Podcasts about Entry Level

What happens to tomorrow's leadership pipeline when employers automate the entry-level tasks through which beginners learn? In this episode of Tech Talks Daily, I speak with Gary Flowers, Chief Information Officer for Transformation and Technology Services at Year Up United, about AI fluency, human skills, economic mobility, skills-first hiring, and the future of entry-level work. Year Up United prepares young adults without bachelor's degrees for meaningful careers while helping employers reach skilled, career-ready talent. Gary says the organization has over 35,000 alumni working across companies ranging from the Fortune 1000 to the Fortune 50. Gary challenges the assumption that younger workers will automatically understand AI because they grew up with technology. Access to a chatbot does not create workplace readiness. Young adults also need training, support, ethical awareness, judgment, communication, adaptability, and experience applying tools to real business problems. He argues that AI may redefine entry-level work rather than eliminate it entirely. Candidates who understand how to work with AI may gain an advantage over those who do not, but employers must also reconsider which tasks beginners need to develop business knowledge and professional confidence. We discuss the risk of another technology divide. AI could widen economic opportunity, but unequal access to tools, training, mentorship, and workplace experience could reinforce existing inequalities. Gary believes organizations must teach workers when AI should be used, rather than limiting training to what the technology can do. Year Up United combines AI fluency with workplace and career readiness. Gary describes its 17 durable skills, six-month curriculum update cycle, close employer feedback loops, and participation as an inaugural host partner in Anthropic's Claude Corps Fellowship program. For employers, one of the hardest decisions involves balancing immediate efficiency with future capability. Automating junior work may reduce costs today while weakening the pipeline of experienced professionals and leaders required later. Gary recommends creating a culture of continuous learning, supplying employees with appropriate tools, building communities of practice, sharing successful use cases, and treating AI as a company-wide responsibility. He also distinguishes between AI as a workforce skill and AI as an organizational capability capable of changing how functions operate. Can employers capture the value of AI while preserving the career pathways that allow inexperienced workers to become tomorrow's experts and leaders? Listen to the episode and share your thoughts.

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Erik Hurst discusses his research on the potential impacts of AI adoption on the labor market, in particular entry-level workers and their human capital development over time through the acquisition of new skills and knowledge. Hurst is the Roman Family Distinguished Service Professor of Economics and John E. Jeuck Faculty Fellow at the University of Chicago's Booth School of Business. Full transcript and related links: https://www.richmondfed.org/podcasts/speaking_of_the_economy/2026/speaking_2026_08_12_AI_human_capital 

Each week, the leading journalists in legal tech choose their top stories of the week to discuss with our other panelists.   This week's topics:   (00:00) Introductions (3:53) Big Law Entry-Level Hiring Declines for 2nd Year in a Row (Selected by Stephen Embry) (12:55) LexisNexis Bets On Build-A-Bear Model For Legal AI (Selected by Joe Patrice) (22:54) Thomson Reuters Says Its Homegrown AI Model Now Rivals the Frontier Labs – I Take A Closer Look At the Benchmarks (Selected by Bob Ambrogi) (32:24) The Law Firms Working With Tech Companies to Build Custom Tools (Selected by Rhys Dipshan) (40:24) Bar Exam Tech Woes (Selected by Victor Li)

Research literacy is a systematic process for finding information that can help inform clinical care. In this episode of Research Perch, learn about the importance of teaching research literacy to entry-level massage therapy students, and how instructors can use MTF resources to help students learn to find, access, and assess the integrity of research and apply it in meaningful ways. For an a great additional resource, check out MTF's Instructor's Guide to Teaching Research eBook Link to IJTMB article mentioned in show: Adaptation of the CARE Guidelines for Therapeutic Massage and Bodywork Publications: Efforts To Improve the Impact of Case Reports

Patrick Kellenberger discusses the evolving U.S. labor market, where hiring has slowed even as job openings remain elevated and layoffs stay contained. He explains how AI is reshaping entry-level roles and why workers must embrace upskilling and AI adoption to stay competitive.======== Schwab Network ========Empowering every investor and trader, every market day.Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/About Schwab Network - https://schwabnetwork.com/about

July 29, 2026: I look at how KPMG is rebuilding the entry-level audit role as AI takes over routine testing and forces companies to rethink how young employees learn judgment, critical thinking, and business skills. Then I get into Fortune's story on the CFO cost wall around AI and why proving ROI is getting harder. Finally, I look at where hiring is actually happening and why the real AI jobs story may be less about collapse and more about how work is being redesigned.

Welcome to another episode of Fratello On Air! This week, Mike is in Florida, and Balazs is in Hungary. But we're here for you! In today's discussion, we tackle a listener suggestion. We're talking about entry-level watches and how brands approach this. Hint: it's very different today, with greater expectations from the buyer.Jumping into watches 15 to 20 years ago was a much different affair than now. Social media was barely present, prices were lower, and microbrands were almost non-existent. Our listener, Cezary, asked us to consider the brands representing the new entry-level category. We do that, but go further and talk about what this term means today and how larger brands interpret it. We hope you enjoy the show!HandgelenkskontrolleWe start our show with some travel banter. Balazs had a lengthy drive to Hungary with his baby daughter. It was relatively challenging, but after one night and 12 hours on the open road, he is enjoying some family time. Meanwhile, Mike flew from London to Miami and slept most of the way before and after watching Marty Supreme. Once again, The Odyssey surfaces during our chat. So be it! Then, we discuss LeBron James and the surprise signing with the Philadelphia 76ers. For the Handgelenkskontrolle, our choices couldn't be more different. Mike is enjoying the pool and jogging with this durable Citizen Promaster BN0220. Balazs has dressed it up with his Rolex GMT-Master 1675.Entry-level watchesWhen it comes to entry-level watches, our listener specifically asked about the Seiko sub-brand, Lorus, and whether it has replaced Seiko 5 as the low-cost option. The bottom line is that we don't think so. There's nothing wrong with these pieces, but they don't seem to be aimed at enthusiasts like the old 7S26 pieces were. Instead, it shifts our discussion to what we think has really occurred. As Seiko has raised prices, the company expects buyers to join the journey. In other words, the price of an affordable watch, as viewed by brands, has changed. Cezary also asked about Longines and whether the brand has become the new Omega. This came up because Omega's prices have drifted upward and Longines now occupies this price bracket. Our view is that there is still a large difference between the two, but that Longines has improved mightily. This leads to a further discussion on the remaining Swatch Group brands and how the hierarchy works. Our feeling, again, is that a brand like Omega wants a buyer to remain loyal and not move to a different brand under the corporate umbrella. Finally, we talk about the rise of microbrands. These companies have become the new entry-level darlings. However, the challenge for these companies is reach and differentiation. Still, for enthusiasts who conduct a bit of research, this is where the opportunities lie.We hope you enjoyed today's episode, and thank you for listening. As always, let us know if you have topics for future shows!

