Podcasts about ATS

We ask what Nebraska's record was ATS this past season, we declare this the final day to discuss Bill Moos and his book, PLUS we preview the Thursday show.

Send a textWhat happens when a global consulting giant decides AI proficiency is the new baseline? We dig into Accenture's headline-grabbing cuts, its billion-dollar bet on upskilling, and the ripple effects this kind of mandate has on culture, fairness, and everyday HR work. The story isn't robots taking jobs—it's people who learn new tools outpacing those who won't, and leaders choosing whether to invest, communicate clearly, and measure what actually matters.We start with the human side: how fast change collides with real teams, the pressure that public targets create, and why skills-based expectations land differently across age groups. Then we get practical. We share how we evaluate AI-enabled ATS options that free recruiters from busywork without outsourcing judgment, and why prompt craft, data hygiene, and clear workflows beat flashy features every time. We also zoom out to the trust problem—self-checkout friction, surveillance at retail, and what happens when technology feels like a cop instead of a coach. Those same dynamics show up at work. AI that reduces toil earns buy-in; AI that polices without context breeds resistance.If you're an HR pro, manager, or curious employee wondering where to start, we sketch a path: pilot small, track time saved and quality gains, reward learning in performance, and set explicit expectations that tools will change every few years. We trade doom for agency, making the case that your value grows when you can wield modern systems with judgment. And yes, we still make time for the real workplace issues that spark outsized drama—like cream cheese gone missing during a bagel drop.Hit play to get a candid, no-fluff take on AI at work, the skills race, and how to build teams that adapt without burning out. If this resonated, follow the show, share it with a colleague, and leave a quick review so more HR folks can find us.Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

Le Recruiting Operations (ou RecOps pour les intimes), ça peut vite sembler un peu obscur. Que fait-il exactement ?Process ? Outils ? Data ? Compliance ? Sécurité ? Onboarding ? Spoiler : c'est tout ça à la fois. Et même bien plus encore.Alors pour y voir un peu plus clair, j'ai décidé de dédier une série d'épisode à ce sujet. Et on commence avec Chloé Morisson, Program Manager Recruiting Operations chez Datadog. Recruteuse repentie devenue architecte de l'écosystème recrutement, Chloé est ultra-pragmatique, et surtout très lucide sur ce qui fait (vraiment) tourner une équipe recrutement dans la durée.Alors au programme de cet échange :

Why do some recruiters win retained work in a single meeting while others pitch for weeks and still lose to contingent competitors? My guest, James O'Brien, knows exactly why. And it has nothing to do with fee structure. James is the Managing Director and COO at i-intro. He's been in recruitment since the late 1980s and has spent the last decade helping recruitment firms move from transactional, contingent work into retained and exclusive assignments. His clients consistently outperform the market, with 96% one-year retention and 93% of placements still in role after two years. In this episode, James delivers a practical masterclass on consultative selling. He explains why most recruiters lose retained work before they even walk into the meeting, how to reframe hiring conversations around risk and retention, and what it really means to position yourself as a management consultant who specializes in talent acquisition. This conversation is for recruiters who are tired of pitching, discounting, and competing with five other agencies for the same role. You'll hear the exact questions James uses to expose hidden hiring failure, why “wow” should be the standard for every client meeting, and how preparation, not persuasion, is what wins retained work consistently. In this episode, you'll learn: Why recruitment isn't the real problem and retention is The three questions that reframe hiring failure for clients How to measure retention and use it to justify higher fees Why most recruiters lose retained work in the preparation, not the pitch How to show value instead of just describing your process What accountability really looks like beyond the placement Why retained fees feel fair when clients understand the true cost of hiring failure Episode Highlights: [03:56] Why transactional recruitment is dying [10:13] Recruitment's not the problem. Retention is [13:34] How to measure retention and monetize better outcomes [18:00] The three questions that reveal a 20–30% hiring failure rate [32:23] Why “wow” should be your minimum standard in client meetings [36:35] The preparation process that wins retained work [45:00] Why proposals still matter and when to send them [59:03] Accountability beyond the placement and why 12-month guarantees work Sponsor This episode is brought to you by Recruiterflow — an end-to-end, AI-first recruitment platform designed to help recruiters run and scale their business more effectively. Recruiterflow combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one streamlined system. Many top recruiting leaders and members of our coaching community rely on Recruiterflow to stay organised, consistent, and competitive. You can learn more or request a demo at https://recruitmentcoach.com/recruiterflow. Guest Bio James O'Brien is the Managing Director and COO at i-intro. Since the late 1980s, he has worked across every part of the recruitment industry and now helps recruitment firms transition from contingent to retained and exclusive search. His work focuses on retention, accountability, and elevating recruiters from job fillers to trusted talent advisors. Connect with James: LinkedIn: James O'Brien Website: i-intro Connect with Mark Whitby Get your free 30-minute strategy session: recruitmentcoach.com/strategy-session

Communication between EMS and ATs, details to consider when developing EAPs, and what can emergency responders and ATs learn from each other. We discussed these and many more with Marc WysockiTimestamps(12:22) Did previous AT experience help with transitioning into an emergency responder(14:18) How did becoming an emergency responder help with your practice as an AT(16:00) Are EAPs accessible to emergency responders(17:42) How has being an emergency responder helped with developing EAPs(20:10) How can we make responding easier for EMS(21:28) Transitioning care to EMS(23:17) EMS' familiarity with ATs(25:17) Would it be beneficial for an AT to add more emergency credentials(27:03) Educating EMS about ATs(29:00) Emergency training with EMSAction Item: What would you like ATs to know about emergency responders?--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

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME:LinkedIn: www.linkedin.com/in/mary-southernInstagram: @resumeassassinTikTok: @resume_assassin_maryEPISODE TEASER I used to read 50-100 resumes a day at Amazon. Most of them had good metrics, clean formatting, all the "right" stuff. But they still didn't get interviews.Turns out, there are seven specific things recruiters scan for that nobody talks about. Not the obvious stuff!! The hidden signals that separate the "maybe" pile from the "interview immediately" pile.That's what this video is about. Let's get into it.TIMESTAMPS0:00 - Intro: Why your "good" resume isn't getting interviews2:15 - Signal #1: Evidence of decision-making under ambiguity5:30 - Signal #2: The "scope creep" signal8:20 - Signal #3: Recovery stories (not just success stories)11:10 - Signal #4: The velocity indicator13:45 - Signal #5: Collaborative tension navigation16:20 - Signal #6: Scale language18:40 - Signal #7: Self-directed learning evidence21:15 - Recap & next steps

Scientific research grants were abruptly terminated for hundreds of researchers including those in the ATS community in 2025. Many of these resulted in research that had already been done and was in final stages being discarded. Important studies done with community collaboration are at risk. Neeta Thakur, MD, of the University of California San Francisco, was one such researcher. Her EPA grant to study the effects of wildfire smoke on vulnerable communities was abruptly terminated. Dr. Thakur discusses her experience receiving the cuts, collaborating with other researchers on a lawsuit to restore the funding and finish the research, and how these cuts will affect the future of health and patient outcomes with Air Health Our Health host Erika Moseson, MD, MA. For more on funding cuts, listen to prior ATS Breathe Easy podcast episodes: - ATS Breathe Easy - The Real Cost of Federal Budget Cuts: https://www.youtube.com/watch?v=49g5RBSqMkE - ATS Breathe Easy - The Human Cost of the NIH Cuts: https://www.youtube.com/watch?v=9dIlg_L7qqI 

Hiring froze. Budgets stalled. Confidence disappeared. Yet some recruiters stayed busy—and kept billing while others panicked.

