Podcasts about Hiring

James Shapiro explains how Rose McClendon and John Houseman established the Negro Unit, hiring a young Orson Welles to direct the revolutionary Macbeth production in Harlem.

In this episode, Stacey Morgan and Rhee Gold reflect on the evolution of the Dance Life Teacher Conference as it celebrates its 30th anniversary — and what its journey reveals about leadership, vulnerability, and the power of community in dance education. Rhee shares the early beginnings of the conference (then called Project Motivate), when only a handful of studio owners were willing to attend business-focused training. From starting with 20 attendees, dropping to six, and then growing into a global movement, the conversation highlights how persistence, belief in purpose, and honest connection built something far bigger than a seminar. Together, Stacey and Rhee explore: Why studio owners once resisted business education How vulnerability and shared struggle changed studio culture The shift from competition to collaboration Why “blinders on” is still the best mindset for studio owners How community fuels confidence, growth, and leadership The long-term impact of training teachers alongside owners They also dive into what’s new at the upcoming Dance Life Teacher Conference, including: Leadership and management training Hiring for culture (not convenience) Mid-year retention strategies Studio size “Owner’s Huddles” Expanded movement offerings including ballroom and dance on camera Stronger pathways for faculty development This episode is a reminder that success doesn’t come from copying the studio down the street — it comes from knowing your purpose, investing in your people, and staying focused on your own vision. Whether you’re a new studio owner or a seasoned leader, this conversation will leave you inspired to stop looking sideways, start building forward, and reconnect with the passion that brought you into the studio in the first place.See omnystudio.com/listener for privacy information.

This Week In Startups is made possible by:Sentry - http://sentry.io/twistCircle - http://Circle.so/twistWispr Flow - https://wisprflow.ai/twistToday's show: What makes OpenClaw feel so much more ALIVE than other AI agents?On TWiST, we're welcoming three amazing builders who are truly connecting with their OpenClaw bots, not just using them for productivity but getting to know them and their personalities on a deeper level.Serial entrepreneur Ryan Carson shows us Antfarm, which creates a team of agents with specialized roles, who work together to complete complex tasks.THEN David Im shows us Clawra, his AI virtual girlfriend that learns about you and your tastes, and even buys you presents!FINALLY, Alex Liteplo presents RentAHuman, a marketplace where bots can pay real people in stablecoins to complete IRL tasks.The future may not just be humans and AIs working side by side, but hanging out, being social, and learning from one another as well!Timestamps: (0:00) It's a Friday show with Lon and we've got THREE awesome OpenClaw builders(6:41) First up, Ryan Carson shows off his open source too, AntFarm(7:57) What is a “Ralph Wiggum Loop”?(10:54) Sentry - New users can get $240 in free credits when they go to http://sentry.io/twist and use the code TWIST(17:14) NOTI Q: What about security?!(18:13) David Im shows us his AI virtual girlfriend, Clawra(19:21) Circle.so -  the easiest way to build a home for your community, events, and courses — all under your own brand. TWiST listeners get $1,000 off the Circle Plus Plan by going to http://Circle.so/twist(20:33) Introducing your IRL girlfriend to your AI girlfriend(23:23) How to program an AI companion(28:26) Should Clawra be a best pal instead of a GF?(32:38) Wispr Flow: Stop typing. Dictate with Wispr Flow and send clean, final-draft writing in seconds. Visit https://wisprflow.ai/twist to get started for free today.(33:54) Jason's Productivity Hack of the Month(36:17) Alex Liteplo shows us RentAHuman, where AI agents can hire real people(38:22) What are the bots hiring people to do, exactly?(50:02) Why robots might be better bosses than people…(50:51) Hiring 100 goth girls to hold signs in Times Square(55:25) OFF DUTY! Norwegian skier breaks down on live TV(58:01) Lon's fav Best Picture nominees(59:08) Why Apple acquired “Severance.” Subscribe to the TWiST500 newsletter: https://ticker.thisweekinstartups.com/Check out the TWIST500https://twist500.com Subscribe to This Week in Startups on Apple: https://rb.gy/v19fcp*Follow Lon:X: https://x.com/lons*Follow Alex:X: https://x.com/alexLinkedIn: https://www.linkedin.com/in/alexwilhelm/*Follow Jason:X: https://twitter.com/JasonLinkedIn: https://www.linkedin.com/in/jasoncalacanis/*Thank you to our partners:(10:54) Sentry - New users can get $240 in free credits when they go to http://sentry.io/twist and use the code TWIST(19:21) Circle.so -  the easiest way to build a home for your community, events, and courses — all under your own brand. TWiST listeners get $1,000 off the Circle Plus Plan by going to http://Circle.so/twist(32:38) Wispr Flow: Stop typing. Dictate with Wispr Flow and send clean, final-draft writing in seconds. Visit https://wisprflow.ai/twist to get started for free today.Check out all our partner offers: https://partners.launch.co/

Most people think you need money to build a business. Blake Mycoskie proves you need creativity, conviction, and resilience. He built TOMS from $3,000 into a $600 million exit and launched multiple bootstrapped ventures, revealing what it really takes to start from nothing. In this raw conversation, Blake shares the frameworks behind businesses started with almost no capital — including a $500 laundry service that made $100K in three days and a $1,500 driver's ed company. He explains why too much funding can hurt startups, how he cold-called Kid Cudi into becoming a founding partner, why industry experience can limit innovation, and his “utility marketing” approach — showing real value instead of selling hype. Blake also opens up about the depression that followed his success, waking at 3 AM with suicidal thoughts, and the healing journey that led to Enough, his mental health movement. He discusses lessons from failure at TOMS, using AI therapy during panic attacks, confronting his core belief of “I'm not enough,” mantra meditation, scheduling joy, walking the Camino, and why bold goals should be held loosely. This is practical entrepreneurship and personal transformation from someone who built millions from pocket change and found purpose beyond profit. Ready to turn your newsletter into your career? Head to https://beehiiv.com/codie and use code CODIE30 for 30% off your first three months. ___________ 00:00:00 Introduction 00:01:11 Starting Businesses With Zero Money: The EZ Laundry Story 00:03:06 The Two Biggest Lies Entrepreneurs Are Told 00:07:15 Utility Marketing: The Purple Cow Principle 00:11:08 Taste, Style, and Hiring the Right People 00:20:25 The ENOUGH Movement: From Depression to Purpose 00:31:52 The Dark Night: Suicidal Ideation and the Path to Healing 00:44:18 Big Goals Loosely Held: The Buddha Tree Moment 00:48:50 AI Therapy and Pattern Interrupts: Tools for Mental Health 00:55:26 Scheduling Joy and Engineering Adventure Into Life ___________ MORE FROM BIGDEAL

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2.13.26 Hour 1 1:00- The NBA fined the Utah Jazz and Indiana Pacers got fined for tanking... 19:20- Chris Simms is NOT a fan of the Commanders hiring David Blough & Daronte Jones.

Chris Simms is NOT a fan of the Commanders hiring David Blough & Daronte Jones.

Hi friends and happy friday!!! Thanks for coming to yap city I hope you enjoyed your stay! Write In Your Questions/Stories: https://docs.google.com/forms/d/1Po-xXACQPyiFYy4UP9ctxg7UAOh1bFoUnG65hAz5GRM/preview

Hiring's getting harder and the labor shortage isn't going away, but you can control how you sell your company to potential employees. Instead of listing features (like $20/hour or a 7–4:30 schedule), this episode teaches you to flip those into benefits that answer “What's in it for me?” so your job posting stands out.   You'll hear real examples (biweekly direct deposit → “never late paycheck”; consistent 7 a.m. start → “no guessing when to show up”) and a simple process to turn every feature into a hire-ready benefit. Kati also explains a custom GPT tool he built that writes these benefit-driven job posts in minutes — link in the show notes to join there free AI for Contractors group and grab the template. https://t2m.io/aiforcontractors   Ready to hire this season? Join the free AI for Contractors group (link in show notes), subscribe for more hiring tips, and tune in next week when Scott walks through behavioral interview questions to help you spot reliable, on-time employees.   Join the AI for Contractors group at https://t2m.io/aiforcontractors   Follow Million Dollar Landscaper: Website | Facebook | Instagram | YouTube

Mike Schopp and The Bulldog are joined by Sal Capaccio to talk about the news of the Bills adding John Fox to the staff as an Senior Assistant. Sal Capaccio points out how McDermott had a similar hiring when he was first getting started out as the Bills head coach. What to expect from the Bills defensive additions in the offseason and which teams will be looking for a new QB.

Top headlines for Friday, February 13, 2026In this episode, Democratic lawmakers dismiss a congressional hearing on the supposed rise of Sharia law, the Department of Health and Human Services invites faith-based groups to compete for billions in federal funding, and two pro-life organizations take Michigan to court over a controversial antidiscrimination law.Subscribe to this PodcastApple PodcastsSpotifyOvercast⠀Follow Us on Social Media@ChristianPost on XChristian Post on Facebook@ChristianPostIntl on InstagramSubscribe on YouTube⠀Get the Edifi AppDownload for iPhoneDownload for Android⠀Subscribe to Our NewsletterSubscribe to the Freedom Post, delivered every Monday and ThursdayClick here to get the top headlines delivered to your inbox every morning!⠀Links to the NewsDemocrats dismiss House hearing on Sharia threat in US | PoliticsStephen Colbert given 'servant leadership' award by Episcopalians | EntertainmentHHS encourages faith-based organizations seek funding | U.S.Okla. church's bank account hacked, over $85K stolen | U.S.Pro-life groups sue Michigan over antidiscrimination law | U.S.Christian celebrities react to James Van Der Beek's death | EntertainmentJelly Roll's wife defends him sharing the Gospel at Grammy Awards | Entertainment

Send a textWe chase one core question: does the whiskey in the bottle live up to the story. Dark Arts' chief alchemist Macaulay Minton joins us to talk rare woods, fair pricing, Lexington's revival, and why bourbon still works as social glue across differences.• focusing on liquid over labels and hype• Dark Arts' global wood program and toast design• neat-first philosophy and hospitality without pretense• accessible pricing on exotic finishes, including Mizunara• festival plans, limited honey-cask allocations, absinthe launch• Lexington distillery district history and renewal• collaboration across brands and rising-tide mindset• building a team of spirit guides and low turnover• family-first growth, never-sell vision, and stewardship• tasting “presidential” releases on merit, not politics• bourbon as community glue and respectful debateWhat if bourbon could cut through the noise and bring people back to the table? We put that belief to the test with Dark Arts Whiskey House's chief alchemist Macaulay Minton—an independent mind with a global barrel network, a stubborn streak against hype, and a plan to make rare-wood whiskey actually attainable. From trekking for staves and dialing in toast profiles to keeping flagship bottles under eye-popping prices, he shows how craft can be both imaginative and honest.We get hands-on with “presidential” releases and judge them the way whiskey should be judged—by taste, texture, and finish, not the label. Along the way, we dig into the revival of Lexington's historic distillery district: limestone water, living history, and a tasting room that feels part gallery, part laboratory. Hiring “spirit guides” for curiosity and care over classic résumés, the Dark Arts team shapes an experience that reads the guest first and pours second. Collaboration threads through the story—brands sharing space, knowledge, and momentum—because a rising tide really can lift all boats when the liquid holds up.Looking forward, we explore a custom still in the works, a bold absinthe program under Noble Arts, and micro-batches like honey casks headed to festivals including New Orleans. There's a clear line on values: steward the product, respect the community, price with integrity, and build something that lasts through family, not flip it to the highest bidder. Most of all, we celebrate bourbon as social glue—a way to slow down, talk straight, and find common ground over a shared glass.If you care about where whiskey is going—and how it can still bring us together—hit play, share with a friend, and leave a review to keep the conversation flowing. Cheers to good bourbon, good people, and better conversations ahead.Support us: www.scotchybourbonboys.com — Become a member, join the Patreon, leave a five-star review on Apple and iHeart. “Remember, good bourbon equals good times with good friends. Drink responsibly, don't drink and drive, and live your life uncut and unfiltered.”voice over Whiskey Thief Add for SOFLSupport the showhttps://www.scotchybourbonboys.com The Scotchy bourbon Boys are #3 in Feedspots Top 60 whiskey podcasts in the world https://podcast.feedspot.com/whiskey_podcasts/

As law enforcement agencies at every level scale up recruiting, legacy background tools can't track officer movement or surface red flags early enough to matter. Joining me to explain why those gaps show up first in hiring, and what a modern, shared digital platform would let agencies see that they can't see today is the Founder of Guardian Alliance Technologies, Justin Biedinger.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Truth About Art World Careers: Inside Talent, Hiring, & Strategic Navigation with former co-managing partner of Sophie Macpherson Ltd.In this episode, I sat down with Rosie Allan, former co-Managing Partner of Sophie Macpherson, a leading recruitment firm specializing in the art market.I speak to Rosie about her journey into art world talent and recruitment, and what drew her to this particular corner of the industry. We talk about the groundbreaking Art Market Talent Reports that Sophie Macpherson has released over the past few years - research that has sparked essential conversations about working conditions, career pathways, and structural challenges across the sector.I ask her about the UK Employment Rights Bill and what it actually means for people working in galleries, auction houses, and museums today. We discuss what a strategic job search looks like in the current landscape, how the process differs between the US and UK art markets, and what mid-level professionals can do to convince employers they're ready for senior roles.We also talk about career progression in an industry where traditional advice doesn't always apply, Rosie's decision to step down as co-managing partner after years with the company, and so much more.Thank you Rosie for coming on the podcast!You can follow Sophie Macpherson Ltd on Instagram here: https://www.instagram.com/smlsearch/You can follow Rosie here:https://www.instagram.com/rosieallan_art/You can check out SML's website here: https://www.sophiemacpherson.com/- - - - - If you love what we do, support ALL ABOUT ART on PATREON!  ⁠https://www.patreon.com/allaboutart⁠Keep up to date on Instagram @allaboutartpodcast  ⁠https://www.instagram.com/allaboutartpodcast/⁠ ABOUT THE HOST:I am an Austrian-American art historian, curator, and writer. I obtained my BA in History of Art at University College London and my MA in Arts Administration and Cultural Policy at Goldsmiths, University of London. My specializations are in contemporary art and the contemporary art market along with accessibility, engagement, and the demystification of the professional art sector.SOCIALS: Instagram⁠ @alexandrasteinacker https://www.instagram.com/alexandrasteinackerand LinkedIn at ⁠Alexandra Steinacker-Clark⁠ https://www.linkedin.com/in/alexandra-steinacker/This episode is produced at Synergy https://synergy.tech/the-clubhouse/the-podcast-studio/ COVER ART: Lisa Schrofner a.k.a Liser⁠ ⁠⁠https://www.liser-art.com/ and Luca Laurence https://www.graffitikunst.at/Research and Creative Assistant: Iris Epstein 

Hour 4 of the Bob Rose Show, on Friday morning's breaking news stories, including another surprisingly positive economic report. Inflation is coming down, more than experts predicted. Making America's economy great again, and the biggest news for 2-13-26

Job seekers are now paying recruiters to help them land positions as the U.S. labor market tightens. With competition high and applications flooded by bots and spam, “reverse recruiting” services are emerging to connect candidates with companies, shifting the traditional hiring model where companies pay recruiters. Economic pressures, H-1B policies, and inflated education costs are intensifying the struggle for white-collar jobs.

2.12.26, Washington Commanders Head Coach Dan Quinn joins The Kevin Sheehan Show to discuss how the 2025 season played out, having to hire two new coordinators this offseason and how the team plans to get back on track for next season.

ICE will be at the World Cup, director says, and left-wing media seems… shocked. Hiring is off to a good start in 2026. A former WaPo staffer doesn’t understand how layoffs work. // Big Local: A judge ordered a Spokane woman accused of sending death threats to a Minneapolis FBI agent to be put in home detention. Tacoma children’s hospital closed its gender clinic. Sea-Tac airport has finally concluded a massive two-year $500 million project. // You Pick the Topic: Protesters in LA gathered around a restaurant because they thought ICE agents were dining there, but they turned out to be TSA agents. Bruce Springsteen released a new Trump protest song.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1961: Emma Worden lays out a practical guide for entrepreneurs weighing the decision to bring on help in their small business. She explores the financial, strategic, and emotional aspects of hiring, from choosing between contractors, employees, or partners to leveraging automation tools, helping you avoid premature hires while still scaling smart. Read along with the original article(s) here: https://womenwhomoney.com/hire-help-small-business/ Quotes to ponder: "Hiring help lets you grow your revenue faster, expand your business, and boost its efficiency." "When translated into actual numbers, it seems that a business with an owner and just one employee faces an average employment cost of $56,770 per worker." "If you're ready to hire the first candidate you come across, then the answer is obvious. You need help." Episode references: Asana: https://asana.com Zoho Recruit: https://www.zoho.com/recruit/ QuickBooks: https://quickbooks.intuit.com Odoo: https://www.odoo.com SAP Business One: https://www.sap.com/products/business-one.html    

Send a textOn this powerful episode, Cornell Bunting sits down with Chief Jason Fields, a dedicated leader who has served the City of Fort Myers since September 2000.Before being appointed Chief of Police in August 2023, Chief Fields rose through the ranks—serving as a Patrol Officer, Sergeant, Lieutenant, Captain, Acting Major, and now Chief. His leadership philosophy centers on intelligence-led, proactive policing, strong community partnerships, and inspiring excellence within his department.Throughout his career, Chief Fields has been deeply involved in SWAT, Internal Affairs, Training, Hiring & Recruiting, Accreditation, and Field Training Programs, bringing experience from every level of service.He holds a Master of Science in Criminal Justice from Hodges University and a Bachelor of Science from International College. He is also a proud graduate of the FBI National Academy (Session 286) and a member of the International Association of Chiefs of Police.In this conversation, Chief Fields opens up about growing up in New York, moving to Florida with his wife and child, and answering his calling to serve in law enforcement. He shares his vision for leading the Fort Myers Police Department in a progressive direction focused on public safety and community trust. Support the showThank you for tuning in with EHAS CLUB - Stories to Create Podcast

Feb. 13, 2026, is Two-Brain's 10th anniversary—a full decade of solving every problem in the gym business.In this special episode of “Run a Profitable Gym,” Two-Brain founder Chris Cooper tells the complete story of how Two-Brain Business became the biggest mentorship practice in the fitness industry.The journey started long before 2016. In 2005, Chris opened his first gym, and by 2008, he was broke, running two struggling locations and looking for part-time jobs in the newspaper. He couldn't find a single example of someone making a real living as a gym owner.Then he found a mentor outside the fitness industry and started translating business lessons into gym-specific tactics. He published his first blog post on June 9, 2009, as a “love letter to future Chris”—sharing exactly what worked and what didn't.By 2012, gym owners were flying him to Fort Lauderdale to speak. He self-published his first book, “Two-Brain Business,” which went on to sell 26,000 copies, becoming the bestselling fitness business book of all time.On Feb. 13, 2016, Chris officially launched Two-Brain Business with 52 gym owners who believed in the vision: make a difference, make a profit and make it home for dinner.Today, Two-Brain works with thousands of gyms worldwide, publishes the industry's largest data set every year and runs the biggest gym business summit in the world.Tune in to hear the full origin story—and find out what's ahead.Join Coop at the 10th annual Two-Brain Summit, June 6-7, 2026, in Chicago; get your tickets with the link below.LinksTwo-Brain Summit TicketsGym Owners UnitedBook a Call1:05 - 2005-2015: Prehistory1:12 - Opening a gym6:28 - Hiring a mentor18:09 - Publishing book No. 120:24 - Becoming a mentor28:32 - 2016-2018: Early days29:23 - The first Two-Brain Summit35:57 - Building the “State of the Industry” report39:43 - 2019-2021: Growth & lockdowns43:39 - Certifying professional mentors44:41 - 2022-2025: Additions and refinements49:18 - 2026: 10th anniversary49:33 - Leaving the CEO role53:11 - The 10th annual Two-Brain Summit

When your property management business isn't growing, hiring a salesperson might seem like the obvious solution, but what if that's actually where most owners go wrong… In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull break down why most BDM hires fail, the critical mistakes owners make with commission-only roles, and the exact systems required to make a salesperson successful. They dive into DoorGrow's Three Fits framework, the three non-negotiable ingredients for BDM success, and tease a game-changing new growth model designed to help property managers scale without burnout, bad leads, or broken systems.   You'll Learn (00:00) Introduction: The Three Fits for Hiring (01:16) The Challenges of Hiring a Business Development Manager (BDM)  (02:42) The Three Key Ingredients for BDM Success  (04:40)  Mistakes in BDM Compensation: The Commission-Only Pitfall  (05:40) The Three Roles of a BDM and the Problem with Buying Leads  (09:54) The "Door Machine" Teaser: The Easy Button for Growth  (14:39) Advanced Community, AI, and Final Thoughts  Quotables "A BDM has zero chance of success if you hire the wrong person."  "If they're not all three, they will fail. Or you'll fire them. Or they will leave you because they're not making enough money."  "If you do not have the right system to plug a BDM or a salesperson into, you can hire as many of them as you want, and they will still not work." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Jason Hull (00:01) All right, five, four, three, two, one. All right, we are Jason and Sarah Hull, the owners of DoorGrow, the world's leading and most comprehensive coaching company for long-term residential property management entrepreneurs. For over a decade and a half, we brought innovative strategies and optimization to the property management industry. At DoorGrow, we have spoken to thousands of property management business owners, coached, consulted, and cleaned up hundreds of businesses, helping them at doors.   improve pricing, increase profits, simplify operations, and we run the leading property management mastermind with more video testimonials and reviews than any other coach or consultant in the industry. We're the best. At DoorGrow, we believe that good property managers can change the world and that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners, and their businesses. We want to transform the industry.   eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. Now, let's get into the show. All right. So today, we're going to be chatting a little bit about the challenges of getting a business development manager, a BDM, or a salesperson for your property management business that we've seen. Yes. So a lot of times people think, hey, I need to grow my business.   and they either don't wanna do it, they don't have the time to do it, or they just want help doing it. And then their go-to is, well, I'll just hire someone to do it, right? What could go wrong? Yeah, and that's where they make their first mistakes. Hiring is tough. Hiring is tough. And so, a BDM has zero chance of success if you hire the wrong person. And so, we...   started solving this challenge for our clients by building out a hiring system. We call it door for a hiring. And we focus on what we call the three fits. They gotta be the right culture fit, which means they actually share your values. You can trust them. Because if they don't, aren't a culture fit, they'll steal from you or they'll do something off. And if culture's off, generally everything else goes south. It doesn't work. They have to be the right personality fit, which means they have to have   the right personality to be willing and love and be able to do sales. And they have the right skill fit, which means they have to be intellectually capable of developing the skill or they have to have the sales skill already. If they're not all three, they will fail. Or you'll fire them, which is basically because they're failing. Or they will leave you because they're not making enough money. Okay, then once you hire them,   assuming you get the right person, there's three key ingredients we found that are critical for BDM success and it's really difficult to get all three of these dialed in. It's even difficult for our clients who we coach to do these three things and so generally we see a lot of other BDM coaching companies they probably do a good job of maybe hiring the right people. My guess is they know how to read disk assessments and they use other tools and they can find good salespeople.   but I hear a lot of them fail. Like my brother hired two salespeople from one of these BDM placement coaching companies and he fired both of them. And it probably was my brother's fault. I don't know. Sorry, Brian. But it might've been he just didn't have these three key ingredients in place. They might've been able to have a chance. So these three key ingredients are one, training. And.   Basically they have the right strategies and training in order to succeed. Second, they have to have the right accountability. A lot of business owners just are like, here, here's what you do, or they rely on the BDM coaching company to just make it work. And sometimes they just get bad strategy. I don't think anybody has as good a strategy or clever or unique as I do as Dorgo does. We were very innovative on that.   I think then ⁓ the third piece is we've got training, we've got then accountability, there has to be transparency, visibility, metrics, things like this. they're being, you you can see where the gaps are, where the problems are. And third, compensation. And so the compensation has to be right. If the compensation structure is off, compensation is incentive. And if the incentive structure is off, either they won't be making enough money,   and they'll quit or you'll be paying them maybe too much money in the wrong way and then they get lazy and they're not incentivized to continue because they're making enough money or they're not getting motivated enough to get the results that you need so you'll fire them. There's so many ways compensation gets messed up. A lot of you think, I could just pay them commission only. Then I don't have to pay them anything unless they make money and then they're not motivated or they're not doing the leading actions.   and then they fail. So we've just seen a lot of mistakes made there. And I think one of the biggest ones is the idea, well, I'll just pay them commission only. And that's a really nice thought, but in practical application, it's just not a way to set things up to be successful. And the reason is, I know everybody's going, that's what I want. Yes, we can want these things, but...   In reality, the problem is that unless someone can start working in your business today and have the ability to close deals this week, then a commission only structure is just not going to work. And what I mean by that is not just, ⁓ no, they can, they can close a deal. They could close a deal right away. Great.   do you have a few thousand leads for them to call today? So if they get hired today and they get trained today and then tomorrow they start making calls, do you have a whole list of people that they can call and then close deals as early as like four days later, three days later? Because if the answer to that is no,   No, Sarah, I don't have an entire list. If I had an entire list, I would just call them myself and I would just work that list myself. Great. So then what you're doing is you're bringing someone in who can only make money if they close a deal and somehow expecting them, you're expecting them to close a deal, but not providing them with leads to work. So it's essentially saying, all right, I...   We'll pay you if you close deals. You can get started today. I don't have a list, a long list. Don't give them 10 people. 10 leads is not good enough. I don't have many leads for you to work. I have some, but I don't have a whole list of leads ready for you to just start working that are already in the system. ⁓ You need to go find the leads and create the connections and the relationships.   to get the leads and then you need to build a relationship with them and take them through the entire sales process and then you can close them and that might take two weeks, three weeks, four weeks, two months, three months. So what usually ends up happening on a commission only structure is the BDM, the first month makes zero dollars. So imagine if you did work for an entire month and you made nothing.   Would you want to be in that situation? Probably not. But then we're expecting other people to want to be in that situation. And for some people, that is doable. But for the majority of people, that's just not possible. They have bills to pay, they have a mortgage or rent, they have to feed themselves, they might have a family. It's not possible to just say, well, hopefully you figure it out really quickly, even though I'm not going to give you what you need in order to be   successful quickly, I hope you figure it out quickly because that's how you'll get paid. And then people wonder, why is no one applying for my job? So the problem, a medium is a little bit unique. Having a property management salesperson, they need to be not just a closer in which you like they just closed deals. They also need to be a setter. They need to be doing outreach and outbound, but they also need to be a networker.   They need to be going to networking events, connecting, walking into offices, meeting with people. And so the challenge is if they're a setter, a networker, and ⁓ a closer, they really need to be compensated the way you would compensate all three. we talk about this. There's a YouTube video up where I talk about how to compensate a BDM. Check it out. ⁓ But basically there needs to be a base plus commission and there's a strategy to how to do this correctly. Feel free to check out our video about that.   But a lot of people get this wrong. All right, so assuming that you get all of these things dialed in, it's still a struggle for some of our clients to manage their own BDM to do this. I'm going to share, we're going to give you a little sneak peek about something that we have coming up. But first, that's going to be a game changer for this industry. If you struggle to grow, if you tried lots of different lead sources, you tried lots of different programs, we're going to tell you about how DoorGrow will just grow your business for you.   as a teaser. But before we do that, I'm going to read a word from our sponsor. So this is our sponsor for today's episode is Blanket. Wait, Blanket. Lior from Blanket. It's his birthday today, which I did not plan. But happy birthday, Lior. Yeah, happy birthday. So by the time this goes live, it'll be past. But for those that watching the live stream, maybe if it goes out today, then cool. All right, here we go. Blanket is a property retention growth platform.   that helps property managers stop losing doors, add more revenue, and increase the number of properties they manage, while your clients with a branded investor dashboard and an off-market marketplace, while your team gets all the tools they need to identify owners at risk of churning and powerful systems to help you add more doors. I think Blanket's an awesome platform. You want to keep your properties, even if your clients are kind of like selling, you can keep the property and get other owners into it, and there's a network of owners that will.   choose in to being your property management client and take over this property. So I think it's a no-brainer. Everybody should have a blanket. Check it out. Okay. So let's talk about something that's uncomfortable when it comes to growth and sales and hiring a BDM. So a lot of people think that in order to solve their growth problem, they need to hire a salesperson. Okay. Right? Yeah. So they go, okay, well.   growth isn't happening, let me just like hire a salesperson because either I don't want to do it or I'm not the right person to do it or I am busy with other things and I just don't have enough time to dedicate to it or maybe I am doing it but it'd be nice to have some extra deals so let me hire somebody else to do it alongside with me and then I can double my growth if there's two of us. Yeah or even worse a lot of people think well I don't need a salesperson I can do it myself I just need more leads.   And if you're listening and you're saying that, there's reason why you probably haven't had great growth or significant growth if you haven't and you're saying that. Not all leads are equal. We talk about this a lot. Reach out to us. Just give us a shout out on any social media. Just say leads to us and we'll send you our leads training for free or go to doorgo.com slash leads and watch this training and I break down how to get unlimited leads for free and why not all leads are equal. You don't.   have to be paying anyone for leads. In fact, I recommend you don't because it slows down your BDM, it makes your BDM focus on the wrong strategies, and then your BDM is dealing with a lot of cold, unqualified leads from the internet that are the cheapest owners, that are the most difficult to manage, that have the highest operational cost, and are the most price sensitive. And this is why a lot of businesses and property management start to struggle and be unable to scale because of the types of clients and properties and owners that they're taking on.   And the sales cycle time takes way longer than what our strategies are, way longer than warm leads. And so you don't want to give your BDM a pile of cold crappy leads from the internet and slow them down. And so they're not able to add easily 10, 20, 30 units a month. They need better strategy. Okay. Okay. So the uncomfortable thing is that if you do not have the right system,   to plug a BDM or a salesperson into, you can hire as many of them as you want and they will still not work. So if you're trying to get a BDM in your business and grow the company without the right system in place for that BDM, it essentially is like saying, hey, I want to get in shape and I hired a personal trainer and then he's gonna do all the work.   Yeah. Well, you have the right person, but it doesn't alleviate you from being involved and putting in work. So even if you have a BDM, you still have to be involved in it. It's not many times, it's not like, this BDM is just gonna come in and figure everything out and build everything and figure out what to do and how to do things and close the deals and everything's gonna be great. Yeah, normally it's not turnkey at all.   I mean, I'll give you an example. I knew of a property management business here in Texas. They have since sold their business, but they had multiple BDMs. They had a whole bunch. They were shelling out a massive amount of money for cold leads and digital marketing. And they were paying for some sort of sales program that was very expensive with one of these big name gurus who I won't mention in sales.   strategies and tactics are outdated and old school, pushy sales, manipulation type stuff. And they were just showing up a massive amount of money for client acquisition. It was ridiculous. And it wasn't really that effective. And they ended up selling the business because really the business was, it was just a numbers play. They were trying to stack in a bunch of doors just to get out and they exited. But, and ⁓ you know, on these,   This was the CEO, this was somebody that was coaching in the industry, but the margins were really difficult and that was because they were taking on bad doors and bad clients. All right, so what do we want to share today? So what if? We're gonna play the what if game because this is what we did. And actually, this is something we had kicked around for a while and then I was talking actually with John and I said,   this is this thought that I had, and what if it worked like this? But then what if we actually do it like this instead? And ⁓ then Jason and I had been kind of chatting about this, and we've developed this idea. I think it's something that we feel like we have to do for this industry. Because...   Man, it just gets under my skin so bad when I see property managers doing everything wrong. And when I see them failing. And especially when they're trying so hard and it's still not getting them the results that they want. So what if there was a way to press the easy button and just have growth happen and you don't actually need to be involved in it at all?   What if you were able to just have the company grow and you don't need to take any of the action. You don't need to be involved in the growth. You don't need to do any of the strategies. You don't need to buy leads. You really would just be closing a deal, having a conversation with somebody who has already warmed up and ready to go.   which is I think what most people want when they say they want leads. Right. They say they want to leads. don't actually, you don't want leads. Let's be real. Easy lay down You don't want a lead because you have to work that lead. What you really want is you want someone to come to you and say, hello, I'm ready to sign up with you. And what do I need to do to make that happen? I get it because I was there. That's, I did not want to do sales in my business. And that was the only way after.   I had grown it to a certain point. That was the only way I would sign on a new client is if they came to me and said, hi, I want you to be my property manager, but what do I need to do? Yeah, here, sign this. Here's the agreement. Lay it out. Easy deals. it. So I know that that's what you guys want is you just, you love the actual closing and the pitching of the deal. You don't like all of the other stuff. You don't like the outbound calls and the follow-ups and the scheduling and the rescheduling.   and the nurturing and the warming up of the relationship. And a lot of times, networking, sometimes they like it and sometimes they don't. They're like, well, I don't know, I could kind of do that. But it's not really like you're forte. Really, you're like, I would love to just get on calls with people all day who are just ready to go. Yeah. They're just ready to go. So what if that was an option? That would be a game changer for this entire industry.   and we would make a ton of money here at DoorGrowl and you, if you're one of our clients, would make a ton of money and it would be a win-win-win for all three parties. the salesperson would also make a ton of money. So with this idea, I feel like we can richen the entire industry, which is exciting to me. We will be creating multi-million dollar business owners with this new offer that we're going to be launching. We're calling it   The Door Machine, that's our working title right now. So this is gonna be a game changer for the industry. If you are interested in maybe what this might be, because we don't wanna announce it yet. Yeah, I'm not fully... Then reach out to us. out to us and we're gonna be starting with our clients that have gone through our rapid revamp, where we rehab their business.   These are clients that we've cleaned up their branding, their website, their sales pitch, their pricing, their purpose, which is the actual product. ⁓ We're rehabbing, it's like bar rescue for property managers. We're cleaning up the business. We are gonna start with them, because we need all the friction removed from the business. And a lot of your businesses have a lot of friction and a lot of problems and a lot of leaks in the hose, and you're thinking, how do I turn on the hose more?   the host has these massive leaks. So we're going to be working with businesses that we've cleaned up the leaks first. They're going to get dibs to this. And so if you're interested in this, come to DoorGrow. We'll show you the leaks. We'll help you clean that up. And then you will be one of the people that can get access to the door machine where basically we give you the doors. We throw the doors at you. You have lay downs and your business can just scale and grow and   We are almost like a partner with you. We're involved in the growth of your business and we'll help you grow it. These are doors you wouldn't have gotten otherwise and it's gonna be a no-brainer. So yeah, so reach out and let us know if you're interested. Anything else we wanna say about it? I don't think we're gonna give too much more We're keep it a little close to the best. Right now. Because it's not public yet. we haven't, it's...   It hasn't been officially launched. We have chatted with a few of our clients about this so far and all of them said yeah, like I'm in, it. I'll give one other clue about something other than this that we're also doing. We're also going to be launching a new community, an advanced community, leveraging AI, leveraging AI tools, giving access to AI stuff that is going to be, I think, also a game changer for the industry.   We're gonna be consolidating our Dorgo Club Facebook group, our Telegram community for clients into one platform that's gonna be a game changer for the industry. And we're figuring out some low dollar price points to get people in to this group so that you can easily get your first 10, 20 units, which would make affording our mastermind program easy, offset, a no-brainer, already paid for basically. And so these are some of the things on the horizon.   and I've got some new team members helping me take sales off my plate. And so I'm gonna go deep into the rabbit hole of building all this stuff out. And we've got a really strong vision. think this is gonna be, this coming year for DoorGrow is gonna be one of the biggest, this will be the biggest. I think this year we may make as much money and have as much impact as we've had in the entire life of our business over the last decade and a half. So I think it's gonna be that significant. So I'm excited to see what we're able to create.   and I think it's going to be a game changer. We've got some strategies where we're going contrarian in the opposite direction of AI. And we're leveraging AI, but I think the future is human. And I think depth is going to be the key to scalability. And we're going to be applying that to DoorGrow, and we're going to be helping our clients apply that. And it's going to be a game changer because the more AI slop and goop and grossness and junk that's out there because anything can be created now,   the more humans are gonna matter if you do it in the right way. You gotta leverage, you gotta use AI. You gotta get on that AI stuff, but you gotta do it in the right way. And where you can use humans, where you should use humans, you gotta go all in on that. that's part of our strategy for the next year and beyond. So stay tuned, it's gonna be amazing. So anything else we should say before wrapping this up? ⁓ Nope, do you wanna talk about the newsletter?   What about it? We have a newsletter. I'll mention it in our little outro here. Great. I don't know if that was in there. So I'll mention that. So for those of you that watching, listening, if you've ever felt stuck or stagnant in your property management business, you want to take it to the next level, reach out to us at drover.com. For a free training on how to get unlimited free leads, this leads training, you can just text the word leads to 512-648.   Also join our free Facebook community just for property management business owners by going to doorgrohclub.com. And if you would like to get the best ideas in property management, join our newsletter by going to doorgroh.com slash subscribe and get tips, ideas, Sarah writes stuff, I'll write stuff. Like you'll get some really good info from that. And if you found out, if you found this to be even a little bit helpful,   any of our episodes, don't forget to subscribe and leave us a review. We'd really appreciate it. helps us reach others and help others. And until next time, remember the slowest path to growth is to do it alone. So let's grow together. Bye everyone.

This week, we're joined by Anish Agarwal, CEO of Traversal, an AI-native site reliability platform helping teams detect, diagnose, and remediate incidents before they spiral into prolonged downtime.Anish shares how Traversal is tackling the full lifecycle of reliability work: identifying what caused an incident, determining which signals actually mattered during alert triage, and helping teams plan how their infrastructure should evolve over time. As modern systems grow more complex, spanning microservices, serverless, and multi-cloud environments, the surface area for failure continues to expand, especially as AI-generated code accelerates change faster than humans can reasonably keep up.We talk about why observability has produced some of the largest outcomes in software, why the traditional dashboard-first model is breaking down, and why the next generation of tooling needs agents that can search, reason over, and act on observability data, not just display it. Anish also breaks down where “self-healing systems” are real today, where expectations need to be reset, and why many AI-SRE products risk building faster horses instead of rethinking the experience entirely.Episode chapters:1:50 — Anish's background and early building2:30 — The origins of SRE and why it emerged8:40 — Research-driven thinking in product and engineering10:07 — Building for large enterprise environments13:00 — AI-driven code and the growing infrastructure surface area16:11 — Preparing infrastructure for an AI-native future20:10 — Fear, trust, and operating critical systems23:05 — From detection to automated action24:20 — How the SRE role is changing26:05 — Hiring and building the right team29:08 — Raising capital from Sequoia and KP32:38 — Reflections and lessons learned35:50 — Quick-fire round This episode is brought to you by Grata, the leading deal sourcing platform for private equity. Grata's AI powered search, investment grade data, and intuitive workflows help you find and win the right deals faster. Visit grata.com to book a demo.This episode is also sponsored by Overlap, the AI powered app that uses LLMs to surface the best moments from any podcast. Overlap reads full transcripts, finds the most relevant clips, and stitches them into a personalized stream of insights. Tap into podcasts as a real information source with Overlap 2.0, now available on the App Store.

In this segment of The Clay Edwards Show, host Clay Edwards sits down with Dylan Anglin, owner of Anglin Plumbing in Central Mississippi. Dylan shares his journey from hitting rock bottom—selling paint at a hardware store—to building a thriving plumbing business over the past decade. Starting with no experience, he learned the trade on the job and now runs a company handling everything from simple fixes like clogged toilets and leaky pipes to full remodels, new construction, and commercial projects. Specializing in tankless water heaters, Dylan discusses industry challenges, the importance of fair pricing (especially for elderly clients), and recent issues like banned gas flex pipes in Jackson. He also talks about hiring opportunities for motivated individuals ready to learn and earn, plus his commitment to community support through donations to veterans' causes.

What if your ETH could earn more—without taking on wild risks?In this episode, I chat with Steven Pack, founder of Rock Solid, a fast-growing ETH vault platform. Despite tough market conditions, they've hit 25M in TVL with organic growth—no token incentives or mercenary capital. We dive deep into the world of liquid staking, restaking, Lido V3, new vault products, and how institutions are moving from simple staking into smart, managed DeFi strategies.If you're in DeFi or TradFi and want to understand where ETH staking and on-chain asset management is heading, this one's for you.⏱️ Key Learnings + Timestamps(01:41) Rock Solid's growth story — 300+ depositors and 9K+ ETH(03:25) Real yields: 2.5% → 8%, now steady around 6%(04:15) Delta-neutral strategies & surviving market shocks(06:30) Their BD role in expanding Rocket Pool's reach(07:20) Launch of institutional ETH leverage staking vault(10:03) Innovation with Lido V3 “ST Vaults” for known node operators(12:54) ETHStrat becomes first institutional depositor(14:30) What is leverage staking? Explained simply(17:20) Why active management beats DIY looping(18:21) Thoughts on incentives & tokenomics(22:23) Upcoming: Dedicated liquidity staking products(26:35) What's next: Stablecoin vaults & new products(31:27) Why vaults are the TCP/IP of on-chain finance(33:43) Market outlook: Real assets will win, fluff will fall(35:00) Hiring & fundraising updatesConnect with Rocksolidhttps://x.com/rocksolidHQ/status/2017266103400161485?s=20https://rocksolid.network/https://app.rocksolid.network/ Nothing mentioned in this podcast is investment advice and please do your own research.It would mean a lot if you can leave a review of this podcast on ApplePodcasts or Spotify and share this podcast with a friend.Be a guest on the podcast or contact us - https://www.web3pod.xyz/

How do you know whether a clinician truly aligns with your practice's culture and values? What would change if you hired with long-term growth in mind? Why is a conversation […] The post Hiring Your Ideal Clinician: The IDEAL Framework for Long-Term Growth | GP 314 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

Jeramy Keetch, Director of Talent Acquisition at Nerdy, traces how his Midwestern upbringing and global service experiences shaped his leadership philosophy, one rooted in empathy and adaptability. He reflects on faith, family, and cross-cultural learning, connecting those lessons to AI-native talent practices that reveal potential beyond traditional résumés.Books mentioned:- Good to Great by Jim Collins- The Seven Habits of Highly Effective People by Steven Covey- Counseling With Our Councils by Elder BallardConnect with host James Mackey on LinkedIn!  Thank you to our sponsor, SecureVision, for making this show possible! Follow us:https://www.linkedin.com/company/82436841/SecureVision: #1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

Ty Wang, cofounder and CEO of Angle Health, breaks down what it means to give back through public service, then shows how that same mindset drives his mission to modernize healthcare for small and midsize businesses. We get into why legacy health plans feel opaque and painful, what an AI native health plan actually changes behind the scenes, and how better data and workflows can create real cost stability for employers.Ty shares his path from a federal scholarship and national service work to Palantir, and why he chose one of the most regulated, least glamorous industries to build in. If you have ever wondered why healthcare feels impossible to navigate, or why renewals can blindside a company, this conversation will give you a clear mental model of the problem and a practical view of what modernization looks like when it actually ships. Key TakeawaysHealthcare feels broken because the infrastructure is fragmented, data is siloed, and even basic questions become hard to answer across inconsistent systemsModernizing healthcare is not just about a new app, it is about rebuilding the operational core so workflows, claims, underwriting, and member experience can run on integrated dataSmall and midsize businesses are hit hardest by cost volatility because they lack transparency, predictability, and negotiating leverage, yet health insurance is often a top line item after payrollA strong approach to regulated markets is collaborative, treat regulators as partners in consumer protection, not obstacles to work aroundMission and impact can be a recruiting advantage, especially when the technical problems are genuinely hard and the outcomes touch real people fastTimestamped Highlights00:40 What Angle Health is, and what AI native means in a real health plan02:05 The scholarship path that pulled Ty into public service and set his trajectory04:06 The personal story behind the mission, the American dream, and why access matters09:38 Why healthcare infrastructure is so complex, and how siloed systems create bad experiences11:33 Why SMBs get squeezed, and how manual administration blocks customization at scale13:20 The real pain point for employers, cost volatility and zero predictability before renewal16:55 Why the tech can expand beyond SMBs, but why the SMB market is already massive19:51 Lessons from building in a regulated industry, and why credibility and funding matter22:26 Hiring for high agency, mission driven talent in a world full of AI companiesA line that sticks“Unless you are lucky enough to work for a big company, these modern healthcare services are still largely inaccessible to the vast majority of Americans.”Pro Tips for tech operators and buildersIf you are modernizing a legacy industry, start with the infrastructure layer, fix the data model, integrate the systems, then automate workflowsIn regulated markets, build relationships early, show how your product improves consumer outcomes, and make compliance a design constraint, not a bolt onWhen selling into SMBs, predictability beats perfection, give customers a clear breakdown of what drives costs and what they can controlWhat's next:If this episode helped you see healthcare and legacy modernization more clearly, follow the show on Apple Podcasts or Spotify and subscribe so you do not miss the next conversation. Also, share it with one operator or builder who is trying to modernize a messy industry.

Hiring isn't about filling a teaching slot. It's about protecting your culture. In this episode, I sit down with Luisa Rodriguez-Haag, Recruitment Manager at Ensemble Performing Arts, to unpack the biggest hiring mistake music schools make — and how to fix it before it costs you retention, morale, and your brand reputation. You're not just hiring someone to teach. You're hiring someone to represent your promise to families. We break down what separates a "warm body" from a true culture carrier and why skill alone isn't enough. In this episode, you'll learn: Why teaching is a transfer of emotion, not just information The red flags of a misaligned hire How to interview for values, not just availability Why rushed hiring leads to turnover How culture-first hiring strengthens retention and referrals If you've ever made a desperate hire or struggled with turnover, this conversation will reshape how you interview. Because your brand walks into the room every time your teacher does.

Hiring managers don't remember resumes - they remember storiesIn this episode of Top of the Pile, Karen sits down with storytelling expert and narrative strategist Aaron Calafato to talk about why storytelling isn't just a “nice to have” skill - it's essential to standing out in today's job market.Aaron has helped brands like Indeed, Glassdoor, and Palo Alto Networks build trust through story-driven content, and he brings those same principles into the job search and interview process. Aaron is the creator and host of the award-winning 7 Minute Stories podcast, which has reached over 30 million listeners, and the co-creator and co-host of Glassdoor's The Lonely Office. He also serves as an audio growth strategist for State of Mind, one of Apple's leading mental health podcasts.Together, we break down the difference between simply having conversations versus telling intentional stories, and why most job seekers struggle to clearly communicate their value.We dive into the idea of storycatching — paying attention to your own experiences as they happen — and how self-reflection and self-awareness can help you build short, compelling stories that resonate in interviews and networking conversations. Aaron also explains what a throughline is, why it matters, and how understanding both your own story and a company's mission can dramatically improve how you show up in interviews.If you're a college student, recent grad, or early-career professional trying to articulate your strengths, pivot careers, or feel more confident talking about your experience, this episode will give you practical tools to tell better stories — and get remembered for them.LAUNCH Career Strategies was founded by Karen Elders and Elyse Spalding. We help young professionals launch a successful career path with expert coaching services. Reach out today for an initial FREE coaching session.LinkedIn | Instagram | Facebook

In episode 239, Coffey talks with Carrie Fabris about why organizations seem to revisit the same issues repeatedly and how leaders can solve them for good through better communication, alignment, and accountability.  They discuss ineffective workplace communication and recurring problems; intuitive leadership versus inclusive decision-making; defining root causes instead of treating symptoms; creating buy-in through clarity, trust, and shared language; productive conflict and psychological safety on teams; accountability, execution, and avoiding chaos in organizations; leadership energy, burnout prevention, and sustainable performance.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP239  Carrie's book “ALL IN: A Working Mom's Unapologetic Quest for a Juicy Life” can be found here https://www.carriefabris.com/bookstore  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Carrie Fabris is the founder and CEO of CareerFrame, a leadership development and executive coaching firm that helps high-performing leaders become energized, aligned, and execution-focused. Known for her fast trust and bold clarity, Carrie works with VPs and executive teams navigating growth, succession, and culture shifts.  She brings 20+ years of corporate experience with companies like Google, Travelocity, and Sabre—and for the past 10 years, coaches and advises leaders using her signature FRAMEit Method™, which blends CliftonStrengths®, EQ-i®, Situational Leadership and real-world leadership systems that emphasize a whole-human leadership approach to bring balance for busy people leaders. Carrie is especially passionate about helping leaders have hard conversations, build trust fast, communicate effectively and create accountability that actually energizes. She graduated from UT Austin and resides in Dallas, TX.  Carrie Fabris can be reached at  https://www.careerframe.com  https://www.linkedin.com/in/cfabris-reframe-coaching-training https://www.carriefabris.com/bookstore https://www.instagram.com/cdfabris https://www.facebook.com/chiefreframer https://x.com/yourcareerframe hello@carriefabris.com  About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:  Identify why unresolved communication leads to recurring organizational problems. Apply practical leadership behaviors that create alignment, buy-in, and accountability. Use frameworks and assessments to improve problem solving, execution, and team trust. 

Agentic AI is coming. Are defenders ready?Alon Schindel, Director of Data & Threat Research at Wiz, joins Eden and Amitai for the Season 3 Finale. This isn't just a recap. It is a look at how top-tier research teams operate at speed. Alon explains why Wiz treats research as a "product" rather than a support function. He details the "DeepLeak" discovery where his team found thousands of exposed API keys mere hours after a platform's popularity spiked.What's Inside:Agentic AI: Why 2026 will be the year AI starts taking action, not just chatting.Speed as a Weapon: How to shorten the time between a zero-day and a detection.Culture: The power of the "Table" and collaborative chaos.Retrospective: Lessons from IngressNightmare and the year in vulnerabilities.Resources:Read the DeepLeak Research: https://www.wiz.io/blog/wiz-research-uncovers-exposed-deepseek-database-leakWiz Threat Research Hub: https://www.wiz.io/research

Business and finance news from the Asia-Pacific. US payrolls rose in January by the most in more than a year and the unemployment rate unexpectedly fell, suggesting the labor market continued to stabilize at the start of 2026. Employers added 130,000 jobs last month and the unemployment rate declined to 4.3%, according to Bureau of Labor Statistics data. The January data reinforces Federal Reserve officials' inclination to keep interest rates on hold for now, with many traders pushing out their timeline for the next rate cut to July from June. To break down the latest jobs report, we turn to Jeffrey Roach, Chief Economist for LPL Financial. Plus - Japanese stocks gained when trading reopened after a public holiday. For more on the markets, we speak to Charu Chanana, Chief Investment Strategist at Saxo Bank.See omnystudio.com/listener for privacy information.

PRIMETIME: Titans fans get to point and laugh at the Giants hiring their hand-me-downs For More PRIMETIME coverage follow us here: www.atozsports.com/nashville Podcasts: atozsports.com/podcasts Facebook: https://www.facebook.com/atozsportsnashville  Instagram: https://www.instagram.com/atozsports/  Twitter: https://twitter.com/AtoZSports  TikTok: https://www.tiktok.com/@atozsportsnashville #AtoZSports #TennesseeTitans #NFLFootball #Titans #NFLUpdates #NFLFootball Learn more about your ad choices. Visit megaphone.fm/adchoices

A record number of viewers tuned in, but did they spend? We will analyze the "Dorito Index" and what the Super Bowl ad lineup—dominated by Tech and Pharma—tells us about the health of the consumer.Today's Stocks & Topics: Centene Corporation (CNC), Market Wrap, Robinhood Markets, Inc. (HOOD), Stock Valuation, The "Super Bowl" Consumer Hangover, Bio-Techne Corporation (TECH), MSC Industrial Direct Co., Inc. (MSM), VICI Properties Inc. (VICI), iShares MSCI Japan Value ETF (EWJV), Franklin FTSE South Korea ETF (FLKR), Franklin FTSE Mexico ETF (FLMX), The Inflation Report, A. O. Smith Corporation (AOS), Vistra Corp. (VST), Constellation Energy Corporation (CEG), Hiring in the U.S.Our Sponsors:* Check out Quince: https://quince.com/INVESTAdvertising Inquiries: https://redcircle.com/brands

Ben Maller talks about Klint Kubiak commenting on the future of Maxx Crosby with the Raiders and if that closes the door on trade talks, why the Steelers are slow dancing with Aaron Rodgers again, a decline in wagers on the Super Bowl in Vegas, and more!See omnystudio.com/listener for privacy information.

Check out the podcast on Macslist here: (https://www.macslist.org/?post_type=podcasts&p=16642&preview=true)  Job seekers often wonder what recruiters are really looking for. On this episode of Find Your Dream Job, former recruiter Claire Martin shares what happens behind the scenes when employers review applications. Claire is the director of employer engagement at Willamette University and has spent more than a decade recruiting and hiring. She explains how recruiters still read resumes, why research matters in interviews and how follow-up fits into the process. Claire also shares hiring secrets you can use right away. Learn how small details on your resume and LinkedIn profile shape first impressions, how to cultivate connections with an organization and when AI can help or hurt your search. Claire's advice will help you show up as yourself and stand out in the hiring process. About Our Guest: Claire Martin is the director of employer engagement at Willamette University. Resources in This Episode: Connect with Claire on LinkedIn. Willamette Career Center Learn more about your ad choices. Visit megaphone.fm/adchoices

The January jobs report is in — and it came in stronger than expected. The U.S. economy added 130,000 jobs to start 2026, while the unemployment rate edged down to 4.3%. Hiring was concentrated in health care, social assistance, and construction, even as some sectors saw losses. The Bureau of Labor Statistics also released updated benchmark revisions confirming that 2025 job growth was softer than previously reported. In this episode, Kathy Fettke breaks down what the latest employment data signals about the strength of the labor market, wage growth, and what it could mean for Federal Reserve policy and interest rates moving forward. Want to learn more? Visit www.Newsforinvestors.com  Source: https://www.cnbc.com/2026/02/11/jobs-report-january-2026-.html 

I've worked with hundreds of top financial advisors over the years, and I keep seeing the same problem show up in different ways: incredibly talented advisors with empty calendars.The issue usually isn't effort. It's how marketing decisions are made. Too often, advisors run their marketing on emotion instead of math. In this episode, I break down the exact marketing framework I've shared with some of the fastest-growing firms in the country. We walk through how to evaluate marketing like an investment, not an expense. Why ROI and high frequency matters. And how shifting from one-to-one to one-to-many marketing creates leverage that allows you to scale beyond yourself.If you want a calendar that stays full without grinding harder, this episode gives you the mental model to build it intentionally—and scale it sustainably.3 of the biggest insights from Brad Johnson…#1.) Marketing Must Be Driven by Math, Not EmotionAdvisors often abandon proven strategies after one bad experience. When you understand the true numbers behind your funnels, you stop guessing and start investing with confidence.#2.) Frequency Is Just as Important as ROIA high-ROI strategy that runs only a few times per year can't scale your business alone. The best growth comes from balancing return and how often you can turn the volume up.#3.) One-to-Many Is the Ultimate Growth LeverThe most scalable advisory firms don't rely on one-to-one outreach. They use seminars, events, and content to serve many people at once—without sacrificing quality.SHOW NOTEShttps://bradleyjohnson.com/155FOLLOW BRAD JOHNSON ON SOCIALXInstagramLinkedInFOLLOW DBDL ON SOCIAL:YouTubeTwitterInstagramLinkedInFacebookDISCLOSURE DBDL podcast episode conversations are intended to provide financial advisors with ideas, strategies, concepts and tools that could be incorporated into their business and their life. No statements made in the episode are offered as, and shall not constitute financial, investment, tax or legal advice. Financial professionals are responsible for ensuring implementation of anything discussed related to business is done so in accordance with any and all regulatory, compliance responsibilities and obligations. The Triad member statements reflect their own experience which may not be representative of all Triad Member experiences, and their appearances were not paid for. Triad Wealth Partners, LLC is an SEC Registered Investment Adviser. Please visit Triadwealthpartners.com for more information. Triad Wealth Partners, LLC and Triad Partners, LLC are affiliated companies.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The founder and CEO of Savvy Aviation explains the need for on-condition maintenance for GA, the proper roles of aircraft owners and mechanics, his Inspection Authorization training course, and his new Aviation Masters podcast. In the news, American Airlines is under fire from pilots and flight attendants, AA's financial performance, the departure of AOPA’s CEO, a United Airlines lawsuit, and the Inspector General audit of air traffic controller training. Also, an Airplane Geeks host announces his new aviation podcast. Guest Mike Busch is the founder and CEO of Savvy Aviation, which provides aircraft owners, operators, and maintenance professionals with expert guidance grounded in data-driven, reliability-centered maintenance principles. Through maintenance management, education, and advocacy, Savvy helps the General Aviation community improve safety, reliability, and cost control. Mike Busch, Savvy Aviation founder and CEO. Mike argues that general aviation aircraft are often over-maintained, wasting both owners' time and money while straining already limited mechanic capacity. He believes the industry should shift its focus toward on-condition, or reliability-centered, maintenance. Mechanics, he says, need to be trained to think critically—not just follow the manufacturer's book. By applying reliability-centered maintenance and working on-condition, our existing mechanics could be more efficient. Mike also outlines what a healthy, collaborative relationship between owners and mechanics should look like. SavvyAviation has introduced the free, FAA-accepted SavvyCertified training course designed for mechanics studying for Inspection Authorization renewal. Mike reports that many aircraft owners signed up for the course and find it valuable. He also has a new podcast called Aviation Masters. Mike is a well-known aviation writer, teacher, aviation type club tech rep, aircraft-owner advocate, and entrepreneur. He assists aircraft owners with their maintenance problems through his lectures, articles, and books. Mike is a National Aviation Maintenance Technician of the Year and has previously appeared in Episode 446 (April 5, 2017) and in Episode 667 (August 25, 2021). Aviation News Allied Pilots Association Delivers Scathing Ultimatum to American Management In a letter to the American Airlines Group Board of Directors, the Allied Pilots Association (APA) Board of Directors says, “Our airline is on an underperforming path and has failed to define an identity or a strategy to correct course” and “…it is the result of persistent patterns of operational, cultural, and strategic shortcomings.” “For more than a year, APA has voiced concerns regarding management's ability to turn the corner. Management has been given repeated opportunities to articulate a credible strategy and demonstrate measurable improvement. Those opportunities have passed without meaningful change. Despite repeated assurances, the operation continues to struggle under predictable stressors, exposing systemic weaknesses in preparation, execution, and decision making. These consequences are shouldered by our customers and employees every day. “ “These failures have negatively impacted the financial performance of our company and frustrated all stakeholders, to include shareholders, for far too long.” “American is no longer best in class financially, operationally, or in customer service. The pilots of American want our company to win and dominate the competition, not just survive and compete. Our careers are intrinsically tied to the fate and performance of this once-great airline.” The Allied Pilots Association (APA) is the collective bargaining agent for American Airlines (AA)  pilots. Founded in 1963 and representing more than 16,000 pilots, the APA says it is the world’s largest independent pilots' union. “Shame On You”: American Airlines Flight Attendants Call for Shareholder Coup to Oust CEO Unlike the APA, the Association of Professional Flight Attendants (APFA) is calling for American Airlines’ chief executive, Robert Isom, to step down. In an internal memo addressed to Isom, APFA Chicago O'Hare base president Justin Patterson says, “I would like to say, sleeping on floors is NOT normal. Shame on you for trying to normalize this inhumane treatment. Doing the same thing on repeat and expecting different results [is] the definition of insanity.”  Patterson asks, “Do you intend on running this airline with piss poor planning and posting minuscule profits again in 2026?” And “This company failed more than just the Flight Attendants… they failed everyone who works here. American Airlines failed our shareholders. They were derelict in their duties to our shareholders.” APFA is the official crew union that represents more than 28,000 AA flight attendants. Passengers Left Stunned By Miniature Tray Tables on American Airlines New Long-Haul A321XLR American Airlines flight attendant Heather Poole has posted on X photos of the new Economy cabin tray tables. Table depth is half what you'd normally expect from a tray table. A standard laptop will overhang the smaller tables, and the standard AA long-haul meal tray will as well. The table does not fold out or extend. Pressure mounts on American Airlines CEO as carrier lags rivals In 2025, Delta Air Lines posted $5 billion in net income with a 7.9% profit margin. United Airlines posted $3.3 billion in net income with a 5.7% margin. American Airlines made $111 million last year with a 0.2% margin. AOPA's Hiring a Crisis Communications Firm AOPA's board has reportedly hired a crisis‑management firm on a $250,000 retainer to handle intense backlash over the abrupt departure of CEO Darren Pleasance on February 4, 2026. Off-Duty FAA Inspector Claims He Got Lifetime Ban from United After He Pointed Out Alleged Safety Concerns Paul Asmus said that after a May 2022 flight where he pointed out his safety concerns, United removed him from the flight and gave him a lifetime travel ban. Asmus is suing United for $12.75 million in damages. The civil suit claims loss of wages, emotional distress, and punitive damages. Asmus, an FAA Inspector but off-duty, claims that he noticed a “torn seat-back pocket at his assigned seat,” which “impaired the ability to secure and access the emergency briefing card” and a passenger standing in the aisle while the aircraft pushed back from the gate. Asmus believed that he had an obligation to report the violations he observed and took photographs for an FAA report. Audit Initiated of Air Traffic Controller Training at the FAA Academy The U.S. Department of Transportation, Office of Inspector General announced the initiation of an audit. The Memorandum, Audit Announcement | Air Traffic Controller Training at the FAA Academy [PDF] (Project ID 26A3002A000), dated February 5, 2025, states that: “…the Academy is facing considerable challenges with training, including a shortage of qualified instructors, training capacity limitations, an outdated curriculum, and high training failure rates. Given the importance of increasing the number of certified controllers to safely manage the NAS, we are initiating this audit. The audit objectives will be to assess (1) FAA's efforts to address the Academy instructor shortages, training limitations, and trainee failure rates and (2) the Academy's progress with updating the air traffic controller training program curriculum.” The OIG plans to begin the audit “in the coming weeks.” The Office of Inspector General (OIG) works within the Department of Transportation (DOT) to promote the efficiency and effectiveness of DOT programs and operations and to detect and prevent waste, fraud, and abuse.  See the OIG Active Audits list. Mentioned Stories About Flying podcast from Rob Mark. Aviation is an industry brimming with adventure and discovery at every turn. Award‑winning aviation journalist and Airplane Geeks co‑host Rob Mark invites listeners to enjoy captivating stories from a lifetime of aviation. Drawing on more than 50 years of experience flying for airlines, corporate and charter operations, and teaching as a flight instructor, Rob also reflects on his early days as an FAA and U.S. Air Force tower and radar controller. Along the way, he'll share remarkable stories from fellow aviators and respected podcasters who bring their own perspectives to the fascinating world of flight. Hosts this Episode Max Flight, our Main(e) Man Micah, and Rob Mark.

Dr Boyce discusses the website that lets AI hire human beings.

In this episode, host Rick Watson is joined by Mark Rubin, CEO of Kasama, to cut through the noise of the current agency landscape. Mark brings decades of experience from his time at Lyons Consulting, Precision Design Studios, and Moku Collective to discuss why the "AI Gold Rush" might be a trap and why replatforming your e-commerce site might be a mistake in 2026.In this episode, we discuss:The PE Cycle: Mark's firsthand experience with private equity acquisitions and the "ticking clock" that begins once the checks clear.The AI Trap: Why clients are demanding AI provisions in contracts and how it's creating a "margin pressure" that forces agencies to move from deliverables to results-based models.Hiring in the AI Era: The challenges of vetting developers who use AI tools and why "hiring slow and firing fast" is more important than ever.To Replatform or Not?: Mark's controversial take on why brands should maximize their current tech stacks rather than chasing a "sexy" new platform that may result in a massive internal distraction.

Josh Simons has been building businesses since most kids were just building sandcastles. Lemonade stands. Go-karts he leased out. Hustles that taught him early how money moves and how people work.At 17, Josh dropped out of school and made a feature film, not just for fun, but as a real business. Budgets. Hiring. Deadlines. Pressure. It was his first crash course in entrepreneurship, and it burned him out just as fast as it lit him up. In his early twenties, he hit reset mowing lawns, cleaning toilets, and actually living life for a minute.Then music pulled him back in. Josh started a band and naturally ran the business behind it too. That's when he saw a massive gap in the industry: musicians had platforms to stream, monetize, and build audiences… but nowhere to actually connect. LinkedIn wasn't built for creatives.So he built what didn't exist.VAMPR - the “Tinder for musicians.” A hyper-granular networking platform that grew to over 1.7 million users and changed how artists collaborate globally. That success eventually led to a strategic exit into Australia's public music tech ecosystem with Vinyl Group, turning VAMPR into part of a broader music technology portfolio.But Josh's real superpower isn't just ideation, it's evolution. He knows teams change as companies scale. Skillsets shift. Ego gets shelved. Transparency wins.From bootstrap hustle to tech exits, Josh Simons proves one thing: the path isn't clean but resilience compounds. And the entrepreneurs who survive the dark chapters are the ones who end up rewriting industries.Subscribe to Young Boss with Isabelle Guarino wherever you get your podcasts, and be sure to like, share and follow on Instagram and TikTok.And remember, youth is your power.

The bank's head of global talent, an HBS grad, explains the value of cultivating careers, keeping churn low, hiring from within, and focusing on local markets and communities. Also, AI adoption, skills-based hiring, the pivotal role of managers, and training leaders to navigate turbulence.  

Business is Messy is back, bringing you practical solutions to the challenges every growing trades business faces. Brian Nolan and Colin Nolan are digging into three challenges facing their clients right now: shifting sales teams from immediate-results thinking to relationship-building, navigating the complexities of family business succession, and creating accountability systems that actually stick.Have a business mess you'd like Colin & Brian to address? Drop us a note at info@nolang.com and we'll put it in front of our Coaches on an upcoming "Business is Messy" episodeToday's Podcast is brought to you by ProfitWorks. 

In this episode of the Level Up Claims Podcast, host Galen Hair sits down with EA Clarke, founder of Pivot + Edge, to unpack why most hiring strategies fail—and how storytelling, culture alignment, and employer branding can completely change the way companies attract and retain talent.   Highlights: EA Clarke's background in startups and high-growth companies Why traditional recruiting models are broken Employer branding and storytelling as a hiring strategy Hiring people who run toward opportunity, not away from problems The true cost of bad hires across sales, marketing, and leadership Culture fit vs. resume fit How Pivot + Edge attracts aligned talent through storytelling The role—and limits—of AI in modern recruiting Ghost hires, identity swaps, and hiring fraud risks Building trust and alignment in the hiring process What it really means to "level up" recruiting Episode Resources: Connect with EA Clarke https://www.pivotandedge.com/about/ Connect with Galen M. Hair https://insuranceclaimhq.com hair@hairshunnarah.com https://levelupclaim.com/

Brandon Lee Gowton (Bleeding Green Nation) joins Birds 365 to discuss AJ Brown's uncertain future, Jalen Carter's shoulder concerns, the Micah Parsons trade rumor, and why the Eagles' 'hire a scheme' philosophy might be failing.Support this podcast at — https://redcircle.com/birds-365/donationsPrivacy & Opt-Out: https://redcircle.com/privacy

The Raiders' signing of Klint Kubiak has Raider Nation hopeful, but it also signals real progress. Las Vegas Raiders on SI Senior Beat Writer Hondo Carpenter breaks down the Silver and Black from inside the facility on the latest edition of the Las Vegas Raiders Insider Podcast on PFI Pro Football Insider. Learn more about your ad choices. Visit megaphone.fm/adchoices

Unlocking the Secrets of Squiggly Careers with Helen Tupper In this episode of Jimmy's Jobs of the Future, Jimmy interviews Helen Tupper, the co-author of the bestselling book 'Learn Like a Lobster' and developer of the concept of 'Squiggly Careers'. Helen shares her insights on modern career trajectories and the importance of continual learning in the workplace. She explains how squiggly careers can help individuals remain resilient amidst rapid change and delves into the analogy of lobsters, highlighting traits that can be beneficial to learning and growth. Helen also discusses practical tools and strategies for fostering a culture of learning in organizations, the impact of team learning, and the evolving nature of job roles. The conversation touches on Helen's business model, hiring practices, personal learning experiences, and her future ambitions with squiggly careers. 00:00 Intro 01:00 The Problem with Learning at Work 02:07 Lobster Traits and Learning 04:10 The Importance of Feedback and Failure 07:39 Rethinking Meetings for Better Learning 10:09 The Origin of the Lobster Concept 16:45 Understanding Thinking Styles 26:37 The Future of Learning in Teams 29:45 Celebrating Learners: A New Perspective 30:14 The School System's Misalignment with Real-World Skills 31:20 The Importance of Saying and Hearing the Hard Thing 33:08 The Multiplier Effect: Enhancing Feedback 35:41 Personal Example: Feedback at the Lobster Hatchery 39:33 Building the Squiggly Careers Business Model 50:54 Job Crafting: Designing Your Ideal Role 54:18 Hiring and Role Evolution at Amazing If 57:37 Creating Custom GPTs for Career Development 59:00 Final Thoughts and Reflections ********** Follow us on socials! Instagram: https://www.instagram.com/jimmysjobs Tiktok: https://www.tiktok.com/@jimmysjobsofthefuture Twitter / X: https://www.twitter.com/JimmyM Linkedin: https://www.linkedin.com/in/jimmy-mcloughlin-obe/ Want to come on the show? hello@jobsofthefuture.co Sponsor the show or Partner with us: sunny@jobsofthefuture.co Credits: Host / Exec Producer: Jimmy McLoughlin OBE Producer: Sunny Winter https://www.linkedin.com/in/sunnywinter/ Junior Producer: Thuy Learn more about your ad choices. Visit podcastchoices.com/adchoices

ITB's Eagles beat reporter Andrew DiCecco gives his insights from covering the Eagles on a daily basis.In this episode, Andrew goes inside the team's hiring of new OL coach Chris Kuper to replace legendary coach Jeff Stoutland.► Subscribe to our Patreon Channel for exclusive information not seen or heard anywhere else and become among smartest Birds fans out there (just ask our members!!) + get all of our shows commercial free and a lot more+join our live streams with our Adam Caplan each week!https://www.patreon.com/insidethebirds►Support our sponsors!!► Simpli Safe Home Alert System: https://simplisafe.com/BIRDS for 60% OFF!► Camden Apothecary: https://camdenapothecary.com/► Soul Out of Office Gummies: https://getsoul.com. Use Promo Code: BIRDS for 30% off► Sky Motor Cars: https://www.skymotorcars.com/Follow the Hosts!► Follow our Podcast on Twitter: https://twitter.com/InsideBirds► Follow Geoff Mosher on Twitter: https://twitter.com/geoffpmosher► Follow Adam Caplan on Twitter: https://twitter.com/caplannflNFL insider veterans take an in-depth look that no other show can offer! Be sure to subscribe to stay up to date with the latest news, rumors, and discussions.► Sign up for our newsletter! • Visit http://eepurl.com/hZU4_n.For more, be sure to check out our official website: https://www.insidethebirds.com