Podcasts about kaizer

Episode 111 – Next Steps for A-Ha Going through state exam questions to help real estate students pass their state exam.  What I've been up to. Private messages about questions.  Memorizing test questions. DO NOT CHEAT!!  List of recent grads: Lydia, Ellena, Debra, Sahzad, Vince, Dana, Donna, Jerry, Danielle, Nautie, Dawn, Kim, BJ, Sasha, Darlene, Alex, Charlie, Rachel, Derrell, Maddox, Charles, Jeff, Gabe, Chanita, Carline, Junalee, Ashely, Briana, Zack, Melanie, Tara, Caitlin, Naomi, Elena, Darren, Emalee, Joshua, Tiffany, Blaire, William, Jodi, Melody, Melissa, Andjie, Andrew, Amanda, Jack, Eileen, Samantha, Brannon, Emily, Elyssa, Ricky, Jennifer, Maurice, Mackenzie, Renee, Bryce, Kelsey, Ahmad, Kari, Shannon, Daniel, Jennifer, Jessica, Mike, Vickie, Chelsea, Kae, Regina, Elisabeth, Her Pao, Carrie Ann, Nicole, Angie, Ellena, LaTrice, Tricia, Channpreet, Benjamin, Kaizer, Mickie, Vince, Jamie, Bryan, Katie, and Taryn..  Listener messages: Lydian (Arizona), Rachel (Indiana), Maddox (Pennsylvania, and Taryn (North Carolina)  Going on hiatus; nothing new to record  Keep sending me your messages  Working on “Part B” of this show; teaching you beyond the exam.  Farewell…for now!  Go to www.ahareep.com and sign up for the program for only $35, use discount code: legend15 to save 15% off.  Go to www.indianarealestateinstitute.com for Indiana real estate classes.  A-Ha LINKS  Email info@ahareep.com Web www.ahareep.com Facebook https://www.facebook.com/AHA.REEP YouTube https://www.youtube.com/channel/UCrxAjI5Li4Ll3Epwcyc0i6A

Born in New York, some of his earliest musical influences included his mother's love for soca music and the distinct Caribbean rhythms of his culture. An appreciation of Jazz would be further guided by his father's expanding audiophile home system. Moving to Detroit in 1980, the start of the decade where Techno would take formation, put him at the center of music history while simultaneously working at the now famed nightclub “The Music Institute”Relocating to Atlanta to attend Morehouse College, he took it upon himself to bring more of the authentic House and Techno flavor to his new home, playing at numerous clubs and bars in the metro area. Eventually this led to DEEP, his aptly-named, game changing decade long Saturday night residency at local club MJQ, where he would bring guests such as King Britt, Steve “Silk” Hurley, Peven Everett, Kerri Chandler, Phil Asher and Joe Claussell.It is during the 2000s that Kai really sets his stride. 2002 saw the release of his first production, ‘The Kaizer EP', on Brett Dancer's seminal deep house label Track Mode. After a few releases on other labels such as Moodymann's Mahogani Music, Deep Explorer & Real Soon. A few years later he would co-found the Labor Day weekend outdoor event House In The Park with DJ Ramon Rawsoul which now has over 15,000 attendees.2008 saw the creation of his label NDATL and the first edition of his annual Deep Detroit. NDATL stands for the cities that have played a role in his musical development: New York, Detroit, ATLanta. Which is home to many of his own productions and A List producers such as Larry Heard, Mr. G, Theo Parrish & Mike Huckaby to name a few.e has recently curated the boutique Kai Alcé Eyewear line. “The Kaizer” never stops moving. A love of life, mixed with his flair for originality, willingness to experiment and devotion to the dancefloor has cemented his place as a pillar in American dance music history. Whatever comes next from Mr. Alcé, you can be assured that it will be classy, soulful, fulfilling and funky. www.ndatl.comRecorded on April 7, 2025 in Brooklyn, NY.

The Special Investigating Unit says an investigation into procurement fraud at Eskom has revealed that thousands of the Power Utility's workers have over the years failed to comply with the company's conflict of interest policy. Addressing Parliament's Standing Committee on Public Accounts, SIU officials say Eskom employees are linked to numerous entities serving as Eskom's vendors, contractor's and supplies which have accumulated Billions of rands over a period of nearly two decades. For a brief overview of some of these investigations, Sakina Kamwendo spoke to SIU spokesperson, Kaizer Kganyago.

Kita bersama barber Khai yang menyediakan perkhidmatan gunting rambut dari rumah. Episode ini ditaja oleh Zaky Alwie Travel & Services. Mereka mengemukakan kepada anda perkhidmatan seperti kelas kelas bimbingan umrah, wisata Islamic, badal umrah, badal Haji , aqiqah dan qurban. Untuk perincian selanjutnya, anda boleh hubungi mereka di talian 93366703 ataupun lungsuri lelaman IG (@zaky_alwie_travel_services), FB (Zaky Alwie Travel & Services) dan TikTok (@zaky_alwie_travel).

Kita bersama barber Khai yang menyediakan perkhidmatan gunting rambut dari rumah. Episode ini ditaja oleh Zaky Alwie Travel & Services. Mereka mengemukakan kepada anda perkhidmatan seperti kelas kelas bimbingan umrah, wisata Islamic, badal umrah, badal Haji , aqiqah dan qurban. Untuk perincian selanjutnya, anda boleh hubungi mereka di talian 93366703 ataupun lungsuri lelaman IG (@zaky_alwie_travel_services), FB (Zaky Alwie Travel & Services) dan TikTok (@zaky_alwie_travel).

The body of a five-year-old boy missing near Gisborne has been found in a farm near his home. Reporter Alexa Cook speaks with Lisa Owen.

Police and the public are searching for a five-year-old autistic boy, Kaizer, who went missing in rural Gisborne on Sunday afternoon. Alex Campbell spoke to Ingrid Hipkiss.

In this episode of The Dental Economist Show, host Mike Huffaker sits down with Paul Kaizer, CEO and board member of DentalXChange, at the Ignite Revenue Team Summit. Join them as they discuss the advancements made by DentalXChange in the dental industry and how they have scaled up their claim processing capabilities, as well as cybersecurity, innovative projects for dental businesses, and the potential for automation in revenue cycle management.

