Podcasts about greenhouses

Ten University of Idaho graduate students who participated in a recent tour of the state's potato industry witnessed the full supply chain.

The Day the Greenhouse Tried to Make Us Whole and FailedBecome a supporter of this podcast: https://www.spreaker.com/podcast/dark-mysteries-the-strange-and-unusual-podcast-2026--5684156/support.Darkest Mysteries Online

DJ Seinfeld tiene un problema: le cuesta habitar el presente. Una insatisfacción crónica que arrastra desde niño y que ha transformado en la tensión emocional que vertebra su nuevo disco, 'If This Is It'. Convertido en uno de los referentes de la electrónica europea, el productor sueco explora esa sensación de ansiedad en un trabajo que profundiza en la vertiente más emotiva del dance.Además, el dibujante Paco Roca responde a nuestro cuestionario cultural en FAQ! Y entramos en terapia con Rosana Corbacho para hablar de ansiedad anticipatoria, ¿y si preocuparnos demasiado por el futuro nos impide llegar a él? Playlist:Dana and Alden, Mei Semones - Lee’s Greenhouse piri & tommy - lovegirlYellow Days - SharonJordan Rakei, Jalen Ngonda - What It Gave MeGelli Haha - Klouds Will Carry Me To SleepMamalarky - Nothing Lasts ForeverWater From Your Eyes - AdeleineCate Le Bon - About TimeEcho & the Bunnymen - Lips Like SugarNation of Language - On Division St.Sophia Stel - All My Friends Are ModelsHAIM - FallingSolange - Losing YouFeist - Inside And OutDry Cleaning - Cruise Ship DesignerIceage - No FearRatboys - AnywhereDeath Cab For Cutie - How Heavenly A StateBig Thief - Simulation SwarmAvalon Emerson - Happy BirthdayBuscabulla - MiraverahíHelado Tropical - SensaciónCupido, Usted Señálemelo - Ouch :_(Çantamarta - melancolíaEthel Cain - American TeenagerOlivia Rodrigo - the cureSudan Archives - Selfish SoulIbibio Sound Machine - Concept of LoveHoney Dijon, Jacob Lusk - SatisfiedOvermono - LockupThe Avalanches, Nikki Nair, Jessy Lanza, Prentiss - TogetherhorsegiirL - only the bestKNEECAP, Casiokids - FENIANGenesis Owusu - DEATH CULT ZOMBIEBlur - ParklifeOklou, underscores - harvest skyUnderscores - MusicSkrillex, Feid - Noche Without You1111, Claudio Montana - El Odio AjenoDJ Seinfeld - The WaveCharli xcx - SS26shego - (casi no vivo para contarlo)Wet Leg - Wet DreamEscuchar audio

That Solo Life Episode 342: What the 2026 USC Global Communications Report Says About PR Today Episode Summary Karen and Michelle open with a question that lands before the intro music fades: When was the last time a client approved a statement without pushback? The answer tells you everything about the communications environment right now and so does the report they spend this episode unpacking. The USC Annenberg Center for Public Relations 2026 Global Communications Report, titled A Quiet Shift, surveyed over 700 PR professionals, more than 1,000 members of the general public, and conducted one-on-one interviews with Fortune 500 chief communications officers. Karen and Michelle read it with the solo and independent practitioner in mind and pull three findings that are immediately relevant to how you counsel clients, frame messages, and navigate a landscape that has shifted more dramatically in two years than many expected. A fourth and fifth finding will be covered in a future episode, and in an exclusive YouTube behind-the-mic segment, the co-hosts announce at the close. Episode Highlights [03:01] The Perception Gap — You Feel It More Than Your Clients Do: The report identifies a meaningful gap between how PR professionals perceive the current environment and how the general public does. 81% of PR professionals say polarization is extremely or very high right now — but only 69% of the general public agrees. That 12-point gap has practical implications for how practitioners advise clients. Karen asks the key question: are you advising clients based on your own anxiety about the landscape, or are you exercising the restraint that meets your audience where they actually are? The solo advantage here is real — without agency layers and group dynamics amplifying collective anxiety, solos have more room to reality-test their instincts before they become strategy. [08:52] Corporate Social Advocacy Has Retreated — Sharply and Fast: The data on this one is stark. In 2023 and 2024, 89% and 85% of PR professionals respectively, said companies have a responsibility to advocate for social issues. By 2026, that number has dropped to 55%. The general public sits even lower at 42%. The drop took two years. For practitioners working with nonprofits, purpose-driven brands, or clients whose missions touch social issues, the wind is no longer at your back — but it hasn't stopped blowing. The shift is not uniform: 6 in 10 Gen Z and 7 in 10 millennial PR professionals still hold this belief. Understanding your client's audience generation is now essential to calibrating how hard to push on purpose-driven messaging. [14:55] The Content That Disappeared After the 2024 Election — and What Replaced It: Using exclusive data from Cometrics.io, the report analyzed LinkedIn posts from 6,317 C-suite executives at Fortune 500 companies across a six-month window before and after the November 2024 election. The volume of communication stayed the same. The topics shifted dramatically. AI and agents content rose 75%. Cybersecurity up 29%. Technology ethics up 27%. On the other side: LGBTQ+ content dropped 77%. Greenhouse gas content down 50%. Net zero down 44%. DEI content down 13% — though Karen and Michelle both note that number is likely understated by now. A separate Meltwater analysis of media coverage tracked the same pattern. The practical implication: if your clients have content in the declining categories, the framing strategy has to change. The story doesn't stop — but how you tell it does. [20:08] What Solo PR Pros Do With This Information: Karen and Michelle close with the practitioner application: if a client's content falls in the declining categories, you don't stop. You reframe. You spend more time at the strategy table. You adjust how the message lands without abandoning who the client is. Michelle's reminder: your voice as a practitioner is still your voice. You navigate circumstances — you don't abandon your position. And if a client's business includes a credible AI story, tell it. If they aren't, others are telling it for them. Coming up: Karen and Michelle will cover additional findings from the USC report in an exclusive behind-the-mic YouTube segment for deeper discussion. Resources & Additional Information USC Annenberg Center for Public Relations — 2026 Global Communications Report: A Quiet Shift: annenberg.usc.edu/cpr Cometrics.io: cometrics.io Meltwater: meltwater.com Solo PR Pro membership community: soloprpro.com That Solo Life podcast website: thatsololife.com Host & Show Info That Solo Life is a podcast created for public relations, communication, and marketing professionals who work as independent and small practitioners. Hosted by Karen Swim, APR, President of Solo PR Pro, and Michelle Kane, Principal of Voice Matters, the show delivers expert insights, encouragement, and practical advice for solo PR pros navigating today's dynamic professional landscape. Listen to all episodes and catch up on previous conversations at thatsololife.com. Did this episode inspire you? If you found value in this conversation, please take a moment to leave us a review https://www.thatsololife.com/rate/. Your feedback helps us reach more solo pros just like you! Don't forget to subscribe so you never miss an episode.

Send us Fan Mail

This week on Tapod, we catch up with Jamie Leonard – Founder of Recfest – The LARGEST Talent Acquisition event in the world! Imagine over 4000 recruiters in the field at Knebworth, UK – in the biggest and baddest conference/festival on the planet. This year's theme revolves very heavily around human intervention in a world transfixed on AI. With a focus on practitioner delivery and case studies  Thanks to Greenhouse for partnering with us this month. 

