Podcasts about beatbox

"The Human Beatbox" of the Fat Boys birthday is on this date. Nigel gives a touching performance. See omnystudio.com/listener for privacy information.

The beverage alcohol business is in a curve.That's the phrase Matt Rice, founder and principal of Thirsty Insights, uses to describe the first half of 2026: a volatile, high-stakes moment where consolidation, consumer shifts, distributor disruption, and M&A are changing the race order in real time.In this episode, Matt joins Erica and Scott for a mid-year M&A update on the deals, category shifts, and distributor moves reshaping the drinks industry.We dig into the surge of activity across wine, spirits, RTDs, beer, and non-alc — from Gallo's move to acquire Four Roses, to Molson Coors buying Atomic Brands, to The Wine Group stepping into non-alc cocktails with Saint Agrestis' Phony Negroni line. Matt explains why buyers are still active, but far more disciplined, looking for growth vehicles, scarce assets, synergies, and route-to-market leverage.The conversation also tackles one of the biggest distributor shakeups in years: RNDC's market exits, Reyes' expansion beyond beer into wine and spirits, Martignetti's move into control states, Columbia Distributing's Oregon and Washington opportunity, and Southern Glazer's continued push into beer-aligned assets.For emerging brands, the implications are significant. Matt explains why distributor attention can materially affect performance, why smaller suppliers have to be easier to sell, and why brands now need to show up with tighter market plans, better data, clear target accounts, and a willingness to do the hand-selling themselves.We also explore why independent RTD brands like BeatBox, Surfside, and Carbliss have outpaced many incumbent launches, why “born-in-category” brands often win, and why Matt would put a hypothetical $1 million angel investment into Wine 2.0 — not because wine is winning today, but because he believes the next cycle may reward those building for where the puck is going.For drinks entrepreneurs, this episode is a masterclass in how to think about M&A, distribution, category timing, investor signals, and the strategic discipline required to survive the curve — and come out stronger on the straightaway.For the latest updates, follow us:Business of Drinks website (sign up for our newsletter!)Business of Drinks YouTubeBusiness of Drinks LinkedInInstagram @bizofdrinksErica Duecy, co-host: Erica Duecy is founder and co-host of Business of Drinks and one of the drinks industry's most accomplished digital and content strategists. She runs the consultancy and advisory arm of Business of Drinks and has built publishing and marketing programs for Drizly, VinePair, SevenFifty, and other hospitality and drinks tech companies.Erica Duecy LinkedInInstagram @ericaduecyScott Rosenbaum, co-host: Scott Rosenbaum is co-host of Business of Drinks and a veteran strategist and analyst with deep experience building drinks portfolios. Most recently, he was the Portfolio Development Director at Distill Ventures. Prior to that, he was the Vice President of T. Edward Wines & Spirits, a New York-based importer and distributor.Scott Rosenbaum LinkedInCaroline Lamb, contributor: Caroline is a producer and on-air contributor at Business of Drinks and a key account sales and marketing specialist at AHD Vintners, a Michigan-based importer and distributor.Caroline Lamb LinkedInInstagram @borkalineSubscribe to the Business of Drinks channel for more insights on how brands, retailers, and operators are unlocking growth across beverages. And please rate and review us. Your support helps us reach new listeners. Thank you!

hr-Bigband feat. Michael Mayo, cond. by Magnus Lindgren, Hessischer Rundfunk, hr-Sendesaal, Frankfurt, März 2026, Teil 2 | Eines der spannendsten jungen Gesangstalente des Jazz kam nach Hessen. Michael Mayos wunderbar vielfältige Stimme tanzt mit Leichtigkeit im selben Atemzug durch Scat, Beatbox und lyrischen Gesang. Aufgewachsen in einer Musikerfamilie, hat er seine Kunst mit Lehrern wie Herbie Hancock und Dianne Reeves verfeinert. Jetzt nimmt seine Karriere Fahrt auf, und er begeisterte das Publikum mit seinem außergewöhnlichen Talent. (Sendung vom 7.6.)

hr-Bigband feat. Michael Mayo, cond. by Magnus Lindgren, Hessischer Rundfunk, hr-Sendesaal, Frankfurt, März 2026, Teil 1 | Eines der spannendsten jungen Gesangstalente des Jazz kam nach Hessen. Michael Mayos wunderbar vielfältige Stimme tanzt mit Leichtigkeit im selben Atemzug durch Scat, Beatbox und lyrischen Gesang. Aufgewachsen in einer Musikerfamilie, hat er seine Kunst mit Lehrern wie Herbie Hancock und Dianne Reeves verfeinert. Jetzt nimmt seine Karriere Fahrt auf, und er begeisterte das Publikum mit seinem außergewöhnlichen Talent. (Sendung vom 31.5.)

Der Zürcher Stadtrat hat einen Gegenvorschlag zur Hochhaus-Abstimmung eingebracht. Dabei handelt es sich um den ursprünglichen Vorschlag des Stadtrats, der im Parlament zerzaust wurde. Abgestimmt wird am 14. September. Weitere Themen: · Winterthur: Martina Blum (Grüne) wechselt ins Departement der technischen Betriebe. · Bundesgericht: Migrolino-Filiale am Bahnhof Winterthur bleibt am Sonntag offen. · Zürcher Bauernverband versöhnt sich mit Globi. · Wenn Oper auf Beatbox trifft.

