Podcasts about Hiring

Can you help me make more podcasts? Consider supporting me on Patreon as the service is 100% funded by you: https://EVne.ws/patreon You can read all the latest news on the blog here: https://EVne.ws/blog Subscribe for free and listen to the podcast on audio platforms:➤ Apple: https://EVne.ws/apple➤ YouTube Music: https://EVne.ws/youtubemusic➤ Spotify: https://EVne.ws/spotify➤ TuneIn: https://EVne.ws/tunein➤ iHeart: https://EVne.ws/iheart BYD OPENS 9,000-PLUS SHENSHAN ROLES https://evne.ws/iurtf CHINA JULY NEV SALES SEEN AT 980,000 https://evne.ws/9b92f FORD AND GEELY SET UP VALENCIA JV https://evne.ws/f60zy LYNK & CO 07 GT TARGETS A GAP https://evne.ws/lykpg XIAOMI MATCHES LI AUTO AT CATL https://evne.ws/k2b9o XPENG G6 HITS 200,000 GLOBAL DELIVERIES https://evne.ws/ifdtp IM MOTORS DEALER CRISIS HITS TRUST https://evne.ws/fa1ms

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Michael Uadiale.

In This Episode of Business Lunch: Not every problem in your business is yours to fix. Roland Frasier and Ryan Deiss break down how to tell a seasonal slump from a fire you actually started, why the easy and obvious moves matter most when the numbers dip, and how AI written resumes are quietly breaking hiring for small businesses. Plus the internal recruiter role they think every growing company is about to need.Chapters:0:00 Welcome back from a 30 day vacation1:46 Why rest is actually productive work3:20 When do you let the dumpster fire burn?4:52 Internal vs external: what you can and cannot fix6:00 Control what you control: lead flow and double booking6:51 Do the easy and obvious things well15:07 Red vs yellow metrics on the scorecard20:46 Theory of constraints: which fire to fight first22:47 Why small businesses aren't hiring: the AI resume problem25:01 How to interview when AI writes every resume30:20 The pre interview email that filters out a third of applicants31:53 The rise of the internal recruiterListen to Business Lunch:Apple Podcasts: https://podcasts.apple.com/us/podcast/business-lunch/id1442654104Spotify: https://open.spotify.com/show/0iWSA89TaD263zhXETdSvZRoland Frasier:Instagram: https://www.instagram.com/rolandfrasier/LinkedIn: https://www.linkedin.com/in/rolandfrasier/TikTok: https://www.tiktok.com/@rolandfrasierFacebook: https://www.facebook.com/RolandFrasierPage/More: https://msha.ke/rolandfrasier/Ryan Deiss:Instagram: https://www.instagram.com/ryandeiss/LinkedIn: https://www.linkedin.com/in/ryandeiss/X: https://x.com/ryandeissScalable: https://www.scalable.coMentioned in this episode:Build Your CEO DashboardGet one report every week of the key metrics you need to know with the CEO Dashboard!CEO Dashboard

Travis Kalanick joins TBPN to discuss Atoms, his vision for industrial AI, and why he believes the biggest opportunities in AI lie beyond software. He explains how Atoms is bringing autonomy to mining, logistics, and food production, why robotics will reshape physical industries, and how lower costs and greater automation could unlock entirely new economic opportunities. Travis also reflects on raising $1.7 billion, building in stealth, regulation, hiring, and what he's learned since Uber.   Resources Follow Travis on X: https://x.com/travisk Follow TBPN on X: https://x.com/tbpn   Stay Updated: If you enjoyed this episode, be sure to like, subscribe, and share with your friends! Find a16z on X: https://twitter.com/a16z Find a16z on LinkedIn: https://www.linkedin.com/company/a16z Listen to the a16z Show on Spotify: https://open.spotify.com/show/5bC65RDvs3oxnLyqqvkUYX Listen to the a16z Show on Apple Podcasts: https://podcasts.apple.com/us/podcast/a16z-podcast/id842818711 Follow our host: https://x.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 http://a16z.com/disclosures. 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.

"Not everything your body is telling you is a symptom that needs to be fixed. Sometimes it's grief." In this episode, Heather shares a deeply personal reflection on what happens when you outgrow the pain, patterns, and identities that once helped you survive but no longer support where you're going. She explores the uncomfortable process of letting go of old stories, relationships, expectations, and the versions of ourselves we've worked so hard to become. From business lessons and the cost of giving away your own authority to the grief that surfaces when your body finally feels safe enough to release what it has been holding, this episode is an honest exploration of healing, growth, and reinvention. What to listen for: ☑️ The story of "I don't know how to market myself," and how Heather lost her voice ☑️ Why women sabotage themselves through overdoing and taking on too much ☑️ Outsourcing your confidence and intuition, and trusting when things feel off   "I've had a vision of making a bigger impact. It hasn't happened. The reason why it hasn't happened is that I went down a rabbit hole believing other people could solve my problem because I believed their words, not their behavior." ☑️ Investing in the people who are actually in the arena, truly doing their own work ☑️ Sticking with things long enough to allow them to start gaining momentum ☑️ If you don't want to do the hard work in business, then get a job   "Hiring marketing people for my team and then outsourcing my power and my confidence in them cost me so much fucking money, and it almost killed me." ☑️ Listening to your body when it starts communicating that something isn't right ☑️ The reason why the Universe puts things in front of your face until you're ready to listen ☑️ Why our grief is often about who we were when we were with the ones we lost   "When I looked at those panic attacks, I kept thinking, 'What is this?' I truly believe that my body was letting go because it felt safe in the middle of the night. That was when I was at rest, and it was letting go of these old stories." ☑️ Committing to no longer struggling and being done with people who don't show up ☑️ Time under tension triggers disease, which is why it's essential to process your feelings ☑️ When you deeply trust yourself, life challenges start to feel less scary *** For those of you who are ready to stop feeling drained, overextended, and out of alignment… join me inside the Energetic Time Management Accelerator, a focused experience designed to help high-achieving women uncover what's draining them, clarify what truly matters, and create a simple plan that fits their life. We'll pinpoint your biggest time + energy leaks, identify the top areas to focus on for quick momentum, and map out exactly what to let go of so you can reclaim your energy, your time, and your joy. Ready to make your time work for you without adding more to your plate? Join the Energetic Time Management Accelerator: www.heatherchauvin.com/time Explore the top episodes listeners come back to when they're stuck, burned out, or standing at the edge of a big shift: www.heatherchauvin.com/10 Follow Heather on Instagram: www.instagram.com/heatherchauvin_

Financial advisors are being pitched new AI tools almost every day.The promise is simple: more automation, better client service, and fewer hours buried in administrative work.But adding AI to a fragmented technology stack doesn't automatically make your business smarter. If your client data is incomplete, trapped inside disconnected systems, or flowing through tools you haven't properly vetted, AI may amplify the problems you already have.Today, I'm talking with Triad's Chief Technology Officer, Quin Kilgore, to explore why the next era of advisor technology won't be won by the firm with the most software.We discuss why the tools that helped build your firm may not be the tools that carry it forward, where convenience can create hidden compliance risks, and how AI could reshape everything from marketing attribution and advisor coaching to client events and everyday operations.3 Insights From This Week's Episode…#1.) The Hidden Risk Beneath Every AI Tool Advisors tend to focus on what a new AI tool can do. But the bigger risk may be hiding in incomplete client records, fragmented systems, and unclear data policies. We explore why AI adoption can make weaknesses in your firm's foundation much harder to ignore.#2.) Why Today's Tech Stack May Become Tomorrow's BottleneckFor years, advisory firms built their businesses around software that was expensive to customize and painful to replace. Quin explains how quickly that equation is changing, and why advisors may need to reconsider what a “core” technology system even looks like.#3.) The Client Intelligence Advisors Are Leaving BehindYour client conversations contain far more valuable information than a traditional fact finder can capture. We explore what becomes possible when that information can be organized, understood, and used throughout the firm.INTERESTED IN TRIAD'S AI MASTERMIND?Triad's AI Advisor Lab, led personally by Michael Hyatt, is built for financial advisors who want to cut through the hype, apply AI more effectively, and stay ahead as the industry evolves. Apply here to see if the mastermind is the right fit for your firm: https://bradleyjohnson.com/178-ai-advisor-labSHOW NOTEShttps://bradleyjohnson.com/178FOLLOW 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. TP07265629240See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HVAC Know It All Business Edition Podcast, co-hosts Gary McCreadie and Furman Haynes from WorkHero sit down with Cornelio Martinez, Owner at Maize Mechanical, he shares the journey of building a successful HVAC business by focusing on relationships, strategic hiring, and long-term growth instead of chasing rapid expansion. He explains how partnerships, mentorship, and investing in apprentices helped him scale sustainably while navigating the challenges of staffing, sales, and business operations. The conversation also explores his vision for contractor co-ops, workforce development, and how small businesses can compete with large private equity-backed companies. Cornelio Martinez is an advocate for electrification, workforce development, and sustainable business growth. After starting as a subcontractor, he strategically grew his company through partnerships, mentorship, and investing in apprentices. Today, he's passionate about helping independent contractors build stronger businesses while creating more opportunities for the next generation of skilled trades professionals.   Expect To Learn: Why strategic partnerships can accelerate business growth. How to know when it's time to hire employees instead of subcontractors. The pros and cons of using subcontractors versus building an in-house team. Why investing in apprentices creates long-term business stability. How transparency impacts customer sales conversations. The biggest financial lessons every growing contractor should understand. How contractor co-ops could help small HVAC businesses compete with larger organizations.   Timestamps: 00:00 – Introduction 00:44 – When Is the Right Time to Hire Your Next Employee? 01:53 – Learning from Mentors and Building Strategic Partnerships 03:07 – Growing Through Relationships Instead of Marketing 03:34 – Subcontractors vs. Hiring Your Own Apprentices 04:08 – Why Investing in Employees Pays Off Long-Term 06:49 – Scaling Without Overextending Your Business 07:37 – Avoiding Technical Overload During Sales Conversations 08:59 – Selling with Logic, Emotion, and Trust 11:54 – Competing with Private Equity Through Collective Buying Power 12:38 – Streamlining Operations and Holding Contractors Accountable 13:54 – Final Thoughts   Follow our Guest Cornelio Martinez: LinkedIn: https://www.linkedin.com/in/cornelio-martinez-38660b40/  Instagram: https://www.instagram.com/corneliomartinez/  Company Website: https://maizemechanical.com/  Company Facebook: https://web.facebook.com/people/Maize-Mechanical/61556354961579/#    Follow Gary McCreadie: LinkedIn: https://www.linkedin.com/in/gary-mccreadie-38217a77/  Website: https://www.hvacknowitall.com  Facebook: https://www.facebook.com/people/HVAC-Know-It-All-2/61569643061429/  Instagram: https://www.instagram.com/hvacknowitall1/    Follow Furman Haynes:  LinkedIn: https://www.linkedin.com/in/furmanhaynes/  WorkHero: https://www.linkedin.com/company/workherohvac/  Instagram: https://www.instagram.com/workhero__/

