Podcasts about bad hire

Ever hired someone who looked perfect on paper… only to realize a few weeks later they were the wrong fit? The truth is, most bad hires aren't caused by hiring the wrong person; they happen because there's no hiring process behind the decision. In this episode, I break down the three hiring mistakes that quietly cost wellness business owners time, money, energy, and team culture. You'll learn how to spot red flags before they become problems, avoid making decisions from a place of desperation, and create a simple hiring framework that helps you find therapists who align with your business, not just candidates with the best resume.   We'll get into: The three hiring mistakes that lead to costly team problems Why hiring based on "good vibes" isn't enough How to evaluate hard skills, soft skills, and culture fit The interview questions that reveal what resumes can't Why coachability often matters more than experience How to trust your instincts without relying on them alone If you're growing your team or thinking about making your next hire, this episode could save you from an expensive mistake.   ---   *Brought to you by GlossGenius.*   Are you dealing with gaps in your schedule? Clients who don't rebook? Low profits and high payment processing fees? When you're running your own practice, you don't have time to figure out where you're leaving money on the table especially when you're stitching together booking, payments, and clunky software that only makes things harder.   GlossGenius is the booking and business management platform built for massage therapists and wellness practitioners. It fills your calendar, automatically reBooks clients, upsells high-margin services, and has the lowest flat-rate payment processing fees in the industry. Plus all the HIPAA-compliant tools you need for charting, consents, and client records without the admin chaos.   More growth. Less busywork.   Use code **SCALING** at glossgenius.com/scalingwellness for 50% off your first two months of their Gold or Platinum plan.      Build a wellness business that gives you both time and income: www.scalingwellness.com Book a free strategy call: www.scalingwellness.com/chat Follow us on Instagram: www.instagram.com/scalingwellness

Effective leadership and a strong culture are essential for law firm growth, yet many firms struggle to build the right team. This episode explores how leadership assessments, cultural alignment, and strategic hiring can transform your firm's operations and long-term success. Alec Broadfoot, a seasoned executive recruiter specializing in leadership placement, shares insights on identifying high-potential candidates and vetting them beyond resumes.We discuss the importance of emotional intelligence, leadership qualities, and fit within a firm's core values. Alec emphasizes a comprehensive, scientific approach to hiring, including assessments that measure mental acuity, personality, and leadership capabilities. He explains that hiring top talent is an investment with significant returns, especially when aligned with a firm's culture and operating system.For law firm owners aiming to scale or improve their team, this episode offers practical advice on hiring strategies, fostering a culture of accountability, and implementing tools like EOS. Developing leaders internally or externally can be the game-changer in elevating your firm's performance.In this episode you'll learn: The pitfalls of relying solely on resumes How to assess emotional intelligence in candidates The value of scientific, multi-step vetting processes Why culture and core values matter in hiring How EOS systems support leadership developmentToday's episode is sponsored by The Managing Partners Mastermind. Click here to schedule an interview to see if we're a fit: https://arraydigital.com/the-managing-partners-mastermind/ Chapters (00:00:00) - How to Hire the Best Resumes(00:00:45) - Management Partners: Alec Broadfoot(00:01:18) - How to Become a Sales Executive or Integrator(00:02:19) - EOS and the Need for a Number 2(00:03:29) - Culture and the Search for Leaders(00:06:45) - The Importance of Emotional Intelligence in Hiring(00:11:25) - How to Build a Match with Your Company's Lead Talent(00:16:12) - How to Make a Bad Hire(00:18:27) - Core Values and the Vision Spark Program(00:22:44) - How to Reach Out to the Right Leader for Your Firm(00:24:19) - Hiring in the Law(00:25:56) - VISION Spark

Hiring is one of those business milestones that sounds simple until you're the one doing it, and because most of us aren't hiring every week, it's easy to second guess yourself, delay it, or rush it when you're already exhausted. In this episode, we're talking about why so many women put hiring off for too long, what hiring fear really looks like in a growing business, and why “I'll just keep doing it myself” quietly becomes the most expensive option.I'm sharing what I've learned from sitting on every side of the hiring table, from recruiter to HR Director to coach, and the patterns I see over and over when business owners start hiring. We'll unpack the real cost of a bad hire (it's not just money), and why messy hiring decisions tend to leak into your time, your energy, your confidence, and your team.You'll also hear the simple hiring framework I come back to when I want hiring to feel calm and commercial: getting clear on what to delegate, writing a position description that actually attracts the right person, hiring for skill and will, and building a basic interview process and onboarding plan so you're not winging it. If hiring has been sitting on your to do list for months, this is your nudge to stop overthinking and start getting clear.LINKSEmma McQueen:Website: https://tea-with-the-queen.captivate.fm/websiteFor a copy of Emma's book, 'Go-getter: Raise your mojo, shift your mindset and thrive' – https://emmamcqueen.com.au/want-more/emmas-book/August Go-Getter Event in Brisbane: https://emmamcqueen.com.au/events/go-getter-brisbane/June Go-Getter Event in Melbourne:https://emmamcqueen.com.au/events/go-getter-day/BD Sprint:https://emmamcqueen.com.au/coaching-services/bd-sprint/Mentioned in this episode:Style BundleInstagram: https://www.instagram.com/style_bundle/Style BundleStyle BundleInstagram: https://www.instagram.com/style_bundle/

You've been in a growth phase and felt the pressure to add people. So you did. And then you spent the next year cleaning it up. More headcount is not more growth. Sometimes it is more complexity, more culture dilution, and more of your time fixing what should not have broken. This episode gives you a 7-part framework for growing the right way. Episode Breakdown [00:00:32] The Tension Every Intentional Leader Feels Most leaders know that adding the wrong people slows everything down. But the pressure to scale is real. This episode is built for the leader who wants to grow without sacrificing what they have already built. [00:01:15] The Core Shift: Growth Is About Output and Alignment, Not Headcount If you measure success by how many people you have added, you will make short-term decisions that hurt you long-term. Stop asking how many people you need. Start asking what kind of people you need. That question changes your entire recruiting posture. [00:01:40] Standard 1: Define Your Standard Before You Scale A lot of leaders try to figure out their culture while they are growing. That is backwards. Before you recruit, get clear on what a successful person on your team looks like, what behaviors you expect, what performance actually means, and what you will not tolerate. If that is not clear before you scale, you will fill your team with people who interpret your culture differently. [00:02:09] Standard 2: Build a Clear Recruit Avatar If you do not know exactly who you are looking for, you will convince yourself that almost anyone could work. That is where teams get bloated. Define your ideal recruit by what they produce, how they think, how they show up, and where they are in their career. The clearer the avatar, the easier it is to say no. And saying no is how you protect growth. [00:02:39] Standard 3: Focus on Productivity Per Person Most leaders add more people to increase output instead of maximizing the people they already have. Ask yourself: Are they operating at their potential? Do they have the systems, coaching, and clarity to produce at a higher level? Sometimes the fastest way to grow is not adding more people. It is getting more from the right people. [00:03:06] Standard 4: Recruit Fewer, Better Instead of adding five average people, what would it look like to add one high performer who aligns with your vision? Average hires create maintenance. Great hires create momentum. That one person can raise your standards and attract others like them. [00:03:26] Standard 5: Protect Your Culture at All Costs Every person you add either strengthens your culture or weakens it. There is no neutral. Before you bring someone on, ask: Will this person raise the standard? Will they make the team better, not just bigger? If the answer is unclear, that is your answer. [00:03:49] Standard 6: Align Growth With Vision Without a clear vision, growth becomes reactive. You hire when you feel pressure, when you feel behind, when you get excited. When you have a vision, you hire with intention. You know where you are going, you know who you need to get there, and you are willing to wait for the right fit. That is disciplined growth. [00:04:10] The Hard Truth About Fast Growth Not growing fast enough is frustrating. Growing the wrong way is expensive. It costs you time, energy, culture, and sometimes your best people. Do not confuse activity with progress. Real growth is measured by alignment, output, and sustainability. [00:04:35] Your Challenge This Week Look at your current top performers. What do they have in common? How can you find more people like them? Then look at your recruiting pipeline. Are you filling it with the right people or just available people? That clarity alone will change how you grow. Key Takeaways Growth is about output and alignment, not headcount. Measuring success by people added leads to short-term decisions with long-term costs. Define your culture standard before you recruit, not while you recruit. Ambiguity at the standard level creates chaos at the team level. A clear recruit avatar makes it easier to say no. Saying no is how you protect growth. Maximize your current team before adding to it. Sometimes the fastest path to more output is developing who you already have. Average hires create maintenance. Great hires create momentum. Recruit fewer, better. Every new hire either strengthens or weakens your culture. There is no neutral addition. Vision-driven leaders hire with intention. Reactive leaders hire with pressure. Know where you are going before you add someone to the journey. If you want help defining your ideal recruit profile and building a growth strategy focused on quality over quantity, let's talk. Visit bookrichardnow.com and grab time on my calendar. We will walk through how to identify who belongs on your team, how to build the avatar that filters out the wrong fits, and how to grow in a way that makes your team stronger, not just bigger.