Today's Sports Daily covers how Seattle and New England built their teams, more ATS breakdown, NBA All Star game teams and format, the Luka trade return, and Monday Night RAW's Punk/Reigns showdown. Music written by Bill Conti & Allee Willis (Casablanca Records/Universal Music Group)  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Why do some recruiters get ignored while others hear, “I never respond to recruiters, but I had to respond to you”? Theresa Nordstrom has spent her career on both sides of the hiring table. Before launching her own search firm, she spent nearly 20 years as an HR leader. In one role, she cut agency spending by over $700,000 by building creative employee referral programs and filling roles in-house. Then she crossed to the agency side. In this episode of The Resilient Recruiter, Theresa explains why most recruiter outreach fails and what actually gets candidates to respond. Her answer isn't more messages or better templates. It's storytelling, relevance, and clarity. Theresa shares why job descriptions don't recruit talent, how she uncovers the real story behind a role, and how video helps her cut through candidate noise without being pushy or salesy. She also breaks down why detailed submittals matter, how she uses AI to save time without sacrificing quality, and when it genuinely makes sense for companies to use external recruiters. Sponsor: Recruiterflow This episode is brought to you by Recruiterflow. Recruiterflow is an end-to-end, AI-first ATS and CRM built specifically for recruitment agencies and executive search firms. It brings together ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one clean, intuitive platform. Several recruitment leaders in our coaching community use Recruiterflow to execute faster, onboard new hires more easily, and spend more time on what actually matters: conversations with clients and candidates. You can learn more or request a demo at recruitmentcoach.com/recruiterflow In this episode, you'll learn: Why candidates respond to stories, not job descriptions How to get candidates to self-select early (and save time on both sides) Why progression examples outperform vague culture claims How video outreach cuts through noise without needing polish What most employee referral programs get wrong Why detailed submittals increase interview ratios How to use AI to elevate quality, not replace judgment Episode highlights: [3:01] Why Theresa left a 20-year HR career to start her own search firm [6:41] The Harley Davidson referral program that saved hundreds of thousands in agency fees [9:22] How to elicit the story behind a role candidates actually care about [12:32] Why proof of progression beats generic culture messaging [23:21] How to partner with HR without getting blocked [44:20] The video outreach approach that makes candidates stop and respond [55:03] Why Theresa spends so much time on submittals [58:34] Mixing retained, exclusive, and selective contingent work strategically Guest bio Theresa Nordstrom is the founder of Talent Company, an executive search firm specializing in accounting, finance, HR, and C-suite roles. Before launching her firm in 2015, Theresa spent nearly 20 years as an HR leader, where she became known for creative employee referral programs that dramatically reduced agency spend. Her approach today centres on storytelling, multi-channel video outreach, and presenting candidates in ways that make interview decisions easy. If you want to future-proof your recruitment business without burning out, this episode is a must-listen.

In episode 238, Coffey talks with Joseph Fuller about how skills-based hiring is reshaping recruiting, workforce development, and talent strategy in the age of AI.  They discuss defining skills-based hiring beyond degree proxies; redesigning recruiting and applicant tracking systems; training hiring managers to reduce bias and risk aversion; using AI, simulations, and assessments to evaluate real skills; improving onboarding for nontraditional hires; addressing automation's impact on entry-level roles; balancing degrees, credentials, and experiential learning; and elevating social and learning skills as core capabilities in the future workforce.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP238  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Joseph Fuller is Professor of Management Practice at the Harvard Business School and one of the nation's leading authorities on the future of work. He co-leads the Managing the Future of Work Project at Harvard Business School. He creates research of direct relevance to decision makers in business and government, including the impact of technology and demographic changes on the workforce, the rise of the gig economy, global talent flows, and the emergence of the care economy. The Managing the Future of Work podcast that he co-hosts has been downloaded over 2 million times. He also co-leads the Harvard Project on the Workforce, a collaboration between the Harvard schools of business, government and education. It focuses on issues related to lower skilled workers, including career pathways and the causes of income polarization and occupational segregation.   Prior to joining the faculty, he was a founder, first employee and long-time CEO of the global strategy consulting firm Monitor Group, now Monitor-Deloitte.   Joe is a widely published author. His work has appeared in the Harvard Business Review, the Sloan Management Review, the Wall Street Journal, the Financial Times, the Washington Post and the New York Times.   Joe is a magna cum laude graduate of Harvard College and of Harvard Business School. He is a director of Aera Technology, Hakluyt and Company and Helios Consulting, Chairman of the Board of Trustees of Western Governors University and a Senior Visiting Fellow at the American Enterprise Institute.  Joseph Fuller can be reached at  https://www.hbs.edu/faculty/Pages/profile.aspx?facId=123284  Additional Resources: Charter Workplace Summit 2025: AI and entry-level workers The Future of Work Series: The Effects of AI on Talent Management and Workforce Development - Video | OpenAI Forum MINDWORKS Season 4 Transcripts – Aptima Season 4 transcript under the title “AI and the Future of Work”  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.   Learning Objectives:   Understand what differentiates skills-based hiring from traditional credential-based recruiting Identify practical changes employers must make to hiring processes, interviews, and ATS systems Evaluate when college degrees add value and when alternative signals of capability are more effective 

Today's Sports Daily covers some good news for Patriots fans, how has each team done ATS this season, a fun Super Bowl squares game fact, what do you think of Super Bowl Saturday, & fan suing for $100 million. Music written by Bill Conti & Allee Willis (Casablanca Records/Universal Music Group)  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME:LinkedIn: www.linkedin.com/in/mary-southernInstagram: @resumeassassinTikTok: @resume_assassin_maryEPISODE TEASER I've helped over 2,000 people land jobs at companies like Google, Microsoft, Tesla, and Netflix, and I've noticed the top candidates all do the same 5 things that most people completely miss. These aren't the usual tips you hear from career coaches. They're specific, tactical shifts that actually work. In this video, I'm breaking down exactly what separates people who get multiple offers from people who can't even get a callback, and how you can start using these strategies today.TIMESTAMPS0:00 - Intro: Why Less Qualified People Are Getting Hired1:30 - The Fundamental Shift Top Candidates Make3:15 - Point #1: Act Like You're Dating, Not Begging6:45 - Point #2: Reverse-Engineer the Hiring Manager's Nightmare10:20 - Point #3: Treat the Application as the Audition13:50 - Point #4: Build a "Receipts Folder" for Every Achievement17:10 - Point #5: Follow Up Like a Chess Player, Not a Stalker19:45 - Recap & Action Steps21:00 - Final Thoughts & How to Get Started

