Podcasts about new hires

#354: How do you build a consent system for someone who is dead? How do you clone a voice so it cannot be turned into a deep fake? Miles Spencer built a company around those exact questions. Reflekta.ai lets you talk to a reflection of someone who has passed. His own father reads a bedtime story to his granddaughter every night and talks it through until she falls asleep, eight years after he died. Is this just deep fake with better branding? What happens when the AI goes off the rails and asks grandpa for the three numbers on the back of a credit card? Miles has an answer for each one, and most of them land on the same line: you built it, you paid for it, it never leaves your four walls. Nothing gets scraped. There are only two public reflections on the entire platform. The voice of his dad came from a ten-second voicemail found on a relative's phone five years after he was gone, and last month that voice had 9,000 conversations. More than half the stories on Reflekta are from people who are still alive. ALS and Alzheimer's patients getting it all down while they still can. Founders who want their values to outlast them. And that last group is where it gets interesting for anyone who runs a company. New hires talk to the founder during onboarding. Ask a question about the business and the founder answers. SOPs, handbooks, the whole thing, in the voice of the person who built it. Miles calls the framework SoulTech, starting from the emotional weight of the product instead of bolting ethics on at the end. Agree with the premise or not, the stack underneath is less exotic than it sounds: multi-cloud, RAG, three voice vendors swapped by time of day, 110 days from idea to launch. Darin's verdict by the end is honest. The dead-relative part is still not his jam. But the founder who never leaves the building, the one who onboards every new hire forever? That one he gets.   Miles' contact information:  LinkedIn: https://www.linkedin.com/in/milesspencer/   YouTube channel: https://youtube.com/devopsparadox   Review the podcast on Apple Podcasts: https://www.devopsparadox.com/review-podcast/   Slack: https://www.devopsparadox.com/slack/   Connect with us at: https://www.devopsparadox.com/contact/

In this message from Matthew 15:29–16:4, Pastor Karl examines two very different groups of people who come to Jesus — and what their approach reveals about how we receive grace.The first group comes from the Decapolis, a Gentile region with no religious standing or covenant claim. They bring broken bodies, unspoken needs, and nothing to offer — and Jesus meets them with compassion, healing, and even provision they didn't know to ask for. The second group, the Pharisees and Sadducees, arrives with suspicion and a demand for proof — and Jesus refuses to perform for them.The contrast surfaces a powerful truth: Jesus has endless compassion for those who come to him needy, but no obligation to satisfy those who come feeling entitled. Unworthiness isn't a disqualification for grace — it's the prerequisite for it.Pastor Karl unpacks why the disciples hesitated to feed the 4,000 (it wasn't that they forgot what Jesus could do — it was that they questioned who he'd do it for), what it really means to "fall from grace," and why the cross is the only reliable lens through which to interpret God's love. When we bring our "not enough" to Jesus, we find that inadequacy is exactly the raw material he's looking for.Watch all our sermons on our youtube channel "Flipside Christian Church"Join us in person 8:00am, 9:30am & 11:00am every Sunday morning.37193 Ave 12 #3h, Madera, CA 93636For more visit us at flipside.churchFor more podcasts visit flipsidepodcasts.transistor.fm

Your new hire isn't “bad” after three days, they're lost in your system. When we throw someone into a busy dental office with a login, a quick tour, and a vague “just ask questions,” we create office survival training. That is not onboarding, and it is one of the fastest paths to turnover, resentment, and the feeling that you can never keep a solid dental team.I break down why dental experience doesn't automatically translate into performance in your practice. Every office has a different pace, different expectations, different practice management software, and a different way of communicating with patients. Even talented, experienced people can struggle more when they feel pressure to prove themselves and don't feel safe admitting what they don't know. We talk about how inflated expectations and low psychological safety quietly destroy trust, and what to do instead if you want real employee retention.Then we get practical: assign one trainer, not a whole department, and build an onboarding system that does not live in the brain of your best employee. I share how to create a simple training framework by role, set standards without scaring good people away, and use a 30-60-90 day onboarding plan so learning happens in the right order. The goal is a practice that runs smoother, trains faster, and keeps great people because the environment makes it safe to ask questions and grow.If you want more structure like this in your dental practice management and leadership, subscribe, share this with a practice owner friend, and leave a five-star review so more dentists can find the show. What is the first change you will make to your onboarding this week?Use the same marketing company as Dr. Etch!Get your free demo with Relevance Marketing by Clicking HereTake Control of Your Practice and Your LifeWe help dentists take more time off while making more money through systematization, team empowerment, and creating leadership teams.Ready to build a practice that works for you? Visit www.DentalPracticeHeroes.com to learn more.