A profitable med spa can still be hard to scale, and even harder to sell. When the owner is responsible for every major decision, key patient relationships, team oversight, and day-to-day problem solving, the business carries more risk than the financials may initially show.  In this episode, I sit down with Annie Robertson Hockey, president of Skytale Group, to talk about what makes a medical aesthetics or wellness practice more valuable over time. We cover owner dependence, scalable systems, clean financial reporting, revenue concentration, team incentives, and the operational work that gives practice owners more options as they grow.  A Valuable Practice Can't Depend on One Person  Many practice owners become the center of the business without realizing how difficult that makes the next stage of growth. They approve the decisions, solve the team problems, manage important relationships, and step in whenever something breaks. That may work for a period of time, but eventually the owner becomes the bottleneck.  Start paying attention to where the practice still relies heavily on you. Which decisions come back to your desk? Which patients only want to see you? What happens when you take a week off? Those questions matter whether you are thinking about a future exit, adding locations, or simply trying to create more space in your own role.  From a buyer's perspective, owner dependence is risk. From an operator's perspective, it also limits how much the practice can handle without adding more stress at the top.  Build Systems Before Growth Exposes the Gaps  A process that works for one location or a small team may fall apart at twice the volume. Practice owners need to look ahead and ask whether the current operation could support two, five, or even 10 times the activity without creating chaos.  That means taking a closer look at the parts of the business that affect consistency, risk, and repeatability:  Reduce dependence on a single provider, location, treatment, or revenue stream  Document the operational systems that drive consistent patient experiences  Track where new patients come from instead of relying on assumptions about marketing performance  Build HR and sales processes that can function without constant owner involvement  Review key performance indicators over time instead of reacting to isolated monthly results  Automate repetitive processes when technology can improve consistency and reduce administrative burden  Assign clear ownership to major functions across the team  Pick an area that is creating friction, give it focused attention, and improve the process before moving on to the next one. A quarter spent strengthening one important function can be far more productive than trying to fix 10 things at the same time.  (00:07:54) Framework for expansion and exit (00:10:25) Building enterprise value (00:16:48) Thinking in scalable systems (00:20:37) Managing revenue concentration risk (00:24:44) Defining clean financial data and metrics (00:37:20) Tying incentives to controllable actions (00:42:51) Managing HR and sales processes  Your Financial Reports Should Help You Explain the Business  Clean financials are not just about accurate bookkeeping. You should be able to look at your reports, identify the major trends, and explain what is driving the numbers. A buyer will want to understand whether growth came from a stronger marketing cohort, a new provider, one unusually productive location, a change in treatment mix, or something else entirely. You should want that same clarity as the owner. Without it, you are making decisions based on a snapshot instead of understanding how the business is actually changing.  This is where trend analysis and a focused set of key performance indicators become useful. Track the metrics that help you make decisions, review them consistently, and stop collecting data simply because you can. More reporting does not automatically create better management.  The Team Has to Be Able to Carry More of the Business  Scaling exposes team issues that are easier to work around when the practice is smaller. Hiring, training, performance management, HR processes, and incentive plans all need more structure once the owner can no longer oversee every interaction. Pay particular attention to incentives. Employees should be rewarded for outcomes they can actually influence, with clear expectations and measurable responsibilities behind the plan.   As the practice matures, capable leaders, documented processes, reliable financials, and a team that can operate without constant owner involvement make the business easier to expand, easier for a buyer to evaluate, and less dependent on you. Follow Shannon & Keep What You Earn:   Shannon Weinstein is the founder of a fractional CFO firm specializing in helping 7-figure aesthetics and wellness practices scale with clarity, cash flow, and confidence.  Shannon is committed to helping med spa owners understand, fix, and maximize their business's enterprise value, offering actionable advice and resources, including a popular free video series specifically for aesthetics practice owners.  Connect with Shannon: Fractional CFO Services and Executive Financial Review: https://www.keepwhatyouearn.com/  Connect with Shannon: https://www.linkedin.com/in/shannonweinstein  Watch full episodes: https://www.youtube.com/@KeepWhatYouEarn  Listen on your favorite podcast app: https://pod.link/1580071347  Instagram: https://www.instagram.com/shannonkweinstein/  The information shared is for educational purposes only and is not individualized financial advice. Aesthetics practice owners should consult a qualified professional before implementing financial strategies discussed here.  About Annie Robertson Hockey:  Annie Robertson Hockey is the President of Skytale Group, a boutique investment banking, management consulting, and private capital firm. Prior to Skytale, Annie co-founded and served as co-CEO of Column, a nationally chartered infrastructure bank, where she currently serves as an Advisor and Board Member. She previously worked at Bain & Company, Goldman Sachs, and was an early employee at several Silicon Valley startups. Annie graduated with honors from both Stanford University and the Stanford Graduate School of Business, where she was an Arjay Miller Scholar. She also serves on the board of a nonprofit focused on remediating youth economic inequality and advises the Stanford Technology Ventures Program and Stanford Women in Tech Entrepreneurship, supporting the development of female leaders.  Connect with Annie and Skytale Group:  Website: www.skytalegroup.com  Email: info@skytalegroup.com  Phone: (945) 235-7850 

The Hiring Crisis, TikTok Training and Gen Z Perfectionism. PLUS How to Keep Quiet Teams Motivated Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture, brought to you by the HubSpot Podcast Network. In this episode of This Week in Work, business owner Al Elliott and Chartered Occupational Psychologist Leanne Elliott break down why fewer than half of recruitment processes actually succeed, why TikTok-style L&D might be sabotaging employee memory, and how economic pressure is driving an epidemic of Gen-Z perfectionism. Plus, in Truth or Lie, we test the psychological myth: Can you bullshit a bullshitter?

Like the show? Show your support by using our sponsors.Need to update your shop systems and software? Try Tekmetric HERELaunch your tool game to the next level with Launch Tech USA! HERERecorded at Tools in Hershey, Pennsylvania, Jeff sits down with Josh Coomes of Auto Shop Therapy and technician Brian Ramsburg to discuss the realities of running a modern repair shop. Brian reflects on more than 18 years in the trade, the challenges of being a solo technician, and why he enjoys variety in his work, while Josh shares his customer-first approach, leadership lessons, and the importance of protecting a shop's reputation. Together, they explore diagnostics, pay plans, hiring, training, and building a culture that values quality over speed.Timestamps:00:00 Listen or Become a Liability 00:35 Tools in Hershey Introduction 02:37 Brian's Career Journey 04:18 Owning a Job vs. Owning a Shop 07:42 Customer Empathy and Service Standards 09:21 Turning Away Older Vehicles 14:48 Favorite Types of Repairs 18:02 Why They Avoid European Vehicles 19:40 Shop Scheduling and Profitability 21:56 Technician vs. Owner Priorities 25:38 Working Relationship Challenges 28:28 Hiring and Leadership Lessons 36:20 Mentoring and a Proof-Based Culture 40:41 Pay Plans and Team Morale 42:03 The Starter Diagnosis Debate 45:41 The Stress of Being the Only Technician 48:50 Quality Control vs. Book Time 52:40 Shop Standards and Fair Productivity 55:27 Workflow and Imperfect Data 58:51 Flat Rate Pressure Stories 01:05:10 Hiring Through Working Interviews 01:10:23 Charging Properly to Grow 01:12:44 Final Advice and Closing Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

What happens when someone asks ChatGPT, Claude, or Perplexity to recommend an expert in your industry? Does your name appear, or does your competitor get the opportunity?In this episode, Holly welcomes award-winning PR strategist, former U.S. diplomat, and Small Business PR host Gloria Chou back to the podcast for a timely conversation about PR, AI visibility, and the changing way customers discover brands.You'll learn how podcast interviews, media mentions, expert quotes, and other third-party features can strengthen your authority signals. Gloria also shares how she uses Perplexity, ChatGPT, and Claude for different parts of her business and how entrepreneurs can use these tools to research relevant angles, write stronger pitches, and compete with larger brands without a massive PR budget.00:00:49 — The question every entrepreneur should ask about AI recommendations00:02:14 — Gloria Chou shares what building a life-first business means to her00:03:28 — How AI is changing discovery, trust, and purchasing decisions00:04:39 — Why PR features can become powerful authority signals00:06:02 — The opportunity for small businesses to compete with major brands00:07:40 — How AI tools are making PR research and pitching more accessible00:08:36 — Using Perplexity to find trends, angles, competitors, and podcasts00:10:31 — Why specific data makes a pitch more compelling00:12:14 — The two elements every strong pitch needs: specificity and relevance00:14:30 — Gloria's CPR pitching method explained00:15:29 — What to prioritize when you only have a few hours for visibility00:17:42 — How to find PR opportunities through HARO, Substack, and social media00:20:26 — How Gloria uses Claude, ChatGPT, and Perplexity in her business00:23:36 — Why AI visibility creates an opportunity for quieter, smaller brandsCONNECT WITH GLORIA:Website: https://gloriachoupr.com/Instagram: https://www.instagram.com/gloriachoupr/

In this episode of The Capital Raiser Show, Richard C. Wilson sits down with David McWhorter and his son Nathan McWhorter, founder and next-generation leader of McWhorter Steel, for a fireside chat on building a multi-generational construction business from a garage startup to a 75-person operation, navigating family dynamics in business, and competing against publicly traded giants through automation and strategic focus. David shares how he walked away from a Northrop job offer on his 22nd birthday with no backup plan, and built a steel fabrication company worth tens of millions by reinvesting aggressively, trusting great people, and never losing the discipline instilled by years in the military. The conversation dives into scaling a capital-intensive, cyclical business, the mindset shifts that unlocked growth beyond the $10M plateau, the competitive edge of bringing detailing in-house from Thailand, and what it really takes for the next generation to earn authority inside a family business. Topics covered include: Starting a business with no backup plan and no safety net at 22 Reinvesting into equipment and facilities over lifestyle as a growth engine Competing against large public companies through automation and efficiency Opening an in-house detailing operation in Thailand as a game-changing edge The mindset shift that broke through the revenue plateau Learning to trust your team instead of controlling everything Working backwards from revenue goals to determine bid volume Hiring the right person at the right time in a bootstrapped family company Nathan's approach to earning authority through humility and producing results Grooming the next generation without removing the hunger to succeed What actually gets a busy decamillionaire CEO to respond to an outreach The Capital Raiser Show brings together billionaire investors, family offices, elite entrepreneurs, and capital allocators to discuss investing, scaling, strategic growth, and wealth creation. Subscribe for more interviews with top investors, founders, family offices, and industry leaders.