Welcome to the KSL Greenhouse show! Join hosts Maria Shilaos and Taun Beddes as they talk about all things plants, tackle your toughest gardening questions, and offer tips that can help you maintain a beautiful yard. Today's topics include: Saving Water in your Irrigation System Plant of the Week: Blanket Flowers Localscapes and other Water-Wise landscape options  Listen on Saturdays from 8am to 11am at 102.7 FM, 1160 AM, kslnewsradio.com, or on the KSL NewsRadio app. Follow us on Facebook and Instagram at @kslgreenhouse. Happy planting! #KSLGreenhouse 

What's up everyone, today we have the pleasure of sitting down with Ashley Langford, Marketing Operations and RevOps Leader.Summary: Ashley Langford has every credential the MOps job search advice says you're supposed to have: 2 Marketo Champion designations, a decade of B2B SaaS experience across multiple industries, a strong community presence, and a track record of building functions from scratch. She's still getting auto-rejected within minutes and ghosted by companies she was genuinely excited about. In this episode, she breaks down what the MOps job search actually looks like in 2026 from the inside, including how she uses Claude to build an interview packet before every meeting, why she has a hard line against unpaid take-home projects, and how the director-level search carries friction points that most job search content ignores entirely. She also says something most practitioners won't say out loud: she realized she was performing confidence instead of having it. If you're in a search right now, or know someone who is, this one is worth your full attention.About Ashley LangfordAshley Langford is a Director of Marketing Operations and 2-time Marketo Champion who has built and led MOps functions from scratch across B2B SaaS companies including LastPass, Integrate, HackerRank, GreenSky, and Waystar. Her work spans fintech, insurance, biotech, and HR technology, with deep expertise in Marketo, Salesforce, 6sense, and Looker. Adobe's Marketo Champion program selects around 40 practitioners globally each year; Ashley has earned the designation twice, in 2020 and 2023, and is also a Marketo Revvie Award Finalist.What Nobody Warns You About When You Get Laid OffThe shame of a layoff hits in a specific, quiet way that almost nobody includes in the public job search conversation. It doesn't look like despair. It doesn't stop you from applying, updating the resume, or showing up to the networking calls. It just tilts you. You overexplain the layoff in interviews. You hedge when confidence is what the moment requires. You walk in grateful to be considered instead of knowing what you're worth.Ashley Langford is 4 months into a search that should, by any rational measure, be going better. She has 2 Marketo Champion designations, a decade of track record across multiple industries, and genuine community presence. Her time at LastPass ended in a layoff that was clearly business-driven following the company's public turbulence. None of that insulated her from the quiet voice that arrives anyway.She didn't recognize it immediately. It took a few conversations before she saw what was happening. "I was performing confidence instead of actually having it," she says. For someone whose professional identity is built on expertise and results, that admission is uncomfortable. But naming it is where you start. You can't correct what you haven't acknowledged.The market doesn't help. Ashley has the credentials, the community ties, and the network. She's done what the standard job search advice prescribes. She's still getting auto-rejected within minutes and ghosted by companies she was genuinely excited about. "I haven't been ghosted this much since I was on Tinder like 12 years ago," she says. "At least then I knew why."The honest accounting: being well-credentialed matters inside the MOps community, where a Marketo Champion designation opens doors with people who know what it means. Outside that community, there are plenty of doors where it doesn't register. And the external recruiter pipeline, which used to generate steady inbound interest for practitioners at her level, has gone almost completely quiet. That drought is a real signal about what's happening in this market. The job posting numbers don't capture it.The practitioners who move through a senior search with the most clarity tend to be the ones who name what they're carrying early. The public-facing posture, excited about what's next, lots of great conversations, is one layer. The private reality of a Wednesday afternoon is another. Closing that gap starts with honesty about the performance, not just the tactics.Key takeaway: Name the performance gap before your search does it for you. After your next interview, write down 1 moment where you hedged, over-explained, or undersold your work. Identify the specific claim you avoided making. Draft the version with a number attached, and practice saying it without softening it until it sounds like your default.Where the MOps Job Search Actually Happens in 2026The job search advice is consistent about channels. LinkedIn, niche job boards, the hidden market through direct outreach and community presence, networking as a KPI. The framework is reasonable. What's harder to find is how it actually plays out for a practitioner with a specific profile in a specific market.Ashley's day starts on LinkedIn. New postings first, then the feed, because hiring managers sometimes announce open roles informally before they list them. From there: VC-backed job boards, which surface companies building fast. She's tried the Ashby job board search technique and found listings that hadn't appeared anywhere else. Greenhouse, the ATS platform, now has a cross-company search function that most people haven't found yet.After all of it, where are actual responses coming from? LinkedIn. The hidden job market is real and worth working. It's also producing less than the visible one right now. Anyone spending most of their search trying to unlock doors not listed on job boards while ignoring the platform still generating replies is optimizing against their own results.On conversations as the primary KPI, Ashley's take is more nuanced than the standard advice. She's gotten jobs through her network before. The approach works. But it requires having the kind of network that actually moves for you: people who will pick up the phone and make a call, not just say they'll keep an eye out. "The ratio depends on your network that you've actually built, not the one that you wish you have," she says.There's a structural wrinkle for MOps practitioners specifically. MOps people tend to be industry-agnostic, which is part of what makes the role valuable. Ashley has worked in fintech, insurance, biotech, and HR tech. That breadth is an asset in the market. It's also why her first-degree connections aren't concentrated in any one industry or company cluster. The broader the career path, the more spread out the network, and the harder it is to find someone who happens to know someone at the specific company hiring right now.The conversations-versus-applications question resolves the same way for most people: you need both. The ratio just depends on what you've actually built, and being honest about which bucket your network falls into before committing to a strategy built around the other one.Key takeaway: For 2 weeks, track which channel produces each actual response, not each application sent. If LinkedIn is generating replies and Ashby isn't, redistribute your time accordingly. Add the Greenhouse cross-company search to your daily routine and check it alongside LinkedIn. Both tools are free and most people haven't found the second one.What Hiring Managers Actually Look For in a MOps ResumeMost job seekers are guessing at what the other side of the table actually looks for. The tactical advice is everywhere: tailor your resume, use keywords from the JD, follow up with the recruiter. What's far less available is the hiring manager's actual perspective from someone who's done both in the same search.Ashley has built MOps teams. She's reviewed application stacks. She knows exactly what she skims past and what makes her stop. Now she's running that same lens on her own materials, which is a sharper fe...

Early summer has truly arrived, and with it comes one of my favourite celebrations in the gardening calendar—Tomato Fortnight. As I shared in this week's Veg Grower Podcast, the allotment and kitchen garden are bursting with activity, from staking tomatoes to sowing French beans, harvesting peas, and even spotting new life on my citrus tree. Tomato Fortnight: Why I Grow So Many Varieties Down on the allotment, the heat has been intense, but the tomatoes are thriving. I grow around eight different varieties, each chosen for a specific purpose—beefsteaks for sandwiches, salad tomatoes for everyday use, cherries for hanging baskets, and plum tomatoes for passata. As I said in the episode: “There are so many different varieties, hundreds and hundreds of varieties… that is why I grow so many different varieties of tomatoes.” Between home and the allotment, that adds up to around 30 plants—and honestly, I could still grow more. Greenhouse vs. Outdoor Tomatoes Greenhouse tomatoes crop earlier but lack the depth of flavour of outdoor-grown fruit. Outdoors, I rely on blight‑resistant varieties like Crimson Crush and Crimson Blush to help avoid devastation from late‑season blight. “Any tomatoes growing outside, unless they are blight resistant, are susceptible… it can literally rot your crop within a week.” Watering & Feeding Consistent watering is key to avoiding split fruit and blossom end rot. I mulch heavily with straw to lock in moisture and feed weekly with seaweed until flowering, then switch to tomato feed. Sweetcorn, Squash & Straw Bale Growing The allotment beds are now fully planted. Sweetcorn has gone in as a block, not rows, to ensure good wind pollination. Squash and courgettes are thriving in the straw bales, settling in nicely after the recent cold snap. Interestingly, my maincrop potatoes have overtaken the first earlies due to that cold spell: “The cold snap… just set those first earlies back a little bit.” Catching Rainwater in a Dry Year Back home, I've been racing to put out buckets and containers ahead of the forecast rain. “It has been a very dry year so far… I want to catch as much rainwater as I can.” With 16 water butts running low, every drop counts. Seed of the Month: French Beans June's seed of the month is one of my absolute favourites—French climbing beans. They're fast, productive, and perfect for filling gaps as spring crops finish. Sowing is simple: Sow direct 2 cm deep or Start in modules for quick germination (7–14 days) Beans aren't hungry plants, but they do need something to climb. I use hazel-stick frames, drilling holes with a soil auger to get the sticks firmly into the ground. “They simply curl their way up around the stick… I find it fascinating.” I also grow Borlotto for both fresh pods and dried beans—beautiful, versatile, and easy to store. Kitchen Harvests & Courgette Fritters Harvests are rolling in: lettuce, radish, spring onions, peas, strawberries, raspberries, and the first courgettes of the year. To celebrate the courgette glut, this week's recipe is Early Summer Courgette & Mint Fritters with Lemon Yoghurt—crisp, fresh, and perfect for lunch. “These fritters are crisp on the outside, soft in the middle… lifted beautifully by fresh mint.” Bee Update: A Calm, Growing Colony My weekly apiary visit brought brilliant news: “The bees have incredibly settled in… we're now up to eight frames of bees.” Even better—I finally spotted the queen. Supers will be going on soon, meaning honey isn't far away. Book of the Month: Home Brewing by Kevin Forbes May's unexpected Book of the Month was Home Brewing by Kevin Forbes. With elderflowers in full swing, I used it to make cordial and even started elderflower wine. “This book made it sound very, very easy.” For June, I'll be diving into The Victorian Kitchen Garden by Jennifer Davies.