On this episode of The Chris Johnston show, Julian McKenzie and Chris Johnston go over a variety of topics including: (00:00) Leafs Corner with head coach update (5:00) Judd Brackett added to Leafs as AGM (8:30) Predators GM search (12:30) Jack Pridham (traded to TBL after recording) (15:30) Claude Lemieux (22:30) Stanley Cup Final (36:00) Montreal eliminated and next years expectations (42:30) Ask CJ Watch all episodes of The Chris Johnston Show here: https://www.youtube.com/playlist?list=PLLk7FZfwCEifwZnM5KxOFlm0lQjkEheLw Buy CJ Show merch: https://sdpnshop.ca/collections/cj-show Follow us on Instagram: @reporterchris @jkamckenzie and @sdpnsports Follow us on X: @reporterchris @jkamckenzie @sdpnsports Reach out to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.sdpn.ca/sales⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to connect with our sales team Learn more about your ad choices. Visit megaphone.fm/adchoices

This week, Landon and Jeremiah discuss potential offseason moves and what flexibility the new Sporting Director may or may not have. Other questions and topics include:- Nico's goodbye message- How long will the coach/CSO search take?- Takeaways from the loss in St Louis- MLSPA Salary release (41:40)- Which players are easiest to move this summer? (52:01)- Is Uzuni to Turkey back on?- What position upgrade should be top priority?- Nelson is Austin's last hope for the World Cup- Free Parking at Amplify- much moreMoontower Soccer is brought to you by FVF LawSupport the show

You made the big hire. They have the experience, the track record, the resume. A few weeks in, something feels off and you're starting to wonder if you made the right call. This isn't usually a people problem. It's almost always a process problem: two specific gaps that most leaders skip, and both happen before the new hire ever has a real chance to hit their stride.In this episode you will learn:Why the interview needs to go beyond skills questions, and what happens when expectations go unsetThe Google story: a senior hire from McKinsey who had every qualification and still wasn't set up to succeed, and exactly what was missing from day oneWhat knowledge transfer actually looks like for a senior role and why it's the highest-leverage investment you can make in the first two weeksHow to get aligned on what success looks like in the first 90 days, even when you're not fully sure yourselfThe real cost of turnover: Gallup's 50-200% replacement cost in real dollars, and why this conversation is worth havingResources mentioned:liagarvin.com/contact: for support with interview process and onboarding structureLooking for support for yourself of your team? I've got you covered.Explore manager training, leaders keynotes & offsites, and 1:1 advisory, or my 90-Day-COO program for business owners who want simple systems that actually work.I help teams build clarity, accountability, and momentum through practical tools and research-backed strategies that make managing easier.Get all the details at: www.liagarvin.comor reach out at hello@liagarvin.com

"An apology without action is not accountability." Episode Chapters [02:30] Legal and logistical considerations in hiring [04:31] Importance of accountability when considering second chances [07:08] Why leaders force bad solutions [09:59] Signs of real accountability [11:20] Why apologies are not enough [13:29] Getting support with hiring decisions What should leaders do when a new hire fails to show up during their first days on the job? In this episode Tim Dyck and Jody Maberry discuss whether a second chance is appropriate when accountability and communication are already in question. Tim explains why leaders must balance empathy with practical decision making. The desire to simply fill a seat can lead to poor hiring choices. Ownership matters more than apologies when a hiring situation starts going sideways. There are certain things leaders should listen for when deciding whether to give someone a second chance. Listen for more on what accountability can reveal on whether the hiring situation can realistically move forward. Read the blog for more from this episode. Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca Jody Maberry: jodymaberry.com Katie Currens: katiecurrens.com

