Podcasts about hiring managers

From reeling in giant fish and hunting alligators with sonar to have you heard about Gen Z bringing helicopter parents to job interviews? Plus I share an incredibly easy breakfast recipe for home or while at hunting camp. Join radio hosts Rebecca Wanner aka ‘BEC' and Jeff ‘Tigger' Erhardt (Tigger & BEC) with the latest in Outdoors & Western Lifestyle News! Reeling in the Biggins: Fish & Alligator Adventures Father Lands West Virginia Record Catfish While Fishing With His Son A West Virginia father was hoping to catch a small catfish for his 4-year-old son to reel in. Instead, he landed a 72.75-pound blue catfish and set a new state record. Tyler Harmon was fishing the Ohio River near Ravenswood with his young son, Walker, and his own father, Rodney. The three generations had been using cut creek chub minnows when one of their rods suddenly bent. Tyler quickly realized he had hooked a very large fish. He battled it for about 20 minutes, trying to keep his 40-pound line away from underwater brush and the boat's anchor line. When the fish finally reached the boat, young Walker thought his dad had caught a big shark. Tyler's father helped net the fish, and they pulled it aboard. The family suspected it could be a state record, so they took the fish to a nearby bait shop and kept it alive in an aerated tank overnight. The next day, a West Virginia fisheries biologist officially weighed and measured it. The blue catfish weighed 72.75 pounds, measured nearly 48 inches long, and had a girth of 33.5 inches. That was enough to break the previous West Virginia catch-and-release record of 71 pounds. After the official weigh-in, Tyler released the giant catfish back into the Ohio River near where it was caught. And Walker now knows that what looked like a shark was actually a new state-record catfish. Reference: https://www.outdoorlife.com/fishing/west-viriginia-record-blue-catfish/ High-School Angler Helps Find 11-Foot “Cannibal” Gator A Mississippi high-school bass fisherman used his fishing skills — and forward-facing sonar — to help his family locate two alligators during a recent hunt.  Sixteen-year-old Tatum Ceckahrulli, a junior at St. Martin High School, has used sonar for years while fishing. His family decided to try the technology to locate alligators in the Pascagoula River area of south Mississippi. On the first night, the family used sonar to find a nearly seven-foot gator. They snagged it and brought it back to shore to process the meat. The next night, they were looking for something bigger. While traveling through a bayou, Tatum and the group saw a huge splash. They soon realized a large alligator had killed and was feeding on another gator about seven feet long. The hunters waited for the big alligator to surface. After one failed attempt, Tatum hooked it again. The group eventually secured the animal with heavy tackle and a snare. The alligator turned out to be about 11 feet long. Getting it into their 17-foot boat was a challenge, and the normally 15-minute trip back to the ramp took about an hour because of the extra weight. Tatum believes the large gator was old and in poor condition. It had very few teeth and was extremely thin — possibly explaining why it attacked and ate the smaller alligator. The meat from both animals was processed and shared with family and friends. Reference: https://www.outdoorlife.com/hunting/teen-uses-ffs-gator-hunt/ Some Gen Z Job Seekers Are Bringing Parents to Interviews Ever heard of “Helicopter Parenting”? How about if this trend affects those entering the job market for the first time? Helicopter Parenting Takes a New Turn According to News Nation, career experts say more young adults are turning to their parents for help navigating a difficult job market — in some cases, even bringing Mom or Dad along to job interviews. Career coach Sarah Johnston says parents have shown up at job fairs, contacted recruiters on behalf of their children and, occasionally, tried to intervene after a child was dismissed from a job. A survey by resume service Zety found that one in five Gen Z job seekers had a parent attend a job interview with them. Experts say the trend has grown since the pandemic. Johnston says many parents may be stepping in because today's job market is very different from the one they experienced. Young workers face longer job searches, layoffs and new pressures from artificial intelligence and social media. For employers, Johnston recommends keeping the focus on the job candidate. If a parent shows up or calls on behalf of their adult child, hiring managers should politely redirect the conversation to the candidate. She says that while the behavior can seem excessive, many parents are simply trying to help their children succeed in a challenging job market.  Statistics: 20% (Zety Survey): A study of over 1,000 Gen Z workers found that 20% had a parent actually join a job interview—15% in person and 5% virtually.  Parental overinvolvement often extends past the interview room itself, Fox News: 63% of parents have submitted job applications for their children. 53% to 54% have emailed or called hiring managers directly. 21% of candidates had a parent contact a recruiter directly on their behalf. 10% had a parent negotiate a job offer. How do Hiring Managers feel or think when a parent is involved, according to Forbes? The moment a parent shows up, the panel stops assessing the candidate and instead starts asking something entirely different. “How could this person ever meet with a client alone, run a meeting, or take feedback without backup?” Forbes also reported, helicopter parenting is linked to higher anxiety and depression in emerging adults, alongside weaker self-regulation and lower belief in their own capability. Reference: https://www.newsnationnow.com/business/your-money/helicopter-parents-hiring-job-interviews-gen-z-x/ https://www.wsj.com/lifestyle/careers/helicopter-parents-adult-children-careers-146601ab?mod=hp_lead_pos8 1 In 5 Gen Z Workers Brought A Parent To The Job Interview. Now What? The Easiest Breakfast Recipe You'll Ever Make A Quick Breakfast Anyone Can Make: Simple Ingredients, Big Breakfast Flavor EASY RECIPE: Caramel Rolls Meets Monkey Bread BEC's Carmel Roll Monkey Bread Instructions and Ingredients Preheat Oven to 350℉. Use a 9x13” baking dish or tin foil pan (my preference). Grease a baking dish or pan well with Non-Stick Cooking Spray. Ingredients: 2 Cans of Pillsbury Flaky Grands Biscuits. 1 Cup of Flavored Coffee Creamer (Substitute: Vanilla Ice Cream) 1 Cup of Brown Sugar 1 Cup of White Sugar 1 Cup of Butter 1 Tsp Vanilla *********************** ½ Cup Sugar 2 Tbsp Cinnamon   In a pot on Medium Heat melt the butter, stirring frequently while adding in the Brown and White Sugar, Vanilla. The combination should melt together nicely, then add the  Flavored Coffee Creamer (or vanilla ice cream.) Once bubbling, set the pot off to the side to cool. Take the 2 cans of biscuits. Open and pull apart each biscuit, then peel them apart into equal halves. Cut these circles of dough into four (4) pieces. In a large bowl with a lid cover add the cut flour dough pieces, sprinkle the ½ cup sugar and 2 TBSP of Cinnamon. Place the lid securely on the bowl and SHAKE, TOSS, and Shake. The dough pieces should all be equally coated in the cinnamon/sugar mix, if sticking together - break apart and repeat placing the lid and toss, shake again. Take the pot of Carmel, pour ⅓ into the bottom of the well greased dish or pan. Spread until the whole bottom is covered. Then take the coated dough pieces and cover the bottom of the pan with the dough. Pour the remaining Carmel Sauces over the top of the dough. Bake in oven for 25-30 minutes at 350℉, checking frequently after 25 minutes so as not to burn. Take out of the oven once the tops are starting to turn dark brown. While cooling, take a ¼ cup of butter and cut thin slices, placing on top to melt - spreading the melted butter around the whole top. ENJOY!! Pull apart caramel rolls anyone can make! One last note - I use Caramel Macchiato creamer, however use your favorite. Pumpkin Spice creamer, Hazelnut Creamer, or Pecan and toss in some chopped Pecans. Yum Yum! OUTDOORS FIELD REPORTS & COMMENTS We want to hear from you! If you have any questions, comments, or stories to share about bighorn sheep, outdoor adventures, or wildlife conservation, don't hesitate to reach out. Call or text us at 305-900-BEND (305-900-2363), or send an email to BendRadioShow@gmail.com. Stay connected by following us on social media at Facebook/Instagram @thebendshow or by subscribing to The Bend Show on YouTube. Visit our website at TheBendShow.com for more exciting content and updates! https://thebendshow.com/ https://www.facebook.com/thebendshow WESTERN LIFESTYLE & THE OUTDOORS Jeff ‘Tigger' Erhardt & Rebecca ‘BEC' Wanner are passionate news broadcasters who represent the working ranch world, rodeo, and the Western way of life. They are also staunch advocates for the outdoors and wildlife conservation. As outdoorsmen themselves, Tigger and BEC provide valuable insight and education to hunters, adventurers, ranchers, and anyone interested in agriculture and conservation. With a shared love for the outdoors, Tigger & BEC are committed to bringing high-quality beef and wild game from the field to your table. They understand the importance of sharing meals with family, cooking the fruits of your labor, and making memories in the great outdoors. Through their work, they aim to educate and inspire those who appreciate God's Country and life on the land. United by a common mission, Tigger & BEC offer a glimpse into life beyond the beaten path and down dirt roads. They're here to share knowledge, answer your questions, and join you in your own success story. Adventure awaits around the bend. With The Outdoors, the Western Heritage, Rural America, and Wildlife Conservation at the forefront, Tigger and BEC live this lifestyle every day. To learn more about Tigger & BEC's journey and their passion for the outdoors, visit TiggerandBEC.com.

