Podcasts about ATS

In today's job market, young professionals are facing a new level of uncertainty. Unemployment among recent graduates is rising, AI is changing white-collar jobs, and getting through ATS and AI-powered hiring filters can feel harder than ever.So how do you actually get hired?In this episode of the Career Warrior Podcast, Chris talks with Scott Stirrett, author of The Uncertainty Advantage, about the biggest challenges facing young people in the job search today—and how to navigate them.We discuss:- Why young professionals are struggling to find jobs right now- How AI is changing the job search and white-collar careers- How to get through ATS and AI hiring filters- How to find the “side door” into a company- How to build your ability to deal with uncertainty- Strengthening your “risk-taking muscles”- The Regret Minimization Framework for making career decisions- The RULER Method for understanding and regulating your emotions- How to deal with rejection, unemployment, and uncertainty- What young professionals can do to actually get hiredScott Stirrett is the founder of a national nonprofit that has raised more than $80 million and supported 10,000 young professionals. His bestselling book, The Uncertainty Advantage, was endorsed by Andrew Yang and Eric Ries and reached #1 on Amazon Canada.Learn more about Scott: ScottStirrett.comGet the Book, The Uncertainty Advantage: https://www.amazon.com/Uncertainty-Advantage-Launching-Career-Change-ebook/dp/B0DGCD6ZCVConnect with Scott on LinkedIn#JobSearch #YoungProfessionals #CareerAdvice #GetHired #AIJobs Hosted on Acast. See acast.com/privacy for more information.

Overland Journal Podcast host Matt Scott and Scott Brady discuss rugged terrain (RT) or “hybrid” tires as a third category between all-terrain (AT) and mud-terrain (MT), arguing RTs let ATs and MTs stay true to their strengths while better matching overlanders’ mostly-on-pavement use. They compare void ratios, noise/vibration/harshness, tread life, snow and wet-road performance, fuel-economy impacts, and load capacity, with examples from Toyo RT Pro, BFG HD Terrain, and other models. They stress how subjective tire testing is and describe past double-blind, same-vehicle testing, hoping to run an RT test later. Key buying attributes include 3-peak mountain snowflake ratings, sidewall construction (not just ply count), siping tradeoffs, and tire width choices favoring taller, narrower sizes for fit and efficiency. They critique treadwear warranties pushing harder compounds and note rising tire costs. New to Overland Journal and want to grab a subscription! Visit Overland Journal and enter code: overlandpodcast at checkout for 20% off. We thank you for being a subscriber. Tune in Apple Podcasts | Spotify | YouTubeSee omnystudio.com/listener for privacy information.

The Dynamic Duo is back together! @JeffreyTheGreek is joined by @B1GKurt once again for a B1G POD! This is JTGs Official B1G Season Predictions for all 18 teams, with BK comments, starting at #18 and working our way to the top 2 teams, and finally the 2026 B1G Champion. This is a fun one!  And oh yea...we have a LIVE B1G FOOTBALL GAME this weekend, as we pick ATS (along with @JWEggleston7) for USC. Let's GOOOOOooooooooo!!!!!! Uno!  Dos!!  TresAgaves!!!

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com This episode is brought to you by our friends at Dalia. Who's ready for a cold hard fact? Indeed's pricing model -- and all programmatic job advertising -- is based on driving volume. Not outcomes. Job boards get paid on clicks and applies, not hires. Their incentive is to send you more volume. That's what happens with volume-based pricing models. And all that volume creates exactly what you'd expect: mass inefficiency, mountains of unqualified applications, and wasted spend.  Meanwhile, TA teams know their career site is already their best source of quality applicants who get hired. TA teams invest in their career sites and employer brand, but the outdated technology makes it too hard for people to connect and apply.  Dalia fixes that. Millions of job seekers use Dalia every month to seamlessly connect to employer career sites and apply to jobs using their universal candidate profile. No re-entering information over and over. It's like the ShopPay button, but for jobs. It's secure, it integrates directly into your ATS, and it works instantly on any career site.  Employers using Dalia can double their conversion of career site visitors into qualified applicants and hires. Double the hires from traffic you already have. That's how you start cutting your dependence on Indeed. To learn more, please visit: https://www.dalia.co/audit?utm_source=pos   Key Topics: - AI as a leadership challenge, not just a technology - The importance of mindset shift for AI adoption - Reimagining workflows and organizational structures - The role of human-AI collaboration in future work - Strategies for leaders to become AI-forward - The danger of a finite mindset in AI implementation - The concept of shifting from org charts to work charts - The importance of outcome-driven AI strategies - The role of leadership in fostering innovation with AI - Practical steps for organizations to start their AI journey Chapters: 00:00 Introduction to Disruption and Leadership 02:18 Career Reflections and Lessons Learned 05:03 The Genesis of the Book on AI Leadership 08:18 AI as a Leadership Challenge 12:44 The Finite vs. Infinite Mindset in Organizations 15:40 Identifying Warning Signs of a Finite Mindset 17:52 The Balance of Speed and Strategy in AI Implementation 20:18 Rewriting the Playbook for AI 23:17 The Evolving Role of Human Capital in an AI World 25:43 AI for Humanity: IKEA's Success Story 26:20 Human-Machine Collaboration: The Future of Work 28:02 Evolving Leadership in the Age of AI 30:41 Practical Steps for AI-Forward Organizations 32:18 Understanding AI's Impact on Jobs and Tasks 34:51 Future-Proofing Organizations: Lessons from the Past 39:02 The Uncomfortable Questions for CEOs 43:03 Optimism in AI: Augmentation and New Possibilities      

After following up on Justice Alito's summer interview, the new birthright-citizenship executive orders, and the Court's record-low approval numbers, we devote the episode to Cisco Systems v. Doe, the Falun Gong surveillance case that closes the door Sosa v. Alvarez-Machain left open for new Alien Tort Statute claims. We try to build a theory of the ATS from first principles — Section 9 of the Judiciary Act of 1789, the law of nations, and the Marbois affair — before running through two decades of the Court narrowing the statute. Then we ask what to make of "door closing" as a phenomenon, from Edwards v. Vannoy to Rucho, and whether the Court would really be stuck if the perfect ATS unicorn finally showed up. Along the way: whether Justice Alito is an I-95 or an Amtrak guy, the seven-case October calendar led by Suncor, Rooker anti-Feldmanism, and a Phoenix bar band called the Blackstone Three.Highlights[00:00:21] Opening: 29 episodes makes a record-breaking season, and the secret to sub-4-hour recording sessions[00:02:28] Justice Alito's WSJ interview with James Taranto: "Obviously I'm here for another term," the vultures, and his high school English teacher's psychoanalysis[00:06:27] How Will became a libertarian: Mr. Flannery, Lexis news alerts for "Ayn Rand," and golfer David Duval[00:09:48] Still no action on the mail-in voting applications; a White House ballroom emergency application expected any day[00:11:15] No rehearing petition in Trump v. Barbara — instead, new executive orders probing the decision's edges[00:15:32] The October calendar: only 7 cases, starting with Suncor — "conservative intuitions in search of a constitutional clause"[00:17:04] Mailbag: Rooker anti-Feldmanism via Lance v. Dennis, and Michael Rosman on whether sex-segregated sports are really "equal opportunity"[00:20:32] Gallup has the Court at 33% approval, a record low — the maximally anti-legitimacy strategy[00:22:35] The main event: Cisco Systems v. Doe — an anonymous person versus a faceless corporation[00:23:16] ATS first principles: Section 9 of the Judiciary Act of 1789, the law of nations as brooding omnipresence, and the Marbois affair[00:37:27] The 1980 revival, Sosa v. Alvarez-Machain, and the door Justice Souter left ajar[00:42:45] Two decades of narrowing: Kiobel, Jesner, Nestlé — and Will's brush with a thriving atrocities practice[00:47:33] Cisco closes the door; the Edwards v. Vannoy parallel, and whether door closing is ever dicta[00:52:33] Door closing as a genre: Vieth v. Jubelirer, Rucho — a Green Bag piece for Richard Re[00:56:36] What about pirates? The Blackstone 3 — the doctrine, and the Phoenix bar band[01:00:18] Implied causes of action, the slow death of Bivens, and the Ex parte Young irony after Trump v. Cook[01:05:19] Scoring the opinion: a win for the Bradley–Goldsmith "Erie algorithm" — or selective originalism?[01:13:33] Sign-off: rate and review — and if we go quiet, Will has been taken by piratesRelevant linksCasesCisco Systems, Inc. v. Doe I — slip opinionTrump v. Barbara — the birthright-citizenship decision the new executive orders are testingSuncor Energy (U.S.A.) Inc. v. County Commissioners of Boulder County — the OT26 openerSosa v. Alvarez-Machain, 542 U.S. 692 (2004)Edwards v. Vannoy, 593 U.S. 255 (2021) — slip opinionLance v. Dennis, 546 U.S. 459 (2006) (per curiam) — the Stevens "Rooker good, Feldman bad" dissentCommentary & articlesCNN on the Alito interview — coverage of James Taranto's Wall Street Journal interviewGallup, "Supreme Court Job Approval Slumps to Record Low"Jonathan Adler, "Amicus Brief in Suncor Energy v. County Commissioners of Boulder County" — the solo plaintiffs-side amicusOona A. Hathaway et al., "Has the Alien Tort Statute Made a Difference?," 107 Cornell L. Rev. (2022) — the settlements study cited in Cisco footnote 2Carlos M. Vázquez & Stephen I. Vladeck, "State Law, the Westfall Act, and the Nature of the Bivens Question," 161 U. Pa. L. Rev. 509 (2013)Samuel L. Bray & Paul B. Miller, "Getting Into Equity," 97 Notre Dame L. Rev. 1763 (2022) — why equity never needed causes of actionOtherDivided Argument, "Separation-of-Powers Police" (S4E23) — the Daryl Levinson Law for Leviathan book episodeThe Blackstone Three — original and cover music for all events, parties, and concert venues

 There has been a sharp spike in silicosis diagnoses among workers who work with engineered stone countertops. The ATS released a report in 2026 on the subject, “Silicosis in the Artificial Stone Countertop Industry: An Official American Thoracic Society Workshop Report”. One of the report's authors Kristin Cummings, MD, MPH, California Department of Public Health, and expert Maeve McMurdo, MBChB, Cleveland Clinic, discuss why engineered stone can cause severe, rapidly progressive lung disease in young workers as well as the limitations of current workplace protections. On this episode of the ATS Breathe Easy podcast, they also highlight safer alternatives, the importance of recognizing occupational exposures, and what clinicians, employers, and consumers can do to help protect workers. Important resources: Read the full ATS report: https://pubmed.ncbi.nlm.nih.gov/42363709/ Failure of wet methods to control silica exposures: Soo et al. Respirable dust and respirable crystalline silica exposures among workers at stone countertop fabrication shops in Georgia from 2017 through 2023: https://pubmed.ncbi.nlm.nih.gov/40249150/ Prevalence of silicosis among Australian countertop workers: Hoy et al. Prevalence and risk factors for silicosis among a large cohort of stone benchtop industry workers https://pubmed.ncbi.nlm.nih.gov/37328266/Rapid progression of artificial stone silicosis after exposure cessation: Leon-Jimenez et al. Artificial Stone Silicosis: Rapid Progression Following Exposure Cessation: https://pubmed.ncbi.nlm.nih.gov/32563682/ California engineered stone silicosis dashboard (updated weekly): https://www.cdph.ca.gov/Programs/CCDPHP/DEODC/OHB/Pages/essdashboard.aspx 

Tibicuera Almeida, presidente da ATS, participou do programa Direto ao Ponto e falou sobre a organização dos Festejos Farroupilhas em Santa Cruz em 2026.

Tibicuera Almeida, presidente da ATS, participou do programa Direto ao Ponto e falou sobre a organização dos Festejos Farroupilhas em Santa Cruz em 2026.

You Can't Hire Your Way Out of This — St. Elizabeth Healthcare Proves ItFeaturing Brittany Sorrell, Director of Workforce Development, St. Elizabeth Healthcare700,000 open healthcare jobs every month. 306,000 unemployed healthcare workers to fill them. The math does not work. Brittany Sorrell has spent three years building the model that actually does — and it starts in high school.Luke sits down with Brittany, a former bedside nurse and nursing faculty member turned workforce development director, to talk about what it looks like when a health system stops trying to recruit its way to stability and starts building a workforce from the ground up.

Dr. Stephanie Maximous speaks with Dr. Diana Kelm about her article, "Build It and They Shall Come: Medical Education Communities of Practice."

CHARGERS vs TEXANS PREGAME SHOW | NFL Preseason Week 1 2026 It's football season, baby! The Los Angeles Chargers travel to Houston to take on the Texans in the 2026 NFL Preseason opener live from NRG Stadium!Game Info: Thursday, August 13, 2026 8:00 PM ET NRG Stadium, Houston, TX NFL Network / Local broadcasts Both teams enter the preseason 0-0 with plenty of roster battles heating up. Expect limited (or zero) action from the big stars — C.J. Stroud and most Texans starters are not expected to play, while Justin Herbert and the Chargers' key guys will likely sit or see very limited snaps. This one's all about the young talent, backups, and guys fighting for a 53-man roster spot!Team Snapshot (2025 Season Stats)Houston Texans• Elite defense that allowed a league-low 17.2 points and 277.2 yards per game• C.J. Stroud: 3,041 passing yards, 19 TDs• Danielle Hunter: 15 sacks• Nico Collins: 1,117 receiving yards Los Angeles Chargers• Justin Herbert: 3,727 passing yards, 26 TDs, 94.1 rating• Tuli Tuipulotu: 13 sacks• Ladd McConkey: 789 receiving yards• Strong defensive foundation under Jim Harbaugh Players to Watch Chargers• DJ Uiagalelei – Battling Trey Lance for the backup QB job. Big arm, big opportunity.• Omarion Hampton – Young RB looking to claim the lead back role.• Tuli Tuipulotu & Khalil Mack – Pass-rush duo that can wreck a game even in limited snaps.• Ladd McConkey / Quentin Johnston / Tre' Harris – WR room competition heating up. Texans• Davis Mills / Graham Mertz – Expected to handle the QB duties with Stroud sitting.• Will Anderson Jr. & Danielle Hunter – One of the most feared edge duos in the NFL.• Rookies and camp standouts fighting for roster spots across the board. Viral Stats & Fun Facts • Jim Harbaugh is 13-10 SU and ATS in the preseason as a head coach• DeMeco Ryans is 7-3 SU and 6-4 ATS in the preseason• These two teams will also face off in the regular season (Week 9 at SoFi)• Texans defense was historically stingy last year — can the Chargers' young offense move the ball?Who takes the W in this preseason battle? Drop your score predictions in the comments! Like, subscribe, and hit that notification bell so you never miss a Bolts or Texans breakdown!#Chargers #Texans #NFLPreseason #BoltUp #WeAreTexans #NFL #PregameShow #FootballIsBack #ChargersVsTexans #Herbert #CJStroud #WillAnderson #TuliTuipulotu #NFL2026

 Many say that AI will keep you from working because your skills can be replaced by this technology in ways that make it faster and cheaper for companies to accomplish the work.  Well, here’s another way AI may affect your job. Have you heard about the resume robots?  Many companies use applicant tracking systems (ATS) that scan for hyper-specific keywords which are often pulled straight from the job description.  These ATS systems can act as a digital filter replete with hidden biases that may silently purge candidates based on age, race, gender or disability before a human ever sees their name.  Two recent lawsuits pulled back the curtain on how AI powered hiring tools are failing American workers and companies.  To explain what is frustrating so many worthy applicants of their opportunity to obtain an interview, let alone a job, is Attorney Gary Phelan, a partner at Hurwitz Sagarin & Slossberg LLC in Milford, Connecticut.  It opened my eyes as to why I hear young people say they have gotten immediate rejection or no response at all in their job search.  Very interesting and disturbing.

