Podcasts about headhunted

This season was a bit of a disappointment… but still, a number of great shows! Anything good we missed? 00:00 Intro 01:03 Ameku M.D.: Doctor Detective 03:36 Aquarion: Myth of Emotions 04:43 Beheneko: The Elf-Girl’s Cat is Secretly an S-Ranked Monster! 06:57 The Daily Life of a Middle-Aged Online Shopper in Another World 08:02 Headhunted … Continue reading Kaiseki Anime Podcast Ep. 163 — Winter 2025 Seasonal Review →

This week we had a recommendation from Dimavi which was 2025's Headhunted to Another World : From Salaryman to Big Four! This takes a different spin on the isekai genre with a character actually being hired instead of summoned or getting sent by Truck-kun! Listen in to hear our full thoughts on this Isekai anime!Want to join us live? Head over to twitch.tv/crazyjam where we live record each episode Wednesday night at 8:30 pm EST! If you want to recommend an anime to us, please use the following linktree to see our “recommend us an anime!” page and also every other way to interact with us! https://linktr.ee/xAnimeAnonymousxRatings:Artsy: 3/10Cj: 2/10

Get ready for a semester of Business 101 everyone because we're watching Headhunted to Another World: From Salaryman to Big Four! In an alternate fantasy world, the Demon King reigns with a formidable army led by his Four Heavenly Kings. One happens to be Uchimura Denosuke, a normal salaryman unexpectedly plucked from his mundane life by the Demon King himself. But even in this new realm, Uchimura is bestowed no particular powers. Can he survive treacherous missions with only the knowledge of an office worker? Our next anime is WONDER EGG PRIORITY. There are trigger warnings for this anime so only watch if you're comfortable with depictions of self-harm, sexual violence, and suicide. This is the story of Ai, an introverted girl whose fate is forever changed when she acquires a mysterious “Wonder Egg” from a deserted arcade. That night, her dreams blend into reality, and as other girls obtain their own Wonder Eggs, Ai discovers new friends—and the magic within herself.

J.B. introduces a new segment called "Anime Lightning" where he provides quick reviews of anime from the current season that the rest of the ZONE Podcast crew hasn't had time to cover.• Ameku M.D.: Doctor Detective (House: The Anime) - A medical mystery anime with an eccentric pathologist solving bizarre cases (9/10)• Arifureta - A gun-slinging alchemist's journey through magical labyrinths with an evolving plot and romantic clarity (9/10)• Beheneko - A fantasy rom-com about a former knight reborn as a powerful cat-like behemoth (5/10)• Bogus Skill Fruitmaster - Story of a boy whose seemingly useless fruit cultivation skill reveals hidden potential (8/10)• Guild Receptionist - A guild receptionist secretly defeats monsters herself to avoid paperwork when adventurers fail (6/10)• Headhunted in Another World - A salaryman becomes a general for a demon overlord, offering real-world business wisdom (6/10)• Momentary Lily - Visually beautiful post-apocalyptic story of six young women cooking and fighting robots (8.5-9/10)• Online Shopping in Another World - Middle-aged man builds a business reselling online purchases in a fantasy realm (7.5/10)• Worthless Appraiser - An underestimated appraiser gains powerful abilities through a spirit eye (8/10)• Zenshu - An anime producer gets transported into a world based on her favorite movie (9/10)Check out the next Anime Lightning segment for more reviews of current anime releases!Text us for feedback and recommendations for future episodes!Support the showWe thank everyone for listening to our podcast! We hope to grow even bigger to make great things happen, such as new equipment for higher-quality podcasts, a merch store & more! If you're interested in supporting us, giving us feedback and staying in the loop with updates, then follow our ZONE Social Media Portal!DISCLAIMER: The thoughts and opinions shared within are those of the speaker. We encourage everyone to do their own research and to experience the content mentioned at your own volition. We try not to reveal spoilers to those who are not up to speed, but in case some slips out, please be sure to check out the source material before you continue listening!Stay nerdy and stay faithful,- J.B.Subscribe to "Content for Creators" on YouTube to listen to some of the music used for these episodes!

Welcome, welcome! We have... honestly too long of an episode for you. It's like 4 hours. I'm sorry... listen to over the course of a few days. Take a break and listen to our Spring first episodes. Anyway, it's a lot... here's what we covered.Ubel Blatt, 100 Girlfriends, Ameku MD: Doctor Detective, Anyway I'm Falling In Love With You, Babanba Banban Vampire, Bogus Skill Fruit Master, The Daily Life of a Middle-Aged Online Shopper, Even Given the Worthless Appraiser Class, Headhunted to Another World, I Have A Crush At Work. I May Be A Guild Receptionist, I Want to Escape From Princess Lessons, I'm a Noble on the Brink of Ruin, I'm Living with An Otaku Neet Kunoichi, Medaka Kuroiwa is Impervious to My Charms, Possibly The Greatest Alchemist, Sakamoto Days, Tohai and Solo Leveling. That's why it's 4 hours long.

On todays episode we do our review of the winter season!! did we love it? or did we utterly despise it? Find out now!(00:04:00) dropped shows(00:18:47) Solo Leveling s2(00:21:51) Shangri La Frontier s2(00:25:44) Re:Zero s3(00:32:26) Sakamoto Days(00:34:39) I'm getting Married to a Girl I hate in my Class(00:43:28) Im living with an Otaku Neet Kunoichi(00:47:37) The Greatest Alchemist of all time(00:53:21) Medaka Kuroiwa is Impervious to My Charms (00:59:40) Welcome to Japan, Ms. Elf!(01:04:06) The Daily Life of a Middle-Aged Online Shopper in Another World(01:08:11) Medalist(01:18:27) I May Be a Guild Receptionist, but I'll Solo Any Boss to Clock Out on Time(01:20:52) I Want to Escape from Princess Lessons(01:27:16) From Bureaucrat to Villainess: Dad's Been Reincarnated!(01:31:32) The Red Ranger Becomes an Adventurer in Another World(01:33:36) Orb: On the Movements of the Earth(01:41:18) Headhunted to Another World: From Salaryman to Big Four!(01:44:08) Bogus Skill ~About that time I became able to eat unlimited numbers of Skill Fruits (that kill you)~(01:49:29) The 100 Girlfriends Who Really, Really, Really, Really, REALLY Love You s2(01:57:39) Beheneko: The Elf-Girl's Cat is Secretly an S-Ranked Monster!(02:04:31) Show of the Season

We're back with our first anime of 2025, My Deer Friend Nokotan. This is our first go at doing the entire series rather than splitting it up. Koshi Torako has everyone fooled. Her classmates see her as the perfect honor student, unaware of her secret delinquent past. But her new picturesque school life is thrown into chaos when she bumps into Shikanoko Noko, a girl with antlers! Mayhem seems to follow this strange doe-eyed girl. Who, or what, is she? Join us for the next episode when we discuss Headhunted to Another World: From Salaryman to Big Four!

Welcome, welcome! It's been two long weeks, but we're back with some more of our winter anime shows, along with a holdover from the fall that just won't go away. That's right, we're talking about Frozen Mahjong Tiles: Underground Mahjong Battle Record, along with My Happy Marriage, I'm Living with an Otaku NEET Kunoichi!? and Headhunted to Another World: From Salaryman to Big Four!

Put on those hats and mittens folks, cuz it's Winter Impressions time! This week, the Plummet boys dive into over 25 shows, which means tons of thoughts, drops, and trash to cover. What's our favorite so far? Did King recommend a good show (probably not)? Will Gizmo say a German title for everyone? Tune in and find out!For more info, check out AnimeSummit.net. Theme Song: Toilet Paper by ⁠⁠⁠⁠⁠⁠⁠⁠Danya Vodovoz⁠⁠⁠⁠(00:13:11) Sequels(00:15:45) Ameku MD(00:22:33) I have a Crush at Work(00:27:05) I Left My A-Rank Party to Help My Former Students Reach the Dungeon Depths!(00:32:26) Sakamoto Days(00:34:26) I'm Getting Married to a Girl I Hate in My Class(00:39:03) OKITSURA: Fell in Love with an Okinawan Girl, but I Just Wish I Know What She's Saying(00:42:30) I'm Living With a Otaku NEET Kunoichi?!(00:47:41) Possibly the Greatest Alchemist of All Time(00:51:23) Übel Blatt(00:54:18) Medaka Kuroiwa is Impervious to My Charms(01:00:37) Welcome to Japan, Ms. Elf!(01:04:34) The Daily Life of a Middle-Aged Online Shopper in Another World (01:08:17) Medalist(01:11:07) I Want to Escape from Princess Lessons(01:16:34) From Bureaucrat to Villainess: Dad's Been Reincarnated!(01:21:20) The Red Ranger Becomes an Adventurer in Another World(01:24:01) Zenshu(01:30:46) The 100 Girlfriends Who Really, Really, Really, Really, REALLY Love You Season 2 (01:38:44) I'm a Noble on the Brink of Ruin, So I Might as Well Try Mastering Magic(01:41:06) Headhunted to Another World: From Salaryman to Big Four!(01:43:50) Flower and Asura (01:46:39) Bogus Skill ~About that time I became able to eat unlimited numbers of Skill Fruits (that kill you)~(01:49:42) I May Be a Guild Receptionist, but I'll Solo Any Boss to Clock Out on Time(01:52:55) Mike's Dropped Shows(01:54:47) Beheneko: The Elf-Girl's Cat is Secretly an S-Ranked Monster!(02:01:35) Favorite Shows

First impressions on some of the interesting anime this season. 1. Sakamoto Days 2. I'm Getting Married to a Girl I Hate in My Class 3. Zenshuu 4. I May Be a Guild Receptionist, but I'll Solo Any Boss to Clock-Out on Time 5. Medaka Kuroiwa is Impervious to My Charms 6. Headhunted to Another World: From Salaryman to Big Four! 7. Ameku M.D.: Doctor Detective 8. Possibly the Greatest Alchemist of All Time 9. Even Given the Worthless “Appraiser” Class, I'm Actually the Strongest 10. Beheneko: The Elf-Girl's Cat is Secretly an S-Ranked Monster 11. Welcome to Japan, Ms. Elf! 12. Ubel Blatt 13. From Bureaucrat to Villainess: Dad's Been Reincarnated! 14. I Left My A-Rank Party to Help My Former Students Reach the Dungeon Depths! 15. I'm Living with an Otaku NEET Kunoichi!? 16. Magic Maker: How to Make Magic in Another World 17. Tasokare Hotel 18. Momentary Lily 19. Aquarion: Myth of Emotions 20. Promise of Wizard #Anime #FirstLook #Flash #Impression #Winter Special thanks to these awesome artists for letting us use their music: Intro by ckotty3 - ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://pixabay.com/users/ckotty3-25960960/⁠⁠⁠⁠⁠⁠⁠⁠⁠ Outro by Playsound - ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://pixabay.com/users/playsound-24686998/⁠⁠

“Kinosaade” on taskuhääling, kus kino Artis programmijuht Ra Ragnar Novod, Forum Cinemas programmispetsialist Henryk Johan Novod ning kultuurikriitik Raiko Puust võtavad igal nädalal läbi uued filmid ja seriaalid ning ka olulisemad filmiuudised. Hakka meie toetajaks läbi Patreoni: www.patreon.com/kinosaade “Kinosaate” 261. saates arutavad Ragnar, Henryk ja Raiko nende filmide ja seriaalide üle, mida on nad vahepeal koduste vahendite (Amazon Prime Video, Netflix, Apple TV+ jne) abil vaadanud (Terminator 2: Judgment Day, The House That Jack Built, The Daily Life of a Middle-Aged Online Shopper in Another World, The Lost King, 28 Days Later, 28 Weeks Later, The Lord of the Rings: The Fellowship of the Ring jpm!) Lisaks anname ülevaate kinos nähtud filmidest: Nosferatu, Vooluga kaasa, Pikad paberid, Tüdruk nõelaga, Siil Sonic 3, Sellised väikesed asjad Vaata seda episoodi Youtube'is: https://www.youtube.com/watch?v=W9LufxTh3cw&t=1s&ab_channel=%C3%95htuleht.ee Sisukord: 0:00 Sissejuhatus 2:06 Nädala parimad elamused: "Vooluga kaasa" ja "Tüdruk nõelaga" 47:57 Mida on Raiko, Henryk ja Ragnar kodus vaadanud? Raiko: Terminator 2: Judgment Day (1991), Y2K (2024), Juror #2 (2024), Caddo Lake (2024), The House That Jack Built (2018), Silo (S2), Dexter Original Sin (2024), Beast Games (2024), Bogus Skill ~About that time I became able to eat unlimited numbers of Skill Fruits (that kill you)~ (2024), Squid Games (2021), Solo Leveling (2024), Headhunted to Another World: From Salaryman to Big Four! (2024), I'm a Noble on the Brink of Ruin, So I Might as Well Try Mastering Magic (2024), Possibly the Greatest Alchemist of All Time (2024), Even Given the Worthless "Appraiser" Class, I'm Actually the Strongest (2024), I May Be a Guild Receptionist, but I'll Solo Any Boss to Clock Out on Time (2024), Magic Maker: How to Make Magic in Another World (2025), I Left my A-Rank Party to Help My Former Students Reach the Dungeon Depths! (2025), The Daily Life of a Middle-Aged Online Shopper in Another World (2025) Henryk: The Lost King (2022), 28 Days Later (2002), 28 Weeks Later (2007), Paddington (2014), Paddington 2 (2017), The Lord of the Rings: The Fellowship of the Ring (2001), Cunk on Life (2024), Cunk on Earth (2022), Dandadan (2024) Ragnar: The Lord of the Rings: The Fellowship of the Ring (2001), Arcane (2021 - 2024), Kiss Kiss Bang Bang (2005), The Lost King (2022), 28 Days Later (2002), Thirteen Lives (2022), 28 Weeks Later (2007), Carry-On (2024), Rebel Ridge (2024), Squid Game (2021 - 2025), American Primeval (2025), Terminator 2: Judgment Day (1991), The Lord of the Rings: The Fellowship of the Ring (2001) 3:18:35 Anname ülevaate kinos nähtud filmidest: Nosferatu, Pikad paberid, Siil Sonic 3, Sellised väikesed asjad Kõik saated on leitavad ka Kinosaade.ee, Apple Podcasts, Spotify ja kõikides teistes podcasti rakendustes. Lisaks leiab meid veel Facebookist, YouTubest ja Twitchist Kinosaade nime alt. Facebook: www.facebook.com/kinosaade YouTube: www.youtube.com/channel/UCeBOcl_yALcrk-U7Ou5BQCw Twitch: www.twitch.tv/kinosaade Kodulehekülg: kinosaade.ee/ Discord: discord.gg/B2zbCWPCc3 Patreon: www.patreon.com/kinosaade Õhtuleht: www.ohtuleht.ee/oltv-raadio/kinosaade Õhtuleht YouTube: www.youtube.com/playlist?list=PLv…cINr0VKL-kZG5wUCq

Idag pratar Marcus och Andereas om Headhunted to Another World: From Salaryman to Big Four! Det handlar om en kontors-arbetare som blir summonerad till en annan värld där en demon king vill rekrytera honom till att bli en general.