Most agents walk away from sellers who won't list. That's not a bad lead, that's a real estate toolbox expansion problem.If you only have one solution to offer, you're leaving commission on the table every single day. I know because I did it too. Then I built a hybrid real estate model that combined MLS listings with off-market wholesale assignments, and last year that produced $2.7M with just four salespeople. No new hires. No massive operation. The same team, a bigger toolbox.Here's what this covers:✅ Why the hybrid agent investor model works for licensed agents who already have a listing business, and how to add off-market without blowing up what's already working✅ How to train your existing listing agents to become acquisitions agents using the listing agent acquisitions agent approach, no extra headcount required✅ The three factors that tell you in the first conversation whether a seller is an MLS deal or an off-market wholesale assignment, condition, motivation, and why asking price is actually the least important of the three✅ How to present a cash offer at the listing appointment without confusing the seller or losing the listing conversation entirely✅ Why off market deals for real estate agents are sitting inside your current lead flow right now, you just need the right questions to find them✅ The script language that gives you permission to pivot between solutions in the same appointment, so you stop losing cash offer leads to investors who showed up ready to buyThis isn't complicated. You can do this with what you already have.

This week we talk about XBOX making more big hires, Playstation making their PC plans official, Nintendo Alarmo updates, big The Division 2 changes, Exodus' showcase date confirmed and much more. Click this link for my socials, all of my other content and ways to support: https://linktr.ee/baundiesel

Joe Rexrode and Paul Kuharsky hanging out today with PK in for Robby.  We begin with the latest from the NBA playoffs from last night.  What exactly happened with the departure of Chad Brinker from the Titans?  We head to the phones.  What do we make of the new roles for Titans Radio?  Paul shares some of his observations from Titans on the field work at OTAs yesterday.

In hour two of Robby & Rexrode, Robby and Joe talk about the Titans' new hire, Executive Vice President Dave Gardi. Who will have a bigger impact on the Titans this year: Tate or Latham? We take your phone calls and textline comments and make them a part of the show. Closing out the hour with the Rob Rant. Are we excited for the talks of the Nashville theme park, "NateLand"?

What does it actually look like to build a company culture so strong that your team shows up energized, aligned, and genuinely proud to be there every day?In this episode of The Willpower Podcast, host Will Humphreys sits down live at Growth Code Miami with Haley Addis, founder and CEO of More to Say, a pediatric speech-language pathology clinic with 55+ team members. Haley shares the intentional systems, onboarding strategies, and leadership principles behind what Will calls a top 1% company culture.This conversation is packed with practical ideas for healthcare owners, therapy clinics, and service-based entrepreneurs who want to reduce burnout, improve retention, and build a team people genuinely want to be part of.In This Episode You'll Discover:Why onboarding starts before the offer letterHow to embed core values into hiring and daily operationsThe “Happy Chat” recognition system, core value coins, accountability jars & Accelerator BonusThe First Year Journey: a 12-month onboarding framework based on the S-Curve of LearningWhy burnout usually comes from unclear expectations, not workloadThe feedback systems that ensure every employee voice gets heardWhy culture drives profitability more than most leaders realizeHow to build a team culture so strong people want to join just from being around your energyIf this episode gave you one valuable idea, share it with another business owner who needs to hear it.And as always: lead with love, and never give up.Connect with Haley Addis:Website: moretosayct.comEmail: haleyaddis@moretosayct.comSend us Fan MailVirtual Rockstars specialize in helping support or replace all non-clinical roles.Learn how a Virtual Rockstar can help scale your physical therapy practice.Subscribe here to our completely free Stress-Free PT Newsletter for your weekly dose of joy. 

Episode #8  is now available everywhere! Showcasing the songs from Ottawa bands: "Blinding Sunrise" by Valvehead"Peacekeeprs" by B.A.L.M Squad"Open Door" by Victor ComplexThe South Hood Stereo is Ottawa's local music showcase podcast, dedicated to amplifying the voices and songs of the city's vibrant artists. As the sister show to the long-running Ego & Vice Podcast, it carries forward a tradition of championing independent talent while carving out its own identity as a platform centered exclusively on music.  Hosted by Ego & Vice Podcast creator,  Mike Mitani, alongside Max Trepanier from Ottawa band The New Hires, the show shines a spotlight on emerging and established acts across genres. Each episode curates tracks from local bands and artists, giving them a stage where their music can be heard, appreciated, and discovered by new audiences.  Our mission is simple: to help Ottawa's musicians reach more ears and get the recognition they deserve. Whether you're a longtime supporter of the local scene or just looking for fresh sounds, The South Hood Stereo brings the community together...one song at a time.  **If you would like your song showcased on The South Hood Stereo, please contact: Egoandvice@gmail.com  All music is used with permission from the artists. Egoandvicepodcast.com