È anche conosciuto come lo “Spiderman del basket” e non potevamo non incontrarlo durante la nostra trasferta a Los Angeles . Ebbene sì, “The Professor” Grayson Boucher è passato dal BSMT. Classe 1984, Grayson Scott Boucher è un giocatore professionista americano di streetball, nato a Kaizer, in Oregon. Conosciuto come il massimo esponente di ball handling e freestyle, il suo soprannome "The Professor" riflette la sua abilità nel campo. La sua carriera iniziò a Portland nel 2003, quando fu scoperto durante i provini del Mixtape Tour, diventando rapidamente l'uomo immagine del progetto. Oggi, oltre a giocare a streetball e a recitare in film come "Ball Don't Lie" e “Hustle”, allena giocatori NBA e si traveste da personaggi come Spiderman o Deadpool e insegna ai suoi più di 7 milioni di fan su YouTube i vari movimenti che l'hanno reso il freestyler più famoso del mondo Una chiacchierata che vi farà scoprire e approfondire una delle personalità più incredibili del web. Venerato soprattutto dagli amanti del basket e ormai noto a livello internazionale grazie ai suoi video virali, The professor si è raccontato al BSMT e, anche in questo caso, non sono mancate sorprese. Buon ascolto! Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of "Web3 with Sam Kamani," we dive deep into the world of decentralized betting and prediction markets with Dan from Azuro. As a top protocol on Polygon, Azuro is redefining the betting landscape by providing infrastructure for any prediction application, from sports to political events. Dan, a veteran in the space since 2016, shares invaluable insights for founders looking to build successful dApps. Discover how Azuro leverages liquidity, data, and user acquisition to create a scalable and profitable ecosystem. Tune in to learn from Dan's expertise and hear about the innovative solutions Azuro is bringing to Web3. Key Learnings with Timestamps [00:01:09] - Introduction to Azuro: From decentralized sports betting to a scalable prediction infrastructure. [00:02:05] - The three key components of a successful prediction solution: liquidity, data, and user acquisition. [00:04:27] - The transition from Web2 to Web3 in betting solutions: decentralizing roles. [00:07:48] - How Azuro's revenue-sharing model incentivizes front-end operators. [00:09:30] - Dan's advice for founders raising funding: focus on team expertise over just the idea. [00:11:08] - The importance of accurate data in prediction markets and the critical role of odds. [00:13:26] - Azuro's strategy for acquiring developers and apps through direct outreach and hackathons. [00:15:56] - Success stories from apps built on Azuro, like bookmaker XYZ and Gamble Workers. [00:18:14] - Insights on the unique challenges and freedoms in the Web3 space. [00:24:09] - The importance of getting the code right in Web3 to avoid catastrophic issues. [00:27:15] - The technical challenge of implementing live betting on-chain and the current beta test. Disclaimer Nothing mentioned in this podcast is investment advice and please do your own research. Finally, It would mean a lot if you can leave a review of this podcast on Apple Podcasts or Spotify and share this podcast with a friend. Connect with Azuro and Dan https://twitter.com/DanKaizer Connect with me here - https://samkamani.com/#linktree --- Send in a voice message: https://podcasters.spotify.com/pod/show/web3podcast/message

Dan Kaizer is a decentralized application architect, and Solidity expert. He is an early blockchain enthusiast, frequent public speaker and hackathon judge. Well known in international Solidity developers community, one of the leading persons in the Russian blockchain community, Dan participated in developing smart-contracts and token economy concepts for a wide range of an international blockchain projects. He is also the author of scientific work "Decentralized Reputation Assessment System in Oracles Networks". Notable hackathons experience includes: ETHWaterloo Canada 2017 by Ethereum Foundation Overall Winner; BlockchainHack Russia 2017​ awarded by Qtum. WINNER of the SICTIC Blockchain Challenge and Crypto Valley Association Blockchain Awards 2018, Early Stage Category, with project Forseti. His Twitter: https://twitter.com/DanKaizer --- Support this podcast: https://podcasters.spotify.com/pod/show/crypto-hipster-podcast/support

On episode 395 of the BlockHash Podcast, Co-contributor and CTO Dan Kaizer joins Brandon Zemp to explore Azuro Protocol, Prediction Markets and Decentralized Prediction Applications. Azuro Protocol is helping to build powerful tooling, oracle and liquidity solutions for any dapp and EVM chain. They are the quickest and easiest way to build prediction applications in the world today.

Travel mann får 43 rolige minutter med mimring og musikkprat mellom slaga:Terje Winterstø Røthing skal spille 56 konserter med Kaizers Orchestra før jul. Comebacket var klart i fjor og billettene ble lagt ut et år i forveien slik at de skulle ha god tid til å promotere. Det ble ikke nødvendig. Konsertene var utsolgt på 15 minutter.Hvordan starta Kaizers-eventyret?Og hva skjedde med Skambankt?Har ikke de en låt som låner villig vekk fra Iron Maiden-klassikeren Running Free?Hvor mye Smith og Murray ble det i oppveksten til Terje på Jæren? Hvilket band fikk i gang musikkinteressen og hva i alle dager har La Bamba med dette å gjøre?

Falls are one of the costliest mishaps affecting older adults, and there is evidence suggesting a link between age-related hearing loss and falling. Dr. Laura Campos, a clinical audiologist at the University of Colorado, recently joined Brian Taylor to discuss her study's focus on hearing aid usage and the potential for reduced fall risk in older adults. The research revealed that individuals with hearing loss face a 2.4 times higher risk of experiencing falls compared to their normal-hearing counterparts. Dr. Campos and her team investigated whether hearing aid use could mitigate this risk. The study findings demonstrated that individuals who consistently wore hearing aids, particularly for at least four hours a day, exhibited a significantly lower likelihood of experiencing falls. While the study couldn't establish causality, it underscored a strong association between consistent hearing aid usage and reduced fall risk. Dr. Campos emphasized that incorporating discussions about the potential link between hearing loss, cognitive decline, and falls into clinical practice could offer valuable insights for clinicians. She also highlighted the need for further research to uncover the underlying mechanisms driving these associations and the potential for using objective outcome measures to track the impact of hearing aid usage on fall risk over time. Reference: Campos, L., Prochazka, A., Anderson, M., Kaizer, A., Foster, C., & Hullar, T. (2023). Consistent hearing aid use is associated with lower fall prevalence and risk in older adults with hearing loss. Journal of the American Geriatrics Society, 10.1111/jgs.18461. Advance online publication. https://doi.org/10.1111/jgs.18461 Link: https://pubmed.ncbi.nlm.nih.gov/37314100/ Be sure to subscribe to our channel for the latest episodes each week and follow This Week in Hearing on LinkedIn and Twitter. - https://twitter.com/WeekinHearing - https://www.linkedin.com/company/this-week-in-hearing - https://hearinghealthmatters.org/thisweek/

Welcome to the long awaited Final Fantasy XVI spoilercast! This is the first part of a three part series where Saif and his friends Kaizer, Shinki and D.D. get together and talk about the ups, the downs and the entire story of Final Fantasy XVI. Timestamps: 00:00 Intro 04:16 Structure Breakdown 06:21 Chapter 1 - The Nysa Defile 09:53 Chapter 2 - The Night of Flames 34:45 Chapter 3 - Deserting the Empire 46:11 Chapter 4 - The Winds of Garuda 1:14:03 Chapter 5 - The Truth 1:48:24 Chapter 6 - The Fall of Drake's Head #podcast #spoilercast #finalfantasy #finalfantasyxvi #finalfantasy16

Welcome back to the Final Fantasy XVI spoilercast! This is the second part of a three part series where Saif and his friends Kaizer, Shinki and D.D. get together and talk about the ups, the downs and the entire story of Final Fantasy XVI. Timestamps: 00:00 Intro 00:30 Chapter 7 - The Drake's Last Breath 25:31 Chapter 8 - The Clash With Titan 1:07:53 Chapter 9 - Dion's Revolt #podcast #spoilercast #finalfantasy #finalfantasyxvi #finalfantasy16

Welcome to Part 3 of the Final Fantasy XVI spoilercast! This is the final part of the three part series where Saif and his friends Kaizer, Shinki and D.D. get together and talk about the ups, the downs and the entire story, and gameplay of Final Fantasy XVI. Timestamps: 00:00 Intro 00:35 Chapter 10 - Crossing Blades With Odin 53:38 Chapter 11 - Origin 1:34:02 Overall Game Discussion #podcast #spoilercast #finalfantasy #finalfantasyxvi #finalfantasy16

Guest: Gift Bholo, Boxer Guest: Sechaba Mabuya, Gift Bholo's trainer Guest: Kaizer Mabuza, President Mozambique Boxing Promoters Association We spoke to Gift Bholo who is on his way to Russia to fight Emir Basirov. Bholo's trainer Sechaba Mabuya also joined the conversation to talk about their preparations. We spoke to former boxer Kaizer Mabuza about his role as President of the Mozambique Boxing Promoters Association and also reflected on his career.

Celui dont nous allons vous raconter la vie ce soir est un inoubliable... Il est de ceux qui ont tellement marqué leur présent qu'ils en sont devenus des figures pour l'éternité. A l'instar d'Andy Wharol, Karl Lagerfeld, surnommé le Kaizer, est plus qu'un créateur de génie, il est une marque à lui tout seul, une légende qu'il a écrite en brouillant les pistes, à coup de vérités puis de contre-vérités... Jour J, c'est le magazine de l'actualité du temps long. Celle que l'on décrypte et que l'on comprend. Car les évènements d'hier éclairent toujours ceux d'aujourd'hui. Chaque jour sur RTL de 20h à 21h et en podcast, Flavie Flament revient sur un sujet d'actualité.

The usual couch members have left Saif behind this week, so strings have been pulled and the 3 open seats have been filled with our first ever guests! Say hello to D.D., Kaizer and Shinki! Saif's Note: This episode was recorded off a Discord call, so the audio quality has taken a hit. Sorry in advance, but I just wanted to make sure we hit an episode this week. Timestamps: 00:00 Intro 01:09 Round The Lounge 03:13 Josh's Album of the Week 11:18 DD's Week - Killing Floor 2 16:37 DD's Week - Library of Ruina 19:29 Shinki's Week - City Shrouded In Shadow 31:18 Kaizer's Week - Horizon: Forbidden West 44:07 Saif's Week - Bayonetta 3 59:58 The News 2:16:14 Audience Question

Alison Kaizer returns! She shares her journey transitioning from moonlighting for Golden Ventures to taking on a full-time role. She shares some of the details of her consulting conversations and how it differs for different clients. We talk about some of the resources she provides to eliminate possible friction later on in the hiring process, and why she believes that hiring a good candidate is just the tip of the iceberg. Hear about the difference an ATS can make, why Alison believes that sourcing is such a powerful tool, and what she has done to prioritize leveling up her skillset today.  Key Points From This Episode: Welcome to our first three-time guest on the podcast, Alison Kaizer. What prompted her current job change to Golden Ventures. How easing into a full-time role at Golden Ventures has already paid dividends. The difference between the work she was doing as a contractor and the depth of her engagement as a full-time employee. Why Alison doesn't think it's always appropriate to allow employees to take on consulting work. What her consulting conversation consists of and how it differs for different clients. Providing resources to eliminate friction later on in the hiring process. Why Alison believes that finding a great candidate is the tip of the iceberg. How communicating a streamlined process can remove up to 80% of anticipated friction. Using an ATS like Teamtailor and Greenhouse to craft your careers page that attracts talent. Why she believes that sourcing is such a great way to find the right talent. Why inbound sourcing is scalable. The value of planning out your day to be more efficient and take more on in accordance with your priorities. Alison's strategy for learning and upskilling herself: approaching everything through a problem-solving lens. How she has leveled up by working with people who weren't going to be easy on her.    Tweetables:   “If you are in-house somewhere and you're feeling stale, you're probably not doing the role to the fullest extent. I think particularly with talent, there are always areas to improve.” — @alisonmichellek [0:12:55]   “You can probably remove 80% plus friction, just being able to go back to a candidate and say, “This is exactly what we're looking for and this is the process that you can expect.” — @alisonmichellek [0:25:33]   “Taking the time upfront lends itself to a really frictionless process, where you're not wasting your time talking to people that are wrong because you have a clear mental picture of what greatness looks like. You can start with the ideal and then flex as needed.” — @alisonmichellek [0:26:50]   Links Mentioned in Today's Episode: Alison Kaizer on LinkedIn Alison Kaizer on TwitterGolden Ventures Teamtailor Talk Talent to Me Hired

Sunday Sermon 9/11/22 : This podcast is a weekly message from DuBois Light and Life Church. Our goal is that you would find Hope, Healing, and Purpose in Jesus Christ. If you'd like to learn more, please visit us at duboisfmc.org, and follow us on Instagram, Facebook, and YouTube.

