Podcasts about Glassdoor

A few weeks ago Andrew Huberman announced that he had partnered with the sports and eyewear company Roka. Together they've put out a specially branded blue-blocking glasses that are designed to help you wind down and get better sleep at night. If that sounds weird to you, you're not alone. Over the years Huberman, who a professor of neurobiology and ophthalmology, has repeatedly said that that he didn't believe that blue blocking classes did all that much. Was it possible that a giant financial windfall could have changed his mind on settled science? It's not totally surprising that leading influencers might themselves be influenced by tidal wave amounts of cash. As  @TaylorLorenz  mentions, we've always doctors on industry payrolls shilling everything from sugar to cigarettes. What's new is that social media engenders para-social relationships with specific influencers whose own opinions, protocols and prognostications tend towards cult-like power over their followers. With more than 15 million combined followers across his social media accounts, Andrew Huberman is likely the most powerful scientific voice on the planet. So when he says something is settled science and then changes his mind for a cash grab, it undermines the public faith in information writ-large.It's just one small step from trusting to untrusting Huberman to someone trusting and then untrusting scientific explanations from anyone. (Incidentally, Benn Jordan just did a great piece on misinformation and explicit propaganda that shows how global powers capitalize on the general distrust of authorities).The thing that I find hardest to understand about Huberman's most recent grift is now that it happened, but why he would need money at all. What motivates his endless greed when it comes at the expense of his integrity? Stanford professors of his caliber make about $250,000 according to Glassdoor.com. That's a pretty solid amount of money all on its own. YouTube ads run automatically and pay about $5.50 per thousand views with what amounts to a strict firewall between his editorial content and the sponsor's demands. (THIS NEXT SENTENCE CONTAINS AN ERROR, PLEASE SEE THE FOLLOWING PARAGRAPH) Given that he has 365 million views on his channel, it's a simple calculation to figure out that he is bringing in about $7M a year from adsense alone. That means he's already making 28 times his ordinary salary without the need for any ethical compromises on his part. All told, the Huberman Lab podcast has generated at least $20 million over the course of its three year run to date. (CORRECTION THIS PREVIOUS PARAGRAPH CONTAINS AN ERROR: @hubermanlab I calculated that Huberman made $20M on YouTube ads based on his 365M combined views which make around $5.50 CPM. My math was seriously off. The true total would have been only $2M from ad sense. So instead of making 28x the standard Stanford salary, he only was making 3x. I regret the error and will issue a video correction)That's an unfathomable, wasteful and frankly obscene, amount of money from my perspective. Even so, Huberman didn't think that it was enough. The Roka deal will likely give Huberman a sizable payment of $1-2 million over its lifetime. Meanwhile, He has a further 13 paid sponsors on his show which, we can guess net him another $6 million (actually, just $600,000) or so a year. That mindset is what's fundamentally broken with the information universe we live in. Instead of being an upstanding credible vehicle for science, Huberman made the, probably unconscious, decision that money was the most important metric for success. The only silver lining here is that at least we can document exactly when and where he changed his mind on science.I hope that you enjoy the video.

Send us a textWant the truth about RTO, hybrid, and remote without the noise? We cut straight to the work: define how value is created, then choose the model that best serves it. With guest Nahed Khairallah, a veteran HR and scaling leader who's supported 150+ companies from seven to nine figures across multiple regions, we dismantle assumptions, expose the traps leaders fall into, and lay out a practical path to better outcomes.We start by flipping the debate. Instead of arguing over office days, we map work to value chains and ask which activities truly benefit from co-location and which thrive async. That lens reveals when hybrid can deliver leverage—and when it becomes an expensive way to sit on Zoom. We get specific: design collaboration rituals, align space and calendars to those rituals, and be transparent about why some roles are location-flexible while others must be anchored. We also unpack the perception risks of vague policies—how fairness gaps echo through morale, Glassdoor, recruiting, and even sales.Then we tackle hiring. Nahed shares repeat failure modes: rushing when overwhelmed, redefining roles mid-search, and running inconsistent interviews that can't compare candidates. We offer a concrete fix you can use today: gather stakeholders, define the role's place in your value chain, set observable success criteria for 30/90/180 days, separate must-haves from teachable skills, and build a structured assessment with a work sample and shared rubric. For roles outside your lane, bring in a subject matter expert to test depth and execution so you avoid buzzword hires and shrink ramp time.Finally, we talk culture—the compounding force most likely to make or break your growth. Culture isn't a handoff to HR. It's what leaders model, what they measure, and what they tolerate. Reverse a remote commitment or mandate office days without logic, and you teach the org that opinion beats evidence. Codify principles, connect them to planning and feedback, and keep decisions tied to outcomes like cycle time, quality, and revenue per head.If you're building fast and want your people practices to move faster, this conversation gives you a clear playbook. Subscribe, share with a founder who needs it, and leave a review with your biggest RTO or hiring myth—we'll tackle it in a future episode.Support the show

In this rare and deeply personal conversation, Ray Kelvin - founder of global fashion brand Ted Baker — breaks his silence for the first time. After decades of avoiding interviews, he speaks openly about the rise of Ted Baker, the culture he built, the controversies that ended his tenure, and the emotional cost of losing the company he created. SPONSORS: Use my code Andrew25 on MyHeritage: https://bit.ly/AndrewGoldDNA  Grab your free seat to the 2-Day AI Mastermind: https://link.outskill.com/GOLDNOV4  Start fresh at tryfum.com/products/zero-crisp-mint . Over 500,000 people have already made the switch — no nicotine, no vapor, no batteries. Just flavor, fidget, and a fresh start. Get up to 45% off Ekster with my code ANDREWGOLDHERETICS: https://partner.ekster.com/andrewgoldheretics  Plaud links! Official Website: Uk: https://bit.ly/3K7jDGm US: https://bit.ly/4a0tUie  Amazon: https://amzn.to/4hQVyAm Get an automatic 20% discount at checkout until December 1st. Cut your wireless bill to 15 bucks a month at https://mintmobile.com/heretics  Ray addresses the origins of the brand, the unconventional “hug culture,” the online petition that escalated during the MeToo era, and the accusations that ultimately forced him to step down. He discusses criticism over physical boundaries, workplace culture, PR practices, and long-running myths that surrounded him — including stories about hugs, neck-stroking claims, alleged whispering, lap-sitting rumours, and more. This conversation also explores his leadership style, the pressures of running a public company, how quickly public sentiment can shift, and the human consequences of Ted Baker's collapse. Ray describes the impact on thousands of employees, the strain on his personal life, and the condition that affected his hands during the period everything changed. He also reflects on difficult moments — confrontations, workplace expectations, and accusations from former staff — sharing his own recollections and regrets. In one of the interview's most striking moments, Ray speaks about the emotional toll, the cultural climate at the time, and why he believes the world “changed overnight.” Candid, uncomfortable, and surprising, this is the first time Ray Kelvin has ever told the full story of what happened — in his own words. #TedBaker #RayKelvin #Heretics Join the 30k heretics on my mailing list: https://andrewgoldheretics.com  Check out my new documentary channel: https://youtube.com/@andrewgoldinvestigates  Andrew on X: https://twitter.com/andrewgold_ok   Insta: https://www.instagram.com/andrewgold_ok Heretics YouTube channel: https://www.youtube.com/@andrewgoldheretics #GenderDebate #TransDiscussion #HereticsPodcast Chapters: 0:00 Ray Kelvin Highlights 1:20 Why Ray Kelvin is Speaking Now 4:20 Why Ted Baker Had NO Private Offices 5:20 Who Actually Was Ted Baker? 9:35 The Fascinating Stories of Ted Baker 13:35 Ted Baker Went Public…Scrutiny 20:35 The Truth About The Hugs 22:20 The Organise Petition 25:35 Andrew Reached Out To Organise 29:05 Accusations: Whispering In Ears 32:35 Press-Ups When Late? 35:35 Pushing Employee Up Against The Wall 38:35 The Dirty Joke Business Card 41:35 Not One Person Said This 45:35 Glassdoor's Rating 48:05 Witch Hunt For Jewish Bosses? 49:05 Lumped In With Philip Green 52:35 Different Times 54:35 Taking Care Of Sick Employee 56:35 The Woman Sat On Ray's Lap? 59:35 Offence Culture 1:01:35 How Difficult This Was For Ray 1:06:45 A Heretic Ray Kelvin Admires Learn more about your ad choices. Visit megaphone.fm/adchoices

↓↓Please hit Subscribe above & Share with your hockeyfriends. ▼▼Adam Johnson's Foundation: https://gracf.fcsuite.com/erp/donate/create/fund?funit_id=3661The Rink Sport Bar- https://www.therinksportsbar.com/Arrow Auto- https://www.arrowautosupply.com/Aspire Heating &Control- www.aspireheatingandcontrol.comFortune Bay Casino- www.fortunebay.comZorbaz Grand Rapids- (218) 326-1006-https://www.zorbaz.com/lake-pokegamaIntegral Hockey Twin Ports/Iron Range- https://www.facebook.com/share/1CGhwoMeJD/?mibextid=wwXIfrGrand Rapids Chevrolet GMC- https://www.grandrapidschevroletgmc.com/MN Hockey Camps- https://www.mnhockeycamps.com/ Iron Range Plumbing & Heating- https://www.ironrangeplumbing.com/ Gohere to learn more about Jack's FASCIA STRENGTH & POWER program:  https://jackthompsoncoaching.com/fascia-strength--power/VirginiaFamily Dental- https://www.virginiafamilydental.net/Jackson Hole Moose hockey Club-  https://snowkingsec.com/moose-hockey/#/team/IcrJqqbc0HExKlCmGoat Sports Youtube:  https://www.youtube.com/channel/UCyn--fsBpA4--LegYAuplhAGoat Sports Facebook:  https://www.facebook.com/GOAT-Sports-103631275092231Spotify:  https://open.spotify.com/show/4tzCsGnFXbTw8ZMgdMHtrJ?si=_o-XMLATRXyAI4uZ3ATBNARumble:  https://rumble.com/v5endii-91224-tea-with-ms-mcgill-show-presented-by-fortune-bay-resort-and-casino-fe.htmlX (Twitter):  TeaMcgillWe'd like to hear fromyou:  Goatsportsmediallc@gmail.com#MNironrangehockey #irchockey #section7ahockey #section7aahockey #MNHShockeyA production of G.O.A.T. Sports Media LLC

