Podcasts about internships

Three months before starting his new job, Luke's offer was rescinded. He had already graduated—and turned down his investment banking return offer. Suddenly, he had nothing. In this episode, Luke shares how he rebuilt from zero, leaned heavily into networking, and ultimately landed an equity research role at Redburn Atlantic, now part of Rothschild & Co. From studying at LSE and Imperial to exploring investment banking and consulting, Luke breaks down his unconventional path into equity research, the coffee chat that changed everything, and the lessons he learned along the way. Whether you're pursuing equity research, investment banking, consulting, or another competitive finance career, this episode offers a real look at how persistence, networking, and taking calculated career risks can pay off.

Recorded underground at the University of Arizona's San Javier Underground Mining Laboratory during the 48th Annual Intercollegiate Mining Games, this episode of Mining Minds features Robbie Yordt, a systems engineering student building a path into mining engineering. Robbie grew up in San Diego with a love for the outdoors, Scouts and hands-on learning. He entered college interested in aerospace and mechanical engineering, but an invitation to an SME student meeting - and the welcoming mining community he found there - changed the direction of his education and career. He shares what attracted him to mining, including the people, the scale of the work and the industry's commitment to safety. Robbie also explains his student-operations role at San Javier, his crushed-stone internship experience in Southern California and his upcoming underground engineering internship with Redpath at South32's Hermosa project. IN THIS EPISODE ·      How SME and MineXchange introduced Robbie to the mining industry ·      Why exposure can matter more than experience for the next generation ·      The importance of authentic mining outreach and storytelling ·      Hands-on student learning inside the San Javier underground laboratory ·      What systems engineering can contribute to mining operations and equipment ·      Robbie's goals for a career built around good people, meaningful work and time outdoors YouTube- https://youtu.be/qza7xFpIKNU EPISODE SPONSORS Safety First Training & Consulting - https://safetyfirstelko.com Walsh Reclamation, Inc. - https://walshreclamationinc.com Motor Mission Machine & Radiator - https://www.motormission.com Learn more about Mining Minds and explore additional episodes at https://miningmindsllc.com. Content advisory: This episode contains explicit language. Listener discretion is advised. Chapter titles and short notes 00:00  Cold Open: Learning Through Failure Robbie discusses making mistakes safely while gaining hands-on experience. 01:45  Meet Robbie Yordt Meet the systems engineering student building his future in mining engineering. 03:09  San Diego Roots and the Outdoors Robbie shares how Scouts, camping and outdoor leadership shaped his interests. 06:02  From Aerospace to Mining An SME student meeting and MineXchange changed Robbie's career direction. 08:21  Mining's People, Scale and Safety The camaraderie, equipment and safety culture that attracted Robbie to mining. 15:36  Reaching the Next Generation Why students need accessible opportunities to explore mining at their own pace. 17:04  Marketing Mining Authentically Using real people, images and stories to introduce mining without forcing the message. 23:25  Internships and the Hermosa Project Robbie discusses crushed-stone operations and his upcoming Redpath internship. 25:54  Student Operations at San Javier Hands-on learning, student access and underground projects at the laboratory. 31:26  Systems Engineering and Robbie's Future Robbie explains systems engineering and shares his equipment interests and career goals.

It's GCSE results day! After two years of hard work, students around the Rock have found out their grades. We'll be hearing from students and teachers.The Ornithological and Natural History Society is celebrating its 50th anniversary. General Secretary Dr Keith Bensusan joins us to look back at five decades of conservation on the Rock.And, the Nautilus Project has been running an internship over summer.The charity's Alex Sanchez Soiza will join us with some of the group's interns. Hosted on Acast. See acast.com/privacy for more information.

SOCIAL WORK NEEDS MORE MEN | Katrina Boone on Careers, AI, Internships & Private PracticeWhy should more people, especially men, consider social work right now?On this episode of Diversified Game, Kellen Coleman, M.A. sits down with social work educator and field education leader Katrina Boone for a powerful conversation about careers, internships, private practice, AI, ethics, community service, financial literacy, and what it really takes to become effective in the profession.Boone explains why social work is much broader than therapy. Social workers can work in clinical practice, case management, policy, leadership, forensic social work, community organizations, and macro practice. She also explains why the profession needs more men, including Black and Hispanic men.The conversation gets practical. What separates a student who simply completes field hours from one who maximizes the experience? Why do ambitious interns need to slow down and focus? Should social work students bill for services? And how much experience should someone get before opening a private practice?Boone also addresses AI. Her position is clear: AI is here, so social workers need to learn how to use it effectively and ethically, with guidelines and guardrails. It should be an aid, not the final product.The episode closes with lessons on financial literacy, community service, empathy, and one of the most important principles in helping professions: it is not only what we say, it is how we say it.TIMESTAMPS26:34 Official interview begins28:06 Why social work matters right now32:40 Why social work needs more men34:35 What makes a successful social work intern37:31 Why ambitious students need focus39:17 Why students should not bill for services40:59 Experience before private practice48:23 AI dependence and social work49:31 Using AI ethically in social work54:30 Financial literacy without judgment57:49 Empathy, diplomacy and communicating with clientsGUESTKatrina BooneSocial Work Educator and Field Education LeaderLearn the mindset and moves that lead to real results. Please visit my website to get more information: http://diversifiedgame.com/

As AI handles more routine work, how do young accountants develop judgment, communication and leadership?Accounting ARCWith Donny Shimamoto and Liz MasonCenter for Accounting TransformationThe accounting internship is due for an upgrade.For decades, internships often give aspiring accountants their first real taste of the profession by dropping them into the work: Learn the process, complete the assignment, survive busy season and figure out the unwritten rules along the way.But as artificial intelligence takes over more of the entry-level work traditionally assigned to new accountants, Donny Shimamoto, CPA.CITP, CGMA, and Liz Mason, CPA, argue the profession needs to reconsider what an internship is actually supposed to teach. MORE Accounting ARC: The CPA Career Nobody Talks About | Conference Season Exposes Accounting's Knowledge Gap | The Feedback Mistake That Costs You Your Best People | Is Your Boss Really the Problem? | Most Accountants Are Missing This AI Shift | AI Can Fix Your Workflow—or Break It in Seconds | Efficiency Is the Wrong Goal for AI | Accounting's Hidden Talent Risk: The Sandwich Generation | Built Fast. Sold Faster. Broken Later? The Truth About Accounting Tech | Recognize When You Need to Recharge Before You Burn Out In this episode of the Accounting ARC podcast, Shimamoto, founder and managing director of IntrapriseTechKnowlogies LLC and founder and inspiration architect for the Center for Accounting Transformation, and Mason, CEO of High Rock Accounting, explore why tomorrow's accountants need more than technical proficiency.They need what Shimamoto calls "power skills."

Sheldon Poon, Founder of Drive Marketing, helps established brands go from Wholesale to D2C through performance-driven advertising grounded in data, technology, and human expertise. He is driven to build a company that reflects his values—one where people enjoy their work, have flexibility and autonomy, and continuously learn from and teach one another. In this conversation, Sheldon introduces The A.I.D.A. Framework—Attention, Interest, Desire, and Action. He explains how businesses can eliminate friction across the customer journey, use clean data to improve AI-powered campaigns, and balance automation with human strategy. Sheldon also discusses why genuine relationships are driving B2B growth, how AI is reshaping internships and early-career development, and how Drive Marketing helps successful wholesale brands build direct customer relationships without jeopardizing their valuable retail partnerships — Go from Wholesale to D2C with Sheldon Poon  Good day, listeners. Today, I have Sheldon Poon as our guest. He’s the Founder of Drive Marketing, a Montreal-based paid ad agency specializing in performance-driven marketing with a heavy emphasis on using data to make informed strategic decisions. Founded in 2013, Drive Marketing positions themselves as a technical-first partner that bridges the gap between business goals and technical execution. So they’re not a creative agency. They are a technical agency improving your ads. Sheldon, welcome to the show.  Yeah, thanks for having me, Steve. I’m happy to be here. Yeah. Great to have you here. And my first question is, what is your personal why, and how are you manifesting it in the business? How are you contributing to human flourishing?  That’s a very big question for a small ad agency.  It is.  Yeah. So when I first started the company, I kind of, like a lot of entrepreneurs, right, it came from me kind of looking at my life and where I was in my career and kind of getting frustrated at what I was seeing with my day-to-day job. So I was in a very, very privileged position. I was able to take a bit of a sabbatical from my day job where they held my position, which was great, because if everything went downhill, I could always just jump back to my job.  And I was like, “You know what? Like, I have an opportunity here. I’ve always wanted to start a business.” But because I had been working for somebody else for almost, at that point, I think like a decade and a half, I had a lot of experience, and I saw a lot of things that I was like, “This is what I don’t want.” So when I started my company, my internal mission and vision was to build the company that I would want to work at, to build the company that is kind of true to myself and my values, and something that I would enjoy going into day to day.Share on X And then what does all that mean? So the company that I wanted to work at, as I started working and hiring people, what I found was I wanted to have flexibility in my schedule. We treat everybody on the team as an adult. Everybody’s responsible for their workload. And as long as they meet their deadlines, I don’t care when you’re clocking in, clocking out. I’m a night owl. I like working till like midnight, 1:00 a.m. I don’t like doing mornings, so I’m often coming into the office late.  A lot of my team are doing the same thing. Some of them are early risers, and they like to leave early to have their afternoon free. So as long as everybody’s more or less—everybody’s on top of their tasks and more or less working during the day so that we can have our interactions and meetings, that’s perfectly fine. Another thing I think that's core to what I wanted to build was that I've always been very passionate about learning and teaching. In another life, I was teaching high school.Share on X  And when I started building the company, one of the things that we made very clear when we’re hiring is that everybody on the team learns because they’re passionate about what we’re doing. And everybody on the team teaches. Even if you’re just an intern coming in, we need to know your perspective because you’ll have a different perspective than me, who’s been doing this for like two decades, where I’m kind of blind to maybe some of the newer stuff that’s happening or some of the stuff that’s like on the ground.  And I want to know when I talk to our interns, when I talk to our juniors, like, “Hey, guys, what are you seeing?” Like, you guys are—you guys are like 20 years younger than me in some cases. Like, I want to know what’s going on with the kids. My personal, like, kind of like personal why of this is that it’s not so much about the end goal. I want to make sure that I enjoy my day-to-day, I enjoy what we do, and I’m not going to pull my hair out going into the office. So, like, I think we built something where everybody on the team is excited to work on stuff because they’re doing the work that they would want to be working on.  They’re learning the stuff that they would want to be learning, and then they get to implement it in a way that is impactful for the company, for the client, for what we’re doing. And my challenge as a leader is to figure out, okay, how do we take that exciting stuff and make it so that it generates money for the company so that we can all continue doing this? Yeah, this is very inspirational. I love it. You’re tapping into people’s curiosity, desire. I like the learning organization idea as well. So do you have a framework for this? Because this podcast is all about frameworks.  Yes.  How can someone create something like that? What are the steps to create it?  So it’s not one framework. Like I said, I’m very passionate about a lot of different topics, and one of the things that’s a personal interest of mine is just business. So, like, looking at business case studies, and from that you start seeing what works and what doesn’t. It’s a lot of different frameworks kind of layered on top of each other for various reasons. For the practical ad side, what we do for our clients strategically, there's a framework there that we like to use called AIDA. So attention, interest, desire, action.Share on X  Very standard funnel. The idea is that the reason we like using this is because when you break down the customer journey, this process is just logical. It’s been proven time and time again. If you’re going into Marketing or Business 101, this is one of the first things that you’re going to learn about. Like, what is a funnel? A funnel is, you know, the client’s never heard of you before, and you do something to grab their attention.  Now they’ve heard of you, but that’s not enough. You have to have many touch points, and you have to build interest. So, like, once they’ve heard about you, you got to make sure that it’s a good fit and they’re interested in the pain point or the thing that you’re fixing for them in their lives. And then if you hit them up with that interest message often enough, they’ll start imagining how their life is better with your product or service, and that creates desire. And then once you continue hitting them up at desire, as long as you don’t have any friction between the desire piece and the final call to action, then you’ll get that action at the bottom.  And the thing that people talk about, like, there’s a lot of people that talk about this framework, but I don’t think they’ve studied it properly. Because when you actually look at the history of it, this framework was first introduced in 1898 in a magazine that was talking about ads. This framework arguably predates the term marketing. And when you think about how that framework looks in modern day, it’s changed a lot, right?  When you were running ads in the early 1900s, you could get away with saying whatever the heck you wanted and making whatever wild promises just to get people’s attention. The way that you did it was you maybe had, like, some sort of print or some sort of, like, literally talking to people, getting them to show up to a convention or an expo back in the day, and having those interactions with their audience.  Fast-forward over 100 years, and it looks very different how you grab attention today. Paid ads. People talk about SEO. People talk about viral content. It’s very much changed. What hasn’t changed is the framework. So what that tells us is that human behavior, right? So the framework is based on human psychology: attention, interest, desire. These are all things that are, like, within the human experience. That has not changed. What’s changed is the other end. The technology has changed, so how you implement that.  So the strategy is still the AIDA that we use, right? But our tactics are constantly changing. Now we’re looking at AI. The new thing about ads is that Google just announced that they’ve added an extra option next to PMax, which is the AI option, so that you can actually start showing up in Gemini. So now this has changed our tactics. But our strategy is still based on this human psychology. That's the framework over on kind of the front end.Share on X And then, like I said, we have a bunch of other frameworks. I don’t know how much you want me to get into it, but for hiring, for internal processes, for all sorts of things.  Yeah. No, no, no. I love it. I love the AIDA. It’s been a long time I heard about it, and I love the simplicity of it, and I think it still works. So you mentioned something that really interests me. You said that you grab the attention, interest, building the desire, and as long as there’s no friction in the desire, then you’re going to get—the call to action is going to work. So what do you mean friction, and give me some examples of what it could look like.  So when you’re talking about AIDA and you’re talking about funnels, especially when you’re talking about online, it’s all very, very quick, right? So there’s a couple of terms here. So when you’re at top of funnel, your main thing is—it’s called a funnel because at the top it’s very, very wide in terms of the audience you want to hit up, and you want to try to get out to as many people as possible. So a lot of people, when they’re thinking of marketing, they’re thinking of the top of funnel, whether they realize it or not.  Further down is you’re trying to get a more complex message across. So the practical way to think about it is at the top you’re trying to run ads that’s just very flashy and getting people to stop the scroll. So if they’re on Instagram or something, you literally want them to stop, and you want them to read a quick thing that gets them to click. Once they’ve clicked on it, they’re ending up on a landing page, and that landing page has information that hopefully connects to the audience in a meaningful way, and they’re interested in reading more.  An example of friction would be if you click on an ad that’s purple, and then you end up on a landing page that’s black and white or red. That difference in color, that difference in style creates a friction point that psychologically, it makes the person pause and go, “Wait, did I just end up on the wrong page?” So when you have, like, a very close alignment between each of those levels, it reduces the friction and increases the chances that people will go down.  So the most important friction point that people need to be aware of is, like I just talked about the top of funnel, the opposite end, the bottom of funnel, is where there's the highest intent.Share on X So you can imagine at the top of funnel, because people have never heard of you before, their intention to buy from you is probably very low or very limited because they don’t know you yet. But once you’ve done all that work to get to know them and create a relationship with the brand, you’re at the bottom of funnel, and that point is critical.  You need to make sure that by the time you’ve warmed them up and everything’s ready to go and the target person is very interested in taking that final step, that somebody else doesn’t come and grab them. For example, like, the very real-world example. If you think about some of the biggest marketing companies in the world, so let’s take McDonald’s and Burger King as examples, right? Because everybody knows those brands. If McDonald’s has taken so much effort to be on billboards and be in front of you, and you’ve seen the brand and you know it, and you’re walking down the street and you’re hungry, and then at that moment of intent, as you’re walking around downtown, you’re like, “I could go for a quick burger right now,” and you know that you’re looking for a McDonald’s, but as you’re walking, you come across a Burger King, you’re like, “Yeah, that’s close enough.”  And then you’re going to walk into the Burger King and do the transaction there. Online, what that looks like is when somebody is doing that final search. So let’s say Summit OS is selling T-shirts, and you’ve done a bunch of work and people love the brand and they’re looking for a specific type of T-shirt that you sell, but they can’t remember quite exactly what it is. They’re like, “Oh, I think it was Summit OS something T-shirt.” And then when they type that in, somebody else’s sponsored ad comes up.  Well, now they probably grabbed that traffic that you took all that time to warm up. If you end up on the landing page, when you scroll down to the bottom, okay, I want to buy this T-shirt. I’m happy with everything that I’ve seen, but now you’re asking for an email, you’re asking for, like, a bunch of things. You click on a button, it doesn’t work. Those are extra friction points that prevent a person from taking action. When you’re looking at the entire funnel, you got to make sure that from a technical standpoint, from a user experience standpoint, from a getting-in-front-of-them-in-the-right-moment standpoint, everything hits, especially in this digital economy where everything’s very, very fast.  So anything that goes wrong, anything that creates a question, anything that creates a frustration point or any opportunity for somebody else to come in and grab that traffic at that moment of intent, those are friction points that you want to address and you want to track and you want to find. And you can imagine how there’s a lot of complexity in that. There’s a lot of testing, there’s a lot of work to make sure that that doesn’t happen.  That’s fascinating. Do you have a process for how you do this, how to eliminate frictions?  Yeah. We have a team that does QA and walks through the entire thing and has to do constant testing because what we’ve seen is a lot of other agencies are using AI tools and shortcuts. And lo and behold, a lot of these tools don’t work and they give back false positives, false negatives, and it’s not as good as just taking the time to go through the funnel yourself and make sure everything’s working properly. And it sucks because it’s a lot of work, but that’s how you get the best results, is just by having someone double-check it.  And it’s not to say that we don’t use automation. Like, we use a ton of automation, we use a lot of tools. But the final QA is a lot of the time us and the client going through, like, “Okay, everybody, before we hit go, let’s just all go through this before we spend, like, you know, 10K on this and just make sure that everything’s working properly.”  Yeah. Love it. Love it. So you’re building this ad agency, a technical agency, so you focus on making the flawless experience. What drives growth in your business?  That’s a good question. That’s something that, honestly, we’re struggling with a little bit. So if anybody’s following me on social media, I’ve been doing a short series. I’m probably going to finish it off soon, but it’s called Watch Sheldon Struggle to Grow His Agency. And it’s literally how I’ve been trying to figure out how to crack lead generation for ourselves and our journey through, like, where we were maybe about a year ago to where we are today.  And we’re still trying to answer that question for ourselves in terms of, how do we get more leads and more clients in a very difficult economy, in a very difficult time? And we’re trying to figure that out. And people can look up our case studies. I think we’re quite proud of the work that we’ve been able to do, and having that technical know-how has given us a huge advantage in terms of performance numbers. And that alone, in the past, through my network, was enough to keep us busy because people would just seek me out whenever they had a problem with their technical stack or their ads.  I’d say in the last maybe 18 months or so, like a lot of other agencies, the word-of-mouth stuff has kind of dried up, where people are kind of, like, holding back their spend. We’ve had a bunch of contracts that were put on hold because of the economic situation around the world. Nobody knows what’s going on. Everybody wants to hold back spend. Everybody wants to sit and wait. So even though people are still contacting me, the flow of projects has slowed down because people are more hesitant to pull the trigger and go. It’s also taking longer for us to have these conversations. Because that organic piece kind of slowed down, we’ve been trying to find inorganic pieces.  I’ve been doing more networking. I’ve been trying to figure out building out our own funnel, which we should’ve done years ago. The thing that’s driving growth for us right now is probably the things that are not scalable, right? In the age of AI, when you’re working with a business, you want to be working with a person. Like, nobody wants a partner who’s just a machine. So doing the things that are not scalable means really doing the things that are human, having human interactions, having human conversations, going out for coffee with people, meeting people at conventions and workshops and, you know, like, literally just getting our name out there in a way that is more human and just having real conversations.  And despite all the other testing that we’ve done with the cold emails, with the ads, with this, that, and the other thing, like, that seems to be the thing that’s working the most, is just kind of putting my name out there and saying to people, like, “Hey, if you have a problem, come talk to me. We’re not necessarily going to have a contract together, but hopefully we can have a quick coffee and I can at least get you past a technical hurdle.  I can give you some insight into what you’re struggling with and give you a hand.” And that kind of goodwill has led to more conversations and more contracts and new contracts than anything else that we’ve done. For our clients, because our clients are more direct-to-consumer, so they’re usually bigger brands that are selling a quick product, quick service to the general public. They’re not B2B, they’re B2C. On that front, it’s literally what we just talked about, following the AIDA playbook, making sure the funnel’s good, making sure the ads are firing, making sure the data’s there, and then that’s how we get our crazy numbers, like 12X return on ad spend, you know, 14X return on ad spend.  That’s just following the system and doing the work. So for our clients, we have it under control for their growth. For our own growth, for the B2B side, that’s where I’m realizing that, like, we need to step away from all this AI noise, and people are trying to do these AI BDRs and all these things, and it just doesn’t work because people want to have a real human conversation.  Yeah. No, I totally see the same thing. The easier the automation, the more it just becomes noise.  Exactly. It’s democratized automation, which means that, like, it’s no longer the thing that stands out. You have to do something different.  Yeah. And people are becoming resistant, and they recognize if something is AI-created, and they just tune it out, right?  Yeah, exactly. Exactly.  Yeah. It’s fascinating. How much of your time is actually spent on networking and doing the human things as opposed to running your business?  I’m very fortunate that my team mostly runs the day-to-day at this point, so I’m spending most of my time doing all the other stuff. So, like, trying to do the networking, trying to get our name out there, and then everything else is just admin and paperwork. So in terms of actually running the day-to-day of the company, our head of operations, Brent, does a fantastic job of running the team.  Jack, our head of marketing strategy, does an amazing job of making sure the ads are firing properly. Whenever I get involved in the day-to-day, they get annoyed at me because I’m like, I’m coming in, I don’t know what’s going on, and my hair’s on fire. I’m trying to do X, Y, Z, and then I jump out and I just create chaos. So most of the time they’re telling me, like, “Yeah, listen, go out and talk to people. We don’t want you at the office. We don’t want you doing the work.”  So how fast is your product evolving?  Oh, constantly. I mean, the way that I explain it to people, right? A lot of people right now, especially running ads, right? Because that’s our core product, that’s our core service, is running ads and making sure that we maintain that competitive advantage for our clients. Because of the advent of AI, everything’s constantly changing. Already it was a very technical space because a lot of people seem to think that whether or not your ads do well, they think it’s a creative exercise, and I think it was up until about eight months ago.  But today, I would argue that it’s skewed, and it’s more of a technical exercise. Because these ad platforms are running AI algorithms, the quality of the data that you feed into it now is more important than ever. And like I said, there’s been a lot of changes in the last few months to the point where now it’s no longer about how good your content is. It’s about how good your targeting is, how good the data you’re feeding it is, how good your audience is kind of reacting to it, and then making intelligent tweaks to your content based on the feedback that you’re getting back from the AI.  So these are things that are constantly evolving. Like I said, even though the strategy doesn’t change, the tactics and the technology is a constant change. So the AI thing that I was talking about where Google just released or just opened up the option to do advertising with AI responses, that’s less than, I think, three months old. So that’s the new thing that we’re now testing with our clients to see how is this working, how is this working.  The other thing too is that the way I describe it, a lot of people now—the new thing that we just noticed within the last few months—is that people are saying, like, “Oh, I can just use an AI agent to set up my ads.” But these AI agents are based on large language models, right, the LLMs. And the way that large language models work is that they’re trying to give you a statistically accurate response, which is great for certain things, not so great for other things. So the way I tell people is that if you were to take an LLM, again, which is what most of these agents are based on, you were to graph all the possible responses for accuracy, what you would end up with is a bell curve, right?  And on the bell curve, you have on one end, you have these are all the answers that are definitely wrong. And on the other hand, these are also answers that are, like, they’re novel, but we don’t know how accurate they are. And then in the middle, at the top of the bell curve, right in the middle is the statistical most accurate response that it thinks it can give you. So it’s always going for that statistical middle with these LLMs. So when it’s setting up ads and it’s doing strategy, it’s going for what is most likely the safe result, right?  The least interesting.  It’s the least interesting.  Yeah.  Now, when you’re running ads, right, it’s a race. My background is in software and computer science, so when I’m doing coding and I’m using Claude Code, I want statistical middle. I don’t want it trying new things with my code. I don’t want it to be a bad programmer like a junior, but I don’t want it to be doing stuff that’s so advanced and novel that it’s not tested, it’s going to break. I just want the middle, right?  Engineering middle. But when we’re running ads, it’s a race. And if you’re in the middle of the pack in a race, you’ve lost. So one of our big advantages is that we’re using a lot of AI for automation. We’re using a lot of automation tools to do our day-to-day. But when we’re coming up with a strategy and building out the ads, it’s a human that’s doing that because we want to be at this far end that’s going to be ahead of everybody else. We don’t want to be middle of the pack.  So from that sense, it’s constantly changing to keep on top of these things to figure out what’s new, what’s going on. The ad platforms are changing constantly because, you know, the way that we interact with the internet is changing constantly. So, like, yeah, it’s constant, it’s a constant race.  So, but doesn’t that also bring you back to the creative part?  It does.  How to be creative, maybe not design-wise, but some other way?  It does, but in a way that I think a lot of creative agencies don’t understand. Because a creative agency will focus on the story, and they will focus on, you know, telling a good story, and they are thinking, if I can put it this way, they’re thinking very linearly. So one of the big mistakes that we see, like I talk to a lot of other agency owners, and every once in a while I help consult on the side, just to give them some advice in what they’re doing, what’s working and what’s not.  And one of the things that I see a lot is that a lot of these agencies have not understood how the new PMax campaigns and how the new Advantage+ campaigns work, so they’re working against the AI algorithm. So a lot of these other agencies, they’re more content than they are technical. So what they’re doing is they’re trying to tell a good story from the content, and then what they’re trying to do is they’re trying to find the demographic that they think will match with the content. So they’re content first, right?  So what they’re trying to do is, if they’re putting together a story for a product, they then in their heads think, “Okay. Well, I think I need to go for, you know, women living in suburbs that are between this age and this age and this income range and are interested in XYZ thing, and that’s how I’m going to set up the system, and then they’re going to see my ad, and then there should be a connection there.” That’s not how it works anymore. So in that setup, I can see how it’s super important to understand the story and get all that done.  The modern way that we’re doing things that’s different is that when we’re building out our content, we work with the content agency or we work with the marketing team to say, “What is your interest piece that’s going to get people to stop scrolling? What’s the interest piece that’s going to get people to want to read more? How do we build that desire for them? And then give me those in different assets, different pictures, different videos, different texts, different descriptions, different headers.”  What we then do is we take all of that content, and we put it into an asset library on PMax. So what we do is instead of telling PMax to look for XYZ demographic, we don’t tell it to do any of that. We let it go broad, and it does the opposite. What it does is, and of course, this is after the caveat. We’ve already set up the landing pages. We’re collecting all the data. We’ve tested all that. The data modeling is solid, so the entire funnel, all the micro actions, everything, we know that is being fed cleanly into the system, because that’s important. What the system’s then going to do is it’s going to, like, not just A/B test, but it’s going to take every combination that it can think of with all the different assets, with the videos, the text, the this and that and the other thing, and it’s going to start testing all the different combinations quickly.  And mixed in there is all the interest, attention, desire, everything. The algorithm is then going to figure out, based on all the data points that it has on us, it has, like, 57,000 data points, I think, Meta has on us. When a user has this pattern of data, they seem to resonate with this combination of assets. This pattern resonates with this combination. So bit by bit, what it does is it will start creating audiences for you that resonate with different kind of, like, asset packages. And then lo and behold, what we see is that emergent is the attention content all gets grouped together, and now we have an audience that’s ready for attention.  The interest piece, this is all the content that we had flagged for interest. Here’s our interest audience. And then the AI is basically working to figure out for you, not based on anything other than random data points and patterns, what is the audience for you? And then it’ll be able to then say, “Okay, now that we have a pattern to look for, we have, like, another 100,000 people that match this pattern and we can start advertising to them. And that’s the proper way to do it. But the thing that people are uncomfortable with is that it’s a black box. We don’t know what their demographic is. We don’t know where they live on the internet. We don’t know what their interests are. We don’t know any of that. It’s just random data points and math that has created this audience for us. And if you were to extract those people and put two or three of them next to each other, you’d go, like, “I don’t understand why these people have anything in common.”  But somewhere in the data, the data is signaling that they are going to resonate with your content. So this is what I mean. Like, the content is still important, but I think it’s skewed, like, a little bit. I’d say, like, now it’s, like, 60% data and math and 40% content, whereas before, it was much more heavy on the content side.  Very interesting. And this is how your platforms will find the lookalike audience based on your sample audience?  Exactly. Exactly.  Yeah. That’s fascinating. So other than the lead generation, what’s one thing that you’re actively trying to figure out in your business?  Other than that, we’re just having a lot of fun with all these new AI tools. I’m getting a few members of my team working with Claude. A few of us are working with ChatGPT. We’re trying to see, like, what these platforms can do, what are the things it can automate. I think one of the really cool things is now something that used to take, like, weeks to create code around, it can be done in an afternoon.  So it’s like, as soon as we identify a business problem, something that my team has to do, like, you know, three or four times a week that slows us down, now I can tell my devs, like, “Hey, guys, like, this is a business problem that we have. Can you guys just come up with a quick tool to do?” And we can build it, and we can just have it. So we’re trying to experiment more and more with how we can kind of speed up our development process.  And because we’ve been developing for so long, there’s a few things that are kind of like the—a few of the standard ways to run a development team that are now starting to be questioned because these LLMs are getting better and better at taking over some of these mundane tasks, that we’re starting to revisit what is our QA strategy when we’re actually coding. Like, what’s a more important skill set? One of the things I think that we’re trying to navigate right now is what is our hiring process for interns going forward?  So in the past, when we were looking for juniors and interns, the skills that we were looking for was like, what is your ability to figure out the answer to this question, right? Given a complex question, given a complex task, how are you going to be able to figure out how to solve this? Because of the rise of LLMs, finding the answer is no longer as important as asking the smart question. And the challenge that we’re facing right now is that asking a smart question requires critical thinking. A lot of critical thinking requires experience. The best critical thinkers have decades of experience behind them. How do you get that from an 18-year-old who’s coming from school?  They literally have no experience. That’s why they’re coming to us as interns. So we’re trying to figure out, like, okay, how do we square that? And we’re very proud of the internship work that we do. It’s a way for us to give back to the community. We work with a lot of the colleges and universities in town. Like I said, I myself came from having taught high school, and I’m very passionate about education, so I want to do good by that industry, by those students.  But we’re having a bit of a hard time because we don’t want to necessarily disadvantage them, but we’re also trying to figure out how do you find a good critical thinker among kids with no experience. So that’s probably the thing that we’re trying to figure out right now.  Yeah. That is fascinating. And that is a big issue for young people coming up, how to get those internships. Internships are harder to get, and probably this is the main reason for it, because people use technology to replace the inexperienced people.  The bar has definitely gone much higher. And again, we’ve experienced this as well, where, like, we’ll have a task, and we can ask an intern to do it, and they’ll kind of, you know, grudgingly figure it out and do it. But if it’s a critical task that needs to be done, that same exact task can be handed off to an LLM, and it’ll just get it done. Yeah. It won’t be amazing quality the way that, you know, a senior developer will do it, but it’ll be good enough, and it’ll be probably better than what the intern can do.  So if you’re only looking at the task from a purely productive lens, well, I’ll get a better result from the LLM, so then the intern has no purpose. We’re having to reshape the way we think about this, where if we are truly building an internship program, at that point, it’s not about the productivity, it’s about the learning that the intern gets out of it. So it becomes a teaching thing. So we have to be okay with handing off this task to the intern, knowing that an LLM could probably do a better job.  But they need to learn how to do it first so that they can rise above it. And I think what we’re seeing right now is that companies are not mandated to teach. They don’t care about the learning of the intern. They care about the production of the thing. And in the past, it was cheaper to get the intern to do it because there was no other option. But I think companies are realizing, like, well, we can just have the LLM do it, and it’ll be better and faster. Why do we need the interns? And that’s why these opening early positions are not being handed out anymore. The problem with that is that you don’t get senior-level people without training them up as juniors, and we’re giving all of that learning opportunity to machines.  Yeah.  So what does our future look like with that gap? What does the future look like for these kids coming out of school? Like, these are all obviously much bigger questions than my company can ever answer. This is a bigger societal question, but this is what we’re seeing kind of on the front lines, having a very strong internship program. We’re struggling with this idea, like, where is this next generation coming from?  That’s scary. That’s very scary. So who are the ideal clients that, if they listen to this podcast, you want them to contact you? Yeah. So basically, our biggest successes are with brands that are very strong on the wholesale side and are already in retail stores. So a lot of times what happens is you have a company that does an amazing product. They’re already in Walmart, they’re already in Costco, they’re already at Winners, and they have built up a very successful wholesale B2B business. They then launch a Shopify store, and they want to start getting the brands and start building a relationship directly with their consumers.  And then they’re realizing, like, “Oh, this is a different game, and we’re struggling.” And then at that point, it’s easy for us to come in and help because they have a strong offering already. They have a wholesale side that can drive their growth. And our job is to make sure that we start help building out that direct-to-consumer side by making sure that all of the data is mapped out properly. We like working with companies like that because they already have a very good idea of their marketing, why their product is successful.  They know which products are successful and not, so we can skip a lot of the learning part, and we’re just putting a megaphone on their existing brand and their existing offering in the most efficient way possible to make sure that, you know, right away out of the gate, that their D2C business is going to be just as strong as their wholesale business.  Yeah. Oh, that’s fascinating. So essentially, you pick those companies that have a good product already because it’s tested in wholesale channels and the Costcos and Walmarts and the Amazons of the world, and you help them tap directly the consumers through very targeted advertising.  Exactly, exactly. And then once we have that basic foundation set up, then we start doing interesting things like, how do we get the newsletters out? How do we help them get their marketing team to have more of a direct relationship with their end customer? Because when you go to a Costco or you go to a Walmart and you pick up a product, what happens is that the retailer holds the relationship, right?  It’s a way to help them offset that. And it’s kind of a tightrope that we have to walk because we recognize that the relationship with the wholesaler is still key. So whatever we do, we have to be conscious that we’re not going to upset that balance.  Yeah.  And that everybody’s winning, everybody’s making money, everybody’s growing, nobody’s getting upset with one side or the other. So because we’ve had experience working with national brands, we are positioned to understand what that relationship looks like. We know from our client side what it’s like when they’re talking to the Costco rep, what it’s like when they’re talking to the Walmart rep, what those subtle differences are in culture, and what we need to be aware of because, you know, we want to make sure that nothing that we do on our side jeopardizes that relationship.  Yeah. And then the big companies—what they want is they want to commoditize you, and they want to control the relationship, the brand. They want their white-label brand on top of your product. Yeah.  Which is their right. I mean, they’re the retailers. They’re the big guys.  Yeah. If you don’t build your own brand, then you’re going to slip into the white label because you have no leverage over the big, big stores. But if you have a strong brand, you have leverage, and then the whole relationship works better. So it’s very interesting. Okay.  So if people would like to learn about how they can do that, how they can go from wholesale to D2C, and would like to learn about how you can help them, where should they go and how can they contact you?  Yeah, so there’s a lot of information on our website, so drivemarketing.ca, so the Canadian extension. Yeah. And then I think I’m the only Sheldon Poon that’s really active on LinkedIn. I think there’s one other one that’s maybe in Hong Kong somewhere, but that’s not me. He’s, I think, an older guy. So if people look me up on LinkedIn under Sheldon Poon and just message me, I’m pretty active there and I try to answer everybody.  And what I love is helping people out. Even if people have no intention of hiring us, I’m like, “That’s totally fine.” Send me your questions because I like to be able to help and answer and know what people are struggling with because it helps our work. It just gives me an opportunity to have conversations with people.  Awesome. So if you run a brand that has already cracked the wholesale channels, but you want to build your direct-to-consumer, you know, hit up Sheldon on LinkedIn, Sheldon Poon, and have a chat with him. As you can see, he’s a great person to chat with. And if you enjoyed this show, then stay tuned because every week we have a couple of entrepreneurs who are building great companies who come and share their frameworks with you. So Sheldon, thanks for coming and sharing your wisdom, and thanks for listening.  Yeah. Thank you. This was great. It was my pleasure. Thank you so much for having me on.  Important Links: Sheldon's LinkedIn Sheldon's  website

We explore the power of university-employer partnerships in shaping the next generation of leaders. Joining us are Alix J. Rouby, Director of Internships and Experiential Learning at Shippensburg University Career Center, and Angela Meyers, Director of Talent Acquisition at Hershey Entertainment & Resorts.Step back in time and discover the enduring legacy of Central Pennsylvania's general stores. Once the cornerstone of colonial settlements and early American communities, these stores served as much more than places to shop. They were gathering spaces where neighbors connected, news was shared, and new merchandise arrivals became community events.and finally,We sit down with Katie Knol of WITF to discuss the stories she's currently reporting, recent pieces she's published, and the role local journalism plays in informing and connecting communities across the region.

South Africa’s unemployment rate has risen to 33.6%, while youth unemployment has climbed to 47.4%. Five million young people aged 15 to 34 are now unemployed. With the economy struggling to create enough jobs, what needs to change to give young South Africans a real pathway from education into employment? Zain Johnson speaks to Primestars CEO Nkosinathi Moshoana Early Breakfast with Africa Melane is 702’s and CapeTalk’s early morning talk show. Experienced broadcaster Africa Melane brings you the early morning news, sports, business, and interviews politicians and analysts to help make sense of the world. He also enjoys chatting to guests in the lifestyle sphere and the Arts. All the interviews are podcasted for you to catch-up and listen. Thank you for listening to this podcast from Early Breakfast with Africa Melane For more about the show click https://buff.ly/XHry7eQ and find all the catch-up podcasts here https://buff.ly/XJ10LBU Listen live on weekdays between 04:00 and 06:00 (SA Time) to the Early Breakfast with Africa Melane broadcast on 702 https://buff.ly/gk3y0Kj and CapeTalk https://buff.ly/NnFM3N Subscribe to the 702 and CapeTalk daily and weekly newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Internships are a key part of studying at a university of applied sciences—but how do you find one, and what should you expect? In this UNICOM+ podcast episode, we explore internship opportunities for students at Turku University of Applied Sciences and share real experiences to help you succeed. The episode is hosted by Lucia Vuillermin, International Relations Coordinator at Turku University of Applied Sciences. She speaks with Ashmita Devkota, a Bachelor's student in Engineering, and Aaro Mustonen, Senior Lecturer at Turku University of Applied Sciences, about internship experiences and guidance from both student and staff perspectives. Topics covered: • A realistic overview of internships at Turku University of Applied Sciences • Practical advice on how to find and secure an internship • How internships are linked to study credits at Turku University of Applied Sciences • Differences between internships within the university and in external organisations Find more information: • Recruitment services - Turku AMK https://www.turkuamk.fi/en/co-operation-and-services/recruitment-services/ • Practical training (behind Turku University of Applied Sciences credentials) https://tuas365.sharepoint.com/sites/Studying/SitePages/Practical-training.aspx • Students studying in research universities (University of Turku and Åbo Akademi University), see this episode. Listen also on: • YouTube: https://youtu.be/brQj74bqi6s • Spotify: https://open.spotify.com/episode/0CSIPTjecE1Ei1zOecPVdK?si=a3e938e9d9af4a9c Podcast transcript: https://www.utu.fi/en/study-at-utu/colours-of-uniturku-podcast/internships-at-turku-university-of-applied-sciences

Are you: - Interested in mission and wondering what it really means for you and your family, and if you have what it takes? - Curious to know how one may start and sustain a ministry in resource-limited settings in a foreign country from scratch with no money, no team, and no knowledge about far too many things? - Looking for practical tools and resources to prepare for mission? Through the years, God has overwhelmed the Samoutou family with His tremendous grace, provision, and protection. Joyce will be the first to tell you how many humble pies she has eaten and lessons she has learnt along the way - from practicing medicine in a way that her training had not prepared her for, being far away from family and the world she knew, running a charity, leading a team, handling tricky and scary situations, raising a family, and getting over herself. She has also picked up several practical tips and tools along the way that can be helpful to those considering or having already embarked on overseas missions. In this session, participants will, through the firsthand experience of a missionary-medic- homeschooling parent who co-founded an international ministry: - Learn what is involved in starting, fundraising, and running an international non-profit medical organization in resource-limited settings, the challenges as well as useful practical suggestions in overcoming them. - Be encouraged and empowered to embark and thrive on long-term missions as health professionals, spouses, and parents with ageing parents back home. - Have an opportunity to ask questions that they have always wanted to ask a missionary who is happy to share with humor, candor, and vulnerability.

Working for the Common Good: The People Behind America's Smithsonian The Not Old Better Show, Smithsonian Associates Interview Series

In this episode, Pierre Michiels interviews John Rangel. John Rangel is a motion picture and television professor at the College of DuPage as well as an independent filmmaker. In the interview, they discuss the film and video program, the wide range of career paths available in the industry, and the key skills needed for success, including networking, creativity, and hands-on experience. They also highlight the importance of getting involved on film sets, building a portfolio, and leveraging internships to break into the field. After listening to this episode, we hope you have a better understanding of careers in the film and video industry and how to get started. Full episode transcript can be found on the episode page. Below is a general timestamp summary.  00:00–03:00 | Introduction & Program Overview Pierre Michiels introduces the episode and guest John Rangel, a motion picture and television professor and independent filmmaker. They outline the purpose of exploring the film and video field and begin discussing the College of DuPage program, which provides a broad foundation in filmmaking through exposure to directing, writing, producing, and more.  03:00–08:00 | Career Paths & Industry Roles The conversation highlights the wide range of career opportunities within film and video, emphasizing how many specialized roles exist, as seen in film credits. Rangel explains that students can pursue paths in production, videography, or related industries, while Michiels stresses the importance of recognizing these diverse options.  08:00–12:00 | Key Skills for Success Rangel identifies essential skills, including collaboration, networking, and consistent content creation. He emphasizes that success depends not just on technical ability but also on engaging with others, building connections, and actively sharing work to gain visibility.  12:00–15:30 | Gaining Experience & Internships They discuss the value of hands-on experience through working on film sets, stepping outside comfort zones, and pursuing internships. Internships are framed as critical entry points, often leading directly to job opportunities through relationships and demonstrated skills.  15:30–18:30 | Program Preparation & Student Opportunities Rangel explains how the program prepares students through frequent project work, resume and demo reel development, and a film festival that simulates real industry experiences. These opportunities help students build portfolios and confidence.  18:30–End | Final Advice & Resources The episode concludes with advice to focus on storytelling over equipment, watch diverse films, and create complete, polished projects. Rangel shares how students can learn more about the program, and the episode wraps with key takeaways on entering the field.  Resources Discussed: College of DuPage Film & Video Program webpage Contact: rangell@cod.edu for program questions Listeners in the College of DuPage community can visit our website. All other listeners are encouraged to view the resources of their local community college, WIOA training programs, or other local support centers.Send us YOUR Listener Questions at careerpodcast@cod.edu Follow us on Instagram, Facebook, Twitter, LinkedIn @codcareercenter

If you're heading to college and wondering how to turn an interest into a career, Dawson Haag's story is one you won't want to miss. A sports management student at the University of Wisconsin–La Crosse, Dawson shares how internships with the Wisconsin Timber Rattlers and the Minot Hot Tots gave him hands-on experience behind the scenes of baseball, from stadium operations to creating unforgettable fan experiences. He explains how networking, LinkedIn, Teamwork Online, and support from State Services for the Blind helped him land opportunities, succeed in college, and build confidence. Dawson also discusses accommodations, assistive technology, balancing internships with coursework, and the value of taking initiative—including founding his university's Cornhole Club from scratch. Whether your dream is in sports or another field, this conversation is packed with practical advice, encouragement, and proof that sometimes the best opportunities are the ones you create yourself.   Links from this episode: Official Site of the Minot Hot Tots Teamwork Online Links of interests: The Spectacle Newsletter Youth Services at SSB To find out more about the services provided at State Services for the Blind, and what they can do for you, contact Shane DeSantis at shane.desantis@state.mn.us or call Shane at 651-385-5205.   Thanks for listening! Full Transcript  

Eddie Ramirez took an unconventional route into strength and conditioning. He spent his teenage years and early twenties as a competitive breakdancer before a friend showed him that college strength coaching was even a career path. Internships at Syracuse and Texas followed, and by the time he wrapped his stint with Texas football in 2019, he knew this was what he wanted to do for good.Now in his fourth year at Indiana University, Ramirez works with volleyball, men's and women's swimming and diving, and men's golf. Volleyball has been his primary focus, and he's been direct with his athletes from day one. Competing with programs like Wisconsin, Purdue, and Nebraska, teams that lean on deep talent pools, meant Indiana needed something else to close the gap. Ramirez calls it grit, and he builds it by refusing to sugarcoat hard training while staying honest with his athletes about his own tough stretches.That same directness shapes how he works with the program's international athletes. Rather than expecting them to adjust to a new sport system and a new country on the same timeline as everyone else, Ramirez has taught himself greetings and coaching cues in his athletes' native languages, including Russian and Turkish, to shorten the adjustment period and build trust early.Key Takeaways- Competing with programs that out-talent you requires a deliberate culture decision, not just harder workouts. Ramirez tells his volleyball team upfront that training will be uncomfortable, and backs it up by being vulnerable about his own hard moments.- International athletes are managing two adjustments at once: a new training system and a new country. Ramirez shortens that gap by learning basic phrases and coaching cues in their language.- Skill progression should be athlete-paced, not calendar-paced. If a full clean takes a year to teach safely, that's the timeline he uses.- His own path into the field was nontraditional. Five years as a competitive breakdancer came before he even knew college strength and conditioning existed as a job.- He's actively working to close a skill gap this year: getting sharper with GPS and data tracking through Catapult.Quote Block"It's not because I hate you guys or think you're out of shape. We've got to have a little extra when we're competing against these big-name teams."- Eddie Ramirez, Assistant Strength and Conditioning Coach, Indiana University

In this episode of the 17 County Podcast, we sit down with Felicity Johnson, a recent York University graduate and summer intern with the York County Visitors Bureau, to talk about finding opportunities close to home and discovering everything York County has to offer. Felicity shares how growing up in the area, her experience at York University, and the connections she built along the way led her to an internship focused on tourism and community promotion. We talk about the projects she's working on this summer, the hidden places and stories she's discovering across York County, and why internships and local connections can create meaningful opportunities for young professionals. She also shares her perspective on small-town life, why there's more to do in York County than people may think, and how learning to appreciate the quiet, simple moments has shaped the way she sees her community. If you're a student, a young professional, or someone who thinks they already know everything York County has to offer, this episode might inspire you to take another look.

On Monday 13 July 2026 representatives from across the sight loss sector along with a number of employers and visually impaired people came together at the House of Lords for the launch of the Employment Gap Report: Out of Sight – Out of Work by Lord Holmes which is making recommendations for Government and the Department of Work and Pensions to bridge the gap in employment for blind and partially sighted people. RNIB Connect Radio's Toby Davey was at the launch event and caught up with Josh Feehan, Head of Internships, Thomas Pocklington Trust who gave a presentation at the event.(Image shows the RNIB Connect Radio logo. On a white background ‘RNIB' written in bold black capital letters and underlined with a bold pink line. Underneath the line: ‘Connect Radio' is written in black in a smaller font)

The job search isn't broken because you're not trying hard enough. It's broken because nobody told you the rules changed. Eric Woodard spent 25 years inside the White House, State Department, and Smithsonian. Here's what he knows about trust, AI, and getting hired in 2026.Kevin sits down with Dr. Eric Woodard, ICF Master Certified Coach and founder of Win at Work, who spent over 25 years inside the White House, U.S. State Department, and the Smithsonian. Eric has coached job seekers in over 70 countries.Kevin and Eric dig into why the hiring system feels broken, how AI is already screening candidates before a human ever sees a resume, and why staying human is the real competitive edge in 2026. Eric breaks down the difference between professional and formal, why trust beats skill in every hiring decision, and how making an interview about the employer instead of yourself changes everything.If you're job hunting, recently laid off, or mentoring someone starting their career, this conversation gives you a new way to think about the whole process.Key TakeawaysThe hiring system isn't fair or logical. Since it's not, you don't have to play by rules that don't existTrust, not skill, is the real reason anyone gets hiredHiding details (age, gaps, language) destroys trust faster than revealing them doesAI is useful for fixing mechanics (grammar, tense) but soulless for anything relationalBeing human is the competitive edge in an increasingly automated hiring processMake the interview about them, not you. Curiosity beats credentialsEarly career is the time to run experiments and build real experience, not chase passionDr. Eric Woodard is an ICF Master Certified Coach and founder of Win at Work. He spent over 25 years inside the White House, U.S. State Department, and the Smithsonian, working directly for Hillary Clinton and later serving as Director of Fellowships and Internships at the Smithsonian. He has coached professionals and job seekers in over 70 countries and is the author of Your Last Day of School and The Ultimate Guide to Internships.Connect with EricWebsite: winatwork.ioConnect with Kevinhttps://linktr.ee/kevinmcnulty#CareerGrowth #JobSearch #AI #SoftSkills #ProfessionalDevelopment

Artificial intelligence is transforming not just our workplaces, but the very nature of education and professional development. Our guest this week, Michael Noble, Vice President of Academic Program Development at Western Governors University (WGU), shares his views on how higher education can rise to the current moment, bridging the gap between academic learning, employable skills, and the changing needs of the workforce. We also dig into how WGU's innovative approach might become a template for organizations and educational institutions navigating the AI era. You will want to hear this episode if you are interested in...[00:00] Upskilling entry-level talent with AI[03:59] Integrating liberal arts with tech skills[09:34] Discussing higher education trends[15:36] Creating personalized skill-based curriculums[26:13] Leveraging WGU's alumni network[29:14] Challenges in employee development[31:43] Impact of AI on job training[35:17] Integrating philosophy into the curriculum[48:40] Specialization vs. flexibility[55:28] Finding fulfillment through creative workFrom Degree to CompetencyHigher education is experiencing a moment of reckoning around its relevance for today's job market. Traditional models have long focused on grades and credit hours, but WGU centers its model on competency-based education. Students demonstrate mastery of validated competencies—skills verified through rigorous assessment, rather than simply accumulating classroom hours or participation credits. This approach better aligns with employer demands, emphasizing what learners can actually do rather than what they have passively experienced.WGU's adaptability has enabled it to cater to working adults seeking career advancement, and to students entering directly from high school, who now make up over 40% of its enrollment. By focusing on practical skills and direct assessment, WGU is closing the gap between academic learning and the immediate needs of employers, allowing for more individualized and efficient upskilling.The Power and Challenge of University-Corporate PartnershipsWith AI and automation taking over many entry-level tasks, companies and universities face a new imperative: how do we prepare new hires for roles that require immediate impact and advanced judgment, skipping the traditional ramp-up provided by routine tasks? We discuss WGU's partnerships with companies like CVS Health, where tailored programs help pharmacy techs advance within the organization and are supported by real-time competency and skills data.Internships, micro-internships, and simulated externships emerged as critical solutions for giving students hands-on, relevant experience. Aligning incentives between corporations seeking skilled workers and universities eager to prove their graduates' real-world readiness could radically reshape how both sectors approach workforce entry.AI as a Catalyst for Change in Learning and DevelopmentAI isn't just changing what skills are needed, but how learning itself happens. WGU is embracing AI-native tools—virtual assistants for students, personalized learning feedback, and AI-assisted evaluation—to both scale quality learning and support the work of instructors and curriculum developers.This technological shift is also transforming the structure of learning and development teams. Specialists are becoming “augmented generalists,” using AI tools to speed up design, delivery, and personalization, but the need for deep expertise and sound judgment remains crucial. Just because something looks polished doesn't mean it's fully accurate or effective.Recognizing that many students lack the networking advantages of elite institutions, WGU is using its growing alumni network, piloting programs that help students connect with industry veterans, and offering achievement “wallets” to showcase their skills and experiences—key ingredients in leveling the playing field for career advancement. Resources & People MentionedOffice of the President Scott Pulsipher Bryan Alexander: Georgetown University Ruth Bader GinsburgMidwest Innocence Project Connect with Michael NobleMichael Noble on LinkedIn Connect With RedThread ResearchWebsite: RedThread ResearchOn LinkedIn

On Episode 63 of the TID Water & Power Podcast we're joined by TID's Director of Human Resources, Jorian Reed, as well as a few current interns, to discuss student internships.At TID, internships are more than just a summer job—they're an opportunity for students to get hands-on experience with the District, contribute to meaningful projects, and understand what it's like to keep the water and power flowing for our community. And with National Intern Day quickly approaching the last Thursday of July, there's no better time to shine a spotlight on TID's internships.On this episode we discuss the District internship program, the qualifications needed for an internship, and the take-aways that can come out of an internship with TID. Learn more about TID's Internship at www.TID.org/Careers. Let's get social! Facebook: @TurlockIDInstagram: @TurlockIDTwitter: @TurlockIDLinkedIn: /company/turlockidFind out more about TID at https://www.TID.org/podcast. 

Top-tier university students are increasingly abandoning traditional corporate internships in favor of hacker homes and startup incubators located in Silicon Valley. These programs provide residents with hands-on experience, direct access to venture capital investors, and networking opportunities with industry mentors. The shift is driven by the rise of AI-driven automation, which is currently making entry-level job security more uncertain for recent graduates. Institutions like Yale and Northeastern are adapting to this trend by supporting residential residencies and co-op programs that prioritize real-world entrepreneurship. While some critics argue that these ventures are risky without strong financial backing, many students view them as the best way to enter the competitive artificial intelligence race. This movement represents a significant evolution in how elite students prepare for a rapidly changing workforce.

To grab a ticket for Seattle click HERE. And use the code SEATTLE26EARLYBIRD to save $300. About Business for Unicorns Business for Unicorns helps gym owners and fitness studio operators build profitable, sustainable businesses without burning out. Founded by Mark Fisher and Michael Keeler —who built and sold the $34-million Mark Fisher Fitness —BFU provides coaching, mentorship, courses, and events for gym owners ready to grow revenue, systemize operations, and create more freedom in their lives. To learn more, check out businessforunicorns.com. Get More BFU In Your Life: Claim your FREE copy of Gym Marketing Secrets HERE Follow BFU on Instagram HERE Subscribe to MF's YouTube Channel HERE Ready to Grow Your Gym? If you're a gym owner with 30+ clients looking to add $5k-$10k/month in the next 90 days, book your FREE Brainstorm Call HERE.

Join John Salling and Sherri Kropp in this episode of the Fayetteville 411 podcast as they explore the ICON internship program alongside guests Sarah Banduraga and Emily Freeman. Discover how this initiative is providing high school students with invaluable career opportunities, practical skills, and a chance to contribute to their community. Listen to firsthand experiences from interns Talayza and Michael, who share insights on their roles in the City's Finance and IT departments. Learn about the program's impact on students and local businesses, and how it fosters future workforce development.

What does it take to build a grassroots movement for Scottish independence? In this episode, Fiona and Marlene sit down with Gordon MacIntyre-Kemp, founder of Believe in Scotland, to discuss the organization's current campaign focus, their active petition, and the strategic work underway to advance the case for independence. From mobilizing communities to shaping the independence debate, Gordon shares insights into how Believe in Scotland is creating real change at the ground level. If you're curious about the future of Scottish independence or want to understand the driving force behind one of Scotland's most active civic campaigns, this is a conversation you won't want to miss. key themes: 00:00:43  Indyref Petition Update 00:07:27  Prestwick Day of Action 00:12:24  Scotland's Path to Independence 00:15:47  Constitutional Context has changed 00:20:30  De Facto Referendum 00:24:50  Citizens' Convention 00:25:54  The Penny Drops at Westminster 00:31:20   Threats facing Scotland 00:34:47   Believe in Scotland growing exponentially 00:36:14   Paid Internship Opportunity 00:38:51   Social Media - a double edged sword 00:43:14   Next Steps for the Citizens' Convention 00:49:38   The 3.5% rule of public engagement 00:57:20   Why didn't you tell us? Sign the petition here https://www.believeinscotland.org/indyref_petition Scotland's Path to Independence Timeline: https://www.believeinscotland.org/scotlands_new_path_to_independence Find out more about Indy campaign Internships:https://www.believeinscotland.org/believe_in_scotland_indy_campaign_internships Watch our previous episode on the Citizen's Convention here:https://youtu.be/vgghYLXwvgA?si=Dj6XimHuPPXMQgYc #scottishindependence #believeinscotland #scottishpolitics The Indypodcasters team produce a NEW podcast episode every Friday search for Scottish Independence Podcasts wherever you get your podcasts.  Remember to like and subscribe! Get in touch: Email:  indypodcasters@gmail.com  Bluesky: @scottishindypod Visit our website https://scottishindypod.scot for blogposts, newsletter signup and more episodes Subscribe for free to our Youtube channel @scottishindypodExtra for more of our video footage and clips.  Video premieres most Tuesdays at 8pm We're also on TikTok : scotindypodcasters If you've enjoyed this podcast you might like to buy us a coffee?   https://ko-fi.com/scottishindependencepodcasts or choose us as your Easyfundraising good cause. Music: Inspired by Kevin MacLeod Scottish Independence Podcasts is pro independence but not party political.  Opinions expressed by guests do not necessarily represent our views.

In this episode, Rebecca Harrington interviews Dr. Theo Darden. Dr. Darden is a Professor of Criminal Justice Studies at the College of DuPage with extensive experience in both academia and law enforcement. In the interview, they discuss the wide range of career paths within criminal justice beyond traditional law enforcement, including roles in juvenile justice, victim advocacy, corrections, and data analysis, as well as the education pathways required for these careers. They also explore the importance of internships, transferable skills like communication and critical thinking, and how hands-on learning opportunities help prepare students for the field. After listening to this episode, we hope you have a better understanding of the diverse opportunities and career readiness needed within criminal justice studies.Full episode transcript can be found on the episode page. Below is a general timestamp summary.  00:00–02:20 | Introduction & Guest Background Rebecca Harrington introduces the episode and welcomes Dr. Theo Darden, who shares his background in criminal justice, including 17 years in law enforcement and two decades in academia at College of DuPage.  02:20–05:15 | Exploring Criminal Justice Career Paths Dr. Darden explains the breadth of the field beyond policing, highlighting careers in juvenile justice, victim advocacy, court services, corrections, and even crime data analysis, emphasizing the diversity of opportunities available.  05:15–09:55 | Education Pathways & Essential Skills The discussion covers degree requirements for different roles, from associate to bachelor's degrees, and key competencies students develop, such as communication, critical thinking, research, and cultural awareness.  09:55–14:45 | Internships, Experience & Professional Development Dr. Darden stresses the importance of internships across sectors, transferable job skills from any work environment, and professional habits like reliability, integrity, and maintaining a clean digital presence.  14:45–19:40 | Program Highlights & Hands-On Learning The episode highlights unique COD offerings, including site visits, global justice coursework, and specialized experiences like death investigation training and partnerships with professionals.  19:40–24:40 | Career Preparation & Final Advice The conversation concludes with advice on using campus resources, connecting with faculty, and reframing criminal justice as a helping profession focused on service, prevention, and community impact. Resources Discussed: COD, Criminal and Justice Studies website: https://www.cod.edu/academics/areas/justice-studies/ Listeners in the College of DuPage community can visit our website. All other listeners are encouraged to view the resources of their local community college, WIOA training programs, or other local support centers.Send us YOUR Listener Questions at careerpodcast@cod.edu Follow us on Instagram, Facebook, Twitter, LinkedIn @codcareercenter

When it comes to the path from education to financial security, the "golden ticket" narrative we grew up with is showing significant cracks. Today, students who work hard and play by the rules find themselves facing a steep experiential paradox: entry-level job listings frequently require multiple years of prior work history, yet securing a competitive, paid internship during college has become arguably more selective than gaining admission to an Ivy League university. This structural failure leaves massive pools of early career talent stranded, widening inequalities across the socioeconomic spectrum.In this episode, we sit down with Jane Swift, CEO of Education at Work and former Governor of Massachusetts, to dissect the friction points spanning K-12, higher education, and the workforce. Drawing from her historical role in crafting Massachusetts' legendary 1993 Education Reform Act and her current appointment to the National Assessment Governing Board, Jane brings unmatched policy expertise to the table. We discuss why state education metrics were sliding long before the pandemic hit, the hidden societal headwinds impacting the adolescent brain, and why wealthy families find alternative academic safety valves while low-income and first-generation students are left behind.Finally, we turn our attention toward actionable solutions for the future of work-based learning. Jane shares how Education at Work is successfully building an instructional workflow layer that partners with Fortune 500 giants to scale paid corporate roles for thousands of students. She also lays out a provocative blueprint for the future: reimagining rigid public funding models and forcing higher education institutions to leverage their massive institutional procurement power to mandate paid career opportunities for the very students they serve. Tune in for an honest, deeply experienced look at what it takes to rebuild the system from the ground up.

Al & Jerry: How much do you give for graduations and internships at WFAN

Al & Jerry: How much do you give for graduations and internships at WFAN -- plus warmup

Al & Jerry: How much do you give for graduations and internships at WFAN

In this season-finale episode of the ABA Law Student Podcast, hosts Todd Berger, Eve Albert, and Nayeli Diaz pull back the curtain on municipal law with Dave Eberle, a senior municipal law attorney at Bloom Sluggit in Grand Rapids, Michigan. Dave breaks down what it truly means to represent public entities and cities, explaining why local government practice is a dynamic cross-section of corporate transactions, property law, and intense local politics.The conversation explores how to navigate the modern crisis of low institutional trust, the ongoing battle for local control against state interference, and why AI can never replace the personal, human touch required to advise elected officials through legal gray areas. Dave outlines the perfect recipe for thriving in this sector—being hungry, humble, and smart—while sharing invaluable advice on utilizing internships, clerkships, and authentic networking to build a lasting career. Whether you are a 1L researching summer coursework or a recent graduate studying for the bar, this episode offers an inspiring look at how the law can directly shape your own neighborhood.Note: This episode marks a special milestone as the team bids a fond farewell to co-host Nayeli Diaz following her recent law school graduation. Interested in becoming the next co-host of the podcast? Click here to apply!Click here to view the episode transcript. (00:00) - – Intro: Law Student Careers and Bar Exam Reality (03:19) - – What is Municipal Law? Public Service for Local Communities (06:44) - – Public vs. Private Corporations: Understanding the Municipal Lens (09:43) - – Client Communication: Strategic Advocacy and the Limits of AI (13:52) - – Workspace Qualities: Becoming a Hungry, Humble, and Smart Attorney (18:18) - – Gaining Trial Experience through Internships and Judicial Clerkships (23:03) - – Modern Challenges: Building Institutional Trust and Local Control (27:46) - – Essential Law School Coursework for Public Sector Law (33:43) - – Host Debrief: Exploring the Versatility of Local Government Law (40:58) - – Long-Term Marketability, Job Hunting for 3Ls, and Host Auditions

Rachel Maeng joins Eric Kasimov to talk about NIL, college sports, influencer marketing, athlete brands, and the money changing the system.Rachel is a former Rutgers student-athlete, fractional COO, NIL strategist, and founder who built and sold an influencer agency. She explains why real NIL is different from revenue sharing, why college sports keeps getting more expensive, and why access still matters.Topics covered:Why influencer marketing is the prequel to NILWhat real NIL actually looks likeHow revenue sharing and roster caps changed college sportsWhy paid athletes face more fan pressureWhy sports has turned into a money gameThe gap between top programs and everyone elseHow recruiting rankings and camps shape opportunityWhy athletes are being asked to become media companiesWhy internships, mentors, peers, and sponsors matterChapters in This Episode00:00 — Rachel Maeng on her current work00:34 — Fractional COO work, NIL, and representation01:42 — Rutgers, student government, and alumni advocacy03:27 — Rutgers in the Big Ten and the reach of major universities05:13 — Why Rachel chose Rutgers06:55 — Big schools, small schools, and the future of college athletics07:18 — Women's flag football and Title IX09:23 — Cutting sports, roster caps, and international athletes12:57 — Syracuse, football spending, and donor ROI14:14 — Why college teams are hiring GMs16:16 — Student fees, tuition, and the cost of college sports18:00 — NIL money, fan pressure, and athlete criticism19:39 — Recruiting rankings, camps, and access22:43 — College sports deficits and the money problem25:36 — The growing gap between top programs and everyone else27:10 — Recruiting facilities, spending, and shared governance29:13 — Sports betting, expansion, and more games32:10 — Rachel's view on NIL35:43 — Why Rachel watches more college sports now37:35 — Flag football, NFL expansion, and global growth39:17 — Youth sports, cost, and the money game43:55 — Athletes as media companies46:15 — TikTok, creator marketing, and the road to NIL48:31 — Advice for young women in sports and business54:50 — AAPI representation and women in sports business57:50 — Sponsors, mentors, peers, and building community59:10 — Internships, networking, and real career experience1:03:38 — The enrollment cliff and the future of college1:10:37 — Staying curious through podcasts, documentaries, and daily learning1:11:26 — LA, the Olympics, and travel realities1:15:51 — How to find Rachel MaengConnect with Rachel Maeng:X | LinkedIn | InstagramConnect with Eric & SportsEpreneur:SportsEpreneur.com | X | LinkedInEric on LinkedIn | XRelated SportsEpreneur NIL ContentDid You Know You're Paying for College Sports?Brendan Sorsby Bet on His Own Team and Is Somehow Still Eligible to PlayThe Protect College Sports Act Explained: NIL, Transfers, Antitrust, and the Future of College Sports

Joining us this week are April Vasquez and Lauren Tolley, two of Moser's Data Intelligence interns. In today's conversation, we'll talk about career goals, technical growth, workplace culture, the realities of entering today's workforce, and the fears and uncertainty many students face while preparing for life after graduation. As technology continues to evolve through AI, analytics, automation, and data visualization, students entering this field are navigating a career landscape that's exciting, competitive, and constantly changing. We'll hear directly from them about what motivates them, what concerns them, and what they hope to gain from this experience.We'll also get to know April and Lauren outside of work, hear what excites them most about the summer ahead, and ask what they THINK they'll say at the end of this internship experience. 

