Podcasts about ATS

David Jenyns had 15 people on his team when he realized his business still couldn't function without him. Every client wanted him personally. Every escalation came back to him. He was working long hours and couldn't switch off. When he thought about taking time off to be present for the birth of his first child, it filled him with anxiety rather than excitement. "It was a little bit scary when I realized, hey, if I'm not working, the business isn't working." David is the founder of SYSTEMology, a three-times bestselling author of Authority Content, SYSTEMology, and Systems Champion, and a TEDx speaker. He has built and exited multiple businesses and, in 2016, systemized himself out of Melbourne SEO Services by documenting the business, hiring a CEO, and stepping away from day-to-day operations. He has since personally coached 223 businesses across 48 industries and 27 countries. In this conversation, David and Mark explore why founder dependency is so common in recruitment businesses, why it often gets rewarded in the early stages, and how agency owners can break the cycle. David explains the Critical Client Flow, the knowledgeable worker concept, the Systems Champion role, and why documented processes have become even more valuable in the age of AI. In this episode: Why the traits that help build a recruitment business can eventually limit its growth The Critical Client Flow and how to identify the systems that matter most How to distinguish between the work that requires your expertise and the work that doesn't Why key person dependency creates risk beyond just the founder How to capture the knowledge inside your team's heads before it walks out the door The Systems Champion role and how it drives systemization from within How AI can turn recordings into first-draft process documentation Why businesses with documented processes are getting the most out of AI right now What happened when ChatGPT disrupted a quarter of David's business almost overnight Episode Highlights [2:08] Why David's agency became dependent on him despite having 15 team members [4:15] The catalyst: finding out his wife was pregnant [9:03] Why founder dependency gets rewarded in the early stages [13:16] Systemize everything around the magic [19:58] The Critical Client Flow: where to start [25:32] The knowledgeable worker concept [27:41] The Systems Champion role [38:40] Building a Systems Hub for your intellectual property [47:03] How ChatGPT disrupted David's business overnight [49:06] Why process documentation is now the foundation for AI adoption About David Jenyns David Jenyns is the founder of SYSTEMology and a three-times bestselling author. His books, Authority Content, SYSTEMology, and Systems Champion, have been endorsed by Michael Gerber, Gino Wickman, and Allan Dib. A TEDx speaker and serial entrepreneur, he has personally coached 223 businesses across 48 industries and 27 countries. He also hosts the podcast Business Processes Simplified and runs systemHUB, a platform for business process documentation. Connect with David: LinkedIn: linkedin.com/in/david-jenyns SYSTEMology: systemology.com systemHUB: systemhub.com Podcast Partner Recruiterflow is an AI-first ATS and CRM built for modern recruitment agencies. Book a demo: recruitmentcoach.com/recruiterflow Free Resources Seven Figure Freedom Scorecard: recruitmentcoach.com/scorecard Free Strategy Session: recruitmentcoach.com/strategy-session Connect with Mark Free 30-minute strategy call: www.recruitmentcoach.com/strategy-session LinkedIn: linkedin.com/in/mwhitby Twitter: @MarkWhitby Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter: https://plinkhq.com/i/1489513354

If you've been wondering why the modern job market feels like a dystopian simulation, the latest episode of The Chad and Cheese Podcast is here to validate your existential dread. Chad, JT, and Lieven are back to dissect the tech industry's latest "innovations" with their usual cocktail of empathy, candor, and plenty of well-deserved swearing. Indeed's Blind Faith in AI Sourcing The Stanford Study: Proof You're Being Blacklisted Teaching Your Humanoid Replacement Zuckerberg Says "My Bad" (Sort Of) "Generating assumptive qualifications or requirements is a hiring decision... If AI's doing that for you... it's the most stupid fucking non-scalable thing." — Chad Sowash "No job seeker should be required to give their data, not know where it's going, and not know how it's being used. And this is what got exposed." — JT O'Donnell Are we heading toward JT's utopian dream of golfing all day while robots do the laundry, or are we just funding our own automation? Stop screaming into the ATS void. Hit play, get educated, and subscribe to HR's most dangerous podcast right now.

Dr. John Fleetham chats with Dr. Barbara Jones about her ATS guideline, "Diagnosis and Management of Community-acquired Pneumonia. An Official American Thoracic Society Clinical Practice Guideline."

Et si les meilleures idées pour améliorer vos recrutements ne venaient pas du recrutement ?

Most resumes fail not because of font or margins, but they are not clear.Is your resume communicating value?Join Jason Hopper and guest host talent acquisition specialist Scott Butnick when they talk resumes!You'll learn how to create a clean format, ATS compliance, and what actually makes a resume work!

Send us Fan MailYou don't often get to hear from someone who's spent 32 years inside one of the world's biggest recruitment agencies and still has a clear view of what matters. Darren joins us to share how he “fell into recruitment” in early 90s London, survived the boiler room pace, and eventually helped build Hays into a powerhouse across Queensland.We dig into the real differences between UK recruitment and Australian recruitment culture, especially in Brisbane and regional Queensland. London can be transactional and outcome-first, while Queensland recruiting often rewards relationships, trust and showing up in person. Darren explains how the same recruitment methodology can land very differently depending on the market, and what that means for client management and candidate experience.We also get practical on systems and leadership: why CRM and ATS rollouts are so hard in big agencies, how to win buy-in (including pulling sceptics closer), and how to manage KPIs when your most experienced recruiters operate on instinct and deep networks. Darren shares why compliance and customer service can't be an afterthought, plus what the GFC taught him about redundancies, humanity and leading when it hurts.If you're building a recruitment agency, running a team, or trying to stay sane while chasing targets, this one is packed with grounded lessons. Subscribe, share it with a recruiter mate, leave us a review, and tell us: what's the hardest change you've had to lead in your business?Support the show· Our Website is: xrecruiter.io

Madison Montgomery is back, and in this episode, we did what Paul Downs and Meg Stalter inspired us to do…turned our 1:1 into a podcast episode. The result is a session of unfiltered chaos covering our first ATS implementation together (which is going exactly as well as you'd imagine when two non-detail-oriented people configure a system while actively recruiting on it), Summer House drama through an HR lens, my newly discovered cowboy era, and why neither of us will ever truly get to enjoy the company retreats we plan.  If you've ever been the person behind the process who never gets to just experience the process, you'll probably relate to this discussion! 00:00 - Intro 04:55 - Implementing an ATS For the First Time 14:48 - What to Expect in Austin in August 21:23 - Hebba's Favorite Recent Story About Her Mom 28:14 - Other Firsts for Madison This Year 42:04 - Supporting Employees When They're Dealing With Grief 44:35 - Who Would Play Hebba and Madison in a Movie? --- The Predictive Index behavioral assessment reveals how people work, think, and thrive—so teams can understand each other better and perform at their best. Because when you truly understand your people, work just works. Learn more: ⁠⁠⁠⁠⁠⁠⁠⁠trypi.com/ihateithere⁠⁠⁠⁠⁠⁠ --- If you love I Hate It Here, sign up to Hebba's newsletter! It's for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. ⁠⁠⁠⁠https://workweek.com/discover-newsletters/i-hate-it-here-newsletter/⁠⁠⁠⁠ And if you love the podcast, be sure to check out⁠⁠⁠⁠ https://www.youtube.com/@ihateit-here⁠⁠⁠⁠ for even more exclusive insider content! --- Follow Madison LinkedIn: https://www.linkedin.com/in/madison-montgomery14/ Follow Hebba YouTube:⁠⁠⁠⁠ https://www.youtube.com/@ihateit-here/videos⁠⁠⁠⁠ LinkedIn:⁠⁠⁠⁠ https://linkedin.com/in/hebba-youssef⁠⁠⁠⁠ Twitter:⁠⁠⁠⁠ https://twitter.com/hebbamyoussef⁠⁠