As an AT in Idaho, Tracy Collins shares the beauty of the state and some of the challenges the Athletic Trainers face. With over 300 ATs, the Idaho ATA joins the Sports Medicine Broadcast to discuss work-life balance. Summary: Host Jeremy Jackson sits down with Tracy Collins, Head Athletic Trainer at Lewis-Clark State College, to discuss her long career and the unique life of an AT in Idaho. They cover Tracy's journey from a record-setting high school track athlete to a veteran healthcare professional, the challenges and solutions for AT coverage in the state’s rural settings, and what the Idaho Athletic Trainers Association is working on with their practice act. Tracy also gives her top recommendations for experiencing the stunning outdoor activities and travel destinations that the state of Idaho has to offer. Key Takeaways: Professional Challenges: The rural and geographically spread-out nature of Idaho presents financial challenges for full-time athletic trainer positions in many high schools, though areas like the Treasure Valley are well-covered. Personal Background: Tracy Collins is a record-holding runner from Lewiston High School, an alumna of Boise State, and has been married to a track and field coach for 32 years. Legislation: The Idaho Athletic Trainers Association is focused on working with the new Department of Professional Licensing structure and is considering updating its 23-year-old licensure practice act. Travel and Nature: Tracy’s favorite aspect of living in Idaho is the access to the outdoors, recommending that visitors see Hells Canyon and the volcanic landscape of Craters of the Moon National Monument and Preserve. Mentioned in the Broadcast: Lewis-Clark State College (LC State) The Idaho Sports Medicine Institute Exotherm heating pads (Product from partner Johan Wing in Boise, Idaho) Idaho Athletic Trainers Association: Idahoata.org Contact Tracy Collins: Email: TCollins@lcsc.edu These people LOVE Athletic Trainers and help support the podcast: Frio Hydration – Superior Hydration products. Xothrm – Best heating pad available – Use “SMB” or email info@xothrm.com and mention the Sports Medicine Broadcast Donate and get some swag (like Patreon but for the school) HOIST – No matter your reason for dehydration DRINK HOIST MedBridge Education – Use “TheSMB” to save some money, be entered in a drawing for a second year free, and support the podcast. Marc Pro – Use “THESMB” to recover better. Athletic Dry Needling – Save up to $100 when registering through our link.

Gen Z Nurses Need 2.5x More Manager Contact, 69% Lack Fraud Controls & New Hires Decide in 5 DaysAugust 10th, 2026. Bo is back. All three: Bo Brabo, Luke Carignan, and ASHHRA Executive Director Jeremy Sadlier. Three stories, one thread — the distance between the workforce you have and the strategy you're running.

The Employer Branding Reckoning: Authenticity vs Automation   Employer branding has entered a new era. AI can now write careers content, personalise candidate outreach, generate videos, and automate engagement at a scale that would have been unimaginable just a few years ago. At the same time, candidates have never been better at spotting generic messaging, over-produced content, or a culture that doesn't match reality. So where should employers draw the line? In this session, we'll explore how organisations can embrace AI without losing the authenticity that attracts - and retains - the right talent.   Key Themes We'll Cover: The New Employer Brand Toolkit – How AI is changing the way organisations create, distribute and measure employer brand content Authenticity Still Wins – Why real employee stories continue to outperform polished corporate messaging in building trust with candidates Scaling Without Sounding Generic – Practical ways to use automation while keeping your employer brand distinctive and human Personalisation at Scale – Where AI can improve candidate engagement, and where human interaction still makes the biggest difference The Candidate Trust Factor – How job seekers evaluate employer claims through reviews, social media and employee-generated content Balancing Speed with Substance – Avoiding the temptation to prioritise content volume over meaningful communication The Role of Recruiters and Employer Brand Teams – How AI is changing workflows, skills and responsibilities rather than replacing them Examples That Get It Right – Organisations successfully combining AI-powered efficiency with genuine employer storytelling What Comes Next – How employer branding is likely to evolve as AI becomes a standard part of every talent acquisition function Whether you're building an employer brand from scratch or adapting an established strategy for the AI era, this session will provide practical insights to help you stay credible, competitive and connected with candidates. Join Recruiting Brainfood as we explore what authentic employer branding looks like when automation becomes the norm.   We're on Friday 7th August, 2pm BST. Follow the channel here (recommended) and register for the show (save my spot) here.   Ep396 is supported by our friends at Joveo   High-Performance Recruitment Marketing Powered by Agentic AI. Integrated Talent Attraction - everything before the ATS. Find out more here

Neste último episódio do podcast especial Health Equity, da MIT Technology Review Brasil, em parceria com a Amgen, Carolina Abelin recebe a médica infectologista, especialista em Avaliação de Tecnologias em Saúde e Coordenadora do mestrado em ATS do Instituto Nacional de Cardiologia, Marisa Santos. O tema é metodologias complementares para a decisão sobre a oferta de uma nova terapia ou medicamento.=É o caso da Análise de Decisão Multicritério (MCDA), segundo a médica, o processo conduzido pela Conitec (Comissão Nacional de Incorporação de Tecnologias no Sistema Único de Saúde), consegue hoje considerar critérios mais amplos, mas metodologicamente não é possível dizer que o órgão de fato pratica um modelo de MCDA.

Essential Guide for Increasing Talent Density   In an era of relentless cost optimisation, organisations face a pivotal choice: maintain headcount breadth or concentrate excellence. Talent density—the concentration of exceptional performers within a team, function, or entire company—has emerged as the decisive competitive advantage for high-performing organisations. This is not merely about hiring stars; it is about architecting environments where elite talent multiplies collective output, accelerates innovation velocity, and repels mediocrity through sheer gravitational pull. As remote work dissolves geographic constraints and AI democratises baseline competence, the organisations that win will be those that deliberately engineer density rather than accumulate volume. This webinar explores how talent acquisition leaders can become the architects of this transformation.   • Defining True Density – Distinguishing talent density from headcount reduction, and why ten exceptional performers routinely outperform thirty average ones   • The Multiplier Effect – How concentrated excellence elevates standards, accelerates peer learning, and creates self-reinforcing cycles of performance   • Hiring for Density, Not Just Fit – Shifting from culture-fit screening to identifying candidates who will raise the ceiling of those around them   • The Cost of Dilution – Quantifying how a single underperformer in a dense team erodes collective output, psychological safety, and retention of top talent   • Compensation Architecture – Why traditional pay bands suffocate density strategies, and how to justify asymmetric investment in exceptional performers   • Density in Distributed Teams – Maintaining and measuring talent concentration when physical proximity no longer enforces organic collaboration   • The Exit Imperative – Why protecting density requires the courage to move on underperformers faster than most organisations currently dare   • Measuring What Matters – Moving beyond individual performance ratings to team-level density metrics that reveal where excellence truly clusters   • TA as Density Curator – Elevating the recruiter's role from vacancy filler to strategic gatekeeper who protects and amplifies organisational capability   Watch this essential discussion to redefine your strategic mandate. Talent density is not a hiring philosophy—it is the operating system of future-ready organisations, and the recruiters who master it will shape which companies thrive or fade.   We're on Friday 31st July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).   Ep399 is supported by our friends at Lavalier by Textio   Your interviews are where hiring decisions are made, but most aren't designed to make good ones. Vague requirements, inconsistent questions, slow feedback, and gut-based debriefs all undermine your hiring quality.   Lavalier gives recruiting teams one platform to make your interview process 2x better at predicting candidate job performance.   Lavalier plugs into your ATS and helps you: Run structured intake that aligns your team on the right skills and competencies before the first convo. Auto-generate interview plans and assignments from intake, so everything is connected to role requirements. Guide interviewers in real-time with AI-powered prompts and notes that keep interviews consistent and give candidates a great experience. Get evidence-based hiring signals, so you can go from application to offer faster and with higher confidence. Built by the OG AI for TA team at Textio, Lavalier is free to get started. Recruiting Brainfood readers get 250 bonus credits when you sign up!

Being an AT in Georgia is a lot like being an AT in Texas. Rob Dicks knew he wanted to become an AT by the time he started high school. He is now leading the Georgia Athletic Trainers Association. Podcast Summary This episode features Jeremy Jackson and Rob Dix, the current President of the Georgia Athletic Trainers Association (GATA). Rob shares his journey from a 14-year-old aspiring ‘sports doctor’ to a seasoned Athletic Trainer, driven by an early interaction with an AT after an MCL sprain. He recounts his experience balancing a high-achieving student life and a career that included internships with the Buccaneers and the Falcons. Rob eventually prioritized family, leading him to a 22-year career at Lagrange College, where he transitioned through several administrative and leadership roles, culminating as an Associate AD before returning to high school athletics at Callaway High School. Rob discusses his leadership philosophy, ‘We are better together,’ and his role as a servant leader for GATA members. He highlights his commitment to mentorship, including co-founding a large support group/think tank for brown and black athletic trainers. On the legislative front, Rob addresses current challenges facing AT in Georgia, such as opposition to updating the Practice Act and the exclusion of athletic trainers from a dry needling bill that could make the practice illegal for ATs in the state. Despite the challenges, Rob notes Georgia’s leadership in the profession: the state is now number one nationally for heat illness policies and is a top contender for secondary school AT hiring and salary data. The ultimate goal is to place an AT in every school system with athletics. Show Notes: The State of AT in Georgia with Rob Dix Host: Jeremy Jackson Guest: Rob Dix, President of the Georgia Athletic Trainers Association (GATA) Website Link: sportsmedicinepodcast.com/ATinGeorgia Episode Highlights Rob Dix discusses his passion for athletic training, his pivot from an NFL career path to collegiate and high school settings, and his dedication to leadership and mentorship within the profession. Key Takeaways for AT in Georgia: The Journey to AT: Rob’s interest began at 14, influenced by his high school coach and solidified by his first AT, Jenny, after an MCL sprain in 10th grade. A Career Pivot: After working with the Falcons, Rob chose a career path at Lagrange College (22 years) to better prioritize his family life. Leadership Philosophy: Rob leads with the motto, ‘We are better together,’ viewing his role as serving the needs of GATA members. Mentorship & Community: Rob is a dedicated preceptor and helped start a support group/think tank for brown and black ATs, which has grown to over 1,600 members. Practice Act Challenges: A major focus for GATA is navigating legislative challenges, including opposition to the Practice Act update and the exclusion of AT in Georgia from a dry needling bill. Georgia as a Leader: Georgia is ranked number one in the nation for heat illness policies and is a leader in secondary school AT hiring and compensation, making it an attractive state for practicing AT in Georgia. Connect with Rob Dicks: Email: rob.dicks.sr@gmail Instagram: Rob_dsr Facebook: Rob Dicks Group: The Brown and Black AT Think Tank (contact Rob for involvement) These people LOVE Athletic Trainers and help support the podcast: Frio Hydration – Superior Hydration products. Xothrm – Best heating pad available – Use “SMB” or email info@xothrm.com and mention the Sports Medicine Broadcast Donate and get some swag (like Patreon but for the school) HOIST – No matter your reason for dehydration DRINK HOIST MedBridge Education – Use “TheSMB” to save some money, be entered in a drawing for a second year free, and support the podcast. Marc Pro – Use “THESMB” to recover better. Athletic Dry Needling – Save up to $100 when registering through our link.

AI has been applied to almost every step of the hiring process. Sourcing, screening, assessments, interviews; each has its own tools, and many of them are effective. For many organizations, though, the gains from optimizing individual stages are flattening out. Hiring quality is shaped by the entire journey, not by any single step, and most hiring technology was never built to connect those steps. The focus is shifting toward connecting the whole process so that each stage learns from the others and improves over time. So what does it take to move from optimizing separate steps to building connected intelligence across the hiring process? My guest this week is Ben Chino, Co-founder and CPO of Maki. In our conversation, Ben explains why improving hiring one step at a time has hit its limits, what end-to-end hiring intelligence looks like in practice, and what it means for recruiters and candidates. In the interview, we discuss: Why optimizing individual hiring steps with AI has hit diminishing returns The difference between a system of record and a system of intelligence How a connected hiring process improves decision-making at every stage Where the ATS fits in the next generation of hiring technology Why human judgment in hiring is less consistent than most people think Freeing recruiters for better judgment and more time with candidates Turning 800,000 applications into a real candidate experience Why adopting AI in hiring is an organizational change challenge, not a technology decision What does the future of hiring look like? https://www.linkedin.com/in/ben-chino/

CALCULATING EMPLOYEE LIFETIME VALUE   For decades, talent acquisition has been measured by speed and cost—time-to-fill and cost-per-hire dominated the conversation while the true economic impact of every hire remained frustratingly opaque. Yet as workforce strategy matures into a board-level priority, a critical shift is underway: organisations are finally beginning to quantify what an employee is actually worth over their entire tenure. Employee Lifetime Value (ELTV) represents the holy grail of people analytics—a single metric that captures productivity, revenue generation, retention savings, and cultural contribution from day one to departure. This webinar demystifies the calculation, exposes why most organisations get it wrong, and reveals how TA leaders can use ELTV to transform recruitment from a cost centre into a profit-driving strategic function.   Key Themes We Must Address:   • Defining the Metric – Breaking down the ELTV formula beyond simplistic revenue-per-employee to include performance trajectory, promotion velocity, and knowledge transfer value   • The Data Dilemma – Why HRIS fragmentation, inconsistent performance data, and short organisational memory make accurate ELTV calculations notoriously difficult   • Hiring for Longevity vs. Performance – The tension between selecting candidates with maximum immediate output and those who compound value over years of tenure   • The Cost of a Bad Hire, Revisited – How ELTV reframes traditional cost-of-vacancy models by revealing the exponential drag of underperformers who stay too long   • Segmenting by Role and Level – Why a one-size-fits-all ELTV approach fails, and how to build role-specific models for revenue-generators, innovators, and cultural anchors   • TA's Credibility Currency – Using ELTV projections to secure executive buy-in for longer search cycles, premium candidate experiences, and competitive offer strategies   • The Retention Multiplier – How onboarding quality, manager effectiveness, and development investment directly inflate or deflate ELTV before a recruiter's work is even tested   • Predictive ELTV in Sourcing – Emerging signals and assessment methodologies that forecast lifetime value at the point of application, not just post-hire   • From Metric to Movement – Building organisational accountability around ELTV so that talent acquisition, HRBPs, and line managers share ownership of the full employee journey   Watch this essential discussion to elevate your strategic influence. Mastering ELTV separates transactional recruiters from architects of sustainable workforce value—and the window to lead this evolution is narrowing.     We're on Friday 24th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep397 is supported by our friends at Greenhouse   With application volumes at historic highs, AI claims shaping procurement, and candidate fraud entering the funnel in ways most teams can't track, your ATS decision carries more weight than ever. Download this updated guide from Greenhouse for a practical roadmap to cut through vendor noise, understand true total cost of ownership, and choose the platform your hiring function actually needs.   Download now

Kamu kirim lamaran ke-127. Tutup laptop. Besok ulang lagi. Tidak ada balasan, bahkan penolakan otomatis pun tidak. Semua orang menawarkan penjelasan yang sama: kamu kurang skill, sertifikatmu kurang, CV-mu belum ATS friendly. Bacaan itu dipercaya hampir semua orang, dan kamu ikut mempercayainya sampai merasa ada yang salah pada dirimu. Nalar ini tidak bertanya siapa yang salah. Ia bertanya satu hal yang jarang ditanya. Bagaimana kalau keheningan itu bukan soal kamu, dan bukan cuma soal ada lowongan palsu, melainkan tanda pasar kerja digital yang perlahan kehilangan kemampuan untuk dipercaya?