Welcome back for S6E3 of Inside Cyclones Hockey!On this weeks episode, Mark Robinson is joined by director of business operations Zach Serwe, to discuss upcoming internships that will be available with the Cyclones for the 2026-27 season, as well as how local business owners can get involved with Wausau Cyclones Hockey through a mutually beneficial partnership! Zach also discusses a brand new page on our website, which makes it very easy and user-friendly to view all current and past Cyclones Hockey players that have gone onto play college hockey. Finally, Mark and Zach give their Stanley Cup Final predictions, as the Vegas Golden Knights and Carolina Hurricanes are officially underway in the 2026 Stanley Cup Final.Now, from the Eye of the Cyclone…Intro: (1:22-2:32)Internships, Promomtional Partnerships, Website Talk, and SCF Predictions: (2:40-38:02)~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~New College Commitments Page: https://www.wausaucyclones.com/college-commitments/Don't Miss a Second of Cyclones Action this Season! Sign up for our Email Newsletter here: https://www.wausaucyclones.com/newsletter/Tender Signings & Other News: https://www.wausaucyclones.com/category/news/   Make sure you follow the Cyclones across your favorite social media @WausauCyclones   You can find Mark on Instagram and TikTok @markrobinsonsports and X @markrobinsonn

Confidence doesn't appear overnight. It's built through experience, support, and the willingness to learn from others. Host Jessica sits down with Troy Nelson, Director of the ACHIEVE program at Oakland University, to explore how mentorship and internships can shape career readiness, strengthen professional networks, and help emerging professionals stand out in competitive environments. This conversation offers practical insights and encouragement for anyone looking to grow personally and professionally at any stage of their career journey.

In today's episode, host Pierre Michiels interviews Teri Schmidgall and Edward Heard, career counselors from Northern Illinois University's Career Services. They discuss how students—especially those transferring—can use reflection, exploration, and intentional planning to clarify career goals and build momentum. After listening, we hope you have a better understanding of navigating academic and career transitions with confidence. Full episode transcript can be found on the episode page. Below is a general timestamp summary.  00:00–03:00 | Welcome and Episode Focus: Pierre introduces the Career Ready Podcast and welcomes NIU career counselors Teri Schmidgall and Edward Heard.03:00–08:00 | Understanding Career Exploration Early On: The guests discuss how students begin choosing majors—often unintentionally—and emphasize that career decision-making is a process. They introduce exploration as a key first step, encouraging curiosity, exposure, and self-reflection.08:00–14:00 | Reflection During Transition Periods: The conversation centers on transfer students and the importance of pausing to reflect on accomplishments, skills, and experiences before moving to a four-year institution. Updating resumes and documenting progress are highlighted as critical practices.14:00–20:00 | From Exploration to Intentional Planning: Teri and Edward explain how exploration leads into planning, including researching careers, reviewing job postings early, and understanding employer expectations. Planning is framed as flexible and non-linear.20:00–26:00 | Hitting the Ground Running as a Transfer Student: Advice is shared on how transfer students can quickly engage with campus resources, career services, and academic departments to maximize limited time and avoid feeling behind.26:00–33:00 | Internships and Experiential Learning: The guests discuss internships as career “tryouts,” how to prepare for the search, and how part-time work, leadership, and volunteer experiences also build valuable skills.33:00–41:00 | Networking and Career Progress: Emphasis is placed on networking, maintaining professional relationships, and focusing on progress rather than comparison. Students are encouraged to take small, consistent steps forward.41:00–49:00 | Employer Expectations and Skills-Based Hiring: The discussion shifts to trends in hiring, including the growing importance of relevant experience and transferable skills over GPA alone, and how students can communicate their value effectively.49:00–60:00 | Career Tools, Resources, and Final Advice: NIU resources such as Husky Career Launchpad, Forage simulations, and career fairs are shared. The episode concludes with encouragement for students to take ownership of their career journey while using available support.Listeners in the College of DuPage community can visit our website. All other listeners are encouraged to view the resources of their local community college, WIOA training programs, or other local support centers.Send us YOUR Listener Questions at careerpodcast@cod.edu Follow us on Instagram, Facebook, Twitter, LinkedIn @codcareercenter

Transforming healthcare delivery in resource-limited contexts around the world calls for compassionate, innovative solutions. Learn how The Luke Commission is bringing healthcare to the most isolated and underserved in Eswatini through a scalable model for advancing health equity.

Started late and still broke into Investment Banking. In this video, Liam shares how he caught up, navigated recruiting, and landed a real Investment Banking offer at Truist. If you feel behind in finance recruiting or internships, this story shows what it actually takes to break into Wall Street. Chapters 0:00 - Intro 1:21 - Unclear Direction 2:09 - Turning Point 3:16 - Late Start 3:58 - Catching Up 4:41 - Application Results 4:56 - Doubt Phase 6:08 - Interview Process 7:16 - Post Interview Thoughts 10:27 - The Offer 10:53 - Advice 11:29 - Handling Pressure -----------------------------------------------------------------------------------------------------

Looking for practical conversations about the future of agriculture, ranch labor, and the people who keep working lands working? The Ranch Workforce Project Podcast Series brings together ranch managers, educators, consultants, and agricultural leaders to tackle real-world workforce challenges facing the industry today.Created through a collaboration between the Ranchers Stewardship Alliance and the Dan Scott Ranch Management Program, this limited series explored hiring, onboarding, mentorship, burnout, retention, internships, compensation, and building stronger pathways into agriculture.Ranch Workforce Project Episode Guide1. Introducing the Ranch Workforce Project https://www.buzzsprout.com/2166701/episodes/185820172. Bringing New Hands, New Ideas, and New Energy into the Agricultural Workforce https://www.buzzsprout.com/2166701/episodes/186129303. Intentional Short Term Labor: Seasonal Work, Internships, and Apprenticeships Explained https://www.buzzsprout.com/2166701/episodes/187024964. Cracking the Code to the Ideal Ranch Employee https://www.buzzsprout.com/2166701/episodes/187859565. How Good Onboarding Builds Better Ranch Employees https://www.buzzsprout.com/2166701/episodes/188588206. Why Your Best Employees Leave and How to Make Them Stay https://www.buzzsprout.com/2166701/episodes/189412667. Burnout on the Ranch: The Hidden Cost of Pushing Too Hard https://www.buzzsprout.com/2166701/episodes/190089648. What Are Ranch Workers Really Worth? https://www.buzzsprout.com/2166701/episodes/190852879. Hands-On Learning for the Next Generation https://www.buzzsprout.com/2166701/episodes/19159146If you found value in these conversations, we'd appreciate you sharing the series with someone else in agriculture.Support the showThe Ranchers Stewardship Alliance (RSA) is a rancher-led, grassroots organization, dedicated to improving the quality of life for rural communities throughout the Northern Great Plains. Through collaborative conservation projects, rancher education events, and local community outreach, RSA works to strengthen our rural community, economy, and culture for generations to come.For more on the Ranchers Stewardship Alliance, head to www.RanchStewards.org and follow us on Facebook and Instagram. Your feedback is always welcome. Email info@ranchstewards.org. Want to support our mission? Visit www.ranchstewards.org/support.

Internships were once a golden ticket, but now they are a financial burden. Students work for free while paying rent in expensive cities, where experience has become a luxury good. So who gets left behind when opportunity itself has a price tag? On the show: Fei Fei, Steve, & Yushan

In this episode of the Ardan Labs Podcast, Ale Kennedy talks with Nikunj Bajaj, co-founder of True Foundry, about his journey from India to Silicon Valley and his work building modern AI infrastructure. Nikunj shares insights from his time at Meta, where he worked on large-scale machine learning systems, and how those experiences shaped the foundation of True Foundry.The conversation explores the evolution of AI—from early machine learning systems to today's generative models—and the infrastructure required to support them. Nikunj also discusses leadership lessons, long-term thinking, and what it takes to build and scale an AI startup in a rapidly changing landscape.00:00 Introduction07:38 IIT and Early Academic Journey16:45 Internships and Career Decisions29:15 Research at UC Berkeley36:37 Entering the Workforce and AI Evolution40:16 Leadership Lessons from Meta46:42 Leaving Meta and Starting a Startup52:50 Building During the Pandemic01:00:44 Founding True Foundry01:06:31 Product Development and Early Challenges01:10:31 Evolution of AI Infrastructure01:13:35 Vision for True Foundry01:20:55 Reflections and Lessons LearnedConnect with Nikunj: LinkedIn: https://www.linkedin.com/in/nikunj-bajaj-10476824/Mentioned in this Episode:True Foundry: https://www.truefoundry.comWant more from Ardan Labs? You can learn Go, Kubernetes, Docker & more through our video training, live events, or through our blog!Online Courses : https://ardanlabs.com/education/ Live Events : https://www.ardanlabs.com/live-training-events/ Blog : https://www.ardanlabs.com/blog Github : https://github.com/ardanlabs

Jason's joined by Kate Raddatz once a month for The Radd Report. This month they talked about internships - should they be paid or not? Then, is the mini-van back? And what do moms REALLY want for Mother's Day?

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Christina Dukes Brown. CEO of the Boys & Girls Club of Paterson and Passaic, NJ Purpose of the Interview The interview aimed to: Raise awareness about the Boys & Girls Club’s impact on underserved communities in Paterson and Passaic, NJ. Issue a call to action for volunteers, mentors, corporations, and donors to support youth programs. Highlight challenges faced by marginalized communities and how the Club addresses them through education, nutrition, and character-building programs. Key Takeaways Community Impact The Club serves 1,400 children and teens daily across two main clubhouses and 11 satellite sites. Programs include academic support, tutoring, arts, athletics, and life skills development. Challenges in the Community High rates of homelessness, food deserts, and low literacy and math proficiency (only ~20% literate and ~15% proficient in math in Paterson). Stereotypes and “deficit ideology” that assume poor or minority youth lack capacity for success. Programs and Initiatives Academic Support: Homework help, tutoring, and Saturday sessions. Creative Outlets: Dance, musicals, and arts. Sports & Aquatics: Swimming program praised for breaking stereotypes. Young Adult Support (18–24): Internships, skill-building, and career readiness for those not pursuing college. Call to Action Volunteers and mentors needed to inspire youth. Corporations and entrepreneurs encouraged to provide internships and teach business skills. Donations critical—$4M annual fundraising goal to sustain programs. Dr. Brown’s Motivation Rooted in her upbringing in Jersey City during the crack era. Believes in being part of the solution, not just complaining about systemic issues. Emphasizes building “efficacious spirits” and affirming unique skills in youth. Notable Quotes On Motivation:“I can’t complain about the position of Black and Brown people in society if I’m not going to do the work necessary to support its elevation.” On Stereotypes:“Deficit ideology assumes that if you are poor or minority, you do not have the capacity to be successful. We fight that every day.” On Community Support:“My community got me where I am today… I’m calling on the village to support what we’re trying to do.” On Youth Potential:“No matter where you come from, and no matter what you look like, you have the capacity to become great.” #SHMS #STRAW #BESTSee omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Christina Dukes Brown. CEO of the Boys & Girls Club of Paterson and Passaic, NJ Purpose of the Interview The interview aimed to: Raise awareness about the Boys & Girls Club’s impact on underserved communities in Paterson and Passaic, NJ. Issue a call to action for volunteers, mentors, corporations, and donors to support youth programs. Highlight challenges faced by marginalized communities and how the Club addresses them through education, nutrition, and character-building programs. Key Takeaways Community Impact The Club serves 1,400 children and teens daily across two main clubhouses and 11 satellite sites. Programs include academic support, tutoring, arts, athletics, and life skills development. Challenges in the Community High rates of homelessness, food deserts, and low literacy and math proficiency (only ~20% literate and ~15% proficient in math in Paterson). Stereotypes and “deficit ideology” that assume poor or minority youth lack capacity for success. Programs and Initiatives Academic Support: Homework help, tutoring, and Saturday sessions. Creative Outlets: Dance, musicals, and arts. Sports & Aquatics: Swimming program praised for breaking stereotypes. Young Adult Support (18–24): Internships, skill-building, and career readiness for those not pursuing college. Call to Action Volunteers and mentors needed to inspire youth. Corporations and entrepreneurs encouraged to provide internships and teach business skills. Donations critical—$4M annual fundraising goal to sustain programs. Dr. Brown’s Motivation Rooted in her upbringing in Jersey City during the crack era. Believes in being part of the solution, not just complaining about systemic issues. Emphasizes building “efficacious spirits” and affirming unique skills in youth. Notable Quotes On Motivation:“I can’t complain about the position of Black and Brown people in society if I’m not going to do the work necessary to support its elevation.” On Stereotypes:“Deficit ideology assumes that if you are poor or minority, you do not have the capacity to be successful. We fight that every day.” On Community Support:“My community got me where I am today… I’m calling on the village to support what we’re trying to do.” On Youth Potential:“No matter where you come from, and no matter what you look like, you have the capacity to become great.” #SHMS #STRAW #BESTSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

From having no experience, no network, and starting late to landing a Wells Fargo Investment Banking offer — this is Lucius' full journey. In this student testimonial, Lucius shares how he went from feeling completely behind to breaking into investment banking by taking massive action — sending 3000 emails, completing 85 networking calls, and pushing through rejection after rejection. ------------------------------------------------------------------------------------------------------

They are getting top notch on-the-job training by industry professionals while still in high school. On this episode of the Supercast, hear from some high school students themselves about all the benefits of internships offered in Career and Technical Education or CTE. Find out how internships allow juniors and seniors to have fun doing what they love, while exploring career paths, building professional networks, gaining industry-recognized skills, and earning high school credit. Audio Transcription Teacher: They're working in an area that they're interested in pursuing once they graduate from high school. Student: I've always been passionate on working things, but you know mostly cars and smaller pickup trucks, so working on a bus, it's a whole other story. Student: I love the relationships that we have with everyone here. It feels like you actually work here. [Music] Anthony Godfrey: Hello and welcome to the Supercast. I'm your host, Superintendent Anthony Godfrey. They are getting top-notch on-the-job training from industry professionals while still in high school. On this episode of the Supercast, hear from some high school students themselves about the many benefits of internships offered in Career and Technical Education, or CTE. Find out how internships allow juniors and seniors to have fun doing what they love while exploring career paths, building professional networks, gaining industry-recognized skills, and earning high school credit. [Music] Anthony Godfrey: We are here at the Transportation Department talking with Melissa about the internship that students are participating in here as mechanics in the Transportation Department. Melissa, introduce yourself and tell us a little bit about this program and how it works. Teacher: Sure. So my name is Melissa Goble. I'm the CTE internship teacher for Jordan School District. This program is …. the students apply for it. They interview. We place interns in all CTE pathways. This just happens to be one of them. Once they're in the program, they have to get a minimum of 40 hours of internship time, and then they also complete a LinkedIn profile. We work on some employability skills, things like that. We just help mentor them through the semester. Anthony Godfrey: A lot of the internships are created with outside companies and other groups, but we get to benefit from these students and what they're learning right here in the Transportation Department. That's what's unique about this one. Teacher: Yes. It's great. We are very excited that our own district took on students. We're hoping that it will spread the excitement because it is beneficial. The kids get to be invested in their district. They're getting to learn new things, and they're with our own people. Anthony Godfrey: Now, you started recently in your role in the last year or two, and I have seen a real uptick in just presence on LinkedIn, and internships have really been propelled since you started, and we've added this emphasis on internships. Just talk generally about what would attract a student to an internship and the kinds of internships that we have available in the District. Teacher: What attracts them, generally what I find, attracts them to the internship is the opportunity to work with industry. They're working in an area that they're interested in pursuing once they graduate from high school. They're meeting people who could give them recommendations, mentor them, help point them in the right direction. Sometimes they know what they want to do, but they don't know how to get there. I also have students who come to my program because they think they know, and then they find out that they want to go a little bit different direction, which is also a great way to get through my program. Anthony Godfrey: It's the perfect time to find out that this is not the career for you. A lot of times people love what they try, but if you don't, this is the time to find out, and that's long been something I knew was a benefit of CTE programs. Teacher: Absolutely. And they also, when they're working in industry, they find out that there's pathways they didn't even know about that are related to what they're interested in. It's just this might be a little bit more interesting, or it might be a little bit more accessible for them. And so that is awesome as well. And then we have, we do have a lot of internships. In fact, I have joked that I'm getting to the point where we have more internships than I have students right now. I need to switch my focus a little and really start targeting them because we've had so many great industry partners step up and offer us multiple opportunities. And from anything from our diesel students, we've got students who are doing aviation internships, engineering, business, all over. We're all over the place. Anthony Godfrey: So if someone with a business is listening and they think, "I'd love to have a couple of interns and I think I'm aligned with the CTE pathway," do they just reach out to you? We can put your email address in the show notes, and then you can get them set up with some great students. Teacher: Yeah, yeah, that would be great. I also can help them get into the schools a little bit before they take interns. If they want to do some job shadows or maybe a tour or something like that, I'm absolutely the person that can help them. Anthony Godfrey: Fantastic. Is a job shadow kind of a precursor to an internship sometimes? Teacher: Yeah, so we do have some programs that, well, in fact, Diesel, they go in their first semester, they spend time doing job shadows, so they'll spend just a few hours at different locations and they get to see different types of industry that's within their field. And then we go for the internships second semester. Anthony Godfrey: Wonderful. Well, thank you very much for everything you're doing to provide these opportunities for students and for businesses to benefit from these great students We talked about what businesses can do. If a parent or student's listening and they would like to be part of an internship next year, how do they go about doing that? Teacher: Well, there's a couple of ways that they can do that. First, the JordanTech.org is our website and our applications open every year in February, March timeframe. They can apply that way or my application actually stays open all year and they can go out to JordanTech.org again, but go to the CTE internship webpage and I have information there that they can apply. So it involves doing a resume and letting me know what they're interested in. And then I also should mention that one of the requirements for applying to my program is that they do have to have some coursework in their background. Anthony Godfrey: Okay. Wonderful. Richard, let's talk about Diesel Mechanics specifically and these students. Introduce yourself and tell us the history of internships in the Diesel Mechanics program in Transportation. Richard Burrell: My name is Richard Burrell. I'm the shop coordinator, shop foreman for Jordan School District here. I have 15 employees out here in the shop with me. We keep tabs on about 500, 600 vehicles. Anthony Godfrey: Yeah. Wow. Richard Burrell: So we're a full-time job. Anthony Godfrey: Millions of miles. Richard Burrell: Every day. So, and the internship, when I first started back in 1989, internship, we'd take on the interns from the schools like we did here, the colleges. And we would bring a couple of kids in and they'd work with us and the object of the game is to give them every chance what we do out here every day. I mean, oil changes, we do that a lot, but we do brake jobs, we do engine work, we do everything out here. So these kids, three kids right here, get in the middle of it all. I put them with each mechanic out there. It takes on a kid. It's a supervisor position. So they watch him and they teach him everything that goes on out here and what we have to do. Some days it's repeatedly learning how to do services, but they get into other things too, brake jobs and everything else and go with it. It takes a lot to keep these things on the road every day. Anthony Godfrey: Yes, it does. And we're glad to have their help. Tell me about these three students. Richard Burrell: These are great kids. They came in during their spring break time to work with us because we worked here. So they wanted to come in and keep playing. So we let them come in and work with us. Anthony Godfrey: That's awesome. Richard Burrell: And they enjoy what they're doing out here. And they're seven o'clock in the morning, they're here and they're here till ten o'clock every or twice a week. And they love what they do. Anthony Godfrey: I didn't know I was showing up so late into their shift here. Richard Burrell: I told them they had to stay somewhat clean today. Anthony Godfrey: All right. Well, all bets are off after we're done. You can get nice and dirty. Well, thank you for everything that you're teaching these students and the opportunities you're providing for them. Richard Burrell: We love these kids. They're good. Hopefully it can work out. When some of us retire, we can move other kids into this place. Anthony Godfrey: Well, you started just after Reagan was no longer president. So I mean, hopefully we have you for a few more years. Richard Burrell: Not too many more. But there's a few. Anthony Godfrey: All right. We'll get you for as long as we can have you, Richard. Stay with us when we come back. Hear from student interns in our own Transportation Department and find out what they are up to as diesel mechanics working on our school buses. Male Voice: Never miss an episode of the Supercast by liking and subscribing on your favorite podcasting platform. Find transcripts for this episode and others at supercast.jordandistrict.org. Female Voice: Does your student want to become a veterinarian, commercial pilot, programmer? Maybe they want to make a difference as a dental assistant. These are just some of the programs offered as part of career and technical education. CTE in Jordan School District. CTE provides the technical skills needed to prepare students for future employment or for a successful transition to post-secondary education. Career and Technical Education provides work-based learning opportunities. We partner with industry experts to offer apprenticeships and internships with students working in the real world at real jobs while going to school. The CTE experience starts in our elementary schools with the Kids' Marketplace and grows through middle and high school. To explore all CTE has to offer in Jordan School District, visit cte.jordandistrict.org today and let's get your child started on the pathway to a profession. Anthony Godfrey: All right, Richard. We're walking through the facility here and this is just a few years old. Talk to me about this facility. Richard Burrell: This is a four-year-old shop. We had it, the District, finally had it built four years ago. It's the best one in the state. Everybody's dreaming on it. Anthony Godfrey: Good. I like hearing that. Richard Burrell: Fourteen days. I have enough for everybody to do their work on here. These morning guys right here, these are the guys that do all the heavy stuff for me. These are the ones the kids work with. I split them up with each mechanic out here. Carl right here is doing suspension work on this thing. He's been noisy for the last two days out here. We're doing engine work. We do all sorts of stuff here. These guys stay busy and these kids like to learn. I split them up differently every day. So if he does suspension one day, he'll do something else the next day. Anthony Godfrey: Oh yeah, so they get the variety. Richard Burrell: They've got to get in there and learn. Yep. Anthony Godfrey: Yep, great. Male Voice: Chase that wire. And he started from the battery. It's right here at the battery that he's... Anthony Godfrey: We're talking now with three students here who are part of the Diesel Mechanics internship program in Transportation. Tell me your name, your grade, what school you're from, and then we'll talk a little bit about this program. Student: My name is Fred Bond. I'm a senior at Bingham High School. Student: Maverick Brown, also a senior at Bingham. Student: I'm Garrett Lewis and I go to Mountain Ridge. I'm a senior. Anthony Godfrey: Tell me what drew you to this program. What got you interested in Diesel Mechanics? Student: I've just been working on cars in my driveway for years. My dad works with FedEx and so I've just always been around semi-trucks and heavy-duty diesel. And so when I eventually got to the point where I was kind of looking for a career to go into, I decided that just being a mechanic was where I wanted to go, and I kind of went towards diesel because, like I said, I've been around them a long time. And so I got the opportunity to come here, and I just love doing it. Anthony Godfrey: Your experience here has made you more interested in becoming a diesel mechanic. Student: Absolutely. Anthony Godfrey: What is it about the experience that you've liked the most? Student: Just the way they work. It's kind of they give you time to do everything the right way. You're not rushed. You're able to do everything 100 percent, get it back on the road the way it came from the factory. Anthony Godfrey: Fantastic. What do you love most about this program? Student: I like the real-world experience, like actually working in a workplace environment. It's more professional, and it looked at on resume, and we get to actually work on things. Anthony Godfrey: Is the work harder or easier than you thought? Student: It's heavier. Anthony Godfrey: Describe that. Student: Well, everything's heavy. Just like him, I've always been passionate on working things, but mostly cars and smaller pickup trucks. So working on a bus, it's a whole other story. Everything's tripled the weight and size. Anthony Godfrey: Have you been able to convert a school bus into a transformer yet? Student: Not yet, no. Still working on it. Anthony Godfrey: That's toward the end of the semester. What drew you to diesel mechanics initially? Student: Just the passion for working on things and then of course the workplace experience. Anthony Godfrey: Okay, great. Tell me about your experience here. Student: My experience has been great. I initially wanted to go into the program. I liked the CTE stuff and the hands-on stuff. I like learning with my hands and doing things more. I began employment just like changing oil. So I had a little bit of experience working on cars. Then this opportunity presented itself, and I decided to take it. Then I had the internship, and this has been really great for getting real-world experience compared to just like in the classroom where it's not quite the same, but working on these school buses has been really great. Anthony Godfrey: Does this make you more interested in a career in diesel mechanics? Or is this just something you do with your hands that's going to help you along another path? Student: It's made me more interested. It's definitely taught me a lot of things. Some good things, some bad things about the industry. What direction in the industry I want to go. It's been really great to learn the ins and outs of what it's like working. Anthony Godfrey: Has it opened up some other directions that you might choose by being here? Student: Somewhat. Personally, I'd like to go into diesel, but then maybe go into a little bit more management, business-related stuff. That's just me personally, but I really enjoy working on these trucks and machines and stuff. Anthony Godfrey: Having the hands-on experience can really set you on that path and give you some experience that allows you to be effective as a manager. Student: Oh yeah, for sure. I've seen my employment translate over to my good classroom and this internship. Anthony Godfrey: Right. I'm glad that you've seen a relationship between the two. How about you? What are you thinking career-wise? Student: Well, at first I want to work on heavy duty machinery, and then later on I want to start my own performance shop. Anthony Godfrey: Oh, nice. That's great. Tell me about something that you've learned in your experience here. Either mechanical, technical, or just about being at the workplace generally. Student: When school buses come into you, sometimes it's diagnosing issues. It isn't as easy as it always seems. Sometimes it's a way longer process than you initially think it will be. It's just the range of different things that you see here. It's not just five different failures that happen all the time. You get so many different things on these buses that you have to go through. Anthony Godfrey: But the problem-solving aspect of it must be pretty satisfying when you do figure out what's wrong. Student: Oh, absolutely. Anthony Godfrey: Yeah, that's awesome. How about for you? Student: All the tools. There are so many tools. There's a tool for every job. Having the right tool will make everything easier. For the tires, getting those tires off by themselves would be crazy hard. But they've got that tool for it so it makes it way easier. Anthony Godfrey: So the right tool for the right job and you're way ahead. Student: Yeah, for sure. Anthony Godfrey: There's a life lesson in that. And for you? Student: For me, it's just doing the job right and making sure you have a high-quality of work. One of these guys out here really takes pride in doing it correct the first time. All the guys take pride in doing it correct the first time. They don't want to have buses coming back with problems that they quote “fixed.” They cut corners. So it's been really great to learn how to do the job right and learn to always do the job right so that you don't have problems. Anthony Godfrey: Pride in your work. Again, something that will translate to whatever you end up doing. Student: Oh yeah, definitely. Anthony Godfrey: Tell me about Richard and the group. What's it like working with the crew? Student: It's super chill. I show up and we kind of sit down for a second. Richard gets us all situated and then he's like, "All right. I'll put you with this guy today. I'll put you with that guy today." No. And then we just kind of follow the guys around and they're like, "All right. Here's what we're doing. Here, pass me this. Take this bolt off. Take this thing off." And then some guys teach more than others, but it's always a good learning experience. Student: Oh, it's great. Everybody's positive for the most part and it's always a good time to joke around with people in the real world experience and actually get to work on things and practice taking stuff apart and put it back together in the correct way. Anthony Godfrey: Excellent. Student: I love the environment here with the people. I love the relationships that we have with everyone here. It feels like you actually work here. It's not scary to go up to them. We've been getting to know all the people here. It's not intimidating or anything like that. You just get to talk to them like they're your buddies. Anthony Godfrey: Fantastic. I love that. So, well, we're very lucky to have you here and thanks for taking time to talk with me today. I know you've got work to do. [Music] Anthony Godfrey: Thanks for joining us on another episode of the Supercast. Remember, “Education is the most important thing you'll do today!” We'll see you out there. [Music]

Fruitful domestic and international medical missions overlap in multiple ways. Both require cross-cultural skills, a willingness to work with limited resources, courage in the face of potentially dangerous situations, and possible disapproval from friends and family. Each is excellent preparation for the other. Many international workers spend furlough time working in American Christian health centers--and vice-versa.

Send us Fan MailIs engineering really a meritocracy?We're taught that hard work, strong performance, and clear metrics determine who advances. But what if the system isn't as objective as it seems?In this episode of ENGINEERING CH∆NGE®, I break down how “merit” is often interpreted, or even manufactured, not measured and how the systems we trust to evaluate performance can actully distort it.In this episode: Why performance without context is incomplete and often misinterpreted.How shifting standards and uneven scrutiny reshape who advances.What happens when metrics become targets and start driving behavior instead of reflecting impact.Through real-world examples - from internship decisions to NSF review panels - this episode reveals how evaluation systems can manufacture merit instead of measure it.If you've ever questioned how decisions really get made in academia, engineering, or leadership, this conversation will change how you see performance, potential, and fairness.Ask yourself: Are we rewarding true impact, or just what's easiest to measure?Grab a latte and listen.If this conversation resonates with you, follow ENGINEERING CH∆NGE® and leave a five-star review to help more engineers and leaders join the conversation.Visit the ENGINEERING CH∆NGE® podcast website to learn more and to request a free copy of my new brief, Engineering for Society.Support the showENGINEERING CHΔNGE® is a registered trademark held by Dr. Yvette E. Pearson for producing and providing podcasts.

In this episode of the Casual Cattle Conversations Podcast, Shaye interviews Andrew Bredeweg about his multi-generational family farm in southwestern Indiana and why supporting family agriculture businesses helps rural communities thrive. Andrew explains how their operation evolved from a sustenance farm and dairy into a cattle-focused business that also farms under 500 acres, and how his kids are gaining ownership and business experience through feeding cattle and selling beef locally.   He discusses their approach to adopting practical technology—highlighting rotational grazing, TMR feeding, and the Performance Beef app to improve feeding accuracy, billing, and decision-making for custom-fed cattle. Andrew also shares his role managing a co-op feeder calf auction barn with seasonal sales and describes a local high school internship program that places juniors and seniors with area businesses to keep young talent in the community.  Catch more conversations like this one and learn more at https://www.casualcattleconversations.com/  00:00 Andrew's Family Farm Story  01:10 Why Support Family Ag  02:32 Life in Southern Indiana  03:31 Generations on the Farm  05:14 Raising the Next Gen  06:10 Learning Business Leadership  08:27 Adopting Farm Technology  12:35 Performance Beef App  15:47 Managing the Sale Barn  19:56 Internships for Rural Youth  23:30 Community Keeps Talent Home  25:18 Final Takeaways  26:19 Wrap Up and Thanks   

Change is inevitable, but fearless leaders choose to run toward it. In this replay episode, Lee sits down with Jen Bauer, Senior Vice President of Marketing and Culture at Miron Construction, to explore what it truly takes to build a people powered organization in an industry facing rapid transformation. From talent shortages to shifting workplace expectations, Jen shares candid insights on how purpose, community impact, and bold innovation are shaping the future of leadership. Together, Lee and Jen unpack how organizations can rethink recruiting pipelines, create meaningful internship experiences, and challenge the familiar phrase "that's not how we've always done it." With real world stories about investing in the next generation, embracing fresh perspectives, and cultivating ownership level engagement, this conversation highlights how culture driven strategies can unlock growth at scale.

Internships. Summer programs. Camps.Most students assume these are the key to standing out in college admissions.But what if some of the hardest opportunities to get… are actually some of the least valuable?In this episode, I share a real clip from one of my Ivy League Challenge classes, where we break down a common question: Are internships actually worth it?You'll learn:Why most students misunderstand the value of internships and summer programsThe difference between exposure and real leverageWhat actually makes an experience stand out on a college applicationHow to position yourself in rooms where people will mentor, support, and accelerate your growthIf you've been working hard but aren't sure if you're working on the right things, this episode will help you rethink your strategy.-----To register for the Ivy League Challenge, visit our websiteTo follow on Instagram:  @TheIvyLeagueChallengeTo join us on our Facebook group for parents

On Episode 442 of Airey Bros Radio, we went belly-to-belly with Washington State University Wrestling Head Coach Phil Burnett, the leader behind one of the fastest-rising programs in the NCWA.Coach Burnett shares his unconventional path into wrestling and coaching, how he helped build WSU Wrestling into a Varsity Club national contender, and why the program's foundation is built on the ABCs: Attitude, Belief, and Commitment. From living hours away from campus and coaching out of a camper, to raising major travel and operating funds, Burnett gives an honest look at what it takes to build a sustainable college wrestling program from the ground up.This episode also dives into the reality of NCWA wrestling, the value it offers recruits and families, the importance of academics at Washington State, and how WSU is producing not just wrestlers, but future leaders, teachers, coaches, and professionals.Whether you're a wrestling recruit, parent, coach, or fan of college wrestling, this conversation offers a powerful look into the opportunities available outside the traditional NCAA path.Topics covered in this episode:Washington State Wrestling and the rise of WSU as an NCWA powerhouseCoach Phil Burnett's wrestling and coaching origin storyBuilding a Varsity Club program at a major universityThe ABCs of WSU Wrestling: Attitude, Belief, CommitmentRecruiting for NCWA wrestling and educating families on the opportunityAcademic success, leadership development, and life after wrestlingThe reality of fundraising, travel budgets, and program buildingWomen's wrestling in the NCWA and folkstyle opportunitiesThe future of Cougar Wrestling and the Northwest ConferenceIf you enjoy episodes spotlighting college wrestling, NCWA wrestling, recruiting, student-athlete development, and under-the-radar programs doing big things, this is one you don't want to miss.Subscribe to Airey Bros Radio on YouTube, Spotify, and Apple Podcasts for more interviews with coaches and programs across wrestling, cross country, and track & field.Show Notes / Timestamps0:00 Intro setup and Washington State wrestling preview0:26 ABR live show intro1:15 Introducing Coach Phil Burnett and Washington State's 2025 success2:19 Coach Burnett plugs WSU Wrestling, academics, and program support3:41 Where to follow Washington State Wrestling4:25 How Phil Burnett came onto ABR's radar through the NCWA network6:05 The stigma around “club” wrestling and what Varsity Club really means at WSU7:24 Raising $150K–$200K annually and building the program through camps, alumni, and community8:37 Student leadership structure within WSU Wrestling10:08 Coach Burnett's ninth season and how the program has evolved since 201611:21 Why major universities need wrestling opportunities12:34 Academic excellence at Washington State Wrestling13:23 Phil Burnett's wrestling origin story13:46 Starting wrestling to become a better football player14:33 Baseball dreams, semi-pro ball, and getting into coaching at 22 years old16:10 Returning to wrestling through youth development and mentoring17:29 The value of being a multi-sport athlete18:29 Living five hours from campus and coaching out of a motor home19:58 The sacrifices and realities of building a program from the ground up21:19 Why stories like this matter in college sports22:35 Family involvement and coaching support system23:38 High school wrestling culture in Washington State24:30 Recruiting momentum and the young talent entering WSU Wrestling25:08 The Northwest Conference and the growth of NCWA wrestling in the region26:54 Season update: injuries, postseason outlook, and athletes to watch28:04 Returning national champion Erin Kramer and WSU's All-American tradition29:28 Why NCWA wrestling keeps getting more competitive29:49 Tough scheduling, national competition, and building a postseason-ready team30:44 Educating recruits and families about the value of NCWA wrestling31:24 Academics first: engineering, nursing, business, and more at WSU32:25 Helping athletes leave as better people, not just better wrestlers33:11 Coach Burnett's recruiting process and why families are reaching out34:16 Selling families on staying close to home while still getting elite competition35:48 Legacy recruits and why the NCWA experience is the real deal36:19 The travel demands of qualifying and competing at nationals37:01 Hosting the conference championships at Beasley Coliseum37:30 Building a conference and seeing other programs rise38:10 Internships, resumes, and career preparation beyond wrestling39:32 “All in and friends forever” — the relationship side of coaching39:53 Watching athletes succeed in careers after wrestling40:20 Fundraising, alumni support, and keeping the program moving42:16 Does the pressure of raising money weigh on a coach?43:08 Shoutout to Susan Burnett and the support staff behind the scenes43:39 Andrea Yamamoto's impact on the women's side44:22 Growth of women's wrestling in the NCWA and top-eight All-American status44:46 Why women's folkstyle wrestling in the NCWA matters46:06 The WSU golf outing fundraiser and community support47:44 ABR talks sponsoring a hole at the golf tournament48:52 Could WSU Wrestling ever become NCAA Division I?49:21 Why Varsity Club works and why WSU supports the model50:30 Giving high-level wrestlers a place to keep competing without sacrificing academics51:46 “They still love the sport, but they can't afford to be married to it anymore”52:56 Producing future wrestling coaches, teachers, and leaders55:20 Final Four begins55:27 Coffee habits and favorite local stop56:11 Daily rituals, practice habits, and the ABCs of WSU Wrestling57:19 Phil Burnett's music taste: Led Zeppelin, Styx, AC/DC, Fleetwood Mac57:51 Fishing, family, and his favorite offseason escape58:58 Coach Burnett's rack of ribs and life outside wrestling59:52 Exploring Washington by RV1:00:30 Sasquatch question to close things out1:01:02 Final thank-yous and where to watch the interview1:02:11 Closing remarks and postseason well wishes for WSU Wrestling