In this episode, Mary Stone shares a spring greenhouse adventure that begins with shopping for annuals and vegetables and turns into a delightful journey of unexpected discoveries.Along the way, she reflects on a bear emerging from a patch of skunk cabbage, bird nests tucked among flowering shrubs, a mysterious hornet visitor, and the wisdom that can emerge when we leave room for wandering.Mary also offers practical tips for selecting healthy annuals and creating beautiful kitchen gardens filled with flowers, herbs, and vegetables.Perhaps one of life's greatest lessons is this: some of the best treasures are found when we venture beyond what we originally came looking for.Special thanks to Steve Oken and Stonehedge Growers for inspiring this week's greenhouse wanderings and introducing me to some unexpected treasures.Companion Blog Post: Leave Room for Wandering: Unexpected Greenhouse Treasures Previous Podcast Episodes: Ep 251 – Healing Beneath the Mayapple: Skunk Cabbage WisdomEp 94 - Starting an Organic Garden & DIY Soil TestingEp 28 - Three Sisters, No-Till GardeningEp 149 - Straw Bale Gardening Builds CommunityRelated Blog Posts:Starting an Organic Garden Straw Bale Gardening Builds CommunityStarting a No-till Garden Old Farmer's Almanac Planting Calendar:https://www.almanac.com/gardening/planting-calendarThanks for listening and sharing in the Garden of Life.

This week on Tapod, we catch up with Rachel Hill, Managing Director at Hill Consulting HRS & Founder at The Recruitment Skills Academy. But Rachel is on a mission. Along with our very own Craig Watson, she has developed the first-ever accredited vocational training for our industry in a Certificate IV in TA and Diploma in TA Management. Not only that, but they are also about to launch the Talent Acquisition Association of Australia – TAAA. This is a member-based industry association to drive the professionalism and standards of talent acquisition in the region. The TAAA will provide guidance and resources, lobby the government, be the voice of internal recruitment and test frameworks around new strategies and technologies. They have already signed on a number of vendor partners who will contribute data, whitepapers and special deals to members. It's high time we are seen as a true profession, and that can only be the case if we take steps to act like one.Thanks to Greenhouse for partnering with us this month. 

Softness, sweetness, tenderness Art by Rupert Peene

Welcome to the KSL Greenhouse show! Join hosts Maria Shilaos and Taun Beddes as they talk about all things plants, tackle your toughest gardening questions, and offer tips that can help you maintain a beautiful yard. This Week's Specials include: The Plant of the Week: Moss Rose Getting rid of Grasshoppers Flip Your Strip: How to make your park strip a water-wise wonderland Listen LIVE on Saturdays from 8am to 11am at 102.7 FM, 1160 AM, kslnewsradio.com, or on the KSL NewsRadio app. Follow us on Facebook and Instagram at @kslgreenhouse. Happy planting! #KSLGreenhouse 

The hiring environment has fundamentally reset—and most talent acquisition teams are still using benchmarks built for a world that no longer exists. Between 2022 and 2025, everything changed: application volumes surged 385%, recruiter teams were cut by 57%, and AI simultaneously flooded pipelines with noise while offering new efficiencies. Yet against this backdrop, Greenhouse data from 17M+ applications across 800+ European organizations reveals a surprising truth—recruiters are actually performing better, not worse. Monthly hires per recruiter have jumped 113%. Jobs closed with a hire are up 13%. The teams thriving aren't those with bigger budgets or larger headcount. They're the ones who redefined what "good" looks like in this new reality. This webinar distills the definitive 2026 benchmarks from The Hire Standard report—the metrics that actually matter when volume is permanent, teams are lean, and AI is rewriting the rules.   • The Volume Reality Check • The Productivity Paradox • Interview Intensity as Quality Control • Days-to-Fill Reinterpreted • Stage Progression Intelligence • Sourcing ROI Reality • The Recruiter-Sourced Advantage • AI at the Top of Funnel • Structured Process Under Pressure • The Employer Brand Imperative   The teams still measuring against 2022 baselines are making disastrous decisions—cutting resources that are actually delivering, or maintaining processes that collapsed under new volume. The Hire Standard data reveals what "good" actually looks like when pipelines are flooded, teams are lean, and AI is both problem and solution.   Includes exclusive access to The Hire Standard 2026 Benchmark Toolkit with calibrated metrics by organization size and industry. Live Q&A with data analysis leads. Recording and materials restricted to registrants.   We're on Friday 29th May at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).   Ep384 is supported by our friends at Greenhouse   What do high-performing TA teams look like in 2026? Greenhouse analyzed data from over 6,000 companies and over 640M applications over the last 3 years to understand how recruiters are really doing and how hiring teams can keep up with industry standards. Check out their new benchmarking report, The Hire Standard.

Dr. Janna Beckerman from Envu joins host Bill Calkins for this episode of the Tech On Demand podcast, brought to you by GrowerTalks magazine. Janna is here to discuss a topic that she's very passionate about and for good reason—resistance management could be the most critical component to greenhouse production IF we want to grow healthy crops in the future and maintain a toolbox of effective chemical and biological solutions. That's tremendously oversimplifying things but throughout this episode, Dr. Beckerman will help make sense of it all and leave you with an excellent rotation to use against multiple, common greenhouse pests. Janna Beckerman is an ornamentals technical specialist at Envu, and part of their Green Services Team. Prior to Envu, she worked at Purdue University and the University of Minnesota as a professor of plant pathology for almost 25 years. Janna continues to focus on developing environmentally sound pest management strategies that are economically feasible for growers and pest managers of specialty crops and is now excited to also focus on insect and weed management.   Resources Envu Ornamentals Envu Ornamentals Team Altus insecticide Aria insecticide Kontos insecticide Podcast: The ABCs of Foliar Disease in Greenhouse & Nursery Crops Podcast: Preemergence Weed Control for Greenhouses & Nurseries

Joblist has been acquired by BOLD, the company behind Monster, CareerBuilder, FlexJobs, and MyPerfectResume. https://hrtechfeed.com/bold-acquires-joblist/ NEW YORK — JobGet, a leading AI-powered hiring platform for the hourly workforce, today announced the acquisition of RippleMatch, a leading early-career recruiting platform serving students and emerging talent across the country. RippleMatch marks JobGet's sixth acquisition and represents another step in the company's strategy to consolidate the fragmented hiring technology market around a unified AI-powered platform.https://hrtechfeed.com/jobget-acquires-ripplematch/ SAN FRANCISCO — Toptal, the world's largest fully remote workforce, recently announced the acquisition of Adeva. Adeva is a global IT talent network that connects enterprises and fast-growing companies with highly vetted developers, architects, and technology consultants to support complex initiatives.  https://hrtechfeed.com/toptal-announces-the-acquisition-of-a-global-it-network/  Greenhouse, the leading hiring platform, today announced it has completed its acquisition of Ezra AI Labs, the voice AI interviewer that delivers structured, on-demand conversations that feel natural rather than robotic. The deal was first announced on May 5, 2026. https://hrtechfeed.com/greenhouse-completes-acquisition-of-ezra-ai-labs/ Yello, the leading campus and early talent recruiting software platform, today announced the launch of Yello Campus Recruiting Agent – a new AI-powered agent that automates manual work and simplifies building events, sourcing candidates, campaigning, and scheduling interviews, so recruiting teams can focus on engaging with candidates instead of managing software.  https://hrtechfeed.com/new-hr-tech-nametag-yello/ Learn more about your ad choices. Visit megaphone.fm/adchoices

A new Environmental Protection Agency report confirms Ireland is way off achieving 2030 targets for greenhouse gas emission cuts…Joining Shane to give his reaction is Roderic O'Gorman, Green Party Leader.

