Podcasts about employee no

MotorTrend's Ed Loh & Jonny Lieberman chat with former CTO of Lamborghini & current Advisor at Eccentrica, Maurizio Reggiani! Maurizio talks about the Bugatti EB 110, his engineering background, Marcello Gandini, his path to Lamborghini, Audi's acquisition of Lamborghini, the expansion of the Lamborghini brand, and Eccentrica's V12 Lamborghini Diablo restomod!0:54 - Question of the Day5:00 - About our guest.6:37 - Employee No. 2 at Bugatti.8:17 - Bugatti EB 110.12:08 - 6 years at Maserati.14:00 - Educational background.16:12 - Marcello Gandini - Cizeta-Moroder V16T & Diablo.22:04 - Path to Lamborghini.24:37 - Experience at Lamborghini in 1995.26:25 - Baby Diablo & Audi's acquisition of Lamborghini.34:35 - Ferdinand Piech.37:06 - Negotiating powertrain deal with Audi on behalf of Lamborghini.42:06 - Joining VW Group under Lamborghini.44:23 - Expansion of Lamborghini.51:22 - Analog vs Digital.54:37 - First experience with the power of EVs.55:43 - Does performance matter anymore?59:55 - Eccentrica's Lamborghini Diablo Restomod - The "V12".01:07:40 - Sound of the V12.01:10:24 - Adaptive suspension.01:12:43 - Eccentrica making only 19 V12's. Finding a donor car.01:14:10 - Price.01:15:52 - Ban on gas vehicles = growth in the restomod market.01:19:57 - Lamborghini Temerario.

Host Kathleen McInnis sat down with Ashley Davis, founding Partner of West Front Strategies LLC and former Special Assistant to the Director of Homeland Security. The pair discussed Ashley's experience in the aftermath of the September 11th attacks, including her role in the creation of the Department of Homeland Security.

What could be more exciting than being part of the team of Chinese E-Commerce pioneers.  Brian Wong was employee no. 52 of the original Alibaba team. During his sixteen year tenure with the Alibaba Group, Brian led the company's early globalization efforts and served as the Executive Director of the Alibaba Global Leadership Academy (AGLA), and headed Alibaba.com's global sales, marketing, and business development operations in Asia, Europe and the US.Brian is an author, entrepreneur and investor with over 20 years of management experience in e-commerce and digital media in Greater China, Asia, the US and Europe.So what made him leave Silicon Valley and join a company that hardly anyone knew at that time? How was Start-up life in Early Hangzhou? And what can the world learn from China's e-commerce insights. We hope you enjoy the talk as much as I did. Listen and learn! Production: Thomas Derksen und Damian MaibSocial Media: Follow "Made in China Podcast" on LinkedIn, Instagram & Co. You'll get all the updates and behind-the-scenes insights there. You can find our private accounts at:Damian: https://www.linkedin.com/in/damianmaib/Thomas: https://www.linkedin.com/in/afuthomas/Also check out our guest today: https://www.linkedin.com/in/bwong/ Workshop:If YOU are interested in taking your e-commerce and social media business to another level in China, check out https://www.chinaworkshop.de and get in touch via the contact form.Participation: You know someone who would like to contribute his/her China expertise and experience to our podcast? Write to us on LinkedIn, we look forward to hearing from you!

Tara and Lee talk about how the Target boycott has been so strong that the satanic designer says they no longer believe in Satan.

