nice in professional settings and advocating for the need to disrupt the status quo. The conversation also explores the power of storytelling, the importance of building foundations in leadership, and the significance of shared values in driving impactful change.Takeaways- Amira's upbringing as a minister's child shaped her empathetic approach to healthcare.- Healthcare is a human right, and access to it is crucial.- The book 'The Price of Nice' challenges the notion of being overly nice in professional settings.- Being too nice can protect existing power structures and hinder progress.- Nerve is necessary for effective leadership and communication.- Storytelling is a powerful tool for transformation in organizations.- True leadership involves building other leaders and fostering collaboration.- Shared values are essential for effective teamwork and community building.- Niceness often prioritizes comfort over necessary confrontation.- Personal growth is a continuous journey of unlearning and relearning.