Megan Applegate spent twenty years in hospitality before becoming a recruiter, resume writer, and career coach. In this episode she and Lesley Logan dig into why finding work feels so different right now and what still gives people an edge in their career. Megan shares grounded strategies for standing out, rebuilding confidence after a setback, and getting noticed by the right people. Whether you love your job or are ready for a change, this conversation gives you real steps to feel ready for what is next. If you have any questions about this episode or want to get some of the resources we mentioned, head over to LesleyLogan.co/podcast https://lesleylogan.co/podcast/. If you have any comments or questions about the Be It pod shoot us a message at beit@lesleylogan.co mailto:beit@lesleylogan.co. And as always, if you're enjoying the show please share it with someone who you think would enjoy it as well. It is your continued support that will help us continue to help others. Thank you so much! Never miss another show by subscribing at LesleyLogan.co/subscribe https://lesleylogan.co/podcast/#follow-subscribe-free.In this episode you will learn about:Why the old resume playbook may no longer get you hired.Mapping job descriptions to prove you already qualify for the role.The old colleague trick that quietly dissolves imposter syndrome.Optimizing your LinkedIn so recruiters can actually find you.What you should never say when an interview gets uncomfortable.Episode References/Links:Gecko Hospitality – https://www.geckohospitality.comMegan Applegate on LinkedIn - https://www.linkedin.com/in/meganapplegateMegan Applegate on Instagram - https://www.instagram.com/dreamjobaheadStrengthsFinder Test – https://high5test.com/cliftonstrengths-free/Career Blueprint Solutions - https://beitpod.com/careerblueprintsolutionEp 691 ft Clare Solly - https://beitpod.com/ep691Submit your wins or questions - https://beitpod.com/questionsGuest Bio:Megan Applegate, Founder of Career Blueprint Solutions. After a powerhouse 20-year career in the hospitality industry, Megan did the unthinkable: she walked away from the familiar to build a recruiting and career development empire, with zero formal training and no financial safety net. Today, as the Founder of Career Blueprint Solutions, she uses that same "all-in" grit to help high-achievers navigate their own pivots. Known as the Recruiter Insider, she deconstructs the hiring process through her proprietary T.A.P. Protocol, moving professionals from "guessing" to "certainty" and helping them architect a legacy career that matches their true market value. If you enjoyed this episode, make sure and give us a five star rating and leave us a review on iTunes, Podcast Addict, Podchaser or Castbox. https://lovethepodcast.com/BITYSIDEALS! DEALS! DEALS! DEALS! https://onlinepilatesclasses.com/memberships/perks/#equipmentCheck out all our Preferred Vendors & Special Deals from Clair Sparrow, Sensate, Lyfefuel BeeKeeper's Naturals, Sauna Space, HigherDose, AG1 and ToeSox https://onlinepilatesclasses.com/memberships/perks/#equipmentBe in the know with all the workshops at OPC https://workshops.onlinepilatesclasses.com/lp-workshop-waitlistBe It Till You See It Podcast Survey https://pod.lesleylogan.co/be-it-podcasts-surveyBe a part of Lesley's Pilates Mentorship https://lesleylogan.co/elevate/FREE Ditching Busy Webinar https://ditchingbusy.com/Resources:Watch the Be It Till You See It podcast on YouTube! https://www.youtube.com/channel/UCq08HES7xLMvVa3Fy5DR8-gLesley Logan website https://lesleylogan.co/Be It Till You See It Podcast https://lesleylogan.co/podcast/Online Pilates Classes by Lesley Logan https://onlinepilatesclasses.com/Online Pilates Classes by Lesley Logan on YouTube https://www.youtube.com/channel/UCjogqXLnfyhS5VlU4rdzlnQProfitable Pilates https://profitablepilates.com/about/Follow Us on Social Media:Instagram https://www.instagram.com/lesley.logan/The Be It Till You See It Podcast YouTube channel https://www.youtube.com/channel/UCq08HES7xLMvVa3Fy5DR8-gFacebook https://www.facebook.com/llogan.pilatesLinkedIn https://www.linkedin.com/in/lesley-logan/The OPC YouTube Channel https://www.youtube.com/@OnlinePilatesClasses Episode Transcript:Megan Applegate 0:00  I think most people just don't know these days what the strategy is, and to know that there's so much that they do that's probably already at that next level in the first place.Lesley Logan 0:15  Welcome to the Be It Till You See It podcast where we talk about taking messy action, knowing that perfect is boring. I'm Lesley Logan, Pilates instructor and fitness business coach. I've trained thousands of people around the world and the number one thing I see stopping people from achieving anything is self-doubt. My friends, action brings clarity and it's the antidote to fear. Each week, my guest will bring bold, executable, intrinsic and targeted steps that you can use to put yourself first and Be It Till You See It. It's a practice, not a perfect. Let's get started. Lesley Logan 0:57  All right, Be It babe. We're gonna get into it, because this episode is great. This is for those of you who are like, "Oh my god, I don't love my job, but I don't want to work for myself," or, "Shit, I'm out of a job and I need help." We have the resume queen, I literally called her a doula, she is so great. I learned so much. I don't even need a resume right now, or probably hopefully ever, I love what I do, but I know many of you do. No matter what your role is in this world, there are tips for you here. I don't care if you love where you're at, you're going to want to listen to these tips or write them down. They're so, so tangible, tactile, things you can actually do and check off and feel good about yourself. So, here is Megan Applegate.Lesley Logan 1:41  All right, Be It, babe. I'm really excited. We haven't had a topic like this in a long time, and it's definitely time to be talking about this topic. And we have the best guest I could even think about, because I was doing a lot of research on this one, and I'm really excited because Megan Applegate is here, and she is... well, I'm gonna let her tell you everything that she does. So, Megan, what do you rock at?Megan Applegate 2:00  Yeah, so thank you for having me, Lesley. I'm very excited to be here, and I'm one of those people that was a 20-year veteran in the hospitality industry, and thought I loved what I did for so long until I realized that I didn't. And when that happened, I didn't really know, and next I had something fall in my lap, and now I've turned into a recruiter, a resume writer, a career coach, and entrepreneur in the last seven years. So a huge pivot, huge turn, but I love what I do now. It's completely different. It's a beast in both ways, right? Good and bad, if there is a good or a bad, I don't know that there always is, but I love what I do.Lesley Logan 2:48  Oh, Megan, I agree. Nothing's ever as good or as bad as we think it's going to be, but there's always the good and the bad. But hold on, 20 years in hospitality? I mean, I don't even know how one person lasts in hospitality. That's a long time to deal with the people.Megan Applegate 3:01  Yeah, yeah, it is.Lesley Logan 3:04  Was it like, did you have to deprogram, or did you have to remind yourself you're not in hospitality anymore? How did you, you know what I mean? It's hard to make a big shift to shift careers.Megan Applegate 3:15  Yeah, I would say yes and no, only because part of what turned into a different career involves hospitality, so it made it a little bit easier when I was approached with the opportunity to get into the first business that I own and do, and then from there it came into a second one that I own on my own now. So, with that being said, I still actually love hospitality. I still love the people, and I know it so well. But now I get to recruit in it and help people find jobs in it. So it's almost like just taking what I already knew and learning a whole new sector of it, which I think is cool.Lesley Logan 3:56  Right, right, like going to a deeper level on that. So, instead of being, I guess, B to C, where you're working with the people in the hospitality, now you're working with the people who are going to work with the people.Megan Applegate 4:08  Correct. Yeah, on the recruiting side, it's both. It's finding the clients that need us to help them with the headhunting, finding these top talented professionals, and then also being the advocate and that career agent for the candidates, and understanding both sides of what that looks like. A lot of people only know one side and they don't know both, and so it's almost like an advantage to understand how to help people navigate that knowledge that you otherwise have, right? Because.Lesley Logan 4:41  The hirer is like, "We need these people who can do these things."Megan Applegate 4:44  Yeah.Lesley Logan 4:44  And then the people are like, "How come no one's looking at my resume? How come people don't see the greatness that I have?" And really, you're kind of a mediator slash negotiator slash doula.Megan Applegate 4:59  Yeah, it's been an interesting adventure. I'm seven years in deep with this change, and it's proven to move me in all kinds of different directions, which I'm excited to get into.Lesley Logan 5:13  Yeah, I would love to get to that. Before we dive into some stuff, I do want to chat about... seven years is a long time to look back at who you were and how that was. When you were leaving hospitality and coming into this, or maybe you fell into it, were there things that you had to work on with yourself to step into this? "I'm now the entrepreneur, now I'm not working for this company, I'm working for myself." How did you help yourself change that mentality?Megan Applegate 5:42  Yeah. Well, there's all kinds of emotions. I think there's so many we could talk about, right? It's very sticky. You're excited but scared. At some point I didn't trust myself. So, there was a lot of working on understanding that you just have to keep trying new things to see what will work, and to trust your expertise and what you're learning to do, and I think that was a big lesson for me. I think, as an entrepreneur, I just had this vibe of, like, now I get to be as successful as I want to be, right? I'm going to make so much money and all these things. Because when you're working for somebody, there's a cap on you, and so when you change into that mode of "I'm so passionate about what I do and my expertise," when you don't see that happen overnight, it can be a little daunting, you know, to be like, "Wow, hey, is it me? Am I doing something wrong? Can I not trust myself? Am I not..." I mean, there's so many things, because if you've never owned a business, how do you know, right? So, I think there's a lot of that that went into setting the ground rules of understanding you just have to take every day, every day, every day, and learn and learn and learn, and you will pivot and pivot and pivot, and I still do to this day. I think, "Can I do this differently? Should I do this differently?" I think I'm on my third version of the newest business I have, just because I keep learning.Lesley Logan 7:18  Yeah, I understand that a lot. I love that you share that. When you work at a place, you get to leave at the end of the shift or the day with your salary, going, "Okay, I did the things I was supposed to do on this day," or, "I'm behind on two things, okay." But when you are working for yourself, you really have to define what "done" is and what success is, because otherwise it can feel like it's too easy to go with vibes. I've been working for myself for so long, and I still have to remind myself to not go off vibes. My husband's like... I'm like, "Oh my god, things aren't going really well right now." He's like, "Let's look at the data, because vibes... no, we're not doing vibes right now. Data is always better." Lesley Logan 8:04  Okay. So, one of the reasons why I have you on is because I do feel like right now there's a lot of uncertainty when it comes to finding work. If people have a job, they're staying whether they like it or not, which always bothers me, because we shouldn't let employers treat us badly or be in a place that's not right for us. But there's a lot of uncertainty, and then there's people who are wanting to switch careers and look into something else, and this is Be It Till You See It. I wanted to pick your brain and talk a little bit about how can people who are seeking out work highlight themselves, or what should they be thinking about? I don't know, that's 17 questions, Megan. You are the expert here. I haven't had to fill out a resume in so long.Megan Applegate 8:47  Yeah, well, neither have a lot of the clients I do work with, truthfully. Things have changed and shifted so much lately in what looking for a new job is and what that strategy is. It used to be like if you had longevity, you had great companies on your resume, and you had a few connections, then it would be super simple. And now people come to me, and they're like, "The game has changed, what do I do?" Because it is, especially with AI and all of the platforms that are involved, and all this weaving in of... you can't just rely on what you've done in the past. Right now we're in a huge employee market where it's very competitive to look for a job. People are being flooded because you make it so easy to apply to jobs these days. You just hit the easy button, right?Lesley Logan 9:47  Yeah, I just heard this ad where you can almost pay for this extra thing so you're the first person, you're on the top of the pile. You remember how you used to be able to pay to be "A" on Southwest Airlines? Like, pay to get your resume to be the top of the pile on those online things. I was like, "Oh my god, this is just like... that's only the people who have the extra money can do that."Megan Applegate 10:09  Well, honestly, and I don't even know that I believe that, really knowing what I know about how that works. And so it's all about understanding that you have to be a problem solver, and you have to realize that if you can paint the picture... it's like your resume is a sales document. We are so in tune as humans to not understand what we are actually really good at, and no one seems to understand that they need to keep track of all of these wins. You get in a job and you just get so focused on what you're doing in one lane that we're never thinking two more steps or two more years down the road to be like, "Am I documenting? Do I know what I want to do next? Am I continually networking with people? What am I doing right now that is above what every other person is doing?" If you're not constantly thinking about that and understanding that you're creating your own brand, you just get stuck in the hole, and then five years later things have changed, and you're like, "Oh my god, what am I doing?" And it's very scary. You're thinking, "Well, I have all this experience, and I meet this job description that's online, but yet no one's calling me." That's where I have realized, in my experience, there's so many nuances around getting through the ATS system, getting by the recruiter who looks at your resume for 10 seconds, finally getting to the hiring manager, and then trying to convince them in that one-third of your resume of why they should call you. There's so many different things. I wish I had a magic bullet just to say "do this one thing and you'll be fine," but unfortunately it's a strategy. It's truly a game these days.Lesley Logan 12:04  And it's so... you're like... so on the podcast every Friday, we celebrate wins. I think they're really important. Most people won't send a win in until they've completed something, and I'm like, "A win is, you know, you got up today." Sometimes that's a win. But I love that you highlight: are you documenting things that you're doing or things that you've learned? Because I have found, since I don't have to build a resume, one of the things I have to do is submit to get CECs for things that I train people on. So I have to show that I've had education from these places, or to teach this workshop, "When did I learn that thing?" And if we're not taking time for just a little document, just some running note like an achievement or a compliment you got at work, I love this, because then, with the help of AI, you can really put your wins together in a nice, concise little paragraph. You could do that, but if you're not documenting, it's really hard to remember what you did two years ago. Especially when you're not happy at your job, you're forgetting that you had a win.Megan Applegate 12:59  Yeah, and it's not just always about what you do individually. It's about looking at what you're doing as a team. And people think, "Well, I can't take credit for that," and I'm like, "Why not?" They just get very down in the weeds of what should be on a resume, and it becomes this long laundry list of things that are not relevant, and I think that that is one of the biggest things is before you can build that, you have to know where you're going. I mean, who is your audience? Who are you talking to?Lesley Logan 13:33  So then do we have to change our resume for every single application?Megan Applegate 13:38  No, no, you don't. No. And honestly, a lot of people have that in their head that they have to. There's definitely things you can tweak within the resume, just keywords in general, if that fits more specifically to one thing versus another in your industry, if it's this job versus this job. But no, you shouldn't have to change it every time. You just need to have a point of view. You need to be somebody that solves problems, and you need to know who your audience is, and you need to know where you're going. If you don't know, then again, how can you put together your narrative of what problems do I even need to set to solve?Lesley Logan 14:29  Yeah, I agree. And I love this, because this episode's coming out after my girlfriend and I chatted about exiting a job, either on your terms or not on your terms, right? And so we had a really good chat about that, and this is such an even greater follow-up because ideally you're thinking about this before it's not on your terms, right? Ideally you're doing this while you have something else, because there's a lot more confidence while you're getting paid to go look for something else. I always say it's easier to get another job while you have a job. I guess I worry about some of my people who have that fake imposter syndrome, I call it fake because they are successful, they have done amazing things, and for whatever reason, they either lost the job that they were in, or their life changed and they had to take a pause in work, and now they're coming back into it. As you said, the game has changed. It's like when people realize the dating game has changed; now the resume game has changed. Is there a pep talk to give people? How do they know where they're going? How do we get them off the ground and go, "You are good, let's pull out these wins." Are there things that they can do?Megan Applegate 15:34  Yeah, I mean, I think that just understanding... I always tell people when I work with them, I'm like, go out on the internet and find... Well, first of all, before you even do that, what excites you? Let's just dive down a little bit further into, "This is what you do, but do you love every single part of this, or do we want to focus on what you truly let go and then you just succeed with? What motivates you? What are your strengths?" Finding that is number one, especially if you're thinking about pivoting. I think there's nothing wrong, I mean, I did it, and yes, it was from a 20-year career into entrepreneurship, but I work with a lot of people that will pivot into a completely different industry. And when we work on that, we start with that: what makes you tick, what would you love to do every day, and get them excited about that. Then once you kind of understand that, you can actually go out and start to truly find those jobs, find where those jobs are, look at those job descriptions, and map what you are really good at with what it's saying. I think that will a lot of times pull people out to be like, "Oh, okay, so I do have a lot more wins and what it takes to get a job." I also say find a colleague, find an old colleague, somebody that can remind you how great you are, because, like you mentioned, the imposter syndrome, that is a huge wall that people bump into all the time. I get comments about a resume that I redo for someone, and they're like, "Megan, are you sure this is even me? I feel like an imposter here," and I'm like, "Yeah, it is you. You just don't understand that it's okay." This is the one time that it's okay to vibe on yourself. Sometimes we don't see it because we're in it all the time, we're in the weeds of our own everyday life, and therefore because we live that, we don't see ourselves as an expert because we just assume everyone has the same kind of knowledge that we do. So I always tell people, find what's important, what you love, find somebody... most people have a BFF at work of some kind, right? Even if it was a couple jobs ago, ask them for coffee, ask them just to be like, "Hey, can you help me kind of energize and re-remember all that I did that was amazing," especially if you haven't written it down.Lesley Logan 18:27  I love this, because one, everybody wants to be helpful. People just want to be helpful, right? And you're not asking them for a job, you're actually asking them, like, "Hey, can we just go over that time we did some things? I'm struggling here." People want to be your cheerleader, and you're gonna give them this opportunity. I think this is a brilliant... I remember years ago, my husband and I were trying to apply for a Global Entry card, and they wanted your last 10 years of addresses. Of course, when you're apartment living, that could be 10 addresses. I remember Brad asking one of his roommates, "Hey, do you remember our address here?" And the guy's like, "I don't know, check eBay." And it was like, oh, hold on, there's this place that's holding all these addresses that I had things shipped to. But sometimes we just have to ask someone. The thing is, they're not in it.Megan Applegate 19:10  They're not stuck in your everyday life that you just live in and assume that everyone else knows what that looks like.Lesley Logan 19:20  Yeah, yeah. Do you think the internal barrier that people get stuck on is the imposter syndrome? Is it not believing in themselves? What is on the inside of people that makes them realize or think that they're not able to do this, to put themselves out there and get a job that they deserve?Megan Applegate 19:40  I think it's partly that, but I don't think it's fully that. I think most people just don't know these days what the strategy is, and to know that there's so much that they do that's probably already at that next level in the first place. So that's why I'm always saying go find some job descriptions. If you're a senior whatever, and you want to be a director, go find what that looks like, and then find where you have correlations to it. Because I think that once you can do that, it helps kind of boost that confidence to be like, "Oh yeah, you know, I can do that," or you kind of understand where your shortcomings are and you can work on, "Okay, so I need more leadership experience," or what have you, if I want to get to where you're going. But if we just kind of stay where we're comfortable... we always talk about we're comfortable, but what does that equal?Lesley Logan 20:44  Yeah.Megan Applegate 20:45  Right? It equals stagnant in the same.Lesley Logan 20:48  Yeah, yeah.Megan Applegate 20:49  So getting uncomfortable is where we need to be..Lesley Logan 20:51  Well, also, that's so funny that you said that. I would never have thought... that's like a total 'be it till you see it.' Look at the job that you'd want to have. What are they asking that that person has, and then you can recognize where you have it and where you don't. But also, there's that statistic that women won't apply unless they're 10 out of 10, and men will apply at a 4 out of 10, or whatever it is. But I love that, because you can really see, and that will help you highlight, "Oh, hold on," it might even jog your memory of the things that you've done and really pull it up there. I think that's a brilliant strategy that I would never have thought about, because it's