Chad & Cheese are back to bite the hand that feeds the recruitment world. In this episode, the boys sit down with Lou Goodman, the industry vet behind the "Job Board Revolution?" report, and Martin Lenz, the tech mind leading Jobiqo, to dismantle the 30-year-old myths holding the hiring world hostage. Between the typical banter and sharp European insights, the group explores why the current "pay-for-activity" model is fundamentally broken and whether the platforms we rely on are actually solving problems or just monetizing chaos. The conversation takes a hard look at the shift from raw volume to meaningful curation, questioning if the "job board" as we know it is evolving into something unrecognizable—or simply becoming an invisible data pipe for AI agents. From the death of the "click" to the rise of specialized niche players, this episode is a wake-up call for anyone betting on the status quo. If you're ready to stop selling the wrong product and start understanding where the talent marketplace is actually headed, grab Lou's audio book and executive summary below. Chapters 00:00 - Introduction to the Podcast and Guests 03:49 - The Research Behind Job Boards 11:03 - The Role of ATS in Recruitment 22:29 - Activity vs. Outcomes in Job Boards 26:08 - The Quiet Hiring Phenomenon 33:38 - Convincing Arguments for Job Boards' Relevance Job Board Revolution Audio BookFull version (2:38h): https://www.dropbox.com/scl/fi/lvphp0qchdefwvjc4zfhd/ElevenLabs_Job_Board_Revolution_Full_report_v6_amends_highlighted_docx.mp3?rlkey=gz0bvrfe6ufjuy2xsn7o1jnhc&st=yl4fbfpo&dl=0 Blinkist style (9 min): https://www.dropbox.com/scl/fi/xe0ggzala2prtm7pmy50m/ElevenLabs_Blinkist_Job_Board_Revolution.mp3?rlkey=gudo0tzmgoxwhmpe1ee0ogukv&st=6omm6p11&dl=0

This is an Audio Edition episode—originally published on YouTube and optimized for audio listening.Spending hours personalizing your resume and STILL not landing interviews? In this video, I share five ChatGPT prompts (plus a bonus prompt!) that will help you craft a better resume than a $500 professional rewrite. You'll see how to use AI tools like ChatGPT to analyze job descriptions, tailor your resume with the right keywords, add measurable outcomes, and condense your experience without losing impact. These proven AI resume prompts will save you time, make your application stand out, and dramatically increase your chances of landing interviews and job offers.

Why do some recruitment agencies collapse during recessions while others keep growing? Gerard Koolen has watched his business expand through three major crises: the 2008 financial collapse, COVID-19, and the war in Ukraine. Each time, Lugera grew. Not by working harder, but by building the business differently. Gerard is the founder of Lugera, a recruitment agency with 11 offices, over 500 employees, and €243 million in annual revenue. Operating across a region tested by economic downturns and geopolitical instability, his firm has been forced to adapt repeatedly. Instead of relying on a single revenue stream, Gerard built what he calls an “all-seasons service portfolio.” Over time, Lugera developed eight distinct revenue streams. When permanent hiring slowed, outplacement surged. When clients froze recruitment, other services stepped in. One stream compensated for another, keeping the business resilient when markets turned. That approach created a new problem. Managing eight revenue streams manually nearly broke the company. Gerard invested 10 years and €2.2 million in building technology to automate work that once required a team of 30 people. Today, one part-time employee handles what used to take an entire department. In this episode, Gerard breaks down how the model works. He explains how to monetise the 99% of candidates most agencies never place, why traditional ATS systems quietly limit growth, and how outplacement can become a counter-cyclical revenue stream. If you want to build a recruitment business that grows through uncertainty instead of being crushed by it, this conversation will change how you think about revenue, technology, and resilience. What you'll learn: Why Lugera grew 20% during the 2008 recession What an “all-seasons service portfolio” looks like in practice Why most agencies monetise only 0.2% of their candidate database How eight revenue streams reduce risk and smooth volatility Why your ATS may be capping your growth without you realising How automation replaced 30 staff with one part-time role Why does outplacement generate revenue when hiring stops Episode highlights: [03:30] Growing during the 2008 recession [05:53] The all-seasons service portfolio [08:01] Monetising the 99% of candidates you never place [14:34] The real cost of building the technology [19:42] Why most ATS platforms restrict growth [27:02] Doubling placements without doubling effort [31:33] Turning outplacement into a €1M revenue stream [45:25] Automated outreach that converts job ads into leads Sponsor This episode is brought to you by Recruiterflow. Recruiterflow is an AI-first ATS and CRM built to help recruitment businesses run and scale more efficiently. It combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one platform. Many leaders in our coaching community rely on Recruiterflow to streamline operations and improve execution. Learn more or request a demo at recruitmentcoach.com/recruiterflow Guest Bio Gerard Koolen is the founder of Lugera, a recruitment and staffing agency with 11 offices across Eastern Europe, over 500 employees, and €243 million in annual revenue. After investing 10 years and €2.2 million developing proprietary AI matching technology, Gerard created the Recruitment Revenue Platform to help recruitment agencies build multiple revenue streams beyond traditional placement fees. This is Gerard's third appearance on The Resilient Recruiter. Connect with Gerard LinkedIn: Gerard Koolen Website: lugera.com Recruitment Revenue Platform: recruitmentrevenueplatform.com Special offer: Get 100 free credits plus personal onboarding at recruitmentcoach.com/staa Connect with Mark Free strategy session: recruitmentcoach.com/strategy-session LinkedIn: Mark Whitby Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter

Most recruiting firms never break $10M — not because of the market, but because the leader becomes the bottleneck. If you want to scale past $10M (or $25M) without chaos, burnout, or relying on one rainmaker, this episode is a must-listen.  30 Day BD Challenge Kicks off Feb 9th in the Elite Recruiter Community https://elite-recruiters.circle.so/checkout/elite-recruiter-community  2. Why This Episode Matters Scaling a recruiting firm isn't about working harder — it's about building the right foundation. In this episode, you'll learn the exact framework elite recruiting and staffing firms use to grow revenue, develop leaders, and scale sales in volatile markets. If your firm feels stuck at $5–10M, overly dependent on top billers, or constantly firefighting, this episode shows you why — and how to fix it.  3. What You'll Learn The 4-part framework recruiting firms must master to scale past $10M intentionallyWhy most firms stall between $5M–$10M (and the hidden leadership mistake causing it)The exact reason top billers become dangerous bottlenecks — and how to fix itHow elite firms build repeatable sales systems instead of relying on hero performersThe mindset shift leaders must make to unlock team-wide growthHow to structure accountability so sales behavior actually sticksWhy slowing down strategically helps recruiting firms grow faster 4. About the Guest Shad Tidler is a senior sales consultant at Lucid (Lucian) and has spent over a decade helping recruiting, staffing, and professional services firms scale revenue through leadership, sales systems, and accountability. He works directly with owners and leadership teams navigating the jump from $5M to $25M+. 5. Extended Value Tease Imagine a recruiting firm where growth isn't dependent on one or two rainmakers. Where leaders aren't buried in admin. Where sales reps know exactly what to do, why it matters, and are held accountable without micromanagement. This episode shows you how elite firms create structure, clarity, and momentum — and why the best leaders learn to get out of the way. 6. Listen Now CTA If you want to scale your desk, your team, or your entire firm the right way — press play now. This episode will permanently change how you think about growth. 7. Timestamp Highlights 00:02 – The $10M ceiling most recruiting firms never break05:10 – How Shad accidentally entered the recruiting world14:35 – The 4 S's framework: Strategy, Structure, Staff, Skills24:20 – Why leaders — not recruiters — are the growth bottleneck31:00 – The mindset shift elite firm owners make38:15 – How to plan the jump from $5M to $10M45:05 – Why training fails without accountability51:40 – The danger of relying on 1–2 top billers59:10 – How elite firms build sales systems that scale1:07:00 – What leaders must stop doing to grow faster1:14:30 – The most overlooked reason firms stall out1:20:45 – Why fundamentals beat “new tactics” every time1:28:10 – Shad's book recommendation and mindset philosophy 8. Sponsors Section