Anika sat down with Deanna Dolecki and Ashley Ruggeri to explore how they built a thriving, 100% virtual boutique agency by leaning into radical authenticity. The conversation revealed how their Gen X and Millennial dynamic fuels their strategy, why hiring for intangibles matters more than a resume, and how they cut through the digital noise with unscripted banter on their podcast, Ducks Unplugged.In This EpisodeThe origin story of Blue Duck Agency and how a "no-meeting Wednesday" led to a radical rebrandWhy Deanna hires for "intangibles" and how asking about high school grades reveals a candidate's true characterAshley's transition from buttoned-up banking to thriving in the "gray area" of agency lifeLaunching the Ducks Unplugged podcast as a business strategy and creative testing groundHow Gen X and Millennial perspectives complement each other in leadership and marketing strategyThe truth about hustle culture and how different generations brand their work ethicWhy generative AI (like Deanna's ChatGPT, "Janice") is a tool, not a replacement for human creativityBrainstorming on the fly: Pushing boundaries with brands like Netflix and TupperwareTimestamps00:00 Introduction: Building businesses around radical authenticity 01:42 The origins of Blue Duck Agency and diverse career paths 05:24 Hiring for the "gray area" and the importance of intangibles 10:10 Launching the Ducks Unplugged podcast to differentiate the agency 18:48 The Gen X and Millennial dynamic: Bridging the generational gap 23:24 The Blue Duck rebrand: Standing out in a sea of yellow ducks 26:51 The "hustle culture" rebrand and generational work ethics 36:31 Balancing radical honesty with professional boundaries and real-time feedback41:25 Generative AI in marketing: Why human creativity still wins 45:36 Pitching Netflix a "binge pass" and other pop-culture brand moments 50:48 Favorite quotes and life mantrasKey Insights & TakeawaysInsight 1: Authenticity is a Differentiator In a crowded agency landscape where everyone offers similar services, clients buy the people. Creating unscripted, imperfect content like Ducks Unplugged lets prospects experience the team's chemistry, humor, and problem-solving skills before they ever book a discovery call. Perfect polish is out; relatable authenticity is in.Insight 2: Hire for Intangibles Over Resumes Resumes get you in the door, but character keeps you in the room. By asking candidates to talk through their intentions and past choices—even going back to high school—you learn how they navigate challenges, communicate, and fit into a remote, tight-knit culture.Insight 3: Generational Differences Are a Strategic Asset The contrast between Gen X (Deanna) and Millennial (Ashley) perspectives creates richer marketing strategies. Instead of clashing, these diverse viewpoints—from how they view hustle culture to how they consume media—ensure that campaigns resonate across different age demographics.Insight 4: AI is a Tool, Not a Strategy While generative AI is great for efficiency and thought starters, it cannot replace human experience. Relying too heavily on AI leads to homogenized marketing where everyone sounds the same. The human element, drawn from real-world experience and cultural nuance, is what makes campaigns actually convert.Insight 5: Embrace the "Gray Area" Having team members who thrive in the gray—testing, trying, and innovating without a guaranteed outcome—is crucial for an agency's evolution. Not every podcast segment or marketing test will work (like a blind dating show for marketing channels), but giving your team the freedom to test is how you find the strategies that stick.Resources & Links MentionedBlue Duck AgencyDucks Unplugged PodcastDirect Mail Marketing (and why it's making a comeback)About Deanna Dolecki & Ashley RuggeriDeanna Dolecki is the President of Blue Duck Agency, a boutique female-founded marketing agency. As a Gen X woman stepping into a new life phase with college-age kids and a post-marriage reset, she brings a perspective shaped by over 25 years of building a career, leading teams, and building brands. Known for leading with straight talk and hiring for intangibles, she also brings a well-informed and passionate take on pop culture.Ashley Ruggeri is a senior executive and Marketing Strategist with over 15 years of experience. A Millennial and married mom to a 7-year-old, she is right in the thick of balancing career and family. After navigating highly regulated corporate worlds, she brings clarity and calm to the chaos of agency life. She is also a proud hockey mom and unapologetically into Formula 1. Together with Deanna, she hosts Ducks Unplugged, bringing real conversation to work, life, relationships, parenting, and pop culture.Connect with Deanna & AshleyBlue Duck Agency: blueduckagency.comPodcast: Ducks UnpluggedLinkTree: https://linktr.ee/ducksunpluggedpodcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Landing a Director level UX role doesn't happen by accident, and neither does becoming the person on the other side of the hiring table a few months later. Natalie Kurz did both. She spent six months on a UX job search after a layoff, landed a Director of Experience Design and Content role at NextGen Health, and within months found herself reviewing over 600 applications for her own open positions.Natalie spent 25 years in UX, most recently as a people manager, before being laid off last May. She joined Career Strategy Lab during that UX job search, and the shift she describes isn't really about tactics. She stopped using the "spray and pray" method long enough to get clear on what she actually wanted in her next UX role. She let her LinkedIn profile, UX network, and a background she almost left off her resume, do some of the work for her.What makes this episode different is that Natalie is now the one hiring for UX roles. A few months into her new position, she's already brought on multiple UX designers, including someone from Career Strategy Lab. Natalie now experiences the exact hiring process she was on the other side of not long ago. So this conversation moves between her UX job search story and what she now looks for as a UX hiring manager, which gives listeners a rare before-and-after view of the same process.If you're currently employed in a UX role and feel like your resume, portfolio, or LinkedIn presence isn't ready to go if an opportunity showed up tomorrow, this episode is worth sitting with.Topics Discussed✅ How a recruiter found Natalie and reached out about a completely unrelated UX role, purely because of how her LinkedIn profile came across✅ Why she eventually stopped applying to every job with "UX" in the title, and what she focused on instead✅ How a cold, polite message to a lead UX designer on a team she wanted to join turned into a warm handoff before she ever talked to a recruiter✅ The background she almost left off her resume entirely, and why it ended up being a key reason she got hired✅ What it was actually like reviewing over 600 UX applications as a hiring manager, and what made a resume or portfolio stand out in the first three to five seconds✅ The line she now tells every UX applicant about generic resume bullet points, and why it matters more than people think✅ Why she doesn't see contract roles, career gaps, or career changes as red flags in a UX resume, even now that she's the one hiring✅ How she uses AI to check her own UX hiring decisions for bias, rather than to write applications✅ Why she believes she'd be far more prepared for her next UX job search than she was for her last one, and what she does now to stay that wayLinks & Resources

"Send us a message!"What if the biggest business advantage isn't talent, experience, or even hard work?What if it's curiosity?In this episode, we explore why the best salon owners aren't the ones who blindly copy trends or follow outdated advice; they're the ones willing to ask better questions.We talk about challenging industry assumptions, learning from other businesses, embracing new technology, building original systems, and why curiosity has been one of the biggest competitive advantages in growing Hello Hair Co.From Google Ads and AI to hiring, apprenticeships, pricing, and marketing, we share why asking why has consistently led us toward better answers than simply asking how.Your business should serve you, so that you can serve others.And the future belongs to the owners willing to think for themselves.Key TakeawaysCuriosity is one of the greatest competitive advantages in business.Copying outcomes is not the same as understanding why they worked. Better questions lead to better decisions. Innovation begins with curiosity, not certainty. Build systems that fit your business—not someone else's. Patience requires engagement, not passivity. Long-term thinking beats quick fixes. New technology rewards curious business owners. Your ideas are worth exploring, even if they don't all succeed. Learn from others without outsourcing your own thinking.Time Stamps00:00 — Opening takes: stop criticizing the next generation 03:00 — Why the past shouldn't dictate the future 05:00 — The salon industry's copycat problem 06:30 — Copying outcomes vs. understanding causes 08:00 — Asking better questions in business 09:00 — Why profitable salons think differently 10:00 — Assigned stations, apprenticeships, and challenging tradition 12:00 — Hiring with curiosity instead of fear 14:00 — Why change feels uncomfortable 16:00 — Curiosity built Hello Hair Co. 18:00 — Google, SEO, and long-term thinking 20:00 — The Five Whys and deeper questions 22:00 — Why stylists choose some salons over others 24:00 — Patience vs. complacency 26:00 — Building business frameworks that last 28:00 — Turning frustrations into better systems 30:00 — Build your future instead of inheriting it 31:00 — AI, technology, and curiosity 34:00 — Your ideas are worth exploring 36:00 — Don't outsource your thinking 38:00 — Final thoughts: think for yourselfLinks and Stuff:Our Newsletter Mentoring InquiriesFind more of our things:InstagramHello Hair Pro Website