Hiring the wrong person isn't just frustrating—it's expensive.  In this episode, learn about a proven hiring process that helps you slow down, vet wisely, and build a team that strengthens your culture instead of draining it.   Next Steps: ·     

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training What if hiring smart people and getting out of your way was not enough to build a self-managing agency? Today's featured guest will talk through the decisions most agency owners get wrong: when to stay involved, when to let go, and how the absence of rigor compounds into structural problems you won't even notice until you're stuck. He'll talk about how bad hiring decisions led him to become the bottleneck, how he's trying to fix that, as well as why your "number" for how much your agency is worth is probably based on nothing, and the one financial habit that gives you genuine optionality. Scott Leff is the founder of Leff, a B2B content marketing agency serving global professional services firms and nonprofits for over 16 years. His background spans business communications working as a managing director for a big brand, as well as a 22-month stint leading communications for Chicago's bid for the 2016 Olympic Games. When the bid failed in the first round, he found himself in a period of reinvention. With the gig economy just taking off, he decided it was time to hang up his shingle. He started to take freelance work, which eventually led to hiring and forming his own business. This agency grew steadily, exploded during COVID, and is now navigating the reassessment most established agencies are facing in a shifting market. In this episode, we'll discuss: Why becoming the bottleneck isn't always about control The hiring rigor every owner should have Which metrics are you tracking? Why declining revenue doesn't equal failure Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. Toggl: Most agencies are losing 15–30% of their profit every year: lack of time tracking, messy manual timesheets, scope creep, untracked revisions, and all those "quick" client requests that never get billed. Toggl has created a fast, interactive way to uncover exactly where your margins are leaking. Start your investigation now at toggl.com/smartagency and use the code SMARTAGENCY10 at checkout for a 10% off annual plans. Knowing What You Should Never Have Delegated For the first ten-plus years of his agency business, every meaningful decision flowed through Scott or his business partner. That wasn't always a problem, but as the agency grew and decision-making had to push down through a management layer, cracks formed. Not because the team was incapable, but because they were being handed authority without the context, direction, or support to use it well. Hiring is the clearest example Scott points to. He gave department managers the autonomy to bring in their own people, which was a reasonable call on paper. But in a culture-driven organization like an agency, where your people are both your product and 80% of your overhead, that's the one decision you can't outsource and expect to get right. The fix wasn't micromanaging the process. It was figuring out the specific places where the founder's perspective is irreplaceable, and staying in the conversation there, even when it's uncomfortable to be involved. Hiring Rigor Is Not Optional and Most Agencies Are Winging It Scott attended a conference session led by someone who'd overseen hiring at Amazon and other large organizations. The biggest takeaway was a story about Jeff Bezos showing up to a debrief with three to four pages of handwritten notes on candidates, while everyone else showed up with nothing. That level of intentionality is what most agencies are missing entirely. The real problem isn't that agency owners don't care about hiring. It's that they go in underprepared, unclear on exactly what they're looking for, leaning on gut instinct, and writing role descriptions that don't reflect the actual job. To ensure you're getting applications from candidates that truly align with your agency and the required role, every part of the hiring process should be a test. Attention to detail? Bury the real application instructions at the bottom of the job post and see who finds them. Hiring a senior exec? Don't tell them much, give them a week and ask them to come back with a 90-day success plan. If they dive into answers before they ask a single question, that tells you everything. The point isn't the process for its own sake. It's that rigor on the front end reduces the cost of being wrong, and in an agency, being wrong on a hire is expensive for a long time. Watch Who You're Hiring From: Big Agency Talent Doesn't Always Travel Well There's a version of agency hiring that looks like a smart move: pull experienced people from larger, more established shops and let them install what's already working somewhere else. Here's why that doesn't work: You end up with talented people who are skilled at operating inside infrastructure, not building it. When there's no large team to direct, no resource pool to draw from, no SOP baked in for the last decade, they stall. The answer when things aren't cut and dried can be "that's not my job." And then it's nobody's job. Scott saw a version of this play out during the Olympic bid. Big consulting firms had seconded teams into the organization, and the ones who thrived were the ones who could operate in ambiguity. The ones who couldn't were waiting for a structure that was never going to show up. The lesson isn't that experienced people from large agencies are bad hires. It's that the ability to figure things out without a system to lean on is the filter. And you have to test for it explicitly, because someone's resume will not tell you whether they have it. Declining Revenue Doesn't Equal Failure, but You Have to Know What You're Actually Measuring Your revenue may seem like the only metric that felt like it matters when it's going up every year. However, a modest drop of five or ten percent, can be a big psychological blow even though profit improves and client impact is strong. That's a vanity metric doing its job: making growth feel like identity. Scott hit a similar inflection point when a former client asked him a simple question, why are you growing? Scott didn't have a clean answer. He'd been operating on the assumption that growth was inherently the goal, not a means to something else. The conversation points to a structural reality: if revenue is the only number you track, you'll optimize for it even when it costs you margin, leverage, and time. The healthier question is whether the agency is building toward the outcome you actually want, more optionality, a sellable asset, or just more control over your calendar. Revenue is a lagging indicator of that. Not the scoreboard. The Decision to Sell Your Agency Has Nothing to Do With Your Number Most agency owners carry a number in their head of what they want to walk away with when they sell. The problem is that the number is usually arbitrary, the market timing is unpredictable, and nobody warned them about the identity crisis that hits the week after closing. The right time to sell isn't a target revenue year or a specific EBITDA multiple. It's when you know exactly what you're walking toward and when the thought of running the agency has stopped feeling like a challenge and started feeling like a weight you've been carrying for six months straight. On the valuation side, Scott's question about what agency owners get wrong surfaced a hard truth: if your EBITDA is under a million dollars, your multiple takes a significant hit, and the buyer math looks very different than what you've been calculating off top-line revenue. Build the foundation like you intend to sell it. Get rid of what you hate. Make it structurally independent. Then you have real options,  whether or not you ever actually sell. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