El mercado laboral ya cambió, pero muchos siguen jugando con las reglas antiguas. Hoy hablamos sin filtro sobre IA, despidos, empleabilidad real, reskilling y decisiones basadas en datos.¿Qué perfiles sobreviven, cuáles desaparecen y cómo prepararte antes de que sea tarde?El problema no es la tecnología. Es cómo estás usando (o ignorando) tu valor.➡️Sigue a nuestra invitada: https://www.instagram.com/andreinaderufino.rrhh/?hl=en➡️ Mantente al día con las tendencias de empleo y la experiencia de +10 años de Andreína De Rufino acá: https://andreinaderufino.myflodesk.com/podcastmktsinfiltro

In this hour of VSiN By the Books, Dave Ross and Jensen Lewis give a Super Bowl odds update and look at some helpful trends for the game. Also, they break down the NBA slate and some ATS trends that can help you bet the games. Later, Nick Whalen joins the show to talk some NBA. Get instant access to expert picks, public betting splits data, and pro betting tools when you join VSiN pro. Grab your first month for only $9.99 or take over $60 off an annual subscription when you use promo code: SUPER. Click Here to get started. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Billabong Presents... ATS with Smivvy & Deadly! It’s been the busiest surf week since Elo got his farewell kick up the coit with X3 World Champ John Florence giving the Woz a severe case of blue balls, J-Bay gets the fuh-lick, Rags goes to the big show and Goat trades nubile princesses for burnt out South Tweed units on mobility scooters. The Pipe Chang fires up, and the Swellians take over the asylum for a huge Ask us a Question Special. Slurp Slurp Slurp away! Up the financial revolution that's got young Aussies Backs Presents... (Sign up now for a $20 kick in from us using the code "UTFS20" Yeeeeeeew!)See omnystudio.com/listener for privacy information.

Most recruiters aren't underperforming — they're over-filtering. Chasing “perfect” candidates is quietly costing you deals, speed, and money.  

Why do some recruiters stay stuck on contingent work while others shift a large portion of their business to retained without pitching harder or sounding salesy? James Cairns found the answer the hard way. James is a CPA who left a stable corporate finance career to start a boutique search firm with no agency experience, no local network, and just $30,000 in savings. His first year was brutal. Three placements. Borrowed money. Serious doubts about whether he'd made a huge mistake. Then one summer night, sitting on his back porch, James made a decision that changed everything. He eliminated Plan B. From that point on, momentum followed. Today, James runs The CSP Group, a highly respected finance and accounting search firm in St. Louis. He regularly beats national firms, fills senior roles up to CFO level, and now operates with roughly 40% of his work on retained or contained terms. In this episode, James breaks down what actually drove that shift. Not better sales tactics, scripts, or pressure. But commitment, process, and the confidence to walk away from the wrong work. This conversation offers a clear look at what changes when a recruiter stops competing on volume and starts choosing the right work. In this episode, you'll learn: Why eliminating "Plan B" unlocked consistent momentum How James moved from 3 placements to 40% retained work The candidate profiling system that generates a third of his placements Why being local and specialized beats national firms How to position retained search without pitching or pressure Why walkaway power matters more than persuasion Episode highlights: [3:44] Why a CPA with zero agency experience started a search firm [6:31] Quitting with $30K, a pregnant wife, and no local network [8:46] First-year reality: three placements and borrowed money [10:04] The back porch moment that eliminated Plan B [18:41] The candidate process that transformed responsiveness [21:51] Talent profiles and how they drive a third of placements [38:02] Why local specialization beats national firms [43:27] The CFO placement that changed everything [50:04] "This is how we work": James's retained positioning [59:06] Why walkaway power leads to more retained work James's story is proof that retained success isn't about being louder or more persuasive. It's about clarity, commitment, and choosing the right work. Guest Bio: James Cairns is the founder of The CSP Group, a boutique executive search firm specializing in finance and accounting talent in the St. Louis market. James earned his CPA license and began his career at PwC in Big Four audit before moving into corporate finance roles. He started The CSP Group in 2014 with $30,000 in savings, a one-year-old at home, another child on the way, and no local business network. After a difficult first year, James committed fully to making the business work - a decision that changed everything. Today, the CSP Group places senior-level finance professionals up to the CFO level, with approximately 40% of search assignments on retained or contained terms. Connect with James: James on LinkedIn - https://www.linkedin.com/in/james-cairns-062a5b7/ The CSP Group website - https://thecspgroup.com/ Connect with Mark: Get your free 30-minute strategy session: recruitmentcoach.com/strategy-session Mark on LinkedIn - https://www.linkedin.com/in/mwhitby/?originalSubdomain=uk Follow on Instagram: @RecruitmentCoach This episode is brought to you by Recruiterflow. Recruiterflow is an AI-first ATS and CRM built to help recruitment businesses run and scale more efficiently. With built-in sequencing, data enrichment, marketing automation, and AI agents, it's trusted by many leaders in our coaching community. Learn more or request a demo at https://recruitmentcoach.com/recruiterflow

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME: LinkedIn: www.linkedin.com/in/mary-southern Instagram: @resumeassassin TikTok: @resume_assassin_maryEPISODE TEASER So you walked out of that interview feeling pretty good, right? You answered everything perfectly. You had great examples. You were polished. And then... nothing. Meanwhile, someone else just got the offer.What happened? Here's the thing: interviewers aren't hiring based on what you think they're hiring on. There's a whole psychological game happening that nobody talks about. And once you understand it? Everything changes. In this video, I'm pulling back the curtain on what's ACTUALLY getting people hired.TIMESTAMPS0:00 - Intro: What Interviewers Are Really Looking For1:30 - Principle #1: They're Hiring a Solution, Not a Resume5:00 - Principle #2: Kill Their Fear of Making a Bad Hire8:30 - Principle #3: Make Them Look Good12:00 - Principle #4: Chemistry Beats Credentials15:30 - Principle #5: Prove You Want THIS Job19:00 - Principle #6: Lead the Conversation (Without Them Noticing)22:30 - Recap & Next StepsSubscribe for weekly videos every Wednesday!#JobSearch #CareerAdvice #ResumeAssassin #JobSearchTips #LinkedInStrategy #CareerGrowth #Networking #JobHunting #2HourJobSearch #CareerDevelopment

TA tech transformation isn't just “pick a new ATS.” In this episode, Johnny sits down with Seth Wear, VP of Talent Acquisition at Wabtec, to unpack a real-world move off Workday Recruiting and into a new ecosystem with SmartRecruiters. They cover the why (speed, automation, recruiter experience), the how (value-stream mapping, standardizing interviews), and the funding (self-funding by cutting “iPhones” to buy “bread and milk”).

