Podcasts about Hiring

The economy is in pretty much the same weird place it's been for the past few months. Hiring is down, the cost of living is up, and no one really knows what's coming next. That uncertainty is partially thanks to AI, which is supposed to change work as we know it. It's making everyone – from stock traders to white-collar workers – very, very nervous. On this episode, we talk to Stacey Vanek Smith. She's a reporter for Bloomberg Businessweek and co-host of the Bloomberg podcast, Everybody's Business.And in headlines, the Supreme Court signs off on California's new congressional map, President Trump's attempted assassin is sentenced to life in prison, and a group of Minnesota teachers and school districts sue to stop immigration enforcement activity on or near public schools.Show Notes: Check out Everybody's Business Call Congress – 202-224-3121 Subscribe to the What A Day Newsletter – https://tinyurl.com/3kk4nyz8 What A Day – YouTube – https://www.youtube.com/@whatadaypodcast Follow us on Instagram – https://www.instagram.com/crookedmedia/ For a transcript of this episode, please visit crooked.com/whataday

Nik breaks down how American Airlines views failures in your record and why late disclosure is a major red flag. Learn how to fully disclose busts, match your application to your logbooks, and tell a concise, honest story that shows what you learned and how you've grown as a pilot. Nik explains why integrity beats a "perfect" application every time and gives you practical guidance on preparing your failure narrative, so you walk into the interview confident and credible. CONNECT WITH US Are you ready to take your preparation to the next level? Don't wait until it's too late. Use the promo code "R4P2026" and save 10% on all our services. Check us out at www.spitfireelite.com! If you want to recommend someone to guest on the show, email Nik at podcast@spitfireelite.com, and if you need a professional pilot resume, go to www.spitfireelite.com/podcast/ for FREE templates!  SPONSOR Are you a pilot just coming out of the military and looking for the perfect second home for your family? Look no further! Reach out to Marty and his team by visiting www.tridenthomeloans.com to get the best VA loans available anywhere in the US. Be ready for takeoff anytime with 3D-stretch, stain-repellent, and wrinkle-free aviation uniforms by Flight Uniforms. Just go to www.flightuniform.com and type the code SPITFIREPOD20 to get a special 20% discount on your first order. #Aviation #AviationCareers #aviationcrew #AviationJobs #AviationLeadership #AviationEducation #AviationOpportunities #AviationPodcast #AirlinePilot #AirlineJobs #AirlineInterviewPrep #flying #flyingtips #PilotDevelopment #PilotFinance #pilotcareer #pilottips #pilotcareertips #PilotExperience #pilotcaptain #PilotTraining #PilotSuccess #pilotpodcast #PilotPreparation #Pilotrecruitment #flightschool #aviationschool #pilotcareer #pilotlife #pilot

Believe it or not, income taxes can become the biggest expense for entrepreneurs. Yet most people approach tax planning reactively, missing powerful opportunities hiding in plain sight.Today's guest helps investors get ahead of the game by treating tax strategy not as compliance, but as one of the most important wealth-building tools available.Karlton Dennis is one of the leading tax strategists in the country and the founder of Tax Alchemy. Through his work with high-earning entrepreneurs, he helps clients legally reduce taxes, increase cash flow, and reinvest capital intentionally rather than giving it away unnecessarily.In our conversation, Karlton breaks down why proactive tax planning often delivers higher returns than any investment deal—and how understanding the tax code allows you to keep more money working for you, with more investment opportunities, year after year.In this episode, you'll learn: ✅ Why investing in world-class tax strategy can outperform real estate, private equity, and traditional investments.✅ The most common tax preparation mistakes that cost business owners tens of thousands per year.✅ Which tax strategies attract IRS scrutiny and how to use the tax code to your advantage without crossing red lines.Show Notes: LifestyleInvestor.com/276Tax Strategy MasterclassIf you're interested in learning more about Tax Strategy and how YOU can apply 28 of the best, most effective strategies right away, check out our BRAND NEW Tax Strategy Masterclass: www.lifestyleinvestor.com/taxStrategy Session For a limited time, my team is hosting free, personalized consultation calls to learn more about your goals and determine which of our courses or masterminds will get you to the next level. To book your free session, visit LifestyleInvestor.com/consultationThe Lifestyle Investor InsiderJoin The Lifestyle Investor Insider, our brand new AI - curated newsletter - FREE for all podcast listeners for a limited time: www.lifestyleinvestor.com/insiderRate & ReviewIf you enjoyed today's episode of The Lifestyle Investor, hit the subscribe button on Apple Podcasts, Spotify, or wherever you listen, so future episodes are automatically downloaded directly to your device. You can also help by providing an honest rating & review.Connect with Justin DonaldFacebookYouTubeInstagramLinkedInTwitterSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

BOOK A DEMO– Agency Coach AI                                                                                       Learn More: Let's Chat                                                                  Watch the full episode on YouTube: HEREWhat's in this episode:Hiring doesn't fail because of a lack of applicants—it fails because most agencies make the process too easy.In this episode, Michael and Courtney break down the exact interview framework they used to eliminate over 90% of unqualified candidates and hire two top-tier sales professionals—without wasting time.You'll hear real numbers, real drop-off data, and the step-by-step hiring process that filters for character, consistency, and follow-through before you ever get on a call. If you're tired of bad hires, ghosting, and constant turnover—this episode is your blueprint.[00:00] Why the hiring process should be difficult[01:00] The #1 people problem agency owners face[02:10] The multi-step hiring framework overview[04:20] 105 applicants → what happens next[05:00] The assessment step that eliminates 75%[06:40] Why video interviews matter[08:50] Red flags that disqualify candidates instantly[10:00] Who actually shows up to interviews[11:20] From 105 applicants to 2 hires[12:45] Why hard upfront = easy long-term[14:30] Character vs skill in hiring[16:10] Final hiring advice for agency ownersBOOK A DEMO– Agency Coach AI Learn More: Let's Chat https://agencycoachai.com The first 24/7 AI sales coaching platform built for insurance pros. Real-time grading, role plays, and coaching that help producers close more deals. TEXT MICHAEL DIRECTLYHave a question or want to talk to Michael directly? It's really him, not a robot. Text “BUZZ” to (816) 727-7610 FREE 7-Day Demo – Weaver Sales AcademyTry it: CLICK HERE Tools + Free Resources https://www.weaversa.com Connect with Michael OnlineLinkedIn: linkedin.com/in/michaelweaverwsaYouTube: @michaelweavertrainingFacebook: facebook.com/themichaelweaverInstagram: @michaelweaver

49ers Insider, Matt Maiocco shares his thoughts on Roger Craig “potentially” being inducted into the Hall of Fame tonight. He also breaks down Raheem Morris taking over as defensive coordinator and whether Kyle Shanahan deserves criticism for hiring a close friend.See omnystudio.com/listener for privacy information.

49ers Insider, Matt Maiocco shares his thoughts on Roger Craig “potentially” being inducted into the Hall of Fame tonight. He also breaks down Raheem Morris taking over as defensive coordinator and whether Kyle Shanahan deserves criticism for hiring a close friend.See omnystudio.com/listener for privacy information.

Subscribe to Nightcap presented by PrizePicks so you don’t miss out on any new drops! Download the PrizePicks app today and use code SHANNON to get $50 in lineups after you play your first $5 lineup! Visit https://prizepicks.onelink.me/LME0/NI...0:00 - Bills promote Joe Brady to HC22:51 - Browns hired Todd Monken as HC33:39 - Jesse Minter named Ravens HC47:48 - Klint Kubiak expected to be Raiders HC52:44 - Mike LaFleur named Cardinals HC (Timestamps may vary based on advertisements.) #ClubSee omnystudio.com/listener for privacy information.

Every advisor wants more referrals, but very few have built a business that consistently earns them.In this conversation, I sat down with Duncan MacPherson to unpack what actually makes an advisory firm referable. Duncan is the founder of Pareto Systems and one of the most respected coaches in financial services, with nearly 30 years spent working alongside top advisory firms. He explains why the advisors who scale fastest stop pitching products, start positioning a clear planning process, and build businesses that get found instead of chased.3 of the biggest insights from Duncan MacPherson…#1.) Advisors Don't Need More Referrals, They Need to Be ReferableMost advisors focus on asking for referrals, but Duncan explains why that actually creates friction. The real breakthrough happens when clients clearly understand (and can easily explain) what makes your process different. #2.) The Best Advisors Don't Sell Products, They Position Their ProcessThe biggest shift in financial services isn't technology, it's philosophy. The most successful advisors have moved on from pitching products by effectively using branding and clearly articulating a proprietary process, creating deeper engagement, stronger loyalty, and a business that scales without becoming more complicated.#3.) A Business That Depends on You Is a Business That Limits YouOne of the clearest signals of a healthy business is whether it can operate without the founder's constant presence. Duncan explains why documenting intellectual property, empowering teams, and depersonalizing the business isn't about ego—it's about freedom, sustainability, and enterprise value. SHOW NOTEShttps://bradleyjohnson.com/154FOLLOW 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. TP02255163072See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Most churches spend weeks crafting job descriptions and reviewing résumés. Very few ask the right questions. Today, Thom and Jess argue that hiring mistakes in churches rarely come from a lack of talent. They come from overlooked questions—questions that reveal heart, alignment, resilience, and long-term fit. This is part one of a two-part conversation on 10 often overlooked questions every church should ask before hiring its next staff member. The post 10 Often Overlooked Questions Churches Should Ask Before Hiring Staff – Part 1 appeared first on Church Answers.

In part one, Thom and Jess focused on questions that reveal inner wiring and emotional maturity. In part two, the focus shifts to longevity, mission alignment, and team health. These questions don't just help you hire well. They help you avoid pain—for the church, the staff member, and their family. The post 10 Often Overlooked Questions Churches Should Ask Before Hiring Staff – Part 2 appeared first on Church Answers.

