Podcasts about eightfold

Eightfold announced how agentic AI is enabling the paradigm shift from talent intelligence to talent advantage, enabling workforce productivity—autonomously, continuously, and at scale.  https://hrtechfeed.com/eightfold-announces-agentic-ai-features/ Greenhouse, the hiring platform,announced at the UNLEASH Conference a slate of new products of built-in AI tools to help companies save time on tedious tasks and focus on strategic hiring. With features designed to quickly identify top talent, design compelling job boards and job descriptions, and accelerate hiring time, organizations can competitively hire and stay ahead of rising application volumes. https://hrtechfeed.com/greenhouse-unveils-new-ai-driven-products/  Humanly has raised a $7 million momentum round to fuel rapid growth and advance our mission of redefining how employers connect with talent. By leading the way in Conversational AI recruiting, we're helping our customers interview all candidates and build more inclusive, efficient hiring processes. https://hrtechfeed.com/humanly-raises-7m-for-its-screening-scheduling-software/ Milan, ITALY — Today, Skillvue announces a $6.3 million funding round to transform how companies identify, measure, and develop skills across both candidates and employees. As the job market faces unprecedented disruption—with 59% of workers needing reskilling by 2030—Skillvue's AI-powered platform is evolving from a recruitment tool into a comprehensive Skills Assessment Agents system that breaks down traditional job structures to reveal the capabilities and potential that truly drive performance. https://hrtechfeed.com/skillvue-raises-6-3m-to-transform-how-companies-discover-and-develop-hidden-talent/ Appcast,announced the launch of Appcast Search Ads, the recruitment industry's first programmatic search solution.  "While the job board channel remains a critical channel for fulfilling hiring needs, it simply cannot meet every employer's hard-to-fill needs – Appcast Search Ads closes that gap," said Kelsey Krater, chief platform officer at Appcast. "Without the right strategy and the right technology to scale that strategy, it becomes very difficult to achieve optimal performance and demonstrate ROI. Appcast Search Ads eliminates risk and uncertainty because it ties actions to outcomes and is fueled by continuous, conversion-focused optimization."   

Today's episode was recorded during Presales Collective's AI-Powered Presales Summit on March 26th, 2025. In this episode, Jack Cochran (General Manager, Presales Collective) and co-host Matthew James discuss the ethics and trust issues surrounding AI in sales environments with guest Diana Capello, Director of Solutions Consulting for US and Demo Engineering at Eightfold. The discussion explores how AI is transforming the presales landscape, from creating demo environments to navigating AI buying committees and addressing hiring practices in tech. Diana shares insights from her 20-year journey in AI, offering valuable perspectives on maintaining customer trust while leveraging AI tools. To join the show live, follow the Presales Collective's LinkedIn page or join the PSC Slack community for updates. The show is bi-weekly on Tuesdays, 8AM PT / 11AM ET / 4PM GMT. Connect with Us Connect with Jack Cochran: https://www.linkedin.com/in/jackcochran/ Connect with Matthew James: https://www.linkedin.com/in/matthewyoungjames/ Connect with Diana Capello: https://www.linkedin.com/in/dianacappello/  Links and Resources Mentioned Join Presales Collective Slack: https://www.presalescollective.com/slack Presales Collective newsletter: https://www.presalescollective.com/newsletter Book Recommendation, "AI Superpowers" by Kai-Fu Lee: https://www.goodreads.com/book/show/38242135-ai-superpowers  Presales Collective's YouTube channel: https://www.youtube.com/c/PreSalesCollective Presales AI Summit recordings, available on the PSC YouTube channel: https://www.youtube.com/@presalescollective7795  Timestamps 00:00 - Introduction 01:27 - Welcome Diana Cappello 04:10 - Maintaining customer trust while using AI 06:50 - Explaining how AI works to customers 11:45 - Navigating AI councils in enterprise sales 20:34 - AI in hiring processes 27:43 - Book recommendation 31:10 - Q&A  

AI isn't coming - it's here. And it's changing recruiting faster than most realize. In this crossover episode between RecTech Media and HR Famous, Chris Russell and Tim Sackett dive into the latest from Phenom's conference in Philadelphia. 2600 attendees. 25+ new AI agents rolled out. And a vision for HR tech that feels more like science fiction than reality. But what happens when AI isn't just automating tasks - it's making decisions? And if recruiters aren't the ones screening candidates, curating talent pools, or delivering feedback, what's left for them to do? Phenom is betting big on agents that can reason - detecting mistakes, providing real-time feedback, even building personalized hiring experiences. And they're not alone. Paradox and Eightfold are in the race, each taking different approaches to AI. But is all this innovation really making hiring better? Or just faster? If AI agents are handling the heavy lifting, where does that leave recruiters? And if everyone's automating, what actually sets your hiring process apart? Phenom claims they're two years ahead of the industry. But if that's true, what happens to everyone else still playing catch-up? Listen to find out why this shift in HR tech could leave even the most seasoned recruiters rethinking their entire approach. Connect with Us: Chris Russell Follow Chris on LinkedIn: https://www.linkedin.com/in/cmrussell/ Check Out the RecTech Podcast: https://www.rectechmedia.com/podcast Tim Sackett Follow Tim on LinkedIn: https://www.linkedin.com/in/timsackett Visit Tim's website: https://www.hrutech.com

#updateai #customersuccess #saas #businessRimple Patel, Chief Customer Officer at Eightfold.ai, joins host Josh Schachter, Co-Founder & CEO of UpdateAI, as she walks us through her strategic approach to leadership, including evaluating teams, aligning missions, and fostering a customer-first culture. Josh and Rimple also explore the role of AI in scaling business processes, covering innovations like agentic AI and AI recruiters while emphasizing the irreplaceable human element in the workplace. Finally, Rimple shares her insights on driving GRR and NRR growth at Eightfold and her strategy for scaling the company.Timestamps00:00 - Preview & Intros01:35- Overview of Eightfold.ai04:30 - AI in Talent Management08:00 - Rimple's Journey, Career Path & Industry Experience17:43 - Challenges & Insights from Her Role as CCO 20:03 - Evaluating Leadership, Talent, and Cultural Shifts 21:05 - Building a Customer-First Value System 22:09 - Team Principles & Leadership Accountability28:50 - Customer Segmentation & Health Assessment Strategies 31:13 - Revamping Customer Health Assessment33:05 - Yearly Growth Strategy: Stabilize, Scale, Soar___________________________

Join CXR's Chris Hoyt (he/him), Gerry Crispin, and Rebecca Warren of Eightfold, where they'll discuss recent findings on the misalignment between HR leaders and business strategies, and explore implications for talent leaders.

Link to survey report - https://eightfold.ai/2024-talent-survey/ In this episode of Nine to Thrive HR, host Cindi Koetzle welcomes Sachit Kamat, Chief Product Officer at Eightfold AI, to discuss the evolving role of HR in business strategy, talent management, and the integration of AI. They explore insights from Eightfold's recent global survey highlighting challenges such as HR's alignment with business goals and employee perceptions of growth tools. Sachit shares examples of the transformative potential of AI in HR processes, emphasizing responsible implementation and its role in enabling strategic HR partnerships. The episode provides actionable takeaways for HR professionals navigating AI and the future of talent strategies in 2025

GUEST: Bob Tricarico -POSITION: Senior Director, Alliances and Partners -COMPANY: Eightfold -TOPIC: Talent Tech -FORMAT: Podcast.Please note: There is no conflict of interest with any content produced by Rubberband, including this Podcast episode- no money is changing hands and Rubberband does not receive commissions for promotion or subsequent sales.Support the showJoin RUBBERBAND today!

You've been hearing a lot about talent intelligence, or AI-powered insights about your workforce to optimize where and how they're deployed against work for the best business impact. It's more than data analytics, it's about getting more holistic, predictive, and bias-free insights to make the best talent decisions for business. That will change the way we work for good, but how do talent practitioners need to think differently, re-wire systems and programs, and support culture change to get the optimization and transformation they need? In this episode, we chat with Rebecca Warren about Talent-Centered Transformation.  We had a cameo, too. Brian Sommer shared his perspective on how AI changes consulting forever, and we had some questions. 

Season 4 kicks off with a discussion on the latest trends and insights of managing talent in the AI age. Listen to experts Jason Cerrato (VP, Talent Centred Transformation at Eightfold), and Jim Lenga-Kroma (Director, Talent & Skills Transformation at Deloitte) reveal how forward-thinking organisations are outpacing the competition by transforming themselves and their approach to Talent. 

