Podcasts about applicants

Most CRNAs graduate, get a job, and settle into the profession. But Dr. Erik Rauch proves there's another path—one of leadership, advocacy, and endless opportunity. In this episode of Grade 1 View, Erik joins hosts Kevin and Charity to share his 17-year journey from clinical CRNA to program director, pain management fellow, MBA graduate, AANA Board of Directors, and now Chief Clinical Officer of a CRNA anesthesia management company. You'll hear how economics and workforce shifts are creating unprecedented opportunities for CRNAs to practice independently, and why new grads who embrace skills like ultrasound-guided blocks and critical decision-making will be in high demand. Here's some of what we discuss in this episode:

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/book

Artificial Intelligence (AI) is reshaping recruitment, leadership, and business strategy — but are organisations prepared for the risks as well as the opportunities? In this episode, leadership expert Niels Brabandt explores how AI can deliver efficiency and speed while simultaneously creating bias, legal challenges, and reputational risks if implemented without care. Drawing on current case studies, regulatory developments, and leadership best practices, this episode provides executives and decision makers with a clear framework for integrating AI responsibly into recruitment and leadership processes. Key insights include: Why “something with AI” is not a strategy but a liability. How bias in data accelerates discrimination risks and lawsuits. Where AI genuinely creates measurable value in recruitment and HR. Why human–AI collaboration outperforms full automation. The critical role of leadership, compliance, and employer branding in AI adoption. For business leaders, the message is clear: AI will not replace executives — but leaders who fail to adapt and use AI responsibly risk being replaced. Host: Niels Brabandt / NB@NB-Networks.com Contact to Niels Brabandt: https://www.linkedin.com/in/nielsbrabandt/ Niels Brabandt's Leadership Letter: http://expert.nb-networks.com/  Niels Brabandt's Website: https://www.nb-networks.biz/

C-TRAN invites volunteers to serve on its Citizens Advisory Committee (CCAC), a liaison to the Board of Directors. Seats include senior, fixed-route rider, low-income, social services, school system, student/youth rider, C-VAN rider, bi-state traveler, deaf/hard-of-hearing, and developmentally disabled rider. Terms run Jan 2026–Dec 2027; the committee meets one evening per month. Applications are due Oct. 10. https://www.clarkcountytoday.com/news/c-tran-seeking-applicants-for-c-tran-citizens-advisory-committee/ #ClarkCountyWA #PublicTransit #Transportation #VolunteerService #CivicEngagement #AdvisoryBoard #CTRAN #Accessibility #CommunityVoice

APPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlIf you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/book

The Clark County Board of Health is seeking applicants for a nurse position on the Public Health Advisory Council. This volunteer role runs through Sept. 30, 2028, and applications are due by Sept. 30, 2025. The council reviews health priorities, advises the Board, and supports community wellbeing. https://www.clarkcountytoday.com/news/board-of-health-seeks-applicants-for-nurse-position-on-public-health-advisory-council/ #ClarkCountyWA #PublicHealth #BoardOfHealth #NursePosition #CommunityHealth #HealthEquity #VolunteerOpportunity

CRNA school is one of the toughest journeys a nurse can take, but success isn't just about grades and clinical skills. It's also about wellness, belonging, and support. Today's guest is a passionate advocate for students in CRNA school and someone you want to listen to if you've felt stressed or anxious about the process. In this episode of Grade 1 View, Olivia sits down with Dr. Jorge Valdes, clinical professor and dean at Florida International University, to talk about what it really takes for SRNAs to thrive. You quickly understand how much he cares about the future of this profession as he shares why community, kindness, and emotional intelligence are just as important as technical training. Here's some of what we discuss in this episode:

In this episode you will hear:   Susan Tree joins Mark to interview Bob Massa; Bob has 50 years' experience in admissions and enrollment management, and he shares his insights with us  5 Students ask two partners questions about being an attorney-Part 5 of 5 We end this episode with Jon Wishnia's wife, Sophie Wests new solo that was just released on Spotify, “Note To Self”   Here is a link for our new YCBK listener survey so you can take the survey:     Speakpipe.com/YCBK is our method if you want to ask a question and we will be prioritizing all questions sent in via Speakpipe. Unfortunately, we will NOT answer questions on the podcast anymore that are emailed in. If you want us to answer a question on the podcast, please use speakpipe.com/YCBK. We feel hearing from our listeners in their own voices adds to the community feel of our podcast.   You can also use this for many other purposes: 1) Send us constructive criticism about how we can improve our podcast 2) Share an encouraging word about something you like about an episode or the podcast in general 3) Share a topic or an article you would like us to address 4) Share a speaker you want us to interview 5) Leave positive feedback for one of our interviewees. We will send your verbal feedback directly to them and I can almost assure you, your positive feedback will make their day.   To sign up to receive Your College-Bound Kid PLUS, our new monthly admissions newsletter, delivered directly to your email once a month, just go to yourcollegeboundkid.com, and you will see the sign-up popup. We will include many of the hot topics being discussed on college campuses.   Check out our new blog. We write timely and insightful articles on college admissions:   On X for our podcast:   https://twitter.com/YCBKpodcast   1. To access our transcripts, click: https://yourcollegeboundkid.com/category/transcripts/ 2. Find the specific episode transcripts for the one you want to search and click the link 3. Find the magnifying glass icon in blue (search feature) and click it 4. Enter whatever word you want to search. I.e. Loans 5. Every word in that episode when the words loans are used, will be highlighted in yellow with a timestamps 6. Click the word highlighted in yellow and the player will play the episode from that starting point 7. You can also download the entire podcast as a transcript   We would be honored if you will pass this podcast episode on to others who you feel will benefit from the content in YCBK.   Please follow our podcast. It really helps us move up in Spotify and Apple's search feature so others can find our podcast.   If you enjoy our podcast, would you please do us a favor and share our podcast both verbally and on social media? We would be most grateful!   If you want to help more people find Your College-Bound Kid, please make sure you follow our podcast. You will also get instant notifications as soon as each episode goes live.   Check out the college admissions books Mark recommends:   Check out the college websites Mark recommends:   If you want to have some input about what you like and what you recommend, we change about our podcast, please complete our Podcast survey; here is the link:     If you want a college consultation with Mark just text Mark at 404-664-4340 or email Lisa at . All we ask is that you review their services and pricing on their website before the complimentary session; here is link to their services with transparent pricing: https://schoolmatch4u.com/services/compare-packages/  