Lizette Espinosa has lived many career lives. After defending clients in court and later building an e-commerce business, she faced a business pitfall in 2023 that made her think she might lose it all. That moment forced her to pivot and look outside the box. Her search led her to AI. Her husband had been using AI for two years; Lizette had been using it for six weeks when she saw what she was building and said, "You are a monster." Today, Lizette is the co-founder of System + Soul AI, where she is passionate about helping humans run and grow their businesses with AI by teaching them how to use it with clarity, confidence, and humanity. In episode 694 of the Fraternity Foodie Podcast, we find out what moments best prepared her for where she is today, her mentor who fundamentally changed the way she thinks about business, what the setback in 2024 taught her about resilience, how entrepreneurs know whether an idea is actually worth pursuing, what she means by "AI amplifying human capability", whether AI will replace everyone or not, how AI prompts could help students become better leaders, what skills employers will value even more over the next five years, should college students be worried that AI will take entry level jobs away, and how do you know when it's time to pivot. Enjoy!

Entry-level jobs provide a special window into the wider changes we'll see to job design and skill development. In this episode of Meet the Leader, Peter Brown of PwC explains how entry-level roles are transforming and breaks down new research on what employers really want from entry-level workers now. He also shares how these roles can continue to serve as training grounds for career skills like collaboration, critical thinking, and relationship building and why a thoughtful redesign of these roles will be key to future leadership development. Top names from our Chief People Officer community also share the advice new grads need to know in a fast-changing job market. Key takeaways: The most dire headlines about entry-level jobs are not yet backed up by data. Employers are increasingly prioritizing applied experience and skills over degrees alone. Employers are expecting more 'seniorized' skills earlier. New grads should focus on outcomes rather than tasks and look for ways to build human skills on purpose. Peter Brown is PwC's global workforce leader and a co-author of the World Economic Forum report Artificial Intelligence and the Future of Entry-Level Work. Subscribe for more conversations on leadership, the future of work, and the biggest trends shaping business. This is the third episode in a 3-part series on AI and jobs.   About this episode: PWC: Pwc.com Report - PWC  AI 2026 Jobs Barometer https://www.pwc.com/gx/en/services/ai/ai-jobs-barometer.html Hopes and fears https://www.pwc.com/gx/en/issues/workforce/hopes-and-fears.html Report - World Economic Forum Artificial Intelligence and the Future of Entry-Level Work: A Framework for Safeguarding and Reinventing Early Career Pathways: https://www.weforum.org/publications/artificial-intelligence-and-the-future-of-entry-level-work-a-framework-for-safeguarding-and-reinventing-early-career-pathways/ Related episodes - AI and Jobs Series: AI and Jobs series: Upskilling's 'Messy Middle' and Fixing the Skills Mismatch Listen here - Spotify:  https://tinyurl.com/2vddb3k3 Read here - Transcript:  https://tinyurl.com/2fnuacsz AI and Jobs Series: What one company stopped doing - an HR exec shares lessons shaping the future of work Read here - transcript: https://tinyurl.com/49xjtnyj Listen here - Spotify: https://tinyurl.com/27fjhud8 Other related episodes:  AI 'workslop' is a leadership problem. Here's how to fix it Read here - transcript: https://tinyurl.com/2mxkzwc3  Listen here - Spotify: https://tinyurl.com/4evh8yk6  Watch here - Youtube: https://www.youtube.com/watch?v=zTAbIqqAf4Y  How to Lead People Through AI Change: Questions to Ask from a Transformation Expert Read here - transcript: https://tinyurl.com/ykk9r7hb Listen here - Spotify: https://tinyurl.com/yc2azrwv Watch here - Youtube: https://tinyurl.com/yyv24pvd  

“I don't know what a young person who's a current college student who has no work experience could possibly do for me, sitting at a computer, that AI couldn't do itself,” said Molly Kinder, who researches AI and the labor market. While there's no real evidence yet that AI is eliminating entry-level jobs en masse, researchers say we should plan for the possibility. What exactly would that look like? We'll explore. But first: checking in on oil production and gas prices.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace Morning Report is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.Stories featured in this episode:In the age of AI, what will entry-level jobs look like?

“I don't know what a young person who's a current college student who has no work experience could possibly do for me, sitting at a computer, that AI couldn't do itself,” said Molly Kinder, who researches AI and the labor market. While there's no real evidence yet that AI is eliminating entry-level jobs en masse, researchers say we should plan for the possibility. What exactly would that look like? We'll explore. But first: checking in on oil production and gas prices.Every story has an economic angle. Want some in your inbox? Subscribe to our daily or weekly newsletter.Marketplace Morning Report is more than a radio show. Check out our original reporting and financial literacy content at marketplace.org — and consider making an investment in our future.Stories featured in this episode:In the age of AI, what will entry-level jobs look like?

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On this episode of the Andrew Yang Podcast, Andrew sits down with Clara Shih, founder of the New Work Foundation and former Meta and Salesforce executive, to unpack what AI is already doing to entry-level white collar jobs. Drawing on her time watching a million businesses adopt AI agents and start cutting staff, Clara lays out the data on displaced young grads and why hiring a human now costs far more than deploying an agent.Have a question for Andrew? Drop it in the comments section below or send us a text or voice memo to mailbag@andrewyang.com!Watch the full episode ⁠⁠⁠⁠here⁠⁠⁠⁠----Follow Andrew Yang: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠X⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Check Out: New Work Foundation----Get 50% off Factor at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Factor Meals⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get an extra 3 months free at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Express VPN⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get 20% off + 2 free pillows at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Helix Sleep⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | Use code: helixpartner20Get $30 off your first two (2) orders at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Wonder ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠| Use code: ANDREW104----Subscribe to the Andrew Yang Podcast: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Apple⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ | ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Spotify

In our June 2026 Community Chat, and with members of the Caribbean tech community, Innovation Strategist and Creative Economy Advocate, Bianca Welds, who is based in Jamaica, and Halle Johnson, a Systems Administrator and PhD candidate based in Antigua and Barbuda, the panel discusses:   *  Is AI reducing the job market for Caribbean school leavers?   *  Online banking in the Caribbean, why does it still have so many obstacles?   *  And the return of the Luddite classroom.   The episode, show notes and links to some of the things mentioned during the episode can be found on the ICT Pulse Podcast Page (www.ict-pulse.com/category/podcast/)       Enjoyed the episode?  Do rate the show and leave us a review!       Also, connect with us on: Facebook – https://www.facebook.com/ICTPulse/   Instagram –  https://www.instagram.com/ictpulse/   Twitter –  https://twitter.com/ICTPulse   LinkedIn –  https://www.linkedin.com/company/3745954/admin/   Join our mailing list: http://eepurl.com/qnUtj    Music credit: The Last Word (Oui Ma Chérie), by Andy Narrell Podcast editing support:  Mayra Bonilla Lopez   ---------------