The moment we have all been waiting for is finally upon us; The start of the new DStv Premiership season! The teams have been busy reforming and reshaping. Many new signings have been made, and a plethora of players have been released - all in the name of strengthening a squad. Only time will tell how the 2022/23 DStv Premiership will turn out, but many are hopeful of their sides with some fans suggesting we could have a new champion! On a darker side of things, the match between Royal AM and Kaizer chiefs has caught the attention of many, as the accessibility of tickets seems to be reaching a level of unfairness. It seems that tickets for this match are only being sold in KZN with no regard for other provinces. This may be a tactic to get stronger home support, but all is fair in love and war and a little competition has never hurt before! On the latest episode of the Fan Reaction Show, PSL fans and football lovers react to the new DStv Premiership season and express concern over the accessibility of tickets for the Kaizer Chiefs/Royal AM match. SL Radio on SoccerLaduma.co.za

The moment we have all been waiting for is finally upon us; The start of the new DStv Premiership season! The teams have been busy reforming and reshaping. Many new signings have been made, and a plethora of players have been released - all in the name of strengthening a squad. Only time will tell how the 2022/23 DStv Premiership will turn out, but many are hopeful of their sides with some fans suggesting we could have a new champion! On a darker side of things, the match between Royal AM and Kaizer chiefs has caught the attention of many, as the accessibility of tickets seems to be reaching a level of unfairness. It seems that tickets for this match are only being sold in KZN with no regard for other provinces. This may be a tactic to get stronger home support, but all is fair in love and war and a little competition has never hurt before! On the latest episode of the Fan Reaction Show, PSL fans and football lovers react to the new DStv Premiership season and express concern over the accessibility of tickets for the Kaizer Chiefs/Royal AM match.

Kaizer Chiefs boss Kaizer Motaung speaks on the PSL working on a model to regulate the buying and selling of clubs and bringing a new leadership on board. King Kaizer says he is well aware that the army of Amakhosi fans is worried that their strike force may lack of firepower ahead of the 2022-23 season. He also shares his thoughts with Bareng-Batho Kortjaas and Sazi Hadebe on Stuart Baxter, Arthur Zwane, the salary bill and pregnant promise he sees in the Chiefs development ranks.

Kaizer Chiefs boss Kaizer Motaung speaks on the PSL working on a model to regulate the buying and selling of clubs and bringing a new leadership on board. King Kaizer says he is well aware that the army of Amakhosi fans is worried that their strike force may lack of firepower ahead of the 2022-23 season. He also shares his thoughts with Bareng-Batho Kortjaas and Sazi Hadebe on Stuart Baxter, Arthur Zwane, the salary bill and pregnant promise he sees in the Chiefs development ranks.

KAIZER makes a guest appearance as we welcome Pete back from new babies and flu strains and we're pumped to get the second half of the year firing with our latest episode. Top 3 Things Gamers Need To Hear This Week: 1. An update on video games at the 2024 Olympics 2. Fortnite's new update is leaving gamers in a tizz 3. No Man's Sky "Next" - is it the update that brings us all back? We dive in an article about why 1997 was the greatest year in gaming We revisit an old discussion about which illness is the best on to have for gaming, coming up with a very well thought out top 5! I've Got You In My Sights: Pete's kids are in his sights. Check out all of GOA shows.

KAIZER makes a guest appearance as we welcome Pete back from new babies and flu strains and we're pumped to get the second half of the year firing with our latest episode. Top 3 Things Gamers Need To Hear This Week: 1. An update on video games at the 2024 Olympics 2. Fortnite's new update is leaving gamers in a tizz 3. No Man's Sky "Next" - is it the update that brings us all back? We dive in an article about why 1997 was the greatest year in gaming We revisit an old discussion about which illness is the best on to have for gaming, coming up with a very well thought out top 5! I've Got You In My Sights: Pete's kids are in his sights. Check out all of GOA shows.

Guest: Kaizer Kganyago - SIU spokesperson  See omnystudio.com/listener for privacy information.

Guest: Kaizer Kganyago - SIU spokesperson  See omnystudio.com/listener for privacy information.

This here is another addition to S5 & Friends. Redd is continuing to add extra content to the brand. This time OGFoxwood and Tommy Knoxs returned with 2 new artist. Dash 2 Hotty and Kaizer. Both from the Houston area and we just got into some dope conversation. We even played music from Dash's new album that just dropped last month. Kaizer added a track, OGFoxwood dropped a feature track and we closed with a Tommy Knoxs track. Enjoy

Y'all! I believe that THIS can change everything about parenting. About coaching. About teaching. About how we speak to our children. It can change everything--IF you LET it.  Do you think that what you say to yourself matters? What about your kids? What about others on your team? What about your family? Your friends?  In this candid conversation with my 14-year-old son, Kaizer, we chat about what he said to his 16-year-old brother before the game & the learning moment that came from that…& this podcast followed (after slight coercion

Alison Kaizer leads Talent at Lunchbox, one of the fastest growing foodtech start-ups in the industry. Lunchbox provides next-gen digital ordering software that helps restaurants drive better guest engagement and stronger sales. https://lunchbox.io/careers