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Do you feel underpaid, misunderstood, or stuck explaining why your work costs what it costs? Most agency owners don't wake up one day and decide, "You know what sounds fun? Running an agency." They stumble into it, usually because the job market fails them. That's exactly how today's featured guest got her start. In this episode, she'll unpack how slowly building her confidence as she gained more experienced changed her perspective on pricing and why most "thought leadership" content does more harm than good. Alicia Disantis is the owner and creative director of 38th & Kip Studio, a dual branding and design studio celebrating 15 years in business. She founded the agency during the 2008 recession, which is about as pressure-filled a launchpad as you can imagine. Before building a sustainable agency, Alicia wore a lot of creative hats: video game character artist for early mobile games, comic book artist for an urban vampire/werewolf series, and unpaid intern at a graphic design. These experiences heavily shaped how she thinks about value, pricing, and positioning today. In this episode, we'll discuss: Why agency pricing should feel scary. Educating clients who think your work is "easy." An approach to thought leadership that actually creates value. Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design, and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. Creating a Unique Path that Lead to Agency Ownership Like many agency owners, Alicia didn't start with a master plan. She started with a student loan bill that arrived a month before graduation and over a hundred job applications that led nowhere. When the traditional path failed, she did what resourceful creatives do: she pieced together work wherever she could find it. Freelance gigs turned into repeat work. Repeat work turned into confidence. And eventually, confidence turned into a business. She went from being an unpaid intern, to game designer, to a comic book designer, and forged a unique path, going from charging just $200 for her first freelance job to earning the confidence she needed to believe she could build her own business. Most agencies are born from survival more than a carefully thought business plan. The danger is that when you start that way, you often carry survival pricing and survival thinking far longer than you should. That early context matters, because it explains why so many agency owners struggle to raise prices later. From $200 Clients to Pricing That Feels Scary (In a Good Way) Alicia's first client paid her $200. She also did a lot of free work, because at the time, that felt like the only way in. What changed over the years wasn't some magic pricing formula. It was confidence. Marketing and creative work is deeply undervalued, especially compared to STEM or "expert" services. People don't argue over a $250 legal consult but they will argue endlessly over a logo. As Alicia grew, she learned three critical skills: Educating clients on the real cost of doing work right Having the confidence to say no Quoting prices that made her a little uncomfortable It wasn't easy, but mostly it just took time. How to Educate Clients Who Think a Logo Is "Easy" Alicia managed to reframe the value of branding for skeptical clients not by arguing but by analogizing. Instead of defending design directly, she compares it to plumbing, legal work, or real estate. You wouldn't hire a $5 freelancer to represent you in civil court, so why would you do that for the thing that represents your entire business? This framing does two things: It removes emotion from the conversation It positions branding as expert work, not artistic preference Clients should also understand the hidden cost of "cheap" solutions, especially with websites. Hiring a friend or a bargain provider usually leads to cut corners, broken functionality, and stalled growth when the person inevitably disappears. The goal isn't to lead with fear. It's to calmly explain consequences and let the client decide if cheap is really cheaper. Thought Leadership That Builds Trust (Not Clickbait) Thought leadership is an area where Alicia found significant success creating valuable educational content. In her view, it's also something most agencies get wrong. The problem isn't content volume. It's content relevance. In her experience, the key to producing this content is leading with research on what people want to hear about. She's also encountered many white papers that don't even offer any takeaways or new perspectives, which ends up diluting the trust on your brand. Alicia insists that everything she produces or is a part of must have key takeaways that her audience can translate into a real technical plan. She shared a four-part framework she uses before creating educational content: Motivation – Why does the audience care right now? Pain points – What problem are they actually trying to solve? Literacy level – How well do they understand the subject? Communication style – How do they prefer to consume information? The literacy piece is where most agencies mess up. If you speak marketing jargon to an audience that doesn't have that literacy, you don't sound smart. You sound patronizing. And nobody buys when they feel dumb. Alicia is intentional about making sure everything she puts out includes tangible takeaways—things people can write down and act on. Without that, it's just noise. Playing the Long Game with Content and Personal Brand This podcast started over a decade ago not as a growth hack, but out of curiosity. The goal was to let listeners be a fly on the wall. The payoff took years, but now it's a massive moat. People join our community and say they've been listening for years before ever raising their hand. That kind of trust doesn't come from ads with rented Lambos. But it also takes time and determination. Less than 7% of podcasts make it past episode three, and only about 1% make it beyond episode 23. From Alicia's perspective, finding your unique personality and value proposition is the hardest part of business. People are afraid to be different, but different is the whole point. Discovering your own value proposition on your own is like trying to tickle yourself. You need outside perspective to see what's actually special. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

Most sales leaders hire wrong. They prioritize industry experience over buyer understanding, rush to fill empty seats, and sell the role before qualifying candidates. Walter Crosby flips this approach entirely. His counterintuitive strategy? Write job ads that repel weak candidates. Interview like you're qualifying a prospect—with tough questions and genuine discovery. Forget the "industry retread" myth; product knowledge is trainable, but understanding buyers isn't. Crosby emphasizes assessing cultural fit early and identifying coachability as the ultimate predictor of success. The biggest mistake? Fear-based hiring. An empty territory hurts less than a bad hire who drains resources and damages team morale. The lesson is clear: treat hiring as strategically as you treat closing deals. Patience and process beat panic every time.

Woody Johnson has to stop meddling for the Jets to have any hope of turning things around. Woody hasn't done his own hires any favors. Woody Johnson is showing the world he regrets hiring Aaron Glenn. Hour 1.

Rob Vallentine, National Mental Health Trainer, joins us following his powerful Grand Summit keynote that left attendees still reaching out months later with gratitude. Rob shares how equipping managers with mental health response skills can transform workplace culture, improve retention, and help leaders connect with their teams before problems escalate. Learn about the upcoming Mental Health First Aid Certification workshop in March - a practical training that teaches leaders how to notice warning signs, listen without judgment, and respond with confidence when team members are struggling.Today's Podcast is brought to you by Safety Reports 

In this emotional final episode, I'm announcing the close of "Simplify with Amanda B" and reflecting on this journey with you. Listening to my intuition has been life-changing, guiding me to make decisions aligned with my growth—even when it means ending something wonderful.Every experience, including this podcast, has prepared me for what's next. I encourage you to consider if what you're doing truly aligns with where you want to go, and remind you it's okay to move on when it no longer fits.Thank you from the bottom of my heart for tuning in, engaging, and supporting me along the way. While I'm saying goodbye to this show, this isn't goodbye forever—there are new adventures and an exciting venture ahead, and I can't wait to share them with you.The podcast will remain available until the end of February. Thank you for being part of this journey with me—here's to our ongoing growth and new chapters!  

Schoolteacher and single mother Samantha Caine (Geena Davis) lives an average suburban life -- until she begins having strange memories of unexplained violence and discovers that she has physical skills that she never imagined. Hiring private detective Mitch Hennessey (Samuel L. Jackson) to probe into her past, Samantha discovers that she's a well-trained government assassin who went missing after suffering a bout of amnesia and that her former handlers want her back in their employ.

Following Robert Saleh's hiring as Tennessee Titans head coach, sources confirmed to NBC Sports Bay Area that Raheem Morris will sign on as San Francisco's fifth defensive coordinator in the last five seasons. Also, in another top organizational move, Jed York announced Monday the promotion of Al Guido to the role of CEO. On this episode of "49ers Talk," Matt Maiocco sits down with Guido to discuss his promotion, his hard work in bringing Super Bowl LX to the Bay Area and how the 49ers' front office and coaching staff's synergy has provided stability that is rare in the NFL these days. They also touch upon the logistics required to host a Super Bowl twice in 10 years, and the possibility of the 49ers playing two international games this coming season. Matt also interviews talkSPORT commentator Will Gavin about his viral call of the "Skyy Bang Reverse Pass" play that was key to San Francisco's fourth-quarter comeback vs. the Eagles in NFC wild-card playoffs.--6:00 - 1-on-1 with newly promoted 49ers CEO Al Guido12:00 Guido's work on bringing Super Bowl LX to Levi's14:00 - Dynamic between the coaching staff and 49ers' front office19:00 - 49ers are in a window next season to play international home game or two20:00 - talkSPORT commentator Will Gavin breaks down viral call of 49ers play23:00 - More people have contacted CMC about the call than the actual play  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