My Free tools for sites and researchers: https://coordinare.co/My substack FREE: https://substack.com/@dansfera1?r=27gh4e&utm_medium=ios&utm_source=profileInato: https://go.inato.com/3VnSro6CRIO: http://www.clinicalresearch.ioMy PatientACE recruitment company: https://patientace.com/Join me at my conference! http://www.saveoursites.comText Me: (949) 415-6256Listen on Spotify: https://open.spotify.com/show/7JF6FNvoLnBpfIrLNCcg7aGET THE BOOK! https://www.amazon.com/Comprehensive-Guide-Clinical-Research-Practical/dp/1090349521/ref=sr_1_1?keywords=Dan+Sfera&qid=1691974540&s=audible&sr=1-1-catcorrText "guru" to 855-942-5288 to join VIP list!My blog: http://www.TheClinicalTrialsGuru.comMy CRC Academy: http://www.TheCRCacademy.comMy TikTok: DanSfera

Connor Vukelich, CEO of Poppin' Jobs, argues AI is reshaping—not replacing—entry-level work. He says Gen Z must build AI fluency to stay competitive, using technology to enhance productivity rather than replace human skills. Vukelich also highlights how this shift could unlock new entrepreneurial opportunities.======== Schwab Network ========Empowering every investor and trader, every market day.Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/ About Schwab Network - https://schwabnetwork.com/about

As the 2026 labor market faces an enrollment cliff and a massive influx of AI automation hollowing out traditional white-collar entry-level work, the "what is college for" debate has reached a fever pitch. Students are increasingly wary of high-debt, four-year degree conveyor belts that fail to guarantee day-one productivity. In this episode of An Educated Guest, we sit down with John Colborn, the co-founder of Apprenticeships for America, to explore how "learn-and-earn" models can reshape American workforce development.John walks us through his career journey and unpacks the current state of apprenticeships, grading the bipartisan political efforts—including a look at how the Trump administration is performing on its milestone goal of reaching 1 million active apprentices. We break down the structural differences between the US market and European "powerhouses," exploring why the UK's policy levers might offer a more realistic blueprint for the US than the classic Swiss or German models. From the role of trusted intermediaries to implementing a systematic "pay-for-apprenticeship" funding mechanism, John shares the major solutions needed to scale the system.Finally, we look at the strategic intersection of higher education and the workforce. John explains how colleges and universities can embrace apprenticeship degrees as a risk-mitigation tool against declining enrollments, and how small-to-medium enterprises can band together to leverage these programs. Tune in to discover the 10-year best-case scenario for the learn-and-earn movement and find out why the ultimate career path of the future might just start with a job, not a degree.

Tune into the Mole's frequency, because we're back for De Mol België Season 14 - and its visit to Portugal! Over these nine weeks, three guys who know that nothing beats a JetTui holiday - Michael, Logan & Bindles - have been back for the sixtieth season of the podcast and trying not to get left behind in the search for the Mole, concluding with the reunion! In this episode - Logan refuses to defend himself, Production have been trying a very particular way of duping the alumni, there's been some revisionist history, Michael gets some (well-deserved) praise, we try and work out why we clocked Wout (well, two of us did), Isabel's main weakness is revealed, Maxim & Julie have an advantage, Production confirm something they've never confirmed before, Bindles is like Jurre, Michael makes it all about himself, Donna & Logan feel left out, we refuse to rank the season, Historians is announced and Fuzzy might have actually worked out a clue. Thanks for listening all season long - we'll be back in Autumn for our next Historians season! Please note: This episode is intended on being spoiler-free, but references to any season we have already covered (WIDM 10-12, 14, 16-25 and Renaissance; België 4-13) may be made. This episode is supported by our friends over at Zencastr. Create your podcast today! Social Media: Facebook Twitter Instagram YouTube Bluesky Threads Patreon  

In today's podcast episode, we discuss whether AI is actually wiping out entry-level jobs, how it's changing marketing jobs, and whether employee backlash to AI is a flash in the pan or something deeper and more systemic.   Join Senior Director of Podcasts and host Marcus Johnson, along with Analyst Grace Harmon and Senior Analyst Gadjo Sevilla. Listen anywhere, or watch on YouTube or Spotify.   Get more insights like these with our free, industry-leading newsletters covering advertising, marketing, and commerce. Sign up at emarketer.com/newsletters Follow us on Instagram at: https://www.instagram.com/emarketer/ For sponsorship opportunities contact us: advertising@emarketer.com For more information visit: https://www.emarketer.com/advertise/ Have questions or just want to say hi? Drop us a line at podcast@emarketer.com For a transcript of this episode click here: https://www.emarketer.com/content/podcast-ai-might-wiping-entry-level-jobs-changing-ones-that-survive-behind-numbers © 2026 EMARKETER

This episode is a compilation of answers to YOUR questions that were asked directly from my listeners who attend my weekly business education YouTube live webcast. Topics include: Will AI Replace Entry Level Jobs? SpaceX IPO Explained, Bond Yields & The Future of Investing and more.Refer to chapter marks below for a complete list of topics covered and to jump to a specific section. Get mentored by Chris: Book a Zoom call to discuss joining my Business Academy, Finance Bootcamp (to get a job in finance) or MBA Degree Programs or for investing/business/personal development coaching: https://haroun.short.gy/1on1CallYTWDownload my free "Networking eBook": www.harouneducation.comAttend my weekly YouTube Live every Thursday's 8am-11am PT. Subscribe to my YouTube Channel to receive notifications. Learn more about my MBA Degree ProgramChapter Marks: 0:25 Intro & Welcome 0:55 How to AI-Proof Your Life 3:38 SpaceX S-1 & IPO Explained 13:21 Do Bond Yields Predict Recessions? 16:22 Will AI Replace Entry Level Jobs? 17:21 How to Make Your First $10K 20:16 Startup Advisors & Equity 23:01 Why SpaceX Is Different 26:41 Goldman & JPMorgan on SpaceX 27:38 How to Pass Multiple Choice Exams 29:04 Debt Levels & Market Risks 30:19 Hedge Fund Trading Firms 32:51 Investing in SpaceX Before IPO 34:46 Global Diversification 35:32 Rupees, Inflation & Currency Risk 35:58 Why Trump Would Want a Weak Dollar 38:08 Poker & Investing Skills 39:26 Zuckerberg, Xi & Global Politics 40:52 Is Nikkei in a Bubble? 41:54 High Frequency Trading 44:17 Trust & Ethics in Business 45:02 Bezos Interview Thoughts 47:34 Will AI Kill Cybersecurity? 48:28 Why Mutual Funds Underperform 53:33 Facebook, AGI & Layoffs 54:26 How to Buy SpaceX IPO 57:16 Is It Bad to Immigrate to the UK? 1:01:16 Mamdani vs The Rich 1:02:58 Staying Current on Financial News 1:04:09 Will Nvidia Eventually Pop? 1:05:04 CFA vs CPA 1:05:57 Ebola, Hantavirus & Lockdowns Connect with me: Schedule a 1:1 call with Chris: https://haroun.short.gy/1on1CallYTWYouTube: ChrisHarounVenturesCompleteBusinessEducationInstagram @chrisharounLinkedIn: Chris HarounTwitter: @chris_harounFacebook: Haroun Education Ventures  TikTok: @chrisharoun