like, "Oh, this is a job that I've done, so this is a job that I'm ready for." But a lot of people are thinking they have to get promoted before they can go somewhere else to get the job that they want, but you might be able to step into a role at a level that you want to be at because they actually need what you've already been doing.Megan Applegate 21:46  Yeah, and that's a huge part of the recruiting side that I've learned, too. If you want to be recruited for a promotion, and not only what you're doing taking you from one job to another that's the same, you have to have the right signal, if you kind of think about it that way. From a recruiting perspective, not necessarily just a resume where you're actually sending resumes out and that kind of thing, there's so many things that we can do from promoting your own brand, and part of that, especially with LinkedIn, is who... again, we go back to that audience. Who are you trying to signal? Are you signaling to anybody? Are you even visible? Can you get recruited, and if you can, does it point to where you want to go next, or are you stuck in just the laundry list of what you've done? Is it forward-thinking to that next role, or are you just in the past?Lesley Logan 22:49  Can we go this route? Because, first of all, LinkedIn is like a thing. I work for myself.Megan Applegate 22:56  You're like, I'm not on LinkedIn, I don't know. Lesley Logan 22:58  And everyone's like, "Lesley, you've got to be on LinkedIn, because all those women there would do your Pilates classes online because they're busy and amazing." And I'm like, I don't even know how to break through on LinkedIn. But one of my girlfriends, the job that she has now, which is like a dream role, which I can't say what it is, but if I did, everyone would be like, "How did she get that job?" It's because she turned her light on on her LinkedIn. She had it pointing towards what she wanted, not what she was at, and she got it. Someone was like, "Hey, you should apply for this," and then she fucking got it. I was like, "That's how it works?" I had no idea. I would have thought a thousand people were applying for that job, you know? And they might have been.Megan Applegate 23:46  Yeah. Well, but it's true. I mean, honestly, there's so many people that have a profile on LinkedIn, and they might have a picture, and they might have the basics, and that is it. And I'm like, "Why even bother, truthfully?" It's funny that you say that, because I'm the opposite. I am very, very strong on LinkedIn because of what I do, but yet, Instagram, I'm like, "Oh my god, what am I doing?"Lesley Logan 24:15  Honestly, Megan, I really should just learn how to be on LinkedIn, because that might be the safest, quietest, non-stressful place to be.Megan Applegate 24:24  It is. I will agree with that. I do see that sometimes people, if you're a little bit controversial in what you say in advice, some people will get on there. But honestly, those are the times where it just goes, "Oh my god, all of a sudden 15,000 people just saw this because of this one jerk."Lesley Logan 24:46  That's great.Megan Applegate 24:46  I'm pretty sure Instagram could do the same thing, but yeah, LinkedIn is huge, and people don't always see that. I know it's social media, not everyone loves it, especially the older generation, which a lot of times are the people that I work with that get to the point of, "I've been in my job for so long, and I'm just struggling to even get an interview, and what's going on?" So I work a lot with that age group, and they're like, "But I don't know how to be on LinkedIn, I don't know how to be online." I'm like, honestly, you don't have to be active all the time. You just have to have a profile that signals the right thing, that's completely optimized. It uses the right keywords for that job that you want. Have a background image that says your name and your contact information, have a headline that says what you want. Just teaching people how to understand what, as a recruiter, I'm looking for, and what pops up when I'm looking. So you can just do that. You don't have to Lesley Logan 25:53  be active that much because the optimization will do the work for you, because recruiters will find you. And as long as it doesn't look like you've been distant for seven years, it's been updated, it's not as much as like, "I have to post on Instagram almost daily if I want to stay relevant." I don't think you have to do that on LinkedIn to get a good job.Megan Applegate 26:13  No, you don't, because again, there's one side that's the recruiter piece of it that just tells us who you are. Maybe even just sharing things once in a while. You don't even have to have your own feed that says a lot. If you want to become a little bit more of an executive level, I would say posting some, just so that you could be a thought leader. Specifically, your expertise will help you even more, because it just shows you have a voice, a perspective, and you're active. A lot of times when I find somebody, they might look good, but then I realize after talking to them that it's from four or five years ago, and they haven't touched it since, and it's not even updated, right? I'm just like.Lesley Logan 27:03  Yeah, because you don't want to waste your time either. Okay, so you know people are... there's a lot of worry that AI is going to take all of our jobs, and I'm sure at some point it probably will. But is that something that people have to be worried about, or is it again just figuring out what they want to be doing, and then selling themselves above, or do they have to understand how to use it? What is the working job-seeking market right now? What's the misunderstanding about that, that if they just kind of understood it better, they would be able to be hireable or have the dream job that they're still looking for? Because I do think people might be worried that their dream job is gone.Megan Applegate 27:41  Right. Yeah, I mean, that's totally valid, and I agree with you. I can't say that won't happen in some cases. I don't see that happening to an extreme where we're all gonna all of a sudden be unemployed. I think for me, and what I try and help my clients with, is understanding AI, you have to treat it as your friend. You cannot think about it as a negative, because it just is what it is, right? It's here to stay, and if we just push against it, we are just pushing ourselves further down the line of, "I can't, I won't, it's terrible." We have to look at it like, what do you need to do to maybe upskill, so that you give yourself more variety of what you can do in your lane, right? And really, you might have to think about what does that look like. I'm not a prepper personally, that's a lot for me even to think about. But in this realm, in job searching, and in the strategy, and just not even just when you're out of a job, but in general, if we look at the whole of what should we be doing in our world of career advancement, even if we have a job, we have to always be thinking about where does my path lead next. Who can I connect with? Where can I build my brand? Where can I be an expert? Where can I upskill the skills or something I want to do, so that you're always putting yourself to have an option, right? The option, or multiple options, ultimately is the goal. Because when we don't, and all of a sudden shit happens and you get laid off, and you're just like, "Oh, hell, what am I doing?" If you would have put yourself in a position to be ready for that, even if it was a year from now, for people to find you, to have your resume updated, to be present on LinkedIn, to be networking, to have an idea of where you want to go, get in front of having some of those skills, then your life will be so much easier.Megan Applegate 30:00  I love, I agree. I mean, like, it's not, you don't have to be like the prep, or like, the world is gonna fall down, but also, like, having, having, I mean, that's what I mean, just like, have an idea of where you want to go, where you want to grow, and keeping that in your mind's eye, because also you don't want to be at a job that you don't like either, like, that's just gonna suck, and suck you dry. We've been talking a lot, like, to help, like, the employee out. I do want to, like, we do have people who, like, are employers, and I will say, like, recently we had a hire for a role, and we've had the same person for so long, and they went, they're like, "I'm going on maternity leave forever," and I'm like, "That's so nice for you. Okay, great, thanks for letting me know now." But it took, I will say, it took us so long to hire someone because everyone was using AI to answer everything. We love that you can use it, but we actually would like to know what your personality is like. We hire on personality around here, because sometimes you have to do different roles, like sometimes you have to step in and fill for someone. So great, but who are you? Do you fit with the family? What are some things that employers should be doing to have their light on correctly so that they're really attracting? Because that's hard. It was frustrating how many people... Are you using AI on the call right now with me? Are you literally? You're not even answering the question, you're reading the answer.Megan Applegate 31:30  Oh my gosh, yeah, that's hard. I have a lot of clients that started utilizing video more than anything else. And again, I know I could still be reading AI somewhere in this office, right? But we are making people do a lot more video interviews so that you cannot hide behind the phone and things like that. People can see you. We've had clients that are insisting that the candidate basically record themselves for 30 seconds to a minute so that they can send in a video that is not necessarily anything to do with the job, but like, "Who are you? Do you have a personality? Would you fit in? And why would you potentially want to work for us?" And I'll be honest, the candidates are pushing back. They're like, "Wait a second." And I get it a little bit, because we don't want anyone to think that someone's hiring on appearance, right? Because that's the danger zone.Lesley Logan 32:49  Yes, correct.Megan Applegate 32:50  But at the same time, you will eventually be in person with somebody if you're good at interviewing, and you shouldn't just hire somebody over the phone like that. I do see that's where things are going, where they're almost not giving a chance, they have to be in person, they have to show their personalities in order to be vetted, to even be accepted. And getting away... it's one thing to have the technical piece of it, you got to have these platforms, you got to know this, you got to know this. But I think gone are a lot of the predictive index personality tests that you take, and it just says whether you're a great score or not, which I'm just like, man, those suck, right? Why? But anyways, I think that people are going away from that and just trying to get a little bit more personal.Lesley Logan 33:55  Yeah. I love that. For a lot of the work that we've had to hire, sometimes it's just a project-based thing, if people won't get on a camera with us, it's like, "Well, I can't hire you, because how do I know you're the one doing it? How do I know you're not outsourcing it to something else?" I don't want just random people working with me; I want to be working with the person I'm working with. And so that has been an interesting thing, how many people are like, "Oh yeah..." and it's like, "Okay, then no." So, on the job descriptions, we'll do an interview, you have to answer me on camera these things, because we don't want to waste anyone's time. I don't want to waste time with, "Oh, fill this out." And then I will say, for us, we still do a StrengthsFinder test, but after we are pretty sure we're gonna hire them. Because we actually just want to know what are your top five strengths, just so we can fit. Especially if you're my assistant, you cannot have the same strengths as me, because it's not gonna work out.Megan Applegate 34:53  Yeah, no, and I think that's a great approach. One of the companies I work with actually utilizes that when we're looking for recruiters. They're like, make us do something similar, but it's based on the recruiter approach of what makes a good recruiter, right?Lesley Logan 35:15  Yeah.Megan Applegate 35:15  So it's not a break or make; it's like, "Here's how to manage this person.Lesley Logan 35:20  Yes.Megan Applegate 35:21  Based on their personalities.Lesley Logan 35:22  Yes.Megan Applegate 35:23  Based on whether they're more extrovert, or they're more systems-driven compliance, or are they just gonna do whatever they want." So I think that there's definitely value in that, as long as it's truly not a make or break. I have a client we're working with right now where they have to take the assessment first, and that will determine whether they even get their first interview.Lesley Logan 35:47  I think that's terrible, because I'm a terrible test taker, so that would make me very nervous to get past that to get to the interview. I think I would be better after I did the interview, once I knew you don't want to know the person, anyways. Megan Applegate 36:01  Hopefully there was so much to be said, you know. We go in a million different directions, but real quick, when you get to the actual interview side of this whole strategy here, I mean, there's so much to be said about personality, how you can connect with people, how you can make yourself memorable, how you can leave impressions, and people will make decisions on that over anything else.Lesley Logan 36:27  You are 100% correct. Lesley Logan 36:28  I'm definitely someone, I had to give myself a rule of 24 hours. I have to wait 24 hours because I would just get wooed by people. I need 24 hours because the thing that bothered me about them will come to me in 24 hours. But can we real quick, for people who are interviewing, who get nervous, who have sweaty palms... we already know that if you have a confident stance you're more likely to get the job, but also, are there things people should not say in an interview?Megan Applegate 37:01  The only thing I tell people not to say is just don't bad mouth the last employer. Don't place blame, don't say, "We didn't make this because of this person." Nobody wants to hear that, even if you have horror stories and you really want somebody to truly understand and feel for you about what you've been through with your last job. It's kind of a gimme, but you can't do anything like that. Everything has to be positive. And I think sometimes, especially if it's a bad situation, the less you say the better. People are so scared to go in and be like, "But I was fired," or, "Something happened," and I'm like, let them ask you about it, don't bring it up. And then when they do, you state a fact, and then hopefully you point the direction and you move past it. You don't state the fact and then give the laundry list of why. If they want to know, they'll keep asking, and you just have to keep being truthful, honest, transparent, and not placing blame. If you did something wrong, say it, but you are the only one that's seeing that fear there. If you can just be like, "I am gonna say what it is, and then we're just gonna move on," I think that helps a little bit.Lesley Logan 38:33  Yeah, because also it's not like the people who hire you haven't experienced either losing a job or exiting a job. They're human beings too, you know what I mean? They've had people that they love that they hired that got fired, these things happen. So I think that's about not letting it be, "Oh, let me over-explain this thing."Megan Applegate 38:55  It goes back to their resume too. People get really specific about numbers and details, and I'm like, "I need metric-driven information to make it seem like you've got solutions and you're solving problems and all this stuff," which is proven to help people with resumes. But they'll be like, "I don't know about 15% or was it 30%?" and I'm like, nobody will fact-check you, I promise. Don't overthink it. No one is going to be like, "I'm going to call and I'm going to find out if this is true or not." Don't lie—I don't mean that. Don't inflate where it's like, "Really? I question that." But it's more of a psychological impression. You just have to get out of your own way sometimes around that and meet me in the middle, is all I'm saying. Don't be too much this way, and don't be too much this way. You have to be in the middle.Lesley Logan 39:58  Megan, what are you most excited about right now?Megan Applegate 40:02  I am most excited about starting to potentially think about building my own team with the career coach side. I don't think I fully mentioned this before, but the first piece of what I do with recruiting is with Gecko Hospitality. It's a national, recruiting, hospitality-specific firm, and it's a franchise model, which is how I got into it. It was a little bit easier when I first started the business for North Carolina and Missouri. And then from that, four years in, came the baby of this second business, coming into the resume writing and the career coaching and that side of, "Oh my gosh, there's so much that people don't know, I need to help them." So that piece of it, I'm starting to get to the point where I'm ready to build a little bit of a team there. So that's exciting.Lesley Logan 41:01  That's so cool. I'm like, "Oh my god, I'm not even looking for a job, and I want help with my resume from you."Megan Applegate 41:10  I'm sure you went through this too years ago, of just like, "Okay, I can't handle this anymore," and recognizing that starting a business from the ground up, there's so many things to do. You have to know what you're good at and what you're not good at, and figure how to hire people, or at least get help with those things. It took me a long time to realize that; I was just like, "I can do it all." No, you can't.Lesley Logan 41:33  And also, you have to do it all sometimes so that you can hire the right people for it. But also, in order to grow, you've got to, unless you just like it where it's at. But if you want it to be more, you want to help more people, and I actually feel like we're at a place where you're going to have more people who are going to need help with their resumes of standing out. Because with the changes and the companies that are adopting AI, people are going to need to really be thinking about what other things they can highlight that they've done, because there's a ton of stuff that AI cannot do well, you know.Megan Applegate 42:09  Absolutely. They can put a well-structured sentence together, but what information do they have to be able to do that? And then you don't sound real, and that's a problem, like you said.Lesley Logan 42:25  I was watching some ads, and I was like, "AI wrote that," because no one talks like that. No one actually goes "however," and no one says "quippy" in everything that they say. This one girl on Instagram was like, "Oh, I love what you're saying," but you are reading a script that you ran through AI with your idea, and I think I would have just liked your raw idea, because I would have been able... you know what I mean? I would feel like I was talking to a girlfriend; I feel like I'm talking to a bot. Anyways, oh my gosh, well, I'm so excited for you. We're gonna take a brief break and find out how people can work with you and get their resume helped, and their career coaching and all that stuff, and then your Be It Action Items.Megan Applegate 42:56  Awesome.Lesley Logan 42:57  Okay, Megan, where do you hang out? If we've got people who are like, "I should start talking to her now, because I don't know where things are gonna be next year," where can they work with you?Megan Applegate 43:05  LinkedIn, as we talked about, is probably the best place to find me. I've got a couple different businesses, but just find me, Megan Applegate, on LinkedIn. My Instagram handle is @dreamjobahead, and my website is careerblueprintsolutions.com so, those are the three areas.Lesley Logan 43:22  I love it. I love it. We'll link everything below, you guys. This is definitely an episode I know people are going to send to friends, because everyone has a friend who is needing this help right now. You've given some really great strategies, actually. But we love to end with a bold, executable, intrinsic, or targeted step people can take to be it till they see it. What do you have for us?Megan Applegate 43:40  I think we kind of talked about some of it, but if you want my four tips in terms of actually being ready for a job, I would say understand where you want to go, that is number one. Actually go out and figure out, "Okay, I've been in this industry, do I want to stay, and if I do, where do I want to go?" Always understand where that next promotion is. Once you figure that out, go out onto the internet, find those job descriptions, save them, find the key language, the KPIs, the keywords, whatever you want to call it, figure out what they're saying they need and the problems that they solved. Then go to LinkedIn and find two to three people on LinkedIn that have that job, look through their profile, and hopefully it's pretty complete, and figure out what they're doing. Then you have to go and update your resume and your LinkedIn profile to signal where people can find you so they'll call you for that next role.Lesley Logan 44:47  So doable. Like, actually doable, one step at a time. One step leads to the next step, you can't skip ahead, and then you're gonna turn your light on. Megan Applegate 44:56  Turn your light on, be visible. Absolutely, love that term. I'm gonna start utilizing that now.Lesley Logan 45:05  Is it Roxanne? "You don't have to turn your light on," that's the wrong song. There's another song. Brad will tell us what it is on the recap. Megan, you are a gem. I really do appreciate this, because I've had so many people come on and tell people, "Go and follow your dreams, follow your bliss," but some people, their bliss is working for companies and being in a role and doing the good work. This is the first time I've been able to really support them in actionable strategy, so I just want to say thank you for being you and being the blueprint career coach that you are. I feel so grateful. My loves, we already said it, but I'm gonna say it again: send this to a friend who needs to hear it. Leave a review for this podcast. Go check out Megan Applegate's website and her on LinkedIn, that's a great way to start your LinkedIn journey. Megan Applegate 45:54  Go find me and then copy what I did.Lesley Logan 45:56  Yeah, there you go. Sometimes that's the way to do it, right? It's already done, you can just follow along. If you have questions about this, feel free to let us know; I'll happily send them off to Megan. We'll connect you, but you guys, you don't have to sit there and wait for something to happen. You can actually start making changes before you're ready, and that is exactly what Being It Till You See It is. So, thank you so much, Megan. And until next time, everyone, Be It Till You See It.Lesley Logan 46:22  That's all I got for this episode of the Be It Till You See It Podcast. One thing that would help both myself and future listeners is for you to rate the show and leave a review and follow or subscribe for free wherever you listen to your podcast. Also, make sure to introduce yourself over at the Be It Pod on Instagram. I would love to know more about you. Share this episode with whoever you think needs to hear it. Help us and others Be It Till You See It. Have an awesome day. Be It Till You See It is a production of The Bloom Podcast Network. If you want to leave us a message or a question that we might read on another episode, you can text us at +1-310-905-5534 or send a DM on Instagram @BeItPod.Brad Crowell 47:05  It's written, filmed, and recorded by your host, Lesley Logan, and me, Brad Crowell.Lesley Logan 47:10  It is transcribed, produced and edited by the epic team at Disenyo.co. Brad Crowell 47:14  Our theme music is by Ali at Apex Production Music and our branding by designer and artist, Gianfranco Cioffi.Lesley Logan 47:21  Special thanks to Melissa Solomon for creating our visuals.Brad Crowell 47:24  Also to Angelina Herico for adding all of our content to our website. And finally to Meridith Root for keeping us all on point and on time. Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

