Podcasts about Overalls

In this week's “Throwback Thursday” segment, we hear from the man who brought sweatpant overalls for men (really!) to America. Side Hustle School features a new episode EVERY DAY, featuring detailed case studies of people who earn extra money without quitting their job. This year, the show includes free guided lessons and listener Q&A several days each week.Show notes: SideHustleSchool.comEmail: team@sidehustleschool.comBe on the show: SideHustleSchool.com/questionsConnect on Instagram: @193countriesVisit Chris's main site: ChrisGuillebeau.comRead A Year of Mental Health: yearofmentalhealth.comIf you're enjoying the show, please pass it along! It's free and has been published every single day since January 1, 2017. We're also very grateful for your five-star ratings—it shows that people are listening and looking forward to new episodes.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS:  1. Post-COVID Candidates Are Evaluating Life Satisfaction, Not Just Salary The candidate conversation has fundamentally changed. Compensation is still important, but Natalie has watched the evaluation criteria expand significantly post-COVID: wellbeing, flexibility, and organizational investment in the whole person are now equally weighted factors in how candidates choose between offers. 2. Share Benefits in the First Round Interview — Not at the Offer Stage thredUP's approach to benefits transparency is a model for the industry: they share the full value proposition starting in the very first interview. Candidates who know what they're getting before they're deep in the process make better decisions — and are more bought-in when they accept. 3. The 4-Day Workweek Works Because of Trust, Not Policy thredUP's Monday-through-Thursday schedule isn't about fewer hours — it's about output over hours and treating employees like adults. The model evolved from an existing maker day culture where meeting-free, work-from-anywhere days were already the norm. The shift to a 4-day work week was less a policy change and more a natural extension of a values-based operating model. 4. Employees Will Trade Compensation for Flexibility Natalie cites research that employees will accept lower compensation in exchange for genuine flexibility — and thredUP's 4-day workweek is living proof. In a talent market where differentiating on salary alone is expensive and unsustainable, flexibility is one of the highest- leverage benefits a company can offer. 5. Peripheral Benefits Are No Longer Peripheral Elder care navigation, childcare support, family-forming benefits, sabbaticals — what used to be considered nice-to-have additions are increasingly the primary evaluation criteria for candidates and employees. Natalie's view: investing in the whole person is no longer a differentiator. It's the expectation. 6. The 4-Day Week Is Also an Elder Care Benefit One of the sharpest reframes in the series: Natalie points out that for employees in the sandwich generation — managing both kids and aging parents — Friday isn't just a day off. It's the day to take Mom to the doctor, handle a care appointment, or just be present for a parent who needs support. The 4-day model makes that possible without burning vacation time. 7. Use the Benefit Yourself First — Then Sell It Natalie's playbook for introducing a new benefit to an organization: use it yourself, let it solve a real personal problem, and lead with that story when you bring it to leadership. Her personal experience finding a therapist for her daughter through a concierge service became the most compelling business case she could have made — because it was real. 8. Real Stories Drive Adoption. Bullet Points Don't. The most actionable framework in this episode: benefits adoption isn't driven by onboarding decks or open enrollment emails. It's driven by one person telling another person what happened when they actually used something. Find your early adopters, capture their stories, and let those stories do the selling. One team member's Spain trip planned through a concierge benefit became the most memorable proof point in thredUP's entire rollout. 9. ROI Lives in Adoption Rate and Retention Conversations Natalie's two-metric framework for measuring the impact of lifestyle benefits: first, are people actually using it? Second, when employees who stay long-term are asked why they stay, does this benefit show up in the answer? If the answer to both is yes, the benefit is earning its place in the package. 10. AI Is a Catalyst, Not a Threat — If You Frame It Right Natalie's closing message reflects the broader optimism she's hearing among her peer group: the most energizing AI conversation isn't about job loss, it's about what becomes possible when people are freed from the work that machines can do better. That reframe — AI as an enabler of human potential — is how the best people leaders are bringing their organizations along.   CHAPTERS: 00:00 – Introduction & Lucky Number 10 Adam welcomes Natalie Breece as the final interview of Transform day one, and Natalie introduces thredUP — one of the world's largest online consignment platforms for women's and kids' apparel. 