After the April 2026 genetic evaluations, Canada experienced a rollback and changes to the LPI formula, we visit with Mike Barnum and Maxime Ten-Have to discuss how STgenetics® Canada is prepared to meet producer's needs and handle industry change and market trends. Focusing on a few sires like BREEZER, RHETT, BECK, MYLO, BEATBOX and more, we dive into some unique offerings from the various portfolios like Eco$ and RCI sires. Additionally, we hear about the success of CAPTAIN daughters in Canada and what his release off the Legend™ program means to Canadian dairy producers.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS:  1. Post-COVID Candidates Are Evaluating Life Satisfaction, Not Just Salary The candidate conversation has fundamentally changed. Compensation is still important, but Natalie has watched the evaluation criteria expand significantly post-COVID: wellbeing, flexibility, and organizational investment in the whole person are now equally weighted factors in how candidates choose between offers. 2. Share Benefits in the First Round Interview — Not at the Offer Stage thredUP's approach to benefits transparency is a model for the industry: they share the full value proposition starting in the very first interview. Candidates who know what they're getting before they're deep in the process make better decisions — and are more bought-in when they accept. 3. The 4-Day Workweek Works Because of Trust, Not Policy thredUP's Monday-through-Thursday schedule isn't about fewer hours — it's about output over hours and treating employees like adults. The model evolved from an existing maker day culture where meeting-free, work-from-anywhere days were already the norm. The shift to a 4-day work week was less a policy change and more a natural extension of a values-based operating model. 4. Employees Will Trade Compensation for Flexibility Natalie cites research that employees will accept lower compensation in exchange for genuine flexibility — and thredUP's 4-day workweek is living proof. In a talent market where differentiating on salary alone is expensive and unsustainable, flexibility is one of the highest- leverage benefits a company can offer. 5. Peripheral Benefits Are No Longer Peripheral Elder care navigation, childcare support, family-forming benefits, sabbaticals — what used to be considered nice-to-have additions are increasingly the primary evaluation criteria for candidates and employees. Natalie's view: investing in the whole person is no longer a differentiator. It's the expectation. 6. The 4-Day Week Is Also an Elder Care Benefit One of the sharpest reframes in the series: Natalie points out that for employees in the sandwich generation — managing both kids and aging parents — Friday isn't just a day off. It's the day to take Mom to the doctor, handle a care appointment, or just be present for a parent who needs support. The 4-day model makes that possible without burning vacation time. 7. Use the Benefit Yourself First — Then Sell It Natalie's playbook for introducing a new benefit to an organization: use it yourself, let it solve a real personal problem, and lead with that story when you bring it to leadership. Her personal experience finding a therapist for her daughter through a concierge service became the most compelling business case she could have made — because it was real. 8. Real Stories Drive Adoption. Bullet Points Don't. The most actionable framework in this episode: benefits adoption isn't driven by onboarding decks or open enrollment emails. It's driven by one person telling another person what happened when they actually used something. Find your early adopters, capture their stories, and let those stories do the selling. One team member's Spain trip planned through a concierge benefit became the most memorable proof point in thredUP's entire rollout. 9. ROI Lives in Adoption Rate and Retention Conversations Natalie's two-metric framework for measuring the impact of lifestyle benefits: first, are people actually using it? Second, when employees who stay long-term are asked why they stay, does this benefit show up in the answer? If the answer to both is yes, the benefit is earning its place in the package. 10. AI Is a Catalyst, Not a Threat — If You Frame It Right Natalie's closing message reflects the broader optimism she's hearing among her peer group: the most energizing AI conversation isn't about job loss, it's about what becomes possible when people are freed from the work that machines can do better. That reframe — AI as an enabler of human potential — is how the best people leaders are bringing their organizations along.   CHAPTERS: 00:00 – Introduction & Lucky Number 10 Adam welcomes Natalie Breece as the final interview of Transform day one, and Natalie introduces thredUP — one of the world's largest online consignment platforms for women's and kids' apparel. 02:30 – How thredUP Works (and Why Adam Needs to Use It) A quick detour into how the Clean Out Kit model works, why buying kids' clothes at 80% off retail is a game changer, and what's been sitting in Adam's garage for too long. 05:00 – An Intentional Path Into HR Unlike most people leaders, Natalie didn't fall into HR — she studied organizational psychology, built her career in talent acquisition, and made a deliberate move into the full HR suite. 07:30 – 10 Years, 5 Companies Worth of Experience What's kept Natalie at thredUP for a decade: the company has never let her feel bored. From private to public, acquisition to divestiture, 500 to 2,500 employees — she's had the experience of five companies in one. 10:00 – The Employment Compact: Mutual Investment Natalie's framework for what a healthy employment relationship looks like — a genuine two-way commitment where the employee gives their expertise and the employer invests in both their professional and personal growth. 12:30 – Pre-COVID vs. Post-COVID Candidates The sharpest shift Natalie has seen in 10 years: before COVID, candidates asked about promotion speed and compensation. After COVID, they're equally asking about life satisfaction, wellbeing, and flexibility. 15:00 – Benefits Transparency from Day One thredUP shares its full benefits value proposition starting in the first round interview. No waiting until the offer stage — candidates deserve to know the full picture early. 17:30 – The 4-Day Workweek — How It Actually Works thredUP runs Monday through Thursday, with Friday off company-wide. Natalie explains the output-over-hours philosophy behind it and why it was a surprisingly easy sell to leadership. 21:00 – How Powerful Is the 4-Day Workweek as a Recruiting Tool? Natalie's direct answer: massive. Studies show employees will accept lower compensation for flexibility — and thredUP's 4-day model is one of the most powerful differentiators in their talent attraction arsenal. 24:00 – Peripheral Benefits Are the New Primary Benefits Learning and development, wellbeing, family-forming, elder care, childcare navigation — what used to be considered ancillary is now central to what employees evaluate when choosing a company. 26:30 – The Sandwich Generation & What Benefits Can Actually Do A candid conversation about the dual caregiving pressure — raising kids while supporting aging parents — and how thredUP's 4-day model and sabbatical give employees the time and space to handle both. 29:00 – Natalie's Personal Story: Finding a Therapist for Her Daughter The most personal moment in the episode: Natalie shares how she used a concierge benefits service to find a therapist for her teenage daughter, got a thorough provider list within days, and became an instant believer. 33:00 – Selling It to the Executive Team How Natalie turned her personal experience into a business case: she led with her own story, cited the value and price point, and watched the executive team become early adopters and then evangelists. 36:00 – The Snowball Effect: How Real Stories Drive Adoption Natalie's benefits rollout playbook: share the benefit, lead with real use cases, find early adopters, and let their stories do the selling. One person's trip to Spain became the most unexpected success story. 39:00 – Measuring ROI: Adoption Rate & Retention How thredUP tracks the impact of concierge and lifestyle benefits: adoption rate first, then whether the benefit shows up in retention conversations as a reason employees cite for staying. 41:30 – What's Lighting Natalie Up: AI as an Enabler Natalie closes with her take on AI: the conversation among her peers isn't about job replacement — it's about enabling people to work faster, smarter, and do more than ever before.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS: 1. Great Benefits Nobody Knows About Are Wasted Benefits The biggest failure in corporate benefits isn't a weak package — it's a strong package that employees can't find or don't understand. Navigation is the missing layer. If an employee can't get a real-time answer to "my knee hurts, what do I do," they'll go to the emergency room, every time. 2. Healthcare Navigation Is the Next Essential Platform Layer Jon's view from 20 years in-house: the employers who are winning aren't just offering more benefits, they're offering smarter access to what they already have. A platform that speaks plain English, routes employees to the right care, and answers questions in real time is increasingly non-negotiable. 3. Site-of-Care Redirection Saves Real Money for Everyone Emergency room copays for an ear infection versus urgent care or telemedicine — the difference is significant for both the employee and the employer. Navigation platforms that help employees understand their options and redirect care appropriately are one of the clearest ROI plays in the benefits stack. 4. ROI Models Don't Always Capture the Full Picture Jon's GLP-1 example is a sharp one: the short-term cost data on weight-loss medications looks difficult, but the downstream impact on joint health, blood pressure, cholesterol, and energy is real and compounding. Sometimes the right benefits decision requires setting the spreadsheet aside and taking a bigger picture view of what it means to help someone get healthier. 5. Stop Keeping Your Benefits a Secret For years, many employers treated their benefits as proprietary information — worried that competitors would copy them. That era is ending. The companies winning on talent are putting their lifestyle support benefits front and center in offer letters, career pages, and recruitment conversations. If you spent the money, get the credit. 6. Real Stories Drive Benefits Utilization More Than Bullet Points Jon's open enrollment philosophy from nearly two decades of in-house experience: the most effective benefits communication isn't a list of what you offer — it's a real story of how someone used it. Personal examples create emotional connection and drive employees to actually take advantage of what's available to them. 7. Caregiving Benefits Reach Further Than the Employee Jon's story about using a caregiving support benefit to help his mother through a terminal illness illustrates a point that's easy to miss: when a company helps an employee navigate elder care, legal planning, or family crisis, the benefit extends to the whole family. And when families feel taken care of, employees stay. 8. On-Demand Pediatric Telemedicine Is One of the Most Underappreciated Benefits A 2 AM croup episode that stayed out of the emergency room because of a telemedicine call is worth more to a parent than almost any other benefit in the package. If you're offering this and not talking about it constantly, you're leaving impact on the table. 9. Claims-Based Personalization Is the Most Exciting AI Development in Benefits AI that proactively nudges employees toward preventive care — based on their own claims data — is moving from concept to reality. Annual physicals, colonoscopies, mammograms: catching things before they escalate is better for the employee, cheaper for the employer, and the kind of thing that makes people feel like their company genuinely cares about their health. 10. An Ounce of Prevention Is Still the Best Benefits ROI The math hasn't changed: early detection and preventive care cost a fraction of late-stage treatment. The technology has finally caught up to make personalized preventive nudges possible at scale. The employers investing here now are building a healthier, more productive workforce — and a more defensible benefits budget.   CHAPTERS:   00:00 – Dad Talk: Presence Over Everything Jon and Adam open with a candid conversation about working parenthood, FaceTime at 4 AM, coaching Little League, and what it means to be truly present for the moments that matter. 03:00 – Meet Jon & The Alterity Group Jon introduces himself and The Alterity Group — a third-party benefits and HR tech advisory firm helping large employers find the right vendors and maximize those relationships across their full HR technology stack. 05:30 – Where to Start: Evaluating a Benefits Package Jon's first move when assessing a company's benefits competitiveness: understand who the client is and what they're actually trying to accomplish — because retention goals look different from recruitment goals, and blue-collar needs look different from financial services. 08:00 – Total Rewards Is More Than a Salary Number How the right HR technology helps companies communicate total rewards — base, bonus, equity, benefits, and employer healthcare contributions — clearly to both candidates and current employees. 10:30 – The Utilization Problem: Great Benefits Nobody Knows About Jon's diagnosis of the biggest waste in corporate benefits: employers spend significant money on programs that employees never use, simply because nobody told them it existed. The fix isn't more benefits — it's better navigation. 13:00 – Healthcare Navigation: The One-Stop Shop The case for navigation platforms that guide employees to the right care in plain English — whether that's a musculoskeletal app for a sore knee or telemedicine for an ear infection — and why real-time answers drive better outcomes for everyone. 16:00 – Site-of-Care Redirection: The Hidden Cost Saver Why sending an employee to urgent care instead of the emergency room for an ear infection saves money for both the employer and the employee — and how navigation platforms are making smarter care routing the norm, not the exception. 19:00 – Rethinking Benefits ROI Beyond the Numbers Jon's honest take on GLP-1 benefits: the short-term cost data looks scary, but helping an employee lose 50 pounds, lower their blood pressure, and reduce joint pain is a win that doesn't always show up in a 12-month ROI model. Sometimes you have to take the bigger picture view. 22:00 – Why Companies Used to Hide Their Benefits — and Why That's Changing Jon traces the shift from employers keeping their benefits close to the vest to the current moment where leading companies are putting lifestyle support benefits front and center in offer letters and recruitment materials. 25:00 – Tell the Stories. Use Real Examples. Jon's open enrollment philosophy from 19 years of in-house experience: the most effective benefits communication uses real employee stories — not bullet points on a flyer. 27:30 – A Caregiving Benefit That Helped His Family Jon's most personal moment: how a caregiving support benefit helped his mother navigate will preparation, power of attorney, and advanced directives during a family member's terminal illness. 31:00 – The 2 AM Pediatrician Call A vivid story about the power of on-demand pediatric telemedicine: Jon's croup-prone infant, a 2 AM barking cough, and a provider who talked him through treatment — avoiding an emergency room trip entirely. 34:00 – Claims-Based Personalization: The AI Frontier in Benefits Jon's optimistic take on what's coming: AI that mines claims data to proactively nudge employees toward preventive care — annual physicals, colonoscopies, mammograms — catching things early before they become expensive and life-altering. 37:00 – An Ounce of Prevention Jon closes with the simple math behind preventive care investment: catching something early is almost always cheaper and better for the employee than treating it late.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS: 1. Global Benefits Require Local Listening There is no universal benefits playbook. What matters to an employee in Bangalore — where the daily commute can be a two-hour ordeal — is fundamentally different from what matters to someone in Austin or Cork. Companies with global teams need to engage local employees to understand what's actually meaningful, rather than exporting the US benefits model everywhere. 2. Transportation Is an Underrated Global Benefit In cities like Bangalore and Manila, commuter benefits can have a more meaningful daily impact than gym memberships or wellness stipends. Dave's team is actively exploring cab subsidies and transportation allowances as targeted benefits for teams in markets where commuting is genuinely burdensome. 3. Mental Health Benefits Only Work If Confidentiality Is Real and Communicated On-demand therapy platforms drive adoption when employees genuinely believe their sessions are private. People leaders need to actively and repeatedly communicate that they have zero access to individual usage data — because the fear that HR is watching is a real barrier to utilization, even for platforms that are genuinely confidential. 4. Aggregate Mental Health Data Is a Strategic Signal Even without individual visibility, the top themes surfaced by a mental health platform — stress, burnout, anxiety — give people leaders actionable intelligence about where the organization needs to go deeper. That's qualitative data that should be feeding benefits strategy and manager training. 5. What Candidates Care About Depends on Where They Are in Life Junior employees ask about food and gym benefits. Senior employees want to know about 401(k) match and parental leave. But across every level and every geography, candidates are asking to see the benefits package — and those conversations are happening on par with base salary discussions. 6. Elder Care Is the Next Major Benefits Frontier — and It's Personal for Dave Dave went through the elder care journey for both parents with nothing from his employer to help navigate it. That experience led him to advise an elder care platform and made him one of the most vocal advocates for this benefit category. His message: companies that don't build something here in the next few years will lose the sandwich generation employees who need it most. 7. The Elderly Population Is About to Eclipse the Child Population in the US The demographic shift is imminent. The sandwich generation — employees simultaneously raising children and caring for aging parents — is about to become the dominant workforce cohort. People leaders who are not designing benefits for this reality are already behind. 8. Concierge Benefits Address the Real Cost of Being Away The most relatable benefit Dave wishes he had: someone to handle real-life logistics when you're traveling for work. A fallen tree, a lawn that needs cutting, a home emergency — the mental load of worrying about what's happening at home while you're on the road is a real productivity drain that concierge services can address. 9. HR Needs a Purposeful AI Design — Not a Default One Dave's key insight from Transform 2026: the most important AI conversation in HR isn't about what AI can do — it's about what you want it to do. Mapping capabilities and making deliberate decisions about where AI takes over and where human judgment is protected is the strategic work that separates thoughtful people organizations from reactive ones. CHAPTERS: 00:00 – Introduction Adam welcomes Dave Hanrahan from SolarWinds, fresh off a panel session, and sets up a conversation about global people leadership and benefits. 02:00 – Meet SolarWinds & Dave's Role Dave describes SolarWinds — a B2B IT observability platform — and his role as SVP of People, including joining two weeks before an acquisition and managing a team spanning six countries. 04:30 – Managing a Global Workforce Up Close Why Dave prioritizes getting out to international offices in person, and what you can only understand about site culture when you're actually there. 07:00 – How Benefits Work Around the World A rarely discussed topic: how benefits are structured differently by country, why one-size-fits-all doesn't work globally, and what SolarWinds is learning about meeting employees where they are in each market. 10:00 – Transportation Benefits in Bangalore & Manila The standout benefit conversation: why commuter subsidies matter more than gym memberships for teams in some of the world's most congested cities — and how SolarWinds is working with local teams to figure out the right solution. 13:00 – Mental Health Benefits & the Confidentiality Challenge How SolarWinds approaches global on-demand therapy benefits, why anonymity is the key to adoption, and what aggregate data from the platform tells Dave as a people leader about workforce stress trends. 16:30 – How Benefits Are Priced & Structured A practical breakdown: per-employee session allotments, how utilization is tracked, when the company raises session limits, and how group sessions expand access across the organization. 19:00 – What Candidates Actually Ask About in Total Comp Dave's generational breakdown: junior employees ask about food and gym benefits; senior employees go straight to 401(k) match and parental leave. And across the board, every candidate asks to see the benefits flyer. 22:00 – The Elder Care Gap — Dave's Personal Story Dave's most personal moment in the episode: going through elder care for both parents with zero company support, becoming an advisor to an elder care benefits platform, and why he believes this is the next major benefits frontier. 26:00 – The Sandwich Generation Is Here The data point that stops the conversation: the US elderly population is about to eclipse the child population. Dave and Adam get real about what that means for employees caught in the middle — raising kids while caring for aging parents. 29:30 – Concierge Benefits & the Value of Peace of Mind What Dave wishes he had as an employee traveling for work: concierge services that handle real-life logistics — the lawn, the fallen tree, the home emergency — so employees can focus on the job. 32:00 – Mapping AI to HR: What to Automate, What to Protect Dave's aha moment from Transform 2026: the importance of purposefully mapping which HR functions should become agentic versus where human judgment — on hiring, promotions, compensation, feedback — must be retained. 35:00 – Keeping the Human at the Center Dave's words of optimism: at this conference, HR leaders are pushing back on the narrative that AI should replace human judgment. The energy at Transform is about keeping people at the heart of the most important decisions.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About:  Nancy Hauge , Chief People Experience Officer  Nancy oversees all "people" functions worldwide at Automation Anywhere, including talent acquisition, communication, total rewards, learning and development, engagement, DEI, and Social Impact. She brings more than 30 years of experience in senior leadership and management consulting roles. Prior to joining Automation Anywhere, she was the chief people officer at HotChalk, where she was responsible for all people functions, legal, and facilities. Before that, Nancy served as the SVP of global human resources and facilities at Silicon Image through its 2015 acquisition, and as SVP of human resources for K12 Inc. (STRIDE) through its 2007 IPO. She also has executive experience at Ruckus Network, Noah's New York Bagels, Gymboree Corporation and Sun Microsystems.  She was recognized by HRO Today as CHRO of the Year 2023, for Innovation.  Additional recognition includes being named by HR Leadership as one of the Top 100 HR Tech Influencers for 2021, by HRO Today as a Leader of Distinction in North America in 2019. She is also a recipient of the "Stevie Awards" for women in high tech and was named by the Silicon Valley Business Journal as one of the "100 Women of Influence" in Silicon Valley both in 2015. Nancy has served on the Board of Regents for Holy Names College and the Board of Advisors to The Cameron School of Business at The University of North Carolina, Wilmington.  What you didn't know: Nancy started her career in comedy. Writing and performing. Of course, Nancy admits that she is lucky she wasn't very good at that or she would not be here today. Key Takeaways: 1. People Are the Most Unpredictable — and That's the Point Nancy's reason for still loving HR after 45 years: no two days are ever the same, because people will always surprise you. That unpredictability isn't a bug in the people function — it's what makes it the most creative, human-centered role in any organization. 2. AI Agents Should Do the Work Humans Shouldn't Have to Do The real promise of AI in HR isn't efficiency for its own sake — it's freeing humans to do what humans are actually best at. Reviewing resumes, scheduling interviews, and answering repetitive benefit questions should be automated. Creativity, judgment, and connection should not. 3. The Referral Agent Changes How Jobs Get Designed Automation Anywhere's referral agent is a glimpse at the future of workforce planning: as a new job description is written, AI maps it to existing tools in the catalog and recommends what else needs to be built. Jobs are no longer just roles — they're a design challenge. 4. The Future of Benefits Is Bespoke, Not Bulk Volume-purchased, one-size-fits-many benefits packages are a legacy model. Millennials and Gen Z expect benefits that match their actual life — their family structure, their life stage, their specific needs. Companies that don't move toward personalization will lose the talent war to those that do. 5. Benefits Are How You Reach Into the Family Nancy's reframe: benefits aren't just a compensation component — they're the one place a company can make an employee's family a partner in retention. When a company helps with a night nurse, fertility support, or postpartum care, the family notices. And families influence career decisions. 6. The Night Nurse Benefit Generated the Most Emotional Response of Nancy's Career Of all the benefits Nancy has implemented across 45 years, a night nurse support service for new parents produced the most extraordinary emotional response she has ever received from employees. It's a reminder that the highest-impact benefits often aren't the most expensive — they're the most human. 7. AI Agents Can Surface Benefits at the Exact Moment They're Needed The awareness and adoption problem in benefits is real: employees don't think about benefits until they need them. AI agents that detect life changes — a new dependent added to insurance, a leave request filed — and proactively surface relevant benefits solve this problem at scale, without requiring HR to monitor or manage it manually. 8. People Share More With Agents Than With HR — and That's a Feature Employees are more willing to disclose sensitive, personal information to an AI agent than to a human HR representative, because there's no fear of judgment or career consequences. That confidentiality drives benefit utilization and gives companies a more accurate picture of what employees actually need. 9. Great Alumni Are Part of the Benefits ROI Nancy's two-vector framework for benefits ROI — retention and human wellness — includes something most people skip: the alumni experience. The goal isn't just to keep employees as long as possible. It's to make them feel so well-cared-for that when they leave, they become ambassadors. That has real, lasting value. CHAPTERS: 00:00 – Introduction: Adam welcomes Nancy Hauge — whose favorite color is puce — and sets up a conversation with one of the most experienced people leaders in the series. 02:00 – Meet Nancy & Automation Anywhere Nancy introduces herself as Chief People Experience Officer and describes Automation Anywhere's AI agent platform — built to help enterprises manage agentic solutions across their entire tech stack. 04:00 – Why 45 Years in HR Never Gets Old Nancy's answer to what keeps her energized after four-plus decades: people are the least predictable thing in the world, which makes HR the most creative function in any business. 06:30 – The Greatest Innovation in HR Tech Nancy's take on the biggest recent leap: AI agents that remove human bias from processes, hand repetitive work back to machines, and free people to do what they're actually best at — creativity and problem solving. 09:00 – The Referral Agent: AI Redesigning Job Descriptions A specific innovation at Automation Anywhere: an AI agent that, as a job description is written, maps it to existing agents in the catalog and recommends new ones to build — fundamentally changing how work gets designed. 12:00 – The Future of Benefits Is Bespoke Nancy's bold prediction: one-size-fits-many benefits are on the way out. The next generation of workers — Millennials and Gen Z — expect à la carte, concierge-level solutions tailored to their life and their family, not volume-purchased packages. 15:00 – Benefits Reach Into the Family A reframe that changes how you think about total rewards: benefits are the one place a company can reach into an employee's family and make them partners in retention. That's a responsibility — and an opportunity. 17:30 – The Night Nurse Benefit The benefit that generated the most emotional response Nancy has ever seen in her career — a post-birth night nurse support service — and why the reaction from employees was extraordinary. 21:00 – AI Agents Driving Benefits Awareness How Automation Anywhere uses AI agents to proactively surface the right benefits at the right moment — detecting life changes like a new baby on insurance and prompting employees with relevant support before they even think to ask. 24:00 – Confidentiality & the Trust Factor Why employees are more likely to share vulnerable, personal information with an AI agent than with HR — no judgment, no performance review implications, no office gossip. And why does that drive benefit utilization? 26:30 – Justifying Benefits ROI on Two Vectors Nancy's framework: retention is one vector, human wellness and happiness is the other. And the goal isn't just keeping people — it's creating great alumni who leave saying the company genuinely cared about them. 29:00 – The 5-Year Century Nancy previews her upcoming book, co-authored with Automation Anywhere's CEO, publishing May 19th via Wiley — about how rapidly everything is changing and how AI agents are going to help humanity tackle its biggest challenges.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   ABOUT: Lucia is a Chief People Officer working at the intersection of talent, technology, and strategy, helping organizations navigate transformation and scale intentionally. Over the past decade, she has partnered with leadership teams at public and high-growth companies to build operating models that support distributed work, enable durable growth, and strengthen resilience. At Virta Health, she built and scaled a fully remote organization recognized by Inc. as a Best Place to Work during a period of rapid expansion. At Patreon, she led the team through hypergrowth, M&A integration, and cultural evolution. Earlier in her career at Yahoo, Lucia designed and implemented analytics and decision-making infrastructure across EMEA, APAC, and the Americas. She holds a PhD in Organizational Behavior from Stanford GSB and brings a systems-driven approach to how organizations operate and evolve at scale.  Takeaways: 1. Honesty Is the Most Underrated Employee Benefit Lucia's diagnosis of broken cultures is blunt: a lack of honesty. In an era defined by uncertainty — AI, economic volatility, global instability — employees want leaders and organizations that will be straight with them. Transparency isn't a communication strategy; it's a cultural foundation. 2. Bring Your Customers Into Your Culture Virta Health keeps honesty alive by bringing its patients — the people receiving its treatment — into all-hands meetings, offsites, and board meetings. It's a radical form of accountability that makes it impossible to lose sight of what the organization is actually for. 3. Remote Done Right Is About Trust, Not Tools Flexibility is a genuine benefit — but only if it comes with trust, clear expectations, and a genuine output-over-hours mentality. Lucia's philosophy: I hired you to do a job from anywhere. Get it done. The moment you start monitoring screen time or sending 3 AM emails, you've broken the contract. 4. Know Your Population Before You Design Your Benefits Virta's benefits strategy starts with a simple question: who are our people and what do they need? Their workforce is majority women in their 30s — so fertility benefits aren't a nice-to- have, they're a core part of the value proposition. Benefits designed without demographic insight don't land. 5. Compensation Comes First — Then Benefits Can Differentiate You cannot win a talent war on benefits alone. Market-rate base, bonus, and long-term incentives have to be in place first. Once they are, benefits become the layer that signals culture and meets employees where they are in their lives. 6. Engagement Is the Proxy Metric for Peace of Mind How do you quantify something as qualitative as peace of mind? Lucia's answer: Track engagement before and after benefits changes. Employees who feel supported show up more connected to the organization. That connection is measurable — and it ties directly to retention and performance. 7. The Attrition Argument Wins the Benefits Budget Conversation When employees are in a high-stakes life phase — fertility, family planning, caregiving — and the company doesn't meet them there, they leave. The cost of replacing them is almost always higher than the cost of the benefit. Lucia builds her ROI case on that math, and it works. 8. AI Is Forcing Leaders to Lead With Meaning As AI automates the transactional parts of management, leaders are left with the one thing AI can't provide: genuine human connection and meaning. Lucia sees this as a cause for optimism — organizations that were coasting on process are now being pushed to actually invest in their people. 9. 3 AM Emails Are a Leadership Failure, Not a Work Ethic Signal Managers who send late-night or weekend messages aren't demonstrating dedication — they're demonstrating poor planning and setting a cultural expectation that others shouldn't have to absorb. If urgency is manufactured, the fix is upstream, not a Sunday Slack message. CHAPTERS: 00:00 – Introduction Adam welcomes Lucia Guillory, CPO at Virta Health, and gets a quick overview of what the company does — including their recent breakthrough linking their treatment to extended survival in pancreatic cancer patients. 02:00 – From Isolation to PhD: How Lucia Got Into People Lucia traces her path into organizational behavior through a personal lens — growing up dyslexic and with ADHD, studying people as a way to understand belonging, and ultimately earning a PhD to drive change in organizations. 05:00 – What's Most Broken in Bad Cultures Lucia's direct answer: a lack of honesty. In a world of tariffs, AI anxiety, and geopolitical turbulence, employees want authenticity and transparency above everything else — and it's rarer than it should be. 07:30 – How Virta Bakes Transparency In Virta's unusual approach to keeping honesty at the forefront: bringing patients (members) into all-hands meetings, offsites, and even board meetings — making it impossible to hide what's working and what isn't. 10:30 – Remote Done Right What it actually means to be a fully remote organization: output over hours, trust over monitoring, flexibility as a genuine benefit, and clear communication as the operating system that holds it all together. 13:30 – The 3 AM Email Problem Lucia's take on managers who send emails at 3 AM or on weekends: it's a leadership failure, not a badge of honor — and employees have to vote with their feet if that's the culture. 16:00 – Total Comp: Where Benefits Fit In You can't win on benefits alone — market compensation has to be there first. But once it is, benefits become the differentiator. Lucia's framework: know your population and design accordingly. 18:30 – Fertility Benefits & Knowing Your Workforce Why Virta chose Carrot as their fertility benefits platform — and how understanding that their workforce is majority women in their 30s made this an obvious, high-impact investment across the full spectrum of family planning. 21:30 – Measuring the ROI of Peace of Mind How do you put a number on peace of mind? Lucia's answer: track engagement. Benefits that reduce stress and meet employees where they are show up directly in engagement scores — and engagement ties to retention and performance. 24:00 – Linking Benefits to Attrition The business case Lucia makes to finance: when employees are in a critical life phase — fertility, family planning, caregiving — failing to meet them there drives attrition. The cost of that attrition is measurable. The cost of the benefit usually isn't. 26:30 – What's Lighting Lucia Up: AI & the Return of Meaning Lucia's optimistic take on the AI moment: as transactional management gets automated away, leaders are being forced to show up with something AI can't provide — meaning, connection, and genuine investment in their people.    