Max : Hello, and welcome back to the Recruitment Hackers Podcast. I'm your host, Max Armbruster. And today on the show, I'm delighted to welcome Alison Kaizer who is head of talent at Lunchbox, and Lunchbox is a company that helps restaurants get better engagement and more sales. Alison will tell us about a little bit about that exciting startup or technology company. And we'll talk as well about the transition to remote hiring and how to reinforce how to establish strong connections remotely during the recruitment process and how to communicate employee culture in the recruitment process so that people are not walking into a company that feels strange and foreign and disconnected to them, which is the game that I guess most of the world is trying to figure out right now. So a hot topic. Alison, welcome to the show.Alison: Thank you for having me.Max: Thanks. Thanks for joining. So tell us a little bit about yourself to begin with. How did you end up in the beautiful world of recruitment?Alison: It's a funny story, actually. I feel like no one decides that they want to go into recruitment, everyone falls into it. Max: It's an accident Alison: …by accident. But I have a background in business. I worked in management consulting for a little bit. I worked in advertising. And then I ran my own business for some time. And when I decided I wanted to go back into a more formalized kind of office environment, I sent my resume to a recruiter. And she basically said, I think you would be an awesome recruiter, based on your background, you have experience in the industry from multiple facets. So I went through an interview process with this agency, and it was fantastic and ended up deciding to kind of take the plunge. And I really haven't looked back for the last seven or eight years that I've been recruiting.Max: And what she liked about your background is the fact that you were working in marketing. Correct? And I think I keep telling people that, you know, recruiting and sales, and actually recruiting is marketing because it's more and more about managing big digital media spend, and large funnels. And it's, you know, I think it's even more of a valuable skill right now to be able to buy media than it is to study psychology, which has been traditionally where a lot of recruiters come from.Alison: Yes, definitely. And also really understanding the subject matter expertise that you're talking to candidates about adds so much value. You can be strategic, and you have a lot of empathy for their position as a candidate. So it's a great entry point if you're interested in becoming a recruiter to, you know, enter an era and a function that you know a lot about.Max: Well, I'm glad that you're part of this industry. I also fell into it by accident. And well, let's say what about Lunchbox. What is Lunchbox? And why? What makes it an exciting challenge from a talent acquisition standpoint?Alison: Yeah. So Lunchbox is a really incredible company to work for. It's incredibly disruptive in the restaurant space. And basically, the premise is allowing restaurants to compete with third-party platforms. So the door dashes and the Uber Eats of the world are charging significant fees to restaurants where they end up breaking even or losing money on their orders. And they also don't really have access to their data, in order to make strategic decisions that impact the business moving forward. And so what Lunchbox does is it facilitates that digital experience for restaurants completely holistically, but allows them to maintain all of the control as a first-party platform. So we help with web orders. We can do mobile. We help with loyalty programs. We even have an in-house studio that helps with all of the marketing that restaurants need to drive the customers directly to that first-party platform that we're facilitating. And then they also have access to all of their data, which is incredibly empowering. So it's almost like a Shopify, for restaurants. And from a talent acquisition perspective, I think the challenges are very similar to what so many other tech companies are dealing with, currently, especially at an early stage. It's so competitive from a talent standpoint, particularly around engineering, sales, and marketing. We're growing incredibly quickly as well. So just the sheer volume of our recruiting efforts. When I joined in early March, we were about 60 people and now we're about 250 people, we've hired almost one and a half people a day on average. And so building a scalable process where there's a lot of alignment and allowing us to be competitive, but also very measured in our evaluation of candidates is a significant challenge for any talent leader.Max: Sounds incredibly expensive to be growing at that pace. In this from March 2021, onwards, when the cost of… Yeah, the cost of hiring has gone up, basically, across the board and in marketing in particular. So well, maybe could you share a word about what your marketing mix looks like from, you know, recommend marketing spend?Alison: I'm sorry. I don't totally understand the question like, “What are…[overlap]Max: Where would you spend most of your ad money? Is it the traditional channels like Indeed and LinkedIn, or are there other new ways to connect with people? I mean,  I don't want to spill the beans if you have a secret sauce you don't want to send to the competition. But just to get a feel for where you operate.Alison: Now that I can definitely answer. So from a recruitment marketing perspective, I think we're really lucky because one thing Lunchbox does unbelievably well is branding and marketing. In general, if you take a look at our careers page, it's very advanced, the brand is excellent. The career page is extremely robust. There's a very clear tone of voice. And so we've invested a lot in our marketing in general, as well as our employer brand, which allows us to cut through a lot of the noise. And so we actually spend very little money on marketing from a traditional kind of sense. We do have some LinkedIn job slots that we leverage, and we use Greenhouse so it allows us to post all of our jobs on LinkedIn in general. But a lot of the traction that we get is just, you know, us all being very active on LinkedIn, and having very strong recruiter networks, making sure that we have really strong outreach. And that's really speaking to our employer brands and our culture. So a lot of our active outreach, gets positive response, and just focusing on having a great culture and brand. So when people hear about us, they're excited as opposed to using a lot of the more traditional marketing tactics.Max: Alot of word of mouth and yeah, positive feelings that generate enough talent and enough applicants. I believe that-- obviously, it's working for you so I'm not gonna tell you it's a good strategy. If it's working, that's all you need to know. You don't need to hear it from me. But I do believe that when you get to a certain size, maybe like five, 600 people, you kind of hit the wall in terms of how much referral, with the share of hires that you can do through referrals at some point. Those, I think, numbers go down a little bit when you get to a bigger company. But…Alison: Alot of our hires are candidates that we actively sourced. I mean, more than 50% are people that we actually go out and prospect-- that don't find us we go out and we had on them. Alot of our roles are very niche, and we're looking for a very competitive talent. So just having kind of a strong recruitment team that's able to really leverage a powerful employer brand. And that outreach drives conversion. We do get a lot of referrals as well and a lot of inbounds but it's mostly active headhunting.Max: Okay, well, let's talk about those. Those people that are actively being headhunted. They don't know. They don't know you. They go to your website. I've just been to it after what you said. And it's true, it really is a visual experience. It's a very unique employer brand. So I'd recommend people to go and check it out there listening. And it looks reads a little bit like a comic book for me. And I love comic books. So it works for me. But, you know, beyond that those first impressions, which are critical, of course, what are some of the other things that you've built into your recruiting process that helps a complete stranger feel less so?Alison: Yeah, it's a great question. And so I think, from the get-go, our outreach is very much written in our tone of voice. And it's very colloquial, and it's very light. And it's funny, and it's very clear that this is not going to be a boring conversation and Lunchbox is a brand worth engaging with. And then as a talent team, I think we've been very intentional about the recruiters that we've brought on board, making sure that they're all strong representations of our brand. We're all very startup-y. We're very casual. We all you know, really kind of represent the lifestyle and the culture of what you will find when you join a company like ours, and we're all very open and ready to answer any questions that the can candidates have. Create a very kind of dynamic and partnership-based experience. This isn't a place where if you interview, it feels dictatorial. And we're kind of grilling you, but always very much focused on matchmaking and ensuring that there's alignment and, you know, looking for collaborative folks. So really fostering that dynamic throughout the interview process is important. And I think the other piece is having a heavy focus on culture throughout the entire interview process. So even in our very first initial screens, telling people about what it's like to work here, and making sure that we really dig in on what they're looking for, from a cultural perspective, is a key part of our interview process. And something that continues to be top of mind in every stage that someone goes through. So that focus on culture, and being human-centric is something that's very prominent from the first conversation that you have with someone on our team.Max: Let's get into it. Because culture is such a general term to describe so many things. So perhaps, to illustrate this with some examples, can you tell me about some of those key elements of your culture and how you would assess a fit for those? Specifically, if you have interview questions that can show us how you work around that, because when you hire people in sales and marketing, for instance, and you said that such a chunk of your hires, they're always so adaptative, you never know, you never know if they're selling or not.Alison: 100%. And so I think our culture is very much a startup culture, we're not a nine to five. First of all, we're incredibly flexible. We're quite casual and laid back but very, very collaborative. We look for extreme ownership. We look for people that run toward fires. We look for people that can move very, very quickly. And so we're actually incredibly transparent with people and we allow them to opt-in or opt-out, and some people opt-out. And that's absolutely fine. I can give you a few examples. Like we're looking for talent folks. Generally, I'll talk to them about the number of wrecks that we have at any given time, and the time to hire that we generally tried to maintain. And with every person on my team, if you reached out and had a conversation with them, they tell you that I showed them my calendar, which at that time was from 8am to about 7pm. And we were incredibly busy. And I spoke to them about the number of calls I was doing a day and the kinds of conversion metrics I was looking at. And I would explain, you know, if you're looking for a nine to five, if you're looking for something that's incredibly structured, that's absolutely fine. And there's nothing wrong with that. But this isn't the place. If you're looking for somewhere where you're going to learn and you're going to be very challenged, and you'll be able to look back at the work that you've done and say, “No, that wouldn't even exist if it wasn't for me. I really built something there. And I had an incredible amount of impact.” It's a wonderful place. But it's incredibly rigorous. And this is what you can expect things to look like. And some people opt out of that and the right people opt-in. But just you know, being very honest, are at the process, I think is important. And so another example is on sales. We look for folks that aren't actually just focused on sales targets. It's really important to bring people into this team that are builders, and if something doesn't exist yet, or it's not working, they raise their hand to fix it. And so we'll often dig in and ask people about projects they've worked on above and beyond their sales goals or times that things were broken, or they weren't working and that individual raise their hand to fix them. Because if someone wants to come in and just sell all day and wait for things around them to be fixed or built, they're definitely not going to be the right person for this team. And so we over-index on those kinds of questions.Max: Almost like you're answering the question, my question, but taking it from the other angle that I would have expected. Where I would have expected you to talk about, you know, all the great, how wonderful it is because of XYZ. But actually, you're kind of putting the spotlight on here are all the reasons why you should not join. Yeah, right. It's not going to be so wonderful. Are you still up for it so that you could get some people to eliminate themselves from the process?Alison: Totally. And at the end of the day, from my perspective, recruitment is about matchmaking, and solving those problems is going to be very exciting for the right people and it won't be for everyone. But the last thing I would ever want is for someone to join and say that the experience is not aligned with what they were expecting, and it wasn't what they were looking for. That's, I think, a big waste of everyone's time and a huge failure from a cultural perspective. And so the best thing that we can do is communicate the truth and the benefits and the fun, the opportunity to work with incredibly smart people, the opportunity to really learn, and to have fun, to have impact, to work for a company that's incredibly mission-driven and a product that's really having an impact on an industry and, you know, folks that are really interested to join.Max: The way you portray start-up culture, because I think that there was there was a for a little while in San Francisco, the feeling that it had become very entitled and that, yes, we would have, we would have the no shoe environments and the casualness and the great benefits. There was, yeah, all of those were granted, but nothing was expected really in return, when the origin there is a higher pace, and higher expectations, working in high tech.Alison: I will say… I have to tell you that one of the things that drew me here is I met this CEO. I actually wasn't looking to leave my previous role. And the CEO, his name is Nikhil Unger. He's a Top 30 under 30. He built his way up to CMO of Bareburger before starting Lunchbox at a young age. And he said to me on our initial call, that nothing mattered to him more than people, which I don't think it's a very common thing for a CEO to say. And it's proven to be absolutely true. I've never met a more people-centric person in my entire career. We invested in a director of culture. So we brought someone on and her entire role was fostering incredible remote culture as a Series A, which is a very early stage investment. We encourage people to take time off when they need it, and build teams that are focused on supporting those that are out when they're out. Our benefits are fantastic. We have weekly team meetings around culture and a weekly update, where we explain the state of the business in full transparency. Our Slack is so active. Everyone spends so much time together. So it really is a nurturing and familial environment. I would say Lunchbox is like the antithesis of an entitled environment and really focused on retaining amazing people.Max: No wonder you're growing so fast with this kind of leadership and investment so there's no surprise there, I would say. You know, some leaders are made to build large teams more than others. So well, thanks for sharing all that, Alison. I like to ask a question to all my guests, which is around hiring mistakes, and particularly if someone if you can go back into your history, your long history or seven years as a recruiter and find or maybe even before that, and think back to a specific hire that you made, that was the wrong hire. And when you've reflected on what mistakes were made at that time, so that our audience can learn from those mistakes and avoid them in the future.Alison: It's a tough question to answer because there are so many examples. Obviously, I've made a million mistakes. But when I think back on one hire that I made, that was the wrong person. There's someone that I had a long-standing relationship with, and we developed a very close friendship. And so I was operating under the assumption that that would translate well into work. And because we were close, and we had great rapport, and this is someone that I'd worked with as a vendor, that that would translate very well to an internal relationship. But ultimately, as I just mentioned, Lunchbox is very rigorous. It's not for everyone. And so when that person joins, although they you know, were extremely hardworking and very bright, they didn't have that kind of startup experience, nor do I think they were really seeking that kind of rigor. And it ended up being misaligned, even though our relationship was so strong. And so recognizing the difference between someone that you may really like on a personal and even a professional level and fit for the larger organization was a key takeaway from that experience.Max: Thank you, Alison. Yeah. So those ties can take years to build relationships that take years to build that could be destroyed in a matter of weeks if you put them in the wrong wrong job. Yeah, so not a risk worth taking.Alison: Luckily, we still have a great have a great relationship dynamic. He went back to his previous employer and just went right back to where he was and we've maintained a friendship but yeah, learning experienceMax: Great. Well, I've already been on the Lunchbox career site. lunchbox.io/careers I'd recommend all the listeners to go and check it out. And if they want to get in touch with you, Alison, what's the best way?Alison: Yeah, definitely you can shoot me an email. My email address is alison@lunchbox.io. Or you can definitely connect with me on LinkedIn if you want. My name is Alison Kaizer and I will definitely get back to you.Max: Go. Thank you, Alison.Alison: Thank you so much for having me. My pleasure.Max: That was Alison Kaiser from Lunchbox reminding us that when it comes to communicating culture, you should start by sharing what turns people off about your company rather than what turns them on that will make sure that the candidates can self select themselves. They can opt out of the process if they're not a good fit.And we'll ensure that you can preserve a strong culture where people are okay with all your flaws, hope you enjoyed it. And you'll be back for more. Remember to subscribe.

La función principal de los riñones es la de almacenar y distribuir la energia vital de acuerdo a las necesidades del cuerpo.  A nivel espiritual los riñones están relacionados con la responsabilidad, la determinación y la fuerza de voluntad.  Cuando su energía es débil hay una falta de voluntad, desconfianza e incluso poco apetito sexual. Cuando los riñones pierden su capacidad de filtrado, se acumulan niveles dañinos de liquido y desechos del cuerpo lo cual puede elevar la presión arterial y producir insuficiencia renal. La enfermedad renal terminal ocurre cuando los riñones han perdido el 90% de su capacidad para funcionar normalmente.  Mi invitada de hoy es recipiente de un trasplante de un donante vivo y hoy viene a contarnos su maravillosa experiencia y como el trasplante le ha regalado una nueva oportunidad para vivir. 

Hver fredag vender et panel ugen, der gik i kulturen. De tre overskrifter denne uge er: Spillestederne skal give plads til de små kunstnere, der kæmper for at overleve på grund af corona-restriktioner. Sidste salgsdato er overskredet på 90'er-serien Sex and the City, der havde premiere på en ny sæson her i ugen. Og så taler panelet om fænomenet Whamageddon - det handler om at undgå julesangen Last Christmas med Wham. I panelet sidder: Musiker Karen Lundqvist, der udgiver musik under kunstnernavnet Kaizer, direktør for FOOD Aarhus, der for eksempel står for Aarhus Food Festival, Anna Lund og manager hos Moody Mongoose, Katrine Sønderby. Vært: Maja Hald. Tilrettelagt af: Tjelle Vejrup See omnystudio.com/listener for privacy information.

In today's highly competitive environment, the best businesses, organizations, and professionals create value. How and for whom may differ somewhat, but the outcome's the same: Creating value helps you succeed. The target may be customers and organizations, stakeholders or others, but the goal is fairly consistent across sectors. Creating value often means delivering an outcome the client seeks. One that leads to a benefit. Quimby Kaizer knows all about creating value, she's a consultant and principle at KPMG. Over the course of her 25 year career in consulting, she's learned that value does not manage itself. It's deliberate. She visited the William & Mary School of Business recently as a guest speaker in an undergraduate consulting class, afterward she joined us on the podcast to talk about creating value and the necessary steps involved, such as presenting a fresh picture of the problem, defining value, and nailing down the goal. Learn how the Raymond A. Mason School of Business at William and Mary can help you and your organization develop your top talent through customized executive education and professional development programs. Visit us at www.wmleadership.com. Thank you for listening.

Queen Ifrica - Bleed Out Nature Ellis - Let Them Talk Tarrus Riley - Be Great Luciano - Cover Me Qualiti Ft Marvellous Bellousk - The System Gott Yo - Never Leave My Side Jessemine - Call On Me Chris Winter - Higher Level Innovation Muzik - 21 Greatness Riddim Instrumental 2021 Promomix By DJLass Angel Vibes All Mixes, Mixtapes Is only for Promotional Use Only; Any Copyright Intended

1. Truthful - Work Hard 2. Ghanvi - Dont Care Fi Life 3. I-Wayne - Dont Worry 4. Munga Honorable - Mama Dont Cry 5. Tami - I See Your Tears 6. Lutan Fyah - Save The Juvenile 7. Warrior King - Don't You Give Up 8. Bascom X - Give It A Try 9. Capleton - Love The People 10. Sizzla - Erase The Hate 11. Gyptian - My Father Say All Mixes, Mixtapes Is only for Promotional Use Only; Any Copyright Intended

Although the crazy hours and high pressure environment that characterize hospital-based practice will not be everybody's preference, there is nowhere else that Dr. Gabriella Tehrany would rather be utilizing her OMS skills. For the past 12 years (other than during the COVID-19 lockdown) the longest time that Gabreilla has spent away from orthognathic surgery is two weeks, and as a result, she has acquired a wealth of wisdom relating to the field, much of which she shares with us in today's insightful episode. Gabriella offers advice around looking after your patients' wellbeing and, just as importantly, your own. Our conversation covers a range of topics, from the value of teamwork to the protocol which led to an 88% same day discharge rate post orthognathic surgery at Gabriella's hospital. In order to choose the direction you want to take as an oral surgeon there are numerous factors to take into consideration, and, as is Gabriella's mantra, this episode will inspire you to “figure it out!”Key Points From This Episode:An overview of what Gabriella's journey to becoming the Southern California Regional Chief of OMS has looked like.Perks of working as part of a Kaizer practice in a hospital setting. Factors to take into consideration before choosing the setting you are going to work in. Experiences Gabriella had in different practices while she was a resident. The importance of listening to your patients' desires as an orthognathic surgeon.Why Gabriella never shows her patients soft tissue renderings prior to their surgery.How Gabriella looks after her body, and advice she gives to all residents coming through her practice. Gabriella's involvement with students at UCLA.People who make up the team that Gabriella is currently working with.Value that lies in doing surgery with assistants. The protocol that Gabriella and her anaesthesiology team implemented which led to an 88% same-day discharge rate after surgery. How patients' perceptions of being in a hospital changed after the pandemic began.Gabriella's experience of working in a COVID ward. A rapid fire round with Gabriella.Links Mentioned in Today's Episode:Dr. Gabriella Tehrany Email— gabriella.m.tehrany@kp.org The Plant Paradox — https://www.amazon.com/Plant-Paradox-Dangers-Healthy-Disease/dp/006242713X How Not to Die — https://www.amazon.com/How-Not-Die-Discover-Scientifically/dp/1250066115 Dr. Grant Stucki Email — grantstucki@gmail.comDr. Grant Stucki Phone — 720-441-6059

This week "The Shmooze" goes transatlantic for a conversation with London-based Vivi Lachs, a social and cultural historian, Yiddishist, and postdoc research fellow at Queen Mary University of London. The author of several books including "White Chapel Noise," Vivi translated the newly released "London Yiddishtown: East End Jewish Life in Yiddish Sketch and Story, 1930–1950," a collection of previously untranslated short stories and sketches by Katie Brown, A. M. Kaizer, and I. A. Lisky. Episode 309 October 21, 2021 Yiddish Book Center Amherst, MA

KAIZER CHIEFS 1 - 4 ROYAL AM DSTV PREMIERSHIP On today's episode I do a post match analysis of Kaizer Chiefs vs Royal AM where Kaizer were beaten 4-1 by Royal AM as they pick up 3 points in the DSTV Premiership. Stuart Baxter's Kaizer Chiefs were disappointing on the day as John Maduka instituted a masterclass

I anledningen af Aarhus Festuge er Kræs rykket ned i Aarhus' bymidte på Kloster Torv. Under overskriften 'Hvordan kan kulturen hjælpe os ud af corona?' taler Maja Hald med et panel om, hvorfor det kan være godt at ty til kulturen, når man oplever, at livet er svært. For hver femte dansker har fået dårligere mental sundhed under COVID-19-pandemien. Samtidig viser flere regionale projekter, at kulturen rent faktisk gøre en positiv forskel for vores mentale ve og vel. Men hvad skal vi opleve nu, hvor kulturlivet er åbnet igen? Sammen med paneldeltagerne guider Maja Hald dig til de fedeste kulturoplevelser lige nu, mens der også bliver serveret kulturvitaminer direkte fra scenen, når forfatter Mads Mygind læser op fra sit forfatterskab og musiker Kaizer spiller numre fra sin nye EP. Vært: Maja Hald, Tilrettelæggere: Mathias Wissing, Lene Grønborg Poulsen. See omnystudio.com/listener for privacy information.

I anledningen af Aarhus Festuge er Kræs rykket ned i Aarhus' bymidte på Kloster Torv. Under overskriften 'Hvordan kan kulturen hjælpe os ud af corona?' taler Maja Hald med et panel om, hvorfor det kan være godt at ty til kulturen, når man oplever, at livet er svært. For hver femte dansker har fået dårligere mental sundhed under COVID-19-pandemien. Samtidig viser flere regionale projekter, at kulturen rent faktisk gøre en positiv forskel for vores mentale ve og vel. Men hvad skal vi opleve nu, hvor kulturlivet er åbnet igen? Sammen med paneldeltagerne guider Maja Hald dig til de fedeste kulturoplevelser lige nu, mens der også bliver serveret kulturvitaminer direkte fra scenen, når forfatter Mads Mygind læser op fra sit forfatterskab og musiker Kaizer spiller numre fra sin nye EP. Vært: Maja Hald, Tilrettelæggere: Mathias Wissing, Lene Grønborg Poulsen.

KAIZER CHIEFS On today's episode I discuss all things Kaizer Chiefs as I have a look at Stuart Baxter's tactics as many Amakhosi faithful are growing disgruntled with his lack of faith in some of the new signings. Bruce Bvuma,Njabulo Blom,Njabulo Ngcobo,Austin Dube & Sibusiso Mabiliso have all been called up to Bafana Bafana for the upcoming World Cup 2022 Qualifiers as Hugo Broos looks to pick up his first points as the Bafana Bafana coach. In the extra time segment I preview Kaizer Chiefs vs Baroka & highlight certain tactical nuances heading into that encounter. Who will come out on top as Kaizer look for their first three points & Baroka look to continue with their impressive start to the the 20/21 Dstv Premiership season.

Olá Maratoneiros, tudo bem com vocês? Fechando nosso mês de animações, viemos com aquelas que nos enchem de orgulho: as animações feitas aqui mesmo, no Brasil.HistóricoAs animações feitas no Brasil já são produzidas há bastante tempo, mas por vários motivos, nem sempre damos a elas os reconhecimentos devidos. Por exemplo, qual a primeira animação feita por aqui? Qual a mais antiga? Você conhece?Tudo bem se não conhecer, não é exatamente culpa sua. Por isso que a gente fez QUESTÃO de trazer essas informações pra falar aqui nesse programa! Vamos viajar desde Kaizer, passando por Sinfonia Amazônica, até chegar à Irmão do Jorel e Turma da Mônica Jovem. 'Cês vem com a gente?É claro que, no caminho, a ente fala de um monte de coisas, desde o que a gente acha bom ao que achamos ruim. Problematizamos animações esquisitas, refletimos sobre mercado, trazemos alguns preciosismos teóricos, enfim, 'cês conhecem a gente, né?ReferênciasHistória da Animação no Brasil - InC | Instituto de Cinema | Cursos de Cinema e AtuaçãoAnimação brasileira: 10 anos que valem um século | Caminhos da Reportagem | TV Brasil | Cultura (ebc.com.br)Conheça as animações brasileiras queridinhas dos pequenos - Jornal Correio (correio24horas.com.br)100 melhores animações brasileiras de todos os tempos (cinemaepipoca.com.br)Top 10 :: Animações Brasileiras – Papo de CinemaAnima Mundi: O Maior Festival de Animação da América Latina - Revolution Now

Alison Kaizer returns! She explains how to maximize your bandwidth as a talent leader, how to source for nuanced one-off hires, and much more.  

Phoebe and Olivia talk to the brilliant Nicholas James Kaizer about his new book ‘Revenge in the Name of Honour: the Royal Navy's Quest For Vengeance in the Single Ship Actions of The War of 1812'. For an exclusive discount on this book, go to helion.co.uk and use the code ‘RINOH20' - call it a Christmas treat! (Valid for 1 month from 15/12/20) If you'd like to get in touch, you can find us on Twitter @KhakiMalarkey. Presented by Olivia Smith and Phoebe Style. Edited by Zack O'Leary.