In this episode of the Ecomm Breakthrough Podcast, host Josh Hadley tackles a common entrepreneurial frustration: hiring seemingly qualified candidates who underperform within their first few months. Josh introduces his proven 30-60-90 day onboarding framework, broken into three phases: observation, independence, and ownership. Each phase features structured communication, daily reports, and objective performance evaluations using a custom GPT tool. Josh emphasizes the importance of clear role profiles, documented SOPs, and milestone-based progression to set new hires up for success and help business owners make informed retention decisions.Bullet Points:Challenges entrepreneurs face in hiring qualified team members who underperform.Introduction of a structured 30-60-90 day onboarding framework.Breakdown of the onboarding process into three phases: Observance, Independence, and Ownership.Importance of clear role profiles and key performance indicators (KPIs) for new hires.Emphasis on frequent communication and structured meetings during the onboarding process.Use of tools and technology to enhance onboarding and performance evaluation.Strategies for assessing new hires' progress and readiness to advance through onboarding phases.Flexibility in the timeline for onboarding based on individual performance.Importance of documenting standard operating procedures (SOPs) for clarity and consistency.The impact of a structured onboarding framework on business scaling and team success.Timestamps:00:00:00 The Problem with HiringEntrepreneurs hire seemingly qualified candidates who underperform, leading to frustration and the belief that they must do everything themselves.00:00:40 Introduction to the 30-60-90 Day FrameworkA structured onboarding framework to set clear expectations and objectively evaluate whether a new team member is succeeding or failing.00:01:11 Podcast and Host IntroductionJosh Hadley introduces himself, his e-commerce background, and the Econ Breakthrough Podcast before reintroducing the 30-60-90 day framework.00:02:19 Why Onboarding FailsMost entrepreneurs fail by having unclear expectations and assuming new hires can immediately perform miracles without proper guidance or systems.00:04:29 The Entrepreneur's Hiring MindsetEntrepreneurs must hire people smarter than themselves for both their weaknesses and strengths to compound business growth effectively.00:05:34 The Importance of a Clear Onboarding SequenceA dedicated onboarding process is crucial for clarity, speed, and objectivity, increasing a new hire's success rate significantly.00:06:41 The Role Profile TemplateBefore onboarding, a clear role profile defining KPIs, success metrics, and tasks is essential to avoid ambiguity for everyone.00:09:49 Using AI to Create Role ProfilesLeverage a custom GPT to quickly generate a comprehensive role profile template, completing 80% of the work for you.00:11:24 Overview of the Three Onboarding PhasesA high-level look at the three phases: Observance (Days 1-30), Independence (Days 31-60), and Ownership (Days 61-90).00:12:21 Phase 1: The Observance Period (Days 1-30)New hires watch, follow, and re-document existing processes to demonstrate understanding before making any changes or executing tasks.00:16:02 Meeting Cadence for Phase 1The communication schedule includes daily 15-minute huddles, a weekly 45-minute one-on-one, and a daily end-of-day report.00:18:50 The 30-Day Checkpoint GPTUsing a custom GPT to objectively evaluate a new hire's performance by answering questions about their impact and ownership behaviors.00:23:11 Phase 2: The Independence Period (Days 31-60)The new hire begins executing tasks in "draft mode," requiring manager approval before anything goes live, with reduced meeting frequency.00:29:25 Phase 3: The Ownership Period (Days 61-90)The team member takes full ownership, executing their role independently while the manager verifies work behind the scenes.00:35:10 Onboarding Framework SummaryA recap of the meeting cadences and work expectations for each of the three 30-day phases in the framework.00:36:33 Milestone-Based ProgressionThe 30, 60, and 90-day timelines are arbitrary; progression is based on milestones and demonstrating readiness to advance.00:39:03 The Role of HR and Pre-Onboarding PrepBefore day one, ensure the role profile is complete and existing SOPs are documented to set the new hire up for success.00:40:07 Why This Framework Matters for ScaleThis system increases your hiring "batting average," ensuring new team members succeed more often, which is critical for scaling.00:41:35 Call to Action and Access to ResourcesJosh asks listeners to review and share the podcast in exchange for access to the presentation slides and resources.Links and Mentions:Role Profile Creation"Role Profile Template": "00:07:38""Custom GPT for Role Profile Creation": "00:09:49"Hiring and Team Evaluation"YouTube Video on Hiring A+ Talent": "00:10:49""Custom GPT Checkpoint": "00:19:29"Process Documentation"Loom": "00:39:30"Transcript:Josh Hadley 00:00:00  Have you ever gone through an in-depth interviewing process to find A-level talent? And then you get the right person who has an incredible resume. They've passed all of your interviews and maybe even a case study or test project that you've given them. And then ultimately 30 days within the job, 60 days within the job. They're not performing. And you're frustrated, they're frustrated. And then you chalk it up to say, hey, I think I just need to go do this myself. Nobody can do this better than me. Screw it. With all of this hiring, if you've ever said that yourself, then this is for you. I'm going to walk you through the 30 60 90 day framework that we use to onboard every single new team member onto the team. That allows us to gain clarity not only from their perspective in terms of understanding their role, but from our perspective of understanding what the expectations are at 30 days, 60 days, and 90 days to where we know whether that new team member is winning or losing in their new role, and whether we should keep them, or if it's best to cut ties and free them back up to the marketplace to allow them to go do something that they are going to succeed at.Josh Hadley 00:01:11  Welcome to the Ecomm Breakthrough Podcast, I'm Josh Hadley. I've scaled my own ecommerce brand from 0 to 8 figures, and I'm actively building towards nine figures in sales. This podcast is where I document that journey and share the systems, the strategies, and the lessons learned in real time so that you can learn what actually matters and scale your own business. My name is Josh Hadley. First and foremost, I'm a man of faith. I'm a husband to a beautiful wife, and I am also the father of four children. I have been selling into e-commerce space for over a decade now, doing over $20 million in annual revenue and doing multi-million in revenue on different sales channels such as Amazon, TikTok, Shop and Shopify. I'm also the host of the number one business strategy podcast for ecommerce entrepreneurs, and that's ecomm breakthrough. Today we are going to be diving into the 30 60 90 day onboarding framework. This is the framework that we live and die by. Any new team member that joins the team, whether they are a entry level team member or whether they're a senior level, a leadership level hiring decision for us.Josh Hadley 00:02...