In this episode of Personal Injury Marketing Minute, host Lindsey Busfield is joined by Sarah Walton, a business strategist and coach, to explore the concept of high capacity women leaders and their impact on law firms. Sarah explains the physiological and psychological aspects that enable women to multitask effectively and discusses the importance of recognizing and harnessing this capacity without falling into the trap of high-functioning codependence. They delve into the significance of delegation in business, emphasizing how it can prevent burnout and enhance productivity. The conversation also covers practical strategies for law firm owners to implement healthy habits and mindset shifts that lead to sustainable business growth and personal fulfillment. Listeners will gain insights into improving their leadership skills, fostering a supportive work environment, and achieving a better work-life balance. Key Timestamps: 00:01 –Introduction 0:17 –Defining High Capacity Women Leaders 1:26 –The Science Behind Multitasking 2:18 – High Functioning Codependence Explained 3:34 – The Double-Edged Sword of High Capacity 5:56 – Reframing the A Game for Sustainability 7:00 – Importance of Delegation in Law Firms 9:02 – Delegating for Business Efficiency 10:10 – Creating Jobs and Wealth Flow 12:19 – Eliminating Business Lag 14:18 – Leadership Through Delegation 16:00 – Business Needs vs. Personal Preferences 17:12 – Hiring the Right People 19:47 – Implementing the 80% Rule 22:05 – Mindset Shifts for Business Success 24:03 – Starting the Day with a Slow Morning 26:12 – Connecting with People for Business Growth See all episodes or subscribe to the Personal Injury Marketing Minute here: https://optimizemyfirm.com/podcasts/. What Defines High-capacity Women Leaders In The Business World? High-capacity women leaders are individuals who can multitask effectively due to physiological traits, such as more connective tissue between the brain’s hemispheres, allowing them to handle multiple tasks simultaneously. This ability often leads them to function at high levels consistently. However, this capability can sometimes lead to high-functioning codependence, where they overextend themselves, neglecting self-care and delegation. Recognizing and managing this balance is crucial for sustainable success. How Can Women Leaders Avoid Burnout While Maintaining High Performance? To avoid burnout, women leaders should recognize that while they are capable of multitasking, it is not necessary to function at high levels constantly. It’s essential to delegate tasks and set boundaries to prevent becoming overwhelmed. By acknowledging the need for support and avoiding the trap of trying to do everything themselves, leaders can manage their responsibilities more effectively and maintain a healthier work-life balance. Why Is Delegation Important For Business Leaders, Particularly In Law Firms? Delegation is critical because it allows leaders to focus on the aspects of their business they are passionate about and excel in. By delegating tasks that are not their strengths, leaders can reduce inefficiencies and prevent burnout. This approach not only fosters a more dynamic and efficient workplace but also enables leaders to perform at their best, contributing to the overall success of the business. How Can Law Firm Leaders Effectively Delegate Tasks? Law firm leaders can delegate effectively by understanding that they are not their business; the business is an entity on its own. Leaders should focus on what the business needs rather than personal preferences for task completion. By hiring people who excel in specific areas and allowing them to take ownership of their roles, leaders can ensure tasks are completed efficiently, freeing them to focus on critical areas of the firm. What Should Leaders Consider When Hiring To Ensure Effective Delegation? When hiring, leaders should adopt the mantra “hire hard, manage easy.” It’s important to invest time in finding the right fit for the business and then provide comprehensive training and clear SOPs (Standard Operating Procedures) to guide new hires. This ensures that tasks are completed to the desired standard without the leader having to micromanage, allowing the business to run smoothly and efficiently. How Can Law Firm Owners Incorporate Mindset Shifts And Habits For Better Business Outcomes? Law firm owners can benefit from adopting mindset shifts such as the Pareto Principle, focusing on the most impactful tasks, and maintaining an 80% capacity to prevent burnout. They should also implement daily habits like starting their day with a slow morning routine, reflecting on personal and business priorities. These practices can enhance productivity, improve mental clarity, and lead to greater satisfaction and success in their professional lives. What Practical Advice Can Law Firm Owners Implement To Improve Their Leadership And Business Operations? Law firm owners should remember that they matter and that their actions have significant impacts. By prioritizing self-care, setting clear goals, and maintaining connections with clients and colleagues, leaders can ensure they are operating at their best. 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On this episode of the Trade Legends Podcast, carpenter Ben Bailey returns four years after his first appearance, and a lot has changed. When we first had Ben on the show, he'd just started out and was working with clients from Made in Chelsea. Since then, he's gone from cutting MDF under a gazebo on his driveway to running his own dedicated workshop, building bespoke carpentry and fitted furniture for celebrities and professional footballers, all sparked by one Instagram DM he thought was his mates winding him up. We dig into the real cost of hiring your first employee, the van insurance, tool insurance, training and overheads that most tradesmen never factor in until it's too late, and why getting your first hire wrong can seriously damage a small trade business. Ben explains why he turns down enough work to hire four people tomorrow, yet still chooses to stay small, and we debate whether "hire slow, fire fast" is the right approach when your lead times stretch past a year. We also break down the hidden costs of taking on your first unit or workshop, the business rates, electric bills and running costs that land after you've signed the lease, and why those unexpected bills kill so many new trade businesses in their first year. Ben shares exactly how he made the step up without taking a huge risk: renting a single spare workbench from a local firm and working on it until 11 pm after his day job, before finally committing to his own space. Along the way we cover starting a carpentry business during Covid, using social media and Instagram to win work and attract celebrity clients, working with tool brands, staging show homes for developers, quarterly tax and the admin nobody teaches you, and the family side of self-employment, why Ben structures his whole business around the school run, and why he'll never miss a sports day for a job.

In this episode of The Career Transition Experts, we explore one of the most powerful and underused job search strategies available to career professionals today using AI not just to tailor your resume, but to think and research strategically like a career consultant. Our guest also breaks down why the real value of AI in your job search goes far beyond plug and play resume tweaks. Our guest, Carrie Christiano, is a career strategist, recruiter, and author with a background spanning talent acquisition, résumé writing, and career coaching. She is the founder of Empower Career Studio and author of EMPOWER Your Job Search with AI. Carrie's work focuses on helping experienced professionals stop reacting emotionally to career change and start navigating today's job market with clarity, strategy, and confidence.You may contact her at carrie.christiano@gmail.comIf you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

From physician assistant to DPC physician, Dr. Reid Lancaster took the long road on purpose. In this episode of My DPC Story, he sits down with Dr. Maryal Concepcion to trace his journey from PA to DO and the moment a three-minute news clip about direct primary care planted a "worm in his brain" he couldn't shake.Dr. Lancaster is the founder of Ethos Modern Medicine in La Quinta, California, just outside Palm Springs in a community as economically diverse as almost anywhere in the country. He shares why he chose to become a physician rather than practice independently as a PA, the honest differences he sees between PA, NP, and physician training, and how residency shaped what he can now do for his patients in primary care.This conversation is packed with practical wisdom for anyone weighing a DPC of their own. Dr. Lancaster opens up about the naysayers he faced through medical school and residency, the mentors who pushed him to "cash in" on a traditional job, and the wife who kept the dream alive when the doubt crept in. He also reflects on the business side he never trained for, from California compliance surprises to the taxes and systems that fall through the cracks in year one and beyond.You'll hear the real stories behind the lessons: the AI answering service named Jarvis that tanked his consults by 80 percent, the patients stuck in referral limbo despite having insurance, and the goals he wrote down before opening that he rediscovered in an old drawer. Dr. Lancaster makes the case that mistakes are lessons, that hiring a little earlier than feels comfortable can accelerate growth and protect your quality of life, and that clear boundaries set upfront are what keep DPC sustainable.Now three and a half years in and effectively full at 600 patients with no marketing, Dr. Lancaster reflects on what growth looks like from here, the working partnership he's exploring with PAs and NPs in the DPC space, and why the local coffee shop model, not the franchise, may be the future of direct primary care.Whether you're a pre-med student, a resident or a physician eyeing the exit from fee-for-service, or a DPC owner thinking about your next step, this episode is a reminder that you've done hard things before and you can do this too.Head to mydpcstory.com to find your starting point, and come say hi at the AAFP co-sponsored DPC Summit in New Orleans.Meet the My DPC Story team at DPC Summit NOLA! Summit bundles are live: HERE the Physician Owner's PlannerThe "insurance is not healthcare" teeA digital tool bundle for your practice A website reviewA 50% off our $350 Patient Explainer VideoPlus a chance to win an hour with Dr. Concepcion.  Cooperative of American Physicians or CAP. Learn more about the medical malpractice company used by Dr. Maryal Concepcion since 2021 at capphysicians.com or by calling 800-356-5672.Guava Health. A premium patient experience, pulling data from EHRs and wearables, helping  see the full picture and uncover root causes to deliver personalized care. ZION HealthShare. Get peace of mind for major medical events without going back into the insurance maze. Support the showGET your FREE MONTHLY BUSINESS TOOL DOWNLOADBecome A My DPC Story PATREON MEMBER! SPONSOR THE PODMy DPC Story VOICEMAIL! DPC SWAG!FACEBOOK * INSTAGRAM * LinkedIn * TWITTER * TIKTOK * YouTube

Host: Kenneth Accardi (Ankota)Guest: Lance A. Slatton, Senior Case Manager at Enriched Life Home Care Services & Host of All Home Care MattersEpisode Summary:When a family reaches out to a home care agency, it is rarely a planned corporate transaction—it is almost always an emotionally charged crisis. What do agencies completely miss during that vital first phone call?In this episode, host Ken Accardi sits down with Lance A. Slatton, a renowned family caregiving influencer, author, and host of the massive web show All Home Care Matters. Lance shares his perspective as both a senior case manager for Michigan's top-ranked home care agency and a former long-term family caregiver for his own father. Together, Ken and Lance tear down the wall between agency operations and the true emotional, physical, and financial reality that family caregivers face daily.They dive deep into why intensive intake processes save cases, the severe risks of hiring un-vetted "under-the-table" care in non-licensed states, and a brilliant operational strategy involving employee "Appreciation Sheets" that has kept Lance's team ranked number one in Michigan for over five years.Key Topics Covered:The Crisis Call: Why extensive, thorough history-gathering during intake protects the family and prevents scheduling disasters (and why automated placement sites fail). The Danger of Non-Licensed States: Navigating home care in states like Michigan with zero government oversight, and how to protect families from liability and worker injury lawsuits. Walking a Mile as a Caregiver: Lance shares his personal story of pausing medical school to care for his father, revealing why most agency owners don't truly understand the cognitive load families carry. Hiring for Heart and Soul: Why professional certifications are teachable, but real empathy isn't—and how to evaluate lived experience over letters behind a name. The "Cheat Code" Pitfall: Why building massive candidate pools without active shifts ruins caregiver trust, and how consistent matching drives continuity of care. The 20-Item Appreciation Sheet: A highly recommended operational tip for surprise-gifting your field staff with the exact items, foods, and hobbies they love. Links & Resources:Explore Lance's media shows and resources: All Home Care MattersDementia-specific literary resource platform: AlzAutors (Note: Mentioned phonetically as allsauthors.com) Read Lance's latest articles and insights: Lance Slatton Official SiteHome Care Heroes and Day Service Stars is produced and sponsored by Ankota - If you provide services that enable older or disabled people to continue living at home , Ankota can provide you the software to successfully run your agency. Visit us at https://www.ankota.