JOIN THE BE WEALTHY MASTERMINDWant to join a room of entrepreneurs who think bigger about money? Go to bewealthypodcast.com and click Apply Now.How to Hire A-Players, Write a Vivid Vision, and Scale to $100M | Cameron HeroldLearn More About Cameron: https://cameronherold.comLearn More About COO Alliance: https://cooalliance.comCameron Herold — known as "The CEO Whisperer" — is the founder of the COO Alliance, host of the Second in Command podcast, and the operator who took 1-800-GOT-JUNK from $2M to $106M in six years (a Harvard Business School case study). He sits down with Brett to break down the five inflection points that scale a company, why A-players are actually free, the 4 corners every business needs, the 5 PR stories every business already has, and how Vivid Vision turns what's in a founder's head into something a team can actually build.TIMESTAMPS:0:00 - Intro3:13 - The Golf Course Lesson That Made Him an Entrepreneur7:40 - Why You Should Let Your Kids Fail10:02 - First Venture at 7: Negotiating Pennies for Coat Hangers12:04 - Comic Book Arbitrage and the Gross Margin Lesson13:45 - College Pro Painters: 12 Employees by Age 2017:14 - Just Follow the System (Including the One You Hate)21:33 - 800 Franchisees, 8,000 Painters, $64M in 4 Months24:36 - Joining 1-800-GOT-JUNK as Employee #1425:30 - The 5 Inflection Points That Scaled $2M to $106M37:39 - Vivid Vision: The Contractor and Homeowner Analogy44:04 - The Rate-of-Change Rule That Will Bankrupt Most Companies46:15 - How to Double Revenue, Profit and Free Time in 3 Years47:02 - The Volleyball Story: Why 2 A-Players Beat 6 C-Players48:14 - The Real Cost of a Bad Hire: 15x Their Salary51:14 - The 4 Corners of Every Great Business53:34 - Navigating the Entrepreneurial Roller Coaster (And Your Spouse)55:30 - The 5 PR Stories Every Business Already Has59:33 - The Earned + Owned + Paid Media Trifecta1:01:55 - The Death Rate Is 100% — Care About People as Humans1:05:20 - Three Books That Changed Cameron's Life1:07:18 - Advice to His 18-Year-Old SelfBOOKS & RESOURCES MENTIONED:- Vivid Vision by Cameron Herold- Double Double by Cameron Herold- Free PR by Cameron Herold- Second in Command by Cameron Herold- Good to Great by Jim Collins- Insanely Simple by Ken Segall (about Apple)- Endurance by Alfred Lansing (the Shackleton story)- Cameron's TED Talk on raising kids to be entrepreneurs (TED.com, 2010)- COO Alliance — peer network for second-in-command operators (cooalliance.com)- Invest in Your Leaders — Cameron's 12-module leadership training (investinyourleaders.com)- Second in Command podcast — hosted by Cameron HeroldGET CONNECTED:Website: www.BeWealthy.comYouTube: youtube.com/@bewealthybrettInstagram: instagram.com/bewealthybrettFacebook: facebook.com/brettbewealthyX/Twitter: x.com/bewealthybrettFREE RESOURCES:Free Tools & Downloads: https://www.bewealthybrett.com/resourcesCost Segregation Studies & 45L Tax Credit: SingleFamilyCostSeg.comInfinite Banking Education: SaveLikeaBank.comSelf-Directed IRA: MaxOutRetirement.comTrust & Entity Structure: SetupMyEstate.comOff-Market Deals & Direct Mail: TheMagicMailers.com1031 Exchange: Exchange1031Now.comBookkeeping & Financial Services: BooksOffMyPlate.comPPC & Digital Marketing for RE Investors: ScaleMyDeals.comABOUT THE SHOW:The Be Wealthy Podcast brings entrepreneurs the strategies to grow their business — then teaches them how to think about their money. Because wealth is far more than money — it's freedom. Hosted by Brett Tanner & co-pilot Katelyn Mitchell.Mission: Get Free.DISCLAIMER:Be Wealthy and its affiliates do not provide tax, legal, or accounting advice. This material has been prepared for informational and entertainment purposes only. You should consult your own tax, legal, and accounting advisors before engaging in any transaction.GUEST INFO:Cameron Herold is the founder of the COO Alliance and the operator behind some of the fastest-growing companies in North America. He scaled 1-800-GOT-JUNK from $2M to $106M in six years (a Harvard Business School case study), helped take Boyd Auto Body / Gerber Collision public (now a $2B chain), and has personally trained over 120 entrepreneurs including Kimbal Musk and Peter Rive (SolarCity). Author of Vivid Vision, Double Double, Free PR, and Second in Command. Has been paid to speak in 26 countries on 6 continents and is known worldwide as "The CEO Whisperer."

In this episode of Referrals Done Right, Scott sits down with sales leadership expert Steve Suggs to unpack one of the most overlooked but critical drivers of business success. Hiring the right people. With more than four decades of experience in recruiting and coaching, Steve breaks down why most hiring processes fail and how relying on resumes, gut instinct, or surface level interviews leads to costly mistakes. Instead, he introduces a more disciplined approach rooted in data, behavioral science, and structured systems that help identify who can actually perform in a specific sales roleThe conversation goes beyond theory and into real world application. Scott shares his own experiences of making bad hires and how implementing a structured hiring process completely changed the trajectory of his business. Together, they walk through the importance of assessing personality, character, and intelligence, along with the role of proper interview techniques and proactive recruiting. This episode is a must listen for anyone serious about building a high performing team and creating long term, sustainable growth.In This Episode:• Why most hiring decisions fail when based on resumes and interviews alone• The difference between personality, character, and intelligence in predicting success• How structured interview questions uncover the truth behind a candidate's answers• Why making the hiring process harder actually attracts stronger candidates• Where to find high quality sales talent beyond traditional job boards---Episode Markers:(0:00) - Show Start & Introduction---Steve Sugg's Links:FB - https://www.facebook.com/SuggzyYouTube - https://www.youtube.com/user/SteveSuggsWebsite - https://salesmanage.com---Scott Grates' Links:Referrals Done Right - https://www.referralsdoneright.orgReferrals Done Right FB Group - https://www.facebook.com/groups/296359076662332Scott Grates Website - https://www.scottgrates.comLove Living Local  - https://www.instagram.com/lovelivinglocal315Scott's FB - https://www.facebook.com/scott.grates.1Scott's - https://www.instagram.com/scottgratesTikTok - https://www.tiktok.com/@scott.grates

Hiring someone in your design business should make things easier… but sometimes it does the opposite. Tasks get misunderstood. Expectations feel unclear. And before long you're wondering if you made a bad hire. But what if the problem wasn't the person you hired? In this episode, I'm sharing why many hires fail in small design firms and how a simple 30-60-90 day onboarding plan can completely change the outcome. I walk through how to structure the first 90 days, define success clearly, and create an onboarding process that builds confidence for both you and your new team member. If you've ever felt burned by a hire that didn't work out, this episode will shift how you think about leadership, delegation, and building your team.   Episode Resources: Get on the waitlist for my new Designer's Room  This episode is sponsored by Dovetail Furniture

Hiring a superstar team member sounds exciting until they fail and you blame them. Igor reveals why most hiring failures trace back to one thing: your process. From building bulletproof checklists to matching personality types with the right roles, discover the two-part formula for finding team members who show up like it's their own business — and never letting them go.

Hiring a superstar team member sounds exciting until they fail and you blame them. Igor reveals why most hiring failures trace back to one thing: your process. From building bulletproof checklists to matching personality types with the right roles, discover the two-part formula for finding team members who show up like it's their own business — and never letting them go.