In this episode of Growing Your Firm, host David Cristello sits down with Isaac Perdomo, founder of Opzer, to discuss the practical application of AI and low-code/no-code tools in modern accounting practices. Isaac shares real-world case studies of firms drastically reducing manual workloads and increasing their capacity for high-value advisory services.   In this episode, we explore: - The "Window of Opportunity": Why the next 12–24 months are critical for firms to adopt AI before the market settles. - Beyond the Hype: Moving from generic ChatGPT use to building bespoke internal tools with Claude, Replit, and Lovable. - The 15-Minute Close: How a case study firm reduced bookkeeping time from 2 hours to 15 minutes per client using automated workflows. - Quality Assurance (QA) with AI: Using LLMs as an additional layer of review for financial statements and deliverables. - Vibe Coding & Custom Apps: Why the era of the "30-app tech stack" is evolving into firms building their own specialized internal software. - Sentiment Analysis: How to use meeting transcripts from tools like Granola or Fireflies to detect client dissatisfaction before they churn.   Key Tools Discussed: - Automation Engines: Make.com, n8n, and Zapier. - AI Models: Claude and ChatGPT. - Prototyping: Lovable and Replit. - Meeting Intelligence: Granola, Fireflies, and Fathom.   Featured Guest: Isaac Perdomo  

Nick Wilson and Jonathan Peterlin's discussion evaluates Todd Monken's potential as a head coach, highlighting his honest personality and contrasting it with Kevin Stefanski's tenure. They examine Monken's recent interview and debate whether his focus on winning can overcome the historical struggles of the franchise. 01:00 - Todd Monken Offensive Outlook 04:50 - Monken Personality and Interview 09:51 - Browns Coaching History Comparison

On this episode Caleb discusses the logistical challenges of scaling a seven-figure landscaping business while integrating a completely inexperienced apprentice. He emphasizes that hiring for positive attitude over existing skill sets allows a leader to mold workers without having to break poor habits. To manage this "green" labor force effectively, Auman highlights the necessity of robust organizational systems, including color-coded tools, detailed digital documentation through Company Cam, and structured software like LMN for budgeting. He also explores broader economic trends affecting the labor pool and advocates for mentorship and clear communication to maintain productivity. Ultimately, the source serves as a guide for green industry professionals on how to leverage standard operating procedures to transform novice employees into skilled foremen. Connect with Auman Landscape

Melissa Oholendt of Minnesota- and Colorado-based firm Oho Interiors answers a question from a designer who is currently interviewing candidates for her firm's first full-time position. Oholendt jumps in with advice on how to reveal a candidate's true ambitions, evaluating skillset through a key question and knowing when to call for backup.  LINKSOho InteriorsKaitlin PetersenBusiness of HomeThis episode was sponsored by Four Hands and Crypton.

Caleb talks with Sam Gembel regarding the essential principles of leadership and team management within the trades. Gembel emphasizes that business owners must define a clear vision and establish accountability to foster a "settled" company culture where employees feel secure. A significant portion of the discussion focuses on the idea that leaders should never project their personal motivations onto their staff, summarized by the mantra "never compare your why to someone else's why." Sam also address the 100% responsibility an organization holds for the success or failure of new hires, advocating for radical clarity in job expectations. (Part 2 of 2). Key Takeaways: Focus on your unique motivations and avoid comparing your personal goals or "why" to those of others. Practice clarity in your leadership by defining exactly what success looks like for every task you assign. Take 100% responsibility for the success of your team members by ensuring they have the training and parameters they need to thrive. Avoid promoting individuals into leadership positions if they do not have a genuine desire or purpose to lead. Prioritize your own personal growth and self-leadership to become a more effective and inspiring leader for those around you. Connect with Auman Landscape

Pay transparency is no longer just a "nice to have" feature for job postings: in many provinces and states, it is now a legal requirement. It's not enough to add the numbers to a posting - consider what your other employees will think when it shows up on a posting for a job similar to theirs and - wow! - it's more than they are paid! This shift will force an overhaul of internal compensation structures. In this episode, I speak with Sean Raible, founder of Game Plan Total Rewards, to break down the actual work required to stay compliant without totally eroding trust. We discuss: - The layers of legislation across BC, Ontario, and the US. - The 5-step framework for implementing a transparent pay program. - How to handle "compression" when new hires expect more than current staff. - Why 'crawl, walk, run' is a good approach to this work - The surprising impact transparency has on applicant volume. 00:00 The reality of pay transparency laws 01:10 The implications of 2026 deadlines 02:35 Building a compensation philosophy from scratch 04:10 Why pay discussions trigger high emotion 05:30 Regional nuances 07:10 More on the variation between jurisdictions 09:15 How transparency increases applicant resumes 10:45 Five steps to implement transparency 13:10 Sustaining your compensation program long-term 16:30 Avoiding the "New Hire" pay trap 18:50 Timeline: How long implementation takes 21:50 Managing high-salary demands from candidates **Find Sean Raible** Website: https://gameplantotalrewards.ca/ LinkedIn: https://www.linkedin.com/in/seanraible/ **Find Andrea Adams (me)** Website: https://thehrhub.ca/ LinkedIn: https://www.linkedin.com/in/andrea-adams1/

When you hire, what is the single best quality in an applicant? Or if you are already working, what's likely to get you promoted? We talk about this one important, but rare, quality in a team member. Mentioned in this episode - Optimum Health Insurance. Are you looking for an effective and affordable health insurance plan? Go to https://optimumhealthinsuranceplan.com/ for more info.

Patrick Daugherty (@RotoPat) and Denny Carter break down the latest NFL news, beginning with the surprising tidbit that Rashee Rice has avoided league discipline for his latest off-the-field issues. Pat and Denny debate his fantasy fit for 2026 before moving on to Ben Johnson’s glowing words on Luther Burden and the latest A.J. Brown trade rumors. They spend the second half of the show breaking down the back half of Pat’s just-released coach rankings. Who are they most bullish and bearish on amongst the new hires? They also debate Mike McCarthy’s Steelers landing spot, if Brian Schottenheimer was actually that bad, and if there’s any hope for Dan Quinn in Washington. (2:45) – Denny gives his latest update on his Fantasy Baseball journey this season (5:55) – Top Headlines: Tank Dell reportedly in line to return in Week 1, league rules Rashee Rice didn’t violate personal conduct policy (18:30) – More News & Notes: Ben Johnson foreshadows more Luther Burden III touches, latest on A.J. Brown saga (32:00) – New Coaching Hires: Examining the hot/cold meter on Kevin Stefanski, Robert Saleh, and Mike McCarthy (49:35) – Coach Rankings #11-22: Brian Schottenheimer, Dan Quinn, Aaron GlennSee omnystudio.com/listener for privacy information.