เจาะแผนรัฐบาลทยอยขึ้น VAT ไป 10% เริ่มปี พ.ศ. 2571 กระทบใครบ้าง พูดคุยกับ รศ.ดร.อธิภัทร มุทิตาเจริญ อาจารย์ประจำคณะเศรษฐศาสตร์ และผู้อำนวยการศูนย์วิจัยเศรษฐศาสตร์ จุฬาลงกรณ์มหาวิทยาลัย เตือน ปีหน้ายังไม่ใช่จุดจบของการปลดคน Glassdoor ชี้เทรนด์ ‘ปลดทีละน้อยแต่ถี่ขึ้น' แทนการปลดครั้งใหญ่ รายละเอียดเป็นอย่างไร

เจาะแผนรัฐบาลทยอยขึ้น VAT ไป 10% เริ่มปี พ.ศ. 2571 กระทบใครบ้าง พูดคุยกับ รศ.ดร.อธิภัทร มุทิตาเจริญ อาจารย์ประจำคณะเศรษฐศาสตร์ และผู้อำนวยการศูนย์วิจัยเศรษฐศาสตร์ จุฬาลงกรณ์มหาวิทยาลัยเตือน ปีหน้ายังไม่ใช่จุดจบของการปลดคน Glassdoor ชี้เทรนด์ ‘ปลดทีละน้อยแต่ถี่ขึ้น' แทนการปลดครั้งใหญ่ รายละเอียดเป็นอย่างไร

Novemner 18, 2025:  Today's episode breaks down seven of the most important stories shaping the future of work. We explore why AI adoption is stalling inside organizations—and why companies are turning to internal influencers to drive real behavior change. We look at the surge in "ghost job" postings that are distorting the labor market and frustrating job seekers, and we explore the surprising history of the 40-hour workweek and whether it still makes sense in the age of AI. Next, we dive into brand-new data from Glassdoor's Worklife Trends 2026 report, which reveals rising distrust in leadership, declining career visibility, and how early-career workers are reshaping expectations. We also unpack a Guardian story showing that criticism of Gen Z is nothing new—it's a historical pattern that repeats in every era of disruption. We then examine why Big Tech companies are cutting jobs despite record profits and record AI investment, and we close with an Inc. story about an "AI error" that turned out to be human error—a reminder that the biggest risks of automation come from governance, not algorithms. If you want to understand the signals, trends, and shifts reshaping the future of work, this episode connects all the dots. Future-ready organizations are built, not hoped for. My latest book, -The 8 Laws of Employee Experience shows how. Preorder here: https://bit.ly/8exlaws  

Micro Firings Dominate Layoffs, AI Guardrails Bypassed, Own Your AI Model - Hashtag Trending In today's episode of Hashtag Trending, Jim Love discusses the rise of 'micro firings' and how small-scale continuous layoffs are reshaping job security according to Glassdoor. The episode also covers a cybersecurity report highlighting how AI guardrails can be bypassed using nonsense text, making current safety measures potentially flawed. Furthermore, it explores the accessibility of running personal AI models on consumer hardware, thanks to tools like Ollama and GPT for All. Additionally, a CNBC survey reveals that AI is expected to reshape almost 90% of jobs by 2026. Lastly, Microsoft's shutdown of the KMS 38 activation hack for pirated Windows versions is examined, emphasizing the risks associated with pirated software. 00:00 Introduction and Sponsor Message 00:24 The Rise of Micro Firings 03:08 AI Guardrails: A Flawed Foundation? 05:59 Running Your Own AI Model 08:28 AI's Impact on Future Jobs 10:13 Pirated Windows: Risks and Consequences 12:05 Conclusion and Sponsor Message

November 13, 2025: Ford's CEO warns that the U.S. is entering a skilled-trades crisis as thousands of high-paying technical jobs sit vacant. Elon Musk's unprecedented trillion-dollar compensation package reveals the extreme performance targets Tesla must hit—ranging from 20 million vehicles a year to the deployment of a million robots. Glassdoor releases its top workplace trends for 2026, highlighting the rise of transparency, internal mobility, and human-centric leadership. And new reporting from The Wall Street Journal shows that skills-based hiring is fading as companies quietly return to college-degree requirements.

In today's business world, having a true values-based culture can elevate your company by every metric, giving you an enormous advantage over your competitors. Robert Glazer, founder of Acceleration Partners, a $50 million marketing agency, is known for creating values-driven cultures. His insightful new book 'The Compass Within', distills the framework he has taught to thousands of leaders through his Core Values Discovery course. Under his leadership, Acceleration Partners has received numerous company culture awards, including Glassdoor's Employees' Choice Awards (2 in a row), Ad Age's Best Place to Work, and Entrepreneur's Top Company Culture twice, and he also hosts The Elevate Podcast that ranks in the top 0.1% of all Apple podcasts. This is a great listen.   LINKS   Robert's website https://robertglazer.com The official book page: https://robertglazer.com/compass/ The Six Core Values Questions page: https://robertglazer.com/six/ The Mojo Sessions website www.themojosessions.com   The Mojo Sessions on Patreonhttps://www.themojosessions.com/season-6/ep-620-robert-glazer www.patreon.com/TheMojoSessions Full transcripts of the show (plus time codes) are available on Patreon.   The Mojo Sessions on Facebook www.facebook.com/TheMojoSessions   Gary on LinkedIn www.linkedin.com/in/gary-bertwistle   Gary on Twitter www.twitter.com/GaryBertwistle   The Mojo Sessions on Instagram www.instagram.com/themojosessions   If you like what you hear, we'd be grateful for a review on Apple Podcasts or Spotify. Happy listening!   © 2025 Gary Bertwistle.  All Rights Reserved.

Gen Z workers are rethinking what success looks like, and they're doing it through career minimalism. Instead of engaging in the traditional corporate hustle culture or climbing the corporate ladder, many are seeking work boundaries and self fulfillment. Gen Z worker Jane Tsang shares how lazy girl jobs and multiple income streams fit into this approach. And, Glassdoor's chief economist Daniel Zhao explains what it could mean for the future of work.

“Tu veux recruter mais ton annonce ressemble à un formulaire Pôle Emploi de 2004 ?!C'est normal que personne ne clique.”Pourquoi 80 % des annonces ne donnent envie à personne ?

In this episode, host Sandy Vance sits with Jon Shreve, CEO of MCG, to explore how artificial intelligence is reshaping the future of clinical guidelines and decision support. They discuss how MCG is leveraging AI to strengthen its offerings for payer organizations and stakeholders across the healthcare spectrum, why consistent interpretation of guidelines is critical, and how trust plays a central role in the process. The conversation also dives into the question of whether AI standards will ever be unified and gives a sneak peek into the exciting new directions MCG is heading.In this episode, they talk about:How healthcare AI is transforming clinical guidelines and MCG's approachClinical decision support solutions for payers and healthcare organizationsWhy consistent guideline interpretation matters in healthcareBuilding trust in AI-powered clinical decision-makingWill AI standards in healthcare ever be unified?Future innovations in clinical decision support at MCGA Little About Jon:Mr. Shreve oversees all facets of MCG Health's growth and management. He was Chairman of MCG from 2002 to 2009 and became its CEO in 2007. In 2018, Glassdoor recognized him as one of the Top 50 CEOs for Medium and Small Businesses. In 2024, Glassdoor also named MCG a Best Place to Work. Under his leadership, MCG has grown by over 20x. Before MCG's acquisition by Hearst in 2012, Mr. Shreve had been with Milliman for over 25 years as an Equity Principal and Consulting Actuary. In addition to MCG, Mr. Shreve led or sponsored twenty other practices and was on Milliman's Board of Directors. Mr. Shreve received his Bachelor of Arts with distinction in Mathematics from Carleton College in Minnesota, and he is a Fellow of the Society of Actuaries, as well as a Member of the American Academy of Actuaries.

About the Guest(s):Melissa WalkerMelissa Walker is a dedicated HR professional and consultant with a rich history of leadership roles in talent acquisition and human resources. Known for her innovative approach in helping veterans transition into the workplace, Melissa started her company, Next Career, to make a meaningful impact by focusing on training and aligning veterans with corporate opportunities. With experience leading global teams and consulting for major organizations, she excels in HR business partnering, project management, and technical integrations, especially in AI solutions. Melissa is passionate about creating people-centric workplaces and leveraging her expertise to foster organizational growth.Episode Summary:In this engaging episode of "Who You Know," host Trevor Houston sits down with Melissa Walker to explore the dynamics of job searching, networking, and evolving career landscapes. This episode is a heartfelt homage to Melissa for believing in Trevor during the early days of his career. As Trevor and Melissa retrace the journey from the inception of Melissa's show to her current job search phase, they delve deep into the challenges and strategies of landing full-time roles in today's corporate environment, prominently highlighting the importance of networking and leveraging one's personal brand.Melissa shares candid insights into the difficulties of the modern job market, emphasizing how her extensive consulting experience, though valuable, poses unique challenges in returning to in-house roles. They discuss various job search methodologies, including leveraging AI tools across platforms such as LinkedIn, Indeed, and Glassdoor, and contemplate unconventional yet potent tactics such as launching personal podcasts and content creation to potentially boost inbound job opportunities. The conversation underscores reciprocity, networking, and the critical function of human connections in successfully navigating career transitions.Resources:Melissa Walker LinkedIn: https://www.linkedin.com/in/melissamwalker/Trevor Houston on LinkedIn: https://www.linkedin.com/in/trevorhouston/Career Transition Summit: https://event.webinarjam.com/register/67/04404igv LinkedIn e-book: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://online.flippingbook.com/view/714118097/⁠⁠⁠⁠⁠⁠⁠  ⁠⁠⁠⁠⁠⁠⁠Subscribe: ⁠⁠⁠⁠⁠⁠⁠⁠https://podcasters.spotify.com/pod/show/who-ya-know-show ⁠⁠⁠⁠⁠⁠⁠⁠Trevor Houston is a licensed financial professional offering insurance/financial products through various carriers. For more info visit ⁠⁠⁠⁠⁠⁠⁠⁠http://cpwstrategies.comChapters:(0:00) Introduction and Melissa's Career Goals(1:31) Recap of How the Show and Relationship Began(3:28) Melissa's Background and Career Path(8:02) Challenges in Job Searching for Melissa(10:09) Exploring Job Search Strategies and Networks(15:26) Discussing Commission Jobs and Challenges(19:35) Reverse Engineering the Job Search System(25:35) The Role of Marketing in Career Search(31:30) Concerns About AI and Its Implications(43:24) The Dynamics of Human Element in Job Search(49:20) Podcasting as a Job Search Tool(1:00:08) Content Creation and Visibility Strategy(1:09:10) Reciprocity and Networking for Job Search(1:16:04) Addressing LinkedIn and Profile Optimization(1:25:24) Closing Thoughts on Helping Others

In this bonus episode of The Lonely Office: Ask a Recruiter, co-host Leah Ova sits down with Linda Raynier—career strategist, speaker, and author of the upcoming book The Quiet Achiever: Your Journey to Authentic Confidence. With nearly 1M YouTube subscribers and over 2.6M LinkedIn Learning students, Linda has become a trusted guide for introverted professionals navigating confidence, communication, and leadership. Together they tackle Glassdoor community questions on awkward interviews, social media checks, ghosting, and whether extroverts really have the edge in hiring. Stick around for a rapid-fire segment where Linda shares her most underrated job search tool—and her biggest ick as a recruiter.  Connect with Linda!