This week's episode of Wealth Formula features an interview with Claudia Sahm, and I want to share a quick takeaway before you listen — because she's often misunderstood in the headlines. First, a quick explanation of the Sahm Rule, in plain English. The rule looks at unemployment and asks a very simple question:Has the unemployment rate started rising meaningfully from its recent low? Specifically, if the three-month average unemployment rate rises by 0.5% or more above its lowest level over the past year, the Sahm Rule is triggered. Historically, that has happened early in every U.S. recession since World War II. That's why it gets cited so much. And to be clear — it's cited a lot. The Sahm Rule is tracked by the Federal Reserve, Treasury economists, Wall Street banks, macro funds, and economic research shops globally. When it triggers, it shows up everywhere. That's not by accident. Claudia built one of the cleanest early-warning indicators we have. But here's the part that often gets lost. The Sahm Rule is not a market-timing tool and it's not a prediction machine. Claudia emphasized this repeatedly. It was designed as a policy signal — a way to say, “Hey, if unemployment is rising this fast, waiting too long to respond makes things worse.” In other words, it's a call to action for policymakers, not a command for investors to panic. What makes this cycle unusual — and why talking to Claudia directly was so helpful — is what's actually driving the data. We're not seeing mass layoffs. Layoffs remain low by historical standards. What we're seeing instead is very weak hiring. Companies aren't firing people — they're just not expanding. That distinction matters. And this is where I think the big picture comes in — not just for understanding the economy, but for investing in general. When you step back, the big picture includes a government with massive debt loads that needs interest rates to come down over time. It includes fiscal pressures that make prolonged high rates politically and economically painful. And it includes the reality that if the current Fed leadership won't ease fast enough, future leadership will. History tells us that governments eventually get the monetary conditions they need — even if it takes time, even if it takes new appointments, and even if it takes a shift toward a more dovish Federal Reserve. That doesn't mean reckless money printing tomorrow. But it does mean that structurally high rates are unlikely to be permanent. And when you combine that with investing, the question becomes less about this month's headline and more about what's positioned to benefit when the environment normalizes. That's why I continue to focus on real assets that are already deeply discounted — things like multifamily real estate — assets that were repriced brutally during the rate shock, but still sit at the center of a growing, rent-dependent economy. This conversation with Claudia reinforced something I've been talking about for a long time:The biggest investing mistakes usually happen when people zoom in too far and forget to zoom back out. I've made this mistake myself. If you want a thoughtful, non-sensational, data-driven discussion about where we actually are in this cycle — and what the indicators really mean — I think you'll get a lot out of this episode. Transcript Disclaimer: This transcript was generated by AI and may not be 100% accurate. If you notice any errors or corrections, please email us at phil@wealthformula.com. Welcome everybody. This is Buck Joffrey with the Well Formula Podcast coming to you from Montecito, California. Before we begin today, I wanna remind you, uh, listen, we’re back in, uh, back in the saddle in here in, uh, 2026. I know it’s takes some time to get used to it, but we’re, gosh, we’re at the end of the month actually by the time this plays. I think we’re in February. It’s time again to start thinking about investing. And so if you are interested in potentially using this year, which I believe and which many believe to potentially be the last year, uh, big discounts, uh, in real estate and, uh, various other types of offerings. Make sure. To sign up for the Accredit Investor group, our investor club, as we call it wealthformula.com. You do need to be an accredit investor and then you get onboarded. An accredit investor is just defined by who you are. If you make over $300,000 per year filing jointly, or 200 by yourself, every reasonable expectation to do so in the future. Or you have a net worth of a million dollars outta your personal, outside of your personal residence, you’re an accredit investor. Congratulations. Join the club wealthformula.com. Interesting podcast. Today we have, uh, Claudia Sahm She’s a Big Deal, Claudia Sahm. You may recognize that last name som, for this som rule. And what is a som rule in plain English. You actually have heard of the som rule multiple times from other economists who’ve been on the show. The som rule looks at unemployment. And asks a very simple question. Now, has the unemployment rate started rising meaningfully from its recent low? So specifically, if the three month average unemployment rate rises 0.5% or more above its lowest level, over the past year, this som rule is triggered. Now, historically, that has happened early in every US recession since the World War ii. That’s why it gets cited so much. It gets cited a lot. By the way, the sum rule is tracked by the Fed treasury economists, wall Street Banks, macro funds, economic research shops globally, and when it triggers, it shows up everywhere, and that’s not by accident. Uh, Claudia has built one of the cleanest early warning indicators we have, but here’s the part that often gets lost. The som rule is not a market timing tool, and it’s not a prediction machine. Claudia, uh, emphasized that repeatedly. It was designed as a policy signal, a way to say, Hey, if unemployment’s rising this fast, wait, waiting too long to respond makes things worse. In other words, it’s call to action for policy makers, not a command for investors to panic per se. So what makes this cycle unusual and why talking to Claudia directly was so helpful? Well, it’s what’s actually driving the data. We’re not seeing mass layoffs. Layoffs remain low by historical standards. Um, what we’re seeing instead is very weak. Hiring companies aren’t firing people, they’re just not expanding, and that distinction matters. This is where the big picture comes in, not just for understanding the economy. For investing in general and when you step back, the big picture includes a government with massive debt loads that need interest rates to come down over time. It includes fiscal pressures that make prolonged high rates politically and economically painful. I’ve mentioned this before and it includes the reality that have to fed, fed, uh, if the current Fed leadership won’t ease fast enough. I am likely the case that future leadership appointed by. Donald Trump himself, uh, will, so history tells us that governments eventually get the monetary conditions they need, even if it takes time, even if it takes new appointments. And even if it takes a shift towards a more dovish federal reserve. Uh, that doesn’t mean, uh, reckless money printing tomorrow, but it does mean that structurally. High interest rates are unlikely to be permanent. Okay? And when you combine that with investing, the question becomes less about this month’s headline and more about what’s positioned to benefit when the environment normalizes. Okay? That’s really, really important, and that’s why I continue to focus on things like real estate, right? Real estate is currently. Not for long, in my opinion, but deeply discounted things like multifamily real estate, um, that were repriced brutally during the rate shot, uh, but are still at the center of a growing and, and rent dependent economy. And again, uh, this conversation with Claudia reinforced something that I’ve been talking about a long time, which is the biggest investing mistakes usually happen when people zoom in too far and forget to zoom back out. I’ve made that mistake myself. I am not immune. I have made lots of mistakes, and that’s one of them. So this is a great conversation. Hopefully you’ll enjoy it, especially if you want a thoughtful, nons sensational data-driven discussion. Where we are actually at in this cycle and what these indicators really mean. I think you’ll get a lot of this episode and we will have this conversation for you right after these messages. Wealth formula banking is an ingenious concept powered by whole life insurance, but instead of acting just as a safety net. The strategy supercharges your investments. First, you create a personal financial reservoir that grows at a compounding interest rate much higher than any bank savings account. As your money accumulates, you borrow from your own bank to invest in other cash flowing investments. Here’s the key. Even though you borrowed money at a simple interest rate, your insurance company keeps. Paying you compound interest on that money even though you’ve borrowed it at result, you make money in two places at the same time. That’s why your investments get supercharged. This isn’t a new technique. It’s a refined strategy used by some of the wealthiest families in history, and it uses century old rock solid insurance companies as its backbone. Turbocharge your investments. Visit Wealthformulabanking.com. Again, that’s wealth formula banking.com. Welcome back to the show, everyone. Today my guest on Wealth Formula podcast is Dr. Claudia Sahm. Uh, she’s an American, uh, macroeconomic expert, uh, known for her work, uh, on monetary and fiscal policy and real-time economic indicators. She developed this som rule, which I think, uh, people have mentioned on this show before, so this is a great opportunity to talk to her about that. Uh, it’s a widely, uh, followed recession signal based on unemployment. She’s also a former Federal Reserve economist and senior policy advisor in government. Um, so welcome, uh, Dr. Sahm. Great. Happy to be here. Thank you. Well, let’s, let’s kind of start out with this som rule because, uh, you know, it’s funny, we, we have had a few different people, uh, at various times bring up the SOM rule, and I think one had actually said that it was triggered, but I don’t don’t think it was at any rate, let’s, let’s start with that. What is the som rule? Lemme start with why is there a som rule, and then we’ll then we’ll get to specifically what the, what the rule is itself. So when I started out on the project, it wasn’t so much about. Calling a recession, like there are some really fancy technical ways that economists like look at the tea leaves and the data and either try to forecast a recession, which is incredibly hard, or even just say we’re in a recession in real time. So like that’s a useful endeavor. But what actually was behind the development of my recession indicator was more of a call to action. How do we develop policies that, that the Congress can put into place very quickly if a recession comes? So these kind of what are referred to as automatic stabilizers, so they’re decided upon ahead of time, but then you do need a trigger that says a recession is here. So now that enhance the unemployment benefits, send out the stimulus checks, whatever it is that we kind of have as our typical tools that are used in recessions, we could have those ready to go as kind of guardrails. Then like you, you turn the policy on. So that was really my emphasis was on how do we do better policy and recessions, get the support out quickly. ’cause that’s the best chance of kind of stabilizing the situation. And then it’s like, well it was in a, it was in a policy volume that they asked for, like a really concrete proposal. So if I’m gonna say an automatic stabilizer, I need to have a proposal for what a trigger could be. So that’s really where the som rule came. So I think it is important. It’s definitely important to me to, I always remember like what the kind of reason for it’s sure. Now that also guided what the indicator itself looks like. So again, it was gonna be in, in fiscal policy. It needs to be simple, it needs to be something that we track it and it needs to, I felt it was important that it capture the reason that we. Fight recessions, why there’s such a bad, uh, you know, outcome. And so it looks at the, the unemployment rate. I use the national unemployment rate, take a three month average. ’cause we wanna smooth out, like there’s bumps and wiggles in the data from month to month. So you kind of, you know, three month average. One way to smooth it out. So you take that series of three month averages, you look at the current value, you compare to the lowest value over the prior 12 months, if you’ve seen an increase of a half, a percentage point or more. Which is really pretty modest, but half a percentage point or more. Historically, we have been in the early months of a recession, so it’s not a forecast. It’s supposed to be like we’re in it. Let’s go. It’s an empirical pattern. It’s one that’s worked in the United States. It reflects kind of our labor market institutions, the way unemployment rate moves and recessions. It historically is the case that once you get past a certain threshold of increased unemployment rate, it tends to build on itself. And in a typical recession, we see increases of. Two, three or more percentage points in the unemployment rate. Uh, so that’s, that’s what the summer rule is. And in fact, it did trigger in the summer of 2024. At that time I had said like, look around, we are not in a recession. GP is still expanding. Job creation is still happening. We don’t see the other hallmarks of a recession. And pointed to the fact that we’d had a very disrupted labor market after the pandemic in particular. You know, there had been a lot of immigration at that point. The unemployment rate is the total number of unemployed. So people who don’t have a job but are actively looking for one out of the labor force, right? And so these people that have to either be employed or looking for jobs, and so we actually saw from the pandemic. Both with the pandemic and then later with the surge and now the reversal in immigration. We’ve seen a lot of movement in the, in the labor force, which makes unemployment rate a little tricky to interpret. And then I’d also argue, we saw early in the pandemic, the unemployment rate dropped very rapidly. We even had labor shortages. So in some ways unemployment rate rising and it has risen over. I mean, it continued to rise last year in 2025. A lot of that’s also normalization. We’d had a very low unemployment rate. So I think the, the pandemic recession has a lot of features that were very unusual. We’ll talk probably more about the labor market continued to be kind of unusual. So the, you know, the somal was not the only recession indicator to fall flat on its face in the cycle. Um, but I think it’s still a useful, useful guide and I, and. You know, even if it’s not a recession, the, the unemployment rate is a full percentage point above, its low in 2023. So, I mean, that, that could, that could be a reason for policymakers to respond, even if it’s not responding to a recession. Right. That was the first time that it, that triggered and, and actually didn’t. End up in a recession, right? There’s some back in the 1950s, earlier, but it’s, it’s the first time where there’ve been some false positives in the past or, or near false positives. Like in 2003. It was kind of close, uh, is like the unemployment rate rises a little bit and then it falls back down. What we saw after it triggered in 2024 is it stabilized. Then last year it continued to rise. So this the pattern that we’ve seen since the pandemic of rapid recovery dropping unemployment rate and then it’s like gradually rising and yet has risen a full percentage point that you go all the way back in the post World War II period. We don’t see anything that looks like that. So that is a very unusual. Paris. So something’s more is going on in the labor market than just our typical business cycle, boom, bust, recession type dynamics. So what is that? What is the thing that’s happening that’s unusual right now in the labor market? Right? So the thing that is driving the unemployment rate up, I think this is a good lesson, a reminder to all of us. It’s not about layoffs. The rate of layoffs in the United States is really quite low. You look at unemployment insurance claims, they’re also quite low. What’s been pushing the unemployment rate up over the last two and a half years has been a very low rate of hiring and, and it’s, and it is something that over time will at least gradually put upward pressure on the unemployment rate and frankly. Until hiring picks up and we really don’t have many signs of it. Even as we enter 2026 unemployment rate’s gonna probably keep drifting up ’cause we’re not keeping job creation’s, not keeping up with, you know, people coming into the, into the labor market and, and that what’s, I think the puzzle right now is that hiring has been very low. But what we’ve seen in terms of consumer spending, business investment, so the kind of the big pieces of GDP, they’ve really held up pretty well, so. Business. It’s not, again, not that recession of the customers have disappeared. And so we’re not hiring, or we may even be firing workers. The customers are there for the businesses, but they’re choosing in this environment not to add, uh, to their payrolls. And that’s slowly pushing up down point rate. Yeah. Um, you know, it, it’s interesting what you’re, you’re talking about, but essentially you’re, people aren’t getting fired. They’re just, when they retire or leave, they’re just not replacing those. Individuals, you know, makes me think a little bit about what’s going on in the big, you know, in the tech push with artificial intelligence and that kind of thing, and increased in efficiency. Certainly you see that in the larger companies like Amazon and all that, where they’re just becoming massively more productive and cutting expenses essentially by, you know, using tech. Do you think that this is sort of an early indication, potentially of that kind of movement? So it. It’s possible, but I think we’re at the very front end of AI disrupting the labor market. This low hiring rate that we’ve talked about. You see this across all kinds of industries, including ones that don’t show high levels of AI adoption, and frankly, a AI adoption is pretty low. I mean, there are some sectors like tech and increasingly finance and some professional services have higher adoption rates. Uh, but in terms of it being able to explain the low hiring. I think it’s pretty tough ’cause the low hiring is such a, such a broad based, um, phenomenon. Now, AI might be, I think, indirectly contributing in that one of, one of the hypotheses about why, um, businesses have been, uh, not hiring despite, you know, economic activity. Continuing to push ahead could be that there’s a lot of uncertainty. Now there is a long list that we could draw of, of factors that might be causing businesses to be uncertain and hesitant to add to their payrolls. Uh, a lot of times you talk about things with tariffs or, you know, economic policy, regulations changing, you know, so there’s a lot going on there. But it could also be, there’s a lot of uncertainty about what this technology means for the future. Maybe you don’t need to bring on more workers because your ability to kind of use and adapt this technologies coming online. And so like that could be part of it. I think there’s another piece, you know, we have a lot of discussion about ai, but I do think that there’s, there could be a, a technology angle to this that’s, that is. Not in the AI technologies, but maybe just some of the more basic kind of automation is again, right after, you know, the, the pandemic recession as we came out of a, you know, very rapid recovery, uh, there was, there was a lot of hiring or that, ’cause businesses had done a lot of firing and they needed to bring back workers really rapidly and we actually had a period of labor shortages. There were workers moving around a lot and there were, that also put a lot of pressure on some employers, particularly in service sector, to automate more ’cause they just couldn’t get the workers, so they needed to bring technology. Online to help, you know, fill the gap. And over time, you know, businesses though, they haven’t done as much hiring, they have been firing. So the workers, they have longer tenures, have more experience, they’re probably more productive. So maybe businesses can kind of, you know, get away with not doing more hiring. ’cause the people they have there can kind of keep up with it. Um, and they’ve done some more automation. I don’t think those are sustainable. I think we’re going to need to see hiring pickup in terms of, of staying with, um, you know, as expanding, uh, demand from customers. But I won’t pretend to know what AI means for the future of the labor force. Right. So like there could be, I think that’s a big conversation about we’re headed, where we’re headed. I think it’s probably a pretty small slice of explaining. Where we’re at right now. You know, it’s interesting because obviously there was a lot of concerns about rising inflation, and particularly in the context of, you know, tariffs and, and among those types of things that were, were, um, coming down the pipe. And as it turns out, inflation seems to be coming down. How do you explain that from where you sit? Because it, it, it seems sort of to contradict a lot of what, you know, many economists believe to be likely. So when thinking about the effects of tariffs on inflation and this, this idea that it didn’t end up being as much of a factors we had really feared, uh, you know, a year ago. I think there’s a few things to keep in mind. One, the announced tariffs, uh. Didn’t come to pass fully. Right? So there’s a big difference between some of the, the, the initial announcements, whether it was on Liberation Day, April 2nd, or the initial kind of retaliation tit for tat with China, where we ended up with some triple digit, uh, tariff numbers. Those didn’t end up being where we, we ended now tariff, the effect of tariff rate. Is much higher than it was before. Right. Uh, president Trump came into office for the second time, so like, I don’t wanna minimize the, the, the increase in tariffs and the US government collected about $200 billion last year in, in additional tariffs. But there is a, there’s a good bit of daylight between what was announced and where we actually ended up. Businesses also proved very capable of trying to avoid those tariffs and not in like a. Illegal kind of way of avoiding them, but, but using inventories like trying to get ahead of them. We know the tariffs are tariffs. There’s been some evidence that, that it’s businesses are gonna start passing on the tariff cost increase when it’s actually tied to the inventories that they’re putting out in front of customers. And for some of our goods, like say apparel or things that have long seasons or come from, you know, all across the world, it actually takes quite a bit of time from the inventories being what actually shows up in front of customers. So there’s been the ability to. Kind of get around the tariffs ’cause they were rolling in. And so do be smart in terms of your inventories. And then it just takes time for those inventories to be, you know, um, to come down. Mm-hmm. By, there’s been several studies at this place, at this point that, that demonstrate that the, the tariffs, the cost of the tariffs is coming into the us. So the, it’s always the importer that pays the tariff, like literally writes the check to the US government. But it’s possible that the foreign producer could say, reduce their prices on what they’re, you know, paying or what they’re asking to be paid for that, uh, imported good. And then that would be a way of the foreign producer sharing the cost of the tariff. But everything that we see from the M Court data suggests that a very small fraction, probably less than 10%. Of the total tariff burden is being born by, at least at this point, born by the foreign producers. So it’s coming into the us. It’s sitting with either US businesses that are importing the goods or have the goods at some point in their, you know, in their supply chains and, and with us customers, the consumers we have, we’ve seen. I think you can really look at the inflation data. You can see the goods prices, which often are kind of a drag on inflation that they did turn around. They’re, they’re putting upward pressure on inflation. It’s not massive. It doesn’t explain all of these, you know, 200 billion in tariff costs, but then it is, it’s sitting with businesses. The effects still, it’s still just not that long enough to really understand. You know what, what the implications. It’s possible. I, I think that’s true with any, with any big policy change. Like it doesn’t happen overnight. I think that’s one thing that a lot of, a lot of economic models that, like, they’re, they’re very sensitive, right? Like as soon as a policy change happens, the models will kind of tell us something pretty dramatic in terms of adjustments. But this last year was a reminder, like when there’s, when there’s a big cost, there’s gonna be a lot of attempts to adjust around it to try to minimize that cost and then. It takes time, like in the real world, like the interactions are much more complex. You know, inventory lags all of the, like, it takes time to move its way through. So I think we’re not done with the pass through. I think we’ll probably still see more come to consumers, but businesses could decide to bear that cost. They, they could, you know, with profit margins. I mean some of, some of the inflationary environment in the pandemic did allow. There were very broad base increases in prices. You did see some companies be profitable from that because it was, there was a, you know, some of the costs were more targeted, but the, you know, the, the price