Podcasts about Hiring

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

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

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

And with that, DN82 is over! Congrats to Kevin and Ahmed for a tremendous season! Time for a recap...

When a company scales from 5,000 to 17,000 employees overnight, the traditional HR playbook doesn't just need an update—it needs a total transformation. Barbara Gaillard shares how she moved TA from a purely transactional function to a "People as a Product" model that balances rapid execution with deep long-term strategy.

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

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

Jeff Korzenik, the chief economist at a major US bank, explains how predicting a labor shortage in the US led him to discover the growing movement around "second chance" hiring of people with criminal records.  His passion for this work led him to write "Untapped Talent," a book that explains to companies the benefits of this type of hiring and offers a blueprint of how best to do it.  Jeff describes how second chance hiring can transform lives and communities.    Chapters: 00:00 Introduction to Jeff Korzenik's Work  This chapter introduces Jeff Korzenik, Chief Economist and author of Untapped Talent, highlighting his unique background as a bank executive focused on hiring people with criminal records.   03:14 From Economics to Second Chances  Jeff Korzenik explains how his work on second-chance hiring evolved from his economic research into labor force challenges, initially focusing on the opioid epidemic.   05:51 The Staggering Numbers of Incarceration  Jeff outlines the immense scale of incarceration and criminal records in the United States, emphasizing how the U.S. is an outlier globally.   09:05 Creating Hope in Prison Jeff discusses the inherent unfairness of a system where a prison sentence can become a life sentence due to employment discrimination. He shares how his book, 'Untapped Talent,' is distributed to incarcerated individuals to instill hope and remind them that they are a valuable resource, not a burden, through the generous support of others.  14:15 Employer Barriers and Solutions  Jeff addresses the common objections employers have to hiring individuals with criminal records: safety/liability, employee quality, and reputation risk. He explains that these concerns are valid but manageable through intelligent, business-based decisions, advocating for transparent and supportive hiring practices.  17:55 The Loyalty of Second Chance Hires  Jeff highlights that successful second-chance hiring relies on traditional hiring models, adapted to understand and support candidates with criminal records.   23:23 Virtuous Cycle of Success  Jeff explains the 'snowballing effect' of success in second-chance hiring, where companies known for fair chance employment receive high-quality referrals and build strong community relationships.   26:08 Empathy and Boundaries in Hiring  Jeff advocates for people to visit prisons to humanize the incarcerated and understand their experiences.   33:28 Challenges Post-Release and 'Ban the Box'  Jeff illustrates the immense hurdles individuals face immediately after release from prison, from securing basic necessities to navigating a changed world with minimal support. He explains why state-mandated 'ban the box' policies have often been ineffective, and instead suggests that voluntary removal of the box by truly committed employers sends a powerful, positive signal to job seekers.  39:17 Impact on Fellow Employees and Society  Jeff discusses how to integrate second-chance hires into a company's workforce, emphasizing that transparency and context are key to addressing potential employee concerns.   43:43 Untapped Potential and Future Optimism  Jeff expresses immense optimism about the future of second-chance hiring, despite being in the very early stages of leveraging this vast talent pool.   49:10 Resources and Multi-Generational Impact  Jeff provides resources for companies interested in second-chance hiring, including the Second Chance Business Coalition and SHRM's 'Getting Talent Back to Work' certification. He underscores the profound multi-generational benefits of fair chance employment, emphasizing its role in breaking cycles of incarceration and fostering a virtuous cycle of community safety and economic prosperity. 

Is hiring a wedding planner right for YOUR wedding budget and vision?   We'll outline five pros and five cons of having a wedding planner.   We encourage couples to choose the level of support that fits their vision, budget, and desired wedding-day experience (full service, partial, month-of/day-of coordination, or DIY)   Stress-free Wedding Planning Podcast #191: Unlocking Wedding Planner Secrets Every Engaged Couple Should Know! Host: Sal & Sam Music: "Sam's Tune" by Rick Anthony   TIMESTAMP 00:00 Introduction to Unlocking Wedding Planner Secrets Every Engaged Couple Should Know! 01:00 Podcast Overview and Goals 02:00 Quick Preview: 5 Reasons to Hire 03:00 Pro #1: Reduced Stress & Decision Fatigue 04:00 Pro #2: Trusted Vendor Network & Better Value 04:15 Pro #3: Budget Management That Keeps You on Track 04:30 Pro #4: Timeline and Logistics Expertise 05:00 Pro #5: Design Cohesion and Creative Ideas  07:00 Wedding Tip Wednesday: Communicate  07:40 Back to the Episode: Top 5 Cons of Hiring a Planner 08:00 Cons #1: Added Cost  08:30 Cons #2: Less Hands-On Control 08:45 Cons #3: Mismatch Risk 09:00 Cons #4: Over-Complicating  09:30 Cons #5: Not Always Needed 10:00 How to Decide: What Support Fits Your Wedding? 11:00 Final Thoughts and Community Engagement 12:00 Closing Remarks and Farewell   Join us in the Stress-free Wedding Planning Facebook group  https://urlgeni.us/facebook/Stress-Free-CT-Wedding-Advice Recognized as one of the Best 10 US Wedding Podcasts by Millionpodcasts.com https://www.millionpodcasts.com/us-wedding-podcasts/ Copyright © 2026 Atmosphere Productions LLC. All Rights Reserved. Produced by Atmosphere Productions in association with After Hours Events of New England https://atmosphere-productions.com https://www.afterhourseventsofne.com #2028Bride #2026Bride #2027Bride #WeddingPlanning #WeddingCeremony #weddinganxiety #NewEnglandWedding #WeddingPreparations #WeddingChecklist #WeddingProTips #weddingexperts #WeddingInspo #WeddingIdeas #WeddingPlanner #WeddingGoals #WeddingWisdom #WeddingTips #DreamWedding #WalkDownTheAisle #StressFreeWedding #StressFreeWeddingPlanning #StressFreeWeddingPlanningPodcast #WeddingPodcast #WeddingTipWednesday #WeddingAdvice #WeddingMusic #WeddingDay #CTweddingdj #WeddingDJ #AtmosphereProductions #AfterHoursEventsOfNE 

In this week's episode of Delivering #marketingjoy Katie Fortunato joins the show to discuss how to use AI in talent acquisition, how job seekers can navigate social first hiring, challenges and advantages being a woman founder, and more. Listen now!

✨ Use my Code "HANNAH" and Get 10% off on Fiverr: https://go.fiverr.com/visit/?bta=1098020&brand=fiverrcpa✨ Sign Up For a Free ProfitTree Plan: https://profittree.io/?utm_source=youtube&utm_medium=ecommhannah&utm_campaign=V2ehvid22✨ Try Gelato by Clicking here: https://try.gelato.com/ecomhannah_______________________________________________This children's book strategy on Etsy is a hidden gem.I found a personalized baby book listing making $10K+/month — and figured out how to replicate the entire thing using Print-on-Demand and AI tools like ChatGPT.In this full tutorial, I'll walk you through exactly how I created a personalized storybook that sells with zero inventory using:

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

Amanda Duling is an endurance athlete, writer, and founder of One Gear Short of Normal™.  A post-bariatric, perimenopausal gravel cyclist and Ironman 70.3 finisher, Amanda uses grit, science, and unapologetic humour to tell the stories no one else is telling about endurance sports, women's bodies, and doing hard things later in life. Through her writing and community work, she challenges the "suffer in silence" culture of endurance athletics and advocates for smarter fueling, better hygiene, realistic training, and radical honesty—especially for women navigating menopause, major weight loss, and endurance sport at the same time. When she's not riding gravel roads or lifting heavy things, Amanda writes research-backed, laugh-out-loud essays on endurance life, parenting, and why choosing your hard matters more than perfection. ***  New episodes of the Tough Girl Podcast drop every Tuesday at 7 AM (UK time)! Make sure to subscribe so you never miss the inspiring journeys and incredible stories of tough women pushing boundaries.  Do you want to support the Tough Girl Mission to increase the amount of female role models in the media in the world of adventure and physical challenges? Support via Patreon! Join me in making a difference by signing up here: www.patreon.com/toughgirlpodcast.  Your support makes a difference.  Thank you x *** Show notes Who is Amanda Living in Kansas City, USA Working as an IT professional during the day Mum to a special needs son  Building a brand in relation to being a post-bariatric endurance athlete  Publishing an e-book in relation to saddle sores  Why reinvention is possible  Growing up in a small rural community  Being into reading, writing and art Having a lot of anxiety about her body and body image Enjoying being active  Not having the confidence when she was younger  Getting married and settling down Having gastric bypass surgery in her early 40s  Having an Roux-en-Y gastric bypass - having a large portion of her stomach removed along with a large portion of her small intestines  Having the surgery at the beginning of COVID and being stuck at home Her journey with food, health and fitness  Going for walks with her husband  Finding the motivation for the next step Feeling uncomfortable wearing shorts and form fitting clothes  Starting to walk a little quicker  Hiring a personal trainer at the gym to gain some of the lost muscle back Seeing her strength coming back  Thinking about doing a half marathon  Finding a couch to 5k program  Not making a lot of progress due to not being able to eat a lot Starting to work with a dietician  Having to re-learn eating  Passing out after exercise and having no energy  Dumping syndrome - when the body is not able to process sugar UCAN and Waxy Maize Finding support through community  Joining a run club and meeting new people  Being able to complete the half marathon  Confidence and having confidence around her body Building her self confidence When things started to change Showing up to different races Doing hard things  Wanting to encourage individuals starting out to volunteer at a couple of events Overcoming a challenge during a race Gravel cycling/racing, and why it's the hardest disciple in endurance sports Unbound Gravel Race  Breaking down the challenge into smaller and smaller steps and grinding it out Logistics of gravel racing in relation to hydration and fuelling  Electrolytes UCAN Fuel— ucan.co  Running on sheer grit  What training looks like and why she needed a lot of structure Training Peaks Learning about heart rate training  Training in the morning and making training work for her and her family The importance of social interactions during workouts Being surrounded by the right people and how it can help with motivation  How to connect with Amanda on social media Her love for writing and sharing her stories on Substack Final words of advice to motivate and inspire you The importance of showing up    Social Media Website: onegearshortofnormal.gumroad.com/l/prrdc thecookiewaitlist.com Instagram: @onegearshortofnormal Facebook:  Amanda McMahon  Substack: @onegearshortofnormal1 Youtube: One Gear Short of Normal  

Scott Yang is an Australian software engineer and entrepreneur best known as the founder of OzBargain, one of Australia's largest and most popular online bargain-hunter communities. He launched the site in November 2006 as a part-time project to share deals with others, and it has since grown into a major community platform with millions of monthly visitors and an active forum where users share and vote on the best discounts and offers.Known for his hands-on technical expertise and commitment to transparency, Scott continues to run OzBargain independently while maintaining its mission of helping Australians save money.scotty@ozbargain.com.auhttps://www.ozbargain.com.auCHAPTERS:0:00 – Introduction1:21 – Andy shares that he's used OzBargain since he was 151:45 – Scott shares how OzBargain started5:36 – Hiring employees and defining the scope of their roles8:28 – How deal review queues work on OzBargain10:26 – How strong deals reach the homepage and low-quality deals get downvoted11:57 – How he handles stress while running OzBargain15:03 – How OzBargain's business model differs from Amazon18:13 – Why people continue to use OzBargain for many years19:22 – How OzBargain's community was formed through the forums20:03 – How they organize OzBargain's community meetup events22:57 –How people react when they meet him in person for the first time24:17 – Thoughts on AI27:03 – How the OzBargain community has remained strong for the past 20 years30:44 – Scott talks about other bargain communities that inspire him32:32 – How transparent OzBargain is regarding moderation decisions34:20 – Best idea they've implemented that made a huge impact on OzBargain36:53 – How banner ads make up 70% of their revenue41:08 – How affiliate links work on the OzBargain website44:41 – Competition within OzBargain46:39 – OzBargain's different site sections49:46 – How 30% of users browse with ad blockers52:25 – OzBargain's CPM compared to other websites53:54 – New Zealand and Singapore sites56:37 – Why visiting OzBargain has become a daily habit for many people59:29 – Price errors in OzBargain's live section1:01:39 – The best deal Scott has come across in 20 years on his own platform1:02:43 – OzBargain's cashback partners1:04:09 – Optimizing contest points1:05:31 – Flight deals on OzBargain1:07:11 – How they manage new and old user accounts1:09:43 – Benefits of having an older OzBargain account1:12:35 – How they handle scammers on OzBargain1:16:46 – OzBargain's moderation workflow1:19:35 – How they handle fluctuating moderation workloads1:24:23 – How he delegates tasks to his team1:25:41 – How he retains employees long-term1:28:23 – Using time-tracking tools for employees1:29:31 – How they handle 160k newsletter subscribers1:32:45 – Running their own email servers1:36:43 – How he juggles technical issues alone1:39:21 – How he handles website issues while on vacation1:41:42 – Receiving legal letters from McDonald's and Subway1:44:58 – How their team handles negative reviews on the site1:47:24 – How they create the daily newsletters1:48:54 – How they increase website traffic1:50:20 – Scott shares that many people are interested in buying OzBargain1:51:25 – Why Scott doesn't want to sell OzBargain yet1:56:28 – Why the community stays active and loyal1:57:51 – Future plans for OzBargain1:59:26 – From a 9–5 job to running OzBargain full-time2:01:42 – Other startups he built before OzBargain2:03:55 – Scott's reflections on his purpose in life2:07:01 – Running routine2:09:41 – Scott shares where he gets all his running shoes2:10:22 – Scott's thoughts on investments2:11:58 – Scott's thoughts on crypto and Bitcoin2:14:16 – Recent life discoveries2:17:43 – Scott talks about his children's education2:20:13 – How they go to church every Sunday2:21:01 – Goals and focus for the next six months2:22:08 – Scott talks about the products he sets notifications for2:25:19 – Connect with Scott2:25:50 – Outro

Managing Complex, High-Volume Hiring Without Sacrificing Candidate ExperienceInside Talent with Craig Fisher featuring Mike Bradshaw, VP of Talent at PinpointIn this episode of Inside Talent, Craig Fisher sits down with Mike Bradshaw, VP of Talent at Pinpoint, to explore one of the toughest challenges facing recruiting teams today: how to scale hiring quickly without damaging candidate experience or employer brand.As companies deal with more roles, more locations, and more pressure to move fast, many hiring processes begin to break down. Candidates feel it first — through slow communication, confusing workflows, and inconsistent hiring experiences.Craig and Mike dig into what “complex, high-volume hiring” really means today and what talent leaders can do to design hiring processes that scale effectively.In this conversation, they discuss:• How high-volume hiring has evolved in the past few years• Where candidate experience tends to break first when hiring scales• Why employer brand is shaped more by the hiring process than by marketing• The real role of automation in recruiting — and where it actually helps candidates• How flexible workflows and better systems can improve recruiter and hiring manager collaboration• What great hiring at scale actually looks like in practice• The patterns Mike sees across organizations that scale hiring successfully• What talent leaders should focus on first when hiring demand suddenly increasesWhether you're a TA leader, recruiter, HR executive, or hiring manager, this conversation offers practical insights on balancing speed, scale, and candidate experience in modern hiring.

KeywordsLeadership, Joy, Mattering, Workplace Culture, Hiring for Character, Storytelling, Optimism, Resilience, Service, Organizational Health, Chief Joy OfficerWhat if joy isn't the byproduct of great leadership… but the job itself?In this episode of Lassoing Leadership, Jason Rogers and Garth Nichols sit down with Rich Sheridan, CEO of Menlo Innovations and author of The Chief Joy Officer, to explore a deceptively simple question: Why don't more leaders take joy seriously?Rich makes the case that joy isn't fluffy. It's foundational. It drives engagement. It shapes culture. It improves outcomes. And perhaps most importantly—it reminds people that their work matters.We talk about what it really means to hire for joy (hint: it's not about personality tests), how onboarding sets the emotional tone for an organization, and why optimism is often the braver choice. Rich shares stories from Menlo that demonstrate how intentional culture building can change not just performance—but people.This conversation weaves together storytelling, resilience, and service. It asks leaders to look in the mirror and consider:Take AwaysJoy is not a perk — it is a leadership responsibility.Culture doesn't happen by accident. It is designed, reinforced, and protected.Hiring for collaboration and character beats hiring for résumé shine.Onboarding is storytelling — it teaches people what really matters.Optimism is a discipline, not a personality trait.Service to others is the heartbeat of sustainable joy.Leaders must model presence — joy requires engagement, not distance.Resilient cultures are built on trust, safety, and shared purpose.Storytelling is how leaders transfer belief.Ted Lasso isn't naïve — he's intentional.Soundbites“We need joy now more than ever.”“Joy is in the service to others.”“Optimism is the harder path — but it's the better one.”“Culture is built in the moments no one thinks matter.”“Keep lassoing on.”Chapters00:00 – Why Joy Belongs in the Leadership Conversation05:35 – The Business Case for Joy09:25 – What Joy Actually Means (and What It Doesn't)11:09 – Hiring for Collaboration, Not Ego14:26 – Onboarding as Cultural Storytelling16:04 – Optimism: Naïve or Necessary?20:26 – The Hard Work of Protecting Culture23:57 – If the Leader Isn't Feeling Joy… Then What?26:05 – Why Storytelling Changes Everything28:57 – Service, Purpose, and the Long Game of Leadership

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

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

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

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

Episode Summary In this episode of the Work at Home Rockstar Podcast, Tim Melanson chats with Mark Aylward, founder of 7 Pillars Global and a mentor who helps successful men rebuild confidence after hardship. Mark shares stories from his entrepreneurial journey, including building and selling two IT staffing companies and the lessons he learned about leadership, culture, and personal growth along the way. The conversation dives into the importance of values-driven leadership, hiring people for character, and navigating difficult moments in business with dignity. Mark also shares personal practices that help him stay grounded and consistent, including journaling, breathwork, and accountability. It's an honest discussion about resilience, self-awareness, and what it takes to keep improving both personally and professionally.  Who is Mark Aylward? Mark Aylward is the founder of 7 Pillars Global and a mentor focused on helping capable men rebuild confidence after facing hardship. With a background in marketing from the University of Notre Dame and more than 30 years of professional experience, Mark has worked across recruiting, leadership development, and entrepreneurship. After successfully founding and selling two staffing companies, Mark shifted his focus toward mentoring and professional development. His work now centers on helping individuals strengthen leadership skills, rediscover confidence, and align their careers with their values. Through kindness, accountability, and honest conversation, Mark helps clients uncover their strengths and move forward with clarity. Connect with Mark Aylward: Website: https://7pillarsglobal.com/ Calendar: https://calendar.7pillarsglobal.com/more-valuable LinkedIn: https://www.linkedin.com/in/aylwardmark/ Host Contact Details: Website: https://workathomerockstar.com Facebook: https://www.facebook.com/workathomerockstar Instagram: https://www.instagram.com/workathomerockstar LinkedIn: https://www.linkedin.com/in/timmelanson YouTube: https://www.youtube.com/@WorkAtHomeRockStarPodcast Twitter: https://twitter.com/workathomestar Timestamps 00:00 Welcome and Guest Intro 00:25 Success Story in Staffing 02:03 Hard Lesson on Culture 03:51 Why Culture Gets Ignored 07:33 Building Values Driven Culture 10:06 Hiring for Character 11:41 Firing with Dignity 12:44 Daily Practices and Journaling 15:45 Staying Consistent with Structure 17:48 Journaling Framework and Mindset 20:28 Accountability Partners 21:20 Accountability Partners 22:06 Why Coaches Matter 23:27 Kind Candor Framework 24:35 Readiness and Triggers 26:11 Pause Before Reacting 27:09 Niche Coaching Men 30:53 Why Men Avoid Coaching 33:53 Masculinity and Courtesy 37:26 Finding Mark Online 38:58 Tom Petty Favorite 40:43 Wrap Up and Farewell

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

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

Are most gym leads slipping through the cracks without ever showing up? Find out what separates high-performing gyms from the rest.Episode HighlightsIn this episode, Whitney from X4 Nexus explains how her gyms achieve a 75% booking rate, 60% show rate, and under 5% churn. She dives into creating scalable processes across multiple locations, building a passionate team, nurturing leads over 14 days with a structured follow-up cadence, and maximizing member value ($1,500–$1,800 per year). Whitney also shares insights on maintaining lead quality, refining marketing targeting, and ensuring consistent operational execution.Episode OutlineWhitney's role: managing four locations with plans for expansionDaily and weekly operational tasks for consistency across studiosLead nurture: 14-day manual follow-up with six calls plus monthly automated outreachBooking and show rate strategies, including urgency and confirmationsClosing rates and maximizing member valueChurn management and retention strategiesAdvice for gym owners: monitor lead quality, refine marketing, improve nurtureKey takeaways: know your numbers, refine systems, balance people coaching with operational metricsEpisode Chapters00:00 Intro to Gym Marketing Made Simple & Lasso00:29 Meet Whitney & X4 operations overview01:59 Managing multiple gym locations & staffing03:23 Hiring from the brand community & “product of the product”04:29 Franchising X4 & building scalable systems06:07 Lessons from OrangeTheory & “you can't improve what you don't measure”08:07 Lead journey design & 14-day nurture cadence11:29 Booking, urgency & show-rate tactics17:13 Free trial, presenting offers & sales process19:25 Funnel math: leads to 15–20% conversions22:54 LTV, CAC and ad spend mindset25:24 Churn, retention & business health vs hobby32:08 People vs process, refining what already works36:31 Final advice to gym owners & GMsAction TakenCreate scalable operational processes for franchise expansionBuild a sales team and implement a structured lead nurture processContact new leads within five minutes and follow up manually for 14 daysMove leads into monthly automated sequences after manual follow-upsImplement confirmation automation and manual confirmation cadenceRefine marketing targeting, monitor KPIs, adjust processes as neededConclusionStructured operations, intentional staffing, and focused lead nurture keep gyms performing at peak efficiency and member engagement high.CTAListen, follow, and visit the provided links to access the tools and insights shared in this episode.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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