Live from the SmartRecruiters booth at HR Tech in Las Vegas, this one is all beef, no filler. Stickin' it to Eightfold, "black Nazis," Brett Favre and cold beers start the episode off on a strong note, followed by the breaking news. Commentary focused on newly minted CEOs at Appcast and Enboarder, a $30 million round and a $250 million valuation at Silicon Valley darling, backed by Peter Thiel and Jack Dorsey, Mercor, and Amazon getting generous with Prime subscriptions for their employees ... in addition to a minimum wage starting at $22-hour. Buckle up kids, it's live from the bright lights of the Vegas Strip.

Ashutosh is one of those rare founders who founded not just one, but two unicorns. He worked at Google for 4 years, left and started Bloomreach, which was last valued at $2.2B.  Halfway through that journey, he left to do it all over again.  He started Eightfold AI which is the one we're talking about today. In 2021, he raised $220M from Softbank at a $2.1B valuation. When he left Bloomreach, he didn't even have a clear idea of what he was going to build. He just knew he wanted to have more impact and go from 0 to 1 again.It took him about 2 years to  figure it out, but once he did, he found true product market fit and he scaled from $1M ARR to $3M ARR the year after & $12M ARR the year after that. Why you should listenWhy founders need to validate ideas with an open mind to not have tunnel vision.Why even unicorn founders don't get it right and often need to pivot to success. How to address problems that are not just today problems, but likely to be problems for a long time. Keywordsunicorn founder, Bloomreach, Eightfold, product-market fit, pivot, HR space, digital marketers, talent, hiring, market need, scalingTimestamps:(00:00:00) Intro(00:01:41) His first unicorn - Bloomreach(00:05:22) Starting Eightfold AI(00:08:50) Not Marrying Yourself to One Idea(00:11:55) Finding real customer problems(00:14:46) Solving Today's Problems vs Future Problems(00:16:47) Hiring From Already Rejected Candidates(00:22:50) Fundraising(00:24:40) Building a V1(00:27:00) Pivoting and then Reverting Back(00:30:43) First Customers(00:32:59) Finding Product Market Fit(00:35:04) One Piece of AdviceSend me a message to let me know what you think!

In this episode, Deloitte's Sue Cantrell and Eightfold.ai's Jason Cerrato discuss that for true sustainability, organizations need to create value for all people connected to them, followed by a Deloitte roundtable discussion featuring David Mallon, Jen Fisher, Jason Flynn, and Alex Younossi.

Today, I'm speaking with Diana Cappello, Director of Solutions Consulting at Eightfold and Founder of Templates for SCs. Diana is a true leader in Solutions, driving professional growth and the conversation in our community around diversity, leadership, and more. Diana has presented at multiple industry conferences and founded her new venture - templates for SEs. The title for today's episode is Hiring: How to Build an Inclusive Bench We will dive into the important and sometimes sticky subject of building inclusive teams on purpose, focused on sourcing goals and Diana's unique approach to building incredibly successful teams. We talk about: Where to find great talent How to build teams for performance Where a little change can make a massive difference One of my biggest takeaways is to build a sourcing goal instead of a hiring one. Simply finding the right sources is key - and great talent is most likely already employed. You have to go the extra mile as a hiring manager to make it happen. You can find Diana on Linkedin: https://www.linkedin.com/in/dianacappello/ Templates 4 SCs: https://www.etsy.com/shop/Templates4SCs Thank you for tuning in. At PSC we are about learning, connecting, and growing. I believe investing in these three pillars will greatly increase your success and happiness at work and in life.    

Employee acquisition, retention, and management are top-of-mind objectives across SMBs and enterprises alike. AI offers an opprotunity to dramatically improve companies' abilities to respond to employee needs and proactively drive better employee experiences--and Eightfold AI is at the forefront of this. Join Manasi Patwa and Cynthia Zhou as they speak with Matias Spinetta, Global Vice President of Revenue Operations at Eightfold. If you were curious about drivers of go-to-market success and creative strategy in a fast-growing enterprise AI leader, this episode provides a deep-dive into this arena - along with an insightful discussion around what will define differentiated B2B AI companies in the long-term.

All managers want to hire the best people, but the recruitment process can be a slog. Busy managers don't want to spend their time sifting through hundreds of applications, and candidates don't want to be ignored. Could AI help streamline this process? Host Isabel Berwick hears from micro1 founder Ali Ansari. Ansari says his AI interviewer is already being used to perform thousands of job interviews. Later, Isabel speaks to Chano Fernandez, co-CEO of Eightfold, to learn how the company uses AI not only to recruit candidates, but also to better match staff to potential career paths.Want to get in touch? Write to Isabel at isabel.berwick@ft.comWant more? Free links:Graduate jobseekers navigate AI effect on gender equalitySuperfluous people vs AI: what the jobs revolution might look likeQuiet hiring: why managers are recruiting from their own ranksTech and generational changes increase urgency of upskillingFT subscriber? Sign up to get Isabel's free Working It newsletter in your inbox every Wednesday: ft.com/newslettersPresented by Isabel Berwick, produced by Mischa Frankl-Duval, mixed by Simon Panayi. The executive producer is Manuela Saragosa. Cheryl Brumley is the FT's head of audio.Read a transcript of this episode on FT.com Hosted on Acast. See acast.com/privacy for more information.

Eightfold AI is a talent management platform used by hundreds of large organizations like Vodafone and Activision Blizzard. It helps them leverage data to find great people with the skills they need, both internally and externally. Last valued at $2.1 billion, Eightfold was launched in 2016. In this episode, Sandhya Hegde chats with Ashutosh Garg, co-founder and CEO of Eightfold AI. Join us as we discuss: 00:00 Why Ashustosh wanted to build a talent platform 1:47 Ashutosh Garg's early career at Google 5:09 The founding insight for Eightfold AI 7:38 Why Ashustosh decided to focus on HR tech 9:42 Challenges of selling to large enterprises 17:11 Advantages of being an "outsider" in HR tech 19:32 Ashutosh's learnings as a repeat founder 22:58 The impact of recent macro shifts on the labor market 24:50 The impact of GenAI on Eightfold's roadmap 30:16 The future of work 35:11 Advice for first-time founders Sandhya Hegde is a General Partner at Unusual Ventures, leading investments in modern SaaS companies with a focus on AI. Previously an early executive at Amplitude, Sandhya is a product-led growth (PLG) coach and mentor. She can be reached at sandhya@unusual.vc. Ashustosh Garg is the CEO and co-founder of Eightfold AI. Unusual Ventures is a seed-stage venture capital firm designed from the ground up to give a distinct advantage to founders building the next generation of software companies. Unusual has invested in category-defining companies like Webflow, Arctic Wolf Networks, Carta, Robinhood, and Harness. Learn more about us at https://www.unusual.vc/.

This week, the boys discuss various topics including Indeed's layoffs, the ban on lab-grown meat in Alabama, Jerry Seinfeld's commencement speech, and the financial struggles of ZipRecruiter. They also dig into the introduction of Eightfold Talent Tracking, and the partnership between Stack Overflow and Indeed. They express their disappointment with ZipRecruiter's performance and call for better leadership. They criticize Eightfold for expanding too quickly and losing focus, and they mock the buzzword-filled description of their new product. They also question the strategy behind Twitter's, er, X's job recommendations and express their frustration with the lack of innovation. Finally, they discuss the controversy surrounding the Portal Project between New York and Dublin and how an OnlyFans model reminds us how much we all love boobies ... or is it potatoes? Eh, just listen.

Upwork just released new research from The Upwork Research Institute revealing the ongoing growth of freelancing among Gen Z professionals along with their shifting priorities, expectations, and motivations for work. https://recruitingheadlines.com/upwork-says-gen-z-is-abandoning-conventional-9-to-5-corporate-jobs-for-freelancing-gigs/ Word just broke that Indeed is laying off 1,000 workers mainly in its U. S. operations. https://hrtechfeed.com/another-massive-layoff-indeed/ Eightfold AI, the leader in AI-powered talent intelligence, today announced the availability of Eightfold Talent Tracking. This innovative applicant tracking system is the first AI-native, end-to-end talent acquisition experience. https://hrtechfeed.com/eightfold-launches-new-ats/ San Francisco (US) and Lugano (Switzerland) – Talent shortage and skills development are among the top two priorities businesses are struggling to get to grips with today, according to Gartner. Helping them take control of the situation, startup Anthropos has raised $2.7M to create a new way for companies to help employees evolve their skill sets in accordance with business needs while improving retention.  https://hrtechfeed.com/upskilling-platform-anthropos-raises-2-7m/ Sense just unveiled Sense Conversational Voice AI. TThe product integrates Voice AI technology into the Sense platform to automate tasks including candidate outreach, screening, and scheduling. https://hrtechfeed.com/sense-announces-conversational-voice-ai-for-recruiting/  

Shōgun: Episode 4 "The Eightfold Fence" Blackthorne and Mariko test their new alliance as they train Toranaga's gun regiment for war; Yabushige must navigate his past promises to Ishido when an old friend comes to the village.   Scorecard: 8.7/10   Feedback : blackgirlcouch@gmail.com  (audio/written) Twitter: BlackGirl_Couch   Tumblr: slowlandrogynousmiracle  

The New Talent Code is back — and features some of the best conversations we've had around HR transformation to date. Join us as Eightfold's Ligia Zamora and Jason Cerrato talk with today's top HR thought leaders and practitioners to discuss what's shaping the space today and the best ways to transform your workforce to be ready for anything. From how GenAI will impact the space, to navigating AI regulations, to building an organization based on talent and skills, we hope you'll listen in on our customers' HR journeys and experts' advice about how to best deploy AI in the HR space. It's all here in The New Talent Code.

