Podcasts about Hiring

In this episode of the Learnings and Missteps podcast, host Jesse Hernandez converses with Stephanie Wood, co-founder and CEO of Coal Build Construction. Stephanie, with a background in organizational leadership and trauma-informed neuroscience, shares her journey from English literature major to a construction industry leader. The discussion covers the challenges and innovations in fostering a collaborative and human-centered approach within construction, debunking the myth of toughness, and promoting grit and resilience. They introduce Builders Grit, an initiative designed to improve workplace culture and performance by addressing trauma and developing leadership skills. Stephanie also highlights the importance of creating environments for flourishing and the transformative impact her company's philosophy has on the industry's future.00:00 Introduction and Guest Overview02:45 The Meaning Behind Co Build04:35 Challenges and Pushback in the Industry06:33 The Importance of Respect and Collaboration09:41 Shoutout to LnM Family Member11:21 Building a Collaborative Construction Business13:31 Hiring and Leadership Development24:09 Personal Journey and Neuroscience of Trauma30:35 Neglect and Abuse in Subcontracting31:11 Falling into Leadership Roles32:45 Learning Leadership Skills33:50 Embracing Leadership and Overcoming Resistance38:09 The Myth of Toughness in Construction41:37 Understanding Trauma and Recovery45:52 Introducing Grit and Resilience Cohorts53:58 Final Thoughts and Call to ActionGet the blueprint to Plan, Commit, and Execute your way into optimal performance: https://www.depthbuilder.com/time-management-webinar-sign-up-page Download a PDF copy of Becoming the Promise You are Intended to Behttps://www.depthbuilder.com/books

Jason Parker, district manager of Davey's Warminster office, walks us through what it's like to work with a Davey arborist, including the client relationship, consultations, proposals, price and safety for homeowners. In this episode we cover: Tree preservation (0:44)How does an arborist look at a property? (1:17)How arborists assess homeowners' tree concerns (2:23)Jason's thoughts on improper tree work (3:13)Davey's client base (5:38)How do arborists react to weather events? (7:40)Arborist consultation (9:50)Client relationships (11:35) (24:23)Flexible proposals, quotes and contracts (15:01) (18:42)Safety for homeowners (17:00)Do people in day-to-day life ask arborists for advice? (20:54)Spotted lanternflies in Philadelphia (21:41)Coming back to clients every year (23:27)To find your local Davey office, check out our find a local office page to search by zip code.To learn more about what an arborist visit is like, read our blogs, Why You Should Hire a Certified Arborist, What To Expect When You Request a Davey Tree Free Consultation and The Risk of Using an Uninsured and Unlicensed Arborist.Connect with Davey Tree on social media:Twitter: @DaveyTreeFacebook: @DaveyTreeInstagram: @daveytreeYouTube: The Davey Tree Expert CompanyLinkedIn: The Davey Tree Expert Company Connect with Doug Oster at www.dougoster.com. Have topics you'd like us to cover on the podcast? Email us at podcasts@davey.com. We want to hear from you!Click here to send Talking Trees Fan Mail!

What do fighter pilots and financial advisors have in common?More than you might think—especially when it comes to performing under pressure.In this episode, I sit down with Carey Lorhenz—the first female F-14 Tomcat fighter pilot in U.S. Navy history—to talk about how the Navy trains people to perform in high-stakes environments without leaving success to chance. We get into simulation training before live reps, checklists built for people under pressure (because even really smart people forget things), and why debriefing is one of the fastest ways to build trust and alignment on a team.If you're building an advisory team, trying to develop younger advisors, or tired of repeating the same mistakes as a firm, this episode gives you a playbook you can actually use.3 of the biggest insights from Carey…#1.) Training Should Look More Like SimulationIn the Navy, pilots don't get thrown into real situations and told to figure it out. Carey explains why so much time is spent in academics and simulators—and why skipping this step is where a lot of advisor training breaks down.#2.) Checklists Exist Because People ForgetChecklists aren't about being rigid. They're about performing when pressure is high. Carey breaks down how the Navy designs checklists for stressed humans—and why the same thinking applies to client meetings and important conversations.#3.) The Debrief Is Where Teams Actually Get BetterCarey walks through a simple five-question debrief that builds trust, surfaces blind spots, and transfers knowledge fast—so teams improve week over week instead of repeating the same mistakes.SHOW NOTEShttps://bradleyjohnson.com/149FOLLOW BRAD JOHNSON ON SOCIALTwitterInstagramLinkedInFOLLOW DBDL ON SOCIAL:YouTubeTwitterInstagramLinkedInFacebookDISCLOSURE DBDL podcast episode conversations are intended to provide financial advisors with ideas, strategies, concepts and tools that could be incorporated into their business and their life. No statements made in the episode are offered as, and shall not constitute financial, investment, tax or legal advice. Financial professionals are responsible for ensuring implementation of anything discussed related to business is done so in accordance with any and all regulatory, compliance responsibilities and obligations. The Triad member statements reflect their own experience which may not be representative of all Triad Member experiences, and their appearances were not paid for. Triad Wealth Partners, LLC is an SEC Registered Investment Adviser. Please visit Triadwealthpartners.com for more information. Triad Wealth Partners, LLC and Triad Partners, LLC are affiliated companies. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Reach Out Via Text!In this episode of the Growing Green Podcast, Jeremiah breaks down the exact hiring process he uses inside Growing Green Landscapes to consistently attract better people and avoid costly bad hires. He walks step by step through building a professional job ad, using a pre interview questionnaire to filter candidates, and structuring interviews that save time while improving decision making. Jeremiah also explains where most contractors go wrong when they rush hiring decisions and how breaking the process can cost you money, morale, and momentum. The episode finishes with practical guidance on offers, onboarding, training, and setting new hires up for long term success. This is a must listen for any owner who feels stuck being the bottleneck in their business and wants a repeatable system for building a stronger team. Link to download the free doc and register for roundtable-https://stan.store/GrowingGreenLandscapesSupport the show 10% off LMN Software- https://lmncompany.partnerlinks.io/growinggreenpodcast Signup for our Newsletter- https://mailchi.mp/942ae158aff5/newsletter-signup Book A Consult Call-https://stan.store/GrowingGreenPodcast Lawntrepreneur Academy-https://www.lawntrepreneuracademy.com/ The Landscaping Bookkeeper-https://thelandscapingbookkeeper.com/ Instagram- https://www.instagram.com/growinggreenlandscapes/ Email-ggreenlandscapes@gmail.com Growing Green Website- https://www.growinggreenlandscapes.com/

Welcome back to another episode of The Richer Geek Podcast. It's the last day of 2025, a perfect time to reflect on what worked, what didn't, and what needs to change. Today, we're joined by Pete Neubig, CEO of VPM Solutions, to talk about building virtual teams that actually support growth. If you're planning to hire your first virtual team or scale smarter in 2026, this episode is for you. In this episode, we chat about… Pete's journey from a 20-year employee to building and selling a property management company How virtual team members evolved from simple task roles to leadership positions The real cost difference between US-based hires and global remote talent When entrepreneurs should stop doing everything themselves and start hiring How VPM Solutions helps business owners hire, train, and manage remote teams The difference between direct hire remote workers and agency-managed VAs Why structure, KPIs, and clear job roles matter more than location Key Takeaways: You don't need to be "ready" to hire, stress and overload are already signs Remote team members can own full roles, not just small tasks Clear job descriptions and KPIs reduce hiring mistakes Virtual talent is often college-educated, bilingual, and career-focused Hiring globally allows you to scale faster without killing your cash flow Training and management are required even with great people The right systems help founders work on the business, not just in it   Resources from Pete LinkedIn  |  Email | vpmsolutions.com  Resources from Mike and Nichole Check out our latest project here: Barcelona Hotel Fund LinkedIn  | Gateway Private Equity Group | Nic's guide  