This true story comes from Grass Valley, California—a gold-mining town in the Sierra Nevada foothills—where bedtime meant being watched through a sliding glass door. The witness was barely two when a grown figure with black, sunken eyes and too many teeth stared in, smiling. Seconds before her scream, Smoky the cat shot up, hissing and arched, fixated on that same door. Mom never saw the intruder, but she never forgot the terror—or the animal's reaction. They moved out a few months later. Years later in Alta Sierra, inside her grandparents' brand-new home, a voice whispered from behind a closed closet—calling a name that wasn't hers: “Maylene… come here.” It sounded exactly like her uncle, who lived hundreds of miles away. She shouted, “I'm not Maylene!” and fled. Grandpa found no one. From then on, she and her sister never slept alone—Muffin the Siamese stood nightly guard. Was the first encounter a shadow person? A demonic mimic that steals the voices of the living? Can a new build really keep out a real haunting, or do some things follow? This episode dives into classic paranormal activity—animal alarms, disembodied voice mimicry, and the unnerving idea that kids truly see what adults can't. From the smile in the glass to a closet voice calling a cousin who wasn't there, this is a real haunting that lingers long after the lights go out.  #HauntedHouse #ParanormalActivity #ChildhoodHaunting #GhostVoices #ShadowPerson #TrueGhostStory #CreepyEncounters #SpiritsAmongUs #GhostStoriesOnline #ParanormalEvidence Love real ghost stories? Don't just listen—join us on YouTube and be part of the largest community of real paranormal encounters anywhere. Subscribe now and never miss a chilling new story:

Anthony Moisant is the Chief Information Officer (CIO) and Chief Security Officer (CSO)  at Indeed, the world's leading job site with over 610 million job seeker profiles. He joined Indeed nearly five years ago after serving in a similar role at sister company Glassdoor for eight years. As CIO, he leads the teams responsible for the internal technology that supports employees and drives the business. As CSO, he oversees the security team focused on protecting the data of job seekers, customers, and employees. Anthony is also a graduate of the U.S. Navy Nuclear Submarine School.In this conversation, we discuss:Indeed's goal to cut time-to-hire by 50% by removing friction across systems and workflows.Solving the hiring challenges so every application gets seen and answered, using AI to improve matching and follow-ups.Why skills (not degrees) will define the future of hiring, and how job seekers can prepare for a skill-first economyHow to double team productivity with AI while keeping trust high and addressing fears about automation.A values-driven approach to AI ethics: transparency, fairness testing, red-teaming models, and an “AI constitution” agent.The lessons Anthony brought from the U.S. Navy and how they continue to shape his leadership approach in high-pressure environmentsResources:Subscribe to the AI & The Future of Work NewsletterConnect with Anthony on LinkedInAI fun fact articleOn How to Invest and Advise Early Stage Tech Companies

Nonprofit Sector Sees Positive Trends and AI Empowerment Amidst Challenges In this week's episode of the Nonprofit Newsfeed the duo delve into the latest updates and insights impacting the nonprofit world. Nonprofit Wellness Index Sees Positive Shift The episode kicks off with an encouraging update on the Nonprofit Wellness Index, which has reported its best month since inception. This index, tracking metrics like donation activity, ad spend, and job sector churn, showed a significant rebound from previous months, with notable increases in nonprofit job postings on platforms like Glassdoor and a rise in ad spending on Facebook. While some of this growth might be seasonal, the data suggests a positive trend for the sector, potentially signaling a more stable period ahead. Google for Nonprofits Expands AI Capabilities A major highlight is Google's expansion of its Nonprofits Workspace, now offering AI credits to organizations in the program. This includes access to powerful tools like Google Sheets, Gemini Notebook, and other AI-driven resources, providing nonprofits with high-value, cost-effective solutions. George emphasizes the importance of leveraging these free resources before investing in third-party tools, likening their value to the underutilized Google Ad Grant. Legal and Governance Challenges with ESG The conversation shifts to the complex landscape of ESG (Environmental, Social, and Governance) policies, spotlighting a lawsuit by Texas against corporations implementing ESG practices. This legal pushback, fueled by conservative think tanks, highlights the contentious nature of ESG in corporate governance. Despite criticisms of ESG's broad metrics, George underscores the inevitable market forces that will drive sustainable practices, regardless of political opposition. Gender Equity in Nonprofit Leadership The episode also touches on the Candid 2025 Nonprofit Compensation Report, revealing persistent gender disparities in nonprofit leadership. Despite efforts towards DEI (Diversity, Equity, and Inclusion), women remain underrepresented in CEO roles at large organizations, prompting ongoing discussions about achieving true equity in the sector.

Nonprofit Sector Sees Positive Trends and AI Empowerment Amidst Challenges In this week's episode of the Nonprofit Newsfeed the duo delve into the latest updates and insights impacting the nonprofit world. Nonprofit Wellness Index Sees Positive Shift The episode kicks off with an encouraging update on the Nonprofit Wellness Index, which has reported its best month since inception. This index, tracking metrics like donation activity, ad spend, and job sector churn, showed a significant rebound from previous months, with notable increases in nonprofit job postings on platforms like Glassdoor and a rise in ad spending on Facebook. While some of this growth might be seasonal, the data suggests a positive trend for the sector, potentially signaling a more stable period ahead. Google for Nonprofits Expands AI Capabilities A major highlight is Google's expansion of its Nonprofits Workspace, now offering AI credits to organizations in the program. This includes access to powerful tools like Google Sheets, Gemini Notebook, and other AI-driven resources, providing nonprofits with high-value, cost-effective solutions. George emphasizes the importance of leveraging these free resources before investing in third-party tools, likening their value to the underutilized Google Ad Grant. Legal and Governance Challenges with ESG The conversation shifts to the complex landscape of ESG (Environmental, Social, and Governance) policies, spotlighting a lawsuit by Texas against corporations implementing ESG practices. This legal pushback, fueled by conservative think tanks, highlights the contentious nature of ESG in corporate governance. Despite criticisms of ESG's broad metrics, George underscores the inevitable market forces that will drive sustainable practices, regardless of political opposition. Gender Equity in Nonprofit Leadership The episode also touches on the Candid 2025 Nonprofit Compensation Report, revealing persistent gender disparities in nonprofit leadership. Despite efforts towards DEI (Diversity, Equity, and Inclusion), women remain underrepresented in CEO roles at large organizations, prompting ongoing discussions about achieving true equity in the sector.

“ None of us know how to be bored anymore. Some of the best things in my life have come from those moments where I'm not connected” — “...can you poop without your phone? We're going to solve our social media's problem — but first, you have to accept we ALL have a problem. Nearly every challenge we face as a society becomes infinitely harder if we stay on our current path. Division, misinformation, a slow erosion of critical thinking — we're all feeling the effects. And we haven't even thrown AI into the mix. Yet at the same time, social media has undeniable upsides: connection, creativity, even community. So what do we keep? What do we change? What role should incentives, business models, regulation, and culture play in reshaping these platforms? Recently longtime FrieMMd of the Pod Jay Veraldi put together a small workgroup — including entrepreneurs Loren Appin (Fishbowl co-founder) + Maggie Silver (Mother of Invention) — to meet, share perspectives, and figure out — how do we fix our social media problem?That's the conversation our particular workgroup had. and it was with two fantastic, interesting, and intelligent people I'd never met - Loren and Maggie. Loren's a product leader and community builder who's spent the last 15 years building social platforms, including founding Fishbowl and leading product at Glassdoor. These days, he's just as focused on inner growth — through meditation, music, and even the occasional quantum physics rabbit hole. Maggie's an actor-turned-startup veteran with two kids, a handful of exits, and a new consumer products company called Mother of Invention in the works. She's lived the arc of being all-in on social, then going dark, and now re-emerging with a mindful, founder's presence. It was a fascinating conversation about how we navigate the mess of social media today — where things broke, how we might fix it, and why it matters right now — and for the future Learn more about your ad choices. Visit megaphone.fm/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

“ None of us know how to be bored anymore. Some of the best things in my life have come from those moments where I'm not connected” — “...can you poop without your phone? We're going to solve our social media's problem — but first, you have to accept we ALL have a problem. Nearly every challenge we face as a society becomes infinitely harder if we stay on our current path. Division, misinformation, a slow erosion of critical thinking — we're all feeling the effects. And we haven't even thrown AI into the mix. Yet at the same time, social media has undeniable upsides: connection, creativity, even community. So what do we keep? What do we change? What role should incentives, business models, regulation, and culture play in reshaping these platforms? Recently longtime FrieMMd of the Pod Jay Veraldi put together a small workgroup — including entrepreneurs Loren Appin (Fishbowl co-founder) + Maggie Silver (Mother of Invention) — to meet, share perspectives, and figure out — how do we fix our social media problem?That's the conversation our particular workgroup had. and it was with two fantastic, interesting, and intelligent people I'd never met - Loren and Maggie. Loren's a product leader and community builder who's spent the last 15 years building social platforms, including founding Fishbowl and leading product at Glassdoor. These days, he's just as focused on inner growth — through meditation, music, and even the occasional quantum physics rabbit hole. Maggie's an actor-turned-startup veteran with two kids, a handful of exits, and a new consumer products company called Mother of Invention in the works. She's lived the arc of being all-in on social, then going dark, and now re-emerging with a mindful, founder's presence. It was a fascinating conversation about how we navigate the mess of social media today — where things broke, how we might fix it, and why it matters right now — and for the future Learn more about your ad choices. Visit megaphone.fm/adchoices