On Wednesday 3/20/24 at 9:35PM EST/6:35PM PAC, we are excited to Livestream Review FX'S Shogun Chapter 4: "The Eightfold Fence"! This week, Co-host Cyberneticshark takes the helm to moderate our in-depth Shogun Review. Joining him on the guest panel will be Co-host Jeff S($TrueKnowledge), along with Ceren of Movie Reviews With Ceren Podcast and YouTube Channel, and the ever-knowledgeable Andres The Pop Culture Guy. We want to extend a heartfelt thank you to all our supporters for your continued engagement and enthusiasm. Your participation makes these discussions richer and more insightful. To all newcomers, we invite you to CONSIDER Liking, Subscribing, and hitting the Notification Bell. Your support helps us grow and continue to bring you quality content and lively discussions on your favorite shows. Join us for a night of engaging conversation and insights into Shogun's captivating world! Intro Outro Music- " Nobody's Safe (feat. Mr. Chantilly)" by St. Society Cybers LINKS- https://www.youtube.com/@cyberneticshark all his links can be found on YT!! Andres LINKS- https://www.youtube.com/@PopCultureguy https://www.youtube.com/@DCMarvelPlusTalk Ceren's LINKS- https://podcasts.apple.com/us/podcast/movie-reviews-with-ceren/id1637447239 https://www.youtube.com/@MovieReviewsWithCerenPodcast All The MCU'S Bleeding Edge's LINKS https://www.facebook.com/profile.php?id=100090571329875 https://www.twitch.tv/themcusbleedingedge https://podcasters.spotify.com/pod/show/the-mcus-bleeding-edge https://rumble.com/c/c-1009757 https://www.youtube.com/channel/UCREPsCRvzjH0ggYL_Larq1A https://www.tiktok.com/@UCREPsCRvzjH0ggYL_Larq1A https://twitter.com/mcusbleedingedg Co-host Cyberneticshark is using a Logitech BRIO along with Skullcandy headphones, a Audio- Technica AT2020 Condenser Studio Microphone, going through a 2021 Flagship Lenovo Legion 5 Gaming laptop. Co-host Jeff S(TrueKnowledge) is working with a Audio- Technica ATR2100 Condenser Studio Microphone, along with a pair of Audio- Technica Headphones, Logitech BRIO- C920-C922-Streamcam, going through a 2023 MacBook Pro along with using a ACER Nitro 5. --- Send in a voice message: https://podcasters.spotify.com/pod/show/the-mcus-bleeding-edge/message

For this episode of HR Works, we're happy to share this engaging podcast from our sister publication HCI. Listen in as host Cindi Koetzle dives deep into the intersection of AI, HR, and talent management with Aashir Shroff, Head of Product at Eightfold. Aashir shares insights into how AI is revolutionizing resource management and skill development within organizations. He discusses how Eightfold's AI-powered platform helps organizations optimize resource allocation, retain talent, and foster employee growth.

This show is really heating up as Blackthorne is not totally comfortable with his new role as hamamoto as they go back to Anjiro. Mariko and Fuji have to basically babysit Blackthorne and everybody else is trying to play chess with the current situation. Join “The Fam” on Patreon, www.patreon.com/theuponfurtherreview IG: theuponfurtherreview FB: The Upon Further Review TikTok: theuponfurtherreview #shogun #shogunfx #shogunonfx #japan #annasawai --- Send in a voice message: https://podcasters.spotify.com/pod/show/theuponfurtherreview/message

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In this episode host Cindi Koetzle dives deep into the intersection of AI, HR, and talent management with Aashir Shroff, Head of Product at Eightfold. Aashir shares insights into how AI is revolutionizing resource management and skill development within organizations. He discusses how Eightfold's AI-powered platform helps organizations optimize resource allocation, retain talent, and foster employee growth. We explore challenges organizations face in balancing resource allocation and employee development and how AI can help overcome these challenges. They also touch on the importance of transparency in career advancement and how AI-driven tools like Career Navigator empower employees to create their own career paths. Through real-world examples and practical insights, this episode sheds light on the transformative potential of AI in HR and talent management.

Jim and A.Ron are here to entertain and analyze the latest episode of Shogun. Is Toranaga about to be undermined by his own family? Speaking of family, Mariko's family mystery probably means she has power behind her. Blackthorne is enough of a polyglot to piss people off. Do you know the origin of the term “loose cannon”?  You will be able to send your feedback to shogun@baldmove.com. Do NOT send spoilers from the book or actual history please. Hey there!  Check out https://support.baldmove.com/ to find out how you can gain access to ALL of our premium content, as well as ad-free versions of the podcasts, for just $5 a month! Join the Club! Join the discussion:  Email | Discord | Reddit | Forums Follow us: Twitch | YouTube | Twitter  |  Instagram  |  Facebook Leave Us A Review on Apple Podcasts

Ross Bolen and Barrett Dudley digest episode 4 of "Shōgun" from Hulu/FX. Tune in later this week on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Patreon.com/OystersClamsCockles⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ for further discussion fueled by hotline calls from listeners! Support our sponsors: ⁠FactorMeals.com/occ50⁠⁠ (code "occ50" for 50% OFF) Subscribe on YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube.com/@OystersClamsCockles⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Grab some merch: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BolenMedia.com/shop⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Presented by Bolen Media: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BolenMedia.com

In this episode, Spencer and Lee share their opinions on who might be slipping into Blackthorne's room in the middle of the night. Segments include: recap with Lee, Best Line of the Episode, Winners/ Losers, Cultural Clash of the Episode and "Why Lee Wants to go to Japan this Week" Lots of fun!If you're enjoying, please rate and review the podcast, and check us out at www.mangumtalks.com

Some secrets and mysteries are revealed as John and Derek discuss Shogun Chapter 4 The Eightfold Fence in our latest spoiler filled podcast about the epic TV series.Shogun Chapter 4 The Eightfold Fence DetailsBased on the 1975 novel Shogun by James ClavellHead Writers: Rachel Kondo & Justin MarksEpisode Written by: Emily YoshidaEpisode Directed by: Frederick E.O. ToyeBlackthorne and Mariko test their new alliance as they train Toranaga's gun regiment for war. Yabushige must navigate his past promises to Ishido when an old friend comes to the village.Shogun Cast and charactersCosmo Jarvis as Pilot Major John BlackthorneHiroyuki Sanada as Lord Yoshii ToranagaAnna Sawai as Toda MarikoTadanobu Asano as Kashigi YabushigeFumi Nikaido as Ochiba No KataTokuma Nishioka as Toda "Iron Fist" HiromatsuTakehiro Hira as Lord Ishido KazunariAko as Daiyoin Lady IyoShinnosuke Abe as Toda BuntaroYasunari Takeshima as MurajiHiroto Kanai as Kashigi OmiToshi Toda as SugiyamaHiro Kanagawa as IgurashiNéstor Carbonell as Vasco RodriguesYuki Kura as Yoshii NagakadoTommy Bastow as Father Martin AlvitoMoeka Hoshi as Usami FujiNobuya Shimamoto as Nebara JozenYoriko Dōguchi as Kiri No KataYuka Kouri as KikuYuki Kedoin as TakemaruMako Fujimoto as Shizu No KataHaruno Niiyama as Natsu No KataWhere can you send Feedback for Shogun?Once you've watched the chapters you can email us to feedback@tvpodcastindustries.com, you can message us https://www.threads.net/@tvpodcastindustries on Threads as we make Twitter our X or join our Facebook group at https://facebook.com/groups/tvpodcastindustries and share your thoughts in our spoiler posts for each episode.Follow us and Subscribe to the PodcastIf you want to keep up with us and all of our podcasts, please subscribe to the podcast over at https://tvpodcastindustries.com. Where we will continue to podcast about multiple TV shows we hope you'll love.Next time on TV Podcast IndustriesThanks for joining us for our chat all about Shogun Chapter 4 "The Eightfold Fence". We'll be back next week with our podcast all about Shogun Chapter 5 "Broken to the Fist".Until then, Keep Watching and Keep Listening.Derek and JohnTV Podcast IndustriesAll images and audio clips are copyright of Disney, Hulu, FX and their respective copyright owners and are used only for promotional purposes.