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About:  Kyle Forrest is the Future of HR Leader for Deloitte Consulting LLP. The Future of HR team advises, implements, and helps business and HR leaders drive business and workforce outcomes through Deloitte's knowledge and practical understanding of HR operating models, processes, AI and automation capabilities, HR technology and vendor partner strategies, and evolving HR skills and capabilities. Forrest also serves as the dean of Deloitte's Next Generation CHRO Academy, bringing together senior HR leaders aspiring for the CHRO role to advance their careers. Takeaways:  1. The AI Conversation Has Moved On — and That's a Good Thing A year ago, every conference session was about AI features. In 2026, the more important question has taken center stage: what should humans be doing? Organizations that are answering that question well are investing in the uniquely human capabilities — creativity, presence, novel thinking, relationship-building — that AI cannot replicate. 2. No Generation Is Primarily Motivated by Pay Alone Deloitte's research across all four workforce generations is consistent: salary is table stakes, not a differentiator. Purpose, mental wellbeing, financial wellness, and a sense that the company cares about the whole person are what actually move the needle on attraction and retention. 3. Mental Wellbeing Benefits Are Now a Business Outcome, Not a Perk The link between employee stress and productivity is well-documented. Organizations that invest in mental health benefits aren't just being compassionate — they're protecting output, engagement, and retention. Gen Z's comfort with this dialogue has accelerated adoption across the board. 4. The Sandwich Generation Is the Next Big Benefits Frontier A growing number of employees are simultaneously raising children and caring for aging parents. This dual caregiving burden creates stress, distraction, and leave risk that compounds over time. Benefits that help employees navigate elder care — not just time off, but actual guidance and support — are going to become a significant differentiator in the next few years. 5. Women's Health Benefits Have an Underserved Second Chapter The fertility benefits conversation has expanded — but Kyle points to a significant gap: supporting mothers through recovery, healing, and the early transition to parenthood after birth. There is growing investment in this space, and the companies that get ahead of it will have a meaningful advantage. 6. How a Company Handles Pregnancy Loss Is Now Part of Its Employer Brand Word travels fast — especially on social media. How an organization supports an employee through the loss of a pregnancy or a failed IVF cycle is the kind of story that gets shared widely. It's become a visible signal of company culture and values that candidates and current employees pay attention to. 7. Benefits ROI Lives in Attrition and Time-to-Hire Data Kyle's framework for building the business case: calculate the cost of slow hiring and high attrition, then show how the right benefits mix moves those numbers. Unfilled roles have a direct revenue impact — and retaining the right people means not missing out on sales, delivery, or growth. 8. Performance Psychology Coaching Is the Most Interesting New Benefits Category Drawing on decades of research in elite sports, performance psychology coaching helps employees handle high-pressure moments, navigate stress, and show up at their best — consistently. It's distinct from traditional mental health services and addresses a different, underserved need in the workforce. 9. Asynchronous Interviewing Is Democratizing the Candidate Pipeline Tools that let candidates complete interviews and skills assessments on their own time — at 5:30 AM before work or after putting the kids to bed — are surfacing qualified candidates who would have otherwise been filtered out by scheduling friction. Companies using these tools are finding people they would have missed. 10. Modern HR's Job Is Strategy, Not Inquiry The more benefits navigation and routine HR questions can be handled through technology and concierge services, the more HR professionals can focus on what actually moves the business: partnering with leaders to personalize benefits for their specific workforce mix, build better teams, and make smarter people decisions. CHAPTERS:  00:00 – Welcome Back, Kyle Adam welcomes Kyle Forrest back for his third appearance and sets up what's different about Transform 2026 compared to previous years. 02:00 – The Shift: From AI Features to Human Value Kyle's big observation from the conference circuit: last year was about AI products; this year is about what work should remain human — and why that's the more important conversation. 04:30 – What AI Still Can't Do The uniquely human capabilities that no model can replace: being present in the room, generating novel ideas, building real relationships, and innovating in ways that go beyond the existing body of human knowledge. 07:00 – Four Generations, One Workforce, Zero Agreement on Pay Deloitte's generational research shows that across Gen Z, Millennials, Gen X, and Boomers, salary alone is not the primary motivator — and what that means for how companies structure total comp. 09:30 – Mental Wellbeing as a Business Outcome How Gen Z's comfort with mental health dialogue has pushed organizations to take wellness benefits more seriously — and the research linking stress reduction directly to productivity and engagement. 12:00 – The Sandwich Generation Problem A growing segment of the workforce is simultaneously caring for kids and aging parents. Kyle makes the case for why navigation benefits for elder care aren't just nice to have — they're becoming critical. 15:00 – Benefits That Remove Burden from HR How smart benefits design reduces the volume of questions HR has to field — freeing people professionals to spend time with business leaders on strategic workforce decisions instead. 17:30 – The Modern Role of HR Kyle's take on how the HR profession has evolved over nearly 100 years — and where it needs to go next: less inquiry-answering, more personalized workforce strategy in partnership with business leaders. 20:00 – Fertility Benefits and the Overlooked Healing Journey The growing investment in women's health benefits — and the often-missed opportunity to support mothers not just through the fertility journey, but through recovery, healing, and the transition to parenthood. 23:00 – Supporting Loss in the Workplace A candid moment: how companies show up for employees who experience pregnancy loss or failed IVF is becoming a visible differentiator — and word spreads fast, in both directions. 25:30 – The ROI Case for Benefits Investment Kyle's framework for justifying benefits spend: tie it to time-to-hire, attrition rates, and the measurable revenue impact of unfilled roles and disengaged employees. 28:00 – Performance Psychology Coaching One of the most interesting emerging benefits: coaching that applies lessons from elite sports psychology to help employees navigate stress, pressure, and high-stakes moments at work. 30:30 – TA Tech Innovation: Interviewing on Your Time The candidate experience innovation Kyle is most excited about: asynchronous interview and skills assessment tools that let candidates go through the process at 5:30 AM or after bedtime — and the pipeline results companies are seeing. 33:00 – Where to Find Kyle & Deloitte's Research Kyle points listeners to Deloitte's Insights to Action platform and his LinkedIn for the latest research and workforce intelligence.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TANYA E. MOORE As Chief People Officer, Tanya drives initiatives that empower West Monroe's employees and foster a high-performing, supportive culture. Tanya partners with leadership to develop the next generation of leaders, ensuring our people are fulfilled and our employee experience remains a key differentiator. Before joining West Monroe in 2023, Tanya was Chief People Officer at M.C. Dean and spent two decades with IBM, where she led award-winning programs that shaped the company's transformation. She holds an MBA in organizational development from the College of William and Mary. Outside of work, she serves on several advisory boards, including The Conference Board's CHRO Council, the William and Mary Consulting Board of Directors, and the She-Suite Board of Advisors. She is also a sought-after speaker on topics such as workforce transformation, the evolving role of HR, and leveraging AI to advance people and organizational transformation. Key Takeaways 1. Senior Candidates Should Run a Due Diligence Process, Not Just an Interview Tanya's 18-interview process wasn't excessive — it was intelligence gathering. She was evaluating CEO relationship dynamics, board influence, team readiness, and organizational appetite for change. Candidates at any level should approach interviews as a two-way assessment. 2. Know What You're Actually Looking For Before You Start As Tanya put it: smart, kind, humble people. Work she enjoys. Some fun. The clearer you are about your non-negotiables before you start a job search, the better your decision-making will be when offers come in. 3. Employee Ownership Changes the Employment Relationship With 74% of West Monroe employees holding equity in the company, the ownership mindset isn't a metaphor — it's structural. This is a genuine differentiator in total rewards and shapes how employees engage with the business and with clients. 4. Benefits Signal Culture, Not Just Compensation Tanya's view: the specific benefits matter less than what they reveal about a company's values. Organizations that invest in comprehensive, thoughtful benefits are signaling that they see employees as whole people — and that signal is what candidates are actually responding to. 5. COVID Permanently Raised the Floor on Benefits Expectations The pandemic gave people permission to stop and ask what actually matters. Flexibility, mental health support, and personalized benefits have moved from nice-to-have to expected — and companies that haven't caught up are losing candidates to those that have. 6. Open Roles Are a Hidden Employee Retention Risk Every unfilled position means someone else on the team is absorbing that work. The longer a role stays open, the more likely you are to lose another employee as a result. Time to fill is a culture and retention metric, not just a talent acquisition metric. 7. AI in Recruiting Should Eliminate Low-Value Steps, Not Human Connection West Monroe's approach to AI was surgical: identify every step in the recruiting process where technology could add value, and use it there — so recruiters can spend more time on the high- touch, high-judgment work that actually moves candidates. Automated scheduling and AI- assisted interview feedback are the easy wins. 8. Feedback Loops Are the Biggest Bottleneck in Consulting Firm Hiring Getting busy managers to interview isn't the hard part — it's getting their structured feedback afterward. Tools like BrightHire that record interviews (with consent) and auto-generate notes and scoring against the job description are solving a real, expensive problem. 9. Burnout Needs Programmatic Solutions, Not Just Resources Pointing employees to an EAP or mental health benefit isn't enough when burnout is systemic. West Monroe is exploring more customized, structured support for employees who are struggling — moving from reactive to proactive people care. 10. AI Is the Internet — Embrace It or Fall Behind Tanya's optimism about AI isn't naive — it's grounded in historical perspective. Just as nobody predicted what the internet would become, nobody fully knows where AI is going. Her advice: use it, test it, let it make you smarter. "F around and find out."   00:00 – Introduction Adam introduces Tanya Moore, CPO at West Monroe, and sets up a conversation about benefits, candidate experience, and the modern people function. 01:30 – Meet West Monroe & Tanya Tanya describes West Monroe's differentiators — quality, speed to value, client NPS — and traces her career from 20 years at IBM to her current CPO role. 04:00 – Being the Candidate: 18 Interviews Tanya shares what it was like to go through 18 interviews as a senior exec, why she didn't quit, and what she was actually evaluating along the way. 07:00 – What Senior Candidates Should Really Ask The questions Tanya asked that most candidates don't: CEO relationship dynamics, board influence and hands-on vs. hands-off style, team readiness, and what really happens when things go wrong. 10:00 – Modernizing People Ops at West Monroe, walking into an org with no succession planning and no workforce planning, and the systematic approach Tanya took to rebuild people functions from the ground up. 13:00 – Redesigning the Candidate Experience How West Monroe overhauled its recruiting workflows after adopting Greenhouse, dramatically improving time to hire, reducing cost, and elevating both candidate and manager experience. 16:00 – Time to Fill as an Employee Retention Metric Why open roles aren't just a talent problem — they're a burnout and satisfaction risk for the employees left picking up the slack. 18:30 – Employee Ownership as a Total Rewards Differentiator How West Monroe's half employee-owned model and 74% equity participation rate changes how people show up — and how it's positioned as a benefit in the recruiting process. 21:00 – Benefits Beyond the Basics From childcare and dog walking to expanded mental health support, Tanya breaks down what West Monroe offers and why COVID permanently shifted candidate expectations around benefits. 24:00 – Flex Benefits & the Future of Personalization Tanya's vision for benefits that let employees choose what matters to them — gym memberships, yoga, wellness stipends — rather than a one-size-fits-all package. 26:30 – Tackling Burnout Proactively West Monroe's evolving approach to burnout: moving beyond standard mental health appointments toward more customized, programmatic support for employees who need it most. 29:00 – AI in Recruiting: Where It's Actually Working From automated interview scheduling to BrightHire's AI-powered feedback tools, Tanya walks through specific efficiency gains that are giving recruiters more time for high-value human work. 32:00 – Getting Feedback from Busy Hiring Managers The real bottleneck in consulting firm recruiting isn't getting managers to show up — it's getting their feedback afterward. How BrightHire is solving that. 34:30 – An Optimist's Take on AI & the Future of Work Tanya closes with her big-picture view on AI — likening it to the early internet — and her direct advice to anyone still on the fence: "F around and find out."