Policeman To Face Murder For Tear-gassing Resident To Death In Edohttps://osazuwaakonedo.news/policeman-to-face-murder-for-tear-gassing-resident-to-death-in-edo/#Amnesty #Benin #Children #Ebojele #Edo #keke #Okpebholo #Police #UNBarely 48 hours after a serving police officer on May 25, 2026 at Uwelu area of Ogida quarters in Benin City tear-gas a resident to death, Matthew Akubo, a tricycle rider who is also said to be an ex police officer of an elderly age, a more devastating tragedy was apparently averted on May 27, 2026 at the Samuel Ogbemudia Stadium during the 2026 Children's Day Celebration when some security operatives used pepper spray on school children who came for the celebration, an action capable of causing death but the Chief Medical Director, Edo Specialist Hospital, Dr Anthonia Njoku denied and dismissed the claims that about 5 children died as a result of the incident, and the Edo Command of the Nigeria Police Force in a press statement failed to state if there was any death casualty or not, but stated that 4 persons including the seller of the pepper spray chemical substance have been arrested and detained  in connection with the Children's Day incident, adding that, the policeman who caused the death of the tricycle rider has been in detention waiting to be arraigned for possible act of murder, this, our research study shows that the less lethal weapon of chemical substances like tear-gas and pepper spray may be seen as an act of deliberate murder or attempted murder if used on a closed range, enclosed enviroenment like hall; big or small because the chemical substances from our assessment are meant only to be used on a long range open air outdoor spaces where people have alternatives means to run and leave the contaminated areas and inline with global standard on the use of the chemical substances, tear gas is never meant to be used on vulnerable populations or individuals with medical conditions, as international bodies like the United Nations Office of the High Commissioner for Human Rights, OHCHR and health organizations warn it can cause permanent injury, severe complications, or death, in addition, the chemical causes instant airway constriction that can trigger fatal respiratory failure in people with asthma or COPD—a severe risk that prompted the American Thoracic Society, ATS to call for a total moratorium on its use, because, simultaneously, the intense physical stress can induce cardiac arrest in those with heart disease, as documented by Physicians for Human Rights, PHR, and according to strict deployment standards from Amnesty International, infants and young children face significantly higher risks because their developing lungs breathe faster, and heavy gas vapors settle near the ground, pregnant individuals face severe risks of premature labor or miscarriage, a danger highlighted in field reports by National Nurses United and reproductive toxicology data published by the National Institutes of Health, NIH, also, the elderly suffer prolonged tissue damage due to a reduced physical ability to flee, and finally, the American Lung Association warns that people with eye conditions—especially contact lens wearers—can suffer chemical burns and permanent vision loss from trapped toxins, though legally, while the Chemical Weapons Convention, CWC permits domestic law enforcement usage, the UN Guidance on Less-Lethal Weapons explicitly dictates that police operations must give special consideration to these protected groups to avoid unlawful, disproportionate force. #OsazuwaAkonedoBecome a supporter of this podcast: https://www.spreaker.com/podcast/osazuwaakonedo--4980924/support.Kindly support us for more productivity and efficiency in news delivery.Visit our donation page: DonateYou can also use our Mobile app for more news in different formats: CLICK TO DOWNDLOAD ON GOOGLE PLAY STORE 

GEO vs SEO: What Recruitment Marketers Need to Know in 2026   Everyone know's the search landscape has fundamentally shifted.   In 2026, candidates are no longer typing keywords into Google - they are asking AI assistants where to work, who pays fairly, and which cultures actually thrive. If your recruitment marketing strategy still revolves around traditional SEO alone, you are optimising for a shrinking platform while missing the one that is exploding.   Join us for a critical livestream exploring the new battleground between Generative Engine Optimisation and classic Search Engine Optimisation.   • Why keyword density is dying while entity recognition and semantic context dominate AI search   • How AI engines summarize your employer brand without ever sending traffic to your career site   • The structured data revolution: schema markup that helps LLMs cite your jobs and culture pages   • From backlinks to citations: how GEO rewards authoritative mentions differently than SEO   • The zero-click crisis: when candidates get salary and culture answers without visiting your ATS   • Voice and conversational search: optimising for "best places to work near me" spoken to assistants   • Content architecture: why job descriptions must be parsed by machines before they impress humans   • The trust equation: how AI models rank employers based on aggregated web sentiment and reviews   • Measurement mismatch: why ranking #1 in Google matters less when ChatGPT answers the query first   • Budget reallocation frameworks: splitting your 2026 spend between discoverability and generative authority   The recruiters who win 2026 will not be those with the most backlinks - they will be the ones AI systems confidently recommend to curious candidates. Do not let your employer brand become invisible in the generative search revolution. We're on Friday 12th June, 2pm BST.   Register by clicking on the green button (save my seat) and follow the channel here (recommended) and bring your team the strategic blueprint that keeps your talent pipeline full as candidate behaviour evolves.   Ep387 is supported by our friends Joveo   High-Performance Recruitment Marketing Powered by Agentic AI. Integrated Talent Attraction - everything before the ATS.   Find out more here

What happens when recruiting becomes faster—but less personal? Host Kortney Harmon sits down with Denise Chaffin, CEO of TopSource Talent and host of the Talking TA podcast, to explore why relationship intelligence remains one of the most valuable competitive advantages in an increasingly automated industry.Drawing on nearly four decades in talent acquisition, Denise traces the evolution of recruiting from Rolodexes and classified ads to AI-powered platforms. She shares why trust, transparency, and follow-through still shape candidate and client experiences—and how recruiters can use technology to strengthen relationships rather than replace them. From building influence through consistent communication to turning ATS platforms into relationship memory systems, Denise offers a practical framework for balancing efficiency with authentic human connection.Discover why the recruiters who thrive in the AI era will be the ones who use technology to scale trust—not replace it.________________Follow Denise Chaffin on LinkedIn: LinkedIn | DeniseFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Yep, there is a gap between available jobs and job ready candidates. There are jobs available, but employers are becoming much more selective about who they hire. A few years ago, many facilities were simply trying to fill positions. Today, employers are looking for candidates who can bring reliability, flexibility, safety awareness, and productivity on their first day.  What many of us applicants don’t realize is that employers are often evaluating far more than just experience. I'm Marty here with Warehouse and Operations as a Career. So let’s talk about that.  I recently was enjoying lunch with a long time mentor and the subject of hiring came up. He made a point I had to ponder on for a moment.  He commented that although training was expensive, and of course experience is important, he had learned or felt like, in todays environment, things like attendance history, reliable transportation, the ability to be flexible with shift times, and a strong safety mindset along with a wiliness to cross train, and at least average communication skills were what he was placing more weight on these days. And he made it a point to comment on, what he'd look for first was a stable work history.    The challenge for us applicants becomes, I can do the job is no longer enough. Employers are asking, can I depend on you to do the job consistently?  And some other hurdles for us, or a few things I thought of start off with those pesky Applicant tracking systems or ATS. Many applicants never speak to a recruiter because their application gets filtered before a human ever sees it.  And wage expectations vs market rates. Applicants often see social media posts about higher wages, while many entry level positions are paying less than expected. And I'm seeing more skilled equipment requirements. Many facilities now want forklift, reach truck, electric pallet jack, clamp truck, or inventory experience, even for positions that were once considered entry-level. And communication challenges. I hear this every day, and I think both sides are probably quilty, but Recruiters frequently comment on the struggle to reach applicants who don’t answer calls. Have full voicemail boxes. And don’t respond to texts or emails. Then we have competition from better candidates. When ten applicants apply for a position, employers often choose the one with better attendance, longer tenure, and the better interviewing skills.   The good news is that the hurdle is also the opportunity. A candidate who shows up on time, returns calls, has a positive attitude, accepts coaching, prioritizes safety, is willing to learn additional equipment can often outperform applicants with years more experience.  As we've discussed many times on WAOC, the industry still offers tremendous career opportunities. The challenge isn’t necessarily finding a job, it’s demonstrating that you’re the person an employer can trust with the opportunity.  So, if there’s applicants looking for work, and employers looking for workers, why are they not connecting? Well, I think the hiring game has changed. Twenty years ago, many warehouses and production facilities hired almost entirely on experience. Could you drive a forklift, pull an order, load a trailer, or operate a machine? If the answer was yes, there was a pretty good chance you’d get hired on the spot. Today, things are just different. Most employers are still looking for skills, but they’re looking for something else first. They’re looking for dependability. They’re looking for consistency. And they’re looking for people they can count on.  I’ve sat across the table from hundreds, maybe thousands, of hiring managers throughout my career. And I can tell you something that might surprise applicants. Many managers would rather hire a dependable employee with less experience than an experienced employee there not sure can be counted on. Think about that for a moment. The employee who shows up every day, arrives on time, follows instructions, works safely, and wants to learn often becomes more valuable than the person with years of experience but poor attendance or a negative attitude.  Let’s talk about the first hurdle many applicants never even see. The Applicant Tracking System, or ATS. Years ago, an application landed directly on someone’s desk. Today, many applications are screened by software before a recruiter ever sees them. A computer may be reviewing your application before a human being does. Now, I’m not saying that’s good or bad. It’s just reality.  If your work history is incomplete, if your resume doesn’t match the position, or if key information is missing, you may never make it to the interview stage. Many applicants think nobody called me. The reality may be nobody ever saw the application. That’s why accuracy on our part matters. Taking an extra few minutes to complete an application correctly matters. And that’s why we should tailor our resumes to the position we're applying for.   Now let’s talk about what employers are really seeking. Most people think employers hire labor. I don’t. I think employers hire reliability. Let’s say I have two candidates. Candidate A has five years of forklift experience. Candidate B has one year of forklift experience. Most people automatically assume Candidate A gets the job. What if Candidate A has changed jobs every three months and has attendance concerns and arrives late for the interview? But Candidate B has a solid work history, great references, and arrives fifteen minutes early? The decision suddenly becomes much harder. In fact, many employers will choose Candidate B. Because skills can be taught. Reliability is much harder to teach.  Here’s another challenge I see every day. Applicants submit applications. Recruiters call. Nobody answers. Recruiters text. No response. Recruiters email. No reply. A few days later, the applicant says nobody contacted me. Now, I’m not picking on anyone. But communication matters. If you’re actively looking for work, we need to answer our phone, check our voicemail and respond to texts. And watch our email. I’ve seen qualified candidates lose opportunities simply because another applicant responded first. Speed matters in recruiting. Especially in warehousing and manufacturing. Sometimes positions are filled within hours. Not days. Not weeks. Literally, just hours.  Transportation is often part of the interview before the interview. Can you reliably get to work? Can you make a 5:00 AM shift? Can you work overtime? Can you handle weekends when required? Employers understand that life happens. Cars break down. Traffic exists. Emergencies occur. But employers are also trying to determine whether attendance problems are likely to become a pattern. Remember attendance drives productivity. And productivity drives customer satisfaction. And customer satisfaction keeps facilities open and growing. Again, everything is connected.  Another thing I'm seeing is that Years ago, some facilities focused heavily on production. Today, safety and production must work together. Most employers are looking for candidates who understand safety expectations. They want associates who wear PPE correctly, follow procedures, report hazards, work safely around equipment, and take training seriously. The old mindset of I’ve been doing this for twenty years doesn’t impress many employers anymore. The new mindset is I’ve been doing this for twenty years and I’m still learning. That’s the employee organizations want. Safety conscious employees protect themselves, their coworkers, and the company.  And I think another hurdle for us is Technology. Today we have RF scanners, Warehouse Management Systems, voice picking systems, tablets, inventory software, electronic inspections and productivity tracking. Some applicants become nervous when they hear the word technology. And we can't. All systems can be learned. The bigger issue is willingness I think. Employers aren’t necessarily looking for technology experts. Again, they’re looking for people willing to learn. A positive attitude toward technology often beats resistance every time.  I think competition is stronger than ever. You’re not competing against the job. You’re competing against other applicants. Imagine ten people apply for the same position. Who gets the interview and the offer? Often, it’s the candidate who demonstrates better attendance better communication better attitude better stability better preparation. Notice that experience isn’t the only factor. Sometimes it isn’t even the most important factor. The candidate who prepares wins. The candidate who follows up and demonstrates professionalism wins.  A recruiter told me last week. If I could sit every applicant down and share one message from employers, it would be this, we want to hire you. Think about that. Recruiters don’t wake up hoping positions stay open. Supervisors don’t want to work short staffed. Managers don’t enjoy running operations with vacancies. Everyone wants positions filled. But employers need confidence. Confidence that we'll show up. Confidence that we plan on staying. Confidence that we'll work safely and represent the organization well. That’s what they’re evaluating. Not just whether we can do the work. But whether they can trust us with the work.  So, what can us applicants do? I think it's simple. If we own it. We need to show up early. And we need to dress appropriately. If we're interviewing as an equipment operator or selector, wear our steel or composite toe footwear.  We have to answer our phone and return calls. The hiring agent may be making 50 calls, the next person may answer there’s. And its so important that we bring energy to interviews. And were honest about our experience. And demonstrate willingness to learn. Show our enthusiasm. Ask questions. Express interest in advancement. Employers love hearing things like I’d like to learn more. I’d like to cross-train. I’d like to grow into a lead role someday. Those statements communicate commitment. And like we've learned, commitment gets attention.  As we wrap up today’s episode, I’d like to leave you with a challenge. If you’ve been applying for jobs and not getting results, don’t immediately assume there are no opportunities. Ask yourself a different question. Am I making it easy for an employer to hire me? Am I communicating effectively? Am I presenting myself professionally? Am I demonstrating reliability? Am I showing a willingness to learn?  It’s just a fact that in today’s world, employers are looking for more than experience. They’re looking for trust. They’re looking for consistency. They’re looking for commitment. The jobs are out there. The opportunities and careers are out there. Not to sound corny but the question isn’t always whether the job is available. The question is, Are you available for the job?  Ok, we're running over today so with all that I'll say thank you for joining me today, and please share any thoughts on job opportunities with our Facebook group @whseops or our Instagram feed waocpodcast. Until next time, be safe, stay productive, and keep building your career.