Jetzt mein neues Buch kaufen (in Co-Produktion mit Prof. Dr. Johanna Bath): "Die perfekte Employee Journey & Experience" (erschienen im Oktober 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können. Hintergrund zu dieser Folge: In der GainTalents-Solofolge 464 greife ich erstmalig Fragen aus der Recruiting-, HR- und Personalentwicklungspraxis von GainTalents-Hörerinnen auf. Viele von Euch hören GainTalents schon seit längerer Zeit und ich bekomme immer wieder Fragen zu Themen wie Recruiting, Führung, Personalentwicklung, Candidate Experience und natürlich inzwischen sehr häufig auch zum Einsatz von künstlicher Intelligenz in diesen Bereichen. Und genau daraus werde ich ab sofort jeden Monat regelmäßig eine eigene Solofolge machen. Ich werde jeweils ein Themenfeld herausgreifen und dazu drei oder vier Fragen beantworten, die aus meiner Sicht für Recruiter, Personalentwickler und Führungskräfte besonders relevant sind. Zusätzlich möchte ich in jeder Folge einen ganz konkreten operativen „Kopfschmerz" behandeln. Also keine theoretische HR-Frage, sondern eine Situation, bei der man morgens ins Büro kommt und denkt: „Wie soll ich das jetzt wieder lösen?" Und genau dafür brauche ich künftig auch Eure Unterstützung. Schickt mir bitte Eure Fragen. Was beschäftigt Euch gerade im Recruiting? Wo funktionieren Dinge im Recruiting oder in der Personalentwicklung nicht oder nur schlecht? Welche Prozesse nerven Euch? Wo verliert Ihr Kandidatinnen und Kandidaten? Was funktioniert beim Einsatz von KI nicht? Ihr könnt mir Eure Fragen jederzeit an kontakt@gaintalents.com schicken und müsst daraus übrigens keinen Roman machen. Zwei oder drei Sätze zur Frage reichen vollkommen.  Herzlichen Dank bereits jetzt für Euer Mitwirken! Thema der Folge: Hiring Manager im Recruiting: Erfolgsfaktor oder größter Engpass? Viel Spaß beim Reinhören!   Die wichtigsten Inhalte: Welche Verantwortung haben Hiring Manager im Recruiting wirklich? Was gehört in ein gutes Profilbriefing? Wie bekommen wir Führungskräfte besser auf Interviews vorbereitet? Welche verbindlichen Spielregeln braucht es zwischen Recruiting und Fachbereich? Und natürlich schauen wir auch darauf, wo KI dabei heute schon sinnvoll unterstützen kann – und wo sie eben kein Organisations- oder Prioritätenproblem löst. Zusätzlich gibt es in dieser Folge Antworten auf einen ganz konkreten operativen „Recruiting-Kopfschmerz".  Was mache ich, wenn mein Hiring Manager schnelle Kandidaten fordert, selbst aber tagelang kein Feedback gibt?   #GainTalents #Recruiting #HiringManager #TalentAcquisition #CandidateExperience #HR #KünstlicheIntelligenz   Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt überall zu kaufen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents

Send us Fan MailMost interview advice is either painfully generic or weirdly performative. I wanted something you can actually use, whether you're walking into a job interview as a candidate or sitting on the other side of the table as the hiring manager. So we break it down like a real process: how to prepare, how to communicate clearly, and how to make decisions you won't regret three months later.If you're interviewing for a job, we talk about doing quick but meaningful company research, getting clear on why you want the role beyond a paycheck, and practicing the questions you know are coming. You'll hear how to speak to your strengths without rambling, how to answer “areas of growth” with honest self-awareness (without the fake “I work too hard” answer), and how to handle the practical details that quietly influence outcomes like showing up early, dressing with intention, and setting up your virtual interview lighting and link ahead of time. We also get real about advocating for your needs, including pay range, scheduling, leadership style, and the kind of support you need to thrive.If you're hiring, we shift to what great interviewers do differently: build trust early, show up fully present, define what you're actually looking for before you ask questions, and use body language as information without forgetting context. We also talk about noticing your biases before they drive the decision, and why building a team works best when you treat it like a puzzle where different strengths belong on purpose. Finally, we share why asking about someone's goals outside of work can help you hire better and lead better.Book mentioned: Originals by Adam GrantIf this helps, subscribe, share it with a friend who's job hunting or hiring, and leave a five-star review so more people can find the show. ENJOY THE PODCAST?Leave us a 5-star review so more people can find us!LEARN MORE ABOUT COACHINGNandiCamille.comSCHEDULE YOUR FREE DISCOVERY CALLClick HereJOIN THE MAILING LIST & NEVER MISS AN UPDATE!Click hereASK A QUESTION + LET'S BE SOCIALEmail: hello@nandicamille.comInstagram and TikTok: @nandicamilleLearn more about Nandi and Life Coaching at: NandiCamille.com

Warum sagen so viele Unternehmen genau den Vertriebskandidaten ab, die später beim Wettbewerber die größten Deals closen? Weil im Interview ein anderer Muskel gefragt ist als im echten Verkauf. Wer gelernt hat, das Gespräch über den Kunden zu führen, Fragen zu stellen und nicht zu überverkaufen, wirkt im Bewerbungsgespräch schnell zu zurückhaltend und zu wenig hungrig. Und wird aussortiert.In dieser Folge zeige ich aus Sicht des Headhunters, warum Interviews systematisch die Falschen belohnen, und wie Sie als Arbeitgeber echtes Verkaufstalent trotzdem erkennen.Sie erfahren:• warum die überzeugendsten Kandidaten im Raum oft die schwächsten Zahlen bringen• wie Sie Discovery statt Pitch testen, und warum die Fragen das eigentliche Signal sind• was der Satz "hat sich nicht verkauft" in Wahrheit bedeutet• warum AI-Vorbereitung glatte Selbstpräsentation als Signal wertlos machtFür Sales Leader, Hiring Manager und Gründer, die im Enterprise-Software-, Cybersecurity- und IT-Sales-Umfeld in DACH und den Nordics die richtigen Vertriebsleute einstellen wollen.https://www.nordh.de

What happens when better technology is no longer a competitive advantage? Host Kortney Harmon is joined by Donnie Gupton, Founder of Ora Marketing and creator of the Uncopyable Recruiter Method, to examine why trust—not tools, speed, or access—is becoming the real differentiator for recruiting firms.Donnie breaks down how AI and automation are creating greater parity between agencies and internal talent teams—and why the bigger challenge for recruiters isn't competition, but comparability. He shares a four-part framework for becoming the standard in your niche through clear positioning, an intentional market ecosystem, authority-building content, and consistent follow-up.Key Takeaways• Why trust becomes the differentiator when technology is table stakes• How clear positioning helps recruiters escape the comparability trap• Why the 97% of buyers not hiring today deserve your attention• How content and consistent follow-up turn authority into demandDiscover how to build the trust and authority that make your firm the first call when hiring needs arise.________________Follow Donnie Gupton on LinkedIn: LinkedIn | DonnieFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Wenn Ihr Unternehmen morgen zehn Prozent abbauen müsste: Nach welchem Kriterium landet Ihr Name auf der Liste? Die meisten glauben, es sei ihre Leistung. In den Runden, in denen das wirklich entschieden wird, sieht es anders aus.In dieser Folge zeige ich, wie eine Abbau-Entscheidung tatsächlich abläuft: erst das Zielbild der Organisation, dann das Budget, dann die Struktur, und ganz am Ende die Namen. Deshalb kann ein starker Verkäufer mit 120 Prozent Quota gehen müssen, während ein nominell schwächerer bleibt. Es geht nicht um gut oder schlecht. Es geht darum, wie exponiert Ihre Position ist und ob Ihr Beitrag im Raum sichtbar war, bevor die Kästchen neu gezeichnet wurden.Sie erfahren:Warum ein Personalabbau bei Budgets und Funktionen beginnt und nicht bei MenschenWarum ein Top-Performer in einem schrumpfenden Bereich exponierter ist als ein Durchschnittlicher in einem wachsendenDen 60-Sekunden-Test: Könnte Ihr Chef Ihren Verbleib in einem Satz verteidigen?Warum ein einziger Sponsor kein Schutz ist, sondern ein Single Point of FailureWie Sie Ihren Wert in Geschäftskonsequenzen sichtbar machen statt in AufgabenlistenFür IT-Sales-Professionals, Enterprise Account Executives, Cybersecurity-Vertriebler und Sales Leader in DACH und den Nordics. Und für Hiring Manager, die verstehen wollen, wen sie bei einem Umbau zuerst verlieren.https://www.nordh.de

In dieser Folge sprechen wir mit PastaHR darüber, wie das Zürcher Startup Recruitingteams dabei unterstützt, KI einzusetzen, um trotz hunderter Bewerbungen die besten Talente zu finden und schneller einzustellen. PastaHR sammelt automatisch fehlende, relevante Informationen, qualifiziert jede Bewerbung vor und erstellt für jeden Kandidaten eine evidenzbasierte Bewertung. Recruiter definieren transparente Kriterien und sind immer in voller Kontrolle. Du erfährst, wie Recruitingteams dadurch die besten Kandidat:innen schneller erkennen, weniger Zeit mit Screening und Rückfragen verbringen und mehr Zeit für persönliche Gespräche sowie die Zusammenarbeit mit Hiring Managers gewinnen. Ausserdem gibt die Folge dir ehrliche Einblicke in den Aufbau eines Schweizer KI-Startups: von der ursprünglichen Herausforderung im Recruiting über die ersten namhaften Kunden bis zum Aufbau des Teams und dem Verkauf einer Enterprise-Software-Lösung. Wir sprechen über Kundennähe, Fokus, Wachstum und den transparenten, verantwortungsvollen Einsatz von KI im Recruiting.