Everyone claims they're "good with AI" on their CV. Almost no one can prove it. As AI tools proliferate across every function, talent leaders face a critical gap: we need people who don't just use AI, but wield it strategically—and we have no reliable way to identify them. Enter Zapier. The automation platform that helped democratise no-code workflows has developing and refining a practical framework for assessing AI fluency in hiring. Everyone's been talking about it. But now we've got Soeren Winter to unpack it and tell us what it means for Talent Acquisition teams.   • Redefining "AI Fluency" for Hiring • The Portfolio Approach to Assessment Distinguishing candidates who've memorized one interface from those who understand underlying AI principles and can adapt across platforms, models, and use cases • Critical Evaluation as Core Competency • Integration & Workflow Design • The Ethics & Safety Screen • Cross-Functional Translation • Learning Velocity Indicators • Practical Assessment Design • Building Internal AI Fluency Benchmarks   AI fluency is now a baseline expectation, not a differentiator—but most hiring processes haven't caught up. Organizations still screening for "AI experience" on LinkedIn are filling roles with candidates who can't deliver. Meanwhile, teams using rigorous, practical assessment frameworks are building workforces that genuinely multiply productivity. The cost of getting this wrong isn't just a bad hire; it's the opportunity cost of teams waiting months for someone to actually become useful.   We're on Friday 22nd May at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).   Ep383 is supported by our friends at Greenhouse   AI is reshaping hiring across the UK, Ireland and Germany. But is trust keeping up?   Greenhouse surveyed over 2,200 jobseekers, recruiters and hiring managers to uncover where AI is building confidence in hiring, where it's eroding it, and what the most trusted employers are doing differently.   Download the full report

read the article: https://www.delayed.nyc/delayed-blog/premiere-rhz-greenhouse-spclnch-black words by @gilleswasserman https://soundcloud.com/r-hz https://soundcloud.com/spclnch https://www.instagram.com/r.hzdub/ https://www.instagram.com/spclnch/ https://www.delayed.nyc Follow us on social media: https://soundcloud.com/itsdelayed https://www.instagram.com/_____delayed https://www.facebook.com/itsdelayed https://www.youtube.com/@_____delayed Contact us: info@delayed.nyc

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   TAKEAWAYS:  1. Full Disconnection on Leave Is a Culture Signal, Not a Personal Choice Ariana's ability to fully disconnect during five months of maternity leave wasn't just personal discipline — it was enabled by a company culture that explicitly supports and expects it. Greenhouse has a caregiver community, respects the whole person, and understands that genuine recovery and presence during leave leads to a better return. Companies that say they support leave but create implicit pressure to stay connected are signaling something important about how they see their employees. 2. Institutional Knowledge Is the Best Return-to-Work Advantage What made Ariana's return from leave smooth wasn't a structured onboarding plan — it was nearly 11 years of context. She knew the Q4 rhythms, the relationships, the unwritten rules. For companies managing returning employees, this is a reminder that the investment in long tenure pays dividends at the most vulnerable moments. 3. The Candidate Experience Has to Be Half the Product Greenhouse's mission — make hiring work for everyone — isn't just a brand statement. It's a product design imperative that extends to the job seeker experience, not just the recruiter experience. In a market that is genuinely brutal for candidates right now, companies and platforms that design for both sides of the hiring equation will win trust from both. 4. Dream Job Signals Cut Through AI-Generated Noise Greenhouse's My Greenhouse platform — which lets candidates designate companies as dream job targets and signal genuine intent once a month — is a direct response to the noise problem created by AI mass-application tools. In a world where volume no longer equals signal, deliberate intent becomes the most valuable data point in the funnel. 5. The Market Is Shifting Toward Behavioral Hiring Over Background Matching Greenhouse is redesigning its own interview architecture around specific defined behaviors — 'make good decisions fast,' 'invent the future,' 'be entrepreneurial' — rather than experience checkboxes. The implication for candidates: the ability to demonstrate how you think and decide is becoming more important than where you've worked. Portfolio career holders take note. 6. The STAR Method Is Fully Gameable — and Everyone Knows It Traditional structured behavioral interviewing was built for a world where candidates had to recall and articulate their own experiences. AI second-screen tools have made that world obsolete. Real-time answer coaching during live interviews is happening right now, at scale, and the recruiting teams that haven't redesigned their interview approach for this reality are operating on outdated assumptions. 7. AI Offense and AI Defense Is the Most Useful Interview Framework in This Series Ariana's team ran a workshop that split into two tracks: AI defense (how do we design questions that are more AI-resistant and require genuine human judgment to answer?) and AI offense (how do we explicitly screen for AI mindset, curiosity, and capability as a positive qualification?). Both are necessary. Neither alone is sufficient. This framework is immediately replicable. 8. 'How Do You Use AI Personally?' Is One of the Most Revealing Interview Questions Right Now Asking candidates how they use AI in their personal or professional lives — not to catch them using it wrong, but to surface genuine curiosity and self-direction — is becoming one of the sharpest signals available in an interview. The candidates who have been experimenting, iterating, and developing their own AI workflows are showing you something important about how they'll operate in roles that don't yet have defined playbooks. 9. Portfolio Careers Need Behavioral Framing to Land Adam's candid share about feeling 'unhirable' after 10 years running his own business is a common experience for independent professionals re-entering corporate environments. Ariana's coaching: the shift toward behavioral hiring is actually an advantage for portfolio career holders — because the behaviors that make someone successful in an entrepreneurial context (making decisions fast, inventing solutions, operating without consensus) are exactly the behaviors companies are now explicitly hiring for. 10. The Best Conference Value Is the Hallway Conversation, Not the Session Ariana didn't attend a single formal session at Transform and still left with more actionable intelligence than most attendees. The real value — for her and for the industry — is in the one- to-one conversations between practitioners comparing notes on what they're actually building and experimenting with. Conference organizers should design more space for that. Attendees should prioritize it.   CHAPTERS:  00:00 – Welcome Back: Motherhood & the Return Adam reunites with Ariana Moon — last seen 8 months pregnant — and gets the update on baby Leo, sleep training, and how a strong support village made the first year survivable. 02:30 – Taking 5 Months of Leave — Fully Disconnected What it looks like to actually step away: Greenhouse's culture of respecting leave, why full disconnection is both supported and expected, and why Ariana has zero guilt about it. 05:30 – The Timing Was Right: Checking Out During the AI Gold Rush Her leave coincided with peak AI hype saturation. Stepping away while the market worked itself out turned out to be exactly the right call. 07:30 – Coming Back After Leave: The Real Reimmersion Story How 11 years of institutional knowledge, strong internal relationships, and knowing exactly what Q4 looks like made the return smoother than it would have been for anyone else. 10:00 – What It Means to Recruit at a Recruiting Platform The unusual dual role: running a great recruiting team while also serving as a live feedback loop for the product and staying connected to how the market is evolving. 13:00 – The Candidate Experience Nobody Talks About Enough Greenhouse's mission — make hiring work for everyone — and why it has to extend beyond the recruiter to the candidate side. The market is brutal for job seekers right now. 15:30 – My Greenhouse: The Dream Job Feature How Greenhouse's B2C platform lets candidates designate dream job companies, signal genuine intent once a month, and give recruiters a quality signal in a market flooded with AI-generated noise. 18:30 – Portfolio Careers & How to Position Them Adam gets personal about feeling 'unhirable' after 10 years of entrepreneurship — and Ariana's coaching on positioning portfolio skills in a behavioral hiring market. 21:30 – Behavioral Hiring: The Shift Toward Interpersonal Skills How Greenhouse designs interviews around defined behaviors — 'make good decisions fast,' 'invent the future' — and why the shift toward behaviors over background may be the biggest structural change in recruiting right now. 24:30 – AI Killed the STAR Method. Now What? Traditional structured interviewing is fully gameable by AI second-screen tools. Ariana's team ran a workshop to directly confront this — and built something new. 27:00 – AI Offense and AI Defense: The Framework The two-part workshop: AI defense (questions that require genuine human judgment) and AI offense (explicitly testing for AI mindset and capability as a positive qualification). 30:00 – Testing for Curiosity as a Hiring Signal Why "how do you use AI personally?" is becoming one of the most revealing interview questions — surfacing genuine curiosity and self-direction rather than catching people out. 32:30 – What's Lighting Ariana Up at Transform 2026 Ariana didn't attend a single session — and that's the point. The value of Transform is the one-to-one conversations about what people are actually doing, building, and experimenting with right now. 35:00 – Connect With Ariana & the Vegas Advocate Where to find Ariana on LinkedIn — and her unexpectedly enthusiastic case for why Las Vegas is actually a great place to live.  

Welcome to episode 402 of Growers Daily! We cover: today we are learning some lessons from the amazon (forest not website), tackling aphids in the greenhouse, and then how about some wheel hoeing? We are a Non-Profit! 