02:30 – How thredUP Works (and Why Adam Needs to Use It) A quick detour into how the Clean Out Kit model works, why buying kids' clothes at 80% off retail is a game changer, and what's been sitting in Adam's garage for too long. 05:00 – An Intentional Path Into HR Unlike most people leaders, Natalie didn't fall into HR — she studied organizational psychology, built her career in talent acquisition, and made a deliberate move into the full HR suite. 07:30 – 10 Years, 5 Companies Worth of Experience What's kept Natalie at thredUP for a decade: the company has never let her feel bored. From private to public, acquisition to divestiture, 500 to 2,500 employees — she's had the experience of five companies in one. 10:00 – The Employment Compact: Mutual Investment Natalie's framework for what a healthy employment relationship looks like — a genuine two-way commitment where the employee gives their expertise and the employer invests in both their professional and personal growth. 12:30 – Pre-COVID vs. Post-COVID Candidates The sharpest shift Natalie has seen in 10 years: before COVID, candidates asked about promotion speed and compensation. After COVID, they're equally asking about life satisfaction, wellbeing, and flexibility. 15:00 – Benefits Transparency from Day One thredUP shares its full benefits value proposition starting in the first round interview. No waiting until the offer stage — candidates deserve to know the full picture early. 17:30 – The 4-Day Workweek — How It Actually Works thredUP runs Monday through Thursday, with Friday off company-wide. Natalie explains the output-over-hours philosophy behind it and why it was a surprisingly easy sell to leadership. 21:00 – How Powerful Is the 4-Day Workweek as a Recruiting Tool? Natalie's direct answer: massive. Studies show employees will accept lower compensation for flexibility — and thredUP's 4-day model is one of the most powerful differentiators in their talent attraction arsenal. 24:00 – Peripheral Benefits Are the New Primary Benefits Learning and development, wellbeing, family-forming, elder care, childcare navigation — what used to be considered ancillary is now central to what employees evaluate when choosing a company. 26:30 – The Sandwich Generation & What Benefits Can Actually Do A candid conversation about the dual caregiving pressure — raising kids while supporting aging parents — and how thredUP's 4-day model and sabbatical give employees the time and space to handle both. 29:00 – Natalie's Personal Story: Finding a Therapist for Her Daughter The most personal moment in the episode: Natalie shares how she used a concierge benefits service to find a therapist for her teenage daughter, got a thorough provider list within days, and became an instant believer. 33:00 – Selling It to the Executive Team How Natalie turned her personal experience into a business case: she led with her own story, cited the value and price point, and watched the executive team become early adopters and then evangelists. 36:00 – The Snowball Effect: How Real Stories Drive Adoption Natalie's benefits rollout playbook: share the benefit, lead with real use cases, find early adopters, and let their stories do the selling. One person's trip to Spain became the most unexpected success story. 39:00 – Measuring ROI: Adoption Rate & Retention How thredUP tracks the impact of concierge and lifestyle benefits: adoption rate first, then whether the benefit shows up in retention conversations as a reason employees cite for staying. 41:30 – What's Lighting Natalie Up: AI as an Enabler Natalie closes with her take on AI: the conversation among her peers isn't about job replacement — it's about enabling people to work faster, smarter, and do more than ever before.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS: 1. Great Benefits Nobody Knows About Are Wasted Benefits The biggest failure in corporate benefits isn't a weak package — it's a strong package that employees can't find or don't understand. Navigation is the missing layer. If an employee can't get a real-time answer to "my knee hurts, what do I do," they'll go to the emergency room, every time. 2. Healthcare Navigation Is the Next Essential Platform Layer Jon's view from 20 years in-house: the employers who are winning aren't just offering more benefits, they're offering smarter access to what they already have. A platform that speaks plain English, routes employees to the right care, and answers questions in real time is increasingly non-negotiable. 3. Site-of-Care Redirection Saves Real Money for Everyone Emergency room copays for an ear infection versus urgent care or telemedicine — the difference is significant for both the employee and the employer. Navigation platforms that help employees understand their options and redirect care appropriately are one of the clearest ROI plays in the benefits stack. 4. ROI Models Don't Always Capture the Full Picture Jon's GLP-1 example is a sharp one: the short-term cost data on weight-loss medications looks difficult, but the downstream impact on joint health, blood pressure, cholesterol, and energy is real and compounding. Sometimes the right benefits decision requires setting the spreadsheet aside and taking a bigger picture view of what it means to help someone get healthier. 