Did you like the episode? Send me a text and let me know!!Podcast Episode: Building Virtual Teams for StartupsWelcome to another episode of Business Conversations With PI, where we answer the most pressing questions for new entrepreneurs and startup founders. In this episode, we dive deep into the world of virtual teams, remote work, and actionable strategies for building a successful business in the digital age.Key Topics & Timestamps[0:00] IntroductionMeet your hosts and learn about the mission of Business Conversations With PI.Why AI-powered advice is a game-changer for entrepreneurs.[1:30] The Value of Remote Work for StartupsHow remote teams reduce overhead costs and increase flexibility.Accessing a global talent pool and fostering innovation.[2:10] Top Benefits of Virtual TeamsReduced overhead costs.Increased flexibility and productivity.Wider talent pool.Improved collaboration and communication.Enhanced innovation through diversity.[3:07] How to Find and Recruit Virtual Team MembersUsing job boards (Indeed, Glassdoor, LinkedIn).Leveraging social media for recruitment.Attending virtual networking events.Asking for referrals and using freelancer platforms (Upwork, Fiverr).[4:03] Hiring on a BudgetOffering equity as compensation.Hiring interns and recent graduates.Bartering services and seeking volunteers.Implementing performance-based compensation models.[5:07] Tips for Hiring InternsPartnering with universities and using student-focused job boards.Promoting opportunities on social media.Creating valuable, growth-oriented internship experiences.Offering stipends or travel expenses to attract top candidates.[6:13] Recommended Books for Building Virtual TeamsExpert book recommendations to help you master remote team management and startup leadership.Mentioned BooksVirtual Teams: People Working Across Boundaries with Technology by Jessica Lipnack and Jeffrey StampsRemote: Office Not Required by Jason Fried and David Heinemeier HanssonThe Culture Code: The esbootcamp.wearejonesinfor.com Thank you for being a Skoobeliever!! If you have questions about the show or you want to be a guest please contact me at one of these social mediasTwitter......... ..@djskoob2021 Facebook.........Facebook.com/skoobamiInstagram..... instagram.com/uepodcast2021tiktok....... @djskoob2021Email............... Uepodcast2021@gmail.com Skoob at Gettin' Basted Facebook PageAcross The Start Line Facebook Community Find out what one of the four hurdles of stop is affecting you the most!!If you would like to be coached on your entrepreneurial adventure please email me at for a 2 hour free discovery call! This is a $700 free gift to my Skoobelievers!! Contact me Now!! On Twitter @doittodaycoachdoingittodaycoaching@gmailcom

Kiera walks listeners through the science of giving raises without breaking the bank or falling into the feel-good trap. She gives three steps to implement around the topic of raises: Know your numbers Raises are earned; they're not automatic Communicate with clarity and boundaries Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent (00:00) Hello, Dental A Team listeners. This is Kiera. And today I am excited to talk about something of, can you give out a raise and can you actually afford it? Like, how do even know there's got to be like some better model than just like a hope, a wish, a prayer? Like how often do I do this? And I thought it just be an awesome podcast to connect with you, to share some valuable tips and to really just empower you to make these decisions confidently, competently, and with ease. So welcome to the Dental A Team Podcast. I'm Kiera. I love dentistry. I love helping you have a better life.   a better quality of life, more happiness in your life, more ease, more joy, more flow, truly doing life and business on purpose. We're here about the yes model. So you can say more yes to more things in your life. So that's about you as a human being, making sure that you are fulfilled, that you are flourishing. stands for earnings and profitability and S is for systems and team development. Truly, truly, truly growing you, evolving you, making sure that you have all these pieces in place so that when you're able to live life on purpose, have your business on purpose and truly just   magnify all of this. So today, raises aren't just something that are feel good move. Like this isn't something of like, ⁓ hey, like I feel good. Let's just give you a raise or I do it out of desperation. They're honestly a financial decision that truly can impact your bottom line. It can impact your practice. can, and like with hygienists coming through and dental assistants and the economy, it's like, how do we do this? And so I wanted you guys to just see kind of like three steps to know, can I give these raises out? How do I do this confidently? And what's kind of the flow?   without risking cash flow. So this is something that we're about. love doing this. Races don't, when they're done right, they increase retention, they boost morale and they elevate their culture. Like that's really what it's about. They're super helpful and they have to be timed and strategic as well. So it's not something of like, let's just willy nilly this, which I used to do. used to say, I don't have a set plan. Like it's just whenever now I'm like, wow, let's actually have a plan for this. Let's go through this. And I want to break this down into three simple steps for you.   So first steps before we ever give out the raises are we need to know our numbers. So payroll should be 30% of your collection. So if you're collecting $100,000 payroll, and that includes all fringe benefits, our 401k, everything, should be 30% or less of your total collections. Now that's across the board, it does not matter geographically. Some specialties are a little bit higher, a little bit lower, but the goal is we want it around 30%, or in some offices, they're around 27%. So again, I'm here for like great cases, great...   We want to take care of our team members, but we want to know how that's going to be there. So that's what we're looking for. And we want to make sure that we're profitable. So our goal is to have a 50% overhead of that 30% is payroll. So team members, are you hearing? The bulk of our monthly costs should be paying you. That's what it is. After that, our 50 % overhead, 30% doctor pay, 20% profit. That's what we're aiming for. That's what we strive for. That's what we try to get our offices to. So this way, we're not just giving raises haphazardly because   There's practices out there that like, let me just give them a raise, but their collections are not there. They don't have the money to do it. They backslide, their profitability is not there. And the reality is we've got to know where we're at right now on payroll. So the only ways to have that is we either decrease costs. So like maybe we can cut labor expenses that we don't need, or we need to increase our production or our collections.   So it's really our levers that we have to deal with in this scenario. So when you look at it, before we go in like, oh, we need to get everybody raises, you've got to run the numbers to see where are we at now and where would we be? So I love to have, when I'm running numbers with offices, I love to have a conservative. It's like, hey, this is my bare bones. This is what I can have running my practice. Then I have my like middle tier, like this is where we basically are at right now. And then I love to have on the higher end, what do I have if I'm giving raises out and hiring new people? What does that look on the high end?   because then I can look at my total costs and I can see how much do I need to actually add in? What do we need to produce to be able to afford this of a practice? And I look at these three areas on my spreadsheet constantly. I call it my monthly costs. I have my conservative, my middle of the road and my advanced. This way it helps me see. Now, after that, we're going to have our raises based on performance and value. So we don't want, so this is step number two, raises are earned, they're not automatic. I understand that.   There are things with inflation, there are different pieces, but the reality is, long as what I do is I look around every year, we have it set up to make sure that what we're paying out for payroll is in the higher end of what is within our area. So you can actually go look on Indeed, you can look on Glassdoor, you can look on other areas to see what is the average pay for dental assistants in our area? What's the average pay for hygienists in our area? What's the average pay for billers, office managers, schedulers, treatment coordinators?   And our goal and our practices is to be in the top percent of those. We're not maybe going to be the highest, but we are going to be hopefully in the top 90 % of that. So that way you know, are we in line? Are we not in line? What do we need to do? And then what we're going to do from there is we're actually going to build out job descriptions. So we have an entire thing of dental assistants and all the pieces where it's tiers. So like a basic assistant. So let's say our range for assistants is 18 to $25. Well, at the 18, here's the range of what the assistant needs to do.   At the 20, this is what the assistant needs to do. At the 22, this is what they need to do. And at the 25, that's a lead assistant. So it scales it up so you're able to see like, okay, if I want a raise, this is how I'm going to grow in the company to then know what I need to do to be able to get a higher pay. I think this is so valuable for offices and it's also valuable for team members because now team members can look to say, if I want a raise, this is what I need to take on. This is what I need to learn. It's not just like, well, I've been here for two years. Give me my raise.   it's no take on more responsibilities because we are going to pay you but it's based on the experience that you bring to the practice as well. So with that, these are going to be performance based raises. And it doesn't mean that like just because someone hit that 22 that I have to give it to them right now. What it can mean is like annually you can look at it, see where your assistants and your team are at front office every position and see who qualifies for raises and who doesn't. Now when I'm running my projections and I'm looking at my costs,   A lot of times I will run my assistance on the high end or if I know they're like on my high end of those monthly costs, I'm going to look to see, all right, what do I have today? Now, if they went up one bracket or two brackets and I wanted to pay them this amount because they're doing it, what does that impact my overhead and what do we need to do? Because hopefully as people are expanding on those tiers, they're actually able to take on more, they're able to produce more, they're able to do more within the practice to make the practice more profitable or to grow.   So that way it's linked. So it's the tier raises are based on performance and value, making sure they're adding more value to the practice. And this way we can have it. And we have all these broken out for every single position. We call them tiers in it. And it's really beautiful because now for me, I know the high end of my assistants will be this amount. The high end of my hygienists will be this amount. And I'm not sitting here vacillating on these decisions. And then every year we just go through and assess and adjust as needed. But we run the numbers to make sure it makes sense. And then we do an end of year potential review of all of our people.   to see who gets raises and I can then put that into my projections for the next year when I'm building out our block schedule, building out the projections on the practice. All of that can make it really, really ⁓ special and also accurate to know what are we going to do and what do we need to hit in order to keep our overhead and our metrics in line. Hopefully that made sense because I feel like it's really like one, know your numbers, two, have your raises tied to performance and value, but based in the projections that you need to have within the practice.   And then after that, step three is to communicate raises with clarity and boundaries. So raises do impact your morale. Like, so you've got to make sure communication is key and you don't want it to be where we're giving one raise to an assistant, but then we don't give it to someone else. And then people talk and they get really angry. We also don't want to raise up all of our hygienists just because someone got a raise when they're not qualifying for it. So I like to have reviews with our teams. I like to review where they're at, where their compensation is at, what they're doing.   This is all where team leads can also put it into play to see how is this team member doing? How are they going? What's the next level? And then being transparent in what's needed to move from tier to tier. So having those one-on-ones, showing people, hey, what are your goals? And I like to find out team members when I'm having my one-on-ones, what's their personal goal? What are their life goals? And how can they move up to the next level? Now, if you're newer to business ownership, you might not know how you can do these raises. So that's really where I love my conservative.   my middle and my high end, so then I can look to see what do I need to produce? What do we need to collect to be able to make sure that we can actually afford this? So when we have offices, I have a lot of offices, like don't make decisions about this on emotional decisions. This is not a zone where we want to like, my gosh, well, Sarah came and talked to me and she's going to quit unless I give her a raise. Well, what that does is it sets a standard across the board for all the rest of your team members to see that. And they're watching, your team's watching to see what are you going to do? And I would rather,   like have a hard conversation and let them know like, I'd love to give you a raise. The reality is we know the process, we know the tiers. I know that there was another opportunity that came for you. I'd love to keep you. I'd love to find a solution. I also need to be fair with the rest of our team and I can't adjust policy just for one team member. So this way you can have like truly structured review time. You can not have off the cuff, like someone comes in like, I want a raise. And I'm well, what am I supposed to do? The team now knows how they can get raises and everything's very transparent.   very clear. And this way it's very clear for all team members. It's clear for you. It's clear is kind. So ⁓ practices, we have this for dental offices, I'll be honest in dental team. This is something Britt and I have been working through. We have a lot of positions in our company that we have never, ever, ever worked with. So we're very naive of like, okay, well, how much should this person get and how like, what should we have them do to qualify for raises? But for you, you're really lucky.   We've worked in the dental office. We know all the tiers. We know what they should be adding in. So you don't need to be like I am in our company where I'm like, how do I give these raises? What should people be getting? What does it qualify? We literally have it broken down for you, easy for you. You can adjust it. And then we just check in your area of what you should be doing for your raises in different areas to make sure you're paying in that top 90 % of your area. So hopefully that helps you with like know your numbers, tie your raises to values and have it tiered and then have set times where we actually review it and communicate with clarity.   I will not be doing raises throughout the entire year. We have it, we assess it, we know when we're going to roll out our raises. We talk to team members, we let them know, so it's very clear, it's very transparent, it's very open with them. And this way, you guys don't have to have struggles. And I will tell you, offices that do this honestly use their numbers, their alignment and their structure for raises. It's not based on emotion, it's not based on willy-nilly. They literally can walk in confident, like no, yes, yes, no. Team knows.   And that just makes it a lot easier. Then team members aren't like me where I was always like, okay, so it's my one year. Are they going to give me a raise? Are they not going to give me? I don't really know. It was always awkward. And unless we went and asked the doctor, we didn't get a raise and I hated it. So don't make it that way. Like make this where it's something easy for your team, easy for you. You make it something where everybody wins. Everybody knows it makes it easier for your office managers. They're not in question. They can hold the line for you. Everybody wins through this. So this is truly where we want you guys to look at your   Like action items are look at your raise process and see do you actually have a process and what can you do to make this where it's clear, confident? For me, I review all numbers in September and October and I build my budget for the next year. That's when all raises go through. I do it really much like corporate, so I know who's getting raises, who's not. We have a lot that are production based within our company, so the more they produce, the better off they're going to be. I don't wanna have to worry about those, but I still need to assess and just make sure are our bases accurate, are the pieces there?   Britt and I worked through this for a good solid chunk of time where we're reviewing it, we're looking at it, we're making sure it fits within our numbers of what we need, and then we know what we're able to do. So review it, see if you have it, and if you need help, email us, Hello@TheDentalATeam.com. These are tricky numbers, these are tricky pieces, these are like, how do I know? The tiers are amazing, I'm happy to help you with that. So email in Hello@TheDentalATeam.com. Truly, this is where you can elevate in your leadership. This is where you can be more clear.   This is where you have hopefully a little bit more clarity of how do I give raises? How do I know if I can afford it? Giving you the numbers as your guide, giving you the tiers, giving you the parameters within your area, and then having set times where you look at it, you project it out, having your monthly costs. So again, we're looking at multiple different lenses to see yes or no. So we're not emotional, but we're truly directed.   This is something I love. I love giving owners ⁓ clarity. I love being a fairy godmother for you where we literally can answer all these questions. You can call us. We'll pick up the phone. We'll help you out. This is what it's like to be part of our consulting. If we can help you reach out, this is what we love to do. And if you're ready to reward and retain your team the right way, reach out. Let's help you out. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.  