Welcome, welcome! It's time for our winter 2025 first episodes episode! Right after two rants from Dustin, but the bulk of this very long episode is spent talking about the following episodes: Ameku M.D.: Doctor Detective, Anyway I'm Falling in Love with You, Beheneko: The Elf-Girl's Cat Is Secretly an S-Ranked Monster!, Bogus Skill «Fruitmaster» ~About that time I became able to eat unlimited numbers of Skill Fruits (that kill you)~, The Daily Life of a Middle-Aged Online Shopper in Another World, Headhunted to Another World: From Salaryman to Big Four!, I May Be a Guild Receptionist, but I'll Solo Any Boss to Clock Out on Time, I Want to Escape from Princess Lessons, I'm Getting Married to a Girl I Hate in My Class, Ishura, Medaka Kuroiwa Is Impervious to My Charms, Momentary Lily, My Married Life, Possibly the Greatest Alchemist of All Time, Sakamoto Days,

Workplaces in Clare are said to be reaping the benefits of headhunting. According to new research FRS Recruitment, 1 in 2 workers in Clare have been headhunted in the last 12 months. As well as this, just over 50% of people in Clare believe changing jobs is the most effective way to secure pay rises and develop their careers further. Clare based Head of Recruitment with FRS Recruitment Gwen Leyden, says headhunting is essential for companies looking to fill highly skilled roles.

Příběh o tom, jak mladý kluk přijel do New Yorku s pěti sty dolary v kapse a vůbec nevěděl, kde bude bydlet, jak odstraňoval ve Walmartu zašlapané žvýkačky z podlahy a po nocích se učil anglicky;  pak se mu podařilo přes pozici pečovatele u amerického milionáře dostat se na prestižní univerzitu, vystudovat a udělat kariéru na Wall Street. Dnes vede firmu Talent'em a kromě jiného produkuje podcast The Headhunted. Tento rozhovor vznikl původně v roce 2021. 

Hvad gjorde fortidens europæiske konger og fyrster, når ubehagelige fjender truede i horisonten? De hyrede naturligvis en flok endnu mere brutale krigere (typisk danske vikinger), til at holde fjenden i skak. Med ca. 1000 års forsinkelse, er denne "taktik" igen kommet på mode - "fjenden" er det franske landshold - "vikingen" er Anne Holm og "fyrstinden" er den regerende verdensmester og OL favorit Beth Potter. Anne er inviteret med på 3 ugers træningslejr, for bl.a. at højne niveauet i den daglige svømme og cykeltræning.

The annual package of Parliament's top administrator, Xolile George, went up from an advertised R2.6-million to a whopping R4.4-million in less than a year - all because he was recruited through a headhunting process. Questions around George's salary have dominated corridor talks based on an assumption that he was appointed on the advertised package of R2.6-million. But Parliament's spokesperson Moloto Mathopo has clarified that George was recruited through a different process - not the same one where the package of between R2.4 and R2.6-million was on offer. The Democratic Alliance has since laid a complaint against National Assembly Speaker Nosiviwe Mapisa-Nqakula for misleading the House. In response to News24's question, Mothapo said there was no salary discrepancy in terms of the remuneration offered to the secretary. "Mr George was recruited through a different process, i.e. headhunting, than that of the advertised position. These two processes must not be conflated as they are fundamentally different. A political party in Parliament has lodged a complaint with the Powers and Privileges Committee, alleging that the presiding officers misled Parliament. The presiding officers are looking forward to clarifying this matter at that forum and dispelling such claims that they acted wrongly in any way," he said. News24 has seen documents that confirm George's salary was increased to R4.4-million after a review process. There were also allegations that George received accommodation, VIP security and other undue benefits. But Mothapo denied this. "There are, frankly, no so-called enhancements or perks in the remuneration of the secretary to Parliament, other than a salary and employee benefits that are offered to all employees of Parliament," he said. Mothapo added that security for the leadership of Parliament was not determined by the institution but by the police. He said: Therefore, we are not in a position to comment on their behalf. It is important to emphasise that the secretary to Parliament does not receive any perks of any kind. Meanwhile, the DA's complaint against Mapisa-Nqakula will be considered by the Powers and Privileges Committee. In a letter to Mapisa-Nqakula's deputy, Lechesa Tsenoli, DA chief whip Siviwe Gwarube said Mapisa-Nqakula improperly influenced the chief whips and MPs to endorse George's appointment. According to Gwarube, this was done by fraudulently disclosing a much lower remuneration package. "By dishonestly advertising the remuneration package of the secretary to Parliament at a lower salary band, knowing well that it was always going to be increased post the fact to secure Mr George's appointment, excluded many other credible and arguably more capable candidates from applying for the vacancy. "The speaker's repeated reassurances to the chief whips that Mr George would earn no more than the highest notch of R2.6 million for the advertised salary package for the position arguably impeded the exercise by MPs - and ultimately the National Assembly and National Council of Provinces- of their oversight function of ensuring that a suitable candidate is appointed as the Secretary to Parliament, which constitutes contempt of Parliament in terms of sections 7(a) and (b) of the Act," Gwarube said. In May 2022, Mapisa-Nqakula refused to discuss George's remuneration in an open forum like the National Assembly Programming Committee. George's salary was a cause for much speculation, as it would appear that he would take a significant pay cut if he left his current post as CEO of the South African Local Government Association for Parliament. In June 2022, News24 reported that MPs were apparently in the dark about Parliament's agreement with George, who took a massive pay cut from the R5.8-million he earned at Salga to about R2.5 million at Parliament. The Powers and Privileges Committee is expected to look at the matter early next year.

From the golden age of radio to the current era of podcasts and digital content, the essence of broadcasting remains rooted in the power to inform, entertain, and engage. Recently, Kristin had the privilege of sitting down with the legendary Dave Charles, who shared his incredible journey through 60 years in broadcasting.   Dave shares his journey through broadcasting, insights into the new era of podcasting, and the essence of what makes broadcasting both timeless and relevant today.   In today's episode: Dave dives into whether you're broadcasting or podcasting. It isn't just about presenting information; it's about building a loyal community of listeners. This transformation highlights the evolving role of broadcasters, who are now not just voices but influential figures in their own right. Kristin and Dave discuss the three critical elements of broadcasting: informing, entertaining, and engaging the audience.  Dave emphasized that "being a good storyteller is the essence of what you do. Understanding your audience's needs and interests is crucial for crafting compelling stories. Remember that what you do and say on the air will be influenced by how you feel in your life. Taking care of yourself is essential to delivering quality content.   In their conversation, Uncle Dave Charles left us with a lasting message: "What you do and say is going to be part of how you are on the air." His six decades in broadcasting serve as a testament to the enduring power of storytelling and the importance of forging genuine connections with your audience. As we navigate the ever-changing media landscape, these lessons from a broadcasting icon continue to light the way. Quotes from Today's Episode: “It's what we have in common with each other that makes us attractive to listen to”- Dave Charles  “Enjoy your life and live your life” - Dave Charles  “What you do and say is going to be part of how you are on the air”- Dave Charles    Dave Charles Bio Dave Charles, Founder & CEO of Media RESULTS Inc., boasts an impressive career spanning nearly five decades in broadcasting both in radio and the music industry. Notable highlights include:   **Radio Career:**   - Pioneered Q107 in Toronto and co-founded Joint Communications, a premier radio consulting and research company in Canada. - Led the Superstar Radio Network in Atlanta, working with influential U.S. clients and international radio ventures. - Headhunted by Austereo, Dave expanded radio networks worldwide, partnering with industry leaders and government initiatives. - Contributed to major radio networks in Australia, South Africa, Malaysia, Singapore, Scandinavia, and New Zealand. - Successfully consulted regional radio networks and initiated music ventures in the UK and India. - Acquired and relocated MRI (Media RESULTS International) to Canada, now President of Media RESULTS Inc. (www.mediaresults.ca), offering research and strategic planning.   **Music Consulting:**   - Transformed CARAS (The Juno Awards) into a 100% Canadian showcase, expanding its reach across Canada. - Championed Canadian country artists' exposure on CMT (Country Music TV) as President of CCMA. - Played a crucial role in artist development for renowned musicians like Bryan Adams, Celine Dion, Shania Twain, and more, collaborating with major record labels.   Dave Charles's enduring impact on the radio and music industries stands as a testament to his innovative spirit and dedication. His insights continue to shape and elevate these realms. Dave Charles, Founder & CEO Media Results Inc. Website: mediaresults.ca Are you looking for guidance? Contact Kristin for Podcast Coaching Schedule a Discovery Call with Kristin to learn more: Book a timeLooking for a community of podcasters? Join us in Podcast Membership  Learn about Podcast Bootcamp From Idea to Launch: Check it out Wanting to monetize and grow your podcast? Learn more here.  Have a question? Reach out to Kristin Join our FB Community: https://www.facebook.com/groups/wholisticpodcasting/ Connect on IG: @kristinfieldschadwick  

Jeremy Bollington spent more than 25 years in the finance world, working in London, New York, Hong Kong and back to NY. Mostly with HSBC (with a focus on Asia and other emerging markets), he ran relationships with Fortune 500 companies such as Coca-Cola, Nike and P&G. Headhunted in 2011 by Standard Chartered (another British bank with businesses in Asia/Africa), Jeremy ran their Americas business, in charge of 400 people across 10 offices in the US, Canada and Latin America.  Then he found himself unemployed for the first time at age of 49. Not ready to retire, Jeremy decided to kiss the banking world goodbye. Why? How? Listen in for his pivot to purpose, plus practical advice on transitioning to the franchise landscape from corporate America as well as EXACTLY what it takes to craft a second act that truly fuels you!

Jeremy Bollington spent more than 25 years in the finance world, working in London, New York, Hong Kong and back to NY. Mostly with HSBC (with a focus on Asia and other emerging markets), he ran relationships with Fortune 500 companies such as Coca-Cola, Nike and P&G. Headhunted in 2011 by Standard Chartered (another British bank with businesses in Asia/Africa), Jeremy ran their Americas business, in charge of 400 people across 10 offices in the US, Canada and Latin America.  Then he found himself unemployed for the first time at age of 49. Not ready to retire, Jeremy decided to kiss the banking world goodbye. Why? How? Listen in for his pivot to purpose, plus practical advice on transitioning to the franchise landscape from corporate America as well as EXACTLY what it takes to craft a second act that truly fuels you!

In this episode of the Glowing in Tech podcast, we are joined by Renee Hunt and she talks to us about accidentally becoming a CTO, using FinTech for good, moving to the UK from DC, and much more.  Renee Hunt discusses her approach to leadership and hiring, as well as her experiences being headhunted for CTO roles. She also touches on the differences in work culture and pay between the US and the UK. Hunt challenges stereotypes of female leadership and emphasizes the importance of operating in the future as a leader. Renee has over 30 years of experience in technology, starting her career in the US Army Signal Corp, then moving into the private sector after getting her MBA from the University of Texas at Austin. She is currently the Chief Technology Officer at Compare the Market, the UK's leading Price Comparison company.  Time stamps: 00:00 Introduction 00:44 Being a CTO is Surprising. 03:48 Fintech for good. 07:22 Chasing job titles. 11:25 Non-traditional CTO career paths. 15:53 Non-engineers in tech leadership. 19:03 Work-life balance and mental health. 21:56 Female leadership in technology. View our resources, show notes and more on our website: glowingintech.com Stay up to date by following us on our socials:  LinkedIn: https://uk.linkedin.com/company/glowing-in-tech Instagram: https://www.instagram.com/glowingintech Twitter: https://www.twitter.com/glowingintech TikTok: https://www.tiktok.com/@glowingintech Work with us: https://forms.gle/eLMUST2puKzuA25c7 Check out our sponsors, Makers and follow them on socials: Website: https://www.makers.tech/ Instagram: https://www.instagram.com/makersacademy/ Twitter: https://twitter.com/makersacademy Learn more about your ad choices. Visit megaphone.fm/adchoices

Having a digital skillset isn't enough. You must be SEEN as a Digital Leader & KNOWN for your expertise. Listen to this podcast episode if you want opportunities to come to you.  You will learn: How headhunters and conference organizers look for candidates and speakers Why your LinkedIn profile needs to speak to two audiences simultaneously (and what they are) Two changes you can make today to make opportunities come to you Join Be SEEN as a Digital Leader on 16 April You will learn: What executive recruiters look for on LinkedIn today Simple hacks to update your personal brand as a Digital Leader Strategies specifically aimed to highlight digital innovation skills Apply here.  ----- Join the Tech for Non-Techies membership and lead in the Digital Age.  Tech for Non-Techies clients  Reach senior leadership positions in Big Tech firms Lead digital transformation in established businesses Create tech businesses as non-technical founders Pivot into careers in venture capital We love hearing from our readers and listeners. So if you have questions about the content or working with us, just get in touch on info@techfornontechies.co   Say hi to Sophia on Twitter and follow her on LinkedIn & Instagram. Following us on YouTube, Facebook and TikTok will make you smarter. 

Transcript for Ep168:I have a free gift for you, Money Blueprint for Women Leaders.  It is downloadable at www.janetaisyahquek.com/money.Hi, It's Janet Aisyah and in this bonus episode, I would like to share with you my success in launching the Podcast SEASON 3.  Launching the PODCAST SEASON 1&2 impacted my life instantly in 2020 & 2021.  I truly agree that a podcast is not only about building an online presence, but most importantly online credibility and recognition by showing up consistently.  Headhunted more than 10 times directly from companies and recruiters in 3 months from Asia Pacific, US and Europe even in this covid 19 situation. 1) I realized that my message impacted more people than I ever thought it could now with listeners and followers in more than 12 countries. 2) After awarded Platinum Instant Podcast Leader, I have garnered more than 100 likes on social media and some friends commented that now I am a Queen and drew attention to new connections who are keen to know what I am doing and how podcast can help them. 3) I got to introduce my podcast as a way of personal branding when I joined my new company. My colleagues were impressed with my podcast show especially my overseas colleagues. 4) I get to complete my 3 years of Podcast content in less than 12 days. 5)As I keep the momentum to complete the Season 3, I am able to think on the spot a topic and free flow the content to share. This is possible with the proven structure, process and system in place.1.       10 objections:  When I got to start the podcast SEASON 3, I was not sure if this is something I want to continue or just wait to see what results I have before embarking. Since I am taking career break so I decided to prepare myself by continuing before I get busy once I start my new job or my business which is working in progress. I realized that time flies so fast and now it has been 2 years since I started my Season 1. So I decided to use this time to continue SEASON 3 so I will have 3 years of content. By now I have already taken a career break almost 1.5 years , started my new job for a 1 year and I saw my SEASON 1&2 have helped me to get leads, enquiries and my first 2 C-suite clients. By showing up and having my voice heard, people will come to know who I am and what I stand for, and people will support me just like headhunters have approached me instead of me going to them.  More people will come get to know me and my brand once I build my online business in the future. At first my husband was worried if I have time to do SEASON 3 before I can see the results but I told him this is part of my own branding and for future online business that I am going to embark on. Since I am available now, it will be best time to do otherwise there is never a good time. Best is because I have the choice to do it and with my husband support, I can have a breakthrough and it also influenced him to see things differently about the power of online presence after I completed SEASON 3 episodes in 48 hours especially during Covid 19 times. He saw I have became more confident and I  have discipline to get my recording done despite I could just sit on it and delay since I could use the time to enjoy my break and leave. I don't know how I can continue recording when there is uncertainty due to lockdown in Singapore as I no longer able to do at the head office. Genecia and Joanne explained to me that they will support and guide me to do it online, I just need to follow what they need me to do.  Having the whole Soul Rich Woman team put me at ease knowing that I just to have to focus on my script and they do the rest. I just need to share my posting and recording on weekly basis without worry about the technical part that I am more at ease. As I am not sure if I have enough topics to share in season 3, my mentor Genecia spent time with me to draw out and guided me to position myself in the topics I could share. That gave me ideas and topics I could share.Another issue I had was time, I am working at the moment but I have to juggle between spending time with children, catching up with my friends during leave and also I have commit to complete 55 episodes. But because I believed in the importance of doing the podcast and in the urgency of doing it now rather than later, I was able to make arrangements, do when having the momentum so that things could be done earlier. It is a relieve for me that I have content ready and I can focus on enjoying rest of my leave and family now. On top of all those issues, I had fears on the outcome if I will be repeating myself in some of the topics. Will listeners get bored on what I shared.   How will people react? But because it has been my dream to reach out to my 1st 10 000 audience in 3 years so I need to continue to build my content and so keep me going. I also understand that as I have more episodes, my voice is easily searchable on internet. Podcast is a marketing vehicle that can be used again and again for life. I was also feeling anxious about what I am going to share if listeners will connect with me despite I have launched SEASON 2.   I still went ahead as I realized I have so much content to offer and empower women who can achieve success like myself.   Understanding that my intention is to share and inspire and not to criticize or destroy other people's lives, gave me the courage to continue despite the hardwork and continue SEASON 3.Recording the episodes also requires a lot of time and effort especially during my leave.  I got tired at times when there are distractions that I had to record again due to environmental noises not within my control. . I spent less time with my children and my others to do list. And there were a few tasks I had to set aside just to give priority to my podcast recording.  But I now see this to be my big lesson in life.  If you want to succeed in anything, you have to stay focus, remind yourself why you first started, make it happen and you have to set it as your number one priority.  I have been getting attention of some responses that they see me as podcast lead and amazing that I could do season 3. Having launched SEASON 3, I am also anxious about what will happen next? Then by going back to understanding my intentions since I started Season 1 and remind myself why I started that this will be about doing something positive for me and for others, and by knowing that I have a strong team of soul rich woman to support me, my worries are tamed and controlled. So, having your family and friends to support you in what you are doing, and giving you the understanding of the journey you wish to embark on is already a great encouragement, not to mention that having the soul rich woman team is your rocket launcher!  Knowing that you have people behind you who will look after your best interest and following up on you so that you don't fall to you're the little voices inside your head is a great support.  Therefore I believe that no matter how good you think you are you need a team who can support and guide you, but most importantly people who know what they are doing.  The soul rich woman team makes you feel you are family and that they've got your back every step of the way. Conclusion:Having launched my podcast show SEASON 3 in 48 hours, it boosted my confidence to a higher level and achieve so many great results in 48 hours.   I feel that I have grown to next level and continue to hone my skills and learning to bring my business online.    I feel that I am also blessed to have crossed paths with Soul Rich Woman team who could help me make it possible. When we raise our voices together, the words woman power becomes more than just a phrase. It becomes a movement.Know that your dreams are valid and on your path, you're never denied and only be directed. Let your voice be heard. Its time!If you are C-suites, Senior Leader and Woman Leader who wants to be like me to have your voice heard and shine, I will like to invite you to schedule a call with me at www.janetaisyahquek.com/coaching.Facebook:www.linkedin.com/in/janetquekLinkedin:https://www.facebook.com/janetaisyahquekMoney Blueprint for Women Leaders linkhttps://janetqcc.clickfunnels.com/financialblueprinthttp://www.janetaisyahquek.com/money21 Ways to be Headhuntedhttp://www.janetaisyahquek.com/headhuntedPodcast Coaching for C-suiteshttps://shor.by/leaderonline

In the final episode of Season 4, host Gemma Watts talks to the founder and CEO of Floral Street, Michelle Feeney. Michelle is, quite literally, a beauty industry icon. Headhunted by Estée Lauder Companies in 1993, Michelle is largely responsible for turning Crème de la Mer into a cult product before becoming Vice President, Global Communications of MAC Cosmetics, helping to increase the company's net worth from $65 million to $1 billion in less than 7 years bringing mainstream awareness to the MAC AIDS Fund, and then spending 4 years as the CEO of St Tropez and transforming the tanning industry in that time.Michelle launched Floral Street in November 2017, the story of which she shared back on Episode 53 of the Glow Journal podcast in 2020. In this bonus episode, recorded at Mecca Beauty headquarters, Michelle and Gemma chat personal fragrance, scent scaping and the changing face of sustainability in beauty. Read more at glowjournal.comFollow Floral Street on Instagram @floralstreet_.Stay up to date with Gemma on Instagram at @gemkwatts and @glow.journal, or get in touch at hello@gemkwatts.com Hosted on Acast. See acast.com/privacy for more information.

Our listener's side project was so successful that an outside company wants to hire him. That wasn't exactly the goal, though.  Side Hustle School features a new episode EVERY DAY, featuring detailed case studies of people who earn extra money without quitting their job. This year, the show includes free guided lessons and listener Q&A several days each week. Show notes: SideHustleSchool.com Email: team@sidehustleschool.com Be on the show: SideHustleSchool.com/questions Connect on Twitter: @chrisguillebeau Connect on Instagram: @193countries Visit Chris's main site: ChrisGuillebeau.com If you're enjoying the show, please pass it along! It's free and has been published every single day since January 1, 2017. We're also very grateful for your five-star ratings—it shows that people are listening and looking forward to new episodes.

My name is Jane Ferré and in 2017 I experienced redundancy twice in one year. In March, I took voluntary redundancy from my role as Head of Talent for British Airways, before I was Headhunted by LEON Restaurants as their first Head of Training. 8 months later that role was made redundant and my last day was the beginning of December, “Merry Christmas”! Did I sit on the sofa in my pyjamas binge watching Netflix, drinking red wine and eating Giant Chocolate Buttons? Of course I did, it was nearly Christmas, no one would be hiring now and I had lots of parties to go to – what was the point? Gone was the security of having a (very good) salary land in my bank account every month. Gone was the kudos of my job title. Gone were my plans for a Merry Christmas (we cancelled our plans, didn't buy any presents and stayed home). The second time was harder than the first, I didn't have the support network that was in place the first time. As I had only been with the business for 8 months, I was paid my notice period of one month's salary and I had very limited savings. When 2018 rolled around, I put down the wine, got off the sofa and dug out my notebooks that contained everything I had learned during my first redundancy. If I did not have this to fall back on, I'm not sure I would have got back on my feet so quickly. I've learned a lot during this time, I have developed a range of techniques to make decisions about what was next for me, all of which I share with my clients as we work together. In less than a year, I built a successful business and now spend my days working with my amazing clients to help them to achieve their targets. I LOVE it. https://janeferre.com/ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/shutupandgrind/support

My thoughts on volume 1&2 of Headhunted To Another World Synopsis: Uchimura Denosuke is your normal, everyday salaryman trying to climb the corporate ladder. But then he's summoned to a terrifying fantasy world by the Demon Overlord, who offers him a new job—as one of the Heavenly Kings in his army, with full benefits! Uchimura may not have muscles or magic, but he does have an office worker's skills and savvy. Will they be enough to keep him alive? Published by: Seven Seas Entertainment Story by: Benigashira Art by Muramitsu --- Support this podcast: https://anchor.fm/dadneedstotalkpodcast/support