Wondering what to look for in your first job? This edition of Doing What Works might leave you drooling.Here are your show notes…If you don't want it on Page Six, don't do it.Farm to Fork.

Lord Wolfson, Chief Executive of Next and a Conservative peer, warns Britain is facing a crisis in entry-level employment. Applicants for every shop vacancy at Next have almost doubled from 10 to 19 in just two years — a trend he describes as “indicative of just how big the crisis is in youth unemployment.” Across retail and the wider economy, he says there has been “a dramatic fall in entry-level employment opportunities” as rising National Insurance and National Living Wage costs push up the cost of hiring younger and less experienced workers. UK youth unemployment has now reached 15%.The crisis, he argues, will deepen under the Employment Rights Bill. Restrictions on flexible part-time working mean retailers risk being locked into permanent contracts when offering extra hours at Christmas or during university holidays. The result, Lord Wolfson says, will be fewer opportunities for students and reduced service for customers — consequences, he says, the government never intended. The legislation was “cobbled together very quickly”, he argues, reflecting a broader problem in British politics: governments arriving in office with slogans rather than detailed plans. “Becoming prime minister is not an achievement. Being a great prime minister, that's an achievement.”Lord Wolfson also makes the case that Britain's planning system is the single biggest drag on economic growth. He says an acre of agricultural land worth around £15,000 rises to £1.5 million once planning permission is granted — wealth he argues is being extracted from the economy rather than invested in better homes and infrastructure. His solution is to replace the planning system with principle-based building regulation, allowing development provided it does not damage neighbouring property values or overload local infrastructure.He also argues for pay-per-mile road pricing, warns against government industrial strategy becoming “the referee becoming the player”, and says reopening the Brexit debate would distract from the structural reforms — planning, energy and transport — that could do far more to drive economic growth.Presenter: Simon Jack Producer: Ollie Smith & Olie D'Albertanson02:00 Entry-level jobs crisis and youth unemployment 05:30 Employment Rights Bill and seasonal work 07:00 Shareholders vs workers benefitting from profits 09:56 Brexit and closer ties with Europe 11:02 Planning reform and the cost of development land 13:15 Road pricing and transport policy 15:13 Industrial strategy and government intervention 20:44 AI and the future of jobs 25:37 Winning office vs winning government

In this episode, Jason discusses the importance of starting with entry-level positions in construction to build strong foundations for lean culture and high-performing teams. He explains why shaping people early in their careers allows leaders to instill the right habits, processes, and mindset without having to deprogram previous toxic behaviors. What you'll learn in this episode: Why entry-level hires are crucial for instilling lean culture and proper habits. How to avoid deprogramming challenges by shaping people early. The role of leadership in developing field engineers and project engineers. Why starting fresh leads to high-performing, resilient teams. How proper onboarding impacts project success and team alignment. Are you building your team from the ground up or trying to fix behaviors later that could have been shaped from day one?   If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode. And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two

emchannel’s CEO, Lindiwe Sebesho, speaks to John Maytham about its new report which found that many young people earn little more than the minimum wage in their first job. Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 and 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

The labor market is stabilizing, but slower hiring and lower turnover are making it harder for entry-level workers to find jobs. Nicole Bachaud says employers are focused on experienced talent, while fewer openings limit opportunities for new graduates. Gaining hands-on experience remains key in a more competitive job market.======== Schwab Network ========Empowering every investor and trader, every market day. Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/ About Schwab Network - https://schwabnetwork.com/about

Ready to learn more about macro social work careers? Grab my free e-course at: ⁠⁠⁠https://macroandpaid.com/

The latest financial news from CBS Business Analyst and host of Jill on Money, Jill Schlesinger. She joined Vineeta on The WCCO Morning News.

subscribe here: https://thinkfuture.comconnect with mango aggro: https://techtensions.substack.com---In this episode of thinkfuture, host Chris Kalaboukis speaks with Mango Aggro (TechTensions Substack) about one of the most overlooked consequences of AI: the collapse of entry-level roles and the emergence of what he calls the “messy middle.”As AI automates junior-level tasks—like building presentations in minutes instead of days—companies are hiring fewer entry-level workers. That might look efficient today, but it creates a long-term problem:No pipeline of talent to replace tomorrow's leaders.We explore:- Why AI is shrinking entry-level jobs across industries- The hidden risk of a future talent gap- How AI is being used (and misused) to justify layoffs- The rise of agentic AI—systems that act autonomously, not just respond- What “personal AI” could look like in the near future- Why job survival depends on shifting from process to outcome- The surprising rise in value of skilled trades vs. knowledge work- A possible future of post-scarcity and Universal Basic IncomeMango's perspective is clear: AI isn't just automating work—it's restructuring how careers, value, and opportunity evolve.If you're thinking about AI, jobs, career strategy, or the future of work, this conversation cuts through the noise and gets to the real implications.

AI is transforming more than just marketing; it's reshaping how manufacturers hire, train, and build their future workforce. In this episode, Friddy Hoegener, President of SCOPE Recruiting, joins Jeff White and Carman Pirie to explore how AI is impacting recruiting, from automating interview notes to flooding applicant pools with polished, AI-generated resumes. The conversation dives into a critical emerging challenge: the erosion of entry-level roles that traditionally help develop future leaders. As AI takes over repetitive tasks, companies risk losing their talent pipeline unless they rethink how early-career roles are structured. Friddy shares insights on how forward-thinking organizations are adapting by creating AI-augmented roles that emphasize strategy, cross-functional thinking, and innovation. They also discuss the growing importance of soft skills, the pitfalls of over-automating hiring processes, and why smaller, more agile manufacturers may have a unique advantage in attracting talent in this new landscape.