Agentic AI is only as useful as the data it can access, and getting that foundation right is proving to be the harder half of the work. Years of mergers, acquisitions, and local decision-making have left many talent operations running on data and processes that were never meant to work together, and no amount of AI on top will fix what lies beneath. Some organizations are now rethinking their technology strategy in light of that problem. So what does getting AI-ready actually involve, and what does it change about the decisions you make? My guest this week is Lia Manafova, Talent Technology Strategy Lead at Sanofi, a global pharmaceutical company hiring at scale across more than 70 countries. In our conversation, Lia explains why the data foundation must come first, what an anchor product strategy looks like in practice, and what she has learned about making technology stick. In the interview, we discuss: Why AI readiness starts with data, not AI Building a bridge between the business and the digital team The challenge of constant transformation and change fatigue What is an anchor product strategy? How the Workday, Paradox and HiredScore acquisitions changed the options Best-of-breed or a single source of truth? Keeping recruiters in one system rather than three Piloting with the people who will use it every day The case for keeping the semi-automated option Building an ROI story the business understands What does the future look like?

In this episode of The Ross Simmonds Show, Ross shares why curiosity, execution, and continuous learning are becoming more valuable than traditional credentials in marketing, tech, and business. He breaks down how hiring managers, marketers, content creators, and business leaders can identify curious talent, build stronger teams, and stay relevant as AI, search, content distribution, and audience behavior continue to evolve. Key Takeaways and Insights: 1. Curiosity as a Career Advantage - Ross shares how growing up outside major tech hubs pushed him to use the internet as his mentor. - Curiosity helped him build a self-directed education across SEO, social media, content, SaaS, Reddit, LinkedIn, Quora, and startups. - The lesson: your location, background, or lack of connections does not limit your ability to learn and grow. 2. The Hiring Trap: Stacked Resume, Weak Execution - Ross warns leaders not to confuse impressive logos and credentials with real-world capability. - Some candidates know how to follow a playbook but struggle when asked to create or adapt one. - Hiring should focus on how people think, learn, ask questions, and solve problems—not just what appears on paper. 3. How to Identify Curious Marketers - Ask candidates what they are reading, what they are learning, and how they stay sharp in their craft. - Look for people actively tinkering with new tools, especially in the age of AI. - Curious marketers bring questions, data, and insights into conversations instead of relying on old playbooks. 4. Insight-Driven Marketing Decisions - Great marketers do not recommend SEO, CMS changes, or content strategies simply because they prefer them. - They gather data, ask about pipeline goals, conversion rates, customer lifetime value, and channel performance. - Curiosity turns marketing from guesswork into a structured, strategic process. 5. Where Curious People Spend Their Time - Curious professionals go where learning is happening: communities, subreddits, Discord servers, Slack groups, LinkedIn threads, and comment sections. - They engage in discussions, debate ideas, and test what they learn. - They do not just consume marketing tips—they apply them. 6. The Signals of a High-Curiosity Team Member - They research before making recommendations. - They reverse engineer why something worked instead of blindly repeating tactics. - They invest in courses, tools, and resources because they want to become better, not just get promoted. - They challenge leaders with data-backed thinking and fresh perspectives. 7. Why Curiosity Matters in the AI Era - AI is reshaping search, content distribution, GEO, AEO, and how buyers discover brands. - Channels that worked three years ago may not be enough today. - Marketers who stay curious will adapt faster as LLMs, Reddit, YouTube, short-form video, and emerging platforms shift the landscape. 8. Building a Learning Advantage - One to two extra hours of intentional learning per week can put you ahead of people doing none. - Those who invest more deeply in their skills create a larger competitive gap. - Continuous learning builds the taste, strategy, distribution skill, and human understanding needed to stay valuable. 9. Hiring for Curiosity and Growth - Leaders should ask candidates about newsletters, podcasts, tools, personal projects, and ideas they cannot stop thinking about. - Experience with tools like Claude, Perplexity, and ChatGPT can signal active experimentation. - Building a culture of curiosity helps teams stay adaptive, strategic, and ready for what comes next. —

Free Discovery Call Script: travelbizboss.com/scriptChelsey's Freebies:50+ Tasks to Delegate Now: http://outwork.myflodesk.com/50-things-7fcbSOP Generator: https://outworkcollective.com/sop-generator/Connect with ChelseyWebsite: outworkcollective.comFacebook and Instagram: Outwork CollectiveEmail: chelsey@outworkcollective.comEver hit that point where you desperately need help but have zero time to train anyone? Chelsey from Outwork Collective is solving that exact problem. She trains virtual assistants specifically for the travel industry, then hand-matches them with advisors so you can skip the "teach them everything from scratch" phase entirely.Music licensed through Soundstripe.Code: EVS8SPOM7Z3FXAYNVienna Beat by Blue Dot Sessions is licensed under a Attribution-NonCommercial License.

There is no shortage of founders who have read Principles or Traction. Far fewer have built their business around what those books teach, week after week, when it is inconvenient to do so. In this episode, Marcus Cauchi speaks with Keith Gillispie, founder of REI Automated, about the discipline of turning ideas into working systems, and why that discipline is harder than the ideas themselves. Why this conversation matters Most conversations about business systems focus on tools. This one focuses on behaviour. Keith didn't just read about principles, operating systems and delegation frameworks. He applied them, tested them, and kept refining them long after the novelty wore off. For founders who are drowning in advice but starved of consistent execution, this episode offers something more useful than another framework: a working model of what it actually looks like to follow through. Major discussion points Discipline over information. Keith names two books that fundamentally shaped his business: Principles by Ray Dalio and Traction by Gino Wickman. What sets his account apart is not the reading list but what he did with it: he built explicit, testable principles into daily operations, and adopted Wickman's Entrepreneur Operating System (EOS) as the structural backbone of how his business runs. Writing and testing SOPs. Keith's method for creating a standard operating procedure is deliberately unglamorous. Do the task. Write down exactly what you did. Follow your own instructions the next time and notice everything you missed. Repeat this three to seven times until the gaps close, then record a video walking through the process. Only then does a task become fit to hand to another person, or to an AI agent. Where AI should not go. Keith runs a company that sells agentic AI voice agents for real estate sellers, so he has a commercial incentive to promote automation. He was candid about its limits. When he tested his own AI on a negotiation for his own property, reaching the point where the AI pressed him on price, he found the experience uncomfortable. His conclusion: AI handles information well, but emotional, high-stakes conversations still need a human. Hiring as a discipline, not an event. REI Automated filters candidates roughly one hundred to one. Keith uses the GWC framework from Traction (get it, want it, capacity for it) to decide not just who to hire, but who to keep, and applies a consistent SOP-based interview and onboarding process across every role. Cadence over intensity. Rather than reviewing performance monthly, Keith's team submits short daily and weekly reports, which are read and responded to using Claude, and quarterly goals ("rocks") drawn from EOS. He argues that weekly management gives a business fifty opportunities a year to course-correct, against twelve for a business run monthly. The absence test. Keith takes one week off every month with no calls, texts or Slack messages. During a recent house move that disrupted his usual routine for roughly a month, revenue held within a thousand dollars of the prior month. He was candid that the business currently sustains itself well in his absence, though he is less certain it grows without him. AI as a thought partner, not a shortcut. Keith's team members are expected to bring Claude fully into their process, including drafting their own SOPs when Keith does not have time to write one himself. He was clear this only works because the AI has deep context on the business and because his people bring genuine critical thinking to the exchange, rather than treating it as a way to avoid thinking. A moment of disagreement. Marcus challenged Keith's use of performance improvement plans, arguing that everyone should effectively be on one from day one, and that needing to formalise one is often a sign management has let something slide. Keith pushed back, drawing a distinction between personal development and performance accountability, and defended his position with a clear rationale. Practical takeaways Before automating or delegating any task, do it yourself first and write the SOP from direct experience. Follow your own SOP repeatedly until you have found and closed the gaps, then record it on video. Review your business weekly, not monthly. You get roughly four times as many chances to correct course. Keep team communication in shared channels rather than direct messages, so ideas get scrutinised by more than one person. Test whether your business can run without you before you assume it can. Use AI to draft and challenge your thinking, not simply to execute tasks you have not fully worked out yourself. Memorable quotes "Sometimes in order to be helpful, you have to say the hard thing." "When we're dealing with information, AI is fine. When we're dealing with emotion, that needs a human touch." "You always have to take away before you can add." Books and resources mentioned Principles by Ray Dalio Traction by Gino Wickman Essentialism by Greg McKeown The Obstacle Is the Way by Ryan Holiday The 7 Habits of Highly Effective People by Stephen Covey Guest biography Keith Gillispie is the founder and CEO of REI Automated, which provides education, software and coaching to real estate investors on building automated, systemised businesses. He spent eight years on active duty with the US Marine Corps, during which he began investing in real estate and developed the systems-first approach that now underpins his companies. Subscribe If this conversation was useful, subscribe to TheInquisitor Podcast for more conversations that challenge conventional thinking on selling, leadership and building businesses that last.

