Podcasts about Hire

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Join our Facebook Group:   / 1bmudi9htk  Most business owners hire because they're exhausted. The ones who scale hire because the math says it's time.In this video, you'll learn the five critical hires every growing business needs — and the exact order to make them so you can scale without blowing your budget.Chris Lee breaks down the same hiring sequence he uses with hundreds of home-service and trades owners to help them buy back their time, build real teams, and remove themselves from day-to-day chaos. These five seats exist in every company from $0 to $100M, and once you understand them, you'll know exactly where to start — and what's been holding you back.You'll also learn the math behind smart hiring: how to calculate your fixed costs, your gross margin per job, your true break-even point, and how to know with certainty whether you can afford a new hire. No emotion. No guessing. Just clarity.If you've completed the Impact Audit or watched our Impact Quadrant breakdown, this video is the natural next step. By the end, you'll know how to move from “I need help” to building a team that runs the business with you — not because of you.CONNECT WITH ME ON SOCIAL MEDIA!TEXT ME: 509-905-4109INSTAGRAM: https://www.instagram.com/chrisleeqb/...FACEBOOK:   / chrisleeqb  TIKTOK:   / chrisleeqb  SPONSORSPartner Spotlight: 1SEO Digital Agency: At Next Level Pros, we teach you the best ways HOW to market your business. If you want additional hands-on help executing, we trust 1SEO, our marketing partner. They implement SEO, PPC, Google Local Services Ads, and high-performance websites that turn stronger operations into booked jobs. Learn more or book a consult: https://1seo.com/next-level-pros/

Femi Abebefe & PJ Glasser discuss all of the top CFB stories, including their thoughts on Penn State's new coaching hire.

Florida Gators land Buster Faulkner as offensive coordinator after his dominant run at Georgia Tech, where the Yellow Jackets finished No. 12 nationally in total offense this season. Plus, 4-star safety Dylan Purter flips from LSU to join the Gators, bringing his physical style and versatility to Florida's secondary. Breaking down both huge additions and what they mean for Jon Sumrall's early days at Florida! #FloridaGators #GatorsBreakdown #GoGators #CFB #SECFootball #CollegeFootball JOIN Gators Breakdown Plus: https://gatorsbreakdownplus.com Gators Breakdown Merch: https://gatorsbreakdown.printful.me Get Florida Gators merch at Fanatics: https://fanatics.93n6tx.net/DVYxja Questions or comments? Send them to gatorsbreakdown@gmail.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Your Next Hire Should Be a Systems ChampionYour next hire should be a systems champion, especially if you're an architect drowning in day-to-day operations. In this episode of the EntreArchitect Podcast, Mark R. LePage talks with David Jenyns, founder of Systemology and author of Systems Champion. David explains why architects must build systems that work without them and how a dedicated systems champion can transform the way a small firm runs. He also shares why systemization feels hard for creatives, and how to make it simpler and more sustainable.David and Mark break down the mindset shift required to step out of daily production. They also explore the role accountability plays in keeping systems alive, not just documented. Because AI is now part of every firm's workflow, David outlines simple ways to use it to make systems easier to create and maintain. The conversation feels practical, encouraging, and rooted in real-world firm experience.By the end, you'll know where to start, what to delegate first, and how a systems champion can unlock more time, profit, and clarity in your business. You'll also gain tools to empower your team, improve consistency, and build a business that supports your life instead of consuming it. This is a must-listen for any architect ready to scale with less stress and more intention.This week at EntreArchitect Podcast, Your Next Hire Should Be a Systems Champion with David Jenyns.Learn more about David at systemHUB, check out the book Systems Champion, listen to the Business Processes Simplified Podcast, and connect with him on Facebook, X and LinkedIn.Please Visit Our Platform SponsorsArcatemy is Arcat's Continuing Education Program. Listen to Arcat's Detailed podcast and earn HSW credits. As a trusted provider, Arcat ensures you earn AIA CE credits while advancing your expertise and career in architecture. Learn more at Arcat.com/continuing-education.Visit our Platform Sponsors today and thank them for supporting YOU... The EntreArchitect Community of small firm architects.

GovClose Certification Overview: https://www.govclose.comThere is a highly effective, results-driven certification that most people have never heard of — yet it consistently helps professionals break into six-figure federal sales careers, build multiple-six-figure consulting practices, and win meaningful government contracts for their businesses.In this video, former Department of Defense (now DOE) procurement officer Lt. Col. (Ret.) Richard C. Howard walks through the complete FY26 GovClose Certification Program syllabus, based entirely on how federal agencies actually buy. You'll see how GovClose students:- Earn top-tier roles as public sector account executives- Build consulting practices supporting government contractors- Win contracts for their own companies through data-driven strategy- Learn a repeatable process grounded in federal spending analytics- Apply what they learn through the GovClose War Room implementation systemThis is a full breakdown of the core curriculum, the methodology behind it, the real examples of what this certification prepares you to do in the federal marketplace.CHAPTERS00:00 314 Professionals Trained and the Outcomes They're Seeing00:15 Three Types of Results: AE Careers, Consulting Wins, Federal Contract Success00:30 Rick Howard's Background Managing $82B in DoD Contracts01:00 What You Will Learn in This Full Syllabus Walkthrough01:15 Why GovClose Is Not a Proposal-First Program01:30 The Three Paths to Applying GovCon Expertise02:00 Path 1: Contractor Path for Existing Business Owners02:45 Case Study: David Ortiz and Federal Logistics Contracts03:00 Path 2: Consultant Path for Those Without a Business03:15 Ivan's Path: Consulting Clients and Transition Into a Top Role03:45 Path 3: Professional Path and High-Level AE Careers04:15 What These AE Roles Look Like in Practice04:30 Jacob's Result: Standing Out Against Experienced Applicants05:00 Phase 1: Government Contracting Fundamentals06:00 Understanding Whether the Government Buys What You Sell06:15 Phase 2: Niche Development Through Federal Spending Data07:00 Identifying Low-Competition, High-Demand Niches07:30 Student Feedback: Eliminating Blind Spots Through Strategy07:45 Phase 3: Building the Federal Sales Roadmap08:15 How Agencies Buy: Vehicles, Set-Asides, Patterns08:45 Matching Your Company Profile to the Right Vehicles09:00 Estimating Realistic Potential Using Competitor Behavior10:00 How the Roadmap Helped Jacob Win His Interview11:00 Phase 4: Pipeline Building with Early-Stage Opportunities12:00 Why Waiting for Posted Solicitations Doesn't Work12:15 Phase 5: The Art of Winning Through Meetings and Influence12:45 Rick's Account Executive Example: Why Meetings Drive Success13:15 Understanding the Market Research Phase14:00 Case Study: Why Sam's Bids Were Late in the Process14:30 Phase 6: Mastering Proposals and Compliance Requirements15:00 Avoiding Disqualification Through Proper Compliance16:00 What Happens After 12 Weeks: The War Room17:00 Implementation Support: Pricing, Clients, Post-Award Guidance18:00 Access to Experts Across the GovCon Ecosystem18:30 Choosing Your Specialization After Certification19:00 Advanced Topics: Vehicles, SBIR, OTA, and Acquisition Strategy20:00 Deliverables You Leave With (Roadmap, Pipeline, Strategy, Niche)20:45 Certification Benefits: Badge, Recommendation, CRM, Community21:00 Who This Program Is Not Designed For21:45 Who This Program Is Designed For22:30 The Work Required and What True Expertise Looks Like23:00 How to Learn More or Join GovClose Recommended Videos to Watch NextThe 15 Rules of SAM.govhttps://youtu.be/gdh8dNBT46M27 Steps to Write Winning Proposals for Government Contractshttps://youtu.be/4Db9iCNlhw8The High-Paying Job Military Veterans Have Never Heard Ofhttps://youtu.be/cXGnPUaimAUConnect with Rick on LinkedIn: https://www.linkedin.com/in/govclose/Hire a GovClose Trained Consultant: https://match.govclose.com