In this Throwback episode, Chad Franzen interviews Josh, who shares his proven seven-step hiring process designed for business owners scaling to 8 figures and beyond. Josh details how to define roles, set KPIs, attract top talent, and rigorously assess candidates through assessments, test projects, and in-depth interviews. Listeners will learn actionable strategies to efficiently filter large applicant pools and secure high-performing team members. Chad and Josh's discussion is packed with practical tips and real-world examples, offering a blueprint for building world-class teams and accelerating business growth.Chapters:Overview of the Seven Steps (00:00:00)Josh outlines the seven-step process for hiring effective team players, giving a broad overview.Introduction of Chad Frandsen and Episode Context (00:01:18)Chad is introduced as the interviewer, and the episode's focus on hiring is set.Step 1: Define the Role and Success Criteria (00:01:52)Discussion on clearly defining the role, identifying business bottlenecks, and conducting a time study.Step 2: Set KPIs and Responsibilities (00:03:21)Explains how to set measurable KPIs and clarify day-to-day responsibilities for the role.Step 3: List the Job on Multiple Sites (00:04:37)Covers creating a compelling job description and posting it on various job sites, especially for international hires.Step 4: Applicant Assessments (00:06:06)Describes using assessments (like Criteria Corp) to quickly filter a large pool of applicants.Step 5: Test Projects for Applicants (00:07:44)Explains giving test projects to shortlisted candidates and provides examples of effective test assignments.Step 6: Conduct Interviews (00:12:09)Details the interview process, focusing on identifying patterns of success and using reference-based questions.Step 7: Extend Offer and Role Profile (00:14:23)Discusses making the final offer, sometimes to multiple candidates, and ensuring clarity with a role profile document.Reflections and Closing Remarks (00:15:27)Josh reflects on the process's effectiveness, and both speakers conclude the episode.Links and Mentions:Tools and Websites  Upwork now Fiverr Online Jobs  Indeed Criteria Corp  Books and Case Studies  Harvard Business Review Case StudiesTranscript:Chad 00:00:00  Why don't you go through the seven steps? Just kind of a broad view of the seven steps, and then we'll dive into each one individually. Awesome. All right.Josh 00:00:07  So there's seven main steps to hiring a effective a team player for your business. Number one is you've got to define the role and what success looks like. Number two you've got to set KPIs and identify what the day to day responsibilities and tasks are going to be. Number three, you've got to list the job and on multiple websites and promote it on multiple websites. Step number four is once you start receiving applicants, you need to have those applicants take assessments. Step number five you need to give those applicants that pass your assessments test projects to complete. And step number six, those people that pass your test projects that you give them. You need to actually do interviews with them. Okay. And during these interviews you'll be looking for a pattern of success in their career. We'll dive into all of these in more detail, but step number seven is to extend the offer in correlation with having them sign a role profile document so that everybody is on the same page in terms of what the expectations are, so that when they start, they understand that this is a probationary time.Josh 00:01:18  They've got to earn the job. Today I'm excited to introduce to you Chad Franzen. He is here with rise 25, who has done hundreds of interviews with successful entrepreneurs and CEOs. We have flipped the script and he will be interviewing me today.Chad 00:01:34  the last time we spoke, we spoke about kind of the some of the difficulties you had getting going with various things. And one of those things was hiring people and kind of hiring them into ambiguous roles. Now, I know the thing. The time period you talked about was a few years ago. You've certainly drilled that down. And we'd like to talk about maybe your hiring process this time.Josh 00:01:52  You've got to be able to clearly articulate what success looks like from the onset and also understand how. Why is that one of the most pressing issues in your business right now? Why are you hiring them? So that's the first step is is actually defining the role. So what does this mean? It means you need to go through and assess in your business where is your biggest bottleneck.Josh 00:02:15  And rather than just saying, hey, I look at all these other companies and everybody has, let's say an operations manager. Just because everybody else has an operations manager doesn't mean that that needs to be your first hire. So you do a two week time study where you're literally analyzing where you spend your time every 15 minutes of the day. This is even personal time and your working time. And then at the end of those two weeks, take a step back and then look at the results, right. Where are you spending most of your time? And if you can identify wow, I'm doing a lot of operational tasks. Well, maybe you need to hire a project manager or wow, I'm doing a lot of marketing tasks or I'm doing a lot of influence or partnerships or whatever that might be. If you can identify that that is where you begin to say, okay, it looks like this is where a lot of my time is going. If I can then replicate somebody else to be doing what I'm doing, at least 80% or better, look at how much time this is going to free up for myself.Chad 00:03:21  That kind of leads us into step two. Then set KPIs and day to day activities and responsibilities.Josh 00:03:27  The next step in step number two is actually defining how you're going to measure that success, right? Don't just say, well, you're you're running the business. Okay. What is that? What does that mean? Right. You're making sure all the projects get completed. The setting KPIs forces you to create measurable activities or events in your business. So for me, I listed one of our KPIs that I listed for our new VP of operations is that 90% of all of our team member KPIs, because every single one of our team members have their own KPIs. 90% of all of those team member KPIs that are reporting to him need to be green. Like we're meeting those targets and above, right? So that's very clear. Like it's not this hey, I need to make sure your team is performing well. It's it needs to be 90% of or above. And we get to measure this specifically every single week I can get a report and say, this week we're at 80%.Josh 00:04:27  All right. We got some room for improvement. This week we're at 95%. Okay, good. We're headed in the right direction. So KPIs are are super important. They've got to be measurable events.Chad 00:04:37  So step three then is listing the job on multiple sites. Are all these things that you have determined in that job posting or is that just handy to know when you've hired t...

Bryan Acton of Peraton joins John Robinson on the Our Ability podcast. In recent trainings we've provided, we see solid resume building (and LinkedIn profile) as essential. Applicant tracking systems are not grabbing resumes that do not have the proper information. Our candidates are being denied at the first step, and so we want to talk about the importance of a strong résumé.Bryan Acton is a proud U.S. Marine Corps and Army veteran who has built a career dedicated to empowering others in their professional journeys. His military service instilled in him a strong foundation of leadership, adaptability, and mission success—qualities he now applies in the civilian sector. As Peraton's SkillBridge Program Manager and Military & Veterans Program Leader, Bryan develops and leads initiatives that support transitioning service members, military spouses, veterans, and candidates of all backgrounds.With extensive expertise in talent acquisition and workforce development, Bryan specializes in helping individuals refine their resumes, conduct effective self-assessments, and prepare for interviews with confidence. He also leverages social media initiatives to strengthen professional branding and expand opportunities for job seekers. Passionate about connecting people with meaningful careers, Bryan is committed to translating experience into success and driving long-term professional growth.