5. Stop Keeping Your Benefits a Secret For years, many employers treated their benefits as proprietary information — worried that competitors would copy them. That era is ending. The companies winning on talent are putting their lifestyle support benefits front and center in offer letters, career pages, and recruitment conversations. If you spent the money, get the credit. 6. Real Stories Drive Benefits Utilization More Than Bullet Points Jon's open enrollment philosophy from nearly two decades of in-house experience: the most effective benefits communication isn't a list of what you offer — it's a real story of how someone used it. Personal examples create emotional connection and drive employees to actually take advantage of what's available to them. 7. Caregiving Benefits Reach Further Than the Employee Jon's story about using a caregiving support benefit to help his mother through a terminal illness illustrates a point that's easy to miss: when a company helps an employee navigate elder care, legal planning, or family crisis, the benefit extends to the whole family. And when families feel taken care of, employees stay. 8. On-Demand Pediatric Telemedicine Is One of the Most Underappreciated Benefits A 2 AM croup episode that stayed out of the emergency room because of a telemedicine call is worth more to a parent than almost any other benefit in the package. If you're offering this and not talking about it constantly, you're leaving impact on the table. 9. Claims-Based Personalization Is the Most Exciting AI Development in Benefits AI that proactively nudges employees toward preventive care — based on their own claims data — is moving from concept to reality. Annual physicals, colonoscopies, mammograms: catching things before they escalate is better for the employee, cheaper for the employer, and the kind of thing that makes people feel like their company genuinely cares about their health. 10. An Ounce of Prevention Is Still the Best Benefits ROI The math hasn't changed: early detection and preventive care cost a fraction of late-stage treatment. The technology has finally caught up to make personalized preventive nudges possible at scale. The employers investing here now are building a healthier, more productive workforce — and a more defensible benefits budget.   CHAPTERS:   00:00 – Dad Talk: Presence Over Everything Jon and Adam open with a candid conversation about working parenthood, FaceTime at 4 AM, coaching Little League, and what it means to be truly present for the moments that matter. 03:00 – Meet Jon & The Alterity Group Jon introduces himself and The Alterity Group — a third-party benefits and HR tech advisory firm helping large employers find the right vendors and maximize those relationships across their full HR technology stack. 05:30 – Where to Start: Evaluating a Benefits Package Jon's first move when assessing a company's benefits competitiveness: understand who the client is and what they're actually trying to accomplish — because retention goals look different from recruitment goals, and blue-collar needs look different from financial services. 08:00 – Total Rewards Is More Than a Salary Number How the right HR technology helps companies communicate total rewards — base, bonus, equity, benefits, and employer healthcare contributions — clearly to both candidates and current employees. 10:30 – The Utilization Problem: Great Benefits Nobody Knows About Jon's diagnosis of the biggest waste in corporate benefits: employers spend significant money on programs that employees never use, simply because nobody told them it existed. The fix isn't more benefits — it's better navigation. 13:00 – Healthcare Navigation: The One-Stop Shop The case for navigation platforms that guide employees to the right care in plain English — whether that's a musculoskeletal app for a sore knee or telemedicine for an ear infection — and why real-time answers drive better outcomes for everyone. 16:00 – Site-of-Care Redirection: The Hidden Cost Saver Why sending an employee to urgent care instead of the emergency room for an ear infection saves money for both the employer and the employee — and how navigation platforms are making smarter care routing the norm, not the exception. 19:00 – Rethinking Benefits ROI Beyond the Numbers Jon's honest take on GLP-1 benefits: the short-term cost data looks scary, but helping an employee lose 50 pounds, lower their blood pressure, and reduce joint pain is a win that doesn't always show up in a 12-month ROI model. Sometimes you have to take the bigger picture view. 22:00 – Why Companies Used to Hide Their Benefits — and Why That's Changing Jon traces the shift from employers keeping their benefits close to the vest to the current moment where leading companies are putting lifestyle support benefits front and center in offer letters and recruitment materials. 25:00 – Tell the Stories. Use Real Examples. Jon's open enrollment philosophy from 19 years of in-house experience: the most effective benefits communication uses real employee stories — not bullet points on a flyer. 