This is the kitchen sink of episodes for us. The stars have somehow aligned and we got news drop from all your favs this week: ZipRecruiter, LinkedIn, Indeed, Deel ... and of course, OnlyFans. We even mention the likes of CareerBuilder, Monster and HotJobs. Hell, we even through background check talk along with AI lawsuits on hiring practices with some of the most well-known companies in our space. Seriously, settle in for this one, grab a bourbon and enjoy. We're about to cause chaos and rock like Amadeus.

TRF welcomes Chano Fernandez Co-CEO of Eightfold Chano brings an impressive track record with his career built in the HR Tech world and his incredible depth of knowledge from industry giants like SAP and Workday We tackle the topic of how Eightfold, by design, has 2 CEOs. Chano shares his expertise on how AI is being applied for the betterment of HR within organizations.  Internal mobility is the top trend in our space, identifying skills development opportunities and how generative AI, like Chatbots can help co-pilot the HR professional and Leaders.  Advice for organizations considering Talent Intelligence platforms; ask yourself, “Am I ready for this?”  

In this episode of the HR Leaders Podcast, Evelyn Maria Espinal, Global Head of Equity, Diversity & Inclusion at Unilever, discusses pioneering a comprehensive strategy integrating ED&I across business functions to position inclusion as a key driver of performance.

In this episode of the HR Leaders Podcast, Jason Cerrato, former HR Tech Industry Analyst and Talent Management executive, who now serves as VP Market Strategy at Eightfold AI. Jason outlined how AI and advanced data analytics are elevating strategic talent planning to new levels across key areas like hiring, retention and growth.

One of the most interesting and controversial book in the HR section in a long while! Hilke brings the investigative journalist and an industry outsider to her new book “The Algorithm: How AI decides who gets hired, monitored, promoted & fired & why we need to fight back now.” A fateful cab ride was the genesis of the book, when the Lyft driver was gobsmacked by being interviewed by a robot for a baggage handler job at the local airport, Hilke began her quest to learn more.  The one-way video interview and its inevitable demise when HireVue's claims of facial expressions to predict candidate's honesty was proven to be crap. Talent Intelligence platforms like Eightfold can prove to be a positive force in helping organization know who to promote and like any double edge sword, cursed for its contribution on who should be laid off,  How do we fight back? Hilke gives some sound advice to HR Leaders.  Crystal ball predictions for 2030, sound pretty accurate to us!

In this episode of the HR Leaders Podcast, I spoke with DJ Casto, Chief HR Officer at Synchrony, about the hidden costs of deprioritising employee wellbeing - and the immense benefits of making it a strategic priority.

In this episode of the HR Leaders Podcast, I was joined by acclaimed Harvard Business School Professor Amy C. Edmondson. Amy's latest research and book, "The Right Kind of Wrong: The Science of Failing Well," examines a topic most business leaders shy away from - how to productively learn from our failures and mistakes.

In this episode of the HR Leaders Podcast, I'm joined by Andrew Saidy, Vice President of Global Talent at Ubisoft. With nearly 20 years of diverse HR experience, Andrew brought an exciting perspective on evolving talent strategy.

Guest: Jason Cerrato, Vice President of Market Strategy at Eightfold Why should talent intelligence be a top priority for HR leaders as they build out their tech stack for 2024? What advantages can HR teams gain from utilizing talent intelligence in their people operations functions and how do those advantages translate up at the C-suite? Organizations have access to more data than ever before! So, how can HR teams and their organizations use that information to make more informed strategic decisions regarding one of their most prized resources…their talent? In this latest episode of the HR Works Podcast, Eightfold‘s VP of Market Strategy, Jason Cerrato, joins to help us take on these question and take a closer look at the emergence of talent intelligence as an essential tool in winning the talent battle. Listen as Jason shares key metrics that HR teams should be paying attention to when using talent intelligence and how to build a case for buy-in from key decision makers can start with shifting to a mindset of using data and analytics as solutions.

The Shred is a weekly roundup of who's raised funds, who's been acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

Hear about perseverance, pivoting, and putting yourself out there In today's podcast I bring you Gemma Toner, former media and telecommunications innovator and one of the 102 amazing women leaders featured in our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored by Edie Fraser, Robyn Freedman Spizman and myself. Gemma and I talk about not being afraid to take a job or head up a project even if you think you're not 100% quailified. Believe in yourself and offer yourself as a smart person who can grow—that's when amazing things can happen. Listen in! Watch and listen to our conversation here 8 takeaways from Gemma for your own journey Just start. And then keep going. This the best advice Gemma received from one of her mentors. Everybody makes mistakes. Learn and start again. Find people that are like you that can support you, in good times and bad. We all need a support team. Don't forget where you came from. Remember your roots. Be open to lateral moves. There are many ways to build your career. Even roles you don't like can lead to great opportunities. Sometimes you don't know what you don't know. Be open and curious. Share your wisdom and experiences with other women. As you rise, lift others. Don't let setbacks limit you. Handle the disappointment, learn as much as you can from it, then let it go and move on. To connect with Gemma, you can find her on LinkedIn, Facebook, Twitter, Instagram, YouTube, and her company website Tone Networks. You can also email her at gemma@tonenetworks.com. For more on becoming the best you can be, here are some of our favorite podcasts: Elizabeth Rosenberg—Can An Extraordinary Coach Bring Out The Unseen Beauty In Your Strengths? Jodi Flynn Takes You From Dreaming To Doing Shayna Bergman—How To Identify Your Values And Live Them Every Day Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Business and On the Brink: A Fresh Lens to Take Your Business to New Heights Our new book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored with Edie Fraser and Robyn Freedman Spizman  Our website: Simon Associates Management Consultants Read the transcript of our podcast here Andi Simon: Welcome to On the Brink With Andi Simon. I'm Andi Simon and as you know, I'm your host and your guide, and I love doing podcasts so that you can see, feel and think in new ways. Why is that important? Well, these are very fast changing times, and regardless of who you are or where you are, something is pushing against you a little bit and you're not quite sure. Do I like it? Don't I like it? Most humans hate change. It creates pain in the brain. But it's time to change. And the sooner you make change your friend, the more happy you're going to be. My job is to get you off the brink. So today I have an amazing woman here. Gemma Toner is a fabulous woman. She's part of our book Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success. You can see behind us, and I'm going to show you her picture. And each of them provide five wisdoms. And what I love doing is sharing their wisdom on the podcast because sometimes it comes alive even better. Gemma, thank you for being with me today. You're smiling, I love you. Gemma Toner: I am so grateful to be here. Thank you. Andi Simon: Gemma and I are going to have a great lunch after our podcast. But first we have to get through our podcast. Let me tell you about her so that you, our viewers and our listeners, know why you should listen up because it's important. Gemma is a media and telecommunications leader known for driving innovation. In 2017, she created Tone Networks. And we're going to talk about Tone today as a SAS microlearning platform designed for early- to mid-career women. Although as I looked at them, I think it's for all women to stay in advance in the workplace. She's been a board member of publicly traded companies including Sandvine, and is currently Co-Chair of the Women Business Collaborative. Before founding Tone Networks, Gemma held executive positions in media and technology for AMC and Cablevision Media, running the fastest ISP in the country. We're going to hear more about that in a moment. She's been granted patents for data analytics, and she proudly serves on the board of the global humanitarian organization Concern Worldwide. Don't you love that bio, audience? I think this is a wonderful time because you had that great article in February of 2023 about The Great Breakup. So here you're going to hear about Gemma in the corporate world and then founding a new company to help women do even better. And this is something that is extremely important to me and to her. Tell us about your journey. How did you get into corporate? What was it like?  Gemma Toner: All right. Let me tell you about my journey, because it is not one that people immediately think of or hear. And that is that. I think of myself as a mother and a wife and a business person, a technologist, and I'm a data geek, but I'm also an immigrant. And that's important because it's such a strong part of my identity. And it's also kind of driven me throughout my whole life. And so you ask how I got into corporate? Well, I'll tell you. My parents immigrated from Northern Ireland when I was about 4 or 6 months old. When you're an immigrant, and this was back in the 60s, your family actually became your friends. And at least for our family, we were packed up every summer and spent time with all our family that my parents had left back in Ireland. So I have this kind of bifurcated life which sometimes I didn't always appreciate. You ask me again how I got into corporate. Well, I kind of looked at my dad and saw what he accomplished, and I was the oldest in a family of three girls. I thought, well, I've got to do better because he came here literally with nothing. He had very little money, very little education, but he had the dream that the American dream was possible. And you know what? It really was for him. And he became wildly successful here in the United States. So I had some big shoes to fill. And my dad didn't go to college. So the first step for me to get to corporate America was actually to get to college. And so I did. I got into Villanova and had a great experience there and ended up studying accounting. That wasn't necessarily the most strategic. I happen to be really good at it. I happen to also be one of the few women in the room, and I didn't mind that. So it was a great school, great experience. And I popped into corporate America and my first job was at a great company now called Ernst and Young. And I got to spend a lot of time at Time Inc. and again, this was again for this immigrant girl, this was corporate. America was not something I grew up with. I did not know about mentors or sponsors. I didn't even know that those names or terms existed. I certainly didn't know anything about networking. But what I did know was that, keep your head down and work really hard. So I got to see corporate America kind of in its heyday. When you're working for those types of firms, you actually get to see the world at a pretty high level, even though you might be doing pretty mundane things as an entry level employee. But what it turned me on to and what I'm very grateful for was I got to really learn about the media business. And I realized pretty quickly that, Hey, this is actually where I want to be. And so I came home to my father, who had worked so hard and given us so much opportunity and said, Dad, I really don't like this accounting thing very much. I think I want to try something else. And he said, Gemma, you can do anything. And he didn't make me feel bad that I had just spent four years studying accounting, which is a great degree. I highly recommend it. Working at Ernst and Young was a great experience. But, it was time for me to make the jump. You'll hear often in my career, I kind of jump off cliffs and eventually fly. It doesn't always go seamlessly, but it happens. And so I jumped. And so it wasn't easy to have someone to have a media company hire an accountant, because certainly they didn't think I had a marketing background and I didn't, but I was entry level. And so it was a great time to kind of jump in and make a career switch. So I was fortunate enough. I actually started out at a company called Rainbow Advertising. So I got to see the world of advertising. And then I landed this fantastic job working for a woman. Her name is Katie McEnroe at AMC Networks. And that was where I had that first moment of: I see her, I want to be her. Andi Simon: Ah. Gemma Toner: And she was president of this network. We were in heavy distribution and marketing mode. And it was run by Josh Sapan at the time, another fantastic human being to work for. And it was probably one of the best experiences I could ever have. I got to see so much. I got to do so much. We were all so supportive of each other. We were very aggressive, but in an okay way, at a time in the telecommunications industry where it was really a bonanza of creativity and technology and distribution, it was just all these new things that were coming out. And so from there, that was sort of how I landed in corporate, and then towards the end of my time at AMC Networks, I got really fascinated with this thing, I'm going to date myself a bit, called New Media. And I was always a bit of a geek. And, you know, I love computers and machines and things like that. And so I was able to persuade my boss at the time to create a new job, which was, how do we create content for this new medium, the internet. And more importantly, it wasn't just about the internet because this was, again, where you had to dial up. It was really about this next thing that was coming, which was high speed data, which most people didn't even know the name of. So I got to create content. We learned, we made a lot of mistakes. I learned very early on that the programming and the content had to be really short. And this was way back, like in 2000. We knew it needed to be short. So we made a lot of mistakes along the way. But it was a great ride, and I share that because that transitioned me to yet my next gig, which was, I got asked to interview for this job working at a company here in New York called Cablevision to run this fledgling product called Optimum Online. And at the time it had a lot of optimism. And the CEO of Cablevision and President wanted someone that had a really good branding background. And if there's anything AMC Networks can do, it really teaches you how to brand and how important it is and to understand your audience. And all of that will follow through as we talk about Tone Networks. So anyway, I was fortunate enough to land the job, and at the time, I'll just say, so for anyone that ever has had this experience, I landed the job, I got married and then ended up becoming pregnant all within like three months. So I thought to myself, what in the world have I just done to myself? But I did it. So I jumped again, jumping into a big cliff or off a big cliff. And it was probably the hardest job I've ever had. You know, it was, now I was working at a cable company. It was heavy in the technology space. We were also in a place where people didn't know what high speed access was and they kind of liked that old dial up sound. So it was quite a challenge. But it was really the beginning of a fantastic career journey at this cable company because not only did I get to be a part of launching and building that, but I also got to be a part of launching other new technologies at the company, namely Optimum Voice. I got to be a part of that team, as well as Optimum WiFi and then again at Cablevision. It was very entrepreneurial, even though we were a publicly traded company. It had great visionaries at the top and mentors. Quite honestly, I got picked to solve a problem. And the problem was, Here we were, this company that had all of this data, and this was again early, before it was even called big data. And what could we do with it? How could we monetize it? How can we make products? And so I got to do something that I never in my wildest dreams imagined I would do, which was to run this data analytics team. And they were brilliant. And, again, it really speaks to you may not have to know how to do it. You just need to know how to lead and have some vision. Because truly, Andi, you and I were talking about one of my main criteria was, I needed a social anthropologist. We needed to understand what all this data and behavioral data meant. But we had data scientists. I mean, it was just an extraordinary time and we ended up creating new products. We ended up getting some patents. And so that was really my life in corporate America. And it was a wild ride. It was not easy, I want to be really clear. I think so many people come on podcasts or do media and interviews and they don't share that. It was hard. It was really hard. I cried a lot, I want to be honest. I cried myself to work some days with the pressure and everything that was coming at me. But, you know, I think one of my mentors always said, keep going. And I think that is something that I want everyone to remember. Just keep going. Keep going through it. You'll get through it. And so I stuck with it. I had this great opportunity, and then I had something very personal happen. And that was, a very good friend of mine who I had watched struggle with colon cancer for five years, passed away. And I went into the office after she had died. I watched her fight day in and day out for another day with her boys. I had this great gig. I got picked for the really cool stuff. It was the hard stuff. But I loved the hard stuff. I had an executive coach.  I got to go to Stanford. I lived 20 minutes from my job. You couldn't have asked for a better dream job. But I walked in and I was like, I'm done. And I didn't know it was very emotional. So I wouldn't say, go do this, but I did. So I'm just being honest and vulnerable. But, I came home that day and I spoke to my husband and I said, I don't know what it is, but it's just not this anymore. And so I retired. When you retire, when you're kind of at the top of your game and you have a really great gig, people look at you funny. So again, I will let you know that people are like, Why are you leaving right now? You know, here you are a woman, you're at the top of it, it didn't make a lot of sense. But what I knew inside was that I needed something different. And that's all I knew. I did not have a strategic plan, so I recommend others have a strategic plan. Mine was a very emotional decision, but I also needed to take a break. And so what I did was having had an executive coach, which is truly life-changing and transformative, I knew enough about myself and my own neuroses and my A-type that I am, that I might squander this gift that I had given myself, which I thought was retirement. And I thought, I need to have my executive coach help me through this because the last thing I want to do was to lose this time worrying about what's next and not use it. I've worked for as long as I can remember. Well, we had monthly meetings, and she really helped me keep on that path of taking this time for yourself, rediscover yourself. I also had a girlfriend who gave me a book, which I highly recommend. And Brené Brown, if you're listening, I want to be your best friend, which is daring greatly.  And it was really about vulnerability. And that really resonated with me because I did not grow up in an environment where I felt I could be vulnerable. Making vulnerability equate with courage really spoke to me. It really sung to me. And so during my retirement, I got asked to be on those boards, which was fantastic. And I have another story which will take way too long, but it is about saying no. So we'll save that for the next podcast. But that was about how I ended up getting on those boards and how that snowballed, which was fantastic. And then during my, I guess you would call it a sabbatical, I got asked to serve on the Board of Concern Worldwide, and I hadn't heard of it. They were happening. They were looking for someone with a data analytics and marketing background. So I just happened to get lucky and interview for that position, and I thought this was for me, Andi. I thought, this is it. I want to give back. I need something more. I've done the corporate America thing and I thought, okay, thank you, thank you God, here it is. And so that's how I proceeded. Now, as being a board member, I was supposed to go to Haiti and go on a trip. And at the time, Haiti became too unstable for us to go. And so that trip was canceled, and I got to speak at a women's leadership conference because I was able to say yes to that. And I was very vulnerable. I didn't know what I was doing. It was for women in cable and telecommunications. And Maria Brennan, who was the CEO, called me and said, You need to talk about career pivots at the senior leadership conference. I was like, Marie, Maria, I'm in a personal pivot. Why would anyone want to hear from me? It's like, that's exactly why you have to. So I think Brené Brown is playing in my head and I think, I have to go and be brave, got to be courageous. And so I go and that blows my mind. This is a senior leadership conference in an industry where there's a lot of access to learning and great organizations that deliver education. And I was like, why are these women, some of them I know, why are they who are here to talk, going to listen to what I have to say? So I said, here's how I did it. And I was retired. So I had some headspace and I'm walking back to get the train home. And I thought, I'm no different than all those women that were in that room. So what was it that made me able to make the jumps that I did? And all these super talented women are struggling, and I thought I had access. And what does that mean, access? That means, for better or worse, somehow, because I didn't know what a mentor sponsor was, I got access to a mentor, I got access to role models, I got access to sponsors, I got that executive coach. And all of those things are scarce resources. Right at the end of the day, there's not enough of them. Not everybody gets that. I understand the economics of executive coaching. It's really expensive. And so I started to think about, what can I do about this? And I was like, Hang on, I know how to build software, I know content, I know data analytics. Wait a second. And so then I just started rocking on what could this be? And there you have it. So that was a very long-winded story of my drift from getting into being an immigrant, getting into corporate America, and then actually starting to create the idea of what a company could be. Andi Simon: But, I mean, remember, our job is to help people get off the brink. And you are an extraordinary role model, because in many ways, it wasn't as if you had a destination. You were curious and that curiosity and trust in yourself, and you can call it vulnerability. But that's a word that often doesn't mean anything. So just a cool word. Just supposed to be vulnerable. Well, what does that really mean? But what you found was that if you trusted your own feelings, calm instincts, you made some good decisions. Doesn't sound like you had many detours along the way, but you might have.  