For more thoughts, clips, and updates, follow Avetis Antaplyan on Instagram: https://www.instagram.com/avetisantaplyanIn this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Drew Sechrist, an early Salesforce leader who helped scale the company from its earliest days into a multi-billion-dollar enterprise, and the founder of Connect The Dots. Drew brings listeners inside the chaos of Salesforce's zero-to-one phase, sharing firsthand stories from a time when cloud software was unproven, customer trust was fragile, and evangelism mattered more than polished playbooks.The conversation explores what it really takes to scale a company from nothing, why the jump from zero to one is far harder than later stages, and how leadership decisions around hiring, pace, and conviction shaped Salesforce's trajectory through the dot-com crash. Drew offers rare insights into working alongside Marc Benioff, including lessons on relentless execution speed, founder conviction, and organizational alignment through frameworks like V2MOM.A major theme of the episode is the enduring power of relationships. Drew explains how warm introductions, internal champions, and relationship capital closed deals worth millions and why, in an AI-saturated world, human networks are becoming the true long-term moat. The episode culminates in the origin story of Connect The Dots and why mapping real relationships is becoming a competitive advantage for modern teams.TakeawaysSalesforce succeeded early by evangelizing an unproven cloud model, not by selling features.Trust and customer success mattered before those functions even had names.Timing was critical; launching in 1999 gave Salesforce a window competitors missed.Distribution, not product, became the primary constraint once product-market fit was proven.Hiring leaders who had “seen the movie before” helped Salesforce scale deliberately.V2MOM created alignment and surfaced bottlenecks before they became existential problems.Marc Benioff's pace of execution was a competitive weapon in enterprise sales.Slow communication is a leading indicator of poor performance in startups.Warm introductions and internal champions unlocked deals that cold outreach never could.AI is amplifying noise, making trusted relationships more valuable, not less.Relationship capital is emerging as the real moat in an AI-heavy world.Chapters00:00 Introduction and why relationships matter more than ever02:00 Drew's background and joining Salesforce before it was Salesforce05:00 Evangelizing cloud software in a skeptical market07:30 Why zero-to-one is the hardest phase of growth11:00 Product-market fit, distribution, and the dot-com crash15:30 Leadership changes and Marc Benioff stepping in as CEO18:30 Scaling teams and hiring leaders who've done it before20:00 V2MOM and how Salesforce stayed aligned while growing26:00 Pace, conviction, and what Drew learned from Marc Benioff31:30 The power of warm introductions and internal champions36:00 Why AI is increasing noise and weakening cold outreach38:30 The origin story of Connect The Dots44:00 Why LinkedIn fails at representing real relationships50:00 Relationships as the long-term moat in an AI-driven futureDrew Sechrist's Social Media Link:https://www.linkedin.com/in/drewsechrist/Resources and Links: https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

From building LMArena in a Berkeley basement to raising $100M and becoming the de facto leaderboard for frontier AI, Anastasios Angelopoulos returns to Latent Space to recap 2025 in one of the most influential platforms in AI—trusted by millions of users, every major lab, and the entire industry to answer one question: which model is actually best for real-world use cases? We caught up with Anastasios live at NeurIPS 2025 to dig into the origin story (spoiler: it started as an academic project incubated by Anjney Midha at a16z, who formed an entity and gave grants before they even committed to starting a company), why they decided to spin out instead of staying academic or nonprofit (the only way to scale was to build a company), how they're spending that $100M (inference costs, React migration off Gradio, and hiring world-class talent across ML, product, and go-to-market), the leaderboard delusion controversy and why their response demolished the paper's claims (factual errors, misrepresentation of open vs. closed source sampling, and ignoring the transparency of preview testing that the community loves), why platform integrity comes first (the public leaderboard is a charity, not a pay-to-play system—models can't pay to get on, can't pay to get off, and scores reflect millions of real votes), how they're expanding into occupational verticals (medicine, legal, finance, creative marketing) and multimodal arenas (video coming soon), why consumer retention is earned every single day (sign-in and persistent history were the unlock, but users are fickle and can leave at any moment), the Gemini Nano Banana moment that changed Google's market share overnight (and why multimodal models are becoming economically critical for marketing, design, and AI-for-science), how they're thinking about agents and harnesses (Code Arena evaluates models, but maybe it should evaluate full agents like Devin), and his vision for Arena as the central evaluation platform that provides the North Star for the industry—constantly fresh, immune to overfitting, and grounded in millions of real-world conversations from real users. We discuss: The $100M raise: use of funds is primarily inference costs (funding free usage for tens of millions of monthly conversations), React migration off Gradio (custom loading icons, better developer hiring, more flexibility), and hiring world-class talent The scale: 250M+ conversations on the platform, tens of millions per month, 25% of users do software for a living, and half of users are now logged in The leaderboard illusion controversy: Cohere researchers claimed undisclosed private testing created inequities, but Arena's response demolished the paper's factual errors (misrepresented open vs. closed source sampling, ignored transparency of preview testing that the community loves) Why preview testing is loved by the community: secret codenames (Gemini Nano Banana, named after PM Naina's nickname), early access to unreleased models, and the thrill of being first to vote on frontier capabilities The Nano Banana moment: changed Google's market share overnight, billions of dollars in stock movement, and validated that multimodal models (image generation, video) are economically critical for marketing, design, and AI-for-science New categories: occupational and expert arenas (medicine, legal, finance, creative marketing), Code Arena, and video arena coming soon Consumer retention: sign-in and persistent history were the unlock, but users are fickle and earned every single day—"every user is earned, they can leave at any moment" — Anastasios Angelopoulos Arena: https://lmarena.ai X: https://x.com/arena Chapters 00:00:00 Introduction: Anastasios from Arena and the LM Arena Journey 00:01:36 The Anjney Midha Incubation: From Berkeley Basement to Startup 00:02:47 The Decision to Start a Company: Scaling Beyond Academia 00:03:38 The $100M Raise: Use of Funds and Platform Economics 00:05:10 Arena's User Base: 5M+ Users and Diverse Demographics 00:06:02 The Competitive Landscape: Artificial Analysis, AI.xyz, and Arena's Differentiation 00:08:12 Educational Value and Learning from the Community 00:08:41 Technical Migration: From Gradio to React and Platform Evolution 00:10:18 Leaderboard Delusion Paper: Addressing Critiques and Maintaining Integrity 00:12:29 Nano Banana Moment: How Preview Models Create Market Impact 00:13:41 Multimodal AI and Image Generation: From Skepticism to Economic Value 00:15:37 Core Principles: Platform Integrity and the Public Leaderboard as Charity 00:18:29 Future Roadmap: Expert Categories, Multimodal, Video, and Occupational Verticals 00:19:10 API Strategy and Focus: Doing One Thing Well 00:19:51 Community Management and Retention: Sign-In, History, and Daily Value 00:22:21 Partnerships and Agent Evaluation: From Devon to Full-Featured Harnesses 00:21:49 Hiring and Building a High-Performance Team

“I've been in rooms where a very very good, very successful medical malpractice lawyer, just got it wrong. And the problem was you don't know what you don't know and that's what makes you dangerous.” On this week's episode Maria chats with doctor, lawyer, and scientist Peter McCool. They discuss what it's like to go through medical and law school, the reason he changed his last name, balancing long hours with home life, and the hardest job in the world. Highlights 01:01 Is that your real name? 06:26 Hiring a doctor lawyer 22:15 Hardest job in the world Guest Peter McCool is a founding partner of JusticeRX. He is a board-certified emergency medicine physician and a licensed attorney. Dr. McCool has held teaching positions at various institutions, including the University of Illinois at Chicago and the University of Illinois at Chicago emergency medicine residency at Illinois Masonic Medical Center. You can get in touch with Peter at https://www.lawmd.com/ Host Maria Monroy (@marialawrank on Instagram) is the Co-founder and President of LawRank, a leading SEO company for law firms since 2013. She has a knack for breaking down complex topics to make them more easily accessible and started Tip the Scales to share her knowledge with listeners like you. Podcast Mentions Email: pmccool@justicerxlaw.com ___ LawRank grows your law firm with SEO Our clients saw a 384% increase in first-time calls and a 603% growth in traffic in 12 months. Get your free competitor report at https://lawrank.com/report. Subscribe to us on your favorite podcast app Rate us 5 stars iTunes https://podcasts.apple.com/us/podcast/tip-the-scales/id1633765129 Spotify https://spotify.link/BSfz0Qf5mDb Follow us Instagram https://www.instagram.com/tipthescales.podcast/ TikTok https://www.tiktok.com/@tipthescalespod

“I've been in rooms where a very very good, very successful medical malpractice lawyer, just got it wrong. And the problem was you don't know what you don't know and that's what makes you dangerous.” On this week's episode Maria chats with doctor, lawyer, and scientist Peter McCool. They discuss what it's like to go through medical and law school, the reason he changed his last name, balancing long hours with home life, and the hardest job in the world. Highlights 01:01 Is that your real name? 06:26 Hiring a doctor lawyer 22:15 Hardest job in the world Guest Peter McCool is a founding partner of JusticeRX. He is a board-certified emergency medicine physician and a licensed attorney. Dr. McCool has held teaching positions at various institutions, including the University of Illinois at Chicago and the University of Illinois at Chicago emergency medicine residency at Illinois Masonic Medical Center. You can get in touch with Peter at https://www.lawmd.com/ Host Maria Monroy (@marialawrank on Instagram) is the Co-founder and President of LawRank, a leading SEO company for law firms since 2013. She has a knack for breaking down complex topics to make them more easily accessible and started Tip the Scales to share her knowledge with listeners like you. Podcast Mentions Email: pmccool@justicerxlaw.com ___ LawRank grows your law firm with SEO Our clients saw a 384% increase in first-time calls and a 603% growth in traffic in 12 months. Get your free competitor report at https://lawrank.com/report. Subscribe to us on your favorite podcast app Rate us 5 stars iTunes https://podcasts.apple.com/us/podcast/tip-the-scales/id1633765129 Spotify https://spotify.link/BSfz0Qf5mDb Follow us Instagram https://www.instagram.com/tipthescales.podcast/ TikTok https://www.tiktok.com/@tipthescalespod

Penn State program changes are coming fast following a Pinstripe Bowl win, including roster movement and a defensive coordinator hire. We're back to break down those topics and preview the upcoming transfer portal window on a new Lions247 Podcast. Enjoy complete Penn State coverage anytime at Lions247.com. Follow the team on X: @Lions247 @TDsTake @danieljtgallen @tyler_calvaruso @MarkXBrennan. Follow or subscribe to the Lions247 Podcast on Spotify, Apple Podcasts, Stitcher, or wherever you get your podcasts. And watch every episode on YouTube. 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

Corbin joined Mike again to begin the third hour for an In Football Today before Valenti gave his first extended thoughts on Kyle Whittingham being hired as the next Michigan head football coach.

Mike offers his thoughts on Michigan hiring Kyle Whittingham as their new head football coach.

Per CBS Sports, Kyle Whittingham is the #4 coach in the BIG Conference...with Ryan Day leading the pack and Curt Cignetti at #2 D'Anton Lynn hired as the Penn State defensive coordinator for new Nittany Lions head coach Matt Campbell...Lynn played at Penn State 2008-2011Lynn was hired by USC in 2024 from UCLA as Defensive CoordinatorUSC ranked 48th in scoring defense, 64th in rushing defense, and 44th in passing defensOur Sponsors:* Check out Hims: https://hims.com/EARLYBREAK* Check out Infinite Epigenetics: https://infiniteepigenetics.com/EARLYBREAK* Check out Washington Red Raspberries: https://redrazz.orgAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Timestamps: 0:00 James and the Giant Tum 0:13 Maingear's "Bring Your Own RAM" program 1:29 Samsung deals with tech leaks 2:49 Nvidia acqui-hires Groq (not Grok) 4:42 QUICK BITS INTRO 4:53 Asus denies memory fab rumors 5:33 Google allows Gmail address changes 6:24 Old small nuclear reactors for data centers 7:13 iPhones better support earbuds in EU 7:59 Rainbow 6 Siege hack NEWS SOURCES: https://lmg.gg/0eayc Learn more about your ad choices. Visit megaphone.fm/adchoices

David Braun: It's 'new era' of Northwestern football in hiring Chip Kelly full 840 Tue, 30 Dec 2025 17:49:43 +0000 H4n5uzjbrKwMUNoBnvf3nvxUjVS0TMpN northwestern wilcats,northwestern,sports Mully & Haugh Show northwestern wilcats,northwestern,sports David Braun: It's 'new era' of Northwestern football in hiring Chip Kelly Mike Mulligan and David Haugh lead you into your work day by discussing the biggest sports storylines in Chicago and beyond. Along with breaking down the latest on the Bears, Blackhawks, Bulls, Cubs and White Sox, Mully & Haugh routinely interview the top beat writers in the city as well as team executives, coaches and players. Recurring guests include Bears receiver DJ Moore, Tribune reporter Brad Biggs, former Bears coach Dave Wannstedt, Pro Football Talk founder Mike Florio, Cubs president of baseball operations Jed Hoyer and Cubs pitching coach Tommy Hottovy.Catch the Mully & Haugh Show live Monday through Friday (5 a.m.- 10 a.m. CT) on 670 The Score, the exclusive audio home of the Cubs and the Bulls, or on the Audacy app. For more, follow the show on X @mullyhaugh. © 2025 Audacy, Inc. Sports False https://player.ampe

Mitch McDermott joins us this week to discuss how to hire the right person for the right job. He shares his human-centered recruitment approach, which emphasizes hiring for results and seeing the individual beyond the resume and job description. Mitch also highlights key trends in recruiting and retaining top talent.

"Ethics and integrity are a bookkeeper's superpower." -Heather Smith Kick off your new year with clarity and momentum in this special Year-In-Review episode! Host, Michael Palmer brings together an international panel of leaders to unpack the biggest wins, surprises, and lessons from 2025. This conversation gives you a grounded look at what actually changed in the bookkeeping world and what you can expect moving into 2026. You'll hear real stories from Canada, Australia, and the United States about technology shifts, economic pressures, client transformations, team challenges, and the rising demand for advisory. Our final episode of 2025 is packed with insights that you don't want to miss! Thank you so much for listening to our show and being a part of our community! Your support is the reason this podcast continues to grow. Wishing you a HAPPY and SUCCESSFUL 2026! To find out more about our guests, click below: Lisa Campbell Teresa Slack Heather Smith Christina Springstead Time Stamp 01:11 – Michael introduces the Year-In-Review panel 03:38 – Biggest surprises from 2025 04:51 – How bookkeepers embraced AI 05:12 – Personal breakthroughs & executing on training 07:04 – Economic pressures & global ripple effects 11:24 – Setbacks bookkeepers faced this year 16:41 – Capacity challenges & communication gaps 19:22 – Heartwarming client wins 23:05 – Helping clients understand their numbers 27:23 – The ripple effect bookkeepers create 30:03 – Why new bookkeepers matter 32:16 – Heartbreaks & financial vulnerability 34:06 – Ethics as a bookkeeper's superpower 39:26 – What worked well in 2025 40:10 – Hiring support to free up time 42:12 – Workflow systems paying off 46:11 – What didn't work & lessons learned 49:26 – Overwhelm from too much change at once 50:59 – Trends shaping 2026 54:58 – The rising need for human connection 1:02:37 – Personal focus areas for 2026 1:05:05 – Closing thoughts & New Year wishes

AdTechGod and Anthony Katsur discuss the evolving landscape of the advertising industry, particularly focusing on the concept of Agentic AI. They explore the current hype surrounding Agentic AI, its potential impact on digital media buying and selling, and the challenges related to privacy and measurement. The discussion also touches on the future of ad operations, the implications of AI browsers, and the strategic planning necessary for navigating these changes. Katsur emphasizes the need for foundational work in the industry while acknowledging the innovative potential of Agentic AI. Takeaways The advertising industry is experiencing unprecedented changes, particularly with the rise of Agentic AI. Agentic AI has the potential to introduce efficiencies in digital media trading, but it's still in early stages. There's significant hype around Agentic AI, but tangible results are yet to be seen. Privacy challenges remain a critical concern as AI technologies evolve. The future of ad operations will likely see a slowdown in hiring due to the automation capabilities of AI. AI browsers may change how content is presented and consumed online. Strategic planning is essential for navigating the evolving landscape of advertising technology. The industry must focus on foundational issues like supply chain transparency and measurement challenges. Agentic AI may not replace existing protocols, but can enhance them. The future of AI in advertising will involve a mix of successes and failures as the technology matures. Chapters 00:00 Introduction to the Agentic Era 02:14 Understanding Agentic AI in Digital Media 05:57 The Hype Cycle of Agentic AI 08:51 Challenges in Privacy and Measurement 10:47 The Future of Ad Operations 12:02 The Concept of Agentic Interfaces 14:39 Impact on Hiring and Talent Dynamics 19:04 AI Browsers and Their Implications 22:04 Strategic Planning and Industry Trends 24:51 The Future of Agentic AI and Potential Failures Learn more about your ad choices. Visit megaphone.fm/adchoices