Headlines and our first official visit from Jolly Ol St Pickolas, ROB RANG (Fox Sports, LockedOn Seahawks) - Where's the buzz on this draft? - What does Rob see the Seahawks doing with the 32nd pick? - Should we be worried with he Seahawks lack of draft picks this year? - Does he have any questions or concerns about Fernando Mendoza? - Who is Rob most excited to talk about? :30- The Mariners are off to a slow start again and it's frustrating to be talking about this year in and year out, but we think they will pull out of this and get right. :45- UNC stole some of the shine from the National Championship by announcing they hired Michael Malone as their new head basketball coach. This hiring further proves that with the state of college sports, “the elites” aren't the same jobs they used to be. See omnystudio.com/listener for privacy information.

Headlines and our first official visit from Jolly Ol St Pickolas, ROB RANG (Fox Sports, LockedOn Seahawks) - Where's the buzz on this draft? - What does Rob see the Seahawks doing with the 32nd pick? - Should we be worried with he Seahawks lack of draft picks this year? - Does he have any questions or concerns about Fernando Mendoza? - Who is Rob most excited to talk about? :30- The Mariners are off to a slow start again and it's frustrating to be talking about this year in and year out, but we think they will pull out of this and get right. :45- UNC stole some of the shine from the National Championship by announcing they hired Michael Malone as their new head basketball coach. This hiring further proves that with the state of college sports, “the elites” aren't the same jobs they used to be.

In this episode of Contractor Cuts, Clark and James break down the final four core processes in Step 3 of The Contractor Operating System — the systems you need to build before you hire.If you're getting close to bringing on your first project manager, office support person, or leader, this episode is about laying the groundwork the right way so growth doesn't create chaos.They cover:why your first hire is usually a project manager, not an adminhow POW/PAL meetings create accountability, support, and early problem-solvinghow to build a goal and compensation system that gets employee buy-inthe boring but critical office management processes that protect your companywhy leadership development is the last and most important layer of scalingThis episode is all about preparing your company to duplicate yourself without losing control, culture, or profitability.Struggling to grow your contracting business? The Foundations Program is designed to help contractors break free from the chaos and build a business that runs smoothly. You'll get a customized training program, 1-on-1 coaching, and access to a full paperwork database—including contracts and the Client Engagement Agreement. Join the Foundations Program today!

In this episode, Reed sits down with Nikki Bashor to talk about what it really looks like to grow inside a scaling real estate media company. Nikki shares how she went from a new shooter learning the ropes to a highly efficient operator handling hundreds of homes a year. We discuss staying motivated in a fast paced production environment and how confidence with clients, systems, and workflow develops over time. In the second half, we break down the gear evolution that supports that growth, from early camera setups to the tools that make professional shoots faster and more reliable today. If you're curious what it takes to build a career shooting real estate, this episode pulls back the curtain.Follow the pod on Instagram at @upmarketpod.The Presenting Sponsor of Upmarket is Fotello, an AI media platform built to snap, upload, and deliver. Pricing starts at $12 per listing, with human revisions available within six hours. To get started, visit https://fotello.co/?via=upmarket and subscribe to begin using the platform. If you do not use the link, enter the code UPMARKET during signup.Another amazing sponsor is iGUIDE, which helps real estate professionals capture spaces fast and with industry-leading accuracy. Their PLANIX Pro camera delivers trusted measurements, with no subscriptions and priced per project. Options like iGUIDE Instant provide a clean 3D tour and interactive floor plan in minutes, starting at $7.99. Learn more at goiguide.com or @go_iguide.Another sponsor is HDPhotoHub, the all-in-one platform for ordering, scheduling, and delivering complete marketing kits, from video reels to print. With pay-per-listing pricing, transparent terms, and industry-leading integrations, HDPhotoHub helps you build the workflow you actually want. Visit HDPhotoHub.com and use code Upmarket to get your first 15 full deliveries free.Another amazing sponsor of Upmarket is SecondFloor, the fastest way to create a finished floor plan. It's so fast that you can deliver the finished floor plan while you are still on-site! Not only that, but you can get UNLIMITED floor plans for one low monthly fee. We love SecondFloor and you can go to secondfloorapp.com/upmarket and any new subscriber will get a one-month free trial.Our Action Items are sponsored by PixlCRM, where you can scale your real estate photography business through automation. It's an all-in-one business and marketing platform that complements your current delivery app. If you go to pixlcrm.com/upmarket you can get a 30-day risk-free trial!