Clean energy funding under the GGRF remains frozen, with projects on hold and questions over federal spending authority unresolved. --- The $27 billion Greenhouse Gas Reduction Fund has become a focal point of the Trump administration’s efforts to roll back federal clean energy policy. The program was designed to finance clean energy and emissions-reducing projects by channeling public funds through nonprofit financial institutions to attract private investment, including investments that support community resilience. After taking office in 2025, the administration moved to freeze funding and sought to terminate grant agreements that had already been awarded, citing concerns about oversight, conflicts of interest, and program design. Supporters argue the funds were lawfully appropriated and that the administration is attempting to unwind commitments based on claims that have not been substantiated in court. Roughly $20 billion of that funding now remains in limbo, with projects on hold. Senator Sheldon Whitehouse of Rhode Island, ranking member of the Senate Environment and Public Works Committee, discusses how the program was designed to work, the administration’s stated rationale for shutting it down, and what the dispute could mean for clean energy investment and congressional authority over federal spending. Related Content Breaking the Lock on Urban Climate Finance: A Proposal for a Green Cities Guarantee Fund to Support Climate Resilient Infrastructure in Cities https://kleinmanenergy.upenn.edu/research/publications/breaking-the-lock-on-urban-climate-finance-a-proposal-for-a-green-cities-guarantee-fund-to-support-climate-resilient-infrastructure-in-cities/ Governing the Greenhouse Gas Protocol https://kleinmanenergy.upenn.edu/research/publications/governing-the-greenhouse-gas-protocol/ Energy Policy Now is produced by The Kleinman Center for Energy Policy at the University of Pennsylvania. For all things energy policy, visit kleinmanenergy.upenn.eduSee omnystudio.com/listener for privacy information.

On this week's podcast we talk with Drew Cramer of Ghost House Farm in Michigan about how he more than doubled his greenhouse tomato yields through good management and automation. Automation makes the difference between just controlling the temperature in a greenhouse and controlling the climate. And controlling the climate is what creates a growth-promoting, disease-discouraging greenhouse environment. In this interview we get nerdy to talk about the management practices Drew used and the ways he managed the climate for increasing yields and decreasing disease over time. We talk about how he used pulse irrigation and humidity control together to reduce diseases and seconds. We also discuss the small-scale biomethane digester they're using to turn their greenhouse prunings into fuel. We also focus on how much cucumber grafting has increased their yields, what they're grafting cucumbers to, and so much more in this wide-ranging interview filled with greenhouse tips. Connect With Guest: Website: ghosthouse.farm Instagram: @ghosthouse.farm Podcast Sponsors: Huge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support: Tilth Soil makes living soils for organic growers. The base for all our mixes is NOP-compliant compost, made from the 4,000 tons of food scraps we divert from landfills each year. And the results speak for themselves. Get excellent germination, strong transplants, and help us turn these resources back into food. Try a free bag and learn more at tilthsoil.com/gfm. Nifty Hoops builds complete gothic high tunnels that are easy to install and built to last.  Their bolt-together construction makes setup straightforward and efficient, whether it's a small backyard hoophouse, or a dozen large production-scale high tunnels- especially through their community build option, where professional builders work alongside your crew, family, or neighbors to build each structure -- usually in a single day.Visit niftyhoops.com to learn more. Farming is hard. Running it shouldn't be. Tend helps you plan your season, map your farm, and track every task from seed to sale. No spreadsheets, no guesswork, just seamless workflows. Tend is the all-in-one farm management platform that brings together planning, field mapping, fulfillment, real-time inventory, sales, labor, traceability, and accounting in one easy platform. Built for small market gardens, CSAs, and large diversified farms. Get started with a free account at Tend.com. No credit card required. If you grow for market, you know performance is everything. That's why so many farmers are turning to Burpee's Farmers Market. Dedicated to professional growers, Burpee is now offering non-GMO seeds in larger quantities – bred and selected for standout flavor, strong yields, and the kind of visual appeal your customers crave. Burpee's been doing this for 150 years, and they're still creating new varieties with growers like you in mind. You can check out the full lineup at Burpee.com/FarmersMarket. There are a lot of farm sales platforms out there, but there's only one that's cooperatively owned by farmers. That's GrownBy — your all-in-one solution to simplify farm sales. GrownBy makes online farm sales easy and affordable; setting up your shop is free, and you only pay when you sell. Join over 900 farms who have already signed up for GrownBy, at grownby.com. For more on veg and flower market farming, subscribe to Growing for Market Magazine!

A 'climate battery' system helps plants thrive all winter – no fossil fuels needed. Learn more at https://www.yaleclimateconnections.org/ 

Dean Edge hails from Rimbey, Alberta, Canada. Edge became only the third Canadian to win the World Livestock Auctioneer Champion contest, which debuted in 1963. Edge made a trip to Thorp, WI to appear at the Premiere Livestock Auction yard. Jill Welke had a chance to find out why this young man decided to pursue this field as his career. “This world championship might be connected to my name for the next year, but it’s not mine,” Edge said. “It’s ours. I’m going to be working for us for the next year to the very best of my ability to get out there and promote what we do.” As the reigning World Livestock Auctioneer Champion, he will spend the next year driving the custom-wrapped World Livestock Auctioneer Championship pickup all over the country to showcase his talents and promote the livestock industry. Edge can’t wait. Some storms and strong winds are on the way for the weekend. Stu Muck estimates rainfall amounts and temps for the weekend. Coming from a dairy farm in Watertown, Michelle Stangler has a deep skillset to offer as an Alice in Dairyland candidate. Stangler, a graduate from UW-River Falls, has spent a lot of time traveling the state gathering stories about Wisconsin agriculture. She's also ventured beyond the state to get perspective on what the state has versus other geographies. The Alice in Dairyland finale will be Saturday in Wausau. Greenhouse operators in Wisconsin faced some steep heating bills earlier this year. For Bergmann Greenhouse in Clayton, WI, starting those plants begins in January. This operation, located in Polk County, decided it was prudent to try and invest in equipment upgrades. Focus on Energy became their partner on smart renovations that brought them great rebates, and tremendous energy savings. Evan Croft, Energy Engineer and Technical Reviewer for Focus on Energy, worked with Jeanne and Invanna Bergmann. Bergmann's is a six-generation greenhouse operation that pays close attention to details. Jeanne explains the savings they've witnessed, and the ease they found in dealing with Focus on Energy. Paid for by Focus on Energy. See omnystudio.com/listener for privacy information.

Adam Creeger is the CTO of Slate and creator of iLoom (pronounced “il-LOOM”). His leadership experience at Meta, Greenhouse, and Frame.io not only informs Slate's transformation into an AI-native organization, but also shapes the way AI influences product strategy, engineering workflows, and operational models. Throughout his conversation with Sean and Dan, Adam argues that becoming AI native is not about layering AI features onto existing products. Instead, it requires companies to rethink how software is designed, built, and operated – from the ground up. His perspective offers a practical framework for product leaders navigating AI-driven transformation. Here's what else we learned: ‘AI Native' Requires Organizational Reinvention AI native organizations are willing to rethink every layer of their business, Adam says. Rather than adding AI features superficially, AI native organizations redesign workflows, team structures, and customer experiences around AI capabilities. He emphasized that AI transformation changes not only products, but also how people contribute inside organizations. “To be AI native requires this deep exercise in re-imagination and not just imagination,” Adam continues. “In an AI native company – from the day-to-day operations to the ‘who does what' – the roles and the owners of things are going to look very different.” AI is expanding participation across teams, enabling designers, support teams, and non-engineers to contribute directly to product delivery. That shift signals a major change for modern software organizations. AI and the Future of the Software Development Life Cycle (SDLC) Our conversation then turned to an exploration of how AI is already changing the traditional software development lifecycle. Years ago, Agile development emerged because humans had historically struggled to fully reason through complex systems before implementation. “I've realized that Agile was really a mitigation of a few things, mostly that we humans are limited in our abilities to reason through abstract concepts,” Adam says. “So when we thought about a software project, we didn't have the ability to see around corners and understand the problems we'd face – until it was real, until you really started playing with it. Turns out that many of those challenges are very solvable by AI, allowing us to go much deeper into the problem space without ever writing a line of code. In addition, AI-assisted planning allows teams to revisit some waterfall-style thinking, but with dramatically faster iteration and validation cycles. Product Managers’ New Role: Communicate Context Importantly, AI is actually elevating the role of product managers, Adam offers. Rather than acting primarily as tactical decision-makers, product leaders can (and should) focus on providing context that enables teams to make informed decisions independently. “More than ever, the product manager has become a role about providing context,” he adds. “PMs should be elevated to a much more strategic role, understanding the long-term vision and helping to translate that to engineers.” Adam also feels that PMs should be using AI to communicate ideas about the product vision much more effectively. That evolution creates a faster and more collaborative product environment. Teams can evaluate real implementations earlier, gather customer feedback sooner, and align around outcomes instead of specifications alone. [05:54] What it means to be ‘AI native’. Conceptually, it’s same as digital native from when the internet was born many years ago. In the abstract sense, I see AI native being about the folks and the companies that are either just starting in the age of AI where everything they do is shaped by the existence of AI and their ability to use AI. [15:08] Is waterfall making a comeback? Oh man, this is one of my favorite topics. Growing up in the industry, waterfall was always like the evil thing. But with AI-assisted coding or agentic coding, you can go really deep, create a much bigger scope, and deliver it much more quickly…and it resembles more of a waterfall mentality. [21:51] The PM’s primary role: providing context. The product manager more than ever has become a role about providing context. The most powerful thing PMs can do in an organization is provide context to other people. [25:49] Exploring Adam’s iloom tool, and how it can help. Hear a quick story from Adam about how he used his iloom tool to create — and demo — a new product feature during a call with his customer success team. [28:47] Swarms. What are they, and how do they work? A swarm is a number of AI agents working together in a very collaborative way with the potential of real-time communication between them. [35:03] Avoiding ‘AI slop’ to defend and elevate a brand’s quality bar. Slate is creating a tool that makes it very difficult to create AI slop. This is a valuable proposition to brands that care deeply about what gets produced in their name. The post 187 / AI Native: Reimagining Product Roles and Development Cycles, with Adam Creeger appeared first on ITX Corp..