Dr. Stephanie Maximous chats with Dr. Timothy Rowe about his paper, "Impact of Simulation-Based Mastery Learning on Management of Massive Hemoptysis."

Андрей не пришел на финальный эфир. Значит, он не считается - придется делать еще один.4,5 года и 450 эпизодов спустя провела этот выпуск одна - отвечала на вопросы и рассказала, куда ухожу работать.Что обсудили в этом выпуске:ИИ заменит не профессии, а конкретные функции. Выживут те, кто думает стратегически. Кто перекладывает данные и назначает митинги - под угрозой. Это касается всех: и программистов, и продактов, и рекрутеров.Опыт менеджера из Восточной Европы в США обнуляется - и дело не в скиллах. Управлять мультинациональной командой с разными акцентами и культурными кодами - это другая профессия. Американскому менеджменту учатся здесь, изнутри.Завуалированный позитивный фидбэк - это негативный фидбэк. Если вам сказали "I like your energy, but..." - это не похвала. Это сигнал сбавить обороты. Русскоязычные специалисты это часто не считывают - и потом удивляются, почему не прошли испытательный срок.Публичные вакансии и вакансии внутри ATS - часто разные документы. Компании делают это специально. Вывод: делайте хорошее резюме с актуальными скиллами, а не пытайтесь угадать ключевые слова.Блог из 450 эпизодов приносит $87 в месяц от YouTube. Зато дал знакомство примерно с 200 экспертами, аудиторию в 60 тысяч человек - и в итоге новую работу.Канал остается. Эфиры в прежнем режиме - пауза. Не прощаемся.Телеграм канал: https://t.me/prodcastUSAБот для вступления в платное комьюнити https://t.me/prodcast_career_bot

-Should you ever lie on your resume?-Do ATS systems really require you to tailor your resume for every application?-Should you include a headshot, use colors, or list volunteer experience?In this episode of the Career Warrior Podcast, Chris answers some of the most upvoted resume questions from Reddit's r/Resumes community. You'll learn practical, no-nonsense advice on resume tailoring, AI tools, ATS optimization, volunteer work, leadership experience, and more.In this episode, you'll learn:• Whether it's ever okay to downplay or omit qualifications on your resume• The smartest way to tailor your resume without spending hours on every application• How to professionally describe reviving a struggling club or organization• Whether headshots belong on modern resumes• What to include in your professional summary (and whether you need one at all)• Which resume sections help recruiters—and which may hurt your chances• The best colors for resumes and how much design actually matters• How to showcase volunteer work that builds relevant skills and ATS-friendly keywordsWhether you're actively job searching or simply want a stronger resume for future opportunities, this episode will help you make smarter decisions and avoid common resume mistakes.

Atıf Ünaldı ile Netizen'in bu bölümünde insan kaynakları alanında deneyimli isim Özge Korkmaz konuk oluyor. Yapay zekânın işe alım süreçlerine etkisi, CV hazırlamanın yeni kuralları, ATS sistemleri, LinkedIn'in profesyonel kariyerdeki rolü ve geleceğin çalışma hayatı detaylı şekilde ele alınıyor. Özge Korkmaz, "CV öldü" söylemlerinin gerçeği yansıtmadığını vurgulayarak özgeçmişlerin hâlâ işe alım süreçlerinin merkezinde olduğunu anlatıyor. Programda aday takip sistemleri (ATS), işe alımda yapay zekâ kullanımı, hibrit çalışma modelleri, portföy kariyer yaklaşımı ve geleceğin meslekleri üzerine önemli değerlendirmeler yer alıyor. Learn more about your ad choices. Visit megaphone.fm/adchoices

Most recruiters think AI is coming for someone else's desk. Riece Keck isn't so sure. Two years ago he said AI wouldn't replace great recruiters, but it would replace the mediocre ones sooner than anyone wanted to admit. He still stands by it, and he thinks we're a lot closer now than we were then. He's also taking the stage at the AI Recruiting Summit 2026 to go even deeper on this, so if today's episode lands, that's where you see it built live: https://ai-recruiting-summit-2026.heysummit.com/ This conversation is the proof. Riece built a tech recruiting agency to a $1.2M year, then watched it nearly die twice before it folded into a merger for a token amount. He stepped away during a brutal personal stretch, then cold-started the whole thing again in early 2025, and billed roughly $800K in his first year back without leaning on his old client list. The difference the second time wasn't more hustle. It was systems. Riece walks Benjamin through the no-code BD engine he built end to end: scraping job boards on a daily auto-run, identifying the right hiring managers, enriching the contacts, drafting the outreach, and dripping it out, all while he sleeps. He breaks down how he uses funding signals, new-hire signals, and backfill signals to reach companies at the exact moment they're hurting, and how he's now rebuilding the entire stack inside Claude Code with MCP connections so an agent runs his ATS and his sourcing for him. But this isn't a go-all-in-on-tech sermon. Riece is just as direct about the other lane: if your zone of genius is relationships, build the offline communities that pull you out of the LinkedIn noise everyone else is drowning in. The one move he says gets you crushed in 2026 is staying in the middle, the undifferentiated recruiter who takes a job order, fires off templated outreach, and hopes. You'll also hear how he turned strategic referral partnerships into a steady deal source, why persona-based messaging quietly outperforms everything else in the inbox, and what he'd tell a recruiter trying to go from average to elite right now. If you've ever watched your desk go to zero and wondered if there's another side to it, this one is for you. There is. The recruiters who reinvent now are the ones crushing it in 2028. This episode is powered by Atlas, the AI-first recruitment platform built to eliminate the admin that eats your day. Atlas captures every candidate conversation automatically and turns it into something you can actually use. Ask it who mentioned wanting a four-day week or who's open to relocating next year, and Magic Search pulls the answer from your entire database instantly. No keyword guessing, no digging through old notes. Atlas customers have reported over 40% EBITDA growth and over 80% more monthly billings after switching. Unlock your exclusive listener offer at recruitwithatlas.com. Also brought to you by Millee, the AI deal strategist that turns the gut feel of big billers into real-time guidance on every live process. Millee preps you before every call and drafts your high-caliber follow-ups so you lead from the first minute. Try it free at millee.ai.

