Podcasts about Hiring

There's a version of success that looks great on a highlight reel and completely hollows you out from the inside. I've seen it. I've felt it. And in this episode, I sat down with a man who lived it hard, nearly paid for it with his life, and came out the other side with a completely different playbook. In this episode of The Happy Hustle Podcast, I get to rock the mic with Cameron Herold, one of the most legendary operators in the entrepreneurial world. Cameron is the founder of the COO Alliance and the man known globally as the CEO Whisperer. He's the former COO of 1-800-GOT-JUNK, where he helped engineer the company's growth from 2 million dollars to 106 million dollars in revenue in just six years. He's a six-time bestselling author, an international speaker, and a guy who's been to 80 countries across all seven continents with his wife, living out their bucket list in real time. Cameron is the real deal, and this conversation goes deep. If you're a CEO, founder, or entrepreneur who's ever felt like you're the bottleneck in your own business, this episode is for you. If you've been grinding yourself into the ground and wondering why the life you're building doesn't feel as good as it looks from the outside, this one's for you too. Cameron doesn't sugarcoat a thing. He shares his burnout story with raw honesty, walks through the systems that have helped hundreds of companies scale with soul, and drops frameworks that you can use right now to grow your people, protect your time, and build a company that actually supports the life you want. One of the biggest things Cameron and I dig into is the COO relationship and why getting it wrong can absolutely derail your company. He breaks it down like a marriage. You have to understand yourself first, know what you're great at, know what drains you, and then find someone who fills in the gaps without trying to compete with your strengths. The COO is meant to be the brakes to your gas, not the parking brake. They're the leash on the dragon, not the choke chain. And finding that person starts with clarity about who you are and what you're actually building. That leads directly into Cameron's concept called the Vivid Vision, and this one is a game changer. Most entrepreneurs think they have a vision. Cameron would tell you most of them have a sentence, not a vision. A true Vivid Vision is a four or five page document that describes every area of your company, your culture, your team, your sales, your operations, as if it's already come true three years from now. It's not about the how. It's about painting the picture so clearly that your entire leadership team can reverse engineer the path to get there. Think of it like building a home. You know what you want it to look like. You describe it in enough detail. The right people build it for you. Cameron also goes hard on why most companies are starving their people of real leadership training, and what that actually costs you. Not conference trips. Not SOPs. Real skills. Interviewing, hiring, running meetings, managing conflict, coaching your team, goal setting. These are the core executive skills that almost nobody ever gets formally trained in, and it's why so many smart people in business are struggling with things that should be simple. As Cameron puts it, business is really easy if you have the core skills to get results through people. If you don't, it's a grind that never ends. And then there's the stuff that got personal. Cameron was 35 years old when his body and mind were clinically redlining. He was drinking daily, smoking, carrying extra weight, buried under a crushing amount of life stress, and he had no idea how bad it was until a doctor put a number on it. He scored 435 points on a stress assessment where 250 meant a 95 percent chance of a heart attack. He was written up in the Wall Street Journal as one of four entrepreneurs whose careers flamed out from burnout. He walked out the other side of that with a hard reset, no alcohol for three years now, daily weigh-ins, consistent movement, and a bucket list lifestyle that he and his wife have been living for five years straight. The lesson? The lie of just catching up this weekend is not about catching up. It's about avoiding your life. If you're ready to build a real second in command, stop running terrible meetings, train your people like you mean it, and finally step into the freedom you actually started this thing for, go listen to the full episode right now at https://caryjack.com/podcastin/. What does Happy Hustlin' mean to you? Laughing and having a good time and sharing information, not taking ourselves so seriously. Connect with Cameronhttps://www.facebook.com/cameronherold/https://www.instagram.com/cameron_herold_cooalliancehttps://www.youtube.com/@CameronHerold/videoshttps://x.com/CameronHeroldhttps://www.linkedin.com/in/cameronherold/ Find Cameron on this website: https://cameronherold.com/ Connect with Cary!https://www.instagram.com/caryjack/https://www.facebook.com/SirCaryJackhttps://www.linkedin.com/in/cary-jack-kendzior/https://twitter.com/thehappyhustlehttps://www.youtube.com/channel/UCFDNsD59tLxv2JfEuSsNMOQ/featured Get a copy of his new book, https://www.thehappyhustle.com/book Sign up for The Journey: 10 Days To Become a Happy Hustler Online Course @ https://thehappyhustle.com/thejourney/ Apply to the Montana Mastermind Epic Camping Adventure @ https://thehappyhustle.com/mastermind/ “It's time to Happy Hustle, a blissfully balanced life you love, full of passion, purpose, and positive impact!” Episode Sponsors: If you're feeling stressed, not sleeping great, or your energy's been kinda meh lately—let me put you on to something that's been a total game-changer for me: Magnesium Breakthrough by BiOptimizers. This ain't your average magnesium—it's got all 7 essential forms that your body needs to chill out, sleep deeper, and feel more balanced. I take it every night and legit notice the difference the next day. No more waking up groggy or tossing and turning all night If you're ready to sleep like a baby, calm your nervous system, and optimize your recovery, go grab yours now at https://www.bioptimizers.com/happy and use code HAPPY10 for 10% OFF. =================================================================== My Green Mattress If you've been waking up with back pain, feeling stiff, or just not getting that deep, quality sleep. This might be what you're missing: My Green Mattress. It's made with clean, non-toxic, and eco-friendly materials, so you're not just sleeping better, you're sleeping healthier too. The comfort and support are on another level, and you can really feel the difference night after night. If you're ready to invest in better sleep and better recovery, check it out at https://thehappyhustle.com/mygreenmattress =================================================================== Ozlo Sleep If you've been struggling to fall asleep, stay asleep, or just wake up feeling actually rested, let me put you on to something that's been a total game-changer: Ozlo Sleep. These aren't your typical sleep buds. They're designed to block out noise and help your brain fully relax, so you can drift off faster and stay in deep, uninterrupted sleep. Perfect if you're a light sleeper or just want that next-level rest. If you're ready to upgrade your sleep and wake up feeling recharged, check out https://ozlosleep.com and save $80 OFF using code HAPPY.

In this episode of Storytelling University, Aaron sits down with James Whitemore, Chief Marketing Officer of Indeed, for a conversation about the stories we tell through work, resumes, interviews, and the future of hiring. James shares how early learning difficulties shaped the way he listens, communicates, and leads, and why storytelling is not separate from job seeking but deeply connected to it. Together, Aaron and James explore how the traditional resume often fails to capture the full human story: curiosity, adaptability, emotional intelligence, initiative, and the hidden genius people bring to their careers. They also discuss how AI is changing the job search, how Indeed is rethinking the way job seekers and employers connect, and why the future of hiring may depend less on simply uploading a resume and more on helping people show up as complete, authentic human beings. *Create your Indeed profile: ⁠https://www.indeed.com/⁠ *Follow James on LinkedIn: ⁠https://www.linkedin.com/in/jwhitemore ⁠ Partner with Storytelling University: reach a global audience of thoughtful, highly engaged listeners across generations, from parents and professionals to creators, leaders, and lifelong learners, all connected by a deep appreciation for powerful stories, meaningful ideas, and human connection. Reach out to us for exclusive sponsorship opportunities TSU Team: Created & Hosted by: Aaron Calafato Produced and Edited by: Ken Wendt Editorial by Brooks Borden & Aaron Calafato Guest Coordinator: Dania Khalife Love 7MS & TSU? Here's how to support: *Follow the pod wherever you're listening *Tap 5 Stars *Text one person you love a link to your favorite episode.

Fundraising and alumni relations are evolving faster than many institutions are prepared for. But the concept of hiring people who make us feel comfortable remains the biggest threat to innovation since these practices often remain rooted in familiarity, rigidity, and outdated ideas of “fit.”  A.P. Porch is a higher education and philanthropy professional with nearly 15 years of experience in nonprofit and advancement spaces, currently serving as the University-Wide Director of Alumni Engagement at Loyola University, New Orleans. Her work centers on strengthening alumni and donor relationships while supporting the “life of the mind” through mission-driven engagement, leadership, and community building. She joined Mallory to talk about what it takes to build stronger, more sustainable advancement teams in the fundraising sector.  In this episode, you will be able to: Recognize the hidden challenges behind skill-based hiring in fundraising and alumni relations. Have a clear understanding about the difference between hiring for competency versus hiring for familiarity. Learn why burnout and turnover are often symptoms of deeper organizational issues. Discover how curiosity, adaptability, and emotional intelligence can strengthen donor relationships. Learn how “culture fit” can unintentionally limit innovation and diversity of thought. Get all the resources from today's episode here.  Support for this show is brought to you by Donor Perfect. Our friends at Donor Perfect really understand fundraising on so many levels. Stay aligned while working online with a seamless and secure payments experience for your donors and your team. Empower donors to give where they are, whenever they like, automate data entry, and process online, monthly, and mobile payments, and accept payments over the phone. Connect with me:  Instagram: https://www.instagram.com/_malloryerickson/ Facebook: https://www.facebook.com/whatthefundraising YouTube: https://www.youtube.com/@malloryerickson7946 LinkedIn: https://www.linkedin.com/mallory-erickson-bressler/ Website: malloryerickson.com/podcast Loved this episode? Leave us a review and rating here: https://podcasts.apple.com/us/podcast/what-the-fundraising/id1575421652 If you haven't already, please visit our new What the Fundraising community forum. Check it out and join the conversation at this link. If you're looking to raise more from the right funders, then you'll want to check out my Power Partners Formula, a step-by-step approach to identifying the optimal partners for your organization. This free masterclass offers a great starting point.

Mike Mulligan and David Haugh were joined by Chicago Sports Network host Cam Smith to discuss the Bulls hiring Blazers interim head coach Tiago Splitter as their new head coach.

Leaders trying to be everything to everyone are quietly stalling their careers and revenue growth.   Janice B Gordon sits down with Erica Baird, Executive Director of Global Sales and Service, to explore the leadership mindsets and revenue habits driving results in complex, highly regulated markets.   What you'll learn: a) Why your "personal board of directors" is your most valuable career asset b) How authentic self-awareness fuels better leadership and team empowerment c) The cultural shift that turned around a company losing millions per day   Today, Janice B Gordon is joined by Erica Baird, a trailblazing executive guiding over 1,200 people across automotive, construction, and mining sectors, delivering results through some of the toughest industry cycles.   Timestamps: 00:00 Importance of Humility in Leadership 03:19 Building a strategic network 08:21 Addressing workplace microaggressions 11:56 Hiring diverse senior leaders 12:58 Emphasizing Diversity and Inclusivity 16:33 Leading with empathy and care 19:18 Understanding revenue beyond surface numbers 25:20 Empowering Employees Through Listening 29:03 Overcoming challenges with courage and faith 29:55 Embracing risk and tough talks   Connect with Erica Baird https://www.linkedin.com/in/erica-k-baird/   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.

Why are the Mavericks stalling on hiring a new head coach? full 1064 Tue, 16 Jun 2026 13:46:55 +0000 FDlk1S1OxFqwx0X5cw5T6XMa4fsJ7Ez1 nba,dallas mavericks,sports Shan and RJ nba,dallas mavericks,sports Why are the Mavericks stalling on hiring a new head coach? DFW sports fans, this one's for you. The Shan & RJ show brings the heat with honest takes, sharp insight, and plenty of laughs covering the Cowboys, Mavericks, Rangers, Stars, and everything Texas sports. Hosted by longtime local favorites Shan Shariff and RJ Choppy, along with insider Bobby Belt, the show blends deep knowledge with real fan vibes — plus regular guests like Cowboys owner Jerry Jones, Head Coach Brian Schottenheimer and former players who keep the conversation fresh and real. New episodes drop Monday-Friday, or you can listen to Shan & RJ live on 105.3 The Fan, weekdays from 6–10 a.m. CT. © 2025 Audacy, Inc. Sports https://player.amperwavepodcasting.c

In the third hour, Matt Spiegel and Laurence Holmes were joined by author and journalist Chris Herring to discuss the Knicks winning the NBA title and to react to the Bulls hiring Blazers interim head coach Tiago Splitter as their new head coach. After that, Spiegel, Holmes and the crew shared a revelation they just had.

Matt Spiegel and Laurence Holmes were joined by author and journalist Chris Herring to discuss the Knicks winning the NBA title and to react to the Bulls hiring Blazers interim head coach Tiago Splitter as their new head coach.

In the second hour, Marshall Harris and Mark Grote reacted to the breaking news that the Bulls have tabbed Blazers interim coach Tiago Splitter to be their new head coach. After that, they continued the Bulls conversation with a look ahead to the NBA Draft next week. Later, Joel Lorenzi of The Athletic joined the show to react to the Bulls' hiring of Splitter. What will he bring to a young, rebuilding team?

Marshall Harris and Mark Grote discussed a variety of sports topics in the 5 On It segment.

Today we are joined by Tony Bass. He is the author of The E-Myth Landscape Contractor Edition and Finding, Hiring, and Keeping Great Employees. We get into the topic of finding, hiring, and keeping great employees on today's episode.Sponsors:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Cycle CPA⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Knowledge Tree Consulting⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Smart Growth Event⁠⁠⁠⁠⁠⁠⁠PatioSEO⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠How to Hardscape Headquarters⁠⁠⁠⁠⁠⁠Register for HNA⁠⁠ and Use Code: HTH for 50% Off

Welcome to the Halloween Weekly Update for June 8–14, 2026! There are now just 138 days until Halloween, and spooky season continues to gain momentum. This week, we're covering Spirit Halloween's plans to hire more than 52,000 seasonal employees, the growing popularity of Halfway to Halloween events, new details for Disney's Oogie Boogie Bash, and the latest updates on Halloween: The Game. We also discuss Code Orange sightings at Cracker Barrel, Kohl's, and Dollar Tree, look at the latest Spirit Halloween and Halloween Horror Nights developments, and talk about rumors surrounding the possible return of McDonald's Boo Buckets for the 2026 Halloween season. Plus, in This Week in Halloween History, we look back at June 13, 1980, when Friday the 13th first arrived in theaters. Links discussed in this episode: Spirit Halloween Hiring Announcement: https://www.spirithalloween.com Halfway to Halloween: https://www.doublemhauntedhayrides.com Disneyland Halloween & Oogie Boogie Bash: https://disneyparksblog.com/dlr/halloween-and-fall-celebrations-at-disneyland/ Halloween: The Game: https://halloweengame.com Cracker Barrel Halloween Collection: https://shop.crackerbarrel.com Kohl's Halloween Shop: https://www.kohls.com Dollar Tree Halloween: https://www.dollartree.com Halloween Horror Nights: https://www.universalorlando.com/hhn Spirit Halloween: https://www.spirithalloween.com McDonald's Boo Buckets (Rumors & Speculation): Previous Boo Bucket Coverage: https://abcnews.go.com/GMA/Food/mcdonalds-new-halloween-boo-buckets-back-limited-time/story?id=126246418 Follow The Halloween Podcast: Website: https://www.TheHalloweenPodcast.com Facebook: https://www.Facebook.com/TheHalloweenPodcast Instagram: https://www.Instagram.com/TheHalloweenPodcast YouTube: https://www.YouTube.com/TheHalloweenPodcast Support the show on Patreon: https://www.Patreon.com/TheHalloweenPod Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The Founderz Lounge Episode #91 with Jeff Washington.In this episode, Don and Steve sit down with Jeff Washington of Mission Fit to talk about what it really takes to build a gym people actually believe in. Jeff shares how his military background, coaching experience, and frustration with gimmicky workouts helped shape Mission Fit into a fitness brand built around strength, coaching, and real community instead of hype.They get into what most gyms get wrong, why community has to be built before the doors even open, and how Mission Fit created loyalty by getting outside its four walls and becoming part of the local market. Jeff also opens up about the hard truths of entrepreneurship, including sacrifice, family strain, hiring the right people, and the challenge of scaling a business without losing the culture that made it work in the first place.If you care about fitness, business, leadership, community building, and creating a brand that actually means something to people, this episode is for you.Timestamps:[00:00] Trailer and Intro[01:59] Jeff's Background[04:08] Mission Fit Branding[07:30] Mission Fit Difference[10:15] Building Community[11:31] What Gyms Get Wrong[15:06] Local Brand Advantage[17:48] Confidence Growth[19:34] Military Leadership[23:31] Entrepreneur Hard Truths[29:51] Hiring and Standards[35:16] Training Coaches[38:40] Growth and Franchising[43:49] Brand Content Skills[44:32] Fitness Hot Take[49:15] Connect with JeffKey Takeaways:  • Mission Fit was built by taking what worked in other gyms, removing the bullshit, and creating a smarter strength-focused model. ~Jeff Washington• The fact that Mission Fit feels inclusive to both experienced gym-goers and total beginners is a huge part of why the brand works. ~Steve Bon• “There is a beauty in celebrating the fact that somebody feels so confident in their own skin and they feel strong and empowered.” ~Jeff Washington• Entrepreneurship can create professional momentum while quietly draining your personal life at the exact same time. ~Jeff Washington• There is no real balance in entrepreneurship early on, especially when you are trying to build something that your family depends on. ~Don Varady• Strong business partnerships work when both people offset each other and are equally invested in the outcome. ~Steve Bon• Hiring the right people is less about credentials and more about personality, energy, and the ability to connect with others. ~Jeff Washington• “I wanna be a pillar of their day.” ~Jeff Washington• Consistency matters more than trends, and whatever workout style you will actually stick with is what will work. ~Jeff WashingtonConnect with Jeff Washington:Instagram: https://www.instagram.com/coachjeffkindafit/Mission Fit Website: https://www.wearemissionfit.com/Mission Fit Instagram: https://www.instagram.com/wearemissionfit/Connect with Don and Steve…Don Varady:Facebook: https://www.facebook.com/don.varady/ Instagram: https://www.instagram.com/donvarady/ LinkedIn: https://www.linkedin.com/in/don-varady-450896145 Steve Bon:LinkedIn: https://www.linkedin.com/in/stephenbon Instagram: https://instagram.com/stevebon8 Tune in to every episode on your favorite platform: Website: https://www.thefounderzlounge.com/ YouTube: https://www.youtube.com/@TheFounderzLounge Spotify: https://open.spotify.com/show/0Nurr4XjBE747qJ9Zjth0G Apple Music: https://podcasts.apple.com/us/podcast/the-founderz-lounge/id1461825349 

What does it actually take to create an event that people remember for years? Whether you're dreaming of hosting a conference, retreat, concert series, fundraiser, festival, or community gathering, there's a lot more happening behind the scenes than most people realize. Successful events require vision, strategy, leadership, budgeting, marketing, logistics, and perhaps most importantly, a deep understanding of the people you're bringing together. In this episode, I sit down with Ginger Taylor, founder of Ginger Taylor Collective and a Fractional Head of Events with more than 15 years of experience across hospitality, conferences, and live experiences. Ginger shares how she found her way into the events industry, what separates professional event strategy from simply "throwing a party," and why events can be one of the most powerful tools for building community, growing a business, and creating lasting impact. We also discuss: • The biggest mistakes first-time event hosts make • Why attendee experience begins long before people arrive • The power of intentional networking and community-building • How to know when it's time to bring in outside support • The role of sponsorships, partnerships, and long-term strategy • What makes an event feel magical from the attendee perspective • Why gatherings can become powerful engines for leadership, influence, and legacy If you've ever dreamed of creating an event of your own, or if you're currently wearing all the hats in your business and wondering how to make a bigger impact without burning yourself out, this conversation is for you. Connect with Ginger: LinkedIn: Ginger Taylor Collective Email: ginger@gingertaylorcollective.com Resources Mentioned: The Art of Gathering by Priya Parker Ready to create something bigger? Many of the listeners of this podcast have ideas for retreats, conferences, workshops, festivals, concert series, and community-building events that could become meaningful parts of their legacy. If that's you, I encourage you to pick up a copy of my book, Beyond Potential: A Guide for Creatives Who Want to Re-Assess, Re-Define, and Re-Ignite Their Careers, where I walk through the frameworks I use to help people move from idea to action. And if you'd like personalized support mapping out your vision, you can book a 90-Minute Strategy Session with me. Together, we'll clarify your goals, identify your biggest opportunities and obstacles, and build a practical roadmap for bringing your ideas to life. Learn more at katekayaian.com. If you enjoyed this episode, please share it with a friend, leave a review, and subscribe so you never miss an episode of Tales from The Lane.

Host James-Christian Blockwood discusses government performance and HR systems with Gabe Menchaca of the Niskanen Center and Academy Fellow and Government HR expert Steve Krauss. Menchaca summarizes a Niskanen-Academy study describing wide variation in state civil service models, limited scholarship on state HR, and mixed early results from skills-based hiring due to assessment and measurement bottlenecks and inconsistent time-to-hire metrics. Kraussand Menchaca distinguish nonpartisan hiring from competition-based merit and argue modern merit depends on valid skills assessments. Krauss emphasizes strategic workforce planning, job architecture, skills frameworks, and HR IT modernization, citing initiatives like HR 2.0, USA Hire modernization, online retirement, and more.00:36 HR Systems Overview01:19 State HR Study Findings05:43 Strategic Workforce Planning08:47 Merit Versus Skills Hiring13:58 Reimagining Federal HR17:59 Job Architecture And Classification19:16 Modernizing HR IT Systems21:48 Bipartisan Reform Lessons25:54 Incremental Wins And Big ChangesManagement Matters is a presentation of the National Academy of Public Administration produced by Lizzie Alwan and Matt Hampton and edited by Matt Hampton. Support the Podcast Today at: donate@napawash.org or 202-347-3190Episode music: Hope by Mixaund | https://mixaund.bandcamp.comMusic promoted by https://www.free-stock-music.comFollow us on YouTube for clips and more: @NAPAWASH_YT

"Send us a message!"If we had to start over tomorrow, would we build a different salon?Not really.But we'd absolutely build it faster.In this episode, we break down the biggest lessons we've learned from building Hello Hair Co. over the last six years. From hiring, pricing, education, marketing, leadership, one-on-one meetings, apprenticeships, and long-term thinking, we share what we'd do differently if we were opening a business today.We also talk about the mistakes we made, the things we got right, and why experience often isn't about discovering new answers, it's about recognizing the right answers sooner.If you're building a salon, thinking about opening one, or simply trying to grow the business you already have, this episode will help you avoid some of the lessons that took us years to learn.Your business should serve you, so that you can serve others.And sometimes the biggest advantage isn't knowing more, it's moving faster.Key TakeawaysHire for your framework, not around it. One-on-one meetings build stronger teams than staff meetings. Stop trying to make everyone happy. Marketing is an investment, not an expense. Pricing should be built on math, not hope. Education works best when expectations are clear. Most business advice is attached to someone else's goals. Facebook is not a substitute for business strategy. Mission, vision, and core values simplify decisions. Experience often comes down to recognizing the right answers sooner.Time Stamps00:00 — Intro + learning alongside your team 01:30 — You're not the main character in someone else's story 02:00 — If we opened a salon tomorrow... 03:00 — What we'd do differently first 04:00 — Understanding leases and business foundations 05:00 — Hiring slower and hiring for the framework 05:30 — One-on-one meetings and leadership 07:00 — Worrying less about people leaving 09:00 — Why clarity beats people-pleasing 11:00 — Investing in marketing sooner 13:00 — The long game of SEO and Google 14:00 — Optimizing salon space for growth 16:00 — Simplifying pricing and profitability 19:00 — Improving the hiring process 21:00 — Education: what we got right 22:00 — Pushing people too quickly 24:00 — Business advice we'd completely ignore 25:00 — Why Facebook isn't your business mentor 26:00 — Mission, vision, and core values 28:00 — The story behind Hello Hair Co. 31:00 — The biggest lesson: speed mattersLinks and Stuff:Our Newsletter Mentoring InquiriesFind more of our things:InstagramHello Hair Pro Website

Read my new book, "The Price of Becoming." www.LearningLeader.com/Becoming 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: Scott Harrison is the founder and CEO of charity: water, a non-profit that has raised over a billion dollars and funded tens of thousands of water projects to bring safe drinking water to millions. He previously spent a decade as a New York City nightclub promoter before a dramatic career shift led him into humanitarian work. Key Learnings Scott started a charity: water with $20 from a birthday party. Then $15,000... Twenty years later: over a billion dollars raised, 21 million people served. He says it should be 10 to 100 times more. The cure for water already exists. We're looking for water on Mars while 700 million people drink dirty water on Earth. We solved this hundreds of years ago. We just haven't implemented it. 25% of the money sitting in American donor-advised funds would give every human on Earth clean water. That's parked philanthropic capital. Already tax-benefited. Just waiting. The goal is always 10X what you're doing. If we raised a million last year, we want ten this year. If we raise $100 million, we should raise a billion. The opportunity is always orders of magnitude larger than the moment. Show, don't bullet. Scott shows 210 photos in a 45-minute keynote. No PowerPoint. Single images. A story unfolds frame by frame. Be early to the technology. First charity on Instagram. First to hit a million Twitter followers. First to use VR. The question is always the same: how does this new thing further the mission? The 100% model: solve for the cynic.  Public donations go to one bank account that funds only water projects. Overhead is raised separately from entrepreneurs and business leaders. Then track every donation to a specific village. Don't be mid. Scott's 11-year-old daughter says nobody wants to be mid. Excellence is a core value. There's a lot of mid out there. Design everything. The fact cover sheet. The PowerPoint. The website. The package. "We're always dating." If the message comes in an ugly package, you're at a disadvantage before you start. Treat the donor like a Michelin three-star guest. If a restaurant can think that carefully about a meal, you can think that carefully about a donor who can save a million lives. The Goldman Sachs partner who changed Scott's paradigm. Before making an eight-figure ask, Scott asked a partner: "How does it feel when people ask for a lot more than you expected?" The expected answer was irritated, offended, put off. The actual answer: "I feel flattered that they think I would be that generous." People are generous. The well is there. You just have to drill deep enough. Scott has spent 20 years asking for too little. That might be his next obsession. People give to people, not causes. A dynamic leader who transfers their enthusiasm gets the donation. The cause doesn't. Most of the donations Scott and his wife give are to people, not topics they were already passionate about. Talk 10% of the time. When Scott meets a donor for the first time, he wants to know their whole life story. Their marriage. Their kids. What they wanted to be when they grew up. Be genuinely curious or don't bother. Hire for integrity, humility, curiosity, and energy... 16,000 applicants for 36 roles last year. Energy matters most. Someone who can get you fired up about pickleball, Patagonia, or a new running shoe is exactly who you want on the executive team. The dinner test for hiring: Can you imagine having this person at your home for two hours at dinner? And wanting to keep them for another hour? Get the whole life story. Scott wants the arc from the beginning to the present in an interview. If someone can't tell their own story coherently, they probably don't know themselves yet. The 11-year-old with the piggy bank. He told his parents he was going to fund a whole village. They told him to set a realistic goal. He went knocking on doors. He came back with $10,000. Scott's experience lab in Nashville. A 60-minute immersive tour. A 100-degree room with a treadmill where you carry a 40-pound water vessel. Microscopes that show you parasites. A VR film that ends in celebration. The "give shop," not the gift shop. 53% of visitors donate. 10,000 visitors. $3.9 million raised in year one. Scott's champagne moment: a single billionaire who picks water. The water sector doesn't have one. Republicans and Democrats agree on it. Atheists and people of faith agree on it. Everyone has to drink. Reflection Questions What is the 10X version of your current goal? Where are you asking for too little because the smaller ask felt safer? Who in your work or life is the Michelin three-star guest, the customer, donor, or partner who deserves your most thoughtful experience design?  When was the last time you went 10% talking, 90% genuinely curious about someone else's story?  More Learning:  #290: Scott Harrison – Redemption, Compassion, & The Transformative Power Within Us #680: Scott Galloway - Don't Follow Your Passion, Follow Your Talent #682: Will Guidara - Adversity is a Terrible Thing to WasteAudio Chapters 00:00 The Price of Becoming - Pre-Order Now! 01:18 Welcome Back, Scott Harrison 02:56 From a $20 Bill to Over $1 Billion Raised 04:59 Why the Goal Should Always Be 10X (or 100X) 07:54 Storytelling: How to Get People to Care About a Problem They Don't Feel 10:30 Being Early to Instagram, Twitter, and VR 16:10 Radical Transparency: The Bank Account That Built Trust 19:51 The Beauty of a Healthy Obsession 21:22 Drilling Deep for the Artesian Wells of Generosity 25:04 What It Feels Like in the Room When Generosity Breaks Through 27:01 "Nobody Wants to Be Mid." 30:56 Design Everything: We're Always Dating 32:13 Treat Your Donor Like a Michelin Three-Star Guest 35:39 Selling With Integrity: Talk 10%, Listen 90% 39:15 16,000 Applicants for 36 Jobs: What Scott Looks For 43:12 The Power of Vulnerability in Hiring 45:39 Inside the Nashville Experience Lab 50:34 The Champagne Question: A Billion-Dollar Vision 52:10 The 11-Year-Old Who Raised $10,000 Door-to-Door 54:25 EOPC  

Steve Cox, CEO of Clari + Salesloft, joins Sam Jacobs and Asad Zaman to argue that SaaS is far from dead. Steve took the CEO role in December 2025 to merge two of the biggest brands in go-to-market tech into what he calls the world's first predictive revenue system. Topics include the narrative war pushing investors to bet against SaaS-era companies, his one non-negotiable hiring trait, and how to merge two former rivals without one culture eating the other. Plus, a Quiz Pro Quo on go-to-market headcount across US tech and a Bulls and Bears round to close. Key Takeaways: - The AI-native startup boom is already hitting a retention wall, and Steve is watching it arrive deal by deal. As Steve Cox, CEO of Clari plus Salesloft, put it: "the amount of AI native companies that come across my desk now that... are up for sale, you know, they've run out of funding... they grew to 2, 3, 4 million of ARR pretty quickly and then struggled with retention." His read is that everyone knows AI exists now, so driving real adoption "has become more important than ever." - Steve reframes the AI hype cycle as the next layer of infrastructure the industry will absorb, the way it absorbed cloud and big data. As he points out, "how many of us are gonna be talking about AI 3 years from now, 4 years from now?... when was the last time someone mentioned the cloud or Internet of Things or big data?" He expects AI to "layer into everything that we do," which is why he is embedding it into existing revenue workflows rather than fundamentally rebranding the company around it. - The one non-negotiable trait Steve screens for in every executive hire is low ego, because he believes "high ego kills innovation and kills speed." He pairs that with blunt clarity for a merged workforce, telling his first all-hands "It's okay to not to want to be here," so the people who do not buy into the combined company can find the exit fast instead of dragging it down. - Sam Jacobs, CEO of Pavilion, argues a profitable SaaS business with strong retention should ignore where the market trades today. "In the short term, markets are voting machines. In the long term, markets are weighing machines," he said, adding that if you are profitable with good retention, "your customers are voting for you on behalf of the market." The job, in his framing, is to be right long enough that you never have to tap the capital markets at the wrong moment. Connect with the Hosts & Guests: Host: Sam Jacobs, CEO at Pavilion - https://www.linkedin.com/in/samfjacobs/ Host: Asad Zaman, CEO at Sales Talent Agency - https://www.linkedin.com/in/azaman1/ Guest: Steve Cox, CEO at Clari + Salesloft - https://www.linkedin.com/in/steve-cox-588a2024/ Topline is more than a YouTube Channel: Subscribe to Topline Newsletter: https://toplinemedia.substack.com/ Tune into Topline Podcast, the #1 podcast for founders, operators, and investors in B2B tech: https://www.joinpavilion.com/topline-podcast Join the free Topline Slack channel to connect with 600+ revenue leaders to keep the conversation going beyond the podcast: https://www.joinpavilion.com/topline-slack Chapters: 00:00 Introducing Steve Cox 02:07 From Bananas to Enterprise Tech 03:05 Can SaaS Beat AI Startups? 04:33 AI Hype and the 95% Problem 06:57 The CEO Integration Playbook 10:27 Hiring for Low Ego 15:30 AI Startups Landing on His Desk 21:10 The SaaS vs AI Narrative War 26:23 Is Patience a Moat? 33:43 The Predictive Revenue System 38:21 Quiz Pro Quo 44:10 Merging Two Rivals 49:40 Culture After a Merger 59:03 Founder Mode vs Operators 1:02:48 Bulls and Bears

Send us Fan MailABA on Tap is proud to present Holli Beth Clauser (Part 1 of 2):Grab a comfortable seat and a tasty libation. There is a lot of introspection to be had in this pour.Your turnover number might look like a business problem, but it's really a human systems problem. We sit down with Holly Beth Clauser to unpack why ABA organizations keep bleeding great RBTs, why families lose trust when staffing churn never stops, and what changes actually improve recruitment, onboarding, and retention without burning people out.We start with Holli's origin story and how her frontline experience shaped the way she thinks about the workforce. From there, we get practical about the gaps between clinical work, scheduling, HR, and executives. We talk about SOPs and metrics as a shared language, but we keep coming back to the part most dashboards miss: the context behind the number. Cancellations, inconsistent hours, and “culture” issues rarely come from one person being lazy. They're usually signals that the environment isn't reinforcing the right behaviors.Then we go straight at the hiring process. Overselling roles, overpromising hours, and avoiding hard conversations about aggression, travel, cancellations, and documentation creates the exact churn everyone complains about later. Holly shares how she interviews for boundaries and triggers, why function should guide HR responses, and why practical de-escalation and self-regulation training often matters more in the first 60 days than jargon-heavy onboarding.If you care about treatment continuity, staff wellbeing, and sustainable ABA services, hit play, share this with a leader in your orbit, and subscribe so you don't miss Part 2. After you listen, what's one change you'd make to improve RBT retention at your organization? Holli Beth Clauser will guide you in this episode.Tune In, Drink Up, and ALWAYS ANALYZE RESPONSIBLY.Support the show

Argentinian coach Mauricio Pochettino was the best move that could have been named Fans should be celebrating the entire week Friday at 3PM vs Australia

Automation is changing the insurance industry, but technology alone will not create a scalable agency. Daniel Metcalf and Mike Stromsoe explore what agency owners must do to prepare their teams, leadership, and culture for an AI-enabled future. They discuss why technology should enhance human work rather than replace it, how agencies can attract and retain top-performing talent, and why tech-enabled producers are consistently outperforming their peers. Through practical examples and industry insights, they reveal how agency leaders can build organizations that scale through better systems, stronger leadership, and a clear vision for the future.Key Topics: Why AI should enhance human work instead of replacing it  The growing performance gap between tech-enabled and non-tech-enabled producers  How agency owners can prepare their teams for an AI-driven future  The role of leadership in creating a technology-forward culture  Why documented systems and workflows remain essential for scaling  How to identify and recruit tech-enabled A players  The importance of adaptability, coachability, and continuous learning  Using AI tools to improve hiring, interviewing, and talent acquisition  Why agency growth depends on combining great people with great technology  How creating financial freedom for team members strengthens culture and retentionConnect with Daniel:LinkedInWebsiteConnect with Mike: LinkedIn TwitterTechnology is creating opportunities that have never existed before, but agencies that thrive will be the ones that combine innovation with strong leadership and intentional culture. By embracing change, investing in A players, and building systems that support both people and technology, agency owners can create scalable businesses that deliver greater results for clients, teams, and themselves.

Shahayra Majumder and Jonathan Chizever - Hydrate IV Bar Madison, WI On Focusing on What Really Matters: "They're passionate about their health, which is your only wealth at the end of the day." What good is money if you're spending your time hurting and not able to enjoy this great gift of life that we have all been given?  Health is arguably the most important thing to focus on, to make sure you can do the things you want to do.  Whether that is growing a business or enjoying time with friends. Shahayra and Jonathan set out to help boost the health of the midwest by starting a Hydrate IV Bar franchise in Madison, Wisconsin. Through our candid conversation you will learn what is a IV bar, why do people get IV drips and how they started this business in the IV drip world. Learn how they identified a gap in the Midwest's wellness market, navigated the highly regulated and rapidly evolving IV bar industry, and brought a community-focused approach to health and hydration. Are you curious about how IV therapy went from hospital wards to vibrant wellness lounges?  Or what it takes to build a franchise rooted in both science and local values?  This conversation will open your eyes to the business challenges, customer stories, and passion that drive this growing trend. Shahayra and Jonathan share some great insights into franchise selection, the science behind vitamin infusions, building a winning team, and the power of connection within a unique new “third space” for health-minded people. Listen as they explain the power of IV drips and how they can help you in your health and life journey. Enjoy! Visit Shahayra and Jonathan at: https://hydrateivbar.com/locations/madison/ Sponsors: Calls On Call Extraordinary Answering Service, phone answering for small businesses: https://callsoncall.com Some videos have been recorded with Riverside: https://www.riverside.fm/?utm_campaign=campaign_5&utm_medium=affiliate&utm_source=rewardful&via=james-kademan   Podcast Overview: 00:00 Bringing IV therapy to Madison 05:39 Navigating Franchise Regulations 07:47 IV therapy goes mainstream in Tokyo 12:50 Curated med spa offerings 14:44 Choosing Hydrate IV Bar for Madison 19:02 Starting with franchise questions 20:37 Building a Health-Focused Community 24:53 Benefits of Vitamin D Supplementation 27:55 Challenges with supplement patents 32:20 Functional medicine consultations at Hydrate 34:08 Patient advocacy and safe care 39:05 Frequency of sessions per week 41:33 Supplements and their credibility 47:04 Choosing the right location 48:42 Optimizing franchise location space 52:48 Hiring nurses for IV procedures 56:16 Spa services and mobile options Podcast Transcription: Jonathan Chizever [00:00:00]: This gentleman with Parkinson's started supplementing the NAD with us, and the results we're seeing are just, like, amazing. He's not perfect in running marathons, but he's walking around without his hunch in his cane. I check in with his wife the next day, like, hey, how's he doing? And she's like, I couldn't believe it. I woke up and I walk out and he was up before me, which is rare. And he's sitting in his chair in the living room, giant smile plastered across his face. And. And it's like, what's going on? And then I see him get out of the chair, stand up with no cane, no hunch, and he's like, I feel better than I felt in a long time because of something that we all. James Kademan [00:00:41]: You have found authentic business adventures business program that brings you the struggle stories and triumphant successes of business owners across the land. Downloadable audio episodes can be found in the podcast link found@drawincustomers.com we are locally unwritten by the bank of Sun Prairie, and today we're welcoming, preparing to learn from Sahara and Jonathan of the Hydrate IV bar. So, Sahara, Jonathan, how are you guys doing today? Jonathan Chizever [00:01:06]: Wonderful. Excited to be here. James Kademan [00:01:08]: Yeah. Shahayra Majumder [00:01:08]: Woot, woot. James Kademan [00:01:09]: Let's talk about Hydrate IV bar. I don't know what in the world an IV bar is, and I bet a lot of people don't either. So let's just start with what is an IV bar? Jonathan Chizever [00:01:18]: Happy to tell them you want to go or want me to go? Shahayra Majumder [00:01:20]: Um, yeah, I'll kick it off if you want to add in, if there's anything that I miss. But have you ever had an IV before? James Kademan [00:01:28]: I had. Yes. I had a saline IV thing when I had a. A gut thing, a stress gut thing Shahayra Majumder [00:01:35]: way back when, probably in the hospital. James Kademan [00:01:37]: Yeah. Yeah. Not a fan. Shahayra Majumder [00:01:39]: Yeah. James Kademan [00:01:41]: Not a fan of being in the hospital. Shahayra Majumder [00:01:42]: Yeah, right. Yeah, I. A lot of people are used to thinking about IVs being something that you get in the hospital or at urgent care in an emerg situation. But an IV bar actually takes those services outside of an emergency situation and lets you be a little more proactive about rapidly rehydrating your body. James Kademan [00:02:04]: All right. Shahayra Majumder [00:02:05]: For your different health and wellness goals. There's lots that we can do with supplementing things that you might be deficient in or if you're just feeling certain ailments that could be improved with additional vitamin supplements, meditation, or hydration. That's usually why people come to an IV bar. For me, it's been more of a proactive thing. I realized as I started doing IVs on a regular basis, I felt more energy. I was getting sick less. I didn't really let anything get me down as much. Like during cold and flu season. Shahayra Majumder [00:02:49]: Yeah. Anything that you would add to that, Jonathan Chizever [00:02:52]: I think that sums it up. Great. Yeah. James Kademan [00:02:54]: All right. How do you get in the IV bar business? Shahayra Majumder [00:02:58]: You take that one. Jonathan Chizever [00:03:01]: So we both, in our travels, neither of us are from Madison. I've been here 10 years. Sahara's been here seven. And we've both, in our travels and living other places, seen this as a more established concept in other places. And, you know, in the Midwest, whether it's fashion trends or wellness modalities, we're generally the last to get just about everything. And so here we are. And so, you know, IVs have saved us in numerous occasions from feeling bad, and really, until we got in the business, didn't yet understand how much it can make you feel good in a consistent and proactive sense. But we just saw this as a market that makes so much sense for it, because, you know, what people traditionally associate it with is hangovers, at least in the selective sense, which it is phenomenal for, I've heard, at least. Jonathan Chizever [00:03:54]: But. But beyond that, you know, like, the founder of our brand, she got into this. She was a Broncos cheerleader, and she noticed all the guys in the team are doing these IVs routinely, all the time. And that was part of her origin story of getting into this. And so athletes love it, and athletes have been ahead of the curve and, you know, taking advantage of this. So for athletics and drinking Madison, we have a lot of bubbles, and turns out. James Kademan [00:04:24]: Yeah, yeah. Jonathan Chizever [00:04:25]: So. And then beyond that, we also have a very vibrant wellness scene. You know, we have a population that likes to take care of themselves. And, I mean, in so many ways, it made sense, but it was something that we saw being severely underserved. So it wasn't like we wanted to start a business. And we're like, what business do we do? It was like we noticed that there was a gap in the availability of these types of services in a place that it makes so much sense to have them. And the rest kind of naturally came from there. James Kademan [00:04:55]: Right on. So did you hunt down a franchise, or did you get introduced to the franchise? And you're like, yes, that's what we want. Shahayra Majumder [00:05:03]: Little column A, little column B. I did interview, like, every franchise under the sun doing IV stuff. James Kademan [00:05:09]: All in the IV stuff. Shahayra Majumder [00:05:10]: Yes. James Kademan [00:05:11]: Okay, how many are we talking here? Shahayra Majumder [00:05:12]: Oh, my God. I think I Started talking to folks in September of 2024, and then we signed our franchise agreement February of 25. So, yeah, I mean, that gives you a little gauge. It took me months and months of. James Kademan [00:05:27]: So just talking like, I don't know how many franchise I've seen. Are we talking five? We talking 50? Jonathan Chizever [00:05:32]: Oh, no, I'd say a dozen and a half maybe. Shahayra Majumder [00:05:35]: Yeah, maybe closer to like the 20 or 30. Jonathan Chizever [00:05:37]: Wow. Shahayra Majumder [00:05:39]: Yeah, franchise franchises. And there are a few that dominate the market. There are a few that are bigger. But what's interesting is this industry, it's very highly regulated, but the regulations are different state to state. So if you know a little bit about franchising, you know that franchises have to be registered in every single state. And some states are harder to get registered in. And so I talked to a lot of the folks that I was able to get their franchisees on the phone and get honest opinions about the kind of support they're receiving, how the market has received them. I particularly talk to folks in the Midwest or familiar with the Midwest because, you know, the market in the Midwest is not going to be what it is in, you know, Nashville, Tennessee, for example, where you're getting a lot more tourism and. James Kademan [00:06:38]: Yeah, sober me up. Sober me up. ...

Andrew McCabe is the former deputy director, and acting director, of the Federal Bureau of Investigation. He is also the author of the New York Times bestselling book, The Threat: How the FBI Protects America in the Age of Terror and Trump. He is currently a senior law enforcement analyst for CNN, a distinguished visiting professor at the George Mason University Schar School of Policy and Government, a consultant and advisor to cyber companies, and the co-host of the podcast “Unjustified” about the policies and actions of the Department of Justice. Andrew began his 21-year FBI career in 1996 as a special agent assigned to the New York City Field Office, where he investigated Russian organized crime cases. In 2006, he shifted his focus to national security when he was promoted to FBI Headquarters in the Counterterrorism Division. He went on to serve in numerous high level leadership positions in the FBI including, assistant director of the Counterterrorism Division, executive assistant director of the National Security Branch, assistant director in charge of the Washington Field Office, and Deputy Director of the FBI. In 2017, he served as the acting FBI director after the firing of James Comey. He retired from the FBI in 2018. We discuss the current state of the FBI under Kash Patel and the impact on the bureau's credibility, the hiring and firing policies of agents, and overall morale. Got somethin' to say?! Email us at BackroomAndy@gmail.com Leave us a message: 845-307-7446 Twitter: @AndyOstroy Produced by Andy Ostroy, Matty Rosenberg, and Jennifer Hammoud @ Radio Free Rhiniecliff Design by Cricket Lengyel

The average small business owner spends over 40 hours a year on hiring — writing job posts, sorting through applications, and scheduling interviews with people who ghost them. That's a full work week gone. And most of that time? You don't have to spend it anymore.   In this episode of the Million Dollar Landscaper Podcast, Scott Molchan breaks down exactly how to use AI as your personal hiring assistant — to write job posts that actually attract the right applicants, screen candidates before you waste your time on a phone call, and generate interview questions that reveal whether someone is actually worth hiring.   You'll learn: •Why most landscaping job posts fail to attract good applicants — and the one shift that fixes it •The exact copy-and-paste AI prompt that writes a compelling job post in 15 seconds •A simple filter question trick that screens out the "Quick Apply" crowd automatically •How to use AI to rank your top 3 candidates before you ever pick up the phone •Behavioral interview questions generated by AI that reveal attitude, reliability, and work ethic   This isn't complicated. It's a free tool on your phone, three specific prompts, and a system you can start using before you go to bed tonight.   THE 3 AI PROMPTS FROM THIS EPISODE: Prompt 1 — Write a Job Post: "Act as an expert copywriter and recruiter for a high-end landscaping company. I need to write a job post for a [Insert Job Title]. Our company culture is [Insert 3 words]. We pay [Insert Pay Range] and offer [Insert Benefits]. Write a 300-word job post that focuses on the benefits of working for us, not just the requirements. Make the tone energetic, direct, and welcoming. Include a clear call to action at the end on how to apply."   Prompt 2 — Screen Applicants: "I am hiring a [Insert Job Title]. Here are 10 responses from applicants. Please review these responses and rank the top 3 candidates based on their communication skills, their attention to detail, and whether they answered the specific question I asked. Give me a brief summary of why you picked those three."   Prompt 3 — Generate Interview Questions: "I am interviewing a candidate for a landscaping crew leader position. I need to know if they are reliable, if they can handle difficult customers, and if they take care of their equipment. Give me 5 behavioral interview questions I can ask them, and tell me what kind of answers I should be looking for."   Resources mentioned in this episode: •LeadSpeed Automated Follow-Up: https://leadspeed.io •Profits Up Inner Circle: https://milliondollarlandscaper.com/innercircle •Million Dollar Landscaper on YouTube: https://www.youtube.com/c/MillionDollarLandscaper   Follow Million Dollar Landscaper: Website | Facebook | Instagram | YouTube   #MillionDollarLandscaper #LandscapingBusiness #LawnCareBusiness #LandscapingTips #HiringTips #AIForBusiness #LandscapingPodcast #SmallBusinessGrowth #GreenIndustry #LawnCareMarketing #ContractorTips #LandscapingBusinessCoach #AIHiring #ProfitsUp #LandscapingEntrepreneur

In today's episode, Justin announces the launch of the Rehab Chiro Coach Executive Program.Designed for ambitious chiropractors who want more than a traditional associateship, this program provides hands-on mentorship, leadership development, business training, and a direct path to becoming a future leader within Strive2Move and Rehab Chiro Coach.In this episode, you'll hear about:• Why the current path for most chiropractors is broken.• What makes the Executive Program different from a traditional associateship.• How we're developing the next generation of leaders in chiropractic.Your Host: Justin Rabinowitz, Founder of Rehab Chiro Coach. Justin works with chiropractors and clinic owners to build profitable, scalable practices rooted in clear business models and disciplined execution.Interested in the Rehab Chiro Coach Executive Program? Click here to apply.To get your first month free with Jane.app, use my code rehabchiro1mo. Click here to book your demo. (edited) 

For more thoughts, clips, and updates, follow Avetis Antaplyan on Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.instagram.com/avetisantaplyan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠In this solo episode of The Tech Leader's Playbook, Avetis Antaplyan explores why AI may create more career opportunities than job losses, even as layoffs and automation dominate the headlines. Drawing from his perspective as the leader of an executive search, technology, and go-to-market recruiting consulting firm, Avetis breaks down the new roles emerging from the AI revolution and what technology leaders need to understand now.He explains why roles like Forward Deployed AI Engineers, AI Ops Leaders, and GTM Engineers are becoming critical as companies shift from simply experimenting with AI to actually implementing it in ways that drive business outcomes. Rather than viewing AI purely as a cost-cutting tool, Avetis argues that leaders should use it to create leverage, improve quality, increase speed, and elevate their teams.This episode also examines how AI amplifies top performers, widens the gap between average and exceptional talent, and forces companies to rethink hiring, training, leadership, and team design. For executives, founders, and technology leaders, this is a practical playbook for building AI-native teams without losing the human side of leadership.TakeawaysAI will eliminate certain tasks and roles, but it will also create entirely new categories of work.The biggest career risk is not AI itself, but being replaced by someone who knows how to use AI better.AI does not make average performers equal to top performers; it amplifies the people who already have stronger judgment, work ethic, and learning ability.Leaders who treat AI only as a headcount reduction tool are thinking too short-term.Companies should train every employee on AI instead of limiting AI knowledge to technical teams.Organizations need to reward outcomes, not activity, while still maintaining strong quality standards.The future belongs to high-leverage teams that combine human judgment, machine intelligence, strong leadership, and operational discipline.Chapters00:00 Why AI May Create More Jobs Than It Replaces02:25 How Technology Waves Create New Opportunities05:15 Forward Deployed AI Engineers and Business Outcomes06:35 AI Ops Leaders, Governance, and Execution07:30 Why GTM Engineers Are Becoming So Valuable09:30 AI Rewards Top Talent and Widens the Performance Gap11:52 Why Leaders Should Think Leverage, Not Replacement13:00 What Companies Are Getting Wrong About AI Cost Cutting14:17 Training Every Employee to Use AI15:00 Rewarding Outcomes Instead of Activity15:45 Hiring for Adaptability in the AI Era16:43 Building AI-Native Leadership and Human-Centered Teams17:30 Technology Redistributes Opportunity18:20 The Real Risk: Someone Using AI Replacing You19:09 Final Thoughts for Leaders Building Responsible AI TeamsResources and Links:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.hireclout.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.podcast.hireclout.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/hirefasthireright⁠

Democrats are trying to win back control of the U.S. House. David Valadao’s seat is considered one of their best chances to flip a Republican district. So this one district isn’t just local—it’s part of a national power battle. New Jersey-based snack brand Chookie shifted from using AI in its ads to creating handcrafted, quirky content, resulting in increased social media engagement. Companies are increasingly using backdoor references. This is a direct response to AI-driven applicant inflation and fraud concerns. It creates a new reality where your reputation outside your résumé may matter just as much as what’s on it. Please Like, Comment and Follow 'Philip Teresi on KMJ' on all platforms: --- Philip Teresi on KMJ is available on the KMJNOW app, Apple Podcasts, Spotify, YouTube or wherever else you listen to podcasts. -- Philip Teresi on KMJ Weekdays 2-6 PM Pacific on News/Talk 580 AM & 105.9 FM KMJ | Website | Facebook | Instagram | X | Podcast | Amazon | - Everything KMJ KMJNOW App | Podcasts | Facebook | X | Instagram See omnystudio.com/listener for privacy information.

Is retail dead? It appears that way but considering 80% of sales still happen in retail stores, what gives? Ecommerce and marketplaces like Amazon have provided an amazing convenience factor, changing how consumers shop. This has taken business from brick & mortar retailers but not without a fight. BOPIS (Buy Online Pickup In Store) has emerged as a way to provide convenience while leveraging selection. Walmart, Target, Kroger, and many other larger retailers have enabled this to keep pace. But more is still desired. Al Schuster, President of Polaris Brand Promotions, joins us on this episode to make the case for why retailers need to make their stores experiential if they want to retain their customer base. It's not just samples but creating experiences that invite people in and engage them in a way that retailers just don't seem to be leveraging currently. Grab a sample, or 5, and press play.What they coverRetail is always changing but the changes have been more dramatic in the past 20 years with Amazon entering the marketing and now rapid tech advances at stores.In store engagement is challenging right now due to stores providing better tech enablement, i.e. ordering on apps or at touch screens instead of from a live human.Retail stores control the environment in the store but since consumers aren't shopping as much in stores or even in the same way, brands need to think long and hard about their investment in these stores and what that looks like to get the best ROI.Ecommerce has a way of taking the shopping out of shopping. Think signage, music, looking at actual items, which removes the ability to both experience the product and shop by comparison.Hiring a brand ambassador may be the one of the best things a brand could do today. Why? It builds engagement and real connection, something missing from current in store interactions. And in doing so, you build more brand ambassadors after the fact, giving your brand real momentum.The Longer Game explores the future of retail across Amazon, ecommerce, and brick-and-mortar.The goal is simple: help brands grow by understanding how all channels work together.Retail is evolving. The brands that win are the ones willing to adapt.Subscribe to stay updated on new episodes.Learn more: https://thelongergame.comAbout the Guest: Al Schuster is the President and Owner of Polaris Brand Promotions, a nationwide experiential marketing and promotional staffing agency.Connect with Al: LinkedIn: https://www.linkedin.com/in/aschuster4379 Website: https://polarisbrandpromotions.comAbout the Host:Michael Maher is Chief Idea Officer of Cartology, an Amazon-focused agency helping brands grow revenue and profitability.Connect with Michael: https://www.linkedin.com/in/immichaelmaherEmail: michael@thinkcartology.comSponsored by Cartologyhttps://thinkcartology.com

Democrats are trying to win back control of the U.S. House. David Valadao’s seat is considered one of their best chances to flip a Republican district. So this one district isn’t just local—it’s part of a national power battle. New Jersey-based snack brand Chookie shifted from using AI in its ads to creating handcrafted, quirky content, resulting in increased social media engagement. Companies are increasingly using backdoor references. This is a direct response to AI-driven applicant inflation and fraud concerns. It creates a new reality where your reputation outside your résumé may matter just as much as what’s on it. Please Like, Comment and Follow 'Philip Teresi on KMJ' on all platforms: --- Philip Teresi on KMJ is available on the KMJNOW app, Apple Podcasts, Spotify, YouTube or wherever else you listen to podcasts. -- Philip Teresi on KMJ Weekdays 2-6 PM Pacific on News/Talk 580 AM & 105.9 FM KMJ | Website | Facebook | Instagram | X | Podcast | Amazon | - Everything KMJ KMJNOW App | Podcasts | Facebook | X | Instagram See omnystudio.com/listener for privacy information.

In this special Queen's Table Part 2 episode, Brooke Thomas is joined by powerhouse women from her Queen's Table mastermind for a rapid-fire, real-talk panel on leadership, faith, and building businesses with purpose. The conversation dives into the risks these women have taken, the pivotal moments that shaped their journeys, and the importance of investing in personal healing and growth. Candidly sharing the challenges of loneliness in leadership, the discipline of saying no to distractions, and the value of relationships over quick wins, each guest offers actionable wisdom and encouragement for women determined to step into their God-given callings. Packed with authenticity, practical advice, and uplifting stories, this episode is a reminder of what's possible when women champion each other and pursue the long game—in business, faith, and life.   Key Moments & Timestamps 00:57 – Rapid Fire Insight: The panel commits to real, unpolished answers about building success. 02:28 – Risking It All: Dr. Karen Lee Diaz shares the power of choosing not to play small in leadership. 04:14 – Hiring the Right People: Colleen Bedard reveals her direct approach to finding and letting go of team members. 07:04 – Investing in Healing: Tracy Duhan emphasizes the importance of personal healing before strategy. 12:52 – Leadership Lesson: Tina Joy Carroll explains why you can't pour from an empty cup. 15:57 – Right On Time: Tina Joy Carroll encourages women not to compare themselves or feel behind, but to focus on God's timing.       Resources: Building at a high level but craving deeper alignment? The Elite Mastermind is a 12-month, faith-fueled business mastermind for high-achieving women who refuse to choose between business excellence and their faith. Join Kingdom-minded leaders for luxury in-person retreats, monthly coaching with Brooke Thomas, and a powerful network that will expand your vision, revenue, and impact. When you lead with God as your CEO, anything is possible.  Apply at https://brookethomas.com/mastermind/    Feel Like Yourself Again, From The Inside Out If you've been navigating low energy, hormone shifts, or feeling off in your body, this is the wellness stack Brooke personally uses and recommends. Designed to support inflammation, hormones, energy, and overall vitality, this is what helped her feel strong, clear, and aligned again. Explore the stack at https://brookethomas.com/stack    Find Your People. Build With Purpose.  Activate Your Impact is where faith-driven women stop building alone and start building together. Access monthly teaching, live coaching, and a network of women who are moving in the same direction you are. This is what keeps you plugged in, growing, and activated between the big moments. Join today at https://brookethomas.com/activate    Activate Your Impact! There's a version of you God is waiting to activate. This book will show you how to step boldly into your calling with unshakable faith and build a life and business that honors Him.  Get your copy and special bonuses at https://brookethomas.com/book 

Join Michael Weaver LIVE on June 11th at noon CST - Increase Your Contact to Quote Ratio: Converting Dials to Dollars. 

In this episode of the #DoorGrowShow, property management growth experts Jason Hull and Sarah Hull discuss the launch of the Door Machine, DoorGrow's new growth-focused program designed to help property management companies scale faster by handling the hiring, training, support, and systems behind business development and sales. Breaking down why most property management companies struggle to grow, the biggest mistakes owners make when hiring salespeople, and how having the right systems, accountability, targeting, pricing, and support can completely transform a property management business.   You'll Learn [00:01] Introduction to the Door Machine  [03:20] Why Most Sales Hires Fail  [08:10] The Systems Behind Property Management Growth  [14:40] The Three Keys to BDM Success [21:30] Fixing Targeting, Pricing, and Offers  [31:20] How the Door Machine Partnership Works Quotables "If you have a system that's working, you really don't have a problem." "If you take a good salesperson and plug them into a broken system, it's going to break." "At best, if you're running a company and you are the salesperson, you will always be a shitty part-time salesperson at best." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Jason Hull (00:01) Five, four, three, two, one. All right, we are Jason and Sarah Hull, the owners of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we've brought innovative strategies and optimization to the property management industry. At DoorGrow, we are on a mission to transform property management businesses, the business owners and their businesses. We want to transform the industry   eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. Now, let's get into the show. All right, so in today's episode, we're gonna be chatting a little bit about the new offer. I think we mentioned it previously, I don't know, on an episode, but we're gonna be talking about the door machine. It's evolved a little bit since then, but we're gonna talk about the door machine, our new offer, our new program for property management business owners that want to grow.   So we had teased in the previous episode, we chatted briefly about it, we never really dug into details. And now we're ready to do that because the door machine is officially live. So if you are interested in growing your property management business and you want growth to just magically happen for you, if you ever think   Jeez, it'd be so nice if I could just miraculously get to like 500 doors, 800 doors, 1200 doors, whatever that number is in your head, and you wanna get there, it would be awesome if it would just like poof and happen. You know the magic wand? Like if you had a magic wand, you could just snap your fingers and have the business of your dreams at whatever size or count that's going to be, then this is for you.   This is going to be for you. Cool. So basically the simple idea of the door machine is we are looking for businesses to basically partner with that we can help grow and scale their business. We will add the doors, you manage them. It's that simple. And we will also help you to be able to keep up with the growth by giving you access to our super system level of our mastermind as part of this deal. So   So the way this works is if you're one of our clients that's gone through the process of cleanup and the rapid revamp and all that then you're probably meet the prerequisites. You've got healthy branding, you've got a healthy website, you've got the right pricing model, we have a very innovative three-tier hybrid pricing model that we install in clients' businesses. You've got maybe financial health going in the business, profit first. ⁓ Some of these, there's some prerequisite basics.   If you do not have all that, you have not been part of our program, we will come out for two days. Two days? we will come in, on how messy your business is, but we'll come out for two days and we will basically rehab your business. We will help redo your branding. We will redo your pricing. We will redo your website. We will redo your, like the whole front end of the business so that we have a really good   program and offer to sell if we're selling people on your property management business. And so we have this launch intensive that we will come out and do. It is not inexpensive, but it is, I believe, ridiculously cheap for the value that we offer at the present because we're because it pays for itself as well. Easily pay for itself. So we will come out and do the process that a lot of our clients do over the first quarter with us. We will do it.   rapidly with you and you need to be open to making changes if you're the right fit for this, but we will come out and do this launch intensive with you at your location. and I will come out. After we get that done, we will then build out the hiring mechanism and we will get a salesperson and the salesperson is going to work for DoorGrow. We will train, coach, support this person in your local market.   and help them to be able to build their own sort of little business, growing your business. And so this is kind of, it's a win-win-win for all three parties. It's a win for this person that's going to build this sort of business, creating growth for your business. It's going to be door grow, being able to manage this relationship and maintain the quality level with this business development manager, this BDM or salesperson and the business owner.   we will coach and support the business owner yourself in making sure that the business can remain scalable as we start adding 100, 200, 300 doors a year to your business so that you don't break. Because this is a big challenge and we've helped a lot of people with this. So how does this work? Well, normally, if you're gonna hire a salesperson, how would this look? So if you do it the right way, then usually you start with creating a...   you create your RDoC, is just a fancy word for job description. You will do some sort of job post somewhere, indeed LinkedIn, wherever that ends up going. Then you start getting applications and you start screening applications. Well, let's skip to the financials because we don't need to tell them the whole process of what we'll do. We're going to. Okay. All right. Here, continue. Then you get to do a bunch of interviews.   and then you bring someone on, you onboard them, you train them, and then you continuously and every single day support them. And that's where, well, in all of that, at various stages, most people fail. Yeah, somewhere. So sometimes they never even create their company culture documents, and then they wonder why they can't hire the right person. Yeah. Sometimes they don't create the right job description, and they wonder why they can't hire the right person.   They don't know how to properly interview and screen candidates. Or when they have the right person and everything has worked out and then they hire this person, then they just kind of throw them in the fire and they go, all right, go do sales. I hope you can figure it out. And there's a little bit of training, but there's really not a system that you can just plug this person into. This salesperson has to figure out and go build a system.   and most of times they don't know how to do that. And then it's not working out and the business owner is upset and the person that got hired is upset because no one is winning and no one is making money. Both parties are frustrated usually with the other one. The person who got hired is upset because they're like you like have nothing. This is a whole   guessing game and nothing is working and I don't know what to do and you also don't know what to tell me to do. And then the sales person or the ⁓ business owner is upset with the sales person because they're going, well, geez, I hired you to be able to figure all of this out and you didn't figure it out. And now I wasted a whole bunch of time and money. And that's why usually it fails. So you can do that. You can absolutely figure it all out yourself. Everything is figured out.   if you learn enough and know enough and figure out, know, if you, if you waste enough time, you can figure it all out eventually. Absolutely. Yeah. Yes. You certainly can. Yeah. Most people don't really have a good system for hiring and definitely not for training because we've seen it again and again where people will hire someone who is great for a sales position and then it doesn't work out.   And then they go, this isn't working. I think I to let this person go. How do I have that conversation? Like, what should this look like? And when should I do that? And why, you know, do I, what do I tell them? Like, why am I making this decision? And usually that's the end result that they get. And then they kind of get to go back to the beginning and they get to reassess and they go, okay, should I try this whole thing all over again?   Or should I just do something different so you can absolutely do that if you know how to do this by all means go do it or You can just push the easy button and let us handle all of that for you including the training and including the support and that's where a lot of people they Just don't want to do it. They don't have a system. That's already built to put a salesperson into   they bring on that salesperson and expect them to build the system. And most salespeople aren't good at building systems. They're good at selling, but they're not good at building a sales system. So if you take a good salesperson and plug them into a broken system, it's going to break. But there's a big disconnect there. So we build the system. We will do the recruiting.   the screening, the interviewing, the onboarding, the initial training, the ongoing training, and all of the support, daily support for these salespeople so that they will consistently learn and grow and get better and sharpen their skills and figure out what is working and what isn't working and how do I double down or triple down on the things that are working so that I can get results as quickly as possible because they're motivated, they want to make money.   Salespeople, they like winning. They want to make money. That's how they win is when they close deals. So the easiest way to like deflate a sales team is to make it almost impossible to close deals. That's what we've noticed. So then we decided to just fix all of those issues on the back end. And instead of leaving it to business owners who are already busy, who if they had the system for growth, they would probably not need a salesperson.   because they already have the system. If you have a system that's working, you really don't have a problem. But a lot of times they don't have a system and they don't have someone who is going to consistently do sales. They usually have somebody who's kind of dabbling in it. Usually it's them. Sometimes they have somebody who's part-time or they have like a real estate agent looking to make some extra bucks on the side. But there's not a real system and there's not real dedication to sales.   And the ones that have a system and the ones that have actual dedication to sales, those are the companies that you see that get two, four, six, a thousand doors. That's why you see that. So that was something that we noticed is, hey, this ends up being complicated for some people and actually probably the majority of people to do. So we just built this system and that is what the door machine does.   So we will handle all of that work for you so that all you need to do is manage the doors that we give you. All right, so let's talk about why this is hard for people. So Sarah brought up several good points about getting a salesperson. We focus on hiring. First, if you're gonna do this yourself, you've gotta make sure you get the right person. That's the first problem to figure out. And the right person has to be the right   They culture fit for the business, otherwise you're not going to trust them. They have to be the right personality fit for the role, otherwise they won't be good at this. They have to be the right skill fit or intellectual fit to be able to develop the skill or talent to be able to do this job. So that's hiring. If they're not all three, they're going to fail. Always do. And if any team members you have right now are not all three, you have to let them go. It's inevitable.   Your business will never be able to grow if you have bad people. The next piece, assuming you get all three of those nailed and you have as good of a hiring system as we do, then the next piece is the BDM or salesperson has to have three key ingredients to BDM success or they always fail. Fail means they aren't making enough money so they quit or they're not making you enough money so you fire them or they're not.   kept, they're too comfortable, so they get lazy. Either way, it's not working, and so they will either quit or you will fire them. And this happens all the time. The issue is not going to companies and getting somebody to help you with hiring. Lots of people help you hire BDMs, but they still fail. And the failure after the hiring piece, if that was done well, is it's not because they didn't have the right personality, it's not because they don't share your values, and it's not because they don't have the skill to do it.   Those companies will usually show them or train them or whatever. It's because of you. That's the tough love. So here's how this works. You have to have these three ingredients. They have to have the right training and strategy. That's number one. If they're doing stupid stuff, if they're focusing on cold leads, digital marketing stuff, all the stuff that you probably are gonna heap on them, you are holding them back and you're giving them low level garbage stuff to deal with, cold crappy leads.   they are not going to be able to grow quickly your business or scale and they're not going to be able to win. So they have to have the right training and the right growth engines that we would help them install. Second, they have to have the right comp structure. If they don't have the right compensation, compensation is incentive. Compensation is motivation for the right candidates, people that don't hate money, that are salespeople.   And if the comp structure is off, they will either get lazy and comfortable because you paid them too well, or they will get lazy and uncomfortable because they'll just get unmotivated because it's not working. ⁓ Or they just won't do the leading activities because you're trying to just make it commission only. There's so many mistakes with compensation and there is a formula for making this work. And we've seen this fail over and over and over again.   They are not motivated, but they are the right personality for this. You designed the role incorrectly, and you probably designed the financial compensation wrong, and that's on you. The third thing you have to get dialed in is accountability. They have to be accountable. If they're not accountable, if you're not, if you are not able to guide them and see where they're stuck and where there's drop-off in their sales flow or in the pipeline, if you can't see it,   They probably aren't seeing it either. And so they will keep doing the same dumb stuff, getting the same dumb result, and you will both be frustrated. And they will give up on this idea of selling property management, and you will give up on the idea. And there's, even before we get to all of these challenges, the three fits for hiring, the three keys to BDM success, there's some fundamental, foundational ingredients for the business that we help clean up that come even before that, where you have to have the right target audience,   A lot of property managers don't have this dialed in. They don't have the right target, which means they're targeting people incorrectly. means probably they're doing digital cold lead marketing, they're doing ads, they're spending a bunch of money. And most companies spend 20 to 30 % of their top line revenue just to bring in leads. And so they're wasting money there and have bad strategy there. The other piece to this is ⁓ you have to have the right   You have to have the right product. A lot of you think you're selling property management and nobody gives a shit about property management. Nobody wants to buy it. Nobody wakes up in the morning and says, man, I'm so excited to buy something today. And somebody says, what is it? What is it, Jason? my gosh, I'm so excited to go buy property management today. You are selling the wrong product. And if you're selling to the wrong audience,   and attracting the wrong owners and the cheapos and the accidentals and all the owners that you don't want because you're doing the wrong tactics and then you're selling the wrong product. Then the third thing is you also probably have the wrong offer and the wrong pricing. And so this is stuff we have to get dialed in. It's foundational. I've never had somebody come to me that had those three ingredients dialed in. We have to get those three dialed in first. Then we dial in the three fits.   Then we dial in the three keys to BDM success. This is the stuff we would come out and help you get done. And we can do it fast because we've done this hundreds of times. We could do this. I've been running DoorGrow for a decade, almost two decades now, almost two decades, over a decade and a And we have expertise in helping people get this stuff dialing quickly. So,   That would be the first part of this. Now, if you're gonna go out and do this yourself, you're then gonna, you get a BDM. All of these things are dialed in. For some reason, you magically figured this all out on your own through trial and error. The next piece is now you've got to pay this person a commission, some sort of commission. And then you're gonna have to spend money on some sort of base. And you've got all of these different things that you've gotta get dialed in correctly. And if you have this done, then you'll probably be adding doors and then,   It'll be working. Here's what how we set up the door machine so that we can take over all this for you. So you'll pay door grow, you'll pay door grow a commission, you'll pay for each door that's added off the first month's rent. You'll pay ⁓ base salary or base dollar amount to door grow ⁓ each month. And as part of that base, we offset   a good portion of that by giving you access to our super system level of our mastermind, which includes all the systems you're going to need in order to scale your business. call the super system and you get access to the in-person events and the cohort and all the amazing people that are in our program. You're then also going to pay instead of paying, spending money on marketing, because you're not going to have to pay for leads and do stupid digital, cold lead, whatever advertising.   Our salesperson is going to be trained in doing this effectively and we'll be generating warmer leads that have a higher close rate. We will handle all that. so DoorGrow residualy will get 20 % of the management fee. Instead of spending 20%, 30 % like a lot of businesses do on your top line revenue, just to acquire new customers and to do digital marketing or ads, you'll spend 20 % of the management fee, which is way less.   For a lot of you, might be if average rent's 2K in a lot of areas throughout the US, your management fee maybe is 10%, which is, or worse, which is typical. ⁓ We'll help you install a better pricing model than that. But you're doing something like that and you're probably getting then $200 on the door. You're making a lot of money on other things, maintenance, whatever, but $200 for the management fee and then door grows, percentage would be 40 bucks, it'd be 20%.   And so $40 and originally designed this so we grow as you grow and this is, you know, a partnership is forever, but we put a cap on it to make this even more enticing. It drops off each door in the door machine that you add that 20 % dies or drops off. So you get a hundred percent of it at the 36 month mark. So three years in it drops off. So that puts a cap on what door grow can make with you depending on how much the BDM can add each year.   And so that caps our upside, which is better for you to make this even sweeter. And so there's a relationship. There's more details to it than that. We'd be happy to send you the offer doc if you're interested in this offer. ⁓ Really who we're looking for generally are 500 or plus companies that have a healthy team, healthy culture, will help you get these initial things cleaned up. You'll pay. ⁓   Okay, we won't mention all the specifics on the dollar amounts, but this is how this works financially. Same thing you would probably have to pay towards a BDM. You'll pay the door girl and we will take care of this for you and growth. This is a good fit for those of you that you have the money right now to go hire somebody and spend money, maybe five grand, six grand a month on a person ⁓ to hire somebody, then financially you probably could afford to do this and it would make sense. If that's not you right now,   and then this is probably not a fit for you. Anything else you want to say about the Dormachine?   So don't just...   if you can afford five or six.   to that. Sure. one. Number two.   No, it's not only this may be a fit for some smaller companies as well. So doesn't mean hey, you know, don't have 500 doors yet. Therefore, I can't do it. You can still do this. It might be a fit for you. I would see if you would benefit from a conversation with our sales team on that to just kind of learn more about it, get more information, get   some of the specifics of the numbers and see, know, hey, what is pressing the easy button on growth actually worth for you? Because your role in this, we handle all of the front end of your business. So growing the business is no longer something that you need to think about or worry about at all. And if you're not sure if this is a fit for you,   if you're wanting to get those first three foundational things dialed in with us, which is the targeting, the product, and the offer. And if you wanna meet with us, we have a three session thing where we will work with you one-on-one, help you get these three things dialed in over three sessions, which is the foundation, and help you figure out what your roadmap and plan might be. It might be joining one of our   different tiers of our mastermind. It might be getting some help with hiring. It might be getting into this door machine. But we have a small, inexpensive offer for that where we will help you get those three things dialed in and help you roadmap the future to figure out what would be the best fit moving forward. We call that the PM Growth Leak Audit, where we audit the leaks that you have right now that are preventing your growth and help you see some of the blind spots that you can't even see   in your business right now, which is why it's been so hard for you to grow. And then we'll help you figure out what the next steps might be that would make the most sense based on what your constraints are related to budget, related to time, investment, whatever. And so reach out to us and just say, hey, I'd be really interested in that audit that Jason mentioned on the podcast. Cool. Anything else we should add? That's it.   this might be for you, it's probably worth at least a...   also say that this will not be for everyone or this will not be for you right now. It might be a later thing instead of a now thing. It might be an everything. You might be able to handle everything all yourself and that's okay. ⁓ What I would also say too is keep in mind that a lot of times people kind of peter out on doing sales after a while.   This is something that will continue to grow the business for you because it doesn't depend on you at all. aren't involved in it. The reality is a lot of our clients, once we help them figure out growth and we get stuff out of them, they start growing stuff themselves. They realize and figure out eventually they either don't enjoy doing the sales or it's creating a really strong constraint in the business. At best, if you're running a company and you are the salesperson, you will always   be a shitty part-time salesperson at best. You don't have full-time bandwidth. And if you don't have a growth problem, then this isn't even relevant to you at all. So if you're having some challenges, then reach out to us. We have a proven track record. We're the best in the world at helping people do this. We've been doing this for almost two decades now. And we can help you get this dialed in. And we want to see you win. We're looking for really good, awesome people.   and humans to be part of our stuff, especially for the door machine and the cohort really of the caliber of people that we've already gotten into the door machine. These are going to be the coolest people. So the cohort aspect of this is another plus. think it's probably the best upside is that you get to be around other people that are experiencing the door grow magic and they're buying, they're growing and they're scaling.   and they're doing things in a different way than the entire industry. And that's what we bring to the table at DoorGrow. So if you want to get your company to not have all the same blind spots and constraints and you want to start innovating your business, reach out to us at DoorGrow. You can check us out at doorgrow.com, schedule a call with us, have a chat. If you'd like a free training on how to get unlimited leads for free, text the word leads to 512-648-4608.   Also join our free Facebook community just for property management business owners by going to doorgro club.com. And if you want tips, tricks, ideas, and to learn about our offers, subscribe to our newsletter by going to doorgro.com slash subscribe. And if you found this episode even a little bit helpful, don't forget to subscribe and leave us a review. We'd really appreciate it. Until next time. Remember the slowest path to growth is to do it alone. So let's grow together.   and you can do that with the door machine for sure. All right, bye everyone.

For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP252  In episode 256, Coffey talks with Leslie Speas about developing high-retention managers who improve employee engagement, accountability, trust, and workplace culture through intentional leadership habits.  They discuss promoting high-performing employees into leadership roles without proper management training; emotional intelligence and self-awareness as foundational leadership competencies; connecting employees to organizational purpose and mission-driven work; building workplace trust through consistency, humility, and integrity; coaching employees through questions instead of problem-solving; accountability systems that improve performance and retention; effective communication strategies for managers and team leaders; employee recognition and appreciation practices that reinforce company values; empathy and flexibility in supporting employee wellbeing and mental health; leadership development frameworks that strengthen organizational culture and productivity; practical feedback models including the BEAN and BET communication methods; performance management processes that move beyond annual reviews; balancing individual contributor career growth with leadership readiness assessments.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Leslie Speas is a seasoned Human Resources and Organizational Development leader with over 30 years of experience. She serves as Founder and President of InfluenceHR Consulting, a firm dedicated to helping leaders and HR teams build workplaces where people will thrive and stay.  Leslie holds a master's degree in industrial/organizational psychology and possesses senior-level HR designations and certifications in coaching, the Working Genius, Enneagram assessment, and Talent Management/Succession Planning. Her leadership experience spans diverse sectors such as healthcare, manufacturing, technology, financial services, and nonprofit organizations. In addition, she is the author of the book, 7 Habits of High-Retention Managers.  Leslie is heavily involved in furthering the HR profession and serves as a District Director with the North Carolina Society for Human Resources Management. She and her husband, Tracy, reside in Winston-Salem, N.C.  Leslie Speas can be reached at: https://www.influencehrconsulting.com  https://www.linkedin.com/in/leslie-speas  https://www.facebook.com/influencehrconsulting  https://www.instagram.com/influencehrconsulting  https://www.youtube.com/channel/UCdH17Da_dvt_UFpRNmUvqrQ    About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 28 years are empty nesters in Fort Worth.  Learning Objectives:  Identify the leadership habits that improve employee retention and engagement. Apply coaching and feedback techniques that strengthen accountability and trust. Evaluate leadership readiness before promoting employees into management roles. 

https://linktr.ee/csjosephWhat's up Ego Hackers? In this raw 20-minute episode of the C.S. Joseph Podcast, I break down how perceived authority and environment force men — especially UDJ men — to shift their cognitive development between emotionally explosive and emotionally implosive states.I share personal stories from my own life, failed marriages, toxic work environments, and the hard lessons learned about masking, submitting to hierarchy, and why so many men get stuck. We dive deep into Octagram biases, why SD men dominate middle management, hiring preferences (authenticity vs harmony), and practical ways to identify your true cognitive development for career success.This is essential knowledge for any man navigating jobs, interviews, or relationships in today's biased world.Timestamps:00:00 - Intro: 128 Perspectives & Octagram Bias01:45 - Women's Biases Toward Men (Open vs Quiet)03:20 - Men's Bias: "Women Yap Too Much"05:10 - My UDJ Story: Emotional Explosive vs Implosive08:30 - Perceived Authority & Hierarchical Men12:15 - Submitting to Environment vs Making It Submit15:40 - Job Interviews: Masking & Impulsiveness19:20 - Best Boss Ever – Managing Explosive Emotions20:54 - SD vs UD Men in the Workplace, Hiring Bias & ClosingAll my links & resources: https://linktr.ee/csjosephBecome Part of the Community or Take the Free Personality Test: https://linktr.ee/csjosephSkool Membership – Watch Season 40 (How to Personality Type Yourself 2.0): https://skool.com/csjosephDiscord • Substack • Blog • More: https://linktr.ee/csjoseph#CSJoseph #Octagram #UDJ #CognitiveDevelopment #PerceivedAuthority #EgoHackers #MenInWorkplace #JobInterviewTips #UDvsSD #Masculinity #PersonalityTypes #JungianPsychology #HackedOff #ShadowWork

The Marc Cox Morning Show's St. Louis Morning Brief is packed this morning and every story hits close to home. The media is still calling an illegal Nicaraguan national a "Collinsville man" — Marc sets the record straight and explains exactly why Congresswoman Nikki Budzinski is stirring the pot and what she's really after. Then, Francis Howell School District handed a superintendent $250,000 to walk away before he worked a single day — and the vetting firm they paid to prevent exactly this didn't even bother to Google the guy. And the MLK Bridge that's been connecting Missouri and Illinois since 1951 is deteriorating fast, with a $629 million price tag and absolutely no plan to pay for it. Local news that actually matters, delivered straight — only on The Marc Cox Morning Show. Don't miss a word. HASHTAGS: #StLouisMorningBrief #MarcCoxMorningShow #JesusCruz #IllegalImmigration #NikkiBudzinski #FrancisHowell #SchoolDistrict #MLKBridge #StLouis #LocalNews #Missouri #Illinois #ConservativeTalk #MediaBias #AmericaFirst #MAGA #MorningRadio

Packing up your life and moving can feel like a wild rollercoaster—one minute you're soaring high with excitement about new beginnings, and the next you're plummeting into the chaos of boxes, tape, and 'where did I put that?' moments. In this lively chat, Eric G and John Dudley sit down with the fabulous Wendy Glaister from Wendy Glaister Interiors, and let me tell you, it's a treasure trove of packing wisdom peppered with hilarious anecdotes. They dish out their favorite moving hacks, and trust me, you'll want to take notes because moving doesn't have to be a total nightmare! Wendy shares her own moving saga, navigating the trials of packing the little things while the big furniture was whisked away by professional movers—seriously, who knew that your packing strategy could feel like an episode of Survivor? She dives deep into the pros and cons of DIY versus hiring out the heavy lifting. Spoiler alert: there's a reason movers are a thing! And if you're like me, you'll appreciate her practical tips on staying organized, like using colorful labels and keeping track of what's in each box. Did I mention the importance of pizza? Because pizza is a must for any moving day, especially when your friends come to help—because who wouldn't want to bribe their pals with a slice of pepperoni for lifting that heavy couch? Eric and John also reminisce about their own moving adventures, including John's staggering 87 moves (yes, you read that right) which has turned him into a packing wizard of sorts. They all agree that moving is not just about the physical act of relocating—it's about the emotional rollercoaster that comes with it. From finding your new favorite local spots to saying goodbye to old ones, it's a journey filled with ups and downs, laughter, and plenty of 'where's my stuff?' moments. Whether you're gearing up for a move or just want to hear some great stories, this episode is a delightful blend of useful advice and lighthearted banter that will leave you smiling and maybe even a bit inspired. So grab your tape gun and a slice of pizza, and tune in to this packing party because it's not just about moving; it's about embracing the adventure that comes with it!Takeaways:Moving can be a total circus, but with the right hacks, like using totes instead of boxes, your stuff will stay organized and stackable, plus you can actually see what's inside!Hiring professional movers might seem like a splurge, but trust me, it's worth every penny to avoid back pain and the chaos of moving heavy furniture yourself.Wendy's tip on labeling boxes and taking photos of disassembled furniture parts is a lifesaver; it keeps everything organized and makes reassembly way easier when you finally move in.Remember that your friends aren't your moving crew; if you're going to bribe them with pizza, at least tip your movers too – they deserve it!When moving, plan for the unexpected, like a last-minute rush when selling your home; being flexible can save you from a meltdown!And finally, don't underestimate the mental toll of moving; it's like a game of Tetris with your life, so give yourself some grace as you get settled into your new digs.Links referenced in this episode:aroundthehouseonline.comredwingshoes.comwendyglacierinteriors.comCompanies mentioned in this episode:Home DepotU HaulRed WingCasey LogisticsWillamette Valley movingThanks for listening to Around the house if you want to hear more please subscribe so you get notified of the latest episode as it posts at https://around-the-house-with-e.captivate.fm/listenIf you want to join the Around the House Insider for access to the back catalog, Exclusive Content and a direct email to Eric G and access to the show early https://around-the-house-with-e.captivate.fm/support We love comments and we would love reviews on how this information has helped you on your house! Thanks for listening! For more information about the show head to https://aroundthehouseonline.com/Information given on the Around the House Show should not be considered construction or design advice for your specific project, nor is it intended to replace consulting at your home or jobsite by a building professional. The views and opinions expressed by those interviewed on the podcast are those of the guests and do not necessarily reflect the views and opinions of the Around the House Show.Mentioned in this episode:Made by Contractors for Contractors check out Instabid.pro Turn 3 hours of manual estimating into 5 minutes. Real material prices. Real labor rates. Professional PDF quotes delivered instantly. To find out more head to https://instabid.pro/ InstabidWhether you're camping, tailgating, or running backup power near the RV, weather can change fast. A generator still needs to run outside, but rain and snow can put your power plan at risk. GenTent helps protect your portable generator while it's running, without blocking airflow or access to controls. Keep your power ready for the trip, no matter the weather. Visit gentent.com/ericg.Gentent 2026Gentent Generator Giveaway 2026Summer storms can knock out your power for days — but not if you win this incredible generator package from our friends at GenTent and Westinghouse! NO PURCHASE NECESSARY. Enter now for your chance to win a Westinghouse 6,500-watt dual-fuel portable generator with CO sensor, plus a full GenTent Safety Canopy kit, clear apron, storage bag, and 30-amp extension cord — total value over $1,900! Open to legal residents of the 48 contiguous United States and DC, 18 and older. Go to AroundTheHouseOnline.com or www.gentent.com/giveaway for full official rules and to enter today. Sweepstakes ends July 13th. Enter now — stay powered up with Around the House!Generator Giveaway Around the House 2026 YouTube! Make sure and Subscribe to our YouTube page! Around the House YouTube Check out the smartest hardware with Baldwin Baldwin Hardware, known for its luxurious solid brass craftsmanship, has partnered with Level, an ASSA ABLOY Group brand that combines advanced technology with timeless design. This collaboration pairs Baldwin's iconic style with Level's innovative engineering—featuring a hidden battery housed within the bolt— to set a new standard in secure, stylish, smart-living.Baldwin Hardware

Hiring the right team members can feel like searching for a needle in a haystack, especially when the candidates you're attracting aren't who you hoped for. In this episode of the Business of Apparel podcast, Rachel explains why attracting poor job candidates is often the result of a weak or generic job description rather than a lack of talent in the market. She shares how apparel brand owners can attract A-player employees by focusing less on qualifications and more on the outcomes, goals, and opportunities a role provides. 

Most AI failures won't come from a bad model. They'll come from bad data.Shashank Saxena spent most of his career on the buying side of enterprise technology before founding VNDLY which was acquired by Workday for $510 million. He then joined Sierra as a Managing Partner before going full time as Co-founder and CEO of Pantomath, a data operations center for enterprises that are betting their future on AI agents.We discuss why data quality is becoming one of the biggest challenges in enterprise AI. An AI agent fed bad data for 12 hours doesn't go rogue. It just makes 12 hours of wrong decisions: rejecting insurance claims, issuing credit cards, or drilling in the wrong location. As more business decisions are delegated to AI systems, companies will need far greater visibility into what is happening across their data infrastructure.Shashank also shares the decisions that led to VNDLY's acquisition, the advice he'd give founders evaluating acquisition offers today, and why a Michael Jordan analogy continues to motivate him as a second-time founder.If you're building enterprise software, selling to large companies, or trying to figure out whether experience is an asset or a liability in the AI era, this episode is for you.0:00 - Trailer01:00 - How Shashank became a second-time founder07:20 - Where Pantomath sits in the data stack10:55 - How a broken Tableau report turns mission-critical with AI12:55 - Who Pantomath sells to15:35 - Solving for a problem that doesn't exist yet19:03 - How have founder expectations changed today?20:31 - Series B companies pre- and post-AI21:26 - The Michael Jordan example23:57 - How a repeat founder chooses investors25:10 - What value Snowflake adds as a strategic investor27:05 - Data is not an open category today28:34 - The astounding Databricks outcome29:08 - The reality of the $100 million ARR number31:48 - Will non-human workers 100x in the next few years?36:00 - How to protect data in motion37:26 - How comfortable are we giving full access to agents?39:47 - Where is automation fastest today?42:09 - Why entrepreneurs tend to like uncertainty43:28 - Why Shashank chose to be a founder45:48 - A customer-driven $510M acquisition48:32 - Employees vs contractors in any organization51:22 - Building from Ohio vs the Bay Area53:14 - Learnings from selling to enterprises56:31 - How Shashank raised from Tier 1 US VCs59:19 - Heads down or network as a founder?1:02:47 - First-time vs second-time founder edge in AI1:06:22 - Hiring as a repeat founder1:08:08 - How enterprise sales has changed1:10:52 - How do you sell for a problem that isn't visible today?1:12:58 - Best piece of advice1:16:27 - The only advice for a founder considering M&A1:21:06 - Position yourself to be capable of taking risks1:24:51 - What matters to an enterprise buyer?-------------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 us Fan Mail

The Leadership Test that Nobody Talks About | E309Highlights from this episode: The Leadership Test that Nobody Talks About (01:00)Closing Thought: Keep it + Multiply it! (28:02)Hiring an associate taught me something I wasn't expecting: great leadership isn't about creating copies of yourself—it's about helping other people become the best version of themselves. In this episode, I'm sharing what I've learned while onboarding a new graduate, why most practice owners accidentally become the bottleneck to growth, and how building systems around people's strengths creates a stronger business than forcing everyone into the same mold. We also dive into why teaching others has made me a better doctor, a better CEO, and a better communicator. If you're looking to grow your practice, add associates, or build a team that thrives without depending on you, this episode is for you.

Dive deep into the messy truth about recruiting today, where human laziness, outdated systems, and misguided AI tools collide. Find out how smarter strategies and better incentives could revolutionize talent acquisition and HR. In this episode:  How AI amplifies bias and noise in recruiting, not fixes it  The pitfalls of traditional assessment methods and the rise of work trials  Why incentive structures for recruiters need a massive overhaul  The future of gig and flexible work in talent sourcing  Practical ways AI can enhance matchmaking, not replace human connection  The importance of evolving HR processes alongside new tech tools  The potential for independent recruiters to change the game  Timestamps: 00:00 - Welcome and intro to today's hot topic in HR 00:32 - Meet John Kim: CEO of ParaForm, HR innovator 01:03 - John's background and why mobility shaped his worldview 02:39 - The superpower of adaptability from constant moving 03:27 - Why AI often worsens recruiting chaos instead of fixing it 04:56 - The noise problem: How AI creates more applications and confusion 05:53 - The laziness behind superficial hiring practices 06:47 - How current metrics incentivize shortcuts in recruitment 08:33 - Using AI to address asymmetries and better assess candidates 10:36 - The evolution and necessity of performance-based assessments 12:01 - On-site work trials and mutual company-candidate evaluation 13:00 - Speed dating vs panic room: new interview models 14:14 - The discipline gap in talent acquisition teams 15:27 - The role of AI in transforming candidate and recruiter interactions 16:02 - Can AI really match candidates with limited data? 18:12 - The importance of data quality in AI-driven hiring 19:30 - Changing transparency around candidate and employer feedback 20:00 - How platforms like ParaForm align incentives for better matches 22:08 - Rethinking recruiter compensation models for higher quality hires 23:23 - The potential of independent recruiters for more outcome-focused hiring 25:57 - Balancing internal teams and external experts for best results 28:32 - How AI can reduce recruitment grunt work and increase efficiency 30:36 - The shift to gig, contract, and flexible work models 33:01 - Lessons from HR's past mistakes and the need for continuous learning 35:28 - Harnessing the power of new tools and tech in HR evolution. Resources & Links:  ParaForm  Upwork  Fiverr  Connect with John Kim:  LinkedIn  Twitter  Feel the energy? It's time to rethink your hiring game, embrace automation, challenge old norms, and prioritize real human connection. The future of talent acquisition depends on it. Now go out there and lead the charge! 

Most recruiters think they lose deals because of the script, the objection, or the client's budget. But often, the deal is lost before a single word is spoken.In this episode, we break down why your emotional state on a sales or business development call matters more than most recruiters realise. Hiring managers can sense neediness, panic, hesitation, and self-doubt quickly, and they respond to it.You'll hear why confident, calm recruiters get treated like peers, while desperate recruiters get treated like suppliers. We also cover how to set your state before a call, stop making the conversation about you, and show up with more authority, certainty, and control.Because clients don't just buy your service. They buy your calm, your credibility, and your standards.

Join Ben Murray on The SaaS CFO Podcast as he welcomes Pac O'Shea, CEO and co-founder of Round Treasury. In this episode, Pac O'Shea shares his journey from fintech consulting to launching a SaaS company focused on automating finance operations for growing businesses. Discover how Round Treasury is using AI and automation to streamline cash management, accounts payable, and reporting, empowering CFOs and founders to save time and make smarter financial decisions. Pac O'Shea talks about building secure agentic workflows, the realities of raising capital in today's AI-driven market, and why transparency in pricing matters. Whether you're a finance leader or startup founder, you'll get practical insights into the future of back office automation, the challenges of scaling a SaaS company, and strategies for engaging with CFOs in a rapidly changing tech landscape. Show Notes: 00:00 Early treasury product for businesses 04:48 Building AI for Stable Coin Payments 07:38 Testing AI for banking tasks 13:13 Customer referrals and word-of-mouth 14:36 Discussing the pricing model update 17:40 Hiring focus and enterprise projects Links: Pac O'Shea's LinkedIn: https://www.linkedin.com/in/pac-o-shea/ Round Treasury's LinkedIn: https://www.linkedin.com/company/roundtreasury Round Treasury's Website: https://www.roundtreasury.com/ To learn more about Ben check out the links below: Subscribe to Ben's daily metrics newsletter: https://saasmetricsschool.beehiiv.com/subscribe Subscribe to Ben's SaaS newsletter: https://mailchi.mp/df1db6bf8bca/the-saas-cfo-sign-up-landing-page SaaS Metrics courses here: https://www.thesaasacademy.com/ Join Ben's SaaS community here: https://www.thesaasacademy.com/offers/ivNjwYDx/checkout Follow Ben on LinkedIn: https://www.linkedin.com/in/benrmurray

#933 I'm noticing a dangerous pattern for entrepreneurs, and AI is making things much worse! You see, there's nothing wrong with the traditional scaling advice of removing yourself as a bottleneck in your business. But there's also an automation and hiring trap destroying brands left and right! Over the years, I've seen and fallen for the dark side of delegating everything. That's why you should join me for this session to learn about common pitfalls to avoid as you begin to scale! I'll share the duties you should definitely automate or delegate as soon as possible. But more importantly, I'll walk you through my Human Scale Matrix to uncover the tasks your business thrives on. You should never hand these over to anyone else, so tune in to get this vital framework! Don't miss this episode because scaling isn't about removing yourself from your business. It's about removing yourself from the right parts of your business while doubling down on the parts that only you can do! Show notes and more at SmartPassiveIncome.com/session933.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

A prospect can sit through an entire meeting, nod along, ask good questions, and still leave without fully understanding why they need you.That's the problem.Many advisors explain their value clearly, but they don't make it easy for prospects to see the difference between where they are today and where they could be with the right plan in place.In Part 2 of this three-part series, I break down one of the simplest ways to make your planning process feel more tangible, more understandable, and more compelling without overwhelming prospects with more information.3 Insights From This Week's Episode…#1.) Why Prospects Struggle To See Your ValueYou may understand the strategy, the software, and the planning opportunities sitting underneath the surface. But your prospect often just sees complexity. I cover why this disconnect matters and how it can quietly hurt your close rate.#2.) The Hidden Cost Of Leading With ComplexityAdvisors often walk into meetings with charts, projections, jargon, and too many decision points. The problem is that more information doesn't always create more clarity. We explore why this can make prospects hesitate instead of move forward.#3.) The Communication Trap That Kills TrustThere's a fine line between helping prospects see what's missing and making them feel judged for not already having it figured out. I unpack the mistake advisors make here and why tone can make or break the conversation.SHOW NOTEShttps://bradleyjohnson.com/172SPONSORED BY BELAYRunning a business is hard enough without trying to do everything yourself. BELAY helps busy leaders find world-class Virtual Assistants who can take tasks off their plate, protect their time, and help them stay focused on the work that actually moves the business forward. Learn more about BELAY and find the right assistant for your business here: http://belaysolutions.com/dbdlFOLLOW BRAD JOHNSON ON SOCIALXInstagramLinkedInFOLLOW DBDL ON SOCIAL:YouTubeTwitterInstagramLinkedInFacebookDISCLOSURE DBDL podcast episode conversations are intended to provide financial advisors with ideas, strategies, concepts and tools that could be incorporated into their business and their life. No statements made in the episode are offered as, and shall not constitute financial, investment, tax or legal advice. Financial professionals are responsible for ensuring implementation of anything discussed related to business is done so in accordance with any and all regulatory, compliance responsibilities and obligations. The Triad member statements reflect their own experience which may not be representative of all Triad Member experiences, and their appearances were not paid for. Triad Wealth Partners, LLC is an SEC Registered Investment Adviser. Please visit Triadwealthpartners.com for more information. Triad Wealth Partners, LLC and Triad Partners, LLC are affiliated companies.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode, the amazing Catrina M. Craft continues her 10 Episode Master Class with our show as she shares expert insights on tax deadlines, strategic equipment purchases, leveraging family employment for business benefits, and the advantages of podcast guest appearances for entrepreneurs. Tune in to learn actionable tips to optimize your business finances and growth strategies."Know your state and federal tax deadlines."Chapters00:00 Vacation or Business Trip?01:19 Tax Deadlines and Responsibilities05:08 Maximizing Deductions for Equipment10:08 The Power of Podcasting12:32 Summer Business Strategies"Pay something on taxes to reduce penalties." Other Takeaways* Tax deadlines and penalties*Summer business planning and travel strategies*Strategic equipment purchases and deductions*Hiring family members for business benefits*Benefits of being a podcast guest*Business Deduction OptimizationThis 10 Episode Tax Strategy Master Class Will Change Your Life:EPISODE #1/10: January 26, 2026: https://thatentrepreneurshow.buzzsprout.com/737252/episodes/18570362-unlocking-tax-strategies-for-entrepreneursEPISODE #2/10: February 9, 2026: https://thatentrepreneurshow.buzzsprout.com/737252/episodes/18646020-unlocking-home-office-deductionsEPISODE #3/10: March 9, 2026: https://thatentrepreneurshow.buzzsprout.com/737252/episodes/18814431-hidden-tax-strategies-revealedSend us Fan MailSupport the showRemember to subscribe for the next episode. Show Sponsor: ComingAlive PodcastProduction.com (Download your Podcast Launch Checklist for only $1 here)Music Credits: Copyright Free Music from Adventure by MusicbyAden.

Southeastern 16's Graham Doty and Chris Lee chat with Gamecocks247's John Whittle about South Carolina's baseball coaching hire of Kevin Schnall and what it means for Gamecock baseball. Southeastern 16 Merch: https://se16.printify.me/ HOMEFIELD https://www.homefieldapparel.com/ JOIN OUR MEMBERSHIP Join the "It Just Means More" tier for bonus videos and live streams! Join Link: https://www.youtube.com/channel/UCv1w_TRbiB0yHCEb7r2IrBg/join FOLLOW US ON SOCIAL MEDIA Twitter: https://twitter.com/16Southeastern ADVERTISE WITH SOUTHEASTERN 16 Reach out to se16.caroline@gmail.com to find out how your product or service can be seen by over 200,000 unique viewers each month! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

June is National Safety Month and this episode is our way of honoring it. We gathered five leaders from NCG's Safety Peer Group, each representing a different role and a different corner of the trades, and asked them what safety really looks like inside their businesses. What you'll hear isn't theory, it's hard-won experience, honest conversation, and a few stories that will stick with you. If you're a business owner thinking about where safety fits in your company, we think this one's for you. Thank you to the following contributors for sharing their voice on this episode: Rumel Perez, Safety Manager at Alpine Painting & Sandblasting Hernan Jimenez, Safety Manager at Nolan PaintingVicente Verduzco, Director of Operations at MB Jessee Raul Marino, Production Manager at MB Jessee Chris Barnett, Safety Coordinator at Apap Painting & RenovationsJazmin Gonzalez, Project Coordinator at All Covered Painting 

What if airports had self-driving mobility pods that could safely navigate through crowds, just like something out of The Jetsons? Or the Pixar movie Wall-E?In this episode, John Koetsier sits down with Matthew Anderson, CEO of A&K Robotics, to explore the future of autonomous mobility. A&K Robotics is building AI-powered self-driving pods designed to help people navigate airports independently without relying on wheelchairs or staff assistance.But the real breakthrough isn't just autonomy. It's crowd navigation. Matthew explains why navigating dense, unpredictable crowds is one of the hardest problems in robotics, and how A&K's “crowd-centric AI” could become foundational technology for airports, stadiums, smart cities, conferences, and even humanoid robots in the future.They also discuss:* Why airports are the perfect proving ground for robotics* The AI and sensor stack powering autonomous mobility* Directional sound systems inspired by The Sphere in Las Vegas* Scaling robotics startups from prototype to deployment* Raising an $8M Series A round* The personal story that inspired Matthew to build the company* Why the future of robotics depends on moving safely through human environmentsGuest:Matthew Anderson — CEO, A&K RoboticsCompany: A&K RoboticsIf you enjoy conversations about AI, robotics, startups, and the future of technology, subscribe for more interviews with founders and innovators shaping what's next.Subscribe here:https://techfirst.substack.com00:00 – Intro00:30 – Meet A&K Robotics and the Vision for Autonomous Airport Mobility01:20 – Why Crowd Navigation AI Is the Hardest Problem in Robotics02:40 – Navigating Dense Airport Crowds and Passenger Flow04:05 – Directional Sound and Designing a Better Airport Experience05:50 – Building an “iPhone Experience” for Mobility Robots06:30 – Sensors, LIDAR, and Operating Without GPS07:20 – Fleet Management and Autonomous Operations in Airports08:00 – Mapping Airports and Optimizing Routes Through Crowds09:00 – Scaling the Business and Solving Systems Integration10:00 – Charging, Docking Stations, and the Future Airport Network10:45 – Raising an $8 Million Series A Round11:20 – Customers: Vancouver International Airport and Aena12:10 – Building a Polished Robotics Platform on Seed Funding12:50 – Matthew Anderson's Background in Robotics and Drones14:00 – The Bigger Vision: Crowd Navigation for All Robots14:40 – The Personal Story Behind the Company Mission15:40 – Licensing Opportunities and the $5 Billion Airport Mobility Market16:45 – Hiring, Scaling the Team, and Expanding Production18:00 – Growing Up Hacking Robots and the AC/DC Story19:10 – Why Building Robots Is Fun — and Why Accounting Wasn't20:40 – Final Thoughts and the Future of Autonomous Mobility

Of all the things you can get wrong in business, hiring someone with bad character is maybe the worst. It's costly, and it's a mistake that can feel unavoidable. In this episode, Chad shares four ways to dig past the polished resume and increase your odds of making good character hires. Audio Production by Podsworth Media - https://podsworth.com