From Berkeley robotics and OpenAI's 2017 Dota-era internship to shipping RL breakthroughs on GPT-4o, o1, and o3, and now leading model development at Cursor, Ashvin Nair has done it all. We caught up with Ashvin at NeurIPS 2025 to dig into the inside story of OpenAI's reasoning team (spoiler: it went from a dozen people to 300+), why IOI Gold felt reachable in 2022 but somehow didn't change the world when o1 actually achieved it, how RL doesn't generalize beyond the training distribution (and why that means you need to bring economically useful tasks into distribution by co-designing products and models), the deeper lessons from the RL research era (2017–2022) and why most of it didn't pan out because the community overfitted to benchmarks, how Cursor is uniquely positioned to do continual learning at scale with policy updates every two hours and product-model co-design that keeps engineers in the loop instead of context-switching into ADHD hell, and his bet that the next paradigm shift is continual learning with infinite memory—where models experience something once (a bug, a mistake, a user pattern) and never forget it, storing millions of deployment tokens in weights without overloading capacity. We discuss: Ashvin's path: Berkeley robotics PhD → OpenAI 2017 intern (Dota era) → o1/o3 reasoning team → Cursor ML lead in three months Why robotics people are the most grounded at NeurIPS (they work with the real world) and simulation people are the most unhinged (Lex Fridman's take) The IOI Gold paradox: "If you told me we'd achieve IOI Gold in 2022, I'd assume we could all go on vacation—AI solved, no point working anymore. But life is still the same." The RL research era (2017–2022) and why most of it didn't pan out: overfitting to benchmarks, too many implicit knobs to tune, and the community rewarding complex ideas over simple ones that generalize Inside the o1 origin story: a dozen people, conviction from Ilya and Jakob Pachocki that RL would work, small-scale prototypes producing "surprisingly accurate reasoning traces" on math, and first-principles belief that scaled The reasoning team grew from ~12 to 300+ people as o1 became a product and safety, tooling, and deployment scaled up Why Cursor is uniquely positioned for continual learning: policy updates every two hours (online RL on tab), product and ML sitting next to each other, and the entire software engineering workflow (code, logs, debugging, DataDog) living in the product Composer as the start of product-model co-design: smart enough to use, fast enough to stay in the loop, and built by a 20–25 person ML team with high-taste co-founders who code daily The next paradigm shift: continual learning with infinite memory—models that experience something once (a bug, a user mistake) and store it in weights forever, learning from millions of deployment tokens without overloading capacity (trillions of pretraining tokens = plenty of room) Why off-policy RL is unstable (Ashvin's favorite interview question) and why Cursor does two-day work trials instead of whiteboard interviews The vision: automate software engineering as a process (not just answering prompts), co-design products so the entire workflow (write code, check logs, debug, iterate) is in-distribution for RL, and make models that never make the same mistake twice — Ashvin Nair Cursor: https://cursor.com X: https://x.com/ashvinnair_ Chapters 00:00:00 Introduction: From Robotics to Cursor via OpenAI 00:01:58 The Robotics to LLM Agent Transition: Why Code Won 00:09:11 RL Research Winter and Academic Overfitting 00:11:45 The Scaling Era and Moving Goalposts: IOI Gold Doesn't Mean AGI 00:21:30 OpenAI's Reasoning Journey: From Codex to O1 00:20:03 The Blip: Thanksgiving 2023 and OpenAI Governance 00:22:39 RL for Reasoning: The O-Series Conviction and Scaling 00:25:47 O1 to O3: Smooth Internal Progress vs External Hype Cycles 00:33:07 Why Cursor: Co-Designing Products and Models for Real Work 00:34:14 Composer and the Future: Online Learning Every Two Hours 00:35:15 Continual Learning: The Missing Paradigm Shift 00:44:00 Hiring at Cursor and Why Off-Policy RL is Unstable

SHOW NOTES:In this episode, Matt Zaun sits down with Ryan Hogan, Founder & CEO of Talent Harbor, to unpack what actually works in recruiting top sales talent today. They dig into why “keep it simple” beats complex hiring funnels, how to design a value ladder that moves buyers forward, and where AI helps (and hurts) in the hiring process. Ryan also shares the gritty lessons that shaped him (from bankruptcies to billion-dollar beliefs) and the leadership habits he brought home from the Navy.In this episode, they cover:✅ Value ladder & micro-commitments — the psychology of getting small “yeses,” including Ryan's Hunt A Killer application flow that primed buyers before any purchase.✅ Authentic scarcity — how to use real capacity limits (e.g., only onboarding 3–4 clients/week) to increase conversion without breaking trust.✅ AI in recruiting (the truth) — great for assessments and repurposing insights; poor at relationship-building with A-players who won't talk to a bot first.✅ Hiring veterans — look for resilience + self-awareness; ask how they learned, trained, failed, and translated that into civilian impact....and much more!BIOS:Ryan Hogan is the Founder & CEO of Talent Harbor, specializing in flat-rate, expert sales recruiting. A U.S. Navy veteran (now Reserve), Ryan previously co-founded Hunt A Killer, the immersive mystery brand, and has led multiple ventures spanning consumer products and B2B services. He's obsessed with systems and building teams that produce results.Matt Zaun is a strategic storytelling expert, keynote speaker, and author of The StoryBank. He helps leaders use story to build culture, strengthen sales, and speak with impact.

Yogi Goel, cofounder and CEO of Maxima AI, breaks down how he hires outlier talent, people who think like future founders and thrive when the plan changes fast. We get practical on what to look for beyond pedigree, how to assess it without relying on easy resume signals, and how culture scales when your team doubles.Yogi also shares what Maxima AI is building, an agentic platform for enterprise accounting that automates day to day operations and month end work, and why the best teams win by pairing speed with real ownership.Key takeaways• Outlier candidates often look “non standard” on paper, the signal is founder mentality, fast thinking, grit, and a point to prove• Hiring gets easier when it is always on, keep a living bench of great people long before you have a headcount• Use long form conversations to assess how someone thinks, not just what they have done, ask for their life story and listen for the choices they highlight• Train the specifics, but set a baseline for domain aptitude, then coach the narrow parts once the fundamentals are there• Culture scales through leaders and through what you reward and penalize, not through posters and slogansTimestamped highlights00:39 What Maxima AI does and the real value of agentic accounting01:38 Defining an outlier candidate as a future founder, and why school matters less than you think07:34 The conveyor belt approach to recruiting, building an inventory of great people before you need them11:35 Where to draw the line on training, test for general aptitude, coach the specifics14:20 How diverse teams disagree productively, bring evidence, run small bets, then double down or pivot18:25 Scaling culture with values driven leaders, and the simple rule of reward versus penaltyA line worth keeping“Culture is two things, what you reward and what you penalize.”Pro tips you can steal• Keep a short list of the best people you have ever met for each function, update it constantly• Ask candidates for their journey from day zero, then pay attention to what they choose to emphasize• When the team disagrees, grab quick evidence, customer texts, small pulse checks, then place a small bet that will not kill the company• Expect great people to want autonomy and scope, manage like a mentor, not a hovercraftCall to actionIf this episode helped you rethink hiring, share it with a founder or engineering leader who is building a team right now. Follow the show for more conversations on people, impact, and technology, and connect with Yogi Goel on LinkedIn by searching his name and Maxima AI.

Eric Weddle was an All-American Safety at Utah under Kyle Whittingham and went on to have a 13-year NFL career. He tells Chris Wormley & Jordan Strack what Michigan fans can expect from Whittingham and adds a few stories from his NFL playing days.

Madhav Krishna's journey from Silicon Valley to solving India's 450-million blue-collar workforce challenge is a masterclass in finding product-market fit. Starting with a voice-based English teacher called Lakshmi in 2016, Madhav pivoted three times before discovering the real painkiller: recruitment, not training. Today, Vahan.ai powers hiring for Zomato, Swiggy, Blinkit, and Uber using a unique agency-powered model combined with GPT-4o voice AI that costs just ₹2 per minute compared to ₹3-4 for human recruiters. He shared the complete journey in this candid conversation with host Akshay Datt, revealing why his WhatsApp bot with 500K users meant nothing until he embraced local recruitment agencies instead of trying to disintermediate them. From Y Combinator to backing by Khosla Ventures and Temasek, Madhav explains why SaaS fails in India, how outcome-based pricing became their moat, and why India's trust deficit requires human intermediaries even in the age of AI. With 150 employees generating 40,000 monthly placements and a clear path to profitability at just 3X scale, this is essential viewing for anyone building in India's gig economy, exploring vertical AI applications, or trying to understand what actually works in Indian enterprise markets. Key Highlights:

Go to www.LearningLeader.com for full show notes The Learning Leader Show with Ryan Hawk This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. My Guest: Brian Kelly is the founder of The Points Guy, which he built from a side hustle blog into a travel media empire that he sold for $28 million. At 42, he's now an angel investor in 15+ companies, including Bilt (valued at $11 billion). In this conversation, he shares lessons on manifestation, selling too early, building yourself into the brand, and why vulnerability beats wins in interviews. Key Learnings (in Brian's words) In 1995, I was 12 years old, and I was great with computers, so I started booking all of my dad's travel for work. He'd pay me $10 per booking. Then it turned into points, when my dad showed me all the American and US Air miles he had. "If you can figure out how to use all of them, we can go on a family trip."  And the rest is history. That was my first real, oh wait, this points thing is amazing. Points were a way for us to live a fabulous lifestyle.  I grew up thinking we were poor, but I really wanted to live a fabulous life. My parents were very humble and did not spend money lavishly. For me I always wanted to travel. When I was a kid, I would spin the globe and be like, This is where I'm going. I would actually research Oman. Somehow genetically, I got this gene of I need to be rich and travel the world. I used to call Mercedes, get all of their glossy pamphlets for all their new cars, and I would cut them out and stick them on my wall.  Manifesting alone won't make you wealthy, but visioning helps. I do believe being able to visualize what it looks like and taste it and get close to it helps you take the smaller steps to actually achieve it. When I think of my investments, I actually envision what they're gonna be. I envision that they're multi-billion-dollar companies. I believe it unlocks a level of pushing you to reach these mini steps that you can't see throughout the process. I started The Points Guy in 2010, but there were already Titan bloggers. I for sure felt imposter syndrome, but I saw that what they lacked was creativity. Points and miles are very clinical. Very few people were translating that for an audience. I knew I had an opportunity. I'm in my twenties, living in New York City. I'm gonna explain what everyday people need to know. Building a media brand became my moat. No one else in the points world was doing media. Doing media's frightening. While it was scary going on TV the first couple times (I almost fainted), I knew that each time I did it, I got better. That was the moat I would build. I would build The Points Guy into a brand more so than any of the others who had come before me. I saw from the beginning to double and triple down on that strategy of building something that's more than just a blog, but a lifestyle that people want to achieve. "I made a million bucks in my first six months of just blogging, but using affiliate links." In 2011, within six months of learning about affiliate marketing, I made six figures a month using the credit card links in my blog.  I was still working at Morgan Stanley. My mom was like, this sounds too good to be true. You can't leave Morgan Stanley. I was making like $300,000 a month in affiliate. Meanwhile, at Morgan Stanley, my salary is $70,000 a year. But it didn't pay right away. My parents actually lent me $10,000 just to pay my rent. I remember where I was in Madrid when that first Chase deposit of $490,000 hit from months of back pay on the blog. I sold for $28 million because I thought the industry would collapse. When Bankrate offered me $28 million in May 2012, I kind of had this negative mindset over where the industry was going. About a hundred blogs started when people knew they could make money on affiliates. Most bloggers have zero business sense. They were writing stuff like, "Cancel your Amex, cancel your Chase, cancel, cancel. Then get new cards." I saw this really bad business sense, very shortsighted greediness. I'm watching this thinking they're gonna pull the rug. Do I regret selling? Yes, the company is way more than what I sold it for. But at the time, you always have to remember what the landscape was. We're coming out of the recession. There were still a lot of weak indicators. Building myself into the brand gave me leverage. I had a three and a half year earnout. Over that time, the business really started to grow, but then I realized, well, I am also the business. So, the more press I did, when I negotiated with that parent company to stay on, they paid me a lot of money and still a cut of the business to grow it as CEO. It's kind of crazy to think 13 years after selling, I'm still here. But because I built myself as a core part of the business as The Points Guy, I've been able to stay on with less risk, getting paid well to do what I love. I'm more of the brand visionary, the consumer person. I'm very much an ideas person. When we're speaking with our longtime clients or pitching new ones, that's really where my special sauce is used and not in the day-to-day. People are not mind readers. In 2020, I had this breakdown where I thought I would actually leave. I went to the owners, and I was like, I just can't do it anymore. They said, "Brian, we've been waiting for you to say that. You don't need to be CEO. We have plenty of smart people." It was this aha moment. I think in life we often think polar, black or white. That's advice I give to people. Whether it's your parent company, your boss, your mentor, people are not mind readers. While there is risk to leveling with someone and saying, "Hey, this role is just killing me," more often than not in my career, the more vulnerable I was, the more it turned out to be such a blessing. Check Your Spam Email Frequently: In 2011, I was featured in the New York Times, but the email came to my spam email. At that time, the narrative that points were dead, blackout dates, etc. I was the only blogger putting a positive spin on points. And I tried to do it in an informative and fun way. I'm 6'7", so putting my personal angle on my travel reviews had a huge impact on being the face of this industry.  As a founder, I was a tough boss because it was so personal. If I look back at my time as CEO, I still took it very personally. I do take the integrity of this site. As we expand, we can't forego quality. In hindsight, I didn't highlight enough of the wins. I would focus too much on mistakes. That's advice I would give if I could do it all back over again, to just be much more positive reinforcement over negative. Founders need someone who can check them. You need to have someone around you, a leadership team, someone that can check you. I didn't have that for a very long time, and that's my fault. Making sure you have good people on your team that can be honest with you, and you create an environment of inviting that feedback and not freaking out when they give it to you, is important. I know I would be a much different CEO today if I did it again. Stop BSing in the interview process. Too many people take jobs not knowing what is going on whatsoever at the company. Far too many senior executives walk into positions and they're like, oh wait a minute. I like to be brutally honest in the interview process. Truth-telling is the beginning of having a great relationship because I want you to understand exactly what's in front of you. If you don't want to take it, that's so much better than hiring a senior exec and six months later, you just lost a year. Stop telling me the wins. In the interview process, stop telling me the wins because anyone can make their job look successful. "Oh, 200% ROI, this, that the other." In an interview, you're not gonna be able to fact-check any of this. We all know people can cherry-pick the data. It's really just diving deep into vulnerable moments about their leadership, the challenges as leaders they had with their teams. I'll tell them my challenges when I was CEO. I want people to be real and allow me to understand how they think, the type of leader they are. Charismatic people can trick you. The problem is that very charismatic people can trick you easily. I've been blinded by a great interview, especially when you're exhausted as a CEO and then someone's bantering with you. You're like, oh, that was fun. But I've hired plenty of people who are all talk.  I don't want personality hires. I'm the personality. My engineering team, I really need people to ship updates. I still wake up in the middle of the night asking if my bills are paid. I still have imposter syndrome about "is this crazy what I've built?" It's for sure not about the car, but I will say investing in a home that's beautiful and makes you feel really good is important. For a long time, I was traveling a lot. I never put roots down, and I always felt like I was in transit. Now I have this beautiful farm with animals and horses in New Hope, Pennsylvania. It takes my blood pressure down immediately. Angel investing has basically become an addiction. In 2020, I opened up a space where I decided I wanted to have kids even though I was single, and also started investing and advising in relevant companies. The first one was Encore Jane, who was building Built, a credit card loyalty platform for renters. I'd always thought, how cool would it be to earn points on rent? I said, You're crazy, but if it does work, it'll be massive. Built is now at $11 billion valuation. I'll make more money now, probably on Built than I will at The Points Guy, which is wild to me. I have probably about 15 other companies I put my personal money in. I love it because I can help advise founders on everything I've done, and help open doors. Using that to build wealth has become an addiction. Relentlessness is what I see in leaders who sustain excellence. I am amazed at Encore's ability to push. If he's got 10 major things impacting his business, most CEOs will start with one or two, put the others on the back burner. He will relentlessly push for excellence. I don't wanna work for Encore, but to be in the room and strategize, every time I leave a meeting with him it keeps me fresh and active.  Find mentors, not just companies. For recent college grads, find people, even at a company where you might not see your future. Find someone at that company that you connect with. If you're looking for a job, interview until you find that hiring manager that you feel is on an upward rise and that you can learn from. We often focus too much on the line of work or the company. Stop focusing on that and look at that manager or the CMO whose organization you would join. If they've done amazing things, get in right away and start networking. Put time on the CMO or CEO's calendar. Be bold. Every senior executive loves to see people come in with eagerness to learn. Show up and do extracurriculars at work. Go to the lunch and learn with the senior executive and actually get face time with them. Make sure they know your name. Those are the things that matter because when it comes time for compensation and reviews, the senior person may not work with you day-to-day, but they're like, oh yeah, that's the person I really like. They are a future leader. That's how you get ahead. Even if that boss leaves to another company, they might take you. Reflection Questions Brian says manifesting alone won't make you wealthy, but visioning what it looks like helps you take the smaller steps to achieve it. What specific vision do you have for your future that you could make more tangible (like his Mercedes pictures on the bedroom wall)? How might making it more concrete change your daily actions? He emphasizes that in interviews, he wants people to stop telling him the wins and instead dive deep into vulnerable moments about their leadership and challenges with their teams. If you were in an interview tomorrow, what's one vulnerable leadership moment you could share that would demonstrate how you think rather than just what you've accomplished? Brian realized he needed to tell his parent company, "I just can't do it anymore" as CEO, and they responded with relief, offering him a better role. What conversation are you avoiding right now because you assume the answer will be no, when the other person might actually be waiting for you to speak up? More Learning #525 - Frank Slootman: Hypergrowth Leadership #540 - Alex Hormozi: Let Go of the Need of Approval #510 - Ramit Sethi: Live Your Rich Life

In this episode, Zach Shaw and Alejandro Zuniga break down Kyle Whittingham's introductory press conference as Michigan's 22nd head football coach, and react to his hiring at large. They open with a reflection on Whittingham's introductory press conference. They discuss his comments, demeanor and outlook on the job. They look at his takes on roster retention, Bryce Underwood, the team's identity and other takeaways from his meeting with the media. They also look at Whittingham's fit with the Wolverines, why the hire made a lot of sense, question marks in Whittingham's resume and observations from the team so far in Orlando. 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

12.29.25, Ben Standig from The Last Man Standig Podcast joins The Kevin Sheehan Show to discuss the complete collapse of the Commanders this season, the possibility of the team to get a top 2 pick for the upcoming NFL draft with a little help around the league and if Dan Quinn should hire a defensive coordinator outside of his coaching tree.

Giuseppe Grammatico explains franchising, AI automation, and how real estate investors use franchises to build predictable cash flow and scale smarter.Full DescriptionIn this episode of RealDealChat, Jack Hoss sits down with Giuseppe Grammatico, franchise consultant and founder of GG The Franchise Guide, to break down how franchising intersects with real estate investing, cash flow, and AI-powered operations.Giuseppe shares his journey from Wall Street to entrepreneurship, why franchising is often misunderstood, and how “business-in-a-box” models help investors shortcut years of trial and error. He explains how real estate investors can leverage franchises for recession-resistant income, vendor consolidation, and even hybrid landlord-style models like salon suites and property services.The conversation dives deep into franchise due diligence, why lines out the door don't equal profitability, how to avoid shiny object syndrome, and what investors must look for inside Item 19 disclosures. Giuseppe also explains how AI is transforming franchising—from AI call agents handling 1,000 calls at once to backend automation that reduces staff costs without sacrificing human relationships.If you're a real estate investor looking to diversify income, stabilize cash flow, or integrate AI into operations, this episode delivers real-world clarity.

In this episode of the Tactical Dent Tech Podcast, I break down the real lessons I learned this year building and scaling a seven-figure paintless dent repair business in the DFW metroplex — one of the most competitive hail markets in the country. From digital marketing and facility planning to parking logistics, storage, staffing decisions, and strategic partnerships, this is a raw breakdown of what actually matters when you're trying to grow in a hail-prone market. We talk about: Why marketing matters more than saturation Building a seven-figure operation without a traditional sales team Choosing the right location and why Frisco, TX became a competitive advantage Parking, storage, and logistics most techs don't think about When expansion makes sense — and when it doesn't Hiring lessons and identifying chaos inside a business Building relationships with other dent companies instead of competing Why body shop relationships are critical in hail markets Using details, rentals, and logistics to close deals faster Digging the well before you need the water This episode is part reflection, part strategy, and part warning for technicians looking to enter or scale in hail-heavy regions. If you're serious about building something sustainable — not just chasing storms — this one's for you. Welcome to the Tactical Tech Movement.

In this expert interview, Sarah Doody is joined by Patrick Neeman, Director of UX & AI Experiences at Workday, to pull back the curtain on how UX hiring actually works today—and where candidates are getting tripped up.Patrick brings a rare perspective: he's led UX teams, taught UX at General Assembly, worked inside applicant tracking systems, and now hires designers in an AI-driven product environment. Together, Sarah and Patrick unpack the biggest misconceptions about ATS systems, why portfolios often fail the six-second test, how soft skills influence hiring decisions, and what senior designers really need to focus on to stand out in today's market.This episode is especially valuable if you're making it to interviews but not offers, feeling unsure how AI fits into your skillset, or questioning whether your resume and portfolio are helping—or hurting—you.What You'll Learn in This Episode:✔️ Why companies are often bad at hiring—and how that impacts candidates✔️ The truth about ATS filters, knockout questions, and resume formatting✔️ Why two-column resumes fail ATS systems (and what to do instead)✔️ What hiring managers notice in the first 6 seconds of reviewing a resume✔️ How soft skills like alignment, collaboration, and communication influence hiring✔️ Why decks often outperform portfolio websites in UX interviews✔️ How AI tools like Lovable are changing expectations for prototyping✔️ The role of “weak ties” in landing jobs—and why relationships matter more than applications✔️ Red flags candidates should avoid during interviews and outreach✔️ Why being “nice to work with” is a real career advantageLinks From This Episode:Patrick's Book: uxGPT: Mastering AI Assistants for User Experience Designers and Product Management ProfessionalsPatrick's Article: What's makes an effective UX professionalPatrick's Article: What's your Ideal Designer Profile?The Strength of Weak Ties: A Network Theory RevisitedThe ADP Checklist: Resources about Resumes, Portfolios and Interviews for UX ProfessionalsTimestamps:00:00 Introduction to Sarah Doody and Career Strategy Lab00:38 Welcoming Patrick Neiman: Insights into UX Hiring01:19 Patrick's Background and Experience04:19 The State of the UX Job Market07:21 The Importance of Writing Skills in UX08:49 Applicant Tracking Systems and AI in Hiring13:28 Contract Roles in UX: Myths and Realities14:42 Standing Out as a UX Candidate17:48 Soft Skills: The Superpower of UX Professionals22:05 Tips for Early Career UX Designers24:15 Prototyping vs. Figma: The Future of Design24:28 The Value of Personal Projects in Portfolios24:57 Challenges in Redesigning Complex Systems26:10 Misconceptions About Hiring Software27:23 The Six-Second Resume Test29:16 Networking and the Power of Weak Ties33:10 Tips for Advancing in Your UX Career41:46 Balancing Figma and AI-Assisted Design Tools43:21 Final Thoughts and Advice for Job Seekers

Chuck Zodda and Marc Fandetti preview another shortened holiday week in terms of expected economic data points due out, including Fed Meeting minutes. How are investors preparing for the next Fed Chairman? Also, the latest on the labor market and why companies may not be prioritizing hiring in 2026. And, how did investors fare who "did nothing" this year?

Amy Mangan and Stephen Tradd, Robert Half, on 2026 Hiring Trends, AI Impact, Flexibility vs Compensation, and Atlanta Staffing (North Fulton Business Radio, Episode 926) On this episode of North Fulton Business Radio, host John Ray welcomes Amy Mangan, Market Director, and Stephen Tradd, Regional Director, both with Robert Half, to discuss 2026 hiring trends shaping […]

Huge opened up the show giving his thought's on the Detroit Lions as they're officially out of the Playoffs - and talked about the buzz surrounding Kyle Whittingham over the weekend. Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

CEO Sam Altman posted about the role on X, saying the models 'are starting to present some real challenges.' Learn more about your ad choices. Visit podcastchoices.com/adchoices

Everyone keeps asking if the job market is broken. It's not that simple. Hiring didn't disappear—it changed. Quieter. More selective. Less forgiving of guesswork. In this episode, Jim Stroud unpacks why the market feels confusing, why familiar strategies stopped working, and what's really driving hiring decisions right now. If your experience suddenly feels harder to translate—or the rules feel different without warning—this conversation will help you see what's actually happening beneath the noise. | This episode brought to you by: Job Search 3.0 - Stop endlessly applying for jobs. Start attracting them instead. https://jobsearch.jimstroud.com Learn more about your ad choices. Visit megaphone.fm/adchoices

AI is changing recruiting faster than most founders realize — and not always in the way they expect.In this episode of The Venture Capital Podcast, we're joined by Greg Toroosian, Founder & CEO of Samson Rose and host of Machine Minds, to break down how AI, robotics, and automation are reshaping hiring, why resumes are starting to look the same, and what actually matters when evaluating talent in 2025 and beyond.We unpack:Why AI-generated resumes are flooding hiring pipelinesHow recruiters are using AI (and where it breaks)Why startups are struggling to compete with Meta, Google, and Big Tech for talentThe real reasons great candidates ignore outreachHow founders can hire elite engineers without overpayingWhat's changing in robotics and AI talent marketsWhich robotics companies Greg is most excited about right nowWhether you're a founder, investor, recruiter, or engineer, this episode is a no-BS look at what's actually happening in the talent market — and how to stay ahead as AI rewrites the rules.