May 12, 2026- New York League of Conservation Voters President Julie Tighe makes the case for the state to stay on track with the implementation of a 2019 state law designed to reduce the Empire State's carbon footprint. We discuss about regulatory and legislative efforts to curb the ambitious law.

Host Bill Calkins is catching up with different people in the professional horticulture space and find out a little bit about their careers, passions, journeys in the world of plants and much more. He sent each potential guest a list of 12 questions and they picked four to answer and discuss. This episode, Bill is joined by Samuel Di Rito, a grower and social media manager at Collier's Greenhouse & Garden Center, a third-generation family-owned business in Jackson, Georgia. Follow Collier's on Instagram @colliersgreenhouse Here are the four questions Samuel selected: Q: What was your first exposure to horticulture and how did you feel, react, respond?  Q: What's something about professional horticulture that annoys you and how would you change it? Q: What advice would you give to a young person considering pursuit of a career in horticulture? Q: What do you love most about your job? This episode is sponsored by Prospiant—leaders in greenhouse design, manufacture and build. Learn more and connect with the expert team at prospiant.com.  

Sharawn Tipton, the new CPO at Greenhouse stops by to share her thoughts on the numbers coming out of the Greenhouse Benchmark Report available here: https://www.greenhouse.com/recruiting-benchmarks Learn more about your ad choices. Visit megaphone.fm/adchoices

Hold onto your hats for another candid episode of The Chad & Cheese Podcast, where the industry's most opinionated trio—Chad Sowash, Joel Cheesman, and JT O'Donnell—break down the latest HR tech shakeups. Between JT's "29th" birthday celebrations and Chad "hydrating" with a Guinness in Portugal, the group dives deep into the iCIMS leadership change. Is a CFO-turned-CEO a sign of a bold new chapter or a flashing "For Sale" sign? The hosts don't hold back on what this means for employees and customers alike.The acquisition trail is just as heated, as the team debates Phenom snapping up Plum.io and questions whether more "psychobabble" assessments actually solve hiring problems. On the flip side, there's plenty of buzz around Greenhouse's bet on Ezra AI Labs and the massive revenue potential behind LinkedIn's new Agentic AI hiring tools. JT shares her exclusive early-access results, while the guys debate whether it's a recruiter's dream or just a glorified search bar. From a look at LinkedIn's Thought Leader Ads to a fiery discussion on living wages and a shout-out to King Charles, this episode is packed with industry realism and sharp wit. It all culminates in a high-stakes round of "Who'd You Rather?" where the team chooses between the AI talent agents at Dex and the personalized coaching of Blooma.  Chapters 00:00 - Introduction and Celebrations 02:56 - World Cup Ticket Prices and Attendance Concerns 05:57 - The Cost of Experiences and Living Wages 08:55 - Innovative Advertising on LinkedIn 12:00 - Political Commentary and Economic Insights 14:57 - Upcoming Events and Travel Plans 17:10 - Chicago Delicacies and Nostalgia 18:25 - Leadership Changes at iCims 19:15 - The Impact of New Leadership 22:19 - The Future of iCims 26:26 - Acquisitions in the Talent Assessment Space 30:08 - Behavioral Testing: A Critical Perspective 34:15 - Greenhouse's Strategic Acquisition of Ezra AI Labs 39:14 - The Value of Timing in Business Decisions 42:13 - LinkedIn's New AI Hiring Tools 50:10 - The Evolution of Recruitment Skills 54:11 - Innovative Job Seeking Strategies 01:00:24 - Comparing New Startups: Dex vs. Blooma

Come step inside one of the most iconic spaces in the beloved film, Practical Magic!In this installment of the Witches Garden Series, we're exploring the Owens family conservatory, or greenhouse as it really is, a space that feels equal parts magical and deeply rooted in real horticultural design. We learn firsthand from the head of Practical Magic Art Department, Stephen Alesch just what went into this masterpiece that has every witch's mouth watering.From its curved glass roof and leaded panes to the working potting stations, drying herbs, and candle making setups, this isn't just a beautiful set. It's a fully realized environment shaped by centuries of greenhouse history.We take a closer look at how this space functions, what materials and details ground it in reality, and how its design connects back to historic glasshouses like those at the Chelsea Physic Garden.Along the way, we break down the layout, the tools, the textures, and even the more ritualistic elements, like the doves kept for spellwork, to understand how this space sits between practicality and enchantment.SOCIALS:⁠Link Tree⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠SourcesDISCLAIMER:The Magnolia Street Podcast intends to discuss the movie, “Practical Magic” in its entirety. This will evidently result in spoilers and it is recommended that you watch and or read the following. Alice Hoffman's: Practical Magic, Rules of Magic, Magic Lessons, Book of Magic. The Magnolia Street Podcast is for entertainment and informational purposes and should not be used as a substitute for professional or medical advice. Do not attempt any of the discussed actions, solutions, or remedies without first consulting a qualified professional. It should be noted that we are not medical professionals and therefore we are not responsible or liable for any injuries or illnesses resulting from the use of any information on our website or in our media.The Magnolia Street Podcast presenters, Kristina Babich and Justina Carubia are passionate fans of Alice Hoffman's work and the Practical Magic word she has created. There is no copyright infringement intended, all characters and story lines are that of Alice Hoffman. We do not own any of that material as well as any of the move score music shared within the podcast.All intellectual property rights concerning personally written music and or shared art are vested in Magnolia Street Podcast. Copying, distributing and any other use of these materials is not permitted without the written permission from Kristina Babich and Justina Carubia.

Busy week with 3 acquisitions by Deel, Ohenom and Greenhouse. A new CEO at ICims and Built In launches an AI Search enhancement for employers. https://hrtechfeed.com/ Sponsored by our friends at Dalia.co Learn more about your ad choices. Visit megaphone.fm/adchoices

AI RECOMMENDATION VS HUMAN JUDGEMENT - PT2. Can we detect, assess, train for and hire for 'human judgement'?   Following our amazing conversation a month ago, we're back with Pt2 of our conversation on AI Recommendation vs Human Judgement. This time, we're going to examine whether it is possible to hire for human judgement, whether this should be a quality we actively look for and cultivate in existing employees?   • Defining the Undefinable – Breaking down "judgment" into observable, assessable components - pattern recognition, ethical reasoning, contextual awareness, and decisive action under uncertainty - that separate humans from sophisticated autocomplete   • The Automation Paradox – How over-reliance on AI recommendations actually atrophies human judgment skills in your workforce, creating dangerous dependency loops where no one questions the machine   • Detecting Algorithmic Deference – Identifying the warning signs in candidate behavior and employee decision-making that reveal someone who executes recommendations versus someone who evaluates them   • Assessment Science for Judgment – Moving beyond situational judgment tests to immersive, real-time simulations that reveal how candidates actually react when AI advice conflicts with observable reality   • Training Judgment in an AI-Saturated World – Practical frameworks for developing judgment capabilities in employees who've never made decisions without a digital safety net—and why this is now a retention imperative   • The Hiring Manager's Dilemma – When your own recruitment process is AI-driven, how do you spot candidates with superior human judgment? Breaking the recursive trap of algorithms hiring for algorithmic compliance   • Ethical Override Readiness – Case studies of catastrophic AI failures in hiring, finance, and healthcare—and the specific judgment capabilities that could have prevented them   • Cognitive Diversity vs. AI Consensus – Why homogenized "best practice" recommendations produce blind spots, and how to build teams whose judgment complements rather than mirrors algorithmic output   • The Speed vs. Deliberation Spectrum – Redesigning workflows and roles to protect space for human judgment without sacrificing the efficiency gains AI legitimately delivers   • Future-Proofing Leadership Pipelines – Why succession planning must now explicitly screen for judgment autonomy—and how to identify high-potentials who won't become mere executors of AI strategy     We're on Friday May 8th, 2pm BST. Save your seat (click on the green button) to register and follow the channel here (recommended) to be notified whenever we go live with a new show.   Ep379 is sponsored by Greenhouse   What do high-performing TA teams look like in 2026? Greenhouse analyzed data from over 6,000 companies and over 640M applications over the last 3 years to understand how recruiters are really doing and how hiring teams can keep up with industry standards.   Check out their new benchmarking report, The Hire Standard.