What is it really like to retire and build a new life in Mérida, Mexico? From improving your health and reducing stress to finding community and navigating everyday life, this episode offers an honest look at what happens after the move. In this episode of Live by Design – Mexico Edition, host Taniel Chemsian welcomes Erica Mascaro and Jeff Mascaro, a couple who left Philadelphia behind in search of a healthier, more intentional lifestyle in Mérida, Mexico. Motivated by harsh winters, rising stress, and a desire for change, they share how relocating to Mexico transformed their daily lives in ways they never expected. Erica and Jeff discuss the realities of moving to Mexico, including buying a home remotely, adjusting to a new language and culture, building meaningful friendships, and navigating residency and healthcare. They also reflect on the emotional side of starting over, the importance of community, and why Mérida has become one of the most sought-after destinations for Americans and Canadians looking to retire or relocate. In this episode, you'll discover: Why Erica and Jeff chose Mérida over other cities in Mexico The realities of retiring and living in Mérida as American expats How moving to Mexico improved their health, lifestyle, and outlook What it's like buying property and settling into a new community The challenges of language, culture, and everyday life Healthcare, daily expenses, and adapting to life in Mexico Practical advice for anyone planning to move to or retire in Mexico Key Moments;  03:57 Concerns about moving to Mexico 08:09 Buying a house with tech tools 11:55 Hiring a lawyer for contract issue 12:51 Role of buyer's agent 16:12 Setting up home utilities 19:44 Focusing on personal health improvements 24:58 Helpful neighbor story 28:24 Handling immigration paperwork 30:34 Finding the right expert help 34:04 Freelance work from Mexico Whether you're considering retiring in Mexico, exploring life in Mérida, or simply wondering what it's like to leave the U.S. for a new beginning abroad, this episode delivers practical insights, honest experiences, and inspiration to help you confidently design your next chapter under the Mexican sun. How to contact Erica Wright and Jeff Mascaro Wright :  EMAIL: hello@thismightbeabadideapodcast.com WEBSITE: https://www.thismightbeabadideapodcast.com/ YOUTUBE CHANNEL: https://www.youtube.com/@ThisMightBeaBadIdeapodcast FACEBOOK: https://www.facebook.com/ThisMightBeaBadIdea/ INSTAGRAM: https://www.instagram.com/thismightbeabadidea.podcast TikTok: https://www.tiktok.com/@thismightbeabadidea.pod   Feeling overwhelmed about buying in Mexico? Chat TCP, our AI-powered assistant, guides you to stress-free homeownership. Click here to start using Chat TCP: https://tanielchemsian.com/chat-tcp/?utm_source=youtube_lbd_mex   Want to own a home in Mexico? Start your journey with confidence - download your FREE “Buyer's Guide” now for expert tips and clear steps to make it happen! Click here - https://tanielchemsian.com/buyers-gui...   Discover why everyone is falling in love with Puerto Vallarta real estate: https://tanielchemsian.com/puerto-vallarta-real-estate/   Join the ‘Taniel Chemsian Properties' YouTube channel to learn what you need to know about Puerto Vallarta real estate. https://www.youtube.com/@TanielChemsian   Join our ‘Live By Design: Mexico Edition' podcast: Apple: https://podcasts.apple.com/us/podcast... Spotify: https://open.spotify.com/show/0VfClD5... Amazon: https://music.amazon.com/podcasts/032... YouTube: https://www.youtube.com/@livebydesignmexicoedition   Contact Information: Email: info@tanielchemsian.com Website: https://tanielchemsian.com/ Mex Office: +52.322.688.7435

Ready To Buy Real Estate Without Banks, Credit, Or Large Down Payments? Apply To Learn More:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://creativefinanceplaybook.com/⁠⁠⁠Most real estate investors think they need years of experience before they can build a team.We thought the same thing.When COVID hit, Jenn had already left teaching, Joe walked away from his six-figure dealership career, and suddenly we were running every part of our business ourselves.Then our coach asked one simple question:"Who's on your team?"Our answer?"We are the team."That conversation changed everything.We hired a bartender and a pizza delivery driver with zero real estate experience—and by creating simple systems, training them well, and taking messy action, we went from doing one or two deals a year to multiple deals every month.In this episode, we share exactly how we built our first acquisitions team, what we learned about leadership, and why hiring too early can actually slow your business down.In this episode you'll learn:✅ When it's actually time to hire✅ How to train people with no real estate experience✅ Why leadership matters more than experience✅ Commission vs hourly pay✅ The systems every growing investor needs✅ Why you should master the business before replacing yourselfIf you're looking to grow your real estate business, this episode is packed with lessons we wish someone had taught us years ago.

Hiring another podiatrist can feel like the answer—until it becomes a new source of stress and sleepless nights. In this episode, we break down when it's actually smart to take on more staff (and when it's not). You'll learn the 5 clear “green lights” that signal you're ready to hire, how to avoid hiring into chaos, and which roles typically create the fastest leverage in a clinic. If you want growth without headaches, start here.

Diabetes Digital is growing, and we're looking for compassionate, mission-driven Registered Dietitians to join our team!If you're a RD or know someone who is, tune in for a quick overview of what makes Diabetes Digital a great place to work and how to apply.Tune in to learn:Who we're hiring (full-time and part-time Registered Dietitians)What makes working at Diabetes Digital differentOur 32-hour full-time schedule with a 4-day workweekCompetitive benefits, CEU opportunities, mentorship, and professional developmentInterested in joining our team? Apply Here.Know an incredible RD who would be a great fit? Share this episode or send them the application.

Get Up resumes with another instant classic for Argentina and Lionel Messi! Two goals after the 85th minute knocked England out. Football is officially NOT coming home, again, for the 60th year! Meanwhile - does John Harbaugh need instant success to be considered a successful hire? Then - after falling out of the limelight for the past couple of seasons, Dabo and Clemson are back in the mix! They enter the season ranked 4th in the preseason AP poll. Let's define success for the Tigers. An ACC title? CFP birth? Multiple CFP wins? Learn more about your ad choices. Visit podcastchoices.com/adchoices

Ryan Lavoie, Brooks Childress and Jac Myrick discuss what they think are the most important games for Auburn football, interview with football commit Nasir Banks and presser audio of Nick Ammirati. Enjoy! Hour 1: 1:00 - Intro 12:45 - Phone Call 25:50 - Birthdays in Sports 34:00 - Interview w/Nasir Banks Hour 2: 49:30 - PGA 1:10:00 - Hiring of Nick Ammirati & Presser Audio 1:25:15 - Phone Call Hour 3: 1:36:00 - Most Important AUB Football Games

What changes when you hire your first clinician? Are you building a team, or simply filling positions? What kind of practice would you want to work for yourself? In this […] The post Intentional Scaling Part 4: Hiring Clinicians Who Fit Your Practice Culture | GP 336 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

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/EP261  In episode 261, Coffey talks with Bernadette Jones about how leaders can identify, triage, and resolve workplace issues before they escalate into legal and cultural crises.  They discuss leader avoidance of difficult conversations and its organizational consequences; distinguishing between people problems, process problems, and leadership problems; using a triage framework to assess urgency and risk in workplace issues; the TRIAGE acronym as a structured people problem resolution framework; the role of documentation in at-will terminations and discrimination defense; when to bring in third-party HR consultants or employment counsel; the cost and cultural damage of nuisance lawsuits and settlement checks; transparent post-incident communication strategies that protect employee privacy; the connection between ongoing feedback practices and employee trust; and workplace trauma, post-COVID mental health, and psychological safety as cultural imperatives.  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:  Bernadette Jones is Co-Founder of Visionova HR Consulting, where she helps organizations lead at the intersection of compliance and culture. With more than two decades of experience in HR leadership, coaching, and consulting, she supports nonprofits, small businesses, and mission-driven teams in navigating difficult conversations, employee-relations challenges, leadership communication breakdowns, and workplace culture transformation.   A national speaker, Bernadette has presented for SHRM, Nonprofit HR, Northern California SHRM, and other conferences across the country. She serves on the Northern California SHRM Professional Development and Conference Committee and chairs the NorCal SHRM DEIB Committee, where she helps shape content and conversations for HR leaders regionally and beyond. Bernadette has presented at SHRM conferences and nonprofit leadership events on topics including workplace respect, harassment prevention, inclusive leadership, and culture-first HR strategy.   She is especially valued for helping leaders move beyond policy-only thinking and toward practical, respectful leadership that works in the real world. With her 20 years of experience, Bernadette has worked with executives, HR leaders, and managers who are navigating toxic employees, scary complaints, high-stakes terminations, and burned-out teams often without a full HR department behind them. She is known for her calm, candid style and her ability to translate complex HR and employment-law concepts into plain language leaders can act on right away.  Bernadette Jones can be reached at:  Email: bjones@visionovahr.com  Website: https://visionovahr.activehosted.com/f/55 LinkedIn: https://www.linkedin.com/in/bernadettejones-visionovahr/ Facebook: https://www.facebook.com/VisionovaHR Instagram: https://www.instagram.com/bernadettejoneshr/?hl=en#   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 29 years are empty nesters in Fort Worth.  Learning Objectives: Apply the People Problem Triage framework to distinguish between people, process, and leadership problems before escalating to formal action.  Assess the compliance and legal risk level of a workplace issue in order to determine appropriate urgency and next steps.  Recognize how undocumented role changes, unclear responsibilities, and deferred feedback create conditions for employee conflict and litigation exposure 

“Let’s keep in mind, rapid growth consumes cash. You burn cash to grow your firm.” – RJon Robins, author of Profit First for Lawyers Growing your law firm requires more than wishful thinking. It requires a deliberate plan. This episode pulls from RJon’s original 2021 livestream, where he spoke through the material that would eventually become Profit First for Lawyers. The core message is simple, yet one that is often misunderstood: temporarily sacrificing higher profit margins can be a smart investment when it’s part of a long-term strategy for building a stronger, more profitable firm that serves more people. A Tale of Two Law Firms Through a simple comparison of two law firms, RJon demonstrates why a firm growing according to a deliberate business plan may report lower profit margins today while creating significantly greater profit, stability, and opportunity in the future. Growth consumes cash. Hiring talented team members, investing in better systems, improving marketing, and expanding your firm’s capacity all require financial resources. The key isn’t avoiding those investments. It’s making them intentionally with a clear plan for where you’re headed. Intentional Growth Requires Investment Some of the most valuable returns on intentional growth never appear on a profit and loss statement. As RJon explains, a strong law firm creates more than financial profit. It creates greater personal freedom, increased stability, and the confidence that your business can continue operating even when you step away. The goal isn’t simply to maximize today’s profit percentage. It is to build a law firm that creates greater value over time. Mentioned Episode 75: Defining Success Chapter 9 of Profit First for Lawyers Connect Subscribe to the Profit First for Lawyers podcast Watch episodes on YouTube And most importantly, order your copy of Profit First for Lawyers today!