increases were broad. So it could be a time where businesses see that, you know, consumers are more price sensitive now than they were in 21, 20 21, 20 22, so they’re not passing as much on it. Could be that that’s part of where. Like the cost businesses are dealing with that cost by maybe doing less hiring as opposed to passing it on to consumers. Uh, you know, they could be taking a hit with their profits. They, you know, so like, it doesn’t have to go all the way through to consumers. There are different levers that can be pulled. I do think we’ll still see some pass through in the, in probably the first half of this year, and that’s assuming that our whole tariff regime. Sit still, right? It looks like once again we might be, uh, increasing those tariffs, but, um, so yeah, I think it’s just tracing, you know, the tariffs through the system is really complicated. And one last thing I’ll say about the tariffs is they’re not just tariffs on goods that go to consumers. These tariffs have been broad enough that we’re also taring imported goods that are used by our manufacturers used for our, by our businesses in their production. So then it can take a really long time for that to end up with the, you know, the end customer could be a business to start with, and then it moves its way down. So I think these are just, you know, the costs are real. We can see the tariffs have been collected, the costs are there. We can see in the import data, there haven’t been import price data, there haven’t been a lot of adjustments by the foreign suppliers. So then it’s just a question of, we have these costs. Where did the cost go? I believe the last GEP was 4.3% and, uh, inflation was around 2.6, 2.7, or at least core. You’ve obviously, uh, worked at the Fed. Um, give us a sense of the situation that the Fed is trying to figure out here. Like what do they do with these numbers and, you know, all of the issues that surround them. The work at the Fed, I mean, it, it’s laser focused on the, the response, the mandates that the Fed has. So with maximum employment and price stability and with maximum employment, that’s not something that can be easily defined. It’s not like it’s a particular unemployment rate, it’s not a particular payroll number. But I mean, broadly speaking, it’s, you know, do, are, you know, the people who wanna work, are they working? In such a way that it’s not putting pressure on inflation, right? Like labor shortages that end up with wage increases that just, you know, end up with inflation. Like that would be a situation where the Fed would actually want to kind of help restrain some of the. Uh, employment growth. And we, we saw that in this cycle. I mean, the Fed raised rates a lot in 2022 and 2023. Uh, so that’s the maximum employment on the stable prices. The Fed has set a target of the 2%, uh, year over year PCE inflation. So a little different than the CPI inflation, but very much related. And, and it’s one, I mean, that’s, that’s the goal, right? And it, uh. So it starts with those two pieces and, and what’s been, I think what’s been challenging in say the last year as the Fed was, you know, trying to figure out what it was gonna do with interest rates was the fact that it, there was pressure on both sides of the mandate. Mm-hmm. Um, and not necessarily the, well, I mean, inflation itself has, was above the 2%. It continues to be above the 2%. Target has been. Since 2021. Now the Fed’s policy doesn’t have a look back, but I mean, they do worry that the longer inflation stays closer to three than two businesses. Consumers are gonna start to kind of embed three into their actions, their expectations. Then you kind of get stuck there. So like that, that both, you know, they were missing on the inflation mandate and there were, there were concerns that the, that we might see inflation get stuck above the mandate and the way you dislodge it if it gets stuck. Could end up risking a recession, right? So the Fed doesn’t want that to happen. So that’s a real concern. But then on the employment side, you know, we started out talking about the small rule, the rising unemployment rate. We’ve seen the unemployment rate rising. And then last year in particular, it wasn’t just the unemployment rate rising, we saw job creation just really take a leg down. Um. Some of that probably is less immigration population aging, so less supply of workers, which isn’t something the Fed would react to. ’cause that, I mean, if you don’t have as many people that wanna work, you don’t need to create as many jobs. But the unemployment rate was rising, so it’s clear, like there just wasn’t, there wasn’t enough job creation to keep up with, um, the workers who were there, uh, to work. And, and there was a concern that this could, could spiral out. Those small increased unemployment rate that, that very low level of job creation. And frankly, if you look at, I mean the, I mean, we have multiple months and probably more after revisions of declines in payroll employment. Mm-hmm. Like if you looked at the labor market data, you’d be like, aren’t we in a recession or like on the edge of one? Again, that’s not where we’re at, but it, it certainly gave that, that risk. Things could be slowing down. And, and the, the last piece that was really important in the Fed’s decisions was where, where’s the federal funds rate? Where are the interest rate, the policy interest rate they control? And it was still relatively high. For, for recent history, right. Not in the long history of the Fed, but mm-hmm. And so, like the Fed had raised, they’d raised interest rates quite aggressively to fight the inflation in 2022. They’d very gradually lowered it. Some was taken out in 2023 because made some pro, made quite a bit of progress on inflation in, or in 2024, they lowered the rates in 2025, the 75 basis points of cuts that the Fed did. It was out of concern. Of the labor market unraveling a risk, not a, not saying, hey, the labor market is unraveling, but saying the risk that the downside risk to employment are larger and more worrisome than the upside risk to inflation. So this inflation getting stuck, is that still the case as a going into 2026 here? So, you know, even, even last year we saw, we listened to Fed officials, there’s quite a bit of disagreement. Because it was a tough situation to read. There are some Fed officials that were more focused on inflation, some that were more focused on the employment side. Uh, and it really was just a matter of kind of reading the economy and trying to figure out this, a very unusual situation, like where, where was this headed? What did the Fed need to do? In the end, the consensus on the Fed was to do the rate cuts, kind of front load them. They talked a lot about it as insurance. They’re taking out insurance against the labor market deteriorating. And I think with that approach, in all likelihood, and there’s been certainly signaling of this, that when they meet at the end of January, it’ll, they’re unlikely to move again. That this is, this will be an opportunity to hold steady, be patient the Fed has, has taken out their restriction. So they don’t have the higher rates, so they’ve pulled rates down. We also know that early this year there’s various kinds of fiscal support that are coming online or tax cuts to households and to businesses that should give a little extra lift, uh, to the economy. So I think it’s a period of the Fed waiting to see what the effects of their policy changes are, seeing what the effects of the fiscal policy with the expectation this will be enough to stabilize the labor market. Even help get it back on track and really what the Fed would like. I mean, we’ll see what they get, but they’d really like the next cut to be a good news cut. Like inflation. Oh look, it’s moving back down again. We’re making clear progress back to 2%. I think that’s probably gonna take maybe even till the middle of this year to build that case. A strong case for the disinflation. Mm-hmm. But that’s, that’s what they would, would like to do. But they’re gonna keep an eye on the labor market. But nothing we’ve seen in the most recent data suggests that they gotta get moving like that. There’s some, you know, real pressure building. Um, in fact, the labor market looks a little bit better probably than when they met in December and inflation. Showing some signs of progress, but it, it’s pretty bumpy in terms of, there’s a lot of noise in the data at the moment. You mentioned, um, the Fed’s mandate and you know, certainly that’s something, um, that, uh, you know, that, that we know the Fed looks at these unemployment numbers that look at inflation. I’m curious though, that there’s, you know, there is this push and pull with the treasury. In particular, you know, looking at the amount of, of, of, of bonds that need to be refinanced, that kind of thing. I mean, presumably that’s one of the reasons why the Trump administration is pushing so hard, uh, on the Fed to reduce, um, you know, to reduce rates so that you know, this sovereign debt can be refinanced at a, something a little bit more palatable. How much of that actually. I know it’s not supposed to play a part in the Federal Reserve’s actions, but in reality is there, is there that kind of, you know, thinking that, you know, they have to, they, they may try to play ball a little bit with the, with the situation, with the debt. Yeah. There, the, the Fed is not playing ball right now with the administration. Uh, but, but there have been, there have been times in our past. So during World War II, there was an explicit cooperation between the Fed and the Treasury. The Fed kept interest rates low. Both the federal funds rates, so the short term interest rates, they also did, uh, some purchases of longer term to help keep longer term rates down. Right. So I mean, the, the Fed really, they, their policy was oriented exactly on this objective, keeping the borrowing cost of the US government low because it was financing the war effort. So, so there have been times where the Fed has cooperated with treasury. Now, when they came out of World War ii. What happened is, you know, treasury wants to keep interest rates low. This is good for, you know, the economy, good for growth, but it was, it really was creating a lot of inflationary pressures and it took until the early 1950s for the Fed to kind of regain its kind of operational independence from treasury and then go back to pursuing, you know, inflation as a key goal. And then also in the late seventies and maximum employment was added as an explicit goal. So we’re in a place now where. It’s employment, it’s inflation, it, there was quite, um, I mean, president Trump and some other officials have been, you know, very open about saying rates should be low to help with the deficit, with funding the gov. So like, it’s, it’s been in the discussion in the air. But that’s not, that’s not a mandate that Congress has given the Fed. That’s not what they’re pursuing. It does, you know, but things can change at the Fed. We’re gonna see a change in leadership this year with a new Fed chair. Um, the Fed always, I mean, Congress created the Federal Reserve. It’s changed its abilities, its responsibilities over time. I don’t wanna say that we’ll never get back to a place where the Fed thinks about. Its effect on the deficit. I mean, they’re watching it, they know, right? They’re tracking all these aspects of the economy. But in terms of what’s driving the Fed’s decisions about what the, the federal funds rate should be, that’s not part of the calculus right now. Yeah. Um, you know, another, just another question is for clarity. You know, the, the, um, officially right now there’s, there’s no quantitative easing. However, there is. Uh, you know, I’ve been reading, uh, about even, I think even today, there was a, a fair amount of liquidity, uh, being injected in by the Fed. Can you, for people who don’t understand the mechanics of this and what the difference in terminology is, can you explain to us maybe what the difference is between quantitative easing and what’s being done right now? So just as for context, where quantitative easing even came from. So if we go back to the global financial crisis in 2008, the Federal Reserve, in response to that recession, pulled the federal funds rate all the way to zero. Cut rates to zero And as sure many of us remember that that recession was a very deep and long recession. So, and the unemployment rate was, you know, 10% and inflation was not a problem. So the, the Fed would want in that environment to do more to support the economy. But when the federal funds rate is at zero, that’s, its, that has been its primary tool. Well, that’s, that’s. Stepped out. So then as a question of, well, what else could we do to help support the economy? And, and there, there were. Different possibilities. Uh, some European central banks looked at, you know, they actually did negative interest rates or tried to pull their policy rates, and that’s not what the US did. What was done was to do purchases of, uh, treasuries. Uh, there’s also been purchases of mortgage backed securities, and this is where the Fed is. I mean, and, and they’re creating reserves. So the fed, I guess, secretary, uh. Treasury doesn’t refer to it as magic money. Um, you know, they create reserves and then they’re going out and they’re buying tr so they’re pushing that liquidity, that demand into markets. And if you’re, if there’s a lot more demand for treasuries, well, the price of the treasuries will go up. The yield comes down. Interest rates go down. Yep. Interest rates go down. So they. They were, the Fed wanted to support the economy more. That was the tool that they used to do it. So when, when the Fed talks about quantitative easing, it’s not just the tool, the asset purchases, it’s also the intent, right? They wouldn’t do quantitative easing right now. ’cause if the Fed thought they really need to stimulate the economy more, they’ve still got like. More than three percentage points they could cut from the federal funds rate. Like if the issue were right now, we need to like get the economy going, they’re gonna like cut the funds rate and do it that way. They wouldn’t be pur like purchasing assets, purchasing treasuries to do that. But what what happened is between the global financial crisis, the Great recession, so all the asset purchases done then. There was some, some runoff of the balance sheet, but then again, in the pandemic there were a lot of asset purchases. Uh, the Fed has a really big balance sheet, and it has, uh, it, it kind of changes the way that the Fed can even just move around the federal funds rate. Like, I don’t wanna get too much into the, the technicals, but it’s, it’s just, you know, when the Fed says, well, we wanna lower the, the funds rate to 3.5%. In the old days, they could kind of do, you know, with the bank reserves and they could like, make these small purchases and it would, it would make that stick. Now with, there’s, uh, banks have a lot of reserves, so they’re not as responsive. And so just to kind of, there’s like the, the technical, the tools, the Fed has to just make it happen. In terms of operationally, it means that they have to do some purchases now and then they call their, I mean the new name they have for these are reserve management. Purchases. So it’s really about operations. It’s not about, but it does mean they’re purchasing assets. So if you’re just focused on like the Fed’s purchasing assets, they’re putting liquidity into the system. Yes, they are doing that, but it’s not with the intent to kind of push the economy to run harder. It’s just enough liquidity to keep. The federal funds rate stable at the level that they wanted to be at, to just make sure that all these operations are short in the very short term lending markets amongst banks, that it’s all kind of working as mm-hmm. As it should be. So it’s more about operations and it’s about stimulus policy. Right. A lot of our, um, a lot of our listeners are real estate owners, investors, and they’re, you know, they think about, um. Mortgage rates and that kind of thing. There was recently a, a pretty significant, well, I don’t know how significant it really was. I think it was about, was it maybe $250 billion worth of mortgage backed securities purchased by Fannie Mae. Um, that ca can you talk about the purpose of that and really the, you know, what kind of effect that would actually, we could actually expect from that. It’s certainly been, I mean it’s, it is clear. You know, we talked about one reason that the administration would want interest rates down. It’d be like financing the deficit. Right. Another reason that very much pulls into kind of the affordability debate is we want interest rates lower, one of them lower for consumers. Now the White House has put a lot of pressure on the Fed for them to lower rates even faster than they have. Has not played ball with that. But then the Fed has lowered its rates. The Feds rates are very short term rates, and the federal funds rate is like an overnight rate with between banks. Right. So it, and it has an effect on, you know. Credit card rates, short term rates, but it’s not one, it, it has an effect, but it’s really not like driving necessarily 30 year mortgage rates or you know, some of the longer term rates. There’s a lot of other factors that go into that, and so in this kind of, you know, push for lower mortgage rates. Pushing on the Fed is not the only lever to pull, right? The administration has other levers that they could potentially pull, um, in trying to influence mortgage rates. Now, there, I’d argue the administration’s tools here, like the, the $200 billion, Fannie and Freddie purchase that you mentioned. That really is about trying to reduce the spread. Between mortgages and treasuries. So in some ways it sounds similar, like, oh, fed and Franny, which are, you know, GSEs. So part, part of the, you know, government right now, at least they were privatized during the global financial crisis. You think, oh, they’re going out and purchasing this Sounds a lot like the Fed going out and purchasing. There are there, there’s some parallels, but we need to remember, Fannie and Freddie don’t create money. The Fed, when they start, when they start the process of their quantitative easing, they’re creating reserves like they’re actually creating liquidity and money supply. Fannie and Freddie have authorization to be able to make these purchases, but they’re not like the fed. They’re not creating reserves, but they can, so I don’t wanna think about them like bringing down the whole set of interest rates, but they can affect this spread between mortgages and say treasuries. Right? And so, because again, if you’re, if the. If the GSEs are going out, they’re purchasing mortgage backed securities, well that’s increasing demand for those, and that can push down the rates, that can like squeeze that spread. And, and while the announcement has been made, you know, I mean they’re, they’re in the early stages of putting that in place, but we even on the announcements, saw a response in financial markets and you’re seeing some movement down, uh, in mortgage rates now. It was. Pretty modest, right? And, and 200 billion while, you know, not nothing, uh, really pales in comparison to like the scale of say, the quantitative easing that the Fed did. Um, and there are probably other, but the, you know, the administration’s not done. It doesn’t necessarily have to be that Fannie and Freddie do more purchases. The the spread between mortgage rates and treasuries is pretty substantial. There’s other places where, you know, the fees that go into getting a mortgage are quite a bit larger than they were before the, the global financial crisis. So maybe they go in and try to chip away at the fees and, you know, so there’s, there’s different levers. And I fully expect, and I think we’re gonna get some announcements here again soon on the White Houses. Housing affordability agenda. So there may be other, other ways that they’re trying to, uh, influence, uh, the mortgage spreads. But that’s, that’s what that is all about. And it, it should have, and it looks like, you know, it’s having some effect in terms of bringing rates down, but it likely, it’d be modest, like in the 10 basis points, maybe 20 if they ramp up the program some. But like, it, you know, it’s, it, it, you know, every, every bit counts. But this is not a. Uh, this won’t be enough to, you know, move rates down, dramatic mortgage rates down dramatically, uh, when you, when you look at the economy. Um, and I, I, I think just, you know, one last question. I mean, I just in terms of, you know, the people listening to this are. They’re, they’re people, you know, with jobs and who are trying to invest their money, and they’re trying to, you know, build long-term wealth, but they’re, you know, everybody’s worried about what’s happening with the economy. What, what, what do you think, like, just as, um, um, you know, perspective for people to understand or try to have some framework for how to look at what’s going on in the economy. How they should judge it. Like what would you suggest, like just for mom and pop investors trying to, what is happening with the economy? I’m not an economist. What, what are the, what are the things that you think they should consider studying up on, looking into a little bit? One challenge for a lot of investors, I mean, frankly, it’s, it’s been a challenge that I try to deal with too. Uh, we’re, we’re in an environment where there’s just. There’s so much news coming out of DC uh, with the White House and policies and the Fed, and you know, I mean, like, there’s just, there’s a lot. The headlines are big. And like I talked about with the tariffs, we had like really big tariff announcements. The really scary numbers were, and then it like dialed back and then we pushed through it and it’s like, and it’s this remembering that, um. There’s always a tendency to have this idea that the, the president really runs the economy. I mean, that’s not just about this administration. That’s like a longstanding, you know, the president gets, uh, blame or credit for the economy when really, right. Like we have a over 33, $30 trillion economy, hundreds of millions of workers, tens of millions of businesses. Like this is not about one administration. And so we always need to be careful about. Putting too much weight on the policies coming out of dc. Uh, and you know, last year if you really just listened to all the, you know, we’re cutting immigration, we’re raising tariffs, we’re doing, you know, all, there’s a lot of uncertainty in Doge. Well then you might have missed, like, there’s a bunch of AI investment happening and we’ve got a lot of growth in the economy and while consumers are still pretty resilient, so you, it’s kind of like. Tuning down the volume, some coming out of Washington, especially the like every twist and turn. Uh, and then kind of focusing in on the fundamentals. I will say, you know, you don’t wanna turn down DC too far because we, we do have some like big picture events that could play out over many years. Right. So kind of keeping an eye on it, but for the long game. As opposed to reacting to every twist and turn, every policy announcement, because a lot of this clearly is more of a negotiation than it is like, we’re gonna actually do this. So, you know, as investors, you don’t wanna get whipped around by the latest headline, but you also can’t put your head in the sand. Like you gotta kind of try and find a way to pull the signal out of the noise. And it is really. It’s really hard. Yeah. Like this has been a challenging time and the, the US economy’s been doing things that are not typical. We talked about some of the things with the labor market and we are running some policy experiments that haven’t been run in a long time, so things could change pretty dramatically. But I think it’s just trying to absorb the information, not get too wound up about it, but like also keep an eye on like what’s good for long-term growth. Yeah. Because it’s good for long-term productivity. Thank you so much Dr. Sahm. It’s uh, it’s been a pleasure talking to you on, uh, wealth Formula Podcast today. Great. Thank you so much. You make a lot of money but are still worried about retirement. Maybe you didn’t start earning until your thirties. Now you’re trying to catch up. Meanwhile, you’ve got a mortgage, a private school to pay for, and you feel like you’re getting further and further behind. Now, good news, if you need to catch up on retirement, check out a program put out by some of the oldest and most prestigious life insurance companies in the world. It’s called Wealth Accelerator, and it can help you amplify your returns quickly, protect your money from creditors, and provide financial protection to your family if something happens to you. The concept. Here are used by some of the wealthiest families in the world, and there’s no reason why they can’t be used by you. Check it out for yourself by going to wealthformulabanking.com. Welcome back to the show everyone. Hope you enjoyed it. It was Claudia Sahm. She is, uh, she’s a very, very smart lady. And, uh, just a reminder, if you have not done so, uh, I, I don’t frequently ask to do, do this, but, uh, make sure you give the show. Five stars and a positive review because that’s how we’re getting, you know, really high quality people like Claudia on the show, I’ve been around for a long time. It helps that the show is, you know, like over a decade old and all that stuff too. But, uh, anything you can do to support would be very helpful. And also one more reminder, uh, if you have not done so and you weren’t a credit investor, make sure you sign up for that investor club. At Wealth formula.com. That’s it for me. This week on Wealth Formula Podcast. This is about Joffrey signing out. If you wanna learn more, you can now get free access to our in-depth personal finance course featuring industry leaders like Tom Wheelwright and Ken m. Visit wealthformularoadmap.com.