Gemma Toner: Oh, I did. Andi Simon: Yeah, I know we won't talk about it again. I want to be honest. Gemma Toner: I made lots of mistakes. You know, those were the highlights. You know, everybody makes mistakes. And so, again, I just like to be practical and honest. If you're not out there swinging and you're going to miss a lot, you're not going to get some of those peaks, right? I think that's really important for us to communicate because none of this is all hard.  Andi Simon: Well, you're talking about chance. You know, it could have been luck, yes, but life is a series of showing up. People say, How did you grow your business? I say, I showed up because who knows what's going to happen in the elevator when you meet Renée Mauborgne and she becomes a blue ocean strategist? I mean, the conversations are trusting that there's some magic here that's going to be, I don't know, magical. And so you have moved along without saying, I need to go help women, but you had an experience. And I want to emphasize that to our listeners. There was something experiential that said, Ooh, what is it? I could help those women because they need to see things through a fresh lens, and have the trust that this is why they feel the way they do? Why don't you begin your next story? Talk to us about Tone Networks because I am intrigued by how we can help women become the best they can be. I like men too, but it doesn't matter whether you're a guy or gal. I've coached both. I have many of them as clients but they all come and the brain hates change. It creates cortisol that says, This hurts. Help me do it. How am I going to help you do this? Because you need to do it. We need to figure out a way for you to see yourself in a new fashion, try some new things. So Tone Networks. And I'm not even sure how to understand the name of it because it's not physical. It's not toning you up, but it is toning you up. Um, so I'm curious. I'm curious. Out of it came this platform that is helping people, women in particular, become the best they can be. You share with us. How do you see it? How did you create it? Gemma Toner: You know, it's so funny yourself. It really is. Everything that I learned throughout that long-winded story I just shared with you really is used in the creation of this business. And so the data geek in me, how do you start a company? You know, again, I came from corporate, where I had started lots of new products. And so I knew my process which isn't necessarily what most startups do. So I was starting up as someone with corporate experience, so I don't know that I did it the right way, but I did it my way and my way was to start to really understand what the challenges women had. I didn't want to just trust my own self. And so we went out and did research and we did primary research. We did a national study, and we asked questions like, What stands in the way of your personal and professional development? Because long before the pandemic shone a light on the challenges that women have, I was a firm believer in my personal life did not get left at the threshold of my office door, that my personal and professional life were deeply intertwined, and the technology was going to make it even deeper. And so if we were going to solve and try to help women, I think we had to acknowledge that you didn't have clear boundaries. An example would be, I'm just about to go into a meeting and my daughter would text me. You know, Mom, I need you. But I mean, it happens to everyone. And whether it's a child or a parent or whatever, the gift of technology is we're more connected. It also interrupts us in some ways. So that's what we really looked to solve and what we did tons of research on, and I love research. So again, this is the geeky part of me. And what it bubbled up to were a couple of things. And it was when you asked women, all different ages, quite honestly, not just early- to mid-, all different types of women in different types of business categories. And it was this time factor. I don't have time to do sort of traditional learning. Access was made for me. I don't have time to go searching for everything and I just make it what I can. It's just for me, make it feel like it's just for me. And then the last, which is sort of the saddest, but it's a reality. It was confidence. And tucked under confidence was permission. And that whether we like it or not, the majority of women that were part of this study, and it was a statistically significant study, we're like, I need permission to take care of me. And I'm like, okay, so if that's what we need to do, then let's figure out how we can do this. And so that was really the beginning. And that became the pillars of Tone Networks. And so what Tone sets out to do is use microlearning. I am not a learning and development specialist. I know what it is to build products and content that engage audiences. And so that's really how we've created this learning tool. We've created it more like you would create a media experience than an education experience. We have no textbooks because what we're really looking to be is your TikTok for your personal professional development. So instead of going into that death scroll of Instagram or Snapchat or whatever, you can just jump on Tone and do something good for yourself and really enrich yourself. And so that's really our goal. That's how we make an impact. And what's really cool is we use technology to make it very personalized. So we ask you what you're interested in. The last thing I want to do is waste your time because I know how precious it is, because I've been there and I do not want to serve you things that you're not interested in. So if you are not a working parent, a working mom, we're not going to send you progressive parenting videos because that's not respectful. We need to be respectful of your time so that if you only have 3 or 5 minutes today because honestly, you just can't breathe, you can't catch a break, it's okay. We've got you. And so that's really how we developed the product. But we also developed it knowing, and again I know you're expert in this, behavioral change. And how do you know the nudge theory of behavioral change? So we've listened to women and they say, Make it for me. Make it easy. Give me a one, two, three because the last thing I want to do is write an essay or get homework, I have a long enough to-do list. And so what we did was, we made these really short-form videos, and at the end of every video we have your Tone Takeaways, which is kind of your one, two, three. The system actually sends you positive reinforcement the next morning and says, thank you for watching. Here are your Tone Takeaways. Why not? Because I'm being polite, but I am a very polite person. But because I want to remind you, you did something good for yourself and here you go. You can tell we worked with neuroscientists as well. We can pull that information out and recall it. And you know what, maybe you can take that first step or maybe you'll just watch it again. That's okay. Change is hard. I'm so with you when you say that, right? It is so hard. So that's part of the way the product works for the end user because we were designed to be both a consumer platform and a B2B platform. Right now we're working on the B2B front, but trust me, I want all women to get access to this, whether you're in corporate America or not. But today, that's where we are. And so what we can also do is help inform our business partners, the companies we work with, with a new data set. But this comes back to, my data geek days are anonymized. Why is it anonymized? Because if you won't watch, my boss is a narcissist. If you know that your company is tracking you. And you know what, if you have a boss that's a narcissist, you should know how to handle that. And I'm okay with that. If you don't have a boss, you have someone in your life. Everyone's got a narcissist somewhere. I mean, it's just an upward trend in our society. But the game plan here is to add value and new insights and to really be a contender. We are not looking to be your typical learning and development platform. There's plenty of companies out there doing that. We're really looking to deliver the knowledge that you get from having access to executive coaches and experts. The really good stuff that you get deeper in your career. Why shouldn't women have that earlier? Because my goodness, it really is life changing. And so that's really how we set out to do it. It was really listening to the audience talk about mistakes. I made a lot of mistakes. It took us a long time to get the format right, to get the tone right. We're in a good place now. I have to brag a little. We do have an NPS of 66, which is pretty darn amazing for such a young company. Andi Simon: So just saying, are you better with an NPS? Gemma Toner: Net promoter score? And so that's when you just have a simple question. You know, Would you refer a friend or family member to this? And the good news is, a majority, and that's a really hard number to get, of people are saying, Yeah, I would. So we have 95% of our business clients renewing. We know we're hitting it. And I think we're hitting it because, again, women don't have much time. And we have to really redesign and re-engineer how we run our lives, and you know how we are. Andi Simon: You know, Gemma, I'm listening and smiling because I share many of the same purposes and passions of wanting to take what we know and multiply it so others can rise with it. Sandra Quince says, As I climb the ladder, I lift other women with me. And I said, What a beautiful way of talking about what all of us are really interested in doing, not simply being acknowledged for accomplishments as you were and staying there, but thinking, I mean, your sabbatical was a growth period for you, but it didn't stay there. It wasn't just me on board. It was what I learned that I can now share and multiply joyfully so that I can lift others. And that is not inconsequential. And yeah, you can go speak, but when I walk out of the room at the end of a gig, as I know I want them to do one small win, you know, do an Oprah, one small win to lead you forward. But when will that be? How will I change? And it is purposeful and passionate. But you're also having a good time, aren't you? Gemma Toner: I am, and I have to also credit my mom and dad for, again, you know, being immigrants and coming here with not much in their pockets. I think what they instilled in us was, and I saw it, there were so many people that helped them along the way and I recognized that but I didn't know the terms. But the people that I would say helped me along the way, those mentors and sponsors, I don't forget them. And what I recognized when I had a moment to like, think and take a beat, was that not everybody gets that. And so that's where I think my father would always say, Never forget where you came from, always put out a helping hand. And that's the truth. And so I think, it does for me, it matters about my humble beginnings and being able to help more because we live in this country and we've been really fortunate. That means you give back. Let me clarify, I'm a capitalist. So this is not a nonprofit business. I believe in capitalism. And I also believe capitalism is probably the most effective way to create social change and upward mobility for women. But that's why I'm doing this. Andi Simon: You don't have to justify yourself. Gemma Toner: It's just, I think it's really important because someone says, Oh, is this a non-profit? I'm like, no, no, we're not. Andi Simon: You know, I met someone who's trying to change the way kids understand debt and it's not a not-for-profit. She's finally made herself a for-profit. And I said, That's good. It's okay to make money and to spread it. It's okay to remove the guilt factor because I'm in here for some profit. I don't quite know why we've given that such a bad name, but I do think there's something else about you as a woman leading others. People ask me, Do women lead differently? And I say, Well, I've had dozens of clients. And I was in corporate life for a long time. And are women different from men? Yes. But leaders need followers, and they don't follow people casually. They follow people they trust who can get them someplace together and who they believe are authentic and want to be accountable to. Do you find, you've had some good women bosses and men bosses, and do you think that women are leading differently or are we just women?  Gemma Toner: I think it depends, and I think it's, men, women, it really depends on the individuals. There's some great male leaders. There's some great women leaders. There's also both not so great, so do I think I led differently? Probably not early in my career. I would say I, probably just like the female role models that I was emulating, they were leading like men. And so I would say as I became more comfortable as a leader,  I definitely had a different approach. I actually sometimes, early in my career, when I was running a region, when I saw my old team, I apologized to them. And I'm like, Thank you for still being my friend because I was really rough around the edges as a young leader. And you kind of grow into, at least I did, grow into the way you want to lead. Andi Simon: Well, I do think that the value you brought to everyone along the entire way was your curiosity, this kind of openness to see things through. You wanted to bring a social anthropologist on because we know that out of context, data do not exist. What does all this data mean? Well, it can mean anything. I want it for myself. So which data do I have to do? And then how do I interpret it so that it makes the most sense. So it's really interesting. I think you and I could talk a great deal for a lot of reasons, and I'm enjoying every minute of it. Thank you for sharing with us today. For our audience, one or two or three things you don't want them to forget? What would be some real good takeaways? Gemma Toner: You know, I have to say, the takeaway, as much as I was long-winded is, You don't forget where you came from. You know, always look back. I also think some of the takeaways that I had in the book really are important to me. And that is, Get out there and just start, raise your hand. Even though I can tell you, most of the big opportunities I had, I was not the first choice. And that's okay. It's okay to be the consolation prize because it's what you make of it. And they were great opportunities. Two of my big opportunities, I was not the first choice, but I hung in there and I didn't have all the skills they wanted. But, last man standing, I got it, you know? So I think that's really important because so many of us are just like, Oh no, that's over my head. No it's not, give it a go. I think the other is, Just keep going. It's hard. Let's not kid ourselves and let's not mislead each other with, sort of saying, it's all perfect. It's not, but you will get through it. And I think what's really important about that is, and it does take a little time, and I didn't always do this myself, so I want to be really honest about finding people that are like you that can support you. So it's having that personal board of directors. It's also having a few friends and friendly faces that can help you when you're just having a really tough day and can also celebrate with you as well. Andi Simon: Well, we're people and we need others, and they need to be trusting and trustworthy. And trusting is important, that we have folks we can turn to and can I just vent? You know, it's not an uncommon call I make to my favorite friend, can I just vent? Then by the time I'm done, she says, You feel better? I said, Oh, that was perfect. I just needed a safe and an executive coach. But even there, sometimes you just go talk to your friend, let it come out. You know, we had an ERG presentation the other day, for Eightfold, a company out on the West Coast, a software designing company. Really cool folks. One of the women said, you know, do women really have to check off all the boxes before they can move up? And all of us, there were three of us, said, That's not how you're going to move up. The move up really comes when you really don't know what you don't know, because you can't possibly ever have all the boxes checked. Believe in yourself and offer yourself as a smart person who can grow. And those are better words than, Am I ready? You're never ready then. You know, I never became ready. Gemma Toner: And I like to remind my team, We'll figure it out. Andi Simon: Yes, we'll figure it out. It's a complex problem to solve. That's exactly right. Gemma Toner: Figure it out and just know you don't have to figure it out by yourself. You can ask a lot of people to help you. Andi Simon: Yes, and you won't ever be exactly right. Perfection isn't really necessary. And so all kinds of wisdoms. This is such fun. So let me wrap up. I do want to thank you, and the National Association of Women Business Owners, who owns the trademark on our book Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success. And we always like to recognize them and thank them for the use of their title for our book, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success. And as you can hear, Gemma Toner is one of those extraordinary leaders. And our conversation today was to help you spark your success. Get off the brink. Keep going. Be perfect. The books are all on Amazon and Barnes & Noble. My three books are there, with the third one, Women Mean Business: Over 500 Insights from Extraordinary Leaders to Spark Your Success, co-authored with Edie Fraser and Robyn Freedman Spizman. I hope you have fun with them. I actually had somebody shoot a picture of one of my books on the beach where he was reading it and I went, Oh my gosh, a beach read. I didn't know I had a beach read! Gemma Toner: Andi, can I plug one event that we have coming up? It's going to be in March. It's a pay equity event that's free for all women. So all of your listeners and men are welcome. LinkedIn will be promoting it everywhere. It's really about getting women particularly equitable pay. And this will not be about talking about the stats. This will actually be practical tips as to how you make sure you are getting paid fairly. So mark your calendar in March. Andi Simon: Sometime in March though, we have to come back to Tone sometime in March. Gemma Toner: It'll be on the day. Yeah, it's actually, we're just waiting to get the actual date. March 15th, something like that. It's on Pay Equity Day. It's something, again, you talk about purpose. It's very important to us. Andi Simon: Despite the fact that Barack Obama signed the Lilly Ledbetter Law in January of 2009. It's not always true that women get paid what they should get paid for the same job that the guy is, much less at the same time. It's really tough. Oh, boy, we can keep going, but we're not. We're going to sign off, say goodbye. Come again. Send me your favorites so I can bring them on. And I have a lot of great women and men to share with you coming up. It's been wonderful. Goodbye now, and thanks again. Bye bye.     WOMEN MEAN BUSINESS® is a registered trademark of the National Association of Women Business Owners® (NAWBO)

There is a growing consensus that 2024 will see the start of some fundamental changes in Talent Acquisition. The adoption of Skills-based hiring and the rapid development of AI are the catalysts here, but to truly understand what is happening, we must take a step back and understand the forces driving this potential revolution. Work is changing fast, skills have an ever-shortening shelf life, and talent is still in short supply in many markets. Companies need to think differently about talent to grow and deliver value, and this is the driving force that will use skills-based thinking and AI to re-engineer the corporate talent function. So what are the practicalities around this, and what kind of mindset does TA need to adopt to help drive rather than resist the change? My guest this week is Jason Cerrato, VP of Market Strategy at Eightfold. In addition to working in an AI-driven HR Technology business, Jason has been a Director of Talent Acquisition and industry analyst. In our conversation, he draws on all of this experience to explain why talent-centered design is a critical foundation of the future of talent acquisition.  In the interview, we discuss: The main talent challenges in 2024 What is talent-centred design? Building around talent rather than around jobs The accelerating shelf life of skills Real-time data and intelligence The role of technology Prioritising skills over job titles and previous experience Redefining talent management The future role of recruiters How much change will happen in 2024? Listen to this podcast on Apple Podcasts.

In this podcast episode, host Cindi Koetzle interviews Jason Cerrato, VP of Market strategy at Eightfold, about skills-based talent planning. This approach differs from traditional planning through its expansion into skills intelligence and its focus on work planned for the future. Jason explains benefits of skills-based planning including improved visibility into workforce skills, expanded candidate consideration, and support for diversity goals. Adopting skills-based planning will be eased with technology, AI and strategic workforce discussions. We further discuss challenges of adoption, skill assessment and career development. This is a must listen for any organization considering adoption of skills-based talent planning!