Sometimes small decisions are life changing. Urs Hölzle, a Swiss computer scientist, made such a decision without knowing when he became the 8th employee of Google back in the late 1990s. For the past two decades, he was responsible for building what might be the most impressive infrastructure ever created. You all know the services that run on the infrastructure Urs developed: Google Search, Gmail, YouTube, Google Drive, Google Maps, Google Cloud and many others. What makes Google's infrastructure impressive is the scale, complexity, and efficiency with which it operates. Google's data centers span multiple continents and are largely powered by renewable energy sources. The company uses advanced techniques, such as machine learning and AI, to optimize its data centers, reduce energy consumption and improve reliability. In this conversation, I talked to Urs about the early days of Google when it was not more than just a few people and computers in a garage in Silicon Valley. Also we discussed the hiring strategy as well as the learning and innovation culture that were crucial for Google's success. We also touched on Cloud computing, the reason why Europe is behind the US regarding digital innovation and what drives him as a human being. Please enjoy this special episode of the Sparkr Podcast with none other than Urs Hölzle from Google. Don't forget to subscribe to the podcast and leave a positive rating if you enjoy this conversation. *** Sparkr is an angency for change makers and supports them with strategy, innovation and project management competencies. Sparkr offers customized studies, workshops or sparring sessions - always with the goal that you can use the future shaped by digitalization, technological and social change to your advantage. Learn more on www.sparkr.ch/en. If you want to get in touch with Sparkr to contribute to your next business event as facilitator, speaker or moderator, please visit www.sparkr.ch/moderation-en ***

邊說著 “I thrive the most when I am doing more than one thing"，邊將自己手邊各種不同機會視為一種風險組合的 Jossy，當初與友人創立了 MIT 麻省理工史隆管理學院的 Design Club，現在是一所培育未來創新人才初高中的創始成員，職涯一路都是 Employee No.1 的她，也還有個媽媽的身份，Jossy 真的是很忙碌！她開發不同角度的教育形式，從成長過程中，各種的貴人們帶給她的經驗和思維，理出一套獨特的親子溝通模式。在她創作給職場媽媽和孩子們的圖畫書中，她告訴大家：「母親這個角色還有其他可能！」而對於生命中每段有意義的連結，她似乎也有一些感想。 【內容重點】 1. 兩種同時運作的思維：策略（橫軸 likelihood of success、縱軸 attractiveness 並以「資源」衡量整體範圍）與直覺（符合自己的熱情、目的以及優勢） 2. Take a small step 面對事情都有個迭代過程（iterative process） 3. 將不同機會組合成 portfolio：創辦學校、寫書、MIT project 4. 兩位母親領導者的 nurture, mentor 影響她面對偏見的態度 5. 本身嚮往也不斷追求 meaningful relationship：發自內心並 take action 6. 關於 Mom guilt，她的真心話 7. 讓小孩了解自己的挫折、一起解決並間接幫助建立韌性 【閱讀這集】https://careher.net/podcast-ep78-jossy-mit-education/ 【到 CAREhER 找資源】https://careher.net/ 【FB 粉絲頁】https://www.facebook.com/Careher 喜歡 CAREhER 精心製作的原生內容嗎 ? 在 Apple Podcast 給本節目評分留言，就是對團隊最大的支持

Brian is an internet executive with over 20 years of management experience in e-commerce and digital media in Greater China, Asia, the United States, and Europe. Brian serves as the Founder and Chairman of RADII, an independent digital media platform dedicated to telling stories from the centre of China's youth culture. Prior to this, Brian was the Vice President of the Alibaba Group. During his sixteen-year tenure with the firm, Brian served as the Special Assistant to the Chairman for international affairs, the Executive Director of the Alibaba Global Leadership Academy (AGLA), and led Alibaba's global sales, marketing, and business development operations across the globe. Brian earned his Bachelor's degree from Swarthmore College, a Master's certificate from the Johns Hopkins University – Nanjing University Center for Chinese and American Studies, and his MBA from the University of Pennsylvania's Wharton School. Brian was selected as a Young Global Leader by the World Economic Forum in 2015. He is a China Aspen Fellow, and a member of the Committee of 100. More about RADII: Visit RADII at https://radiichina.com/ and http://radii.co/ Follow RADII on Twitter: https://twitter.com/RadiiChina Follow RADII on Instagram: https://www.instagram.com/radii.china/ Join RADII's mailing list: https://bit.ly/3pZsDhF