We're testing something new and sharing it with The Lonely Office audience to get your take. This bonus episode introduces a TLO spinoff concept, Ask a Recruiter, hosted by TLO's Leah Ova. Each week, real questions from the Glassdoor community go straight to top recruiters and career coaches. In this debut, guest JT O'Donnell, founder and CEO of Work It Daily, shares insider strategies for today's market: how to back channel into hidden roles, avoid the biggest recruiter icks, and recover from canceled interviews. If you're facing AI resume noise, ghosting, or subtle age bias, you'll leave with a clear, actionable path forward. Stick around for the rapid-fire segment, where JT answers quick-hit questions like: Networking or online applying? The most underrated job search tool What she'd do first if she lost her job today Her biggest recruiter “ick” and #1 green flag in candidates

Do you realize how much greatness lies within you? In this episode, Kevin talks with Dave Durand about the mindset and virtues necessary for leading others effectively and ethically in today's complex world. Dave describes the concept of giants, those we lead who have incredible potential, and stresses that leading them involves creating an environment that promotes autonomy, impact, and growth. He shares his four core virtues: prudence, justice, fortitude, and temperance. He clarifies that these are not outdated ideals but timeless strengths that help leaders make better decisions, act fairly, demonstrate courage, and maintain self-control. They also discuss building a strong leadership pipeline, succession planning, and why the goal of any great leader should be to become irrelevant. Listen For 00:00 Introduction and episode overview 01:10 Flexible leadership and guest introduction 03:10 Dave's journey to leadership 05:01 Defining a giant 06:20 Leadership and influence 09:21 Four virtues as leadership superpowers 12:06 Prudence 13:53 Justice 15:13 Fortitude 17:29 Temperance 19:34 Building a deep bench 24:44 Why are we working overtime 27:44 Optimizing personality for leadership 30:06 What Dave does for fun 31:03 What Dave is reading 32:05 Final thoughts and encouragement Dave's Story: Dave Durand is the author of Leading Giants: A Leader's Guide to Maximum Influence. He is a 9-figure founder, keynote speaker, bestselling author, award-winning CEO of Leading Giants, and Executive Chairman of Best Version Media. He has over three decades of experience in leadership and entrepreneurship. He has built and sold multiple businesses, which have collectively done over one billion dollars in sales. Dave is also a trainer of over 150,000 individuals, ranging from Fortune 500 executives and CEOs to small business owners and sales representatives. His leadership culture and focus on humility have earned recognition from major organizations, including Glassdoor, Fortune, Great Place to Work, and Top Workplaces USA. This Episode is brought to you by... Flexible Leadership is every leader's guide to greater success in a world of increasing complexity and chaos.  Book Recommendations Leading Giants: A Leader's Guide to Maximum Influence by Dave Durand Nicomachean Ethics by Aristotle Thinking, Fast and Slow by Daniel Kahneman Like this? Transformational Influence with Walt Rakowich You Have More Influence Than You Think with Vanessa Bohns Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group   Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes   

This “Executive Perspective on Careers in Marketing” interview features Julie Wolfe, Director of Global Revenue Enablement at Glassdoor. On this episode of the Marketing Insights Podcast Series, Dr. Shane Hunt, President of Cameron University, visits with Julie to discuss marketing plans, data-driven decision-making, and personal branding. Tune in for insights and career advice that will undoubtedly inspire your creative and marketing strategy skills!

My guest is Aaron Calafato, an award-winning storyteller, narrative designer, and content strategist, for some of the world's fastest growing companies. His podcast, 7 Minute Stories, is autobiographical and extemporaneous — the man writes nothing down — and has achieved a cult following, reaching more than 30 million people worldwide. When he's not telling seven-minute stories, he's also the co-creator, co-producer, and co-host of Glassdoor's The Lonely Office podcast, which has quickly become a Top 50 Career Podcast. Aaron is a master at adapting. If the world tells him no, he turns it into a resounding yes, usually by telling a story. Who else can turn crushing student debt into a successful one-man show performed for three years across the country? He's resourceful, resilient, and like me, a fellow believer in the power story. Takeaways:The impact of personal stories can transcend individual experiences.The more specific a story is the more universal it can become.Believe in yourself and your work.Creativity often requires sacrifice and always requires courage. Resources: Listen to 7 Minute Stories.Subscribe to Aaron's YouTube Channel.Follow him on instagram @aaroncalafato. 

In an age where a single tweet can spark a crisis, reputation management is no longer the preserve of PR teams. In this episode, Lucy is joined by Lis Anderson, founder of the award-winning PR agency Ambitious, to explore how HR can (and must) play a bigger role in shaping, protecting and enhancing an organisation's reputation. They delve into the shifting dynamics of trust, the power of employee advocacy, and why the most credible voices about your culture aren't your leaders – but your people. Lis also shares what often goes wrong when HR and comms don't collaborate, and offers practical ideas to help HR teams get ahead of reputational risks, not just clean them up. Whether it's Glassdoor reviews, crisis planning, or understanding digital reputational threats, this episode is packed with insights to help HR step confidently into its growing communications role. Connect with Lis Anderson Website: www.ambitiouspr.co.uk LinkedIn: Lis Anderson Useful Links Find out more about Disruptive HR: www.disruptivehr.com Get in touch: hello@disruptivehr.com Check out The Disruptive HR Club: https://disruptivehr.com/welcome-to-the-future-of-hr/

Lucinda examines the critical topic of recruiting and onboarding talent as part of the high-performance series, stressing the fact that attracting and retaining the right people is not merely an HR task but a strategic business priority that requires clarity and collaboration KEY TAKEAWAYS Before starting the recruitment process, it's essential to have a clear understanding of the role's requirements, including necessary skills, behaviours, and cultural fit.  Treat candidates with respect throughout the recruitment process. Ensure transparent communication, provide timely feedback, and create a human-centred experience to enhance your employer brand. Implement structured interviews with standardised questions to ensure fairness and reduce bias. Use techniques like the STAR model to help candidates articulate their experiences effectively. Maintain engagement with new hires between the acceptance of their offer and their start date. Personalise the onboarding experience to help them feel welcomed and connected to the team, while also setting clear expectations for their role. BEST MOMENTS "Attracting and retaining the right people is so much more than a tick box HR task, isn't it? It's a strategic business priority." "It's about having purpose, understanding what it is that we really need to achieve. It's not about dusting off an old job description." "Job seekers today are savvy. They're not just looking at our job description; they'll be checking out the Glassdoor reviews, LinkedIn presence, maybe company values." "Make sure that the communication around it is real, is personal. It's very interesting because when it's just a massive numbers game, it's quite hard." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk  Dr Jo Burrell - https://uk.linkedin.com/in/dr-jo-burrell-04901a96 ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: Lucinda@advancechange.co.uk Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter

Austin shares 7 unique ways to find information for your next salary negotiation!Time Stamped Show Notes:[0:30] - Maximize your compensation[1:54] - Real salary data & H1BData.info[3:36] - Levels.fyi & GlassDoor.com[5:40] - TeamBlind.com & Your own network[8:34] - Look at the competitionWant To Level Up Your Job Search?Click here to learn more about 1:1 career coaching to help you land your dream job without applying online.Check out Austin's courses and, as a thank you for listening to the show, use the code PODCAST to get 5% off any digital course:The Interview Preparation System - Austin's proven, all-in-one process for turning your next job interview into a job offer.Value Validation Project Starter Kit - Everything you need to create a job-winning VVP that will blow hiring managers away and set you apart from the competition.No Experience, No Problem - Austin's proven framework for building the skills and experience you need to break into a new industry (even if you have *zero* experience right now).Try Austin's Job Search ToolsResyBuild.io - Build a beautiful, job-winning resume in minutes.ResyMatch.io - Score your resume vs. your target job description and get feedback.ResyBullet.io - Learn how to write attention grabbing resume bullets.Mailscoop.io - Find anyone's professional email in seconds.Connect with Austin for daily job search content:Cultivated CultureLinkedInTwitterThanks for listening!