27:30 – A Caregiving Benefit That Helped His Family Jon's most personal moment: how a caregiving support benefit helped his mother navigate will preparation, power of attorney, and advanced directives during a family member's terminal illness. 31:00 – The 2 AM Pediatrician Call A vivid story about the power of on-demand pediatric telemedicine: Jon's croup-prone infant, a 2 AM barking cough, and a provider who talked him through treatment — avoiding an emergency room trip entirely. 34:00 – Claims-Based Personalization: The AI Frontier in Benefits Jon's optimistic take on what's coming: AI that mines claims data to proactively nudge employees toward preventive care — annual physicals, colonoscopies, mammograms — catching things early before they become expensive and life-altering. 37:00 – An Ounce of Prevention Jon closes with the simple math behind preventive care investment: catching something early is almost always cheaper and better for the employee than treating it late.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TAKEAWAYS: 1. Global Benefits Require Local Listening There is no universal benefits playbook. What matters to an employee in Bangalore — where the daily commute can be a two-hour ordeal — is fundamentally different from what matters to someone in Austin or Cork. Companies with global teams need to engage local employees to understand what's actually meaningful, rather than exporting the US benefits model everywhere. 2. Transportation Is an Underrated Global Benefit In cities like Bangalore and Manila, commuter benefits can have a more meaningful daily impact than gym memberships or wellness stipends. Dave's team is actively exploring cab subsidies and transportation allowances as targeted benefits for teams in markets where commuting is genuinely burdensome. 3. Mental Health Benefits Only Work If Confidentiality Is Real and Communicated On-demand therapy platforms drive adoption when employees genuinely believe their sessions are private. People leaders need to actively and repeatedly communicate that they have zero access to individual usage data — because the fear that HR is watching is a real barrier to utilization, even for platforms that are genuinely confidential. 4. Aggregate Mental Health Data Is a Strategic Signal Even without individual visibility, the top themes surfaced by a mental health platform — stress, burnout, anxiety — give people leaders actionable intelligence about where the organization needs to go deeper. That's qualitative data that should be feeding benefits strategy and manager training. 5. What Candidates Care About Depends on Where They Are in Life Junior employees ask about food and gym benefits. Senior employees want to know about 401(k) match and parental leave. But across every level and every geography, candidates are asking to see the benefits package — and those conversations are happening on par with base salary discussions. 6. Elder Care Is the Next Major Benefits Frontier — and It's Personal for Dave Dave went through the elder care journey for both parents with nothing from his employer to help navigate it. That experience led him to advise an elder care platform and made him one of the most vocal advocates for this benefit category. His message: companies that don't build something here in the next few years will lose the sandwich generation employees who need it most. 7. The Elderly Population Is About to Eclipse the Child Population in the US The demographic shift is imminent. The sandwich generation — employees simultaneously raising children and caring for aging parents — is about to become the dominant workforce cohort. People leaders who are not designing benefits for this reality are already behind. 8. Concierge Benefits Address the Real Cost of Being Away The most relatable benefit Dave wishes he had: someone to handle real-life logistics when you're traveling for work. A fallen tree, a lawn that needs cutting, a home emergency — the mental load of worrying about what's happening at home while you're on the road is a real productivity drain that concierge services can address. 9. HR Needs a Purposeful AI Design — Not a Default One Dave's key insight from Transform 2026: the most important AI conversation in HR isn't about what AI can do — it's about what you want it to do. Mapping capabilities and making deliberate decisions about where AI takes over and where human judgment is protected is the strategic work that separates thoughtful people organizations from reactive ones. CHAPTERS: 00:00 – Introduction Adam welcomes Dave Hanrahan from SolarWinds, fresh off a panel session, and sets up a conversation about global people leadership and benefits. 02:00 – Meet SolarWinds & Dave's Role Dave describes SolarWinds — a B2B IT observability platform — and his role as SVP of People, including joining two weeks before an acquisition and managing a team spanning six countries. 04:30 – Managing a Global Workforce Up Close Why Dave prioritizes getting out to international offices in person, and what you can only understand about site culture when you're actually there. 