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Co-founded by Henrique Dubugras and Pedro Franceschi, two engineers who previously founded one of the largest payment processors in Brazil, Brex, is now valued at well over $2 billion dollars and is backed by high profile investors, including Paypal co-founders Max Levchin and Peter Thiel, Y Combinator, Ribbit Capital, Yuri Milner, and Carl Pascarella, former CEO of Visa. In this episode, we talk to Larissa Rocha, Employee No. 1 at BREX, the ultimate corporate credit card for Startups which doesn’t require a personal guarantee and has the ability to issue cards instantly while providing higher limits than traditional options on the market. The card also provides points and rewards more suitable and relevant for startups.Join us as we discuss how as a fintech, BREX is adapting and helping other startups with cash flow and cash management. Links discussed on the episode:- Brex's Response to COVID-19 includes new WFH rewards, learn more at brex.com/remotecollaboration- Webinars and other resources for Startups, go to brex.com/blog

David Tjokrorahardjo, Managing Principal dari Sovereign’s Capital dan Managing Partner dari Sekata Indonesia Perkasa (SIP). David akan berbagi dari mimpinya saat membangun Sovereign’s Capital dan Sekata Indonesia Perkasa, apa yang dia lihat di sebuah start up sebagai investor, dan apa yang dia percaya hal-hal penting yang harus dimiliki seorang CEO/founder.