AI is changing hiring from both sides of the desk—companies are creating stronger job descriptions while candidates are creating stronger resumes, leaving recruiters with a growing blind spot between what looks good on paper and what actually predicts performance. In this FDE+ conversation, host Kortney Harmon is joined by Dr. Maya Huber, CEO and co-founder of Tatio, to explore why traditional, keyword-based hiring processes are becoming less reliable in an AI-driven market.Maya makes the case for shifting from promise to proof by measuring actual skills, competencies, and job-specific performance. She explores how staffing and recruiting teams can define what “good” looks like, standardize qualification across recruiters, and gather more meaningful evidence through structured questions, work samples, and virtual job simulations. The goal isn't simply greater speed or efficiency—it's greater certainty, transparency, and trust for clients and candidates alike.Explore how performance-based hiring can help recruiters make smarter talent decisions, strengthen client relationships, and become the performance authority their market trusts.________________Follow Maya Huber on LinkedIn: LinkedIn | MayaFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Du führst Bewerbungsgespräche und fragst Dich, warum manche Kandidaten sofort überzeugen, während andere trotz guter Qualifikationen keinen bleibenden Eindruck hinterlassen? In diesem Video erfährst Du, woran erfahrene Interviewer Spitzenkandidaten innerhalb der ersten Minuten erkennen – und welche Verhaltensweisen den entscheidenden Unterschied machen. Die besten Bewerber verkaufen sich nicht. Sie schaffen Vertrauen, zeigen Vorbereitung und machen ihren Mehrwert für das Unternehmen glasklar. Wenn Du als Führungskraft, Recruiter oder Unternehmer die richtigen Mitarbeitenden gewinnen möchtest, solltest Du auf genau diese Signale achten.

Learn more on how to break into medical device sales: https://click.newtomedicaldevicesales.com/yt-508

She Stopped Leading With Her Title and Started Saying "I'm a Technology and Business Diplomat." People Immediately Wanted to Know More. Equifax SVP D'Lovely on Networking, Personal Boards, and Career Infrastructure She was laid off twice. Both times, by the time the hiring manager called her, three or four people at the company had already been talking about her. Not because she got lucky. Because she had spent months having breakfasts, following up on cold contacts, asking questions instead of pitching, and making it easy for people to pass her name along. One of those contacts had been on a month-long holiday — not ignoring her. She kept following up. They finally had lunch. That person said: "You're the real deal." She talked to people. The hiring manager called within a month. D'Lovely is SVP of Product, Data and Analytics, and Technology Planning and Execution at Equifax, a finalist for Woman of the Year in Engineering by the Women in Technology organization, and the person who calls herself a "Technology and Business Diplomat" — a title that took years to develop and immediately makes people want to know more. In this episode, she breaks down how networking actually works as a career infrastructure system, not a social obligation. You'll learn: Why being laid off the first time forced her to admit her network wasn't working — she was going to events and talking to people, but she wasn't being methodical. What changed after that realization and how she got both subsequent roles entirely through network relationships. The five-week story: how she targeted a specific company, got stonewalled on LinkedIn, shifted to building relationships across the organization, finally got a lunch, listened more than she talked, and had the hiring manager call her a month later saying people had been talking about her. Why "I need a job" is the wrong thing to be broadcasting in your network — and what to ask for instead. Almost nobody has a job in their pocket, but everybody can give you their story, their honest read on a company's culture, and an introduction to someone who needs to know you exist. The three-tier model for a personal board of directors: close inner circle, mid-range colleagues in similar roles and at similar levels, and the periphery of executive mentors and coaches. Who belongs in each tier, how often you should connect with each, and why having everyone at the same level above you actually limits what your board can do for you. Why you should never introduce yourself by listing what you do — and how to develop a power statement that makes the other person immediately want to know more. The difference between "I manage software projects" and "I turn engineering chaos into customer results." The exact tactics for staying top of mind without being annoying: leaving voicemails during your commute, following up twice without apology, sending a draft message someone can forward on your behalf so they have to do almost nothing to help you. Make it easy, close the deal, don't wait to be remembered. Why the most important networking conversations never mention work at all — and how those are often the ones that lead to the most powerful long-term relationships. About D'Lovely: SVP of Product, Data and Analytics, and Technology Planning and Execution at Equifax. Finalist, Woman of the Year in Engineering, Women in Technology. Self-described Technology and Business Diplomat. Based in Atlanta.

Learn more on how to break into medical device sales: https://click.newtomedicaldevicesales.com/yt-508

In this episode of the Medical Sales Podcast, Samuel Adeyinka sits down with Jon Alwinson, an Endoscopy Regional Manager, to uncover what hiring managers really look for when interviewing candidates for medical device sales roles. Jon shares the most common mistakes candidates make during interviews, from giving long-winded answers and failing to prepare, to missing opportunities to demonstrate coachability, curiosity, and work ethic. He also explains how experienced reps can successfully transition into procedural sales, what qualities separate top performers from average ones, and why organization, territory planning, and disciplined execution are often the biggest drivers of long-term success. This episode is a must listen for anyone trying to break into medical device sales or current reps who want to sharpen their interview skills, improve their sales performance, and position themselves for career growth. Connect with Jon Alwinson: LinkedIn Connect with Me: LinkedIn Love the show? Subscribe, rate, review, and share! Here's How »

When you've interviewed more than 3,000 CSMs, you start to see exactly what separates the candidates who get hired from the ones who don't.In today's episode, I'm sitting down with Michael Boyd, a three time VP of Customer Success who has hired more than 100 CSMs, to unpack what hiring managers are really looking for in today's market. We talk about how to stand out in technical interviews even if you're not highly technical, the two out of three rule he uses when evaluating candidates, and what AI fluency actually looks like now that it has become an expectation instead of a bonus.By the end of this conversation, you'll know what hiring managers are actually paying attention to, where candidates often miss the mark, and how to position yourself as the kind of CSM companies want to hire. If you are ready to stop guessing what hiring managers want and start interviewing with more confidence, hit play and let's dive in.And if you're tired of knowing you're qualified but not getting the offer, apply for coaching HERE and let's help you land your next Customer Success job.02:30 – What hiring managers actually want before they hire06:40 – The interview red flags that should make you think twice11:15 – What technical interviews are really testing17:15 – The two out of three rule for landing stretch roles21:20 – Why the best CSMs are becoming more consultative in the age of AI32:31 – What AI fluency really looks like in an interviewFREEBIES & RESOURCES:

Most references are official. Backchannel references are different.In this episode, Lewis Maleh explores the reality of informal references in executive hiring, why they happen, and why hiring managers should be careful not to let a single opinion outweigh the evidence.He discusses:What backchannel references areWhy they happen in executive searchHow much weight hiring managers should give themWhy context matters before making a hiring decisionWhat candidates should understand about professional reputation

Recruiters often think they need more cold calls to grow their desk—but Jamie Lupo argues they're overlooking the biggest revenue opportunities already built into their workflow.In this FDE+ episode, Kortney Harmon sits down with Jamie Lupo, Founder of Lupo Advisory, to explore how reference checks and quality control calls can uncover hidden job orders, strengthen client relationships, and generate new business without adding extra activities to your day. Jamie shares practical word tracks, proven frameworks, and simple strategies recruiters can implement immediately to increase fill ratios and grow revenue naturally.Discover how to turn everyday recruiter conversations into long-term business growth.________________Follow Jamie Lupo on LinkedIn: LinkedIn | JamieFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Wo verläuft die Linie zwischen einem Lebenslauf, der dich stark positioniert, und einem, der dich beim ersten Referenz-Call den Job kostet?In dieser Folge zerlege ich aus Sicht des Headhunters, was du auf deinem CV strategisch formulieren darfst und was dich garantiert das Angebot kostet. Denn der häufigste Fehler bei wirklich guten Leuten im Enterprise Sales und in der Cybersecurity ist nicht der erfundene Titel. Es ist das Gegenteil: ehrliche, korrekte Lebensläufe, die den eigenen Wert komplett verstecken.Du erfährst:Welche Angaben verifizierbar sind und dein Angebot sofort kippen lassen (Abschluss, Arbeitgeber, Daten, Führungsverantwortung).Wo legitimes Übersetzen anfängt und Erfinden aufhört, am Beispiel Titel, Zahlen und deiner Rolle im Deal.Warum Top-Performer sich systematisch unter Wert verkaufen und wie du Entscheidungen statt Aufgaben schreibst.Wie ein Hiring Manager in sechs Sekunden über deinen CV entscheidet, und was er dabei wirklich sucht.Wie du Joblücken und kurze Stints sauber framst, ohne dich zu rechtfertigen oder eine Inkonsistenz zu LinkedIn zu erzeugen.Für IT-Sales-Profis, Enterprise Account Executives, Cybersecurity-Vertriebler und Sales Leader im DACH-Raum und in den Nordics, die ihre Positionierung ernst nehmen. Keywords: Lebenslauf, CV, Bewerbung, Enterprise Sales, Cybersecurity, IT Sales, Executive Search, DACH, Nordics, Karrierestrategie.https://www.nordh.de