The Saudi Premium Residency program approved 8,000 residents in 2024. Real estate agent Mohammed AlWahhabi said foreign residents seeking “stability and freedom” are driving the surge.View the full article here.Subscribe to the IMI Daily newsletter here. 

MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlAPPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8If you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/bookOther Podcasts mentionedMaria Ruberto - Sleep Your Way To Your Top https://podcasts.apple.com/au/podcast/maria-ruberto-sleep-your-way-to-your-top/id1476501557?i=1000692814647Beep Test Podcast https://anchor.fm/brad533/episodes/Everything-Beep-Test-Training-Mindset-Testing-Technique-e193ff8 Beep test 5 tips https://anchor.fm/brad533/episodes/5-Tips-to-improve-your-Beep-Test-overnight-e2ea493

Steve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Meeting Summary: ICIMS August Workforce Report Analysis Hiring Market Dynamics & Trends Widening gap between job openings and actual hiring activity represents a significant shift in recruitment patterns Hiring declined while openings increased 5% year-over-year in July (06:20) Applicant activity remains higher than previous year despite reduced hiring velocity Historical correlation between openings and hiring has broken down - previously moved together like "twins" but now diverging significantly Perfect storm conditions created by economic uncertainty, workforce changes, and analysis paralysis among hiring managers Root cause identified as growing dissonance between C-suite hiring plans and ground-level hiring manager reality (07:41) Application volume surge across all ATS platforms creating operational challenges Top-of-funnel noise drowning out qualified candidates in the system Quality candidates getting lost in increased application volumes, affecting both candidate experience and bottom-line talent acquisition Recruiters must double down on quality candidate identification processes despite higher volumes Numbers game mentality among job seekers contributing to application inflation Five-hour weekly time savings threshold identified as critical tipping point for AI adoption success (10:26) 24% of current AI users report minimum 5-hour weekly savings versus 13% of non-users believing AI can achieve this level Two-hour minimum threshold appears to be baseline expectation for AI solution viability Non-AI users show higher expectations for minimal time savings (less than 1-2 hours weekly) Clear adoption barrier exists where non-users cannot visualize significant time savings beyond the 2-hour mark AI functionality priorities differ from industry assumptions based on user experience data 55% prioritize screening and assessing candidates as top AI value-add (12:15) 40% focus on matching candidates to jobs as secondary priority Sourcing candidates ranked third, contrary to expected top position Priority alignment reflects current market stress points with high application volumes requiring better filtering Candidate-side matching data shows strong positive response when AI suggests additional qualified positions within organizations Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, I dive into the mindset behind building a business that grows the right way—starting with how we hire. I talk about why first impressions matter so much for new team members, how a structured hiring process sets the tone, and why treating applicants with respect makes a huge impact. I share a few of my own experiences, the lessons I've learned from onboarding, and some practical ways you can create a more professional, welcoming environment for your people from day one.DripJobs Demo: https://calendly.com/dripjobsteam/dripjobsdemoGusto: https://gusto.com/i/tanner269OpenPhone: https://openph.one/referral/8Kc17aqFacebook Group: https://www.facebook.com/groups/173750747824373/?ref=shareFollow me on Instagram: http://Instagram.com/officialtannermullen

Rosanna Berardi, Managing Partner of Berardi Immigration Law, shares what to expect from the administration as they attempt to root out 'anti-Americanism.'

Landing a job at the moment is tough, and a vet on Auckland's North Shore has shared a staggering example of how many people are out there competing for the jobs on offer. Onewa Road Veterinary Hospital co-owner Oliver Reeve spoke to Corin Dann.

Have you ever wondered what it would take to make the shift from an RN to a CRNA? Would it be manageable? Today we're sharing our conversation with two talented women who are in the middle of that process right now. Larry and Kevin sat down with Jasmine Dhalla, BSN, BLS, ACLS, PALS, CCRN, TNCC and Damilola Olarenwaju, BSN, RN, CCRN, TNCC at the AANA Congress in Nashville so they could share their powerful journeys as ICU nurses taking their first steps toward nurse anesthesia school.   Here's some of what we discuss in this episode:

A change in the validity period for GMATs and GREs will impact some applicants this year

China announced on Thursday that it will introduce a new type of visa — a K visa — for young foreign talent in science and technology. 中国于周四宣布，将推出一种新的签证类型——K签证，专门用于吸引科技领域的年轻外籍人才。 The new visa type was unveiled after Premier Li Qiang signed a State Council decree to promulgate a decision amending the country's regulations on the administration of foreigners' entries and exits.新的签证类型是在李强总理签署国务院法令以颁布一项修正案后公布的，该修正案旨在修订我国有关外国人出入境管理的规定。 The decision came as China puts a greater emphasis on building a more proactive, open and effective talent policy.这一决定出台之际，中国正更加注重制定更具前瞻性、更加开放且更加有效的人才政策。 The K visa is a new addition to the ordinary visa categories and the new rules will take effect on Oct 1, according to the decision, which was drafted by the Ministry of Justice, along with the Foreign Ministry, the Ministry of Public Security and the National Immigration Administration.K 类签证是普通签证类别中的新增种类，新规定将于 10 月 1 日生效。该决定由司法部、外交部、公安部和国家移民管理局共同起草。 Applicants for the K visa should be young international professionals in the fields of science, technology, engineering and mathematics who have earned a bachelor's degree or higher from prestigious universities or research institutions. In addition, it will be available to individuals involved in educational or research activities at prestigious universities or research institutions, according to a joint statement released by the four departments on Thursday night.申请 K 类签证的人员应为在科学、技术、工程和数学领域工作的年轻国际专业人才，他们需毕业于知名大学或研究机构并获得学士及以上学位。此外，根据周四晚间由四个部门联合发布的声明，该签证也适用于在知名大学或研究机构从事教育或研究工作的人员。 K visa holders are permitted to engage in activities in fields such as education, science and technology, and cultural exchanges, according to the joint statement.根据联合声明，K 类签证持有者被允许从事教育、科技以及文化交流等领域的工作。 Before this addition, there were 12 visa types classified based on the purposes of visiting China, including the L visa for sightseeing and tourism, the D visa for permanent residence and the G visa for transit through the country. 在此之前，根据访华目的，签证类型共分为 12 种，其中包括 L 类签证（用于观光旅游）、D 类签证（用于永久居留）以及 G 类签证（用于途经中国）。 Compared with other visa types, the K visa will offer holders more convenience in terms of the number of entries, validity period and duration of stay. The eligibility criteria for the K visa are set based on applicants' age, educational background and work experience, without requiring them to have an employer or inviting organization within China, according to the statement.与其他签证类型相比，K 签证将为持有者提供更多的便利，包括入境次数、有效期以及停留时间等方面。根据声明，K 签证的申请资格标准是基于申请人的年龄、教育背景和工作经历设定的，无需要求他们在中国有雇主或邀请机构。 The application process for this visa is designed to be more convenient, streamlining the steps for eligible applicants, it added.该签证的申请流程旨在更加便捷，简化了符合条件申请者的各项步骤，它补充道。 The Foreign Ministry and the Ministry of Public Security, along with embassies and consulates abroad, will step up collaboration in management of the issuance, extension, renewal and replacement of K visas, as well as the residence and stay of K visa holders. They will provide appropriate assistance to applicants and holders of K visas in accordance with the law, the statement said.外交部、公安部以及驻外使领馆将加强在K签证签发、延期、换发和补发以及K签证持有人居留和停留管理方面的协作。声明表示，他们将依法为K签证申请人和持有人提供适当协助。 ● K visa n.K签证/keɪ ˈviːzə/ ● foreign talent n.外籍人才/ˈfɒrən ˈtælənt/