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   CHAPTERS: 00:00 – Introduction & Origin Story Adam and Allie reconnect on camera, sharing how they both landed at Onward Search and what drew them into the world of recruiting. 02:30 – Finding Safety & Belonging at Work Allie opens up about leaving a workplace where she didn't feel safe as a newly out queer person, and how Onward Search welcomed her as she was. 05:00 – Following Your Passion Outside of Work Allie's advice on finding fulfillment outside your day job — and how volunteering for Sofar Sounds led directly to her in-house career at a music company. 07:30 – Agency to In-House: Making the Leap Why going from agency recruiting to in-house felt natural for Allie, and why she believes the agency world is actually the harder direction to go. 10:00 – Output Over Hours: The Remote Work Philosophy A discussion on trust, flexibility, and why giving employees autonomy tends to produce better results — with honest acknowledgment of when it doesn't work. 12:30 – What a VP of People & Culture Actually Does Allie breaks down her remit at SoundCloud: change management, leadership training, org structure, policies, and bridging the gap between managers and the talent team. 15:00 – Building Real Company Values (Not Poster Values) How SoundCloud is approaching values creation from scratch — starting with executive buy-in, pressure-testing with culture keepers, and rolling out with a real adoption plan. 18:30 – Transparency as a Cultural North Star Why Allie believes in a "culture of no surprises" and how leadership transparency — even when imperfect — builds trust across the organization. 21:00 – Personalizing the Candidate & Benefits Experience How great recruiters match candidates to the right benefits by listening carefully during the process — and why benefits like learning stipends, pet insurance, and life concierge services can close competitive offers. 24:00 – SoundCloud's $1,600 L&D Benefit A spotlight on SoundCloud's annual learning and development stipend and why investing in employees' growth pays dividends for the company. 26:30 – Do Recruiters Miss the High of Placing Candidates? Allie and Adam get nostalgic about the rush of closing a deal — and why the feeling of giving someone their dream job never gets old. 29:00 – Navigating Transform 2026 as a First-Timer Allie shares her experience at her first Transform conference and Adam offers tips for making the most of big industry events. 31:00 – What's on Your Playlist? The episode wraps with a music moment — Wet Leg, Alabama Shakes, Chance the Rapper, Fred Again, and a surprise Luke Combs convert. Key Takeaways: 1. Culture of No Surprises Is the Highest Form of Employer Trust The biggest damage to candidate and employee trust comes from being sold a version of a company that doesn't match reality. Allie's north star is radical transparency — leaders sharing hard truths when they can, so employees are never blindsided. 2. Company Values Must Be Built, Not Announced Values that stick don't come from a poster or a company-wide email. They require executive sponsorship, employee pressure-testing, phased rollout, and genuine adoption planning. Anything less is performative — and people know it. 3. Agency Recruiting Is a Training Ground That Makes You Better The discipline of hitting numbers, showing up every day, and working in a high-accountability environment gives agency recruiters a foundation that in-house roles rarely replicate. Allie credits that grind for making her the people leader she is today. 4. Follow Your Passion Outside of Work — It Might Become Your Career Allie's move to SoundCloud started with volunteering for Sofar Sounds on evenings and weekends. Pursuing what you love outside your day job builds relationships, skills, and opportunities you can't manufacture inside an office. 5. Output Over Hours Is the Right Framework — With Guardrails Giving employees trust and flexibility tends to produce exceptional results. But it requires clear expectations, strong manager relationships, and a willingness to coach (or exit) people who aren't built for autonomous work environments. 6. Personalize the Benefits Conversation — Don't Just List the Package The best recruiters listen for what matters to each candidate and connect it to the right benefits. A pet owner lights up when you mention pet insurance. A candidate navigating a same-sex partnership in a complicated state wants to hear about legal concierge support. Benefits close competitive offers when they're presented personally, not generically. 7. L&D Investment Is a Signal of Company Values, Not Just a Perk SoundCloud's $1,600 annual learning and development stipend tells employees: we're invested in your growth, not just your output. For candidates choosing between comparable offers, this kind of benefit signals a culture that takes development seriously. 8. VP of People Is a Bridge Role — Between Managers, Talent, and Leadership Allie's job isn't to recruit or to set policy in a vacuum — it's to sit at the intersection of what managers need, what the talent team is finding, and what leadership is trying to build. The best people leaders are connectors and translators across all three. 9. Feeling Safe at Work Is Non-Negotiable — And Companies That Get It Win Allie's story of leaving a role where she didn't feel safe as a queer person — and finding belonging at Onward Search — is a reminder that psychological safety isn't a soft metric. It's a talent retention and acquisition advantage.    