Hiring and Firing Employees isn't simply about filling vacancies or managing performance—it's one of the biggest leadership responsibilities you'll ever have as a founder.Yet many business owners wait too long to hire, recruit from overwhelm instead of strategy, or avoid difficult conversations because personal loyalty gets in the way. The result? Expensive mistakes that impact growth, culture, and your ability to scale.If you've ever found yourself thinking, "I'll just keep doing it myself a little longer," or delaying a difficult people decision because you hoped things would improve, you're not alone.In this episode, Lindsay White shares the three costly mistakes founders make when Hiring and Firing Employees and explains why these aren't simply HR challenges—they're leadership decisions that shape the future of your business.You'll learn why the most common hiring mistakes small business owners make often begin long before a job is advertised, how to develop a proactive hiring strategy that supports sustainable growth, and why stepping into leadership sometimes means making difficult decisions with courage and compassion.Lindsay also discusses one of the hardest responsibilities founders face—how to fire an employee professionally when the role has evolved beyond the individual. You'll discover why keeping someone in a position where they can no longer succeed isn't kind to them, your team, or your business.By approaching Hiring and Firing Employees as strategic leadership decisions instead of reactive tasks, you'll build stronger teams, healthier workplace cultures, and a business that can grow without everything depending on you.If you're ready to lead with greater confidence and make people decisions that align with your long-term vision, this episode is for you.In This Episode You'll Learn✔ Why waiting too long to hire costs more than hiring too early✔ The hidden danger of hiring from exhaustion instead of strategy✔ Common hiring mistakes small business founders make✔ How a proactive hiring strategy supports business growth✔ Signs it's time to make a difficult people decision✔ How to fire an employee with clarity, kindness, and professionalism✔ Why stepping into leadership requires courage over comfort✔ How intentional people decisions strengthen culture and scalabilityResources & Links

Here's a question most advisors can't answer honestly: if you stepped away from your business for a couple of months for more than a vacation, would it survive? For many founders, the answer is no. And that's a bigger problem than it sounds. Not just for you, but for your team, your clients, and the long-term value of your firm.Today, I'm talking with DJ DiDonna, founder of The Sabbatical Project and author of Big Time Off, to talk about why sabbaticals are more than extended vacations. For advisors, they can become the ultimate stress test for the firm, the team, the client experience, and the life you're supposedly building toward.We get into why burnout can show up even after you've built the “dream job,” why a business that depends entirely on you may be more fragile than it looks, and why waiting until retirement to finally live the life you've earned is a risky bet.If you've ever wondered whether your business is giving you freedom or quietly taking it away, this conversation will hit close to home.3 Insights From This Week's Episode…#1.) The Freedom Test Most Advisors AvoidMany advisors say they're building freedom, but their calendar, client model, and team structure make that freedom nearly impossible. We explore what your ability to step away may reveal about whether you've built a real company or just a more sophisticated version of a job.#2.) Why Burnout Can Hit After You WinBurnout doesn't always come from failure. Sometimes it shows up after you've built the business you thought you wanted. DJ shares why that can be so disorienting and what advisors may be missing when they keep pushing through.#3.) The Fear That Keeps Owners From Offering Time Off"What if I create the exit door and my best people walk through it?" It's the first objection every owner raises, and DJ has actual data on what happens when companies make extended leave part of the deal. The numbers aren't what you'd expect.This Week's Free GiveTo Get a Free Copy of Big Time Off: The Transformative Power of Sabbaticals and How to Take One, visit https://bradleyjohnson.com/177SHOW NOTEShttps://bradleyjohnson.com/177FOLLOW 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. TP07265629233See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode, nutritionist and entrepreneur David Arguez shares his journey from working in Chinese medicine to founding a nutrition resource center. He discusses practical frameworks for sustainable health, weight loss, and managing nutrition for busy entrepreneurs."Losing one pound a week is a healthy, sustainable goal."00:00 — Introduction to nutrition for busy executives00:58 — David's mission: realistic nutrition that fits real life02:17 — Why David became an entrepreneur06:13 — Building trust without a big brand behind you08:31 — Hiring, firing, and finding the right people11:27 — How David helps clients lose weight with a math-based approach13:36 — The best way to track nutrition15:27 — Why progress should be gradual, not extreme20:30 — The entrepreneur David would sit down with23:35 — Where to find David online"Tracking our body composition is key to success."Other Takeaways*Math-based weight loss methodology*Human judgment and experience are irreplaceable in hiring and decision-making.*Importance of tracking and data in nutrition*Challenges of building a personal brand in health*Balancing work and health as an entrepreneur*The role of government policies in nutrition transparency*Understanding body composition and baseline metabolic rate is crucial.*Human judgment and experience are irreplaceable in hiring and decision-making.Send us Fan Mail Support 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.

#993 Capital, capital, and capital — that's what Adam Haber says it takes to build a business, and in part 2 of this two-part episode, he doesn't hold back on the hard truths. Adam, co-founder and CEO of Trellus, returns to Millionaire University to talk AI's role in logistics-heavy businesses, why he believes the market will eventually narrow to just a few dominant AI players (much like the auto industry and dot-com boom before it), and how to know when — and where — to expand to a new location. He shares his hiring philosophy of prioritizing kindness over resume lines, why he refuses to keep a toxic employee around no matter how hard it is to let them go, and the real story behind Trellus almost shutting down before finally finding its footing. Adam closes with the one question he wishes more interviewers would ask founders: what was your biggest setback, and how did you handle it? What we discuss with Adam: + AI as a tool, not a replacement + Predicted AI market consolidation + Lessons from the dot-com boom + When to expand to new locations + Asset-light vs. asset-heavy expansion + Delegating and trusting partners + Why toxic employees must go fast + Hiring for kindness over resume + Acquiring early customer evangelists + Capital as the top startup priority Thank you, Adam! Check out Part 1 of this episode. Check out Trellus at ⁠ByTrellus.com/Delivery⁠. Follow Adam on ⁠LinkedIn⁠. Watch the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠video podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ of this episode! To get access to our FREE Business Training course go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/training⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To get exclusive offers mentioned in this episode and to support the show, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠millionaireuniversity.com/sponsors⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

Every firm competing for talent is saying the same things. Great culture. Exciting projects. Competitive benefits. And candidates can't tell any of you apart. That's the problem James Ellis has built a career solving. In this episode, James breaks down what employer brand actually is (hint: not a campaign, not a vibe, not a careers page redesign) and how midsized companies can build a brand that wins talent without outspending bigger competitors. We get into why most employer brand work is theater, what candidates actually believe about your firm, and how to change what recruiters say and hiring managers reinforce. This one is for AEC firm leaders, TA and HR professionals, and anyone tired of posting jobs into the void and wondering why the right people never apply. About James Ellis: James Ellis is the founder of Employer Brand Labs, where he builds choosable employer brands for mid-market companies in 3 to 5 weeks. He's built employer brands at Webflow, Roku, ASICS, and Telecare over more than 13 years, and he's the bestselling author of Becoming Choosable and Talent Chooses You. Based in Chicago, James describes his stage presence as equal parts strategist and friendly arsonist. Find him at employerbrandlabs.com and on LinkedIn at linkedin.com/in/thewarfortalent. What We Cover: Introduction and James's background building employer brands at Webflow, Roku, and ASICS Why most companies don't have a hiring problem, they have a differentiation problem What "employer brand theater" looks like and why it fails How midsized firms can compete for talent without outspending the giants What it means to be a "choosable" employer How employer brand shows up in job posts, outreach, career sites, and interviews Why you can rent attention but you can't rent trust Where to find James + closing thoughts Key Takeaways: Employer brand is a system, not a campaign. It changes what candidates believe, what recruiters say, and what hiring managers reinforce. If your job posts could belong to any of your competitors, candidates have no reason to choose you. Midsized firms win talent through clarity and differentiation, not budget. You can't scale a business faster than you can hire the right people. Employer brand work should be usable Monday morning, not next quarter. Resources + Links: Employer Brand Labs: https://www.employerbrandlabs.com James on LinkedIn: http://linkedin.com/in/thewarfortalent Newsletter: https://employerbrandheadlines.com Books, videos, podcasts, and articles: http://www.EB-AF.com Becoming Choosable and Talent Chooses You by James Ellis  

This podcast is powered by Klean Freaks University.com — where real cleaners build real empires. From mop buckets to million-dollar systems, we teach you how to clean smarter, lead stronger, and scale faster.Welcome back to Cleaning Business Life!Hiring someone is only the first step. What happens on their very first day can have a lasting impact on whether they become a confident, long-term employee—or start looking for another job before the week is over.In this episode, Shannon Miller and Jamie Runco discuss what a successful first day of training should actually look like. From setting expectations before your new hire ever walks through the door to building confidence, teaching company culture, and recognizing the green flags of a great employee, this episode is packed with practical advice you can implement immediately.In this episode, we discuss:• What should happen before your employee's first day • Why company culture should come before cleaning techniques • Whether new hires should observe or jump right in • The biggest training mistakes business owners make • The most common mistakes new employees make • The green flags and red flags to watch for • How to end Day One so your employee is excited to come back tomorrowRemember, your goal isn't to create the perfect cleaner on Day One.Your goal is to create someone who feels confident enough to come back on Day Two.Recommended Episodes• Episode 210 – Culture Starts at the Top with Paul Germo• Episode 205 – Stop Being Needed: The Growth Trap That Keeps Cleaning Business Owners Stuck• Episode 207 – Are You Running Your Cleaning Techs... or Are They Running You?If you enjoyed this episode, please follow the podcast, leave a review, and share it with another cleaning business owner. It helps us reach more entrepreneurs who are working to build profitable businesses, stronger teams, and assets that buy back their time.You can also join the conversation on the Cleaning Business Life Facebook page, where we share additional tips, lessons, and behind-the-scenes insights between episodes.You can also learn how to do your own working interviews here: https://klean-freaks-university.newzenler.com/courses/nm0owatg Support the showThanks for tuning in to Cleaning Business Life — the podcast for cleaning business owners who want to build a profitable, sustainable company without burning out.Hosted by Shannon Miller and Jamie Runco, each episode pulls back the curtain on what it really takes to start, grow, and scale a cleaning business — covering pricing, systems, leadership, boundaries, and the real conversations most people avoid.