07:00 – How Benefits Work Around the World A rarely discussed topic: how benefits are structured differently by country, why one-size-fits-all doesn't work globally, and what SolarWinds is learning about meeting employees where they are in each market. 10:00 – Transportation Benefits in Bangalore & Manila The standout benefit conversation: why commuter subsidies matter more than gym memberships for teams in some of the world's most congested cities — and how SolarWinds is working with local teams to figure out the right solution. 13:00 – Mental Health Benefits & the Confidentiality Challenge How SolarWinds approaches global on-demand therapy benefits, why anonymity is the key to adoption, and what aggregate data from the platform tells Dave as a people leader about workforce stress trends. 16:30 – How Benefits Are Priced & Structured A practical breakdown: per-employee session allotments, how utilization is tracked, when the company raises session limits, and how group sessions expand access across the organization. 19:00 – What Candidates Actually Ask About in Total Comp Dave's generational breakdown: junior employees ask about food and gym benefits; senior employees go straight to 401(k) match and parental leave. And across the board, every candidate asks to see the benefits flyer. 22:00 – The Elder Care Gap — Dave's Personal Story Dave's most personal moment in the episode: going through elder care for both parents with zero company support, becoming an advisor to an elder care benefits platform, and why he believes this is the next major benefits frontier. 26:00 – The Sandwich Generation Is Here The data point that stops the conversation: the US elderly population is about to eclipse the child population. Dave and Adam get real about what that means for employees caught in the middle — raising kids while caring for aging parents. 29:30 – Concierge Benefits & the Value of Peace of Mind What Dave wishes he had as an employee traveling for work: concierge services that handle real-life logistics — the lawn, the fallen tree, the home emergency — so employees can focus on the job. 32:00 – Mapping AI to HR: What to Automate, What to Protect Dave's aha moment from Transform 2026: the importance of purposefully mapping which HR functions should become agentic versus where human judgment — on hiring, promotions, compensation, feedback — must be retained. 35:00 – Keeping the Human at the Center Dave's words of optimism: at this conference, HR leaders are pushing back on the narrative that AI should replace human judgment. The energy at Transform is about keeping people at the heart of the most important decisions.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About:  Nancy Hauge , Chief People Experience Officer  Nancy oversees all "people" functions worldwide at Automation Anywhere, including talent acquisition, communication, total rewards, learning and development, engagement, DEI, and Social Impact. She brings more than 30 years of experience in senior leadership and management consulting roles. Prior to joining Automation Anywhere, she was the chief people officer at HotChalk, where she was responsible for all people functions, legal, and facilities. Before that, Nancy served as the SVP of global human resources and facilities at Silicon Image through its 2015 acquisition, and as SVP of human resources for K12 Inc. (STRIDE) through its 2007 IPO. She also has executive experience at Ruckus Network, Noah's New York Bagels, Gymboree Corporation and Sun Microsystems.  She was recognized by HRO Today as CHRO of the Year 2023, for Innovation.  Additional recognition includes being named by HR Leadership as one of the Top 100 HR Tech Influencers for 2021, by HRO Today as a Leader of Distinction in North America in 2019. She is also a recipient of the "Stevie Awards" for women in high tech and was named by the Silicon Valley Business Journal as one of the "100 Women of Influence" in Silicon Valley both in 2015. Nancy has served on the Board of Regents for Holy Names College and the Board of Advisors to The Cameron School of Business at The University of North Carolina, Wilmington.  What you didn't know: Nancy started her career in comedy. Writing and performing. Of course, Nancy admits that she is lucky she wasn't very good at that or she would not be here today. Key Takeaways: 1. People Are the Most Unpredictable — and That's the Point Nancy's reason for still loving HR after 45 years: no two days are ever the same, because people will always surprise you. That unpredictability isn't a bug in the people function — it's what makes it the most creative, human-centered role in any organization. 2. AI Agents Should Do the Work Humans Shouldn't Have to Do The real promise of AI in HR isn't efficiency for its own sake — it's freeing humans to do what humans are actually best at. Reviewing resumes, scheduling interviews, and answering repetitive benefit questions should be automated. Creativity, judgment, and connection should not. 3. The Referral Agent Changes How Jobs Get Designed Automation Anywhere's referral agent is a glimpse at the future of workforce planning: as a new job description is written, AI maps it to existing tools in the catalog and recommends what else needs to be built. Jobs are no longer just roles — they're a design challenge. 