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In this episode of the Real Estate Pros podcast, host Michelle Kesil interviews Joshua Klein, a general contractor from Alabama, who shares his insights on flipping houses, remodeling, and scaling a real estate business. Joshua discusses strategies for finding profitable properties, working closely with clients, and the importance of education in the contracting industry. He emphasizes tackling challenging properties, understanding local property codes, and the value of hands-on experience. Joshua also explores innovative approaches to business growth, including self-sufficiency by creating his own lumber and custom countertops, staying updated with design trends, and leveraging networking and technology to enhance operations. The conversation concludes with Joshua inviting listeners to connect for further learning and collaboration.   Professional Real Estate Investors - How we can help you: Investor Fuel Mastermind:  Learn more about the Investor Fuel Mastermind, including 100% deal financing, massive discounts from vendors and sponsors you're already using, our world class community of over 150 members, and SO much more here: http://www.investorfuel.com/apply   Investor Machine Marketing Partnership:  Are you looking for consistent, high quality lead generation? Investor Machine is America's #1 lead generation service professional investors. Investor Machine provides true 'white glove' support to help you build the perfect marketing plan, then we'll execute it for you…talking and working together on an ongoing basis to help you hit YOUR goals! Learn more here: http://www.investormachine.com   Coaching with Mike Hambright:  Interested in 1 on 1 coaching with Mike Hambright? Mike coaches entrepreneurs looking to level up, build coaching or service based businesses (Mike runs multiple 7 and 8 figure a year businesses), building a coaching program and more. Learn more here: https://investorfuel.com/coachingwithmike   Attend a Vacation/Mastermind Retreat with Mike Hambright: Interested in joining a "mini-mastermind" with Mike and his private clients on an upcoming "Retreat", either at locations like Cabo San Lucas, Napa, Park City ski trip, Yellowstone, or even at Mike's East Texas "Big H Ranch"? Learn more here: http://www.investorfuel.com/retreat   Property Insurance: Join the largest and most investor friendly property insurance provider in 2 minutes. Free to join, and insure all your flips and rentals within minutes! There is NO easier insurance provider on the planet (turn insurance on or off in 1 minute without talking to anyone!), and there's no 15-30% agent mark up through this platform!  Register here: https://myinvestorinsurance.com/   New Real Estate Investors - How we can work together: Investor Fuel Club (Coaching and Deal Partner Community): Looking to kickstart your real estate investing career? Join our one of a kind Coaching Community, Investor Fuel Club, where you'll get trained by some of the best real estate investors in America, and partner with them on deals! You don't need $ for deals…we'll partner with you and hold your hand along the way! Learn More here: http://www.investorfuel.com/club   —--------------------

The Penn State head coaching search is finally over. Did the Nittany Lions get it right? George Pickens-Richard Sherman beef. Allen Robinson joins the show.

The Big Apple will be the Frozen Apple today... Mamdani says Adams plan to hire 5,000 more cops is not realistic... A carbon-monoxide leak in the Bronx sends 10 people to the hospital full 438 Fri, 05 Dec 2025 10:42:53 +0000 GKWSkSi2B1pKxGjb5T1YV4zpVRqGV31h news 1010 WINS ALL LOCAL news The Big Apple will be the Frozen Apple today... Mamdani says Adams plan to hire 5,000 more cops is not realistic... A carbon-monoxide leak in the Bronx sends 10 people to the hospital The podcast is hyper-focused on local news, issues and events in the New York City area. This podcast's purpose is to give New Yorkers New York news about their neighborhoods and shine a light on the issues happening in their backyard. 2024 © 2021 Audacy, Inc.

We discuss FluxPose potentially becoming the spiritual successor to Lighthouse body tracking, GravityXR building a chip to enable ultralight headsets, reports that Meta Reality Labs is facing a budget cut, and Apple's Head of UI leaving to lead design at Meta.Here's the full topic list, in order:1. Quest Gets Second Exclusive 'Avatar: Fire and Ash' Clip2. Visiting Meta's Los Angeles Store3. FluxPose Could Be The Spiritual Successor To Lighthouse Body Tracking4. GravityXR Builds Chip To Enable Ultralight Headsets5. Meta's Smart Glasses SDK Now Available To Build With6. Meta Reality Labs Reportedly Facing Up To 30% Budget Cut7. Apple's Head Of UI Leaves To Lead Design At Meta Reality Labs

Hour 1 BYU Athletic Director Brian Santiago was with DJ & PK this morning and had this to say about BYU sitting on the outside of the CFP.  Big 12 Radio Host Ari Temkin Previews the Big 12 Championship between BYU & Texas Tech.  Utah Mammoth snapped their losing streak with a 7-0 win at Anaheim.  Ute Preview Show Hour 1 Utah OC Jason Beck's high powered offense could attract Kyle Whittingham to return Former Utah QB Frank Dolce Hour 2 Big 12 all-conference awards Impact of transfer portal & NIL on non-playoff bowl game final thoughts

What does it take to build a thriving buy-here-pay-here dealership from scratch?Join us as we sit down with Darla Booher—2002 startup founder, National Quality Dealer Award winner, and incoming NIADA President. Discover her incredible 20-year journey from franchise sales manager to BHPH powerhouse.

In this episode, Chip and Gini discuss the complexities of hiring in growing agencies. They highlight the challenges of finding skilled, reliable employees who align with agency values. Sharing personal experiences, Gini explains the pitfalls of hasty hiring and the benefits of thorough vetting and cultural fit. They stress the importance of a structured hiring process, including clear job roles, career paths, and appropriate compensation. They also underscore the value of meaningful interviews, proper candidate evaluations, and treating the hiring process as the start of a long-term relationship. Lastly, Chip and Gini emphasize learning from past mistakes to improve hiring effectiveness and employee retention. Key takeaways Chip Griffin: “When we talk about retaining employees, it goes back to how the interviews went.” Gini Dietrich: “You’re gonna be working with this person eight hours a day. You should have a real meaningful conversation with them. Don’t ask if you were a tree, what kind of tree would you be?” Chip Griffin: “If you’re going to have members of your team interviewing, you need to make sure that you’re educating them on how to do it well. And how to do it without causing problems.” Gini Dietrich: “They say, hire slowly and fire fast for a reason, because you have to be really meticulous about who you hire. So that they do last. So they are a culture fit, so they don’t miss deadlines, so that they are getting the work done that you need done.” Related How to onboard new agency employees Get over your fear of hiring employees Hiring the best employees for your agency How to hire agency employees Setting honest expectations for your agency employees from the start Focus on agency employee retention View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello, and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, a few weeks ago, I think I fired you. Today, you’re hired, Gini Dietrich: You keep playing with my emotions. I don’t know how to do this anymore. I’m fired. I don’t get paid. Now you’re rehiring me. I don’t know what to do. Chip Griffin: Yeah, it’s difficult. Anyway. It is what it is. But no, we are gonna talk about hiring today because we are, you know, we can’t just talk about all the bad things. So, we’ll, we’ll spend some time talking about something that is overall more positive. Because if we’re hiring, hopefully that means that we are growing, or at least we have the need for additional resources, even if it’s replacing someone who has left. But it is something that is very challenging, so it can create its own problems along the way if you don’t do it right. So this is, something that comes from one of our favorite topic inspiration sources. Reddit. I know it’s a place that you live and breathe. Gini Dietrich: And by favorite, we’re using quotes “favorite”, scares the crap outta me. But ok. Chip Griffin: You are on Reddit all day every day. Just kind of combing around to see what conversations you can jump into. But this is one that was on there, probably a while ago honestly, it’s in our topic document. We didn’t date it, so I, I can’t tell you how long ago it was, but, what it says is, hiring the right people is harder than it looks. Finding skilled, reliable people who align with your values is a challenge. Early on, I rushed hires and paid for it in missed deadlines and miscommunication. Now I take more time to vet people and focus on cultural fit as much as skills. So I thought it would be helpful for us to have a conversation around how we approach the hiring process. How do we find the right fits? How do we vet those fits? And how do we frankly think about going from hiring them to, to beginning to on onboard them. We’re not gonna talk about the full onboarding process, but just sort of, you know, that, that evolution of saying, Hey, I need this role. Where do we go from there? Gini Dietrich: Yeah, it’s, it’s funny you say that this is our topic today. ’cause just the other day I was thinking about some of the very early hires I made that didn’t work out. And all of the mistakes I made in, in hiring them. And I will say that one of the biggest mistakes that I make is I meet somebody online who has the right skillset from a paper perspective, resume perspective, and I just hire them. I’m like, oh yeah, you, you look like you can do the job. And we may have a conversation, but there’s no, like, thought about it. There’s no interviewing for skills. It’s more just like a, a conversation to see if we, we might be able to work together. And every time I have done that, it has not worked out. So earlier this year I hired a chief learning officer to help with like certification and, you know, all the professional development things we do on the PESO model front. And about three or four months in, we both realized that, that that while she can do that job and she’s great at that job, she would be more valuable as a chief operating officer. So we switched her over. And let me tell you, being professionalized on the hiring front is phenomenal. I mean, she has set up interview guides, so like if you are an assistant account executive, and this would be somebody that you report to maybe two or three levels up, and we’re having you interview, you have a set of questions. If you’re the direct report, you have a set of questions. So we, like, she’s created all this. She’s created salary bands and like, you know, a career path for everybody where from where they start and she’s done, she’s done it in such a way that it isn’t bloat, but it’s just kind of professionalized the way that we do things. And you don’t have to hire a chief operating officer to do this, like I know you, you like to talk. Patrick is your go-to person from an HR perspective, someone like Patrick can help create these things so that you can professionalize it because as they say, hire slowly and fire fast. That quote is there for a reason, because you have to be really meticulous about who you hire. So that they do last. So they are a culture fit, so they don’t miss deadlines so that they are getting the, the work done that you need done and you’re not being, like, I have been in, in the last 20 years of just hiring people I like. Chip Griffin: Yeah. And, and I, I mean, I think that, you know, you’ve touched on some important things here and, and you do have to have some sort of a process in place. It doesn’t need to turn you do into a bureaucratic circus, Gini Dietrich: You do, right. Chip Griffin: But at the same time, you need to have a process. And, and it really, to me, starts with being clear about what it is that you need. And who it is that you’re trying to hire. And, and too often when we’re trying to hire, it’s either because someone has left or because we’ve got a new client. And so our, our mindset is we need to get someone in here quick because we’ve gotta relieve this pain and this pressure. But that often leads to some of those bad decisions because you’re not really evaluating. Not even just the individual, but the role. Mm-hmm. And you need to think through, you know, what do you actually need at any given point in time? And it’s one of the reasons why I am a very strong advocate of only hiring, particularly in small agencies, only hiring one person at a time, one role at a time. Gini Dietrich: Yes. Yes. Chip Griffin: Because every time you add someone new to the mix, it changes a little bit what you think you might need in the next one. And if you hire two people simultaneously, it increases the odds that you don’t actually have the right mix of talent on board. So you’ve gotta be crystal clear with yourself about what you’re looking for, but to your point, you also need to have a process in place that helps to understand what are our salary bands, what are our titles? How does this fit in? What is their growth path? Because those are questions you will get during the interview process. And if you’re not clear about those things going in, you will either overpay or underpay or assign the wrong title. Or frankly, get the wrong person because you’re not thinking about it in the big picture. So put the thought process in upfront, and that is the, to me, the first step in making sure that you make as good a decision as possible. Accepting that frankly, a lot of hiring decisions are gonna be wrong. Right? Even of course, even, even the, of course, even the best organizations, of course with the, with robust HR teams and, and talent evaluation, they still have a lot of misfires, so you can’t beat yourself up over those. But you’ve gotta increase your odds by having the right thought process and structural process in place. Gini Dietrich: One of the things that, you know, early on I would do when I didn’t have a team who could interview people, I would ask my business coach, or I would ask, you know, friends that were in the industry, other agency owners, if they would participate in some interviewing, just to kind of get me out of the Gosh, I really like this person. I think we’ll work well together. And, rather than, gosh, I really like this person and I think they can do the job right. So just having different outside perspective helped me when I didn’t have a team that could also do the interviewing. So I think, you know, doing that kind of stuff too helps. And I also think that, you know, I, one of the biggest mistakes, and you touched on this that I’ve made, is not having that career path or clear career path. Because people come to work and even though you’re an entrepreneur and you’re the agency owner, and you kind of know in your head how things work, they need to know that because this is their career that you’re talking about. So they need to know that if I wanna be promoted in 6 months, or 12 months or 18 months or whatever it happens to be, these are the things that I need to achieve so that they’re working towards something, not waiting for the annual review and saying, am I up for a promotion? What does that look like? Do I get a raise? Like, so having those kinds of things I think is incredibly important upfront so that you know, this is what we expect, this is how you’ll get to the next step, and you can be very clear about that. Chip Griffin: Yeah, because it, it is a question that you absolutely will get. I’ve done a lot of interviews over the years. I continue to, to do interviews for clients, and I can tell you that you get a lot of those kinds of questions where people want to understand what their career path is. The other one they ask a lot is, what does a typical day look like? Gini Dietrich: Mm-hmm. Chip Griffin: You’ve gotta have the answers for those questions as best you can, and, and you need to be honest with them where you don’t know. So don’t, don’t, you know, blow smoke and, and Gini Dietrich: Right. Chip Griffin: You know, give them an answer if you don’t have one. If, if the honest answer is, I don’t know. Tell them that, but then also explain how you think about it or how you would go about it, or the kinds of things that, that might be included so that you can paint some kind of a picture there. Because it’s, it is important for people to evaluate it. And frankly, we look at these things as, as evaluating the talent for us. But they’re also evaluating us. Gini Dietrich: Absolutely. Chip Griffin: And, and so you also need to make sure that in the process you’re giving them plenty of time to ask questions. In fact, I usually start by letting them ask questions for two reasons. One is because it helps them to get the information that they need to evaluate it. But second, you learn as much from the questions they ask as anything else. And to me, a red flag is when they have no questions at all. Gini Dietrich: No questions. Yeah. Chip Griffin: Because if they have no questions at all, it probably means they did no research. They’re probably not all that interested. They’re just trying to get a job of some kind. It doesn’t, it doesn’t mean necessarily that they’re a bad fit. Some people just freeze up because they’re, you know, that’s, that’s not a traditional approach to interviews. To start by saying, what questions do you have of me? Right. By the way, introduce yourself first. Talk a little bit about the business and the role. I mean, don’t just, you know, say hello. What questions do you have? Gini Dietrich: Hello. What do you have? What questions can I answer? Chip Griffin: But, but honestly, I, I almost always will ask people what questions they have before I ask my first question. We just do the intros and then start with that, because you learn from that. And it, it also helps them get onto a more comfortable spot. And so you can steer the, the conversation, I think, more effectively that way. Gini Dietrich: One of my biggest pet peeves is, you know, now that we have a, a team who does the interviews, if the candidate gets to me, that means they’re one of the finalists, right? And I will say, what questions do you have of me? And they will say, and this happens more often than not. Well, I kind of already asked my all my other question, my questions from everybody else. So ask them again. Right? Make sure you get the same answer like. Right. Yeah, because that will, as I know we’re not talking, we’re not talking to candidates right now, but that will tell you as much if there’s, the answers are different than anything else. So that is also a red flag. Which brings me to, we actually created a list of red flags, and we’re going through the A process right now ’cause we’re hiring and our HR director is doing pre-screens, phone screens, and one of the red flags is Are you able to work with within bureaucracy and lots of change and indecisiveness and you know. And one, one of the people that’s interviewing said, I just don’t like bureaucracy. I don’t like lots of change. I don’t like indecisiveness, I’m not. And she was like, no, like, because we have our list of red flags. So it’s, it’s an easy way also to sort of get yourself out of the, gosh, I really like this person. I’d like to work with them. If you have that list of red flags that you will allow you to objectively say, probably not the right fit for this job. Chip Griffin: Yeah. And, and the more that you do of this, the more easily you can come up with those things that just, that it, they’re the indication that this may not be the best fit. Yeah. And I always encourage probing just to make sure that, and I prefer to think of ’em as orange flags rather than red flags most of the time. Because most of the time it’s more the accumulation of those things than, than a single one that Gini Dietrich: fair, fair, Chip Griffin: that says, okay, no, this isn’t the right fit. But I also like to probe. And so, you know, in an example like that, I might say, well, well why does that bother you? Why is that a problem? And just kind of see, Gini Dietrich: yeah. Chip Griffin: You know, what their, what their root thinking is, because I mean, chances are it’s not gonna change anything, but it’s always interesting to find out why. I think the other thing, and, and you touched on this in, in, you know, having a, a, an interview guide and all of that, if you’re going to have members of your team interviewing, you need to make sure that you’re educating them on how to do it well. And how to do it without causing problems. Gini Dietrich: Yes. Chip Griffin: And I think I’ve shared this on the podcast before. Yes. But I have seen so many egregious questions in interviews Gini Dietrich: Yes. Chip Griffin: Over the years that create substantial legal and regulatory issues. Gini Dietrich: Yes. Chip Griffin: Please, please, please train your juniors. Frankly, some of you probably need some training yourselves. Gini Dietrich: Yes. Chip Griffin: On how to do this, Gini Dietrich: I was just gonna say yes. Yes. Chip Griffin: In a way that’s not causing problems. Yes. Because the, I mean, the questions that I’ve seen asked in interviews are just off the charts and, and, and so blatantly inappropriate. Gini Dietrich: Do you have some examples? Chip Griffin: Focus on, and, and, and the other thing is focus on questions that, that actually might reveal something that’s useful to you. Gini Dietrich: Yeah. Chip Griffin: You are not, this is not Google. You’re not out there trying to ask, you know, weird mind game questions. Ask straightforward questions. I, I mean, ’cause the other thing Gini Dietrich: if you were a tree, what kind of tree would you be? Chip Griffin: Yeah, I mean, in addition to the inappropriate questions, you just get these dumb ones, right? Where someone, someone read an article and they’re like, oh, you learn so much if you ask, what kind of tree would you be? Really, you just look crazy as an interviewer. Gini Dietrich: Yeah. Chip Griffin: You’ll look like you’ve lost your mind. Gini Dietrich: Yeah. Chip Griffin: Just don’t do it. Have a real conversation. Treat them like a professional. Treat them with respect. Treat them like you would a prospect. Don’t sit there and, and try to play gotcha games. It’s not a quiz show. It’s not. If you want to go on a quiz show and, and you wanna run your own quiz show, fine. Do that. Your interview subjects, that’s not what it’s for. Don’t ask them in Google Analytics, where do you go to do this? Come on, seriously, just knock it off. Gini Dietrich: That’s funny. Chip Griffin: And if you’re gonna, if you’re gonna try to apply tests to people, you gotta pay them. Gini Dietrich: I totally 100% agree with that. Chip Griffin: But you can’t, Gini Dietrich: yes. Chip Griffin: You can’t say, I need you to write a plan for me. Gini Dietrich: No. Chip Griffin: Or write a press release or something like that. Mm-hmm. Mm-hmm. Particularly if it’s for an actual client you have Correct. And you might actually use it. That’s just wrong. That’s, and I see that way too often. Gini Dietrich: Yeah. Chip Griffin: Where someone says, well, I need to evaluate you. I need you to, to do this. On the technical side, I’ve seen people ask to be written to write all sorts of code. Why? Gini Dietrich: Bad idea. I, you know what, actually Reddit is full of, of those like, so I’m interviewing for this job and they asked me to put together a 12 month plan complete with deck and strategy and blah, blah, blah. Is that normal? And I’m always like, no? Chip Griffin: No, Gini Dietrich: don’t do it. I understand the hiring market is tough right now, but no. Chip Griffin: It’s just bizarre. I mean, honestly, I, I would be suspicious of anybody who could put together that kind of a plan based on, you know, 10 minutes of conversation. Gini Dietrich: Right, right, right. Chip Griffin: I mean, and that’s the other thing. You have to be realistic about what kinds of answers you can get from people in these short windows of time. And so it really is… it’s not necessarily about whether you like them, but it’s, it’s trying to get to understand how they think, how they approach things. You can get those big picture senses off of these conversations, but the, the more granular you get with your question, the less likely it is to be a reliable indicator. Gini Dietrich: Yeah. Chip Griffin: And, and you need to, to again, treat it like a real conversation. So to the extent you have interview guides. Please use them. Just look through them and, and use it as, as a, a general format for the questions you might ask. Please do not do as, as. When I used to advise members of Congress and I prepared questions for them for hearings. Some of them would sit there and ask question one, question two, question three. They wouldn’t even listen to what the, the answer was from the witness at the hearing. They wouldn’t listen to what their colleagues had asked. So I, there were any number of situations where a member would read my question. The member previous to them had asked the exact same question, but they weren’t bothering to listen. Or they asked question one, and they move immediately to question number two, even though the person actually answered question number two as part of their response to question number one. Use your brain. Have a meaningful conversation. Do not walk through your, these are the 10 questions I always ask on interviews and just march through them Gini Dietrich: right Chip Griffin: in forced order. That doesn’t make any sense. You, you need to, to have a real meaningful conversation with someone if you wanna evaluate them properly. Gini Dietrich: Yeah. You’re gonna be working with this person eight hours a day. You should have a real meaningful conversation with them. This, that’s ludicrous. Chip Griffin: Alright, so you, so we’ve, we’ve figured out what we need. We’ve done the interviews. So now how do we pick, we, you know, we’ve got, I mean, let’s say we’ve got a couple of finalists. They’re both in our view, viable finalists. They’re, they’re, they both could do the job. What do you weigh most heavily when you’re evaluating one versus the other? How, how do you make that difficult decision? Gini Dietrich: I’m the wrong person to ask that question ’cause it is based on whether or not I like you and that’s probably not the right response. Chip Griffin: I mean the, there has to be an element of that, particularly in a small agency. Right. You know, you Yeah. If you just, if if you, if you don’t get the right vibe off of someone and you’re like, ah, this just doesn’t… listen to yourself. Gini Dietrich: Yeah. Chip Griffin: Right. If, if you don’t enjoy having the conversations with that person during the interview process, Gini Dietrich: it’s not gonna get better. Chip Griffin: And maybe you say, well, but they’re, they have all the skills. They have all the connections. They know what they’re doing. Oh, it’d make my life so easy. Listen to yourself there. And that doesn’t mean that you have to have that, you know, you need to hire people that you want to go out and have a beer with after work or something like that. But, you know, you’ve gotta feel like, I could talk to this person Gini Dietrich: Yeah. Chip Griffin: An hour or two a day and I, I wouldn’t lose my mind. Gini Dietrich: Yeah. Chip Griffin: Don’t ever say they’ve got so much talent. I’m gonna ignore that. Gini Dietrich: Yeah. Never, because I, the way I think about it is, and the same thing with clients, I would say it will, it gets to the point that I’m gonna end up canceling meetings with this person or with this client. If the answer is yes, then it’s not the right fit. Chip Griffin: Yeah. I mean, and, and the flip side is true too. Going to your point very early in this conversation, if you, if you are enjoying your conversation with that person, don’t overlook the fact that they don’t actually have the skills Yeah. That match up. Mm-hmm. Or, you know, they are under, it will bite you, underqualified or overqualified for the role. They still need to be a fit for the role. No matter how much you enjoy uhhuh your conversations with them or how smart you think they are, Uhhuh, that they may be a good fit for your organization at some point in some role, but it may not be the one you’re hiring for now. Mm-hmm. So make sure that you’re clear with yourself and don’t talk yourself into something. I, I see this a lot where people will get through the hiring process and they find someone that they really like and they’re like, well, they’re not really a fit for this role, but I could see them doing this or that. It’s okay to be flexible, but make sure that whatever this or that is, is really something you need. And you’re not talking yourself into an additional expenditure or putting yourself in a position where, yes, you’ve got that person, but now you still have to hire for this other role. You, you may make things more difficult for yourself in that. So make sure that you’re always going back to what did you say you needed? And if we’re deviating from that, why? And is it, is it a sound business case for making that decision? Gini Dietrich: Yeah, absolutely. Learn from me. Don’t make those mistakes. It costs a lot of time, a lot of money, and a lot of angst. It burns, some bridges. Learn from me. Chip Griffin: And, and also throughout the interview process, and I think we’ve talked about this on the, the show in the past before start thinking about those interview conversations, the hiring conversation where you’re making the offer. Think about all of those as part of the onboarding process. Because it really is a seamless transition or should be a seamless transition into the onboarding and ultimately retention. I mean, when, when we talk about retaining employees, it goes back to how the interviews went. Absolutely. The questions you asked, the way you handled yourself, all of that impacts things that will happen 6, 12, 18 months down the road or even more. Yeah. And so you need to be mindful of that and thinking about how would this person perceive the questions we ask, the process we follow, are we frankly canceling a lot of times on them during the interview process. You need to treat them with respect, if you want to be treated with respect, if you want to build a lasting relationship. So think about all of that at every step of the hiring process, from that first interview, to the last interview, to the offer, et cetera. Gini Dietrich: Absolutely, yes. It’s very, very, very important for you to be organized and prepared. Hire slowly. Those will be the things that save you from a hiring perspective. And like I said, learn from me and don’t always hire just people you like. Chip Griffin: There you go. But don’t hire people you dislike either. Gini Dietrich: So well, sure. But they also have to have the skills to do a good job. Chip Griffin: All right, well I guess with that, we’ll let you keep your job for now, so Gini Dietrich: Well thanks. Thanks. I appreciate it. Chip Griffin: On that note, we will draw this episode to a close. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich, Chip Griffin: and it depends.

Want to start a $1M side hustle? Get 100+ ideas here: https://clickhubspot.com/gbh Episode 771: Sam Parr ( ⁠https://x.com/theSamParr⁠ ) and Shaan Puri ( ⁠https://x.com/ShaanVP⁠ ) talk about simple business ideas that are making millions.  — Show Notes: (0:00) suckmyguttersclean (4:51) Hill BIlly of the Week (9:50) The MrBeast of roofing (16:02) Shaan gives his barber business advice (21:07) The positioning of Ari Emanuel (27:28) Barrett-Jackson auctions (29:41) The offline craving for content (39:56) Noise canceling products — Links: • Suck My Gutters Clean - https://www.suckmyguttersclean.com/  • Billy Bob Products - https://billybobproducts.com/ • Siua Cutz - https://www.instagram.com/siuacutz/  • Frieze - https://www.frieze.com/  • Barrett-Jackson - https://www.barrett-jackson.com/  • Museum of Ice Cream - https://www.museumoficecream.com/  — Check Out Shaan's Stuff: • Shaan's weekly email - https://www.shaanpuri.com  • Visit https://www.somewhere.com/mfm to hire worldwide talent like Shaan and get $500 off for being an MFM listener. Hire developers, assistants, marketing pros, sales teams and more for 80% less than US equivalents. • Mercury - Need a bank for your company? Go check out Mercury (mercury.com). Shaan uses it for all of his companies! Mercury is a financial technology company, not an FDIC-insured bank. Banking services provided by Choice Financial Group, Column, N.A., and Evolve Bank & Trust, Members FDIC — Check Out Sam's Stuff: • Hampton - https://www.joinhampton.com/ • Ideation Bootcamp - https://www.ideationbootcamp.co/ • Copy That - https://copythat.com • Hampton Wealth Survey - https://joinhampton.com/wealth • Sam's List - http://samslist.co/ My First Million is a HubSpot Original Podcast // Brought to you by HubSpot Media // Production by Arie Desormeaux // Editing by Ezra Bakker Trupiano //

From 'Cash The Ticket' (subscribe here): Mike Valenti gives his thoughts on Michigan State hiring Pat Fitzgerald as their next head coach. Download the latest episode of Cash the Ticket today. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

If your offer isn't converting, it might not be a messaging problem — it might be a traffic problem. In this episode, I'm sharing the quiet shift I'm making: focusing on daily clicks to my checkout page. Not just posting content — driving real traffic that compounds over time. If your content feels like it's not working, this one's for you. Let's talk about what actually moves the needle — and how to build for it without burning out.   RESOURCES MENTIONED NOTE: Some links below contain affiliate/referral links. It is a way for this site to earn advertising fees by advertising or linking to certain products and/or services. DISCOUNT: Code for 30+ free days of Podcast Audio Hosting through Libsyn: bossgirl RESOURCE: Need a Podcast Editor? Hire mine & tell him I referred you…The Podcast Man WORK WITH ME: Back Pocket VIP Coaching YOUTUBE CHANNEL: Subscribe >> The House of Sugar Creek MY BOOK: Snag a copy! Pillars & Purpose: How to Build a Business That Works for You RESOURCE: Contract Templates for your Business YOUTUBE CHANNEL: Subscribe to the BGC YouTube Channel and listen to my episodes via YouTube! MY 90-DAY UNDATED PLANNER: Buy it here! RESOURCE: Receive 20% off your first month or your first year with Dubsado RESOURCE: Receive 50% off your first full year with FloDesk (+ a 14-day free trial) LEAVE A MESSAGE: Click Here SEARCH BAR CONFESSIONS: Starts at 6:20 BUSINESS NUGGET: Starts at 11:50 RESOURCE: Check out Hilma products – $10 off for ya! RESOURCE: The Clarity Catch-Up Mini Workbook (FREEBIE) RESOURCE: The Clarity Code (reflection deck) RESOURCE: The Clarity Shot EPISODES YOU MIGHT ALSO ENJOY... EPISODE 546 – BUILDING JOY IN THE MONOTONY OF ADULTHOOD  EPISODE 537 – THE SIMPLEST MILLION-DOLLAR STRATEGY YOU'VE NEVER TRIED EPISODE 497 – CLIENT EXPERIENCE, HOUSE UPDATE & MORE EPISODE 447 – TIPS FOR USING CHATGPT EPISODE 397 – AI & CONTENT CREATION EPISODE 347 – CONTENT PLANNING & YOUR BLOG ARCHIVES EPISODE 297 – WHY YOU SHOULDN'T JOIN CLUBHOUSE EPISODE 247 – PILLARS SERIES: CREATING GREAT CONTENT EPISODE 197 – STOP MAKING THIS EXCUSE EPISODE 147 – BLOGGING TASKS FOR WHEN YOU DON'T FEEL LIKE WRITING FIND TAYLOR ONLINE... Blog – The House of Sugar Creek Instagram – @taylorlbradford Facebook – bossgirlcreative Pinterest – thehouseofsugarcreek TikTok – @taylorlbradford YouTube – The House of Sugar Creek YouTube – Boss Girl Creative

In Hour 2, Andy and Randy talk about some of the continuing frustrations with the Falcons receivers with Drake London out, some of the more recent coaching hires in college football, and Backpage with Beau.

The Buck Reising Show Hr 3 - Best Hire Of The CFB Carousel & PollsSee omnystudio.com/listener for privacy information.

Vanee makes his final play to bring Kylo Ren into the enveloping darkness in Marvel's Star Wars: Legacy of Vader #11, the penultimate issue of the maxi-series, but how can one who is one with the Dark Side be drawn further in?Comics Discussed This Week:Legacy of Vader #11 (of 12)Star Wars Comics New to Marvel Unlimited This Week:
Doctor Aphra -- Chaos Agent #3 (of 5)
News:On social media, writer Ethan Sacks explains how he came up with the F'cote District on Nar Shaddaa in Boba Fett -- Black, White & Red #3 (of 4). Near Mint Condition has a detailed look at Dec. 2's Doctor Aphra -- Friends and Enemies "omnibus" that collects issues 26-40 and the Sana Starros five-issue mini-series.In an interview with Comic Book Club, Chris Condon mentions Star Wars now that he's exclusive to Marvel Comics. We're thinking a Condon-penned Star Wars title might be i the offing. (Around the 47-minute mark in the video.)
Upcoming Star Wars comics, graphic novels and omnibuses:Dec. 9 _ Young Jedi Adventures — The Training Sessions HC (Collects Free Comic Book Day stories)Dec. 10 _ Han Solo — Hunt for the Falcon #4 (of 5), Codebreaker #4 (of 4), Tales From the Nightlands #3 (of 3)Dec. 17 _ Jedi Knights #10Dec. 24 _ Star Wars #8Dec. 31 _ Boba Fett: Black, White & Red #4 (of 4), Hyperspace Stories — The Bad Batch: Rogue Agents #1 (of 4)Jan. 7 _ Han Solo -- Hunt for the Falcon #5 (of 5), Tides of Terror #4 (of 4)Jan. 14 _ Legacy of Vader #12Jan. 21 _ Star Wars (Vol. 4) #9Jan. 27 _ Darth Maul: Black, White & Red TPB (Collects 1-4)Jan. 28 _ Hyperspace Stories: The Bad Batch — Rogue Agents #2 (of 4)Feb. 11 _ Jar Jar Binks #1 One-ShotFeb. 17 _ Star Wars: Hidden Empire Omnibus (Collects HIdden Empire 1-5, Star Wars (Vol. 3) 26-36, Bounty Hunters 27-34, Darth Vader (Vol. 3) 28-32, Doctor Aphra (Vol. 2) 22-31 and 2022's Star Wars: Revelations #1)Feb. 18 _ Star Wars (Vol. 4) #10Feb. 25 _ Hyperspace Stories: The Bad Batch — Rogue Agents #3 (of 4)March 11 _ Hyperspace Stories: The Bad Batch -- Rogue Agents #4 (of 4)March 17 _ Star Wars Legends: The Empire Omnibus Vol. 4 (Collects Star Wars: Underworld - The Yavin Vassilika (2000) #1-5; Free Comic Book Day 2013: Star Wars #1; Star Wars: Empire (2002) #5-6, 8-13, 15; Star Wars: X-Wing Rogue Squadron (1995) #1/2; Star Wars: A New Hope - The Special Edition (1997) #1-4; Star Wars: Tag & Bink Are Dead (2001) #1; Star Wars Infinities: A New Hope (2001) #1-4; The Star Wars (2013) #0-8; material from Star Wars Tales (1999) #1-2, 4, 6, 8-10, 12, 14, 16, 19-20); Hyperspace Stories: Grievous OGNMarch 24 _ Tales From the Nightlands TPB (Collects 1-3); Hyperspace Stories: Codebreaker TPB (Collects 1-4) March 25 _ The High Republic Adventures -- Pathfinders #1 (of 6)March 31 _ Legacy of Vader: The Reign of Kylo Ren Vol. 2 TPB (Collects 7-12)April 14 _ Jedi Knights Vol. 2 - A Higher Path TPB (Collects 6-10), Star Wars Visions TPB (Collects Visions -- Peach Momoko #1, Visions -- Takashi Okazaki #1, Peach Momoko's Story from Darth Vader -- Black, White & Red #1)April 21 _ The High Republic Phase III -- Trial of the Jedi Omnibus (Collects 2023's The High Republic 1-10, Revelations #1's High Republic story, The Acolyte — Kelnacca one-shot, Shadows of Starlight 1-4, Fear of the Jedi 1-5, The Finale #1: The Beacon one-shot); The Mandalorian -- Seasons One & Two (Collects #1-8 of both mini-series), Jedi Knights Vol. 2 TPB (Collects 6-10); Hyperspace Stories: Tides of Terror TPB (Collects 1-4)April 28 _ Han Solo -- Hunt for the Falcon TPB (Collects 1-5), The High Republic Adventures -- The Complete Phase II (1-8, Nameless Terror 1-4, Quest of the Jedi one-shot)May 12 _ Star Wars: New Republic (Collects 1-10, material from Free Comic Book Day 2025: Star Wars #1)May 19 _ Star Wars Legends: Legacy Omnibus Vol. 1 (Collects Star Wars: Legacy (2006) #0, 0-1/2, 1-36, 41); Doctor Aphra — Chaos Agent TPB (Collects 1-10)May 26 _ The High Republic Adventures -- The Complete Phase III Part 1 (Collects The High Republic Adventures (Phase III 1-10), Saber for Hire 1-4 and the Crash Landing and Crash and Burn one-shots)June 16 _ Star Wars Legends: The New Republic Omnibus Vol. 3 (Collects Star Wars: Crimson Empire (1997) #0-6, Star Wars: The Bounty Hunters - Kenix Kil (1999) #1, Star Wars: Crimson Empire II - Council of Blood (1998) #1-6, Star Wars: Crimson Empire III - Empire Lost (2011) #1-6, Star Wars: Jedi Academy - Leviathan (1998) #1-4, Star Wars: The Mixed-Up Droid (1995) #1, Star Wars: Union (1999) #1-4, Star Wars: Chewbacca (2000) #1-4, Star Wars: Invasion (2009) #0-5, Star Wars: Invasion - Rescues (2010) #1-6, Star Wars: Invasion - Revelations (2011) #1-5, Star Wars Handbook (1998) #2; material from Dark Horse Extra (1998) #21-24; Dark Horse Presents (2011) #1; Star Wars Tales (1999) #8, 11, 16-19, 21); The Art of Star Wars: A New Hope — The Manga Vol. 1June 30 _ The High Republic Adventures -- The Complete Phase III Part 2 (Collects The High Republic Adventures (Phase III) 11-20, Echoes of Fear 1-4, Dispatches From the Occlusion Zone 1-4 and the one-shots 2025 Annual, The Wedding Spectacular and The Battle of Eriadu)July 21 _ Star Wars Legends: The Newspaper Strips Omnibus (Collects Classic Star Wars: The Early Adventures (1994) #1-9, Classic Star Wars: Han Solo at Stars' End (1997) #1-3, Classic Star Wars (1992) #1-20, Classic Star Wars: A New Hope (1994) #1-2, Classic Star Wars: The Vandelhelm Mission (1995) #1, Star Wars newspaper strips "The Constancia Affair," "The Kashyyyk Depths" and "Planet of Kadril”); Star Wars Modern Era Epic Collection: The Screaming Citadel (Collects Star Wars (2015) #31-43, Star Wars Annual (2015) #3, Star Wars: The Screaming Citadel (2017) #1, Star Wars: Doctor Aphra (2016) #7-8)
Aug. _ The Bad Batch — Rogue Agents TPB (Collects 1-4)Aug. 18 _ The Art of Star Wars: A New Hope -- The Manga Vol. 2----------------------------------------------------------------------------------------------------------------------------------------Star Wars Splash Page is a weekly podcast dedicated solely to contemporary Star Wars comics published by Marvel, Dark Horse and previously IDW, featuring views about the current week's comics, interviews with the writers, artists, colorists, letterers and editors who create them, as well as the latest details on publishing schedules, upcoming series and mini-series, so that you, the listener have more detail and context about the comics that are a vital part of Star Wars canon, lore and legends.

What It Feels Like to Lead the World's Most Successful Musical with Maggie Brohn ---------------------------- She started answering phones. Now she runs Broadway's biggest global hit. Meet Maggie Brohn, the powerhouse behind Hamilton. In this episode of Heartbeat for Hire, host Lyndsay Dowd sits down with Maggie Brohn, Chief Operating Officer of Adventureland and the powerhouse Executive Producer of Hamilton across Broadway, the West End, Disney+, multiple global tours, and international productions. Maggie shares the remarkable story of how she went from answering phones in a theatrical office to becoming an owner, producer, and one of the most influential leaders in modern theater. She breaks down how Hamilton transitioned from a groundbreaking production into a global business — operating more like a major corporation than a traditional Broadway show. We explore the art of leading creatives, building trust, setting authority, navigating strong emotions, and making mission-critical decisions. Maggie reveals what it takes to guide artists while staying grounded in business realities and cultivating a team capable of worldwide excellence. She also opens up about listening, cultural sensitivity, DEI conversations, building long-term contracts, and why the industry needs a full reset. Plus, Maggie shares what Broadway needs most right now — and how audiences can help.
   
 Timestamps
 00:00:00 Intro: The Audience's Desire for Delight in Theater
 00:01:00 Introducing Maggie Brohn: Broadway's Executive Producer and COO
00:01:58 Maggie's Journey: From Answering Phones to Producing Hamilton
00:03:23 Leading Creatives: Setting Authority and Navigating Feelings
 00:04:30 The Power of Trust and Delegating to Expertise
 00:06:00 The Biggest Lesson: Moving Theater from "Show" to Global Business
00:08:15 Adapting Hamilton for International Audiences
 00:11:59 The Current State of the Broadway Business
 00:18:24 Setting Boundaries as a Manager
 00:20:32 An Early Leadership Test: The Jack Daniels & Massage Request
00:23:46 Leading as an Outsider and a Woman in a Male-Dominated Group
00:24:49 Listening & Hard DEI Conversations
 00:26:50 Maggie's Legacy: Leading an Industry "Reset"
 00:30:22 Union Negotiations & Long-Term Contracts
 00:33:26 How to Support Theater & Broadway Today
 00:34:18 Conclusion & Final Thoughts
   
 About the Guest
 Maggie Brohn is the Chief Operating Officer of Adventureland and the Executive Producer of Hamilton on Broadway, the West End, the international tour, UK/Ireland Tour, and Disney+. Her recent credits include The Nightmare Before Christmas Light Trail at New York Botanical Garden, the 2023 Sweeney Todd Broadway revival, Hamilton in Hamburg and Australia, Derren Brown: Secret, and The Cher Show. Previously a partner at Bespoke Theatricals, Maggie general-managed major plays and musicals for over a decade. She serves on the Board of Governors and Executive Committee for The Broadway League and is a former Co-Chair of the Labor Committee. She resides in New York City with her husband and two children. 
 About the Host – Lyndsay Dowd is a Speaker, Founder, Author, Coach, Podcast Host—and unapologetic Disruptor. With 30 years of leadership experience, including 23 at IBM, she's built and led high-performing teams that consistently delivered results. She also served as a Guest Lecturer at Harvard University, sharing her insights on modern leadership and culture transformation. 

 As the founder of Heartbeat for Hire, Lyndsay helps companies ditch toxic leadership and build irresistible cultures that drive performance, retention, and impact. She's been featured in Fortune Magazine, HR.com, ABC, NBC, FOX, CBS, and over 100 podcasts. 

   Lyndsay is a two-time best selling author of Top Down Culture and Voices of Women, and the host of the globally ranked and 2X awarded Heartbeat for Hire podcast—sitting in the top 2.5% worldwide. She is also the host of a weekly live show called THE LEADERSHIP LOUNGE. Lyndsay is a frequent speaker, moderator, and guest, known for her candor, humor, and ability to spark action.
  Official Brand Partner: https://MyDeals.Page/19c3 
 To my loyal listeners - I love luxury and I love a great deal. 
 If you are looking for an amazing gift or a way to treat yourself, Go to https://cozyearth.com/ and use the code LEADWITHHEART and get 41% off. It's the deepest discount you will find anywhere and I get commission too! This brand has been on Oprah's Favorite Things 9 times!! Happy Shopping!   
 Connect with Lyndsay Dowd:  Website: https://heartbeatforhire.com
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   #Hamilton #Broadway #MaggieBrohn #HamiltonMusical #ExecutiveProducer #LeadershipPodcast #CreativeLeadership #TheaterBusiness #WomenInLeadership #BehindTheScenes #HeartbeatForHire

In this heartfelt and candid episode, Bart sits down with Zane Kerby, President & CEO of ASTA (American Society of Travel Advisors). They explore the soul of travel, the evolution from “travel agents” to “travel advisors,” the emotional impact of seeing the world, and how empathy, kindness, slowing down, and meaningful connection shape a life well lived. Zane shares stories from his 30-year anniversary trip to Colombia, childhood influences, leadership philosophies, and why travel advisors are more vital now than ever. This conversation is human, emotional, and a reminder that travel doesn't just show us the world—it shows us ourselves.Major Takeaways / LearningsTravel Advisors Matter More Than Ever“Travel agent” felt transactional; “travel advisor” reflects guidance, advocacy, and expertise.Travelers want transformation, not transactions.Advisors are the trusted partners who know what most travelers don't.Travel Makes Us More HumanTravel builds empathy and reduces ego.Seeing how others live widens perspective and deepens understanding.Shared vulnerability while traveling brings people together.The Best Memories Are on the RoadZane's most meaningful family moments happened during travel.Being away from routine creates space for deeper conversations and connection.Small moments become lifelong memories.Slowing Down Creates KindnessZane's advice: slow down, listen, and be available to be interrupted.Pausing helps us notice others and step in to help more often.Leadership Rooted in HumilityZane's parents modeled respect, humility, and kindness.Great leadership is about presence, consistency, and treating people well.Hire smart people, pay them fairly, and share the credit.Stick With What MattersZane believes in endurance and commitment.“Most people don't stick with it…but you do.”Memorable Quotes“Most of the important memories I have with my wife and family are from travel.”“Travel makes you less ego-centric and more human.”“The more planes of people we send around the world, the fewer bombs we have to send.”“An advisor works for you. Not for a supplier—for you.”“Slow the heck down.”“Some opportunities to help make you feel human.”“All that I am or hope to be, I owe to my angel mother.”“Most people don't stick with it…but you do.”Why It Matters / How to Use ItFor Travel AdvisorsYour work matters more than ever. You're not booking trips—you're shaping how people see the world and each other. You help create life-changing experiences.For LeadersSlow down. Listen deeply. Treat people well. Presence is powerful. Hire smart, kind people and give credit freely.For EveryoneTravel as much as you can. Say yes more often. Go and see the world—it expands your understanding, deepens your empathy, and enriches your life. And when you're not traveling, practice the same principles: pause, notice, listen, help.Travel is an empathy engine. It makes us better humans. And as Zane reminds us, the world becomes a better place when we choose to go, see, and connect.More about Zane Kerby here: Zane Kerby | LinkedInMore about ASTA here: Home

BT and Sal tear into the pathetic state of the New York Giants, responding to a furious caller who threatens to cancel his 40-year season tickets if GM Joe Shane returns—a threat Sal quickly calls "BS." They pivot to what must be done next, focusing on bringing in an experienced GM like former Falcons executive Thomas Dimitroff, whose proven track record (building the Falcons to sustained success after the Vick era) contrasts sharply with Shane's failures. The hosts debate the correct order of hiring: GM first, then coach? They argue that only a Super Bowl winner like Bill Belichick should have the latitude to pick his GM. The episode kicks off with a heated battle over the Perfect Parlay standings, as Sal reveals he was "screwed" out of a win on his Turkey Day Teaser by a half-point line change, sparking a furious debate over NFL betting rules on a tie.

Tuesday, December 02, 2025 Inside Sports with Al Eschbach -New CFP rankings announced, Notre Dame drops a spot, OU landing spots, Al's favorite hire of the year and more. Follow the Sports Animal on Facebook, Instagram and X Follow Tony Z on Instagram and Facebook Listen to past episodes HERE! Follow Inside Sports Podcasts on Apple, Google and SpotifySee omnystudio.com/listener for privacy information.

Mike Valenti gives his thoughts on Michigan State hiring Pat Fitzgerald as their next head coach. Download the latest episode of Cash the Ticket today. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

When I learned of Lauren Tetenbaum's work around workplace menopause advocacy, I knew I wanted her to come on the show.  Talking about menopause at work is long overdue.  When there is something that directly impacts 50% of our population, 100% of us are impacted in some way.  We need to be talking about menopause at work.  Period.  Lauren Tetenbaum, LCSW, JD, PMH-C is a licensed clinical social worker, women's rights advocate, writer, and mom dedicated to supporting and empowering women through life transitions. With experience as both a lawyer and a psychotherapist, Lauren specializes in counseling women navigating identity shifts related to motherhood, career, and reproductive health. Lauren frequently contributes thought leadership to media and professional organizations; she is the author of the 2025 book Millennial Menopause: Preparing for Perimenopause, Menopause, and Life's Next Period.  Listen in to hear Lauren share: Why reproductive healthcare is a workplace issue The perimenopause/menopause symptoms that impact women at work Accommodations workplaces can make that support women in perimenopause/menopause (that benefit others too!) Benefits that workplaces can easily add to improve healthcare access for midlife women When and how to prepare for perimenopause instead of waiting for it to “hit you” in a way that profoundly impacts your life The costs we are seeing for employers who are choosing to NOT address menopause in the workplace How men can advocate for menopause friendly policies, education, and accommodations in the workplace Links Mentioned:  Connect with Lauren: millennialmenopause.com Get Lauren's book: Millennial Menopause Lauren on IG: @thecounselaur: https://www.instagram.com/thecounselaur/ Lauren on LinkedIn: https://www.linkedin.com/in/laurenatetenbaum/ Organization: Let's Talk Menopause Organization: The Menopause Society [Dec 9th and Jan 8th] Shameless Rising: a 2-part workshop series to release the noise, reclaim your voice, and reignite your vision in 2026: saradean.com/rising [Open Enrollment] Join Sara's Aligned Leadership Incubator: saradean.com/aligned Hire me to speak: saradean.com/speaking Coach with me: https://saradean.com/executive-coaching-services Connect with me on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices

"McElroy & Cubelic In The Morning" airs 7am-10am weekdays on WJOX-94.5!See omnystudio.com/listener for privacy information.

You didn't start your business to stay stuck. If you're ready to finally hit 6 or 7 figures WITHOUT burning out — book a call with our team → https://weddingproceo.com/application CEO, stop letting the fear of a salary keep you stuck in the Solo-Preneur Trap! If you're stressed and overworked, I'm giving you the non-emotional math you need to prove that hiring a full-time team member at $75K is not an expense—it's an investment that can generate nearly $100K in new profit and buy back your weekends. Tune into this episode to grab the simple, data-backed formula that will finally give you the freedom you deserve and help you build that profitable business you love! The (FREE!)ASSUME Sales Training: 2x your wedding bookings in 30 days—step by step. Thousands of wedding pros have already used it to land more clients immediately! http://weddingproceo.com/freetrainingorgA favorite book of mine: Profit First by Mike Michalowicz https://amzn.to/4lbqZFwAnother favorite book of mine: Buy Back Your Time by Dan Martell https://amzn.to/3ITKLb4========================= EPISODE SHOW NOTES BLOG & MORE:https://weddingproceo.com/can-i-afford-to-hire-wedding-ceo-math/=========================Thank you for tuning in to this episode of the Wedding Pro CEO Podcast. If you find these strategies helpful, make sure to share this episode with your fellow wedding pros. And remember, in the world of weddings, it's all about building genuine relationships and showcasing your best work. Until next time, keep shining, CEOs!PLEASE SUPPORT THE PODCAST! LEAVE A REVIEW HERE: https://ratethispodcast.com/swdHave a question you'd like Brandee to answer? Ask here: http://bit.ly/3ZoqPmzHeads up, CEO! Some of the links I share may be affiliate links, which means I may earn a small commission if you decide to purchase—at no extra cost to you. I only recommend tools and resources I actually use and love, and that I believe will help you grow a profitable, sustainable business you're obsessed with.=========================Take the Wedding Pro CEO's free GAP assessmentSupport the show

Jason Longshore, Jon Nelson, and Jarrett Smith break down the last week worldwide and get you ready for the World Cup Draw on Friday, Picks of the Week, & more. 

Who makes the better embezzler: men or women? According to this week's guest, it's impossible to know because the truly great embezzlers never get caught.I'm excited to welcome my longtime friend and colleague Eli Rosenblatt to Fraudish. Eli takes us through his wonderfully "squiggly" career path in fraud investigation, reminding us that there's no single route to success in this field—and that's what makes it exciting. Whether you're just starting out or contemplating a career pivot, Eli's journey proves there are countless ways to make your mark in fraud detection. We dive deep into Fraud in Pop Culture cause we are both nerds about it. Eli shares his favorite fictional fraud fighters and we geek out over the shows that get it right and wrong.If you've ever wondered about the crimes we never catch or felt stuck in your fraud career trajectory, this episode will open your eyes to possibilities you haven't considered.Connect with Eli: https://www.linkedin.com/in/elirosenblatt/Eli's website: https://elirosenblatt.com/Mentions: The Bridge: https://en.wikipedia.org/wiki/The_Bridge_(2013_TV_series)Great Detectives Archive: https://www.greatdetectives.net/detectives/Leverage: https://en.wikipedia.org/wiki/Leverage_(American_TV_series)Pat Novak, for Hire: https://en.wikipedia.org/wiki/Pat_Novak,_for_HireYours Truly, Johnny Dollar: https://archive.org/details/OTRR_YoursTrulyJohnnyDollar_SinglesThe Big Sleep: https://en.wikipedia.org/wiki/The_Big_Sleep_(1946_film)Blade Runner: https://en.wikipedia.org/wiki/Blade_RunnerStumptown: https://en.wikipedia.org/wiki/Stumptown_(TV_series)Sugar: https://en.wikipedia.org/wiki/Sugar_(2024_TV_series)Against the Rules Podcast: https://podcasts.apple.com/us/podcast/against-the-rules-the-big-short-companion/id1455379351

» Watch on YouTube: https://youtu.be/fPPjFzfIcJs» View All Episodes: https://zoarfitness.com/podcast/» Hire a Coach: https://www.zoarfitness.com/coach/» Shop Programs: https://www.zoarfitness.com/product-category/downloads/» Follow ZOAR Fitness on Instagram: https://www.instagram.com/zoarfitness/Support the show

Hour 1--J&J Show Tuesday 12/2/25-- THE STRONG CASE FOR MEMPHIS TO HIRE DAN MULLEN & GO ALL IN on FOOTBALL + Jessica Benson joins the show on Edey/Grizz and Tigers hiring

Bryce Koon and the crew react to the flurry of coaching moves over the weekend and what they mean going forward! Who made a good move? Who lost out? WEBSITE: https://thecrowdedbooth.substack.com/ MacArthur Woodworks: https://macarthurwoodworks.com/?srslt... SECTION103: https://www.section103.com/ MERCH: https://www.bonfire.com/store/the-cro... CAJUN COUSINS: https://cajuncousinsco.com/shop-2/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

3HL - 12-1-25 - Hour 3 - Who had the best coaching hire? + Chris Low joinsSee omnystudio.com/listener for privacy information.

Mike and Bobby discussed LSU's decision to hire Ole Miss head coach Lane Kiffin as the program's next head coach. After listening to Coach Kiffin's introductory press conference, Bobby explained why he's "fired up" about the move.

3HL - 12-1-25 - Hour 3 - Who had the best coaching hire? + Chris Low joinsSee omnystudio.com/listener for privacy information.

Bill Belichick is one of the greatest of all time, but has the game passed him by? Should the Giants be interested in hiring him for their Head Coaching vacancy?

Hr 4 - Jeffery Simmons calls out Titans culture + what's the hold up with Penn St.'s coaching hire?See omnystudio.com/listener for privacy information.

Adam Crowley and Dorin Dickerson wonder who could emerge as Penn State's next hire to be the head coach of the football team.

Steal Sam's playbook to turn ChatGPT into your Executive Coach: https://clickhubspot.com/ohv Episode 770: Sam Parr ( ⁠https://x.com/theSamParr⁠ ) and Shaan Puri ( ⁠https://x.com/ShaanVP⁠ ) talk to Ben Horowitz ( https://x.com/bhorowitz ) about the Tupac murder, how to be a great leader, and the best opportunities for young people.  — Show Notes: (0:00) Intro (5:36) Why most leadership books don't work (9:25) What to do when your CTO is an asshole (17:54) What makes Zuck a great CEO (27:09) #1 reason why founders fail as CEOs (33:10) Startups solving America's problems (39:19) Opportunities for young people (44:25) Culture rules with shock value (55:25) Jeff Bezos' new startup (57:00) Ben's uncommon traits (1:00:13) Wisdom accelerators (1:03:24) Paid in Full — Links: • High Output Management - https://tinyurl.com/yejpnfs8  • The Motive - https://tinyurl.com/2ba2p52m  • a16z - https://a16z.com/  • KoBold Metals - https://koboldmetals.com/  • Flock Safety - https://www.flocksafety.com/  • Paid In Full - https://paidinfullfoundation.org/  — Check Out Shaan's Stuff: • Shaan's weekly email - https://www.shaanpuri.com  • Visit https://www.somewhere.com/mfm to hire worldwide talent like Shaan and get $500 off for being an MFM listener. Hire developers, assistants, marketing pros, sales teams and more for 80% less than US equivalents. • Mercury - Need a bank for your company? Go check out Mercury (mercury.com). Shaan uses it for all of his companies! Mercury is a financial technology company, not an FDIC-insured bank. Banking services provided by Choice Financial Group, Column, N.A., and Evolve Bank & Trust, Members FDIC — Check Out Sam's Stuff: • Hampton - https://www.joinhampton.com/ • Ideation Bootcamp - https://www.ideationbootcamp.co/ • Copy That - https://copythat.com • Hampton Wealth Survey - https://joinhampton.com/wealth • Sam's List - http://samslist.co/ My First Million is a HubSpot Original Podcast // Brought to you by HubSpot Media // Production by Arie Desormeaux // Editing by Ezra Bakker Trupiano //

This is a free preview of a paid episode. To hear more, visit www.splitzoneduo.comSUBSCRIBER EPISODE: Richard spent Sunday on his phone, gathering information on the day's many college football coach hirings and firings. This episode takes you through Richard's day of reporting. Alex joins him to discuss a bunch of moves: * Lane Kiffin heads to LSU, and Ole Miss replaces him swiftly with the internal succession option we talked about a few weeks ago: Pete Golding * The argument between Kiffin and Ole Miss at the end, Kiffin's efforts to own the narrative, and how much of this is his doing vs. the calendar's * Florida hires Jon Sumrall, who's technically a consolation prize but brings a lot more to the table than many Florida fans realize * Auburn, after weeks of pursuing Sumrall, winds up not with DJ Durkin but with Alex Golesh. But did Durkin play a role in how it shook out? * Arkansas gets Ryan Silverfield, angering Hogs fans but not Memphis fans* Michigan State fires Jonathan Smith and moves quickly to replace him with Pat Fitzgerald, in a sequence that looks like a set piece * Recapping some hires at Oklahoma State, Stanford, Colorado State, and Oregon State, while other jobs wait to be filled * Penn State's search is quieter than a whisper, but it's getting down to two options: Hire a coordinator, or take a big swing on a mystery man. If there's a mystery man, is he coaching a conference championship game? It's a great time to subscribe to Split Zone Duo Our coach carousel episodes, including this one, go behind the $10 monthly paywall for subscribers. If you're looking for a mix of reporting and longer-form discussions about the coach movements that shape the sport, we'd love to have you. Everyone can listen to a free preview of this episode, of course. Further listening from us * Alex's solo episode about DJ Durkin's time at Maryland. For a limited time, we've pulled this 2024 episode out from behind the paywall. If you've ever wondered why this podcast talks about Durkin in a certain way, and what his story has to do with CFB media, this will be the episode for you. * The Week 14 Sunday Hurry-Up, presented by Dad Water.

On today's show, we're lifting the veil on a little-known profession in the legal field: private judges. These are judges that businesses or individuals resort to when traditional courts are too slow, too expensive, or too time-consuming. But first, AI is helping out with our holiday shopping. Adobe Analytics says traffic to retail websites that originated from AI tools like chatbots was up 805% compared to last year.

Valenti began the third hour with his extended thoughts on MSU's firing of Jonathan Smith and hiring of Pat Fitzgerald as its next football head coach. The guys continued with this topic, mixing in the Lions sparingly as well.

Question from the SwoleFam about using AI for personal training, nutrition, etc. Join The SwoleFam https://swolenormousx.com/membershipsDownload The Swolenormous App https://swolenormousx.com/swolenormousappMERCH - https://papaswolio.com/Watch the full episodes here: https://rumble.com/thedailyswoleSubmit A Question⁠ For The Show: https://swolenormousx.com/apsGet On Papa Swolio's Email List: https://swolenormousx.com/emailDownload The 7 Pillars Ebook: https://swolenormousx.com/7-Pillars-EbookTry A Swolega Class From Inside Swolenormous X: https://www.swolenormousx.com/swolegaGet Your Free $10 In Bitcoin: https://www.swanbitcoin.com/papaswolio/   Questions? Email Us: Support@Swolenormous.com

On today's show, we're lifting the veil on a little-known profession in the legal field: private judges. These are judges that businesses or individuals resort to when traditional courts are too slow, too expensive, or too time-consuming. But first, AI is helping out with our holiday shopping. Adobe Analytics says traffic to retail websites that originated from AI tools like chatbots was up 805% compared to last year.

The University of Florida has named Jon Sumrall as the 31st head football coach in program history, Athletic Director Scott Stricklin announced on Sunday. Reports also indicate the Gators have hired Dave Caldwell as their next GM. David Waters reacts to the news and brings in Gators Breakdown Plus members for their reactions. #FloridaGators #GatorsBreakdown #GoGators #CFB #SECFootball #CollegeFootball JOIN Gators Breakdown Plus: https://gatorsbreakdownplus.com Warner Safari Florida Gators Polos: https://warnersafari.com/discount/GATORSBREAKDOWN Move Back You Suck T-Shirt: https://gatorsbreakdown.printful.me/product/move-back-you-suck-t-shirt Get Florida Gators merch at Fanatics: https://fanatics.93n6tx.net/DVYxja Questions or comments? Send them to gatorsbreakdown@gmail.com Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us a textIn this week's episode, Dale and Brian talk about what really matters when building a great team. It's easy to focus on résumés and experience, but they remind listeners that the real difference-maker is the person behind the skills. Every new hire will either contribute to the culture or contaminate it — which is why character always comes first.They walk through the Three C's they use when hiring: Character, the essential starting point; Culture, making sure someone fits the heartbeat of the organization; and Competence, the abilities needed to do the job well. Competence is still important, but only after character and culture are aligned.The episode wraps up with a simple encouragement to “make the main thing the main thing.” When leaders protect their culture and prioritize character, they set their teams up to grow stronger, healthier, and more united in their mission.Episode Highlights: Developing & protecting culture.The 3 C Filter.The order matters.Links Mentioned in Episode/Find More on ForeverLawn:www.foreverlawn.comImpact Without Limits Instagram: @impact_withoutlimitsForeverLawn's Instagram: @foreverlawnincGet Grass Without Limits HereVisit our show notes page HERESubscribe to Our Newsletter HEREDale's Instagram: @dalekarmieBrian's Instagram: @bkarmieFind Our Shorts on the ForeverLawn YouTube ChannelThis show has been produced by Adkins Media Co.

"McElroy & Cubelic In The Morning" airs 7am-10am weekdays on WJOX-94.5!See omnystudio.com/listener for privacy information.