Episode Summary In this episode, Doc Danny shares a conversation between Rainmaker coach Jaxie Meth and Mastermind member Holly Navarro. Holly walks through how she built a cash-based practice in a narrow niche (dance medicine), found her first treatment space, grew through community workshops, and scaled into hiring and a standalone clinic location. Try Claire (AI Scribe for PTs) Want to save your clinicians hours every week and increase capacity without burning them out? Start a free 7-day trial of Claire . What You'll Learn How Holly built a real practice around a "small" niche and why narrow can scale What it looked like to start while life was chaotic and still keep momentum How she landed her first space through a simple conversation and community connection Why workshops and "captured audience" events worked to drive early patient volume How to build workshop follow-up so parents actually see the offer (waivers + email drip) When it makes sense to move from a borrowed space into your own standalone location What changed when she stopped thinking small and started building for a bigger life goal Hiring lessons, including why she hired a marketer first and then brought on two PTs Key Highlights from Holly's Story Starting point: 10 years in a small private practice, built a dancer following, ran a side hustle for years, and reached a point of misalignment with leadership and direction. First space: A patient offered a gym space, which gave her a "good enough" setup to build traction without big overhead. Workshops as growth engine: Injury prevention workshops for studios, then more specific body-part workshops (ankle, turnout, etc). She charges studios for dance workshops and lets them decide whether to charge dancers. Parent follow-up system: Uses waivers to capture parent contact info, then an email drip sequence with a clear offer and reminders. Standalone clinic: Moved into a dedicated space once demand grew and the original setup capped expansion. Key lesson: don't think too small, you may outgrow a space faster than you expect. Hiring: Hired a marketer to help amplify hiring and awareness, then hired two PTs (including someone she trusted from a prior clinic). Programs: Rainmaker built the confidence and structure to start. Mastermind brought systems, hiring, and repeatable scale. Workshop Pricing Notes (From the Conversation) Dance workshops: typically charged to the studio (example shared: $400 for 90 minutes) General workshops (for building a new clinician's schedule): may be free or low-cost to increase attendance and buy-in For youth: capture parent email via waiver and follow up automatically, because flyers rarely make it home Free Resource Want a clear plan to go from part-time to full-time in your cash practice? Join the free 5-Day Challenge. Featured Guest Holly Navarro Elevation Physical Therapy (Dance Medicine) — New Jersey Follow: @elevation.physical.therapy Connect Physical Therapy Biz PT Entrepreneur Podcast

In Hour 2, Andy and Randy talk to Falcons GM Ian Cunningham, President of Football Matt Ryan, and the Falcons shared vision.

Parents are overwhelmed with school choices—and most are being asked to decide without the information that actually matters. Research shows students don't learn more because a teacher is certified, experienced, or passionate. They learn more when they believe their teacher knows what they're doing, cares about them, and can actually help them succeed. In this episode, we break down one of the highest-impact findings in all of education research: teacher credibility, with an effect size of 0.90—meaning it has more impact on learning than class size, homework, or school type. We'll explore what builds or breaks credibility, why student perception matters more than adult intention, and the seven evidence-based conditions students need to learn—including safety, belonging, emotional regulation, appropriate challenge, relevance, feedback, and consistency. If you're questioning traditional school, exploring alternatives, or trying to understand what actually helps children learn, this episode will give you clarity, confidence, and research-backed insight to make informed decisions. ----more---- Microschool Masterminds: skool.com/microschool-masterminds Every Thursday from 12-1 pm (EST), join Makenzie Oliver, microschool founder, VELA connector, and instructional coach, along with other founders, parents, and dreamers, as we connect, inspire, and progress through the challenges and celebrations of starting, running, and growing a microschool! When you join Microschool Masterminds for just $107/month, you get: Live Weekly Collaborative Sessions to Maintain Your Momentum and Create Community Instant Access to Over 150+ Resources on Marketing, Finances, Organization, Hiring, and More! The Key to the Mastermind Vault, with ALL of Our Recorded Presentations since April 2024 EXCLUSIVE Access To Mastermind-Only Discounted Items Microschool Masterminds is about collaboration and transformation – about helping you become a confident, empowered entrepreneur, ready to take on the world with friends to guide you along the way. Join us on this remarkable journey from overwhelm to success.   Facebook Group: facebook.com/groups/redreameducation If you're searching for a community because something in your life, your classroom, your family, your child, or your heart is asking for a new dream. A wiser dream. A ReDream. You belong in ReDream Education's Microschool Community (Facebook Group). We challenge the old models, rethink what learning can be, and build innovative pathways for children, families, and communities!   Blog: redreameducation.com/blog It's time to take the light that's been dimmed, due to the overwhelming pressures, and spark a flame! Whether it's starting a homeschooling business, designing a microschool, or even becoming a traveling tutor...teacher friend...the options are here for you to stay in the teaching profession and do what you love.

Anthony and Alex react to the breaking news that the New York Giants are hiring Matt Nagy as their next Offensive Coordinator. After Todd Monken took the Browns job, John Harbaugh makes a move to secure a veteran with deep ties to the Andy Reid coaching tree. Is he the right guy to develop Jaxson Dart? Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

If you want to sell more art, you may need to hire freelancers before you feel ready. Trying to do everything yourself might feel responsible, but it's often the fastest way to burn out and stall your sales. Hiring doesn't have to be a full-time team or a huge commitment. Strategic, part-time help frees you up to make the art and respond to buyers consistently.  Jodie shares how to identify where you're getting bogged down, how to track your time, what tasks to outsource first, and how to set expectations so the freelancer you hire actually helps your sales grow. You'll take away: Why "doing it all" makes you the bottleneck How to fire freelancers without blowing your budget What to outsource first to increase time, sales, and sanity  Make sure to subscribe to this podcast so you don't miss a thing! And don't forget to come hang with me on Instagram @jodie_king_. Interested in being a guest on a future episode of Honest Art®? Email me at amy@jodieking.com! Resources mentioned: Curious about Studio Elite? Our next cohort starts February 2026: https://www.jodiekingart.com/studioelite  Learn more about Upcoming Workshops: https://jodieking.com/workshop  Join us inside of the Honest Art® Society: https://www.jodiekingart.com/has  Need help finding someone to outsource? Check out Indeed:  https://www.indeed.com/  Need help finding someone to outsource? Check out Fiver:  http://www.fiver.com  Have a question for Jodie? Ask it here: https://forms.gle/hxrVu4oL4PVCKwZm6  How are you liking the Honest Art® Podcast? Leave us a review on your favorite podcast platform and let us know!     Watch this full episode on my YouTube channel: https://www.youtube.com/playlist?list=PLMquJfuMsSg0fr46BRdia1cWd-81GThzF For a full list of show notes and links, check out my blog: www.jodieking.com/podcast    

In this episode, The Armchair Attorney Matt Leffler discusses the upcoming Supreme Court case involving C.H. Robinson and why its ruling could finally bring clarity to freight broker liability, negligent hiring claims, and federal preemption under the F4A! We talk about how conflicting court decisions have created uncertainty for brokers, why the industry relies on FMCSA data to vet motor carriers, and how a ruling against brokers could drive smaller players out of the market due to rising insurance and legal costs. Matt also covers the growing tension between state tort laws and federal regulation, the role of the US Chamber of Commerce, and what brokers must do right now to manage risk - strict carrier vetting, avoiding operational control over drivers, and staying within established protocols. This decision will shape broker liability, insurance requirements, and the future structure of the freight industry, and it's something every broker moving freight today needs to understand, so make sure to tune in!   About Matthew Leffler Matthew is a 3rd generation supply chain executive with over fifteen years of experience in safety, law, & maintenance. Matthew currently serves as Vice President of Strategic Accounts at Contract Leasing Corp. He is also an attorney that provides legal commentary on various supply chain issues & operates a popular podcast. In addition, Matthew has served as a senior leader with some of the nation's most admired maintenance, repair, & fleet management firms. Matthew entered the industry as an attorney defending trucking companies in civil litigation in 2010, but cut his teeth helping build & later selling his family's maintenance firm, Outsource Fleet Services, Inc. Matthew earned his J.D. from Michigan State University College of Law, Magna Cum Laude, and his B.A. from the University of Illinois Urbana-Champaign. He is licensed to practice law in the State of Illinois; U.S. District Court, Northern District of Illinois; & 7th Circuit Court of Appeals. Matthew is the proud father of Michael, Rowan, Elise, & Elijah & has been happily married to his wife, Holly, since 2008.  

Mike, Richie and Alec break down where things currently stand with the DC search, including a recent interviewee and where things stand with him 00:00 Introduction and Context of the Search 02:29 Challenges in Hiring a Defensive Coordinator 05:25 The Impact of Coaching Connections 08:14 Concerns Over Play Calling and Coaching Dynamics 11:16 The Pressure of the Current Situation 14:04 Recruitment Challenges and Coaching Staff Dynamics 16:42 The Future of the Defensive Coordinator Role 19:56 Reflections on the Coaching Search Process 22:37 Final Thoughts and Future Prospects Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

How do you stop wasting money on marketing… and start building a lead engine that actually scales?In this episode of Click to Calls, John Wilson sits down with Service Scalers CEO Sam Preston to break down one of the biggest mistakes growing home service operators make:Hiring a marketing person too early — and expecting them to do everything.They walk through what your first real marketing hire should look like, why most owners misunderstand the budget math, and John's spicy take:If you're under $5M, marketing isn't complicated — you just need to execute the basics consistently.Whether you run HVAC, plumbing, or electrical, this episode gives you a clear framework for when to stick with an agency, when to go in-house, and what “good marketing” actually looks like when the board is light and you need calls fast.In this episode, you'll learn:Why “marketing is complicated” is usually an excuse under $5MThe difference between hiring a coordinator vs. a true marketing managerHow to know if in-house marketing actually beats agency economicsThe only good reasons to bring marketing inside (and the bad one everyone uses)

It's easy to feel discouraged when things take an unexpected turn, especially after a string of successes. Keith Kalfas spoke candidly about how many of us lose momentum and slip from a place of focus into a phase of discouragement. The pandemic and other worldly changes affected the rhythm for countless entrepreneurs, leaving even the most driven individuals wondering, "What happened to my mojo?" But grit isn't about never falling—it's about how you get back up. As Keith Kalfas recounted, even successful people can become complacent or coast after achieving certain goals. The key is continuing to show up, do the work, and push beyond the low points.   Today You'll learn:  Real techniques for building rapport with customers, winning trust, and closing higher-value jobs by listening and being thorough in your proposals. How to handle disrespect and tough clients while maintaining your composure and not letting negative energy bleed into future opportunities. The role of faith and honoring God, especially during tough times, and how gratitude and surrender can shift your perspective. A reminder not to compare yourself to others, but to water your own grass, focus on your purpose, and trust the process.   "You have everything that it takes. You have it inside of you." - Keith Kalfas   Topics Covered 00:00:20 – Introduction: The Power of Grit Keith Kalfas introduces the theme of grit and acknowledges that while many people received the invitation to show up, only those with real determination did. He sets the stage for stories about personal growth and challenges. 00:01:04 – Business Struggles and Finding Focus Again Reflecting on the ups and downs of building a landscaping business, Keith Kalfas discusses losing momentum, dealing with discouragement, and reigniting the spark to "crush it" daily. 00:02:09 – A Year of Change: Systems, Hiring, and Sales A breakdown of how Keith Kalfas refined his business—hiring new staff, implementing CRM systems, perfecting sales processes, and improving client communication. 00:03:13 – On the Job: Quoting and Communicating with Customers Storytime: Keith Kalfas shares his customer quoting strategy, including building trust, itemizing scope, and presenting solutions that increase job value. 00:04:26 – Upselling and Turning Small Jobs into Big Wins How offering additional services and identifying new opportunities can dramatically increase job size and revenue. 00:06:14 – The Importance of Professionalism and Presence Tips on balancing being relaxed with showing you're a busy, in-demand professional—and why customers respond positively to organized, time-efficient service providers. 00:08:43 – Navigating Pricing and Customer Negotiations Keith Kalfas shares a tough story on maintaining composure and integrity during uncomfortable price negotiations, teaching listeners how to stand firm and know your value. 00:12:27 – Personal History: Overcoming Hardship and Loss Sharing personal challenges, including homelessness and the loss of his mother, Keith Kalfas demonstrates how grit is forged through real-life struggles and how it shapes character. 00:18:04 – The Demarcation Line: Choosing Who You Will Be A motivational segment about how to respond when life gets tough—choose grit, honor God, and don't let setbacks define you. 00:20:10 – Closing Big Jobs: Communication & Detailed Quotes A step-by-step breakdown of how Keith Kalfas closes high-ticket landscaping jobs with ultra-transparent, itemized quotes, speed, and clear client messaging. 00:28:36 – Managing Large Jobs: Ongoing Communication Learn why ongoing updates, daily text threads, and clear expectations keep clients satisfied and jobs running smoothly—even through unexpected construction delays. 00:32:46 – Handling Payment Issues & Staying Calm When final payment delays happen, Keith Kalfas shares the importance of staying calm and following up professionally, instead of reacting emotionally. 00:34:22 – Standing Up for Yourself: Defending Your Work Ethically Keith Kalfas describes a situation where a competitor tried to undermine his work, and how he asserted his expertise and maintained client relationships with integrity and "grit." 00:38:03 – Faith & Gratitude Through Difficult Losses Stories of loss—giving his dog CPR and the emotional aftermath—lead to advice on honoring God through both good times and hardships. 00:40:24 – The Power of Self-Talk & Comparison A closing reminder on speaking positivity, avoiding negative self-talk, and focusing on your unique path instead of comparing to others.   Key Takeaways Hold onto your grit, even in adversity: When faced with challenging clients or situations, don't let frustration or disrespect shake your confidence or authenticity. Staying rooted in professionalism and self-respect—even when emotions run high—can turn obstacles into defining moments. Remember, your response shapes your reputation and future success. Honor clear communication and integrity in your work: Detailed transparency with clients (from itemized quotes to consistent updates) builds trust and can prevent misunderstandings. When complications arise—like unexpected delays or doubts from clients—stand firm in your value, remain honest, and educate patiently. Acting with integrity, even under pressure, pays off in the long run. Never compare your journey to others; walk your own path: Whether it's hearing about others crushing it or feeling behind, putting energy into self-comparison drains you and clouds your purpose. Focus on watering your own grass—invest in your unique mission and efforts. Fulfillment and growth come from staying true to your story, not chasing someone else's. Connect with Keith Kalfas: Instagram: https://www.instagram.com/keithkalfas/ Facebook: https://www.facebook.com/thelandscapingemployeetrap Website: https://www.keithkalfas.com/resources Youtube: https://www.youtube.com/@keith-kalfas   Resource Links Jobber CRM Free Trial:  getjobber.com/kalfas. Footbridge Media for Contractors: footbridgemedia.com/Keith Untrapped Alliance Application: keithkalfas.com/alliance   Written and Edited by: Ma. Teresa Catangay-Bardinas 

D&P Highlight: Hiring personal trainers...for 11-year-olds? full 355 Mon, 02 Feb 2026 19:55:00 +0000 7y7p4J1LesIOOps9kmRysUSJMI1C1WtA news The Dana & Parks Podcast news D&P Highlight: Hiring personal trainers...for 11-year-olds? You wanted it... Now here it is! Listen to each hour of the Dana & Parks Show whenever and wherever you want! © 2025 Audacy, Inc. News False https://player.amperwavepodcastin

At 17 years old, Aaron Steed started a business with no trucks, no money, and no safety net. Today, Meathead Movers generates $20 million annually, employs 350 people, and has landed on the Inc. 5000 list for eight straight years.In this episode of UpFlip, Aaron reveals how he disrupted a "boring" industry by turning hustle into a visible competitive advantage. He explains why his movers jog whenever they aren't carrying boxes, how he used a "Pay What You Want" model to build early trust, and why he actively helps his employees leave the company to pursue their dream careers.In this episode, you'll learn:The "Jogging" MO: How Meathead Movers disrupted the industry by requiring employees to jog when not carrying items—creating visible value for the customer.The "Pay What You Want" Strategy: The risky pricing model Aaron used for the first three years to build an undeniable reputation (and when he finally stopped using it).Guerrilla Marketing 101: The exact script Aaron used in Home Depot and Costco parking lots to land jobs with zero ad spend.The "Stepping Stone" Culture: Why Aaron calls his employees' future employers to recommend them, and how this reduces turnover and attracts top talent.The Money-Back Guarantee: How to structure a refund policy based on the customer's perceived value of each individual employee.From Friend to Boss: The leadership transition required when scaling from a high school side hustle to a corporate organization.The "Engine vs. Mechanic" Mindset: Why you must stop being a piece of the engine (working in the business) and start being the mechanic (working on the business) to scale.Hiring for Grit: How to identify candidates who have the physical and mental endurance for hard labor while maintaining a smile.Surviving Near-Death: Aaron shares how the company survived four separate events that almost wiped them out completely.The $200 Marketing Plan: Why business cards and eye contact still beat digital ads for local service businesses starting out.Tags: Trucking, Service & Consulting, Business leadership, Side hustle, Meathead Movers, Delivery business, Boring BusinessResources:Grow your transportation business today: https://www.upflip.com/course/moving-and-junk-removal-blueprintConnect with Aaron: https://www.instagram.com/meatheadmovers/?hl=en

In the second hour, Marshall Harris and Mark Grote were joined by Score football analyst Anthony Herron to discuss Bears offensive coordinator Declan Doyle leaving for the same position with the Ravens. Doyle will call plays for Baltimore, an opportunity he didn't have in Chicago. Later, Harris and Grote held the Halftime segment.

Marshall Harris and Mark Grote were joined by Score football analyst Anthony Herron to discuss Bears offensive coordinator Declan Doyle leaving for the same position with the Ravens. Doyle will call plays for Baltimore, an opportunity he didn't have in Chicago.

In this week's pep talk, I am sharing the origin story behind the business, the podcast, and the life-first philosophy that shaped everything, why it didn't start polished or planned, and how small, aligned decisions built something sustainable over time. In today's episode, I share:01:48 – Why it took 600 episodes to finally tell the origin story03:36 – How the podcast became the anchor for the entire business05:36 – The Jenny's Ice Cream moment that changed how I thought about impact and work07:15 – What the “bus stop dream” is and why it became the real metric for success09:47 – Starting a business in the margins while working full-time and raising twins12:01 – How the pandemic forced a life-first business model before it was trendy14:10 – Why community beat courses and shaped the direction of the business16:08 – Making the leap from corporate with clarity, support, and imperfect timing18:56 – Building systems around energy, capacity, and real life21:01 – Why SEO, relationships, and the podcast outperform constant visibility24:15 – Hiring specialists instead of trying to do everything yourself26:48 – Using AI as a support tool without losing voice or humanity29:13 – Three prompts to define your own bus stop dream and non-negotiables 

In this episode, I explore the concept of the Multiplier CEO and how this leadership model differs from the traditional, operationally driven approach. I share why sustainable growth requires a mindset shift from doing everything yourself to empowering and developing the people around you. As businesses scale, leaders who invest in their teams reduce micromanagement, relieve burnout, and unlock collective performance. I also announce a free training for CEOs focused on overcoming burnout and building businesses that thrive without constant founder involvement. This episode is an invitation to adopt the multiplier mindset for long-term, scalable success. Episode Highlights & Time Stamps 1:55 Shift from Operator to Multiplier 2:55 The Role of a CEO Coach 4:17 Developing Leadership Across the Company 4:56 Upcoming Free Training Invitation From Operator to Multiplier CEO Most CEOs approach growth by working harder, refining strategy, or hiring more people. While these tactics can create short-term gains, they often lead to burnout, time scarcity, and rising costs. Operator-style leadership eventually hits a ceiling; there are only so many hours in a day, and only so much energy to give. True, sustainable growth requires a different lens. The real constraint isn't effort, strategy, or headcount, it's how the CEO shows up as a leader. What Multiplier CEOs Do Differently A Multiplier CEO shifts focus from "What can I do?" to "How do I engage and develop my team?" Instead of solving every problem personally, they build alignment, strengthen leadership systems, and empower others to make decisions. This mindset allows the business to grow beyond the founder. Small improvements come from working harder, but long-term, scalable growth comes from multiplying the capability and ownership of the entire organization. Building Leadership That Scales Multiplier CEOs intentionally develop leaders across the company so the business no longer depends on a single hero. They create shared leadership language, accountability systems, and decision-making frameworks that enable people to lead confidently. When leadership is distributed, CEOs regain space to think strategically, step away when needed, and avoid burnout. This episode isn't a how-to; it's an invitation to reflect. If growth feels heavy or burnout is creeping in, it may be time to embrace the multiplier shift. Key Takeaways Sustainable growth doesn't come from working harder it comes from multiplying leadership and capability across your team. Operator-style leadership creates short-term gains but eventually leads to burnout, time constraints, and rising costs. Multiplier CEOs shift their focus from solving problems themselves to engaging, developing, and empowering others. Hiring alone is not leverage; leadership systems, alignment, and accountability create true scale. Businesses that grow beyond the founder are built by developing leaders at every level—not by relying on a single hero. Adopting the multiplier mindset allows CEOs to step back from day-to-day operations and focus on long-term impact. Ideal For: Founders, CEOs, executives, managers, and anyone committed to elevating their leadership capacity. Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at training.coreelevation.com to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance.  Explore More: training.coreelevation.com  Listen to the Full Episode: Growth Think Tank Podcast

KNBR 49ers Insider Larry Krueger explains why the Raheem Morris hiring was the right move for the 49ers, and how he will influence the young secondary for the 49ers.See omnystudio.com/listener for privacy information.

NFL reporter for The Athletic, Mike Sando dives deep on the 49ers hiring Raheem Morris to be their d-coordinator, the NFL head coaching carousel, & a preview of the Super BowlSee omnystudio.com/listener for privacy information.

Episode Summary In this episode of the Work at Home Rockstar Podcast, Tim Melanson chats with David Feinman, Co-Founder and CEO of Viral Ideas, about building a business from humble beginnings and scaling it through persistence, leadership, and smart hiring. David shares how he started with just $200 and a single client, the hard lessons learned through near-collapse moments, and what it really takes to grow a team-driven company without becoming the bottleneck. This conversation digs deep into entrepreneurship realities, from finding your first customer to developing strong leadership skills, empowering employees, and using mentorship to unlock the next stage of growth. Who is David Feinman? David Feinman is the Co-Founder and CEO of Viral Ideas, a video editing company that helps brands and agencies scale their video content across social platforms. Over the past decade, David has grown Viral Ideas from a scrappy startup into a company with 45 employees and hundreds of clients, delivering tens of thousands of videos each year. Connect with David Feinman Website: https://www.viralideamarketing.com Instagram: https://www.instagram.com/davidfeinman LinkedIn: https://www.linkedin.com/in/david-feinman-7a069255/ Host Contact Details Website: https://workathomerockstar.com Facebook: https://www.facebook.com/workathomerockstar Instagram: https://www.instagram.com/workathomerockstar LinkedIn: https://www.linkedin.com/in/timmelanson YouTube: https://www.youtube.com/@WorkAtHomeRockStarPodcast X / Twitter: https://twitter.com/workathomestar Timestamps 00:00 — Introduction to the Work at Home Rockstar Podcast 00:27 — David Feinman's Entrepreneurial Journey 01:12 — The Importance of Starting and Adapting 02:44 — Overcoming Business Bottlenecks 08:56 — The Power of Perseverance 14:42 — Hiring and Building a Team 19:29 — The Role of a CEO 20:37 — Empowering Employees and Leadership Growth 20:55 — The CEO's Role and Responsibilities 21:18 — Overcoming Leadership Challenges 26:37 — The Importance of Mentorship and Coaching 32:54 — Business Growth and Hiring Practices 37:59 — Conclusion and Final Thoughts

Which podcasting best practices are actually worth your time, and which ones are overhyped?In this episode, we take a deliberately opinionated look at common podcasting advice, tools, and assumptions, and decide whether each one holds up in practice.Good mic technique - underrated or overrated?Written podcast descriptions - underrated or overrated?Podcast show notes - underrated or overrated?High bitrates and lossless audio - underrated or overrated?Short video clips for social - underrated or overrated?Researching guests and planning out interviews - underrated or overrated?"Celebrity" guests - underrated or overrated?Podcast sponsorship - underrated or overrated?Intro music - underrated or overrated?Hiring a podcast editor - underrated or overrated?We also tackle a thoughtful listener question on how to relaunch a podcast with existing episodes. The answer outlines a practical two-week sprint focused on SEO, guest sharing, collaborations, email lists, and early momentum, without relying on social media.MentionedBeamleyRephonic GraphHow to Title Your EpisodesSCALE: Podcast Growth FrameworkHow to Write a Great Podcast DescriptionHire a Podcast ProducerKit vs Beehiiv for Email NewslettersPodcraft is brought to you by Alitu and The Podcast Host

Wolf and Mitch Vareldzis discuss the pros and cons of the Arizona Cardinals hiring Mike LaFleur and Arizona Cardinals sideline reporter Paul Calvisi joins the show.