https://youtu.be/L1wE2Koy7eQ Tomas Milar, Founder and CEO of Eqvista, is passionate about helping businesses value what’s hard to value by making private company valuations more accurate, transparent, and actionable. Through a product-first mindset and relentless innovation, Tomas has built Eqvista into a leading equity management and private market valuation platform serving more than 25,000 companies, helping founders, investors, and employees make better decisions with real-time company valuations. We explore Tomas Milar’s PrivateCo Valuation Framework: Industry Data, Private Data, Public Comparables, Client Data, and Audit Defensibility. Tomas explains why accurate private company valuations require combining multiple data sources instead of relying on static reports, how proprietary datasets and public market benchmarks improve pricing precision, and why audit-defensible valuations build confidence for fundraising, compliance, and M&A transactions. He also shares how a product-first approach has fueled Eqvista’s growth while advancing real-time valuations and expanding shareholder liquidity through controlled tender offers. — Value What’s Hard to Value with Tom Milar  Good day, dear listeners. Steve Preda here with the Management Blueprint Podcast, and my guest today is Tomas Milar, the founder and CEO of Eqvista, a leading equity management and private market valuation platform serving more than 25,000 companies. Tom, welcome to the show.  Steve, thank you so much for having me. Thank you.  Well, you’ve got a very interesting background and business. We talked before the show that both of us are from Europe, studied in different countries, and come from a financial background. So it’s very interesting. Out of the 350-plus guests I’ve had, I’ve never had someone with such a similar background.  Interesting. Thank you. Yes. I took every opportunity to study anywhere. One semester I studied at three different universities at the same time. So yes, I was taking exams left and right at different universities. It would be April in Finland, May in Turkey, and later June back in the Czech Republic.  That’s great.  In one week, I would really make that whole circle. Crazy times.  I heard about professors teaching at multiple universities, but students attending multiple universities… Maybe two at the same time in the same country.  But I had three.  Three in different countries? That’s completely crazy. I guess if you wanted to fast-track your career, get to Silicon Valley young, start a company, and already reach a modicum of success, you had to do that, right?  You know what? Or you drop out of school and do zero schools. That’s also an option. Now let’s be serious for a bit. For me, it wasn’t really about the education. For me, it was whether I could make it. So it was more of a challenge than an academic achievement. Yeah, it was a fun time back then. I would have a Tuesday exam in Turkey, then fly north. I would have to change clothes in Prague because in Finland I was only about 50 miles from the Polar Circle. It would still be winter there, so I’d pack winter clothes and then take an exam in Oulu, which is almost at the Polar Circle. Yeah. So from Istanbul to the Polar Circle. It was a fun time back then.  I saw it on your LinkedIn page—North Ostrobothnia—and I couldn’t imagine where that place was. So I actually Googled it, and the pictures were all ski slopes. I figured it had to be a cold place.  It was very cold. Yes. A lot of saunas.  Yeah, that’s lovely. Let’s get into the topics. One question I always ask my guests is: What is your personal why, and how are you manifesting it in your business?  You know, I learned the hard way that you never ask “why.” At least for me, after living in China. Things just happen. They just happen. Some people don’t really know certain things are possible until they make them possible. So from impossibility to possibility. It’s always interesting to see things happen without a rational reason. I don’t think it’s really about a why. I think it’s really about being naïve when you do things, just doing them, and figuring things out along the way.  Yeah. Well, I agree with you about naïveté. I believe it’s a great entrepreneurial trait because it allows you not to kill good ideas..  Yes, yes. …before they have a chance to develop. And Steve, the more you know about certain things, the less likely you are to start a business in that particular industry, right? Doctors never start hospitals. Bankers never start banks or neobanks because they understand how difficult it is. So that naïveté—to be foolish and hungry—it really works. Yeah. Actually, that’s what works for me. Again, I never thought about business ideas in terms of why I should be doing them. Let me ask you this instead.  What energizes you about running Eqvista?  I think it comes in different phases. Right now, we’re going to launch a controlled tender offer. For those who don’t know what that is, when you issue stock to employees or investors, you can get it back. We don’t really like the term “buy it back,” but that’s essentially what happens. Once you issue options or stock, you can actually buy it back and redistribute those same shares to different investors or shareholders. That’s our new product. We have a very big challenge in front of us, and it’s how to price stock.  We perform valuations on over $8 billion of client assets every month. We’re one of the largest equity valuation platforms on the market. That’s actually what energizes me. Not really the number, but how hard it is to become number one and what drives innovation. Because if you want to be number one at anything, you need to innovate. What we've actually fixed is the report. When you issue stock, you need to have a stock price.Share on X  That stock price reflects the market, how the company is doing, and the different funding rounds. Usually, you find that stock price in a report. It’s a PDF—40 to 60 pages. By the time you receive the report, the valuation is already outdated. One month. Two months. Three, four, five, even six months. In 2026, startups move so fast that in six months some companies grow exponentially. Yeah.  I saw your LinkedIn post about SpaceX. There was an April 2026 valuation of $1.6 trillion. Then you posted again four days ago, showing it was over $2.6 trillion. That’s more than a 40% increase in just two months for one of the most valuable companies in the world. Yeah. How does that happen?  Particularly for SpaceX, there are multiple factors. There’s definitely hype, no doubt about it, because 95 times revenue—that’s ridiculous, right? For a publicly traded company, we usually see six or seven times revenue. That’s probably the best multiple. But 95 times revenue—that’s unheard of. How does that happen? There are multiple reasons, right? One of them is innovation. Another is that SpaceX is the only company actually launching spacecraft into orbit.  And yeah, obviously, there’s the Elon Musk factor. If you look at the space economy, whatever we’re doing on Earth, we’ll be doing the same things in space, right? So looking at SpaceX as a bridge between the dream of space and practically mirroring what we do here on Earth, I think that’s a great analogy.  For us, it's a really nice demonstration of how any company going public should have a real-time valuation.Share on X It doesn’t have to be publicly available. You can choose. Again, think about how Merrill Lynch—I think it was Merrill Lynch and Bank of America—helped with the roadshow and all the due diligence and documents. I can’t even understand how they modeled the valuation one time. They probably had to do that every three days.  But if they had a real-time valuation, they could clearly understand what was happening in the market. So, going back to your original question about what excites me, this is exciting because we built the largest valuation model on the market. Currently, without SpaceX—because SpaceX would take up half of the benchmark—we constantly value over $4 trillion in assets.  Okay. So let’s talk about this because, in my time at my investment banking firm, we had a valuation practice, and we offered six different types of valuations. But really, we just wanted to have an enchilada process where we would have EVA valuations, multiples, private and public comparables, DCF, and all that stuff. But I’m really wondering because, when you’re valuing small private companies, you’ve got all these liquidity discounts, marketability discounts, ownership discounts, all these discounts.  So it kind of boggles my mind how you guys can value all these startups, which may not even have revenue and may be very early-stage. Because this podcast is about frameworks, I’d like you to share with us—with me and the listeners—a framework that simplifies this whole valuation. What are the major elements? If you had to constrain yourself to five major elements of your valuation, what would they be?  Yeah, I can definitely help with that. Obviously, the first one is the industry, right? The industry. We have our models and datasets that we’ve acquired over the years. We have valued $400 billion in client assets manually. Okay. Manually. Even before AI, we were using AI, right? So we really tested the models. We really worked on what works and what doesn’t. That’s one element. It’s the dataset.  Obviously, public comparables. We have incredible models for choosing and picking the right companies, right? There are 4,000 publicly traded companies on the market. That’s a very important dataset. Then we have data taken directly from clients. That’s also very important. The data actually reflects the reality of the company. Obviously, you can estimate, but all these estimates…  There are platforms out there that give you a range. There’s actually a company now that tried to copy us, but they came up with such an unfortunate solution. They have a range. And Steve, who knows the range? Let’s say you have a $100 million company valuation. They came up with a valuation range of $30 million to $100 million. Two hundred?  Okay, great.  Thirty to one hundred. Thirty to one hundred. Okay. I’m like, “That’s not even a range.” It’s ridiculous. So, again, you can try to copy it, but it’s not going to work. You have to have analysts. We have an in-house team of close to 20 valuation analysts with double master’s degrees, CBAs, CFA Level III, and NACVA certifications.  So we can also issue certified reports. We can support all the defensibility. So, in case any company is undergoing M&A, we can help with additional questions from the Big Four, McKinsey, or PricewaterhouseCoopers when they challenge the valuation. We can defend the stock price. It doesn’t really happen when we issue the stock, but it happens down the road.  Yeah. That’s fantastic. So let me ask you this. What drives growth at Eqvista?  What drives growth at Eqvista? The product. It’s really as simple as that. The product and our company economics. We don't really waste time and energy on things that don't work. We focus heavily on what really works and only on what works.Share on X We haven’t raised much money, right? We bootstrapped the company. We raised half a million dollars. I always gave up on fundraising because I’m a product founder.  I don’t really do many roadshows or meetings. I actually hate meetings. I stay with my team. I’m product-centric, super focused on the product, and I think that’s one of the reasons we’re successful. I’ve always been fortunate to build amazing products and hire very talented people who can understand what we’ve built and sell it. So it’s the product. I’ve always believed in pull marketing rather than push marketing.  Obviously, outbound outreach is also extremely important. But pull marketing is where you start, especially in the early stage when you want to grow to, let’s say, half a million, one million, or two million dollars in revenue. Because direct sales are extremely hard.  So what’s one thing that you’re actively trying to figure out in your business?  It’s the price. It’s the stock price. How to effectively value companies. That’s what excites me, and that’s what we try to figure out on a practically daily basis. We have a team of specialists focusing on stock pricing and stock price discovery. Adoption is going to be extremely important. How successful we’ll be in distributing the stock price to different segments of the market.  I’m trying to understand this. You already have 25,000-plus companies whose valuations you manage. You’re able to defend these valuations in court or in M&A situations. So what do you mean exactly by trying to figure out how to effectively value companies? I mean, it sounds like you’ve figured it out. So to what degree have you not figured it out?  We have it, right? But for us, it’s about efficiency. Efficiency and how precisely we can price the stock. That’s probably the big question, even for the public market. Some companies are underpriced. How is it possible that a company with a strong balance sheet has a lower value than the cash in its accounts? These are the types of things.  It’s definitely a different approach to value a company with a couple hundred thousand dollars in revenue versus a company with $300 million in revenue and a $22 billion post-money valuation. These are crazy formulas and approaches. We’re still working on the precision because, at that scale, companies are extremely sensitive to any type of deviation. Even one percent can mean hundreds of millions of dollars.  So that’s very important. Actually, it’s also very important for startups to realize that, at the lower level, they might be undervalued by a few hundred thousand dollars or a few million dollars. That’s also something founders, CEOs, and CFOs should really be considering. That’s why real-time valuation is extremely important for all of us. We’re just trying to teach the market about real-time valuation.  Yeah. I can imagine. Even listed companies that have public data can move dramatically based on market sentiment. Something happens in Iran, and the stock can drop ten percent in a day. What could happen in a private company when you don’t have real-time data available?  Yes.  It’s going to be a really thorny issue.  It is.  So if you had a magic wand, Tom, and you could fix one thing in your company in the next twelve months, what would that be?  Adoption. Real-time valuation adoption. How we teach the market about real-time valuation. That would be the thing I would love to fix.Share on X We actually have a few ideas about how to do it. We’re becoming our own client. We’re becoming our own client, so we’re actually launching a controlled tender offer—a secondary marketplace, practically. Down the road, we could apply for an ATS, an Alternative Trading System. But that’s eight, nine, or ten months from now. At least that’s our vision, and that’s where we’d like to be headed.  So you’re going to do something like a relisting or a reverse IPO?  Not really a reverse IPO. No. Just to help shareholders liquidate their stock. It’ll practically be a platform where employees or investors can liquidate their stock. That’s something we’d like to focus on. We issue stock, manage it, reprice it, and we’d also like to help provide liquidity.  Wow. These are very exciting challenges.  Yes.  A lot of people have tried to overcome this, so if you do, you’ll definitely be pioneers in this area. Perhaps AI can help with that.  Perfect. Yeah. I have a list of people I know, how to use them, and when. So you’re always welcome.  All right. If people would like to learn more or contact you, where can they find you? Or where can they find Eqvista? How can they connect with you and learn more?  Yeah. I can definitely help with multiple subjects: company formation, bootstrapping a company, any product-related questions, and, obviously, equity management, stock pricing, valuation discovery, efficiency, and, most importantly, anything about Eqvista. You can find us at eqvista.com. E-Q-V-I-S-T-A dot com. The same goes for email. It’s tom@eqvista.com.  Okay, awesome. You can check Tom out on LinkedIn as well. That’s Tomas Milar. I think you’re listed with your longer first name. He posts regularly—very exciting articles, especially the recent one I saw on SpaceX and how the valuation shot up like a rocket. Definitely check it out.  If you enjoyed this conversation, make sure you subscribe, follow us on YouTube, give us a review on Apple Podcasts, and stay tuned because once or twice a week we bring you exciting entrepreneurs like Tom, who share their frameworks with you. So thanks for coming, Tom, and sharing your insights. And thanks for listening. Important Links: Tom's LinkedIn Tom's  website Tom's Email: tom@eqvista.com