The IUL has become very popular with financially savvy consumers who want fair gains with minimal risk.

MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlAPPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8If you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/bookOther Podcasts mentioned

What if the next generation is already changing the world… and we just haven't been paying attention? If you need proof that the future is in good hands, this conversation will fill your cup. For 25 years, Dr. Jane Thompson has awarded college scholarships to some of Canada's most promising young changemakers—and her front-row seat to their brilliance will leave you inspired. These aren't just students; they're serial problem-solvers, rising against the odds and creating ripple effects that reach far beyond their communities. Chapters0:00 — Introduction& Welcome4:00 — The Scholarship Process: 3000 Applicants for 20 Spots8:00 — Young Changemakers and Generational Optimism11:49 — Scholarships: Impact Beyond Money15:49 — Building National Networks of Leaders28:31 — Break30:45 — The Ripple Effect of Support37:00 — The Power of Belief and Encouragement44:46 — Serial Problem Solvers and Student Stories54:08 — The Bigger Picture: ROI and Historical Perspective01:05:30 — What People Should Know01:12:50 — Closing

MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlAPPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8If you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/bookOther Podcasts mentioned

In this episode of Get Hired, LinkedIn Editor Andrew Seaman sits down with author and team culture expert Shane Hatton. Shane discusses what buzzwords like ‘company culture' and ‘cultural fit' really mean, and how job-seekers can get a feel for a potential employer's workplace culture. He and Andrew also dig into the qualities that make a great leader, including strategies for showing off your leadership skills as a job applicant.  Key Topics: Understanding what company culture really means  The value of diverse perspectives in building stronger teams How to identify your personal values and show up authentically Strategies for positioning yourself as a leader in job interviews What questions to ask when evaluating leadership and workplace dynamics  Links & Resources: Follow Shane Hatton on LinkedIn here Listen to more episodes of Get Hired with Andrew Seaman here  Join the Get Hired community on LinkedIn here

Welcome to the daily304 – your window into Wonderful, Almost Heaven, West Virginia. Today is Tuesday, August 5, 2025. #1 – From WV News – Pitch Southern West Virginia Competition Aspiring entrepreneurs in southern West Virginia counties are invited to apply for the 2025 Pitch Southern West Virginia business idea competition. Applicants have until September 2 to submit and finalists will pitch live at Concord University on November 20. With over $20,000 in cash and technical support on the line, this event helps spark innovation, mentorship, and business growth across the region. Learn more: https://woay.com/wv-hive-accepting-application-for-2025-pitch-southern-west-virginia-business-idea-competition-until-september-2/?utm_source=chatgpt.com   #2 – From MAMC – Reverse Engineering Tech Restores Historic Theater Marshall University's Advanced Manufacturing Center is applying reverse engineering and high-tech tools to restore Huntington's historic Keith-Albee Performing Arts Center to its former glory. From detailed scanning and metalwork replication to structural modeling, the project combines innovation with cultural preservation—reinforcing West Virginia's legacy in arts and craftsmanship. Learn more: https://www.mfg.marshall.edu/mamc-deploys-reverse-engineering-advanced-technology-to-help-restore-grandeur-of-famed-theater/   #3 – From WVNSTV – Ziplining Adventure in WV West Virginia's zipline offerings are reaching new heights—literally. With aerial attractions offered throughout West Virginia, guests can soar through the trees, tackle treetop obstacle courses and more. Pipestem Resort State Park's Pipestem Peaks is just one of the many zipline adventures where adrenaline-seeking folks can get their fix, while also enjoying outdoor activities like boating, fishing, mountain biking and more. Read more: https://www.wvnstv.com/outdoors-wildlife/west-virginia-ziplining-offers-new-heights-for-adventure/   Find these stories and more at wv.gov/daily304. The daily304 curated news and information is brought to you by the West Virginia Department of Commerce: Sharing the wealth, beauty, and opportunity in West Virginia with the world. Follow the daily304 on Facebook, Twitter, and Instagram @daily304. Or find us online at wv.gov and just click the daily304 logo. That's all for now. Take care. Be safe. Get outside and enjoy all the opportunity West Virginia has to offer.