Google's first employee, Craig Silverstein, and Mary Obelnicki, join Alberto Lidji to talk about philanthropy, Echidna Giving (their Foundation) and signing The Giving Pledge.   We hear how Echidna Giving looks at educating girls in the developing world. It’s the main vehicle to do Craig and Mary’s philanthropy. They aim to invest their money over the course of their lifetime and make a real difference in this field. They are not looking to set up a foundation in perpetuity.    Craig and Mary look at foundations that try to live in perpetuity and they see that many issues arise when those foundations’ Founders are no longer around. Other people then try to interpret what the Founders’ wishes were.    In the case of Echidna Giving, Craig and Mary believe very much in being focused in girls’ education and they’re sticking with this for the next 40 years. They note that they want to be personally responsible for Echidna Giving’s work during their entire lifetimes.   They hope to be around for another 40 years and they’re committed to funding approximately $700 million over that time frame.   Craig and Mary are relatively young and they’re juggling many things, including a young family, work and many other activities. It has been difficult for them to include philanthropy in a professional manner in their lives and they’ve been very strategic about it.  They treat this as a full-time commitment; not a hobby. So, they’ve also made a strong effort to hire a great team of professionals. They have a lean team that allows them to make decisions quickly and they’re willing to take risks.   They got into philanthropy early on and it was not as a consequence of their peers. Actually, many of their peers had not been involved in philanthropy at the time – in part because it’s difficult to get started and to do philanthropy right.   Craig made a lot of money very early in his life and he had much more money than he needed. He notes that: “I don’t believe philosophically in giving it all to my children. I want them to have enough money that they can do anything they want, but not enough money that they can do nothing”.  So, there’s a narrow band of how much money that is and it’s a lot less than the money that Craig and Mary have and so what do you do with the rest of it?  For them, it was obvious that the best use of their money was to try to make the world a better place.   Craig and Mary talk about their Theory of Change – which ultimately ends with World Peace! – and Craig explains his thought process in the podcast.    He wanted to focus in an area that would make sustainable change. Girls’ education is one of those areas where you don’t need a pre-requisite to make sustainable change.  Over time, he feels if they focus on girls’ education they can truly transform entire communities, and he explains why that is.   When Craig started out in philanthropy he thought it was really just about the money and he thought he could just do it anonymously.  Therefore, at the point when Craig and Mary signed The Giving Pledge there was a conscious choice to say this is us, this is us doing it intentionally because they were trying to be explicit and maybe trying to create some expectations around what other young people – especially those in Silicon Valley – could be doing.  There is so much money in Silicon Valley and so many start-ups with money.  Mary notes that they “were trying to say ‘hey guys step up, here’s what we’re doing, what can you be doing’?”   Craig mentioned that ‘budget’ is a key area for their strategic thinking.  Initially, Craig wanted to remain anonymous and one of the reasons for this was that he didn’t want to be bombarded with ‘asks’. Now, in reality, that hasn’t happened too much – it was something he was worried about unnecessarily.   But what gave him the comfort to be more open and visible about his philanthropy is to think about a budget and a clear framework for evaluating each ask that came through the door.  Both Craig and Mary explain that the key for a budget in philanthropy is that there’s a goal for spending; not a cap. The aim is to deploy that capital into whatever issue you care about.   They embrace a mechanism to handle social asks versus more strategic asks – they have a pool of money for their strategic initiatives (girls education) and a separate pool of money that is for personal giving. They drill into the details of this during the podcast.   They also have a predetermined ‘minimum’ sum in mind to deal with those emails many of us receive whereby someone asks for support for running a marathon etc. There’s a certain amount they say ‘yes’ to no matter what. So whatever ask it is, there’s a minimum for them that gets the green light pretty much automatically. Craig notes that this ‘minimum’ sum is $250 and they have around 100 slots for such asks whereby the first 100 people who ask for support at this level get a positive reply….  Mary jumps in in a good humoured way at this point and notes: “Craig this is a public podcast!”… a bit of laughter ensues. “We need to know you personally!”   On a separate note, they point out how surprised they were at the value of re-granting organisations that are highly professional and help make their philanthropy more efficient.   When they started in philanthropy they started giving to re-granting organisations. So they were focused in the developing world but knew nothing about these local communities in which they really wanted to see change happen. They were outsiders, they weren’t able to evaluate proposals nor evaluate outcomes so they went to re-granting organisations that are based in the US or the UK or somewhere in the developed world, but they are the ones who evaluate grants and outcomes and have people on the ground in local communities in the developing world.   Initially, they went into it thinking that it was a waste of money to involve a middleman. But they found out that it’s actually a big money saver to involve these middlemen because if they had to go and evaluate these things themselves and fly out to these communities it would take a long time to do and be very inefficient. It’s actually much better to be working with an organisation that can afford to have someone living in these local communities; or ideally someone from that community.   