4. The Future of Benefits Is Bespoke, Not Bulk Volume-purchased, one-size-fits-many benefits packages are a legacy model. Millennials and Gen Z expect benefits that match their actual life — their family structure, their life stage, their specific needs. Companies that don't move toward personalization will lose the talent war to those that do. 5. Benefits Are How You Reach Into the Family Nancy's reframe: benefits aren't just a compensation component — they're the one place a company can make an employee's family a partner in retention. When a company helps with a night nurse, fertility support, or postpartum care, the family notices. And families influence career decisions. 6. The Night Nurse Benefit Generated the Most Emotional Response of Nancy's Career Of all the benefits Nancy has implemented across 45 years, a night nurse support service for new parents produced the most extraordinary emotional response she has ever received from employees. It's a reminder that the highest-impact benefits often aren't the most expensive — they're the most human. 7. AI Agents Can Surface Benefits at the Exact Moment They're Needed The awareness and adoption problem in benefits is real: employees don't think about benefits until they need them. AI agents that detect life changes — a new dependent added to insurance, a leave request filed — and proactively surface relevant benefits solve this problem at scale, without requiring HR to monitor or manage it manually. 8. People Share More With Agents Than With HR — and That's a Feature Employees are more willing to disclose sensitive, personal information to an AI agent than to a human HR representative, because there's no fear of judgment or career consequences. That confidentiality drives benefit utilization and gives companies a more accurate picture of what employees actually need. 9. Great Alumni Are Part of the Benefits ROI Nancy's two-vector framework for benefits ROI — retention and human wellness — includes something most people skip: the alumni experience. The goal isn't just to keep employees as long as possible. It's to make them feel so well-cared-for that when they leave, they become ambassadors. That has real, lasting value. CHAPTERS: 00:00 – Introduction: Adam welcomes Nancy Hauge — whose favorite color is puce — and sets up a conversation with one of the most experienced people leaders in the series. 02:00 – Meet Nancy & Automation Anywhere Nancy introduces herself as Chief People Experience Officer and describes Automation Anywhere's AI agent platform — built to help enterprises manage agentic solutions across their entire tech stack. 04:00 – Why 45 Years in HR Never Gets Old Nancy's answer to what keeps her energized after four-plus decades: people are the least predictable thing in the world, which makes HR the most creative function in any business. 06:30 – The Greatest Innovation in HR Tech Nancy's take on the biggest recent leap: AI agents that remove human bias from processes, hand repetitive work back to machines, and free people to do what they're actually best at — creativity and problem solving. 09:00 – The Referral Agent: AI Redesigning Job Descriptions A specific innovation at Automation Anywhere: an AI agent that, as a job description is written, maps it to existing agents in the catalog and recommends new ones to build — fundamentally changing how work gets designed. 12:00 – The Future of Benefits Is Bespoke Nancy's bold prediction: one-size-fits-many benefits are on the way out. The next generation of workers — Millennials and Gen Z — expect à la carte, concierge-level solutions tailored to their life and their family, not volume-purchased packages. 15:00 – Benefits Reach Into the Family A reframe that changes how you think about total rewards: benefits are the one place a company can reach into an employee's family and make them partners in retention. That's a responsibility — and an opportunity. 17:30 – The Night Nurse Benefit The benefit that generated the most emotional response Nancy has ever seen in her career — a post-birth night nurse support service — and why the reaction from employees was extraordinary. 21:00 – AI Agents Driving Benefits Awareness How Automation Anywhere uses AI agents to proactively surface the right benefits at the right moment — detecting life changes like a new baby on insurance and prompting employees with relevant support before they even think to ask. 24:00 – Confidentiality & the Trust Factor Why employees are more likely to share vulnerable, personal information with an AI agent than with HR — no judgment, no performance review implications, no office gossip. And why does that drive benefit utilization? 26:30 – Justifying Benefits ROI on Two Vectors Nancy's framework: retention is one vector, human wellness and happiness is the other. And the goal isn't just keeping people — it's creating great alumni who leave saying the company genuinely cared about them. 29:00 – The 5-Year Century Nancy previews her upcoming book, co-authored with Automation Anywhere's CEO, publishing May 19th via Wiley — about how rapidly everything is changing and how AI agents are going to help humanity tackle its biggest challenges.