Why is AI failing at basic accounting tasks while claiming to outsmart PhD students? Blake and David dive into the stark reality of AI implementation in accounting, from Ramp's promising new expense management agents to QuickBooks' baffling suggestion to credit and debit the same account. You'll discover the critical security vulnerabilities in AI systems and learn why clients are increasingly using AI to fact-check their accountants' advice. Plus, get a comprehensive breakdown of the top 10 tax planning opportunities in the One Big, Beautiful Bill Act—from permanent 100% bonus depreciation to Trump accounts for children. The hosts also explore which companies will be AI's biggest losers and why the future of accounting lies in financial management, not advisory services.SponsorsOnPay - http://accountingpodcast.promo/onpayCloud Accountant Staffing - http://accountingpodcast.promo/casChapters(00:30) - The Big Beautiful Bill: Tax Provisions Overview (01:53) - AI in Accounting: RAMP's New AI Agents (02:56) - QuickBooks AI Agents: Frustrations and Feedback (06:05) - RAMP's AI Agents: Features and Benefits (14:38) - AI's Impact on Employment: Winners and Losers (20:54) - Grok 4: The Future of AI in Accounting (36:53) - Juno and Tax Prep Automation (37:52) - The Rise of AI in Cyber Attacks (38:26) - Social Engineering and AI (39:18) - Hidden AI Prompts in Academic Papers (41:25) - AI Security Risks and Internal Controls (45:45) - The Accountant's Labor Shortage (46:59) - Tax Planning Opportunities in the New Bill (56:29) - The Impact of the New Tax Bill (01:00:45) - Final Thoughts and Wrap-Up  Show NotesRamp agents: Let finance teams do finance https://ramp.com/blog/ramp-agents-announcementMicrosoft shares $500M in AI savings internally days after cutting 9,000 jobshttps://techcrunch.com/2025/07/09/microsoft-shares-500m-in-ai-savings-internally-days-after-cutting-9000-jobs/Indeed, Glassdoor to lay off 1300 staff amid AI pushhttps://techcrunch.com/2025/07/11/indeed-glassdoor-to-lay-off-1300-staff/Workday Stock Takes A Hit After Piper Sandler Survey Flags AI-Driven Headwinds, But Retail's Optimistic https://stocktwits.com/news-articles/markets/equity/workday-stock-takes-a-hit-after-piper-sandler-survey-flags-ai-driven-headwinds/ch8GfqaR5kYElon Musk's xAI launches Grok 4 alongside a $300 monthly subscription https://techcrunch.com/2025/07/09/elon-musks-xai-launches-grok-4-alongside-a-300-monthly-subscription/Hidden AI prompts in academic papers spark concern about research integrity https://www.japantimes.co.jp/news/2025/07/04/japan/ai-research-prompt-injection/Tax provisions in the One Big Beautiful Bill Act https://www.journalofaccountancy.com/news/2025/jun/tax-changes-in-senate-budget-reconciliation-bill/Need CPE?Get CPE for listening to podcasts with Earmark: https://earmarkcpe.comSubscribe to the Earmark Podcast: https://podcast.earmarkcpe.comGet in TouchThanks for listening and the great reviews! We appreciate you! Follow and tweet @BlakeTOliver and @DavidLeary. Find us on Facebook and Instagram. If you like what you hear, please do us a favor and write a review on Apple Podcasts or Podchaser. Call us and leave a voicemail; maybe we'll play it on the show. DIAL (202) 695-1040.SponsorshipsAre you interested in sponsoring The Accounting Podcast? For details, read the prospectus.Need Accounting Conference Info? Check out our new website - accountingconferences.comLimited edition shirts, stickers, and other necessitiesTeePublic Store: http://cloudacctpod.link/merchSubscribeApple Podcasts: http://cloudacctpod.link/ApplePodcastsYouTube: https://www.youtube.com/@TheAccountingPodcastSpotify: http://cloudacctpod.link/SpotifyPodchaser: http://cloudacctpod.link/podchaserStitcher: http://cloudacctpod.link/StitcherOvercast: http://cloudacctpod.link/OvercastClassifiedsREFRAME 2025 - http://accountingpodcast.promo/reframe2025Want to get the word out about your newsletter, webinar, party, Facebook group, podcast, e-book, job posting, or that fancy Excel macro you just created? Let the listeners of The Accounting Podcast know by running a classified ad. Go here to create your classified ad: https://cloudacctpod.link/RunClassifiedAdTranscriptsThe full transcript for this episode is available by clicking on the Transcript tab at the top of this page

Apparently, you can't keep a good grifter down, as Billy McFarland's seven-figure Fyre Fest deal collapsed, so he's hawking the brand on eBay like a box of junk. Meanwhile, Indeed and Glassdoor are laying off over 1,000 workers, probably to pay for the AI that's jacking up our electric bills. Speaking of AI, a Tesla robotaxi crashed itself while Elon Musk's Grok chatbot went full Nazi, which is of course being installed in Teslas "next week." Fittingly, X CEO Linda Yaccarino stepped down and promptly lost her blue check. To cap off the dystopian news, the DOJ is targeting an anti-ICE app developer, the 'click-to-cancel' rule is dead, and you can hack McDonald's with the password ‘123456'. The future is now, and it's dumber than we ever imagined.On the media front, Murderbot gets a second season, and the Jim Henson and The Beach Boys documentaries are must-sees. Sadly, Netflix canceled The Residence. We also got trailers for Neuromancer, Project Hail Mary, and Edgar Wright's The Running Man. Speaking of building the future, we took a deep dive into AI-assisted coding using tools like Cursor, building a functional app in hours with zero original code. It's a stark reminder that while the "free lunch" of AI development is ending, the future for junior coders is already cooked. This glorious new world also includes playing every retro game ever on your phone, thanks to emulators like Delta and PPSSPP and the Backbone controller, which led to a nostalgic dive into the classic soundtracks of Mega Man 2 and Wipeout XL. This all culminated in a personal victory: conquering all 4,678 boards in Mahjong Titan+, freeing us from our porcelain thrones.Sponsors:DeleteMe - Head over to JoinDeleteMe.com/GOG and use the code "GOG" for 20% off.Private Internet Access - Go to GOG.Show/vpn and sign up today. For a limited time only, you can get OUR favorite VPN for as little as $2.03 a month.SetApp - With a single monthly subscription you get 240+ apps for your Mac. Go to SetApp and get started today!!!1Password - Get a great deal on the only password manager recommended by Grumpy Old Geeks! gog.show/1passwordShow notes at https://gog.show/704FOLLOW UPBilly McFarland Says His Seven-Figure Deal to Sell Fyre Fest Has Fallen ThroughOwn FYRE Festival – Iconic Brand, Trademarks, IP, Social Media Assets, and MoreBilly McFarland Is Now Trying to Unload the Fyre Fest Brand on eBayIN THE NEWSIndeed and Glassdoor are cutting more than 1,000 jobsA Tesla robotaxi inexplicably drove into a parked carMajor US power operator says AI and data center demands are pushing prices upAn AI That Promises to “Solve All Diseases” Is About to Test Its First Human Drugs‘Round Them Up': Grok Praises Hitler as Elon Musk's AI Tool Goes Full NaziMusk's Grok 4 launches one day after chatbot generated Hitler praise on XElon Musk says Grok is coming to Tesla vehicles just after it went full HitlerElon Musk Says He's Installing His Racist Grok AI in Teslas "Next Week"X CEO Linda Yaccarino is stepping down after two yearsThey took away Linda Yaccarino's blue check!Six Months Ago NPR Left Twitter. The Effects Have Been NegligibleHow SpaceX is blocking astronomers' view of spaceNew Research Bolsters Freaky Theory That Earth Sits in a Giant Cosmic VoidDOJ goes after US citizen for developing anti-ICE appTrump's FTC Let Lobbyists Kill Popular Click-To-Cancel Rule, Advocates SayEU regulators are once again investigating TikTok over data transfers to ChinaResearchers Jailbreak AI by Flooding It With Bullshit JargonBug Hunters Gain Access to 64 Million McDonald's Job Applicants' Info by Using the Password ‘123456'MEDIA CANDYMurderbotMurderbot is getting a season 2 on Apple TV PlusRapport: Friendship, Solidarity, Communion, Empathy: A Tor Original (The Murderbot Diaries) by Martha WellsNetflix Cancels ‘Pulse' and Shondaland's ‘The Residence' After One Season EachNeuromancer — In Production | Apple TV+PROJECT HAIL MARY Trailer (2025) Ryan GoslingThe Running Man | Official Trailer (2025 Movie) - Edgar Wright, Glen PowellSandman Season 2Animal KingdomGuy Ritchies The CovenantThunderboltsThe Old Guard 2Jim Henson Idea ManThe Beach BoysAMC now warns moviegoers to expect ‘25-30 minutes' of ads and trailersAPPS & DOODADSAnker issues new global power bank recall over fire hazardVisual Studio CodeCursorWindsurfAnthropic AcademyThe Onion in 2056: A dystopian world of Flash animationJack Dorsey just released a Bluetooth messaging app that doesn't need the internetWhereGoes Link CheckerYouTube prepares crackdown on ‘mass-produced' and ‘repetitive' videos, as concern over AI slop growsTHE DARK SIDE WITH DAVEDave BittnerThe CyberWireHacking HumansCaveatControl LoopOnly Malware in the BuildingBackbone iPhone Game ControllerPPSSPP - A PSP emulatorDelta EmulatorOpenEMUMajor Nintendo Switch Piracy Website Seized By FBIUpdate on the Anbernic emulator deviceMegaMan 2 music performed by an orchestraMusic by John WilliamsWipeout XLWipeout XL PlaylistMahjong Titan+ Apple ArcadeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

We were joined by people leaders from Glassdoor, Asana, and Upstart. We talked about the fragmented burnout and how it's hitting people differently, how performance expectations have shifted in the last 6-12 months, and more.---- Sponsor Links:

John Lonski and Daniel Zhao give their perspective on the job market after the ADP employment report posted a surprise negative. John expects rates to fall as jobs weaken and says tariffs could have a bigger economic impact than expected. Daniel notes his firm Glassdoor's employee confidence survey has hit lows, and also expects the jobs market to keep weakening. He argues that if the economy was stronger, AI companies would be hiring more, instead of tech companies laying off workers.======== 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

Sharon Zackfia, head of consumer research at William Blair, shares insights from over a decade of Glassdoor data to reveal how culture, leadership, and operational models—not just pay—shape employee satisfaction and long-term brand success in the restaurant sector.