In this episode of the Grownlearn Podcast, host Zorina Dimitrova speaks with Bryan Adams, CEO and founder of Happydance and a leading voice in employer branding, talent attraction, and candidate experience. As AI tools like ChatGPT transform how candidates apply for jobs, organizations are facing a new challenge: too many applications, inflated credentials, and weaker cultural alignment. Bryan explains why traditional employer branding tactics are now backfiring and how leading companies are shifting from “attraction” to filtering, self-selection, and truth-based storytelling. In this conversation, we explore: How AI and LLMs are changing recruitment at scale Why applicant volumes have exploded and what it breaks The limits of ATS and AI screening from a legal and compliance perspective How authentic storytelling helps candidates self-select out Why employer branding is moving from marketing to executive strategy How culture, leadership messaging, and transparency directly impact company value This episode is essential for founders, executives, investors, and HR leaders who want to understand how talent strategy, culture, and technology influence long-term performance and valuation. Bryan Adam's Business' Website: https://www.happydance.love/ ---------------------------------------------------------------------------------------------------------------------------------------------

In this podcast I talk with Nathan Perrott, VP of Innovation at Radancy. Radancy is a major provider of integrated recruiting tools, all integrated in what's called the Radancy Talent Acquisition Cloud. You may not recognize the name, but Radancy is actually one of the pioneers in talent acquisition, originally started as TMP Worldwide. Over the last 40 years the company has been involved in all aspects of technology-enabled recruitment, (including Monster.com), so they understand job advertising, social media, candidate experience, branding, automated screening, and now AI-powered interviewing. The company's integrated platform is one of the most end-to-end recruitment systems in the market (handles everything except the ATS) and more than 700 large corporations rely on Radancy. Nathan has been in this space for many years so I ask him to explain how the market has changed, what their new AI copilot is all about, and how companies can save money and get ahead of the massive AI-fueled candidate and job posting market today. Additional Information The Great Reinvention of Human Resources Has Begun Yes, AI Is Really Impacting The Job Market. Here's What To Do. Imperatives for 2026: What's Ahead for Enterprise AI, HR, Jobs, And Organizations The Collapse And Rebirth Of Online Learning And Professional Development Get Galileo: The World's AI Agent For Everything HR and Leadership Chapters (00:00:00) - An introduction to Talent Acquisition Software by Nathan Parrott(00:02:14) - Have we reached a saturation point in HR tech?(00:04:19) - Tim Ferriss: The Future of Talent Acquisition(00:11:27) - How AI is transforming Talent Agency (TA)(00:13:00) - The Super Agent(00:16:10) - Reasons for Sequel: The Future of Talent Acquisition(00:20:28) - HCM Integrations: What Have We Learned?(00:23:18) - WSJD Live: How to transform HR with AI(00:25:44) - How to Prioritize Hiring(00:26:43) - Podcast With Facebook's Nathan Silver

Send us a textHiring shouldn't feel like a maze you have to sprint through. We slow it down and map a clear route: tailor your CV to value, prepare for interviews with repeatable frameworks, and make smart choices about disclosure, culture fit, and negotiation—especially if you're neurodivergent and juggling burnout risk, memory load, or short tenures.Andrew Arkley, founder of Purple CV, brings 12 years of hands‑on expertise in CV writing, interview coaching, and ATS‑friendly formatting. We dig into when a functional CV beats a chronological one, how to turn frequent job changes into a story of adaptability, and why specifics sell: the exact tools, frameworks, and metrics that mirror the job spec. Clean structure wins; generic phrases don't. You'll hear how to use AI as a helper without losing your voice, and how modern ATS actually reads applications. Then we shift to live‑fire tactics: learn the interview format before you arrive, roleplay the common prompts, and answer with STAR to stay concise and confident.Researcher and coach Esther Bangoura shares fresh insights from a UK survey on neurodivergence and money: most respondents believe they could earn more with better clarity, feedback, and flexibility. We connect those findings to everyday decisions—when to disclose, how to negotiate for the top of a salary band by tying asks to business outcomes, and what red flags to spot in vague job descriptions. We round it out with a sustainable job search strategy: define criteria, track outcomes, adjust instead of “spray and pray,” keep a living log of wins, and align LinkedIn with your narrative without oversharing.If you're ready to stop guessing and start landing interviews that fit, this conversation gives you the tools: targeted keywords, measurable achievements, format intel, culture research, and calm, repeatable interview prep. Subscribe, share with a friend who's job hunting, and leave a review on Apple Podcasts or Spotify to help more people find these strategies.To use Purple CV services https://purplecv.co.uk/cv-writing?wpam_id=621Support the showJoin, support, and access exclusive episodes now.https://www.buzzsprout.com/2083560/subscribe(@divineenigma338) Instagram (@divineenigma) please complete the form before you book ● Join Sarah's 6-week coaching: https://divineenigma.org/product/6-week-coaching-plan/ Join Today!NeuroEnigma Membership if you'd like to support this independent podcast, click for free ebook Producer & Host: Sarah Music: “She Royalty” by Amaro & “Whistle” by Lukas Got Lucky

Munaf Manji and Dave Essler talk betting for this weekend. Munaf Manji opened the Friday, January 23rd episode of Cash That Ticket on RJ Bell's Dream Preview by setting the stage for a packed betting discussion heading into the weekend, with Championship Sunday, NFL coaching news, NBA analysis, promotions, and best bets all on the agenda. Dave Essler joined him still frustrated from the previous night's loss tied to Franz Wagner being ruled out late, which caused a sharp line move and turned what looked like a favorable position into a loss from the opening tip. Munaf revisited that game, noting how Charlotte's strong record on the second leg of back to backs was mentioned but ultimately ignored, a decision both agreed was a learning moment. Dave emphasized that no bettor hits one hundred percent and that losses must be studied rather than dismissed. The conversation shifted to NFL news with Munaf breaking down the Baltimore Ravens hiring Jesse Minter as head coach on a five year deal, highlighting his defensive success with the Chargers and his prior time in Baltimore. Dave admitted surprise that the Ravens went defense first, stressing that the offense, particularly Lamar Jackson's durability and passing limitations, remains the bigger question and will hinge on the offensive coordinator hire. Early Ravens win total speculation followed, with ten and a half discussed before schedule context softened some concerns. Attention then turned to Patriots versus Broncos props, where Munaf floated Jared Stidham over 32.5 pass attempts, reasoning New England would force him to throw. Dave countered with Drake May unders if backing the Patriots and strongly endorsed Pat Bryant over 2.5 receptions despite heavy juice, citing Denver's likely pass heavy script and Bryant's role before his prior concussion. Injury notes on Troy Franklin reinforced value on secondary Denver receivers, with both hosts recalling how Bryant's early catches last week were erased by injury. For the NFC matchup, Munaf backed Sam Darnold to throw an interception based on repeated struggles against the Rams and defensive familiarity. Dave added Matthew Stafford under 36.5 yards for longest completion, pointing to Seattle's recent success eliminating explosive plays, while also discussing long shot props like Davante Adams to lead receiving yards. Munaf countered with Stafford passing yard trends in Seattle and suggested live betting opportunities if the Rams trailed, along with Cooper Kupp over 30.5 yards. The show moved into NBA, starting with Rockets versus Pistons, where Munaf highlighted Houston's poor performance on road back to backs, recent defensive collapses, and Detroit's elite defensive rating of 100.1 over the last ten games. Cade Cunningham's status was key, with value tied directly to his availability. Dave warned about rapid line movement tied to injury news and leaned toward Pistons team total overs or split half strategies. Raptors versus Blazers followed, with both noting improved defenses, Portland's back to back trends, and a shared preference for the under. Best bets closed the episode with Dave backing Rutgers as a home underdog against Indiana, citing matchup and motivation, while Munaf laid points with the Phoenix Suns based on their league best ATS record and defensive form, and added Celtics team total over 112.5 against a struggling Nets defense. The episode ended with updated news of Cade Cunningham participating in shootaround, reinforcing earlier Pistons angles, and reminders about discipline, injury monitoring, and adaptability heading into the weekend slate. Learn more about your ad choices. Visit megaphone.fm/adchoices