MEMBERSHIP SITE 50% OFFhttps://www.policefit.com.au/armoury.htmlAPPLICATION FORM https://forms.gle/dCjQPF3AZ6wAkBJH8If you want more information on training and nutrition specific to Police Officers and Applicants please head to my free members page. https://www.facebook.com/groups/1725385161090146If you are an applicant in NZ also head of to my NZ support group https://www.facebook.com/groups/1522770991943100If you are an applicant in VIC also head of to my VIC support group https://www.facebook.com/groups/3283328811975620If you are an applicant in NSW also head over to my UCWE support group. https://www.facebook.com/groups/2106768509627725If you are an applicant in QLD also head over to my QLD support group https://www.facebook.com/groups/169532487048956If you are an applicant in SA also head over to my SA support group https://www.facebook.com/groups/1723828061032038If you are an applicant in NT also head of to my NT support group https://www.facebook.com/groups/2376032615894654Also check us out at www.policefit.com.auIf you have any questions feel free to reach out to me directly on Facebook https://www.facebook.com/bradley.williams.5059 or email brad@policefit.com.auAlso check out the team https://www.3zeroscoffee.com.au/ and use code 3zerospolicefit for 10% off your order. Check out CODE ONE CAREERS to book your free interview and psych Prep consult appointment https://www.codeonecareers.com/bookOther Podcasts mentioned

Thinking LSAT Show NotesIn preparation for test week, Ben and Nathan remind students of a foundational piece of advice: treat the official test exactly like you would any other practice test. They apply that advice to everything from testing location decisions to your test week study plan. ⁠Study with our Free Plan⁠⁠Download our iOS app⁠⁠Watch Episode 518 on YouTube⁠0:25 – TicketmastersReddit is full of students panicking about unavailable test center seats due to a 50% increase in August registrations. Demon team members weigh in on the remote vs. in-person testing debate, with Ben and Nathan generally siding with online testing. While there can be proctor issues, they note that this isn't a universal problem and argue that horror stories are often amplified on Reddit while the smooth administrations go unnoticed. 7:36 – Eliminating 4 out of 5 Demon student Tom highlights a valuable LSAT skill: confidently eliminating four answers even if you're unsure why the fifth is right. Ben and Nathan explain the two paths to the correct answer—positive identification or conclusive elimination. When unsure of why a correct answer solves the problem, be sure to learn from that question in review, even if you get the question right.13:12 – The Week Before?Harry asks how to prepare in the final week before his test. The guys say to keep doing exactly what's worked. They caution that even asking this question suggests Harry may be treating the official test differently from practice. Planning to use all five attempts reduces the pressure of any one test. 19:50 – LSAT Demon Dashboard RatingsA listener asks about the purpose behind the Demon's dashboard ratings and how to utilize them effectively. Ben and Nathan explain that there were two primary goals: motivation and more immediate feedback. They emphasize that rating changes aren't always linear, and minor drops shouldn't be discouraging.24:40 – Video Explanations for RCConnor wonders if he should still review RC videos when he got everything right. Ben and Nathan say yes—especially if the passage felt confusing or required guesswork. Watching how teachers read can improve your process, not just your accuracy.28:32 – Transcript Petition SuccessMegan shares how she successfully petitioned to remove bad grades from her transcript. Ben and Nathan read the letter she used and suggested others in similar situations should try this approach. They note that smart, respectful advocacy can yield real results.40:28 – Applying BroadlyA student recounts accepting a partial scholarship and still facing six-figure debt. Ben and Nathan stress that 80% of law students receive scholarships and that partial offers can still lead to heavy debt burdens. Applicants should apply broadly and reject the idea that a “generous” offer is good enough if it means massive loans.Check out the LSAT Demon Scholarship Estimator47:00 - Word of the Week - Askance“The judge also looked askance at Anthropic's acknowledgement that it had turned to downloading pirated books in order to save time and money in building its AI models.”Get caught up with our ⁠Word of the Week⁠⁠ library. 

AP's Lisa Dwyer reports that U.S. visa seekers might have to put money up front.

Plus Vibe coding Takes OverLike this? Get AIDAILY, delivered to your inbox 3x a week. Subscribe to our newsletter at https://aidaily.usAI Super‑Stimulant: Big Tech Pumping Trillions into the EconomyBig Tech is dropping nearly $400 billion in 2025 on AI infrastructure—think data centers, chips, energy—to keep the U.S. economy humming. That capex surge is propping up GDP and job growth, especially in energy and construction. But critics flag bubble risks and uneven worker benefits. How ‘Vibe Coding' Is Creating a New AI EconomyVibe coding is letting founders build AI projects just by chatting with an LLM—no traditional coding needed. Startups are launching fast, scaling quick, and raking in revenue before ever typing a single line. It's sparking a whole AI economy around prompt-powered builds.San Francisco's Young AI Entrepreneurs Fuel $50B Tech BoomTwentysomething CEOs—many skipping elite schools—are sprinting into AI startups in SF, pulling in over $50 billion so far. They're shaking up healthcare, autonomy, and more. But with fame comes housing pain, ethics drama, and epic pressure. Meet the Gen Zers Who Said “Nah” to AI—And Are Calling It OutA crew of Gen Z women (ages 23–27) are swearing off AI—blocking it wherever, calling out friends who use it. Their beef? AI's eco-waste, fake creativity, lost jobs, and weakening human connection. They believe ditching the tech is the real flex. Will AI Do More Harm Than Good to the Environment?AI could cut global CO₂ by ~5.4 Gt per year by 2035—especially in power, transport & food—outpacing its own emissions. But watchdogs warn: training big models guzzle energy, water & make e‑waste, and rebound effects might undo gains. The verdict? It's a net positive only if managed smart.AI Is Running Your Job Interview—And We're All Freaking OutAI-driven interviews are taking over—bots analyze your tone, answers, even facial cues while humans get sidelined. Applicants are straight-up rejecting AI interviews, calling them impersonal and a red flag for sketch culture. Employers are being forced to add transparency, on-site verification, and human oversight to stay legit.‘The AI Job Cuts Are Accelerating'Companies are ramping up AI-led layoffs—turning to automation and restructuring roles to stay lean. Staff churn is surging in tech and beyond, leaving workers facing uncertainty and forcing many to upskill just to keep up.