So, spending money in these re-granting organisations was money well spent and they had not expected that going in – they had initially thought it was money they would have to spend but not money they would actually appreciate having spent.   Craig goes on to mention that one thing that was very hard for him when he was getting started in philanthropy was hiring good people. How do you find them, how do you find out if they’re the right fit for you and how do you delegate responsibility to them. This is really hard. The hardest part is the first hire – the first person – and they really have to be aligned with the way you’re thinking about the world.   One reason people don’t get into philanthropy earlier, or why they treat philanthropy as a hobby for so long, is because they don’t know how to go about doing that first hire.   Interestingly, the first person they hired didn’t know about girls’ education or the developing world, but that wasn’t important to them, rather the person they hired needed to have the flexibility and willingness to learn about these areas. They don’t need people to hit the ground running; rather they need them to be committed and to stick with it long enough so they can gain the expertise and to have the necessary skills to learn.   Mary notes that successful business people often think they can solve major social problems on their own. However, are most really willing to spend as much time on their philanthropy as they did in building their companies? If not, then you need to bring in a professional CEO. One of the best skills such people can bring from their business career is the ability to identify talent and to delegate.   Mary continues by expressing that part of the challenge is “if you’re not deliberate, if you don’t have your own staff, you’re not going to execute your own strategy. So, if you have your own strategy you need your own staff and you need to professionalise it.”   For her, one of the biggest takeaways from working in the developing world is to really think about the privilege of ‘access’ that wealthy organisations and wealthy communities have. And, as a philanthropist, who has access to you to make the ask easiest. It’s their friends and their families who can text them, ‘please support my organisation’ – well, if they’re their friends and from the community, they’re probably doing well financially. It’s very reinforcing, this privilege of access. And, the communities that need you the most and can benefit the most from your money are many, many social circles away from you. And, so how do you jump that gap?  Well, you need to go looking for them; you need to put in the effort to find those organisations. You can’t expect them to come to you.   Was it a difficult choice to make when you decided to sign The Giving Pledge?   Craig notes that the public element was the hardest part of their decision to sign The Giving Pledge. Actually deciding to give the money away was easy – it was a decision he had already made. He could have kept more money than he’s planning on keeping and still have been able to sign The Giving Pledge.   However, the ‘going public’ was very difficult. Mary notes that it’s always on their mind, how much does anonymity protect them and protect their kids. So, signing The Giving Pledge really needed to have an upside – what was the benefit of being public, and they talked much about this; about inspiring others in similar situations to theirs.   Success in the next 10 years: they know what needs to be done to ensure girls’ education succeeds and what makes girls successful in school. So, when they look at the next 10 years, they want to see a state of affairs where the programmes and techniques that work are actually being embraced and implemented widely.   Social Emotional Learning (SEL), often referred to as ‘life skills’ can make a big difference in academic success. So, most of their investments right now are in SEL and trying to figure out what are the key components of this and when does it matter.    So, in secondary school it’s really obvious these gaps between girls and boys; so if it’s obvious at this stage then it must have started earlier. So, right now they’re looking at SEL in adolescence, because it’s an important time when the brain changes, and also in early childhood – another time when the brain architecture is being formed.   Craig and Mary’s key takeaway: Mary notes that they actually have three key takeaways!   (1) Start and be humble and learn as you go.   (2) Be deliberate and have a budget – track it and don’t be reactive.   (3) The people with the greatest need don’t have access to you to ask.  Craig notes: “if your goals is museum construction, that’s fine. If your goal is poverty alleviation or something else where the communities you’re serving are very socially removed from your own social network then you must do the work to go against … the existing privilege of access.”  Mary continues: people will acknowledge that the dollar or the pound can go further in the developing world in terms of impact “and so they should reflect to themselves, well if that’s true why aren’t I investing in those places now?”   What was it like being ‘Employee No.1 at Google’?    Craig replies by asking whether we know of the film ‘The Social Network’. And, then goes on to say that “it was almost entirely not that!”. He realised things were getting big when people came up to him to let him know they’d ‘heard of this thing called Google’… and then you find out that they did not actually hear about it from your mom.’ He started doing Google because he really believed in the power of making information available and he believed Google was the best at it. He’s delighted it turned out to be so successful but the fact is he did it because he really believed in the mission of the company and he loved working there.   Visit Lidji.org for guest bios, episode notes and useful links. Please subscribe and share if you enjoy this podcast -- thank you!  