Alignment, Spirituality and Transformation Gillian shares her personal journey of alignment, growth, and self-discovery through various avenues: from studying film in New York and Asian culture in Japan, to her exploration of Rolfing, Pilates, hypnotherapy, and Buddhist Psychotherapy. She explores the profound value of aligning with one's inner identity, environment, and, importantly, with money. After her third encounter with Bitcoin, she made the decision to invest her resources into it. She underlines the empowerment Bitcoin provides, especially for women and encourages self-interrogation when facing resistance or discomfort in exploring new areas like Bitcoin. 00:03 Introduction 00:31 Announcement of the Orange Hatter Women's Retreat01:34 Guest Introduction and Conversation01:47 Early Life and Education03:55 Career in Film and Technology04:18 Personal Struggles and Self-Discovery05:36 Journey in Different Countries08:15 Career Transition into Technology10:13 Exploration of Self-Identity13:28 Career in Psychotherapy17:55 Personal Growth and Future Plans31:19 Unveiling the Layers of Self-Discovery31:44 Exploring Zen Buddhism and Consciousness33:32 The Journey of Self-Realization and Conscious Death34:14 Experiences of Emotional Struggles and Healing37:00 The Mystical: Astrology, Starseeds, and Channeling38:04 The Path of Spiritual Exploration and Transformation42:33 The Intersection of Bitcoin and Spirituality42:45 The Journey to Bitcoin and Financial Freedom45:11 Bitcoin as a Tool for Personal and Financial Alignment49:31 The Role of Bitcoin in Alleviating Anxiety57:23 Empowering Women through Bitcoin01:00:16 Closing Remarks and Invitation to Join the Women's Reading Club*** Check out the Orange Hatter Women's Retreat @OrangeHatterPodTo learn more about Bitcoin: Join the Orange Hatter Women's Reading Club. Visit https://www.meetup.com/womensbitcoinreadingclubwithorangehatterPlease email questions/comments to tali@orangehatter.comHODL UP is available at www.freemarketkids.com.Remember: Knowledge is empowerment!

In this episode of the HR Leaders podcast I'm joined by Tami Wolownik, Head of People & Organization, North America at Siemens Mobility. During the episode she shared how her organization focuses more on hiring for potential through a growth mindset.

Dr. John Boudreau is a luminary in the future of work academic community. He has published more than 50 books and articles. His scholarly research is published in Management Science, Academy of Management Executives, Journal of Applied Psychology, and Personnel Psychology. Features on his work have appeared in Harvard Business Review, The Wall Street Journal, Fortune, Fast Company and Business Week, among others. Dr. Boudreau helped  establish and then directed the Center for Advanced Human Resource Studies (CAHRS), at Cornell University, where he was a professor for over 20 years, before his current position as Research Director for the Center for Effective Organizations at the University of Southern California.Thanks to friend of the podcast David Creelman for the intro to Dr. Boudreau!Listen and learn...How Dr. Boudreau got his start as an academic in HRTechWhat inspired Dr. Boudreau to make work life better for employees everywhereHow Dr. Boudreau defines work (the most enlightened definition we've heard)How to build high-functioning teamsWhy diverse teams don't perform betterHow alternative work and workers are redefining the labor forceWhy jobs don't equal work and degrees don't equal jobsWhat does it mean to be human when your colleague is a botWhy ATM machines led to more human bank tellers being hiredAbout the rise of internal talent marketplacesWhich skills AI will never automateReferences in this episode...Mark McCrindle on AI and the Future of WorkBryan Talebi from Ahura on AI and the Future of WorkKamal Ahluwalia from Eightfold on AI and the Future of WorkWork without Jobs, Dr. Boudreau's most recent bookThe Center for Effective Organizations Using AI as a co-pilot for songwriting

Things tend to get a little kooky around Halloween, which the world celebrated this week, and the news around work was a bit discombobulated too. Our eighty-something president laid down an executive order regarding AI regulation, labor unions struck a big blow to The Big Three, and LinkedIn cuddled up to frenemies like Beamery, Eightfold, and Radancy. Plus, OnlyFans-inspired dismissals strike the same school twice, and an epic duel of Who'd Ya' Rather pitting Yourco's David against Traba's Goliath. The boys even throw in some KFC rejection letter entertainment, brought to you by social media, and the demise of WeWork. Thanks, internet!

I read from eight to eisegesis.     I think the obvious answer as to why the 8 ball is black, and not a different number, is because it's the center number!  https://en.wikipedia.org/wiki/Eight-ball     The Eightfold way in physics "...is an allusion to the Noble Eightfold Path of Buddhism." https://en.wikipedia.org/wiki/Eightfold_way_(physics)     Everything you wanted to know about toll free dialing. https://en.wikipedia.org/wiki/Toll-free_telephone_number     The naming of Einsteinium (99) is closely related to Fermium (100). https://en.wikipedia.org/wiki/Einsteinium     The word of the episode is "800 pound gorilla". https://en.wikipedia.org/wiki/800-pound_gorilla     Theme music from Tom Maslowski https://zestysol.com/     Merchandising! https://www.teepublic.com/user/spejampar     "The Dictionary - Letter A" on YouTube   "The Dictionary - Letter B" on YouTube   "The Dictionary - Letter C" on YouTube   "The Dictionary - Letter D" on YouTube     Featured in a Top 10 Dictionary Podcasts list! https://blog.feedspot.com/dictionary_podcasts/     Backwards Talking on YouTube: https://www.youtube.com/playlist?list=PLmIujMwEDbgZUexyR90jaTEEVmAYcCzuq     dictionarypod@gmail.com https://www.facebook.com/thedictionarypod/ https://www.threads.net/@dictionarypod https://twitter.com/dictionarypod https://www.instagram.com/dictionarypod/ https://www.patreon.com/spejampar https://www.tiktok.com/@spejampar 917-727-5757

Anyone who has ever hired a new employee knows how important and broken the background check process is. The experience is awful for candidates and employers. Plus, it's inherently unfair for under-represented and non-traditional candidates. Imagine a world where hiring the best people is easier and faster and all forms of verification data are provided automatically from trusted sources.Today's guest is making that vision a reality. Denise Hemke is the Chief Product Officer at Checkr, the amazing company making employee screening more fair for everyone. Checkr has raised nearly $700M since its founding in 2014. Denise heads up product management, design, and program management after having served in various leadership roles at Workday including most recently GM for Analytics. Denise is also the San Francisco chapter lead for the excellent organization Products That Count started by friend of the podcast SC Moatti.Listen and learn...How to fix the broken background check processHow to give candidates with non-traditional backgrounds access to the labor forceHow technology is making the hiring process more fair and helping workers get paid fasterHow to use AI to reduce bias in hiring decisionsHow AI used for background checks should be regulatedWhat Denise learned about building customer communities as a General Manager at WorkdayReferences in this episode...Mustafa Suleyman's new Turing testKamal Ahluwalia, former President of Eightfold, on AI and the Future of WorkGiselle Mota from ADP on AI and the Future of Work

Another inspiring conversation on the Zero to 5000 Podcast today. We were joined by Ashutosh Garg, the Founder of Eightfold.ai.   We discussed: What makes someone successful in their career based on characteristics When you ask people who they are, it's really who they aspire to be Asking question subjectively What's the difference in the first time around vs the second What not to do when building something Short term growth vs long term growth How to weather the storm Belief in what you're doing but not so much that you can't see the whole picture How to determine and set price Gaining Trust   Thanks for Listening. Be sure to join our monthly email. One life-changing email to help you with your mindset, your methods, and your mission each month.