WBC updates Michigan Wolverines new hire UH basketball vs. Baylor tonight Is Astros new slogan good?

Onboarding isn't admin. It's where standards, trust, and performance begin. When someone new joins the team, it's easy to take it for granted that they'll know what to do. But, no matter who they are, they need a comprehensive onboarding process.The onboarding process consists of two distinct parts: the administrative elements (most of which apply only to external hires); and the leadership elements (which apply to everyone).In this Moment, I remind you how to use the onboarding phase to set your new hires up for success.If you want to take a deeper dive, have a listen to Ep.55: You're Here... So Now What?!————————Have you taken our free Leadership Blindspot test?✨ In just 5 minutes you'll uncover the hidden leadership habits holding you back.Get your Blindspot Score and know exactly what to fix before it costs your career!TAKE THE FREE TEST HERE————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally.

The Cover 3 crew is back to break down the latest news around the college football world. The boys grade last year's new hires, Which programs made the right moves? (00:00:00) - Intro  (00:01:00) - Coaching Carousel Updates  (00:12:10) - Grading Year-One Coaches  Cover 3 is available on Apple Podcasts, Spotify and wherever else you listen to podcasts.  Visit the betting arena on CBSSports.com for all the latest in sportsbook reviews and sportsbook promos for betting on college football. Watch Cover 3 on YouTube: https://www.youtube.com/cover3 Follow our hosts on Twitter: @Chip_Patterson, @TomFornelli, @DannyKanell, @BudElliott3 For more college football coverage from CBS Sports, visit https://www.cbssports.com/college-football/ To hear more from the CBS Sports Podcast Network, visit https://www.cbssports.com/podcasts/ To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Ever wondered how legendary operations leaders onboard 800 seasonal hires for world-class performance in just 30 minutes? What if your biggest edge wasn't tech, but radical clarity, proven systems, and the courage to democratize what most companies hide?In this revealing conversation, guest host Sivana Brewer sits down with Tom Root, Managing Partner at Zingerman's Mail Order and a driving force behind its remarkable open-book management culture. Tom isn't just running a $24M operation; he's helping to architect the Zingerman's way, a playbook that turns consensus, culture, and scientific thinking into a market advantage.Dive in to discover how Tom's team hires 800 people for the holidays, keeps SOPs thrillingly relevant, leverages just-in-time knowledge systems, and makes “lean” truly work. If you crave real answers on scaling without chaos or losing culture, THIS episode is your exclusive playbook to operational victory. Listen now to avoid another year of stalled growth, outdated systems, and disconnected teams.Timestamped Highlights[00:00] – Why “democratization” is a double-edged sword for accountability[03:07] – Zingerman's wild origin: Russian anarchists, consensus, no classic CEO—and their bold growth vision[06:37] – Why illustrated food (not photos) is marketing magic…and why it works[13:27] – The single ops lever for onboarding 800 people in 30 minutes (no, it's not superstar managers)[17:28] – Secrets behind just-in-time knowledge, digital twins, and how training is dead[23:15] – “Tim's Law”: What happens when only one person “knows everything” and how to fix it[28:41] – Radical SOP audits, the core mistake most leaders make (and how Tom solved it)[31:39] – How open-book management paid off $300K debt and kept Zingerman's profitable every year since[42:09] – Scientific thinking vs. the “tools” trap, and why organizations resist outsidAbout the GuestTom Root is Managing Partner at Zingerman's Mail Order, part of the legendary Zingerman's Community of Businesses in Michigan. He's recognized for championing open book management, building empowered teams, and pioneering proven operational systems that help Zingerman's scale their beloved brand while keeping culture alive. Tom's unique perspective joins hands-on leadership with a background in tech, manufacturing, and continuous improvement.

Dive in to all kinds of Bucs chatter on The Sage's podcast. The wisdom and fun of Ira and Joe is presented by Bill Currie Ford. Click play above or listen at Apple Podcasts or Podbean.com. Many other platforms, too, including iHeartRadio. A […] The post Talking Bucs On Super Bowl Radio Row, New Hire, Today's Lessons, Chris Godwin Longing(?), And More appeared first on JoeBucsFan.com.