Throughout his career, Arijit Mukherji (LinkedIn, Twitter) has been able to learn, innovate and lead. As the CTO of SignalFx, he gets to do all those things at once. On this episode of IT Visionaries, Arijit details his rise through the tech industry, including a number of years at Facebook in the midst of its massive growth. Plus, he explains why he wanted to take a risk and join SignalFx, and what it was like rising from Employee No. 1 to the role of CTO. IT Visionaries is brought to you by The Lightning Platform by Salesforce. The Lightning Platform is a leading cloud platform that makes building AI-powered apps faster and easier. With Salesforce, now everyone is empowered to build apps for their organization! Learn more at salesforce.com/buildmobileapps. Salesforce and MIT recently teamed up to create a whitepaper exploring what happens when AI meets CRM. Read: AI Meets CRM: An MIT Tech Review Whitepaper Salesforce just introduced Salesforce Blockchain, the industry's first truly declarative blockchain platform, integrated into your CRM. Learn more at https://sforce.co/2wl7IeO.

In this episode, VaynerMedia Sr. Vice-President Mickey Cloud tells the story of going from Employee No. 30 at VaynerMedia in 2011 to serving in an executive leadership role at an 800-person company 6 years later. Hear the secrets to VaynerMedia's success - and why it's bleeding-edge approach to hiring and managing talent is the lynchpin to its incredible growth. https://ambition.com/blog/entry/2018-04-12-how-vaynermedia-scaled-30-800-employees/

EP 964 I answer this questions simply and to the point. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, all as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.” Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Visit www.TheBigGameHunter.us and click the relevant tab on the top of the page. JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn. Like me on Facebook. You can order a copy of "Diagnosing Your Job Search Problems" for Kindle on Amazon and receive free Kindle versions of "No BS Resume Advice" and "Interview Preparation." --- Support this podcast: https://anchor.fm/nobsjobsearchadviceradio/support

EP 964 I answer this questions simply and to the point. ABOUT JEFF ALTMAN, THE BIG GAME HUNTER Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, all as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio,” “No BS Job Search Advice Radio,” and his newest show, “No BS Coaching Advice.” Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Visit www.TheBigGameHunter.us and click the relevant tab on the top of the page. JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.   Connect with me on LinkedIn. Like me on Facebook. You can order a copy of "Diagnosing Your Job Search Problems" for Kindle on Amazon and receive free Kindle versions of "No BS Resume Advice" and "Interview Preparation."

Premonition Podcast with Ty Sagalow, Founder & CIO at The Insurance Innovation Group, Founding Member of Lemonade and Senior Advisor and CIO with us here at Premonition. The post Podcast With Ty Sagalow, CIO at Premonition and Employee No. 1 at Lemonade Inc. appeared first on Premonition. Premonition is an Artificial Intelligence system that mines Big Data to find out which Attorneys usually win before which Judges. It is a very, very unfair advantage in Litigation. Follow us at https://www.linkedin.com/company/premonition-analytics for insider legal news and visit us at Premonition.

Fiona Villiella interviewed Cath Rouse - Newlands Friends of the Forest - Northcote by-election Forest protection and job potential and sustanable tourismDr. Shakira Hussein - (Twitter @shakirahussein), Honorary research fellow at the University of Melbourne specialising in Gender, Islam and Multiculturalism - reflecting on tension between high migrant areas who voted no and homonationalism with Scheherazade Bloul.Donna Stolzenberg - Director of Melbourne Homelss Collective - Human Rights Day, the 16 Days of Activism against Gender-Based Violence Campaign 25th Nov -10th December, this years theme, “Leave No One Behind: End Violence against Women and Girls”Yes For Love Campaign - Are the Kids Alright?, Featuring children Sebastian and Felix from a rainbow family, they chat about the impact the Yes Campaign is having on them and their family and answer the question, Can Mum's tell Dad jokes? YES for LOVE was produced by Joy (94.9) FM for the Community Radio Network -  Stories from the LGBTIQ community across Australia recorded in the lead up to the survey  @Joy949Karl Fitzgerald - Renegade Economists - 5.30pm wednesdays on 3CR - Campaigning to implement a Vacancy Tax on the recorded 11.2 per cent of unoccupied dwellings.       

Women of the World is so fortunate to have had Abby as our first employee and founding member of WoW. Abby has done every job at WoW and has been an integral force for progress for so many refugee women and girls in Salt Lake City. In July, Abby will start medical school, so we are starting early in offering our thanks for her patience, kindness, intelligence, and diligence. Furthermore, we are asking her advice for how to continue to progress and improve. As with anything where Abby is included at WoW, there are a great number of people that have terrific things to say about her. Podcast hosts Mary Dickson and Samira Harnish are joined by Pelagie, Kaltum, and Elisabeth to thank Abby for her assistance in their growth. Co-Founder Justin Harnish also recalls early impressions of Abby and her growth in the position that will benefit her and her patients as she becomes a doctor.

Whether as Employee No. 11 at HubSpot or in her current role as VP of Marketing for Toast, Ellie Mirman has always taken a data-driven approach to marketing. By measuring everything they do, marketers can better communicate results – what Ellie calls the "universal language" across the entire business. Ellie joins us this week to chat about the differences in marketing for HubSpot and Toast, how she uses agile marketing and "sprints" to align with the goals of the sales department, and what she looks for in resumés when hiring for marketing positions (hint: it involves data). Follow Ellie on Twitter: