Podcasts about Hiring

In this episode of Right About Now, Ryan Alford sits down with leadership coach and author Anniston Riekstins to talk about purpose, personal growth, and the mindset shifts that help people take action in their lives. Anniston shares the inspiration behind her book The Universe Is Hiring and explains why many people spend years consuming personal development content without actually applying it. The conversation explores how self-awareness, service, and small intentional actions can create real change. Ryan and Anniston also discuss how discovering your unique strengths and leaning into what truly lights you up can open new opportunities—both personally and professionally. Topics Covered • The concept behind The Universe Is Hiring • Why personal development only works when you apply it • Re-thinking your relationship with time and priorities • The “authentic self-resume” exercise for discovering your strengths • Overcoming fear and self-doubt when pursuing purpose • Why fulfillment comes from growth and progress • How service can shift your mindset and create momentum • Empowering individuals within organizations Connect With Guest & Host Anniston Riekstins Author — The Universe Is Hiring Co-Host — The InPowered Life Podcast Instagram: https://www.instagram.com/annistonblairriekstins/ Podcast: The InPowered Life Podcast Book: The Universe Is Hiring: Discover the Role You Were Born to Fill Ryan Alford Host — Right About Now Website: https://ryanisright.com Instagram: https://www.instagram.com/ryanalford

How can organizations use AI to transform hiring while still protecting the human element at the heart of work? In this episode of Tech Talks Daily, I sit down with Mahe Bayireddi, co-founder and CEO of Phenom, to explore how artificial intelligence is reshaping the way companies attract, hire, and develop talent.  Our conversation comes at an interesting moment for the company, following the announcement that Phenom has acquired Be Applied, an AI-driven cognitive assessment platform designed to validate candidate and employee capabilities at scale. The move follows an earlier acquisition of Included, an AI-native people analytics platform focused on delivering deeper workforce insights and faster decision making. Mahe shares how Phenom's long-term mission to help a billion people find the right job is evolving as AI becomes embedded throughout the HR lifecycle. From candidate discovery to onboarding and internal mobility, organizations are now experimenting with automation, personalization, and intelligent workflows that aim to improve both productivity and employee experience. One theme that runs throughout our discussion is how AI adoption in HR varies dramatically depending on geography, regulation, and industry. In Europe, regulatory frameworks are shaping how companies deploy automation. In the United States, state-level policies introduce additional complexity. Meanwhile, organizations across Asia are often approaching AI with entirely different priorities. As a result, many global companies are experimenting carefully, introducing AI into specific business units or regions before rolling it out more broadly. We also talk about a challenge that has caught many HR teams by surprise: the growing issue of fraudulent candidates and identity manipulation in the hiring process. As job applications become easier to submit and remote work expands global talent pools, organizations must rethink how they validate candidate identity and credentials. Mahe explains how AI-driven fraud detection tools can help highlight suspicious patterns while still keeping humans in the loop for final decisions. Another important point raised in the conversation is the need to preserve humanity in the workplace while introducing intelligent automation. While AI can dramatically improve efficiency across recruiting and workforce planning, Mahe believes HR leaders must be careful to ensure technology strengthens human potential rather than reducing people to data points in a system. Looking ahead, we discuss how organizations can begin adopting AI responsibly by starting small, focusing on high-impact areas, and building guardrails that reflect regional regulations and company culture. For many companies, the most successful path forward will involve testing AI within specific workflows, measuring outcomes quickly, and scaling what works. So as artificial intelligence becomes a central part of hiring, workforce planning, and employee development, the big question for leaders is this. Can organizations use AI to create faster, smarter talent decisions while still keeping people at the center of the workplace experience?

On this episode of Grow Think Tank, Gene Hammett talks with Matthew Rooda, Founder/CEO of SwineTech (ranked No. 247 on the 2025 Inc. 5000), about the real challenges of scaling a business while keeping culture and customers front and center. Matthew shares lessons on why it's critical to address cultural issues early, build a strong foundation for sustainable growth, and truly understand what your customers want, especially in the meat industry. He also dives into the importance of honest customer discovery, hiring the right people, and creating a team environment where collaboration, ownership, and accountability thrive. Matthew also shares practical tips on listening to your team, even in the small things, and why these simple wins can have a big impact on morale and engagement. He closes with advice for leaders on maintaining reasonable expectations, staying adaptable, and continually reinventing themselves and their businesses to navigate growth successfully. If you're a founder or CEO looking to scale without losing your culture or your sanity, this episode is full of actionable insights. Episode Highlights & Time Stamps 4:12 The Journey of Swine Tech 9:31 Defining Scaling Smart 11:30 Building a Strong Foundation 15:56 Hiring the Right Talent 21:24 The Cost of Tolerating Culture 24:14 Key Takeaways for CEOs Key Takeaways ✅Culture is foundational small issues left unchecked can derail growth. ✅True product-market fit comes from deeply understanding your customers' real problems. ✅Growth requires balance: business goals, customer satisfaction, and your team's well-being. ✅Hiring isn't just about talent; it's about mindset and alignment with your mission. ✅Small gestures, like payroll frequency or listening to feedback, can significantly improve morale. ✅Leaders must embrace flexibility, continuous learning, and reinvention to sustain growth. If you're looking to scale your business without losing your culture or your mind, this episode is packed with actionable insights and lessons learned the hard way. This episode is a must-listen for CEOs and executives looking to lead innovation with purpose, scale responsibly with AI, and build cultures where people feel empowered to think About Matthew Rooda Matthew Rooda is the Founder & CEO of SwineTech, an ag-tech company developing automation and data solutions to improve pig care and farm efficiency. He is also the host of the Popular Pig Podcast, where he interviews global leaders in the swine industry. Rooda has been recognized on the Forbes 30 Under 30 list and is an MBA graduate from Johns Hopkins University. LinkedIn: Matthew Rooda (LinkedIn) Company Website: SwineTech Get In Touch with Matt: https://swinetechnologies.com/contact/

Today, I'm joined by Zack Isaacs, founder & CEO of Movemint.   Movemint is an athletic events platform connecting participants, organizers, and brands through registrations, training integrations, and sponsorship marketplace.   In this episode, we discuss modernizing the event registration experience.   We also cover:   Events driving high-intent spending cycles Growing through Strava and Meta integrations Providing race sponsors with data and analytics   Subscribe to the podcast → insider.fitt.co/podcast  Subscribe to our newsletter → insider.fitt.co/subscribe  Follow us on LinkedIn → linkedin.com/company/fittinsider    Movemint's Website: www.movemint.cc  For Brands: https://www.movemint.cc/brands  For Organizers: https://www.movemint.cc/why_movemint    -   The Fitt Insider Podcast is brought to you by EGYM. Visit EGYM.com to learn more about its smart fitness ecosystem for fitness and health facilities.   Fitt Talent: https://talent.fitt.co/  Consulting: https://consulting.fitt.co/  Investments: https://capital.fitt.co/    Chapters: (00:00) Introduction (01:08) Zack's background (02:10) Movemint's atomic unit (03:21) Legacy platform gaps and opportunities (04:30) High-intent spending cycles (05:12) Prioritizing organizers and brands (07:00) Movemint for Brands launch (08:05) Strava's community playbook (09:40) Small to large organizer evolution (11:15) NYC Marathon vs. tech-enabled events (12:01) Building community on other platforms first (13:20) Strava and Meta integrations (14:10) Training data driving event signups (15:10) Run club boom and COVID tailwinds (16:10) Design and UX differentiation (18:05) Olia Birulia: Strava Routes designer (19:25) Speed vs. quality (21:15) Hiring from network (23:25) Endurance athletes as employees (24:47) Movement for Brands (26:00) Brand sponsorship data and analytics (28:10) Race photography and brand tracking (29:10) Sponsorship marketplace mechanics (30:05) Gravel and road running focus (31:11) High Rocks and triathlon growth (32:00) $3.2M raised across pre-seed and seed (33:15) Strava's co-founder on board (34:00) Building profitable and enduring business (34:36) Conclusion  

Scaling a short-term rental company isn't just about getting more properties.It's about building the team that can support the growth.In this episode, Chris and E sit down with Alex Hall — talent advisor and leadership strategist — to break down the real challenges STR operators face when building teams.From job clarity and org structure to burnout, hiring, and leadership development, Alex shares the frameworks that help operators scale from a handful of listings to a real company.If you're trying to grow beyond the stage where you do everything yourself, this episode is a masterclass in leadership and people management.Inside this episode:• Why most STR companies don't actually know who reports to who• The biggest hiring mistake operators make while scaling• How to structure a team from 10 to 100+ listings• Why burnout happens during fast growth• The leadership habits that retain great talent• When to introduce equity or long-term incentivesIf you want a real business — not just a portfolio of properties — it starts with leadership.Guest Bio:Alex Hall is the founder of Valinor Talent Solutions, where he serves as a fractional HR executive helping growing companies build strong people strategies, leadership development, and scalable teams. With over a decade of experience in talent and organizational development, he partners with businesses to create high-performing workplaces. Alex works with short-term rentals to develop their talent strategy so they can focus on delivering exceptional guest experiences through thoughtful design, strong systems, and hospitality-driven service.Guest Contacts:alex@valinortalent.comwww.valinortalent.comGet FREE Access to our 6 STEP course:https://www.strsecrets.com/podcastTimestamps:00:00 – Why Most Teams Don't Know Their Role02:00 – Success, Identity, and Leadership Growth04:30 – Introducing Alex Hall: Talent Advisor for STR Operators07:25 – When STR Businesses Actually Need HR Support09:20 – The 3 Levels of Team Structure as You Scale12:40 – The Most Common Hiring Problems in STR Companies14:00 – Why Job Clarity and Accountability Are Missing17:10 – The 33% Rule: When Leaders Outgrow Their Team20:05 – Burnout Signals Every Operator Should Watch23:20 – Building Org Structures for 10–100 Listings26:00 – Why Systems Matter More Than Org Charts27:00 – How Great Leaders Reward and Motivate Teams30:00 – Equity vs Performance Bonuses for Key Employees33:00 – The 3 Rules of Leadership: Clear, Kind, Respectful36:10 – Leadership Lessons for First-Time Founders39:50 – AI's Role in Future STR Operations42:40 – Final Advice for Building a Great STR Team

The Chicago Bears won't receive any compensatory picks for the hiring of Ian Cunningham.Become a supporter of this podcast: https://www.spreaker.com/podcast/shaw-local-s-bears-insider-podcast--3098936/support.

Janice B Gordon presents two case studies from her client work. The first illustrates how a legacy publishing media company transformed its sales hiring strategy, moving from intuition to a rigorous, data-informed approach. This shift reduced turnover and strengthened the long-term capability of the sales team. The second examines the transition from a reactive, fire-fighting sales culture to a proactive and empowered environment, where managers lead with clarity, alignment, and consistency to improve engagement and revenue performance.   For organisations facing high turnover, inconsistent performance, or challenges in hiring and developing talent, this episode offers practical strategies and insights from real-world experience. Janice B Gordon explains how data-driven processes and decisive leadership contribute to sustainable revenue growth.     Timestamps: 00:00 Scaling Sales Success Stories 06:15 Hiring for Growth and Fit 07:22 Streamlined Sales Hiring Process 12:50 From Management to Leadership 15:13 Sales Assessment and Team Insights 20:08 Podcast Insights and Training     About the Host Janice B Gordon is the award-winning Customer Growth Expert, founder of the Scale Your Sales Framework, and host of the Scale Your Sales Podcast.   She helps CEOs, founders and revenue leaders grow sustainable revenue by aligning leadership, sales and customer experience through her North Star Leadership approach.   Named one of LinkedIn Sales' Innovating Sales Influencers to Follow and a Top Global Thought Leader on Customer Experience, Janice works with organisations worldwide to rethink how revenue grows.   Connect with Janice Book Janice to speak at your next sales or leadership event https://janicebgordon.com   LinkedIn https://www.linkedin.com/janice-b-gordon/   Instagram https://www.instagram.com/janicebgordon   Scale Your Sales Podcast https://scaleyoursales.co.uk/podcast   Enjoy the episode? Share your takeaway in the comments and leave a review on Apple Podcasts to help more leaders discover the show.

Revolutionary Quantum Engineering with David Reilly and Tom OhkiHave you ever wondered what it takes to build computing systems that work at temperatures colder than outer space? David Reilly and Tom Ohki are tackling this exact challenge, leading a "special ops" team of engineers from their unique position at Emergence Quantum—the startup born from Microsoft's Station Q program. They're not just building quantum computers; they're creating the entire infrastructure ecosystem that will make scalable quantum computing possible.Episode SummaryThis episode explores how quantum computing's most challenging engineering problems are being solved from the ground up. David Reilly (former Station Q lead) and Tom Ohki (ex-Raytheon BBN Technologies) share their journey from academic research to building Emergence Quantum—a company focused on the systems-level challenges of quantum computing and beyond.Unlike typical quantum startups racing to build better qubits, Emergence takes a "qubit-agnostic" approach, focusing on the critical control systems, cryogenic electronics, and infrastructure needed to scale any quantum platform. Their work spans from cryo-CMOS control systems that operate at millikelvin temperatures to revolutionary applications of cryogenic cooling in classical data centers.What You'll LearnHow cryo-CMOS technology solves the fundamental wiring bottleneck that prevents quantum computers from scaling beyond hundreds of qubitsWhy the "special ops" team model enables breakthrough engineering when tackling unprecedented technical challenges across quantum and classical computingHow cryogenic cooling could transform classical data centers by dramatically reducing power consumption and improving processor performanceThe systems-level thinking required to build quantum computers that actually work at scale, beyond just improving individual qubit performanceWhy Australia offers unique advantages for deep tech R&D companies focused on long-term hardware development rather than venture-driven growthHow quantum computing infrastructure development creates spillover benefits for classical computing, sensing, and other cryogenic applicationsThe historical parallels between today's quantum engineering challenges and the foundational R&D that built the internet and early computing systemsWhy "qubit-agnostic" approaches to control systems provide more flexibility as quantum hardware continues evolvingCompany & Guest LinksEmergence QuantumDavid ReillyTom OhkiSponsorqubitsok — Cut Noise. Work Quantum. The quantum computing job board and arXiv research digest built for the community. - Job seekers & researchers: Subscribe free at qubitsok.com — weekly job alerts + daily paper digest filtered by 400+ quantum tags. - Hiring managers: Post your quantum role and reach 500+ targeted subscribers. Use code NEWQUANTUMERA-50 for 50% off your first listing at qubitsok.com/post-job.Research & PapersNature paper on cryo-CMOS coexistence with spin qubits (referenced Dirac collaboration)Historical cryo-CMOS research from the 1950s-presentOrganizations MentionedMicrosoft Station Q (former quantum research division)Raytheon BBN Technologies (internet pioneer, quantum research)University of SydneyTechnologies & ConceptsCryo-CMOS: CMOS electronics operating at cryogenic temperaturesDilution refrigerators: Ultra-low temperature cooling systemsSuperconducting quantum devices and control systemsKey Insights"We recognize that although quantum is very much moving into more traditional engineering domains, there's still so much fundamental research—you have to walk both paths. It will be both fundamental science and applied engineering, all at the same time." — David Reilly on the dual nature of quantum development"Every member had this deep expertise, and we were able to progress in a flexible agile way. That was exactly the secret." — Tom Ohki on building high-performing technical teams"You could ask the question: what are the attributes of scalable qubits, given the constraints of what you can build at the control layer?" — David Reilly on systems-level thinking"If you don't believe in [scaling classical cryogenic computing], but you believe in quantum computing, there's some mismatch here—because the fundamental aspects are completely identical." — Tom Ohki on infrastructure requirements"We're not trying to disrupt the incumbent technology. We're trying to improve it. But along the way, we're building the foundation for a world beyond that." — David Reilly on their strategic approachCommunity & Next StepsReady to dive deeper into quantum systems engineering? Subscribe to New Quantum Era to catch every episode exploring the engineering breakthroughs that will define quantum computing's future.Share this episode with colleagues working on complex technical systems—the insights on team dynamics and long-term R&D strategy apply far beyond quantum computing.Join our community of quantum computing professionals, researchers, and technically curious minds who are shaping this field's development.

09 Mar 2026. Hiring in the UAE is continuing despite regional tensions. Recruitment expert Dan Chadwick tells us what companies are doing right now. Plus, DrinkDry founder Erika Doyle on running an import business while abroad. And with crude oil above $110 a barrel after Middle East output cuts and the Strait of Hormuz closure, Ed Bell and Matt Stanley break down what it means for energy markets.See omnystudio.com/listener for privacy information.

Scaling a short-term rental company isn't just about getting more properties.It's about building the team that can support the growth.In this episode, Chris and E sit down with Alex Hall — talent advisor and leadership strategist — to break down the real challenges STR operators face when building teams.From job clarity and org structure to burnout, hiring, and leadership development, Alex shares the frameworks that help operators scale from a handful of listings to a real company.If you're trying to grow beyond the stage where you do everything yourself, this episode is a masterclass in leadership and people management.Inside this episode:• Why most STR companies don't actually know who reports to who• The biggest hiring mistake operators make while scaling• How to structure a team from 10 to 100+ listings• Why burnout happens during fast growth• The leadership habits that retain great talent• When to introduce equity or long-term incentivesIf you want a real business — not just a portfolio of properties — it starts with leadership.Guest Bio:Alex Hall is the founder of Valinor Talent Solutions, where he serves as a fractional HR executive helping growing companies build strong people strategies, leadership development, and scalable teams. With over a decade of experience in talent and organizational development, he partners with businesses to create high-performing workplaces. Alex works with short-term rentals to develop their talent strategy so they can focus on delivering exceptional guest experiences through thoughtful design, strong systems, and hospitality-driven service.Guest Contacts:alex@valinortalent.comwww.valinortalent.comGet FREE Access to our 6 STEP course:https://www.strsecrets.com/podcastTimestamps:00:00 – Why Most Teams Don't Know Their Role02:00 – Success, Identity, and Leadership Growth04:30 – Introducing Alex Hall: Talent Advisor for STR Operators07:25 – When STR Businesses Actually Need HR Support09:20 – The 3 Levels of Team Structure as You Scale12:40 – The Most Common Hiring Problems in STR Companies14:00 – Why Job Clarity and Accountability Are Missing17:10 – The 33% Rule: When Leaders Outgrow Their Team20:05 – Burnout Signals Every Operator Should Watch23:20 – Building Org Structures for 10–100 Listings26:00 – Why Systems Matter More Than Org Charts27:00 – How Great Leaders Reward and Motivate Teams30:00 – Equity vs Performance Bonuses for Key Employees33:00 – The 3 Rules of Leadership: Clear, Kind, Respectful36:10 – Leadership Lessons for First-Time Founders39:50 – AI's Role in Future STR Operations42:40 – Final Advice for Building a Great STR Team

In this episode of The Six Figure Author Experiment, Lee and Russell veer delightfully off-road into a “totally new format” conversation that blends tarot, business diagnostics, mindset, guided meditations, nervous system regulation, and delegation. Lee shares her two-year journey toward creating a tarot deck without spending $25K–$30K on art, and how AI helped her extract and match quotes from her own books into card concepts. That rabbit trail turns into a bigger theme: permission. Why creators freeze, hustle, or stall out when the real work is learning to believe you belong in the room. From “capitalist tarot” systems (major arcana as business phases) to talismans and rituals that anchor identity, the conversation lands on a practical delegation framework: start with the projects you will never do, hire for agency, and run 7-day experiments instead of building fragile job roles.Topics Covered:* Lee's new format experiment: building a tarot deck (and why it matters)* The real cost of a traditional tarot deck: 78 cards + art + printing* Pivoting from full art to text-based decks: oracle/stuck deck hybrids* Using AI to extract quotes from your own catalog and match them to cards* “I can't hit the trend unless I make the trend” and why creators rebuild systems to understand them* Building “business tarot”: diagnostics designed for business, not pasted onto it* Tarot as structured language: major arcana, phases, and shared symbolic meaning* Tarot as poetry: interpretation as self-revelation, not author intent* “Beyond the book” expansion: why rituals and repeat-touch objects matter* Anchors and talismans: poker chips, degrees on walls, and belief as the real ticket in* Permission economy vs. self-permission: how creators get trained to ask instead of act* Lisa's guided meditations for authors: relaxing into the solution-state and letting the brain map the path* Reticular activating system: priming your mind to notice solutions* Hustle vs. freeze: sympathetic overload, cortisol loops, and “gas + emergency brake” burnout* Walking as regulation: bilateral movement cues safety and de-escalation* Play as nervous system reset: “sketch with no outcome,” look up, take a photo, be present* Delegation as a common creator pain point: burnout + distrust + micromanaging* Delegation metaphor: if you order coffee without running into the kitchen, you've delegated* Hiring for agency: “extrapolating from known data” as Russell's key interview test* The recursive feedback loop: taste, questions, and improving output over time* The “F*** List”: projects you will never do (perfect first delegation targets)* Don't hire for high-context roles too early: community, ads, brand voice, etc.* Delegate low-hanging fruit first: personal life tasks and modular business tasks* Delegation stall-out: bicycle → Ferrari transition and tolerating the temporary slowdown* 7-day experiments over rigid goals: test, review, iterate, replace* Zone of genius homework: notice flow states, write them down, delegate the rest* Space creates growth: firing headaches, reclaiming runway, hiring better replacements* Closing recap: tarot, meditations, delegating, and embracing “good chaos” This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.sixfigureauthorexperiment.com

Irish business leaders have entered 2026 with the highest confidence and appetite for transformation across Europe and beyond, with 95% expecting a heightened pace of change this year, the highest of all 20 countries surveyed and compared with 82% across Europe. This momentum is matched by economic optimism, with 96% of Irish leaders expecting domestic revenue growth in 2026, surpassing the European average of 91% and marking the highest level of confidence among all European countries surveyed. This is according to Accenture's latest Pulse of Change survey, which reveals that despite leaders' strong confidence, there is a widening gap between leaders and employees when it comes to AI readiness, communication and overall confidence in technological change. Reflecting insights from 3,650 leaders and 3,350 employees globally (including 1,070 executives and 929 employees across Europe) spanning 20 industries and 20 countries, the research found that 94% of Irish leaders expect to increase investment in AI this year. A further 90% of Irish organisations expect their hiring plans to grow in 2026, compared with 71% across Europe. Despite this, only 44% of Irish employees feel secure in their job or role. The discrepancies continue when it comes to Generative AI (gen AI). Over nine in 10 (91%) Irish leaders said their experience with gen AI over the past year has changed the way they think about technology for the better, compared to 69% in the US and 79% in the UK. Employees, however, offer a contrasting perspective: only 51% said their experience with gen AI over the past year changed the way they think about technology for the better, compared with 61% across Europe. Confidence remains low among employees more broadly. Just over one in five (23%) say they can use AI tools confidently and explain them to others, compared with 33% in the UK and 25% across Europe. Only 27% feel very prepared to respond to technological disruption in 2026, including emerging technologies and AI, compared with 34% in Europe. This stands in contrast to Irish leaders, 57% of whom say they are well prepared to respond. Hilary O'Meara, Country Managing Director, Accenture in Ireland said: "Irish business leaders are demonstrating remarkable ambition when it comes to AI investment and reinvention. However, this research shows that for organisations to fully unlock the value of AI, they need to bring their people with them. Employees are asking for clearer communication and clarity in how AI will change their roles and skills. The companies that succeed in 2026 won't just scale AI technologies, they'll scale trust, transparency and capability, resulting in greater employee confidence. That is how Ireland will sustain its competitive edge and ensure AI becomes a driver of shared growth for both leaders and employees." Further findings from the research include: Over half (56%) of leaders say they plan to prioritise upskilling and reskilling their people for AI?enhanced work this year. 100% of Irish leaders say their organisation's workforce has the appropriate training to work with AI, yet only 55% of employees agree. Only 3% of Irish employees say their roles or responsibilities have undergone very significant change due to AI, compared with 7% in Europe and 19% in Switzerland. Communication appears to be a major contributing factor: only 17% of Irish employees strongly agree that leadership has very clearly communicated how AI agents and Agentic AI will impact the workforce, including changes to roles and required skills. See more stories here. More about Irish Tech News Irish Tech News are Ireland's No. 1 Online Tech Publication and often Ireland's No.1 Tech Podcast too. You can find hundreds of fantastic previous episodes and subscribe using whatever platform you like via our Anchor.fm page here: https://anchor.fm/irish-tech-news If you'd like to be featured in an upcoming Podcast email us at Simon@IrishTechNews.ie now to discuss. Irish Tech News have ...

www.LearningLeader.com The Learning Leader Show with Ryan Hawk This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. My Guest: Jamie Siminoff is the founder of Ring, which he sold to Amazon for over a billion dollars. He's an inventor and builder who couldn't hear his doorbell while working in his garage, so he built a video doorbell. When his wife said it made her feel safer, he realized technology had changed, and home security needed a complete reinvention. Ring became the world's largest home security company with a mission to make neighborhoods safer. Key Learnings  Jeff Bezos reads and writes his own stuff. When Jamie asked Jeff to write something for the book's back cover, Jeff actually read it and wanted his own curated quote that was from him. Jeff loves entrepreneurs, so they kept him out of negotiations. After the Whole Foods deal, Amazon learned to keep Jeff out of negotiations because he finds it tough to negotiate hard with someone he respects. Hardware companies can die while growing fast. Ring grew from $3M to $30M to $174M to $480M, which sounds amazing. But to go from $170M to $480M, you're buying hundreds of millions of dollars of product when you're selling less than that. If sales growth slows, you're basically going out of business. Going from $480M to over a billion in revenue was like being on a motorcycle at 200 miles an hour. If a leaf falls down and hits you, you're dead. At Amazon, when Ring said, "We need another billion dollars to order stuff for next year," Amazon said, "Okay, what else do you want?" There are different types of entrepreneurs. Jamie is an inventor/entrepreneur. There are business entrepreneurs who are maniacal business people we've never heard of that have just crushed it. Jamie is maniacal on product and brings invention into how they run the company. Hire marathon runners. Marathons are the dumbest thing any human could ever do. Even if you win, no one cares. Jamie finished the Boston Marathon in 22,000th place and he's so proud of himself. You want people that don't care about external validation; they just care about getting the mission done. AI has democratized all information. With AI making it so you don't even need to know C++ programming anymore, fill your business with passionate people who care about the mission and they'll crush anything. When building your team, start with the mission. Jamie tells people, "Our mission is to make neighborhoods safer. Do you want to work on making neighborhoods safer? Because if you don't, you're going to be miserable here. You're going to hear it every day, and you're going to roll your eyes."  Referrals work because people don't want to let you down. The best hires are when someone's referred by someone (uncle, friend, whatever) because they feel guilty. They don't want to let the person who referred them down. Find an infinite truth to work on. Amazon's core principles are infinite: Will customers always want lower price, more selection, and faster delivery? Yes. If you deliver in 30 minutes, they'll want it in 10 minutes. Making neighborhoods safer is an infinite thing to work on. Your wife saying one thing can change everything. Jamie built a video doorbell so he could hear the door from his garage. His wife said, "It makes me feel safer at home." That's when he realized technology had changed and home security needed a whole new approach. The hard part is bringing the infinite down to the tactical. When you have an infinite mission, you can get overwhelmed trying to solve it all at once. You have to figure out what to do every single day to work toward that infinite goal. Shark Tank was a disaster that turned into everything. Jamie went on Shark Tank desperately needing money. He got zero offers and cried in his car after. But when it aired, the boost in sales gave them cash to hire people and build Ring, which started the clock on their success. Sometimes you can't stop because you're in too deep. After Shark Tank bombed, Jamie couldn't back out. He'd already ordered too many products and owed too much money. He'd be personally bankrupt if he stopped. People think he's tough for keeping going, but he didn't have a choice. Being naive is a superpower. Great inventions are things people say can't happen because if they could happen, they'd already be out there. You have to be naive enough to say "I think I can do this" or "I don't even know that I can't." People said you couldn't build a battery-operated camera on WiFi. Jamie had never built anything before, so what did he know? They just went out and tried to put some parts together that seemed like they would work. Knowing too much gets in the way of doing the work. If you're thinking and analyzing the whole world, that's time you're not inventing, building, making calls. When are you actually doing the work? The Ring.com domain negotiation was survival. The owner originally wanted $750K for the domain. Jamie had $178K in the bank on the day he was supposed to pay. He called and said "My board said I can't do the deal, but they approved $175K today and $1M total over two years." The guy hung up, called back, and said fine. There was no board, it was just Jamie.  The stress internalized and destroyed him. Jamie wasn't sleeping and was super stressed. There are different types of entrepreneurs: some can handle that stress and sleep like a baby. Jamie internalized it, and it affected him terribly. Be transparent at home. Jamie's son was six years old and knew where the business was. His kindergarten teacher would say, "I hear the business isn't going well." They just had open, adult conversations about everything. Work-life integration, not balance. Jamie integrated work, life, and family together. His son came with him to pick up the first DoorBot in China. Oliver has been to 40 countries and almost every state because he traveled to every meeting. Bring your kid to the meeting. People asked, "How do you bring your kid to a meeting?" Jamie said, "Who do you think they're gonna remember more?" We're always scared to be different. Follow your passion, but make money when you need to. It's hard to see anyone who's achieved greatness who didn't do what they loved. But there are times you have to work your ass off to make money (Jamie was a bellhop and valet parking cars). When you set out to do something, do something you care about. If you fail trying to make money, that really sucks. If you fail trying to do something you love, at least you tried to do something you love. If Ring fails, they try to make neighborhoods safer. That's noble. You can tell who's successful by how fast they respond. It's a weird flip-flop of what it should be. You'd think a successful person should respond in a month, but the people running at the highest levels are actually very efficient. There's something about it. First principles thinking eliminates recurring meetings. There's no way every single Monday at 9 AM you have something important to talk about. The world can't exist like that. Meet when you need to do something, not on some cadence. Hire the best and let them work. Get the best quarterback, best kicker, best coach. Let them work together, let them practice, have the plays. You don't need to get together every day to talk about how you're feeling. No standing meetings, zero recurring one-on-ones. Jamie doesn't have a standing meeting with his team in any cadence. He talks to people all day long, all night long, Sundays, but it's event-based. "We have to get sales up on this, where are the issues?" If you're not doing your job, we'll fire you. Service to others is the best thing you can do. A year from now, Jamie would be celebrating something on the charitable side. Probably something with their work in South Central LA with LAPD, or at their 75-acre farm in Missouri helping the town that's been impacted by opioids and industrial farming. More Learning #191: Robert Herjavec: (Shark Tank Investor) - You Don't Have to Be a Shark to Be Effective #626: Rob Kimbel - The Power of Grit and Generosity #632: Nick Huber - The Sweaty Start Up Reflection Questions What's a problem you could pursue for decades without exhausting its potential? What mission has no endpoint, only continuous improvement? Work-life integration. What are you keeping separate that might be better together? Where could you stop trying to "balance" and instead integrate? Audio Timestamps 02:19 Bezos' Endorsement for Jamie 03:30 Selling Ring to Amazon 05:04 Hypergrowth Cash Crunch 07:54 Inventor vs Business Operator 09:34 Hiring Marathoners 11:20 Interviewing and Firing Fast 13:25 Mission Origin and Big Vision 15:40 Infinite Truth and Focus 17:06 Getting on Shark Tank 19:32 Live Demo and Rejection 23:13 The Aftermath and Momentum from Shark Tank 24:57 Naivete as Superpower 27:00 Doers Beat Planners 27:33 Winning Ring.com Deal 30:17 Stress and Family Support 31:33 Work-Life Integration 33:26 Passion Versus Practicality 36:08 Scaling Authentic Culture 37:26 Frontline Leadership Style 42:15 Team DNA & No Standing Meetings 45:19 Service and Jamie's Farm Mission 47:39 EOPC

What you'll learn in this episode: ● Why learning from experienced people shortens your business learning curve ● How asking the right questions can unlock powerful business insights ● The smartest way to find and hire the right virtual assistant ● Why successful entrepreneurs openly share their systems and workflows ● How networking conversations can lead to referrals and new opportunities ● Why getting into the right rooms accelerates business growth

She was working 20 hours a day in fee-for-service medicine, and her supervisor was online at 3am too, totally unbothered. That's when Dr. Victoria Leventis-Shew knew nothing was ever going to change. So she changed everything.Dr. Leventis-Shew is the founder of Victory Family Medicine in Columbia, SC, a physician-only micropractice she built intentionally, organically, and on her own terms. In this episode she gets radically honest about the financial decisions that shaped her DPC journey: using retirement savings to launch, hiring a consulting firm she wasn't sure she needed, growing slowly without advertising, and why a financial advisor has been one of her most important investments.What we cover:The 3am moment that made leaving feel like survival, not a choiceUsing retirement funds to launch, and why she'd do it againThe real cost of hiring a consulting firm (and the complicated truth about whether it was worth it)Why slow, organic growth is a financial strategy, not a failureHow a micropractice under 130 patients can be sustainable and deeply fulfillingWhat financial sustainability actually looks like when you're a solo physician with no staff

Hiring a contractor is one of the most important decisions you'll make during a renovation — and one of the easiest places to go wrong. In this episode of the Love Your Home podcast, we pull back the curtain on what truly separates a reputable, professional contractor from one that could cost you time, money, and peace of mind. This is the honest, experience-based guidance homeowners rarely get before signing a contract — and often wish they had afterward. We talk openly about: The red flags homeowners often miss until it's too lateWhy the cheapest quote is rarely the best valueWhat transparency, communication, and professionalism actually look likeQuestions every homeowner should ask before hiring anyoneHow to protect yourself, your home, and your investment from avoidable mistakes This episode isn't about fear — it's about empowerment. It's designed to help you feel confident, informed, and in control before your renovation even begins. Whether you're planning a kitchen, bathroom, small renovation, or a major home update, this conversation will help you approach the process with clarity and confidence — and choose a contractor you can truly trust.

Learn more about Jeffery Scott: https://jeffreyscott.biz/ Want to hire our team to scale your Landscaping or Outdoor-Living Business? Book your FREE strategy call now → https://www.savantmarketingagency.com/free-strategy-call Got questions or need help? Text Matt directly: (716) 265-0729 If you're a landscaper looking to scale up your business and dominate your local market using effective digital marketing — you're in the right place. In this video, Matt Thibeau sits down with Jeffrey Scott. Jeffrey Scott has decades of experience as an investor, entrepreneur, owner of two 7 and 8 figure businesses, and consultant in the landscape industry, and his team has similar experiences and successes in the industry. At the age of 34, Jeffrey took over a design-build-maintenance business and expanded it to $15M. With every success and failure, he gained experience and learned what it takes to transform a company into a multi-million-dollar enterprise. –––––––––––––––––––––––––––––––––––––––––––––––––– Work With Matt & His Team Want us to build and manage a high-converting marketing system for your business? Apply for your free strategy call here → https://www.savantmarketingagency.com/free-strategy-call Join 5,000+ Landscapers in Our Free Facebook Community The #1 community for growing your landscaping business using Facebook Ads, Google Ads, Local SEO, and More → https://www.facebook.com/groups/488948048832631 Listen to Our Podcast: The Landscaper Marketing Show Every week we're dropping gold to help you elevate your business success → https://www.landscapermarketingshow.com/ Visit Our Website Learn more about why we're the #1 marketing agency for Landscapers → https://www.SavantMarketingAgency.com DM Us On Instagram https://www.instagram.com/direct/t/17844629994457721 –––––––––––––––––––––––––––––––––––––––––––––––––– About Matt Thibeau Matt Thibeau is the CEO and founder of Savant Marketing, the #1 marketing agency for landscapers. Matt is the author of Landscaper Marketing Secrets, host of The Landscaper Marketing Show podcast, has been featured on Rogers Daytime TV, Green Profit Academy, and other industry media outlets. When he's not helping landscapers grow, Matt enjoys riding his mountain bike, working out, and watching movies with friends.

#808 What if your love for a sweet treat could bring you sweet success? In this episode hosted by Brien Gearin, entrepreneur Loren Castle shares how she built Sweet Loren's into the #1 natural cookie dough brand in the country — all without compromising on ingredients or flavor. From testing recipes at NYC farmers markets to landing in Whole Foods with no packaged product, Loren walks us through the scrappy early days, the seven-month search for a factory, and the leap into major retailers like Kroger and Publix. She opens up about scaling to 35,000+ stores, building the right team, navigating supply chain chaos, and staying laser-focused on her mission to make better-for-you food more accessible — and more delicious — for everyone! (Original Air Date - 7/7/25) What we discuss with Loren: + Turning a passion into a product + Testing recipes at farmers markets + Landing a Whole Foods meeting early + Choosing packaged goods over a bakery + Finding a small factory to scale production + Growing into 35,000+ stores + Expanding beyond cookie dough + Hiring challenges and team growth + Staying profitable while scaling + Using smart, ROI-driven marketing Thank you, Loren! Check out Sweet Loren's at ⁠SweetLorens.com⁠. To get access to our FREE Business Training course go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/training⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. To get exclusive offers mentioned in this episode and to support the show, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠millionaireuniversity.com/sponsors⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

  This episode is for chiropractors running a small chiropractic practice who are navigating the leadership side of running a chiropractic business. Whether the help comes in the form of staff, outside services, or professional advisors, chiropractors in small practices inevitably face decisions about who to trust, how much to delegate, and what their role as a leader actually looks like. Many chiropractors enter practice primarily focused on patient care, only to discover that chiropractic practice ownership also requires leadership and decision making around hiring, managing, and working with other people. The confusion often shows up in two extremes: micromanaging everything or stepping so far back that leadership disappears entirely. This episode reframes that tension and offers a clearer way to think about leadership for chiropractors without turning the conversation into rigid management advice. In this conversation, Jerry explores principles such as: Why chiropractors often fall into the opposite traps of micromanagement or no leadership at all How leadership for chiropractors begins with accepting the responsibility of running a chiropractic business Why vetting people carefully matters more than fixing problems after the hire How training and communication shape whether outside services and staff actually represent your practice well Why trust is necessary for progress, but blind trust can create costly blind spots How periodic check-ins maintain alignment without turning into micromanagement The goal of this episode is not to provide a management formula. It is to offer a clearer lens for chiropractor decision making when working with staff, vendors, and service providers. Listen, reflect, and apply the ideas in a way that fits your practice and your leadership style. Resources Mentioned • Rocket Chiro chiropractic websites and local SEO: https://rocketchiro.com/best-chiropractic-websites/ • Website and SEO review requests at RocketChiro.com: https://rocketchiro.com/contact/chiropractic-practice-assessment/ • NEXT Step chiropractic business coaching: https://rocketchiro.com/chiropractic-coaching/

Send a textIn this episode of The Savvy Scribe, Janine sits down with Shaun Chavis, a former journalist, editorial director, and content marketing consultant, to talk about who actually hires nurse writers. Shaun shares her perspective from years of hiring health professionals for editorial and content marketing roles in media and health tech companies.If you're a nurse curious about freelance writing—or a beginner who hasn't landed your first client yet—this episode pulls back the curtain on what hiring managers look for, why nurses are highly valued in health content, and how to position your expertise to attract the right opportunities.What You'll Learn in This EpisodeWho actually hires nurse writers in today's content landscapeWhy nurses often have an advantage over generalist health writersHow clinical experience helps writers interpret studies and explain health topics clearlyWhat hiring managers look for when reviewing pitches and writing samplesWhy subject matter expertise makes writing faster and more valuableHow to evaluate startups as potential writing clientsThe difference between transactional marketing and long-term content strategyWhy writers should think of articles as long-term business assetsHow clear, plain language improves health communicationHow platforms like Substack are creating new opportunities for writers and brandsWelcome to the Savvy Scribe Podcast, I'm so glad you're here! Before we start the show, if you're interested, we have a free Facebook group called "Savvy Nurse Writer Community"I appreciate you following me and listening today. I would LOVE for you to subscribe: ITUNESAnd if you love it, can I ask for a

פרק מספר 512 (חזקה תשיעית!) של רברס עם פלטפורמה - קרבורטור מספר 40, שהוקלט ב-24 בפברואר 2026. נכון למועד ההקלטה עדיין אין מלחמה [לא התיישן טוב…], ואורי ורן מארחים את הנביא האורח נתי שלום לשיחה, דיונים, וויכוחים ותחזיות (דיסטופיות ברובן) על עולם שבו ה-AI כבר לא רק כותב קוד, אלא מחליף את המציאות כפי שהכרנו אותה. [01:58] "משהו גדול קורה": הניתוח של Matt Shumerבלוג-פוסט של המפתח Matt Shumer, שנקרא Something Big is Happening התפרסם בלא מעט מקומות והיכה גלים.מעבר מסקפטיות מוחלטת ("זה בחיים לא יעבוד") למצב שבו המודל עושה את כל עבודת הקידוד שלו.נתי - מה שמעניין פה זה הניתוח של שוק העבודה, ואיך נראה שוק ה-Hiring כפי שהוא היום.הדיבורים על "הכתובת על הקיר" זה כבר פאסה – "הכתובת היא כבר בכיס כמעט". הנתונים מראים ירידה משמעותית ב-Hiring שהתחילה כבר משנת 2025 ונמשכת לתוך 2026.“זה קורה עכשיו - ועכשיו אתה צריך לבחור באיזה צד אתה נמצא: הצד המרוויח או הצד הנפגע”.רן מדגיש שזה לא רק למפתחים – גם עורכי דין ורואי חשבון ובכל שאר המקצועות צריכים להחליט באיזה צד הם. יש כאן (לפחות) שני אספקטים עיקריים - איך אנחנו רואים את שוק התוכנה, ואז זה משפיע על כל שאר שוק העבודה.אורי - אנחנו רואים את ההשפעה מבפנים, בתוך שוק התוכנה. האם ישנן תעשיות שלא מושפעות עדיין, או לפחות לא מרגישות את זה?למשל יוצאי יחידות טכנולוגיות שמאוד מבוקשים בשוק, אבל ארגונים בטחוניים לא יכולים להכניס הרבה מהטכנולוגיות Cutting-edge הללו, לפחות לא בקצב שהן יוצאות.מועמדים כאלה אולי פתאום לא מתאימים בדיוק לעולם שרץ “בחוץ”.נתי משתף סיפור אישי/מקצועי על שיר אלגום, שנדחתה ממשרה ב-HR כי לא הכירה מספיק AI, ובתגובה הפכה למומחית שמרצה ב-Amazon.שינוי גישה: "העולם השתנה, הבנתי, אני עכשיו באירוע".אורי ונתי מחפשים השוואות למהפכות קודמות, ולא בטוחים אם יש כאלו בדיוק - מעבר משימוש ב-Intellect האנושי כדי לייצר יתרון - למצב בו "ה-Intellect עובר קומודיטיזציה".אין יותר Job security בהייטק המסורתי, וחזרה לכיוון של מקצועות יותר “מסורתיים”, פיזיים.[10:17] עידן ה-Agents וה-+Resumeנתי - קונספט של “Professional Agents”: מומחים כבר לא מוכרים את עצמם כעובדים, אלא כסוכנים, או ככאלה שמתמחים ביצירת סוכנים.סוכן הוא כמו ילד – צריך לגדל אותו ולשכלל אותו, דורש הרבה Nurturing.רן - ספציפית: מדברים על מעצבים, רואי-חשבון - מקצועות ספציפיים, שהם אולי לא חלק מהליבה של החברה, אבל נמצאים בכל חברה.נתי - דוגמא של Marketing: אם מישהו כבר הכין את רוב ה-Workflows מראש, זה משהו שאני מוכן לשלם עליו.אורי מציין שגם בגידול של ילד באיזשהו שלב עוברים ל-Outsourcing יותר ויותר . . . חברות עוברות לתת שירות של סוכן יחד עם “גידול סוכנים” ושכלול שלהם: סוכן + משהו שמתחזק אותו ומתאים אותו לצרכים שלך.הבשורה טובה: יש לאן להתפתח - בכל פעם שחסמי-כניסה יורדים, נפתחים תחומים חדשיםאורי ונתי קצת חלוקים על הנקודה, אבל זה דומה למה שהיה בתחילת ימי ה-SaaS, שאולי לא היה קיים אם לא היה Cloud, לפחות לא בקצב וב-Scale, שקודם לכן היה שמור לארגונים מאוד גדולים ולא לסטארטאפים.דוגמא דומה היא Big-Data.נתי אומר שהורדת חסמי-הכניסה תכניס הרבה גורמים חדשים לתחום, לאו דווקא רק מכיוון של מדעי-המחשב.אורי - השוני במהפכה הזו הוא שיש מצב שבו סוכן יכול לייצר סוכן יותר טוב . . . נתי מפריד בין מוצרים “גנריים” - יש את המודלים של Anthropic ו-OpenAI ומשפחות המוצרים הנגזרות וכו' - ובין ה”OpenClaw למיניהם”, שהם גרסא פשוטה יותר וזולה יותר, יחד עם קוד-פתוח ומוצרים בסגנון הזה.רן משווה את המאבק בין מודלים גנריים (כמו Anthropic) למודלים פתוחים (כמו OpenClaw) ל-"האנדרואיד לעומת האייפון".נתי מדבר על ראיון העבודה העתידי: “עובדים יבואו עם ה-10X של עצמם”: מועמדים לא יבואו עם קורות חיים, אלא עם רזומה פלוס – צוות סוכנים שבנו ושיודעים לשכלל להם את העבודה.בשנה-שנתיים-שלוש הקרובות, אלו שיעשו את הקפיצה ויבנו את הסוכנים וידעו להגיע עם זה לראיון עבודה - זו יכולה להיות הזדמנות לגדול ולהתבסס.אבל - אנחנו לא יודעים כמה ומי הולך להיפגע: “יהיה פה מצב של ירידה לטובת עלייה”.[17:03] “אז מה יכול לקרות?”: הסינגולריות והמתכנת האחרוןרן מעלה את השאלה המפחידה: האם כל הניסיון שצברנו כמפתחים הלך לפח? השנים הקרובות כנראה הולכות להיות מבלבלות, אבל ננסה להסתכל מעבר לזה.האם לא יהיו יותר מתכנתים, כי לא צריך - או שיהיו הרבה יותר מתכנתים והרבה יותר תוכנה, אבל מקצוע התכנות יראה אחרת?נתי חוזה ירידה למען עלייה - אבל בשונה מהמעבר ל-Cloud-Native למשל, שלקח בערך 10 שנים (ולא נגמר…), כאן הקצב הרבה יותר מהיר (התעשייה השתנתה בתוך שנה).זוכרים את “כולם משתמשים ב-AI, אבל לא רואים את ה-ROI”? זה היה בתחילת 2025 . . . מאז הסטטיסטיקות התחילו להשתנות.רן - “אם לפני שנה הייתי נותן ל-Agent משימות קידוד קטנות, ולפעמים זה מצליח ולפעעמים זה לא - היום זה עולם אחר לגמרי”.אז יכנסו יותר מעגלי-אוכלוסיה לתחום - אבל הצד השלילי הוא הירידה שלפני: כמות האנשים שדרושים למשימות שיש היום, עד שיווצר ה-Demand החדש, תגרום להרבה אנשים למצוא את עצמם “מחוץ למעגל”.מדינות תצטרכנה איכשהו לספוג את הירידה הזו - מימון הכשרות, תקופות הסתגלות וכו' - אחרת זו בדיוק הסביבה למהפכות והתדרדרות למקומות יותר בעייתיים.ולא שהסדר העולמי מסביב שליו ורגוע גם ככה [נתכתב מהממ”ד במהלך מלחמה באירן…].אורי - כבר רואים התחלה של “כלכלת סיליקון”, ומדינות nתחילות לחשוב על מאגרי הChip-ים שלהן . . . נתי מזכיר פרק של All-In, שמדבר על תחזיות מאוד אופטימיות, ועל פניו קצת מנותקות - “המון הזדמנויות והכל יהיה בסדר”, בזמן שמי שבתחום יודע שזה לא ממש ככה.נראה שב-Silicon Valley יש בעיקר התעלמות - חוגגים בתוך מעגל מאוד מצומצם.נתי מציע לחשוב על זה כמו על קורונה [במובן החיובי…] - נצטרך התערבות חיצונית כדי לעבור את הגל הזה.רן תוהה האם - בדומה לקורונה - גם התקופה הזו גם תיהיה קטליזטור לתאוריות קונספירציה שעוד תבואנה . . . אורי - מצד שני, גם תרבות הפנאי התפתחה מאוד בתקופת הקורונה, אולי שוב מישהו אחר עושה את העבודה ואז יש יותר פנאי?רן - כבר היום, כשאני מפתח, אני מספיק הרבה יותר, בהרבה פחות זמן. אז אנחנו מייצרים הרבה יותר תוכנה . . .אורי - אבל אז ה-bottlenecks עוברים למקומות אחרים.רן - OpenAI הזכירו, לגבי הפיתוח של Codex 5.3 – שהמודל פותח בעזרת גרסאות קודמות של עצמו."זה בערך By definition הסינגולריות" . . .“אל תצפו שהסינגולריות תקרה ביום אחד בודד” . . . “מי שהיה במהפכה התעשייתית לא יודע שהוא במהפכה התעשייתית".[27:57] חמשת ה-Moats של 2026נתי - האם נכון לבנות סטארטאפ באי ודאות כזו? מה הסיכוי של סטארטאפ כזה לשרוד?נאמר על רקע שבוע מאוד לא מוצלח למניות חברות ה-SaaS . . . .יש הרבה תגובות-יתר - אבל קורים הרבה דברים באמת מדהימים.נתי מציע 5 נקודות קריטיות ליזמים (סוג של Checklist) שרוצים לשרוד בעולם שבו כל דבר גנרי נמחק (כמו IBM שצנחה כי Anthropic פרסמו בלוג-פוסט על Cobol . . . ):ורטיקליזציה (Verticalization): אל תהיו גנריים. Google ו-Anthropic ו-OpenAI שולטים ביד רמה.תהיו הכי טובים במשהו ספציפי - עריכת דין או חינוך וכו'.שליטה במידע (Proprietary Data): דאטה שה-LLM הגדולים והמודלים הגנריים לא ראו, כמו מגמות ספציפיות בתוך נתוני לקוחות.יעילות (Efficiency): שימוש ב-SLM (Small Language Models) למשל, כדי לחסוך ב-Token-ים וב-Latency (קריטי ברובוטיקה וב-Security, למשל).רן - מודל גדול יקבל את ההחלטה הנכונה, אבל אולי מאוחר מדי.חווית משתתמש (UX ייחודי): חווית משתמש שפותרת בעיה נקודתית ונותנת ערך מהיר (Time to Value).ה-Chat של המודלים הגדולים מאוד גנרי.סטארטאפים צריכים להתמקד ביכולת לייצר חוויית משתמש מאוד מותאמת לחווייה נקודתית.רן - האם בכלל עוד יהיה UI (או שהצרכנים הם גם Agents . . . .)? בהקשר של פיקסלים . . . .נתי, אורי - בסוף , אתה רוצה לייצר ערך לאדם.בסוף זה עניין של Time to Value: אני אולי יכול לייצר את זה לבד, השאלה האם לא יותר מהיר ויעיל להשתמש במשהו שמישהו אחר כבר ייצר.ואחרון (אם כי נתי אמר ש "החמישי הוא לא לשידור…”) - Disruption: ה-Disruption האמיתי הוא לעשות קניבליזציה לקטגוריות ישנות.אפשר לעשות את אותם הדברים שעשינו בעבר, אבל בצורה אחרת לגמרי.הרבה דברים קודמים נעשו בגלל מגבלות של עולם שהוא Pre-Agentic, ועכשיו לא רלוונטיות - מה שמאפשר מודל עסקי אחר לחלוטין.ואז ה-Price-point יכול להיות מאוד שונה מכזה שהוכתב ע”י תעשיות מאוד גדולות ומבנה עלויות מאוד יקר לתפעול.אורי מתזכר את ה-Moats של Warren Buffet, ונתי מספר שהוא לא חושב שפגש חברה אחת שבאמת עושה את כל הדברים הללו, יזמים עדיין לא חושבים ככה.במיוחד בארץ, עדיין מתייחסים מאוד לבידול הטכנולוגי ופחות למובן של UX או מודל עסקי.[39:26] הזרקת DNA ומהלכי ה-M&A החדשיםנתי אומר שמשקיעים בהרבה מקרים לא יודעים לנתח הזדמנויות ולעשות Evaluation שלא על סמך טרנד צמיחה של ARR.אורי - עולם ההשקעות לא הולך לכיוון של SaaS, כי מצד אחד יש המון Disruption risk ומצד שני נראה שהצורך במגמת ירידה.נתי - יש כמה סוגי-Exists שונים שמשקיעים מחפשים, מעבר למודל הקלאסי של “תבנה חברה, תגדל איתה, תייצר מספיק כסף . . . .”.קנייה של טכנולוגיות ואנשים - חברות צריכות “להזריק לעצמן DNA חדש”, ואז מסתכלים על הסטראטאפ לא רק כטכנולוגיה אלא גם כמנוע לטרנספורציה.חברות במצוקה מנסות למצוא אנשים שיעזרו להן לעשות את הטרנספורמציה, לפחות בחלון הזמן הנוכחי (3 שנים בערך).נתי מזכיר דוגמא שעלתה בעבר - Google: לפני שנה כולם הספידו אותם, ואז הם קנו את Character.AI, ובעצם את נועם שזיר (Noam Shazeer) ב-2 ביליון דולר, כי הם הבינו שהם במצוקה.נתי טוען שלחברות במצוקה יהיה מאוד קשה לעשות כזה שינוי רק על ידי צמיחה אורגנית.אורי מדבר על חברות שעושות קניבליזציה-מוצרית לעצמן - מתחרים במוצר המסורתי הקודם שלהן.נתי טוען שבמקרה של Google זה השתלם להם עם Search Generative Experience (SGE).[46:00] סיכום וסגירהרן ממליץ לכולם לקרוא את הבלוג-פוסט של Matt Shumer (או לבקש מ-Agent לתקצר אותו).נתי חותם עם המלצה אופטימית-מעשית: "למדו את עצמכם... תחשבו שאתם באים למקום העבודה הבא שלכם כבר לא אתם-עצמכם... זה רזומה + צוות עובדים שאתם מביאים איתכם, שזה הסוכנים".אורי כבר מכין את הקרקע לפרק הבא: מהפכת ה-Quantum Computing."שיעורי הבית שלכם יכולים להיות 0, 1 או שניהם ביחד" . . . [קישור לקובץ mp3] האזנה נעימה ותודה רבה לעופר פורר על התמלול!

#695: The U.S. lost 92,000 jobs in February, pushing unemployment to 4.4 percent.That result contradicts a different report released two days earlier showing 63,000 jobs added, leaving economists trying to square the circle. Many agree that we're in a "low hire, low fire" jobs environment.We walk through several major economic stories using a three-layer framework: the household economy, markets and policy, and long-term forces shaping the future.First, the household layer. Hiring has become uneven across sectors. Health care and education previously drove much of the job growth, but layoffs in those areas now appear in the data.Job openings have also fallen to 6.54 million, the lowest level since the pandemic began. Workers are switching jobs less often, and the pay bump for job-hopping has shrunk.Mortgage rates recently crossed 6 percent, influenced in part by rising Treasury yields and concerns about inflation. Gas prices climbed about 26 cents per gallon in a week, partly due to tensions affecting oil shipments through the Strait of Hormuz, which normally carries about one-fifth of global oil supply.The episode also looks at household finances. Six percent of workers in Vanguard plans took hardship withdrawals from their 401(k)s in 2025, up from five percent the year before. That increase suggests some households are leaning on retirement savings to manage financial stress.At the end of the episode, economist Dr. Ben Zweig, CEO of Revelio Labs, joins us to unpack the conflicting employment reports and explain why the labor market may look weaker than expected. He also discusses why health care hiring may be slowing and how economists interpret mixed signals across multiple labor data sources. (0:00) February jobs shock(1:02) Three-layer economy framework(2:03) BLS job losses explained(3:12) ADP vs BLS data gap(4:30) Job openings decline(5:39) Layoffs and AI cuts(7:15) Mortgage rates near 6 percent(8:26) Gas price spike(10:02) Markets react to oil shock(16:00) Record 401k withdrawals(19:30) Asset owners vs nonowners gap(21:22) Supreme Court tariff ruling(23:31) AI costs collapse, usage surge(27:03) Fed reactions to jobs report(33:33) Economist Ben Zweig interview Share this episode with a friend, colleagues, and your job recruiter: https://affordanything.com/episode695 Learn more about your ad choices. Visit podcastchoices.com/adchoices

The Pac Nation faithful called in and they're not feeling great about Green Bay right now — and honestly, neither is Ryan. From the passing of legendary Packers CEO Bob Harlan to a front office that keeps talking about "culture fits" instead of football results, this episode is a full offseason pressure cooker. Dakota (that nerd from Tennessee) sparks a passionate extended rant about the Packers' dangerous obsession with offensive line versatility — specifically why treating Jordan Morgan like a utility player is a franchise-threatening mistake. Ryan doubles down hard: lock him in at left tackle and build around him, or risk turning a premium draft pick into a bust. The covered wagon vs. Hellcat analogy alone is worth the listen. Uncle Rico raises real questions about the leaked player-coach grades — are players grading coaches low because they're bad, or because they're getting screamed at to do their jobs? The T. Higgins draft revisionism gets called out — Ryan reminds the fan base how wrong most of us were in that draft room moment Chris Brooks signs a two-year deal at $4.85M, effectively closing the door on Aaron Jones returning Big Sal's origin story gets partially revealed — yes, he's AI, yes the voice inspiration is very on-brand, and yes a Beer Cheese Benny vs. Big Sal feud might be coming Subscribe, leave a five-star review, and keep those calls coming to 608-501-0718 — new callers go straight to the front of the line. This episode is brought to you by PrizePicks! Use code PACKDADDY to get started with America's #1 fantasy sports app. https://prizepicks.onelink.me/LME0/PACKDADDY To advertise on this podcast please email: ad-sales@libsyn.com Or go to: https://advertising.libsyn.com/packernetpodcast Help keep the show growing and check out everything I'm building across the Packers and NFL world: Support: Patreon: www.patreon.com/pack_daddy Venmo: @Packernetpodcast CashApp: $packpod Website: https://nfldraftgrades.com/ My Board: https://nfldraftgrades.com/board/83a18c42-7a0b-4590-8d1b-453e49840d02            

Hiring slowed more than economists expected in the latest jobs report — we tell you why. The US Energy Secretary says they are working to ease the pain of rising gas prices brought on by the war with Iran. Meanwhile, President Donald Trump told CNN's Dana Bash what kind of leader he hopes Iran ends up with. Residents in Tehran describe what they're seeing on the ground. And NBC shares an update on the 'Today' show co-host's return since her mother went missing. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Artificial intelligence is already changing real estate. But what happens when it goes much further than anyone expects? In this episode, Tim and Julie Harris present their “Real Estate Singularity” series — a thought experiment exploring how AI could fundamentally reshape the housing industry. Imagine a world where buyers no longer call agents. Instead, their AI life assistant knows everything about them — their finances, lifestyle, family plans, commute preferences, and long-term goals — and uses that data to decide where they should live. In that world, the AI doesn't just search listings. It designs life plans. And when a physical showing is needed, the AI simply hires a licensed human to complete the task. In this episode, Tim and Julie discuss: • The real meaning of the Real Estate Singularity • Why AI may control the consumer relationship in real estate • The potential collapse of “average” real estate as a safe investment • Why location, lifestyle, and community may become more valuable than ever • How agents can remain essential in an AI-driven economy The future of real estate may look very different. But one thing will not change: people still trust people. The agents who survive the next decade will be those who build relationships, community, and trust — the things technology can't replicate.

                                    In today's episode on The Leverage Shift That Changes Everything, Erin and Beth discuss: "Treat it like a job" can be a hidden superpower when you have time constraints — you show up, focus, and execute instead of drifting. The real growth hinge is leverage: Moving from "I do everything" to "we run systems," so your business doesn't collapse when you step away. Top producer volume can be a trap: You can look successful on the outside while privately burning out (and even spiraling mentally). Hiring is a skill — and a process matters: Beth's breakthrough came when she used a structured hiring process to find a systems-loving operator. Humility + authenticity are business accelerators: Stop pretending you do everything best, delegate what drains you, and be you to attract the right clients.                                               About I'm Beth Allen and I'm an Accidental Realtor – I never had the dream to be one, but started to help my family. Accidentally became a top producer because I didn't want my hard-working husband to have to work until he was 67. Then got freaked out (surviving my success). Now designing a life where I get to do the parts I love and inviting others to join and do the parts they love. How to Connect With Beth Website: Soundhomeconnections.com Facebook: https://www.facebook.com/BethAllenRealEstate Instagram: https://www.instagram.com/soundhomeconnections Recommended Resources  Pursuing Freedom's Happiness & Fulfillment Assessment: https://pursuingfreedom.com/happiness Pursuing Freedom Collective: https://pursuingfreedom.com/collective

The Pac Nation faithful called in and they're not feeling great about Green Bay right now — and honestly, neither is Ryan. From the passing of legendary Packers CEO Bob Harlan to a front office that keeps talking about "culture fits" instead of football results, this episode is a full offseason pressure cooker. Dakota (that nerd from Tennessee) sparks a passionate extended rant about the Packers' dangerous obsession with offensive line versatility — specifically why treating Jordan Morgan like a utility player is a franchise-threatening mistake. Ryan doubles down hard: lock him in at left tackle and build around him, or risk turning a premium draft pick into a bust. The covered wagon vs. Hellcat analogy alone is worth the listen. Uncle Rico raises real questions about the leaked player-coach grades — are players grading coaches low because they're bad, or because they're getting screamed at to do their jobs? The T. Higgins draft revisionism gets called out — Ryan reminds the fan base how wrong most of us were in that draft room moment Chris Brooks signs a two-year deal at $4.85M, effectively closing the door on Aaron Jones returning Big Sal's origin story gets partially revealed — yes, he's AI, yes the voice inspiration is very on-brand, and yes a Beer Cheese Benny vs. Big Sal feud might be coming Subscribe, leave a five-star review, and keep those calls coming to 608-501-0718 — new callers go straight to the front of the line. This episode is brought to you by PrizePicks! Use code PACKDADDY to get started with America's #1 fantasy sports app. https://prizepicks.onelink.me/LME0/PACKDADDY To advertise on this podcast please email: ad-sales@libsyn.com Or go to: https://advertising.libsyn.com/packernetpodcast Help keep the show growing and check out everything I'm building across the Packers and NFL world: Support: Patreon: www.patreon.com/pack_daddy Venmo: @Packernetpodcast CashApp: $packpod Website: https://nfldraftgrades.com/ My Board: https://nfldraftgrades.com/board/83a18c42-7a0b-4590-8d1b-453e49840d02            

The gangs all here and we've got a follow up story/question from the husband who hired a dominatrix, a question on creating depression action plans and a question from a soon to be bride who is considering inviting her ex to the wedding.  Check out Nick's "Fitness Challenge": https://www.mentalfitpersonaltraining.com/podtherapy Join our patreon!Listen ad-free, get the show a day early and enjoy the pre-show hang out on the same app you're using RIGHT NOW at www.Patreon.com/Therapy where you can also access our vast library of deep dives, interviews, skill shares, reviews and rants as well as our live discord chat!If you are an Apple user please rate us!If you are a Spotify user, please rate us!Submit a question to the show!Help us reach #1 on Goodpods!Interested in Nick's mental health approach to fitness? Check out www.MentalFitPersonalTraining.comCheck out Dr. Jim's book "Dadvice: 50 Fatherly Life Lessons" at www.DadviceBook.comGrab some swag at our store, www.PodTherapyBaitShop.comPlay Jim's Neurotic Bingo at home while you listen to the show, or don't, I'm not your supervisor.Submit questions to:www.PodTherapy.netPodTherapyGuys@gmail.comFollow us on Social Media:FacebookInstagramTwitterResources:Suicide Prevention Lifeline - 1-800-273-8255.Veterans Crisis Line - 1-800-273-8255.Substance Abuse & Mental Health Services Administration (SAMHSA) National Helpline - (1-800-662-HELP (4357)OK2Talk Helpline Teen Helpline - 1 (800) 273-TALKU.S. Mental Health Resources Hotline - 211

Send a textSteven Pope, founder of My Amazon Guy, shares crucial business tips emphasizing that securing sales is paramount before developing operational capabilities. He illustrates this point with the example of a saas startup that failed despite years of development due to a lack of market demand, offering key entrepreneur advice for achieving long-term success. This perspective is vital for any aspiring business growth.This video explains why sales should come before building products or operations in a new business. It covers selling ideas early, validating demand, and avoiding wasted time on products no one buys. Learn how founders use calls, side hustles, and lean methods to reduce risk and start faster.If you are building something without sales yet, get clarity before time and money run out: https://bit.ly/4jMZtxu--------------------------------------------------------------------------2026 Q1 Repeat Buyer Formula: https://bit.ly/47KJmOdGrowth Email Marketing Strategies: https://hubs.ly/Q04457QF0Amazon Proft Margin Defense 2026: https://hubs.ly/Q042trRH0Amazon SEO Toolkit 2026: https://bit.ly/4oC2ClTAmazon Seller Strategy Report 2026: https://bit.ly/3YN1RME2026 Ecommerce Website & SEO Readiness Checklist: https://hubs.ly/Q040Jg0M0Amazon Crisis Kit: https://bit.ly/4maWHn0TIMESTAMPS00:00 – Why sales matter more than products01:10 – Selling ideas before building them02:05 – Why founders must know how to sell03:15 – Finding buyers with cold and warm calls04:20 – Selling services before delivery05:30 – Hiring after demand is proven06:35 – Why products take longer than services07:20 – Lean entrepreneurship explained08:30 – Using feedback to shape the offer09:40 – Honest beta launches and refunds10:40 – Getting paid before building________________________________Follow us:LinkedIn: https://www.linkedin.com/company/28605816/Instagram: https://www.instagram.com/stevenpopemag/Pinterest: https://www.pinterest.com/myamazonguys/Twitter: https://twitter.com/myamazonguySubscribe to the My Amazon Guy podcast:My Amazon Guy podcast: https://podcast.myamazonguy.comApple Podcast: https://podcasts.apple.com/us/podcast/my-amazon-guy/id1501974229Spotify: https://open.spotify.com/show/4A5ASHGGfr6s4wWNQIqyVwSupport the show

The CISO role isn't the finish line, it's a launchpad. 69% of security executives are eyeing the exit, and Anthony Johnson is proof that what comes next can be even bigger. Anthony Johnson, former Global CISO at JP Morgan and Fannie Mae, now founder and managing partner at Delve Risk, breaks down what really happens when a security leader stops buying tools and starts building companies. From the trap of unpaid advisory boards to why AI is eliminating the entry-level pipeline, Anthony delivers a no-nonsense look at career strategy, the future of fractional work, and why understanding how your company makes money is the most underrated skill in cybersecurity. If you're a security practitioner at any level, this episode will change how you think about your next move. Impactful Moments 00:00 - Introduction 01:00 - Meet Anthony Johnson 02:00 - 69% of CISOs want out 06:00 - Why Anthony left the CISO seat 09:00 - Revenue changes your security priorities 11:00 - Career paths after the CISO role 13:00 - The advisory board compensation trap 17:00 - AI's threat to the talent pipeline 22:00 - Hiring for aptitude over competency 24:00 - Soft skills win in the AI era 29:00 - Corporate loyalty is dead—now what 31:00 - Networking that actually lands roles 34:00 - Know how your company makes money 36:00 - Ron's personal reflection on freedom Links Connect with our guest, Anthony Johnson, on LinkedIn: https://www.linkedin.com/in/anthony-johnson-delverisk/ Check out our upcoming events: https://www.hackervalley.com/livestreams Join our creative mastermind and stand out as a cybersecurity professional: https://www.patreon.com/hackervalleystudio Love Hacker Valley Studio? Pick up some swag: https://store.hackervalley.com Continue the conversation by joining our Discord: https://hackervalley.com/discord Become a sponsor of the show to amplify your brand: https://hackervalley.com/work-with-us/  

Build a referral-based, content-driven probate real estate business that grows beyond constant cold calling and direct mail.This session focuses on structure.Inside, you'll learn how to:• Turn your probate knowledge into a long-term digital asset• Build authority that attracts attorney and agent referrals• Handle heavy-rehab probate properties with clarity• Create investor leverage instead of relying on one strategy• Scale using systems, VAs, and measured call strategy⏱ Timestamps1:00 Showing up daily without constantly recordingUsing AI tools and structured scripting to multiply your presence.13:19 Building a sustainable probate business beyond cold callingWhy long-term assets outperform short-term activity.15:38 Creating a Permanent Digital Footprint That Brings Probate LeadsHow YouTube builds trust and visibility 24/7.24:00 Handling Probate Homes That Need Major RehabMLS vs investor strategy and pricing for condition.30:22 Live Demo: Generating Multiple Cash Offers in MinutesHow Estate Cash Offers creates options that lead to listings.35:15 Getting Probate Listing Referrals From Other AgentsWhy positioning yourself as the probate expert attracts referrals.42:58 Should You Put Your Commission in a Probate Resource Packet?Why focusing on outcomes increases response.49:59 Hiring a Calling Assistant vs Admin When ScalingHow to offload strategically using performance metrics.57:50 How Many Times Should You Call Probate Leads in a Day?Call frequency, voicemail strategy, and protecting number reputation.Many agents think scaling probate means:More activity.More outreach.More effort.This session presents a different model:Build authority.Build assets.Build systems.When someone searches for probate help in your market, the goal is simple:They already see you as the clear expert.Not because you pressured them.Because your positioning makes the decision feel natural.If you're serious about becoming the go-to Probate Real Estate Specialist in your market, this call breaks down the structure behind it.Subscribe to stay updated.

Figgy's Mixtape delivers another mix of chaos and culture with Wendy's hiring a Chief Tasting Officer, new airline rule changes that could affect travelers, and other viral stories making the rounds.

Will smaller AI models win over large language models?Sudarshan Kamath grew up in Mumbai, taught himself AI before most Indian companies were even hiring for it, and bought the domain "smallest.ai" for $100 in 2022, two years before the company existed. Today, he runs Smallest AI, a startup focused on real time voice AI.He started with self-driving cars, training large models and compressing them to run on vehicle hardware in real time. That's where he first saw what small models could do: a hundredth of the size, almost no loss in accuracy.Two years later he put in his own $150K, got some GPUs, and started training. Eighteen months later he had a seed round, a Series A, a seven-figure enterprise deal, and a $150M acquisition offer he turned down.Most of the data that goes into large models is noise. Strip it out, train small, and you get a model that matches a giant at a fraction of the size and runs in real time. That insight is what Smallest AI is built on.00:00 – Trailer 00:51 – Sudarshan's journey before Smallest AI 05:00 – Arjun Jain & Yann LeCun 08:20 – Why build in voice AI in 2024? 15:09 – Why move the company from India to the US? 17:25 – Hiring talent via LinkedIn and X 18:49 – What large US funds actually bring to startups 21:03 – Raising a seed round with zero revenue 26:06 – Strong intros from US VCs 28:23 – What the first enterprise customer teaches you 31:50 – Raising Series A with Seligman Ventures 32:19 – The $150M acquisition offer 34:32 – When should founders sell secondaries? 36:24 – Who are Smallest AI's customers? 38:28 – What are state space models? 40:16 – Are GEPA models closer to AGI? 41:23 – Growing 10× in three months 48:03 – This is not a winner-takes-all market 49:32 – Why this is a trillion-dollar market 50:08 – Why large AI labs are not building in voice 51:26 – What it takes to reach $100M ARR 54:21 – The biggest goal for 2026 57:11 – Voice costs 1000× more than text 01:02:04 – How Smallest AI cracked large enterprises-------------India's talent has built the world's tech—now it's time to lead it.This mission goes beyond startups. It's about shifting the center of gravity in global tech to include the brilliance rising from India.What is Neon Fund?We invest in seed and early-stage founders from India and the diaspora building world-class Enterprise AI companies. We bring capital, conviction, and a community that's done it before.Subscribe for real founder stories, investor perspectives, economist breakdowns, and a behind-the-scenes look at how we're doing it all at Neon.-------------Check us out on:Website: https://neon.fund/Instagram: https://www.instagram.com/theneonshoww/LinkedIn: https://www.linkedin.com/company/beneon/Twitter: https://x.com/TheNeonShowwConnect with Siddhartha on:LinkedIn: https://www.linkedin.com/in/siddharthaahluwalia/Twitter: https://x.com/siddharthaa7-------------This video is for informational purposes only. The views expressed are those of the individuals quoted and do not constitute professional advice.Send a text

Hiring! Hiring is so important and if not done well can make your company bleed! Today we are talking about the Common Mistakes in BAD Hiring! gigstrategic.com seancastrina.com

In This Episode of Business Lunch: Roland Frasier and Ryan Deiss explore the critical aspects of CEO succession, when to hire outside leadership, and how founders can maintain control and passion for their business as it scales. They share practical insights, real-world examples, and strategies to help entrepreneurs navigate growth without losing their vision.Chapters:00:00 Introduction and Personal Updates02:51 The Role of CEO and Founder Dynamics05:49 The Risks of Hiring a Professional CEO09:06 Identifying the Right Time for Transition11:53 The Importance of Vision and Narrative14:50 Functional Leadership vs. Professional CEOs17:46 Finding Joy in Entrepreneurship Again23:27 Achieving Operational Happiness24:43 The Importance of Taking a Vacation25:55 Upgrading Your Company Operating System27:23 Identifying Key Leadership Hires29:52 Understanding Financial Health31:51 Hiring the Right People34:08 The Role of Operators in Business39:02 Navigating Hiring Challenges42:44 Maintaining the CEO Vision44:50 Reframing Your CEO RoleConnect with me on social:TikTok: Check out my TikTok HereInstagram: Check out my Instagram HereFacebook: Check out my Facebook HereLinkedIn: Check out my LinkedIn HereSubscribe to my YouTube

If episode seven was about converting conversations into contracts, episode eight is about increasing deal flow — and knowing how to analyze opportunity when it hits your desk.   In this episode of Storage Wins, Alex Pardo and Dan Wentzel break down what happens when consistent action finally compounds. After months of hesitation, Dan hires a virtual assistant — and within two weeks, four legitimate storage opportunities land in his pipeline.   Alex and Dan unpack why hiring a VA took eight months, what mindset blocks were holding Dan back, and how leveraging the Storage Wins community made the transition easier. From there, they dive deep into one specific 36,000 square foot facility, walking through back-of-the-napkin underwriting, cap rate analysis, seller motivation, and how to think about value-add potential the right way.   This episode isn't just about hiring help. It's about understanding leverage — leverage of time, leverage of community, leverage of terms, and leverage of upside inside the deal itself.   You'll Learn How To: Use a virtual assistant to dramatically increase deal flow Overcome hesitation around hiring and delegation Underwrite a storage deal using simple back-of-the-napkin math Analyze revenue, expenses, and NOI quickly on a seller call Identify upside through rate gaps and unsophisticated operations Use seller financing terms to increase purchasing power Control deal structure by focusing on terms, not just price Incentivize your VA to create long-term leverage   ⸻   What You'll Learn in This Episode:   [0:00] Why cash flow in storage "depends" [1:08] The Season 2 mission: closing before Thanksgiving 2025 [3:02] Hiring a VA after eight months of hesitation [6:42] The fear of training and financial commitment [7:30] Why $70 per week created massive leverage [9:01] Leveraging community to solve hiring challenges [12:42] Four new facilities added to the pipeline in two weeks [13:40] Why mom-and-pop operators create opportunity [15:36] Reducing expenses vs. increasing revenue [18:40] Explaining debt service coverage ratio to sellers [21:38] Breaking down a 36,000 sq ft deal opportunity [34:58] Back-of-the-napkin NOI calculation using a 35% expense ratio [35:54] Applying an 8 cap to determine baseline valuation [36:48] Spotting 50% rate gaps vs. competitors [39:28] Matching a $2M offer with better positioning [41:52] "Your price, my terms" explained [45:08] Why incentivizing your VA accelerates growth   Who This Episode Is For: Investors stuck trying to do everything themselves Listeners who want more deal flow but feel time-constrained Anyone unsure how to quickly analyze a storage opportunity Operators learning how to structure seller-financed deals Investors ready to move from slow progress to momentum ⸻   Why You Should Listen:   Momentum changes everything.   Dan didn't suddenly get lucky — he created leverage. By hiring a VA and leaning into community support, he multiplied his outreach and surfaced four serious opportunities in two weeks.   This episode shows you exactly how to think through a real deal: how to estimate NOI, apply cap rates, spot value-add potential, and structure terms that increase purchasing power. If you've ever wondered how experienced investors quickly evaluate deals while staying disciplined on risk, this is a real-time masterclass.   And perhaps most importantly — it proves that sometimes the biggest breakthrough isn't a signed contract. It's the decision to stop doing everything yourself. ⸻ Follow Alex Pardo here: Alex Pardo Website: https://alexpardo.com/ Alex Pardo Facebook: https://www.facebook.com/alexpardo15 Alex Pardo Instagram: https://www.instagram.com/alexpardo25 Alex Pardo YouTube: https://www.youtube.com/@AlexPardo Storage Wins Website: https://storagewins.com/   ⸻   Have conversations with at least three storage owners, brokers, private lenders, or equity partners inside the Storage Wins Facebook Group. Join for free here:   https://www.facebook.com/groups/322064908446514/

In this episode, we go inside one of the most fascinating clubs in European football — Bodø/Glimt. Over the past few years, the Norwegian club has built a remarkable culture and player development environment that has helped them compete at the highest levels of the game, including the Champions League. A big thank you to our sponsor Zone14 Coaching. Their NextGen journals help coaches and players plan, reflect, and track progress throughout the season, built on intentional coaching and backed by neuroscience. Modern Soccer Coach listeners can get $5 off with code MODERNSOCCER5 at zone14coaching.com Joining Gary Curneen on this podcast is Olav Øverli, Academy Director at Bodø/Glimt. Olav shares a detailed look into how the club develops players, builds a strong culture, and creates an environment where curiosity, responsibility, and hard work are non-negotiable. He explains why the foundation of their academy begins with something simple but powerful: a love of the ball. We discuss the principles behind Bodø/Glimt's development model, the importance of aligned leadership throughout the club, how the academy balances joy and professionalism in youth development, and why they prioritize curious, engaged footballers over rigid systems. Topics covered include: • Bodø/Glimt's academy philosophy and culture • Developing curious and engaged footballers • Why “non-negotiables” are the starting point • Balancing joy and professionalism in youth development • Coaching younger players vs academy age groups • The role of feedback and honest coaching • Technology, data, and the limits of sports science in development • The impact of phones and distractions on young players • Hiring coaches and building a strong academy staff culture If you enjoy these conversations, please subscribe to the channel and check out more coaching breakdowns and interviews here on Modern Soccer Coach.

Have you ever looked at a global hiring plan and wondered whether you are building a team, or accidentally buying a bundle of hidden fees, legal risk, and avoidable stress? In this episode, I'm joined by Oksana Petrus from Alcor, where she leads customer success and operations, helping tech companies build and scale engineering teams across Eastern Europe and Latin America. If you have ever tried to expand beyond your home market, you know the promise is real, access to great talent, broader coverage across time zones, and the chance to build faster. But the reality can get messy quickly once contracts, compliance, culture, and cost assumptions collide. Oksana brings a sharp perspective because she has seen both sides. Earlier in her career she worked as a lawyer with outsourcing providers, so she understands how pricing structures and contracts can create surprises once a team is already in motion. We talk about why so many leaders start out thinking outsourcing will be simple, then discover they cannot clearly see what they are paying for, who is actually doing the work, or how much of the spend is going to overhead. We also discuss the growing challenge of trust in recruiting, especially as AI tools make it easier to fake profiles, inflate experience, and even perform better in interviews than the person behind the screen can deliver on the job. Oksana shares how teams are responding with stronger verification, background checks, and a more transparent operating model so hiring managers can feel confident about who they are bringing in. We also dig into the real cost of global scaling, and why "salary charts" are only the starting point. Oksana explains how benefits, taxes, local customs like a 13th salary, currency controls, and even language realities can derail budgets and slow hiring if teams do not have local insight. The result is often frustration on both sides, candidates lose momentum, managers lose time, and projects drift. Culture comes through as a theme too, and not in a vague, feel good way. We talk about how different regions communicate, how expectations need to be set early, and why "challenge culture" can be a strength when leaders welcome it. Oksana shares an example of a CTO who came to value Eastern European teams precisely because they questioned decisions and offered alternatives that improved outcomes. If you are a founder, CTO, or business leader thinking about scaling an engineering team this year, this episode is a practical look at what tends to go wrong, why it gets expensive, and how to build a smarter path forward without overcommitting too early.  Where do you think the line is between smart global expansion and taking on complexity before your business is ready for it, and what has your own experience taught you?

March 5, 2026: Your daily rundown of health and wellness news, in under 5 minutes. Today's top stories: CrossFit CEO Don Faul steps down March 6 as company explores sale with Moelis & Company advising potential buyers Equinox opens luxury resort at Saudi Arabia's Red Sea coast with 128 rooms and 20,000-sq-ft fitness club, planning 30+ hotels over next decade Whoop plans to increase workforce by 75% adding 600+ roles ahead of potential IPO, with international markets now 60% of sales More from Fitt: Fitt Insider breaks down the convergence of fitness, wellness, and healthcare — and what it means for business, culture, and capital. Subscribe to our newsletter → insider.fitt.co/subscribe Work with our recruiting firm → https://talent.fitt.co/ Follow us on Instagram → https://www.instagram.com/fittinsider/ Follow us on LinkedIn → linkedin.com/company/fittinsider Reach out → insider@fitt.co

John Canzano talks about fake news on social media, which includes the erroneous report of Dan Fouts' death. Also, he talked about Oregon State's men's basketball coaching search and Dana Altman's return to Oregon next season. Subscribe to this podcast. Readh JohnCanzano.com

Want the resources mentioned in the training?Instagram ➡️ https://www.instagram.com/mikereillync/Follow this link for the Free training:https://level.strsecrets.com/pc-bookYou want to grow a property management business, you will eventually hit the same wall:You become the person slowing things down.In this video, I share the exact playbook we built before hiring our first salesperson.Inside this training you'll learn:• The perfect type of property we target• The exact type of homeowner we want to work with• The biggest problems Airbnb owners face today• How we show our value to sign new clients• The "UI Method" for finding struggling Airbnb properties• The exact numbers and goals we set for our sales team• The best ways we find and talk to new owners• Our step-by-step sales process and first phone calls• What happens right after an owner signs with usIf you want to grow your company to 30, 40, or 50+ properties, you need a sales plan that works every single time.This episode shows you exactly how we built ours.Subscribe for new weekly videos ➡️ https://bit.ly/2Nrn4XOTimestamps:00:00 – Why You Need a Sales Plan01:12 – The 4 Steps of Our Sales Playbook02:10 – Finding the Perfect Property03:05 – The Perfect Homeowner04:18 – Problems Airbnb Owners Face05:45 – Creating a Strong Offer07:00 – Why You Need a CRM Software08:50 – Sales Goals and Numbers to Track10:20 – The Experiment: 120 Calls in 6 Weeks11:35 – Our Sales Win Rates12:18 – How to Find Leads: The UI Method13:30 – Using Referrals and Partners14:05 – Direct Mail and Ads15:05 – Running Facebook Ads for Leads16:10 – Our Sales Process17:20 – The First Call and Asking Questions18:15 – Handling Owner Concerns19:05 – Bringing on a New Owner20:00 – Weekly Sales Tracking21:10 – Hiring and Testing a SalespersonConnect with us on other social media platforms:STR Secrets FB group ➡️ https://www.facebook.com/groups/STRentalsecretsMichael Sjogren FB Page ➡️ https://www.facebook.com/theAirbnbGuyInstagram ➡️ https://www.instagram.com/miike.sjogrenLinkedin ➡️ https://www.linkedin.com/in/mikesjogren

In this solo episode of Destroy the Hairdresser, Cyd takes the mic to talk directly to salon owners about one of the biggest frustrations in the industry: hiring.Every week she hears the same thing in coaching calls:“I can't find good stylists.”“No one wants to work anymore.”“Everyone just wants to rent a suite.”But what if hiring isn't actually the problem?In this episode, Cyd breaks down why recruiting feels harder than ever and why the constant “we're hiring” posts on Instagram aren't bringing in the right people. She explains how many commission salons were built by copying outdated structures instead of intentionally designing a system that attracts talent.You'll hear about:Why hiring has become so emotionally exhausting for salon ownersThe cycle of hiring, training, and losing stylistsWhy “we're hiring” graphics actually repel great talentHow desperation shows up in recruitingWhy profitability and structure determine whether stylists want to work for youIf you're a salon owner feeling stuck in the hiring hamster wheel, this episode will challenge the way you think about recruiting and leadership.Because the real issue isn't finding stylists.It's building a salon that great stylists actually want to join.JOIN THE NEW COMMISSION SALON HERE: https://www.destroythehairdresser.com/the-new-commission-salon-2026

Hiring a superstar team member sounds exciting until they fail and you blame them. Igor reveals why most hiring failures trace back to one thing: your process. From building bulletproof checklists to matching personality types with the right roles, discover the two-part formula for finding team members who show up like it's their own business — and never letting them go.

Hey friends, Chase here If you're a creator who's ever wondered why someone with "less talent" seems to get more opportunities… this episode is for you. Because here's the truth: being great at your craft is only the price of admission. It gets you in the door. But what happens after that? That's where your career is made. In today's micro-show — Craft Is the Entry Fee — I'm talking about the things that matter most in the work you do… and the things that matter just as much in the way you do it. The stuff you can't always point to on a resume. The stuff you can't show in a portfolio. The stuff you can't always "prove" — but everyone can feel. Because what you can't see matters. The Big Idea Let's start with a reframe that will save you years of frustration: Great work is the "get in the door" fee. Yes — you have to be good. You have to practice. You have to care about the craft. You have to put in the reps. But if you're trying to get hired, land clients, build long-term relationships, or get re-hired again and again… then your craft is only one part of the equation. Because hiring isn't just about output. It's about the total package someone brings to the table: experience, energy, passion, intensity, positivity, wisdom, technical knowledge… and the unspoken, unmeasurable stuff that shapes every interaction. What You Can't See (But People Hire For) Here's a vivid example from the episode: Imagine you're an art director or a client. You're going to spend ten days on set with a photographer or director. Now ask yourself: Do you want to spend ten days with a jerk? No. You don't. And neither do they. You might be incredibly talented. Your work might be objectively excellent. But if you're difficult, unpredictable, late, disorganized, or hard to trust — the next job goes to someone else. And it's not personal. It's practical. People hire to solve problems — and they also hire to reduce risk. The Basics Are the Differentiator This is the part creators often skip. We obsess over craft (and we should). But we forget the simple things that determine whether someone wants to work with us again: Are you hard working? Are you enjoyable to be around? Are you on time? Can you deliver on budget? Do you exude integrity and thoughtfulness? Do people feel confident and safe around you? Those are not "nice-to-haves." Those are career builders. I call them "the basics." You might call them the X-factor. Whatever you call them, they're real — and they matter. Soft Skills Are Still Skills This is one of the most important reminders in the episode: Soft skills are still skills. They can be learned. They can be practiced. They can be honed. And the best part is: you don't need to be born with them. You can build them the same way you built your creative ability — with intention, repetition, feedback, and self-awareness. What You'll Hear in This Episode This is a quick micro-show, but it's packed with reminders that hit hard — especially if you've ever felt overlooked or undervalued. Why craft alone isn't enough to get hired (or rehired) What hiring decisions really include beyond talent Why being "good to work with" is a competitive advantage How reliability and integrity compound over time Why people always notice the invisible stuff — even if they don't name it Timecodes (So You Can Jump to What You Need) 00:00 – Weekly email sponsor message 01:50 – Intro: "what you can't see matters" 02:14 – Craft is the "get in the door fee" 03:19 – Hiring is about the total package 03:51 – The "ten days on set" thought experiment 04:11 – "Do they want to hang with the jerk?" 05:02 – The basics: hard-working, enjoyable, on-time 06:00 – Hiring is risk management (and values) 06:35 – Soft skills can be learned and practiced 08:11 – Closing: share the show / community Read This If You're Trying to Break Through If you've been grinding on your craft and wondering why the opportunities aren't matching the effort — don't assume you're not talented enough. Instead, zoom out. Ask: What is the experience of working with me? Because whether you like it or not, your "work" isn't just the deliverable. Your work is also: how you communicate how you handle stress how you collaborate how you show up when things go wrong how you make people feel while you're doing what you do And the wild thing is… even if you think these things are invisible, people see them. They notice. Questions to Ask Yourself If you want to turn this episode into action, sit with these questions for five minutes: When someone hires me, what "total package" are they getting? Am I making it easy for others to trust me? What do I do when I'm under pressure — and who does it affect? What's one "basic" I could level up this week (timeliness, communication, follow-through)? If I were the client, would I rehire me? A Simple Practice for Building the Invisible Edge Here's a small practice you can run this week — no big life overhaul required. Pick one reliability habit. (On-time delivery, clear communication, proactive updates.) Make it visible. Tell a client/collaborator what they can expect from you. Do it consistently for 7 days. No exceptions. Reflect. Notice how it changes your stress, your confidence, and other people's response. The goal isn't perfection. The goal is to strengthen the part of your creative career that most people ignore — until they're forced to learn it the hard way. Final Thought Yes: work hard on your craft. But don't forget the rest of the package. Because you might think of these things as the things "you can't see"… but I promise you: people see them.

Can Microsoft's push for cloud PCs and AI-powered agents redefine where and how we work? If you keep to the defaults, Windows 11 is secure. Copilot+ PC is even more secure. But you can take additional steps to secure it either way, and you should. Plus, Paul's been trying to play different types of games, and Resident Evil Requiem is better (in his opinion) than Silent Hill f and Silent Hill 2 remake... if you want a horror game. Also, there's a cheaper new Audible plan thanks to Spotify! Windows 11 Shenanigans? If you use a third-party AI client in Edge Canary... you will not be amused. Bitwarden (TWiT sponsor) is (possibly the 1st?) third-party password manager to support passkey sign-ins on Windows 11 New Canary, Dev, and Beta builds last Friday- Canary is more of the same, Dev/Beta get shared audio improvements, narrator improvements, new IT policies ASUS and Dell will soon sell Windows 365 Cloud PCs Google is moving Chrome to a two-week dev schedule. Should we assume Microsoft will follow suit with Edge? Dell is up 39 percent, but because of AI servers not PCs NVIDIA revenues up 73 percent to $68.1 billion AI/dev OpenAI closes $110 billion funding round as the AI circle jerk continues Microsoft brings Copilot Tasks to consumer Copilot Google introduces AppFunctions for Android, it's way to make mobile apps work like MCP (be semantic), similar to what Microsoft is doing in Windows Windows App Development CLI updated to 0.02 with Store CLI integration and .NET project support Build 2026 is in San Francisco, as expected, but in June - overlap with WWDC? Xbox and gaming Here come the first Game Pass titles of March Microsoft highlights some indie games to consider Xbox ROG Ally gets AI-based game recaps Legion Go Fold is the star of the new PCs at MWC Sony might be backtracking on its PC games plans Developing: Epic/Google settlement was approved Tips & picks App pick of the week: Resident Evil Requiem Tip of the week: Secure your Windows 11 PC RunAs Radio this week: Hiring in 2026 with Suzi Edwards-Alexander Brown liquor pick of the week: St. Augustine Florida Straight Bourbon Hosts: Paul Thurrott, Richard Campbell, and Mikah Sargent Download or subscribe to Windows Weekly at https://twit.tv/shows/windows-weekly Check out Paul's blog at thurrott.com The Windows Weekly theme music is courtesy of Carl Franklin. Join Club TWiT for Ad-Free Podcasts! Support what you love and get ad-free audio and video feeds, a members-only Discord, and exclusive content. Join today: https://twit.tv/clubtwit Sponsor: threatlocker.com/twit

In this master's class episode of the Smart Real Estate Coach Podcast, I sit down with Don Williams, entrepreneur, sales and leadership expert, and host of The Proven Entrepreneur Show, to talk about what it really takes to go from W-2 employee to wealthy business owner and long-term real estate investor. Don's founded a dozen companies since 1986, started his first one with just $6,000, and bought his first commercial building almost by accident—then held it for decades while tenants paid down the debt.    We dig into why your tax situation changes the minute you stop taking a paycheck, the only two things that actually matter in business, how to use side hustles and coaching to de-risk the jump from corporate, and why buying the right deals and keeping them forever can quietly build "sleep-well" wealth.    If you're sitting on the fence about entrepreneurship or wondering how to scale your income and your portfolio, this conversation gives you a real, no-fluff roadmap.   Key Talking Points of the Episode   00:00 Introduction 01:01 Who is Don Williams? 03:15 Learning from failure and slow lessons 04:46 Leaving your W-2 and becoming a first-time entrepreneur 06:11 Side hustles, fear, and crossing the street 07:01 Why every serious entrepreneur needs a coach 08:05 Don's first commercial property deal 09:07 10,000-sq-ft office building breakdown 10:10 Negotiating a 10-year fixed-rate loan 11:16 Cash flow, repairs, and never feeding the building 14:14 A near-miss with property taxes and foreclosure 15:17 "Buy, pay-off, keep forever" strategy 16:37 Paying for the right coaches (and why cheap is expensive) 18:18 The 1% rule deal bought sight unseen 19:09 Reputation as your most valuable asset 20:07 Winning on the buy side, not the sell side 21:10 Skillset vs mindset for entrepreneurs 22:20 Paying $15,000 for a half-day with a "genius" 23:49 Why getting the right coach is key in entrepreneurship 25:25 College ROI vs elite coaching ROI 26:25 The XTO Energy story and not needing to own it all 28:04 Hiring the best people on planet Earth 29:45 How to connect with Don 32:05 Christopher Robin's advice for investors and entrepreneurs   Quotables   "I made about a zillion mistakes in everything I ever did, but I won often enough and big enough to get ahead of the game."   "People overcomplicate business. There's like only two things to do in business: one is bring money in and the other is keep money from leaving."   "When you deal with the very best people on planet Earth, you can't pay too much. They'll demand that they deliver an ROI to you."   Links   Don Williams Global https://donwilliamsglobal.com   Don Williams don@donwilliams.com   The Proven Entrepreneur https://provenentrepreneurshow.com/   Free Discovery Call https://smartrealestatecoachpodcast.com/discovery   3 Paydays® System Mastery Course - Use coupon code for 50% off https://smartrealestatecoach.com/qls Coupon code: pod   Apprentice Program https://3paydaysapprentice.com Coupon code: Podcast   Masterclass https://smartrealestatecoach.com/masterspodcast   3 Paydays Books https://3paydaysbooks.com/podcast   Strategy Session https://smartrealestatecoach.com/actionpodcast   Partners https://smartrealestatecoach.com/podcastresources

Dylan and Max are joined by James Onieal (Raven Careers) for Episode 200, covering everything from conferences and networking to cadet programs, cargo hiring, and fractional life. They also dig into the latest conflict in the Middle East and what rising oil prices could mean for airline pilots—from hiring pressure and route economics to the broader ripple effects across the industry. The conversation gets into why pathway programs can be helpful, but also how debt-heavy options can limit your flexibility when the market turns. Add in pipeline patrol as real CRM-building time, a healthy dose of uncertainty, and the usual Episode 200 live-show chaos. Connect with James Onieal Show Notes 0:00 Intro 2:08 Hiring, Furloughs, and CFI 24:15 James Question Extravaganza 1:01:16 Listener Questions 1:10:26 Special Guests 1:17:02 Max Almost Crashed 1:24:31 Final Questions & Thoughts Our Sponsors Tim Pope, CFP® — Tim is both a CERTIFIED FINANCIAL PLANNER™ and a pilot. His practice specializes in aviation professionals and aviation 401k plans, helping clients pursue their financial goals by defining them, optimizing resources, and monitoring progress. Click here to learn more. Also check out The Pilot's Portfolio Podcast. Advanced Aircrew Academy — Enables flight operations to fulfill their training needs in the most efficient and affordable way—anywhere, at any time. They provide high-quality training for professional pilots, flight attendants, flight coordinators, maintenance, and line service teams, all delivered via a world-class online system. Click here to learn more. Raven Careers — Helping your career take flight. Raven Careers supports professional pilots with resume prep, interview strategy, and long-term career planning. Whether you're a CFI eyeing your first regional, a captain debating your upgrade path, or a legacy hopeful refining your application, their one-on-one coaching and insider knowledge give you a real advantage. Click here to learn more. The AirComp Calculator™ is business aviation's only online compensation analysis system. It can provide precise compensation ranges for 14 business aviation positions in six aircraft classes at over 50 locations throughout the United States in seconds. Click here to learn more. Vaerus Jet Sales — Vaerus means right, true, and real. Buy or sell an aircraft the right way, with a true partner to make your dream of flight real. Connect with Brooks at Vaerus Jet Sales or learn more about their DC-3 Referral Program. Harvey Watt — Offers the only true Loss of Medical License Insurance available to individuals and small groups. Because Harvey Watt manages most airlines' plans, they can assist you in identifying the right coverage to supplement your airline's plan. Many buy coverage to supplement the loss of retirement benefits while grounded. Click here to learn more. VSL ACE Guide — Your all-in-one pilot training resource. Includes the most up-to-date Airman Certification Standards (ACS) and Practical Test Standards (PTS) for Private, Instrument, Commercial, ATP, CFI, and CFII. 21.Five listeners get a discount on the guide—click here to learn more. ProPilotWorld.com — The premier information and networking resource for professional pilots. Click here to learn more.   Feedback & Contact Have feedback, suggestions, or a great aviation story to share? Email us at info@21fivepodcast.com. Check out our Instagram feed @21FivePodcast for more great content (and our collection of aviation license plates). The statements made in this show are our own opinions and do not reflect, nor were they under any direction of any of our employers.

If you're leading a team and meeting with clients every day, your ability to influence, listen, and read the room matters more than you think. The best advisors aren't just good at numbers, they're good at people. And most of us are missing half the signals.In this episode, I'm joined by mentalist and keynote speaker, Max Major. We recently had the pleasure of having Max perform at our Triad Launch Experience and he absolutely blew the room away. And it wasn't just with his mind-bending demonstrations, it was with the psychology behind influence, body language, and belief systems.We unpack what's really happening beneath the surface in client conversations — how your intent changes the energy in the room, how subtle body language cues reveal internal objections, and how understanding your client's state of mind can completely reshape the way you lead, serve, and earn trust.3 of the biggest insights from Max Major…#1.) Body Language Is About Noticing Shifts, Not JudgmentThere's no universal meaning to crossed arms. The game is noticing changes from open to closed (or closed to open), then stopping and giving them the floor immediately. That's how you handle objections before they become deal-killers.#2.) The Best Salespeople Are Elite ListenersConfidence, rapport, and trust are the three pillars of influence. But the real edge comes from listening deeply enough to let the client write the sales pitch for you and then paraphrase it in your own words.#3.) Your Thoughts Create Your RealityMax unpacks why high performers often run on a hidden program like “I'm not good enough,” how that can drive success for years, and why upgrading the belief can unlock a new level without killing your edge.SHOW NOTEShttps://bradleyjohnson.com/158FOLLOW BRAD JOHNSON ON SOCIALTwitterInstagramLinkedInFOLLOW 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.