Podcasts about Hiring

Today's guest is Austin Jochum. Austin Jochum is the founder of Jochum Strength, a former All-Conference safety turned performance coach known for playful, movement-rich training. He blends strength, speed, and adaptability to help athletes build real-world capability and enjoy the process. So often, coaches inadvertently play by the formal “rules” of coaching, through substantial instruction, within smaller boxes of training. Gameplay and sport itself are the ultimate example of task-based stimulation, chaos, and problem-solving, and the more we learn from it, the more effective our training can become. In this episode, Austin Jochum and I explore how coaching transforms when you trade rigid cues for play, stimulus, and athlete-driven learning. We dig into why intent and novelty matter, how to “win the day” without chasing constant PRs, and the power of environments that let athletes self-organize. Austin speaks on his recent dive into improving his Olympic lifting, and subsequent improvement in explosive athletic power, along with the masculine and feminine nature of the snatch and clean and jerk, respectively. Finally, Austin also breaks down the JST Olympics—his team-based approach that's exploding motivation, competition, and performance in the gym. Today's episode is brought to you by Hammer Strength and LILA Exogen wearable resistance. Use the code “justfly20” for 20% off any Lila Exogen wearable resistance training, including the popular Exogen Calf Sleeves. For this offer, head to Lilateam.com Use code “justfly10” for 10% off the Vert Trainer View more podcast episodes at the podcast homepage. (https://www.just-fly-sports.com/podcast-home/) 0:00 – Austin's background, wrestling influence, and early training lens 8:12 – How wrestling shaped his coaching, problem-solving, and creativity 14:30 – Working with movement constraints, unpredictability, and the “maze” idea 22:40 – Why he prioritizes exploration over instruction 31:18 – Building athletic bandwidth through games and environmental design 38:01 – Touch on wrestling in training and contact-oriented movement 45:10 – Heavy rope training, rhythm, and full-body sequencing 52:46 – Hiring coaches and building culture inside his gym 1:01:37 – Athlete intuitiveness, imitation, and imitation-driven learning 1:10:55 – Recovery methods, cold exposure, and principles behind them 1:18:42 – Breathing mechanics, sensory awareness, and relaxation 1:24:52 – Tempo, rhythm, and “feel” in athletic movement 1:30:48 – Coaching philosophy and where Austin is heading next Actionable Takeaways 8:12 – Use problem-solving sports to shape athletic intelligence Wrestling taught Austin to read bodies, adapt instantly, and explore solutions without external cues. Add low-level grappling or tagging games to build instinctive reaction. Favor tasks where athletes solve problems on their own rather than through constant cueing. Let athletes “feel” leverage, pressure, and timing instead of explaining it. 14:30 – Build constraints that shape behavior instead of commanding technique Austin's “maze” concept uses environment and rules to funnel athletes into better movement patterns. Use boundaries, footwork boxes, or timing rules to nudge athletes into desired solutions. Ask “what would make the athlete naturally move better?” instead of “how do I cue it?” Encourage unpredictable tasks that force athletes to explore and adapt. 22:40 – Exploration outperforms instruction for long-term development Austin finds that athletes learn faster when they discover solutions. Give them space to experiment before layering instruction. Adjust one variable at a time and let athletes reorganize around it. Use questions (“What did you feel? What would you try next?”) to guide reflection. 31:18 – Games expand movement bandwidth Austin uses play-based drills to build coordination, elasticity, and adaptability. Rotate games: tag, dodgeball variations, reactive pursuit, to challenge perception-action loops. Use small-sided tasks to increase decision density without overthinking. Keep the focus on fun: fun increases intent and frees up movement quality. 38:01 – Use wrestling-inspired drills for strength without rigidity Wrestling movements gave Austin strong connective tissue without bulky lifting. Use partner-resistance tasks for whole-body strength and tension awareness. Build isometrics out of wrestling positions for joint integrity. Allow controlled chaos; body contact builds stabilizing capacity. 45:10 – Heavy rope work for rhythm, sequencing, and tissue tolerance Austin relies on heavy rope patterns for global coordination. Use ropes to sync hands, feet, hips, and breath. Program flowing, continuous patterns to teach timing and smooth force transfer. Start with simple rhythms, then build patterns that cross midline. 52:46 – Culture and community determine training success Austin emphasizes hiring people who share curiosity and a growth mindset. Build environments where coaches model exploration, not perfection. Encourage shared training, shared learning, and open dialogue. Make the gym a place where athletes feel safe to try new things. 1:01:37 – Encourage imitation and athlete-led learning Austin sees imitation as a primary learning driver. Let athletes watch each other and imitate good movers. Create partner structures where athletes observe and mirror. Limit over-coaching so imitation can self-organize movement. 1:10:55 – Use recovery tools to teach regulation, not toughness Cold exposure and breathing work are about awareness and control. Focus on downregulation, not chasing extreme discomfort. Teach athletes how to relax under stress through controlled exposures. Keep recovery practices consistent and simple. 1:18:42 – Breathing for awareness and movement refinement Austin uses breath as a sensory anchor for better movement feel. Teach nasal breathing during warmups to increase internal awareness. Pair breath with movement tasks to improve timing and relaxation. Explore slow breathing to reduce unnecessary tension. 1:24:52 – Rhythm and tempo drive better movement than force Austin believes rhythm is the “glue” of athleticism. Use music, metronomes, or rhythmic cues to build flow. Train movements at different tempos to expand adaptability. Emphasize smoothness over force output when teaching skills. 1:30:48 – Stay curious and evolve your practice Austin's philosophy centers around lifelong learning. Revisit old drills with new perspectives. Explore different disciplines (dance, wrestling, martial arts). Let your own training experiment inform your coaching. Quotes from Austin Jochum “Wrestling taught me to solve problems in real time. You can't fake instinct in that environment.” “When you build the right constraint, you don't have to coach as much. The environment does the teaching.” “Exploration gives athletes ownership. They learn the lesson at a deeper level.” “Games create bandwidth. The more options you give the athlete, the more adaptable they become.” “Wrestling positions gave me strength that the weight room couldn't.” “Ropes taught me rhythm and timing. They connect the whole body.” “Culture is the system. If the environment is right, the training takes care of itself.” “I want athletes to imitate great movement, not memorize cues.” “Cold exposure isn't toughness. It's learning how to regulate yourself under stress.” “Breathing is awareness. It gives you access to better movement.” “Rhythm is the missing piece in performance. Smooth beats strong.” “The more curious I am, the better my athletes get.” About Austin Jochum Austin Jochum is the founder of Jochum Strength, a performance coach known for blending old-school grit with modern movement science. A former University of St. Thomas football player and All-Conference safety, Austin built his philosophy around “training the human first,” emphasizing play, adaptability, and athletic expression over rigid templates. His coaching blends strength, speed, breathwork, and movement variability, creating athletes who are not just powerful—but resilient and skillful in chaotic environments. Through his in-person gym in Minnesota, online programs, and the Jochum Strength Podcast, Austin has become a leading voice in community-driven athletic development, helping athletes and everyday movers reconnect with their bodies, build real-world ability, and enjoy the process.

In this episode of Remodelers on the Rise Kyle talks with husband and wife team Austin and Callie Cornell of MSC Enterprises They share how they run their remodeling business together balance family life improve their financial clarity and build smoother processes that support steady growth ----- Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit Remodelersontherise.com today and take your remodeling business to new heights! ----- Remodel Your Marriage, Life & Business Retreat – Feb 10-12, 2026 A three-day experience in Franklin TN designed for remodeling-business couples who want to strengthen their marriage, clarify their vision, and build a business that supports a thriving life together. Join Kyle and Sarah Hunt for meaningful conversations, practical sessions, and intentional time to reconnect and refocus for 2026. Sign up here! ----- Takeaways The importance of marriage in business partnerships. Transitioning business ownership requires open communication. Financial clarity is crucial for business growth. Hiring the right team members can alleviate stress. Understanding numbers leads to better decision-making. Having a dedicated office space enhances productivity. Saying no to projects that don't fit your business model is essential. Peer support groups can provide valuable insights. Flexibility in work allows for better family time. Continuous learning and adaptation are key to success. ----- Chapters 00:00 Introduction and History of Lee's Summit 04:06 Predictions for the Chiefs' Season 05:22 History and Overview of MSC Enterprises 07:34 Transitioning from Teaching to Working in the Business 11:55 Lessons Learned in Transitioning from One Generation to Another 15:35 Lessons in Understanding Financials and Charging Properly 19:33 The Importance of Knowing Your Numbers and Creating a Budget 25:51 The Impact of Leasing an Office Space 28:08 The Role of a Project Coordinator in Reducing Stress and Improving Accuracy 36:36 The Importance of Saying No and Focusing on What Works for Your Business 37:38 The Best Decision We've Ever Made 38:42 Finding Support and Encouragement 39:48 The Importance of Regular Meetings

Ruslan Belkin (Head of Platform Engineering @ Inflection AI) joins us to deconstruct fundamental shifts in engineering leadership. We explore the future of user interfaces, his “sci-fi” approach to establish & test product vision, & how to leverage “investor decks” for better decision-making and project validation. Ruslan also dives into the complexities of building emotional intelligence into AI systems, cultivating an outcome-oriented engineering culture & avoiding process traps. Plus, we discuss how to keep up with the velocity of change (including when new research necessitates a major pivot), synthetic data & the future of data as a defensibility strategy, & why agent reliability is the massive opportunity ahead. ABOUT RUSLAN BELKINRuslan Belkin joined Inflection after co-founding Jelled.ai—acquired by Inflection in 2024—and previously served as CTO of Nauto. Earlier in his career, Ruslan held senior engineering roles at Twitter, LinkedIn, Netscape, and other pioneering Silicon-Valley companies, bringing more than two decades of experience at the intersection of data platforms and machine learning. SHOW NOTES:How leading engineering teams is evolving: Moving from code as the source of truth to specs/documentation as the source of truth (2:44)Why an eng org's good hygiene / health will create better output (5:12)A framework for product vision: Envisioning the future "viscerally" like a sci-fi novel, stress-testing assumptions, and focusing smart people on the problem (9:04)Hiring in the modern era: Why software engineering is becoming "tooling and data engineering" and the importance of hiring for openness to new research (18:20)Gen Z vs. Millennial engineers: Ruslan's observation that Gen Z is more outcome-oriented and has a lower tolerance for "corporate euphemisms." (22:24)Ruslan's favorite frameworks for effective decision making: Using an "investment deck" to validate projects, avoid disbelief and lack of focus. (25:19)Keeping up with the velocity of change: How to curate research inputs and determine when a new paper (like DeepSeek) requires a strategic pivot. (32:57)The new burden of leadership: Why the velocity of AI requires leaders to be "right more often" and how to use models to increase research rigor. (36:27)The "Data Wall" and Synthetic Data: Why we have hit the wall for text data and how synthetic data generation loops will drive the next wave of defensibility. (41:35)The "March of 9s": Analyzing the trajectory of the AI market and why increasing agent reliability is the massive opportunity ahead. (46:25)Rapid fire questions (48:18) LINKS AND RESOURCESRuslan's Talk at ELC Annual 2025The War of Art - Steven Pressfield's guide to inspire and support those who struggle to express their creativity. Pressfield believes that “resistance” is the greatest enemy, and he offers many unique and helpful ways to overcome it.A Brief History of Intelligence: Evolution, AI, and the Five Breakthroughs That Made Our Brains - Artificial intelligence entrepreneur Max Bennett chronicles the five “breakthroughs” in the evolution of human intelligence and reveals what brains of the past can tell us about the AI of tomorrow. This episode wouldn't have been possible without the help of our incredible production team:Patrick Gallagher - Producer & Co-HostJerry Li - Co-HostNoah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Something New! For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it hereIn episode 227, Coffey talks with Christy Close about how organizations can expand their talent pool by hiring and supporting neurodiverse employees.They discuss the growing number of neurodivergent individuals entering the job market; the importance of revising job descriptions and interviews to reduce bias and increase accessibility; how leaders can make reasonable accommodations to help neurodiverse employees thrive; why flexibility, clear communication, and awareness benefit all employees, not just those with atypical information processing; and the mindset shift required to recognize neurodiversity as a competitive advantage rather than a challenge.Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for three-quarters of a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.About our Guest:Christy Close owns and operates HR Solid Foundation, as a Business & Human Resource consultant. Christy is also a facilitator of Human Resources classes for UT- Austin, UT- Arlington, Univ of Houston, and tech facilities to include working with those exiting the military and entering the workforce.She is sought out as to facilitate the HR Certification Prep test class- as of May this year, her pass rate is at a 97% pass rate for first timers.Her claim to fame is her involvement with the EEOC having completed over 1244 cases with only 5 going to court, and 1 loss.She received her Masters in International HR Mgmt with an emphasis in Global Org, a Paralegal degree, as well as HR certifications.She is the author of Employee Relations 101, a book for new managers.After 8 years in the military, and 30+ years in the HR & Employee Relations arena, she has found her passion working with employers and employees finding a great balance and a very conducive work environment.Her clients range from military, aviation, hospitality, manufacturing, and retail ranging from Houston, TX to Tulsa, OK to Seattle, Atlanta, and Miami.Her motto hasn't changed since day 1: How may I serve you?She is currently co-authoring a book for hiring nuerodivergents, which is expected to be released in spring 2026.As the CEO of HR Solid Foundation, she believes many of today's employment discrepancies could be avoided with proper training or structural strategic alignment within the organization's goals.Christy Close can be reached athttps://www.hrsolidfoundation.com/https://www.linkedin.com/in/christygcloseer101/https://www.facebook.com/HRSolidFoundationhttps://www.instagram.com/hrsf.info/?next=%2FAbout Mike Coffey:Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week.Mike and his very patient wife of 28 years are empty nesters in Fort Worth.Learning Objectives:1. Recognize the value neurodiverse employees bring to innovation, creativity, and organizational performance.2. Identify hiring and interviewing practices that unintentionally exclude neurodiverse candidates.3. Implement inclusive workplace strategies that promote equity, engagement, and retention for all employees.

Get in touch with Jimmy about EVs and Solar Panels at jimmy@octopus.energy Want your own Brand or Business Podcast? Try out our NEW Podcast Calculator: https://www.boxlight.io/ Billion-dollar deal. Explosive fraud allegations. Extradition. Acquittal. A yacht, a storm… and a tragic ending. In this episode of Jimmy's Jobs of the Future, Katie Prescott, tech correspondent at The Times, takes us inside her new book on Mike Lynch – the brilliant, controversial founder at the centre of Britain's biggest tech scandal. Katie explains how Lynch rose from a nurse-and-fireman family to build Autonomy into a multibillion-dollar company, why HP paid $11bn for it, and how that deal spiralled into one of the most complex legal sagas in modern British business. She talks about writing the book in the aftermath of his death, what she learned from those who worked closest with him, and why his story still hangs over the UK tech ecosystem today. Along the way, Jimmy and Katie dig into power in Big Tech, the culture of entrepreneurship, Dragons' Den, Reggae Reggae Sauce, and what it really takes to report on the people shaping our technological future. If you want to understand how one tech deal became a decade-long war over truth, power and billions, this conversation is unmissable. 00:00 Intro01:35 Katie's new book & why this story matters02:20 Early life and career of Mike Lynch04:55 The rise of Autonomy08:27 The HP acquisition & legal battles16:18 The tragic end and Lynch's legacy24:42 The UK tech ecosystem today35:25 Peter Jones and the startup mindset36:42 How entrepreneurship has evolved37:14 The Reggae Reggae Sauce phenomenon37:59 Katie's transition into journalism39:43 What a journalist's job really is now40:06 Interviewing the world's top tech leaders41:24 Power dynamics inside Big Tech44:32 Future trends in technology50:34 Advice for aspiring journalists51:22 BBC vs The Times55:47 Hiring a tech correspondent57:33 Closing thoughts58:36 End ********** Follow us on socials! Instagram: https://www.instagram.com/jimmysjobsTiktok: https://www.tiktok.com/@jimmysjobsofthefutureTwitter / X: https://www.twitter.com/JimmyMLinkedin: https://www.linkedin.com/in/jimmy-mcloughlin-obe/ Want to come on the show?hello@jobsofthefuture.co Sponsor the show or Partner with us:sunny@jobsofthefuture.co Credits:Host / Exec Producer: Jimmy McLoughlin OBEProducer: Sunny Winter https://www.linkedin.com/in/sunnywinter/Junior Producer: Thuy Dong Learn more about your ad choices. Visit podcastchoices.com/adchoices

Ted speaks with Jeff St Cyr owner of Authentic Inc. They discuss the innovative practices of Authentic Inc, a construction company based in Bozeman, Montana. Jeff shares insights into the challenges and changes in the construction industry, the importance of quality and wellness in home design, and the dynamics of hiring and training in a competitive market. They also explore the impact of economic downturns on the construction business and the unique projects Jeff has undertaken, highlighting the complexities of excavation and site preparation.TOPICS DISCUSSED01:10 Innovative Construction Practices03:30 Life in Bozeman, Montana06:10 Clientele and Market Changes8:00 Wellness Trends in Home Design09:45 Building Experience and Lessons Learned11:40 Navigating Economic Challenges19:10 Hiring and Team Dynamics22:20 Training Grit in Young Workers24:00 Opportunities in the Trades29:30 Innovations in Home Construction30:50 Excavation Challenges in Spanish Peaks37:45 Navigating Challenges with Clients and Climate CONNECT WITH GUESTJeff St CyrWebsiteLinkedInInstagramKEY QUOTES FROM EPISODE"You've got a roofing guy on staff?""We built a full structural pad.""We had to drill them really slow."

This episode takes you inside the reality of becoming a systems integrator and growing a technical services business from the ground up. Vlad and Dave share their personal experiences launching and running integration companies, the lessons they learned as engineers moving into business ownership, and the challenges that come with finding customers, choosing technologies, setting rates, managing cashflow, and hiring the right people. This is a detailed and candid look at what the journey actually requires. It is also a practical conversation that breaks down how technical professionals can evolve beyond pure engineering work in order to build a sustainable integration practice in the world of manufacturing and industrial automation.The episode begins by grounding the definition of a systems integrator in the context of modern industrial environments. Vlad and Dave explore the many different shapes and levels of integrators across the ISA eighty five and ISA ninety five landscape, from controls and PLC programming to SCADA development, MES implementations, and specialized software delivery. They also explain why customers hire integrators, why the most valuable asset is always the people, and why the hardest part of the work is rarely technical. Vlad shares insights from his decade in engineering and operations roles at Procter and Gamble, Kraft Heinz, and Post Holdings, followed by senior engineering and management positions at multiple systems integration firms. Dave brings his experience from aerospace, OEM machine building, distribution, and running his own integration business focused on manufacturing execution systems and ignition development.The conversation then shifts to the earliest stages of starting an integration company. Vlad and Dave describe the moment when most professionals decide to go out on their own, which usually begins with feeling constrained by corporate structures or wanting more autonomy over the projects they work on. They break down the difference between being a contractor and building a long term business and why many technical founders underestimate the reality of sales, marketing, legal administration, cashflow management, and relationship building. The discussion highlights how timing and relationships drive early opportunities far more than technical ability and why every contract carries its own risk profile that needs to be negotiated with care.Listeners are then guided through the real startup requirements for a systems integration company. This includes liability insurance, business registration, accounting and bookkeeping tools, mileage and expense tracking, choosing an internal technology stack, managing licenses, and understanding when to invest in programming software or rely on customer owned licenses. Vlad and Dave explain the role of net thirty, net ninety, and even net one hundred eighty payment terms and why long payment cycles can destroy cashflow if not anticipated correctly. They also share practical frameworks for setting hourly rates, pricing time and materials versus fixed projects, and calculating the true cost of travel, administration, and sales time that erode billable hours.Timestamps00:00 Introduction to systems integration month01:10 Vlad background and career in manufacturing and automation03:00 Dave background and experience running an integration company04:40 What a systems integrator actually is in modern manufacturing07:50 The blurry line between integrators machine builders and software providers08:50 Why people decide to start a systems integration company12:40 Contractor mindset versus building a real business16:50 Early startup requirements insurance registration tools licenses22:00 Sales marketing and the challenge of finding early customers27:00 How timing relationships and visibility drive new work30:00 Referrals partnerships and brand building for technical founders33:20 Understanding financials hourly rates project rates and risk40:00 Negotiating payment terms net cycles and cashflow management43:30 Technology choices internal tools external platforms and vendor ecosystems51:10 Should you specialize or learn every platform54:20 When to say no and how to evaluate incoming work58:00 Hiring your first employee and the reality of scaling01:03:20 The future of systems integration over the next three to five years01:08:00 Final career advice for engineers considering integration01:12:00 Resources and closing thoughtsSystems integrators articlehttps://www.joltek.com/blog/system-integratorsManufacturing consulting insightshttps://www.joltek.com/blog/manufacturing-consultingDigital transformation in manufacturinghttps://www.joltek.com/blog/digital-transformation-in-manufacturingIndustrial cybersecurity fundamentalshttps://www.joltek.com/blog/industrial-cybersecurity-ics

Send us a textA quiet Thanksgiving plan turns into a high-stakes HR story: 20-plus fake employees on a real payroll, deepfake executives on urgent video calls, and wire transfers that vanish because the faces on the screen weren't human at all. We pull the thread on ghost workers, AI-powered impersonation, and the ways remote hiring can be gamed, then rebuild a safer, saner system step by step.We walk through the modern fraud playbook—deepfakes that mimic CFOs, ghost payroll profiles collecting salaries, third parties secretly doing the job, and criminal networks using “employees” to launder money or open backdoors to sensitive data. Then we get tactical. Identity verification needs more than an I‑9 snapshot: add live checks, secure video verification, and consistent FaceTime during onboarding; align with IT for least-privilege access, device compliance, and anomaly detection; and implement dual approvals with known-key phrases for any financial movement. Trust becomes a process, not a vibe.Hiring still has to feel human. We take aim at clunky ATS flows that drive away great candidates. Keep applications as quick as placing an online order, avoid duplicate data entry, and use clear timelines and text follow-ups to prevent ghosting on both sides. At the same time, weave in light-touch anti-fraud checks and reference pathways that rely on authentic networks rather than easily faked profiles. The result is a pipeline that respects candidates and protects the business.We close with practical scripts, small cultural habits, and a reminder to teach basic AI literacy at home and at work. When a request feels “off,” it's okay to slow down and verify through a second channel. Layered verification, clear communication, and smarter access design take the drama out of hiring and keep your holidays—and budgets—intact.If this conversation helped, follow the show, share it with your team, and leave a quick review so more HR pros can find it. What safeguard will you add to your onboarding this week?Support the showWe want to hear from you.Text us or leave a voicemail (252) 564-9899‬email: feedback@jadedhr.comWant to:* Share a dumb employee question* Share a crazy story* Ask us a question* Share a best practice * Give us feedback Our Link Tree below has links to our social media sites, Patreon, Apple podcasts, Spotify & more.Please leave a review on your favorite podcast player and interact with us online!Linktree - https://linktr.ee/jadedhrFollow Cee Cee on IG - BoozyHR @ https://www.instagram.com/boozy_hr/

11-19-25 - Work From Home People Emailing In As We Rebuke Its Importance - Hiring News And Weather People Is A Lot Like Owning A Strip Club - Visit Rwanda Is Jersey Sponsor For LA Clippers And John's Got Issues w/It - Woman Sweats Milk From Her Armpit And We Have QuestionsSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In a word: uncertainty. Retail chains like Target are pulling back on hiring temporary workers ahead of this year's holiday shopping season as tariffs take their toll, consumer sentiment slumps, and little government data leaves them with little guidance. We'll hear more. But first: there's a lot riding on Nvidia results, and investors are split on predictions for the Fed's next rate decision.

In a word: uncertainty. Retail chains like Target are pulling back on hiring temporary workers ahead of this year's holiday shopping season as tariffs take their toll, consumer sentiment slumps, and little government data leaves them with little guidance. We'll hear more. But first: there's a lot riding on Nvidia results, and investors are split on predictions for the Fed's next rate decision.

This week on The Conservative Woman's Guide, Karin Lips is joined by Claire Dixon, Founder and Executive Director of Talent Market. Claire shares insights into today's job market and offers practical advice for young professionals starting their careers. Karin and Claire discuss the challenges conservatives face during the hiring process, and this episode includes a […]

Are you struggling to attract and close more high-net-worth clients?What if the reason has nothing to do with your financial plans and everything to do with your office design?In this solo episode, I share one of the most surprising lessons I've learned in 20+ years of coaching advisors: the design and intention behind your office directly impacts the clients you attract and the culture you create.Your office is more than a workspace. It's a physical reflection of your values, beliefs, and the experience you promise to your clients. I'll show you how thoughtful design can elevate your credibility, boost team culture, and transform how prospects perceive your brand.I'll also walk you through the three lessons that shaped Triad's new headquarters, so you can apply the same principles to your own firm and start attracting higher-net-worth clients while building a culture your team loves coming to every day.3 of the biggest insights from Brad…#1.) Celebrate What Matters in Business and LifeMost advisors design an office that looks good on paper, but doesn't feel like them. In this episode, I share how to build a space that actually tells your story. From our Do Business, Do Life wall filled with team goals to the way you showcase client experiences instead of sales awards, I'll show you how to create an environment that instantly connects and builds trust with million-dollar clients.#2.). Speak Things Into Existence That MatterAt Triad, we believe language creates culture. So when we built our new office, we wanted our walls to literally speak our values. Instead of labeling rooms A, B, and C, we named them after the beliefs we live by—like the “Significance Suite” and the “Day One Café.” We even have an “Empty Chair” in every conference room to represent our members, reminding us to always build on their behalf. It's a simple way to make sure what we say we believe shows up in how we work every day.#3.) Create a Collision-Friendly EnvironmentWe fixed one of the biggest mistakes from our first office—silos. In our new space, we built what I call a “hub-and-spoke” design that sparks connection. The hub is where ideas collide—coffee stations, couches, even a kegerator—and the spokes are where deep work happens. I'll share how this setup boosted creativity, broke down barriers, and created a vibe that everyone—from team members to visiting advisors—can feel the moment they walk in.SHOW NOTEShttps://bradleyjohnson.com/143FOLLOW BRAD JOHNSON ON SOCIALXInstagramLinkedInFOLLOW DBDL ON SOCIAL:YouTubeTwitterInstagramLinkedInFacebookDISCLOSURE DBDL podcast episode conversations are intended to provide financial advisors with ideas, strategies, concepts and tools that could be incorporated into their business and their life. No statements made in the episode are offered as, and shall not constitute financial, investment, tax or legal advice. Financial professionals are responsible for ensuring implementation of anything discussed related to business is done so in accordance with any and all regulatory, compliance responsibilities and obligations. The Triad member statements reflect their own experience which may not be representative of all Triad Member experiences, and their appearances were not paid for. Triad Wealth Partners, LLC is an SEC Registered Investment Adviser. Please visit Triadwealthpartners.com for more information. Triad Wealth Partners, LLC and Triad Partners, LLC are affiliated companies. TP11254897334. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

If you're a small business owner, you are probably experiencing some degree of overwhelm in your business or personal life. Probably both. Because when you're a small business owner, business and personal overlap and intertwine. A lot.  Overwhelm can become a major obstacle to success. It can affect your business growth and your personal growth. Personal overwhelm affects your business and business overwhelm affects your personal life. How many times have you been impatient or snippy or overreacted to something because of stress in another part of your life?  So many business owners operate in a constant state of overwhelm. But it doesn't have to be that way. In this episode, I'm walking you through five things you can do to help reduce your overwhelm so you can thrive instead of just surviving.  1. Time Management - There will never be enough hours in the day to get everything done. How we manage our time is crucial to reducing overwhelm. Get more done by:  Identifying high-priority tasks. Time blocking those tasks. Removing distractions. Using a timer to stay focused.  2. Hiring, Outsourcing, Delegating - you can't keep doing business alone. This means knowing when it's time to:  Hire Outsource Delegate 3. Setting Realistic Goals and Timelines - entrepreneurs are guilty of always thinking we can get more done in a set amount of time than we actually can.  Be honest with yourself.  Plan only ONE big rock per quarter. (detailed in my Strategic Yearly Planning Workshop - linked below) 4. Getting Support - feeling supported makes a huge difference to the amount of overwhelm you feel.  How can your team support you?  How can your spouse support you?  How can your children support you?  How can your friends and family support you?  Seek out other support - housekeeper, grocery deliveries, etc.  5. Self-care - you need to take time for yourself. Don't feel guilty about it.  Plan self-care time - put it on your calendar.  Make time to spend with friends and family.  Start with one of these items and build it into your routine. Then layer in another. And another. Stop operating in fight or flight mode. Your health and the health of your business depend on it!  Join me for this episode and learn five things you can do to tackle overwhelm in your subscription box business. Take my ⁠Strategic Yearly Planning Workshop⁠.  Join me in all the places:  ⁠Facebook⁠ ⁠Instagram⁠ ⁠Launch Your Box with Sarah Website⁠  Are you ready for ⁠Launch Your Box⁠? Our complete training program walks you step by step through how to start, launch, and grow your subscription box business. ⁠Join ⁠today! 

In this episode of the Solar Maverick Podcast, host Benoy Thanjan talks with Jon Semingson, President of Peak Demand, a leading recruitment firm focused on renewable energy and clean technology. Jon shares an inside look at how the intense growth of solar, storage and broader renewables is reshaping the talent market, what companies are doing right and wrong when hiring, and what candidates should focus on to stand out. Benoy and Jon also dive into how recent policy changes and the “Big Beautiful Bill” landscape are influencing demand for specific skill sets, plus key takeaways from this year's RE+ Las Vegas and what they signal about the future of the clean energy workforce. What You'll Learn In This Episode How Peak Demand became a go-to recruiting partner for solar, storage and clean energy companies The most in-demand roles in today's renewable energy market How policy shifts and incentives are changing hiring needs across development, EPC, asset management and finance Compensation and hiring trends for 2025 and beyond How remote work, hybrid models and geographic flexibility are affecting recruiting strategies Common mistakes solar and storage companies make when trying to hire top talent Practical tips for candidates who want to break into or move up in the renewable energy industry Key themes Jon and Benoy saw at RE+ and what they reveal about where the industry is headed How founders and executives can build teams that scale with rapid growth and market volatility   Biographies Benoy Thanjan Benoy Thanjan is the Founder and CEO of Reneu Energy, solar developer and consulting firm, and a strategic advisor to multiple cleantech startups. Over his career, Benoy has developed over 100 MWs of solar projects across the U.S., helped launch the first residential solar tax equity funds at Tesla, and brokered $45 million in Renewable Energy Credits (“REC”) transactions. Prior to founding Reneu Energy, Benoy was the Environmental Commodities Trader in Tesla's Project Finance Group, where he managed one of the largest environmental commodities portfolios. He originated REC trades and co-developed a monetization and hedging strategy with senior leadership to enter the East Coast market. As Vice President at Vanguard Energy Partners, Benoy crafted project finance solutions for commercial-scale solar portfolios. His role at Ridgewood Renewable Power, a private equity fund with 125 MWs of U.S. renewable assets, involved evaluating investment opportunities and maximizing returns. He also played a key role in the sale of the firm's renewable portfolio. Earlier in his career, Benoy worked in Energy Structured Finance at Deloitte & Touche and Financial Advisory Services at Ernst & Young, following an internship on the trading floor at D.E. Shaw & Co., a multi billion dollar hedge fund. Benoy holds an MBA in Finance from Rutgers University and a BS in Finance and Economics from NYU Stern, where he was an Alumni Scholar. Jon Semingson Jon Semingson is the President of Peak Demand, a recruitment firm specializing in renewable energy, clean technology and the broader energy transition. Peak Demand partners with developers, IPPs, EPCs, manufacturers and investors to help them hire top talent across leadership, commercial, technical and operational roles. Peak Demand focuses on long-term partnerships, understanding both company culture and candidate motivations to build teams that can scale in a fast-moving, highly competitive market like solar and storage.   Stay Connected: Benoy Thanjan Email: info@reneuenergy.com  LinkedIn: Benoy Thanjan Website: https://www.reneuenergy.com Website:  https://www.solarmaverickpodcast.com   Jon Semingson  Linkedin: https://www.linkedin.com/in/solarrecruiter/       Website:  https://peakdemandinc.com/   Email:  jon@inpeakdemand.com   If you enjoyed this episode, please rate, review and share the Solar Maverick Podcast so more people can learn how to accelerate the clean energy transition.   Join Us for the Winter Solstice Fundraiser!  I'm excited to invite you to our Winter Solstice Fundraiser, hosted by Reneu Energy and the Solar Maverick Podcast on Thursday, December 4th from 6–10 PM at Hudson Hall in Jersey City, NJ! https://www.tickettailor.com/events/reneuenergy/1919391 This event brings together clean energy leaders, entrepreneurs, and friends to celebrate the season while raising funds for the Let's Share the Sun Foundation, which installs solar and storage systems for families and communities in need in Puerto Rico. We'll have: -Great food and drinks -Amazing networking with solar and sustainability professionals -Sports memorabilia auctions (with proceeds benefiting Let's Share the Sun) -An inspiring community focused on making an impact through solar energy If you or your company would like to get involved as a sponsor, please message us at info@reneuenergy.com.  

This week on Women in AEC: Wine After Work, I'm joined by the brilliant Seyka Mejeur, CEO and Founder of AdAstra Talent Advisors—an executive search firm helping early-stage Clean Tech and New Space startups build high-performing leadership and technical teams. Seyka has built her career around one philosophy:

Many organizations treat accessibility as just a compliance checkbox, checking the box to meet legal requirements and then moving on. But this mindset misses massive opportunities. When companies design truly inclusive hiring processes, they don't just help candidates with disabilities, but also improve the experience for everyone. Forward-thinking employers are discovering that accessibility drives innovation, expands talent pools, and creates competitive advantages, so how do you move from minimum compliance to genuine inclusivity, and how do you do that at scale? My guests this week are Business Psychologists Brittany Davies and Laura Kate Ruttle from Talogy. In our conversation, they share valuable advice on building an accessible assessment strategy, and we discuss how AI is shaping a whole new future for inclusive hiring. In the interview, we discuss: The current challenges around accessibility and fairness in hiring The significant benefits to employers of going beyond the basic legal requirements Improving hiring for everyone Best practices for encouraging disclosure How AI can help How do you implement inclusive hiring at scale? Advice to TA leaders on what to prioritise The potential of personalized adaptive assessment What might the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

What if you could take a single product idea and build a real business from it, even with zero e-commerce experience?In this episode of High Voltage Business Builders, Neil Twa sits down with community member and entrepreneur Ashley Klaus, who scaled a simple scar-care product into a fast-growing brand doing over half a million dollars in revenue.Ashley opens up about the real work behind launching on Amazon. The early mistakes. The plateau that almost made her quit. The inventory chaos that comes with rapid growth. And how mentorship helped her navigate every stage of the journey.If you've ever wondered whether an everyday idea can turn into a real business, this episode gives you a blueprint built on experience, patience, and smart execution.In This Episode, We Cover:✅ How Ashley validated a product idea after her first attempt failed✅ Why structure, support, and mentorship accelerated her success✅ Managing growth from 40 units a day to 120+ units a day✅ How cash flow planning changes when your product takes off✅ Why focus beats chasing every new idea✅ Building a brand vs competing in a price war✅ Using Subscribe & Save to increase recurring revenue✅ The mindset shift every new seller needs to reach seven figures✅ How Ashley balances business, family, and creativity✅ Why e-commerce offers unmatched flexibility for busy parents  

In this episode, I'm sharing how my husband and I created our “abundant money system” to manage family finances with clarity and flexibility. Learn how combining finances, detailed budgeting, and personal spending accounts can empower both partners while maintaining financial freedom.I'm offering practical tips for tracking expenses—using Google Sheets, Monarch Money App, and Splitwise for group costs—and showing you how to plan for both fixed and variable expenses, from mortgage to kids' activities. Plus, hear why open conversation and emotional awareness are keys to making any money system work for you!  Free Resources:Join 30 Day Calendar Blocking Blueprint and finally feel in control. ​Click here to join the next round. ​Are you a business owner making $100,000+ and still wearing all the hats? ​Click here​ to learn about my upcoming 12-week Outsourcing Mastermind.Are you an aspiring or newer business owner who needs some accountability and clarity on the next steps? ​Click here​ to join my 6-month accountability group - Simplify.

11/18/25: Sporting News' Bill Bender Talks CFP Rankings Projections, James Franklin Virginia Tech Hiring & So Much More!

11-19-25 - Work From Home People Emailing In As We Rebuke Its Importance - Hiring News And Weather People Is A Lot Like Owning A Strip Club - Visit Rwanda Is Jersey Sponsor For LA Clippers And John's Got Issues w/It - Woman Sweats Milk From Her Armpit And We Have QuestionsSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Your 60-second money minute. Today's topic: Small Business Hiring Slows Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Snehal Antani, co founder and CEO of Horizon3 AI, joins the show for a conversation about how veterans bring rare leadership strengths to fast moving companies. He pulls back the curtain on the world of special operations, shares what industry leaders often miss when interviewing former service members, and explains why these leaders are some of the most prepared problem solvers you can hire.This episode helps any listener understand the real strengths behind military experience and how those strengths translate into modern tech and business environments.Key Takeaways• Veterans succeed in high pressure environments because they train as learn it alls and solve problems as a team• The best performing military units succeed due to empowerment, shared understanding, and clear cadence• Many veterans underestimate their own leadership ability when entering industry and need support reframing their experience• Hiring managers often miss top talent because they use filters that do not map well to military backgrounds• Reference based hiring and early transition planning create a smoother path for veterans entering tech rolesTimestamped Highlights00:41 Snehal describes the world inside JSOC and what makes special operations leaders exceptional04:45 Why many transitioning service members experience imposter syndrome and how to shift that mindset10:17 How geography affects familiarity with military culture and shapes hiring outcomes14:33 A look at why Israeli veterans become top founders and what the United States can learn from that19:19 How military roles connect directly to major sectors like logistics, telecom, infrastructure, and talent management24:24 The real reason many veterans struggle to land interviews and why referral networks matter so much28:40 Practical resources and programs that help veterans navigate transition with clarity and confidenceA line that captures the heart of the episode“You are the most cycle tested leader in the world. Those skills are not taught in school. They are earned.”Practical advice from the conversation• Translate military jargon into industry language and speak to the business outcomes you created• Build and maintain a strong network long before you transition• Start planning two to three years out and use programs like SkillBridge to build experience and confidence• Hiring teams should look beyond titles and focus on the pressure tested leadership traits that veterans bringCall to actionIf this conversation helped you, follow the show and share the episode with someone who would benefit. You can also connect with us on LinkedIn for more leadership insights and real stories from people shaping tech today.

Are you stressed out about planning your dream wedding?   Let's talk about it!   Our newest edition breaks down 5 expert tips for planning your dream wedding.   →→ From creating a budget cushion to incorporating personal elements, you'll learn strategies to ensure your special day is stress-free.    Stress-free Wedding Planning Podcast #175: Achieve a Dream Wedding with These Top 5 Expert Tips Host: Sal & Sam Music: "Sam's Tune" by Rick Anthony   TIMESTAMP 00:00 Introduction to Achieve a Dream Wedding with These Top 5 Expert Tips 01:00 Podcast Overview and Goals 02:30 Tip 1: Taking Care of Yourself 03:30 Tip 2: Planning Ahead and Prioritizing 05:30 Wedding Tip Wednesday: Schedule the Setup 07:15 Tip 3: Managing Your Budget Wisely 08:30 Tip 4: Embracing Personalization 10:00 Tip 5: Hiring a Day-of Wedding Coordinator 11:30 Final Thoughts and Community Engagement 12:15 Closing Remarks and Farewell   Get your FREE no-obligation report TODAY: "8 QUESTIONS YOU MUST ASK A WEDDING PROFESSIONAL BEFORE BOOKING THEM" http://forms.aweber.com/form/55/756659955.htm Music List Giveaway  https://www.afterhourseventsofne.com/guestcontact *** Join us in the Stress-free Wedding Planning Facebook group https://urlgeni.us/facebook/stress-free-wedding-planning Copyright © 2025 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 #WeddingSelfCare #2026Bride #2027Bride #WeddingPlanning #WeddingCeremony #weddinganxiety #NewEnglandWedding #WeddingPreparations #WeddingCoordinator #weddingpro #weddingexperts #WeddingInspo #WeddingIdeas #WeddingBudget  #WeddingGoals #WeddingWisdom #WeddingTips #DreamWedding #WalkDownTheAisle #StressFreeWedding #StressFreeWeddingPlanning #StressFreeWeddingPlanningPodcast #WeddingPodcast #WeddingTipWednesday #WeddingAdvice #WeddingMusic #WeddingDay #CTweddingdj #WeddingDJ #AtmosphereProductions #AfterHoursEventsOfNE       

Episode SummaryIn this inspiring and deeply human episode, Kathy and Linda sit down with Amanda Mavropoulis, a global project and portfolio management leader in technology including 15 years in the electric utility space, and one extraordinary career pivot.Amanda shares her unconventional STEM journey—from early days taking apart alarm clocks, to working in IT as a student worker, to a long career in utilities, and ultimately into her “unicorn job” at a major tech company. Along the way, she opens up about her unexpected breast cancer diagnosis, navigating treatment after leaving a longtime job, and the clarity and boldness it brought to her next steps.This conversation is filled with humor, wisdom, honesty, and plenty of laughs as Amanda, Kathy, and Linda reflect on career longevity, teamwork, life detours, and why sometimes you just have to “science the hell out of it.”Topics We CoverA full-circle reconnection: How Linda and Amanda met during a massive utility system conversion—and why team culture matters.Life in a global tech environment: Agile management, nonstop meetings, time zones, boundaries, and protecting heads-down time.Finding balance: Hybrid work, maintaining work–life separation, setting expectations, and empowering teams.Career pivoting after 15 years in utilities: What it's like to be “new again” in a fast-paced tech company.Breast cancer survival and perspective shifts: How Amanda approached treatment, resilience, and redefining what she wanted out of life.Unicorn jobs: Applying for stretch roles, building confidence, and not letting fear stop you.STEM pathways that aren't linear: Environmental science beginnings, early IT work, accidental opportunities, and embracing unexpected journeys.Hiring challenges today: Entry-level roles requiring experience, the impact of layoffs, and navigating the job market as a new grad.Diversity of thought & representation in tech: Why it matters and what Amanda sees in her new workplace.About Amanda MavropoulisAmanda is a technical project and portfolio management leader with a BS in Environmental Studies from Texas A&M, an MS from Walden University, and three decades in the IT and utility sectors. She's known for her leadership, empathy, ability to build strong teams, and her passion for mentoring women entering STEM fields. She's also a breast cancer survivor whose resilience fueled her leap into a dream role in global technology.Connect with the PodcastWe'd love to hear from you!Have a question, comment, or want to submit your own “Ask the Not-Expert” question?Email: ordinarilyextraordinarypod@gmail.comWebsite & Voicemail: ordinarilyextraordinary.comMusic by Kay Paulus Follow Kay on Instagram @kaypaulus8Support the showSupport the show

Tuesday, November 18, 2025 Inside Sports with Al Eschbach -Hiring OSU's next coach, OU issues on display, Blaine's superpowers, 2nd CFP Rankings come out tonight, Broncos are rolling and more. Follow the Sports Animal on Facebook, Instagram and X Follow Tony Z on Instagram and Facebook Listen to past episodes HERE! Follow Inside Sports Podcasts on Apple, Google and SpotifySee omnystudio.com/listener for privacy information.

In this week's season 10 finale, Ann Wyatt sits down with , Patrick Tobin, President of Han-Tek, for a conversation that shares insights about his journey in the automation industry, the importance of company culture, and the role of technology in enhancing workplace safety and efficiency. Patrick emphasizes the significance of hiring individuals with the right attitude and aptitude, adapting to changing customer needs, and maintaining integrity in business practices. The discussion also touches on the future of leadership and the impact of innovation on job creation. If you're wondering how your career can advance into seeing every aspect of how a product is made in manufacturing- from concept to completion- this episode is for you!In This Episode:-00:00: Workforce 4.0 Introduction-00:30: Welcoming Pat Tobin To Workforce 4.0-03:15: Building a Strong Company Culture-05:51: Navigating Change and Continuous Improvement-08:28: Expanding Beyond New York: Growth Strategies-11:10: Maintaining Company Culture During Growth-14:09: The Role of Attitude and Aptitude in Hiring-16:53: The Impact of Technology on Workforce-19:26: Advice for Future Leaders-22:02: Customer Success Stories and Integrity-27:17: Conclusion and Future Outlook-34:40: Workforce 4.0 OutroMore About Pat: "At Han-Tek, I've been given the opportunity to see every aspect of how a product develops from concept to completion—how they get manufactured, processed, assembled, and installed," says Patrick.This deep, first-hand knowledge is what drives Patrick's leadership focus on customer needs and strategic business development. He further honed this expertise by earning his MBA from the University of Rochester Simon School of Business.As resident, Patrick oversees the organization's day-to-day operations and personally champions the team's efforts to implement their new strategic business plan, ensuring the company's future growth and success. While no two days are the same—from new business development initiatives to exploring potential mergers and acquisitions—Patrick remains committed to keeping Han-Tek's family-business values at the core of every decision.In his downtime, Patrick enjoys being with his growing family, hitting the slopes to ski, finding a quiet spot to fish, and cheering on NCAA lacrosse. To learn more about Patrick, connect with his here.

Let's talk about MTG hiring security and an escalating feud....

Want to scale your business? Apply for one of our scaling workshops here: https://www.acquisition.com/podlWelcome to Build where we talk about the lessons I have learned in scaling big businesses, gaining millions in sales, and helping our portfolio companies do the same. Buckle up, because we're creating an unshakeable business.Want to scale your business? Click here. Follow Leila Hormozi's Socials:LinkedIn | Instagram | YouTube | Twitter | Acquisition

Attracting and retaining top talent is one of the greatest challenges for growing advisory firms. As teams expand, success depends not just on recruiting, but on creating a culture where people feel valued, supported, and empowered to grow. This episode explores how intentional talent development and leadership coaching can help firms build thriving, future-ready teams. Katie Calagui is the owner of Katie Calagui Consulting, a coaching and consulting firm that partners with financial planning leaders to strengthen their people systems and firm culture. Listen in as Katie shares how firms can move beyond traditional HR to invest in true people development, building training, mentorship, and advancement pathways that reduce turnover and develop next-generation advisors. You'll learn the key metrics that reveal whether your talent strategy is working, common leadership blind spots, and why the best coaches don't give advice—they draw out the wisdom firm leaders already have. For show notes and more visit: https://www.kitces.com/464

Watch the YouTube version of this episode HEREAre you an entrepreneur looking to grow and thrive in the legal space? In this episode of the Maximum Lawyer Podcast, Tyson interviews Matt Anderson, an attorney and real estate investor, about his unconventional journey blending law, entrepreneurship, and property investing. Matt shares lessons from multi-level marketing and business ownership and emphasizes the importance of hiring for culture fit.For lawyers who are new to the entrepreneurial space, it is possible to build a firm that runs on minimal daily involvement. In order to do this, you need to let go of a lot of the day to day work of practicing law as well as partner and hire individuals who can help you achieve that. Partner with another lawyer who has the same vision as you. After that, look at hiring good lawyers who will do all the necessary work that will bring you success. That way, you can spend your day doing what you want to do.Matt provides some insights on hiring staff based on culture and character, rather than experience. One way to do this is utilizing personality tests, inner metrics and multiple interviews to find the right fit. For Matt, anyone can learn a skill or aspects of a job. But, not everyone has the character or personality to work for a certain firm. As an owner, you need to determine what kind of firm you want to run and hire people based on what matters to you most.Listen in to learn more!2:01 Creative Side Hustles in Law School4:13 Building a Business, Not Just Practicing Law9:44 Hiring and Personality Fit16:32 Buying Law Firm Real Estate 23:23 Creative Financing and Seller Deals 25:12 Renting vs. Owning Your Home29:24 AI as a Law Firm Leveler32:13 Preventing Lifestyle Creep in Law Firms34:06 Impact of AI and the Future of Office Space43:36 Who Runs the Firm?47:20 Biggest Surprises in Partnership 49:40 Implementing AI in the Firm53:03 The Role of Hard Work in Success 58:03 Importance of Emotional Intelligence (EQ)Connect with Matt:Website  LinkedIn  Tune in to today's episode and checkout the full show notes here. 

Join us for a profoundly honest and strategically insightful conversation with Elliot Kallen, a 40-year veteran entrepreneur and Founder of Prosperity Financial Group, which manages over $500 million in assets.In 2015, during a critical phase in his business-building journey, Elliot's 19-year-old youngest son, Jake, committed suicide, a devastating event that coincided with the challenges of growing his venture. Despite the tragic loss, he persevered,  continued to scale, and kept his business running.Elliot's journey is the definition of resilience. He shares the raw truth of scaling a business—including being forced to sell a cash-strapped venture and navigating the treacherous waters of uncontrolled growth—all while enduring the devastating personal loss.This episode is essential listening for any founder who knows that growth doesn't always equal cash flow and that true leadership is forged in crisis.In this episode, we discuss the high-stakes reality of entrepreneurship:The "Apple" Struggle: The common pitfall where a business looks successful externally but is cash-strapped and struggling internally.The Power of Adversity: Why true growth and priceless insights don't come from success, but from overcoming failure and navigating difficult times.Financial Sanity: The significance of sound financial planning for entrepreneurs, including understanding your burn rate and common mistakes when building personal and business wealth.Hiring to Elevate: Strategies for hiring people who genuinely complement your weaknesses to drive sustainable scale.Legacy Through Loss: How Elliot channeled a personal tragedy into founding A Brighter Day, a national nonprofit providing crucial mental health support for teenagers.Elliot is also the Amazon #1 best-selling author of DRIVEN: How to Elevate Your Success as an Entrepreneur. This is a must-listen for anyone seeking practical, hard-won wisdom on staying motivated, financially sound, and resilient under immense pressure.Support the showRemember to subscribe for free to stay current with entrepreneur conversations. Want the episode freebie or have a question for our guest or Vincent? Interested in becoming a guest or show partner? Email us.This Episode is Brought to You By: Coming Alive Podcast Production: www.comingalivepodcastproduction.com Music Credits: Copyright Free Music from Adventure by MusicbyAden.

Sideline reporter Andy Bitter joins G&D to discuss the Hokies hiring James Franklin.

This week on The Audit Podcast, we're joined by three members of Snowflake's internal audit team: Amrita, Pooja, and Ajay.   Amrita Kapoor, Head of Internal Audit at Snowflake, walks us through how their team is using Snowflake's native tools to build practical analytics and AI solutions. She shares several real use cases their internal audit function has deployed—many of which Snowflake customers can replicate with the tools they already have.   We're also joined by Pooja K., who takes us inside the AI tool she built for the audit team. And here's the part that might surprise you: Pooja has no technical background—no analytics, no IT, no engineering—and yet she built her AI solution in a single evening. She breaks down exactly how she approached it, what she created, and why auditors without a tech background should feel empowered to start experimenting.   Finally, Ajay R., Internal Audit Manager at Snowflake, walks through additional AI and data analytics use cases their team has implemented, highlighting what's possible when internal audit fully leverages Snowflake's capabilities.   Also, be sure to follow us on our social media accounts on LinkedIn, Instagram, and TikTok.   Also be sure to sign up for The Audit Podcast newsletter and to check the full video interview on The Audit Podcast YouTube channel.   Timecodes:   4:38 - Snowflake: Team Introductions 14:08 - Leveraging Data Analytics for ITGCs 20:07 - Testing Termination Controls 24:16 - Strengthening Collaboration Between Internal and External Audit 27:46 - How AI Is Shaping Resources and Hiring 30:17 - Final Thoughts   *   This podcast is brought to you by Greenskies Analytics, the services firm that helps auditors leap-frog up the analytics maturity model. Their approach for launching audit analytics programs with a series of proven quick-win analytics will guarantee the results worthy of the analytics hype.  Whether your audit team needs a data strategy, methodology, governance, literacy, or anything else related to audit and analytics, schedule time with Greenskies Analytics.  

Shawn Bushway has a PhD in economics and public policy from the Heinz College at Carnegie Mellon University and has spent his career in criminology, where he has been recognized as a Distinguished Scholar for the Division of Corrections and Sentencing and a Fellow of the American Society of Criminology. He has published two books and over 100 peer-reviewed articles in journals.Mentioned on the ShowLearn more about the Bushway Opportunity Score: https://www.bushwayopportunityscore.com/Connect with Shawn on LinkedIn: https://www.linkedin.com/in/shawn-d-bushway-91a1494aTimestamps(00:00:00) — Shawn Bushway joins O'Brien McMahon on People Business.(00:03:12) — What's the origin story for how you got into criminology?(00:05:41) — As a culture in the US, how have our beliefs around crime and criminals changed over time?(00:08:49) — Do foreign countries have other sentiments about criminals? (00:12:49) — What are the misconceptions and what is the reality around recidivism?(00:26:47) — Which factors should you look for in recidivism?(00:35:38) — What about white collar crime? Is there a higher risk to hiring someone to a white collar job who has committed a white collar crime?(00:43:30) — The Bushway Opportunity Score: helping employers make solid decisions in hiring(00:45:31) — What factors can be considered for offenders in the hiring process? (00:49:55) — Once these people get hired, are they materially the same as every other employee, or are there differences—maybe positive or negative?(00:56:12) — Closing thoughts and encouragements

It's not science fiction anymore; it's Agentic AI. We're moving past the era where AI just assists us.  Now, we're talking about a coworker that can run entire recruiting workflows from start to finish. Think of it like a Tesla: you set the destination, and it drives the car. But I don't want you to be left in the dust regarding what this looks like. We are talking about autonomous scoring, outreach, and screening that operates without human intervention so you can save your intervention for where it matters most. However, with great automation comes great responsibility. I know we are all feeling the pinch point of budget constraints and increased hiring needs , but you cannot build automation on top of chaos. If you don't have a strong foundation or good data, you're just going to automate chaos. We're going to discuss the critical guardrails you need - like human oversight on outreach and bias monitoring, because the human touch is going to be more valuable than it ever has been. So, where do you start? We'll look at finding your highest ROI pilots, like passive candidate sourcing or high-volume screening, and how to build a governance framework so candidates know they are interacting with AI. This isn't autopilot; it's assisted driving. Join me as we explore how to use these tools to elevate the human experience, not replace it. Stacie More episodes at StacieBaird.com. Basics on GDPR and CCPA

Thinking about hiring a marketing agency for your boutique fitness or wellness business? In this episode, Christa Gurka shares exactly what you need to know before you spend a single dollar on paid ads.Christa breaks down the essential marketing metrics and strategies every studio owner should understand — from CPC, CPA, and CAC to lifetime value (LTV) and conversion rates — so you can make informed decisions and avoid wasting money.Whether you run a Pilates studio, yoga studio, or private-pay PT clinic, this episode will help you become confident in your marketing conversations, know what red flags to watch for, and understand how to measure real results from your ad spend.

Most service business owners make the same hiring mistake: they either clone themselves or swing too far in the opposite direction. Dave MacDonald, founder of The MacDonald Group, has cracked the code on bringing in leadership that elevates your business without losing what makes it profitable. In this episode, Dave shares his battle-tested approach to hiring leaders who bring proven systems from larger operations—without the disconnect that kills profitability. If you've ever wondered how to scale past $10M, $20M, or beyond without chaos, this conversation is your roadmap. The "Descending Ladder" Hiring Strategy That Changes Everything Dave's counterintuitive approach: hire leaders from companies roughly double your size. Not too small (they won't bring new systems), not too large (they'll lose touch with the hands-on work that drives profit). The sweet spot: If you're running a $20M service business, target leaders from $40M firms. They've seen the systems that work at scale, but they're still close enough to remember the grind. The danger zone: Hiring someone from a $100M operation for your $20M business. They'll design systems for problems you don't have yet—and profitability vanishes while they build their empire. "Throw Them in the Pool" - The Onboarding System That Reveals Everything Forget the standard two-week onboarding playbook. Dave's approach tests what really matters: can they swim when unexpected challenges hit? Phase 1 - The Pool Phase 2 - The Brick Phase 3 - Juggling The Three I's: Building a Culture That Repels the Wrong People Dave's non-negotiable cultural framework filters out mismatches before they become expensive problems: Integrity - Takes a full year to truly assess. You can't shortcut this one. Intensity - Either they match your pace or they don't. Create an environment where low intensity feels awkward. Intentionality - Can be taught, but natural focus is gold. Look for people who think three steps ahead. Systems That Actually Improve (Instead of Just Existing) The Annual Rewrite: Every Standard Operating Procedure gets completely rewritten yearly. Yes, completely. This forces evolution and prevents "we've always done it this way" from killing your growth. The Weekly Rhythm Feedback loops that matter The People-First AI Strategy for Service Businesses Dave's refreshingly practical take on AI: "Old-world values with today's most robust technology." What they're actually using AI for: Writing and presentation creation Back-office automation (invoicing, payroll) Initial candidate screening What they're NOT doing: Chasing bleeding-edge tools that aren't proven Replacing the human connection in recruiting Top-down AI mandates Why This Matters for Your Service Business If you're stuck between $5M and $20M, you're probably missing one thing: leaders who've already solved the problems you're facing. The systems you need exist—you just need someone who's lived them. Dave's approach removes the guesswork. Hire people who've already built what you're trying to build. Test them hard and fast. Build a culture so strong that mediocrity feels uncomfortable. Most importantly: don't let your systems gather dust. Annual rewrites might sound exhausting, but it's the difference between a business that scales and one that plateaus. Want to transform your hiring and onboarding systems? These aren't just recruitment tactics—they're the foundation for scalable growth. The question isn't whether you can afford to implement these systems. It's whether you can afford not to.

Ever hired a salesperson who sounded great… then couldn't close a single job? In this episode of Masters of Home Service, host Adam Sylvester chats with Doni Jones, owner of Don's Tree Services, and Rich Camacho, CEO of BlueRecruit, about how to avoid expensive hiring mistakes and set your next sales rep up for success. They cover pay structure, red flags to watch out for, and the #1 question every owner should ask before bringing someone on. New to Jobber? Masters of Home Service listeners can claim an exclusive discount for Jobber at http://bit.ly/4kAzgm0

True leadership isn't about authority — it's about connection, empathy and purpose. In this episode, Oz Rashid, Founder and CEO of MSH and Host of the “Hire Learning” podcast, dives into leadership, culture and the evolving expectations of today's workforce. Drawing from his extensive experience in talent strategy, Oz explores what it takes to build high-performing teams in a rapidly changing business landscape. The discussion centers around people-first leadership, authenticity and the power of intentional hiring.Key Takeaways:00:00 Introduction.01:39 MSH began in 2011 with the intention of making hiring smarter and more data-driven.05:25 Hiring hasn't evolved like other industries, driving a need for innovation.10:12 AI is advancing hiring, but full automation remains a long way off.15:08 Client success fueled demand for MSH's tech, Aeon, prompting a broader launch.19:59 Aeon's roadmap expands beyond hiring to support people in an AI future.25:16 The best hires often come from organic, unexpected connections.30:05 Recent layoffs haven't been a result of AI, but automation may soon change that.35:13 Adapting to change is essential. Those who resist new technology risk being left behind.Resources Mentioned: Oz Rashidhttps://www.linkedin.com/in/ozrashid/MSH | LinkedIn https://www.linkedin.com/company/mshtalent/MSH Talent | Websitehttps://www.talentmsh.com/Aeon | LinkedInhttps://www.linkedin.com/company/aeonhireAeon | Websitehttps://www.aeonhire.com/"Hire Learning" Podcasthttps://open.spotify.com/show/7CKt8PyliIOgm4DjcVIkVvThis episode is brought to you by Content Allies.Content Allies helps B2B tech companies launch revenue-generating podcasts and build relationships that drive revenue through podcast networking. We schedule interviews with your ideal prospects and strategic partners so that you can build relationships and grow your business. You show up and have conversations, we handle everything else. Learn more at ContentAllies.com #B2B #BusinessLeaders #Leadership

Show SummaryNatalie Elliott Handy, a caregiver for her husband and mother and co-host of the Confessions of a Reluctant Caregiver Podcast. During our conversation, we share the commitment that she and her sister have to highlighting and supporting military connected caregivers. Provide FeedbackAs a dedicated member of the audience, we would like to hear from you about the show. Please take a few minutes to share your thoughts about the show in this short feedback survey. By doing so, you will be entered to receive a signed copy of one of our host's three books on military and veteran mental health. About Today's GuestNatalie is someone who genuinely loves people. She has a natural passion for meeting new faces, staying closely connected with family, friends, and colleagues, and, most of all, helping others. Anyone who knows her will readily say, “Natalie doesn't know a stranger.” It's simply who she has always been.Raised in her family's hardware store, Natalie learned early how to engage customers — and how to count change — by talking to everyone who walked through the door. At church, she was the first to volunteer to sing, recite Bible verses in “big church,” and attend every youth activity, especially lock-ins. In school, her teachers often placed her in the front row to help minimize “distractions,” because she was, without a doubt, a social butterfly.Those gifts — her ability to connect, her quick wit, and her desire to support others — naturally led her into leadership roles throughout her career in the mental health field. She married young at 21 and, many years later, again at 39. She often describes her first marriage as a light-hearted “practice run” with someone kind, but not Jason, the partner she shares her life with today.From the outside, Natalie's life looked picture-perfect: a fulfilling job, a loving husband, a close-knit support system, and of course, her beloved dogs. But behind the scenes, she was burning the candle at both ends — working 12-hour days, six days a week, answering every request with, “No problem. Happy to help.”Everything shifted when Jason was diagnosed with cancer in March 2022. In the midst of that crisis, Natalie confronted the truth that she couldn't keep living at that pace. During those darkest moments, she reconnected with her faith and, through that, rediscovered her true self. She learned to acknowledge her imperfections and, more importantly, to love herself fully — flaws and all.Today, Natalie has reordered her life with clear priorities: God, herself, Jason, family and friends, and then work. She says “no” far more often, seeks silver linings in difficult moments, and is grateful for the journey that led her to live God's plan instead of her own. She embraces the mantra of being “perfectly imperfect.”Her mission is simple: to share stories and experiences that inspire, uplift, and — whenever possible — spark a little laughter. She strives to encourage others to be true to themselves while supporting the people they love. And along the way, she fully intends to keep making new friends.Links Mentioned During the EpisodeConfessions of a Reluctant Caregiver Website2024 Heroes Caring for Heroes series2023 Heroes Caring for Heroes seriesPsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course course Understanding the VA for Caregivers. This course helps caregivers navigate and better utilize the services of the VA – the largest integrated healthcare system in the country. The content for this course was developed collaboratively with a working group of various VA Departments. You can find the resource here:  https://learn.psycharmor.org/courses/understanding-the-va-for-caregivers-2 Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on XPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

Hiring your first helper is exciting, but it can also be terrifying. After keeping the wrong person on my team for far too long, I realized I had been focusing on all the wrong things. Skills on a resume are table stakes, but you cannot teach someone to care about the details the way you do. In this episode (Part 2 of our hiring series), I am pulling back the curtain on the screening process that saved me from making that mistake again. I share the specific, behavioral questions I now ask to uncover a candidate's true values, the red flags that signal a poor fit, and the single most important step I take before making any commitment: the paid trial project. This is the guide I wish I had when I started building my team.   Chapters 00:00 Welcome Back & The Hiring Journey 00:45 The Mistake I Made With My First Hire 02:05 Looking Beyond the Resume: Skills vs. Values 03:00 Why "Culture Fit" Is Everything for a Small Creative Business 04:00 The Pre-Screening Trick for Attention to Detail 05:50 How to Ask About Past Work (The "Prioritization" Question) 07:45 Asking About Mistakes and Listening for Ownership 09:30 How Do They Handle Critical Feedback? 10:30 The Importance of a (Paid) Trial Project 11:50 The Truth Revealed in the Trial 12:20 Red Flags: Badmouthing and Vague Answers 13:00 Why the Questions They Ask Matter 13:30 The One Question I Wish I Had Asked 14:00 Final Thoughts: Aligned, Not Perfect   Support the Show Website: https://www.martineseverin.com/ Follow on Instagram: https://www.instagram.com/martine.severin/ | https://www.instagram.com/thisishowwecreate_ Subscribe to the Newsletter: https://www.martineseverin.substack.com/ This is How We Create is produced by Martine Severin. This episode was edited by Daniel Espinosa.  

Damien Sordelett, Roanoke.com on VT hiring James Franklin by Ed Lane

In this episode, Molly breaks down how to onboard an Executive Assistant without chaos, confusion, or costly rework by transforming the way leaders transfer responsibility. She breaks down her Teach–Show–Do–Go–and–Grow™ method, revealing how to shift from ad-hoc task dumping to intentional leadership development. You will learn how shadowing, quick huddles, and clear context can turn an EA into a proactive leader rather than just a task-doer. Key Takeaways: The Teach, Show, Do Go and Grow method is a transformational onboarding strategy that builds trust and leadership within firms. Immersive shadowing during an EA's first week enables them to understand the 'how' and 'why' of leadership decisions. Pre- and post-meeting huddles are crucial for providing context and measuring outcomes. A final week debrief by the EA demonstrates learning, accountability, and their readiness to take on responsibilities. Consistent evaluation and adaptation of the onboarding process ensure alignment with leadership expectations and business goals. Quote for the Show: "Onboarding isn't about filling time, it's about transferring context, leadership language, and decision-making framework." - Molly McGrath   Links: Join our December Masterclass: https://thelawfirmleader.com/ Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/rkhwBv8gaRA 

Follow Proof of Coverage Media: https://x.com/Proof_CoverageIn this episode Connor & Mahesh sit down with Akshay Poshatwar & Nishikant Bahalkar, founders of Qiro, to discuss their ground-breaking platform aimed at tackling adverse selection through a unique credit risk underwriting protocol. Akshay shares his journey from the FinTech industry in India, highlighting the potential for global capital access through decentralized finance. Nishikant adds his insights on the evolution of blockchain and DeFi, emphasizing the benefits and challenges in Real World Assets (RWA) lending. The discussion includes how Qiro aims to bridge TradFi and DeFi, offering solutions for different asset classes and the promising future of decentralized infrastructure networks (DePIN). The episode wraps up with a look towards the company's rapid growth and their search for strategic hires, particularly in business development within the U.S. and Europe.Timestamps: 00:00 - Introduction 00:46 - Meet the Qiro Team01:53 - Founders' Backgrounds and Journey09:35 - Understanding Qiro's Unique Platform13:30 - Challenges and Innovations in RWA Lending24:36 - DePIN Networks and Future Prospects31:13 - Hiring and Growth at Qiro33:52 - Conclusion and Contact InformationDisclaimer: The hosts and the firms they represent may hold stakes in the companies mentioned in this podcast. None of this is financial advice.

AI is changing how people get hired — and it's happening fast. In this episode of Leading Women in Tech, Dr. Toni Collis sits down with Nicole Bugenske, a recruiter from Robert Half, to unpack what's really going on in the 2025 tech job market. From fake résumés and AI-generated cover letters to the rise of quiet hiring and risk-averse employers — we're breaking down what job seekers and hiring managers need to know right now. Learn how to stand out as the human signal in a sea of AI, what recruiters are really looking for, and how to future-proof your career in tech leadership. If you're applying for jobs, leading a team, or planning your next career move — this episode will help you navigate the new hiring landscape with clarity, authenticity, and strategy. What You'll Learn How AI-written résumés are flooding the job market (and how recruiters are spotting them) Why 1 in 4 candidate profiles may now be fake — and how hiring managers are adapting What to do when applying through job boards vs. networking directly The truth about quiet hiring and the hidden job market How to show strategic visibility instead of applying to hundreds of roles What makes a candidate a "safe bet" in today's risk-averse hiring climate Real recruiter insights on résumés, references, and interview trends What hiring looks like for women in tech leadership in 2025 Want to make your résumé stand out — without sounding like a bot? Download my free AI-Powered Résumé Writing Guide to learn how to use AI ethically and effectively to land more interviews:

“It's not about kind of handing away our decision-making rights,” says Dr. Reece Akhtar. “It's about using AI as a tool–emphasis on a tool–to help us become smarter humans, not the other way around.”Dr. Akhtar is the CEO of Deeper Signals, an end-to-end Soft Skills Intelligence platform designed to help organizations make smarter and fairer talent decisions. He is a contributor to Harvard Business Review and Forbes and co-author of the book, The Future of Recruitment: Using the New Science of Talent Analytics to Get Your Hiring Right.In today's episode, Reece joins Daniel and Peter for a look at the current landscape of AI-powered talent management and a discussion about the best balance and approach for integrating AI into an overall talent strategy.Tune in to learn:The three things to get right about using AI in the hiring processWhy good interviews are still vital to the hiring processThe one thing to remember when introducing AI into the hiring processListeners who want to dip into the AI for HR waters can try the Deeper Signals assessment tool here.Questions, comments, or topic ideas? Drop us an e-mail at podcast@stewartleadership.com.In this episode:1:07 – Introduction: Dr. Reece Akhtar1:49 – The State of AI in Hiring7:34 – Early Adoption to the Next Level13:53 – Improving the Applicant Experience23:02 – The Elements of Successful AI Adoption27:18 – AI and the Interview Process34:00 – Lightning RoundResources:Dr. Reece Akhtar LinkedInDeeper SignalsDeeper Signals Candidate Assessment ToolThe Future of Recruitment: Using the New Science of Talent Analytics to Get Your Hiring Right, AmazonStewart Leadership Insights and Resources:3 Human Needs to Retain Every EmployeeDeveloping Employee Personas: A Practical How-To GuideThe 7 Elements of Employee Experience6 Trends in Leadership and HR for 202510 Ways Our New AI Coach Can Grow Your Career10 Cool Things Leaders Can Do With An AI CoachIf you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode. For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube.

The Cover 3 guys break down what the move means for Virginia Tech and the coaching carousel! Cover 3 is available on Apple Podcasts, Spotify and wherever else you listen to podcasts.  Visit the betting arena on CBSSports.com for all the latest in sportsbook reviews and sportsbook promos for betting on college football. Watch Cover 3 on YouTube: https://www.youtube.com/cover3 Follow our hosts on Twitter: @Chip_Patterson, @TomFornelli, @DannyKanell, @BudElliott3 For more college football coverage from CBS Sports, visit https://www.cbssports.com/college-football/ To hear more from the CBS Sports Podcast Network, visit https://www.cbssports.com/podcasts/ To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Go to www.LearningLeader.com for full show notes 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: Nicholas Thompson is the CEO of The Atlantic and former editor-in-chief of WIRED. He's the author of the best-selling book (and one of my favorites of the year), The Running Ground. Nick shares why great leaders must balance being decisive with staying open to being wrong, how to build teams that challenge your thinking without creating chaos, and why the most important skill for the next decade is knowing what questions only humans can answer. Key Learnings Consistency Over Intensity Creates Results - If you go out there every day, six or seven days a week, and a couple days you push yourself really hard, you get faster. There's no two ways about it. If you don't do that, you don't get faster. It's a very good reminder that you can get a lot done if you just go and allot time to pushing yourself. Recommendation letter written by the Stanford faculty about Nick's dad to be a Rhodes Scholar: "Scotty Thompson is the kind of young man that comes along only once in approximately ten years. I cannot recall ever having known a student who possessed the same combination of intelligence, creativity, energy, drive, and dedication. He has attempted more, achieved more, than anyone we have studied– including some who now hold high office. He is generally conceded among those who have observed the student body since World War II to be the outstanding leader of the era. I think it likely that in the entire history of Stanford campus life, he has had no near rival since Herbert Hoover as an undergraduate." Also about Nick's Dad: Tracy Bennett, one of his graduate students, said, "He was flamboyant, gently endearing, annoyingly arrogant, piercingly intelligent, entertaining, and more. I'd never met a man, nor had a professor, who was clearly so brilliant and at the same time so precariously insecure." His grandfather, Frank Thompson, placed second in the Southern California extemporaneous speaking contest held at Whittier College. First place was Richard Nixon. Parenting — "Nothing makes me more worried about failure than parenting." "Parenting is suffused with regrets, confusion, and mistakes. But when I run by, I know my children are rooting for me to succeed with infinite love and enthusiasm." Running hard... Pushing yourself. Why do it? "Discipline builds discipline. Discipline is cumulative." Sometimes You Have to Trick Yourself - I ran 10:48 because the track was bigger than I thought, and I didn't realize how fast I was going. If I had known I was running at a 5:23 pace, I would've shut down. My body would've started to hurt. Sometimes you can't let yourself know what you're actually doing, or you'll get scared. Hiring at The Atlantic - The people he hires at The Atlantic share four must-have attributes: A spirit of generosity. A force of ideas. They're relentlessly hard workers. And they have an edge: an anxiety about getting great work done. That last one stuck with me. The best people aren't just talented... They're driven by a productive anxiety to do work that matters. Becoming CEO of The Atlantic: The Search & Selection: The Atlantic conducted a yearlong search after President Bob Cohn left in fall 2019. When owners Laurene Powell Jobs and David Bradley announced Thompsont in December 2020, they said "Nick is singular; we've seen no one like him" and that he brought "a surround-sound coverage of relevant experience." Move at an Uncomfortable Pace - You don't get anything you want by being comfortable. If you're working in a way that feels easy and setting deadlines where everything seems smooth, you're not growing, you're not learning, you're not getting there. That's a lesson from running, and it's a good lesson for work. Set Audacious Goals - We're setting two extremely big goals at The Atlantic. Our projections don't suggest we're going to hit them. But the same was true last time when I said we're gonna get profitable and a million subscribers in three years. We got there. Sometimes having a really big goal motivates you and forces all the tough choices. Continuous Forward Motion Matters Most - When I realized yesterday's marathon was going badly, I kept telling myself: continuous forward motion. Sometimes the goal becomes just finishing. It's better to make a full drop in pace and hold that than to slowly slide backwards every mile once you know you won't hit your goal. Every Extra Word Is an Opportunity to Lose People - Every extra word, every extra thought, every extra detail that doesn't propel the story needs to be removed. This book is 75,000 words, but there's 60,000 words I cut. Is this sentence absolutely essential? No? It's gone. That's storytelling, and that's leadership communication. The Cocktail Party Test for Storytelling - If you describe what you're writing at a cocktail party, do people come towards you or walk away? I can talk about my 2005 cancer diagnosis and 2007 marathon, and people lock in. I talk about my 2009 marathon, and no one cares. Test what has emotional resonance with your friends. Write and Speak To Help People SEE a Movie - When somebody's reading, they're visualizing it in their mind's eye. Can you see it? Can you feel it? If you can't run a movie in your head about what I'm writing, it shouldn't be on the page. Help them visualize it—the little white house in Concord, walking around Walden Pond. Hiring: Spirit of Generosity and Force of Ideas - Spirit of generosity means can they work with people? Will they be territorial or figure out what's best for the org? Force of ideas means are you smart and sharp? I also want edge—a little bit of productive paranoia. Not complacent, but kind to everybody. Discipline Can Show Up in Different Ways - My editor-in-chief hasn't run a mile in 25 years. Is he disciplined? Hell yeah. Works all the time, focused on every sentence. You can have mental discipline without physical discipline. I try to get the most out of different kinds of people with different strengths. Keep Going - This is the hardest time to graduate because of AI and uncertainty. Find things you're passionate about and really focus on them. My twenties weren't great professionally. I found journalism, but I wasn't good at it yet. Keep pushing, and eventually things turn out for the best. Reflection Questions What would happen if you moved at an uncomfortable pace in your most important work? Where are you setting deadlines that feel too easy and smooth? Are you ruthlessly cutting everything that doesn't propel your story forward? What sentence, meeting, or project exists simply because it always has, not because it's essential? Former Episodes Referenced #603 - Michael Easter - The Comfort Crisis #611 - Codie Sanchez - Main Street Millionaire #654 - Jake Tapper - Be So Good They Can't Ignore You Time Stamps: 02:05 Nick's NYC Marathon Experience 03:35 Nick's Father's Legacy 11:43  Running and Leadership 17:08 Overcoming Cancer and Running Again 19:24 The Importance of Setting "Stretch" Goals  21:30 Marathon Challenges and Lessons 27:09 The Warrior Athlete and Early Lessons 28:54 Nick's Role as CEO of The Atlantic 29:30 Unique Talents for a CEO Role 30:42 Balancing Multiple Interests 32:30 Writing 'The Running Ground' 37:37 Crafting a Compelling Story 41:24 Storytelling Tips for Leaders 44:15 Hiring the Right People 51:55 Running and Parenting 54:06 Advice for New Graduates 56:07 EOPC

11.17.25 Hour 4 1:00- We are joined by Nationals President of baseball operations to discuss the hiring process of Blake Butera and also discuss the offseason ahead. 19:35- There's a real shot that the Commanders lose out the rest of their games...