What if AI Actually Costs More Than Humans?   The headcount reduction mandate has landed on your desk: replace talent with AI and cut costs. But beneath the vendor demos and boardroom promises lies a dangerous assumption - that artificial intelligence is automatically cheaper than human expertise.   What if the token economics tell a different story?   Join us for a provocative livestream that flips the AI narrative and protects your workforce strategy.   • The hidden maths of token consumption -and why projected savings evaporate at scale   • Why cost-per-inference is rarely modelled against fully-loaded employee costs in vendor ROI   • Talent attrition: when top performers leave because they see AI replacement unfolding   • Quality degradation and the invisible cost of human-in-the-loop error correction   • Vendor lock-in: how API pricing volatility turns fixed labor into unpredictable OpEx   • The productivity paradox: why AI-augmented teams outperform pure replacement strategies   • Compliance blind spots: liability, bias audits, and regulatory costs headcount never triggered   • Retraining debt: the unbudgeted expense of prompt engineering and system maintenance   • The competitive cost of hollow teams when institutional knowledge walks out the door   • Frameworks to model true total cost of AI ownership before approving any reduction-in-force   This is not an anti-AI argument - it is a financial reality check for leaders pressured to cut first and calculate later. Before you trade headcount for tokens, understand the true cost of replacing humans with models.   We're on Friday 5th June, 2pm BST. Register now and bring your C-suite the data they need!       Ep386 is supported by our friends Ashby   The all-in-one recruiting platform that evolves at the speed of AI. ✨Empowering ambitious teams from Startups to Enterprises.   Ashby can handle the whole pipe - ATS, CRM & Sourcing, Scheduling, and Analytics - while incorporating the latest AI advancements every step of the way.   Learn how Ashby helps companies at every size up level their hiring - contact one of team here today

Hello Friends! I love to hear from you! Please send me a text message by clicking on this link! Blessings to You!In this episode, Dr. Jori discusses with her listeners  Mark's account of what people were saying about Jesus as He came back to HIS hometown.  Scripture References: Mark 6:3; Acts 12:12; Ats 15:36-41; Luke 22:31-34; 2 Timothy 3:16-17; Mark 5:35-6:6; John 1:10-13 Scripture translation used is the NASB “Scripture quotations taken from the NASB (New American Standard Bible) Copyright 1971, 1995, 2020 (only use the last year corresponding to the edition quoted) by The Lockman Foundation. Used by permission. All rights reserved. www.Lockman.org”CHECK OUT DR. JORI'S NEW PODCAST- The First Love ProjectHere is the video introducing the podcast on You Tube-https://youtu.be/PhFY1moDDmsHERE IS A LINK TO THE YOUTUBE PLAYLIST FOR FIRST LOVE PROJECThttps://youtube.com/playlist?list=PLdaujk1npuKR0BLSkTlKyxmuxavrZQHM6&si=dC10K4Qdh0xMKElU FIND DR. JORI ON OTHER PLATFORMS https://linktr.ee/drjorishaffer DAILY MUSICAL DEVOTIONAL BY THE WORSHIP INITIATIVE:Text SING to 79316CHECK OUT THE DWELL AUDIO BIBLE APP:Click this link for my unique referral code.  I use this frequently. Such a wonderful audio bible app. https://dwellapp.io/aff?ref=jorishafferBIBLE STUDY TOOLS DR. JORI USES:Note: These contain  Amazon affiliate links, meaning I get a commission, at no extra cost to you,  if you decide to make a purchase through my links.Here is a link to some of my favorite bible study tools on Amazon:https://geni.us/cHtrfEMr. Pen Bible Journaling Kitshttps://lvnta.com/lv_PTrHSCogbRim4yhEDnhttps://lvnta.com/lv_mkaMOuGe6m4oHR88uqhttps://lvnta.com/lv_dgvsxOc99t663A628z  BOOKS OF BIBLE COLOR CHARTI made this chart as a helpful tool for grouping the collections of books or letters  in the Holy Bible.  The colors in the different sections are the ones that I use in my journals.  Books of Bible Chart (color) (4).pdf - Google Drive    LOOKING TO RETAIN MORE OF WHAT YOUR PASTOR IS TEACHING?              CHECK OUT DR. JORI'S SERMON REFLECTION JOURNALS! Sermon Notes, Reflections and Applications Journal/Notebooks by Dr. Jori. Click the links below to be directed to amazon.com for purchase. Or search “Dr. Jori Shaffer” on Amazon to bring these up.  https://amzn.to/418LfRshttps://amzn.to/41862EyHere is a brief YouTube video that tells about the Journal/Notebooks as well:https://youtu.be/aXpQNYUEzds   Email: awordforthisday@gmail.comPodcast website:  https://awordforthisday.buzzsprout.com   Support the show

Sometimes it's a cockatiel crawling up an athlete's arm or learning the language that is baseball, ATs that brave the world of baseball must be ready for anything. In this episode, ATs share their stories of working with baseball.Featuring stories from Carly T, Breanna B, Amber L, Jared W, Jonas H, Maddie E, Robin S, Haley S, Cedric M, Molly F, David H, Emilee S, a Kool one from Kevin, & many more!AT CORNER FACEBOOK GROUP: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/groups/atcornerpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram, Website, YouTube, and other links: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠atcornerds.wixsite.com/home/links⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠EMAIL US: atcornerds@gmail.comSAVE on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Medbridge⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠: Use code ATCORNER to get $101 off your subscriptionWant to host a podcast like ours? Use our link to sign up for Zencastr, the service we use to record our interviews: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://zencastr.com/?via=atcorner⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Music: Jahzzar (betterwithmusic.com) CC BY-SA---Sandy & Randy

In this episode of the Career Talks Podcast, I spoke with Shreya Mehta, a former recruiter and co-founder of Super Coach, about navigating the complexities of job searching in today's economy. We discussed the emotional challenges job seekers face, the importance of understanding ATS systems, and how to effectively communicate value in resumes and interviews. Shreya emphasizes the need for confidence, clarity, and the strategic use of AI tools in the job application process, while also addressing the common pitfalls of self-rejection and the importance of continuous self-improvement.

Steve Anderson was a milkman in South Carolina before he picked up a phone in healthcare recruiting. Twenty-five years later, he got laid off at 48 — part of a 1,500-person RIF — with five daughters, a mortgage, and no plan B.   Three months in, they pitched their first investor. He told them they were idiots and hung up. That call is the reason Optigy exists in its current form   This episode is brought to you by Atlas — the AI-first recruitment platform that captures every candidate conversation and turns it into searchable intelligence. Atlas customers report over 40% EBITDA growth and 80%+ increases in monthly billings. Get started at recruitwithatlas.com.   Also brought to you by Millee — AI deal strategy built from the encoded intuition of elite recruiters. Sharper call prep, high-caliber emails drafted for you, real-time guidance on every live process. Users save an hour a day on email alone. Try it free at millee.ai.   Steve Anderson was a milkman in South Carolina before he picked up a phone in healthcare recruiting. Twenty-five years later, he got laid off at 48 — part of a 1,500-person RIF — with five daughters, a mortgage, and no plan B. Three months in, they pitched their first investor. He told them they were idiots and hung up. That call is the reason Optigy exists in its current form.   Steve and his co-founders rebuilt the company in 48 hours. No clients, only partners. No vendor relationships, no race to the bottom, no "send us reqs and we'll send you names." It cost them roughly $3.5M in walked-away deals in year one. It also got them in a room with one of the largest healthcare organizations in the country, where they built the first physician healthcare recruitment team in the ACO space — on a $400 website, an ATS they didn't own, and a phone they hadn't bought yet.   Year one: $1.1M off six months of real building. Year two: $3.7M. Year three, closing January 2027, on track for $19.4M. 53 partners, 84% close rate, only two partners lost in two years. A private equity deal closed December 2025 that changed what's possible from here. This episode is the operator's playbook behind that arc. Why "partners, not clients" isn't marketing — it's a P&L decision. What broke in Q1 of year two when the credit card bills came due. What Steve learned in-house at a company that saved his life five months after a heart attack he didn't see coming. And the line his older brother gave him that reshaped how he thinks about time: "I have lived longer than I have left to live."  If you've been waiting for the right moment to bet on yourself, this is the one to listen to twice.  What You'll Learn: Why "partners, not clients" is the model that scaled Optigy from zero to a $19.4M run-rateThe exact moment Year 1 broke — and the leadership shift that fixed itHow to walk into a 2,200-location healthcare org with no website and no ATSWhat in-house recruiting teaches you that no agency seat ever canThe five-part call structure and where 90% of recruiters fall apart on the transitionWhy "work works" is the only input that matters early — and what replaces it as you scaleThe diligence questions that protect founders from the wrong PE partner  