Hiring the wrong person happens. Keeping them too long is the real mistake. In this episode, Sean Barnes breaks down what leaders should do when a bad hire becomes obvious. From recognizing early warning signs to coaching, supporting, and ultimately making the tough call, this conversation walks through the real cost of ignoring a poor fit. We explore how bad hires drain morale, push out high performers, and increase operational costs. More importantly, we unpack how leaders can prevent repeat mistakes by asking better questions, involving the team, and getting comfortable with uncomfortable conversations. If you're a new leader or an executive responsible for building teams, this episode will challenge how you think about accountability, ownership, and the true responsibility of leadership.   Podcast Show Notes – Episode 270 | 02.24.2025 Episode Title: Hiring Mistakes That Set Us Back Years   Key Moments [0:00:00] – “Do Not Hire the Idiot” [0:01:03] – Early Warning Signs of a Bad Hire [0:02:07] – Coaching Before Cutting [0:02:50] – The Real Cost of Keeping Them Too Long [0:03:28] – The Financial Impact [0:04:03] – Preventing the Next Hiring Mistake [0:05:14] – Involving the Team in the Hiring Process [0:05:45] – The Leadership Skill Most People Avoid [0:06:23] – Act Quickly [0:06:55] – A Skill New Leaders Must Develop   Key Takeaways Act Early or Pay Later Bad hires reveal themselves quickly. Ignoring early signals damages morale, culture, and performance. Coach First. Exit If Necessary. Leaders have a responsibility to support and develop someone they hired. But if performance does not improve, protecting the team comes first. Own the Mistake and Fix the Process Hiring errors are leadership errors. Ask better questions, involve your team, and build a stronger interview process to prevent it from happening again.   Host: Sean Barnes Website: https://www.wolfexecutives.com   https://www.seanbarnes.com LinkedIn: https://www.linkedin.com/in/seanbarnes/ https://www.linkedin.com/company/wolfexecutives https://www.linkedin.com/company/thewayofthewolf/ LinkedIn Newsletter: https://www.linkedin.com/newsletters/7284600567593684993/ Twitter: https://x.com/seanbarnes https://x.com/wolfexecutives Instagram: https://www.instagram.com/the_seanbarnes https://www.instagram.com/wolfexecutives TikTok: https://www.tiktok.com/@the_seanbarnes Facebook: https://www.facebook.com/theseanbarnes  

Hiring is exhausting, and nothing messes with your confidence faster than wondering, “Did I just make a really expensive mistake?”In this episode, we take a clear-eyed, practical look at how to assess a new hire without panic, resentment, or dragging things out way too long. Plus we'll talk about what to do when the answer isn't obvious.In this episode of Real Talk: Leading Small Teams, you'll learn:Why deciding someone “isn't a fit” too fast or too late creates bigger problemsThe role onboarding and missing expectations plays in hiringThe 30–60–90 day check-in framework that removes guessworkWhy most performance issues come down to feedback that was never givenThe red flags that aren't coachable and how to address them compassionatelyIf you've ever felt stuck between “I should give this more time” and “I should've acted months ago,” this episode will help you make the call with clarity  and confidence.

The MMQB's Albert Breer joins Afternoon Drive on The Fan. He talks about the Browns process in hiring a new head coach, how much of a factor Jim Schwartz is in the hire, Nate Scheelhasse's readiness to be a head coach in the NFL, and more.

Welcome to Steelers Morning Rush, our new daily short-form podcast with Alan Saunders, giving a longer perspective on a single news topic surrounding the Pittsburgh Steelers or the National Football League. Today, it's the hiring of Mike McCarthy as the team's next head coach, a process that has been roundly panned both nationally and in Pittsburgh. While the hiring of McCarthy feels rushed, and the product of a poor process, that doesn't necessarily mean he's going to be awful as the team's head coach. Alan breaks it down. Learn more about your ad choices. Visit megaphone.fm/adchoices

Nick pushes back on Daryl's assessment that someone like Nate Scheelhaase or Grant Udinski wouldn't be a good hire for the Browns for their next head coach.

TRIGGER WARNING – THIS EPISODE CONTAINS EXPLICIT LANGUAGE What do you do when you suspect that your new hire could be a bad hire? How can you rectify the situation […] The post Spotting a Bad Hire Before they Burnout the Team through EOS with Dr. Tara Vossenkemper | POP 1333 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

Pat and Aaron look at the negative side of things with the most wanted coach in CFB, Lane Kiffin and discuss how it could all go wrong in Baton Rouge.

Mike Johnson, Beau Morgan, and Ali Mac react to the Atlanta Braves promoting longtime bench coach Walt Weiss to manager to replace the retired Brian Snitker, and explain why they think it's hard to call Walt Weiss a bad hire when you look at the Braves recent success.

Hour 2 of the Friday Bob Rose Show on the continuing fallout from the Des Moines Schools' incompetent hiring of an illegal immigrant as superintendent. The head of the school board has withdrawn from her Senate campaign, as the super's criminal record and deportation record is revealed. This story, and all the morning's breaking news for 10-17-25

On their weekly Penn State football podcast, host Adam Bittner and Post-Gazette/Daily Collegian Nittany Lions insider Isaiah Maldonado evaluate the state of the program after a costly upset loss at UCLA. Is there anything coach James Franklin can do to escape the toxicity surrounding his job? Does his future deserve to be in question given the elevated commitments the Penn State community has made to the program in recent years? Was Jim Knowles the right hire at defensive coordinator? Or would Dani Dennis-Sutton and the defense have been better off with some continuity in the form of a position coach like Anthony Poindexter? And how much belief genuinely exists in the Penn State locker room after Drew Allar's confident statements that the team can still make the College Football Playoff? Our duo tackles those questions and more. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What happens when the excitement of growing your team turns into the disappointment of a bad hire? In this episode, we explore why failed hires sting so deeply, from the personal investment of time and trust to the disruption it causes clients, pets, and team morale. We share how rushing to replace too quickly can compound mistakes, while ignoring red flags or skipping feedback loops leaves you vulnerable to repeat issues. While every bad hire feels discouraging, it doesn't have to define your business or your leadership. By giving yourself space to grieve, reviewing the clues left behind, strengthening your hiring funnel, and communicating transparently with your team, you can recover with resilience and make smarter, more confident hires in the future. Main topics: Why bad hires feel personal Client and team disruption Review process for red flags Improve hiring funnel steps Transparent team communication plan Main takeaway: “One bad hire doesn't define you as a leader—it's how you respond that matters.” Every business owner will eventually face a hire that doesn't work out. It feels discouraging, personal, and costly—but it isn't the end of your story. The key is to pause, reflect, and look at what lessons you can take forward. Was it a process issue, a cultural mismatch, or a lack of support? By strengthening your systems and trusting your instincts, you come back wiser and more confident. Remember, leadership isn't about being perfect—it's about learning, adapting, and continuing to build a team that serves pets and people well. Links: Pet First Aid 4U - Master certified instructor Arden Moore teams up with Pet Safety Dog Kona and Pet Safety Cat Casey to teach this vet-approved, practical course. Use code ‘PREPARE' for 5% OFF. Expires 10/1/2025 Check out our Starter Packs See all of our discounts!

Ready to recruit? Don't miss our episode with tips on where to find applicants, training resources, and more!   Read the text version   Resources: Before You Recruit: Setting Up Your Agency for Success Developing an Agency - Your Guide to Getting Started FMO vs. IMO vs. NMO vs. MGA vs. GA: What's the Difference? Learn More About PlanEnroll Find Your Agency Specialist Tech Takeaways for Forward-Thinking Insurance Agents PlanEnroll Official Site Register with Ritter Insurance Marketing   References: Falk, Stefan. “8 Signs You're an Ambivert—They're ‘Underrated' and ‘More Successful' than Introverts or Extroverts: Psychology Expert.” Cnbc.Com, CNBC, 21 Feb. 2025, www.cnbc.com/2025/02/21/psychology-expert-signs-youre-an-ambivert-why-theyre-more-successful-than-introverts-and-extroverts.html. “The True Cost of a Bad Hire-and How to Avoid Making One.” Forbes.Com, Forbes Magazine, 30 June 2025, www.forbes.com/sites/allbusiness/2025/06/30/the-true-cost-of-a-bad-hire-and-how-to-avoid-making-one/. “Monthly Labor Review Projection Overview and Highlights 2020-30.” Bls.Gov, U.S. Bureau of Labor Statistics, www.bls.gov/opub/mlr/2021/article/projections-overview-and-highlights-2020-30.htm#_ednref1. Accessed 18 July 2025.   Follow Us on Social! Ritter on Facebook, https://www.facebook.com/RitterIM Instagram, https://www.instagram.com/ritter.insurance.marketing/ LinkedIn, https://www.linkedin.com/company/ritter-insurance-marketing TikTok, https://www.tiktok.com/@ritterim X, https://x.com/RitterIM and YouTube, https://www.youtube.com/user/RitterInsurance     Sarah on LinkedIn, https://www.linkedin.com/in/sjrueppel/ Instagram, https://www.instagram.com/thesarahjrueppel/ and Threads, https://www.threads.net/@thesarahjrueppel  Tina on LinkedIn, https://www.linkedin.com/in/tina-lamoreux-6384b7199/   Not affiliated with or endorsed by Medicare or any government agency. Contact the Agent Survival Guide Podcast! Email us ASGPodcast@Ritterim.com or call 1-717-562-7211 and leave a voicemail.