AI is changing everything - especially for junior developers. While many companies are cutting back on entry-level roles, IBM is doing the opposite. In this edition of the Web News, Matt and Mike explore why IBM is tripling its entry-level hiring in 2026, what that says about the future of software development, and whether this strategy gives them an edge in the AI race. Is this a smart long-term investment - or a risky bet in a world where AI can already write code? If you're a junior developer (or thinking of becoming one), this might be one of the most important signals in the industry right now. Show Notes: https://www.htmlallthethings.com/podcast/is-ibm-winning-the-ai-race-a-bet-on-entry-level-developers

Happy Saturday! We’re back with another Q&A episode of the show. This week you asked:

The entry-level talent pipeline is being entirely restructured. If agency owners don’t figure out what role a young professional actually plays in an AI-assisted agency, they won’t just struggle to hire today. They’ll have no one to promote in five years. In this episode, Chip and Gini dig into what’s happening with entry-level hiring right now, and why the answer can't be to stop hiring junior staff altogether. The conversation covers why the old model of routine work is gone, what needs to replace it, and why agencies that don’t solve this problem soon are setting themselves up for failure. The episode opens with an observation from Gini: every presentation she gives to college classes lately surfaces the same anxiety from students. Nobody’s hiring at the entry level because AI can handle the work those roles used to cover — news releases, media lists, social drafts, basic research. How can they find jobs today, and get the on-the-job training they need to move forward in their careers? Chip frames the problem as a junction of circumstances: the rise of AI, economic uncertainty, and a higher education system that hasn't evolved with the workforce reality. Colleges discouraging AI use while their graduates are about to enter workplaces built around it is, as he puts it, the same mistake as banning calculators in math class. The students coming in aren’t unprepared because they’re less capable, they’re underprepared because the institutions that trained them weren’t keeping up with the times. Chip and Gini agree that entry-level hires aren’t obsolete, but the role must change. Instead of being the lowest rung of the ladder, new professionals need to come in already functioning like managers — just managing AI tools and processes instead of people. That requires more on-the-job training, better-documented processes and SOPs, and a genuine commitment to learning and development that most agencies still don’t have. There's more than one upside, though. Better documentation and SOPs don’t just help entry-level hires do their jobs — they make your agency more efficient, reduce owner dependency, and, for those who want to sell someday, significantly improve the value of the business. Their closing argument is not to avoid entry-level hiring because the old version of the role is antiquated. Rethink what the role is, invest in the systems that support it, and get comfortable assigning junior people with responsibilities that would have felt premature five years ago. The alternative is a mid-level talent shortage that will be very hard to fix. Key takeaways Chip Griffin: “Effectively everybody is starting out as a manager now. It just may be that instead of managing people, you’re managing AI agents or assistants. That’s still a management role.” Gini Dietrich: “If we don’t solve this now as agency leaders and as an industry, there will be nobody at the mid-level to take the jobs in five years. No one.” Chip Griffin: “Don’t decide that you’re not going to hire them and just use the AI for it. Rethink what the role of an entry level hire is in your business because that will allow you to build both for today and for the future.” Gini Dietrich: “I think providing and teaching the young professionals how to use critical thinking skills to orchestrate an army of AI bots is exactly where we should be training them.” Related Managing Gen Z agency employees (and anyone else with less experience than you) ALP 34: How to help junior agency employees grow AI no threat to agency employees learning fundamental skills View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, I, you know, I’m thinking about just getting started in the workforce now, and, you know, I’ve, I’ve never had a job in my life and Gini Dietrich: Oh, yeah. Chip Griffin: You know, being so young and green, I, I need to figure out what I’m going to do. Gini Dietrich: You know, it’s funny because I do a lot of zoom in… I zoom into a lot of classes to talk about PESO, and one of the questions I always get, and especially right now is, you know, how am I, what job am I gonna do when I graduate? How am I gonna get a good job? The job market sucks. Then nobody’s hiring for entry level because of AI. Like, what am I gonna do? And that question, I would say, that question has come up. In every single presentation that I’ve done for the last two years. And kids are really concerned about it. And, you know, in Counselor’s Academy through PRSA, we’ve been having the conversation too with other agency owners about, you know, who’s hiring entry level, and if you are, what are you doing? And it’s crickets. Like nobody’s hiring entry level professionals right now, because everything that we would have someone do as a brand new professional or as an intern, AI can do and do it much more effectively. So, you know, news releases and blog posts, drafts and social media drafts and media lists and all that, like, it’s way more efficient to have AI do it. So one of the conversations we’ve been having here is it’s really important to me as an individual to continue to give back to the industry. So how do we create an intern program that’s less about that kind of work and more about giving them the critical skills that they need to be able to orchestrate prompts, integrate AI into their roles. And I think that, I think that’s the path that we are gonna probably go down. Chip Griffin: Yeah, I mean, it, it’s an important topic. It is, I think there’s a confluence of events that are making it particularly challenging for entry-level workers today. So you’ve got the rise of AI along with economic and other uncertainty coming together. So, you know, there, there’s a number of forces that just make it really difficult. And I think it’s all layered on top of a higher education system that frankly is almost entirely broken. Yeah. And obviously that’s not really something we’re gonna solve here on, on this show, nor is it really the general domain of it. But I think it is, it’s a fundamental challenge that, that most higher education is not really oriented around helping students to find jobs afterwards. Right. That’s, that’s almost an afterthought. Yep. And I’m not saying that it needs to become vocational training. At the same time, you know, four years of pure academics, and discouraging the use of things like AI. A lot of, you know, colleges and universities say, oh no, no, you can’t use AI to complete your papers. Well, that’s not the reality that these students are about to embark upon. Gini Dietrich: Right. Chip Griffin: And so, you know, to me, that reminds me of, you know, years gone by where, oh, you can’t use Wikipedia, you can’t use the internet. You can’t use calculators. I mean, when I grew up, you can’t use a calculator in math class. I mean, these things just, it really is an antiquated system. So you’ve got that as their stepping stone into the workforce, and then they’ve got these headwinds of the economy and AI fighting against them. And so I do think it is, it’s a challenge for the industry, but ultimately it’s a challenge for individual agencies as well. Because even if you don’t want to give back, you have to think about how you’re going to staff your business, not just today, but for the longer term. And historically, agencies have promoted from within quite often, or hired somebody who was an entry level somewhere else. And so at some point, if we don’t figure out how to solve this entry level hire problem, we’re gonna be in a situation where there’s nobody out there for those mid-tier roles that we need to hire still. Gini Dietrich: Right. That’s exactly right. And that’s the, we continue to have that conversation in every single one of my leadership team meetings where there is a section where we’re talking about interns on the path for entry-level professionals. Because you’re exactly right, if we don’t solve this now as agency leaders and as an industry, there will be nobody at the mid-level to take the jobs in five years. No one. So we have to figure this out. Chip Griffin: And I think a lot of it is reimagining what that entry level role is. Gini Dietrich: Yep. Chip Griffin: Which means as, as owners, as bosses, we need to think about how we structure those roles. But it also means that in preparation for this, you know, colleges, universities, intern programs also need to be thinking about what skills they’re sending people into the workforce with. And I think I’ve mentioned this previously on the show, I mean, effectively everybody is starting out as a manager now. It just may, may be that instead of managing people, you’re managing AI agents or assistants. That’s still a management role. Gini Dietrich: Mm-hmm.  Yep, yep. Chip Griffin: And so, you know, whereas we used to bring people in and, and they would be purely managed and just… They would be the, you know, the functionaries who did what we told them to do. They need to be in a position that they can actually direct resources right out of the gate. And so that, that requires a lot more training before the job, but really a lot more probably on the job training. And we’re awful at training managers at every level within our businesses, including most owners have just awful management skills. And so if we don’t have them at the higher levels, how do we get them to the entry level? Gini Dietrich: Yeah, I think you’re right. I think we, this has been a challenge forever. I mean, the way I got quote unquote management skills is my boss came to me and said, so and so has just been put on a PIP, and she has 60 days to figure it out, and we’d like to manage you through that. Like, we’d like you to manage her through that process. And I was like…what? Okay. Guess what? She didn’t make it and it was a terrible experience for me, but that’s how they quote, unquote, gave me management training. Right? That’s not management training. That’s not leadership training. That’s like trying to, to figure out what you’re good at or what your strengths are by trying to help somebody who’s failing but doesn’t want the help and doesn’t wanna try to succeed. Terrible idea. All to say, I think you’re exactly right. And I think one of the big things that everyone in general is missing around AI is critical thinking. And I think we, we say, okay, like, oh, this is gonna make me so much faster and I’m gonna prompt it and I’m gonna get it what it needs. And then I forget about actually thinking through, is this right? Is it what I’m trying to accomplish? Is it strategic? Is it going to deliver results for the client? We don’t, we’ve, we sort of are in this world of, oh my gosh, this has made me so much more, so much faster and more productive. We’re losing that critical thinking piece. And I think providing that and teaching the young professionals how to use critical thinking skills to orchestrate an army of AI bots is exactly where we should be training them. Chip Griffin: I mean, I think ultimately learning and development needs to be a much stronger piece of even the smallest