Podcasts about hiring process

Today's podcast is an interview with Grant Mazmanian from The Pinnacle Group–that's the company that handles hiring for Energy Swing Windows. So let me say this: I know hiring might sound like kind of a boring topic–but TRUST ME… this is a really important episode for you to listen to. This guy Grant has got hiring for remodeling companies down to an absolute SCIENCE, and you are going to believe me after hearing this.

Are you struggling with high turnover and finding valuable talent in property management? The operational future demands a shift in focus! This episode dives into why hiring for essential skills may soon trump hiring based on a current job title or description. Discover how to reinvent your recruiting process to tap into a wider talent pool and set your team up for success. What skills are you prioritizing right now? Key Timestamps/Highlights: 0:00 Why relying on “job titles” is limiting your talent pool in property management 0:30 The essential skills (interpersonal, customer service, sales) that transcend specific property management job roles 1:45 How to “rewrite, rethink, reinvent” your hiring process to combat high turnover 2:10 Balancing the value of industry experience with the power of effective training and skill assessment

In this episode of Beyond the Technique, Kati Whitledge sits down with salon owner, Jessi Ivey to break down the hiring strategies that helped grow a salon from two team members to over 25 and generate more than $2.5 million in revenue. Jessi shares how refining her hiring process with multiple interviews, shadow days, and clear expectations transformed her culture, improved retention, and supported rapid growth—even after launching during the pandemic. Salon and spa owners will learn how to build a strong team through structured hiring, ongoing education, and boundaries that create both accountability and long-term success.   WATCH ON YOUTUBE: https://youtu.be/o7OqWkkdXhY   GET MY BOOK! From First Date to Forever; How to Market Like A Matchmaker: https://joinmya.com/from-first-date-to-forever-book    POWERED BY:  JOIN mya! joinmya.com   FOLLOW JESSI IVEY Website: https://www.lewisandivey.com/  Instagram: https://www.instagram.com/theiveyclub/    LET'S CONNECT! BTT Instagram: https://www.instagram.com/beyondthetechnique MYA Instagram: https://www.instagram.com/join_mya/    FOLLOW KATI WHITLEDGE Instagram: https://www.instagram.com/katiwhitledge/ Get my favorite bio-hacking products: CLICK HERE   SPONSORS Join the PBA: https://www.probeauty.org/

Got a question about the show? Click here & Send us a text!Pull up a chair for another episode of The Building Talks Podcast, this one is for construction business owners (or insights for anyone who aspires to set up their own construction business in the future) who feel like they have become the engine, the brake and the decision-maker all at once.In this episode, I sit down with Andrew Sparks, who works with business owners to help them better understand, scale and increase the value of their companies. We dig into a challenge many construction, property and consulting businesses eventually face, the founder becomes the bottleneck.Andrew shares practical insights on founder dependency, leadership, culture, hiring and recruitment, and what it takes to build a business that can grow beyond the owner. We also talk about why strong systems, high performers and clear decision making have such a major impact on business value, especially if you want more freedom, stronger performance or a business that can one day run, grow or sell without everything relying on you.Takeaways:✅ Why founder dependency can quietly hold a business back✅ Building a company that scales beyond the owner✅ The link between leadership, culture and business value✅ Why hiring the right people can lift performance and valuation✅ How high performers help stop businesses from hitting a ceiling✅ Creating more freedom without losing control✅ Building a business that does not rely on every decision running through youChapters:07:14  Understanding Business Exits: Lifestyle vs. Payday10:20  The Importance of Planning for Business Exit11:00  Building Value in Construction Businesses12:31  The Role of Business Owners in Valuation13:45  Maturity and Growth in Business15:52  Identifying Bottlenecks in Construction Businesses19:11  Leadership Challenges in the Construction Industry22:16  Attracting and Retaining Talent26:48  The Role of Culture in Business Success29:59  Understanding Roles and Responsibilities33:02  Performance Management and Clarity37:04  The Importance of Onboarding42:28  Learning Through Experience46:15  Hiring Process and Best Practices51:55  Adapting Leadership Styles55:23  The Choice Between Complaining and Improving57:55  The Evolving Role of Leadership1:01:18  Addressing Business Bottlenecks1:04:48  Navigating Growth and Complexity1:09:39  The Impact of AI on Business Efficiency1:14:56  Common Mistakes in Scaling BusinessesTune in for a practical conversation on building a stronger, smarter and more valuable business that can grow beyond the founder.Hope you enjoy the podcast!#BusinessGrowth #FounderDependency #ConstructionBusiness #PropertyDevelopment #BuildingTalksPodcast #Leadership #BusinessValue #ScalingABusiness #Recruitment #HighPerformanceTeams #ConstructionLeadership #BuiltEnvironment #BusinessOwners #CultureAndLeadershipThe Building Talks Podcast is brought to you by Building Environs Recruitment - providing recruitment solutions to the property, construction, and related industries, here in Melbourne and Southeast Queensland.  For an overview of our service, visit: www.buildingenvirons.com.auProud to partner with Housing All Australians (HAA) and The Building and Construction Foundation. Check out their websites and join the movement!www.housingallaustralians.org.auhttps://www.buildingandconstructionfoundation.org.au/The views and information shared in this podcast are for general purposes only and do not constitute legal or professional advice. Neither the host nor guests are providing specific guidance. Please seek professional advice before taking any action based on the content of this podcast.Contact The Building Talks PodcastFollow us on Linkedin, Facebook, and InstagramVisit us on our websiteEmail us at info@buildingenvirons.com.au

Hiring Guide for Salon Owners: https://www.laurenlappin.com.au/Hiring-GuideIn this week's episode Lauren tackles one of the most important questions in small business: How do you hire the best people, and how do you keep them for the long-term? The Process to Hiring and Keeping the Best People: Hiring Long-Term Loyal Staff. [00:48]The Hiring Process. [02:09]Choosing the Right Staff. [08:08]Onboarding New Team Members. [13:18]Empowering Staff with Responsibility. [20:01]Incentivising Staff. [22:40]Creating a Positive Team Culture. [26:05]Ongoing Training and Development. [30:24]Accepting Responsibility for Staff Performance. [32:26]....Hiring Guide for Salon Owners: https://www.laurenlappin.com.au/Hiring-GuideRate and Review the Show in Apple: https://podcasts.apple.com/au/podcast/the-lash-business-lounge/id1609510128Rate the Show in Spotify: https://open.spotify.com/show/0xvJ8MNZM9cbjYBGcMDtb8?si=b23764e4d0ed4b59Lauren on Instagram: https://www.instagram.com/laurenlappin_Allure's Instagram: https://www.instagram.com/allure_lashbeautybar....This Episode was Recorded and Produced by Josh Liston at JCAL Media Group - https://www.jcaldigital.org/podcast-editing

Compliance doesn't begin with a background check — it starts at the very first touchpoint with a candidate. In this live recording from Talent 2026, Debra Keller reveals the most common and costly compliance mistakes organizations make long before a background check is run. Learn how to properly navigate criminal record considerations, candidate consent, individualized assessments, and adverse action.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

Think back to the last person who didn't work out in your business. Was it a people problem - or a process problem? Nine times out of ten, it's the process. In this episode, Kerri Roberts walks through the 5 components of a real small business hiring system - so you can stop winging it and start building a process that protects your business and brings in the right people. [This is Episode 2 of the 13 HR Systems Series.] FREE RESOURCES Mini HR Audit (free) → https://saltandlightadvisors.com/hrauditHR Foundations Course (under $400) → https://saltandlightadvisors.com/hrfoundationsThe HR Easy Button (book) → https://saltandlightadvisors.com/thehreasybuttton What you'll learn in this episode: → Why most small business hiring is a reaction, not a process — and what that costs you → The 5 most common hiring mistakes (and how to stop making them) → Component 1: How to write a job description that works as an interview rubric, onboarding guide, AND performance baseline → Component 2: Why "post and hope" isn't a sourcing strategy → Component 3: Why your most charming candidate isn't always your best hire — and how structured interview questions fix this → Component 4: What you legally cannot ask in an interview (ever — not even as small talk) → Component 5: How to score candidates so gut bias stays out of your hiring decisions → The pre-boarding window: what to do between offer accepted and day one → I-9 verification: the legal requirement most small businesses get wrong → What a hiring system actually looks like for a business that only hires 1–2 people a year YOUR ONE ACTION FROM TODAY: Pull up whatever you're currently using as your interview questions. If you don't have any written down, open a doc right now and write 10. Same questions, every candidate, every time. That's where the system starts. WORK WITH KERRI HR Audit + Consulting → https://saltandlightadvisors.com/contactKeynote Speaking Engagements → https://kerrimroberts.com/speaking ABOUT KERRI ROBERTS Kerri M. Roberts is an HR strategist, consultant, and founder of Salt & Light Advisors with 20+ years of experience helping small and midsize businesses build the HR systems that protect their business and empower their people. She is the author of The HR Easy Button and host of Don't Waste the Chaos, releasing every Tuesday.Support the show

Check out upGrad School of Technology & their scholarship test: https://sot.upgrad.com/s/64f64862Guest Suggestion Form: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://forms.gle/bnaeY3FpoFU9ZjA47⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Disclaimer: This video is intended solely for educational purposes and opinions shared by the guest are his personal views. We do not intent to defame or harm any person/ brand/ product/ country/ profession mentioned in the video. Our goal is to provide information to help audience make informed choices. The media used in this video are solely for informational purposes and belongs to their respective owners.(00:00) - Intro(03:22) - 3 Phases of Life, Phase 1: Crack(15:57) - Phase 2: Switch(18:47) - Phase 3: EMI(19:37) - The World Is Undergoing an AI Revolution(28:17) - What Is Quantum Computing?(30:25) - Do Stanford University & MIT Graduates Get an Upper Hand?(38:00) - Top 3 Skills Companies Assume You Know While Joining(42:20) - LinkedIn's Hiring Process(44:57) - Amazon's Hiring Process(49:31) - Why Are They Offering Degree Courses if They Think Degrees Are Worthless?(59:09) - Which Are the 3 Jobs That Would Not Exist in the Next 3 Years?(1:01:14) - 3 Jobs That Don't Exist Now but Will Be High-Paying in a Few Years(1:05:24) - Which Engineers Survive Automation and Which Don't?(1:13:52) - AI-World-Ready or Not, How to Self-Audit?(1:19:03) - How Can Someone Make Their Career Bulletproof?(1:34:23) - What's One Indian Mindset Framework the World Is Copying?(1:38:40) - India Will Grow When...(1:39:49) - OutroIn today's episode, we sit down with Vishwa Mohan, Founder & CEO of upGrad School Of Tech, for an honest conversation about engineering, placements, AI, and the future of work.He talks about the reality behind the IIT dream, what students are rarely told about placement packages, and why chasing salary numbers often creates the wrong expectations. The conversation also covers AI, layoffs, hiring trends, and the skills needed to stay relevant in a fast-changing world. He explains the warning signs that show your job could be at risk, the litmus test to know if you are truly AI-ready, and why learning to build real-world applications matters more than simply collecting certificates. Subscribe for more such conversations.Follow Vishwa Mohan here:Instagram: https://www.instagram.com/vishwa.mohan.singh/ Linkedin: https://www.linkedin.com/in/vishwa-mohan/ Follow upGrad School Of Tech here:Instagram: https://www.instagram.com/upgrad_schooloftech/ Linkedin: https://www.linkedin.com/company/upgrad-school-of-technology/ Youtube: https://www.youtube.com/@upGradSchoolofTechnology Facebook: https://www.facebook.com/upGradSOT/ Follow upGrad here:Instagram: https://www.instagram.com/upgrad_edu/?hl=en Youtube: https://www.youtube.com/@upGrad_edu⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠About Raj ShamaniRaj Shamani is an Entrepreneur at heart that explains his expertise in Business Content Creation & Public Speaking. He has delivered 200+ speeches in 26+ countries. Besides that, Raj is also an Angel Investor interested in crazy minds who are creating a sensation in the Fintech, FMCG, & passion economy space.

The city's struggled to fill jobs in hard-to-hire roles like trash collection and 911 dispatching. City services will suffer as a result.

#FenceFam Listen in on how we grew our rockstar team of absolute beasts in 2026!!! How, why, when, who... Cheers! Remember to like, share, comment and REVIEW! The Fence Industry Podcast Links: IG @TheFenceIndustryPodcast FB @TheFenceIndustryPodcastWithDanWheeler TikTok @TheFenceIndustryPodcast YouTube @TheFenceIndustryPodcastWithDanWheeler Visit TheFenceIndustryPodcast.com Email TheFenceIndustryPodcast@gmail.com Central Fence Supply:  Visit centralfencesupply.com Gopherwood & Expert Stain and Seal IG @stainandsealexperts  FB @ExpertProfessionalWoodCare YouTube @Stain&SealExperts  FB Group Stain and Seal Expert's Staining University  Visit RealGoodStain.com Visit Gopherwood.us Log Cabin Fence IG @Log_Cabin_Fence FB @LogCabinFence Visit LogCabinFence.com Elite Technique Visit https://www.getelitetechnique.com/ Greenwood Fence Visit https://greenwoodfence.com/ Ozark Fence & Supply promo code: TFIP15 for 15% off! Visit https://www.ozfence.com/ Benji with Clever Fox for all your FENCE website, SEO & marketing needs! Visit https://www.cleverfox.online/ Stockade Staple Guns Visit https://www.stockade.com/us/ mySalesman Visit mySalesman.com Orlando Hinge Company Visit swanhinge.com   The Fence Industry Podcast is Produced by CleverFox.Online https://www.cleverfox.online/  

Send us Fan MailIn this solocast, On Top of PR host Jason Mudd dives into how PR shapes recruiting, retention, and workforce quality through reputation.Tune in to learn more! Five things you'll learn from this episode:1. How candidates evaluate your reputation before your careers page2. Why PR influences recruiting outcomes before HR gets involved3. The role of visibility, credibility, and interpretation in hiring decisions4. Why employer brand perception is formed in search and media results5. How PR reduces hiring friction and improves talent quality Quotables“Candidates don't start with your careers page; they start with your reputation.” — @jasonmudd9“Your careers page doesn't create perception. It confirms or contradicts what they already perceive or believe.” — @jasonmudd9“Recruiting is a reputation-driven system.” — @jasonmudd9“PR didn't create demand; it removed the friction that prevented their growth.” — @jasonmudd9“Public relations doesn't just influence how customers see you, it influences who wants to work for you, who shows up, and how they perform.” — @jasonmudd9If you enjoyed this episode, please take a moment to share it with a colleague or friend. You may also support us through Buy Me a Coffee or by leaving us a quick podcast review.Contact info and resources:Jason Mudd on XJason Mudd on LinkedInLinkedIn Talent Solutions - Employer's brand mattersGlassdoor - Employer Branding 101: Why, How and Proven ROIratethispodcast.com/ontopofpr Additional Resources:Case study: Improving a company's recruitingHow to turn award wins into long-term assetsWarning signs your online reputation management is failingHow to improve your company's Glassdoor reviewsFind out more about Axia Public Relations.Axia Public Relations resourcesAxia's NewsBureau ServiceListen to more episodes of the On Top of PR podcast.If you like this episode, you're going to love this:Support the showOn Top of PR is produced by Axia Public Relations, named by Forbes as one of America's Best PR Agencies. Axia is an expert PR firm for national brands.On Top of PR is sponsored by ReviewMaxer, the platform for monitoring, improving, and promoting online customer reviews.

Do you want to learn the exact hiring process we've used in my business to bring in A Players that can help grow your business? In this episode I break down the exact steps to finding, recruiting and hiring the best trainers in the industry

If you want to do the work that will grow your business - the businessperson work that moves the needle and makes you more money - BUT you're too busy doing the other shit to do that, then you have a problem, don't you?You're caught in the busy trap where you're too busy doing work to do the work that will actually give you the business you want.This week's video is an extract from my recent Client Intensive where I talked about your next hire and who it should be.Your next hire could be a tradesperson so you can be more off the tools and it could be someone in the office to do some of the non-tools work that takes up your time.What should YOUR next hire be?Watch the video and think about it.--------------------------------------Get the PROPER TRADIES HIRING PROCESS GUIDE here: https://pages.smallfish.com.au/the-hiring-process-dlIf you want more money (profit), more time (off work), and more freedom (from work, stress, responsibility), Book a Money Call: smallfish.com.au/tradies/money-call/FOLLOW US AT:Facebook: https://www.facebook.com/smallfishcoach/Twitter: https://twitter.com/smallfishcoachInstagram: https://www.instagram.com/smallfishbusinesscoach/YouTube channel: https://www.youtube.com/c/smallfishau

Should you use AI to write your CV? Should AI be used to scan through CVs in order to rank them?

Most companies derail their best growth opportunities by scaling too quickly — Otmar Szafnauer reveals the counter intuitive timing strategy behind Force India's extraordinary achievements in Formula One. At just a fraction of the budget of rivals, he led one of the most efficient teams to punch above its weight, finishing fourth multiple times and nearly winning races. Now, learn how strategic leadership, autonomy, and resourcefulness transformed a underdog into a midfield powerhouse. You'll discover: - How Otmar built a winning culture at the smallest team in F1 despite severe financial limitations - The vital role of leadership and team chemistry in outpacing teams with much bigger budgets - Specific tactics to innovate within budget constraints — from wind tunnel upgrades to driver selection processes - The behind-the-scenes decision-making, including how driver recruitment and technical choices shaped success - Why legacy infrastructure and long-term planning remain key even in the era of cost caps This episode is perfect for motorsport fans, aspiring team principals, and anyone interested in high-stakes leadership under pressure. Otmar Szafnauer shares lessons from the frontlines of F1 that apply far beyond racing — showing how strategic execution can defy the odds when resources are limited but ambition is boundless. Guest Otmar Szafnauer is a seasoned F1 team principal and former racing director known for elevating Force India from the brink of administration to one of the most efficient teams on the grid. His insights illuminate the real formula behind success in one of the world's most competitive sports. Are you ready to rethink what's possible with limited resources? Hit play and unlock the secrets to punching above your weight — in racing and in life. 0:00 - 0:24: Introduction and Opening Remarks 0:24 - 2:24: Otmar's Language Skills and Personal Insights 2:24 - 5:46: Force India F1 Team Days and Leadership Autonomy 5:46 - 9:11: Strategic Decisions and Team Building in Formula 1 9:11 - 13:37: Hiring Process and Early Impressions of Vijay Mallya 13:37 - 18:21: Budget Constraints and Punching Above Weight in Formula 1 18:21 - 20:57: Impact of Budget Cap and Legacy Infrastructure in Formula 1 20:57 - 23:19: Role of a Team Principal in Formula 1 23:19 - 29:56: Driver Decisions and Team Dynamics 29:56 - 35:23: Indian Drivers and One in a Billion Program 35:23 - 43:32: Administration Challenges and Team Resilience 43:32 - 47:17: Transition to New Ownership and Leadership Styles 47:17 - 52:17: Managing Change and Future Prospects This is Part 1 of our previously released interview with Otmar Szafnauer. Part 2 will be released on 19th April, 2026.

The GWC Framework: Why “Wants It” Determines Everything! The biggest hiring mistake in a chiropractic business usually is not talent, training, or even culture fit. It is putting someone in a seat they do not actually want.   Dr. Stephen and Dr. Pete unpack the GWC framework from Traction and show why “Wants It” is often the hidden reason behind underperformance, turnover, frustration, and team instability. They break down how to properly evaluate whether a team member gets the role, wants the role, and has the capacity to perform it, while challenging CEOs to stop selling people on positions and start building a stronger hiring process. The payoff is a more aligned team, healthier culture, lower turnover, and a business that can grow with greater clarity and momentum. In This Episode You Will: Understand why “Wants It” is often the missing factor behind team underperformance and turnover.  Learn how to use the GWC framework to assess role fit with greater precision.  Discover why selling people on a role creates costly hiring mistakes.  Clarify the difference between the right person and the right seat.  See how stronger team alignment protects culture, momentum, and long-term growth. Episode Highlights 03:51 - Recognize that underperformance, quitting, and firing often begin long before the visible breakdown appears inside the practice. 04:46 - Discover how the GWC framework reveals a deeper predictor of whether someone will truly succeed on a team. 06:25 - Understand why a person can clearly get the role and still fail simply because the internal desire to own it is missing. 08:05 - Uncover how misalignment between a position and a person's real motivation quietly sabotages performance over time. 09:44 - Clarify that wanting the role is what makes hard work sustainable when the pressure and difficulty inevitably rise. 10:41 - Examine why CEOs must stop guessing about role fit and start asking direct questions that expose real understanding and commitment. 12:28 - Reveal the costly mistake of selling people on a role instead of testing whether they will fight for it themselves. 16:03 - Differentiate between moving slowly in hiring and moving precisely by asking better questions that expose fit earlier. 19:23 - Explore how many chiropractors discover too late that loving chiropractic is not the same as wanting to be a business owner. 21:30 - Identify how most persistent business pain traces back upstream to a team issue and, more specifically, a right-seat issue. 24:37 - As a Success Partner, Chiro-Ads Academy brings a powerful, in-house approach to digital marketing that helps practices take control of new patient acquisition. As Dr. Eric sits down with Dr. Travis Stewart, the conversation reveals how early struggles with inconsistent agency results led to a proven system that lowers lead costs, improves conversion, and drives predictable growth through trust-based advertising and data-driven decision-making. If you are ready to create consistent, scalable growth you will want to explore how this system can transform your practice.   Resources Mentioned To learn more about the REM CEO Program, please visit:  http://www.theremarkablepractice.com/rem-ceo For more information about Chiro-Ads Academy please visit: www.makingmuvs.com/TRP     Book a Strategy Session with Dr. Pete - https://go.oncehub.com/PodcastPC Prefer to watch? Catch the podcast on YouTube at: https://www.youtube.com/@TheRemarkablePractice1 To listen to more episodes, visit https://theremarkablepractice.com/podcast or follow on your favorite podcast app.

Tina McKenna, Smart Hire Solutions, on Why Small Business Owners Should Stop Doing Their Own Hiring (North Fulton Business Radio, Episode 954) In this episode of North Fulton Business Radio, host John Ray welcomes Tina McKenna, owner of Smart Hire Solutions, a recruiting firm serving small and mid-size businesses across metro Atlanta and nationwide. Tina got […]

Today is Tuesday, April 14. Here are the latest headlines from the Fargo, North Dakota area. InForum Minute is produced by Forum Communications and brought to you by reporters from The Forum of Fargo-Moorhead and WDAY TV. For more news from throughout the day, visit InForum.com.

Join us in Clean Biz Network! https://www.cleanbiznetwork.app/Get your Cleaning Business Automated! Visit https://cleanbizuniversity.com/automa...Join this channel to get access to perks:   / @ajsimmonsonline  Schedule a 1 on 1 Consultation: https://calendly.com/ajsimmonsLet my lead generation company to set bid appointments for you! Click here https://www.cleanbizcrm.com/leadgener...Follow: @AjSimmonsOnline on Instagram   / ajsimmonsonline  Need Business Insurance? Click this link https://nextinsurance.sjv.io/Ea23K9Need Business Credit? Apply at this linkhttps://americanexpress.com/en-us/ref...Thank you for watching, subscribing, liking, sharing, and commenting!!!!

After the case of a Darien teacher allegedly touching a student inappropriately, a state representative worked with the district to create a bill to better protect kids. Rep. Tracy Marra shared the details of House Bill 5327: An Act Authorizing the Disclosure of an Open Investigation of Abuse or Neglect or Sexual Misconduct in the Hiring Process of School Employees.For the full bill: https://www.cga.ct.gov/2026/TOB/H/PDF/2026HB-05327-R00-HB.PDF

AI is transforming hiring—but it's also enabling a new wave of candidate fraud. In this episode of The Jim Stroud Podcast, Jim speaks with Maryam Mahdaviani, founder of Attesto, about how AI tools, deepfakes, and identity impersonation are reshaping the hiring process. Some candidates now use AI to generate resumes, get real-time interview answers, or even appear on camera using face and voice filters. In extreme cases, one person interviews, another person gets hired, and someone else does the job. Maryam explains why this problem is spreading beyond tech into industries like healthcare, engineering, and business development—and the real security risks companies face when fraudsters gain access to internal systems. They also discuss how organizations can detect suspicious candidates and rethink hiring practices in the age of AI. Learn more: attesto.com Connect with Maryam on LinkedIn. Learn more about your ad choices. Visit megaphone.fm/adchoices

This week's episode of Win The Hour, Win The Day Podcast interviews, Lina Pael.   Did your virtual assistant quit… or does it feel like you are doing all the thinking anyway? Join us as Lina Pael shares what really changes when a VA is trained to lead instead of just complete tasks.   In this practical and honest conversation, you'll learn: -Why most virtual assistant hiring processes fail before the work even starts. -How one simple interview question reveals confidence and clarity fast. -The difference between long SOPs and clear Super Toolkits that actually get used. -How daily scrum meetings stop confusion and keep everyone on the same page. -Why multitasking causes mistakes and what to do instead. -How to help a VA think ahead instead of waiting for instructions. -What makes a virtual assistant feel confident, trusted, and independent. -The real reason VAs burn out and leave.   This episode pulls back the curtain on how to build a virtual assistant who leads, solves problems, and grows with your business.   Win The Hour, Win The Day! www.winthehourwintheday.com   Podcast: Win The Hour, Win The Day Podcast   Facebook: https://www.facebook.com/winthehourwintheday/ LinkedIn: https://www.linkedin.com/company/win-the-hour-win-the-day-podcast  

Hiring the wrong person happens. Keeping them too long is the real mistake. In this episode, Sean Barnes breaks down what leaders should do when a bad hire becomes obvious. From recognizing early warning signs to coaching, supporting, and ultimately making the tough call, this conversation walks through the real cost of ignoring a poor fit. We explore how bad hires drain morale, push out high performers, and increase operational costs. More importantly, we unpack how leaders can prevent repeat mistakes by asking better questions, involving the team, and getting comfortable with uncomfortable conversations. If you're a new leader or an executive responsible for building teams, this episode will challenge how you think about accountability, ownership, and the true responsibility of leadership.   Podcast Show Notes – Episode 270 | 02.24.2025 Episode Title: Hiring Mistakes That Set Us Back Years   Key Moments [0:00:00] – “Do Not Hire the Idiot” [0:01:03] – Early Warning Signs of a Bad Hire [0:02:07] – Coaching Before Cutting [0:02:50] – The Real Cost of Keeping Them Too Long [0:03:28] – The Financial Impact [0:04:03] – Preventing the Next Hiring Mistake [0:05:14] – Involving the Team in the Hiring Process [0:05:45] – The Leadership Skill Most People Avoid [0:06:23] – Act Quickly [0:06:55] – A Skill New Leaders Must Develop   Key Takeaways Act Early or Pay Later Bad hires reveal themselves quickly. Ignoring early signals damages morale, culture, and performance. Coach First. Exit If Necessary. Leaders have a responsibility to support and develop someone they hired. But if performance does not improve, protecting the team comes first. Own the Mistake and Fix the Process Hiring errors are leadership errors. Ask better questions, involve your team, and build a stronger interview process to prevent it from happening again.   Host: Sean Barnes Website: https://www.wolfexecutives.com   https://www.seanbarnes.com LinkedIn: https://www.linkedin.com/in/seanbarnes/ https://www.linkedin.com/company/wolfexecutives https://www.linkedin.com/company/thewayofthewolf/ LinkedIn Newsletter: https://www.linkedin.com/newsletters/7284600567593684993/ Twitter: https://x.com/seanbarnes https://x.com/wolfexecutives Instagram: https://www.instagram.com/the_seanbarnes https://www.instagram.com/wolfexecutives TikTok: https://www.tiktok.com/@the_seanbarnes Facebook: https://www.facebook.com/theseanbarnes  

All links and images can be found on CISO Series. Check out this post by Dr. Chase Cunningham, CSO at Demo-Force, for the discussion that is the basis of our conversation on this week's episode co-hosted by me, David Spark, the producer of CISO Series, and Geoff Belknap. Joining us is Brett Conlon, CISO, American Century Investments. In this episode: The experience paradox Who benefits from the narrative Kitchen sink job postings The aggregation problem Huge thanks to our sponsor, Scanner All your security logs end up in cloud storage like AWS S3. Scanner makes them searchable in seconds and runs real-time detections directly on that data. No pipelines, no re-ingestion. 100x faster than traditional data lakes, 10x cheaper than SIEMs. Loved by analysts. Built for AI agents. Learn more at scanner.dev  

Ken and Anthony react to the comments made by Jeremy Fowler that insinuated Andrew Berry and Jimmy Haslam weren't on the same page.

Nick and Jonathan try to differentiate the Browns hire of Todd Monken and the Browns hiring process that led to Monken.

Hear award-winning columnist Dejan Kovacevic's Daily Shots of Steelers, Penguins and Pirates -- three separate podcasts -- every weekday morning on the DK Pittsburgh Sports podcasting network, available on all platforms: https://linktr.ee/dkpghsports Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In Hour 2, the guys discuss the recent report of how the Cleveland Browns put their head coaching candidates through certain data driven processes that other teams do not commonly do and help explain why so many candidates have withdrawn from the job posting. Plus, the guys talk about Matt Nagy leaving the Chiefs because he wants to run an offense and more!!See omnystudio.com/listener for privacy information.

Want To Quit Your Job In The Next 6-18 Months Through Buying Commercial Real Estate & Small Businesses?

Two new coordinators for Commanders could be a positive thing Tobi Altizer and Nick Ferguson join the show

Ken and Anthony share their thoughts on the reports of the Browns requiring an essay and homework assignments as part of their hiring process and whether or not the rest of the league is laughing at them for it.

The details of hiring of Robert Saleh paint a very clear and organized picture of how this process unfolded. And it's all good stuff. Then we dive into what Saleh's first order of business should be? How can he fix the offense and set Cam Ward up for success? Plus, how Saleh is similar but very different than Mike Vrabel. Braden Gall and Nick Suss talk Titans and SEC football. Watch the show ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠on YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. SinkersBeverages.com ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join The In Crowd⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ today! Shotgun Willie's BBQ: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get the best brisket in Nashville!⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ All music by MoonTaxi.com. Be sure to subscribe to PaulKuharsky.com and The Tennessean.com

On his weekly Chipped Ham and Football podcast, Post-Gazette Steelers insider Brian Batko welcomes long-time Pittsburgh radio personality Jim Colony to reflect on the 2007 coaching search that led to Mike Tomlin and what it could mean as owner Art Rooney II and GM Omar Khan search for his replacement. Our duo ponders lessons and priorities from that period in team history that may apply today. Will the team value relative youth and innovation in chasing names like Chris Shula, Nate Scheelhaase and Anthony Weaver? Who fit into similar molds as Tomlin and predecessor Bill Cowher? Or could the team buck the trend and go with a more experienced coach like Mike McCarthy, who already has a Super Bowl win with QB Aaron Rodgers in Green Bay and has guided another cornerstone NFL franchise with the Dallas Cowboys? Our duo tackles those questions and more. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of Disruption/Interruption, KJ sits down with Joey Coleman, two-time Wall Street Journal bestselling author and expert in experience design and retention strategy. Joey reveals the shocking truth about employee turnover—costing businesses a trillion dollars annually—and shares his proven framework for transforming the first 100 days of any relationship. From his background as a criminal defense attorney and White House advisor to consulting with NASA, Volkswagen, and Zappos, Joey brings unique insights into why companies lose employees and customers, and more importantly, how to keep them. Four Key Takeaways The First Day Crisis (10:25) 4% of all new hires quit after their first day of work globally, and by day 45, that number jumps to 22%. By the one-year mark, 40% of employees have left—costing U.S. businesses approximately $1 trillion annually. The True Cost of Turnover (13:00) Replacing an employee costs between 100-300% of their annual salary just to get someone new into the seat—not including their actual salary and benefits. For a $50,000 employee, you're looking at $50,000-$150,000 in replacement costs alone. HR's Shift from Culture to Compliance (27:00) Over the past 50 years, HR departments have shifted focus from creating great workplace cultures to managing compliance, documentation, and litigation prevention—leaving no one responsible for making the workplace the best it can be. The Remarkable Organization Test (35:31) "The way you know you're running a remarkable organization is if you announce you're hiring and your existing employees immediately recommend amazing people they want to work with. In most organizations, internal referral candidates measure close to zero." Quote of the Show (28:12):"There is no one who wakes up in the morning, looks in the mirror and says, 'My primary job when I get to work today is to make sure that this is the best place that any of these people have ever worked.'" – Joey Coleman Join our Anti-PR newsletter where we’re keeping a watchful and clever eye on PR trends, PR fails, and interesting news in tech so you don't have to. You're welcome. Want PR that actually matters? Get 30 minutes of expert advice in a fast-paced, zero-nonsense session from Karla Jo Helms, a veteran Crisis PR and Anti-PR Strategist who knows how to tell your story in the best possible light and get the exposure you need to disrupt your industry. Click here to book your call: https://info.jotopr.com/free-anti-pr-eval Ways to connect with Joey Coleman: LinkedIn: https://www.linkedin.com/in/joeycoleman1/ How to get more Disruption/Interruption: Amazon Music - https://music.amazon.com/podcasts/eccda84d-4d5b-4c52-ba54-7fd8af3cbe87/disruption-interruption Apple Podcast - https://podcasts.apple.com/us/podcast/disruption-interruption/id1581985755 Spotify - https://open.spotify.com/show/6yGSwcSp8J354awJkCmJlDSee omnystudio.com/listener for privacy information.

Powered by BTA Sports https://download.btasports.io/atoz Promo Codes: • ATOZ14 – Extends the weekly trial from 3 days to 14 days • ATOZSPORTS – Extends the yearly trial from 7 days to 14 days For More Titans coverage follow us here: https://www.atozsports.com/nashville  Podcasts: https://www.atozsports.com/podcasts  Facebook: https://www.facebook.com/atozsportsnashville  Instagram: https://www.instagram.com/atozsports/  Twitter: https://twitter.com/AtoZSports  TikTok: https://www.tiktok.com/@atozsportsnashville #AtoZSports #TennesseeTitans #NFLFootball  Learn more about your ad choices. Visit megaphone.fm/adchoices

The Chargers hired Mike McDaniels as their OC, and Danny isn't thrilled with the Commanders over this. We take a deep dive into the offseason with Ben Standig as well.

The Commanders are confusing us right now with their hiring process. Also, RFK Stadium 2.0 could have bouncy seats and that's awesome!

Sheil Kapadia of The Ringer joins the WIP Afternoon Show to break down the end of the Eagles' season and the growing momentum behind an offensive coordinator change. Sheil explains why he still has full confidence in the Eagles' coordinator-hiring process—and how it continues to translate into wins.

1.13.26 Hour 3, Tobi Altizer gives his thoughts on the Commanders' hiring process when choosing David Blough to be the new Offensive Coordinator and whether the team did their due diligence or not before making a decision. Tobi Altizer breaks down why he has reservations about David Blough as the Commanders' new Offensive Coordinator going into next season.

1.13.26, Tobi Altizer gives his thoughts on the Commanders' hiring process when choosing David Blough to be the new Offensive Coordinator and whether the team did their due diligence or not before making a decision.

In this episode of Believe, Behave, Become, Travis Jones shares his leadership journey from physical therapy to healthcare administration and how the principle of “First Who, Then What” shaped his approach to building strong teams and thriving cultures. Travis reflects on lessons learned, the importance of finding the right people, and practical strategies like peer interviews that create lasting impact. He also discusses why slowing down the hiring process and leveraging internal networks can transform organizational success.What You'll Learn:How “First Who, Then What” is the foundation of great leadershipThe difference between building the right team and the wrong teamHow your best people bring your next best peopleWhy peer interviews create buy-in and stronger onboardingStrategies for slowing down the hiring process to get it rightWhether you're a new leader or a seasoned executive, this conversation offers actionable insights on building trust, fostering growth, and creating a culture where people thrive.Timestamps:00:00 Introduction to the Podcast and Hosts02:18 Travis Jones' Professional Journey05:42 Discovering Pennant and Transitioning to Leadership09:15 What “First Who, Then What” Really Means14:32 Why the Right People Matter More Than Strategy18:50 Finding Leaders in Your Community and Internal Network23:40 Peer Interviews The Overlooked Hiring Practice29:12 Slowing Down the Hiring Process for Better Results34:55 Building a Tribe and Creating Buy-In40:20 Lessons from Kinder Hearts and Team Culture47:18 One Last Thing Advice for New Leaders52:00 Closing Thoughts and Future AspirationsConnect with us everywhere!

As AI accelerates across recruiting, the firms pulling ahead aren't chasing tools—they're doubling down on relationships. In this Industry Spotlight, Kortney Harmon sits down with Tom Wilson, Partner at Buffkin/Baker, to unpack what actually keeps recruiting leaders relevant as automation, speed, and expectations continue to rise.The conversation explores how client and candidate expectations have shifted across industries, where AI creates real leverage, and why human judgment, context, and trust remain irreplaceable. Rather than focusing on tactics, Tom offers a leadership perspective on building relevance, consistency, and long-term value in a rapidly changing talent market.Key insights you can't miss: • Why relationships—not speed or tools—remain the real competitive advantage • How recruiting strategies must adapt across industries and market cycles • Where AI adds efficiency and where human judgment still matters most • What advisory-led recruiting looks like in a changing talent economy______________________Follow Tom Wilson on LinkedIn: LinkedIn | Tom WilsonFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Real estate investing is full of numbers you can verify.But the part investors struggle with is simpler:Who are the people behind this? And can they actually run the play for the next 10 years?In this episode, we share how JWB builds a team that consistently executes — from the way we recruit and hire, to the culture we protect, to the incentives we align so outcomes stay strong for investors. Join our host, Pablo Gonzalez, and SHRM-CP–certified HR professional at JWB, Laura McLogan.This is a behind-the-scenes look at what most turnkey companies won't talk about:- What JWB does differently in the hiring process (and why it's hard to make it through)- How we recruit and retain A-players inside a small business- The culture and incentive alignment that keeps the team stable — and investors confident- Why “trust” in turnkey investing is built through people, not promisesHow talent density turns into investor returns over timeIf you want a better way to judge an investing opportunity than just “the deal,” start here.Listen NOW!Chapters:00:00 Introduction and Importance of Team in Real Estate01:18 Meet the Hosts: Papa Gonzalez and Laura McLogan02:06 JWB Real Estate Summit Announcement04:01 Building a Strong Team: JWB's Approach11:19 The Hiring Process at JWB13:01 Predictive Index and Interview Process14:39 The Importance of Culture Fit22:20 Tuesday Morning Meeting: A Unique Tradition25:01 Morning Routine and Positive Reinforcement25:19 Core Values and Peer Acknowledgement26:01 Department Visibility and Accountability26:23 Implementing Effective Team Alignment27:32 Shadowing and Hands-On Experience28:10 Intentional Hiring and Long-Term Fit31:29 Client and Employee First Impressions35:29 Recruitment Evolution and Talent Attraction38:58 Building a Great Team with Intentionality46:12 Final Thoughts and Community AppreciationStay connected to us! Join our real estate investor community LIVE: https://jwbrealestatecapital.com/nyai/Schedule a Turnkey strategy call: https://jwbrealestatecapital.com/turnkey/ *Get social with us:*Subscribe to our channel  @notyouraverageinvestor  Subscribe to  @JWBRealEstateCompanies  

In this week's episode, WBBM Noon Business Hour host Rob Hart speaks with Michelle Reisdorf of the Robert Half company and Rick Cobb of 2 Discern about the increasingly challenging job market. They break down how to navigate the current hiring process and how to stand out in the face of AI.

Talent Acquisition is perhaps the most important but also complex part of business. In this podcast I explain the intricate details of this $750 billion market, which is now being transformed by AI. As you'll hear, recruitment is far more nuanced than you may think, so “experts” in HR can do some pretty amazing things. I hope this podcast helps you see the entire landscape and also understand where and why AI can have such an impact. Many tech companies have tried and failed to transform the market (Google Jobs failed, Facebook Jobs failed), yet some thrive and deliver tremendous value. As you listen to this podcast I hope you get a better sense of where this market is going and I encourage you to get Galileo and ask Galileo to explain the vendor market in detail (it is updated almost daily). As always I welcome your feedback and if you have an amazing or interesting story to share, please reach out to us. Like this podcast? Rate us on Spotify or Apple or YouTube. Additional Information The Talent Acquisition Revolution: How AI is Transforming Recruiting (research) AI-First TA Transformation: Join the Revolution! (certificate course) Talent Acquisition Factbook (Benchmark your TA team).   Chapters (00:00:00) - The Process of Hiring and Talent Acquisition(00:07:42) - The 3 Step Process on Hiring Process(00:12:49) - Interviewing the Right People(00:22:23) - One more message about talent acquisition(00:26:18) - A message for recruiters and talent acquisition professionals

When Lew Frankfort joined Coach in 1979, he knew nothing about fashion but he understood people. That skill became the foundation of his leadership and the reason he transformed Coach from a small, overlooked accessories brand into a global powerhouse. In this episode, Lew shares the interview strategy he's refined over decades and written up in his new book Bag Man. He breaks down the questions he asks, the tests he uses, and the surprising single trait he believes matters more than experience or résumé. Learn more about your ad choices. Visit megaphone.fm/adchoices

Saturday Morning Coffee Chats: Real Conversations With Women Leading, Creating & Saying YES Tune in here!Entertaining with Ease Series: Join Wendy in her kitchen as she shares the magic of how to host each of these magnificent holiday experiences for your loved ones. $47 each or purchase the bundle for $150. Nov. 30: How to Host a Tree Trimming PartyDec. 3: Holiday Food GiftsDec 10: How to Host a Cookie Exchange Dec 17: How to Host a New Year's Eve PartyThe Entertaining with Ease BundleWelcome to the Say YES to Yourself! Podcast—the show for midlife women, empty nesters, and anyone navigating life after divorce, burnout, or big transitions. If you're ready to shed cultural expectations, reconnect with your true self, and put your joy first—you're in the right place.In this episode, Wendy sits down with Erin Krueger, author of Capture the Culture and leader of a top-producing real estate team in Nashville. After losing both parents in a tragic accident at 21, Erin built a $2 billion real estate business with one guiding principle: people don't leave businesses, they leave cultures. Her team of 12 women (ages 23-62) has an average tenure of 6 years—in an industry known for high turnover.They explore:Erin's unconventional interview technique that tests for emotional intelligence and attention to detailWhy she takes her team on all-expense-paid trips every year, and the moment she realized appreciation changes everythingThe tools she uses to build sustainable systems that support employee onboarding and work life balanceThis is a must-listen for anyone building a business, a team, or a way of working that values people as much as performance.Connect with Erin:Get her book: Capture the CultureInstagram @theerinkruegerteam ErinKreuger.comCapture-the-culture.com________________________________________________________________________________________ Say YES to joining Wendy for her: LinkedinInstagram: @phineaswrighthouseFacebook: Phineas Wright House Website: Phineas Wright House PWH Farm StaysPWH Curated France Trips Podcast Production By Shannon Warner of Resonant Collective Want to start your own podcast? Let's chat! If this episode resonated, follow Say YES to Yourself! and leave a 5-star review—it helps more women in midlife discover the tools, stories, and community that make saying YES not only possible, but powerful.

10.20.25 Hour 2 1:00- With Mike MacDonald coming to town, we look back at the 2024 head coaching cycle with the Commanders getting Dan Quinn. 22:30- The Washington Commanders will be wearing their Super Bowl era uniforms... And it resembles the old Redskins uniforms. 35:30- What's going on in our lives that has nothing to do with sports?

With Mike MacDonald coming to town, we look back at the 2024 head coaching cycle with the Commanders getting Dan Quinn. 

In this episode, I talk with Ethan Bull, President and Co-founder of ProAssisting, ranked No. 2466 on the 2025 Inc. 5000 list, about his innovative approach to delivering high-level fractional executive assistant services. Ethan shares how ProAssisting's unique hiring and matching process connects leaders with exceptional EAs skilled in both strategic thinking and executive support. We explore the importance of mutual respect, curiosity, and clear communication in creating strong client-assistant relationships, as well as how these values reduce churn and drive success. Ethan also opens up about managing tough conversations and maintaining financial transparency and effective communication in his partnership with his wife, Stephanie. This conversation offers valuable insights for business leaders looking to elevate their leadership and maximize the impact of executive support. 6:41 Leadership Principles at Pro Assisting 13:12 The Role of Executive Assistants 16:28 Tough Conversations and Culture 23:47 Working Together: Business and Marriage 26:18 Conclusion: Insights on Leadership Redefining Executive Support In this episode, I sit down with Ethan Bull, Co-founder of ProAssisting, a company providing high-level fractional executive assistant (EA) services to businesses across the United States. We explore how ProAssisting differentiates itself from traditional virtual assistant services by focusing on top-tier talent capable of both strategic thinking and executive support. Ethan shares insights into their rigorous hiring process, emphasizing the importance of pairing clients with assistants who not only excel in administrative tasks but can also contribute to broader business strategy. This approach ensures productivity, long-term success, and meaningful partnerships between clients and their EAs. Respect and Relationships Mutual respect is at the heart of ProAssisting's culture. Ethan discusses how fostering respect between clients and assistants leads to stronger collaboration, higher satisfaction, and reduced churn. He explains the value of emotional and interpersonal intelligence in executive support, sharing examples of how assistants who prioritize empathy and understanding create more productive relationships. By aligning expectations and cultivating trust, clients and assistants can work together seamlessly, driving growth and enhancing organizational performance. Curiosity and Tough Conversations Curiosity is a cornerstone of effective leadership and executive support. Ethan emphasizes how asking thoughtful questions and actively seeking to understand client needs strengthen communication and alignment. We also dive into managing tough conversations, including how assistants can “manage up” and navigate shifting priorities while maintaining context and empathy. By approaching challenging discussions as opportunities for growth rather than obstacles, both assistants and executives can enhance collaboration, improve decision-making, and create a more resilient work environment. Lessons from Partnership Toward the end of the episode, Ethan shares insights from co-founding ProAssisting with his wife, Stephanie. He reflects on the importance of financial transparency, open communication, and structured processes in both business and personal partnerships. Their experience highlights the challenges and rewards of working closely with family while maintaining professional boundaries. Ethan's lessons provide practical guidance for business leaders looking to foster strong partnerships, whether with family, co-founders, or key team members, and underscore how these principles can enhance leadership effectiveness and organizational growth. Key Takeaways This episode offers a comprehensive look at how respect, curiosity, and open communication can elevate leadership, optimize executive support, and drive meaningful growth. Business leaders seeking actionable insights to refine their leadership style, strengthen client-assistant relationships, and maximize organizational impact will find this conversation particularly valuable.