Send us a Message!In this episode, we explore 3 questions from listeners and conversations with clients:How do you fix the culture in a Trauma-infused workplace?What advice would you give to someone going through a messy change, but does not have any impact on the change? How do you fix a bad hire after hiring or promoting them?Our prescription for this episode: Understand the realities and impact of managing change and supporting your managers.Past Episode  Referenced:S3 E17: How Can I Advance My Career By "Managing Up"?You can reach out to us to talk more about any of these topics, contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched in 2024.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

The wrong hire can cost your business more than just time. Here's a break down of how misaligned hires can happen, and how to prevent them with smarter recruitment strategies. Learn more at https://beginrecruitment.com. Begin Recruitment City: Toronto Address: 2100 University Ave, suite 181 Website: https://beginrecruitment.com/ Phone: +1-800-477-3021 Email: info@beginrecruitment.com

Welcome to From The Blue Seats: A New York Rangers Podcast on The Hockey Podcast Network! In this episode, the Rangers hire Mike Sullivan as their new head coach! Was this a good, or bad hire!? Plus, Joe Micheletti retires! Stay up to date in the world of hockey with The Hockey Podcast Network. Every week, The Hockey Podcast Network offers a unique podcast dedicated to your New York Rangers. All episodes of this, and all other podcasts, are available at thehockeypodcastnetwork.com or wherever you get your podcasts from. Make sure you follow The Hockey Podcast Network on Twitter @hockeypodnet HOST: Jimmy Fanizzi Twitter: @blueseats94 Instagram: @thereal_fanizzi Follow us on X and Instagram! @blueseats94 Call (800) 327-5050 or visit gamblinghelplinema.org (MA), Gambling Problem? Call 877-8-HOPENY/text HOPENY (467369) (NY), If you or someone you know has a gambling problem, crisis counseling and referral services can be accessed by calling 1-800-GAMBLER (1-800-426-2537) (CO/IL/IN/LA/MD/MI/NJ/OH/PA/TN/WV/WY), 1-800-NEXT STEP (AZ), 1-800-522-4700 (KS/NH), 888-789-7777/visit ccpg.org (CT), 1-800-BETS OFF (IA), visit OPGR.org (OR), or 1-888-532-3500 (VA) 21+ (18+ NH/WY). Physically present in AZ/CO/CT/IL/IN/IA/KS/LA(select parishes)/MA/MD/MI/NH/NJ/NY/OH/OR/PA/TN/VA/WV/WY only. VOID IN ONT. Eligibility restrictions apply. On behalf of Boot Hill Casino & Resort (KS). Bet $5 Get $150 offer (void in NH/OR): Valid 1 per new customer. Min. $5 deposit. Min $5 pre-game moneyline bet. Bet must win. $150 issued as six (6) $25 bonus bets. Promotional offer period ends 5/28/23 at 11:59PM ET.

In this episode of Crushing Club Marketing, Ed Heil sits down with Jodie Cunningham, owner of Optimus Talent Partners and a certified Predictive Index partner, to explore how behavioral assessments can revolutionize hiring in the private club industry. Drawing on her years of experience, Jodie shares practical insights on building stronger teams, aligning talent with culture, and avoiding costly hiring mistakes. From understanding your club's identity to using data to navigate generational differences, this conversation is packed with strategic takeaways for club leaders who want to elevate their recruitment approach and enhance the member experience. Key Moments: Meet Jodie Cunningham (00:00:00): Ed Heil introduces Jodie Cunningham, owner of Optimus Talent Partners and certified Predictive Index partner, with a background in HR at the Four Seasons and St. Louis Rams, highlighting her expertise in behavioral science and talent strategy. Culture Drives Member Experience (00:04:03): Jodie emphasizes that culture is shaped by the people you hire, making talent selection critical; the Four Seasons' process, where every candidate met the GM, shows how seriously they took cultural fit (00:05:06). What Clubs Often Miss in Team Building (00:06:12): Many clubs lack a strategic HR lead and jump into hiring without first defining their needs, leading to reactive, short-term decisions (00:07:13). Proactive Recruiting Strategies (00:07:13): Jodie encourages clubs to go beyond job postings by branding themselves as employers of choice and building pipelines through schools and networks; recruiting should be a shared responsibility, not just HR's job (00:08:06, 00:08:58). Knowing Your Club's Identity (00:09:52): Clubs must understand their environment—formal or informal—so they can hire people who thrive in that setting, especially if they're going through change (00:10:55). Common Hiring Pitfalls (00:12:50): Reactive hiring, relying on resumes instead of fit, and unconscious bias are all common issues; resumes show where someone has worked, not how well they'll perform (00:14:37). Why Use Assessments (00:15:37): Assessments give insight into how candidates will collaborate, lead, and fit into your team, revealing traits that interviews often miss (00:16:38, 00:17:22). Don't Over-Rely on Assessments (00:18:15): Assessments are helpful tools, but people can flex in roles temporarily; Jodie warns against using them as excuses for underperformance (00:19:17, 00:20:55). Use Assessments Beyond Hiring (00:21:40): Jodie recommends using assessments for onboarding, feedback, conflict resolution, and succession planning to strengthen team communication and performance. When to Use Assessments (00:23:18): Ideally, assessments are used during the application stage, but timing depends on cost and length; even refusal to take one can offer insight (00:24:20, 00:25:07, 00:27:00). Fair, Valid, and Legal (00:27:45): Use scientifically validated assessments and create objective job targets to ensure fairness, reduce bias, and stay compliant. Picking the Right Tool (00:29:32): Clubs should identify their goals, weigh the cost of a bad hire, and evaluate tools based on pricing model, ease of use, length, and available support (00:31:21, 00:32:18, 00:33:08). The Predictive Index (PI) (00:47:48): PI helps clubs align hiring, onboarding, and performance with a common language; it's quick to complete and offers individualized behavioral profiles (00:48:37, 00:49:41). Getting Started with Assessments (00:50:40): Jodie suggests piloting assessments on 3–5 candidates for a key role to test how it fits into your process before a full rollout. The High Cost of a Bad Hire (00:52:14): Poor hires cost more than money—they impact morale and culture; understanding your team and embracing change are key to long-term success (00:53:22). Generational Insight Through Data (00:54:09): Assessments help leaders adapt their style to different generations and better understand their own strengths and gaps (00:55:56). Sharing Assessment Results (00:43:36): While candidate data isn't typically shared, employees can request access; cognitive data should remain confidential, but internal transparency supports stronger teams (00:45:13, 00:46:04).