Most recruiters are stuck chasing clients, sending cold outreach, and grinding through business development just to stay afloat. In this episode of The Elite Recruiter Podcast, Benjamin Mena sits down with Pinnacle Society top biller Michael Silverstein to unpack why elite recruiters stop chasing deals and how they build inbound client demand through relationships, trust, and positioning. This conversation breaks down the mindset, strategy, and long-term business development approach that allows top recruiters to scale their desk, close more deals, and build a recruiting practice that compounds over time, without cold selling.

Pour l'épisode de cette semaine, je reçois Quentin Decré, le CEO et cofondateur de Jarvi.Jarvi est un ATS (Applicant Tracking System) pensé comme un véritable CRM pour les recruteurs. La plateforme permet de centraliser l'ensemble des interactions candidats (LinkedIn, email, WhatsApp, appels…), de piloter les missions de recrutement et de réduire drastiquement la charge mentale des recruteurs, qu'ils soient indépendants, en cabinet ou en entreprise.Au cours de cet épisode, Quentin revient en détail sur son parcours : ses débuts dans le développement, son passage par le produit, puis le déclic entrepreneurial qui l'amène à lancer Jarvi. Il explique comment il a mené plus de 100 entretiens avec des recruteurs avant même d'écrire une ligne de code, pourquoi son premier produit n'a pas fonctionné, et comment ce constat l'a conduit à pivoter pour remplacer directement les ATS existants plutôt que d'ajouter un outil de plus.Nous avons également parlé :de customer discovery approfondi et de la différence entre ce que les clients disent vouloir… et ce qu'ils utilisent réellementde la construction d'un ATS complet, des barrières à l'entrée techniques et commerciales, et du mythe du MVP dans ce type de produitde la croissance très rapide de Jarvi, portée quasi exclusivement par le bouche-à-oreille et une communauté d'utilisateurs ultra engagésde leur approche originale de l'IA, avec un agent intelligent capable d'agir sur l'ensemble des données du produitde l'organisation en remote-first, de la culture d'équipe et des rituels mis en place pour garder une forte cohésionet enfin, du rôle central du recrutement dans la réussite d'une startup.Vous pouvez suivre Quentin sur LinkedIn :https://www.linkedin.com/in/quentindecre/Bonne écoute !Mentionné pendant l'épisode :Jarvi – https://www.jarvi.techCursor (outil de développement)Claude (Anthropic)Pour soutenir SaaS Connection en 1 minute⏱ (et 2 secondes) :Abonnez-vous à SaaS Connection sur votre plateforme préférée pour ne rater aucun épisode

et pitched new recruiting technology all the time. New ATSs, new “AI-powered” platforms, new promises to fix what's broken in talent acquisition. So when someone first told me I needed to check out PerfectHire, another ATS, my reaction was pretty predictable: Here we go again. But then they added something that piqued my curiosity: "ATS+". That's what pulled me into a conversation with Matt Schalsey, founder (or co-founder, depending on how you count it) of Perfect Hire, and the guest on this episode of HR Famous. And the deeper we went, the clearer it became this wasn't a rip-and-replace ATS with a few shiny features slapped on top. This was a complete rethink of how recruiting technology should actually work. Matt's background isn't traditional HR tech; it's sales enablement. And that matters. Sales figured out years ago what recruiting is still struggling with: high performers don't win because they work harder on admin. They win because technology removes friction, so they can focus on what actually drives results. Conversations. Relationships. Decisions. That's the core idea behind Perfect Hire. Instead of forcing recruiters into rigid workflows, Perfect Hire breaks the ATS down to its foundation and rebuilds it around recruiter enablement, not just tracking activity, but driving outcomes. Matt and his team talked to more than 300 TA leaders to understand why they hate their ATSs (and let's be honest, almost everyone does). The answers weren't shocking: too much admin, no visibility, no accountability, and tools that slow people down rather than speed them up. Where things get really interesting is how Perfect Hire uses AI. This isn't “type the right prompt and hope for the best” AI. The platform is designed so that AI works quietly in the background, informing decisions, automating scheduling, generating interview questions, reducing bias, and keeping pipelines moving without recruiters having to babysit the system. We also talked about something the industry doesn't discuss enough: accountability. Most ATSs give you dashboards, but they don't really tell you who's performing, where capacity is breaking down, or what happens when leadership suddenly increases hiring by 30%. Perfect Hire connects recruiting execution to forecasting, workforce planning, and even retention, so TA leaders can have real business conversations instead of crossing their fingers and hoping it all works out. And for hiring managers? Visibility finally makes sense. Instead of being angry because they don't know what's happening, they can actually see progress, bottlenecks, and next steps without needing recruiters to translate ATS chaos into English. This episode is a must-listen if: You're tired of ATSs that track work instead of enabling it You believe recruiting should operate more like sales (because it is) You care about accountability, outcomes, and doing more with fewer resources If recruiting is truly critical to your business—and not just something you tolerate—this conversation will challenge how you think about talent technology. Watch or listen to the full episode of HR Famous and see why PerfectHire might be the future of recruiting.

Dr. Stephanie Maximous and Dr. Megan Conroy chat about her article, "Entrustment Decision Making in the Intensive Care Unit: It's About More Than the Learner."