Send us a textIn this episode, we talk to Kirsten Kaiser Kus. She is a defense attorney and an equity owner at Downey & Lenkov LLC, leading their Indiana practice. She brings deep experience from both the plaintiff and defense sides of workers' compensation. She shares how her involvement with CLM and litigation education shaped her expertise and helped grow her professional network.We explore the many stakeholders in the workers' compensation system. Kirsten discusses distinctions between plaintiff-side and defense-side stakeholders and how they interact—or clash—within systems that vary state by state.On the plaintiff (applicant) side, she highlights challenges such as unrealistic expectations, lack of understanding of legal metrics, and client control issues. Then she systematically breaks down the far more complex defense side, detailing the roles of carriers, TPAs, hearing members, medical providers, mediators, ombudsmen, vendors, brokers, excess carriers, self-insured clients, and even how politics play out in our system.Throughout our conversation, Kirsten emphasizes one central principle: communication is critical. Where, oh where have we heard that before? Whether navigating expectations, coordinating stakeholders, or managing the risk of expensive cases, clear, proactive, and coordinated communication is what drives effective outcomes.Stakeholders in the Workers' Comp Ecosystem:Injured Worker The employee who was hurt at work and seeking benefits.Applicant's Attorney / Claimant's Attorney / Plaintiff's Attorney / Petitioner's Counsel The lawyer representing the injured worker (term varies by state).Defense Attorney The attorney representing the employer or insurance carrier.Employer The company where the injured worker is employed; also referred to as "the insured."Insurance Carrier The insurance company providing workers' comp coverage to the employer.Third-Party Administrator (TPA) An outside company that manages the administration of claims on behalf of self-insured employers or insurance carriers.Broker An insurance advisor who helps employers obtain and manage coverage.Self-Insured Employer A company that pays claims out-of-pocket, often with excess insurance coverage.Excess Carrier The insurer that covers costs beyond a self-insured employer's retention layer.Hearing Member / Judge / Commissioner The official who hears and rules on workers' compensation disputes.Ombudsman A state-provided guide who assists unrepresented workers.Mediator A neutral party who helps both parties involved in a litigated case try to settle the case before trial.Medical Provider Doctors and other clinicians who treat the injured worker.Nurse Case Manager (NCM) A licensed nurse who helps coordinate medical care and communicate with all stakeholders. NCMs are often called in to help coordinate more complex claims. Vendors Service providers such as interpreters, transportation, Medicare compliance experts, durable medical equipment (DME) suppliers, and home modification specialists.Subrogation Counsel / Third-Party Recovery Attorneys or departments pursuing reimbursement when a third party (not the employer) caused the injury.Family Members Often involved in influencing the injured worker's decisions and expectations, an important perspective to keep in mind througho¡Muchas Gracias! Thank you for listening. We would appreciate you sharing our podcast with your friends on social media. Find Yvonne and Rafael on Linked In or follow us on Twitter @deconstructcomp

Applicants receive five-year renewable residencies with no physical presence requirements, but the program appears to offer no path to citizenship for non-Muslims as per existing laws.View the full article here.Subscribe to the IMI Daily newsletter here. 

Ben and Nathan push back against hype-driven decisions, urging students to ignore rising August LSAT registrations and wait to test until their practice scores consistently reflect readiness. They caution against chasing perceived trends, whether that means rushing to take an “easier” test or relying on gimmicks like diagramming. Even if more conditional logic appears in Logical Reasoning, the path to success remains the same: focus on intuitive understanding and resist shortcuts that only complicate the test.⁠Study with our Free Plan⁠⁠Download our iOS app⁠⁠Watch Episode 517 on YouTube⁠0:30 – August 2025 RegistrationsDespite an increase in August test registrations, Ben and Nathan stress that this shouldn't affect your personal test date. Wait to sign up until your practice test scores indicate that you're ready. They remind listeners that perceptions of an “easier” test are misleading. 14:26 – Still No Need To Diagram Henry asks if LR sections now contain more conditional logic. Ben defends the intuitive approach even on the most conditional-heavy questions, while Nathan notes that LR will never match the complexity of logic games. Diagramming, among other gimmicks, are magic beans sold to students. These strategies only complicate the test and inhibit meaningful understanding. 22:17 – Michigan AI EssayJordan sends in a Michigan Law prompt inviting applicants to use generative AI. The guys are critical of the prompt but applaud the school for acknowledging AI's role. They discuss how this reflects evolving attitudes toward AI in legal education.30:06 – Why Don't You Want Me to Go This Fall?Lizzy expresses pressure to apply quickly despite not feeling ready. Ben and Nathan explain why waiting until you have your best score matters most. They warn against a “one-and-done” mindset and emphasize that rushing leads to lower scores, worse offers, and possible regret.40:20 – Listing AwardsA listener asks whether they should list awards they haven't officially received yet. The advice: yes, include them—just mark them as “expected.”42:08 – Online JD ProgramsAre online JDs respected? Do they get scholarships? The guys argue there's little meaningful distinction between online and in-person programs. Applicants should still apply early and broadly to maximize scholarship offers.51:22 - Word of the Week - UnlessInnovation cannot thrive unless organizations embrace risk-taking.Get caught up with our ⁠Word of the Week⁠⁠ library. 