Hiring the right people is the single most impactful decision a business can make. In this episode, Ralph Burns and Josh Hill break down Tier 11's time-tested hiring system, sharing how to attract, assess, and secure top talent—without wasting hours on the wrong candidates. From leveraging LinkedIn outreach to using automation tools like JazzHR, they reveal how to streamline the hiring process while keeping it personal. Learn why a sniper-like approach to recruiting outperforms traditional job boards, how to use knockout questions to filter applicants, and why discovery calls are essential in evaluating culture fit. Whether you're hiring your first employee or scaling a global team, this episode will help you hire smarter, faster, and more effectively.Chapters:00:00:00 - Kicking Off: Hiring Smarter, Not Harder00:00:56 - Meet Josh Hill: The HR Sniper Behind Tier 11's Hiring Strategy00:02:45 - The Secret to Hiring Right: Why Core Values Matter More Than You Think00:04:02 - Finding Rockstars: The LinkedIn Recruiting Playbook00:06:33 - How to Craft Outreach Messages That Actually Get Responses00:07:46 - The Discovery Call Hack: Filtering Candidates Without Wasting Time00:16:21 - Automating Your Hiring Process: How JazzHR Saves Hours00:26:49 - Stop Wasting Time: How to Eliminate Bias in Hiring00:27:08 - The Must-Ask Questions That Reveal True Experience00:28:20 - AI & Automation: The Hiring Game-Changer You Need00:29:51 - AI vs. Human Judgment: The Future of Recruitment00:30:43 - Why Discovery Calls Are the Make-or-Break Hiring Step00:35:43 - Simulation Tasks: The Ultimate Test for Candidate Success00:42:44 - The Hiring Cheat Code: Using Data to Make the Right Decision00:50:31 - Onboarding Done Right: How to Keep A-Players Once You Find Them00:52:04 - Wrapping Up: Next Steps to Transform Your Hiring ProcessLINKS AND RESOURCES:JazzHREpisode 674: Use This Foolproof Framework to NEVER Make a Bad Hire Ever Again!Episode 663: How to Make Your Present Better by Making Your Future BiggerEmail JoshTier 11 on YouTubeGet Your Marketing Performance Indicators™ Checklist Now!Tier 11 JobsPerpetual Traffic on YouTubeTiereleven.comMongoose MediaPerpetual Traffic SurveyPerpetual Traffic WebsiteFollow Perpetual Traffic on TwitterConnect with Lauren on

How can you take steps to actively improve your Quality of Hire? Today, we're revisiting this conversation with Paul Stansik, PE Operating Partner at ParkerGale Capital, to shed a light on this and so much more. Through a four-step framework he's built for effective hiring, Paul shares an absolute masterclass in this episode, detailing everything from how important it is to know what you want, how to source and assess candidates, and how to learn with each and every hire. Throughout our conversation together, Paul emphasizes the importance of being structured and intentional in every step of the hiring process — and then provides actionable, tangible tips on how to do so. We say this every time, but you're REALLY not going to want to miss this one.Chapters:00:00 - Podcast Intro02:35 - Paul Stansik: Insights into the Man Behind the Framework06:40 - Understanding the Shortcomings of Conventional Processes14:10 - Unlocking the Four-Part Framework17:14 - Understanding the Significance of Defining Requirements22:33 - Asking the Right Questions for Extracting Relevant Details39:12 - Strategies for Refining Your Inquiry Techniques42:32 - Techniques for Evaluating Candidate Alignment51:53 -  Incorporating Feedback for Continuous Improvement01:03:27 - Assignments for Real-World Application01:08:08 - Concluding Thoughts and Farewell

Hiring is easy—said no smart business owner ever. In this episode of Perpetual Traffic, Ralph and Lauren sit down with Josh Hill, Tier 11's VP of Employee Success (or whatever his title is this week), to break down the real way to find and keep A+ players. Forget the “gut feel” hiring disasters—you'll get the step-by-step playbook for building a team that actually scales your business. Whether you're looking to offload the 80% that's draining your soul or you just want to stop hiring people who “seemed great” but ended up ghosting you in three months, this episode is your new best friend. Oh, and there may or may not be some good-natured roasting of Josh's Australian pronunciation of "HR."Chapters:00:00:00 - Welcome to Perpetual Traffic00:00:47 - Flashback Files: What You Missed00:01:59 - Enter Josh Hill: The Hiring Architect00:02:46 - Military Precision Meets HR Strategy00:04:23 - Hiring Without Core Values? Good Luck00:07:35 - The Blueprint for Hiring Excellence00:12:19 - The Three Phases You Can't Skip00:16:12 - The Map That Prevents Hiring Chaos00:18:35 - Emotion vs. Logic: The Ultimate Hiring Battle00:21:14 - Employees as Subscribers, Not Just Hires00:22:49 - The Clone Trap: Hiring Yourself Over & Over00:25:33 - Gut Instincts vs. Process: The Hiring Gamble00:28:17 - AI, Automation & The New Hiring Reality00:29:48 - Hiring Regrets: Expensive, Inevitable, Avoidable00:32:46 - Your Best Recruiters Are Already on Payroll00:38:22 - The Job Board Mirage vs. The Headhunting Goldmine00:40:02 - How to Win Over Passive Candidates00:42:30 - Keep This Conversation GoingLINKS AND RESOURCES:Email JoshTier 11 on YouTubeGet Your Marketing Performance Indicators™ Checklist Now!Tier 11 JobsPerpetual Traffic on YouTubeTiereleven.comMongoose MediaPerpetual Traffic SurveyPerpetual Traffic WebsiteFollow Perpetual Traffic on TwitterConnect with Lauren on Instagram and Connect with Ralph on LinkedInThanks so much for joining us this week. Want to subscribe to Perpetual Traffic? Have some feedback you'd like to share? Connect with us on iTunes and leave us a review!Mentioned in this episode:Tier 11 Data Suite AdCritter for Agencies

Tiffany, Mike and Beau discuss why the Falcons hiring of Jeff Ulbrich as their new defensive coordinator is not a bad hire

HR2 - Falcons making a comfortable hire at DC doesn't mean it's a bad hire In hour two Tiffany, Mike and Beau continued to react to the Atlanta Falcons hiring Jeff Ulbrich as their next Defensive Coordinator, let callers give their take on the Falcons hiring Ulbrich as the team's next DC, recapped and reacted to the Divisional Round of the NFL playoffs, and recapped and reacted to Ohio State beating Notre Dame to win the first ever 12-team College Football Playoff, and their first National Championship in 10 years.

In this My Crazy Office podcast, Kathi and Katherine explore an important question for anyone in management: How much should you invest in a bad hire? They start with a question from a manager who hired a very likeable person who lacks the skills needed for the job. This manager has invested time and money […]

In the second hour, Steve Rosenbloom was joined by Score contributor Hub Arkush to preview the Bears-Packers game Sunday. After that, Rosenbloom expressed his dismay over Bears head coach Matt Eberflus' initial hiring of recently fired offensive coordinator Shane Waldron. Later, Rosenbloom continued to share stories that prove how much the Bears have sucked.

Send us a textWelcome to another Listener Q&A with The Team at HR Stories! Today's episode goes into these questions:How do you effectively advise on not hiring a bad culture-fit candidate?How do you properly navigate legal documentation and onboarding documentation for transgender individuals?How do you work with an employee who is hesitant to come back to work on restrictions after an injury?Are out-of-state workers coded for the corporate office state or their home state for workman's comp?Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

Handling Bad Hires: Real-Life Strategies and Lessons LearnedIn this episode, we tackle the anxiety and challenges associated with making a bad hire. Covering topics like identifying poor hires within the first few months, the importance of documentation, leveraging HR resources, and legal advice, the conversation provides actionable steps and corrective measures when dealing with underperforming employees. We delve into approaches for performance reviews, implementing Performance Improvement Plans (PIPs), handling cultural misfits, and the importance of reflective hiring practices. Real-life examples and best practices are discussed to better guide you through creating an effective and efficient hiring process. Tune in to learn how to navigate these tough situations and improve your hiring decision-making skills.The Logistics & Leadership Podcast, powered by Veritas Logistics, redefines logistics and personal growth. Hosted by industry veterans and supply chain leaders Brian Hastings and Justin Maines, it shares their journey from humble beginnings to a $50 million company. Discover invaluable lessons in logistics, mental toughness, and embracing the entrepreneurial spirit. The show delves into personal and professional development, routine, and the power of betting on oneself. From inspiring stories to practical insights, this podcast is a must for aspiring entrepreneurs, logistics professionals, and anyone seeking to push limits and achieve success.Timestamps:(00:00) - Dealing with a Bad Hire: Recognizing the Problem(00:44) - Approaching the Issue: Documentation and Legal Advice(02:06) - Addressing Performance Issues: Setting Expectations(04:33) - Handling Cultural Misfits: Balancing Performance and Culture(07:06) - The Importance of Referrals: Managing Recommendations(09:06) - Learning from Mistakes: Reflecting on Hiring Decisions(12:18) - Conclusion: Hiring Smart for a Better FutureConnect with us!▶️ Website | LinkedIn | Brian's LinkedIn | Justin's LinkedInFollow The Logistics & Leadership Podcast on:▶️ Spotify | Apple | YouTube