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   ABOUT: Lucia is a Chief People Officer working at the intersection of talent, technology, and strategy, helping organizations navigate transformation and scale intentionally. Over the past decade, she has partnered with leadership teams at public and high-growth companies to build operating models that support distributed work, enable durable growth, and strengthen resilience. At Virta Health, she built and scaled a fully remote organization recognized by Inc. as a Best Place to Work during a period of rapid expansion. At Patreon, she led the team through hypergrowth, M&A integration, and cultural evolution. Earlier in her career at Yahoo, Lucia designed and implemented analytics and decision-making infrastructure across EMEA, APAC, and the Americas. She holds a PhD in Organizational Behavior from Stanford GSB and brings a systems-driven approach to how organizations operate and evolve at scale.  Takeaways: 1. Honesty Is the Most Underrated Employee Benefit Lucia's diagnosis of broken cultures is blunt: a lack of honesty. In an era defined by uncertainty — AI, economic volatility, global instability — employees want leaders and organizations that will be straight with them. Transparency isn't a communication strategy; it's a cultural foundation. 2. Bring Your Customers Into Your Culture Virta Health keeps honesty alive by bringing its patients — the people receiving its treatment — into all-hands meetings, offsites, and board meetings. It's a radical form of accountability that makes it impossible to lose sight of what the organization is actually for. 3. Remote Done Right Is About Trust, Not Tools Flexibility is a genuine benefit — but only if it comes with trust, clear expectations, and a genuine output-over-hours mentality. Lucia's philosophy: I hired you to do a job from anywhere. Get it done. The moment you start monitoring screen time or sending 3 AM emails, you've broken the contract. 4. Know Your Population Before You Design Your Benefits Virta's benefits strategy starts with a simple question: who are our people and what do they need? Their workforce is majority women in their 30s — so fertility benefits aren't a nice-to- have, they're a core part of the value proposition. Benefits designed without demographic insight don't land. 5. Compensation Comes First — Then Benefits Can Differentiate You cannot win a talent war on benefits alone. Market-rate base, bonus, and long-term incentives have to be in place first. Once they are, benefits become the layer that signals culture and meets employees where they are in their lives. 6. Engagement Is the Proxy Metric for Peace of Mind How do you quantify something as qualitative as peace of mind? Lucia's answer: Track engagement before and after benefits changes. Employees who feel supported show up more connected to the organization. That connection is measurable — and it ties directly to retention and performance. 7. The Attrition Argument Wins the Benefits Budget Conversation When employees are in a high-stakes life phase — fertility, family planning, caregiving — and the company doesn't meet them there, they leave. The cost of replacing them is almost always higher than the cost of the benefit. Lucia builds her ROI case on that math, and it works. 8. AI Is Forcing Leaders to Lead With Meaning As AI automates the transactional parts of management, leaders are left with the one thing AI can't provide: genuine human connection and meaning. Lucia sees this as a cause for optimism — organizations that were coasting on process are now being pushed to actually invest in their people. 9. 3 AM Emails Are a Leadership Failure, Not a Work Ethic Signal Managers who send late-night or weekend messages aren't demonstrating dedication — they're demonstrating poor planning and setting a cultural expectation that others shouldn't have to absorb. If urgency is manufactured, the fix is upstream, not a Sunday Slack message. CHAPTERS: 00:00 – Introduction Adam welcomes Lucia Guillory, CPO at Virta Health, and gets a quick overview of what the company does — including their recent breakthrough linking their treatment to extended survival in pancreatic cancer patients. 02:00 – From Isolation to PhD: How Lucia Got Into People Lucia traces her path into organizational behavior through a personal lens — growing up dyslexic and with ADHD, studying people as a way to understand belonging, and ultimately earning a PhD to drive change in organizations. 05:00 – What's Most Broken in Bad Cultures Lucia's direct answer: a lack of honesty. In a world of tariffs, AI anxiety, and geopolitical turbulence, employees want authenticity and transparency above everything else — and it's rarer than it should be. 07:30 – How Virta Bakes Transparency In Virta's unusual approach to keeping honesty at the forefront: bringing patients (members) into all-hands meetings, offsites, and even board meetings — making it impossible to hide what's working and what isn't. 10:30 – Remote Done Right What it actually means to be a fully remote organization: output over hours, trust over monitoring, flexibility as a genuine benefit, and clear communication as the operating system that holds it all together. 