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Key Takeaways 1. There Is No Business Outcome That Doesn't Involve People Revenue, innovation, customer experience, strategy execution — all of it runs through people. Angela's foundational belief is that HR, positioned correctly, is directly tied to every business result an organization needs. That framing changes everything about how the function shows up. 2. HR Started as Process — and Forgot About Influence Angela's diagnosis of how HR lost its seat at the table: the function got very good at processing and forgot about influencing. The path back is showing up with data, tying recommendations to business outcomes, and being part of the conversation rather than behind it. 3. Policy Should Be a Guideline, Not a Wall One of the most powerful lessons from Angela's early career: following policy to the letter can harm the very people HR is supposed to protect. The best people leaders ask "what else can we do?" before defaulting to what the handbook says. 4. Benefits Have Three Layers — and the Order Matters Layer 1: Foundations — comprehensive, affordable health, dental, and vision. Layer 2: Flexibility — in how, when, and where people work. Layer 3: Growth and recognition — opportunities to stretch, develop, and feel valued. Companies that skip to Layer 3 without nailing Layer 1 are building on sand. 5. Caregiver Benefits Are the Most Underrated Tool in Total Rewards Employees don't leave their home lives at the door. Sick parents, sick kids, and pets in need of care are constant sources of distraction and stress. Caregiver benefits that address these realities don't just help employees — they protect productivity and demonstrate that a company sees the whole person. 6. The Aging Parent Crisis Is Coming — Companies Aren't Ready As Baby Boomers age, a growing portion of the workforce will face elder care responsibilities that compete directly with their work. Companies that build caregiver support into their benefits now will be better positioned to retain experienced employees through one of the most stressful seasons of their lives. 7. Presenteeism Costs More Than Most Companies Realize Being at work — physically or virtually — is not the same as being engaged and productive. Angela's point on presenteeism is a sharp one: an employee who is worried about an aging parent, a sick child, or a personal crisis may be clocked in but effectively absent. That has a dollar value, and it belongs in the benefits ROI conversation. 8. Here's How to Pitch a CFO on Life Concierge Benefits Pull absence data. Calculate the cost of leave tied to caregiving responsibilities. Layer in the cost of replacing an employee who left because they didn't have the right support. Then present the cost of the benefit against those numbers. It's not a soft sell — it's a hard business case. 9. "My Company Took Care of Me" Is the Most Powerful Recruiting Tool You Have Word of mouth from employees who feel genuinely supported travels far. When people tell friends, former colleagues, and their networks that their company stepped up for them during a hard time, that's employer brand you can't manufacture with a marketing budget. CHAPTERS: 00:00 – Introduction Adam welcomes Angela Briggs-Paige, CPO and founder of People Power, and sets up a conversation about what modern HR leadership really looks like. 01:30 – From Pre-Med to People Leader Angela traces her unexpected path from biology major and aspiring doctor to discovering HR through a work-study job — and never looking back. 04:00 – Redefining What HR Is For Angela's core belief: there is no business outcome that doesn't involve people. How she flips the script on HR as a compliance function and positions it as a business driver. 06:30 – The Mentor Who Pushed Her The manager who challenged Angela to stop saying yes and start asking "what does this mean for the business?" — and how that changed her entire approach to the function. 09:00 – A Story She Wishes She Could Take Back Angela gets vulnerable about an early-career mistake: terminating an employee for exceeding their leave allotment instead of asking what else could be done — and what that taught her about the difference between policy and people. 12:30 – Policy as Guideline, Not Gospel How that experience shifted Angela's thinking on flexibility — and why the best people leaders treat policy as a framework to work within, not a wall to hide behind. 15:00 – The 3 Layers of Benefits That Actually Matter Angela's framework: Layer 1 is foundations (affordable health, dental, vision). Layer 2 is flexibility. Layer 3 is growth and recognition. Why the order matters as much as the content. 18:00 – The Case for Caregiver Benefits Why caregiver benefits — covering aging parents, sick kids, and pets — are among the most impactful and underutilized tools in total rewards, and what happens when employees don't have them. 21:00 – The Aging Parent Problem No One's Talking About Baby Boomers are aging. The workforce is about to face a caregiving crisis. Angela makes the case for why companies need to get ahead of it now — and what benefits can actually help. 23:30 – Peace of Mind as an ROI You can't buy peace of mind — but a company can offer it. How life concierge benefits reduce distraction, improve focus, and make employees feel genuinely cared for. 26:00 – Presenteeism: The Hidden Cost Nobody Measures One of the sharpest moments in the episode: Angela introduces presenteeism — being at work but mentally absent — and explains why it may cost more than absenteeism. 28:30 – How to Pitch a CFO on Life Concierge Benefits Angela's step-by-step framework: pull absence data, calculate leave costs, layer in retention math, and build a cost-benefit case that speaks the CFO's language. 31:00 – What's Lighting Angela Up Angela closes with what's giving her energy at Transform 2026: being surrounded by people leaders who genuinely care about making workplaces better.    

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Katya Laviolette, Chief People Officer at 1Password  Katya Laviolette is the Chief People Officer at 1Password, where she's grown a fully remote team to 1,400+ across five countries and achieved a 93% offer-to-acceptance rate. A strategic, globally-minded HR leader, Katya drives business innovation through talent and organizational development. Previously, Katya held executive roles at SSENSE, TC Transcontinental, CBC/Radio-Canada, Rio Tinto, Bombardier Aerospace, and Canadian National Railway. Katya is a Board Director at Sanimax and Solotech, and a founding member of Transform Montreal. She's also an ORHRI member, certified Integral Coaching Canada coach, and actively involved in Pour 3 Points, Governance au Féminin, and Monday Girl. 00:00 – Introduction Adam Poser welcomes Katya Laviolette live from Transform 2026 and sets the stage for the conversation. 01:15 – Meet 1Password & Katya Katya introduces herself and 1Password — an identity security company, fully remote for 20 years, now protecting both humans and AI agents. 03:30 – Evaluating Total Comp as a Candidate Breaking down what candidates should actually consider beyond base salary: bonus, equity, and especially benefits — including what employers contribute to healthcare. 06:45 – Table Stakes vs. Standout Benefits What every company must offer vs. what sets 1Password apart: pet telemedicine, 25 days PTO, 4 company-wide wellness days, and robust family planning benefits. 10:30 – Wellness Days Explained Katya unpacks what a "wellness day" actually looks like at 1Password — full company shutdowns so employees can recharge without guilt. 12:00 – Benefits ROI & Utilization How 1Password justifies the cost of premium benefits through utilization data, focus groups, and productivity metrics — and why cutting benefits should be the last resort. 15:00 – The Onboarding Edge: Starting on Wednesday 1Password's unconventional onboarding approach: all new hires start on Wednesdays so managers are ready, systems are prepped, and new employees get 3 days of company-led onboarding before meeting their team. 18:30 – Staying Connected in a Remote Company How 1Password keeps culture alive across 6 countries: city-by-city executive meetups, all-hands sessions, employee resource groups, and intentional cross-functional collaboration. 22:00 – Being Honest in the Interview Process Katya's approach to radical transparency — telling candidates "1Password might not be the place for you" — and why managing expectations is a competitive advantage. 25:30 – Remote Work Isn't for Everyone A candid conversation about the real challenges of remote work, what it takes to thrive in it, and how 1Password supports employees who may be struggling. 28:00 – AI, Fraud & the Future of Recruiting How 1Password is navigating AI-generated applications, over-embellished resumes, and fraudulent candidates — including mandatory in-person finalist interviews for senior roles. 31:00 – What's Exciting Katya Right Now Katya shares what energizes her most: the curiosity of 1Password's workforce and the chance to be part of a genuinely game-changing mission in AI and identity security.   Key Takeaways 1. Benefits Are a Recruiting and Retention Weapon Katya emphasizes that benefits extend far beyond table stakes like dental and disability. Standout offerings — family planning, pet telemedicine, wellness days, and generous PTO — are central to 1Password's employer brand and a real differentiator in a competitive talent market. 2. Employer Healthcare Contributions Matter More Than Most Candidates Realize The portion a company pays toward employee healthcare can represent thousands of dollars in annual value. Katya urges candidates to factor this into their true compensation comparison — not just base salary. 3. Benefits Only Work If Employees Know About Them and Use Them 1Password achieves high utilization through proactive education, easy administration, annual focus groups by country, and renewal-time communications that show employees the dollar value of their benefits package. 4. Start New Hires on a Wednesday — Not a Monday By onboarding all new employees on Wednesdays, 1Password ensures managers are focused and ready, systems are set up, and new hires get 3 days of company-led orientation before their team ramps up. It's a simple change with an outsized impact on first impressions. 5. Radical Transparency Reduces Mis-Hires Rather than selling every candidate on the company, Katya actively explains the challenges of remote work and the intensity of 1Password's mission. The company even includes language in offer materials saying "1Password might not be the place for you." This honest framing reduces early attrition. 6. Remote Culture Requires Intentional Design Staying connected across time zones doesn't happen by accident. 1Password invests in city-by- city in-person gatherings, structured all-hands, manager training on relationship-building over Zoom, and employee resource groups to keep culture alive. 7. AI Is Reshaping Recruiting — And Security-First Companies Are Ahead of the Curve 1Password has implemented fraud detection tools at the top of the application funnel, trained interviewers to identify AI-generated content, and instituted multi-stage interview loops with mandatory in-person finalists for senior hires. 8. Don't Cut Benefits When Things Get Tight Benefits are foundational to culture and trust. Katya argues that benefits should be among the last things cut in a cost-reduction scenario — the ROI from retention, productivity, and employer brand far outweighs the savings. 9. Time Is Currency for Employees Whether it's concierge benefits that handle personal logistics, flexible scheduling for a remote lifestyle, or wellness days that give genuine mental recharge time — giving employees their time back is one of the highest-ROI investments a company can make.  