Send us a textIs your pay strategy quietly driving talent out the door? In this no-fluff episode, Josh Matthews sits down with compensation expert Scott Trumpolt to break down pay transparency laws, broken bonus systems, and how to finally build comp plans that retain and motivate. If you're hiring, leading, or scaling, this one's a game-changer.

#254 Brand | In this episode, Dave sits down with Kira Federer, VP of SMB Marketing at Paramount Advertising, and formerly at companies like Reddit and Glassdoor. Kira shares her journey from sales to product marketing and the lessons she's learned along the way.Dave and Kira discuss:How to align marketing and sales through co-creation to ensure your sales team uses the content you createThe value of a strong messaging framework and how it drives consistency in B2B marketingWhy you need to time your product launches and ensure that marketing resonates with both your team and the market at the right momentTimestamps(00:00) - - Intro to Kira (06:02) - - Kira's Career Journey From Sales Enablement to Product Marketing (09:16) - - Challenges of Building Community / Getting Connected with Exit Five (15:32) - - How To Get Sales To Use Content from Marketing (18:07) - - How to Align Marketing and Sales Teams (25:24) - - Effective Messaging and Having a Core Company Narrative (30:32) - - Why You Should Identify What Differentiates Your Business (34:15) - - How To Create Strong Brand Positioning (37:00) - - Why You Need To Have A Clear Vision And Strong Point of View in Marketing (38:44) - - “The Risk Of Insult Is The Price Of Clarity” Send guest pitches and ideas to hi@exitfive.comJoin the Exit Five Newsletter here: https://www.exitfive.com/newsletterCheck out the Exit Five job board: https://jobs.exitfive.com/Become an Exit Five member: https://community.exitfive.com/checkout/exit-five-membership***Today's episode is brought to you by Knak. Email (in my humble opinion) is the still the greatest marketing channel of all-time.It's the only way you can truly “own” your audience.But when it comes to building the emails - if you've ever tried building an email in an enterprise marketing automation platform, you know how painful it can be. Templates are too rigid, editing code can break things and the whole process just takes forever. That's why we love Knak here at Exit Five. Knak a no-code email platform that makes it easy to create on-brand, high-performing emails - without the bottlenecks.Frustrated by clunky email builders? You need Knak.Tired of ‘hoping' the email you sent looks good across all devices? Just test in Knak first.Big team making it hard to collaborate and get approvals? Definitely Knak.And the best part? Everything takes a fraction of the time.See Knak in action at knak.com/exit-five. Or just let them know you heard about Knak on Exit Five.***Thanks to my friends at hatch.fm for producing this episode and handling all of the Exit Five podcast production.They give you unlimited podcast editing and strategy for your B2B podcast.Get unlimited podcast editing and on-demand strategy for one low monthly cost. Just upload your episode, and they take care of the rest.Visit hatch.fm to learn more

Dan kicks off this week with a strange story of a young student who is trapped inside a glass doored vestibule. Then, a very upsetting possessed doll story wraps up his half of the show. Lynze provides three tales this week. To start, a haunted house in Malta! Then, a rather upsetting doppleganger story. Lastly, a tale of treading on the land of witches. Monthly Patreon Donation: Stay tuned for June's donation! Send stories to mystory@scaredtodeathpodcast.comSend everything else to info@scaredtodeathpodcast.comWant to be a Patron? Get episodes AD-FREE, listen and watch before they are released to anyone else, bonus episodes, a 20% merch discount, additional content, and more! Learn more by visiting: https://www.patreon.com/scaredtodeathpodcast.Please rate, review, and subscribe anywhere you listen.Thank you for listening!Follow the show on social media: @scaredtodeathpodcast on Facebook and IG and TTWebsite: https://www.badmagicproductions.com/Facebook: https://www.facebook.com/scaredtodeathpodcastInstagram: https://bit.ly/2miPLf5Mailing Address:Scared to Deathc/o Timesuck PodcastPO Box 3891Coeur d'Alene, ID 83816Opening Sumerian protection spell (adapted):"Whether thou art a ghost that hath come from the earth, or a phantom of night that hath no home… or one that lieth dead in the desert… or a ghost unburied… or a demon or a ghoul… Whatever thou be until thou art removed… thou shalt find here no water to drink… Thou shalt not stretch forth thy hand to our own… Into our house enter thou not. Through our fence, breakthrough thou not… we are protected though we may be frightened. Our life you may not steal, though we may feel SCARED TO DEATH." Subscribe to SiriusXM Podcasts+ to listen to new episodes of Scared to Death ad-free and a whole week early. Start a free trial now on Apple Podcasts or by visiting siriusxm.com/podcastsplus.

Ep. 233: This CEO's high school was so tiny that it didn't have a track team, so he started a squad from scratch, built up the roster and even coached them, all while running a swift 4:25 mile along the way. That mindset—identifying a challenge and pursuing a solution—never left him. Years after starring on the team, Sanford saw an opening in the real estate market. He realized that the future of the business was online. So, he acted. Today?

Aliza Shatzman joins The Great Battlefield podcast to share her story of clerking for the D.C. Superior Court that led her to founding The Legal Accountability Project, where she works to improve the experience of law clerks and hold judges accountable for their actions.

Goats, graduate degrees, and Glassdoor—yep, they're all part of Amber Cerone's leadership journey! From project manager to Senior Director of Talent and Doctor of Psychology, Amber's path is proof that “searching” is part of the process. In this episode, Amber joins Matt Poepsel to talk about the power of career exploration, why leadership is more about influence than titles, and how trust—not office time—drives engagement in a virtual world

When a restaurant's weekly salmon order suddenly spikes in price, Emma Whelan wants chefs adjusting menus the next morning—not tallying losses a month later. “The system will alert them if the price of salmon (has) gone up unexpectedly,” she tells us, describing MarginEdge's real‑time cost engine. It is a small but telling vignette from Whelan's first months as CFO, and it captures the company's wider ambition: “MarginEdge wants to create a world where restaurant operators can focus on great food and great service without having to worry about the back office,” she tells us.Whelan explains that the platform “automate(s) the key back office tasks like invoice processing, inventory and recipe costing” by pulling data directly from point‑of‑sale systems and scanned invoices. That automation replaces hours of spreadsheet drudgery and—more critically—turns yesterday's paperwork into today's decision support. The salmon alert, she notes, lets owners “switch vendors, re‑price the menu, or adjust portion sizes before it starts to impact their margins,” a response time that can separate profitable months from painful ones.Her strategic priorities echo the same urgency. Backed by Osage, Schooner Capital and Ten Coves Capital, Whelan directs new funding primarily to R&D so the software stays “at the cutting edge” of restaurant needs. Investing in talent runs a close second; Glassdoor awards and sky‑high satisfaction scores, she tells us, prove that an engaged workforce builds better products—and happier customers feel the difference. In Whelan's finance playbook, speed, clarity and culture work together, just like ingredients in a well‑seasoned dish.

This week, organizational psychologist and Glassdoor's Chief Worklife Expert, Adam Grant, joins us to discuss why constant change is exhausting today's workforce. Grant offers practical resilience strategies, including mental time travel techniques and rejecting the "three Ps" of personalization, pervasiveness, and permanence. From millennials facing their "fourth once-in-a-lifetime recession" to the surprising research showing career benefits of tough economic starts, we explore how both managers and employees can navigate workplace uncertainty without burning out. Make sure and join Adam Grant for his upcoming "HotSeat" event on May 27th. Only on the Glassdoor App! Special Guest: Adam Grant Hosts: Matt Sunbulli ⁠⁠⁠https://www.linkedin.com/in/sunbulli/⁠⁠⁠ ⁠⁠⁠https://www.firstdraft.vc⁠⁠⁠ Aaron Calafato ⁠⁠⁠Listen to Aaron's 7 Minute Stories Podcast ⁠⁠⁠ Follow Aaron's Viral Storytelling on YouTube Leah Ova ⁠⁠⁠Follow Leah on TikTok ⁠⁠⁠ Editorial: Matt Sunbulli Brooks Borden Ken Wendt Aaron Calafato Senior Audio Engineer: Ken Wendt Research: Zaid Safe Matt Sunbulli Aaron Calafato