In this episode we asked Drs. Justin and Brandon Haghverdian about surgical and non-surgical management of Achilles tendon rupture, the role ATs play in the care of an Achilles tendon repair, and return to play criteria post-achilles tendon repair.Timestamps(8:40) Who would be a good fit for non-operative treatment for Achilles tendon rupture?(11:48) Typical recovery timeline for Achilles repair(14:55) Surgical techniques to repair the Achilles tendon(18:21) How does a history of Achilles tendonopathy affect the repair of the tendon?(21:14) Patient education prior to surgery(24:15) How can an AT prepare their patient for Achilles repair?(26:24) Immobilization techniques(27:55) How quickly should surgery be done?(29:20) What should patients avoid during rehabilitation?(31:27) What should ATs focus on during rehabilitation?(35:16) How does re-rupture change future management?(36:44) Tendon augmentation techniques(42:45) Return to Play CriteriaAction Item: What advice would you give an AT that is rehabilitating an achilles repair for the first time?--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

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME:LinkedIn: www.linkedin.com/in/mary-southernInstagram: @resumeassassinTikTok: @resume_assassin_maryEPISODE TEASER You're three months behind on bills and every day that passes without income makes the panic worse. Everyone tells you to 'perfect your resume' and 'wait for the right fit' - but what if you don't have time for that? I'm Mary Southern, founder of Resume Assassin, and today I'm revealing the seven unconventional strategies I'd actually use if I desperately needed a job in 24 hours. These aren't the tactics you'll find in LinkedIn articles - they're the uncomfortable moves that work when speed matters more than perfection.TIMESTAMPS:0:00 - Intro: Why Your Job Search Isn't Working1:30 - The Problem with Online Applications5:00 - The LAMP Method Explained10:00 - Finding the Right People to Contact15:00 - The Message That Gets Responses20:00 - Mastering the Informational Interview24:30 - The 2-Hour Weekly System27:30 - Common Mistakes to Avoid29:30 - Your Next StepsSubscribe for weekly videos every Wednesday!#JobSearch #CareerAdvice #ResumeAssassin #JobSearchTips #LinkedInStrategy #CareerGrowth #Networking #JobHunting #2HourJobSearch #CareerDevelopment

AT the end of the Bench by Dr. Robert Bradley is a good read for prospective and new Athletic Trainers to the profession. With 32 years of experience as an AT, Dr. Bradley has some advice and wisdom for those who are not so new to the profession as well. Robert, what is one of your favorite stories to share from your AT career? When I was a student, the sidelines were muddy, and it was pouring rain.  SE Missouri University Assisting a softball player after recovering from a stroke at the age of 19.  She was able return to play eventually. Take us back to the very beginning. What is your first memory of an Athletic Trainer? I was cut from the basketball team as a junior in high school.  I went to a cramer first aider camp and the rest is history. What made you become an Athletic Trainer? My father was a coach, and I understood that side of the game. I did not enjoy the competition part. This was the best of both worlds for me. How long until the “honeymoon” period was over for you? Worked at a high school in Saint Louis Then went to college athletics When I stepped into the administrative role, things changed for me. How do we stay in the “honeymoon phase”? Depends on your desires If you just want to be in the traditional role and avoid the admin work, then you may stay in that phase forever. Why did you switch?  I had a talent for organization and administration. I still cover sporting events at the local college. What do you wish you knew going into AT? The chapters that were most fun to write Coaches – I want ATs to understand the coach’s perspective Contact: Robert Bradley – rlbatc@gmail.com Benjamin Stephenson – @_benstephenson on IG 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.

1. Episode Hook Recruiters don't have a talent problem right now. They have a client acquisition problem—and most are fixing it the wrong way. 2. Why This Episode Matters The last 18–24 months forced recruiters back into real business development. In this episode, Sharon Bondurant breaks down the simple, overlooked strategies that consistently win clients—even in tough markets—without burning out or hiding behind tools. If you want more job orders, more control, and more predictable revenue in 2025 and beyond, this episode is required listening. 3. What You'll Learn The “Bullseye Strategy” for finding clients closest to the money (without cold-call paralysis)Why most recruiters start BD in the worst possible place—and how to flip itHow to turn everyday recruiting activity into new job orders using “Rabbit Hole Recruiting”The missed-placement audit that can uncover hidden $20K–$30K fees you're already owedWhen automation actually helps BD—and when it silently kills dealsThe mindset shift that can double your income without doubling your hoursHow consistency beats elite sales skills every time in modern recruiting 4. About the Guest Sharon Bondurant is a 30-year recruiting veteran, founder of The Finders, Inc. 5000 alum, and creator of a modern brokerage model for elite recruiters. Her firm has generated $45M+ in revenue and placed over 5,300 professionals. 5. Extended Value Tease After this episode, business development stops feeling random and exhausting. You'll know exactly who to call, what to focus on, and how to create momentum fast—using assets and relationships you already have. This isn't hype. It's repeatable, proven recruiting strategy from someone who's seen every market cycle. 6. Listen Now CTA If you want more clients, cleaner BD, and a smarter way to grow in 2026—press play now. 7. Timestamp Highlights 00:03 – Why BD feels harder now (and what's actually changed)05:30 – The mindset prerequisite most recruiters skip10:45 – How BD can literally double your income21:10 – The Bullseye Strategy explained27:15 – Why cold calling strangers first kills momentum29:00 – Rabbit Hole Recruiting in action35:20 – The missed placement audit most firms never run39:10 – When to automate—and when not to42:00 – Why consistency beats sales talent45:30 – Final advice for winning in 2026 8. Sponsors

1. Episode Hook She was laid off five weeks postpartum… 23 months later, she crossed $1M in revenue building a recruiting firm her way. 2. Why This Episode Matters Most recruiters are grinding harder every year and getting less predictable results. This episode breaks that pattern—showing how to build revenue, clients, and freedom without burning out or chasing every shiny tactic. If you want to close more deals, build a durable pipeline, and think like a true agency CEO, this conversation is required listening. 3. What You'll Learn The warm-lead strategy Julia used to land her first clients—without cold pitching or spammy outreachHow her LinkedIn content system turns posts into inbound sales conversationsThe exact Dripify + LinkedIn voice note combo driving response rates most recruiters never seeWhy only 3% of buyers are ready now—and how to stay top-of-mind until they areThe CEO mindset shift that allowed her to scale revenue while working ~30 hours a weekHow to balance sales execution + personal boundaries without stalling growthThe hidden reason most recruiters fail when they “know the tactics” but still don't scale 4. About the Guest Julia Arpag is the Founder & CEO of Aligned Recruitment. In under two years, she built a seven-figure recruiting business, scaled a full internal team, and now coaches founders on sales, mindset, and sustainable growth—all as a first-time agency owner. 5. Extended Value Tease Imagine running your desk knowing exactly where your next clients are coming from. Your outreach feels natural, your content works for you, and sales no longer depend on motivation or hustle cycles. This episode isn't about doing more—it's about doing the right things consistently, with clarity and confidence. The payoff isn't just revenue—it's control, leverage, and longevity in your recruiting career. 6. Listen Now CTA

In this episode of Sparking Success, Aaron Opalewski reflects on the past seven and a half months since the last recording, discussing the vision behind the podcast, key executive hires, challenges faced in hiring, and significant investments in technology. He emphasizes the importance of sharing both wins and losses in business, the establishment of a holding company, and future growth plans. Aaron also shares personal reflections on overcoming adversity and maintaining momentum in business, while looking forward to expanding ventures and continuing the podcast.TakeawaysThe podcast aims to focus on real-life business experiences.Three key executives were recruited to enhance the team.Sharing both wins and losses is crucial for growth.A significant investment was made in a new ATS and CRM system.A holding company has been established to support business growth.Plans to hire an additional 30 people this year are underway.Overcoming adversity is essential for maintaining momentum.Growth in business often comes with challenges and pressure.Personal reflections highlight the importance of family and faith.The podcast will continue to explore new topics and insights.Chapters00:00 Welcome Back and Podcast Vision02:41 Key Executive Hires and Their Impact05:33 Navigating Hiring Challenges and Lessons Learned08:14 Investing in Technology: ATS and CRM Transition10:47 Building a Holding Company and Investment Incentive Plan13:22 Growth and Future Hiring Plans16:27 Overcoming Adversity and Maintaining Momentum18:55 Personal Reflections and Business Challenges21:42 Expanding Business Ventures and Future Goals