Hey Streetwalkers. This is a throwback episode with guest Damon Wimbley A.K.A. Kool Rock-Ski from the legendary hip hop / rap group The Fat Boys Kool Rock first appeared on the show on 1.23.23It was such a compelling & fun episode, l decided it needed to be re-visited!Enjoy this throwback episode, tell a friend, and thanks for listening!Kool Rock-SkiTake a walk with me down Fascination Street as I get to know Damon Wimbley. You may know Damon by another name... Kool Rock-Ski from the legendary rap group The Fat Boys. That's right Streetwalkers! I got to chat with none other than old school rap and hip hop LEGEND Kool Rock-Ski! In this episode we chat about how he met and formed The Fat Boys, what made their music unique & groundbreaking, and what it was like to be part of the birth of a new genre of music. All along the way we discuss other hip hop and rap pioneers like: Furious Five, Grandmaster Flash, Run DMC, Kurtis Blow, LL Cool J, and even Everlast. Kool Rock talks about the time he met Rick James at Studio 54 before he was even old enough to drink! Kool Rock tells us about his previous podcast 360 Rock Live, and whether or not it will make a comeback. I ask him what the hell "Brrr stickum" means, and there is a fun story behind that. We learn all about the annual Classic Hip Hop and R&B Cookout in NUYC every summer and what the purpose of it is. I find out at the very end that there is currently a petition to get The Fat Boys inducted into the Rock and Roll Hall of Fame, and what Streetwalkers can do to help make it happen. Finally, Kool Rock lets me play his newest musical venture: Hush by Kokane Featuring Kool Rock Ski. This is a little boy's dream come true. Thank you so much Kool Rock!SIGN THE PETITION TO GET THE FAT BOYS INTO THE ROCK AND ROLL HALL OF FAME:https://www.change.org/p/nominate-the-legendary-group-the-fat-boys-into-the-rock-roll-hall-of-fame

Spiderhorse are World Champion Beatbox Duo Chris Celez and Gene Shinozaki. They have been creating music for ten years together, expanding the capabilities of the human voice. They have been invited to perform all around the world. You gotta hear these guys! My featured song is “It's The Beat” from the album The Queen's Carnival by my band Project Grand Slam. Spotify link. —----------------------------------------------------------- The Follow Your Dream Podcast:Top 1% of all podcasts with Listeners in 200 countries! Click here for All Episodes  Click here for Guest List  Click here for Guest Groupings  Click here for Guest Voices Click here to Subscribe  Click here to receive our Email Updates Click here to Rate and Review the podcast —---------------------------------------- CONNECT WITH SPIDERHORSE:www.spider.horse —--------------------------------------- ROBERT'S NEWEST RELEASE:“MI CACHIMBER ALL STARS” is the new, expanded version of Robert's single, “Mi Cachimber”, which he wrote for his father. Featuring Camila Cortina on Rhodes and Xito Lovell on trombone in addition to Benny Benack III and Dave Smith on flugelhorn, and Project Grand Slam's rhythm section. CLICK HERE FOR OFFICIAL VIDEO CLICK HERE FOR ALL LINKS —-------------------------------------- ROBERT'S RECENT RELEASE: “MA PETITE FLEUR STRING QUARTET” is Robert's recent release. It transforms his jazz ballad into a lush classical string quartet piece. Praised by a host of classical music stars. CLICK HERE FOR YOUTUBE LINK CLICK HERE FOR ALL LINKS —--------------------------------------- Audio production: Jimmy RavenscroftKymera Films   Connect with the Follow Your Dream Podcast: Website - www.followyourdreampodcast.comEmail Robert - robert@followyourdreampodcast.com   Follow Robert's band, Project Grand Slam, and his music: Website - www.projectgrandslam.comYouTubeSpotify MusicApple MusicEmail - pgs@projectgrandslam.com    

Festival v České Třebové má před sebou 28. ročník. Rozhodl se šířeji rozkročit. Potrvá od 11. do 28. dubna.Všechny díly podcastu Máme hosty můžete pohodlně poslouchat v mobilní aplikaci mujRozhlas pro Android a iOS nebo na webu mujRozhlas.cz.

Zpěvák, muzikant a moderátor Ondřej Havlík je můj kamarád cojávím snad deset roků. Potkáváme se na festivalech, na koncertech, na akcích, kde on anebo já anebo i oba společně vystupujeme a postupně se tak seznámily i naše rodiny a děti.Ondra zvaný Endru je mistr světa v beatboxu (fakt umí jenom pusou neuvěřitelné zvuky, jak í dneska uslyšíte) výborně moderuje a skvěle zpívá. Možná jej znáte i ze společných koncertů s Vojtou Dykem anebo Danem Bártou.Dnes jsme se bavili o muzice, o umění, o jeho youtubovém kanálu Equilibrium, kde hledá životní rovnováhu a vůbec o tom, co je v životě důležité.Kdybyste chtěli celý rozhovor ve více než dvojnásobné délce, pojďte na http://www.herohero.co/petrhorky. To je pro dnešek všechno, mějte se krásně!Odkazy:http://www.endru.czOndrův Instagram https://www.instagram.com/endruartist?igsh=MWhoZHJoZm5jcDVlcw==Ondrův YT kanál: https://www.youtube.com/@Endruartist00:00 Youtuber, podcaster, moderátor a muzikant.10:58 Vnímání zvuku – vědomé zpívání, účinky na tělo a příprava těla a hlasivek.22:09 Tréma, koncert z pohledu beatboxera.Support the show

Finalmente, passados 5 anos o Rui repara num corte de cabelo - não havia como desta vez e fica constrangido nas compras porque trouxe uma coisa que o deixa sempre envergonhado. Aposto que a vocês também. Ah... e nem sabemos bem como chamar aquilo, não é tarefa doméstica, mas se há coisa em que é polícia cá em casa é com o exaustor. Mas não foi só o Rui a ficar constrangido, a Cristina Ferreira e a Mafalda também ficaram perante uma actuação, não sei se viram. Ainda falamos sobre a televisão ser ilusão por causa do documentário do reality show da Tyra Banks. E já agora, criminoso ou inocente? Decidam vocês

New York's 42 North Brewing has entered its second decade with a new mindset about what it means to be a craft brewer, founder John Cimperman said on the latest episode of the Brewbound Podcast.    42 North Brewing celebrated its 10th anniversary last September. Business at its taprooms in East Aurora and downtown Buffalo has returned to pre-COVID-19 levels with some changes. Food and events make up a larger portion of revenue, and 42 North has embraced both by enlisting a restaurant partner to manage service and booking standing live music performances.   Before the interview, Zoe and Jess break down Tilray Brands' acquisition of BrewDog's Scotland brewery, global brand and IP and 11 pubs in the U.K. and Ireland, plus the closing of BeatBox's sale to Anheuser-Busch InBev and the new leadership of the Brewers Association's board of directors.

Anheuser-Busch buys BeatBox, the total U.S. nicotine market could reach about $67 billion in revenue by 2035, and an analysis of data points shows grocers engage in dynamic pricing.

Fresh from a hip replacement, Harry interviews Sam Shahidi in person, the CEO and co-founder of Happy Dad Hard Seltzer. Sam stopped by our San Antonio studio to talk about Happy Dad's explosive growth to 258 distributors, the brutal reality of switching away from RNDC, and why Gen Z just doesn't have money left over for beer anymore — between Zyn, Celsius, DoorDash, and sports betting, the wallet is tapped before they ever hit a bar.Sam also breaks down Happy Dad's new 10% ABV non-carbonated lemonade, the Realtree camo collab, a major Target national rollout, and the hiring of former BeatBox execs. Looking ahead, c-store expansion and sampling are the two key levers for hitting 4.1 million cases in 2026.Plus: Harry and Sam tease a future episode on AI.=================================Our 3 Daily Bev-Alc Trade Publications: https://beernet.com/Watch on Youtube: https://www.youtube.com/@BeerNetRadio/videosPodcast feeds - Audio: https://creators.spotify.com/pod/beernetradio=================================About Us:Beer Business Daily / Wine & Spirits Daily publisher Harry Schuhmacher joins his editors and bev-alc industry guests once a week as they grok the beer and beverage business issues of the day. Like and subscribe; it's free.-Our Three Daily Bev-Alc Trade Publications: https://beernet.com/-Twitter: @beerbizdaily#beernews #beerindustry #beer #beerbusiness

This week on Wow, Nice Segue, the guys crack open a Sip or Skip segment reviewing some more Beatbox boxed wine, our delightful guest from the last episode returns and things get questionable fast. They dive into a list of five people who should be in Avengers: Doomsday but definitely won't, before showing some hometown pride by breaking down their favorite things about where they grew up. The chaos continues with debates over what job each of them would have in the apocalypse, a nostalgic trip back to their first CD, and a surprisingly traumatic discussion about foam pit PTSD. The episode wraps up with some truly unsolicited fashion advice, because if the world's ending, you might as well look good doing it.If you enjoy this podcast please let us know by liking, rating, reviewing and commenting.  Send us suggestions for movies to watch and discuss, send us suggestions for alcohol to review during the show and random segue ideas.  Like us on Facebook, follow us on Twitter @wownicesegue12, uniform specific twitter account @uniform_monitor, subscribe to our YouTube Channel, and follow us on TikTok @wownicesegueClassic Chaos, classic segues.

WELCOME TO THE BEST PODCAST so far in 2026. Corneezy & Beezy create some new insults, we call around to get the winning Powerball numbers, we call Cornell's girlfriend and insult her, Bee Man writes a whole movie about a woman and a fish who fall in love, we beat box, and much more! Enjoy this episode before it's too late! JOIN US AT patreon.com/worldrecordpodcast FOR FULL EPISODES, LIVESTREAMS AND BONUS CONTENT or BUY SOME MERCH & GET INFORMED AT worldrecordpodcast.com 00:00 Intro & Beatboxing 03:02 Break Dancing Discussion 04:00 Dance Studio Voicemail Prank 17:53 Calling Girlfriend - Turkey Tits 19:26 Gorilla Tits Story 23:46 Controversial Jokes 27:24 Fish Movie Pitch 29:35 Comic Book Store Calls 28:31 Fish Character Voice Demo 38:00 Detailed Fish Movie Plot

Jen and Alvaro catch up on 2025. Here are some links to the things we talked about: Wing - Dopamine Enshittification California Right to Repair RECESSIM  404 Media iFixit Repair App iPhone Electrically Released Adhesive Anna's Archive Scraped 300TB from Spotify Benn Jordan Streaming Royalties Video Jon GainSec Gaines: https://gainsec.com Flock videos https://www.youtube.com/watch?v=uB0gr7Fh6lY https://www.youtube.com/watch?v=vU1-uiUlHTo Benn Jordan "I Saved a PNG Image to a Bird" 404 Media Flock Article Debugging Rules Book Julia Evan's Pocket Guide to Debugging Dungeon Crawler Carl Molly White https://soundbooththeater.com/ Dennis E. Taylor's thoughts on Audible exclusives https://thestorygraph.com/ Letterboxd LaurieWired Ghidra MCP Video (github repo) Alvaro's J-Link Post https://www.shodan.io/ Have comments or suggestions for us? Find us on twitter @unnamed_show,  or email us at show@unnamedre.com. Music by TeknoAxe (http://www.youtube.com/user/teknoaxe)

Join us in bidding farewell to 2025 and hello to 2026 the only way we know how: lists.In this episode: Blind Ranking, Top 5 for 2025, Top 5 for 2026Make 2026 the year you listen to Imagine Dungeons, our actual play D&D podcast!Support us on Patreon for access to our exclusive Official Chunky Discord server! Support this podcast at — https://redcircle.com/two-chunks-and-a-hunk/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Send us a textIn 2025, the beverage alcohol sector saw significant evolution across its regulatory, distribution, and investment landscapes. In this comprehensive Year in Review, Park Street Insider hosts Emmett Strack and Andres Correa sit down to analyze the year's defining moments through three key lenses: top industry news, emerging market trends, and major M&A activity.In this episode, we review the headlines that mattered most, including the implications of RNDC's exit from California, the shifting tariff environment, and notable CEO turnover among major suppliers. We also examine broader structural changes, from the complexities of the THC bill to the increasing migration of suppliers toward beer distributors, and break down the year's investment climate, highlighted by AB InBev's acquisition of Beatbox. We'll explore the practical takeaways from these developments and discuss how they set the stage for the industry in 2026.Mentioned in this episode:Navigating Beverage Alcohol Tariffs: Short-Term Tactics & Long-Term StrategiesHow Nosotros Tequila & Mezcal Navigated the RNDC CA Disruption and Returned to GrowthBeverage Alcohol Tariffs in 2025: Latest Developments & Industry ResponseWant to stay in the know about new episodes from the podcast? Fill out the form below: https://share.hsforms.com/1MEb-81x2TXi3f15qO_yEpA4tip1Learn More About Park StreetSign up for our Daily Industry Newsletter.Sign Up for our Monthly Newsletter.Check out Park Street's Guide to Getting Started in the U.S. MarketFollow us for more industry insights onLinkedIn FacebookTwitterInstagram

A short episode to celebrate the culmination of our third season. Special thanks to all of our guests, to David for providing the beat, and to ChatGPT for creating the rap lines. Enjoy! Remember to access our Educators Going Global website for more information and consider joining our Patreon community at patreon/educatorsgoingglobal!Email us with comments or suggestions at educatorsgoingglobal@gmail.com Follow us on LinkedIn, Facebook, Instagram or YouTube.Listen on your favorite podcast app: connect from our share page.Music: YouTube. (2022). Acoustic Guitar | Folk | No copyright | 2022❤️. YouTube. Retrieved October 11, 2022, from https://www.youtube.com/watch?v=YOEmg_6i7jA.