agencies. Yep. And there needs to be a much greater emphasis on the mentorship and coaching and training of everybody at, again, at every level within the business, including yourself as the owner. Yep. And, and if you’re not committed to that, it’s going to be very difficult to successfully integrate new entry level hires of any kind in the future because they do need greater support than ever before. It’s not just, Hey, you know, go through this, you know, list and figure out, you know, which emails are bad or, you know, go find email addresses for these reporters. Right? Or, you know, the, the basic tasks that a lot of people may have been asked to do in the last 10 or 20 years, they’re gone. And so everything requires that higher level of judgment. And the only way that we can expect good results is if we’re providing the assistance from above. Gini Dietrich: Yeah, I completely agree.You know, we do, I think we do a fairly good job of internal training because we have the PESO model. So you know, everybody on our team has to go through it and everybody on our team has to be certified and everybody on our team has to keep up with it. Everybody on our team has to understand what I’m producing from a content perspective every week. And you know, one of the things I say constantly to them is, you guys have to be ahead no matter what. You can’t have a client who knows more about it than you do. You can’t have a client who says, well, I saw this in or, I heard this on Gini’s podcast, and you don’t know what they’re talking about. Like you have to be ahead of all of them. And so because of that, we have twice a month internal learning. And I think taking that down a level, and honestly truly, I would actually say that the younger professionals are better at the PESO Model certification outputs than I would say some of the more senior level professionals. Because they don’t have preconceived notions, they don’t have, oh, this is the way I’ve always done things. Right. So they’re much more, they absorb the information better and they output the expected outputs much more effectively, I think. But you know, if you don’t have that kind of training internally, like, how are you teaching them intellectual property and how are you teaching them your processes? And like everybody has a different way of doing work for clients. How are you teaching that so that when they go into AI to get the output they need, they understand this is the output I’m trying to get and this is what it looks like. I think those are the things we have to be thinking about is our intellectual property, our unique way of doing things, and our process. That’s the kinds of things you can be teaching to young professionals. Chip Griffin: Yeah. And look to your point, I think that to the extent that agencies are doing, you know, training and development type things, most of it is focused on the how you do your job bit, right? Gini Dietrich: Yep, yep. Chip Griffin: So you know, how, how do you implement the PESO model? How do you communicate effectively with the press? How do you, you know, write effectively? Those are the kinds of things that most agencies have spent at least some time on. Maybe not enough, but at least some. But it’s, but as you back into the, the things that you’ve also mentioned, processes, you know, tho those are things that don’t get the same level of attention in the training and in the professional development. And then when you get back from that and you’re looking at things like project management or just basic human management, those are not things that have any amount of investment in the vast majority of agencies. And it’s, you know, it’s always shocking to me how many times I go into an agency, you know, for one of my Agency Business Checkups, and I sit there and I talk with them and I understand they’re not doing the regular one-on-one communications with direct reports. Wow. And I, and I know, I mean, this is, everybody knows, this is my pet peeve. Yes. But it is the fundamentals of management. How do you manage somebody if you’re not having regular, ongoing meetings with them? Right. It just, it doesn’t make any sense. But there’s, there’s no culture around that. There’s no culture around communications . And particularly as we’re moving into this era of AI, we need to be much better at documenting processes and, you know, all that because the more we document processes, the better results we can get from the technology, which makes the lives of all of the human employees better. And so we need to be focused on a lot of these things that maybe we could get by without doing in the past, and maybe it just, you know, it was a, a 10 or 15% efficiency hit or something like that. Now it just, it fundamentally just doesn’t work if you’re not focused on how to do these things effectively. So we really need to, again, at all levels, but particularly with those entry level hires, we need to groom them into the roles by providing them with those skill sets, providing them with the documentation around processes, and that’s how we’ll start to get better results more quickly. But that doesn’t really solve the question of how do we continue to hire entry level people at all? Why? Because there’s this big urge for people to say, look, that because AI is so good, we don’t even need entry level hires anymore. Yeah. And I mean, I am of the viewpoint that that is not accurate. That you can still hire people fresh outta college or with just a year or two of experience, but you’ve got to rethink what you’re thinking of them to do. Right. If you think of them in the old terms of doing just that routine, brute force labor. No, there is no role for that. But if you elevate it and you say, look, you know, these kids are coming in and they’ve got something to add, they’ve got value to offer. We just need to perhaps move them along faster in our minds than we might have otherwise. But in their world, they’re not, because they don’t, they didn’t grow up 30 years ago like we did in the industry, so you didn’t know what all of the photocopying and faxing was back then. So you’ve got to be open to putting them into roles that just blow your mind that this is an entry-level responsibility now. Gini Dietrich: Yeah, I think that’s exactly right. And I think we have a responsibility as leaders to do that. Because to your point earlier, if we don’t, we’re not gonna have employees to hire at the mid-level and then at the senior level, and it’s going to be a disaster. So I think we have our responsibility as leaders to do that. Chip Griffin: Yeah, but we, I mean, yes, we have a responsibility, but ultimately we also need to do what’s right for the business today. Gini Dietrich: Sure, of course. Chip Griffin: And so, so what the, what I think people need to do is to figure out how to bridge that gap. So that you can do what’s right for the business today, while also helping you for the long term. Because as, as much as we all sit here and we want to say, well, we’re doing right for the industry, we’re doing right for our business in three to five years. That’s not a reality that works for most people, particularly on the tight numbers that most smaller agencies are operating with. So, you know, we do need to find a way to make sure that we are getting what we need today from these, and they’re not, I don’t wanna say charity hires, but they’re not, they’re not viewed solely as investments. They have to be something that has the more near term payoff as well. Gini Dietrich: Sure, of course. Yeah. I don’t disagree with that. Chip Griffin: I think that does require a mindset shift for a lot of us who would never dream of, of handing off some of the responsibility that we’re now in a position of needing to hand off to people who have very little experience. But the more that you’ve established proper SOPs and you’ve put together the right systems for checking, verification, approval, et cetera, all of those things, it, you’re in a much better position. And honestly, the use of AI makes it easier to entrust more junior employees. I think a lot of people sit here and say, oh, you know, it’s scary ’cause now we’ve got, you know, junior people with no experience running the AI. Yes. But if as long as you are overseeing the training of the AI, then the AI tends to remain within its lane. The problem you run into with AI is when you don’t give it any guidelines, when you don’t give it any context, when you don’t give it the structure, that’s where it does things like hallucinate and, you know, engage in crazy behavior. But otherwise it does a much better job than humans of remaining within its lane. And so it can actually help the juniors to do their jobs more effectively without the level of risk that some of us may be concerned about. Gini Dietrich: And I will add to that, with your SOPs and your process. Although we talk all the time about building a business that you love and that works for you, there are still going to be some of you who want to sell your business. And having those SOPs in the process really well-defined is going to help your sell price significantly. Yes. Because if you can just hand them the recipe and say, this is how we do things, and this is how we’ve done things for years and it works, and these are the kinds of results, that’s going to help your sell price. Chip Griffin: Yeah. One hundred percent because then you’ve got a buyer who’s looking at something and they’re not just, you know, buying a client roster or short term revenue or something like that. They’re actually, you know, buying something that has sustainable value to it. And particularly in the age of AI, where those SOPs can then become the guidelines and guardrails for the AI tools to utilize. It really is a big differentiator, not just for your sales price, but for today, right? Because if you’ve, if you built those things in there, then you can be a leaner operation. Because the reality is we are going to accomplish more with fewer human headcount. That’s just going to happen. Probably not as efficient as some people dream it might be, but still more efficient than we are today. And so it gives you a lot of flexibility if you are in a position to feed the information and SOPs into the AI tools to get you where you want to go. So it will take a lot of pressure off of you as the owner today, and that opens up possibilities for your future, whether you want to sell or not. Gini Dietrich: Yep, totally. I’m a big fan of SOPs. Chip Griffin: I always have been a big fan of SOPs and checklists and those sorts of things. I think they, they can save your bacon. But you know, today they’re just, you can’t live without them, right? No, totally agree. Totally. They were nice to have process improvements 20 years ago. Today, if you don’t have them, you are really holding yourself back because you can’t use most of these tools capably without them. Gini Dietrich: Yep. 100%. Chip Griffin: So you’ve got to, you can’t fly by the seat of your pants anymore. It really needs that structure. Entry level hires need that structure. AI needs that structure. And if you’re going to have a successful agency for the future, you need to solve for this today. Gini Dietrich: Yeah. And truth be told, everyone in your agency needs that structured. Chip Griffin: Everybody. Absolutely. Gini Dietrich: Yeah, everyone does. Chip Griffin: Absolutely. So don’t be afraid of entry level hires. Don’t decide that you’re not gonna hire them and just use the AI for it. Rethink what the role of an entry level hire is in your business because that will allow you to build both for today and for the future. Gini Dietrich: Absolutely. Chip Griffin: So with that, we will wrap up this episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich. Chip Griffin: And it depends.