Send us Fan MailIt was poker night. Once a month the shift would get together and play poker. It rotated from house to house and this time it was my turn. My living room was crowded with about a dozen people. Eight of us were playing at the table and I was tucked back in against the wall. We were all drinking and having fun.Cory stops bye. He liked to be the life of the party so when he came in it was high fives and greetings all around. Now Cory was a young officer, only been on the department for a little over a year or so, but I had known him for a couple of years already while he went to college and the IU police program. Back in those days he was cocky and that night was no different.He started making fun of us being drunk, which was true and he said he could grab all the money from the table and take off and we wouldn't be able to stop him. I called him out right there. I said “If you think you can grab that money and get out the front door before I stop you then go for it, and if you do, it's all yours.”Cory just laughed, knowing he was faster than me and I had a whole table between us. All he had to do was grab the money and get out the front door. I could see him measuring it up in his head.But I had one little piece of information that Cory didn't. I always…and I mean Always kept my front door locked.Cory went for it. He grabbed a handful of cash and raced to the front, sure that he was going to make it.I bounced him off a couple of walls.[Insert Intro]I went ahead and told that story because it is Cory's favorite and he tells it all the time. A seasoned veteran with inside information and a cocky young cop who went on to be an FBI agent.Cory Grass Graduated from IU in 1996 and worked for the Bloomington Police Department from 1996 – 2002. He then spent he next 20 years with the FBI. First in Miami with the Violent Crimes team and then in Terre Haute Indiana at the federal prison with counter terrorism, finishing up at the Bloomington Indiana office working on counterintelligence and source recruitment.When I decided to focus on reform I knew I had to have Cory on the show. He is opinionated, outspoken, and really smart.

This episode of *The Common Bridge* is part of a special 21‑part series of interviews recorded with healthcare leaders from across Michigan during the 2026 Mackinac Policy Conference, in partnership with the Michigan Health and Hospital Association.In these short conversations, with his guests, Rich explores regulation, cost pressures, workforce challenges, and the future of Healthcare in Michigan and around the Country.A rule written in 1906 still helps decide what “counts” as learning in Michigan classrooms and we think it's long past time to rethink it. From the Mackinac Policy Conference, we sit down with former Michigan Governor Rick Snyder to unpack how seat time requirements can quietly block the most practical kinds of education reform: project-based learning, competency-based credit, and interdisciplinary courses that feel like the real world students are about to enter.We dig into what a student-centered, real-life results model looks like when districts are actually allowed to try it. That means combining subjects (like English with history), connecting math to skilled trades, and building programs where learners demonstrate mastery instead of just logging hours. Snyder explains the bipartisan push behind current Michigan legislation and why local approval matters, with educators and parents closest to students helping shape innovation plans.We also connect education policy to the healthcare workforce pipeline. Michigan hospitals and clinics need motivated talent, and early exposure to health careers can turn school into something students want to show up for. We talk about programs already training future phlebotomists, rad techs, lab techs, and other in-demand roles, plus the “durable skills” that matter even more as artificial intelligence reshapes work: teamwork, critical thinking, and smart use of new tools.If you care about Michigan education, career and technical education, healthcare staffing, or economic growth, this conversation delivers a clear argument for changing the rules so communities can build modern pathways. Subscribe, share this with a friend, and leave a review with your take: should schools measure learning by time or by results?Support the showEngage the conversation on Substack at The Common Bridge!

Passing the torch to next-gen leaders requires more than paperwork; it demands deep cultural investment, transparent career pathing, and a training ground for collective decision-making. Today's guest highlights the profound personal and corporate transformations that happen when a firm commits to cultivating sustainable human capital. Christine DeMao is the COO of Gibson Capital, a $3B national RIA serving ultra-high-net-worth families. In this episode, she shares her 18-year journey from entry-level portfolio administrator to "boomerang" equity partner. In this episode, Christine explains how her firm uses a transparent "Path to Partnership" framework to map out character, cultural leadership, and business prerequisites early in a hire's tenure. She also opens up about her survival of a severe burnout health crisis, revealing how it fundamentally changed how she leads, leverages peer networks, and models work-life balance to protect her team. For show notes and more visit: https://www.kitces.com/498 

Episode SummaryIn this episode, Morgan sits down with entrepreneur, author, and business strategist Dale Beaumont to unpack what it really takes to build wealth, freedom, and a successful life without sacrificing everything else in the process.Dale shares lessons from nearly three decades in business, including how he transitioned from working relentlessly in his early years to creating systems that allowed him to scale companies, spend meaningful time with his family, and design a life on his own terms. He breaks down the concept of the “Preloaded Year,” why entrepreneurs should plan their personal lives before their business calendars, and how structure can create more freedom, not less.The conversation also dives deep into productivity, hiring, business systems, AI, and the future of work. Dale explains why most businesses are approaching AI incorrectly, how business owners should think about automation, and what opportunities and challenges lie ahead as AI continues to reshape the workforce.This episode is a masterclass in business growth, leverage, lifestyle design, and building a sustainable version of success.Episode Timestamps00:00 Intro01:03 Introducing Dale Beaumont04:46 From hard work to leverage08:16 The Four Burner Theory explained11:31 Dreamfest announcement12:01 Structure creates freedom15:55 The Preloaded Year framework22:17 Building a business around your life24:32 Planning business growth and revenue goals26:10 The realities of entrepreneurship nobody talks about29:01 Productivity habits that actually work30:22 Hiring, leadership and building lean teams35:20 Understanding the different levels of AI42:08 What AI agents really are44:53 How to get started with AI in your business46:12 Why systems come before AI49:04 AI as an amplifier, not a solution50:50 The future of work and automation55:03 Which jobs are most at risk?57:03 Purpose, meaning and life in an AI world01:01:00 AI opportunities, threats and business ideas01:03:35 Where to find Dale Beaumont01:04:15 Building a business that creates freedom01:04:50 Advice to his 18-year-old selfAbout Dale BeaumontDale Beaumont is an entrepreneur, author, speaker, and business strategist who has spent more than 27 years building and scaling successful companies.He is the founder of Business Blueprint, one of Australia's leading business growth communities, helping entrepreneurs systemize, scale, and create more freedom in their lives. Over his career, Dale has authored 19 books, built multiple businesses across various industries, and coached thousands of business owners on growth, productivity, leadership, and leverage.Today, he focuses on helping entrepreneurs build businesses that create both financial success and personal freedom while leveraging emerging technologies such as AI to improve efficiency and scale.Dreamfest Registration https://dreamfest2026.comConnect with Dale https://dalebeaumont.com/Connect with Mehttps://www.youtube.com/@morgantnelsonhttps://www.instagram.com/morgantnelson

Mike Pruitt joins the episode to share his journey in the AEC industry and discuss his strategic shift in business growth. He emphasizes the importance of identifying an ideal customer base and how raising the project floor has influenced lead flow. Communication is highlighted as a crucial element in project management, client trust, and satisfaction. Mike delves into the significance of core values in hiring and company culture, advocating for hiring based on outcomes rather than job descriptions. He explores the impact of technology investments, particularly AI, on efficiency and productivity. Reflecting on past experiences, Mike offers advice to his younger self and shares his insights on balancing people, processes, and technology.

As more churches struggle to find qualified pastors, the future of church hiring is changing fast. In this episode, Thom and Sam explore what pastor shortages mean for congregations, why old search processes are becoming less effective, and how churches can adapt with greater clarity, flexibility, and realism. The conversation focuses on practical ways churches can rethink staffing, develop internal leaders, and build healthier expectations for the next generation of pastors. The post The Future of Church Hiring When Pastors Are in Short Supply appeared first on Church Answers.

EPISODE 452: Hiring for your construction business shouldn't feel like an emergency every time you do it. In this episode, Todd Dawalt sits down with JL Talent Solutions founder Justin Landry to break down a five-step system for hiring better construction employees without leaning on gut feel. ⚡Schedule a Business Evaluation Call with The Construction Leading Edge Team: HERE

In this episode of The Capital Raiser Show, Richard C. Wilson sits down with Tim Cohen, founder and CEO of Eggs Unlimited, for a fireside chat on scaling a business to $900 million in annual revenue, building a culture of A players, staying laser focused on a core business, and what it really takes to grow from zero to industry leader. Tim shares the unexpected turning point that launched Eggs Unlimited almost overnight, including why what felt like the worst day of his professional life became the best, and how relentless focus on one business - not ten - made all the difference. The conversation dives into hiring standards, company culture, the dangers of diversification and vertical integration, cash management, goal-setting, and the mental models that separate businesses that scale from businesses that stall. Topics covered include: Scaling a business to $900M in annual revenue through extreme focus Why A players are the single most important factor in any company's growth The cost of relaxing your hiring standards under pressure Building a culture that attracts and retains top talent The diversification trap and when it kills momentum Vertical integration risks for asset-light businesses Cash reserves as a competitive weapon - not an afterthought Setting and re-evaluating goals as your business evolves The turning point that forced Tim to launch his own company What actually gets through the noise and earns a response from a $900M CEO The Capital Raiser Show brings together billionaire investors, family offices, elite entrepreneurs, and capital allocators to discuss investing, scaling, strategic growth, and wealth creation. Subscribe for more interviews with top investors, founders, family offices, and industry leaders.

Hiring your next employee might be the best decision you ever make... or one of the most expensive mistakes. In this episode, we break down the two questions every business owner needs to answer before adding another person to the team: Do you truly need the help? Can your business actually afford it? We discuss why hiring won't fix an unprofitable business, how to know when your current team is being underutilized, and why adding another employee often masks training, leadership, or process problems. We also cover the difference between employees and subcontractors, when outsourcing makes more sense than hiring, and how every new hire should help create more sales, more profit, or free you up to work on growing the business. If you're thinking about making your first hire or adding to your team, this episode will help you make that decision with confidence.