Matt MacInnis is the chief product officer and former longtime COO at Rippling, a unified workforce management platform valued at over $16 billion.We discuss:1. Why “extraordinary results demand extraordinary efforts”2. Why you should deliberately understaff projects, and how to know when you've gone too far3. Matt's transition from COO to CPO and what surprised him about leading product4. The “high alpha, low beta” framework for evaluating people, processes, and products5. When founders should quit their startups (hint: much earlier than VCs want you to)6. How to fight entropy in your organization through relentless energy and intensity—Brought to you by:Google Gemini—Your everyday AI assistant: https://ai.dev/Datadog—Now home to Eppo, the leading experimentation and feature flagging platform: https://www.datadoghq.com/lennyGoFundMe Giving Funds—Make year-end giving easy: http://gofundme.com/lenny—Transcript: https://www.lennysnewsletter.com/p/10-contrarian-leadership-truths—My biggest takeaways (for paid newsletter subscribers): https://www.lennysnewsletter.com/i/181916584/my-biggest-takeaways-from-this-conversation—Where to find Matt MacInnis:• X: https://x.com/stanine• LinkedIn: https://www.linkedin.com/in/macinnis• Email: macinnis@rippling.com—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Matt MacInnis and Rippling(04:38) The importance of extraordinary efforts(08:37) The challenges and rewards of relentless effort(10:11) Your job as a leader is to preserve intensity(12:39) You learn far more from success than failure(16:34) Transitioning to chief product officer(19:54) Fixing product management at Rippling(25:27) The “high alpha, low beta” framework(28:55) The PQL framework(35:16) Hiring frameworks and team dynamics(36:52) A helpful interview tactic(40:00) Leading as a COO vs. a CPO(42:34) The reality of product-market fit(46:38) The problem with venture capital(49:29) When founders should quit their startups(41:48) The immutable market(54:13) Lessons from Notion's success(57:43) Investment strategies and narrative violations(01:00:42) The power of compounding, power law, and entropy(01:07:02) Maintaining intensity and fighting entropy(01:11:33) The importance of feedback and escalations(01:14:31) Rippling's vision and success(01:17:48) AI's impact on SaaS and business software(01:23:42) AI corner(01:26:23) Final thoughts and lightning round—Referenced:• Rippling: https://www.rippling.com• Sunil Raman on LinkedIn: https://www.linkedin.com/in/sunilraman• Dan Gill on LinkedIn: https://www.linkedin.com/in/dangill• Carvana: https://www.carvana.com• Brian Chesky's new playbook: https://www.lennysnewsletter.com/p/brian-cheskys-contrarian-approach• Parker Conrad on LinkedIn: https://www.linkedin.com/in/parkerconrad• Inkling: https://www.inkling.com• Akshay Kothari on LinkedIn: https://www.linkedin.com/in/akothari• Notion: https://www.notion.com• Conway's law: https://en.wikipedia.org/wiki/Conway%27s_law• Seeking Alpha: https://seekingalpha.com• Dennis Rodman's website: https://dennisrodman.com• Dancing pickle emoji: https://slackmojis.com/emojis/456-dancing_pickle• Pickle Rick: https://en.wikipedia.org/wiki/Pickle_Rick• SPOTAK: The Six Traits I Look for When I'm Hiring: https://finance.yahoo.com/news/spotak-six-traits-look-m-181335267.html• Geoff Lewis on LinkedIn: https://www.linkedin.com/in/geofflewis1• Zenefits: https://en.wikipedia.org/wiki/TriNet_Zenefits• New banking records prove Deel paid thief who stole trade secrets from Rippling: https://www.rippling.com/blog/new-banking-records-prove-deel-paid-thief-who-stole-trade-secrets-from-rippling• Workday: https://www.workday.com• Matic robots: https://maticrobots.com• Wall-E: https://www.imdb.com/title/tt0910970• Conviction: https://www.conviction.com• Mike Vernal on X: https://x.com/mvernal• Sarah Guo on X: https://x.com/saranormous• No Priors: https://linktr.ee/nopriors• Gemini: https://gemini.google.com• ChatGPT: https://chatgpt.com• Claude: https://claude.ai• Bryan Schreier on LinkedIn: https://www.linkedin.com/in/bryanschreier• Heated Rivalry on HBO Max: https://www.hbomax.com/shows/heated-rivalry/50cd4e99-04ee-427b-a3b4-da721ed05d9c• Fellow coffee maker: https://fellowproducts.com/products/aiden-precision-coffee-maker—Recommended books:• Pale Blue Dot: A Vision of the Human Future in Space: https://www.amazon.com/Pale-Blue-Dot-Vision-Future/dp/0345376595• Conscious Business: How to Build Value Through Values: https://www.amazon.com/Conscious-Business-Build-through-Values/dp/1622032020• Thinking in Systems: https://www.amazon.com/Thinking-Systems-Donella-H-Meadows/dp/1603580557• The Effective Executive: The Definitive Guide to Getting the Right Things Done: https://www.amazon.com/Effective-Executive-Definitive-Harperbusiness-Essentials/dp/0060833459—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

The 80/20 Hiring Solution: Finding Staff When Nobody's Available"You're losing the hiring war. Not because there aren't good people out there—but because you're fighting the wrong battle.48.3% of Canadian businesses say recruiting skilled employees is their top obstacle. You're competing with every other business in your market for "experienced" candidates, offering signing bonuses and competitive wages. And even when you land them, there's a coin flip chance they'll be gone within 18 months.Here's the truth that changes everything: 90% of new hire failures happen because of attitude and personality issues—not technical incompetence. Only 11% fail due to lack of skills.You're hiring for the wrong thing.This episode breaks down the 80/20 Hiring Solution—a five-step system to hire for fit, train for skill, and build teams that actually stick around:Identify your ONE non-negotiable character traitStop competing for "experienced" candidatesBuild a 2-week onboarding system that creates competence fastCreate retention through growth paths, not just pay raisesReplace yourself in one role per quarterSouthwest Airlines became an industry leader using this exact philosophy. Founder Herb Kelleher hired for humor and attitude first, skills second. You can do the same.Your Golden Hour this week: Write down the ONE character trait your best employee has. That's your new hiring filter.While your competitors wait for the perfect candidate to show up, you're building a system to create them.Connect with Chris Cooper:Website - https://businessisgood.com/

Jose Berlanga explains how he created his own real estate market, why focus beats growth, and the costly mistakes developers make chasing trends.In this episode of RealDealChat, Jack Hoss sits down with Jose Berlanga, a veteran real estate developer and entrepreneur, to break down how he created demand where none existed—and why focus, patience, and clarity matter more than chasing hot markets.Jose shares how he started developing inner-city Houston neighborhoods when they were considered “unbuildable,” why fear actually guided his best decisions, and how saturating a small area with consistent product helped him establish pricing power and brand recognition long before the market caught up.The conversation dives deep into developer psychology, long real estate cycles, why chasing higher price points almost derailed his business, and the hard-earned leadership lessons he learned building (and rebuilding) teams. Jose also delivers one of the clearest frameworks you've heard on hiring, focus, and avoiding shiny object syndrome as an entrepreneur.This is a masterclass in long-term thinking for developers, investors, and business owners.

Lorenzo Musetti joins Gill Gross for a chat ahead of the new season. He has said his goal for 2026 is to close the gap on Carlos Alcaraz and Jannik Sinner, so we asked about what he learned from last year's matches against the top-2. Musetti will continue to work with longtime coach Simone Tarterini, but he has made the decision this offseason to add a 2nd coach, Jose Perlas. We also ask the Italian if he thinks about prize money while playing for 1 million dollars and if he has changed his serve technique in recent months. Musetti will be playing the MGM Slam in Las Vegas on March 1st, a 10-point tiebreak tournament between eight top-players. IG: https://www.instagram.com/gillgross_/TikTok: https://www.tiktok.com/@gill.gross24/7 Tennis Community on Discord: https://discord.gg/wW3WPqFTFJTwitter/X: https://twitter.com/Gill_GrossThe Draw newsletter, your one-stop-shop for the best tennis content on the internet every week: https://www.thedraw.tennis/subscribeBecome a member to support the channel: https://www.youtube.com/channel/UCvERpLl9dXH09fuNdbyiLQQ/joinEvans Brothers Coffee Roasters, the Official Coffee Of Monday Match Analysis... use code GILLGROSS25 for 25% off your first order: https://evansbrotherscoffee.com/collections/coffeeAUDIO PODCAST FEEDSSpotify: https://open.spotify.com/show/5c3VXnLDVVgLfZuGk3yxIF?si=AQy9oRlZTACoGr5XS3s_ygItunes: https://itunes.apple.com/us/podcast/monday-match-analysis/id1432259450?mt=2 Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Tracy Cowley, joins Mike Detiller and Herb Tyler to preview the Texas Bowl between the LSU Tigers and the Houston Cougars.

New CBS News chief Bari Weiss explains how one-sided reporting of President Trump's deportation of illegal aliens to the supermax prison CECOT in El Salvador led to her canceling a 60 Minutes story. Terrorists may try to aerosolize fentanyl to conduct a mass casualty attack on the US. CNN's salivating over the DOJ's Epstein data dump (which is now mandatory by law, because President Trump signed it) exposes the media's liberal bias IN SPADES. Former New York state rep Joe Borelli destroys an Epstein Crazed Panel with two minutes of common sense.