The Shred is a weekly roundup of what's making headlines in the world of employment. The Shred is brought to you today by Jobcase.

Throughout 2026 (and possibly beyond), host Bill Calkins is catching up with different people in the professional horticulture space and find out a little bit about their careers, passions, journeys in the world of plants and much more. He sent each potential guest a list of 12 questions and they picked four to answer and discuss. This episode, Bill is joined by his friend Susie Raker, vice-president at Raker-Roberta's Young plants in Litchfield, Michigan. Susie is an innovator in many ways and although some of this comes from growing up in a cutting-edge family business, she is definitely her own person and has forged an amazing path in the industry. This discussion goes in many directions, and you'll have to listen all the way to the end, so you don't miss anything! Here are the four questions Susie selected: Q: If you had a free hour, what would we find you doing? Q: If you won the lottery and could start a horticulture business from scratch, what would it be and what would it look like? Q: What advice would you give to a young person considering pursuit of a career in horticulture? Q: What does the future of horticulture look like?    This episode is sponsored by Mycorrhizal Applications—master distributor of biological and botanical plant support solutions and the world's leading supplier of mycorrhizal soil inoculants. Learn more and connect with the expert team at mycorrhizae.com.

Esther Greenhouse is an environmental gerontologist and longevity strategist who helps people stay independent as they age - physically and financially. As president of Silver to Gold Strategies, she advises financial and long-term care propgrams on reducing preventable caregiving needs and costs. Her Enabling Design Method has shaped national age-friendly initiatives and helped her own mother age in place for 7 extra years, saving an estimated $500,000 to $1.5 million and preserving dignity and choice. Esther lives in Chapel Hill, North Carolina. I learn so much from Esther every time I speak with her and am honored to have her as a colleague! LinkedIn https://www.linkedin.com/in/esthergreenhouse/ Website https://silvertogoldstrategies.com/ Email Esther@S2Gold.com Remember to schedule time wth me to Prepare for Your Tomorrow https://calendly.com/diane-p4t/60min

See the online classes: Landscaping with Fruit, Grow an Olive Tree in a Pot.---Growing tomatoes in a cool or maritime climate can feel like an uphill battle. It doesn't have to be.In this episode, I'm joined by tomato expert Holly Farrell, author of The Tomato Grower's Handbook, to talk about how to get reliable, flavourful harvests even when summers are mild, damp, or unpredictable.We dig into practical strategies for gardeners in places like coastal Canada, the UK, and the U.S. Pacific Northwest—where heat is limited and blight is always lurking.In this episode, you'll learn:Why variety choice matters more than anything else The difference between bush (determinate) and cordon (indeterminate) tomatoes How to use microclimates (walls, courtyards, sunny corners) to your advantage Simple ways to add protection—from cloches to greenhouses How to reduce risk from blight in damp conditions Tips for growing tomatoes in: Balconies Containers Garden beds Tunnels & greenhouses How to deal with wind exposure (especially coastal winds) Holly's favourite tomato varieties for different uses If you've ever struggled to ripen tomatoes or deal with disease pressure, this episode will give you a clearer path forward.If you would like to see what Holly is up to in the garden, here is her Instagram handle.  ---There's a whole world inside figs. I explore it in my Fig Culture podcast—varieties, recipes, collectors, and the stories behind them. Join 6,000+ gardeners in The Food Garden Gang and get practical weekly tips to grow more food at home—free. It's the best way to get started.   [Join the newsletter] 

The Greenhouse Gas Protocol, the global standard for corporate emissions accounting, is increasingly embedded in policy, drawing new scrutiny of its governance. --- The Greenhouse Gas Protocol is the global standard for how companies measure and report their greenhouse gas emissions. It is used by most large companies worldwide and increasingly underpins climate disclosure requirements in places like the European Union and California. Originally developed outside of government, the Protocol filled a gap at a time when policymakers had not agreed on how emissions should be measured. But its role has evolved, and what began as a voluntary reporting tool is now becoming embedded in climate policy. As its influence has grown, so has scrutiny. Questions about how emissions are counted have persisted. More recently, attention has turned to how the Protocol itself is governed, including how decisions are made, who has influence, how scientific input is handled, and how transparent the process is. Danny Cullenward, senior fellow at the Kleinman Center and a member of the Greenhouse Gas Protocol’s Independent Standards Board, discusses how the Protocol was developed, how its role has evolved, and the challenges it faces as it takes on a more central role in climate policy. He also examines whether recent governance changes go far enough, and what is at stake as the Protocol continues to shape how emissions are measured and reported. Danny Cullenward is a senior fellow at the Kleinman Center and a member of the Greenhouse Gas Protocol’s Independent Standards Board. Related Content Governing the Greenhouse Gas Protocol https://kleinmanenergy.upenn.edu/research/publications/governing-the-greenhouse-gas-protocol/ Policy Design Issues for Border Carbon Adjustments https://kleinmanenergy.upenn.edu/research/publications/policy-design-issues-for-border-carbon-adjustments/ Energy Policy Now is produced by The Kleinman Center for Energy Policy at the University of Pennsylvania. For all things energy policy, visit kleinmanenergy.upenn.eduSee omnystudio.com/listener for privacy information.

Producer Breana Miller interviews Sustainability Planner Logan Landry about her role within the Office of Sustainability and Resilience, how her previous internship with the department made way for her current role, what types of projects she works on with her colleagues, and how data measurement and tracking are essential to providing informed recommendations and suggestions within government.Have any questions for Logan? Email them to buildingbeat@memphistn.gov, and you'll get an answer on a future episode.

Bergmann's Greenhouses is a six-generation, family-owned Wisconsin business. Known for itsexceptional plant quality, customer service, and deep community roots, Bergmann's operates year-round. Its long-standing reputation is reflected in local awards, including Best Greenhouse/Nursery and Best Gardener in the Amery area. Owners Jenny and Ivanna Bergmann were exploring a greenhouse project and requested an assessment to identify potential improvements. They partnered with Focus on Energy to find cost‑effective upgrades, determine rebate eligibility, and create a plan for long-term operational savings. Once they started, they found that working with Evan Croft, Technical Reviewer with- FOCUS ON ENERGY® made everything simple and seamless. Croft explains the key projects that the Bergmann's wanted to target, and how working with additional trade partners helped them take the project even further. Jenny Bergmann says when they sit down and compare the numbers, it's almost shocking how much they're saving. From the energy driving their furnaces, circulation of air through the building in all seasons, and creating more customer flow - it's been a resounding success. Ready to start your energy audit? Maybe you've got a new building on the drawing board? Getting Focus on Energy involved in those early conversations with your contractors and trade partners can pay big dividends. Start at Focus on Energy's website or call 800.762.7077.See omnystudio.com/listener for privacy information.