Pizza Port wants to be a staple of your Southern California grocery run.   "I call it the Southern California grocery basket," Pizza Port director of sales Jill Olesh said on the latest episode of the Brewbound Podcast. "It's your chicken, your tortillas, your black beans, your spinach and your 6-pack of Swami's [IPA]."    Pizza Port is riding a wave of momentum as the 38th-largest craft brewery by volume in 2024, growing 9% to 53,450 barrels of beer. Olesh credited the connection the brewery has forged across generations, as well as the value of the brewery's flagship 16 oz. can 6-pack format, which the company launched in 2013.     "Part of the magic recipe, the lightning in the bottle of Pizza Port, is we've been so many things to so many people throughout their lives and a lot of those people who were coming as kids are now bringing their kids here," she said.    In the conversation, Olesh discussed the pillars of Pizza Port's sales pitch – "consistency, quality, affordability, availability" – as well as the mindset that carried her through the recent SoCal distributor consolidation as Hand Family Companies bought and merged Stone Distributing, Classic Beverage and Scout Distributing into Sunset Distributing earlier this year and why she's optimistic for 2026.    Plus, hear the real-time reactions from the Brewbound team on Anheuser-Busch InBev's $490 million deal for 85% of party punch maker BeatBox, as well as quick recaps on a proposed class-action lawsuit against Boston Beer and how the night before Thanksgiving busted this year.    Justin, Jess and Zoe also share their Spotify Wrapped results, with some surprising – and not-so-surprising – results.

Kroger will pay Ocado $350 million as it closes some automated warehouses. Anheuser-Busch plans to acquire BeatBox. And Mars Inc. has received unconditional approval from the European Commission for its pending acquisition of Kellanova.

Adam, Joanna, and Zach debate the rumored sale of the wine-based RTD BeatBox to Anheuser-Busch InBev for $700 million. What prompted AB InBev to make this big of a commitment? What is the long-term upside for BeatBox? Why did drinks companies move away from purchasing or investing in smaller brands in favor of big purchases like this? Please remember to subscribe to, rate, and review The VinePair Podcast on Apple Podcasts, Spotify, or wherever you get your episodes, and send any questions, comments, critiques, or suggestions to podcast@vinepair.com. Thanks for listening, and cheers!Zach is reading: Did Bols Just Release a Blue Liqueur That's Actually, Well, Good?Joanna is reading: The 2025 Holiday Cocktail CountdownAdam is reading: Listener mailInstagram: @adamteeter, @jcsciarrino, @zgeballe, @vinepair Hosted on Acast. See acast.com/privacy for more information.

GeoMetrickFX is a world class beatbox performer/entertainer.GeoMetrickFX  / geometrickfx_  E-Zonehttp://flavorsbyezone.comChiclets  / chiclets_los.angeles  

Prebiotic cola, plant-based (and AI-inspired?) pulled chicken and protein-packed marshmallows. The hosts crack open Pepsi's new prebiotic cola and discuss whether a stevia-sweetened "functional" soda can win over classic cola fans. They also dig into Just Meat's big win at Walmart and what it says about the future of meat analogs, and why protein marshmallows might actually work in your next s'more. Show notes: 0:25: Rotten Roaches. The BevNET Bowls. Cloying & Fibrous. Who's Eating This Stuff? S'More, Please. – Jacqui explains why there is a bright red "biohazard" bag on her desk and the hosts joke about modern marketing tactics. They pivot to a preview of the upcoming NOSH Live, BevNET Live and  Brewbound Live events, highlighting opportunities for founders to meet retailers, investors, and strategic partners. They sample PepsiCo's newly launched Pepsi Prebiotic – a lower-calorie, stevia-sweetened soda that comes in classic cola and cherry vanilla flavors – and opine on the minimalist white cans and whether Pepsi has clearly communicated the benefits. The hosts then discuss JUST Meat's newly launched plant-based pulled chicken, which is now available in four flavors at 3,000 Walmart stores, which sparks a debate about whether mainstream shoppers truly want meat analogs, and how clean-label concerns are shaping the category. Shifting gears, Ray highlights news that BeatBox Beverages – the colorful, party-forward, wine-based cocktail brand – is rumored to be an acquisition target by AB InBev in a deal reportedly worth around $700 million. Ray introduces Primal Sweets' protein marshmallows, which contain 25 grams of protein per bag and no sugar, and Albero D'oro cocktail cherries, before Jacqui presents Flour + Water's artisanal pasta, and Mike praises Hiyo's new pineapple coconut "social tonic." Brands in this episode: Rotten Candy, Oh So Easy, Keya's, Oddball, Pepsi, Poppi, Nixie, Just Meat, Beyond Meat, BeatBox, Primal Sweets, Flour + Water, Albero D'oro, Hiyo, Poppi

Smog City Brewing co-founder Laurie Porter is a prepper. Even during craft's days of double-digit growth in the middle 2010s, Porter, who calls herself "an incurable optimist," was eyeing a future when that growth wouldn't be there.   So Porter and her husband, Jonathan Porter, built Torrence, California-based Smog City with diversified revenue streams – distribution, exports to international markets, four taprooms with over-the-bar sales and an intentional cap on production around 10,000 barrels – that allow the company to shore up its business if things go sideways.    "At our level, between the 5,000 and 12,000, 13,000 barrel, a lot of our revenue is built off the taproom, direct-to-consumer, which has a little bit higher profit margin, it helps us float that wholesale," Porter says in the latest edition of the Brewbound Podcast, recorded on location at the California Craft Beer Summit. "So if wholesale is struggling or we're seeing dips and changes in seasons and customer changes, we have a little bit more buffer."   Porter admits that Smog City has looked at what life would be like as a 15,000-barrel brewery but has been "apprehensive to break that" ceiling due to the loss of the ability to pivot, flex and manage costs.   "When you hit 15,000 barrels, you are playing so deep in the chain world because it's all about volume," she explained. "Chain can be very fickle. It can be really difficult to maintain. A beer buyer changes and boom, you're off the shelf. And that's now, whatever, 450 barrels of beer for that one style of beer that you had committed to that grocery, and it's gone. And you can't just predict it."    In the interview, Porter discusses the pressures on LA locations, consumers heading back into taprooms, the impending closure of its Steelcraft Long Beach facility after a decade due to being unable to extend the lease and the launch of a new restaurant concept in December to replace it.    Before the interview, Jess, Zoe and Justin cover the latest news, including the Siebel Institute of Technology's planned exit from Chicago and move to Montreal; Athletic Brewing's big 2025 and new products coming in 2026; and a Gen Z take on the rumored Anheuser-Busch InBev acquisition of BeatBox.

Nvidia is carrying the stock market on its back… And just went full-Beyonce with its earnings.We predicted BeatBox would be the drink of the summer… Now AB In-Bev is buying it for $700M.53% of US homes are worth less than last year… And we're in a Margaritaville Housing Market.Plus pickleball is about to get its 1st permanent ban… but sometimes bans are good for brands.$BUD $NVDA $ZNEWSLETTER:https://tboypod.com/newsletter OUR 2ND SHOW:Want more business storytelling from us? Check our weekly deepdive show, The Best Idea Yet: The untold origin story of the products you're obsessed with. Listen for free to The Best Idea Yet: https://wondery.com/links/the-best-idea-yet/NEW LISTENERSFill out our 2 minute survey: https://qualtricsxm88y5r986q.qualtrics.com/jfe/form/SV_dp1FDYiJgt6lHy6GET ON THE POD: Submit a shoutout or fact: https://tboypod.com/shoutouts SOCIALS:Instagram: https://www.instagram.com/tboypod TikTok: https://www.tiktok.com/@tboypodYouTube: https://www.youtube.com/@tboypod Linkedin (Nick): https://www.linkedin.com/in/nicolas-martell/Linkedin (Jack): https://www.linkedin.com/in/jack-crivici-kramer/Anything else: https://tboypod.com/ About Us: The daily pop-biz news show making today's top stories your business. Formerly known as Robinhood Snacks, The Best One Yet is hosted by Jack Crivici-Kramer & Nick Martell.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Nearly a year on the job, new-ish Lagunitas CEO Bernardo Spielmann is seeing opportunities for the legacy California craft beer brand.   Those opportunities include expanding Lagunitas Hazy IPA from a draft-only release to package, building on the successful launch of 9% ABV Hazicus Maximus hazy IPA, which now boasts 20,000 points of distribution, and revamping the packaging for non-alcoholic hop water Hoppy Refresher.    On the latest edition of the Brewbound Podcast, Spielmann shares that it's also about listening to consumers, who demanded the return of seasonal Unrefined Shugga', the 10% ABV strong ale that returned this year as a national play in bottles and club packs.    Spielmann tells Brewbound managing editor Jess Infante that the goal is to see what resonates and respond quickly.    "More and more as the craft segment matures, we're going to have to be sharper per channel, per market, per SKU how you want to build your proposition," he said. "There will be a rationalization and that's the expected approach. We need to facilitate that for retailers but also our distributors. It's also part of our strategy to be very sharp on how we launch or roll out innovations and the tradeoffs."    Spielmann also discusses the beer category's need to bring back socializing and capture those occasions. He explains how Lagunitas is doing its part with its "Party Legend" brand activation, which celebrates consumers who are the life of the party.    But first, Brewbound editor Justin Kendall and managing editor Jess Infante discuss the sudden closure of Rogue Ales & Spirits and why the shuttering of a top 50 craft brewery is jarring for the public and industry. They also dig into the rumored sale talks of party punch maker BeatBox to Anheuser-Busch InBev.    Jess and Justin also share their experiences, including a visit to Tree House's country club/golf course/taproom and the scuttlebutt from the California Craft Brewers Association's Summit and the Iowa Craft Brewers Guild's I-Best meeting.

Barry and Abigail try something a little different with newly minted Three-Timer Jeff “Jafo” Shettler, who previously appeared on Jukebox: Wish There Were Beer (Pink Floyd and brewLAB) and Bonus: Pink Floyd Leftovers (Pink Floyd and brewLAB Leftovers). Jafo brings us on location to brewLAB in Carpinteria, California, to open a bottle of The False Prophet he had been saving for over eight years.Watch this video version of this episode!Suggested pairings of brewLAB beers and albums we heard included: Green Tea IPA and Mad Villainy by MF DOOM, Coco Johnny and Time Out of Mind by Bob Dylan, Green Tea IPA and Rust Never Sleeps by Neil Young, Beatbox and License to Ill by Beastie Boys, and Sorciere Noir and Dub Side of the Moon by Easy Star All-Stars.Abigail was intrigued by Mangose and Botanicale Deux. Barry called out Rice Rice Baby.Jafo suggested pairing The False Prophet with Sympathy for the Devil by The Rolling Stones, Bitches Brew by Miles Davis, or Ripple by Grateful Dead. Other suggested song pairings we heard included California Dreamin' by The Mamas & The Papas, Caravan by Van Morrison, Cinnamon Girl by Neil Young, Banana Pancakes by Jack Johnson, and Worst Comes to Worst by Dilated Peoples.Barry suggested pairing Jafo's homebrewed Maple Bacon Bourbon Porter with Darkness on the Edge of Town by Bruce Springsteen. By the way, you can hear our discussion of this album in our episode Dark Beer on the Edge of Town from 2021.Abigail wasn't drinking, but she plugged I Don't Want to Know by Fleetwood Mac.Dave, one of the brewers and the beertender the night we “stopped by,” suggested pairing The False Prophet with (Got) Everything to Shine by Saudade Experiment.Up next… Brothers in Arms by Dire StraitsJingles are by our friend Pete Coe.Visit Anosmia Awareness for more information on Barry's condition.Follow Barry or Abigail on Untappd to see what we're drinking when we're not on mic!Leave us a rating or a review on Apple Podcasts or Spotify!Facebook | Instagram | Bluesky | YouTube | Substack | Website | Email us | Virtual Jukebox | Beer Media Group

Bars, restaurants and social gathering spaces are beer's "moneyball" opportunity, National Beer Wholesalers Association VP of analytics and chief economist Lester Jones shares during the latest edition of the Brewbound Podcast. Jones is the first of two interviews this week. Adam and Amanda Kroener, the founders of spirits-based cocktail brand Carbliss, also join this week's podcast to share their slow approach to brand building and goal of becoming a national brand. First, Jones explains why the on-premise channel remains the key to unlocking wins for brewers. "We can go looking for home runs all day long, but at some point, you've got to have the base hitters," Jones said. "You gotta have the guys when they step up to the plate, you're gonna move the game forward." While placements in off-premise chains such as Walmart, Kroger, HEB, 7-Eleven and others are analogous to home runs, getting a tap handle is a solid base hit on the way to scoring, and brewers shouldn't lose sight of those singles. Jones also discusses why he believes craft beer's funk is potentially ending, why the ethanol pie was cut too many ways, how beer is competing for dayparts and why beer needs to bring fun and socializing back. Then, the Kroeners discuss their methodical approach to brand building and why it has worked for the family-owned and run Midwestern-based canned cocktail brand. They also dish on Carbliss' entry into warm weather markets such as Florida and being one of the most successful brands that people have never heard of. "The fun part is, when we come out to places like Vegas, if you're not in the industry, you've never heard of us," Adam says. "But at the same time, if you're looking at the Circana or Nielsen data, we're a top three, four, five brand in dollars. So it is a fun, cool thing to be this biggest thing that some people have never heard of." Before the interviews, Justin, Jess and Zoe recap the latest industry news, including Brooklyn Brewery outsourcing sales to U.S. Beverage, BeatBox's forthcoming Chillitas line, Surfside's lawsuit against Anheuser-Busch InBev over Skimmers hard tea and George Clooney joining the non-alcoholic beer game.