109.000 unbesetzte IT-Stellen in Deutschland. 424.000 fehlende Cybersecurity-Fachkräfte in Europa. Und trotzdem sitzen erfahrene Enterprise-Sales-Profis seit Monaten in Prozessen, die nach fünf Runden im Sand verlaufen.Das ist kein Widerspruch. Das ist die wichtigste Marktveränderung der letzten zwei Jahre, und die meisten Kandidaten deuten sie falsch.In dieser Folge schaue ich mir an, was in DACH, in den Nordics und in den USA tatsächlich passiert. Mit belastbaren Zahlen: 1,15 Millionen offene Stellen in Deutschland, ein Rückgang von 42 Prozent gegenüber 2022. Rund 170 Tage durchschnittliche Vakanzzeit. Und aus einer Greenhouse-Auswertung von 640 Millionen Bewerbungen die Zahl, die alles erklärt: Fast jede dritte ausgeschriebene Rolle wird ohne Einstellung geschlossen.Sie erfahren:Warum längere Interview-Prozesse ein Symptom von Unsicherheit sind und nicht von GründlichkeitWas die Zahlen aus Deutschland, Schweden, Norwegen, Dänemark und den USA wirklich über Ihre Chancen sagenWarum fast 30 Prozent aller Prozesse ohne Einstellung enden und was das über Ihre Absagen aussagtWarum AI-optimierte Profile im Moment gegen Sie arbeiten statt für SieWarum Ihr Engpass nicht das Interview ist, sondern die Stufe davorFür IT-Sales-Professionals, Enterprise Account Executives, Cybersecurity-Vertriebler und Sales Leader in DACH und den Nordics. Und für Hiring Manager, die wissen wollen, was ihr Prozess sie gerade kostet.https://www.nordh.de

LinkedIn has become one of the most powerful business development tools for recruiters—but only when it's used with intention.Kortney Harmon sits down with Clark Willcox, Founder of Digital Recruiter, to discuss how recruiters can build a revenue-driving brand on LinkedIn without relying on generic AI messaging or chasing viral content. Clark shares practical strategies for creating meaningful conversations, attracting the right clients, and using automation to support—not replace—human connection.Key takeaways include:Building a LinkedIn profile that attracts ideal clientsCreating content that drives conversations instead of likesUsing automation and AI without losing authenticityTurning LinkedIn into a consistent source of new businessDiscover how to build a recruiter brand that earns trust, generates revenue, and creates long-term business growth.________________Follow Clark Willcox on LinkedIn: LinkedIn | Clark WillcoxCheck out Clarks website: https://digitalrecruiter.io/Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including the latest on WFH legislation, candidates being judged on their drink order, Fair Work laying down the law, Meta goes early… too early, strange things are afoot at Wollongong Uni, Hudson in more of a pickle, Hiring Manager disses his staff during an interview, and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

Fixing Hiring Manager vs Recruiter MIS-Alignment The recruiter-hiring manager relationship is the most consequential partnership in talent acquisition—and yet, according to Metaview's 2026 AI & Hiring Alignment Report surveying 505 recruiting and hiring leaders, it is also the most dangerously misaligned. While an overwhelming 90% of leaders describe their partnerships as "good," a staggering 58% privately admit they actively wish they could bypass their counterpart entirely. This silent fracture is not merely an interpersonal inconvenience; it is a direct driver of candidate loss, speed-to-hire erosion, and competitive disadvantage. As AI reshapes how hiring teams collaborate, the organisations that thrive will be those that confront this disconnect head-on and rebuild alignment as a strategic imperative rather than an assumed courtesy.   • The Alignment Illusion – Why 90% of partnerships self-rate as "good" while 58% of leaders secretly want to work around each other, and what this gap reveals about organisational honesty   • The Speed Tax of Misalignment – How recruiter-manager friction directly costs companies talent, with well-aligned teams 60% less likely to lose candidates to faster-moving competitors   • AI as Collaboration Infrastructure – Why teams that treat AI as core to hiring report excellent working relationships at 3.8x the rate of AI-hesitant organisations, and how shared context replaces tribal knowledge   • The Intake Call Failure – Why initial role alignment remains the highest-leverage moment most teams squander, and how to engineer shared understanding before a single candidate is sourced   • Signal vs. Noise in Feedback – How inconsistent evaluation criteria, delayed scorecard completion, and contradictory feedback destroy candidate experience and recruiter credibility   • The Power Dynamic Problem – Why hiring managers still view recruiters as order-takers rather than strategic partners, and how to reframe the relationship as co-ownership of business outcomes   • Shared Accountability Frameworks – Moving beyond service-level agreements to joint KPIs that bind recruiters and hiring managers to the same speed, quality, and candidate-experience standards   • Calibrating on "Good" – How misaligned definitions of ideal candidate profiles lead to endless iteration, offer rejections, and the demoralising cycle of "send more, I'll know it when I see it"   • The Business Goal Connection – Why 85% of companies exceeding their business goals actively use AI in hiring workflows, and what this reveals about alignment as a competitive differentiator   Watch this essential discussion to diagnose your own alignment gaps before they cost you your next critical hire. The recruiter-manager partnership is either your greatest strategic asset or your silentest competitive liability—and the data says most teams are living in dangerous denial.   We're on Friday 10th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep393 is supported by our friends at Metaview   Metaview is the Agentic Recruiting Platform built for radically efficient hiring, end to end. Source, engage, and hire better with agents that truly get your brief. Metaviews AI Agents finds candidates, reviews inbound applications, automatically captures notes, constantly learns and spots talent opportunities, whilst your recruiters spend time doing work which humans can only do - build relationships with candidates and hiring managers.   Need to uplevpel your hiring function?   Book a demo or start for free here.  

What do Customer Success hiring managers actually notice that most candidates never think about?In this episode, I'm joined by Customer Success hiring manager Eric Clouse to talk through what actually stands out at every stage of the hiring process. We cover recruiter outreach, resumes, and interviews, along with the mistakes that quietly hurt candidates. We also get into how hiring managers are evaluating AI skills today and what the future of Customer Success means for your career.You'll walk away with a much clearer understanding of what today's CS leaders are looking for and how to approach your job search more strategically. If you want to stop guessing what hiring managers value and start making stronger career moves, hit play and let's dive in.And if you're ready to build an outreach strategy that helps you stand out with hiring managers, apply for coaching HERE and let's work together.01:16 – Why hiring managers think differently than most job seekers realize04:28 – The LinkedIn outreach mistake that could be costing you interviews07:13 – What hiring managers actually want to see before they ever read your resume16:08 – Why tailoring your resume to the job description can backfire22:06 – The interview mistake that quietly reveals you're not thinking like a CSM25:54 – What hiring managers are really looking for when they ask about AIFREEBIES & RESOURCES:

In this episode: Why Rob always asks for the team nobody wants and what the turnaround process actually looks like (00:31 - 02:10) From sleeping in his car at 18 to Fortune 500 executive, and the kindness from strangers he still carries with him today (02:10 - 04:32) What a successful team turnaround actually looks like, including eight leaders in ten years and what changed (04:32 - 07:00) Servant leadership, why career leaders almost always fail, and the power of coming in with a partial idea instead of a completed thought (07:00 - 09:33) The truth about the cybersecurity job shortage and why open jobs almost never mean what you think they mean (09:33 - 11:37) Why communication skills matter more than technical ability and what happens when a technical score of 10 meets a communication score of two (11:37 - 13:22) Cyber is a marathon, not a race, and why passion got Rob a job at Disney over people with far more experience (13:22 - 15:27) Neurodiversity in the workplace, getting diagnosed with autism at 40, and why really smart doesn't get jobs anymore (15:27 - 17:51) The colleague who told Rob everyone thought he was a jerk, the boss who explained why, and the apology tour that followed (17:51 - 21:31) Getting laid off from Disney, becoming a ghost on the internet, and accidentally building the BowtieSecurityGuy brand (21:31 - 25:47) Tying self-worth to career, crying before job interviews, and the four words his wife said that changed everything (25:47 - 27:40) The 3am LinkedIn message from India that made Rob realize he was in this for life (27:40 - 29:40) Zero expectations, zero conditions, and why Rob messaged Rex about a hat with absolutely nothing to gain (29:40 - 31:40) Immersion therapy, D&D every Monday, and why a bad public speaker is more memorable than a good one (34:03 - 37:16) Rejection sensitivity dysphoria, masking, and why setting the tone in a room changes everything (37:16 - 39:23) The 3,000 manual LinkedIn messages, the algorithm daddy slap, and pricing yourself where you want to be (39:23 - 40:43) Zero expectations as a life philosophy and why people don't quit jobs, they quit bosses (40:43 - 42:27) Learning to walk three times, leg braces, and why cutting through grass almost brought Rob to tears (42:27 - 44:40) What Rob tells job seekers who have been at it for two years: you are ten nos away from your dream job (44:40 - 47:09) The cybersecurity salary reality check and why 3,500 to 4,500 people graduate with cyber degrees every single month (47:09 - 48:50) Rob's thank you to the people who know who they are, his battle buddies, and why vulnerability is a strength (48:50 - 51:28) Fail with style, the Walt Disney Haunted Mansion story, and why Rob never took no for an answer at Disney (51:28 - 56:39)   Timestamp Highlights: (00:31) Give me the team nobody wants (02:10) Homelessness at 18 and the kindness that stayed with him (07:00) Servant leadership and the power of a partial idea (09:33) The real reason there are so many open cybersecurity jobs that never get filled (11:37) Stop applying. Start connecting. (13:22) How passion got Rob hired at Disney over NSA agents (17:51) Getting diagnosed with autism at 40 (21:31) Getting laid off from Disney and accidentally building a brand (27:40) The 3am message that changed everything (34:03) D&D, immersion therapy, and why bad public speakers are more memorable (42:27) Learning to walk three times and why Rob doesn't take anything for granted (51:28) Walt Disney, the Haunted Mansion, and failing with style   Resources & Links: BowtieSecurityGuy — Rob's brand across all platforms ThreatLocker — Presenter of No Password Required Breakout Room Cyber Florida — The Mother Ship  

KI im Bewerbungsgespräch: Die Interviewfrage, die gute Kandidaten scheitern lässtImmer mehr Hiring Manager fragen im Vorstellungsgespräch:„Was halten Sie von KI?“Die meisten Kandidaten beantworten diese Frage mit ihrer persönlichen Meinung.Genau das ist häufig der Fehler.In dieser Podcast-Folge erkläre ich, was hinter dieser Interviewfrage wirklich steckt, worauf Hiring Manager tatsächlich achten und wie Sie Ihre Antwort überzeugend strukturieren.Sie erfahren unter anderem:• warum diese Frage kein Wissenstest ist• weshalb Urteilsvermögen wichtiger ist als Tool-Kenntnisse• wie Sie mit den drei Bausteinen Position – Beispiel – Grenze souverän antworten• welche typischen Fehler selbst erfahrene Kandidaten machen• warum eine einzige Rückfrage den Unterschied zwischen Zu- und Absage ausmachen kannIch teile außerdem ein anonymisiertes Beispiel aus einem aktuellen Executive-Search-Mandat und zeige, warum zwei nahezu gleich starke Kandidaten völlig unterschiedlich bewertet wurden.Wenn Sie sich auf eine Führungsposition, eine Executive-Rolle oder eine Position im Enterprise Sales vorbereiten, erhalten Sie hier konkrete Tipps aus der Praxis.Über den PodcastDer Nordh Executive Search Podcast richtet sich an Führungskräfte sowie Senior Professionals aus Cybersecurity, Enterprise Software, AI, Data Center und Enterprise Sales.Ich teile jede Woche Erfahrungen aus über 19 Jahren Executive Search und 25 Jahren Enterprise Software Sales – direkt aus der Praxis, ohne Theorie und ohne Buzzwords.https://www.nordh.de

Sometimes an interview is an hour. Sometimes it's several rounds stretched across multiple days. And sometimes you finally get time with the hiring manager… and the calendar invite says 30 minutes. That's when many job seekers make the same mistake. They think I need to cram everything in. So they start walking through their résumé, overexplaining their background, stacking story after story, and trying to prove every qualification they've ever had. But that's not what a 30-minute interview with the hiring manager is about. The hiring manager is not trying to memorize your entire career history. They're trying to make a few key decisions quickly: Do I like this person? Do they fit our team and environment? Can they help us achieve our goals? What will they actually be like to work with? Today's lesson covers THE 4 areas you absolutely must win when you only have 30 minutes with the hiring manager. Because when the interview window is short, quality beats volume every time. If you'd like to build a great career and lead a rewarding life, check out some of these other places where I share my teachings:   1. Check out the milewalk Academy, my coaching and training site, for freemiums and premiums. 2. I have hundreds of educational and inspirational videos on my YouTube Channel. 3. Grab any of my four books related to career development, interviewing, hiring, and goal setting. All can be found on my Amazon Author Page. 4. Follow me on Instagram, LinkedIn, Twitter (X), TikTok, Threads, and Facebook. 5. Stay in touch with me in your email inbox by joining my newsletter here! --Andy

Die meisten Kandidaten üben ihre Antworten. Aber sie verstehen die Fragen nicht. Und genau das entscheidet im Interview über Angebot oder Absage.Jan Nordh hat über Jahre in Debrief-Meetings gesessen und gehört, was Hiring Manager über Kandidaten sagen, sobald diese den Raum verlassen haben. In dieser Folge dreht er den Tisch um und zeigt das Interview von der anderen Seite: Was wird bei Fragen wie Erzählen Sie etwas über sich, Was ist Ihre größte Schwäche oder Warum verlassen Sie Ihre Rolle wirklich bewertet? Mit der Brille des Enterprise-Sales: Der Hiring Manager ist der Economic Buyer, und Sie verkaufen genau ein Produkt, sich selbst als Lösung für sein Problem.Du erfährst:Warum Erzählen Sie etwas über sich keine Aufwärmfrage ist, sondern die erste bewerteteDen Satz, den Hiring Manager im Debrief denken, wenn Sie über den alten Arbeitgeber herziehenDie saubere Gehaltsstrategie: recherchieren, ankern, die Frage zurückdrehenWarum das Angebot fast nie an den besten Lebenslauf geht, sondern an den besten FitFür IT-Vertriebsprofis, Enterprise Account Executives, Sales Leader und alle, die in Cybersecurity, Enterprise Software und AI im DACH-Raum und in den Nordics ihren nächsten Karriereschritt machen wollen.https://www.nordh.de

AI RECOMMENDATION VS HUMAN JUDGEMENT - PT2. Can we detect, assess, train for and hire for 'human judgement'?   Following our amazing conversation a month ago, we're back with Pt2 of our conversation on AI Recommendation vs Human Judgement. This time, we're going to examine whether it is possible to hire for human judgement, whether this should be a quality we actively look for and cultivate in existing employees?   • Defining the Undefinable – Breaking down "judgment" into observable, assessable components - pattern recognition, ethical reasoning, contextual awareness, and decisive action under uncertainty - that separate humans from sophisticated autocomplete   • The Automation Paradox – How over-reliance on AI recommendations actually atrophies human judgment skills in your workforce, creating dangerous dependency loops where no one questions the machine   • Detecting Algorithmic Deference – Identifying the warning signs in candidate behavior and employee decision-making that reveal someone who executes recommendations versus someone who evaluates them   • Assessment Science for Judgment – Moving beyond situational judgment tests to immersive, real-time simulations that reveal how candidates actually react when AI advice conflicts with observable reality   • Training Judgment in an AI-Saturated World – Practical frameworks for developing judgment capabilities in employees who've never made decisions without a digital safety net—and why this is now a retention imperative   • The Hiring Manager's Dilemma – When your own recruitment process is AI-driven, how do you spot candidates with superior human judgment? Breaking the recursive trap of algorithms hiring for algorithmic compliance   • Ethical Override Readiness – Case studies of catastrophic AI failures in hiring, finance, and healthcare—and the specific judgment capabilities that could have prevented them   • Cognitive Diversity vs. AI Consensus – Why homogenized "best practice" recommendations produce blind spots, and how to build teams whose judgment complements rather than mirrors algorithmic output   • The Speed vs. Deliberation Spectrum – Redesigning workflows and roles to protect space for human judgment without sacrificing the efficiency gains AI legitimately delivers   • Future-Proofing Leadership Pipelines – Why succession planning must now explicitly screen for judgment autonomy—and how to identify high-potentials who won't become mere executors of AI strategy     We're on Friday May 8th, 2pm BST. Save your seat (click on the green button) to register and follow the channel here (recommended) to be notified whenever we go live with a new show.   Ep379 is sponsored by Greenhouse   What do high-performing TA teams look like in 2026? Greenhouse analyzed data from over 6,000 companies and over 640M applications over the last 3 years to understand how recruiters are really doing and how hiring teams can keep up with industry standards.   Check out their new benchmarking report, The Hire Standard.

In this episode of The Career Transition Experts, we explore how AI is reshaping the hiring landscape and how job seekers can use the same tools to their advantage.We break down exactly how employers, hiring managers, and agency recruiters are leveraging AI today: primarily to screen hundreds of resumes and get down to a shortlist of 10 to 20 candidates. Understanding this process is the first step to beating it.You'll learn how to use AI to align the language on your resume and LinkedIn profile with what hiring managers are actually searching for plus a simple but powerful resume formatting trick that's been getting applicants noticed.Our guest, Michael Neece, is a Chief Product Officer at Bowmo Inc and Interview Mastery.Michael is a TEDx speaker and former Interview Master at Monster.com who has also appeared and contributed on NBC, ABC, CBS, Fox News, Financial Times of London, The Wall Street Journal, MSNBC, and NY Times. He works with job seeking executives and Michael consults to hiring companies to improve their hiring processes. You may contact him at michael.neece01@gmail.com.If you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

Recruitment Storytelling: Secrets Every Hiring Manager Must Know  | Denise Chaffin #recruitmentstrategy #talentacquisition #hiringtipsHiring is not only about filling roles. It is about telling the right story to the right candidate at the right time. Please visit our website to get more information: https://swangroup.net/ In this episode, I sit down with Denise Chaffin, founder of Top Source Talent, to break down what separates average recruiters from top performers. With decades of experience, she shares how recruiting has changed and what still works today.We talk about how storytelling helps attract better candidates, why candidate experience matters more than ever, and what companies often get wrong in hiring. Denise also explains the real challenges behind negotiation, retention, and building strong hiring strategies.You will learn:What makes a great recruiterHow to improve your hiring processWhy storytelling is key in recruitmentHow to attract and retain top talentIf you want to improve your recruitment strategy and hire smarter, this conversation will give you practical insights you can apply right away.Links from this episode:Get to know more about Steven Swan: https://www.linkedin.com/in/swangroup Get to know more about Denise Chaffin: https://www.linkedin.com/in/denisechaffin Check out Denise's podcast: https://topsourcetalentllc.com/podcast 

If you've ever wondered what actually gets discussed behind closed doors when companies are hiring, promoting, or handing out pink slips, this episode is like a backstage pass. Amanda Goetz sits down with Deepali Vyas, a veteran executive recruiter and career coach who's spent 25 years in the boardrooms on Wall Street. She's also one of the most followed career experts on the internet.  She's advised Fortune 500 CEOs, hedge funds, and private equity firms on their most senior hires—and she's here to spill everything they never told you. The timing couldn't be better. Between mass layoffs, rapid AI expansion, and an unpredictable job market, navigating your career right now feels harder than ever. Deepali breaks down exactly what's changed, what still works, and what you need to stop doing right now—from the resume mistakes that get you filtered out in six seconds (!!!), to why loyalty to a company is not the flex you think it is, to the 5-5-3 networking rule that actually moves the needle when you're on the market. We're also getting into the closed-door conversations that decide who gets laid off, the one move that makes hiring managers want you more, and the corporate truth that might sting a little: your manager is not your mentor. If you've been playing checkers with your career, this is your invitation to start playing chess. Tune into the episode to find out how. Key Takeaways Talent alone won't get you promoted—visibility will.  Your manager is not your mentor.  Everyone has skills. What separates people is proximity. BLUF: Bottom line up front. Build your external brand while you're still employed.  Why you should leave your job when you're winning.  When you're job searching, use the 5-5-3 rule: five texts to people in your network, five days a week, and aim for three meetings. 00:00 Intro 03:12 Deepali's career origin story 05:41 Being underestimated as a superpower 06:13 Talent alone isn't enough: visibility & access matter most 08:14 Managing up & the power memo 13:58 Checkers vs. chess: playing the long game 15:57 Leave when you're winning 17:30 Behind closed doors: what hiring really looks like 20:06 Resumes, layoffs & career resilience 22:54 The 5-5-3 rule 26:46 Becoming indispensable vs. high impact 32:21 Rapid fire: resumes, LinkedIn & interview tips GUEST LINKS IG: https://www.instagram.com/the_elite_recruiter/ TikTok: https://www.tiktok.com/@elite.recruiter Subscribe to Deepali's newsletter: https://eliterecruiter-newsletter.beehiiv.com/ FOLLOW THE PODCAST IG: https://www.instagram.com/girlboss/ | TikTok: https://www.tiktok.com/@girlboss  Amanda Goetz: https://www.instagram.com/theamandagoetz/  https://girlboss.com/pages/ambition-2-0-podcast  SIGN UP  Subscribe to the Girlboss Daily newsletter: https://newsletter.girlboss.com/  For all other Girlboss links: https://linkin.bio/girlboss/ ABOUT AMBITION 2.0  Powered by Girlboss, Ambition 2.0 is a podcast where we'll be exploring what it really means to "have it all" in work, family, identity, and self… and if it's actually worth it. Each week, you'll hear from hardworking women who've walked the tightrope of ambition. They'll share their costly mistakes, lessons learned, and practical tips for how to have it all and actually love what you have. Learn more about your ad choices. Visit megaphone.fm/adchoices

How is AI reshaping hiring—and what risks are emerging? Join Ekine Akuiyibo (COO, Socotra) and Madeline Mann (HR Leader & Founder, Self Made Millennial) as they break down … Read More » The post When AI Becomes the Hiring Manager: Risks Every Leader Should Know appeared first on Insurance Journal TV.

In this episode, Dr. Steve Vargo tackles a frustrating experience nearly every practice owner has lived through: a candidate who interviews beautifully, gets hired with confidence — and then quietly unravels six weeks later. Why does this keep happening? Drawing on research into hiring psychology and behavioral science, Steve makes the case that bad hires aren't bad luck — they're the predictable result of a broken process. The gut instinct we rely on in interviews turns out to be one of the weakest predictors of job performance. Meanwhile, the approaches that actually work are ones most independent practices have never been taught. In this episode, Steve breaks down the most common places the hiring process goes sideways, why interviews are performance environments that reward the wrong things, and what a smarter — and surprisingly simple — approach looks like in a real-world practice setting.  

Most interview advice tends to come from the candidate's perspective - how to prep, share your experiences, and follow up. This conversation pulls back the curtain on the other side of the table. I spoke with hiring leaders from Netflix, Rippling, and EvenUp to learn how three great, yet operationally-different companies evaluate candidates. Surprisingly, all three leaders agreed on one core truth: most candidates are operating from a playbook that's two years out of date. AI has upended the job-search landscape: old signals are table stakes, and the goal posts have changed.Key topics:• The new PM: Why companies are looking for candidates who “push the limits of what's possible”• The shift from behavioral to scenario-based questions• Does pedigree still matter? Why trajectory is the new alternative signal for recruiters• The three things that now separate a great take-home case study submission from a generic one• Why case study presentations are still valuable - and help demonstrate core PM skills• Whether website applications actually get looked at and why referrals are more binary than most people think• How to signal drive and a frontier-pushing mindset when everyone claims to be a high performerWhere to find Nikhyl• Twitter/X• LinkedInWhere to find McKenzie• LinkedInWhere to find Sam• LinkedInWhere to find Sarah• LinkedInJoin The Skip• Skip Coach• Skip CommunityFind The Skip• Website• Substack• YouTube• Spotify• Apple PodcastsTimestamps00:48 Introduction 04:12 Meet our guests from EvenUp, Rippling, and Netflix09:06 How has the hiring process changed since COVID?11:17 Is AI fluency explicitly tested in interviews?12:42 Why quality and speed are favored over prioritization ability16:16 Past experience vs. scenario questions—where the balance is shifting19:52 Does pedigree still matter to hiring managers?23:10 Why trajectory is an underrated signal to index on26:43 Why the LinkedIn DM isn't dead29:31 Does the take-home case study still hold value in the AI era?33:21 Using case studies to screen for brevity, agency, and strategic thinking39:09 Rippling's product discussion and panel case study process43:52 Unpacking red flags in case study presentations45:43 The collaboration test: curiosity vs. defensiveness under pressure47:56 How to get noticed — are website applications even worth it?50:56 Where EvenUp proactively sources candidates53:00 Closing advice for mid-career PMs navigating today's job marketDon't forget to subscribe to The Skip to hear me coach you through timely career lessons. Access exclusive sessions from 100+ top product leaders at skip.coach. If you're interested in joining me on a future call, send me a note on LinkedIn, Threads, or Twitter. You can also email me at nikhyl@skip.community This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit theskip.substack.com

If you're a student, graduate, or early career professional trying to find your place in the energy sector, this episode matters because it breaks down what actually drives career progression beyond qualifications and job titles.In this conversation, I speak with Mona Setoodeh, an LNG specialist and Vice President, about how careers are really built in this industry from mentorship and self advocacy to hiring decisions and team dynamics.What stood out to me is that progression isn't just about technical ability. It's about how you position yourself, how you think, and how you show up in the room especially when it feels uncomfortable.We also get into the reality of interviews, what hiring managers are actually looking for, and how to create long term opportunities rather than just chasing the next role.

Der Iran-Krieg bedroht über die Sperrung der Straße von Hormuz globale Lieferketten: Öl, Helium für die Chipproduktion, Düngemittel und Memory-Chips aus Südkorea sind betroffen. Nvidia präsentiert auf der GTC 2026 die Vera-Rubin-Generation und plant $1 Billion Umsatz bis Ende 2027. Zusätzlich investiert Nvidia $26 Mrd. in Open-Weight-KI-Modelle. OpenAI streicht Nebenprojekte und fokussiert auf B2B, um Anthropics Aufholjagd ($19 Mrd. ARR) zu begegnen. OpenAIs Adult-Mode-Pläne beunruhigen das eigene Advisory Board. Sowohl OpenAI als auch Anthropic werben um Private-Equity-Firmen für KI-Beratungs-Ventures. Tesla plant eine Terafab für eigene Chip-Produktion. Meta entlässt bis zu 16.000 Mitarbeiter, um KI-Investitionen zu finanzieren. Musks xAI wird erneut umstrukturiert – "nicht richtig aufgesetzt". Digg entlässt alle Mitarbeiter und schließt die App. 59% der Hiring Manager geben zu, KI als Vorwand für Entlassungen zu nutzen. Ein Polymarket-Journalist erhält Todesdrohungen wegen Iran-Wetten. Big Tech startet eine Anti-Fraud-Allianz. Teenager verklagen XAI, weil Grok Nacktbilder von Minderjährigen erstellt hat. Unterstütze unseren Podcast und entdecke die Angebote unserer Werbepartner auf ⁠⁠⁠⁠⁠⁠doppelgaenger.io/werbung⁠⁠⁠⁠⁠⁠. Vielen Dank!  Philipp Glöckler und Philipp Klöckner sprechen heute über: (00:00:00) Iran-Krieg: Straße von Hormuz bedroht Lieferketten (00:20:35) Nvidia GTC 2026: $1 Billion Ziel und Vera Rubin (00:33:45) OpenAI fokussiert auf B2B, streicht Nebenprojekte (00:43:59) OpenAI Adult Mode: Berater warnen vor Erotik-Features (00:49:10) OpenAI und Anthropic werben um Private Equity (01:00:05) Tesla plant Terafab für eigene Chip-Produktion (01:04:13) Meta entlässt bis zu 16.000 Mitarbeiter (01:07:51) XAI-Umstrukturierung und Digg schließt App (01:10:05) AI-Washing (01:12:00) Polymarket: Todesdrohungen und Oscar-Insider-Trading (01:15:04) Big Tech startet Anti-Fraud-Allianz (01:17:16) Teenager verklagen XAI wegen Grok-Nacktbildern Shownotes Nvidia GTC 2026: $1 Billion Bestellungen für Blackwell und Vera Rubin - cnbc.com Nvidia investiert $26 Mrd. in Open-Weight-KI-Modelle - wired.com OpenAI streicht Nebenprojekte für Kerngeschäft - wsj.com OpenAIs Adult-Mode beunruhigt eigene Berater - wsj.com OpenAI sucht PE-Partner für Enterprise-KI-Venture - reuters.com Tesla-Aktie steigt dank Musks Terafab-Plänen - barrons.com Meta plant Massenentlassungen wegen KI-Kosten - reuters.com Musks xAI fängt erneut von vorne an - techcrunch.com Digg entlässt Mitarbeiter und schließt App - techcrunch.com AI-Washing: Stellenabbau als KI-Strategie verkauft - bloomberg.com Polymarket-Journalist erhält Todesdrohungen - spiegel.de Big Tech startet Allianz gegen Online-Betrug - axios.com Ex-Zalando-Chef Ritter wird Interims-CEO bei Kinnevik - manager-magazin.de Teenager verklagen Musk: Grok erstellte sexuelle Bilder - washingtonpost.com Meta investiert bis zu $27 Mrd. in Nebius KI-Infrastruktur - bloomberg.com

AI product manager jobs are everywhere - but are they really different from regular PM roles? In this episode of Arguing Agile, Product Manager Brian Orlando and Enterprise Business Agility Consultant Om Patel wade deep into the muck-filled pool of hype vs. reality around AI-specific product management roles.Listen or watch to join us as we do the dirty work of discovering if most AI PM job descriptions are just copy-pasted PM responsibilities with 'AI' slapped on top, or if there's real insight to be found!Stick around past the buzzword bingo to learn:- the 'find and replace test' for job descriptions- the meaning behind "probabilistic vs. deterministic"- the real AI-specific skills that matter- how a 20-50% salary premium (and beyond) are justified- why we think continuous learning beats specializationWhether you're a product manager considering rebranding or a hiring manager crafting job descriptions, this episode will help you cut through the noise. #ProductManagement #AIPM #CareerDevelopmentMarty Cagan: Inspired: How to Create Tech Products Customers Love, The Lean Startup, Sinan Aral: The Hype Machine, Teresa Torres: Continuous Discovery HabitsLINKSYouTube: https://www.youtube.com/@arguingagileSpotify: https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Apple: https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596INTRO MUSICToronto Is My BeatBy Whitewolf (Source: https://ccmixter.org/files/whitewolf225/60181)CC BY 4.0 DEED (https://creativecommons.org/licenses/by/4.0/deed.en)

In this episode, Dave interviews Sydnee Mayers, product lead at Cribl, about the skills developers need to thrive in 2026.They discuss:How the development role is changingThe specific skills developers need going forwardHow organizations should handle the speed at which things are changing

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME:LinkedIn: www.linkedin.com/in/mary-southernInstagram: @resumeassassinTikTok: @resume_assassin_maryEPISODE TEASER I've helped over 2,000 people land jobs at companies like Google, Microsoft, Tesla, and Netflix, and I've noticed the top candidates all do the same 5 things that most people completely miss. These aren't the usual tips you hear from career coaches. They're specific, tactical shifts that actually work. In this video, I'm breaking down exactly what separates people who get multiple offers from people who can't even get a callback, and how you can start using these strategies today.TIMESTAMPS0:00 - Intro: Why Less Qualified People Are Getting Hired1:30 - The Fundamental Shift Top Candidates Make3:15 - Point #1: Act Like You're Dating, Not Begging6:45 - Point #2: Reverse-Engineer the Hiring Manager's Nightmare10:20 - Point #3: Treat the Application as the Audition13:50 - Point #4: Build a "Receipts Folder" for Every Achievement17:10 - Point #5: Follow Up Like a Chess Player, Not a Stalker19:45 - Recap & Action Steps21:00 - Final Thoughts & How to Get Started

About Fatemah Mirza Fatemah Mirza is a Certified Resume Master and the powerhouse behind CareerTuners, a premier career services firm she founded over 15 years ago. Her work has helped thousands of driven professionals break into top-tier organizations—including the United Nations, Big Four consulting firms, Fortune 500 companies, and even the White House. Her clients don't just land interviews; they double their salaries, reclaim their time, and walk away with the confidence to ask for (and get) what they truly deserve. A best-selling author and TEDx speaker, Fatemah is a sought-after expert regularly invited to speak at institutions like UCLA, CSUN, and ICOI. Her career tools and templates have been downloaded over 200,000 times, and her company boasts 200+ five-star Google reviews, cementing her reputation for delivering real, measurable results.   Episode Notes:  00:00 Leadership – Intro 09:53 Lesson 1: The Hidden Job Market Still Hires Faster Than Job Boards 16:17 Lesson 2: Negotiate the Role Before You Negotiate the Salary 24:38 Lesson 3: Know Your Red Flags and Neutralize Them Early 32:12 Affiliate Break 33:01 Lesson 4: Decode the Job Description to Expose the Hiring Manager's Real KPIs 41:04 Lesson 5: Use Your Skills to Create Opportunities for Others  

Episode 163 | Interview Insights from Recruiters and Hiring ManagersWhat actually matters in an interview?In Episode 163 of the Military Transition Academy Podcast, we share short, real-world interview insights from recruiters, hiring managers, and career professionals who are directly involved in hiring and career transitions.This episode features expert snippets from:Bobby Aragon – Global Talent AcquisitionTiffany Bradbury – Talent StrategistGarry Steensgard – People & Culture ManagerWilliam E. “Bill” Kieffer – Career Transition CoachCathy Miclat – Director, Career Services at Vets2PMMisty Moreno – Human Resources ProfessionalThese insights focus on what hiring decision-makers actually listen for, where candidates commonly miss the mark, and how professionals can explain their experience in a way that translates clearly to the civilian workforce.If you're preparing for interviews, navigating a career transition, or trying to better understand how recruiters and hiring managers evaluate candidates, this episode is for you!

If you're not ready to job hunt yet but you can feel a change is on the horizon and the idea of talking about your achievements makes your mind go blank, this episode is for you!Coming up with strong examples on the spot is one of the hardest parts of resumes and interviews! That's why creating a "best bits" tracker is one of the biggest gifts you can give your future-self!We break down how to turn yourself into a “best bits hunter,” what actually counts as a win (hint: it doesn't have to save the company money or change the world), and simple, realistic ways to track your examples so you'll actually stick with it.This habit does more than make resume writing easier. It helps you notice the impact of the work you're already doing, builds confidence over time, and gives future you a list of epic stories to use in interviews, pay rise conversations and promotion opportunities, without the last-minute panic.

It's a common myth that your resume is about you. It's not. In this episode, I discuss: What your resume is really aboutThe changes you need to make now to get noticedSupport the showJill Griffin, host of The Career Refresh, delivers expert guidance on workplace challenges and career transitions. Jill leverages her experience working for the world's top brands like Coca-Cola, Microsoft, Hilton Hotels, and Martha Stewart to address leadership, burnout, team dynamics, and the 4Ps (perfectionism, people-pleasing, procrastination, and personalities). Visit JillGriffinCoaching.com for more details on: Book a 1:1 Career Strategy and Executive Coaching HERE Build a Leadership Identity That Earns Trust and Delivers Results. Gallup CliftonStrengths Corporate Workshops to build a strengths-based culture Team Dynamics training to increase retention, communication, goal setting, and effective decision-making Keynote Speaking Grab a personal Resume Refresh with Jill Griffin HERE Follow @JillGriffinOffical on Instagram for daily inspiration Connect with and follow Jill on LinkedIn

If you have ever walked out of an interview thinking I nailed that and still did not move forward, this episode is your wake up call. Today, I'm breaking down one of the most common reasons qualified CSMs struggle to land offers even when they prepare and practice. Most candidates prep for every interview the exact same way, and it quietly works against them. Recruiters, hiring managers, and cross-functional partners may ask similar questions, but they are listening for very different signals.In this episode, I walk you through a smarter, more strategic way to prepare based on who you are interviewing with so you can tailor your answers without sounding scripted or inauthentic. By the end, you will know exactly how to shift your messaging so you come across confident, credible, and intentional in every round. If you are tired of guessing what interviewers want and ready to finally control the outcome, hit play and let's dive in. And if you want to discover the easiest and most effective way to prepare for your Customer Success interviews, watch my Free Training on how to Nail Your CS Interviews: https://customer-success-career.captivate.fm/nailinterviews02:37 – Why Memorizing Interview Answers Backfires (and What to Do Instead)8:13 – How to Prep Differently for Recruiters vs. Hiring Managers vs. Cross-Functional Teams14:42 – The "Checklist" Approach Recruiters Really Use And How to Make It Work for You21:23 – How to Show Hiring Managers You're the One Who'll Help Them Hit Their Goals 27:00 – Ways to Stand Out in Cross-Functional Interviews by Addressing What Each Team Actually Cares About10:44 – The Fastest Way to Level Up Your Interview Prep (Hint: It's All About the Interviewer's Perspective)Other Episodes You'll Love:Episode 3: Falling short in interviews? ACE your next Customer Success job interview with these simple tips!

Find out why brilliant candidates still miss out on job opportunities and why Gordon thinks we're in the midst of a job interview crisis, where candidates often show up underprepared. Host & Producer◼️Gordon Thane, BMSc, MPH, PMP®Production Notes◼️ Music from Johnny Harris x Tom Fox: The Music RoomSubscribe to the NewsletterSubscribe to The Insight newsletter so you don't miss out on the latest podcast episodes, live events, job skills, learning opportunities, and other engaging professional development content here.Leave Us Some FeedbackIf you enjoy our podcasts, be sure to subscribe and leave us a rating on Apple Podcast or Spotify, and spread the word to your friends to help us get discovered by more people. You can also interact directly with the podcast episodes on Spotify using the new “comment” feature! We'd love to hear what you think.Send us a Text Message to let us know what you think.

Design roles are shifting fast and AI is speeding things up. In this episode of Future of UX, we dig into what's really changing in the UX world, which roles are emerging, and how you can stay ahead in a landscape shaped by automation, agents, and AI tools.You'll hear:Why roles like Interaction Designer aren't disappearing but evolvingWhat new job titles like “AI UX Designer” or “Design Ops” actually meanThe skills that make designers future-proof (and which ones won't matter as much)What hiring managers really want nowPlus: a real story of one of our bootcamp participants who landed her dream AI design job after sharing a case study on LinkedInThis episode is packed with clarity, energy, and practical advice whether you're just starting out or looking to reinvent your UX role for the future.

Learn more about Level 1 Functional Pelvic Health Practitioner programGet certified in pelvic health from the OT lens hereGrab your free AOTA approved Pelvic Health CEU course here.____________________________________________________________________________________________Pelvic OTPs United - Lindsey's off-line interactive community for $39 a month! Inside Pelvic OTPs United you'll find:​ Weekly group mentoring calls with Lindsey. She's doing this exclusively inside this community. These aren't your boring old Zoom calls where she is a talking head. We interact, we coach, we learn from each other.​ Highly curated forums. The worst is when you post a question on FB just to have it drowned out with 10 other questions that follow it. So, she's got dedicated forums on different populations, different diagnosis, different topics (including business). Hop it, post your specific question, and get the expert advice you need. More info here. Lindsey would love support you in this quiet corner off social media!

Watch the video recording of this Keynote here on YouTube.Check out JR Keller's Onboarding and Employee Success Cornell CourseOnboarding has a significant impact on the employee experience, with research showing it can boost new hire productivity by over 60% and decrease turnover likelihood by nearly 50%.In this Cornell Keynote, JR Keller, Associate Professor of Human Resource Studies at Cornell ILR School, and Beth Flynn-Ferry, Executive Director of the Center for Advanced Human Resource Studies, share insights into how effective onboarding enhances job satisfaction, confidence, organizational commitment, and employee well-being.Drawing on decades of academic research and real-world expertise, they will present four actionable tips to improve onboarding programs, equipping leaders to drive engagement, retention, and overall team success.What You'll LearnThe importance of preboarding and how to do it wellThe pivotal role the hiring manager — not HR — plays in onboardingThe importance of assigning an onboarding buddyHow to measure successEffective Interviewing Cornell Course https://tinyurl.com/2brlxtfxThe Center for Advanced HR Studies (CAHRS) https://www.ilr.cornell.edu/cahrs  Follow eCornell on YouTube, Facebook, Instagram, LinkedIn, TikTok, and X.

Mike Johnson, Beau Morgan, and Ali Mac react to the Atlanta Braves promoting longtime bench coach Walt Weiss to manager to replace the retired Brian Snitker, and explain why they think the Braves hiring a manager from outside of the organization won't change how Liberty Media spends money.

In 2025, it's not about degrees or certifications, it's about real skills, AI-readiness, and strategic thinking. In this episode, Monica, a board-certified cybersecurity leader with 20+ years of experience, breaks down the 5 biggest shifts shaping the cybersecurity job market right now.• Why mindset and adaptability now outrank credentials• How AI is redefining job roles and hiring criteria• Why communication is the #1 skill for cybersecurity leaders• How skill stacking gives you a salary and career edge• How compliance and regulation are changing hiring in Europe and beyondWhether you're an aspiring CISO, a security analyst, or pivoting into cybersecurity, this episode gives you the insights you won't hear anywhere else.Looking to become an influential and effective security leader? Don't know where to start or how to go about it? Follow Monica Verma (LinkedIn) and Monica Talks Cyber (Youtube) for more content on cybersecurity, technology, leadership and innovation, and 10x your career. Subscribe to The Monica Talks Cyber newsletter at https://www.monicatalkscyber.com.

The Tests and the Rest podcast is always focused on exploring essential topics in testing, admissions, education, and learning with amazing expert guests. Sometimes, though, we enjoy an unstructured opportunity to discuss our own takes on major issues and ongoing adventures at the intersection of business and education. Catch up with us in the latest episode of EXTEMP with Amy & Mike. What are five things you will learn in this episode? How busy was last month for Amy and Mike? How can educators balance work and family? Should high school prepare teens for the work world? What is the status of TestBright Tutor Training? What's coming up in the next month for Amy and Mike? We definitely want to respond to listener questions in our next EXTEMP episode, so reach out to us on social media or get in touch through our contact page. Let's get this Tests and the Rest mailbag rolling! LINKS Is High School Meant to Be Job Training? The New Hire Readiness Report 2025: Insights from Hiring Managers on Entry-Level Workforce Preparedness ACT WorkKeys – Job and Career Assessments RELATED EPISODES EXTEMP WITH AMY & MIKE: September 2025 EXTEMP WITH AMY & MIKE: August 2025 EXTEMP WITH AMY & MIKE: July 2025 EXTEMP WITH AMY & MIKE: June 2025 ABOUT THIS PODCAST Tests and the Rest is THE college admissions industry podcast. Explore all of our episodes on the show page. ABOUT YOUR HOSTS Mike Bergin is the president of Chariot Learning and founder of TestBright, Roots2Words, and College Eagle. Amy Seeley is the president of Seeley Test Pros and LEAP. If you're interested in working with Mike and/or Amy for test preparation, training, or consulting, get in touch through our contact page.