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Chris Clark says entry‑level hiring is under pressure as A.I. moves from hype to real‑world automation, pushing unemployment for young college grads higher. He notes that as companies like Meta (META) invest heavily in A.I. while cutting jobs, success now depends on pairing critical thinking and leadership with using A.I. as a tool—not a shortcut.======== Schwab Network ========Empowering every investor and trader, every market day.Options involve risks and are not suitable for all investors. Before trading, read the Options Disclosure Document. http://bit.ly/2v9tH6DSubscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/About Schwab Network - https://schwabnetwork.com/about

Should you fix broken planning processes before automating them, or does that just delay progress? When an AI agent makes a bad decision, who's actually accountable? And how do junior employees build expertise when AI handles the foundational work they used to learn from? This week, Cody Stack (VP, Research Analytics) sits down with Kelly Coutinho (VP, Research & Advisory) and Lauren Acoba (VP, Head of Research & Advisory) to tackle these questions and others from Zero100's supply chain and operations community.

Anthropic CEO Dario Amodei has warned that artificial intelligence (AI) would take over a large number of entry-level white-collar jobs within the next one to five years, raising concerns about a possible employment crisis in sectors such as finance, consulting and technology.Speaking in an interview with Fox News, Amodei said AI systems are advancing at a pace that many people, businesses and policymakers may be underestimating.According to him, tasks traditionally assigned to junior employees, including summarising documents, brainstorming ideas and preparing financial reports, are increasingly within the capabilities of modern AI systems.