केरल के पूर्व मुख्यमंत्री पिनाराई विजयन के घर ED रेड के दौरान CPI समर्थकों ने जमकर हंगामा किया, राहुल गांधी ने NEET छात्र प्रदीप मेघवाल की मौत को “टूटी हुई व्यवस्था” का नतीजा बताते हुए केंद्र सरकार पर निशाना साधा, NEET री-एग्जाम की तैयारियों को लेकर शिक्षा मंत्री धर्मेंद्र प्रधान ने समीक्षा बैठक की, इबोला पर गुजरात सरकार अलर्ट, यूपी ATS ने पाकिस्तानी गैंगस्टर शहजाद भट्टी से जुड़े स्लीपर सेल के चार आरोपियों को गिरफ्तार किया, अमेरिका-ईरान तनाव के बीच पेंटागन की नई सैन्य रिपोर्ट सामने आई और IPL एलिमिनेटर में वैभव सूर्यवंशी ने बड़ा रिकॉर्ड अपने नाम किया. सिर्फ 5 मिनट में सुनिए रात 9 बजे तक की बड़ी ख़बरें.

Host Ugo Ezema, MD, Tulane University, speaks with University of Cincinnati's Laurah Turner, PhD, one of ATS 2026's keynote speakers who addressed the hot topic of AI in medical education. Check out ATS NOW, tailored education anytime, anywhere. All #ATS2026 attendees get free access to this innovative, on-demand platform through the end of the year. Learn more: https://atsnow.thoracic.org/ 

Send us Fan MailWhat do traffic jams, poker strategy, and applicant tracking systems have in common? More than you'd think.In this episode, Vanessa unpacks decision-making under uncertainty—why the “fastest” route isn't always the best one, and how both life and job searches can punish us for not being able to predict the future. We talk GPS stress, Annie Duke's poker-based decision framework, nervous system regulation (Maslow before Bloom, always), and a real-world job search story that proves something important:Humans still hire humans—even when algorithms try to pretend otherwise.In This Episode, We CoverWhy GPS (and life) makes “best guesses,” not promises How teachers get stuck outcome-shaming themselves (“If it went badly, I must be wrong…”) What poker psychology teaches us about uncertainty and decision quality A Teacher Hack for protecting your nervous system: take the scenic route The truth about Applicant Tracking Systems (ATS) and why resumes vanish A behind-the-scenes story of navigating hiring systems by reintroducing human connection How to spot culture red flags before you accept the job Why “optimized” doesn't always mean “healthy”   Links MentionedJack Palance “one-armed push-ups” clip (referenced in episode): https://www.youtube.com/watch?v=AGxL5AFzzMY Teachers in Transition podcast homepage: https://teachersintransition.buzzsprout.com Facebook: https://www.facebook.com/profile.php?id=61565671792885 Website: https://TeachersinTransition.com  Optional: Support the Podcast

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. The Industry Shifted From Doing More to Doing Better Kyle's State of the Union in a single sentence: a year ago, AI was being applied to do more things faster. In 2026, the question has become whether those things are being done better. Volume was the first wave. Quality is the second. The vendors who survive the next cycle will be the ones who can demonstrate genuine outcome improvement, not just efficiency gains. 2. The Consolidation Bloodbath Is Over — and the Race Is Back On The expected wave of vendor exits didn't fully materialize, but AI gave surviving vendors the ability to ship value to customers faster than ever before. The competitive dynamics haven't eased — they've intensified. The companies still standing are moving faster, not slower. 3. Build vs. Buy Is Now a Real Strategic Question for TA Teams Enterprise talent acquisition teams are building their own AI workflows in-house, and that's changing the calculus for every vendor on the floor. Kyle's framework for go-to-market leaders: track how much building culture exists in your target accounts before burning sales calories. If a prospect is already building, that's not necessarily a lost sale — but it's a fundamentally different conversation. 4. Recruiting Fraud Has Become a National Security Issue The convergence of application agents, high job-seeker volume, and organized bad actors has turned recruiting fraud from an edge case into a genuine organizational risk. Kyle knows first- degree connections who have had the FBI in their office after hiring agents of foreign states. This is not hypothetical. Every company with any sensitive data or infrastructure is a target. 5. Fraud Detection Isn't One Problem — It's a Stack Problem Interview fraud doesn't have a single point of intervention. It needs to be addressed at the ATS, at the top of the funnel, and through identity verification across multiple interview stages. Kyle's benchmark of 12 AI interviewers found screen analysis capabilities — matching visual identity from interview to interview — becoming a standard feature. Manual workflows are a bridge, not a solution. 6. AI Is Finally Making Benefits Personal at Scale Benefits has always been complicated, jargon-heavy, and delivered as a one-size-fits-all package that employees don't understand. AI chat interfaces that know an employee's profile — single, two dogs, no kids — and can explain in plain language which plan makes sense for their specific life are making personalized benefits navigation possible without requiring an HRBP to sit with every employee. That's a meaningful change in how benefits gets delivered. 7. Candidates Are Getting Smarter About Total Comp — And Recruiters Need to Keep Up Kyle's observation from the market matches what Adam hears in the trenches: candidates are increasingly asking about the full picture of compensation, including employer contributions to healthcare, equity, and benefits value. Recruiters who can't articulate total comp in real numbers are at a disadvantage — and companies that can are converting more offers. 8. The Trust Gap Between Candidates and AI Is a Communication Failure, Not a Technology Failure The friction candidates are experiencing with AI in the hiring process isn't primarily a product problem — it's a communication problem. Employers are deploying AI interviewing, screening, and assessment tools without telling candidates how to use AI, what to expect, or why these tools actually benefit them. That vacuum is being filled by Reddit misinformation and candidate frustration. Simple, proactive communication could close most of that gap. 9. AI Interviewers Eliminate Ghosting — and That Matters More Than People Admit Kyle's case for AI interviewers directed at frustrated candidates: no ghosting (every candidate gets an interview option), 24/7 scheduling flexibility, the ability to self-select out of a bad fit, and a genuine touchpoint with a company that otherwise might never respond. The value proposition is real. The problem is nobody is communicating it clearly to the people who most need to hear it. 10. Practitioners Build Better Best Practices Than Vendors Do Kyle's Human-Centric AI Council — an independent group of HR and talent leaders producing free, practitioner-led resources for navigating AI — is a direct response to the gap between what vendors say about AI and what people actually in the trenches need to know. The best guidance on using AI in HR isn't coming from conference keynotes. It's coming from the people doing the work. 11. Data Labeling Is the Final Mile of AI — and Almost Nobody Is Talking About It Kyle's standout product observation from the conference: Findem's data labeling capability gives AI the contextual grounding it needs to move from generic outputs to genuinely useful ones. The last mile of AI isn't the model — it's how well the data feeding the model is understood and labeled. That's an unsexy insight with enormous downstream impact. CHAPTERS: 00:00 – Introduction: The Analyst With the Best Swag Game Adam welcomes Kyle Lagunas — industry analyst, founder, and proud owner of a Peppa Pig cardigan — and sets up a State of the Union on AI in HR tech. 02:30 – State of the Union: From More to Better Kyle's one-line summary: a year ago the industry was doing more stuff. Now it's trying to do better work. What that shift actually means. 05:00 – The Consolidation Question: Is the Bloodbath Over? The expected vendor consolidation didn't fully materialize — but AI unlocked a new level of innovation speed for those who survived, putting the race back on. 07:30 – The Build-vs-Buy Threat: When Clients Become Competitors Enterprise TA teams are building their own AI tools — and what that means for vendors without genuine defensibility beyond workflow automation. 10:00 – Fraud: From Edge Case to FBI in the Office First-degree connections who've had the FBI show up after hiring agents of foreign states. How application agents, volume, and bad actors have converged into a national security problem. 13:00 – Where Fraud Detection Lives in the Stack Fraud isn't one problem with one solution — it needs to be addressed at multiple points from ATS intake through interview identity verification. 16:00 – AI as the Great Equalizer in Benefits How AI chat interfaces are finally making personalized benefits navigation possible at scale — without requiring an HRBP to sit with every employee one-on-one. 19:30 – The Smart Candidate Who Asks About Total Comp Candidates are getting more sophisticated about total compensation — and recruiters need to be ready to explain the full picture in real numbers. 22:00 – The Trust Gap: Candidates, AI, and No One Telling the Rules Employers are deploying AI throughout hiring but issuing no guidance to candidates. The result: friction, mistrust, and a PR problem that doesn't have to exist. 25:00 – The Case for AI Interviewers — Told to the Frustrated Candidate Kyle's win-win reframe: no ghosting, 24/7 scheduling, self-selection out of bad fits, and a real company touchpoint. The value is real; the communication isn't. 28:00 – The Human-Centric AI Council: Practitioners Building the Playbook An independent council of HR and talent leaders producing practitioner-led best practices for navigating AI — free, no vendor influence. 31:00 – Love It: Findem's Data Labeling Capabilities The quiet feature Kyle called the final mile of AI: contextual data labeling that gives models the grounding they need to actually deliver value. 33:30 – Love It: CodeSignal's Persona-Based AI Interviewer The demo that impressed him most — an AI interviewer that adopts the persona of the actual hiring manager, not a generic interviewer. 35:30 – Leave It: Generic Vendors Running the Same Playbook Booths full of AEs, cheap water bottles, same motions. Kyle's prescription: bring your solutions people, bring your product people, bring something worth the conversation. 37:30 – Where to Find Kyle & Transformation Realness kyleandco.com for research, Transformation Realness for the podcast, and LinkedIn where he checks in every morning and afternoon.

In this episode, Brad Minton interviews Bogdan Zlatkov, an ex-LinkedIn insider and career strategist, to uncover proven strategies for job seekers to optimize their resumes, navigate applicant tracking systems, and land interviews faster in a competitive market. Key topics include: Resume optimization techniquesApplicant tracking system (ATS) best practicesEffective job application strategies in 2026How to lean into what makes you differentGuest Info: Bogdan Zlatkov is an ex-LinkedIn insider and author of the Ultimate Guide to Job Hunting, ranked #1 on Google. Currently at GrowthHackYourCareer, Bogdan has helped over 1,500 job seekers find their dream jobs using proven data-driven strategies. He works with award-winning coaches, best-selling authors, and Forbes-Council members to uncover the best job search tips that will get you hired faster.growthhackyourcareer.comThis podcast is brought to you by Mint To Be Careerwww.minttobecareer.com

In this episode of the Millionaire Mindcast, host Matty A returns to the mic to explain why he's been quiet and what massive moves he's been making behind the scenes. Beyond updates on his mobile home parks and the launch of the Imagos Income Fund, Matty dives deep into what he believes is the future of investing: tokenization. Episode HighlightsThe Liquidity Solution: Why the archaic infrastructure of illiquidity has been a hidden tax on investors, and how tokenization creates SEC-regulated secondary markets (ATS) to finally give token holders an exit strategy.Real-World Execution: The technology is no longer theoretical. Matty points to early adopters like the St. Regis Aspen, which tokenized its equity in 2018 and has seen an impressive 3x return.The Capital Stack Breakdown: How senior debt, preferred equity, and common equity remain the exact same legal and economic structures, just wrapped in a faster, more transparent digital security on the blockchain.The Early Adopter Advantage: Why early operators in tokenization will capture the brand equity, and Matty's ambitious plan to tokenize one of his stabilized commercial shopping centers featuring national credit tenants.An Exclusive Network: How to join Matty's new private network for sophisticated investors and operators who want to learn about, collaborate on, and execute tokenized real estate assets.Episode Sponsored By:Discover Financial Millionaire Mindcast Shop: Buy the Rich Life Planner and Get the Wealth-Building Bundle for FREE! Visit: https://shop.millionairemindcast.com/CRE MASTERMIND: Visit myfirst50k.com and submit your application to join!FREE CRE Crash Course: Text “FREE” to 844-447-1555FREE Financial X-Ray: Text  "XRAY" to 844-447-1555IIMAGOS INCOME FUND: Full Investor Presentation: Text “INCOME” to 844-447-1555

В этом выпуске гость - Джон Бенджамин, основатель и генеральный директор Sociable Society, кадрового агентства в США, которое помогает компаниям с наймом, а кандидатам - с трудоустройством, переговорами, резюме и LinkedIn-профилем. Более 12 лет Джон работает в рекрутинге и представляет кандидатов на рынке труда по модели, похожей на работу спортивного агента.Мы обсудили, почему кандидаты часто откликаются на вакансии и не получают ответа, как рекрутеры и ATS-системы отсеивают резюме, чем внешние рекрутеры отличаются от внутренних, и почему важно выстраивать отношения с агентствами. Разобрали, что изменилось на рынке труда в 2026 году, почему конкуренция стала выше, зачем компании возвращают людей в офис и как это влияет на карьерный рост. Отдельно поговорили о главных ошибках в резюме: необъясненных гэпах, коротких периодах работы, перегруженном тексте и слабой структуре. Также затронули роль LinkedIn, сопроводительных писем, статуса Open to Work, прямых сообщений рекрутерам, фото в резюме, отзывов, ИИ-инструментов для резюме и массовых откликов на вакансии.Джон Бенджамин (John Benjamin II) - фаундер и CEO в Sociable Society.LinkedIn: https://www.linkedin.com/in/johnbenjamin-ii-b6865028***Записаться на карьерную консультацию (резюме, LinkedIn, карьерная стратегия, поиск работы в США)https://annanaumova.comКоучинг (синдром самозванца, прокрастинация, неуверенность в себе, страхи, лень)https://annanaumova.notion.site/3f6ea5ce89694c93afb1156df3c903abТелеграмhttps://t.me/prodcastUSAИнстаграмhttps://www.instagram.com/prodcast.usТикТокhttps://www.tiktok.com/@us.job⏰ Timecodes ⏰00:00 - Почему резюме не доходят до рекрутера00:40 - Знакомимся с экспертом по найму в США01:16 - Модель спортивного агента в поиске работы04:24 - Почему традиционный рекрутинг устарел05:30 - Состояние рынка труда в 2026 году08:05 - Зачем компании возвращают людей в офис10:52 - Мифы об автоматических системах ATS13:17 - Внутренние и внешние рекрутеры19:33 - Почему рекрутеры не читают все резюме29:40 - Нюансы найма на начальные позиции40:46 - Влияние фото в резюме на отбор42:19 - Возрастной дискриминация при найме53:15 - Искусственный интеллект для резюме58:05 - Критические ошибки на интервью01:04:32 - Профиль в LinkedIn и резюме01:10:00 - Инструмент реверсивного рекрутинга01:15:00 - Главный совет для соискателей01:16:15 - Учимся правильно просить работу на интервью

Send us Fan MailIn this episode of NATA-Cast, hosts Mollie Pillman, MS, MBA, CAE and Katie Scott, MS, ATC, CAE, are joined by Andy Carter, MS, LAT, ATC, Michael Donahue, DAT, LAT, ATC, and Mary Housel, MS, LAT, ATC, from NATA's Council on Practice Advancement to discuss the growing role of per diem athletic trainers. Drawing from survey data collected from 394 per diem ATs across 44 states, the conversation explores why athletic trainers pursue per diem work, with many citing supplemental income and nearly one-third reporting it as necessary to earn a livable wage.The guests examine the wide range of compensation rates and unpack the operational, legal and clinical challenges that often accompany per diem assignments, including inconsistent physician oversight requirements, confusion around liability coverage, documentation continuity concerns, emergency action planning and varying interpretations of state practice acts. The episode also highlights practical considerations and best practices for both ATs and employers, including the importance of professional liability insurance, written contracts, informed consent, legal compliance and developing stronger physician relationships to support safe and effective patient care.NATA-Cast is produced by Association Briefings. Follow The National Athletic Trainers' Association on social media!FacebookXInstagramLinkedInHave an idea for an episode or series? Send us an email! thenatacast@nata.org

ATS 2026 is quickly approaching, and with so many great events, attendees are sure to enjoy every minute of the conference. On this second keynote preview, host Ugo Ezema, MD, Tulane University, is speaking with University of Cincinnati's Laurah Turner, PhD, Tuesday's keynote speaker who will be addressing the hot topic of AI in medical education. There's still time to register for ATS 2026! https://registration.experientevent.com/ShowATS261/Flow/ATT?atslogin=1&marketingcode=YOUTUBE 

Adding more people is how you grow a recruitment firm. Michelle Lownie spent years believing it. Then she watched it go wrong. Michelle is the CEO and co-founder of Eden Scott, one of Scotland's leading recruitment firms. She started in recruitment in 1989, filing documents and making tea at Melville Craig on a six-week summer contract. She stayed 15 years. In 2003, she co-founded Eden Scott alongside Guy Martin and Chris Logue. Today, Eden Scott generates approximately £25 million in annual revenue with 38 consultants across Edinburgh, Aberdeen, and Glasgow. At its peak, the business had nearly 70 people. In this episode, Michelle talks through what it took to rebuild around a smaller, higher-performing team - and how that decision changed everything about how the business runs today. She covers the hiring process Eden Scott uses to find recruiters who don't need managing, why they've stayed on the 360 model for 23 years while everyone else splits desks, and what keeps recruiters at Eden Scott for years in an industry known for high turnover. She also shares what the last 18 months have looked like on the ground in Scotland - and why relationship-led recruitment still matters more than ever. In this episode, you'll learn: How Eden Scott rebuilt from 70 people down to 38 - and what changed How COVID became an opportunity to rebuild around the right people The hiring process - including why interviewers never discuss candidates between stages What Michelle is actually looking for when she makes a hiring decision How their commission and retention structure works, including sabbaticals at 5, 10, and 15 years How the 360 full-desk model still produces a £25 million business What consistent business development actually looks like in practice Episode highlights: [13:39] How COVID forced a complete rethink of the business [17:51] Why Michelle has no interest in scaling back to 70 people [26:29] Why Eden Scott has stayed on the 360 model while others split desks [35:30] The hiring process - and why interviewers don't discuss candidates between stages [45:11] The retention strategies that keep consultants at Eden Scott for years [52:18] Why good recruiters don't need to be pushed This episode is sponsored by Recruiterflow - an AI-first ATS and CRM built for recruiters who want to spend less time on admin and more time on relationships. See it in action at recruitmentcoach.com/recruiterflow. About Michelle Lownie: Michelle Lownie is the CEO and co-founder of Eden Scott, one of Scotland's leading recruitment firms with annual revenue of approximately £25 million. She began her career in 1989 at Melville Craig and co-founded Eden Scott in 2003 alongside Guy Martin and Chris Logue. The firm operates across Edinburgh, Aberdeen, and Glasgow with 38 consultants. Connect with Michelle: LinkedIn: Michelle Lownie Website: edenscott.com Connect with Mark: Free 30-minute strategy session: recruitmentcoach.com/strategy-session Mark on LinkedIn: linkedin.com/in/markwhitby Follow on Instagram: @RecruitmentCoach

Have you been applying to UX jobs you know you're qualified for and still not hearing back? Chances are, your experience isn't the problem, it's how you're presenting it.After nearly a decade of coaching UX and product professionals and reviewing thousands of resumes, portfolios, and LinkedIn profiles, Sarah has seen the same red flag mistakes show up again and again. The candidates making them are talented, experienced designers who simply were never taught how to market themselves.In this episode, Sarah breaks down one major red flag mistake for resumes, portfolios, and LinkedIn. Spoiler alert: fixing it doesn't require months of work.Sarah also shares the story of Jonathan, a UX director with 20 years of experience who was getting ghosted on 75% of his applications. He was qualified, but his materials weren't telling his story effectively. Once he addressed the right things, he landed an executive-level role at the University of Houston.Your materials don't have to be perfect... they need to be 10% better than everyone else making the same, avoidable, mistakes.Topics Discussed✅ What hiring managers and applicant tracking systems are silently penalizing you for✅ Why showing deliverables without context, process, or decision-making is leaving hiring managers cold✅ What to put in your LinkedIn headline instead of just your job title and company name (and why)✅ How to optimize your LinkedIn profile for the algorithm✅ How to rewrite vague resume bullet points so they communicate scope and outcomes✅ Why talented UX professionals with years of experience still struggle to get interviews✅ How to break out of the perfection trap that's keeping you in research modeLinks From This Episode:

Use code ATCornerStudent to get 10% off your monthly subscription price of ATStudyBuddy, an online BOC exam prep platform built by athletic trainers for athletic training students. ATStudy Buddy gives you realistic practice tests, instant feedback, and over 250 study guides and games—online, affordable, and proven to help you pass. Start your journey today at ⁠⁠⁠ATStudyBuddy.com⁠⁠⁠.--Studying for the BOC or just wanting a review of athletic training topics? Tune in as we compare what the book says to real life stories from athletic trainers.--Whether it's developing your policies and procedures manual or designing your dream athletic training clinic (with windows, duh), administrative duties can take on many different forms. In this BOC IRL episode, ATs share their stories of some of the administrative considerations they keep in mind compared to the textbook.Featuring stories from Robyn S, Kathleen T, Christina S, Hayley S, Emily M, Bailey W, & many more!--AT CORNER FACEBOOK GROUP: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.facebook.com/groups/atcornerpodcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram, Website, YouTube, and other links: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠atcornerds.wixsite.com/home/links⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠EMAIL US: atcornerds@gmail.comSAVE on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Medbridge⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ CEUs: Use code ATCORNER to get $101 off your subscriptionMusic: Jahzzar (betterwithmusic.com) CC BY-SA---Sandy & Randy

We go from breath-holding chaos to a surprisingly practical conversation about layoffs, AI-driven job shifts, and why people are quitting even when they are not the ones getting cut. We share a simple resume test for AI filters, then get real about identity, fear, and how to stay ready without spiraling on LinkedIn. • Pasting your resume into Notepad to see what AI and ATS tools actually read • Why fancy formatting, images, and broken bullets can quietly tank applications • Using Markdown thinking to make your experience clearer and more machine-readable • Layoffs plus voluntary exits as a culture and trust signal • Asking “who does the work now?” after headcount cuts and AI replacements • Separating personal identity from work identity before a crisis hits • Talking about value you bring, not just tasks you did at your last company • ABL as a default habit: always be looking, always be learning • Researching the market, picking a direction, then learning the missing skills • Building a savings fund when possible to reduce panic decisions If you want to connect with us, you can do so by getting in our Discord. You can do that by looking in the podcast show notes. If you're watching on YouTube, you can do us a big favor by like, commenting, and subscribing. If you want to help us out, you can join our Patreon.Support the showClick/Tap HERE for everything Corporate StrategyElevator Music by Julian Avila Promoted by MrSnoozeDon't forget ⭐⭐⭐⭐⭐ it helps!      

The Thunder have played the Lakers 5 times this year and are 5-0 ATS. Is that series over? Plus, a look at the action tonight in baseball with a 17-0 ML trend and college football is thinking about killing the conference title games. 

Most job seekers think they need to beat the ATS. Optimize the résumé. Match the keywords. Play the system. That's the wrong goal. You don't beat the ATS.

ATS 2026 is quickly approaching! This iteration of the international conference will feature amazing panels, speakers, and forums. On this episode of the ATS Breathe Easy, host Ugo Ezema, MD, Tulane University, gives us a preview by highlighting the keynotes on Sunday and Monday. Katherine Hisert, MD, PhD, National Jewish Health, discusses the Sunday keynote: "Vaccines - Past, Present and Future" by Demetre Daskalakis, MD, MPH. Joshua Fessel, MD, PhD, ATSF, talks about the Monday keynote he will be moderating: "The Supreme Court, the Administrative State, and You" with Stephen Vladeck, JD. There's still time to register for ATS 2026! https://registration.experientevent.com/ShowATS261/Flow/ATT?atslogin=1&marketingcode=YOUTUBE 

What does it take to bridge one of the most persistent translation problems in talent acquisition – getting a Fortune 500 recruiter to see why a Little Bird attack helicopter pilot from the 160th Special Operations Aviation Regiment is the perfect candidate for their open role? Tim Best, CEO of RecruitMilitary and former active duty Army officer, gives us a mission-driven and practical answer: go beyond the resume. Resumes and job descriptions flatten people. And for veterans, who enter the civilian workforce carrying hundreds of thousands of skills and attributes that don't map to corporate job architectures, that flatness is the enemy. The technology RecruitMilitary built with Findem, the Veteran Talent Source, solves this by giving recruiters a three-dimensional view of who a candidate actually is: not just what they did, but what they've continuously become. Because profiles are enriched in real time, the candidate in someone's ATS today is not the candidate from 25 years ago – and the AI knows the difference. The results are outstanding. In 2025, RecruitMilitary created over 600,000 connections between employers and military community job seekers. The hyper-personalized outreach campaigns powered by the Veteran Talent Source are generating email open rates of 80–90% and click-through rates five times higher than industry norms. These aren't just efficiency gains but create a fundamentally better experience for veterans, who have long lived with the frustration of applying and never hearing back. Tim's vision is for veterans inundated with recruiters who understand them, not spam from algorithms that don't. But Tim's ambitions go further than better sourcing. He wants veteran hiring to stop being a special project that lives in a corner of the TA function and instead become a normal part of a recruiter's everyday workflow, all made possible by AI. Looking ahead to the agentic AI era, Tim sees the next leap: intelligent job posting and agent-driven delivery that reduces friction between “here's my job description” and “here are the right people to talk to” to (almost) nothing. This conversation is essential listening for anyone in talent acquisition who wants to understand how AI creates new business value, not just faster versions of the old model. Related resources Podcast: Why AI Is A Massive Job Creation Technology. Automated Integration. Findem. And Thank You. Research: Insights-First AI: Better and Explainable People Decisions Research: The Talent Acquisition Revolution: How AI is Transforming Recruiting Chapters (00:00:03) - What Works: The Future of Talent(00:00:40) - Interview: Tim Best on Recruit Military's AI(00:03:27) - What Recruit Military Jobs?(00:05:21) - David Furnace, Head of Veteran Talent at HR Tech(00:08:32) - The Veteran Talent Source(00:15:57) - Veteran Recruitment Tech(00:17:04) - What's The Challenge of AI at Work?(00:19:39) - What lessons learned would you share with employers about AI and the role(00:22:03) - Machine Learning and the Veteran Talent Market(00:24:26) - What Works With Recruit Military

Cisco Systems v. Doe I | 04/28/26 | Docket #: 24-856 24-856 CISCO SYSTEMS, INC. V. DOE I DECISION BELOW: 73 F.4th 700 GRANTED LIMITED TO QUESTIONS 1 AND 3 PRESENTED BY THE PETITION. CERT. GRANTED 1/9/2026 QUESTION PRESENTED: 1. Whether the Alien Tort Statute ("ATS"), 28 U.S.C. § 1350, allows a judicially-implied private right of action for aiding and abetting. 2. Whether, if ATS aiding-and-abetting claims are cognizable, mere knowledge rather than purpose suffices to show the requisite mens rea. 3. Whether the Torture Victim Protection Act, 28 U.S.C. § 1350 note, allows a judicially- implied private right of action for aiding and abetting. LOWER COURT CASE NUMBER: 15-16909

Jeff and Marissa tackle the 11 most common excuses people tell themselves about why they “can't” land a remote job — and why almost all of them are just mindset traps.If you've ever thought “I'm too old,” “I have a career gap,” “I'm not experienced enough,” “the market is too competitive,” or “I'll never get responses,” this episode is your tough-love reality check. Packed with real stories, practical strategies, and plenty of coaching-style mindset shifts to help you finally move forward.Here's what they break down:

1 Million Types of Reef Tank - Episode 159 - Reef Beef Podcast. In this episode Rich and Ben talk about getting new clients and them becoming beefers, picking an ATO, are ATS still a thing, and R2R preaching. Thank you to our sponsors: Saltwater Aquarium: https://tinyurl.com/RBSaltwaterAquarium Saltwater Aquarium Wholesale: https://tinyurl.com/SWAWholesale PolypLab: https://www.polyplab.com/ Champion Lighting: https://www.championlighting.com/ Champion Lighting Wholesale: https://www.championlightingdealer.com/ Links: Merch is now available! https://reefbeefpodcast.com/merch/ Join our Discord: https://discord.gg/reefbeef Get notified of new episodes by receiving an email from Reef Beef! https://reefbeefpodcast.com/notify/ Get our help / advice: https://reefbeefpodcast.com/consult/ Buy Reef Beef a Beer! https://reefbeefpodcast.com Become a Member: https://reefbeefpodcast.com/membership Follow Us: Youtube Channel: https://www.youtube.com/@ReefBeefPodcast Spotify: https://open.spotify.com/show/0KA5CRWWe8dDmitJGOAG1J Apple Podcast: https://podcasts.apple.com/us/podcast/reef-beef/id1552005275 Amazon: https://music.amazon.com/podcasts/db09c6a8-5f0e-46c2-ac2d-25ed555a549f/reef-beef Player.fm: https://player.fm/series/reef-beef Overcast: https://overcast.fm/itunes1552005275 Audible: https://audible.com/pd/B08JJNKYLG

Munaf Manji and Dave Essler talk betting for Thursday. Munaf Manji and Uncle Diamond Dave Esler are back on the Cash That Ticket podcast for the Pregame.com Podcast Network's Straight Outta Vegas AM feed with a full Thursday breakdown covering three NBA first-round Game 3 matchups, the opening night of the 2026 NFL Draft in Pittsburgh, and an MLB getaway day card with a pair of solid night games in the mix. Coming off a split Wednesday where Dave cashed on the Mets first-five-innings under and Munaf got the hook on Cade Cunningham's PRA by exactly one total point, the guys waste no time getting into the Thursday action. CJ McCollum's 32-point Game 2 performance at Madison Square Garden — where he came back from 12 down in the fourth quarter to lead Atlanta to a 107-106 win over the Knicks — sets the stage for Game 3 in Atlanta, and Dave makes his case for the over at 216.5, pointing to Atlanta's pace, their weak defensive interior, and a market that has moved too far off two cold Knicks fourth quarters. Munaf adds first-quarter Hawks and first-half over angles in the same game. In the Cavaliers-Raptors series, both hosts land on Toronto at home despite the 0-2 hole, citing Cleveland's brutal 9-and-19 road ATS record as a road favorite this season and the reality that the Raptors have actually played Cleveland even across six of the eight quarters in this series. For Denver and Minnesota in Game 3, Dave puts the Wolves at home on the side at plus-2.5 after breaking down why Minnesota was the better team in Game 2 despite the drama of falling behind 14 early, while Munaf makes his official best bet the Timberwolves-Nuggets first-half over at 113.5 — both games in this series have seen both teams combine for 62-62 and 64-64 at the half. On the baseball side, Dave goes back to Joe Ryan and the Twins in the first five innings against a Mets team that is sending Christian Scott to the mound for his first MLB start since returning from Tommy John surgery, and both hosts caution strongly against forcing action on getaway day games without confirmed lineups. The NFL Draft segment covers the near-certain Mendoza-to-Raiders pick one, the Reese-to-Jets pick two, and the burning question of whether New Orleans executes their trade up to the three spot to grab Reese ahead of Arizona's Jeremiyah Love decision. Monroe Freeling gets a spotlight as the projected first offensive lineman off the board to Cleveland at six. Use promo code PICK25 at Pregame.com for 25 percent off everything on the site including football season all-access subscriptions. Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to The Daily Juice Podcast presented by Hard Rock Bet for Sunday, April 5th — your daily stop for sports betting picks, best bets, and sharp analysis across today’s biggest games. Hosted by Matt Perrault, The Daily Juice brings you fast, actionable betting insight covering college basketball, NBA, MLB, NHL, and more. Each episode is designed to help you identify value, understand line movement, and make smarter wagers before the market shifts. On this episode, we break down: Top betting angles for today’s games ATS (against the spread) picks Totals and prop betting insight Line movement and sharp money trends Daily betting strategy to stay consistent and disciplined Whether you're betting every day or just getting started, The Daily Juice gives you a clear edge with concise, no-BS analysis.

Welcome to The Daily Juice Podcast presented by Hard Rock Bet for Saturday, April 4th

Welcome to The Daily Juice Podcast presented by Hard Rock Bet, your daily source for sports betting picks, best bets today, and sharp betting analysis across the biggest games on the board. Hosted by Matt Perrault, The Daily Juice delivers fast, actionable insight into the betting market, covering college basketball, NBA, MLB, NHL, NFL, and UFC. Each episode focuses on identifying value plays, line movement, and betting strategy to help you stay ahead of the odds. If you're looking for: Daily sports betting picks Against the spread (ATS) analysis Totals, props, and futures bets Line movement and sharp money insight Consistent betting strategy …this is your go-to daily betting show.

Welcome to The Daily Juice Podcast presented by Hard Rock Bet, your daily destination for sports betting picks, best bets today, and sharp betting analysis across the biggest games on the board. Hosted by Matt Perrault, The Daily Juice delivers quick, actionable betting insight covering college basketball, NBA, MLB, NHL, NFL, and UFC. Each episode focuses on spreads, totals, props, and futures, helping bettors find value and stay ahead of the market. If you're looking for: Daily sports betting picks ATS (against the spread) analysis Totals and prop betting insight Line movement and sharp money breakdowns Winning betting strategies …this is your go-to daily show.

Welcome to The Daily Juice Podcast presented by Hard Rock Bet, your daily home for sports betting picks, best bets today, and sharp betting analysis across the biggest games in sports. Hosted by Matt Perrault, The Daily Juice delivers fast, no-nonsense betting insight covering college basketball, NBA, MLB, NHL, NFL, and more. Each episode is built to help bettors find value in the market, breaking down spreads, totals, props, and line movement before the odds shift. Whether you're a beginner or experienced bettor, The Daily Juice focuses on: Daily betting picks and best bets Against the spread (ATS) analysis Totals, props, and futures betting Line movement and market insight Sports betting strategy to improve long-term results

Welcome to The Daily Juice Podcast presented by Hard Rock Bet, your daily destination for sports betting picks, best bets today, and sharp analysis across the biggest games in sports. Hosted by Matt Perrault, The Daily Juice delivers fast, actionable betting insight covering college basketball, NBA, MLB, NHL, NFL, and more. Each episode focuses on finding value in the market, breaking down spreads, totals, and line movement to help you stay ahead of the number. Whether you’re looking for ATS picks, totals, futures, or betting strategy, The Daily Juice gives you a clear, no-nonsense approach to daily sports betting.

Welcome to The Daily Juice Podcast presented by Hard Rock Bet, your daily source for sports betting picks, best bets today, and sharp betting insight across the biggest games on the board. Hosted by Matt Perrault, The Daily Juice delivers quick, actionable analysis covering college basketball, NBA, MLB, and more, with a focus on spreads, totals, and market movement to help you find value before the lines shift. Each episode is designed for bettors who want: Daily betting picks ATS (against the spread) plays Totals and prop betting insight Line movement and sharp action analysis Whether you're betting on college basketball, NBA, NFL, MLB, or UFC, The Daily Juice gives you a fast, no-nonsense breakdown of the best bets available today.

Welcome to The Daily Juice Podcast presented by Hard Rock Bet, your daily destination for sports betting picks, best bets today, and sharp analysis across the biggest games in sports. Hosted by Matt Perrault, The Daily Juice delivers quick, actionable betting insight covering college basketball, NBA, MLB, NFL, and more. Each episode focuses on identifying value plays, ATS bets, totals, and market movement, helping you stay ahead of the number before it moves. Whether you're a casual bettor or serious player, The Daily Juice gives you: Daily sports betting picks Against the spread (ATS) analysis Totals and prop betting insight Line movement and sharp money discussion Quick-hitting best bets for today