 Tuberculosis is a difficult, infectious respiratory disease, and patients often have a low quality of life. Organizations like the ATS and the International Union Against Tuberculosis and Lung Disease (The Union) are looking to combat health inequities and support patient communities. However, due to recent funding cuts, future research on tuberculosis and other respiratory diseases are in jeopardy. Host Patti Tripathi and Executive Director of The Union Cassandra Kelly-Cirino, PhD, discuss the effect of these funding cuts and what it will take to continue supporting research and patients alike. 

The AI Recruiting Summit 2026 is happening now with free live sessions. Grab your spot: https://ai-recruiting-summit-2026.heysummit.com/ This episode is brought to you in partnership with SourceWhale. Most recruiters will send outreach this week that is already dead and never know it. Benjamin Mena sits down with Dougie Loan, the man behind billions of recruiting messages at SourceWhale, to break down exactly what has stopped working, what is quietly winning in 2026, and why the pre-AI playbook is falling apart in real time. Dougie has a vantage point almost nobody in recruiting has. From the data behind billions of messages, he can see what actually moves the needle and what just feels like progress. He explains why the three-step spec-out sequence that used to book interviews has fallen off a cliff, why deliverability and flooded inboxes have gutted cold outreach, and why reply rates on truly cold campaigns are collapsing toward zero. He also gets specific about where recruiters bleed time. Between hunting for contact data, trawling record numbers of applications, and logging notes for hours every week, the modern desk hides close to a full workday of lost time. Dougie walks through where that time actually goes and what the highest performers do differently, from taking conversations offline fast through roundtables and dinners to investing in relationships that make the next call get answered. There is a clear split between high-growth and high-profit firms, and Dougie has data on both. He covers the playbooks behind the fastest-growing agencies, why US recruiters out-win the UK on sheer activity volume, the embedded and retained shift, and the one non-technology trait that separates average recruiters from elite ones. It is not what most people expect. If you have looked at SourceWhale before and written it off, his closing point is blunt: if you have not seen it in the last three months, you have not seen it. The platform now spans sourcing, CRM and ATS, dialer, and note-taking in one place, and Dougie argues that single-platform context is the whole game for making AI actually work on your desk. Whether you want to build a high-growth firm, a highly profitable one, or simply be a recruiter whose messages get read, there is something here to take offline and act on. 2026 is your year. Dougie Loan left school at sixteen, was on a cold recruiting desk in Glasgow by eighteen, and went on to become a rec-tech leader. He is now a driving force at SourceWhale, which has grown from an eighteen-person business to a one hundred fifty person company across the UK and US.  

Telling the Story: Part 2 Acts 7:1-16 by William Klock When I was an American school kid in the 70s and 80s I learned that the defining events in the history of the United States were was the founding of Jamestown in 1607; the landing of the Pilgrims at Plymouth in 1620; and, of course, the Revolutionary War that began in 1775 and the signing of the Declaration of Independence—well—almost exactly 250 years ago.  There were plenty of other events that shaped the story, but those were the events that set the United States on its trajectory: a heritage from Britain with a good dose of religious freedom and Protestant work ethic coming together in a grand expression of the rights of man shaped by the Enlightenment.  Were there flaws?  Yep.  Slavery was a big one.  But the way I learned the story, the British mainland colonies of North America were on the fringe of the slave trade.  We received a tiny fraction of it.  The real slavery problem was in the Caribbean and Latin America.  Plus, we dealt with it.  The whole Civil War thing—a tragedy.  But it was a story to be proud of. But in 2019, the New York Times began a new publishing project.  They called it The 1619 Project.  It was subtitled, “A New Origin Story”.  Why 1619?  That was the year the first African slaves were brought to Virginia.  Before the Pilgrims.  Before the Declaration of Independence and the Constitution.  It was a deliberate attempt to reframe the story of the United States.  Instead of a story rooted in a proud English heritage and religious liberty and Enlightenment ideals of freedom and liberty, the 1619 Project told the story of the United States as one rooted in racism and slavery and oppression.  Instead of a story that makes you stand proud, it's a story meant to instil shame and guilt. The 1619 Project didn't come out of nowhere.  It made public a story that many people had already been telling, especially to younger generations. And, as you would expect, this resulted in a great cultural clash.  Both sides shouting at the other, basically saying, “How dare you tell our story wrong!”  It wasn't so much a matter of the events themselves.  Both versions of the story involved the same events, the same people, and all of that.  But it highlights how much how you frame a story, how much you stress certain events and people and ideas over others, that you can end up with stories that are essentially the same, while dramatically different.  One instils national pride; the other instils national shame.  That doesn't mean there's no right or wrong.  Framing the American story as if slavery and racism are its fundamental core is dishonest.  But at the same time, telling a story that glosses over those evils for the sake of instilling pride, well, that's a problem too. And as much as this Postmodern metanarrative dilemma was nowhere on the radar of First Century Jews, I think it's a good way to understand what was going with Jews in those days and it's a good illustration of what Stephen is doing in his speech before the Sanhedrin in Ats 7.  [It's page 1087 in the Pew Bibles.]  There were different “parties” competing for influence and control in First Century Judaea and as much as they all told the same story of Israel, reaching back to Abraham and Moses and David, to the law and the Prophets, all rooted in the same exodus and exile and the same promises, how they told the story produced very different results, different feelings about Israel's present situation, different ideas about the future and how to get there—just as how I learned American history makes you smile when you see the Stars and Stripes, but others, having learned The 1619 Project story, feel shame. For Pharisees, unfaithfulness to the law resulted in exile—one that was still effectively ongoing—and only national faithfulness to the law would get them out of it.  For the Sadducees, that was all in the past.  God had restored them from their exile, and the temple and its priests were the proof.  All was well.  For the Zealots, the story said that armed revolution was the only way out of their oppression.  For the Essenes, the group responsible for the Dead Sea Scrolls, the story said that the everyone and everything had been defiled by unfaithfulness, even the temple itself.  God would wage holy war on the unfaithful, so they—the only truly righteous ones—retreated to the desert to wait and to keep pure.  And there was the historian Josephus.  A generation later, he told the story—after the disaster had happened—to say that the Jewish revolutionaries had brought God's wrath on themselves and that God had raised up the Romans to act as his instrument of judgement.  Same story, but the different ways they told it, the different parts they emphasised, the way they interpreted certain events like the Babylonian Exile, landed them in very different places.  Like I said last week, the story got them to the airport, but they were all waiting at different gates—and none of them the right gate for the God's real homecoming.  That said, all of them held the same markers of Jewish identity dear: the torah, the temple, the promised land, their circumcision.  They disagreed on a lot, but attack any of those things and they'd all join in stoning you after charging you with blasphemy. So what Stephen is doing before the Sanhedrin, backing up all the way to Abraham and telling the story yet again, was in good keeping with what was going on in First Century Judaea.  So—in case you missed last week or have forgotten—in the first sixteen verses, Stephen began telling the story of Jesus and the Spirit by going back to Abraham.  This was the moment when the God of glory—Stephen wants to stress that he's here to glorify the God of Israel, not blaspheme him or his holy things—Abraham was the moment when God stepped into the darkness and misery of his broken, fallen, corrupted creation and called to Abraham.  In Abraham, God was launching his project to restore rebellious humanity to himself and to set to rights the creation that we broke.  Now, there was more to it than this—it's online if you missed or forgot it—but Stephen's main point is that the gospel is not a departure from the story of Israel.  It's not something new that has no roots in what happened before.  He's saying to the Jewish elders: When the God of glory, the God of Israel called Abraham out of Ur and settled him in the promised land and established his covenant with him to make him a nation, that was the beginning of the story that brings us to Jesus, to the cross and the empty tomb, to the ascension and to Pentecost.  The story of Abraham is the story of the gospel and vice versa. Remember, they accused him of blaspheming torah and temple and Stephen's saying, “No way!  Torah and temple are good.  They're glorious.  They're how God prepared us and brought us to Jesus.”  Like I said last week, when you leave your car and board the ferry, you are in no way saying your car was bad.  It got you to the ferry.  But you can't drive on water.  Now it's time do something new—to do the very thing your car brought you to do. And then from Abraham to Joseph.  Stephen tells Isreal's story in such a way to highlight that when the God of Israel acts to bless and to save his people, it's often in unexpected ways.  Abraham was promised the land of Canaan, but never had any more of it than a little burial plot.  And Jacob and his sons were forced to flee the land of Canaan in order to survive a famine.  And Jacob's sons were wicked men who sold their brother, Joseph into slavery after nearly choosing to murder him.  And Joseph went from slavery to prison.  How was God going to work anything good from any of that?  But he did.  The sovereign God was at work all along.  Slavery and prison led Joseph to the premiership of Egypt just in time deliver his family when they arrived.  None of them had ever expected any of that.  But God delivered them.  And Stephen's telling of the Joseph story also highlights that gracious forgiveness has always been at the heart of the story of God and his people.  There was Joseph, hated, abused, sold into slavery by his brothers, but instead of taking revenge, he welcomes them and throw a party. This is what Jesus had been doing as the lost sheep of Israel, the tax collectors and sinners, came to him in repentance and faith. And this is the sort of rejoicing that would take place in heaven were the Sanhedrin to see how the story leads to Jesus and repent.  God was waiting for them with open arms and a promise of blessing, and they should know that, because that's how God's great story has always worked.  It's the key in which this great symphony is written. So now, Moses.  As important as Abraham and Joseph were, Moses stands like a colossus over the story of Israel.  Moses was the deliverer who led Israel out of Egypt and parted the sea.  It was Moses who went up Mt. Sinai and saw God for himself.  It was Moses who came down and delivered the torah to Israel.  It was under Moses that God made a nation out of Abraham's family.  And this is where they've accused Stephen of blasphemy.  They've accused him of speaking against the torah and temple and Moses.  So look at Acts 7, beginning at verse 17.  Stephen highlights three things about Moses.  The first thing he stresses is how Moses was raised up by God to be the right man at the right place at the right time—even though no one would have guessed at the beginning that Moses was God's man for the hour. Stephen says: “God had sworn an oath to Abraham.  [Remember the promise to make him a great nation and to give his descendants the land of Canaan?] When the time drew near for this promise to be fulfilled, the people had increased and multiplied in Egypt, until another king arose over Egypt, one who had not known Joseph.  He got the better of our people, and ill-treated our fathers, forcing them to abandon their newborn children so that they would die.  It was at that time that Moses was born, and he was pleasing to God. He was nursed for three months in his father's house.  But, when they abandoned him, Pharaoh's daughter claimed him and brought him up as her own son.  So Moses was educated in the full teaching of Egyptian wisdom, and he was powerful in what he said and did.” Already, in the life of Joseph, Stephen has stressed that God works human evil for good.  Nothing escapes his sovereign hand.  And just so with Moses.  First, this new Pharoah decides to make slaves of the Hebrews.  Not good.  And then, when their numbers increase so prolifically that Pharaoh fears being able to control them, he hatches a plan to murder all the baby boys.  And so Moses ends up in a basket in the river, where Pharaoh's daughter finds him and decides to raise him as her own.  God turns Pharaoh's hate, prejudice, and injustice against him, sovereignly placing one of those Hebrew boys right in Pharaoh's own home, raised at Pharaoh's expense, and tutored by Pharaoh's own tutors in the famed wisdom of the Egyptians.  God ensure the story is full of irony.  Pharaoh unwittingly nurtures and educates the very man who will be his downfall.  And Moses, himself, receives the training needed one day to oversee, to govern the people of Israel.  Again, at the time, none of this made any sense.  No one could see any significance to the story as it was unfolding.  But God has a plan and one of the things the Jewish people learned from Moses' story—and so many others—is to trust God.  In the famous words of William Cowper, God moves in a mysterious way.  It's another motif in the divine symphony—one that comes back over and over and that God's people out to recognise when they hear the music. Second, Stephen stresses the rejection of Moses by his own people.  Look at verse 23: “When he had grown to forty years old, it came into his heart to see how his brothers, the sons of Israel, were doing.  He saw someone being wronged, and came to the man's defence; he took revenge on behalf of the man who was being oppressed, by striking down the Egyptian.  He thought his kinsfolk would grasp the fact that God was sending him to their rescue, but they didn't. “The next day he showed up as two Hebrews were fighting, and he tried to bring them back together again. ‘Now then, you two,' he said, ‘you are brothers! Why are you wronging each other?'  But the man who was wronging the other wasn't having it.  ‘Who made you a ruler or judge over us?' he retorted, pushing him away.  ‘Do you want to kill me in the same way you killed the Egyptian yesterday?'  At that word, Moses ran away, and lived as a guest in the land of Midian, where he had two sons.” Yet another motif in the symphony, another recurring theme in the story.  Jesus wasn't the first of God's deliverers to be rejected by his own people.  The story highlights that this is sometimes how God works.  Now, there's no one-to-one equivalence between Moses and Jesus.  Moses was rejected because he wasn't ready yet.  He had a desire to see his people freed, but he hadn't yet been called by God to that mission, nor had he received instruction on how to do it God's way.  This way of telling the story, this way of looking back to the Old Testament is something we see all through the New Testament.  I think of the way Matthew regularly explains how something in the Jesus story “fulfils” this or that thing from the Old Testament.  And often we're left wondering how the connection works.  Thanks largely to the Church Fathers, we've been taught to see these connections as literal prophecies or as “types”, as spiritual shadows that prefigure Jesus and various events in his life.  That's kind of close, but it's not quite what Stephen (or Matthew) do.  When Matthew, for example says that in the birth of Jesus Isaiah's words about the virgin conceiving and bearing a child are fulfilled, we wonder how that works.  Isaiah was talking about a young woman in his own day bearing a child…and she wasn't a virgin.  What Matthew was doing was pointing back to an event in Israel's past, in Israel's story, where the birth of a child to a young woman—maybe a princess, maybe the Prophet's wife…it's not clear—but where the birth of this child signalled that God was about to act to deliver his people.  Matthew latched onto that.  This is how God works, but this time—in the birth of Jesus—it's not just a young woman, it's an actual virgin, and this time God's not just delivering his people from a foreign king; this time it's deliverance from sin and death.  Matthew recognised the motif in the music.  It was there in Isaiah's day, a lone violin telling a story that most people missed, but in the birth of Jesus that motif returned, and this time the whole symphony was playing it. Stephen's drawing on the story of Moses the same way.  Moses was rejected by his own people.  A repeating theme in the story that the Sanhedrin—people who know this story, know this symphony so well already—a theme they ought now to see plain as day in what happened to Jesus.  It should be obvious.  They were the ones playing the instruments this time, after all. And then, third, Stephen stresses how through Moses, the God of glory, the God of Abraham, Isaac, and Jacob, the God Israel had known for two thousand years, had revealed himself in a new way that no one had expected.  Look at verse 30: “After another forty years, an angel appeared to him in the desert at Mount Sinai, in the flame of a burning bush.  When Moses saw it, he was amazed at the vision.  But, as he came closer to see, there came the voice of the Lord: ‘I am the God of your fathers, the God of Abraham, of Isaac, and of Jacob.'  Moses was very frightened, and didn't dare to look.  But the Lord said to him, ‘Take your sandals off your feet, for the place where you are standing is holy ground.  I have looked long and hard at the trouble my people are having in Egypt. I have heard their groaning, and I have come down to rescue them.  So, come on now: I'm going to send you to Egypt.'” Stephen wants to be clear—and we see this all through early Christian preaching—the God revealed in Jesus the Messiah is not new.  He is the same God who has been directing this story, this symphony from the beginning.  This is the God of their fathers, the God who has been rescuing his people according to his promises for two thousand years.  The God they know.  The God whose character and ways they ought to have recognised in Jesus. Yes, Stephen's saying, Jesus was not what we expected.  In Jesus—and now in the Spirit—God is doing something amazing, something astounding, something new.  And that's why you rejected him.  But knowing the story, knowing the music, we should have expected God would do precisely this: something new, something wild, something we didn't expect.  Because the story is already full of episodes where God does just that.  No one, least of all Moses, exiled to the wilderness, tending his father-in-law's sheep—expected the burning bush.  And yet in that moment, heaven and earth came back together, God spoke, a man was called, and the world was never the same again. And Stephen's point is this: You can't predict the unexpected thing that God will do; but you can be sure—because the story is full of such moments—that God does act unexpectedly to do the things he's promised and that we expect, the very things in which we hope. Holy ground, for example, was something Stephen and his fellow Jews understood.  The temple was holy ground.  It was where heaven and earth met.  But it wasn't the end-all-be-all of holy grounds.  It began at Mt. Sinai—not in Isreal, but in the wilderness—where God met Moses in the burning bush, where the plan to rescue Isreal from her bondage began.  When the Israelites built the tabernacle and the cloud of God's glory descended to fill it, God upstaged what he'd done at the burning bush.  And then again, with the temple.  As if it were the strings playing the motif at the burning bush, and in Exodus 40 as God's glory fills the holy of holies, the woodwinds join them.  And the music was good and it was beautiful, but the Sanhedrin should now be hearing that same motif as, in Jesus and the Spirit the whole symphony comes together to play.  Stephen isn't disparaging Moses.  He's not blaspheming the law or the temple.  He's saying, “Can't you hear it?  Their beautiful theme is now being woven into something far grander and played by the whole symphony.  The motifs have been there all along, the story has always been told this way.  Don't plug your ears to this new thing.  Listen.  And hear how it's taken up all the old themes into something that is nothing short of glorifying to the conductor, to the God of glory. That's as far as we have time to go this morning.  Like I said, Acts 7 is long and there's a lot to unpack.  But I think the great take-away for us from this part—in addition to learning to hear the great story of God and his people—I think the most important thing here is to know that God really does do new and unexpected things.  As we get to know the story, we ought to expect for God to do the unexpected, for God to do new things that upstage what he's done in the past.  And yet, the story also emphatically tells us that as much as God does new things and upstages the things he's done before, those new things are always in keeping with what he's done before.  The past always points to the future and the future never undermines the past.  As the writer of Hebrews tells us, “God is the same, yesterday, today, and forever.”  We live in an age where too many people are ready to do something new themselves—something that breaks from what or how God has already revealed himself, something that breaks from or that disparages or that blasphemes God's past actions or his past instructions—they take this new human thing and declared that God is doing a new thing.  Andy Stanley saying we need to unhitch from the Old Testament so that God can do something new.  No!  Churches embracing sexual immorality and post-modern notions of identity and sexuality and family and marriage and then saying, “See, God is doing a new thing!”  A thousand times, no!  Brothers and Sisters, the theme of the story, the key of the symphony doesn't change.  God does new things, but those new things follow from what God's already done.  On the other hand—and I think it's mostly in response to all the proclamation of “new things” that aren't godly at all—on the other hand, we can become too fearful, too conservative and we can end up where the Pharisees and Sadducees and the Essenes were: locked down, afraid of the new, and turning away from burning bushes, and unwilling to go where God is actually leading. This why we need to steep ourselves in the story.  This why we need to immerse ourselves in the great symphony and to let the music wash over and through us.  Brothers and Sisters, we need to know the themes and the motifs, to learn the key in which God is playing, to be intimately familiar with how they interact, weaving around and through each other, so that as the story continues to unfold, as the symphony bursts into new movements, we can hear God bringing those old familiar themes to new heights, while also being able to recognise when a different story is being told, or a different symphony is being played.  I've said over and over, Brothers and Sisters: God's word is life.  Know, meditate on it, let it mould you, and then let it pour forth from you to give life to others. Let's pray: Lord of all power and might, the author and giver of all good things:  Graft in our hearts the love of your Name; increase in us true religion; nourish us with all goodness; and bring forth in us the fruit of good works; through Jesus Christ our Lord, who lives and reigns with you and the Holy Spirit, one God, for ever and ever.  Amen.

The Death of the Junior Recruiter: Where Is the Next Generation Coming From?   Since 2022, the talent acquisition landscape has undergone a seismic shift. Once a thriving entry point for ambitious professionals, the function has been systematically truncated as economic pressures mount, headcount budgets shrink, and AI tools increasingly optimise workflows that once demanded human intuition. Companies have all but ceased hiring early-careers recruiters, creating a dangerous vacuum at the foundation of the profession. This webinar confronts an uncomfortable truth: we are witnessing the extinction of the junior recruiter role, and with it, the pipeline that has sustained the industry for decades. Where will tomorrow's talent leaders come from if we stop cultivating them today?   Key Themes We Must Address: • The Great Early Career Hiring Freeze – Why organisations stopped investing in entry-level TA talent after 2022 and what this signals about perceived value   • AI's Double-Edged Sword – How automation optimised efficiency while simultaneously justifying the elimination of junior roles traditionally used for training   • The Experience Trap – The growing expectation for "senior-only" hiring that leaves no room for developing raw potential or diverse perspectives   • Broken Apprenticeship Models – The collapse of structured learning pathways where junior recruiters once absorbed expertise from seasoned professionals   • Skills Atrophy at the Top – What happens when senior recruiters lose the ability to delegate, mentor, or scale their impact without junior support   • The Succession Crisis – Who steps into leadership roles in 5-10 years when an entire generation of developing talent never entered the pipeline   • Redefining Value in TA – Moving beyond cost-per-hire metrics to recognise the long-term strategic damage of eliminating early-careers investment   • Alternative Pathways – Whether adjacent professions (HR tech, marketing, operations) can realistically feed experienced professionals into TA leadership   • Reversing the Trend – Practical frameworks for justifying junior headcount to CFOs who view TA as a cost centre ripe for automation   Watch this essential discussion on the long term future of the function!   We're on Friday 17th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep395 is supported by our friends at Greenhouse   With application volumes at historic highs, AI claims shaping procurement, and candidate fraud entering the funnel in ways most teams can't track, your ATS decision carries more weight than ever. Download this updated guide from Greenhouse for a practical roadmap to cut through vendor noise, understand true total cost of ownership, and choose the platform your hiring function actually needs.   Download now

If you're job searching in 2026 and following every resume rule you've been told, one page only, match every keyword, avoid two-column layouts, optimize for the ATS, this episode is going to change how you think about your resume and your entire job search strategy. Sam Wright runs the data side at Huntr, and he's analyzed over 1.7 million job applications, more than 240,000 resumes, and over a million job postings to find out which resume rules actually get people hired, and which ones are just guesses everyone kept repeating. The results are surprising. Two-page resumes outperform one-page resumes across the board. Resume tailoring is 2X more effective at driving interviews. Referrals convert at a massively higher rate than cold applications. And most of what you've been told about the ATS is a myth. Scott and Sam break down the resume myths costing you interviews, the tailoring strategy that actually works, why your target job title matters more than your resume format, and the data-backed job search moves that separate the top 10% of applicants from everyone else. What you'll learn: Why the one-page resume rule was never actually tested (and what the data shows about two-page resumes) The 5-step resume tailoring process that doubles your interview rate Why "optimizing for the ATS" is a myth (and what actually gets your resume seen) How to write a resume summary that stands out (without sounding AI-generated) Why referrals convert at a massively higher rate than cold applications, and how to build them The exact application strategy Sam recommends: how many jobs per week, how fast to apply, and how to target the right roles Connect with Sam Wright: https://www.linkedin.com/in/samuel-b-wright/ Try Huntr: https://huntr.co   Our book, Happen To Your Career: An Unconventional Approach To Career Change and Meaningful Work, is now available on audiobook! Visit  happentoyourcareer.com/audible to order it now! Visit happentoyourcareer.com/book for more information or buy the print or ebook here! Want to chat with our team about your unique situation? Schedule a conversation   Free Resources What career fits you? Join our free 8 Day Mini Course to figure it out! Career Change Guide - Learn how high-performers discover their ideal career and find meaningful, well-paid work without starting over.   Related Episodes Changing Careers (When You Don't Know Your Next Job Title) (Spotify / Apple Podcasts) Discover Your Strengths to Find Your Ideal Career (Spotify / Apple Podcasts)

Is your career site delivering the conversion you need? Dalia's plug-and-play tech turns any employer career site into a high-performance candidate conversion engine — no replatforming required, live in days.Visit dalia.co to learn more. Alright rec techies…..here's what's happening this week. First up,  Frederick, Maryland – July 14, 2026 – iHire announces the launch of its industry-focused freelance marketplace.  https://hrtechfeed.com/ihire-launches-industry-focused-freelance-marketplace/ NEW YORK, July 15, 2026 — Today, Leapsome, the HR platform for high-performing teams, unveils an industry first: AI that raises your talent density, built on the deepest people data foundation in HR. With the launch of its new ATS, Leapsome is the only HR platform that brings every employee's journey into one deep, connected people data foundation: HRIS, recruiting, onboarding, performance, engagement, learning, and compensation.  https://hrtechfeed.com/leapsome-hr-platform-unveils-industry-first-ai-that-raises-talent-density-built-on-the-deepest-people-data-foundation-in-hr/ SANTA CLARA, Calif., July 15, 2026 — Eightfold AI, the pioneer of AI-powered talent intelligence, today introduced Candidate Agent, an AI agent built for the candidate experience: giving every candidate a real, personalized conversation, so candidates stay in the loop throughout the process. The agent meets candidates on the channels they already use, from first message through application, and is available 24/7. https://hrtechfeed.com/eightfold-ai-grows-talent-agents-to-2-0-with-candidate-agent/ SAN FRANCISCO — According to Upwork's second annual Future Workforce Index 2026, which surveyed 2,400 skilled U.S. knowledge workers alongside platform data, 38% of skilled U.S. knowledge workers now freelance—a massive leap from 28% just one year ago. https://recruitingheadlines.com/upwork-index-2026-skilled-freelancing-surges-to-38-as-ai-creates-rise-of-the-ai-orchestrator/ Learn more about your ad choices. Visit megaphone.fm/adchoices

After nearly 25 in real estate sales, Jaclyn Barker found her next right fit, joining Tiffany Williamson at Navigate Realty as a full-time recruiter.Over the past few years, Navigate has grown from roughly 80 agents across two North Carolina markets to approximately 400 agents in seven active locations, with Tennessee getting ready to launch. In Raleigh alone, the team is bringing in 15 to 20 new agents a month. None of this growth came through cold calls, robo-calls, or robo-texts. As Jaclyn says in this conversation, “I despise cold calling … it's just not my thing.”Watch or listen to have Jaclyn walk you through the philosophy, process, and system behind this growth. Learn why she treats recruiting exactly the way a great agent treats a client relationship, why she insists on in-person interviews of at least an hour with every candidate, and why she'll sometimes tell someone they're not ready to make the jump yet. Find out what it looks like to build a recruiting function from scratch, when to make your first recruiting hire, and why retention is the half of the equation most teams ignore.Watch or listen for Jaclyn's insights into:0:00 Intro and welcome 2:25 How drive shows up early in a recruiting conversation if you know what to look for 3:38 Why recruiting and real estate sales are the same kind of people business, built on discovery and fit rather than pitching 5:33 How a long career in real estate, a difficult market, and one conversation with Tiffany Williamson led to a full-time recruiting role 10:30 What Navigate Realty looked like when she joined versus what it looks like today 12:36 The interview that shaped her entire approach, and what she decided she would never do to a candidate 18:06 Why net agent count is the only number that matters, and what it means for how you think about retention 20:53 How the recruiting function has scaled alongside Navigate's growth, and what triggered each new hire 23:28 Why she spends at least an hour with every candidate and what that kind of time in the room actually reveals25:47 What an ATS is, why you need one, and how they selected their applicant tracking system (ATS!)27:51 The recruiting process from first contact to offer, and why in-person interviews are non-negotiable 33:30 “I despise cold calling” - why building something worth joining eventually becomes your most powerful recruiting tool 38:15 When to hire a full-time in-house recruiter, and the investment logic that makes it worth it 40:50 Why being honest with candidates about how hard real estate is makes her better at recruiting, not worse 46:41 At the end, Jaclyn reveals how a frugal instinct went sideways, when her Apple Watch triggers, and why true crime podcasts share equal car time with real estate podcasts.Related episodes:→ 90-Minute Recruiting Workshop (sign up free for all the subscriber-only episodes)→ When, Why, and How to Build Your Recruiting Department with Tiffany WilliamsonConnect with Jaclyn Barker and Navigate Realty: → https://navigaterealty.com/join/Connect with Real Estate Team OS:→ https://www.realestateteamos.com→ https://linktr.ee/realestateteamos→ https://www.instagram.com/realestateteamos/

In this episode of MOJO: The Meaning of Life and Business, Jennifer R. Glass sits down with career branding expert Lynne M. Williams to discuss what it takes to successfully manage your career in today's rapidly changing workplace.Whether you're looking for your next opportunity, considering a career pivot, building your personal brand, or simply trying to stay relevant in an AI-driven economy, this conversation offers practical advice you can start using immediately.Jennifer and Lynne discuss:• The difference between career management, career pivots, and reinvention• Why LinkedIn should be much more than an online résumé• How Applicant Tracking Systems (ATS) evaluate résumés• The importance of keywords and measurable accomplishments• Skills-based hiring and why continuous learning matters• Preparing for AI's impact on the workforce• Positioning yourself whether you're an employee, entrepreneur, or business owner• Building a personal brand that creates new opportunitiesIf you're serious about growing your career, attracting better opportunities, or strengthening your professional reputation, this episode is packed with actionable insights.About Lynne M. Williams:Lynne M. Williams is the Executive Director of Great Careers Network, a nonprofit organization that provides career development, networking, and educational resources for professionals navigating career transitions and career growth.Key TakeawaysCareer management should be ongoing, not something you think about only when you're unemployed.LinkedIn is a professional branding platform, not simply a digital résumé.Skills increasingly matter more than degrees.AI is changing the workforce and continuous learning is becoming essential.ATS systems compare résumés against job descriptions, making keyword optimization important.Entrepreneurs should optimize LinkedIn around the problems they solve, not simply their job title.Your accomplishments should demonstrate measurable business impact.Connect with LynneLinkedInWebsiteIf you enjoyed this episode, be sure to follow MOJO: The Meaning of Life and Business so you never miss future conversations with business leaders, entrepreneurs, and subject matter experts.