I have a free gift for you, Money Blueprint for Women Leaders. It is downloadable at www.janetaisyahquek.com/money.Hi, It's Janet Aisyah and in this bonus episode I would like to share with you my success in launching the Podcast SEASON 2. Launching the PODCAST SEASON 2 impacted my life instantly in 2020. I truly agree that a podcast is not only about building online presence, but most importantly online credibility and recognition by showing up consistently.  1) Headhunted more than 10 times directly from companies and recruiters in 3 months from Asia Pacific, US and Europe even in this covid 19 situation. 2) I realized that my message impacted more people than I ever thought it could now with listeners and followers in 9 countries in 3 months.After awarded Platinum Instant Podcast Leader, I have garnered more than 100 likes on social media and some friends commented that now I am a Queen and drew attention to new connections who are keen to know what I am doing and how podcast can help them. 3) My husband has also showed more support by helping with the tech stuff whenever I need to prepare for my podcast recording and ensuring children are cooperative. My children now are used to me doing my work as podcast host though knowing that I have left my job. Initially, my youngest son told me that podcast is not working but I explained how this is going to help me in seeing as a leader online and eventually I have C-suite who connected with me after 3 years signed up a clarity call. A friend signed up Instant Leader Podcast after my recommendation. 4) I was given opportunity to share on NAC virtual Global platform with my mentor Genecia and podcast coach Joanne Lee. I have done more than 14 FB live with them in 1 2 months. This was not possible if I had not started my IPL show. 5) It has helped me to set a routine though I am not working for 9 months. I get to complete my 2 years of Podcast content in 3 months. 6) As I keep the momentum to complete the Season 2, I am able to think on the spot a topic and free flow the content to share. This is possible with the proven structure, process and system in place. 1. 10 objections:  a) When I got to start the podcast SEASON 2, I was not sure if this is something I want to continue or just wait to see what results I have before embarking. Since I am taking career break so I decided to prepare myself by continuing before I get busy once I start my new job or my business which is working in progress. I realized that time flies so fast and now it has been 9 months since I quit my last job. So I decided to use this time to continue SEASON 2 so I will have 2 years of content. b) By now I have already taken a career break almost 9 months and I saw my SEASON 1 has helped me to get leads, enquiries and my first 2 C-suite clients. I do not have any income since August 2019 as I left my corporate job to care for my late mum before she passed on late Nov 2019. I would be spending on my savings which meant that I have to cut down on other expenses so to invest in myself , I then thought that I really want to achieve my dream of being an entrepreneur and I got to invest in myself. So it was a money issue. But when I realized that I can actually earn more the moment I have built my reputation online. By showing up and having my voice heard, people will come to know who I am and what I stand for, and people will support me just like headhunters have approached me instead of me going to them. More people will come get to know me and my brand and once I build my online businessc) At first my husband was worried that I am not earning yet I continue to spend for SEASON 2 before I can see income coming in but I told him this is part of my own branding and for future online business that I am going to embark on. Since I am available now, it will be best time to do otherwise there is never a good time. Best is because I have the choice to do it and with my husband support, I can have a breakthrough and it also influenced him to see things differently about the power of online presence after I completed SEASON 2 episodes in 48 hours especially during lockdown period during Covid 19. He saw I have became more confident eventhough I am not working but I have discipline to get my recording done despite I could just sit on it and delay since I have time. d) I don't know how I can continue recording when there is circuit breaker in Singapore as I no longer able to do at the head office. Genecia and Joanne explained to me that they will support and guide me to do it online, I just need to follow what they need me to do. Having the whole Soul Rich Woman team put me at ease knowing that I just to have to focus on my script and they do the rest. I just need to share my posting and recording on weekly basis without worry about the technical part that I am more at ease. e) As I am not sure if I have enough topics to share in season 2, my mentor Genecia spent time with me to draw out and guided me to position myself in the topics I could share. That gave me ideas and topics I could share. As I was also building my business as Podcast Coach and given opportunities to do FB live and conduct virtual events, I have topics to share more on my experience and learnings. f) Another issue I had was time, though I am not working at the moment but I have to juggle between attending to children, new business opportunity and going for job interviews during the period I have commit to complete 55 episodes. My helper has returned home due to emergency family matter to attend to. But because I believed in the importance of doing the podcast and in the urgency of doing it now rather than later, I was able to make arrangements, do when having the momentum so that things could be done earlier. It is a relieve for me that I have content ready and I can focus on building my business and attending to leads and enquiries. g) On top of all those issues, I had fears on the outcome if I will be repeating myself in some of the topics. Will listeners get bored on what I shared. How will people react? But because it has been my dream to reach out to my 1st 10 000 audience in 3 years so I need to continue to build my content and so keep me going. I also understand that as I have more episodes, my voice is easily searchable on internet. Podcast is a marketing vehicle that can be used again and again for life. h) I was also feeling anxious about what I am going to share if listeners will connect with me despite I have launched SEASON 2. I still went ahead as I realized I have so much content to offer and empower women who can achieve success like myself. Understanding that my intention is to share and inspire and not to criticize or destroy other people's lives, gave me the courage to continue despite the hardwork and continue SEASON 2.i) Recording the episodes also requires a lot of time and effort especially is in Ramandan when I cannot eat and drink from sunrise to sunset. I got tired at times when there are distractions that I had to record again due to environmental noises not within my control. . I spent less time with my children and on my own to do list. And there were a few tasks I had to set aside just to give priority to my podcast recording. But I now see this to be my big lesson in life. If you want to succeed in anything, you have to stay focus, remind yourself why you first started, make it happen and you have to set it as your number one priority. I have been getting attention of some responses that they see me as expert in podcast leader online and refer someone to me. j) Having launched SEASON 2, I am also anxious about what will happen next? Some how I am looking forward to SEASON 3 with new level of perspectives and new learnings. Then by going back to understanding my intentions and remind myself why I started that this will be about doing something positive for me and for others, and by knowing that I have a strong team of soul rich woman to support me, my worries are tamed and controlled. So, having your family and friends to support you in what you are doing, and giving you the understanding of the journey you wish to embark on is already a great encouragement, not to mention that having the soul rich woman team is your rocket launcher! Knowing that you have people behind you who will look after your best interest and following up on you so that you don't fall to you're the little voices inside your head is a great support. Therefore I believe that no matter how good you think you are you need a team who can support and guide you, but most importantly people who know what they are doing. The soul rich woman team makes you feel you are family and that they've got your back every step of the way. Conclusion:Having launched my podcast show SEASON 2 in 48 hours, it boosted my confidence to a higher level and achieve so many great results in 3 months. I feel that I have grown to next level and continue to hone my skills and learning to bring my business online. I feel that I am also blessed to have crossed paths with Soul Rich Woman team who could help me make it possible. When we raise our voices together, the words woman power becomes more than just a phrase. It becomes a movement.Know that your dreams are valid and on your path, you're never denied and only be directed. Let your voice be heard. Its time!If you are C-suites, Senior Leader and Woman Leader who wants to be like me to have your voice heard and shine, I will like to invite you to schedule a call with me at www.janetaisyahquek.com/coaching.Linkedin:www.linkedin.com/in/janetquekFacebook:https://www.facebook.com/janetaisyahquekMoney Blueprint for Women Leaders linkhttps://janetqcc.clickfunnels.com/financialblueprinthttp://www.janetaisyahquek.com/money21 Ways to be Headhuntedhttp://www.janetaisyahquek.com/headhuntedPodcast Coaching for C-suiteshttps://shor.by/leaderonline

This week I share early thoughts of Horizon Forbidden West, the Uncharted movie and why my dad life is about to get even busier. All this and lots of cool manga pickups talk. Timestamps (00:00) Intro (01:45) Housekeeping & Life Talk Game Talk (28:30) Horizon Forbidden West (super early thoughts) Anime/TV (33:20) The Uncharted Movie (38:28) Peacemaker Finale (41:01) The Genius Prince Guide To Raising A Nation Out Of Debt (43:53) Love of Kill ep 6 (46:33) Ranking of Kings ep 18 (52:20) Sabikui Bisco ep 6-7 Manga Talk (01:00:50) Sakamoto Days chapter 58-59 (01:02:15) Akane-Banashi ch 1-2 (new SJ series) (01:05:20) My Hero Academia ch 343-344 (01:07:0) Jujutsu Kaizen & Dr Stone quick thoughts (01:08:15) Kaiju No 8 ch 56 (01:10:10) Talk about recent manga volume pickups and reads (01:10:52) Even Though We're Adults volume 1 (01:12:35) Our Teachers are dating volume 1 (01:14:45) Headhunted to Another World From Salaryman to Big 4 (01:18:05) Eniale & Dewiela Volume 1 (01:21:31) Inside Mari manga series (01:23:35) Outro Music from RiftiBeats https://www.youtube.com/c/RiftiBeats --- Support this podcast: https://anchor.fm/dadneedstotalkpodcast/support

Wasps are here and they're awful. Can Chris get us there? Quick Draw! Adam Larsson is gone and the boys are sad. Weird or What?: buying something big sight unseen. Have you been headhunted? See omnystudio.com/listener for privacy information.

Příběh o tom, jak mladý kluk přijel do New Yorku s pěti sty dolary v kapse a vůbec nevěděl, kde bude bydlet, jak odstraňoval ve Walmartu zašlapané žvýkačky z podlahy a po nocích se učil anglicky;  pak se mu podařilo přes pozici pečovatele u amerického milionáře dostat se na prestižní univerzitu a vystudovat a udělat kariéru na Wall Street. Dnes vede firmu Monster Career CZ a kromě jiného produkuje podcast The Headhunted.

When I was in corporate, I had to manage HR system change management such as Workday, Success Factors, Peoplesoft, Oracle and many others. Using CISCO WebEx to do online calls without seeing the face. Podcast Recording using SRW blueprint and 2nd season of Podcast showOnline business launched 2 ebooks : 21 ways of being Headhunted and Money Blueprint for Women Leaders Key Takeaways- Practice and do it consistently- Learn from mentor and the best- Create success habits by getting out of comfort zone- I hope that through my sharing, it draws inspiration and personal reflection for you. I believe every woman can be a leader in your own way. Connect with me through Facebook, Instagram and Linkedin. My link is  https://shor.by/leaderonlineI look forward to seeing you in my next episode where I will be sharing with you tips and ways to realize your full potential as a leader on Woman Leadership. 

Jason Osborn, is a highly accomplished speaker, coach, and consultant in the fields of digital marketing and mindset. Jason established himself as a life coach, back in 2009 and built his online personal development business and within 18 months was making a full-time income form with clients in 13 countries worldwide. Following this success, he switched gears and became an online marketing consultant and has since become a highly sought after coach and adviser. Headhunted by The Re-Think Academy in 2018, Jason is Head Coach and is steering the company towards becoming the #1 coaching program in the UK. Jason speaking internationally for 26 years now and has had the privilege of sharing the stage with speakers like Jairek Robbins, Paul O'Mahony, Armand Morin, Brian Koz, Mark Anastasi, Mike Bacak, Chris Farrell, and many more.

I’m taking you behind the curtain a little this week with a conversation with one of my loveliest friends, Sarah Barguirdjian. Sarah and I have been Yoga-ing together for years and have shared mat space in Indonesia, Singapore, the USA and the UK. I invited Sarah to speak with me about her Yoga journey, from when we were both completing our 300 YTT together through to her role now as global Yoga teaching mentor.Follow Sarah on Instagram at https://www.instagram.com/sarahbyoga/ or subscribe to her free online classes on Youtube at https://www.youtube.com/channel/UCK7chPkB7VUEkdcarWdN--gCheck out Yoga for Parents of Children with Special Needs, an online Yoga course to nourish and support the carer, here: https://yogainternational.com/ecourse/yoga-for-parents-of-children-with-special-needsLearn more about Sarah’s mentorship program, “Inspire your Passion” A 6 month mentorship program for Yoga Teachers, starting May 31st here: https://www.sarahbyoga.net/mentorshipAnd if you’d also like my support to grow your Yoga biz, sign up for GYYB here: https://www.amymcdonald.com.au/gyyb

The Accountancy Speaker Mark is a Chartered Accountant but he has never fitted the stereotype. His reputation within the accountancy profession has resulted in him  speaking at dozens of conferences and seminars. Mark speaks to varieties of crowds such as accountants, lawyers, financial advisers, other professionals and consultants. Previous Career His experience as a presenter dates back to his teenage years when he first started to build his confidence in fr ont of audiences. He qualified as a Chartered Accountant in 1982 but has long stood out from many with a similar background. Headhunted twice he was a partner in two top firms of accountants. Over the years Mark has worked with, written for and addressed audiences of thousands of accountants. More recently he has also been applauded for his online presentations and the way he still engages the audience. http://thenext100days.org/wp-content/uploads/2021/03/3.mp4 Career His career spans more than 30 years. During that time, he stood out as a top accountant, a frequent financial commentator and one of only a handful of accountancy qualified magicians. He is now treasurer of the world's most exclusive magic society, The Magic Circle. He is also deputy treasurer of Norwood, a top 150 charity, a member of the ICAEW's member and commercial board. Regularly, he is asked to judge industry awards. http://thenext100days.org/wp-content/uploads/2021/03/Untitled.mp4 For some years Mark was a self styled ‘Immediate Futurist' addressing audiences of accountants about what the future will hold. But he didn't predict the pandemic and now focuses on the other topics long associated with his name. Remembering the Message Mark always shares simple analogies and acronyms to help highlight many of his key messages. Unlike other speakers, whose talks may be enjoyable but are also forgettable. Mark ensures that his audiences can recall his advice. For many years Mark has been a popular go-to guy for comment and insights regarding the accountancy profession. As well as a regular judge for accountancy related awards ceremonies. In recent years Mark has developed a framework containing 7 key principles that are relevant for accountants who want to STAND OUT. The principles are key to generating more work as well as to helping accountants ensure they are remembered, referred and recommended. http://thenext100days.org/wp-content/uploads/2021/03/Untitled-1.mp4 There are many elements underlying the 7 key principles and Mark draws on these when mentoring clients. In addition to more than 700 items on his own blog, he has had many more than 200 practice focused articles published. They have been viewed well over ONE MILLION times. For more information on Mark, visit his website here. Want to know more about Graham and what he does (marketing to the affluent), you can find his business here. Ever wondered what Kevin does? you can find his details here. Enjoyed this podcast with Mark? Then you will love this one of Patrick talking about Marketing for Accountants. click here.