In this episode of Real Estate Success: The Whissel Way, Kyle Whissel and Bryan Koci shift the conversation from making more money to keeping more of it by breaking down practical tax and wealth strategies specifically for real estate agents. They cover why agents earning over $50,000 should consider an S Corp, how hiring family members can legally reduce taxes, and how depreciation, self-directed IRAs, syndications, and the Augusta Rule can dramatically impact an agent's bottom line. The episode is a tactical overview of how agents can legally lower tax liability, reinvest smarter, and build long-term wealth beyond commissions.   Chapters: 00:00 Intro and why agents overpay in taxes 02:07 Making more money vs keeping more money 05:26 Why every agent is already a business 06:01 S Corp explained and why it matters 08:49 Salary vs distributions and tax savings 13:39 When an S Corp makes sense financially 16:31 Hiring your kids and family legally 20:53 Self-directed IRAs and real estate investing 24:48 Passive investing through funds and syndications 31:16 Depreciation, real estate professional status, and the Augusta Rule

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December 24, 2025:  The systems we've relied on to organize work are starting to crack. In this episode of Future Ready Today, we unpack four stories that reveal how deeply work is being reshaped — often in ways leaders aren't prepared for. AI was supposed to make hiring fairer and faster, but instead it's flooding employers with indistinguishable candidates and eroding trust in the hiring process. Workers are debating whether flexibility is worth a massive pay cut, exposing a deeper shift in how people value time, money, and quality of life. LinkedIn's CEO argues that five-year career plans are now outdated as skills evolve faster than organizations can plan for. And inside offices, introverts are pushing back on collaboration models designed for visibility rather than outcomes — raising hard questions about accommodation, performance, and accountability. Together, these stories point to a larger truth: work is moving away from rigid structures and toward adaptability, learning velocity, and human judgment. The future of work won't be defined by perks, policies, or platforms — it will be shaped by how well organizations redesign hiring, careers, and culture for a world of constant change.

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 here https://goodmorninghr.com/EP232 In episode 232, Coffey talks with Margarita Ramos about the importance and future of the employee relations function following the $11.5 million SHRM discrimination verdict. They discuss the SHRM jury verdict and its implications for HR credibility; the role of employee relations at the intersection of compliance and employee experience; proactive versus reactive approaches to workplace conflict; multiple complaint channels and manager escalation obligations; why dismissing concerns as "not illegal" undermines trust; investigation failures highlighted in the SHRM case; investigator neutrality, training, and experience requirements; when and why to use outside investigators or counsel; leadership accountability and the role of the CHRO in employee relations; the three-legged stool of employee relations, HR business partners, and employment counsel; building ER infrastructure with case management systems and data analytics; handling high-performing but high-risk leaders; transparency in employee relations processes; reducing gossip through consistent and fair investigations; and the future of employee relations including responsible use of AI in investigations. Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.  If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.  About our Guest: Margarita Ramos is a highly respected Global Employee Relations executive and employment attorney with more than two decades of experience across technology, SaaS, and financial services. She is trusted by CHROs, HR Business Partners, and C-suite leaders to build scalable ER infrastructures, stabilize organizations through change, and elevate the employee experience through disciplined governance and operational excellence. With a foundation rooted in JD-trained employment law—including roles as In-House Employment Counsel at Merrill Lynch and Principal Corporate Counsel at Microsoft—Margarita developed deep legal expertise in compliance, risk mitigation, and workplace investigations.  She later translated this expertise into senior ER and HR Compliance leadership roles at VMware, Splunk, RBC, and Bank of America, where she supported complex global workforces navigating rapid growth, cultural transformation, and organizational change. Throughout her career, Margarita has been brought in to create structure where ambiguity exists. She has built and led global ER Centers of Excellence, developed investigations and performance-management frameworks, and implemented modern case-management systems such as Workday, HR Acuity, and AI-enabled governance tools. Her approach blends empathy with operational rigor, ensuring ER functions are both employee-centric and aligned with business strategy. A skilled investigator and ER strategist, Margarita advises senior leaders on workplace investigations, conflict resolution, performance management, DEI&B, and global employment compliance. She is known for her ability to translate data, case trends, and cultural signals into actionable insights—leveraging ER metrics, KPIs, and reporting to influence leadership decisions, drive fairness, and strengthen organizational culture. Her data-driven approach enables leaders to make well-informed, consistent decisions that reinforce trust and accountability across the enterprise.  Margarita has also led M&A HR integration efforts at VMware and Splunk, overseeing cultural alignment, workforce assessments, and change-management strategies during periods of significant transformation. Her leadership in these environments reflects her commitment to creating workplaces where clarity, belonging, and operational excellence coexist. Beyond her corporate work, Margarita is deeply committed to developing future talent. She has mentored first-generation college students and contributed to organizations such as Girls Who Code, Year Up, and Hobart & William Smith Colleges. At Microsoft, she provided pro bono support for Kids in Need of Defense (KIND). Outside of work, she enjoys ballroom dancing and cooking. Margarita is passionate about shaping modern, strategic, tech-forward ER functions that support organizational values, reduce risk, build leadership capability, and create an environment where employees can do their best work with trust, fairness, and accountability. Margarita Ramos can be reached athttps://www.linkedin.com/in/margarita-ramos/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher.In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business.Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community.Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee.Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teach...

What do you do when doing the right thing gets you fired?That's the question at the center of this conversation with Keith Leverentz. Keith started his career as a high school science teacher before being recruited into a captive financial firm. He quickly became the number one producer in the organization—but he was doing something most advisors weren't. He was putting clients first, even when it meant recommending solutions that were less profitable for the company.In 2012, that decision cost him everything. He lost his business, his clients, his niche, and spent a season wondering if he'd ever get back on his feet.Keith didn't just bounce back. He rebuilt—this time with intention. Today, he leads a 25-person firm that's on pace for more than $65M in new assets this year. He's done it by building a real team, integrating his entire family into the business, and putting purpose, generosity, and client outcomes at the center of everything.If you're a founder who's been knocked down—or you're carrying a weight that feels heavier than it should—Keith's story is a powerful reminder of what's possible on the other side.3 of the biggest insights from Keith Leverentz…#1.) The Cost of Doing What's Right (And Why It Paid Off Later)Keith was the #1 producer in his captive agency — until he refused to sell products that weren't in his clients' best interest. That decision got him fired. Keith explains the ethical dilemma that forced him out, the fear and isolation that followed, and how starting over with nothing eventually led to building a 25-person firm. If you've ever felt tension between growth and integrity, this part will hit close to home.#2.) Why Most Advisors Feel Overwhelmed (And How to Fix It)Keith explains why hiring an Executive Assistant dropped his stress by 40% — and why this role is one of the most overlooked leverage points in advisory firms. He also breaks down a hard truth about his own business: the org chart was “a mile wide and an inch deep.” This section is a masterclass on why founders become bottlenecks, how poor structure slows growth, and what it actually takes to scale beyond yourself.#3.) Why Undercharging Holds Advisors BackKeith shares how he realized he was undercharging — and why raising fees actually improved client outcomes instead of hurting relationships. You'll hear how expanding planning capabilities, trusting a bigger team, and clearly communicating value allowed him to move up-market with confidence. If you're worried about fee pressure, higher-net-worth clients, or whether you're “ready” for the next level, this section reframes the entire conversation.SHOW NOTEShttps://bradleyjohnson.com/148FOLLOW BRAD JOHNSON ON SOCIALTwitterInstagramLinkedInFOLLOW DBDL ON SOCIAL:YouTubeTwitterInstagramLinkedInFacebookDISCLOSURE DBDL podcast episode conversations are intended to provide financial advisors with ideas, strategies, concepts and tools that could be incorporated into their business and their life. No statements made in the episode are offered as, and shall not constitute financial, investment, tax or legal advice. Financial professionals are responsible for ensuring implementation of anything discussed related to business is done so in accordance with any and all regulatory, compliance responsibilities and obligations. The Triad member statements reflect their own experience which may not be representative of all Triad Member experiences, and their appearances were not paid for. Triad Wealth Partners, LLC is an SEC Registered Investment Adviser. Please visit Triadwealthpartners.com for more information. Triad Wealth Partners, LLC and Triad Partners, LLC are affiliated companies. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Ready to churn less and win more?

AI has changed hiring forever. After reviewing 27,000 resumes, interviewing 4,000 candidates, and hiring 160 people, Patrick Bet-David shares 10 hiring rules every CEO and business owner needs to know before hiring in 2025 or 2026.