Podcast Show Notes – Episode 179 | 06.04.2024 Episode Title: The Real Cost of a Bad Hire   Episode summary introduction: In this episode, Sean Barnes delves into the cost of a bad hire, the aftermath of removing a toxic employee, and strategies for recognizing and addressing such situations. He discusses the importance of a strong recruitment filter, team involvement in interviews, effective onboarding, and aligning teams with the company's mission, vision, and goals.   Key Moments 0:00 - Introduction and the cost of a bad hire 2:01 - Recognizing a bad hire and taking action 4:08 - The cost of a bad hire in senior level roles 7:34 - The aftermath of removing a toxic employee 10:17 - Setting a strong filter during recruitment 13:42 - Allowing the team to interview the candidate 15:22 - The importance of a solid onboarding process 17:04 - Addressing red flags early with new hires 18:57 - Aligning your team with your mission, vision, and goals 20:05 - Connect with Sean Barnes and The Way of the Wolf 20:28 - Encouragement to subscribe and leave a review   Host: Sean Barnes Website: https://www.wsssolutions.com/ LinkedIn: https://www.linkedin.com/in/seanbarnes/ https://www.linkedin.com/company/wsssolutions/ https://www.linkedin.com/company/thewayofthewolf/ YouTube: youtube.thewayofthewolf.com Twitter: https://twitter.com/the_seanbarnes Instagram: https://www.instagram.com/the_seanbarnes https://www.instagram.com/the_wayofthewolf TikTok: https://www.tiktok.com/@the_seanbarnes Email: Sean@thewayofthewolf.com Audible: https://www.audible.com/pd/The-Way-of-the-Wolf-Podcast/B08JJNXJ6C Spotify: https://open.spotify.com/show/2BTGdO25Vop3GTpGCY8Y8E?si=ea91c1ef6dd14f15

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What's easier to find, a unicorn or a rock star contractor? If you asked most value-add real estate investors, the answer would be obvious: “Unicorns, of course.” We all know the inherent value contractors bring to any real estate investment. A great contractor can help you reduce costs on renovations, save money on holding costs with quick turnarounds, and manage the project with limited guidance. The end result, of course, is a beautifully renovated property that gets finished on time and brings in a big payday. Learn more about your ad choices. Visit megaphone.fm/adchoices

You can't afford to make a bad hire — but how can you take steps to actively avoid doing so? This conversation with Paul Stansik, PE Operating Partner at ParkerGale Capital, will shed a light on this and so much more. Through a four-step framework he's built for effective hiring, Paul shares an absolute masterclass in this episode, detailing everything from how important it is to know what you want, how to source and assess candidates, and how to learn with each and every hire. Throughout our conversation together, Paul emphasizes the importance of being structured and intentional in every step of the hiring process — and then provides actionable, tangible tips on how to do so. We say this every time, but you're REALLY not going to want to miss this one.

The age-old question: Who's responsible for a bad hire? In this unfiltered episode, Join us, Brianna Rooney and Taylor Bradley, as we share our raw perspectives on the complexities of modern recruitment. From assessing candidate fit to navigating hiring manager expectations, we leave no stone unturned. So, what's your take on bad hires? Is it all on the recruiter, or is there more to the story? Jump into the debate with us in the comments below, and don't forget to subscribe for weekly episodes filled with real talk and actionable insights on all things recruitment. Let's chat! 

The Wildcats hired a former player who has never won an NCAA Tournament game after coaching for a few years with the BYU Cougars.SUPPORT OUR SPONSORSThe Dave Hooker Show. Represented by Banks and Jones. Tennessee's Trial Attorneys. Play to win. banksjones.com. Why Banks and Jones? Other lawyers say they'll go to trial. They won't. They'll settle. And settle for less. Banks and Jones is ready to go to trial for you. Truly Tennessee's trial attorneys. Why settle? Banks and Jones, led by T. Scott Jones. https://www.banksjones.com/Apex Apparel Group DesignCall to action - 15% off your first orderApex Apparel, but they do so much more. A one-stop shop for all brand supply products. Not just clothes. Design. Brand. Market. Your Way! Unique products to promote your business with unparalleled customer service. A full-on brand supply company. Logo Design. Layouts. Signage. Promo Products. Screen Printing. Embroidery. Headquartered out of Knoxville but are national dealer. A one-stop shop for ALL products. Giveaways or uniforms needed for your business? Spirit wear for a school or group needed? Apex Apparel. Go to the website https://Orderapexapparel.com/ Call Tyler! (865)-919-3001BetUS is your college basketball betting home. Get 125-percent bonus on your first three deposits. Plus 10-percent gambler's insurance. https://bit.ly/OffTheHook125SU3XBoundless MovingFrom our 2 hour Minimum to Turn Key Operations - We have You Covered!Brainerd Golf Course and Brown Acres Golf Course Golf Chattanooga's best public courses. Tee times available! Just click below. https://secure.east.prophetservices.c...Chattanooga MortgageCongratulations! Your home search just got easier. Buying a home in Chattanooga has never been easier with Chattanooga Mortgage. https://chattmortgage.com/City Heating and Air50 years in East Tennessee. Integrity Matters! Don't trust a fly-by night HVAC company to tell you that you need a new unti that could cost thousands or more. http://www.cityheatandair.comDon Self - State FarmCUSTOMER SERVICE STILL MATTERS! For forty years, they have built their business on taking care of their customers. In the greater Chattanooga area. Call (423)396-2126 or go to http://www.donself.netDynasty Pools and SpasImagine having the best spas - made right here in the USA - in your backyard. Well, they're here! Now open, Dynasty Pools and Spas has their brand new showroom open in Athens with the best hot tubs and spas on the market. Delivery? Yes, they can do that. Complete support, spa cover and chemicals to keep your spa bubbling at it's best. That's Dynasty Pools and Spas. http://www.dynastypoolsandspas.comHemp HouseThe premier hemp dispensary online with a wide variety, great selection and strict standards to ensure you only receive the best in CBD or Delta products. https://hemphousechatt.com/ Use promo code "HOOKED" for 10-percent off.Quality Tire ProThe Eberle family has been serving Chattanooga community since 1957. All major brands of tires. Full Service Automotive. Brake, Alignments, Oil Changes and more. All work is covered by a nationwide warranty! Cherokee Blvd or online at qualitytirepros.com. Say OTH said “Hey Bo!”Ray Varner FordLocal you Trust. Innovation you can afford. http://www.rayvarnerford.comRick Terry Jewelry DesignsWe want to be your Jeweler! Looking for affordable game-day jewelry. How about the fire opals? A Tennessee tradition. https://rickterryjewelry.com/Sports TreasuresCarrying Over 5-million Sports Treasures….and so much more! Follow on Facebook for the best sports memorabilia. Daily updates! / sportstreasurestnTri-Star HatsFor the latest in Tri-Star Hats, go to the orginal. Hats, apparel and more!!! http://www.tristarhatsco.com