HEY GUYS, This week we cover: Things not for you, Josh and Tiff, reviews from apple, Amanda Knox on Hulu, Paris Airpot Jail, Sewing Canadian Flags on backpacks, sticking up for people, passports, opiates vs opiods, salvia and a very special sing along for the patreon members. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The Brewbound team recaps the 2025 Great American Beer Festival (GABF) and the start of the National Beer Wholesalers Association's (NBWA) Annual Convention and trade show, on the latest edition of the Brewbound Podcast, recorded in Las Vegas.    Jess and Zoe share their experiences at GABF, including which legacy craft brewery brought the Party Bomb; festivalgoers' reception for full-strength spirits; the return of timed special pours; mixing Pop Rocks and BeatBox; and the flamboyant embrace of costumes.    The conversation shifts to NBWA convention's first day, including the key theme of wholesaler independence from supplier interference shared by outgoing NBWA president and CEO Craig Purser and board chair Rebecca Maisel. They also discuss the underlying theme of beer as a social lubricant, including untapped events and occasions that could provide a boost to a soft beer category.    Then, in this week's featured interview, Maisel joins Justin to discuss her call for freedom from “undue supplier influence” and why distributors are questioning their supplier relationships. Maisel also dishes about her last ride on the NBWA board after 11 years, why drinkers are distracted and the growth of intoxicating hemp beverages.

In this episode I'm joined by Justin Fenchel, co-founder and CEO of BeatBox Beverages, one of the fastest-growing RTD (Ready-To-Drink) brands in the U.S., redefining how consumers experience flavored cocktails. BeatBox went from an MBA project to a $245M projected brand in 2025, winning over Mark Cuban on Shark Tank and more recently, partnering with Shaquille O'Neal, who not only invested but co-developed the company's most successful product launch to date, Shaq's Blueberry Lemonade. BeatBox is now the #3 RTD nationwide and available in 130,000+ retail locations across all 50 states. The brand was named one of AdAge's America's Hottest Brands in 2024. Make sure to check out BeatBox at:https://beatboxbeverages.com/   Check out my new book on Amazon: https://amzn.to/4kRKGTX Sign up for Starting Small University to join our interviews LIVE and ask questions: https://startingsmallmedia.org/startingsmalluniversity Visit Starting Small Media: https://startingsmallmedia.org/ Subscribe to exclusive Starting Small emails: https://startingsmallmedia.org/newsletter-signup   Follow Starting Small: Instagram: https://www.instagram.com/startingsmallpod/ Facebook: https://www.facebook.com/Startingsmallpod/?modal=admin_todo_tour LinkedIn: http://linkedin.com/in/cameronnagle

Fire up your modem and log in to your AOL account to download the Beatbox with BWB REMIX edition of Bumming with Bobcat! AOL dial-up internet might be signing off for the last time at the end of this month, but Bum Wine Bob is keeping the chat room open with a quick shot podcast this week! After cracking open the Beatbox Watermelon Lemonade, it's time to give Beatbox Tropical Punch a shot! What's the verdict on this one? We have it all covered here!BWB Tall Boy Thursday has RETURNED for the 2025 NFL Season! We kicked off the season with Steel Reserve Spiked Cherry Slushie for week 1! Grab yourself a tall boy and be sure to join us every Thursday to see what's on tap!Did my Outlaw 24 pack rebate show up yet? Tune in to find out!Watch the FULL VIDEO episode below on YouTube!https://youtu.be/XUJvivoFbJsDon't forget to SMASH that SUBSCRIBE button for more cheap booze reviews, podcasts, and retro content on the @BumWineBob YouTube channel!BWB YouTube Memberships Are LIVE!Fire up your modem! We have surpassed over 10K subscribers and now YOU can become a BWB BOOZE HOUND MEMBER for only $3.99 a month! Support the BWB brand for the price of a 40oz and gain extra bonus content in the process! Become a member and join our buddy list today! Stay tuned for more details!a bonus content in the process! Become a member and join our buddy list today! Stay tuned for more details!Support the blog and podcast by picking up a shirt or some other great merchandise at the Bumming with Bobcat Merch Store (http://store.bumwinebob.com) on TeePublic! Check it out!All that and MORE featured on this weeks episode! Make sure to subscribe on your favorite podcast apps to get the latest episodes! Tell your friends to check us out, grab a drink, and give the podcast a listen. Cheers!

Ain't no party like a Beatbox party, cause a Beatbox party don't stop…except when the production lines get foreclosed on! But to better understand that last statement, it requires a brief four-year “rise and fall” history lesson surrounding the small Canadian public company named Flow Beverage Corporation. In mid-2021, a reverse takeover transaction was completed on the premium water company, and Flow Beverage began trading on the Toronto Stock Exchange. After that liquidity event, the total fundraising amount of Flow Beverage ballooned to around $100 million (which included celebrities like Post Malone and athletes like Russell Westbrook). And I'm mentioning that financial snapshot of total amount raised by Flow Beverage for interesting several reasons. Firstly, irrespective of CPG category…raising nine-figures of capital is substantial (and shouldn't be overlooked). Also, it appears even more significant after realizing the company's highest annual revenue never expanded beyond merely one-third of that total fundraising amount…a far cry from the founder (and CEO) Nicholas Reichenbach stating in 2021 that he'd “take Flow Beverage to multi-billion dollars of revenue annually.” Next, capital structure challenges became a central reason for the demise of Flow Beverage…a mere four years after going public. And arguably the “straw that broke the camel's back” happened in May 2025 when Nicholas Reichenbach signed a series of binding term sheets (requiring personal guarantee) that seemed (even at the time) unlikely to solve any working capital issues. But as you've likely been able to determine already…Flow Beverage wasn't Liquid Death. And since Flow Beverage wasn't a highly skilled marketing company that just so happened to sell packaged beverages…burning nine-figures of capital on advertising would've been frankly absurd! Instead, at the time of the reverse takeover transaction, Flow Beverage owned two artesian springs and operated two North American Tetra Pak-capable production facilities. So, Flow Beverage was the opposite of the typical beverage company deploying an asset-light business model. And while those Tetra Pak manufacturing sites were used to produce Flow Alkaline Spring Water, the company also utilized them for contract manufacturing…servicing customers like BeatBox Beverages, BioSteel, and Joyburst. But a few weeks ago, Flow Beverage was forced to enter into a support agreement and transfer ownership of the business and its assets to primary lenders (i.e. NFS Leasing Canada and RI Flow) after they demanded repayment. And this foreclosure obviously leaves uncertainty around what could happen during the restructuring process...especially for its largest contract manufacturing customer Beatbox Beverages (one of the fastest-growing and top-selling RTD alcohol brands in the United States). If you aren't familiar, Beatbox Beverages has become the brand that's bringing the party to the alcohol industry. Yet, the “original party punch” has proven its way more than just a music festival favorite…becoming the most engaged alcohol brand on social media, with availability in over 125K stores across all 50 states. In 2025, BeatBox Beverages is expected to sell over 12 million cases…amounting to over $250 million in retail sales. And with BeatBox Beverages experiencing triple-digit YoY retail sales growth over the past few years…it must consistently reach for operational excellence, or the proverbial party could end abruptly.

Summer is winding down, but there still time to crank up your Beatbox and feel the steel on this weeks edition of Bumming with Bobcat!In this episode, Kev The Tattoo Dude is on location at his local VFW as we welcome Dave from @beerinfront to the podcast!What's on tap?Dave brings along a classic Steel Reserve 211 and a Beatbox for us to crack open! How early is too early to dive into Octoberfest beers?Will Dave come back for a LOKO redemption?Tune in for all that and much MORE!Watch the FULL VIDEO episode below on YouTube and SMASH that subscribe button!https://youtu.be/UY9Wwc15QI8Don't forget to SMASH that SUBSCRIBE button for more cheap booze reviews, podcasts, and retro content on the @BumWineBob YouTube channel!BWB YouTube Memberships Are LIVE!Fire up your modem! We have surpassed over 10K subscribers and now YOU can become a BWB BOOZE HOUND MEMBER for only $3.99 a month! Support the BWB brand for the price of a 40oz and gain extra bonus content in the process! Become a member and join our buddy list today! Stay tuned for more details!Support the blog and podcast by picking up a shirt or some other great merchandise at the Bumming with Bobcat Merch Store (http://store.bumwinebob.com) on TeePublic! Check it out!All that and MORE featured on this weeks episode! Make sure to subscribe on your favorite podcast apps to get the latest episodes! Tell your friends to check us out, grab a drink, and give the podcast a listen. Cheers!

What happens when a Marvel superhero and an indie filmmaker ditch the script and attempt to build the next great beverage brand? In this episode, actor Wyatt Russell – best known for his role as U.S. Agent in the Marvel film “Thunderbolts” – and producer Richard Peete pull back the curtain on their journey launching Lake Hour, a fast-growing canned cocktail brand that's making waves far beyond the red carpet. What began as a lighthearted idea in a hot tub quickly evolved into a deep dive into flavor formulation, production logistics, and the steep learning curve of the beverage alcohol world. Wyatt and Richard share the unfiltered realities of entrepreneurship and how they've stayed focused on creating a premium product that resonates with today's drinkers. Show notes: 0:25: Interview: Wyatt Russell & Richard Peete, Co-Founders, Lake Hour – Wyatt reveals he's currently in London filming an upcoming Marvel movie, while Richard is preparing for a short-term move to Vancouver. The co-founders reflect on how Lake Hour began as a side project and quickly evolved into a full-time venture, one that proved far more challenging than they initially expected. Despite their Hollywood backgrounds, Wyatt and Richard emphasize that Lake Hour is not a celebrity-driven brand. Instead, they are deeply involved in every aspect of the business, from product development to marketing. Wyatt, notably, chooses not to maintain a personal public Instagram account, but remains active behind the scenes, supporting the brand's social media efforts. They attribute Lake Hour's steady growth to strong execution, a commitment to quality, and a focus on unique flavor profiles like Rosemary Yuzu and Earl Grey Vodka Iced Tea. As the company looks ahead to a Series A raise, it's preparing to scale intentionally and bring on a Chief Marketing Officer to support the next phase of growth. Brands in this episode: Lake Hour, Lake Hour, BuzzBallz, Betty Booze, Twisted Tea, High Noon, White Claw, BeatBox, Archer Roose, Bell's Brewery, Surfside

On today's show, Pat, Darius Butler, AJ Hawk, and the boys chat more about the different free agent signings around the NFL and await the news of where Aaron Rodgers will ultimately decide to go as he seems to be the last QB domino to fall, plus they chat about the NHL, NBA, and everything else happening in the sports world. Joining the progrum to chat about all the different QB movement in the offseason thus far and his thoughts on the incoming draft class is 12 year NFL veteran at QB and ESPN NFL analyst, Dan Orlovsky. Next, 2x All-Star, All-NBA player, and starting Point Guard for the Indianapolis Pacers, Tyrese Haliburton joins the show fresh off a game winning four point play against the Bucks to chat about the season thus far, and how things are going to start heating up now that the playoffs are drawing closer. Later, 4x NBA Champion, 3x NBA Finals MVP, 15x All-Star, 14x All-NBA, analyst on Inside the NBA, one of, if not the most dominant Big Men of all-time, Shaquille O'Neal joins the show to chat about his new BeatBox drink, the state of the NBA, and his thoughts on this season thus far. Make sure to subscribe to youtube.com/thepatmcafeeshow or watch on ESPN (12-2 EDT), ESPN's Youtube (12-3 EDT), or ESPN+. We appreciate the hell out of all of you. See you tomorrow. Cheers. Learn more about your ad choices. Visit podcastchoices.com/adchoices