As conservatives, we champion secure borders, the rule of law, and an America First agenda that prioritizes our citizens. But putting America first isn’t just about policy, it’s also about investment and capital. This may surprise you, but foreign investment can help us secure our nation. The right type of foreign investment. The EB-5 Immigrant Investor Program is working and working very well. It’s a system that channels foreign wealth into U.S. businesses: creating jobs and boosting our economy without costing taxpayers anything. Like most programs in D.C. the program is now the center of controversy. Fake news, misinformation, and sensationalistic rhetoric is now being spread about the EB-5 visas. It may come as no surprise, but do NOT believe what you hear. The system is a win for Americans. We get wealthy, freedom-loving foreigners who are willing to invest in American businesses in return for the ability to come and live here. Which means instead of importing poverty to America, like the previous administration, we import entrepreneurs who will help America grow and prosper. Congress established the EB-5 visa program in 1990. It’s designed as a fast track to permanent residency for foreigners who invest significant capital in U.S. businesses. Those businesses must create at least 10 full-time jobs for American workers. The EB-5 program fuels the growth of small business in America. And small business is at the heart of our economy. I have seen firsthand, EB-5 investment in poor rural areas in America as well as inner city areas that are both plagued with unemployment. The investors often put up at least $800,000 dollars or more often in places few Americans are willing to invest in. The entrepreneur seeking a residency in America gets no guarantees except the shot at receiving a green card, provided they meet the strict requirements. What critics refuse to tell you is that this program has already pumped billions into our economy, generating tens of thousands of jobs, all while maintaining a pristine record of investor integrity. As a business owner I see how the program turns foreign capital into American opportunity. Between 2008 and 2021, EB-5 generated $37.4 billion in foreign direct investment, funding projects like hotels, infrastructure, and real estate developments. These aren’t pie-in-the-sky schemes; they’re concrete contributions to American communities that need it most. The EB-5 program employs a rigorous application process because we want to ensure we are only inviting in pro-America, pro-freedom investors. Applicants must follow strict protocol: proving their funds are lawful, undergoing extensive background checks, and sustaining their investment for years. If EB-5 visa holders don’t live up to requirements, their visas are revoked. The program’s track record speaks for itself. I can’t find any evidence of EB-5 visa holders being convicted of crimes or causing problems in America. In 2005, government investigators found fraud on behalf of program operators not the investors. Those responsible were arrested and prosecuted. In 2022, Congress refined the EB-5 visa system leading to better oversight and vetting of potential investors. As a result, program compliance rates are now reaching all time highs. This isn’t a wide-open floodgate to America either. The EB-5 program has an annual allocation of fewer than 10,000 visas. In 2024 we saw that many foreigners use the Biden era CBP One app to enter America each day! Unlike other visa programs, it doesn’t displace American workers; it creates jobs for them—over 1.7 million between 2016-2019 alone. These are American jobs created with foreign money, that could have been spent elsewhere. The EB-5 visa program is self-funded, with zero cost to the taxpayer. It’s a model of what immigration policy should be: selective, merit-based, and America-first. Under President Trump’s leadership, the program was strengthened, with investment thresholds raised in 2019 to ensure only serious investors qualify. The 2022 reforms added more transparency and accountability. The program proves, we can have secure borders and economic growth. We don’t have to choose. EB-5 visa holders are investors, not freeloaders. They don’t drain our government services, they create a tax base to help pay for those services. These are America-loving investors who want to build America with us. The EB-5 program proves it’s possible to uphold conservative principles while harnessing global wealth for American prosperity. Congress should expand this program, maximize its potential, and send a clear message: America is open for business, not for open borders. Grant Stinchfield is the host of Stinchfield on Real Americas Voice as well as his own podcast with the same title. He can also be found hosting “The Morning Answer” in AM870 in Los Angeles. Go to http://freegoldguide.com/grant or call 800 458 7356 for your free Colonial Metals Group retirement protection kit – created specifically for our listeners where you can get up to $7500 in free Silver. www.EnergizedHealth.com/Grant www.PatriotMobile.com/Grantwww.Get20Now.comTWC.Health/Grant Use "Grant" for 10% Off See omnystudio.com/listener for privacy information.

Orange County officials are asking for $10 million in restitution money from former supervisor Andrew Do. California joins other states in suing the Trump administration over access to SNAP (food stamp) data. The University of California system admitted more in-state students this year. Plus, more.Support The L.A. Report by donating at LAist.com/join and by visiting https://laist.comVisit www.preppi.com/LAist to receive a FREE Preppi Emergency Kit (with any purchase over $100) and be prepared for the next wildfire, earthquake or emergency! Support the show: https://laist.com

Easy requirements made the Destination Thailand visa popular, but administrative roadblocks may limit its appeal.View the full article here.Subscribe to the IMI Daily newsletter here. 

Clark County is seeking applicants to fill two upcoming District Court vacancies. Judges Sonya Langsdorf and Kelli E. Osler are set to retire later this year. Applications are due by Aug. 8. https://www.clarkcountytoday.com/news/county-seeks-applicants-to-fill-two-open-district-court-seats/ #ClarkCounty #DistrictCourt #JudicialVacancy #LegalAppointments #JudgeRetirement #CountyCouncil #WashingtonLaw

The Clark County Board of Health is accepting applications for three open seats on its Public Health Advisory Council. Positions include a nurse, medical doctor, and aging community representative. Applications are due Aug. 29. https://www.clarkcountytoday.com/news/board-of-health-seeks-applicants-for-three-public-health-advisory-council-positions/ #ClarkCounty #PublicHealth #PHAC #HealthAdvisory #CommunityHealth #BoardOfHealth #VolunteerOpportunity #HealthyCommunities

Clark County is seeking applicants for four open seats on its Parks Advisory Board. Members advise on parks planning and development. Applications are due Sept. 1. https://www.clarkcountytoday.com/news/county-seeks-applicants-for-parks-advisory-board-3/ #ClarkCounty #ParksAdvisoryBoard #PublicParks #CommunityEngagement #VolunteerOpportunity #BoardService #EquityAndInclusion #ParksPlanning

South Dakota State University Extension is seeking applications from individuals or organizations that would like to host an Annie’s Project in their community. See omnystudio.com/listener for privacy information.

Is your team's AI strategy tailored for a fast-moving startup or a high-stakes enterprise? The answer could determine your success or failure. We're rejoined by Itamar Friedman, co-founder and CEO of Qodo, to break down what separates engineering teams that truly thrive with AI from those that are just experimenting, explaining why the path to success is fundamentally different for a startup that needs speed versus a large enterprise that must untangle bottlenecks.Itamar reveals his vision for the evolution from "vibe coding" to a more mature "grounded coding" that relies on structured workflows and rich, automated context. He also points to the trend of dev platform teams as the future "agent keepers" who will own the holistic and safe implementation of AI. Itamar provides an actionable playbook for leaders: map your current processes, identify your biggest bottleneck, and find a specialized AI tool for that specific problem.Check out:The DevEx guide to AI-driven software developmentWorkshop: The AI upgrade to your SDLCFollow the hosts:Follow BenFollow AndrewFollow today's guest(s):Learn more about Qodo qodo.aiConnect with Itamar Friedman on LinkedInFollow AI thought leader Andrej KarpathyReferenced in today's show:Announcing the real next chapter of WindsurfI still care about the codeMcDonald's AI Hiring Bot Exposed Millions of Applicants' Data to Hackers Who Tried the Password ‘123456'Meta poaches even more AI talent Block launches a grant program for high impact OSS contributions to gooseSupport the show: Subscribe to our Substack Leave us a review Subscribe on YouTube Follow us on Twitter or LinkedIn Offers: Learn about Continuous Merge with gitStream Get your DORA Metrics free forever

Recent policy changes boost Hong Kong's NCIES applications and approvals as officials project HK$30 billion in inflows by year's end.View the full article here.Subscribe to the IMI Daily newsletter here. 

POV: You've just stumbled across an AMAZING job ad on LinkedIn, but you immediately notice that dreaded “100+ applicants” warning, and suddenly, imposter syndrome kicks in. In this week's episode, Sarah and Emma break down the truth behind LinkedIn's job stats and why that scary number might not be as intimidating as it seems. We unpack the four different “buckets” of applicants, explain how many people actually meet the full criteria (hint: it's less than you think), and why being a good match still gives you a solid shot, even in a tough market.If you've ever felt discouraged seeing high applicant numbers, this episode will change how you think about competition and help you refocus your energy where it counts.