How do you really know if someone is the right fit for your team—or your company's future? In this episode of The Greatness Machine, Darius sits down with Dr. Geoff Smart, founder of GH Smart and author of the bestselling book Who, to break down what separates successful hiring from costly mistakes. Geoff reveals the power of evidence-based assessments, why psych tests often fall short, and how intense curiosity—not stress—is the key to unlocking a candidate's true potential. From helping Fortune 500 companies select CEOs to coaching emerging leaders, Geoff shares stories, strategies, and myths about the hiring process—plus, why the "sell me this pen" test is just bad business. In this episode, Darius and Geoff will discuss: (00:00) Introduction to Geoff Smart and His Journey (02:55) The Importance of Hiring and Core Values (06:08) Geoff's Origin Story and Founding GH Smart (09:00) Cultural Fit and Hiring Process (11:55) The Role of Core Values in Business (14:52) Firing with Respect and Responsibility (18:05) A Players vs. B Players in Hiring (20:54) Adapting to Different Stages of Business Growth (30:05) Identifying A-Players for Growth (34:02) The Importance of Leadership in Organizations (40:25) Effective Interview Techniques (43:00) Assessing CEOs and Leadership Roles (48:44) Onboarding and Post-Hiring Strategies (55:20) Overcoming Fear of Failure Dr. Geoff Smart is the chairman and founder of ghSMART, a leadership advisory firm that helps CEOs, entrepreneurs, and public-sector leaders build high-performing teams. Founded in 1995, ghSMART is recognized for its rigorous hiring methods, impactful leadership development, and a culture of excellence. The firm has topped Glassdoor and Vault rankings and published several bestselling books, including “Who: The A Method for Hiring”. Geoff holds a Ph.D. in Psychology and was mentored by management legend Peter Drucker. Beyond business, he's committed to public service and leadership development through programs like the Colorado Governors Fellowship and his work with CiviCo. Sponsored by: Brevo: Get started free or save 50% for 3 months with code GREATNESS at brevo.com/greatness.  Huel: Try Huel with 15% OFF + Free Gift for New Customers today using my code greatness at https://huel.com/greatness. Fuel your best performance with Huel today!  Indeed: Get a $75 sponsored job credit to boost your job's visibility at Indeed.com/DARIUS. Notion: Get Notion Mail for free right now at notion.com/machine.  ShipStation: Go to shipstation.com and use code GREATNESS to sign up for your FREE trial.  Shopify: Sign up for a $1/month trial period at shopify.com/darius.  Connect with Geoff: Website: https://geoffsmart.com/  Website: https://ghsmart.com/  LinkedIn: https://www.linkedin.com/in/drgeoffsmart/  Connect with Darius: Website: https://therealdarius.com/ Linkedin: https://www.linkedin.com/in/dariusmirshahzadeh/ Instagram: https://www.instagram.com/imthedarius/ YouTube: https://therealdarius.com/youtube Book: The Core Value Equation https://www.amazon.com/Core-Value-Equation-Framework-Limitless/dp/1544506708 Write a review for The Greatness Machine using this link: https://ratethispodcast.com/spreadinggreatness.  Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Traci Chernoff and Robert Glazer discuss the need to rethink traditional workplace practices, particularly the concept of Two Weeks Notice. They explore the emotional implications of resignations, the introduction of the Open Transition Program, and the importance of psychological safety in fostering open communication. The conversation highlights the cognitive dissonance leaders face when managing underperforming employees and the need for a cultural shift to support transparent discussions about career transitions. Glazer shares practical steps for implementing an Open Transition Program and emphasizes the importance of addressing the root causes of employee dissatisfaction. Chapters00:00 Rethinking Two Weeks Notice02:22 The Problem with Traditional Notice Periods06:12 Introducing the Open Transition Program11:40 Cognitive Dissonance in Leadership17:26 The Role of Psychological Safety22:34 Overcoming Fear in Open Transitions27:26 Implementing an Open Transition Program We hope you enjoyed this deep dive on Rethinking Two Weeks' Notice. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube. About Our Guest: Robert Glazer is the Founder and Chairman of the Board of Acceleration Partners, a global partner marketing agency and the recipient of numerous industry and company culture awards, including Glassdoor's Employees' Choice Awards two years in a row.  He is the author of the inspirational newsletter Friday Forward, and the #1 Wall Street Journal, USA Today and international bestselling author of five books: Elevate, Friday Forward, How To Thrive In The Virtual Workplace, Moving To Outcomes and Performance Partnerships. He is a sought-after speaker by companies and organizations around the world and is the host of The Elevate Podcast. Connect with Robert Glazer here:Website: https://robertglazer.com/LinkedIn: https://www.linkedin.com/in/glazer/Facebook: https://www.linkedin.com/in/glazer/Tune in to Robert Glazer's podcast Elevate with Robert Glazer https://podcasts.apple.com/us/podcast/elevate-with-robert-glazer/id1454045560https://open.spotify.com/show/5NU35xvzRaDkOrUTUinIPF  Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Rich Barton is the co-founder and co-executive chairman of Zillow, a company transforming how people buy, sell, rent, and finance homes. Before Zillow, Rich founded Expedia within Microsoft in 1994 and successfully spun the company off as a public company in 1999. He served as president, CEO, and board director of Expedia and later co-founded and served as non-executive chairman of Glassdoor.Sponsors:Ramp easy-to-use corporate cards, bill payments, accounting, and more: https://ramp.com/tim (Get $250 when you join Ramp)Cresset prestigious family office for CEOs, founders, and entrepreneurs: https://cressetcapital.com/tim (book a call today)Shopify global commerce platform, providing tools to start, grow, market, and manage a retail business: https://shopify.com/tim (one-dollar-per-month trial period)*For show notes and past guests on The Tim Ferriss Show, please visit tim.blog/podcast.For deals from sponsors of The Tim Ferriss Show, please visit tim.blog/podcast-sponsorsSign up for Tim's email newsletter (5-Bullet Friday) at tim.blog/friday.For transcripts of episodes, go to tim.blog/transcripts.Discover Tim's books: tim.blog/books.Follow Tim:Twitter: twitter.com/tferriss Instagram: instagram.com/timferrissYouTube: youtube.com/timferrissFacebook: facebook.com/timferriss LinkedIn: linkedin.com/in/timferrissPast guests on The Tim Ferriss Show include Jerry Seinfeld, Hugh Jackman, Dr. Jane Goodall, LeBron James, Kevin Hart, Doris Kearns Goodwin, Jamie Foxx, Matthew McConaughey, Esther Perel, Elizabeth Gilbert, Terry Crews, Sia, Yuval Noah Harari, Malcolm Gladwell, Madeleine Albright, Cheryl Strayed, Jim Collins, Mary Karr, Maria Popova, Sam Harris, Michael Phelps, Bob Iger, Edward Norton, Arnold Schwarzenegger, Neil Strauss, Ken Burns, Maria Sharapova, Marc Andreessen, Neil Gaiman, Neil de Grasse Tyson, Jocko Willink, Daniel Ek, Kelly Slater, Dr. Peter Attia, Seth Godin, Howard Marks, Dr. Brené Brown, Eric Schmidt, Michael Lewis, Joe Gebbia, Michael Pollan, Dr. Jordan Peterson, Vince Vaughn, Brian Koppelman, Ramit Sethi, Dax Shepard, Tony Robbins, Jim Dethmer, Dan Harris, Ray Dalio, Naval Ravikant, Vitalik Buterin, Elizabeth Lesser, Amanda Palmer, Katie Haun, Sir Richard Branson, Chuck Palahniuk, Arianna Huffington, Reid Hoffman, Bill Burr, Whitney Cummings, Rick Rubin, Dr. Vivek Murthy, Darren Aronofsky, Margaret Atwood, Mark Zuckerberg, Peter Thiel, Dr. Gabor Maté, Anne Lamott, Sarah Silverman, Dr. Andrew Huberman, and many more.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

How do you make the best decisions, maintain company culture as your business grows, and attract and retain incredible talent? Serial entrepreneur, business founder, and bestselling author Darius Mirshahzadeh believes the answer lies in core values. By properly leveraging and implementing core values within your company, your teams will speak the same language, make better decisions, build a thriving culture, and scale to incredible success. In this episode, Hala and Darius discuss his unique journey into entrepreneurship, how to build a core value-driven organization, Darius's six core values, the difference between good and bad core values, and the Scale M.A.P. Method for business growth. In this episode, Hala and Darius will discuss: (00:00) Introduction (01:12) Meet Darius: Entrepreneurial Beginnings (02:48) Lessons from a Hardworking Father (04:49) A Life-Changing Loss (08:01) Interning at the White House (17:48) The Birth of Twin Capital Brokerage (21:39) Struggles and Resilience in Business (25:01) Building The Money Source (29:41) Stepping Down as CEO (35:09) Travel Plans Disrupted by COVID-19 (35:50) The Accidental Personal Brand (36:05) Introduction to Core Values (38:16) The Importance of Core Values in Business (41:52) Personal Core Values (45:30) Creating a Core Value Driven Organization (50:11) Developing Core Values for Startups (52:12 The Scale Map Method (01:01:09 Bootcamp and Mastermind Programs Darius Mirshahzadeh is a high-growth CEO, serial entrepreneur, and culture-building mad scientist who was ranked #9 on Glassdoor's list of Top CEOs of Small and Medium Companies in the US. He is the author of the bestselling book, The Core Value Equation, and the host of The Greatness Machine podcast. Darius has led organizations that have won numerous Stevie awards, been named “#3 Best Place to Work” by the San Francisco Business Times, and have landed at #40 on the Inc. 500 list of fastest-growing companies.  Sponsored By: Shopify - Sign up for a one-dollar-per-month trial period at youngandprofiting.co/shopify OpenPhone: Streamline and scale your customer communications with OpenPhone. Get 20% off your first 6 months at openphone.com/profiting Airbnb - Find yourself a co-host at airbnb.com/host Indeed - Get a $75 sponsored job credit at indeed.com/profiting    RobinHood - Receive your 3% boost on annual IRA contributions, sign up at robinhood.com/gold Factor - Get 50% off your first box plus free shipping at factormeals.com/factorpodcast   Rakuten - Save while shopping at rakuten.com Microsoft Teams - Stop paying for tools. Get everything you need, for free, at aka.ms/profiting LinkedIn Marketing Solutions - Get a $100 credit on your next campaign at linkedin.com/profiting  Active Deals - youngandprofiting.com/deals       Key YAP Links Reviews - ratethispodcast.com/yap  Youtube - youtube.com/c/YoungandProfiting  LinkedIn - linkedin.com/in/htaha/  Instagram - instagram.com/yapwithhala/  Social + Podcast Services - yapmedia.com   Transcripts - youngandprofiting.com/episodes-new  Entrepreneurship, entrepreneurship podcast, Business, Business podcast, Entrepreneurs, side hustle, Startup, Starting a business, Passive income, Online business, Solopreneur, Founder, Networking, Entrepreneurship, entrepreneurship podcast, Business, Business podcast, Self Improvement, Self-Improvement, Personal development, Starting a business, Strategy, Investing, Sales, Selling, Psychology, Productivity, Entrepreneurs, AI, Artificial Intelligence, Technology, Marketing, Negotiation, Money, Finance, Side hustle, Startup, mental health, Career, Leadership, Mindset, Health, Growth mindset.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 3072: A well-deserved raise isn't just about asking, it's about asking the right way. Emily Guy Birken breaks down a strategic approach to salary negotiations, from researching market value and proving your worth to timing your request wisely and handling a potential "no" with confidence. Mastering this skill can set you up for long-term financial growth and career satisfaction. Read along with the original article(s) here: https://ptmoney.com/how-to-ask-for-a-raise/ Quotes to ponder: "They can't shoot you for asking." "The best time to ask for a raise is right after you have just done something great for the company, such as solving a big problem, landing a major client, or saving the company money." "It can be easy to procrastinate for months (or even years!) if you're uncomfortable selling yourself, but no one else is going to advocate for you." Episode references: Glassdoor: https://www.glassdoor.com Salary.com: https://www.salary.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Just 44% of employees feel confident about the next six months at their company, a Glassdoor survey found — the lowest in nine years. Thank government layoffs, tariff uncertainty and a toughening job market. Are these negative predictions warnings of a coming recession? Also in this episode, the overall cost of food at home was flat in February, electric grid battery storage grew 66% in the U.S. last year, and Angelenos worry dumped wildfire debris could be toxic.