Wisconsin green thumbs are waking up this spring! New varities, plenty of questions and a lot of ambition. Kiley Allan finds out what's happening with Scott Trudell. He works at the Plant Desk for The Bruce Company. While spring bulbs like tulips and daffodils are hardy enough to survive fluctuating temperatures, deciduous shrubs (such as lilacs and crab apples) are more vulnerable. If temperatures drop below the mid-20s, these should be covered with blankets or row covers to prevent damage. Greenhouse inventory is arriving earlier than usual this year, featuring cold-tolerant flowers like pansies, sweet alyssum, and the increasingly popular hellebores. There is a growing trend toward vegetable gardening, particularly with new disease-resistant varieties specifically bred for container growing, making gardening accessible for those in apartments or condos. Plants raised in a greenhouse are "soft" and should not be planted immediately. They require a week-long transition period, starting in the shade and gradually moving to direct sun to, adjust to the wind and temperature changes. Scott notes a rise in backyard greenhouses, ranging from permanent structures to temporary "tent" models, which allow enthusiasts to start their planting season several weeks early. Frosty start again this morning for Wisconsin. Stu Muck says the frost/freeze warnings will stick around through Saturday morning at least. Daytime highs will get back to "normal" temps with a chance of more rain next week. Despite cool, wet conditions Wisconsin potato growers have been moving. Ben Jarboe gets an industry update from Tamas Houlihan, Executive Director of WPVGA. Wisconsin potato planting is slightly delayed but not as bad as initially feared. Growers typically begin planting around April 10–15, but this year most started closer to April 20 due to wet conditions. Cold temperatures haven’t been a major issue—excess moisture in the fields has been the primary challenge. Many farms report being about five days behind schedule but expect to catch up quickly. Large operations can plant up to 150 acres per day, helping them stay on track despite delays. Farmers avoid planting in low or waterlogged areas to prevent disease and crop loss. Sandy soils in Central Wisconsin allow fields to dry quickly—often within 24 hours after rain. Northern regions like Antigo, with heavier soils, experience longer drying times and later planting windows, often starting in May. Some northern growers may plant as late as early June depending on weather conditions. Houlihan reminds consumers that Wisconsin remains a major potato producer, ranking third nationally and leading the country in potato variety diversity. By a vote of 224-200, the 2026 Farm Bill passed the U.S. House this week. 800 pages long, $390 billion deep with 12 different Titles encompassed. A Nebraska Congressman believes they'll take up the E-15 fuel conversation beginning in May outside of Farm Bill circles. In 2025 43% of restaurants said they were unprofitable. The economic challenges continue in 2026. Pam Jahnke talks with Susan Quam, executive vice president of the WI Restaurant Association. She says that restaurants are maneuvering through high beef costs, increased labor expense and climbing energy costs. Staples like Saturday night prime rib have been impacted by the beef price. What some guests may also have noticed is the high price of fish! Quam says the cost for the actual fish in a Friday fish fry have gone up 150% in the last year. That's forced restaurant owners to think about differenty types of fish for their menu. She says guest need to understand that menu prices have gone up 20% for operators and the average profit margin is 1-3%. See omnystudio.com/listener for privacy information.

Farmers are hoping for more rain in May after an unusually dry and windy April in many part of the UK. The East of England had between 2 and 4 per cent of the expected rainfall last month. We hear from a farmer struggling to plant his crops. This week we look at agroforestry - that's farming with trees in the mix. We visit farms using trees for different reasons - including providing shade for livestock, adding nutrients to soil, and providing habitats for useful insect predators. And the UK's second largest greenhouse - which could replace 7 per cent of the tomatoes the UK imports - has been given the go ahead. Rivenhall Greenhouse near Braintree in Essex will cover 40 hectares and use power from a domestic waste incinerator - burning all the black bag waste from the county. Presented by Charlotte Smith and produced by Sally Challoner.

See omnystudio.com/listener for privacy information.

Sourcing frustration is usually diagnosed as a volume problem. Not enough candidates in the funnel. Not enough searches. Not enough outreach. Steven Lu thinks it's the opposite problem. Steven is the co-founder and CEO of Pin.com and the founder of Interseller, a recruiting outreach platform that helped place over 40,000 candidates before being acquired by Greenhouse in 2021. After two years inside Greenhouse studying the top of the recruiting funnel, he launched PIN to solve a specific, persistent problem: the candidates most worth finding are the ones current sourcing tools miss. In this episode, Steven explains why 30% of top talent is essentially invisible in LinkedIn searches. He breaks down how PIN's shadow resume technology rebuilds candidate profiles from external data to surface people who've never described themselves online. He also shares the outreach approach that generates 30 to 40% response rates, the exact sequence he recommends (3 emails and 2 LinkedIn touches), and the four most common mistakes that quietly destroy deliverability. The bigger picture matters for every recruiter working in an increasingly noisy market. The era of high-volume outreach is coming to an end. Email providers are measuring engagement signals. Spam filters are getting sharper. The recruiters who win over the next two or three years will be the ones who source fewer candidates, make each one count, and treat every outreach like it's going to the one person who can fill the role. This is a practical conversation about what's changing in sourcing and how to address it. In this episode, you'll learn: Why the most qualified candidates rarely appear in standard keyword searches How PIN's shadow resume makes unfindable candidates findable What PIN's autopilot mode does and how to set it up with just two inputs Why you should cap your outreach sequence at five steps The four most damaging outreach mistakes recruiters make Why including a Google Doc link beats pasting the job description every time How to structure omnichannel outreach across email and LinkedIn Why the top 1% of billers operate from a very short candidate Rolodex Episode highlights: [3:49] From Interseller to Greenhouse to PIN - Steven's journey [9:34] The talent curve: why top candidates don't show up in search [13:36] PIN's North Star KPI: 7 out of 10 candidates accepted [27:32] Autopilot mode: 50 candidates sourced for you every weekday [37:34] Why volume sourcing is running out of road [44:57] The four outreach mistakes killing your response rates [49:50] The 5-step sequence Steven recommends [1:04:12] How the top 1% of billers think about their candidate pipeline Guest bio: Steven Lu is the co-founder and CEO of Pin.com. He previously founded Interseller, which helped place over 40,000 candidates before being acquired by Greenhouse in 2021. He spent two years at Greenhouse before launching PIN in December 2024. Steven is based in Brooklyn, New York. Connect with Steven: Pin.com - book a free demo or start a free trial Connect with Mark: Free 30-minute strategy session: recruitmentcoach.com/strategy-session Mark on LinkedIn: linkedin.com/in/mwhitby Follow on Instagram: @RecruitmentCoach

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

Rain falls onto the glass of a greenhouse with gentle taps and plops, a cool contrast to the sleepy, humid warmth and greenery inside.Download the White Noise App for continuous playback.© TMSOFT All rights reserved.

A 40 hectare greenhouse has been given the go-ahead in Essex. It'll be the UK's second largest, and will be powered and heated by a domestic waste incinerator on the same site. The company says it will grow 28,000 tonnes of tomatoes a year, which will offset 7 percent of UK tomato imports from Southern Spain, Morocco and Holland. We visit a farm in Gloucestershire where they incorporate trees into everything they grow. Silvohorticulture uses the trees to provide shade, wind cover, and compost. And this week we're looking ahead to the upcoming elections in the UK. Today, what politicians are promising farmers in Scotland. Presented by Anna Hill and produced by Sally Challoner.

Sus Art Club Podcast — Episode 1, 2026In this beautifully full-circle episode, Steph welcomes her brother Alex ( The Wizard) —agronomist, life explorer, and day-one homie. They dive into presence, from the lessons of their late dogs to the rhythms of life and agriculture. Along the way: grief, growth, and milking opossums (kidding, sort of). It's a reminder: life is art, and we create it one choice at a time.Key Moments:01:45 – Introducing Alejandro: Brothers in life (and now podcasting).08:30 – Dogs, grief, and the power of being present.18:15 – Function Health, data, and self-awareness.32:00 – From pediatrician dreams to agricultural purpose.48:10 – The art of life: creating with intention, love, and joy. If you feel inspired, follow us on Instagram: @susartclub & www.mfcreative.clubLet's keep creating the world we want.

Maisha ya wakimbizi katika eneo la Kakuma, kaskazini mwa Kenya, yanaanza kubadilika kwa kasi kupitia miradi ya kilimo na lishe inayowezeshwa na mashirika ya Umoja wa Mataifa likiwemo lile la Mpango wa Chakula Duniani  (WFP) na la Chakula na Kilimo (FAO). Kwa ushirikiano na Serikali ya Kaunti ya Turkana chini ya ufadhili wa  Muungano wa Ulaya (EU) sasa wakimbizi wana uwezo wa kuzalisha chakula chao wenyewe, kuboresha lishe, na kujenga maisha ya kujitegemea. Feissal Kirwa anasimulia.

Welcome to episode 374 of Growers Daily! We cover: when plans change for a cover crop, a shared spreadsheet for crops, what is too cold in a greenhouse, a composting pet manure question, building a pond in a city and where to find your agronomist for soil testing.  We are a Non-Profit!