This is the first episode in the series: Mastering Imposter Syndrome: interviewing senior leaders in the technology industry, overcoming their inner imposter. Nat Schooler and Kim Adele introduce the series, they explain a little bit about what they have learned so far and then they interview Ms. Jayne Archbold CEO. These are some of the things they discussed:  Finding Voice. Understanding the technical landscape and all kinds of other situations. Ms Jayne Archbold CEO - A seasoned executive with a record of driving product innovation, operational transformation, integration of acquisitions and delivering business growth.  Currently CEO & Managing Partner of Iptor, a global ERP provider with HQ in Sweden.   Formerly with Sage for 18 years, latest position CEO Europe Mid Market.   Now Jayne is a non executive director and investor in Notify Technologies & Saberr, both are UK start ups. Jayne is passionate about people and making a difference. From Newcastle originally and like many other people right now she is in Lockdown. She is step mother to 4 grown up sons and has two dogs. Challenges overcome, being in her late 20s, at Sage.  Headhunted by them and it was a local job, she had an intimidating boss.  Didn't like the way her boss wanted her to be a certain type of person. Wasn't happy and wasn't making a big difference and realising her potential. Wasn't happy as wasn't being herself. Not being able to be authentic was a big turning point for Jayne. Not fitting in was very difficult and the networking events have been the most challenging thing for Jayne.  Used to cope by thinking of three interesting things to talk about.  Like many others Jayne still feels uncomfortable at these events.  She flipped her intent on it's head and decided to make it more about them and not her. She was originally terrified people would judge her. She found it needed to be fixed by working with a coach. They also discussed:  When do you feel most vulnerable? When walking into a meeting with highly intelligent people and highly technical people. Intellectual technology conversations also being a struggle. They agreed that acronyms were ridiculous. Being not afraid to ask questions if you don't understand is key. Jayne explained that the ERP solutions they offer make a real difference for businesses and she explained this simply. Which is what Jayne is great at! Explaining this in a simple way makes things a lot easier. How do you manage your imposter syndrome? "Mindful firstly when and where this is going to happen, so preparation is crucial. Thinking about what is the worst thing that can happen and continuing to be yourself is key." Asking people questions is really useful in these situations for Jayne. "Being honest if you don't know the answers to any questions is key.  Tell the truth, be open and give as much as you can to the best of your ability. Coming back with the answer at a later stage is a good strategy if you don't know it there and then." Jayne's major tip is being authentic. https://iptor.com/ https://www.linkedin.com/in/jaynearchbold/ https://www.facebook.com/jayne.archbold https://twitter.com/JayneArchbold https://www.instagram.com/jaynearchbold/ https://www.influentialvisions.com/mastering-imposter-syndrome

Welcome to 1% Better and the interview with Venesa Klein. Since 2007, Venesa Klein has helped some of the world's most successful companies build out the critical leadership teams that drive their successAs Partner at Calibre One, she successfully places C-suite and functional VP level leaders across a range of consumer internet, e-commerce, CPG, and category-defining technology companies. Klein also founded the company's Purpose-Driven Practice, which focuses on placing executives in growing organizations seeking to create innovation with meaningful impact.Prior to joining Calibre One, Klein was the senior recruiter at MarketTools, a market research, and technology company, where she was responsible for full-cycle, international, executive recruiting across the company. Klein was first introduced to corporate recruiting as a consultant at Google where she was recruited to build out their internal executive search function. She began her executive search career at The Pacific Firm, a premier Bay Area boutique firm. Her practice concentrated on the recruitment of executives for venture capital funded start-ups and established high-growth companies.Outside of work, Klein holds leadership roles within a number of animal welfare, environmental and educational charities. Her commitment to philanthropy and her two young children keep her quite busy.I hope you enjoy this wide ranging conversation with Venesa. You can find her at VenesaKlein.com Also, if you'd like to join up to the Tuesday Night Book Club, you can do so by registering to the link here : https://tnbc2021.eventbrite.ieAnd remember, at #TNBC, you don't have to have read the book beforehand! Thanks for listening as always.Best,Rob

In this episode of the Road to Growth podcast, we are pleased to introduce you to Jason Osborn. Jason, is a highly accomplished speaker, coach, and consultant in the fields of digital marketing and mindset. Headhunted by The Re-Think Academy in 2018, Jason is now steering the company towards becoming the #1 coaching program in the UK. It wasn’t always this way for Jason… He has had to break down major barriers from limiting beliefs to shyness and introversion to surviving a traumatic plane crash and beyond. Jason is happy to share his road to growth with you and share the lessons he has learned on his journey. I won’t give away his entire story here... however, his journey from selling blinds in Texas to becoming an online life coach based in Ireland -to becoming an international speaker and sought after digital marketing coach has led Jason down a compelling path of personal and professional growth. The Re-Think Academy, as I mentioned are on their way to becoming the UK’s number 1 coaching business helping people and businesses build, grow an scale using cutting edge digital marketing strategies. Over the last ten years they have helped over 10 thousand individual businesses go on to lead extraordinary lives. Learn more and connect with Jason Osborn by visiting him on Website: https://rethinkacademy.org/ Be sure to follow us on Twitter: Twitter.com/to_growth on Facebook: facebook.com/Road2Growth Subscribe to our podcast across the web: https://www.theenriquezgroup.com/blog Spotify: https://spoti.fi/2Cdmacc iTunes: https://apple.co/2F4zAcn Castbox: http://bit.ly/2F4NfQq Google Play: http://bit.ly/2TxUYQ2 Youtube: https://www.youtube.com/channel/UC4JwTLX0I09-X1XN-Xv1h_Q?view_as=subscriber For any San Diego Real Estate Help please visit: Website: https: https://www.theenriquezgroup.com/ Youtube: https://www.youtube.com/channel/UCKnzMRkl-PurAb32mCLCMeA?view_as=subscriber **********************************************************************

This week, Eric Dickmann interviews Jason Osborn. Jason, is a highly accomplished speaker, coach, and consultant in the fields of digital marketing and mindset. Jason established himself as a life coach, back in 2009 and built his online personal development business and within 18 months was making a full-time income form with clients in 13 countries worldwide. Following this success, he switched gears and became an online marketing consultant and has since become a highly sought after coach and adviser. Headhunted by The Re-Think Academy in 2018, Jason is Head Coach and is steering the company towards becoming the #1 coaching program in the UK. Eric Dickmann can be found on Twitter @EDickmann and LinkedIn at https://www.linkedin.com/in/edickmann and my website https://ericdickmann.com Jason Osborn can be found online at https://www.leftclickrightclick.com/ on LinkedIn https://www.linkedin.com/in/jasonaosborn/, and Instagram @leftclick_rightclick Episode Summary: The episode summary can be found at https://fiveechelon.com/rethink-digital-marketing-strategy-s3e17/ If you'd like to contact us with feedback or guest inquiries, please visit: https://fiveechelon.com/podcast For more information about Virtual CMO strategic marketing consulting services, visit The Five Echelon Group at https://fiveechelon.com   Episode #48Buzzsprout - Let's get your podcast launched! Start for FREEMarketing Automation with HubSpot Try HubSpot's all-in-one marketing software to simplify campaign management and drive new leads.Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.

That Brit who built her business online so that she could work from home in her pants... As a branding and social media expert, Sophie has helped both start-ups and established brands to communicate the right message to their continually evolving target audience. Headhunted for an executive PR role at a leading UK magazine aged 18, Sophie drifted into the creative realm of music PR and event management. Sophie worked on some major events, including album launch parties for Kanye West, Jamie Foxx, Take That, and John Legend, as well as organizing events for influential companies, including FHM Magazine. Sophie's first business, a global entertainment agency, was nominated for three prestigious business awards, including Business Innovation, and was selected as 1 of 6 companies to be showcased by Richard Branson for his Back of an envelope campaign. In 2012 Sophie launched an online social media and branding agency specifically so that she could travel the world and work from home in her pants. The combination of skills ensured quick success for Brand Branding PR LLC, leading Sophie to work with influential clients, including LeVian diamonds and various A-list celebrities. Sophie lived in Morocco for two years before traveling around Australia, before relocating to Miami three years ago. A viral video Sophie create for fun for her local hair salon received over 10K local views and was nominated for two MarCom awards - winners announced 12/2019. For more info about James Kinney and Six Figure Jobs, check out our website: https://www.getasixfigurejob.com/

Michelle Battersby. A literal powerhouse of a human. One of the hardest working people I know, intelligent and astute to the nth degree, a business woman who has a logical, pragmatic and highly considered approach to work and life, and well most things. Headhunted to helm the Australian arm of Bumble, Michelle took the biggest risk of her life when she left her HR job in corporate finance not knowing what was ahead, if the role was legitimate or if she was making a mistake. It paid off of course and by the end of that gamble Michelle grew the brand in Australia to 3 million users and launched Bumble in 4 other countries. If it wasn't already evident, Michelle is brave and courageous and she left Bumble on a high to take on her current role as the Chief Marketing Officer of Keep it Cleaner here in Melbourne (lucky me!). Michelle is a woman who empowers other women, she is incredibly generous with her time and advice to other women in business and entrepreneurs and has become somewhat of an unofficial mentor to many, including me! Enjoy her insights and advice in today's podcast where we talk about supporting other women, confidence vs self-doubt, anxiety, competing (with yourself) and the expectation of others, high risk for high reward and everything in between.

52: How we get a 9-5 employee regional leader headhunted consistently within 3 months. With no pay cut and is offered even a higher salary package. Precise action can get you in the right direction to your dreams. You need to have a clear roadmap so that you won't be lost along the way. Always remember that in every single thing you do you are choosing a direction and that your life is a product of your choices. Work hard to achieve those goals.Hello and welcome to today's show! I'm your host Genecia Alluora. Thank you for joining me today. Today I want to share on this topic, how we helped a 9 to 5 employee who was an MNC APEC regional leader in HR position to be seen as a leader within 3 months and the results are first being headhunted more than ten times with no pay card. To be seen as a leader online08:53 - 08:58 The three things that you can do to be seen as a leader online just like Janet. 09:06 - 09:24 She planned out the content that allowed her to do more with less, allowed her to have more freedom to do online networking, to get headhunted, to get noticed that she's different and therefore be able to make a difference. 09:25 - 09:38 If this is what you desire and this is what you want then there are three things that you must do today. First thing, you need to work on the platform, the vehicle that you want to be seen as a leader in. 10:46 - 10:59 Number two is of course batching. Putting your content in one go so that you can really complete it and relax later. Because when you do batch it helps you to save a lot more time. 11:00 - 11:11 Last but not least consistency with action, real precise action without going round and round in circles. Remember it's not about thinking that it's progressing. Woman of influence03:41 - 04:00  So first and foremost the question is what did we do in our Soul Rich Woman blueprint? Well as you know we looked at her being a woman of influence. How she was leveraging her influence in the online world. And we used podcasts as a tool.04:01 - 04:12 Podcasting was a vehicle that we used to help Janet Aishah Quek to really look into how to get seen as a leader online.05:06 - 05:13 So why podcasting was so amazing for her. She shared with me that the first thing she was seen as different and a leader online.05:34 - 05:53 And she had headhunters who called her instead of her applying to these people and sending them the resumes, she didn't even do that at all. And podcasting gave her the leverage because people who listen to her, hear her story, get to know what she's doing. And she is just seen as different.Batching contents06:52 - 07:00 So what actually and exactly did she do? We get her onboard our process of the three things that I always talk about. 07:01 - 07:20 First we got her to do batching of her contents so she has one year's worth of content that she has never got to worry about after she's completed them. And we could do that within 48 hours even up to a month. And we can launch her podcast in that time frame. 0742 - 07:57  And we saved her time by really not letting her touch any of those things and she only needed to do actually one thing which just recorded her content and she has a podcast coach with her to guide her every single step of the way. 07:58 - 07:59 So she was never left alone. 08:29 - 08:42 And we give her a proven template and process that can guide her through the journey. And that was why in three months she was able to get the results that she desired.Key Takeaways: Precise actions can get you in the direction you want. Batching helps you to save a lot more time. Work on the platform that you want to be seen as a leader. Have a step by step process. Podcasting will give you the leverage that you need to be seen as a leader. Key Resources:Subscribe to Genecia's Youtube channel: https://www.youtube.com/c/SoulRichWomanVisit SRW's website: https://www.soulrichwoman.comFollow Genecia on Instagram : (@Geneciaalluora)Follow Genecia on Facebook: https://www.facebook.com/geneciaalluora/Check Genecia's LinkedIn: https://www.linkedin.com/in/genecia/Free Resource: "Soul Why: Soul Rich Woman Blueprint" and "How to Delegate 80% of your to-do list" ---> https://be.soulrichwoman.comSecrets of Manifesting Money Quickly Online Course ---> https://shor.by/moneymindset

Guest: Daniel Dackombe - Head of Sales, EMEA & LATAM @Mixpanel (Formerly @LinkedIn) Guest Background: Dan is the Head of Sales, EMEA & LATAM @Mixpanel (Series B, $865M Valuation, $77M Raised), where is leading Mixpanel's rapid expansion into EMEA & LATAM markets.  Prior to Mixpanel, Dan was at LinkedIn as Global Sales Director - Search & Staffing focused on growth and strategy of the Search and Staffing vertical globally. Prior to this, during his 8 years at LinkedIn, Dan built, managed, and led the Search & Staffing vertical expansion throughout EMEA from scratch to a 9-digit ARR business w/ over 150 employees. Guest Links: LinkedIn Episode Summary: In this episode, we cover: - The EMEA B2B SaaS Playbook: Market Selection, GTM Considerations - Compete AND Compliment- The New Fragmented Market Reality for Sales - Hiring Profile Tips - Sales Reps & Sales Managers - Global vs. Regional Leadership - Influence, Focus, Consistency vs. Flexibility Full Interview Transcript: Naber:  Hello friends around the world. My name is Brandon Naber. Welcome to The Naberhood, where we have switched on, fun discussions with some of the most brilliant, successful, experienced, talented and highly skilled Sales and Marketing minds on the planet, from the world's fastest-growing companies. Enjoy! Naber:  Hey everybody. Today we have Dan Dackombe on the show. Dan is the Head of Sales, EMEA & LATAM @Mixpanel (Series B, $865M Valuation, $77M Raised), where is leading Mixpanel's rapid expansion into EMEA & LATAM markets.  Prior to Mixpanel, Dan was at LinkedIn as Global Sales Director - Search & Staffing focused on growth and strategy of the Search and Staffing vertical globally. Prior to this, during his 8 years at LinkedIn, Dan built, managed, and led the Search & Staffing vertical expansion throughout EMEA from scratch to a 9-digit ARR business w/ over 150 employees. Here we go. Naber:  Double D, Dan Dackombe. Awesome to have you on the show. How are you this morning? Daniel Dackombe:         I'm well. I'm well. Thanks, Brandon. Naber:  You've got your go-to tee shirt on. You're ready to rock in the morning and had your cup o'tea. I'm loving it. Hey, what I think we'll do in our chat, go through some personal stuff first, and talk a little bit about you growing up. What Dan Dan was as a kid. And we'll go through some of the decisions you made as a kid, and what you were like. And then ultimately, go through the bulk of where we'll spend our time, which is professional stuff. Sound okay? Daniel Dackombe:         Sounds great. Naber:  Awesome. All right, let's start with Dan Dackombe as a kid. So Crawley, England, I could have said that horribly, with the American accent. Totally understand that. However, Crawley, England, believe you grew up there. What were you, what was Dan Dackombe like, as a kid? What were you interested in? And what were some of your hobbies and things that you were doing when you were younger? Daniel Dackombe:         Oh, man. Yeah. So, I'm the oldest of three. Two younger brothers. Yeah, my parents divorced when I was about 12, and they both started another family each. So there are five brothers all in all basically. Which is, which is pretty cool. So I'm the oldest of five really. I was, I was pretty intense. My Dad was a rugby guy, so I played a lot of rugby growing up. So yeah, I'm not great at the kind of default, what's your favourite football team? I kind of have to take a bit of a back step in terms of my credibility around anything regarding football, more of a rugby guy growing up. I boxed through it while I really enjoyed that for a few years. But yeah, I was a pretty social guy, pretty social kid. I was, I was always...and this is quite an interesting dynamic actually because I've thought about a lot of these ideas. I was always the worst kid, in the top class. Okay, and so what that basically meant...And that has kind of scarred me and blessed me. Take sports. I remember being on again, my son's 14, so this is really like...I remember being 14, 15 in the cross country race. So you imagine a freezing cold, February morning in the UK, frost on the ground, and there being a big line of in my mind, giant 15-year-olds. And there'd be like, me, and I always got smashed. So I'd always be like, maybe not last in the top group, but I definitely went the champion jog. And so I was always frustrated that I'd worked hard enough to get to the top group, but I was never kind of capable in that sense. And likewise, academically, I always found I did pretty well at school. I wasn't the most gifted, but I was always in top sets, but I wasn't one of these people that were crazy naturally gifted. I had to revise really hard. And so, I think a lot of that translates to both, I think what helps set me up for future success, but probably also like, it has caused a lot of the scarring and imposter syndrome that we all kind of face. Maybe it'd be different if I was in the one class down and like, the top kid there. Yeah, it was great. I was, I enjoyed growing up with where I lived, had a whole bunch of friends I'm still in touch with. Probably half a dozen of them. You don't see someone for a year, two years, three years, and then you catch up in a bar or pub and telling the same mom jokes, or talking about the time that someone did something stupid. And you know what man, we just been repeating these stories for like 30 years. It's nice to maintain those types of relationships. Naber:  Oh, that's great. That's good, that's a really good start. You got me smiling a lot over here. It's great. And you always do. Okay, so, two more questions. What was the first thing you did to make money? Daniel Dackombe:         Yeah, I mean I've always had a pretty good work ethic. And so I worked from a pretty young, I mean I did like, standard, paper rounds at a young age, gardening work. My first actual employment I worked, cleaning the cars on the four court, on early, early Saturday mornings. So that when people are out looking at new vehicles, they can go in and again the cars don't look like they're covered in crap. But this was a show that was right in the middle of an industrial estate, right next to this great big dual carriageway. So I used to come into work every Saturday when these cars were like rotten. I was like, I gotta clean every single one of these calls again. It used to kill me. I just think maybe like, I don't understand how they get so written off. So I did that probably 14 or so. But yeah, I spent a lot of time, doing construction jobs. My Dad was a construction guy, ran his own companies. I mean, you wouldn't do it now. I mean, I would probably be, yeah, my first salaried wage. I could have been maybe 15, maybe 16, and you'd be working in a building site in central London. He'd like dropped me off. I mean he dropped me deep in. And so talking about learning confidence. And building relationships with like, grown men who are kind of in the construction stage, and I'm like 16. And my dad was the boss and no one knew this. So basically, I was the boss's son. He would drop me off, and at the end of the week. I'd meet him in the pub, as you do when you're 16. And everyone would be like, Oh man, you know...I'm like, that's my dad and all of these guys be like, oh man, we've been bossing this kid around for a week, and this is the boss's son. I, I've got a whole bunch of stories I can probably tell you in the pub about my time doing that sort of thing. But yeah. So I've done some different jobs and worked from a pretty young age. Naber:  The things that folks have done when they were younger that they don't think are that fascinating, or just normal, are fascinating to a lot of other people. So you're saying that you worked for your dad's construction company, you just got dropped off and then picked up. That sounds a crazy, interesting scenario for many people that didn't have that as their normal day to day as they're growing up. So maybe it doesn't come to mind, for you or for the folks that are talking on this on our show a lot, but it's really fascinating. That's really cool. It probably, I mean it forms and shapes you. Daniel Dackombe:         Totally, I mean I've got a really vivid image in my mind. Bearing in mind this would probably be early to mid-nineties. So it wasn't quite deep in the eighties, but there was still that 80s hangover of music, what people wore. And so the work that we did was a lot of, like, data centres and dealing floors. And so basically just as the trading community began to really digitize their business, and they used to have big data centres basically, that's what my dad did. He built out trading floors and data centres. So all of my work would be in the city. Okay, so you'd be all of these companies that had been doubling down on technology. And so I remember being in a bar in the city and there was like, two divides. I mean on one half of the bar you had all of these construction dudes, and on the other half, you just have all these traders. You know, handmade suits. And it was really interesting for me too because it was like, hey I'm here, but it baked this aspirational, I want to be on the other side of the bar, and I want to be with the traders crowd. Those are the guys that are drinking bottles of champagne, and you know all of the builder guys were pretty dismissive about them. And I kind of was looking at them in a fairly, sort of aspirational way. Like yeah, at some point I'm going to be, I'm going to be that guy on the other side of the bar. Naber:  I love that. Cool. That obviously shaped your mentality for a long time. Great Story. All right. So, you're making decisions about where to, about where to go to school. You head over to University of Surrey, in Guildford. Explain, why you went to University of Surrey, and then we'll hop through some of your first professional, gigs and up through, up through TotalJobs to LinkedIn. Daniel Dackombe:         Yeah, sure. I mean, I loved history and I loved...The A levels that I did, so I did English, I did history, and I did an early, what was called then, a media studies course. And in that media studies course, we studied a product and a principle called the information superhighway. Okay. And that was the first name of the Internet. So basically, I remember writing essays and stories and dissertations on potential outcomes and the impact that this would have in terms of like, they were really around personalization. I mean basically what we wrote about then, in terms of IoT and personalized content, seems so abstract because we didn't understand the hardware and the kind of infrastructure requirements, and that felt too advanced. If you can let go of the how you're going to make it happen, and kind of focus on the what, it becomes quite inspirational. So, so I did that. So I applied for two types of colleges. My number one choice was, nautical archaeology in North Wales. Okay. So my life could have been very different. Then the other piece, so the Surrey course was a BSc in media production and business. And so it was all in documentary making, filmmaking, radio shows, graphic design, web design and business around that. So a lot of my pals from college went on to do some sort of media production based job. And I, yeah, I mean, I loved it. It was great. It's a great course. It was really practical. I didn't really apply myself I think as well as I could've done. I think I did the classic, straight from high school, did A levels that were pretty intense. Then straight from there went to college, and at that point, I was just like, I wasn't there with a purpose apart from kind of having fun really. Yeah. It was a, it was a great course. Made some great friends there. Still in touch with those guys. And yeah, really, really enjoyed my time there, but it was mainly focused around media production and business. Naber:  Nice one. Awesome. All right, so you're leaving Surrey, you're getting into your first gig out of school. Walk us through the first few gigs you had a school and take us up through the end of TotalJobs, and then we'll talk about your jump into LinkedIn. Because we'll spend the bulk of our time in LinkedIn and Mixpanel and talking about a few of your superpowers and going through some mindset and method on some of the things that I know that, one, you're really passionate about, and two, that you're really good at. Daniel Dackombe:         Yeah. So, I mean, I didn't know exactly what I wanted to do when I left college. The career track if you want to kind of continue some type of media production based job is that effectively you leave college and try to effectively get an apprenticeship or an internship. And I just was too impatient for that. And to be frank, I needed the money. And I couldn't wait around, in terms of what I wanted to do in my life, and where I wanted to go. And so, I struggled. The idea of kind of like, dragging myself up into central London, to work for some sort of media production - pre or post-production business - for almost minimal wage with a view that at the end of a period of time they may or may not offer you a job. I was like, man, I don't know if I've kind of got that in me. And so I'll paint for you because it gives you a nice snapshot of the times. So I was in a pub smoking cigarettes. Back in the days when I used to smoke cigarettes and back in the days when you could smoke in a pub. I'm reading the Guardian, which is a pretty left-wing paper, back in the days when I was fairly left-wing. And it had hundreds of pages of job adverts, and this is pre job board, so the technology of job-seeking was sitting in a pub looking at a newspaper, which kind of suited me quite well. And there was an advert in the back of this newspaper saying, are you a graduate? Do you earn 30,000 pounds a year? I was like, yeah, that's an easy take on those two. Circle. I'll go and grab another beer. And basically dragged myself up to London for an interview. I had a phone interview, go invited it up for a second interview, and walked into this place that was basically a massive contract publishing business. And they had like two hundred people, on this huge Salesfloor. There was a huge amount of energy. There's a huge amount of fun going on. I used to get paid weekly in cash, which was hilarious. It was just a real boiler room basically. And basically the end of that first year, I was the number one Salesperson. I'd paid off my student loans, I'd bought a car, and I'd bought my first flat in my first year. And so basically, I used to get paid weekly in cash. I was living on my Dad's sofa at the time because I came out of college and I was like, I needed to get into London. My Dad worked in London. And I was like man, I'll just bunk up with you for some time. And that was it. The Sales bug, you're hit man as soon as you start moving into that world. So I did that for a couple of years, beginning of the .com boom. Headhunted for an Inside Sales role. Went over, joined that company, and that company went on and was rebranded to coming from Stepstone. And I stayed there for a number of years, moved into my first leadership role, managed a pretty big team there. So I moved on to managing probably 18 people. And then literally the DOTCOM bubble burst, share price completely tanked, we had to fire half the people. I kind of walked away from there being completely disillusioned with management and leadership because I just personally found it so hard. I left there, pretty bruised, to be honest, I'd kind of gone through a pretty tough time prior to me leaving there. Had burn out periods, took a couple of months off. And in many ways that's actually one the best things that happened to me because that has really helped me sort of, mediate and moderate my own thinking around work. Mental health in the workplace is another topic that I'd love to talk about. But maybe that's another, another topic for another time. Went over to TotalJobs, which was basically the digital division of RBI, a large publishing business owned by Reed Elsevier, a global FTSE business, Anglo-dutch company. Went to their digital division. Started off as a Field Sales guy. I'd spent, up to that point, I'd been an Inside Sales guy and Inside Sales Manager. Managed a team, then managed two teams, managed the channel team and the advertising agency and RPO team. So moved up the ranks there every period of time, had great fun. They're highly, highly competitive. Highly in the UK. So kind of learned a lot around just operating as effectively as you could against the backdrop of peak competition. And then really the big change for me at that point, I was then headhunted again by LinkedIn to basically be their first EMEA Enterprise Sales Manager. So I was responsible for and launched the UK business. And there's, there's a whole other chapter to follow on after that, I guess. Naber:  Excellent. So that's your jump into LinkedIn, first role at LinkedIn. So, let's pause there for a minute. You were at TotalJobs for eight years. I mean that's a long, long time. What were one or two things that were the biggest things that you learned that you took with you throughout your career from TotalJobs? And then we'll hop into your roles at LinkedIn and I've got some specific questions around your superpowers there. Daniel Dackombe:         Yeah, so I think, key lessons learned, there were one, around the importance of short term execution. This was a business that would operate with pretty strict deadlines. And so as opposed to the kind of annual quota philosophy, there was almost a monthly execution. And I think that created a good sense of kind of both urgency, and then how do you kind of manage a team to kind of operate so that there's like, twelve billings periods as opposed to one or even four. And so I would say that was definitely one of one of the key pieces. And then, actually the back end of my time there, the global credit crunch had really just started. And so actually it was a really, the year before I left, it was actually really quite tough. And basically we got to the point whereby if a bunch of headcount we'd removed from the business. And we were down to right, this is the skeleton crew that we need to run. But if we don't hit the following financial milestones, further cuts will need to be made. And I was quite transparent about that with my teams. I was like, look, this is where we are with it. And so I guess out of that adversity came a belief around the importance of honesty, transparency, authenticity, and then how the team then galvanized. And basically, you would get to a point whereby at the end of every month or the end of every quarter people were working for each other, working for a particular cause. And I come on to this, but I've always believed people work better for a cause than the company. And that cause for us at that time was like, we don't want to lose anyone from our team. And so, those were, I would say, the urgency of the billing, but then also the importance of galvanizing a team around a particular mission. Even if at that point that mission was pretty negative. But it still showed me the importance of relationships, and how to lead through adversity. And those, I would say probably the two things that really stand out. Naber:  That's great. Okay. So you jumped into LinkedIn, you're headhunted into LinkedIn. You've talked about what you're responsible for in your first role, so jump through maybe in two minutes, the responsibilities you had in that first role again, and then through your jump from Mixpanel and just run us through what you're doing at LinkedIn and what you're responsible for. And then we can jump into a couple of topics. Daniel Dackombe:         Yeah, sure. Okay. So, I mean, there were 30 people in the UK, probably no even many, 20 people in the UK. Maybe 50 people, not even 50 people in Dublin. There's now what, 3000 people in Dublin? So, one of the early guys. I spent my first six months literally interviewing, I think I did 133 face to face interviews in my first year at LinkedIn. Literally, I was just focused on building just building the best team I possibly could. And so we built a team of, 18 Enterprise AE's. And we covered the UK market at that point because we had no other Sales functions outside of the UK covering EMEA. My guys would also cover particular geographical territories. So I remember at one point, you had people covering like, all of public sector UK and the Middle East. You look at LinkedIn now, and you look at how many people are employed in those two sectors, I mean, it's hundreds. So, it's that greenfield opportunity, which in itself brings a number of challenges around prioritization. And so yeah, my first year was building up Enterprise AE team, and then help to launch a number of different offices. I helped hire the guys that and onboarded the guys in Sweden who ran our Nordic office. We opened the Paris office and helped with the training and support in getting that office up and running. The UK RM business was launched that point as well. And so, the business really started to kind of build, and grow, and scale-out. So my first year was around hiring, building, specifically focused around the Enterprise AE space. Moving into the second year, I then managed Senior Enterprise AE's. And so there was, those were guys that...we had different gradients of Enterprise AE's. And then also managed our first kind of efforts in regards to channel and partnership program, in terms of both re-sellers and lead referral program. That was, that was really interesting to see that, and there's a whole bunch of challenges around that. By then, started to diversify the Sales team to be focused on different verticals. And that kind of moves us into my third year at LinkedIn had the opportunity to put together a business case for a specific vertical and then spend the next four years building that business up in EMEA. And built that essentially from scratch to over 200 people, 163 million ARR, 12-13,000 customers, 33% growth year on year. Even bigger than that obviously, in the first few years. And then that took me to my last role at LinkedIn, which was effectively a global overlay role for that entire vertical. A fantastic opportunity. But those are, I guess, the the main broad chapters of my time at LinkedIn. Naber:  When you were at LinkedIn, and now at Mixpanel you've built out a playbook for building an EMEA-wide B2B SasS go-to-market strategy and plan. And you've done this over the years, you've iterated on it, and then you've obviously you added on the global remit you had at your later stage of being at LinkedIn. Let's talk about that playbook for building an EMEA-wide B2B SaaS go to market strategy and plan. So, I'd love to hear a couple of different pieces of it for the audience so they can hear how you think about it. So a couple of pieces being building strategy, selecting markets and when to start to expand into them, building product and enhancements to product, and then ultimately team and building out the structure and timing of your team - physical geography as well as hiring, managing them. So let's go through building strategy. So if you're thinking about building an EMEA-wide B2B SaaS go-to-market strategy, how do you think about building out the strategy and building out the market selection that you're going to then go execute on? Daniel Dackombe:         Yeah, so I think I would start off by thinking around, it's a case of having, you start off from directional confidence. And I think, at this early stage, getting to a point where you are 80% comfortable and confident in the decisions that you're making, is really how you need to operate. And so some people say, oh, you have to get comfortable being uncomfortable. And I think that's BS, because the nature of being uncomfortable is, it is uncomfortable. But my interpretation of that is you've got to be comfortable with being 80% confident, and it's okay to kind of...Because actually, the time it takes to get to the point of 100% confidence is actually dead time most of the time in a kind of scale-up phase, well, I guess I'm talking about both start-up and scale-up. And so in terms of that directional confidence, you look at really just triangulating a number of different data points. And those are both hard and soft data points. And so, those could be things like, do you have an existing customer base? Do you have an existing user base? Do you have an existing user base from customers who are billed outside that particular geography? So whether you're a consumer business or a B2B business, understanding where is the traction that's currently, in the product, that's currently being made. If there's an associated user base to it, what is does the user base look like? What are the growth rates geographically for each of those sectors? Have you got companies that are growing far quicker than some other sectors? The other pieces of information you'd probably overlay on top of that is looking at the existing customer base in terms of, are there any characteristics within that, in terms of company size, company type, industry? And so I guess it's a case of, really looking at all of the various different data points that you've got available to you in terms of what you understand about your products, the product-market-fit, and also the individual psyche of the marketplace that you want to sell into, and their ability to buy the products. And I think that's actually quite often overlooked, and it's quite often overlooked from a cultural perspective, certainly with North American, West Coast technology companies. And so I'll give you, I'll give you two examples of that. So number one, when we launched in EMEA if you looked at LinkedIn, one of the proxies we used for potential success was, well, how engaged is a particular geographical region in regards to LinkedIn.com? And the assumption we made on that was we'll actually if there's significant traction on LinkedIn.com we think we can sell the concept of that audience to people within a particular geography. So, for example, we had a high degree of engagement amongst members within Denmark, But actually the notion of direct sourcing and headhunting from your competitors from a cultural perspective, was something that actually locally in Denmark is like, really, that's not the case now but certainly 10 years ago, whatever, the principle of direct sourcing kind of from an ethical perspective was something that they were uncomfortable with. So unless you happen to know that, a bunch of decisions could be made in North America based around data, in terms of wow, okay we've run an algorithm based on penetration of membership, growth of online Sales agent within the product. We've identified Denmark as a top-four market EMEA. But actually, the reality of that is there are cultural blockers to that particular product that we weren't aware of. So another practical example of that as well, is you can have a customer that in principle looks they should really use the product. But actually, when you dig into the particular persona of that company, do they actually have the capabilities of using the product? And so, I find that in lots of technology companies or lots of technology that I've sold to, you can have on paper a company that looks the perfect persona that you should sell into, but actually, they've got no evidence of purchasing similar products before in the past. They've got no evidence of being a pro-technology company in terms of the investments they make. And in addition to that, from an organizational point of view, they didn't have someone internally that's the right person to use the product. So, an organizational understanding and sector understanding should be one of those data points that you kind of look at now. So you go back to my original point of like, directionally accurate. If you took the Nordic region and kind of made a series of assumptions, you're like, okay, yeah, we believe that that is a market that we want to be kind of going after. That is a core market for us. And effectively the way that I would categorize EMEA would be, what are your kind of core and emerging markets? And have a framework around how you define what your core markets are based on a bunch of data points that you triangulate to basically create an algorithm and a scoring mechanism. And then you can have a bunch of core and non-core markets. You then orientate Sales teams around those core markets with a percentage of their time focused on non-core markets that when they reach a particular tipping point, you kind of pull them into the fold and put more of a focus on them. Naber:  That's great. Thanks so much, Dan. This is a good transition and segue. As you started to think about it within your playbook, building out those teams, what's your mindset for hiring in EMEA in general? And then maybe even any regional nuances that you know that you need to go through, or process changes you need to have, or mindset shifts you need to have. Let's start with reps and then we can go to Frontline Managers. So as I'm starting to hire out my first few reps, within my Sales team. How do I think about going about doing that within my playbook? Daniel Dackombe:         Yeah, so I think one of the key things to think about is who do you need for the job that you need right now? And I think some of the mistakes that I've made before in the past is I've hired people that are the people that you would need in three years time. And so for me, I think, there's a whole bunch of challenges in selling technology now because companies have changed the way in terms of how they buy technology now. Technology purchasing has been, in many ways, it's been democratized by the employee. And so if you look at companies Slack as an example, you can have a company that's got 5,000 slack users, and they're not an official Enterprise customer of Slack. You've just got an employee base using a product. So you've got, companies now buy technology through individuals, through departments, and then at an Enterprise level. And so I guess the part of you understanding your own go to market strategy of, are you trying to go in at an Enterprise level? And is it a major infrastructure project? Or is it a rip and replace a competitor? Or is it land and expand? And so depending on your approach on how you want to go take a product to market, who your audience is, and the channel in how you want to introduce your products to that company, really depends then upon the type of persona, or personality, or experience of the person that you're looking for. So just being conscious of that I think is probably the first thing to think about. Off the back of that, you can then start to build out a whole bunch of skill sets and characteristics around what it is that you're actually looking for. I think one of the key considerations now is if you look at the backdrop against cloud computing and really the commoditization of every sector. If you look at, any business now needs to think about, okay, in three years time we will have five times more competitors. And all competing for the same budget, with the same decision-makers. And so, the very notion of that means the persona of someone that you need to be able to operate against that backdrop is really different. And so that's definitely something that I kind of think a lot about. And so the ability for people to then, be able to build relationships and network with an organization, help create consensus around how a decision is made, is key. The case of like, I'm going to try and sell to the CEO because he's the decision-maker, those days are gone. People don't buy like that anymore. Companies don't buy like that anymore. And so there's a whole different set of skills that you need from people in terms of their softer skills, their ability to market, their ability to communicate about how your product both compete and compliments their existing technology stack in the sector, is key as well. Customers, by the way, won't even know this. If you go look at, I don't know, the Sales industry as an example. Five years ago you had LinkedIn Sales Navigator and a couple of other pieces of technology maybe. When you look at that sector now, I mean there are literally dozens of players doing dozens of different jobs there. And if you look at marketing, jeez, I mean that's an even crazier marketplace. And so your ability to be able to articulate, to a customer who themselves may not fully appreciate all of these different pieces of kit, and how you can either complement, enhance what they've already bought, or actually how you can compete and say, Hey, I don't think you need these other three vendors because we can do the following things. And so that mindset and that skillset are different. So what you've got to be able to do to be able to identify...a, have an awareness of that. B, be able to work out what are the skills and the behaviours that you need to be able to do that. So there's a good book, The Sales Acceleration Formula by Mark Roberg is a great book around, scaling business. He's one of the early guys at HubSpot, and I actually think that's a really super practical book. So I definitely recommend reading that. For me, two things that stand out that I always look for - You've got grit and curiosity. And grit is to execute with passion and perseverance over time. Intellectual curiosity, someone is genuinely...I talk about this technology sector because I'm genuinely interested in trying to understand why are customers buying the products they're buying? What is it they're trying to do? And how can you help that? And then the ability to be able to articulate and communicate the reasons as to why you think your value proposition makes sense. Naber:  Awesome. So let's say I'm building out my first Frontline team. I've built out my reps, I'm hiring for the job I need now. I'm thinking about how they need to build relationships, build consensus, communicate internally around how the product competes, enhances and compliments within the market. And then I've hired against grit, curiosity, and communication. Now I need to build out my Frontline Managers. What's your mindset, some of the methods you use for hiring Frontline Managers? Daniel Dackombe:         I'm a fan of the core, strategic, and venture kind of methodology. Where you take a particular topic, and things that are core to that you assign 70% or seven out of 10, strategic is two out of 10, and venture is one of 10, 10% whatever you make to look at it. And so I think, for me, for a Frontline Manager, if you take the notion of, the science and the art of that. It's almost like, right, what are the core attributes, what are the strategic, and what are the venture? So what are the must-haves, nice- to-haves, and it would be good if but that is not as important? And so you're never gonna find somebody ticks the box on all of those things. There's always gonna be trade-offs. What are you not going to trade off on? One hasn't got or illustrates the following things, they're just simply are no. And that's across the two sectors of the science and art of management and leadership. So for me, it's having an under having a selection framework where you feel you're clear on exactly what the key skills and attributes are that you're looking for. Having an understanding or an appreciation of where you have a level of flexibility on that, and where you don't, are some of the key things. And actually taking the time to really go through that process in a pretty data-driven way, in terms of making sure is there a scoring mechanism against these things. Looking at other performers in the business who are doing really well, and how can you benchmark them against that particular person. And then also, hiring a leader for the role that you need now, and that you need in probably the next 24 months to 36 months are the key things. People talk about over hiring, and I think that's a good point, but if you overhire someone who has been a Frontline Manager, but then spent the last five years as a VP of Sales, and then you want to drop them back into a Frontline Sales Manager role because they've got lots of experience, that doesn't work out. Because actually what you need them to be able to do is to have the appetite and the energy to focus on the core nucleus functions of a Frontline Manager, which involves deep level forecasting, deal coaching. So, who do you need to do the best job right now is one of the most fundamental questions I think you need to ask yourself, separate Frontline Leaders. Naber:  Yup. Got It. Excellent. So we've covered a lot of the different pieces of the playbook than that you've built out, especially when you started at TotalJobs, built out even more expansively when you're at LinkedIn, now that you're Mixpanel. We've talked a lot about some of those pieces around building strategy, market selection, team and hiring across the different levels that you need to hire at. One more thing that I want to talk about is the difference between - and we talked about building these teams within EMEA - a lot of your mindset sounds globally applicable. However, I know that you have been in roles where you've had a global remit and managing teams that are in EMEA, both at the same time as well as consecutively. So can you talk a little bit about some of the best practices that change when you are managing a regional team in EMEA versus managing on a global remit? Daniel Dackombe:         Yeah, so I mean, I, I would say, so I would say having a clear set of expectations around what are the objectives, goals, and KPIs around the global piece of the job. And don't underestimate how difficult it is to influence and implement a global-wide initiative. And so I think, some of the things when you think about from a global basis, I think you've got to change your mindset in terms of, if you're a hands-on Frontline Manager or even regional Director, you're personally in the region, you've got a management team, you may not be on the Frontline with your reps or even front line Managers, but you've got people that are within touchable distance from you. I think when you were then thinking about, well actually if there's an international organization, you're relying on and going to be working with a whole bunch of people across different continents, different geographies, different roles. And so managing and leading through influence becomes then a completely different kind of skillset. And I think the advice I would give on that is, if you take on more than you can effectively deliver, you will fail. So say, this sounds crazy obvious, okay, we want to do three things. And people always say, pick one of them and do that really well. And then in the back of your mind, you're saying but all three of them need to be done. And so you kind of try and delegate two of them out, and whatever it may be. But I would have a clear set of expectations with whoever you're reporting into to make sure that you can identify, okay, this is the global initiative or global change that I want to put in place. And just have a far more thorough and intensive approach to that kind of either change management or implementation of that than you think you need to do. And then just when you think you're kind of there, double down on it. So really prioritizing, pick the one thing that's going to impact globally, and drive that. And then for the things that fall underneath that, you either need to be comfortable that you're going to park that for a period of time, or that you're going to allow that to be managed and interpreted in a different way across different regions. And so I think that was one of the things when you've got to a global overlay role, it's like, what are what's the systems, processes and methodologies that you want to see global consistency on. And actually, where do you want to ensure that you can encourage a more local dynamic approach. Naber:  Okay. That's a good time to talk about your jump into Mixpanel from LinkedIn. So why did you make the move to Mixpanel, and talk a little bit about what you're responsible for there. And then I've got two more topics and we'll wrap. Daniel Dackombe:         Yeah...I've got kind of like a Venn diagram answer to that question. And so effectively, the assessment process that I go through in regards to any opportunities. Number one, the first circle is like, is there a big enough macroeconomic backdrop driver that makes this product or company important enough to matter or viable enough? And if you look at the impact of industry 4.0, you look at the huge exponential growth around the app economy, you look through the digitalization that all companies are going through in terms of how their digital products are now their company. You talk to a financial institution, a major bank, their online experience for their customers is now no longer a nice to have, that is what their business is built around. So you've got these, this huge backdrop of industry 4.0, digitization, the applicant economy, consumer behaviour. It's never been easier for a consumer to switch any product. You look at how cloud computing has commoditized all industries and all sectors. There's basically this massive backdrop of opportunity around the digital economy. I've always been a big fan of, during the gold rush be the guy selling shovels, or pickaxes, or whatever. And so for me, that was a pretty big backdrop. The second piece is around, so how does the product that you're selling actually impact that major global trend? And so when I assessed Mixpanel, Mixpanel was already nine years old, 26,000 customers, 40% (four-zero) were based in EMEA and there were less than a half a dozen people in EMEA. You had companies from one person, digital-first companies in Finland, to major Enterprise companies in Turkey. And so you've got scalability of the product in terms of geography. You've got scalability of the product in terms of company size. And scalability of the company in terms of sector. And so that was the second piece for me. And then thirdly, it's around the people. And to be frank, this is more important, really, is around the people and the culture. Mixpanel has brought in a new CEO, a guy called, Amir Movafaghi. He's like, just one of the best leaders I've worked with, really inspirational. He's an ex-Twitter executive. He's was like the Mr Fix it at Twitter. He's an incredible leader to work for. And I believed in his vision of what he wanted to do to build and take the company to its next level. So those were the three criteria that I looked at in terms of assessing any opportunity. And for me, Mixpanel fits squarely in the middle of those three things. Naber:  Awesome. Okay. Just tell the audience what you're responsible for it Mixpanel, and then I've got two questions for you. Daniel Dackombe:         Yep. So, I'm basically the Director of international for EMEA and LATAM. So primary responsibility for building out the go-to-market teams in those two regions. I'm based in London, but we've just opened a new office in Barcelona, we've opened a new office in Paris, and we're opening in Amsterdam. Taking the team from when I joined at 10 people, to we've got a financial headcount plan for the end of the year, it'd be probably, 110, 115 people in EMEA alone. So 10x in the business in terms of headcount, and obviously trying to grow the revenue contribution pretty exponentially on top of that as well. So I'm at that early expansion phase. This year I've done a hundred interviews. We've now got ten AE's in the UK, four RM's. We've got 10 AE's in Barcelona, and four RM's. We've got a half dozen people across Amsterdam, and Paris. We've stood up an SDR team in Barcelona as well. We've got a whole bunch of pre- and post- technical Salespeople that we're introducing into the company. And so we're building the EMEA business from the ground up in terms of not just our Sales teams but all of the cross-functional partners that we need in place to be able to execute as well as we can. Naber:  Nice one. I love how your 10x'ing, the headcount this year. In three or four years from now, you and I are going to have a conversation about how early that sounded, and how early-stage that sounded for where you're going to be in three or four years. Okay, great. So thanks for that overview. And then the last topic I have is, let's talk about Mixpanel. What does Mixpanel do extremely well? That is a competitive asset because they're just excellent at it naturally. It's at the core of what they do. Daniel Dackombe:         Yes. I think there is an institutional belief and passion around what it is that we're trying to do and the impact that we are trying to have for our customers to help them be successful, to help them build better products, to help them operate against this backdrop of huge disruption that we see. And I think the passion and belief that runs right through this business is something that's both powerful and intoxicating, and absolutely a competitive advantage. So, belief in purpose, belief in the vision, and collective alignment around what it is that we're trying to do collectively creates a really powerful unified business. The power of the pack is the wolf, and the power of the wolf is the pack. This definitely, definitely feels like an aligned business. And that's one thing that is built by having good leaders in place, having a great vision, having a great mission, having a product team listens to customers. One of the things that we do better than any other company I've seen, this is the single best company that I've ever seen in regards to, how we truly listen to our customers and don't have this arrogant perception that we know better than what our customers want. And this is definitely a competitive advantage. Naber:  And what have you seen are some of the ways that the leaders in the business are making sure that you keep those core competencies? Daniel Dackombe:         Yeah, I mean it's kind of the notion of, to some extent it's the Jeff Wiener notion of Next Play. Whereas like, you don't allow your successes to become overly important, and you don't allow your losses to pull you down. If you think about ultimate performance is like a flat line, okay...that big spike up, the higher that spike up, the longer it takes to get back down to your optimal performance. If things go bad, and that drop falls through the ocean floor, it takes longer to get up to the optimal motion. So it's, recognize what you're doing well, be happy about it, move on. Something bad happens, learn from it. Don't do it again. Move on. And the quicker you can kind of go through that cycle - of celebration, recognition, learning, moving on, through to failing at something, learning from it, and then moving on - the quicker you can operate. Naber:  Hey everybody, thanks so much for listening. If you appreciated and enjoyed the episode, go ahead and make a comment on the post for the episode on LinkedIn. If you love The Naberhood Podcast, we'd love for you to subscribe, rate, and give us a five-star review on iTunes. Until next time - go get it.

What do you do when you’re thinking about replacing a current employee who is underperforming? Or have a position to fill and an internal candidate who meets the requirements of the role, but you want to make sure you’re hiring the right person for the job? I discussed these scenarios, and our Headhunted Shortlist package, with Brett Jarman, Founder and Executive Producer of Experts On Air, the producers of the Arete Podcast. Episode highlights: Using the Headhunted Shortlist when you have a position to fill and want to ensure your internal candidate is the best person for the role Arete Executive’s assignment to hire a CFO for a mining company The Headhunted Shortlist package - delivering candidates for 7.5% of package How our package can benefit organisations Why hiring internally might not be the best fit, despite it being good for business culture Using the Headhunted Shortlist when you’re thinking of terminating somebody who is underperforming and replacing them with new external talent Maintaining confidentiality while you solve your internal situation Why internal recruiters aren’t always good How the Headhunted Shortlist actually works Our process is based on Lou Adler’s method, Performance Based Hiring What we guarantee to deliver Useful Links: Arete Website: http://areteexecutive.com.au/ Richard Triggs LinkedIn: https://www.linkedin.com/in/richardtriggs/ Tap Into the Hidden Executive Job Market: http://areteexecutive.com.au/free-book/

Mira Craig er blant 2000-tallets mest omtalte artister, via låter som “Boogeyman”, “Leo” og “Headhunted”, og koblinger til kjente navn som Snoop Dogg, Timbaland og Wyclef Jean. Hun er kjent for å være en selfmade artist med bein i nesa, samt for å være et yndet ansikt i tabloidene. Nå skal hun fortelle sin historie over en kopp med kaffe og en skål med kjeks.

Michelle Battersby is the classic definition of an intrapreneur. While she doesn't technically own her own business, she was tasked with the huge responsibility of starting and expanding US born dating and networking app, Bumble right across Australia. Headhunted by founder Whitney Wolf, Michelle backed herself and quit her job after a conversation with Whitney that she says completely sold her on the brand's mission to support and empower women. She's been on a whirlwind adventure ever since, and in just two short years has achieved 2 million app registrations with no signs of slowing down. We sat down to chat all things Bumble and to hear about Michelle's new role as Associate Marketing Director of the APAC region. LADY-BRAINS WEBSITE = ladybrains.com.au INSTAGRAM = instagram.com/lady.brains 

A number of my private clients have been headhunted recently and asked me how to best response. After the accepting the initial flattery of being in demand, I recommend: 1) Requesting a short telephone conversation with the headhunter. 2) Ask what they saw in your profile and the reason for contact. 3) Ask who is the client? 4) Qualify further and ask - Apart from money why would they advise you join their client organisation and work for that particular line manager? 5) What is the headhunters client base and specific area of focus - this can be useful if you want a useful connection for future opportunities. 6) Finally dig further and ask - How many times have they recruited for this line manager before? This shows the depth of relationship. Best wishes with responding, it is always a lift to be headhunted and can lead to developing a positive relationship. I know as a headhunter in my previous career - with the best candidates I placed them several times in better career moves.

I talk a lot about the dos and the don’ts of recruitment and hunting for work, but what are the rules of being headhunted? Is there a right way to respond to being headhunted? Similarly, are there right and wrong ways to go about headhunting somebody? In this episode, Brett Jarman, (the founder and CEO of Experts On Air, the producers of the podcast) joins me again to decipher the tricky subject. Episode highlights: The first steps of headhunting - finding the available talent to fill the role LinkedIn as the most common way of engaging with a potential candidate The importance of making yourself visible on LinkedIn and how to do that through keywords What to expect from a recruiter - phone calls, emails and LinkedIn messages Being open to chats about possible opportunities How to manage your salary expectations Telling legitimate recruiters from those just trying to make money Loose lips sink ships - dealing with the stress of your current employer finding out you’ve had discussions with other companies Arete Website: http://areteexecutive.com.au/ Richard Triggs LinkedIn: https://www.linkedin.com/in/richardtriggs/ Tap Into the Hidden Executive Job Market: http://areteexecutive.com.au/free-book/

Through LinkedIn I got two amazing job offers late last year and early this year with ... Facebook and BBC Africa! How exactly did this happen? Listen in and please update your profiles. You'll thank me later.

Dan Abrahams is a former professional golfer and golf coach turned sports psychologist and author. Headhunted recently by Eddie Jones to work with the England rugby team, he is also employed by Premier League side AFC Bournemouth. Here we pick his brain on the importance of training with mental intensity and explore his concept of intentional training. This podcast has been produced from the ConnectedCoaches blog of the same name. If you enjoy it and find it helpful we’d love to hear your thoughts. You can share any feedback you have by adding a comment on the blog that was posted on 02/10/17. To find the blog visit connectedcoaches.org and search for the Intentional training ConnectedCoaches is UK Coaching's (formerly sports coach UK) online community for coaches from any sport or activity. Connect with coaches by registering today – it’s quick, simple and free! Visit www.connectedcoaches.org to find out more about the community.

Headhunted to work for Tom Ford's eponymous label just as it was getting off the ground was like watching history in the making, according to designer Quentin Hart who worked with Ford for 3 years until he decided to break away from the fashion bubble he was living in. Today, he couldn't be happier as the designer for iconic Kiwi brand Swanndri, transitioning from the high fashion runway to designing for the great outdoors.

Adam covers the Letter H in The A to Z Of Recruitment Tips For Job Seekers. The letter H stands for "Headhunted" and Adam and his Marketing Manager Rachel Batho talk about how to make yourself easily findable across Social Media to Recruiters. NOTE: Our JOBS Radio Mobile Apps are now available at www.jobsradio.co.uk and please feel free to follow us on www.twitter.com/jobsradiouk or www.facebook.com/jobsradiouk

Your career IS your business. If you think a company’s going to hold on to you because they’re just nice people, that ain’t gonna happen. Have you ever thought about how you present yourself online? In a time where anyone can google your name, it’s worth paying attention to, especially if you care about finding […] The post Episode 27: Get Discovered, Headhunted and Bulletproof Your Career with Personal Branding Expert Andrew Ford of Social Star appeared first on Design Draw Speak.