On today's episode of The American Land Man Podcast, we are back in the studio with Brent Grosse. We discuss:Iowa land still offers opportunity despite major price swings post-COVIDEntry-level farms can build massive equity through habitat improvementsThe right neighbors matter more than the farm itself for long-term successHabitat diversity (edges, CRP, timber) consistently outperforms monocultureSmaller “starter farms” can lead to larger acquisitions over timeMost buyers enjoy improving land more than actually hunting itNortheast Iowa offers strong hunting with less competition than southern zonesWater, terrain, and soil quality all drive long-term land valueNonresident tag changes may increase future demand and pricingEven overlooked counties can produce Boone & Crockett caliber deerAnd So Much More!Connect:-https://bit.ly/NeilHaugerWhitetailProperties-https://bit.ly/NeilHaugerFacebook-https://bit.ly/NeilHaugerYouTube-https://bit.ly/NeilHaugerInstagram

Daniel & PJ rank low budget markers based on their preferences.

Send us Fan MailJoin hosts Ben Kornell and guest co-host Matt Tower, as they break down the biggest stories shaping AI, edtech efficacy, cybersecurity, and the future of work in education.✨ Episode Highlights:[00:00:33] Rapid rise of AI-generated “vibe coding” raises concerns about software vulnerabilities and cybersecurity risks[00:02:44] ASU+GSV preview highlights the importance of relationships over deal-making at major edtech gatherings[00:08:26] Anthropic's Mythos model withheld due to its ability to uncover critical security flaws across systems[00:11:37] Growing need for AI systems to defend against AI-driven cybersecurity threats[00:14:18] Schools question edtech effectiveness amid too many tools and limited evidence of impact[00:15:23] Debate over screen time intensifies as some classrooms move toward eliminating devices[00:20:47] Discussion on whether smaller, more personalized school models better serve students[00:26:08] OpenAI faces leadership changes and increasing competition from Anthropic and Google[00:30:30] Big Tech's varying levels of investment in education reshape the competitive landscape[00:33:25] AI disrupts entry-level job markets, raising concerns about college graduate employment[00:36:12] Future workforce will demand adaptability, entrepreneurship, and continuous learningPlus, special guest:[00:37:34] Yoon Yang, CEO and Co-founder of Pensive, on AI-powered grading and personalized tutoring in higher education

AI Reality Check: Is AI Stealing Entry-Level Jobs? Cal Newport takes a critical look at recent AI News. Video from today's episode: youtube.com/calnewportmedia OPENING: Is AI stealing entry-level jobs? [1:29] MAIN STORY: Torsten Slok essay [3:06] CONCLUSION: AI is not stealing entry-level jobs now [11:32] Links: Buy Cal's latest book, “Slow Productivity” at www.calnewport.com/slow https://www.wsj.com/lifestyle/careers/ai-entry-level-jobs-graduates-b224d624 https://www.apolloacademy.com/busting-the-ai-youth-unemployment-myth/ https://www.theatlantic.com/economy/2026/04/job-market-artificial-intelligence/686659/ Thanks to Jesse Miller for production and mastering and Nate Mechler for research and newsletter. Learn more about your ad choices. Visit podcastchoices.com/adchoices

(0:00) Ty Anderson joins the show to talk about James Hagens signing his entry level deal with the Bruins. (14:17) The discussion continues on James Hagens as he is set to join the Bruins. Plus, reading emails on other young prospects in the NHL and how they are doing. (29:27) Thoughts from the callers on all that has been discussed on the show. (35:40) Jim Murray asks 5 questions that have nothing to do with sports! See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Jonathan and Gary interview nightlife and marketing executive Ronn Nicolli, now leading marketing and guest experience for the Meruelo Group at Sahara. Ronn discusses his new role and efforts to add cultural relevance while leaning into Sahara's 75-year history, including work with Las Vegas archives, hosting Sammy Davis Jr.'s family, and gifting Mike Tyson a framed historic Sahara boxing photo. He reflects on North Strip dynamics and why nearby resorts' success matters for foot traffic, then traces his path from Ohio to Vegas, early jobs, and rise from street promoter at Wynn to major nightlife projects like Tryst and XS, sharing lessons about brand identity, detail, and wow factor from Steve Wynn. He closes with advice on taking risks, hard work, and mentoring the next generation in hospitality.

(0:00) Felger, Mazz, and Murray open the hour taking calls on all that the guys have discussed on the show. (9:56) Reacting to the Red Sox 5-0 win and series win over the Brewers at Fenway. (17:54) Thoughts on the Bruins signing top prospect James Hagens to an entry level deal. Plus, callers' thoughts. (29:30) More thoughts from the callers on all that has been discussed on the show. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Spike, Jonny, and Zuckerman cover the McLaren Artura, Jay Leno's classic car smog exemption bill, and a wild breakdown of the Reacher actor's neighbor brawl. Plus: money laundering in the watch world, Tyler Sheridan's recycled TV formulas, and whether the Porsche Cayman really holds value better than everything else. ______________________________________________

Scott Galloway breaks down whether AI is really impacting entry-level hiring, explains why he's bullish on the senior care space, and offers advice for navigating career anxiety. Want to be featured in a future episode? Send a voice recording to officehours@profgmedia.com, or drop your question in the r/ScottGalloway subreddit. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Peggy talks about how AI (artificial intelligence) is reshaping organizations, particularly the role of entry-level workers. She says every major technological shift—the Industrial Revolution, the computer revolution, and now AI—has changed how work is done. She also discusses: · The profile of the entry level role yesterday and today. · Early data that suggests entry level work is changing. · Three key questions your business needs to ask itself in the next era of work. https://peggysmedleyshow.com

Artificial intelligence is beginning to change the entry-level job market. AI often automates the repetitive tasks that might otherwise allow new employees to learn on the job, and some worry it could eventually replace those jobs altogether. A study from Stanford University found these changes were most likely to affect “AI exposed occupations” such as software development and customer service. Lucas Hellberg is an enterprise reporter for the Daily Emerald newspaper at the University of Oregon and an elections reporting intern for Lookout Eugene-Springfield. He recently wrote about how AI is changing entry-level jobs in Oregon, and joins us with more details.

SEGMENT 3: GEN Z JOB STRUGGLES AND THE TRADES REVIVAL Guest: Chris Riegel, Co-Host: Jim McTague Riegel explains how artificial intelligence eliminates entry-level white-collar positions, leaving Gen Z struggling to launch careers in traditional professions. Meanwhile, skilled trades offer prosperity since AI cannot replicate physical work. Young people working with their hands find better opportunities than peers pursuing displaced office jobs.1825 BRUSSELS

From the BBC World Service: Recent college graduates say they're struggling to find entry-level positions. How much of the job market squeeze can be blamed on AI? Plus: Malaysia and Indonesia block access to Elon Musk's AI chatbot Grok, Meta urges Australia to rethink its youth social media ban, and foreign ministers from Denmark and Greenland will meet with U.S. leaders.