Dr. Christy Eason is the Director of the innovATe project at the Korey Stringer Institute. In this episode, we go deep into what that innovATe project is all about, how it came to be, what's been done so far, and plans for the future. This project is unique and has been so impactful to this point and there is more coming. Dr. Eason reviews how it came to be and how the program is ensuring not only getting ATs into positions for the short-term but ultimately helping ensure there is a plan to keep them there and provide services. We also discuss what athletic trainers can do to help facilitate positive change when it comes to emergency management and especially around EHS. Dr. Eason highlights a couple changes that are coming to state laws that have been achieved by collaboration of EMS and ATs. We discuss the importance of advocating for your expertise and how you can make a difference when you are able to find the best place to start the conversation.LINK: KSI- https://ksi.uconn.edu/outreach/innovate/ In this Episode:+innovATe program+Providing more access to ATs+ATs as experts in EHS and Emergency+Demonstrating expertise and facilitating change+Happenings at KSIwww.athletictrainingchat.comwww.cliniallypressed.orgSUBSCRIBE:https://www.youtube.com/channel/UCc3WyCs2lmnKK6shrL5A4hw?sub_confirmation=1#ATCchat #ATtwitter #atimpact #at4all #nata #boc #bocatc #athletictraining #athletictrainingchat #health #medicine #medical #medicalprofessional #innovATe #KSI #EHS #koreystringerinstitute #service

The Recfest Recap 2026   We're unpacking the absolute best moments, groundbreaking strategies, and actionable takeaways from RecFest 2026. Whether you were dodging the summer sun at Knebworth Park or couldn't make it across the pond, this exclusive recap session distills the high-impact content from the industry's top thought leaders. Get ready to supercharge your TA strategy, embrace the human advantage in an AI-driven world, and discover exactly what the future of recruitment looks like.   The Human Advantage in an AI World: Grace Lordan (LSE) explores how talent leaders can leverage AI, inclusion, and better decision-making to drive true performance rather than just processing efficiency.   From Recruiter to Talent Architect: A powerhouse panel featuring leaders from Amazon, EY, and Booking.com discusses the evolution of the recruiter role as AI absorbs operational tasks, shifting the focus to high-value, human-centric strategy.   The AI-Adjusted EVP: Joanna Hackett (Howden) reveals how forward-thinking organisations are evolving their Employee Value Propositions to focus on reskilling, internal mobility, and long-term career relevance in the age of automation.   TA as a Strategic Growth Engine: Chris Tennant (Infor) and fellow TA directors from Gilead and Mars share how to fundamentally redesign the talent acquisition function to operate as a core driver of business performance.   Amazon's Strategic Business Partner Model: Beckie Longworth and the Amazon TA team reveal how they shifted from a transactional, requisition-driven service into a strategic business partner function that acts as a consistent interface for growth.   Talent Intelligence at Scale: Andrew Sinclair and Charles Rue (S&P Global) demonstrate how to build a connected workforce by turning overwhelming talent data into actionable, confident market intelligence.   The Early Careers Talent Crisis: Aisha Lysejko (2040 Leaders) and experts from Shell and Danone warn against cutting early careers investments, explaining how doing so creates a dangerous "missing middle" that cripples future leadership pipelines.   Standardised Hiring Metrics: Adrian Thomas (Walbridge) and Jonathan Berry (House of Commons) break down the UK's first standardised hiring metrics, exploring what "good" really looks like in talent acquisition benchmarking today.   Global TA Transformation at Sanofi: Lia Manafova (Sanofi) shares the healthcare giant's journey of taking back ownership of their global recruitment landscape, transitioning away from decentralized models to centralise and streamline their tech stack.   Why should you carve out time in your busy schedule to join 'The Recfest Recap 2026'? Because the recruitment landscape is shifting faster than ever, and relying on yesterday's playbooks simply won't cut it. This webinar isn't just a summary; it's your shortcut to the strategies that are actively reshaping the industry—from deploying AI without losing the human touch to transforming TA into a strategic business partner. By signing up, you'll equip yourself with the tangible, future-proof tactics you need to attract top talent, elevate your employer brand, and lead your team into the next era of hiring. Secure your spot now and stay ahead of the curve!   We're on Wednesday 8th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).   Ep392 is supported by our friends at Screenloop   Screenloop is the number one ATS for SMEs: covering interview intelligence, background checks, automations, candidate NPS and Quality of Hire analytics, all-in-one package.   Rated 4.9/5 on G2 our Interview Intelligence transcribes, fills scorecards, coaches hiring teams, so every hiring decision is faster, fairer and evidence-based. Importantly, our AI tools do hallucinate or over promise, it improves human led conversations.

Much like a certain Jeopardy! category, we are BULGING with content this week as we say goodbye to superchamp Adam Remsen and we get one of the games of the season in the wake of his farewell to the Alex Trebek Stage. Plus, some olds online get weird about Ken on vacation, Ken has one of his cattier moments of the season, and we dive deep (sort of) on Lin-Manuel Miranda. If you want to dive deep on one of this year's superchamps, why not join the Patreon? Tristan Williams joined us for a fantastic and wide-ranging interview that covered his time on the ATS, watching his ToC bye slip through his fingers, and his unique prep. It was a hilarious and candid interview you won't wanna miss! Join today at patreon.com/jeopardypodcast. SOURCE: The New Yorker: "A Hip-Hop Hamilton" by Rebecca Mead. Special thank you as always to the J-Archive and The Jeopardy! Fan. This episode was produced by Producer Dan. Music by Nate Heller. Art by Max Wittert.

The AI Recruiting Summit 2026 kicks off July 13th and runs through July 20th, and this episode is your preview of exactly what you will see there. Live sessions are free, so you can pop in and out around your desk. If you want the replays, grab the VIP option or join the Elite Recruiter Community, where every summit replay lives permanently. Register now at https://ai-recruiting-summit-2026.heysummit.com/ because 2026 is the year you draw your line in the sand. This episode is brought to you by Atlas, the AI first recruitment platform built to eliminate admin. Atlas captures every candidate conversation automatically and turns it into something you can use. With MagicSearch you can ask questions like who mentioned they are open to relocating next year, and it pulls answers instantly from real conversations across your entire database. Atlas customers have reported over 40 percent EBITDA growth and over 80 percent increase in monthly billings. Unlock your exclusive listener offer at https://recruitwithatlas.com/ Pulled straight from the Elite Recruiter Community library, this session is a taste of the summit format: a real recruiter walking through a real AI powered desk, screen level detail and all. Nick Poloni of Cascadia Search Group billed 1.3 million dollars last year, his first time crossing the million mark, with only about half a year on his current AI stack. This year he is already around 700K and climbing. And here is the part that should stop you mid scroll: he rates his own coding ability a one out of ten. He cannot write a line of code, and he still built his own recruiting bots, rebuilt his firm's entire website from scratch in Claude, and wired his ATS into Slack so a pipeline bot flags every stalled candidate before breakfast. Alongside Jake Price of PIN, Nick breaks down the full system. He records hiring manager intake calls, feeds the notes into Claude, and has AI write his AI sourcing prompts. His outreach is short, specific, and so personalized that candidates reply just to ask if he is real, at one point pulling around a 70 percent response rate across email and LinkedIn on over a thousand candidates. He has done zero traditional business development, no cold calls to HR, ever. Instead he gives away candidates, floats resumes for free, and lets value do the selling, a philosophy that landed him a 20K a month retainer and a 100 rep sales build. You will also hear how he sourced an entire salesforce in two and a half weeks, ran 500 to 800 interviews over three months without a single no show, and turned a Philippines based assistant into the chief of getting stuff done. If any of this feels out of reach, that is exactly why the summit exists. From July 13 through July 20 you will get walkthroughs, tools, and tech you can steal for your own desk. Nick's billing figures are his own account of his results, shared as he told them. Register for the AI Recruiting Summit 2026: https://ai-recruiting-summit-2026.heysummit.com/ Join the Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community Subscribe to the newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe Connect with Nick Poloni: https://www.linkedin.com/in/nickpoloni/ Connect with Jake Price: https://www.linkedin.com/in/jacob-price-05a6562b/ Listen on Apple Podcasts: Listen on Spotify: Watch on YouTube: This episode is sponsored by Atlas: https://recruitwithatlas.com/

Harnessing AI for Better Recruiting: Balancing Efficiency and the Human TouchChad Delligatti, CEO and owner of InnoSource, along with Brett Johnson and Carol Ventresca, explores the world of artificial intelligence (AI) in recruiting.We cover the journey of recruitment technologies, the significance and challenges posed by AI, and how to balance technology with the crucial human element within the hiring process.Reflecting on his last 25 years at InnoSource, Chad says it's clear that recruiting has transformed dramatically. When he started in the industry, resumes arrived by fax machine; job postings were placed in classified ads.Over time, technology sped up processes: websites, email, and digital applicant tracking systems (ATS) entered the scene. However, never before have we experienced changes at the pace we see today, largely driven by AI 05:06.AI's impact on recruiting is evident in both everyday workflows and at the organizational strategy level. InnoSource's recruiters who use AI are seeing significant improvements in efficiency, accuracy, and capacity.The ATS has evolved from a resume sorting tool into a powerful data-processing engine powered by AI. Previously, recruiters had to manually sift through hundreds or thousands of resumes—a process both time-consuming and error-prone.Now, AI-enhanced ATS systems quickly process vast numbers of applications, touching every candidate within 24 hours and reducing the time to offer dramatically (from over 20 days to about 9 days in our case) 13:49.These tools free up recruiters to focus on building relationships, rather than being bogged down solely by administration.If you like this episode, please let us know. We appreciate the feed back, and your support of offset costs of producing the podcast!There's a misconception that AI—and ATS systems in particular—remove the human element from recruiting. That's not the case with InnoSource's approach. AI augments the recruiters' capacity, ensuring high efficiency, but every crucial hiring decision remains in human hands 16:10.Job seekers should focus on authentically presenting themselves. While it's tempting to let AI generate resumes and cover letters, your individuality can be lost—and employers are getting better at spotting artificially generated or fraudulent material 38:30.For employers, the primary advice is to take it slow and plan: define your goals with AI, get leadership buy-in, prepare your data, and ensure your processes are clearly defined before implementing any tools.FAQHow is AI changing the recruiting process?Chad Delligatti explains that AI has greatly increased speed and efficiency in recruiting by automating initial resume screening, improving candidate engagement, and allowing recruiters to process significantly more applications with accuracy. However, human oversight ensures that final decisions still consider personal fit and judgment. See details at 07:14 and 13:36.Does using AI in recruiting mean less human interaction for job seekers?No. According to Chad Delligatti, AI frees up recruiters' time from administrative tasks so they can focus more on building relationships with candidates and clients. The human element remains essential for final hiring decisions and ensuring a good match. Learn more at 15:25 and 33:24.How can job seekers be more successful when applying to jobs with AI systems?Job seekers should ensure their applications and resumes are accurate, original, and tailored to each job description. Chad Delligatti emphasizes that fundamentals and integrity matter, and warns against scams or unethical shortcuts such as using AI-generated fake credentials. He also recommends carefully following instructions in online forms. Get advice at 38:20 and 51:06.We would love to hear from you.Give us your feedback, or suggest a topic, by leaving us a voice message.Email us at hello@lookingforwardourway.com.Find us on Bluesky and Facebook.Please review our podcast on Google!And of course, everything can be found on our website, Looking Forward Our Way.Recorded in Studio C at 511 Studios. A production of Circle 270 Media® Podcast Consultants.https://creativecommons.org/licenses/by-nd/4.0/Copyright 2026 Carol Ventresca and Brett JohnsonMentioned in this episode:Listener DisclaimerThe views and opinions expressed by the experts interviewed on this podcast are their own and do not necessarily reflect the views of the podcast hosts or any affiliated organizations. The information provided in these interviews is for general informational purposes only and should not be considered as professional advice. Listeners are encouraged to consult with qualified professionals for specific advice or information related to their individual circumstances. The podcast host and producers do not endorse or guarantee the accuracy, completeness, or reliability of any information provided by the experts interviewed. Listener discretion is advised.

THE EVOLUTION OF TALENT CRMS (Building Talent Communities in the Agentic Era)   The recruitment technology stack is undergoing its most profound transformation since the shift from paper CVs to applicant tracking systems. Autonomous AI agents—capable of reasoning, planning, and executing complex workflows without human intervention—are now infiltrating every stage of the talent lifecycle, rendering traditional CRM architectures obsolete. The passive database of yesterday, where candidate records sat dormant until manually activated, is giving way to dynamic, self-orchestrating ecosystems where agents continuously nurture, assess, match, and engage talent at scale. For talent acquisition leaders, the question is no longer whether to adopt agentic technology, but whether their CRM infrastructure can survive the transition—or become a costly legacy anchor dragging strategy backward.     • From Database to Ecosystem – Why legacy CRM architectures, built for human-driven search-and-retrieve, collapse under the demands of autonomous agent orchestration   • Agentic Capabilities Defined – Distinguishing between automation (rule-based) and true agentic AI (goal-directed reasoning) in candidate engagement and pipeline management   • The Always-On Pipeline – How agentic CRMs transform talent pools from static repositories into living networks that self-nurture, self-qualify, and surface opportunities without recruiter intervention   • Hyper-Personalisation at Scale – Whether AI agents can replicate—or exceed—the authenticity of human relationship-building without triggering candidate alienation   • Data Sovereignty and Trust – Navigating the ethical and compliance minefield of agents autonomously interacting with candidates, processing sensitive data, and making consequential decisions   • The Recruiter Redefined – How agentic CRMs shift the human role from execution to exception-handling, strategy, and high-stakes relationship stewardship     • Measuring Agentic ROI – Moving beyond vanity metrics to evaluate whether autonomous systems genuinely improve quality of hire, time-to-productivity, and candidate experience   • Vendor Landscape Reality – Cutting through the marketing noise to identify which CRM platforms are genuinely agentic-ready versus those simply rebranding automation   Watch this essential discussion to future-proof your technology strategy. The agentic era will not wait for hesitant adopters—and the CRM decisions you make today will determine whether your function leads or is rendered redundant by those who moved faster.   We're on Friday 3rd July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep391 is supported by our friends at Joveo   High-Performance Recruitment Marketing Powered by Agentic AI. Integrated Talent Attraction - everything before the ATS.   Find out more here

No Followers. No Credentials. No Prior Clients. Bulletproof Side Hustle System Turning Entrepreneurs Into Resume Goldminers Make money online with an AI resume optimization agency—no followers, credentials, or prior clients needed. Learn the step-by-step system Marcus used to hit $4,200/month building resume and cover letter services with free tools (Claude, ChatGPT, Canva, Grammarly). Discover the ATS-beating formula that defeats the 75% rejection rate, plus the ethical framework that separates real AI entrepreneurs from scheme-sellers. Your contrarian guide to turning zero into a scalable, guilt-free side hustle. https://DarkHorseEntrepreneur.com Tracy explains how to start and scale an AI-assisted resume and cover letter service using free tools (Claude, ChatGPT, Canva Free, Grammarly) and a system designed to beat ATS filters that reject about 75% of applicants. Using an example of "Marcus," who went direct to clients and grew to $4,200 in a month, it argues success comes from process, not credentials or marketing. The approach includes a diagnostic intake (15-question Google Form), ATS-focused prompting, an industry-specific template library, a simple one-off offer via a free Carrd landing page, and client outreach on LinkedIn. It then describes productizing into self-serve and upgraded tiers (including LinkedIn optimization) using automation (Typeform branching, Zapier, low-cost ChatGPT API) while warning about the ethical tradeoff of generic output and recommending a hybrid with a brief human review to add specificity and storytelling.   00:00 AI Resume Side Hustle 00:49 The Invisible Advantage 01:13 Marcus Case Study 02:00 What Clients Want 02:50 Diagnostic Intake Questions 03:38 Prompts That Reframe 04:58 Template Library System 06:15 Simple Offer Landing Page 06:41 Direct Outreach And Delivery 08:23 Systematize With Forms 10:04 Packages And Upsells 11:02 Productize And Automate 12:39 Quality And Ethics Trap 15:24 Translator Mindset 16:49 Whiskered Wisdom 18:08 One Action Today ai resume writing, make money online with AI, AI side hustles, ATS optimization service, freelance resume writing, side hustle, ChatGPT resume writing, AI income, how to start a resume writing business, AI tools, make money online as a mom, AI powered side hustle ideas, resume writing business, online business, AI freelance business   ai side gig, digital entrepreneur, Entrepreneur, entrepreneur podcast, entrepreneur tips, Entrepreneurship, Entreprenuer, make money, online business, online entrepreneurship, online opportunities, parenting and entrepreneurship, podcast entrepreneur, side hustles, tips for entrepreneurs, make money online, ai resume optimization, ai entrepreneur  

Billabong Presents The Occy Grom Comp & Merge Live Now! It’s an ATS classic brought to you from the swamps of Mordor (aka Smivvy’s joint) where the lads cut loose on all the shiz that’s been dripping from the might surfing seacock’s Jap-eye for the past two weeks. Slurp it up!See omnystudio.com/listener for privacy information.

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In Cisco Systems, Inc. v. Doe, the Supreme Court held that courts may not create new causes of action for violations of international norms under the Alien Tort Statute (ATS) and that aiding-and-abetting liability exists under neither the ATS nor the Torture Victim Protection Act of 1991. The decision limits the use of U.S. courts to pursue transnational human-rights claims absent clear congressional authorization.In Exxon Mobil Corp. v. Corporación CIMEX, S.A. (Cuba), the Court held that the Helms-Burton Act removes sovereign immunity for Cuban agencies and instrumentalities sued for trafficking in property confiscated by the Cuban government. Plaintiffs suing those entities under the Act, therefore, do not need to separately satisfy one of the Foreign Sovereign Immunities Act’s enumerated exceptions.Join us for a discussion of these decisions, their implications, and what they reveal about the Court’s approach to statutory interpretation and separation of powers. Featuring: Prof. Julian Ku, Faculty Director of International Programs and Maurice A. Deane Distinguished Professor of Constitutional Law, Hofstra University Molly Nixon, Senior Fellow in Executive Power, Cato Institute

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."

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

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

-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.

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 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