Register for FREE Infosec Webcasts, Anti-casts & Summits – https://poweredbybhis.com 00:00 - PreShow Banter™ — Traditional Finger00:21 - BHIS - Talkin' Bout [infosec] News 2025-07-1401:29 - Story # 1: ‘123456' password exposed chats for 64 million McDonald's job chatbot applications22:12 - Story # 2: Employee gets $920 for credentials used in $140 million bank heist33:50 - Story # 3: Microsoft laying off about 9,000 employees in latest round of cuts37:21 - Story # 5: Scammy YouTube Ads46:31 - Story # 6: New ServiceNow flaw lets attackers enumerate restricted data

John and Craig welcome back Scott Frank (The Queen's Gambit, Dept. Q) to offer their best advice to film students and the people who teach them. They look at ways to improve how we educate writers, and offer advice to an aspiring development executive. We also look at the intrinsic vs. extrinsic motivations of characters in Scott's new series, Dept. Q, follow up on the decline of sex in movies, and ask, what genres of movies should people see at least one of? In our bonus segment for premium members, John, Craig and Scott take a broader view of education in America to see what they've learned and what they would change. Links: Dept. Q on Netflix Scott Frank Scott's last time on Scriptnotes, Episode 476: The Other Senses Everyone Is Beautiful And No One Is Horny by RS Benedict for Blood Knife Scriptnotes 639: Intrinsic Motivation Antimemetics: Why Some Ideas Resist Spreading by Nadia Asparouhova Elmore Leonard's Perfect Pitch by Anthony Lane for The New Yorker Richard Price's Street Life by Kevin Lozano for The New Yorker McDonald's AI Hiring Bot Exposed Millions of Applicants' Data to Hackers Who Tried the Password ‘123456' by Andy Greenberg for Wired Get a Scriptnotes T-shirt! Check out the Inneresting Newsletter Become a Scriptnotes Premium member, or gift a subscription Subscribe to Scriptnotes on YouTube Craig Mazin on Instagram John August on Bluesky and Instagram Outro by Nico Mansy (send us yours!) Scriptnotes is produced by Drew Marquardt and edited by Matthew Chilelli. Email us at ask@johnaugust.com You can download the episode here.

UK police make multiple arrests in the retail cyberattack case.  French authorities arrest a Russian basketball player at the request of the U.S. A German court declares open season on Meta's tracking pixels. The European Union unveils new rules to regulate artificial intelligence. London's Iran International news confirms cyberattacks from Banished Kitten. Treasury sanctions a North Korean hacker over fake IT worker schemes. Microsoft confirms a widespread issue preventing organizations from deploying the latest Windows updates. Agreements over AI help end a year-long Hollywood strike. Researchers take an  in-depth look at ClickFix. I'm joined by Ben Yelin and Ethan Cook for a look at Congress' recent attempt to limit AI regulation through preemption. Password insecurity with a side of fries. Remember to leave us a 5-star rating and review in your favorite podcast app. Miss an episode? Sign-up for our daily intelligence roundup, Daily Briefing, and you'll never miss a beat. And be sure to follow CyberWire Daily on LinkedIn. CyberWire Guest Today we're sharing our latest Caveat Policy Deep Dive—a special segment where we explore the legal and policy forces shaping our digital lives. In this episode, Ethan Cook joins hosts Dave Bittner and Ben Yelin to break down a recent attempt by Congress to use preemption as a way to block state-level AI laws, and what this means for the ongoing tug-of-war over who should regulate AI in America. For the full conversation and a deeper dive into the implications of this federal vs. state showdown, check out the Caveat podcast Selected Reading UK police arrest four in connection with M&S and Co-op cyberattacks (Reuters) Russian Basketball Player Arrested in France at Request of United States (The Moscow Times) German court rules Meta tracking technology violates European privacy laws (The Record) European Union Unveils Rules for Powerful A.I. Systems (The New York Times) Leaked materials came from previously reported cyberattacks, Iran International confirms (Iran Insight) Treasury sanctions North Korean over IT worker malware scheme (Bleeping Computer) Microsoft confirms Windows Server Update Services (WSUS) sync is broken (Bleeping Computer) Industry video game actors pass agreement with studios for AI security (Reuters) Fix the Click: Preventing the ClickFix Attack Vector (Palo Alto Networks) McDonald's AI Hiring Bot Exposed Millions of Applicants' Data to Hackers Using the Password ‘123456' (WIRED) Audience Survey Complete our annual audience survey before August 31. Want to hear your company in the show? You too can reach the most influential leaders and operators in the industry. Here's our media kit. Contact us at cyberwire@n2k.com to request more info. The CyberWire is a production of N2K Networks, your source for strategic workforce intelligence. © N2K Networks, Inc. Learn more about your ad choices. Visit megaphone.fm/adchoices

Get the Five Mere Christians book here → https://amzn.to/4lB9M91Read the first chapter for free (Fred Roger's story) → https://www.jordanraynor.com/fredSee more of Kaleigh's work with Jordan Raynor  → https://www.jordanraynor.comWhat if your “ordinary” job isn't ordinary at all? What if God is using your faithfulness in unseen and uncelebrated work to prepare you for something far greater, maybe even for eternity?In this episode, I'm joined by Kaleigh Cox, co-author of Five Mere Christians and VP of Marketing at Jordan Raynor & Company. We talk about overcoming the fear of living an “ordinary life,” finding purpose in the jobs we don't always love, and how to steward your current work well, even when it doesn't feel like your dream job.We discuss:Why God cares about your workHow to steward your current job well (even if it's hard)Kaleigh's journey from fearing an ordinary life to embracing it with purposeThe impact of faithfulness in small thingsPractical advice for creatives and career pivoters longing for meaningIf you feel stuck in a job that doesn't feel meaningful, this is for you.Cheering you on,Kelsey Kemp & Audrey BagarusBOOK A FREE CALL WITH US THIS WEEK: https://calendly.com/audrey-tcc/consultation-call?month=2025-01FREE CAREER COACHING RESOURCES:Free Training: How to Find and Land a Job You Feel Called to in 8 Straightforward Steps → https://thecalledcareer.com/our-processMore of a reader? ⁠Download the 22 page PDF⁠ version instead → https://thecalledcareer.mykajabi.com/PDFFOLLOW US ON OTHER SOCIALS: