Podcasts about Hiring

Now Hiring Broke & Drunk Bosses! Destiny & Taylor took some weird classes in college… What do you do if your partner says your perfume smells like their ex? How should Those Girls celebrate their upcoming 3rd show birthday?

⚖️ Can You Get a Divorce Without Hiring a Lawyer? | Los Angeles Divorce ⚖️ Can you get divorced without hiring a lawyer? Yes—California law does not require you to have an attorney. But what the court does require is that the paperwork is done correctly from start to finish. In this video, I explain how people successfully complete an amicable divorce without lawyers—and what steps must be done properly so your case doesn't get rejected.

In this episode, Michael J. Domanic, VP and Head of AI at UserTesting, reveals how he drove 70%+ weekly AI adoption across the entire company — turning UserTesting into one of the most AI-mature enterprises in the market. Michael shares why most enterprise AI rollouts fail, and the exact playbook he used to get hundreds of employees building custom GPTs and integrating AI into their daily workflows.Michael breaks down how UserTesting moved from Phase 1 (culture change and grassroots adoption) to Phase 2 (agent orchestration and scaled automation), how he built the governance frameworks that let teams experiment safely without creating chaos, and why the companies that treat AI adoption as a culture problem — not a technology problem — are the ones winning. He also shares his honest take on why AI projects consistently miss expectations and what leaders need to do differently in 2026.Key Topics Covered- How UserTesting achieved 70%+ weekly AI adoption across the entire organization- Why most enterprise AI projects fail to meet expectations — and the root causes leaders miss- How employees built hundreds of custom GPTs for internal workflows without a top-down mandate- The Phase 1 to Phase 2 transition: from culture change to agent orchestration- Building AI governance frameworks that enable experimentation without creating risk- Why treating AI adoption as a culture problem (not a tech problem) is the key to success- How to get executive buy-in for enterprise-wide AI transformation- What "AI maturity" actually looks like inside a real company- Michael's predictions for how agentic AI will reshape enterprise operations- The skills leaders need to drive AI adoption in their organizations*Episode Timestamps*00:00 - Introduction and welcome01:31 - Michael's career background and life journey08:08 - Why AI transformation is about creativity, not technology10:43 - Hiring the right AI transformation leaders14:07 - Building Centers of Excellence for AI17:36 - What UserTesting does and Michael's role32:55 - Achieving 70%+ AI adoption across the company35:41 - How employees built hundreds of custom GPTs39:16 - OKR methodology and governance frameworks43:50 - Creativity as the fundamental skill for future work48:39 - Phase 2: Agent orchestration and advanced AI56:46 - Outlook: Optimism about AI's future impact59:27 - Closing: How honest conversations drive progressMichael's Socials:LinkedIn — https://www.linkedin.com/in/michaeldomanic/Partner LinksBook Enterprise Training — https://www.upscaile.com/Subscribe to our free newsletter — https://newsletter.theaireport.ai/subscribe

#270: Chris and Amy discuss lessons from three ski trips with kids, using AI to redesign rooms on a budget, their favorite new gadgets, navigating high-deductible health plans, and more. Link to Full Show Notes: https://chrishutchins.com/ski-trips-ai-home-design-health-finances-amy Partner Deals NetSuite: Free KPI checklist to upgrade your business performance Gelt: Skip the waitlist on personalized tax guidance to maximize your wealth Trust & Will: Get 20% off personalized, legally binding estate plans DeleteMe: 20% off removing your personal info from the web Upwork: Free job posting to find, hire, and pay top freelance talent For all deals, discounts, and promo codes from our partners, visit:chrishutchins.com/deals Resources Mentioned Delta SkyMiles® Reserve American Express Card Ski & Travel Epic Pass Woodward Vrbo Kirkwood Etekcity Luggage Scale AI Tools Gemini Claude ChatGPT Nano Banana Google Sites Bee Limitless Pendant Wispr Flow Deep Personality Home Gadgets Skylight Aura Frames Paprika Ratio Eight Series 2 Baratza Forté™ BG Health & Wearables Oura Ring WHOOP (← 1 month free) One Medical Blueberry Pediatrics (← $100) Money & Finance Mercury Copilot Money (free 2 months access with code HACKS2) ATH Podcast Ask Chris Anything! Newsletter #237: ⁠How to Design a Rich Life at Any Income with Ramit Sethi #268: Stop Planning, Start Experimenting: A Science-Backed Approach to a Better Life with Anne-Laure Le Cunff Leave a review: Apple Podcasts | Spotify Email for questions, hacks, deals, and feedback: podcast@allthehacks.com Full Show Notes (00:00) Introduction (00:55) The Lost Clothes Disaster and A Surprisingly Good Outcome (14:30) What Ski Trips Are Really Like With Kids (15:06) This Ski Season vs. Last Ski Season (18:14) Smarter Ways To Book Houses for Ski Travel (19:03) How To Save Money on Checked Bags for Ski Trips (19:37) A Shoutout to the New Delta Sky Club in Terminal 2 (20:07) When It's Better To Drive Instead of Fly (21:42) How Amy Has Been Redesigning Rooms in the House (23:22) Why AI Is Such a Powerful Tool for Home Design (23:54) Amy's Step-by-Step Process for Redesigning a Room With AI (25:02) The AI Tools Amy Used and What Each One Did Best (29:51) Using AI To Find Better Furniture Ideas (32:38) How Much Money AI Saved vs. Hiring a Designer (34:18) New House Gadget: The Skylight Calendar (36:25) Why We Love the Ratio Coffee Machine Gen 2 and the Baratza Grinder (39:50) Oura Ring vs. WHOOP Band (42:53) Bee, Wearable AI, and the Future of Personal Memory (50:30) What It Looks Like To Integrate AI Deeply Into Daily Life (54:22) What We Learned Switching to a High-Deductible Health Plan (01:03:11) Best Practices for Combining Finances as a Couple Connect with Chris ⁠Newsletter⁠ | ⁠Membership⁠ | ⁠X⁠ | ⁠Instagram⁠ | ⁠LinkedIn⁠ Editor's Note: The content on this page is accurate as of the posting date; however, some of our partner offers may have expired. Opinions expressed here are the author's alone, not those of any bank, credit card issuer, hotel, airline, or other entity. This content has not been reviewed, approved or otherwise endorsed by any of the entities included within the post. Learn more about your ad choices. Visit megaphone.fm/adchoices

If you're the only advisor in your firm who can close deals, you don't own a business, you own a job.And I see this happen all the time. Advisors think growth comes from more appointments and closing more deals. So they grind harder. They sell more. Their calendar is always full. But the moment they step away, revenue slows down. That's not scale. That's dependency.I break down the real shift you have to make: stop selling products and start selling a proprietary process. Because products can be shopped, a process can't. And if you stay in the product game, you're just another commodity.If you want revenue that doesn't go on vacation when you do, this is where the shift begins.3 of the biggest insights from Brad Johnson…#1.) Products Can Be Shopped. A Process Cannot.If you're selling annuities, asset management, or life insurance, you're in a comparison game. When you package and own a proprietary process, you step out of commoditization and into differentiation.#2 .)Sales Is a Transfer of BeliefThe best advisors aren't pitching spreadsheets. They're transferring belief in why they exist, how they serve, and why it matters. If you don't believe it deeply, your prospects won't either.#3. )You Can't Scale What You Can't TransferIf your process lives in your head and depends on your personality, you don't have a business, you have a bottleneck. A duplicatable, trainable sales process is what makes a firm scalable and ultimately sellable.Triad Sales LabStill the only one closing deals in your firm? We'll help you build a sales system that doesn't rely on you. Apply here: https://bradleyjohnson.com/160-triad-sales-lab/SHOW NOTEShttps://bradleyjohnson.com/160FOLLOW 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.

Struggling to scale your business because of hiring bottlenecks?In Episode #357 of Spaghetti on the Wall, Michele Lambert—founder of Bella Connections and host of the Aligned Operators podcast—shares how to scale smarter by hiring the right operators, building aligned teams, and implementing systems that actually work.Learn how to avoid costly hiring mistakes, create strong company culture (even remotely), and use AI + SOPs to streamline your operations.In this episode, you'll learn:How to hire the right operator for your businessThe biggest hiring mistakes founders makeWhy alignment and culture matter more than resumesHow AI is changing hiring and team performanceThe role of SOPs and systems in scaling efficientlyHow to build and manage high-performing remote teamsWhether you're running a startup, scaling to 7–8 figures, or building your first team—this episode gives you the blueprint.

March 18, 2026: Two-thirds of CEOs are freezing hiring while betting billions on AI — and a gender economist argues they're cutting the very people needed to make those bets pay off. A 7,000-word Substack essay imagined a "Ghost GDP" collapse by 2028, moved the Dow 800 points, and sparked a Wall Street war between Citrini Research and Citadel Securities over whether AI job fears are real or overblown. Management consulting was supposed to be dead by now — Capgemini's strategy chief explains why it's not, and why the shift to outcome-based billing may be the more disruptive story. And Microsoft's chief scientist says the degree with the worst starting salaries may be the most future-ready credential in the age of AI. Sources: Fortune, Bloomberg, Fortune Eye on AI.

In this episode of the Contractor Growth Network podcast, Logan sits down with Bryan Sebring—owner of Sebring Design Build—to unpack what it really looks like to start over from scratch. After building a nearly $3M design-build company over 20+ years in Illinois, Bryan made a bold decision: relocate his entire life and business to Franklin, Tennessee. No team. No clients. No local reputation. Just experience. Bryan shares what changed the second time around—from how he structured his business and hired his team, to the mindset shifts that allowed him to hit similar revenue with fewer, better projects. If you've ever wondered what you'd do differently if you could start over, this episode is a masterclass in building smarter, not just bigger. 00:00 — Why Bryan chose to restart a successful business from scratch 04:00 — What Sebring Design Build was known for in Illinois 10:00 — The reality of moving markets and starting over 18:00 — How experience changed his pricing and sales approach 26:00 — Hiring lessons: slow down to speed up 33:00 — Building the right team (and avoiding past mistakes) 40:00 — What stayed the same vs. what changed in his process 47:00 — Projects he refuses to take on (and why) 52:00 — Marketing from zero: reviews, SEO, and positioning 58:00 — Designing a luxury client experience 01:05:00 — The role of peer groups in scaling smarter 01:09:00 — Final advice for remodelers starting or restarting

Chris Hladczuk is the Co-founder and CEO of Hanover Park, the AI-native fund administrator, vertically integrating fund administration, portfolio management, and LP experience for finance and investment teams.Chris is the 2nd ever returning guest of the show, and is fresh off announcing Hanover's $27m Series A. We go inside the round, their explosive growth, why they built their own general ledger from scratch, and how that enabled them to build incredible AI products for investment firms that touch over $100 trillion in assets.Thanks to Sahil Bloom, and Chad + Pratyush at Susa for help brainstorming topics for this conversation.Thank you to Numeral and Flex for supporting this episode.Try Numeral, the end-to-end platform for sales tax and compliance: https://www.numeral.comSign-up for Flex Elite with code TURNER, get $1,000: https://form.typeform.com/to/Rx9rTjFzTimestamps:(0:37) Financial infrastructure for investment firms(1:35) Hanover Park's $27m Series A(5:30) AI-enabled services businesses(9:07) Productizing the service layer(11:30) Helping CFO's and investors use AI(13:46) Building a general ledger from scratch(18:03) Compete against companies with IT departments(19:55) Hiring in an unsexy industry(21:30) Live in constant paranoia of your customers(25:19) Gongs, music in the office, blizzard commutes(28:54) Friday night hackathons(30:54) Automating onboarding and manual admin work(35:05) Real-time visibility on all data(38:07) Always get on the plane(40:36) Turning customers into raving fans(43:45) Using polite persistence in sales(47:36) How to master founder-led content(51:29) 99% of advice is wrong in AI era(54:21) Importance of one-way vs two-way doors(56:11) Growing from VC into PE and Private Credit(1:00:36) When to turn down new customers(1:02:22) Becoming a customers most important vendor(1:04:00) Chris' personal AI stack(1:07:41) Hanover Park's MCPReferencedTry Hanover Park: https://www.hanoverpark.com/Careers at Hanover Park: https://jobs.ashbyhq.com/hanover-parkFirst episode with Chris: https://www.youtube.com/watch?v=7lomqcrFNv8Artie: https://www.artie.com/Episode with Jacqueline @ Artie: https://www.youtube.com/watch?v=6fd1YKsBaq0Granola: https://www.granola.ai/Claude Cowork: https://claude.com/product/coworkHubSpot: https://www.hubspot.com/Attio: https://attio.com/Monaco: https://www.monaco.com/Follow ChrisTwitter: https://x.com/chrishladLinkedIn: https://www.linkedin.com/in/chris-hladczuk-b09204153Follow TurnerTwitter: https://twitter.com/TurnerNovakLinkedIn: https://www.linkedin.com/in/turnernovakSubscribe to my newsletter to get every episode + the transcript in your inbox every week: https://www.thespl.it/

Wondering what the difference is between a store owner who feels confident and sees steady growth — and one who's working hard but spinning their wheels? It's usually not a great product or a beautiful website. It's a few simple habits that anyone can learn. Susan shares them all in this episode. In this episode you'll learn: The 3-step framework that turns scattered effort into real, visible results How to narrow your focus so your time actually moves the needle The one metric worth tracking — and why you really don't need anything else RELATED LINKS Hiring Help—Get Set Up for Success. https://www.thesocialsalesgirls.com/blog/hiring-help-get-set-up-for-success-episode-280 Jen's Framework for Hiring and Training the Right People https://www.thesocialsalesgirls.com/blog/jens-framework-for-hiring-and-training-the-right-people-episode-275 Stop ignoring your Mindset. It's a powerful tool. https://www.thesocialsalesgirls.com/blog/stop-ignoring-your-mindset-its-a-powerful-tool-episode-289 The $500/hr Job You Should Be Doing https://www.thesocialsalesgirls.com/blog/the-500-hour-job-you-should-be-doing-episode-226 Stop wondering if you're "doing it right" and learn how to grow your sales in a consistent, predictable way. Spend 40 minutes with me in this eye opening workshop, and you'll leave with a few simple steps that will grow your sales next month. Find a time that works for you, and register here: https://watch.thesocialsalesgirls.com/s/77wKvQ "Insightful, actionable and engaging! I learn so much every single time I listen. I can't believe this information is free"  - If you feel like this too, I'd love it if you would leave us a review. Reviewing the show will help us reach even more store owners, so we can help the grow their sales. Click here, scroll down, tap to rate with 5 stars and select "Write a review". Let us know what you find most helpful about the podcast!  

Episode: Businesses Don't Fail, They Commit Suicide with Larry MandelbergIn this episode of Million Dollar Flip Flops, Rodric sits down with Larry Mandelberg — 5th-generation entrepreneur, author of Businesses Don't Fail, They Commit Suicide, and advisor to leadership teams who are “struggling with success.”Larry has spent decades studying why organizations actually fail, doing 23 years of primary research, 6 years of proof-of-concept, and running 13 businesses across retail, wholesale, tech, clothing, and more. Now he helps leadership teams navigate growth, change, and the chaos that comes with success.Together, they dig into:

Many remodelers wonder whether they should hire a marketing agency or bring someone in-house. Spencer breaks down the pros and cons of each approach and explains why the right choice often depends on your stage of growth and marketing budget. He discusses the challenge of expecting one in-house marketer to handle SEO, ads, writing, design, and analytics, and why agencies can provide multiple specialized skill sets for a similar investment.

What if every impression you made at work was as powerful as your first? In this episode of Predictable B2B Success, Vinay Koshy speaks with serial entrepreneur, sales leader, and author Glenn Poulos. Glenn's three-decade journey from technical sales rep to building and selling companies is packed with real-world wisdom. He reveals why a thriving sales culture is not about luck, but about structure, core values, and the courage to leap, even when fear is loud. Hear the story behind his book, “Never Sit in the Lobby,” and how the lessons he began jotting down in 1985 became actionable strategies anyone can use to win clients and build lasting relationships. Discover Glenn's approach to assembling high-performing sales teams, why onboarding and core value buy-in are non-negotiable, and how simple shifts in communication can transform results and reputations. Whether you're a leader struggling with turnover, a founder ready to scale, or fascinated by what makes top sales organizations tick, this episode is filled with candid stories, practical frameworks, and memorable tactics you'll want to try starting today. Some topics we explore in this episode include: Glenn Poulos's Sales and Entrepreneurial Journey: His career path, company exits, and industry moves.Why and How He Wrote "Never Sit in the Lobby": The motivation and process behind the book.Risk-Taking and Overcoming Fear in Business: Practical frameworks for pushing past fear and launching ventures.Building Customer-Centric Companies: Operationalizing exceptional customer service.Sales Team Structure & Metrics: Organizing sales departments, roles, and compensation.Core Values in Hiring and Culture: Identifying and maintaining strong team cultures and values.Common Pitfalls in Sales Organizations: Mistakes like unclear roles and poor onboarding.Strengthening Customer Relationships: Methods to be a consistent pleasure to work with.Communication and Active Listening: Why rapport and listening trump talking in sales.Transforming Teams into Revenue Machines: Systematic approaches for turning sales teams into high-performing, aligned organizations.And much, much more...

Hiring someone in your design business should make things easier… but sometimes it does the opposite. Tasks get misunderstood. Expectations feel unclear. And before long you're wondering if you made a bad hire. But what if the problem wasn't the person you hired? In this episode, I'm sharing why many hires fail in small design firms and how a simple 30-60-90 day onboarding plan can completely change the outcome. I walk through how to structure the first 90 days, define success clearly, and create an onboarding process that builds confidence for both you and your new team member. If you've ever felt burned by a hire that didn't work out, this episode will shift how you think about leadership, delegation, and building your team.   Episode Resources: Get on the waitlist for my new Designer's Room  This episode is sponsored by Dovetail Furniture

There's a big difference between being busy and building something that lasts. Many entrepreneurs don't realize they're stuck in that gap. They're working hard, juggling responsibilities, hustling nights and weekends — but the business isn't really moving forward. In this episode of Building Better Developers, Army veteran and founder of Skillful Brands, Antwon Person, breaks down what actually creates forward momentum in a business. And it's not hype, hacks, or grinding harder. It's mindset, structure, and knowing when to leverage. The Entrepreneurial Mindset Isn't About Hustle — It's About Structure When Antwon left a 22-year military career and stepped into entrepreneurship, he brought discipline and leadership with him. What he discovered quickly, though, was that discipline alone doesn't build a company. Like many new entrepreneurs, he was busy. Very busy. But busy didn't mean structured. He realized something that most founders eventually learn the hard way: being busy in your business does not build a business. You can answer emails all day. You can tweak branding, post on social media, and chase opportunities. But without structure underneath those actions, you're just reacting — not building. That realization changed everything. Instead of chasing more tactics, he looked for clarity — and found it by connecting with someone who already had a blueprint. Momentum without structure leads to burnout. Structure without momentum leads to stagnation. The entrepreneurial mindset requires both — in the right order. Why Your First Mentor Doesn't Need to Be in Your Industry There's a common mistake new entrepreneurs make: assuming they need a mentor who does exactly what they do. Antwon disagrees — at least in the beginning. When you're building the foundation of a business, the fundamentals are universal. Every business needs clear goals, defined processes, the right mindset, and repeatable systems. At the early stage, what you need most isn't industry secrets — it's business fundamentals. He sees too many entrepreneurs jumping into advanced marketing tactics before they've validated their structure. They're polishing something that hasn't been built properly yet. It's like trying to optimize a machine that hasn't been assembled. Don't work on Phase 3 problems while you're still in Phase 1. Build proof of principle first. Everything else comes after. Once your foundation is solid and revenue is predictable, niche-specific coaching becomes powerful. But without a base, advanced tactics won't stick. The $10K Rule and the Leverage Phase One of the most practical insights from this conversation is Antwon's revenue-based approach to scaling. Up to around $10K per month, many entrepreneurs can manage operations solo — if they have structure. Beyond that point, things change. The workload compounds, communication increases, tasks multiply. Growth creates friction. That's where leverage becomes necessary. Instead of calling it "growth mode," Antwon frames it as entering the leverage phase — and that shift in language matters. Leverage means delegation, systems that support scale, clear onboarding, and defined ownership. Without it, revenue growth just creates exhaustion. With it, growth becomes sustainable. Hiring help isn't about spending money. It's about buying back focus and multiplying capacity. Why Hiring a VA Feels Hard — and How to Fix It For many entrepreneurs, hiring a virtual assistant feels overwhelming. There's hesitation: Will they understand what I need? Is it worth the cost? Will this just create more work for me? Antwon has lived through that. In the early stages, bringing on VAs felt like adding another job to his plate — confusion, repetition, miscommunication. The problem wasn't the VA. It was the lack of onboarding and structure. So he built a system. Now, every VA goes through a clear onboarding process, alignment with company mission and goals, defined task management inside tools like Monday or Asana, and screen-recorded walkthroughs for clarity. Instead of typing long explanations, he records a short screen demo showing exactly what he wants done and attaches it to the task. That single change reduced confusion dramatically. He also emphasizes ownership — VAs aren't treated like task robots, they're treated like team members. That shift alone changes performance. Stop Networking to Sell — Start Networking to Serve Too many entrepreneurs approach networking with one goal: sell. Antwon flips that completely. When he meets someone new, he focuses on learning who they are, understanding what partners they're looking for, offering value first, and leveraging connections instead of pushing services. He even shared a small but practical tactic he picked up in a free mastermind group — placing a QR code on his Zoom background so people could instantly access his information. Not a sales pitch. A friction reducer. And those small adjustments compound over time. The strongest networks aren't built on transactions. They're built on trust, value, and long-term reciprocity. Side Hustle vs. Company: The Real Mindset Shift One of the most important distinctions Antwon makes is between running a business and building a company. A business depends on you. A company operates beyond you. A business can generate income. A company can generate legacy. If your goal is supplemental income, operating as a side hustle may be fine. But if your goal is generational wealth or long-term impact, the mindset must shift. You have to design something that can function without your constant involvement — documented systems, delegated responsibilities, clear structure, leadership beyond yourself. And that shift starts internally. Because the hardest part of entrepreneurship isn't marketing or operations. It's believing you don't have to do it all yourself. The Real Blocker Is Mindset Throughout this episode, one theme keeps resurfacing: mindset is the biggest barrier. Not lack of information. Not a lack of opportunity. Mindset. Entrepreneurs stall because they listen to too many voices, hesitate to start, refuse to delegate, treat a business like a hobby, or avoid structure. Once the mindset shifts, everything else becomes simpler. Not easy — but simpler. Final Takeaway If you feel stuck in your business right now, ask yourself: Are you building something structured — or just staying busy? Have you proven your foundation? Have you entered the leverage phase? Or are you still operating like a side hustle when your goal is a company? Forward momentum doesn't come from more hustle. It comes from clarity, structure, and the willingness to step into the next phase of growth. That's the entrepreneurial mindset shift that changes everything. Stay Connected: Join the Developreneur Community

In this episode, Molly explains how outdated hiring mindsets silently stunt growth in law firms. She shows why adaptability, curiosity, and tech adoption matter more than years of experience — and how being seduced by a great resume over a great human being leads to costly hiring mistakes. Decisive hiring focused on mindset, coachability, and lifetime learning helps law firm leaders build high-performing, self-managed teams built for the future.   Key Takeaways: Stop hiring the resume and start hiring the human. Curiosity, coachability, and adaptability will outperform years of experience every single time. A great on paper candidate is not always a great in practice candidate. Real performance shows up under pressure, not on a resume. Tech adoption is non-negotiable. If a candidate can't embrace your systems and tools, they will quietly stall your firm's growth. Being seduced by experience and skill set is exactly why your competition is scaling faster than you. You can always train skills and knowledge — especially with AI. You cannot train mindset, emotional intelligence, or lifetime curiosity.   Quote for the Show: "Don't hire for the past. Hire for adaptability, curiosity, coachability, and lifetime learning." - Molly Mcgrath Links: Join our upcoming masterclass: https://thelawfirmleader.com/  Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/X2nEXhx4zT8 

On this episode, Ryan Dull is joined by John Heyliger, Vice President of Global Talent Acquisition at Lockheed Martin. They discuss how one of the world's largest defense organizations is modernizing talent acquisition, shifting toward skills-based hiring, embedding AI into recruiter workflows and tying TA outcomes directly to business performance. John shares practical insights on workforce planning, operational excellence, and what it takes to evolve from recruiter to strategic talent advisor.Key Takeaways:00:00 Introduction.01:00 John's journey to talent acquisition and the roles that shaped his path. 03:00 Lockheed Martin's scale, footprint and annual hiring volume.04:00 The team modernizes HR and TA with a new ATS and HCM rollout, plus broader enterprise transformation and AI enablement.05:00 TA success metrics go beyond time to fill, including candidate quality signals and funnel efficiency.07:00 Tying recruiting speed to business outcomes — including faster hiring, enabling faster revenue recognition in some programs.08:00 Short-term priorities include AI readiness, recruiter productivity gains, candidate experience and skills-based assessment pilots.10:00 Candidate fraud and AI-generated résumés increase the need for stronger selection, detection and assessment practices.12:00 Skills-based transformation requires “skills, roles and mobility.” 14:00 AI skill matching introduces adoption risks on both ends: too much skepticism or too much trust in the matching output.18:00 Workforce planning is a strategic advantage when the business owns demand and HR owns supply, reducing reactive TA.Resources Mentioned:John Heyligerhttps://www.linkedin.com/in/stem-workforce-transformation-data/Lockheed Martinhttps://www.linkedin.com/company/lockheed-martin/Josh Bersinhttps://joshbersin.com/talent-acquisition-revolution/This episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiting #HRTech

Political consultant Laura Barberena talks with the ENside Politics team about what was behind the former San Antonio mayor's landslide victory for the Democratic nomination for Bexar County judge, and a potential fight at City Council over plans to add 65 officers next year. Suggested reading: How did your neighborhood vote in the Nirenberg-Sakai primary? City Council set to square off over police department staffing Sign up here for our ENside Politics newsletter: https://www.expressnews.com/newsletters/ensidepolitics/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Talent Ascension Group Founder/CEO Mitch McDermott sees the current recruiting process as broken, and both sides are to blame. AI tools are fast, but real results are slow. "Hiring has always, and will always be deeply human. Yes AI is efficient, but there's no efficiency in getting the outcome you're looking for." Sadly, mass applications are an epidemic and continue to get poor results. Treating your job search like a sales process is a start, making cold outreach and building relationships with actual hiring managers a priority. If you're hiring, interview the person, not the resume. At the end of the day, being authentic and creating human connection is still a recipe for success.

Less skin - more family-friendly attire is the goal of the new Houston Rodeo dress codeTyphoon Texas will be hiring applicants as young as 15 --> TyphoonTexas.comExperts say almost half of adults still have a stuffed animal or blanket they sleep with

What actually separates strong companies from the rest? Strategy alone rarely explains it.In this episode of The Proven Entrepreneur Show, host Don Williams sits down with leadership coach David Deane-Spread, founder of MediTude, who joins the conversation from Perth, Western Australia. Drawing on nearly three decades of experience coaching CEOs, senior executives, and board leaders, David shares practical leadership insights shaped by both business and military environments.The conversation moves beyond surface-level leadership advice and explores how real teams operate under pressure. David explains why building a company that people genuinely want to work for can quietly become the strongest competitive advantage a business can have. He also shares why leaders who listen, ask questions, and encourage challenge often build stronger teams than those who rely only on authority.Throughout the discussion, Don and David explore the subtle dynamics between leadership and followership, the importance of psychological safety inside teams, and why many leaders struggle with the conversations that matter most.Listeners will also hear stories from David's background in military, intelligence, and law enforcement leadership environments, where preparation, reflection, and accountability play a major role in team performance. These experiences shape how he now advises entrepreneurs, founders, and executives on building healthier workplace culture and stronger organizations.Rather than presenting leadership as a rigid framework, this episode invites listeners to rethink how leadership actually works inside modern businesses.Topics Discussed- Leadership and executive coaching- Workplace culture and team performance- Why culture often drives business success- Leadership versus followership in organizations- Psychological safety inside teams- Hiring people with diverse perspectives- The role of listening and curiosity in leadership- Necessary conversations in management- Lessons from military leadership applied to business- Building high-performing teams

Get the unfiltered memos I send my team as we scale Acquisition.com to $1B+:https://leilahormozi.com/subscribe A successful leadership transition involves more than just replacing one leader with another. It also means creating capacity for faster growth. In this episode, Leila Hormozi talks about the strategic shift in her role at Acquisition.com and how Sharran's taking over as CEO gave her clearer focus and capacity for even more impactful work. If you're a business owner or leader navigating big changes, you need to get good at planning and executing leadership transitions.In this episode00:00 The leadership shift at Acquisition.com08:09 Acquisition.com's three-year planning framework12:46 Leveraging AI to create a 5-year plan for your business14:29 Leila's new focus and the company's future32:43 Pausing big goals to build capacity first41:01 Acquisition.com's vision for the next 12 months44:44 CEO vs executive chairman: What is the difference?50:44 Transparency and preparing the team for change help to make it a smooth transitionMore Value:Get the unfiltered memos I send my team as we scale Acquisition.com to $1B+: https://leilahormozi.com/subscribeReceive a curated set of internal memos from the past year at Acquisition.com: https://leilahormozi.com/acqGet your personalized $100m scaling roadmap: https://www.acquisition.com/roadmap

AI is officially in the workplace, on the group chat, and probably drafting someone's “thought leadership” while they're still in the shower. In this episode of This Is Woman's Work, Nicole Kalil goes toe-to-toe with the thing that's equal parts fascinating and mildly rage-inducing: AI and the future of work. Enter Katie Fortunato, Co-Founder and EVP of Platform Innovation & Strategy at Hire Innovations, a global leader in human-centered AI talent technology. Together, they unpack how to use AI as a tool (not a personality), how to avoid “automation without accountability,” and why the future belongs to humans who can still think, judge, and lead—aka the “skills” no bot can fake convincingly for long. In this episode, they get into: Why AI feels like cheating… and when it actually is The difference between using AI for productivity vs. outsourcing your identity “Brand choices” (aka: how to lose audience trust in one easy AI avatar) How to start using AI if it's intimidating: repeat-task lists, tiny experiments, and momentum Picking AI tools without spiraling: ChatGPT, Gemini, Claude—and why it's like joining a gym AI in hiring: what “responsible AI” actually looks like in talent tech The uncomfortable truth: there is no 100% guarantee—so you need guardrails Vendor trust, data privacy, compliance, and why downloading random tools at work is chaos behavior Why protecting critical thinking is urgent—especially for kids (and honestly, adults too) The core takeaway: let AI handle repetitive work so humans can double down on context, curiosity, judgment, and care Wrap-up (because the point is the point): Nicole and Katie land on a clear line in the sand—AI can boost productivity, but it shouldn't replace human thinking, discernment, or authenticity. The future of work won't just be shaped by what AI can do; it'll be shaped by what people choose to protect while using it. Thank you to our sponsors! Shopify has everything all in one place, making your life easier and your business operations smoother. Sign up for your one-dollar-per-month trial today at shopify.com/tiww  Connect with Katie: LI: https://www.linkedin.com/in/katieclarkfortunato/      https://www.linkedin.com/company/talivitynetwork/      https://www.linkedin.com/company/recruitics/ Jobstream (INVITE CODE FOR CREATORS & COMMUNITIES: FOUNDER) : https://bit.ly/48fneLK Related Podcast Episodes: Unmasking AI with Dr. Joy Buolamwini | 259 Digital Decluttering: How to Make Tech Your Assistant, Not Your Adversary with Amanda Jefferson | 312 023 / Branding YOU With Terri Lomax Share the Love: If you found this episode insightful, please share it with a friend, tag us on social media, and leave a review on your favorite podcast platform!

Landing a job today isn't just about qualifications. The hiring process is more competitive and complex than ever, and even strong candidates can get filtered out before a human ever sees their résumé. In this episode, we talk with HR leaders about how to stand out, avoid common interview mistakes, and position yourself for success.

UX hiring insights from a UX veteran with 25+ years in UX and product. In this episode, Sarah Doody interviews Dan Maccarone, co-founder of Hard Candy Shell and Charming Robot, fractional Chief Product Officer, and a UX expert who's worked on products for Hulu, Rent the Runway, Foursquare, and the Wall Street Journal. In the episode Dan shares about what he actually looks for when hiring UX people (spoiler: it's not your Figma skills).Dan shares why he doesn't care about tools, why he conducts interviews over drinks instead of in conference rooms, and how he evaluates candidates based on curiosity, empathy, and how they think, not what software they know. He also gets into career reinvention, the rise of fractional leadership roles, and why your hobbies outside of UX might matter more than your case studies.If you're a UX or Product professional navigating your next career move, this conversation will challenge what you think hiring managers care about.What's discussed in this episode:Why Dan has hired people who didn't know Figma — and doesn't careWhat curiosity and a humanities background signal to a hiring managerWhy Dan prefers to conducts interviews with candidates over coffee or drinks, not in conference roomsHow he uses observation and empathy cues to evaluate candidates (the same way you'd do user research)Why he hates design assignments and considers them insultingWhat "career reinvention" looks like after 25 years in UX and how to know when it's timeThe real requirements for going fractional (and why it's not for everyone)Why your identity and hobbies outside of work actually make you better at your jobHow he's re-invented his own UX career multiple times

I sat down with Sydney Huang from Human API to explore a completely novel concept—AI agents hiring humans, not the other way around. We dive into how they're solving the last mile problem for AI agents, why data collection is their first focus, and how you can actually get paid for contributing voice data and other tasks. Sydney shares her journey from buying Ethereum in 2017 to building Eclipse (a Solana VM L2 on Ethereum) to now creating an agent-native marketplace. We discuss the challenges of building a two-sided marketplace, the growing demand for AI training data, and why now is the perfect time to build in this space. KEY POINTS WITH TIMESTAMPS• [00:00] Introduction to Human API and the concept of AI agents hiring humans• [02:30] Sydney's journey from buying ETH in 2017 to working in VC to building in crypto full-time• [04:15] Eclipse explained: Building a Solana VM L2 on Ethereum and the modular blockchain thesis• [06:45] The last mile problem for AI agents and why human tasks are still needed• [09:20] How Human API differs from traditional workflow automation tools• [11:00] Current use cases: Conversational audio data collection for training voice AI• [14:30] Future expansion into health wearables data and other data types• [18:45] Why people are willing to work for AI agents and contribute data• [21:00] Building a better UX than Fiverr and Upwork with reputation systems• [25:15] The chicken-and-egg challenge of balancing supply and demand• [28:30] Why now is the perfect time to build in the AI data space• [31:00] Roadmap: App launch and making the agent experience seamless• [32:45] How to become a contributor at thehumanapi.comCONNECTHuman API Website: https://thehumanapi.comSydney Huang LinkedIn: https://linkedin.com/in/sydney-huangEclipse Website: https://eclipse.xyzWeb3 with Sam Kamani: https://www.linkedin.com/in/samkamani/DisclaimerNothing mentioned in this podcast is investment advice and please do your own research. It would mean a lot if you can leave a review of this podcast on Apple Podcasts or Spotify and share this podcast with a friend. Be a guest on the podcast or contact us - https://www.web3pod.xyz/

What is the difference between hiring and outsourcing legal support for small law firms? Hiring involves bringing someone into your firm to fill a role, either full-time or part-time. On the other hand, outsourcing entails hiring an external vendor to handle specific functions like marketing, IT, or HR for your firm. The distinction is crucial as outsourcing allows firms to access expertise without the commitment of hiring full-time employees, providing flexibility and cost-effectiveness. How can outsourcing help small law firms overcome bottlenecks and increase efficiency? Smaller law firms often struggle with handling various operational functions such as marketing, IT, and HR due to limited resources and expertise. Outsourcing these functions to external vendors on a fractional or part-time basis can help firms operate more efficiently without the burden of managing full-time employees. By leveraging outsourced roles, firms can access specialized skills, reduce costs, and focus on core legal work and client service. What exercises can law firm owners undertake to evaluate tasks that drain their time and determine whether to outsource them? To identify tasks that consume excessive time and hinder productivity, law firm owners should start by assessing how they allocate their time. By categorizing time spent on client work, marketing, and administrative tasks, owners can determine if certain functions, such as troubleshooting IT issues or managing payroll, are consuming disproportionate amounts of time. Evaluating these tasks can help owners decide whether to hire part-time or outsource these functions to improve efficiency. How can law firm owners streamline the onboarding process for outsourced roles to minimize disruption and maximize effectiveness? The onboarding process for outsourced roles can be time-consuming and challenging, but selecting the right vendors from the beginning is crucial to avoid disruptions later on. Law firm owners can streamline the onboarding process by thoroughly vetting vendors, seeking referrals, and requesting references to assess their track record and compatibility. Engaging in detailed discussions with potential vendors about how they align with the firm’s operations and needs can help ensure a smooth transition and successful collaboration. In what ways can outsourcing legal functions, such as paralegals and legal secretaries, enhance profitability and operational efficiency for law firms? Outsourcing legal functions, such as paralegal and legal secretarial work, can offer law firms flexibility, cost-effectiveness, and access to specialized expertise. Platforms that connect firms with freelance paralegals and legal secretaries, both domestically and internationally, provide options for tailored support based on the firm’s needs. Additionally, outsourcing legal work to contract attorneys or specialized organizations can optimize case management, reduce overhead costs, and improve workflow efficiency, benefiting profitability and allowing attorneys to focus on core legal work and client service. How can law firm owners identify unique opportunities for outsourcing in their specific practice areas to optimize efficiency and client service? Law firm owners can explore outsourcing opportunities based on their practice areas and operational needs to optimize efficiency and client service. By evaluating tasks that are not core to legal practice, such as IT, HR, or marketing, owners can identify areas where outsourcing can enhance operational effectiveness without compromising client experience. Understanding the unique demands of their practice areas and considering outsourcing options tailored to those needs can help law firm owners make informed decisions to streamline operations and drive growth. Conclusion Outsourcing can be a valuable strategy for small law firms to enhance efficiency, reduce operational bottlenecks, and optimize profitability. By carefully evaluating tasks, selecting the right vendors, and leveraging outsourcing opportunities in legal functions, firms can streamline operations, focus on core legal work, and deliver exceptional client service. Ultimately, embracing outsourcing as a strategic approach can empower law firm owners to build successful and sustainable practices.

Mark Neale, founder and chief executive of Mountain Warehouse - the outdoor clothing company - joins Will Bain for this episode of Big Boss Interview to discuss how conflict in the Middle East, tariff volatility and UK economic policy are affecting retailers and the wider economy.Disruption to global shipping routes is already pushing up costs for businesses importing goods from Asia. Prior to the latest US/Isarael war against Iran ,attacks on commercial vessels in the Red Sea had effectively closed the Suez Canal to many freight ships for nearly a year, forcing cargo to travel around the Horn of Africa instead. That detour adds roughly two weeks to delivery times and significantly increases freight costs. Neale says companies have built greater resilience into supply chains since the pandemic, but sustained disruption in from the latest conflict will eventually feed through into higher prices if the situation continues.Trade policy is creating further uncertainty due to the impact of American tariffs. Neale questions what such tariff policies are designed to achieve, arguing that no realistic trade regime is going to bring garment manufacturing back to the United States. He also says they've tried diversify away from Chinese made clothes as a result.The interview also examines the state of the UK economy. Neale argues the country has lost “the best part of a year of growth” because the government repeatedly emphasised how broken parts of the country were — from the NHS to the economy — without setting out a clear positive vision for growth. When the new administration arrived, he says, inflation and interest rates were already beginning to fall and there were early signs of recovery emerging. Neale compares the situation to a new chief executive taking over a struggling company: you acknowledge the problems, but you also need to rally the workforce with a plan.Hiring and labour regulation are another concern. Neale describes the government's proposed Employment Rights Bill as “the let's make it more difficult for people to get a job Bill”, warning that additional regulation may make businesses more cautious when recruiting. With around a million people in the UK currently out of work due to long-term sickness, he argues that policies which increase perceived hiring risk could make it harder for people trying to re-enter the workforce to get an opportunity.Competition for jobs is already intense. When Mountain Warehouse opened a new store in Wigan, 493 people applied for just ten roles, including more than 100 applicants for the store manager position alone. Neale says that when employers face such large applicant pools alongside stricter employment rules, they are more likely to choose the safest candidate — potentially shutting out those who most need a chance.Presenter: Will Bain Producer: Olie D'Albertanson Editor: Henry Jones00:00 Sean and Will start the show 01:45 Mark Neale joins BBI 02:28 From rollerblades to Mountain Warehouse 08:17 Freight concerns & Middle East disruption 11:38 Diversifying supply chain away from China 17:44 Government stamping out green shoots of recovery & lost year of growth 25:39 Employment Rights Bill impact & unintended consequences for hiring 29:33 De minimis, ideal high street & long-term confidence

Go to www.LearningLeader.com  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: Kat Cole is the CEO of AG1 (formerly Athletic Greens) and a renowned business leader known for a meteoric rise from Hooters waitress to Fortune 40 Under 40 executive. As former President/COO of Focus Brands (Cinnabon), she specializes in scaling global brands. Her career is defined by driving billions in sales, strategic innovation, and a strong, people-first leadership style. Key Learnings You can't market your way out of a bad product. AG1 has 3x'd the business in four years while being in only one channel (direct to consumer) for 15 years. 80% of retail is in brick and mortar, so they were doing that volume in less than 20% of where transactions happen. That only works when customers love the product, keep buying it for years, and tell their friends. Scale comes from trusted recommendations, not marketing spend. Real volume comes from people telling their friends, recommending it to their teams and companies. That's where real scale and sustainable growth comes from. Two questions guide every career decision. Is my work done here? Can someone else do what the company needs better than I can? If the answer to either is yes, that guides you toward pushing for change in your role, the way you show up, or finding the next opportunity. Sometimes the best move is the lesser-known role. Kat could have stayed running big franchise brands everyone knew (Cinnabon, Auntie Anne's), but becoming COO of the parent company, Focus Brands, was a bigger, more complex role. Lesser known, smaller team, bigger stretch, more learning. That bridged her into consumer packaged goods and got her ready for AG1. Consider financial needs, learning, and ego separately. Between financial needs, your ability to learn or contribute, and your ego or optics, there are questions you can ask yourself about a particular moment or opportunity that will help you be sharper in what you actually want versus what just looks like what's best next on the surface. The founder heard her on podcasts and asked for an introduction. AG1's founder heard Kat on a couple of podcasts, knew Sahil Bloom, and asked Sahil to make the intro. She just happened to be taking time off and had been a customer for two years. "You're interviewing for your next job every day." Whatever you do now, that choice of time, that tone of voice, that decision, how you show up or don't, creates an impact that leads to an experience and people's actions and then results. Eventually, it leads to the next thing. Showing kindness in the airport matters. A caring note to someone struggling, a teacher or stranger saying, "I see something in you," a compliment when someone's in a dark place. It helps people out of darkness. Or opportunistically, being the one who sent the email or made the ask means you're the one who got the opportunity. Don't burn bridges even when you feel wronged. When Kat was an executive at Hooters at 26, peers in their 50s and 60s would say things in meetings that weren't kind or appropriate. She would write letters expressing how it made her feel, but never sent them. She processed, reflected, and showed up professionally. Years later, those same people became advocates, partners, and references. Four key mindsets for senior leaders. Humility, curiosity, courage, and confidence. By the time candidates get to Kat, they've been vetted on technical capability. She spends time validating those four characteristics because leadership and style trickle far into the organization. Ask "if not for" questions to reveal humility. When someone tells you how they stood tall in tough moments, ask what enabled them to do those great things. They'll say, "I had access to this data, this team, this technical leader." Then ask: "If those people did not exist, if that resource did not exist, how would you have navigated that?" You peel back layers and see if they have the humility to acknowledge their success was due to critical factors. The best candidates do the job in the interview. When someone says, "If we're doing this, we'll absolutely need this person in this specific role," or they have people in mind they're bringing with them, that's a good sign. Hiring leaders who have people who are loyal to them shows something real. In reference checks, ask, "What does this person need to be successful?" It's a positive framing to get at what someone might lack or require around them to be effective. Help people answer "how should I think about this?" In a fully remote company, you have less context and fewer vibes. When you send a note about ending a product line or launching something you said you'd never launch, people's subconscious internal war is "how should I think about this?" Leaders should start communications with "here's how I think about this" or "here's how we should think about this." Sometimes the answer is to shut up and speak last. As teams get stronger, there's more weight on the few things the CEO says. Leave space for other leaders to lead. Kat removed herself from some meetings entirely because she has such great leaders and a strong culture. Pay attention to themes in criticism, not individual attacks. When competitors attack you, ask: Are there patterns? Is there something reflective of industry questions? Sometimes criticisms point to things you already do well but aren't communicating well enough. Comparison ads work short-term but don't build credibility long-term. Challenger brands use the playbook of "we're like the leader, but better/cheaper." Consumers see through it. People tell AG1, "I saw an ad comparing their product to yours, and they're clearly saying you're the leader." The rage bait is brief; the truth is long. Algorithms reward dopamine hits and rage bait. Something untrue or negatively spun can quickly become widely seen because the critique is brief and witty, but the explanation and truth are long. AG1 has more human trials on a single SKU than any other multi-ingredient product ever in the space, but that's harder to say in a sound bite. Don't criticize a car for not taking you to the moon. Someone criticized one of AG1's products for not doing something the product isn't supposed to do. When addressing criticism, clarify what the product is actually designed to do. Her husband will be the fourth person ever to row across three oceans. He's already rowed the Atlantic (set the US record as a pair) and the Caribbean. Now he's training for the Pacific. If he completes it, he'll be only the fourth person to have ever done it in the world.  It's about who you become while striving for the big thing. After her husband got rescued in the Caribbean, he questioned why he was doing this with two kids. But this pursuit is who he is, what drives him, it's inspiring for the kids, and it makes him a better person when he's home. It's about the journey and who you do it with. More Learning 476: Kat Cole - Raise Your Hand, Raise Your Voice 078: Kat Cole - Courage, Confidence, Curiosity, and Humility Reflection Questions Is your work done where you are? Can someone else do what the company needs better than you can? When interviewing someone, ask what enabled them to succeed in a tough moment. Then ask: if that team or resource didn't exist, how would you have done it differently? What communication this week needs context? Start with: here's what this means, what it's not about, and how we should think about it. Audio Timestamps 00:18 Meet Kat Cole  02:42 AG1's Growth Story: $160M to $500M+  03:28 Product-Led Growth Wins  05:57 Kat on Writing and Reflection  07:39 Two Questions for Every Career Move  12:25 How Kat Joined AG1  16:09 You're Always Interviewing  18:47 Neutralizing Opposition at Hooters  24:19 Hiring Great Leaders  27:43 Inside Executive Interviews  31:56 Reference Checks That Reveal Truth  32:52 CEO as the Storyteller  34:16 "How Should I Think About This?"  35:46 Speak Last, Empower Leaders  37:41 Handling Public Criticism  39:59 Separating Signal from Noise  44:49 Staying Focused Through Criticism 48:00 Champagne Question: Family First  48:45 Rowing Three Oceans  51:37 Who You Become on the Journey  56:14 EOPC

Marc Andreessen joins David Senra for a conversation about entrepreneurship, history, and what drives some of the world's most ambitious builders. In this conversation with David, Marc reflects on patterns he's seen across great founders, why many of them focus relentlessly on building rather than introspection, and how technology and entrepreneurship continue to shape the future.   Resources: David Senra Website: https://www.davidsenra.com X: https://x.com/davidsenra Show notes: https://www.davidsenra.com/episode/ma... Marc Andreessen X: https://x.com/pmarca a16z: https://a16z.com/author/marc-andreessen Substack: https://pmarca.substack.com   Stay Updated:Find a16z on YouTube: YouTubeFind a16z on XFind a16z on LinkedInListen to the a16z Show on SpotifyListen to the a16z Show on Apple PodcastsFollow our host: https://twitter.com/eriktorenberg Please note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Last year, Elon Musk's Department of Government Efficiency took a chainsaw to the federal government, slashing jobs and cutting programs in the name of eliminating waste, fraud, and abuse. While it did not reduce spending, current and former government officials tell CNN that some of the cuts are hampering government readiness amid the Iran war. Now, the government is looking to ramp up hiring again – but only with workers who align with the Trump administration's priorities. We hear from a former federal worker about how last year's cuts impacted her, and from an expert who says he's concerned about adding more political appointees to the mix.  For more: ‘A shell of our former self': How Trump and Musk's spending cuts are hampering US government readiness amid the Iran war  ---  Guests: Melissa Patsalides & Max Stier, Partnership for Public Service President and CEO  Host: David Rind  Producer: Paola Ortiz  Showrunner: Felicia Patinkin  Editorial Support: Tami Luhby Photo: Allison Robbert/AFP/Getty Images Learn more about your ad choices. Visit podcastchoices.com/adchoices

Dr. Feneisha Franklin spent a decade in corporate medicine before finding her door: a Direct Primary Care practice seven minutes from her house, owned by a retiring physician ready to pass the torch. She left her employer on a Friday. She owned Living Well Family Medicine on Monday.In this episode, Dr. Franklin breaks down what it actually takes to purchase an existing DPC practice: profit and loss statements, Medicare opt-out windows, non-compete clauses, legacy pricing, quarterly taxes, and the financial advisory team she credits with keeping her afloat in year one.This is one of the most practical financial conversations we have had on this podcast.What we cover:Evaluating a practice before you buyThe Medicare opt-out problem nobody warned her aboutBuilding a financial team before you think you need onePricing for legacy vs. new patientsGrowing sustainably without burning out your staffWhat physician joy actually looks like on the other sideDr. Feneisha Franklin is the owner of Living Well Family Medicine in Lexington, South Carolina. She is currently accepting new patients.Learn more at mydpcstory.com.Osprey CFO handles your DPC financial infrastructure so you can focus on patients and growth. Get your FREE Osprey + My DPC Story Financial Decision Tree HERE. Register for Hint Summit 2026: 4/8–11/26. Get $75 off w/ MYDPCSTORY through March 31 at summit.hint.com. DPC gives you autonomy. But autonomy without financial clarity becomes stress in disguise.Cash flow. Owner pay. Hiring timing. Tax strategy.These aren't afterthoughts. They're what protect your freedom long term.Contact Osprey CFO to see how they can help you handle the financial infrastructure of your DPC so you can stay focused on patients and growing your practice. Earn money WHILE running your DPC! Join SERMO for FREE today!Support the showGET your FREE MONTHLY BUSINESS TOOL DOWNLOAD Become A My DPC Story PATREON MEMBER! SPONSOR THE PODMy DPC Story VOICEMAIL! DPC SWAG!FACEBOOK * INSTAGRAM * LinkedIn * TWITTER * TIKTOK * YouTube

Are you failing to get hired because you lack talent, or because the system is broken? In 2026, hiring has become reactive and performative. Companies are chasing titles without defining roles, leaving talented professionals stuck in a cycle of burnout and "hiring failures." Today, we are joined by Stephanie Michelle Pimentel, the "LATAM Whisperer" and founder of Lumena Global Advisory.  From a background in forensic psychology to building a global advisory firm from scratch, Stephanie has navigated the complex world of U.S.–Latin American expansion with one core rule: Mindset before mechanics. Stephanie pulls back the curtain on why companies are struggling to hire and explains how you can position yourself as a bridge, not a bottleneck, in a global market. In this episode, we explore: ✅ The Hiring Truth: Why unclear roles and "performative leadership" are the real reasons behind hiring failures. ✅ The Cultural Superpower: How cultural intelligence and human-first leadership beat automation every time. ✅ Mindset Rewiring: Moving from "survival-mode" thinking to a leadership identity, especially for first-generation professionals. ✅ Execution over Hype: Why the professionals who translate strategy into action are the ones who will be indispensable in 2026. If you're tired of the "hiring hype" and want to understand how to build a career with integrity and global reach, Stephanie is your guide.   Topics covered: Stephanie Michelle Pimentel, Lumena Global Advisory, hiring truths 2026, LATAM business expansion, cultural intelligence in leadership, performative leadership, first-generation success, global job market trends, human-first HR, career reinvention, hard time finding work.  

A western anime localizer said that Japanese companies need to be "bullied" into allowing union actors and translators. Then we talk about how the creator of Gachiakuta told western shippers to p*ss off.Watch the podcast episodes on YouTube and all major podcast hosts including Spotify.CLOWNFISH TV is an independent, opinionated news and commentary podcast that covers Entertainment and Tech from a consumer's point of view. We talk about Gaming, Comics, Anime, TV, Movies, Animation and more. Hosted by Kneon and Geeky Sparkles.Get more news, views and reviews on Clownfish TV News - https://more.clownfishtv.com/On YouTube - https://www.youtube.com/c/ClownfishTVOn Spotify - https://open.spotify.com/show/4Tu83D1NcCmh7K1zHIedvgOn Apple Podcasts - https://podcasts.apple.com/us/podcast/clownfish-tv-audio-edition/id1726838629

The Constitution Study with Host Paul Engel – The House Oversight Committee has been busy lately, subpoenaing Attorney General Pam Bondi and issuing reports about Minnesota Governor Walz and Attorney General Ellison, not only knowing about the fraud in their state, but covering it up. What are those in Congress gonna do? Looks like nothing. Republicans in Congress have been promoting the SAVE Act...

March 13, 2026: Most companies are cutting headcount to fund AI — but do they actually know what AI costs? When agentic AI runs autonomously overnight, the compute bill can hit $120,000 to $270,000 a year. Add hidden infrastructure costs running 200 to 400 percent above vendor quotes, plus the human oversight that never goes away, and the "AI is cheaper than people" math falls apart fast. Meanwhile Elon Musk is going the other direction — Tesla is increasing headcount while Atlassian and Block are cutting thousands, betting that output per human will get "nutty high." And an AI agent autonomously applied for 278 jobs this week, nearly got hired, and is still running. HR has no governance framework for any of this. Today's episode is about the gap between what organizations think AI costs, what it actually costs, and who's responsible for closing that gap.

Ready to churn less and win more?

The Drive argued about Kansas State fans are right or wrong to feel a little bit underwhelmed by the hiring of Casey Alexander.

Hiring processes are full of design choices that nobody ever questions. Requirements that sound reasonable but aren't defined. Formats that have stayed the same for decades. Onboarding systems built for one type of learner. Talented people are being screened out, not because they can't do the job, but because of how the process itself is designed. These aren't people failures; they're design failures that quietly exclude the people organisations most need. So how do we actually design hiring in a way that works for everyone? My guest this week is Theo Smith, author of the new book Designed for Humans: Rethinking Work in the Age of AI. In our conversation, he shares practical ways to spot and fix the system design flaws hiding in plain sight across the hiring process. In the interview, we discuss: Why people aren't always the problem The hidden barriers in job ads Probation periods as red flags Why structured interviews still fail How people mask gaps at work AI is accelerating flawed system design. Onboarding as a critical failure point Designing workplaces for humans Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Send a textEver wonder about the roles and responsibilities within a business? This video explores the concept of infinite entrepreneur roles across various industries. We discuss how `business documentation` can help define these roles, leading to increased `productivity` and helping you save time and money.This video explains how to hire for different business roles based on personality and job needs. It breaks down sales roles versus brand manager roles, including drive, impatience, and follow-through. Learn how founders use personality profiling, role fit, and hiring platforms to scale teams correctly.#HiringTips #BusinessLeadership #TeamBuilding #SalesHiring #founderadvice --------------------------------------------------------------------------Want free resources? Dowload our Free Amazon guides here:2026 Q1 Repeat Buyer Formula: https://bit.ly/47KJmOd2026 Amazon PPC Guide: https://bit.ly/4lF0OYXGrowth Email Marketing Strategies: https://hubs.ly/Q04457QF0Amazon Proft Margin Defense 2026: https://hubs.ly/Q042trRH0Amazon SEO Toolkit 2026: https://bit.ly/4oC2ClTAmazon Seller Strategy Report 2026: https://bit.ly/3YN1RME2026 Ecommerce Website & SEO Readiness Checklist: https://hubs.ly/Q040Jg0M0Amazon Crisis Kit: https://bit.ly/4maWHn0TIMESTAMPS00:00 – Why hiring depends on role fit00:45 – Infinite roles inside a business01:30 – What makes a strong sales hire02:35 – Why impatience matters in sales03:30 – Account executive vs brand manager04:20 – Traits needed for client management05:15 – Tradeoffs in every personality type06:10 – Hiring for culture and consistency07:00 – Where to find sales vs brand talent07:55 – Managing people based on personality________________________________Follow us:LinkedIn: https://www.linkedin.com/company/28605816/Instagram: https://www.instagram.com/stevenpopemag/Pinterest: https://www.pinterest.com/myamazonguys/Twitter: https://twitter.com/myamazonguySubscribe to the My Amazon Guy podcast:My Amazon Guy podcast: https://podcast.myamazonguy.comApple Podcast: https://podcasts.apple.com/us/podcast/my-amazon-guy/id1501974229Spotify: https://open.spotify.com/show/4A5ASHGGfr6s4wWNQIqyVwSupport the show

Suresh Martha, Head of Data Driven Innovation and Analytics at EMD Serono, joins The Tech Trek for a practical conversation on what leadership looks like when your team is asked to take on new technical capabilities. This episode is about extending team impact, evaluating new tools, building credibility with stakeholders, and leading through change without pretending to be the deepest expert in every domain.For data leaders, analytics managers, technology executives, and operators, this conversation gets into the real work behind capability building. Suresh breaks down how to assess whether a new technology is worth pursuing, when to start with a pilot, how to upskill internal talent, and how to hire for skills your team does not yet have.In this episode• How to evaluate whether a new tool or technology actually adds business value• Why small pilots help leaders build trust before asking for larger investment• What it takes to lead technical work you have not personally done yourself• How to hire for capabilities your team does not yet have• Why business context and data knowledge still matter as much as technical depthTimestamped highlights00:04 Extending technical impact as a leader when new capabilities land on your team03:37 A simple framework for evaluating new tools, investment, and fit05:28 Hiring for skills your team does not yet have07:44 Upskilling as a leader so you can guide the work with confidence12:06 Managing experts whose technical depth goes beyond your own15:21 Making room for learning and experimentation while still deliveringStandout lineAs long as I understand the intricacies and can explain that, that is what matters, especially for a leader.A practical takeawayStart small. Pick a real business problem. Run a focused pilot. Measure the outcome. Earn the right to scale.Follow The Tech Trek for more conversations with leaders building teams, systems, and technical capability inside modern businesses.

Hiring a sales rep can help you grow faster.It can also create a mess if you do it too early or without the right systems in place.In this episode, we break down what painting business owners need to get right before bringing on a sales rep: when the timing makes sense, what responsibilities the role should actually own, how to structure compensation, and why your first rep should be more than just an order taker.We also get into one of the biggest mistakes owners make: hiring before they've documented the process, built a real onboarding system, or defined what success looks like.If you're trying to decide whether it's time to hire, or you want to avoid an expensive mistake, this episode is worth the listen.

In this solo episode of the Ecomm Breakthrough Podcast, host Josh Hadley shares his proven framework for hiring senior leadership in ecommerce. Drawing from personal experience, Josh outlines the costly pitfalls of bad hires and emphasizes the value of securing top 1% talent. He details a structured, three-part interview process focused on track record, culture alignment, and role competence, offering actionable tips for assessing candidates. Josh also discusses the legal and financial implications of hiring, underscoring the importance of systems and focus for business growth. The episode concludes with a call to share and review the podcast.Hiring the wrong person can be a costly "hiring mistake" for any business, impacting your bottom line significantly. This video dives into effective "recruitment" strategies and a robust "hiring process" to help you avoid these pitfalls. Learn about crucial "interview questions" and how to "how to hire" the right talent to propel your e-commerce brand forward.

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What does the messy, behind-the-scenes reality of building a group practice look like? How do you balance optimism with caution when hiring your very first clinician? Once the right person […] The post Building Great Lakes Online Counseling Week 11: Hiring and Automation | POP 1353 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

If you've grown your business beyond a solo practice with a small team, you've likely learned the hard way that one bad hire can derail momentum, create internal chaos, and hold your entire business hostage.In this episode, I'm excited to have leadership expert, author, and HR strategist Tom Healy on the podcast. Tom has worked with high-performing organizations, including the U.S. Navy, Harvard Medical School, and Fortune 500 companies, and he's spent decades helping businesses scale the right way — with structure, accountability, and culture at the center.We unpack the mistakes founders make when hiring too fast, how poor performers slowly sabotage organizations, and the exact systems you need to have in place to prevent one person from controlling your business.3 of the biggest insights from Tom …#1.) It's Okay to Overpay for A-Players The cheapest hire is often the most expensive mistake. High performers operate like owners, stay longer, and eliminate the hidden cost of turnover. Paying above market isn't reckless, it's strategic.#2.) Poor Performers Will Hide When There's No AccountabilityIf you don't have clear KPIs, you don't have leverage. Vague feedback creates arguments. Objective metrics create clarity. A-players want coaching. B and C players resist it.#3.) No One Should Be Able to Hold Your Business HostageWhen all knowledge lives inside one person's head, you're exposed. Document systems. Build an internal knowledge center. Consider fractional talent. Structure creates freedom.SHOW NOTEShttps://bradleyjohnson.com/159FOLLOW BRAD JOHNSON ON SOCIALTwitterInstagramLinkedInFOLLOW DBDL ON SOCIAL:YouTubeTwitterInstagramLinkedInFacebookDISCLOSURE DBDL podcast episode conversations are intended to provide financial advisors with ideas, strategies, concepts and tools that could be incorporated into their business and their life. No statements made in the episode are offered as, and shall not constitute financial, investment, tax or legal advice. Financial professionals are responsible for ensuring implementation of anything discussed related to business is done so in accordance with any and all regulatory, compliance responsibilities and obligations. The Triad member statements reflect their own experience which may not be representative of all Triad Member experiences, and their appearances were not paid for. Triad Wealth Partners, LLC is an SEC Registered Investment Adviser. Please visit Triadwealthpartners.com for more information. Triad Wealth Partners, LLC and Triad Partners, LLC are affiliated companies. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

When seasoned AI builder and inventor Lohith Naidu teamed up with a recruitment veteran, they created Hireko.ai, a “digital twin” recruiter that can see facial expressions, hear tone, and hold human‑like conversations with thousands of candidates at once. On this episode of Marketer of the Day, Lohith explains how Hireko helps enterprises move beyond identical, AI‑written resumes by running smart video interviews that reveal who candidates really are, not just what their CV says. https://youtu.be/EiDuhzX2-j0 Lohith shares how his experience at Amazon, Microsoft, Roblox, and Bing prepared him to build ultra‑fast conversational AI and how his co‑founder's 20 years in recruiting exposed the bottlenecks of traditional hiring. He also opens up about “micro sufferings," the long nights, overlapping full‑time work and startup life, and the mental strain of solving hard problems and how those struggles built the resilience behind Hireko. Looking ahead, he believes AI won't replace humans, but that people who know how to use AI will replace those who don't. Quotes: “AI isn't here to replace humans; it's here to amplify the humans who are willing to learn it.” “Resumes are starting to look the same because AI writes them, real conversations and real faces are where the true differences show up.” “Every late night, every hard problem, and every micro suffering compounds into the one thing no one can copy: your experience.” Resources: Lohith Naidu on LinkedIn Hireko AI

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