Empire of Print: Evangelical Power in an Age of Mass Media (Oxford UP, 2025) offers a fresh account of evangelical power by uncovering how the American Tract Society (ATS) leveraged print media to spread its message across an expanding nation. One of the era's largest media corporations and a pillar of the benevolent empire, the ATS circulated some 5.6 billion printed pages between its founding in 1825 and the eve of the Civil War. It wasn't just the volume of materials that mattered—it was the sophisticated media infrastructure that evangelicals developed for their message to reach readers, coast to coast. Media infrastructure refers to the material assemblages that work below the surface of media content, including the format of publications, the avenues of their movement, and the circumstances surrounding their reading. As a non-coercive yet effective form of power, infrastructure shaped how, when, and why readers engaged with evangelical texts. While showing how the ATS became a formidable force in American society during the nineteenth century, Empire of Print opens larger questions about the entanglements among people, things, texts, and institutions, the dynamics of power in a media-saturated world, and the salience of race, class, and region in the distribution and reception of media. Sonia Hazard is an assistant professor in the Department of Religion at Florida State University. This episode's host, Jacob Barrett, is currently a PhD candidate in the Department of Religious Studies at the University of North Carolina at Chapel Hill in the Religion and Culture track. For more information, visit his website here Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

✅ THE CAREER ADVANCEMENT TOOLKIT: AI EDITION

Send us a textWe open the year with a candid look at veteran transition, from hard knocks to a practical roadmap that turns service into civilian success. Natalie Schibell, Navy veteran and founder of Mission to Commission, shares how a 60-page playbook, secure tools, and “always care” support veterans, spouses, and even students.• origin story in Navy medicine and recruiting• painful transition lessons and repeated resets• why “everyone hires veterans” is a myth• translating rank and billets into business outcomes• the 50–60 page career strategy playbook• certifications, ATS keywords and targeted outreach• TAP strengths and limits for personalization• AI as a research and resume ally with guardrails• virtual reach, secure portal and weekly content• donations, employer matching and merch on the way• “always care” approach beyond first job offerGive Natalie a call at 877-622-7473 (RISE)“If you liked it, share it. If you didn't like it, well, thanks for watching and listening for one hour and 27 seconds.” Like, Subscribe and Share. If you have comments or suggestions email us at: vetsconnectionpodcast@gmail.com. You can also find the video of this podcast on our YouTube Channel - Vetsconnection Podcast

There's something paradoxical happening with corporate careers websites right now. After years of broken links, mobile application nightmares, and clunky technology implementations, organizations are finally getting the basics right. Mobile experiences are improving. ATS systems are working properly. The longstanding problems we've talked about for years are finally being addressed. However, while we've been busy fixing problems from 2015, the world has moved on. Candidates now expect conversational AI that can answer their questions in real time. They want personalized experiences that adapt to who they are and where they are in the process. Increasingly, they're using tools like ChatGPT and Gemini to research employers before they even visit a career site. The question isn't whether your career site works anymore. It's whether it can deliver what candidates now expect. My guest this week is Bas van de Haterd, who runs the industry's largest continuous corporate career site research programme. In our conversation, he shares the surprising findings from his nineteenth year of research and explains what employers need to do to prepare their career sites for an AI-driven future. In the interview, we discuss: How careers sites have evolved in the last 12 months AI application policies A reduction in DEI content The low adoption rates of conversational AI Improved mobile experiences and solving long-term problems Delivering a personalized experience Making career sites visible to AI tools How to make career sites fit for the future Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Regulation is key to keeping our air clean, which in turn keeps us healthy. But the Trump Administration has been cutting funding and attempting to slash important clean air rules that jeopardize the planet and our health. What do these policy changes mean, and how can organizations help fight back? Part of the answer is going to federal courts. Nicholas Nassikas, MD, Harvard Medical School, and Andrew Mergen, Harvard Law School, discuss the legal actions the ATS has taken to oppose rollbacks of essential Clean Air Act rules with host Gary Ewart, MHS, chief of advocacy and government relations for the American Thoracic Society.

Why wasn't 2025 the year of the agents?

The NFL playoffs will begin Saturday, Jan. 10 with the first two wild-card round games. And the complete playoff field, bracket and seedings are now set. Billi and Cav will on this feed to break down every game ATS- with a bonus 30 minutes this week solely dedicated to the clash between their two teams.Wild-card weekend will feature games on Jan. 10, 11 and 12. Games in the divisional round will be on Jan. 17 and 18. The conference title matchups will be on Jan. 25. Super Bowl LX will be played Feb. 8 at Levi's Stadium in Santa Clara, California.Here is what we know about the AFC and NFC brackets.Wild-card round: Jan. 10, 11 and 12NFC bracket(7) Green Bay Packers at (2) Chicago BearsSaturday, Jan. 10 at 8 p.m. ET (Prime Video)(6) San Francisco 49ers at (3) Philadelphia EaglesSunday, Jan. 11 at 4:30 p.m. ET (Fox)(5) Los Angeles Rams at (4) Carolina PanthersSaturday, Jan. 10 at 4:30 p.m. ET (Fox)Bye: (1) Seattle SeahawksAFC bracket(7) Los Angeles Chargers at (2) New England PatriotsSunday, Jan. 11 at 8 p.m. ET (NBC)(6) Buffalo Bills at (3) Jacksonville JaguarsSunday, Jan. 11 at 1 p.m. ET (CBS)(5) Houston Texans at (4) Pittsburgh SteelersMonday, Jan. 12 at 8:15 p.m. ET (ESPN/ABC)Bye: (1) Denver Broncos

The resume has been broken for 200 years. AI just made it worse. I sat down with Matt Alder—25 years in talent acquisition, 11 years hosting The Recruiting Future Podcast. He didn't sugarcoat it. Here's what we unpacked: Resumes and interviews are the

Use code ATCornerStudent to get 10% off your monthly subscription price of ATStudyBuddy, an online BOC exam prep platform built by athletic trainers for athletic training students. ATStudy Buddy gives you realistic practice tests, instant feedback, and over 250 study guides and games—online, affordable, and proven to help you pass. Start your journey today at ⁠ATStudyBuddy.com⁠.Studying for the BOC or just wanting a review of athletic training topics? Tune in as we compare what the book says to real life stories from athletic trainers.--Whether it's using Tums to treat muscle cramps or battling a rash from tape with hydrocortisone, ATs must now the ins and outs of pharmacology. In this BOC IRL episode, ATs share their stories of pharmacology in their practice and how this relates to the textbook.Featuring stories from Emily M, Sarah Y, Kjersten M, Megan M, Maddie E, & 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