The Wildcats hired a former player who has never won an NCAA Tournament game after coaching for a few years with the BYU Cougars. SUPPORT OUR SPONSORS The Dave Hooker Show. Represented by Banks and Jones. Tennessee's Trial Attorneys. Play to win. banksjones.com. Why Banks and Jones? Other lawyers say they'll go to trial. They won't. They'll settle. And settle for less. Banks and Jones is ready to go to trial for you. Truly Tennessee's trial attorneys. Why settle? Banks and Jones, led by T. Scott Jones. https://www.banksjones.com/ Apex Apparel Group Design Call to action - 15% off your first order Apex Apparel, but they do so much more. A one-stop shop for all brand supply products. Not just clothes. Design. Brand. Market. Your Way! Unique products to promote your business with unparalleled customer service. A full-on brand supply company. Logo Design. Layouts. Signage. Promo Products. Screen Printing. Embroidery. Headquartered out of Knoxville but are national dealer. A one-stop shop for ALL products. Giveaways or uniforms needed for your business? Spirit wear for a school or group needed? Apex Apparel. Go to the website https://Orderapexapparel.com/ Call Tyler! (865)-919-3001 BetUS is your college basketball betting home. Get 125-percent bonus on your first three deposits. Plus 10-percent gambler's insurance. https://bit.ly/OffTheHook125SU3X Boundless Moving From our 2 hour Minimum to Turn Key Operations - We have You Covered! Brainerd Golf Course and Brown Acres Golf Course Golf Chattanooga's best public courses. Tee times available! Just click below. https://secure.east.prophetservices.c... Chattanooga Mortgage Congratulations! Your home search just got easier. Buying a home in Chattanooga has never been easier with Chattanooga Mortgage. https://chattmortgage.com/ City Heating and Air 50 years in East Tennessee. Integrity Matters! Don't trust a fly-by night HVAC company to tell you that you need a new unti that could cost thousands or more. http://www.cityheatandair.com Don Self - State Farm CUSTOMER SERVICE STILL MATTERS! For forty years, they have built their business on taking care of their customers. In the greater Chattanooga area. Call (423)396-2126 or go to http://www.donself.net Dynasty Pools and Spas Imagine having the best spas - made right here in the USA - in your backyard. Well, they're here! Now open, Dynasty Pools and Spas has their brand new showroom open in Athens with the best hot tubs and spas on the market. Delivery? Yes, they can do that. Complete support, spa cover and chemicals to keep your spa bubbling at it's best. That's Dynasty Pools and Spas. http://www.dynastypoolsandspas.com Hemp House The premier hemp dispensary online with a wide variety, great selection and strict standards to ensure you only receive the best in CBD or Delta products. https://hemphousechatt.com/ Use promo code "HOOKED" for 10-percent off. Quality Tire Pro The Eberle family has been serving Chattanooga community since 1957. All major brands of tires. Full Service Automotive. Brake, Alignments, Oil Changes and more. All work is covered by a nationwide warranty! Cherokee Blvd or online at qualitytirepros.com. Say OTH said “Hey Bo!” Ray Varner Ford Local you Trust. Innovation you can afford. http://www.rayvarnerford.com Rick Terry Jewelry Designs We want to be your Jeweler! Looking for affordable game-day jewelry. How about the fire opals? A Tennessee tradition. https://rickterryjewelry.com/ Sports Treasures Carrying Over 5-million Sports Treasures….and so much more! Follow on Facebook for the best sports memorabilia. Daily updates! / sportstreasurestn Tri-Star Hats For the latest in Tri-Star Hats, go to the orginal. Hats, apparel and more!!! http://www.tristarhatsco.com Learn more about your ad choices. Visit megaphone.fm/adchoices

In the latest edition of Omni Talk's Retail Fast Five live from Manifest: The Future Of Logistics Conference and sponsored by the A&M Consumer and Retail Group, Avalara, Wiliot, TGW-Logistics and Sezzle Chris Walton and Anne Mezzenga discuss: If Zac Posen Is A Good Or Bad hire For The GAP? For the full episode head here: https://youtu.be/nLwypI0f9wg

Listen as we examine how refusing to let go of a bad team member can negatively impact both you and your business. 

Zack Meisel on the Guardians' hiring of Stephen Vogt as their next manager. Thoughts on what Vogt could bring to the table. How much power does the front office need to give Vogt. What went into the hiring?

EPISODE 300: What if there's one simple document that would tell you everything you need to know about hiring and retaining new employees? What if that same document would help increase your new hire retention by 82% and productivity by 70%?  In this week's episode, I'll share a webinar replay I did recently. Here, you'll learn the five secrets of hiring and retaining the right employees. We'll uncover the three foundational pieces missing in most construction businesses, how these sabotage your hiring process, why your job descriptions could set up your new hires to fail, and what you can do instead. Plus, download a FREE copy of our onboarding guide and learn how you can apply it to your construction business so you'd never have a bad hire again. (Link is in the additional resources section below.)  Let's dive in!   Key Takeaways: Introduction (00:00) The onboarding roadmap (06:30) Pretend that you're from Missouri (13:05) The Big Five concept (18:47) Outcomes of a well-designed Big Five (26:03) Get over your fears (29:21) Fix your missing foundations (36:24) Quick recap (45:58) Action plan (46:42) Episode wrap-up (49:42)   Additional Resources: - Download the FREE onboarding guide HERE - Join the FREE Get Paid for Estimates Masterclass HERE - Hear our clients' success stories HERE  - Book a FREE call with our team HERE - Visit Construction Leading Edge for more HERE -- The Construction Leading Edge Podcast helps construction business owners maximize their revenue, eliminate chaos, systematize their work, and win back their time. Follow us on your favorite podcasting platform so you never miss an episode!  

Shawn Karol Sandy joins the SaasHoles Revenue Operations Podcast to discuss when is the right time is to terminate a mishire or a bad hire. Other Topics Discussed: Ride the horses feed the lions and eliminate the dogs, Performance management, Growth Mindset, Business Communication, What is Organizational Gravity? Mistakes in Sales Structure, Prequalify leads, FITFO, All Data Sucks Shawn Karol Sandy is the Chief Revenue Officer of The Selling Agency (and all around NOT boring gal) Unconventional times call for unconventional people. Extraordinary results require not only extraordinary effort but more importantly, extraordinary insight, strategy, planning, and execution. Shawn delivers a truly unique perspective having earned many titles: Market Director, Sales Manager, Operations Manager, Production Manager, Marketing Director, Development Director, Business Manager, Entrepreneur . . . She has conquered, redefined, and re-engineered these roles in multiple organizations – big, small, independent, non-profit – and in multiple industries – Media, Retail, Higher Education, and Corporate Real Estate. Her business, The Selling Agency, uses these experiences to create strong sales programs focused on Organization Selling and strategies that focus on the goal of every business – revenue growth. Straightforward, practical, and perhaps more than slightly cheeky, her innate gift is helping people find new ways to solve old problems, unique ways to approach new problems, and helping businesses re-invent themselves and their sales strategies. With Bold and Brave thought leadership and Clear Action Plans, her impact on business is Measurable and Meaningful and will lead your sales revolution to growth and revenue goals. With over 15 years of changing the game and leading the pack, here are some of the dynamic applications Shawn has brought to the businesses she has touched: Created the “4 Building Blocks of a Selling Organization” Developed “Organizational Gravity” – method of building competitive businesses Innovative Approach to Reverse Engineer Sales and Marketing Relationships High Impact Prospect and Client Target Methodology Set NEW standards for Thought Leadership and Organizational Experiences Implement New, Leaner Strategies to Efficiently Service Clients and Produce Deliverables Coach the Brand Voice that is Strong, Differentiating and Penetrating and can be heard from each and every employee in the organization. --- Send in a voice message: https://podcasters.spotify.com/pod/show/saasholes/message Support this podcast: https://podcasters.spotify.com/pod/show/saasholes/support