The Bills are hiring OU assistant head coach and co-defensive coordinator Jay Valai as cornerbacks coach Follow the Sports Animal on Facebook, Instagram and X PLUS The Morning Animals on XListen to past episodes HERESee omnystudio.com/listener for privacy information.

"It all starts with a good night's sleep. There is very clear research that cognitive performance declines when we're sleep-deprived."   This is a special episode only available to our podcast subscribers, which we call The Mini Chief. These are short, sharp highlights from our fabulous CEO guests, where you get a 5 to 10 minute snapshot from their full episode. This Mini Chief episode features Justin McNamara, Psychometrics Guru. His full episode is titled Improving recruitment selection, performance prediction and acing psychometric tests. You can find the full audio and show notes here:

Interview date: December 7th, 2025Episode Summary:Brooke Lipton—Emmy-nominated choreographer and longtime Hollywood Vibe faculty member—joins Business of Dance to share her journey from booking her first professional job at 12 to building a lasting career in dance, television, and choreography. She reflects on moving to Los Angeles at 18, training relentlessly, learning how to care for her body, and developing the discipline needed to survive in a competitive industry.Brooke opens up about touring with Britney Spears, becoming a young mother, and making the pivotal transition from performer to choreographer. She breaks down how assisting, understanding life on set, and respecting every department shaped her leadership style and allowed her to create healthier, more sustainable environments for dancers.In the Q&A, Brooke delivers honest advice on confidence, comparison, and work ethic—urging dancers to go “full out,” attack their weaknesses, stay adaptable, and remember that joy and resilience are essential to longevity in this industry.Shownotes:(0:00) – Welcome + introduction to Brooke Lipton(6:10) – Career overview: tours, TV, choreography credits(9:46) – Phoenix beginnings + first job at 12(12:30) – Moving to LA at 18, full-time training(14:29) – Health, body awareness, and longevity(17:28) – The haircut moment: identity and visibility(21:54) – Britney Spears tours + touring realities(25:49) – Touring while pregnant, life balance(31:52) – Transition into choreography via Glee(34:33) – Hiring dancers and creating opportunities(45:37) – Advice: fundamentals, weaknesses, discipline(1:17:50) – Closing message: confidence, joy, resilienceBiography:Brooke Lipton's energy is contagious. Originally known as an exceptional natural dancer, she is now an accomplished choreographer who thoroughly understands the requirements of dramatic TV photography and production.A native of Phoenix, AZ, Brooke was already a rising star in the LA dance scene at the age of 12. She moved to LA to pursue her dream of being a professional dancer, and has since worked with artists including Madonna, Janet Jackson, Beyonce, and Paula Abdul. Brooke toured the world with Britney Spears for over eight years, including the “Dream Within A Dream” Tour, “The Onyx Hotel” Tour and “Circus” promo tour.Later, she was a key member of the choreographic team on the mega-hit Fox TV series “Glee”, starting as Associate and rising to Choreographer over the show's six seasons, during which the team created more than 750 musical numbers as well as the show's two live-performance world tours, plus “The Glee Project” unscripted series and “Glee Live 3D The Movie”.Brooke's work has also been featured on many other major TV series including “Dr. Odyssey”, “9-1-1: Lone Star”, “Dancing with the Stars”, “Lucifer”, “National Treasure”, “Bones”, and “American Horror Story”. Most recently, she choreographed seasons 1 and 2 of the magnificent new Apple+ series “Palm Royale”.As a choreographer, Brooke has worked with such iconic stars as Shirley MacLaine, Carol Burnett, Kate Hudson, Gwyneth Paltrow, Kristen Chenoweth and Ricky Martin, and has two Emmy nominations in Outstanding Choreography For Scripted Programming one for “Lucifer” and the other for season 1 of “Palm Royale”.Connect on Social Media:Instagram: https://www.instagram.com/brooke_lipton/

Paul Hawken is a brilliant thinker, author, activist, and elder who masterfully distills wisdom about our planetary home. I remember hearing Paul's 2009 commencement speech called "​You Are Brilliant and The Earth is Hiring​" where he said "You are going to have to figure out what it means to be a human being on Earth at a time when every living system is declining and the rate of decline is accelerating."  Paul is the author of nine bestselling books including '​Drawdown​', '​Regeneration​', and his latest book '​Carbon, The Book of Life​'—an incredible book that came out in 2025 and masterfully distills endless planetary wisdom into simple truths we all need to hear. (I included it in '​The Very Best Books I Read in 2025​.')  Grab a seat between us and let's talk about how nature cooperates, why fighting climate change is the wrong metaphor, why the climate crisis is a human crisis, how jargon disconnects, and what decades of activism have taught Paul about being human. This conversation with a sage of sages stuck with me and I think it'll stick with you. Let's flip the page into Chapter 157 now ...

Episode 5109: Stopping Importing Of Labor And Hiring American; Bringing Back Voter Integrity To Georgia

Everitt and Ashworth chronicle Agrippina's successful campaign to marry her uncle Emperor Claudius, securing Nero's succession over Britannicus by hiring Seneca as tutor before poisoning Claudius with mushrooms in 54 AD.1561 PALATINE HILL

Scaling Excellence Without Losing The Soul of Your Company In this episode, Jared, Chris, and Charles wrestle with the challenge of scaling excellence while protecting culture. Drawing from a recent leadership offsite, they explore why growth doesn't dilute a company's soul—unprotected culture does. The conversation breaks down the role of founder-led vision, repeatable systems, and strong local leadership in turning values into daily behavior, while addressing hiring, pruning, and the real costs of doing things well. At its core, this episode is about choosing intentional growth, aligning people and purpose, and doing the hard work required to scale with integrity. Chapters: 0:00 – Cold Mornings, Ramen Bars, and Pajama Parties
 5:00 – The Core Question: Can You Scale Without Losing Your Soul?
 11:30 – Scaling Culture, Not Just Stores
 15:30 – Founder-Led Vision and Intentional Obsession
 22:30 – Systems Don't Kill Culture—Neglect Does
 29:30 – Hiring and the Cultural Fit
 36:30 – Can Excellence Be Scaled at All?
 45:00 – Growth as a Choice, Not a Requirement
 50:00 – Final Reflections: Protecting the North Star
 Links – Bici Coffee @ Rosewood Hotel https://www.rosewoodhotels.com/en/sand-hill-menlo-park/dining/bici-coffee Cat & Cloud: Instagram www.instagram.com/catcloudcoffee/ Webstore www.catandcloud.com/ We are Cat & Cloud Coffee. Started by three friends trying to pursue their passions with the mission to inspire connection by creating memorable experiences, and we created this podcast to continue forming those connections inside and out of our cafes. The Cat & Cloud podcast was created as a space for us to share our experiences in the coffee industry and starting a business. Each week we sit down to talk about new challenges as business owners, how we utilize our mission and values to make decisions, and answer questions from our listening community. If you're looking to expand your coffee knowledge, get some advice for your own small business, or just like the vibes, give us a listen! Enjoy!

Watch the YouTube version of this episode HEREAre you a law firm owner looking to hire new talent? In this episode of Maximum Lawyer Live, host Tyson Mutrux explores the challenges law firms face when hiring and onboarding associate attorneys. Tyson discusses the need for documented standards, regular feedback, and patience, highlighting that onboarding is a long-term investment in future capacity—not instant output.Hiring for law firms can be challenging, but it is important to understand onboarding and to have realistic expectations. This includes the concept of output versus capacity. When you hire new attorneys, you are not seeing instant capacity or input. You are buying future capacity. A new associate needs time to understand your core values and both learn and unlearn certain skills and tools. As a law firm owner, it is important to give someone the space to grow into a successful attorney.Defining success is very important when hiring new attorneys, especially if you want to retain your talent. It is your responsibility to define what success looks like. Think about what it looks like at the 30, 60 and 180 day mark. If this is expressed to your new attorneys, you can work with them to ensure they meet that mark. It is also important to not move the goalpost at all. This can really lead to new hires losing confidence in their ability to do well, causing them to leave to find other opportunities. Take a listen!1:19 Expectations of Onboarding7:08 The First 30 Days in a New Role.14:14 The “Why” Behind Firm Processes18:55 Hiring Experienced Attorneys22:04 The Importance of Defining Success Tune in to today's episode and checkout the full show notes here. 

On a new episode of FnA, Kevin Figgers & Adam Auslund react to the Minnesota Vikings firing GM Kwesi Adofo Mensah & if the decision had anything to do with Sam Darnold’s Seahawks success. The guys then dive into the NFL Coaching Carousel with the Steelers hiring Mike McCarthy, Bill Belichick being snubbed from the NFL Hall of Fame & in the NBA, LeBron James differentiates eras, is he right? The California Post Senior NFL Columnist Vinny Bonsignore joins the show to talk about possible Raiders HC moves, Mike McDaniel’s expectations with the Chargers & more + new editions of Geek News & Brie’s Three! See omnystudio.com/listener for privacy information.

On today's show, the WIP Afternoon Show break down the Eagles' new offensive coordinator, Sean Mannion. Eliot Shorr-Parks and other respected football minds weigh in on the hire alongside Ike, Spike, and Fritz. Plus, Jake Fischer breaks down the chances of a Giannis trade, Tornado Shapiro delivers his forecast, and more!

ITB hosts Adam Caplan and Geoff Mosher Adam go inside the Eagles' naming Sean Mannion their new offensive coordinator, including Mannion's background, the upside to the decision, and the potential downside.► Subscribe to our Patreon Channel for exclusive information not seen or heard anywhere else and become among smartest Birds fans out there (just ask our members!!) + get all of our shows commercial free and a lot more!!:https://www.patreon.com/insidethebirds►Support our sponsors!!► Simpli Safe Home Alert System: https://simplisafe.com/BIRDS for 60% OFF!► Camden Apothecary: https://camdenapothecary.com/► Soul Out of Office Gummies: https://getsoul.com. Use Promo Code: BIRDS for 30% off► Sky Motor Cars: https://www.skymotorcars.com/Follow the Hosts!► Follow our Podcast on Twitter: https://twitter.com/InsideBirds► Follow Geoff Mosher on Twitter: https://twitter.com/geoffpmosher► Follow Adam Caplan on Twitter: https://twitter.com/caplannflNFL insider veterans take an in-depth look that no other show can offer! Be sure to subscribe to stay up to date with the latest news, rumors, and discussions.► Sign up for our newsletter! • Visit http://eepurl.com/hZU4_n.For more, be sure to check out our official website: https://www.insidethebirds.com.

1.30.26, Ben Standig from The Last Man Standig Podcast joins The Kevin Sheehan Show to discuss the Commanders filling out the rest of their coaching staff, players the team should re-sign and how to attack free agency this offseason.