13:30 – The 3 AM Email Problem Lucia's take on managers who send emails at 3 AM or on weekends: it's a leadership failure, not a badge of honor — and employees have to vote with their feet if that's the culture. 16:00 – Total Comp: Where Benefits Fit In You can't win on benefits alone — market compensation has to be there first. But once it is, benefits become the differentiator. Lucia's framework: know your population and design accordingly. 18:30 – Fertility Benefits & Knowing Your Workforce Why Virta chose Carrot as their fertility benefits platform — and how understanding that their workforce is majority women in their 30s made this an obvious, high-impact investment across the full spectrum of family planning. 21:30 – Measuring the ROI of Peace of Mind How do you put a number on peace of mind? Lucia's answer: track engagement. Benefits that reduce stress and meet employees where they are show up directly in engagement scores — and engagement ties to retention and performance. 24:00 – Linking Benefits to Attrition The business case Lucia makes to finance: when employees are in a critical life phase — fertility, family planning, caregiving — failing to meet them there drives attrition. The cost of that attrition is measurable. The cost of the benefit usually isn't. 26:30 – What's Lighting Lucia Up: AI & the Return of Meaning Lucia's optimistic take on the AI moment: as transactional management gets automated away, leaders are being forced to show up with something AI can't provide — meaning, connection, and genuine investment in their people.    

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com About:  Kyle Forrest is the Future of HR Leader for Deloitte Consulting LLP. The Future of HR team advises, implements, and helps business and HR leaders drive business and workforce outcomes through Deloitte's knowledge and practical understanding of HR operating models, processes, AI and automation capabilities, HR technology and vendor partner strategies, and evolving HR skills and capabilities. Forrest also serves as the dean of Deloitte's Next Generation CHRO Academy, bringing together senior HR leaders aspiring for the CHRO role to advance their careers. Takeaways:  1. The AI Conversation Has Moved On — and That's a Good Thing A year ago, every conference session was about AI features. In 2026, the more important question has taken center stage: what should humans be doing? Organizations that are answering that question well are investing in the uniquely human capabilities — creativity, presence, novel thinking, relationship-building — that AI cannot replicate. 2. No Generation Is Primarily Motivated by Pay Alone Deloitte's research across all four workforce generations is consistent: salary is table stakes, not a differentiator. Purpose, mental wellbeing, financial wellness, and a sense that the company cares about the whole person are what actually move the needle on attraction and retention. 3. Mental Wellbeing Benefits Are Now a Business Outcome, Not a Perk The link between employee stress and productivity is well-documented. Organizations that invest in mental health benefits aren't just being compassionate — they're protecting output, engagement, and retention. Gen Z's comfort with this dialogue has accelerated adoption across the board. 4. The Sandwich Generation Is the Next Big Benefits Frontier A growing number of employees are simultaneously raising children and caring for aging parents. This dual caregiving burden creates stress, distraction, and leave risk that compounds over time. Benefits that help employees navigate elder care — not just time off, but actual guidance and support — are going to become a significant differentiator in the next few years. 5. Women's Health Benefits Have an Underserved Second Chapter The fertility benefits conversation has expanded — but Kyle points to a significant gap: supporting mothers through recovery, healing, and the early transition to parenthood after birth. There is growing investment in this space, and the companies that get ahead of it will have a meaningful advantage. 6. How a Company Handles Pregnancy Loss Is Now Part of Its Employer Brand Word travels fast — especially on social media. How an organization supports an employee through the loss of a pregnancy or a failed IVF cycle is the kind of story that gets shared widely. It's become a visible signal of company culture and values that candidates and current employees pay attention to. 7. Benefits ROI Lives in Attrition and Time-to-Hire Data Kyle's framework for building the business case: calculate the cost of slow hiring and high attrition, then show how the right benefits mix moves those numbers. Unfilled roles have a direct revenue impact — and retaining the right people means not missing out on sales, delivery, or growth. 8. Performance Psychology Coaching Is the Most Interesting New Benefits Category Drawing on decades of research in elite sports, performance psychology coaching helps employees handle high-pressure moments, navigate stress, and show up at their best — consistently. It's distinct from traditional mental health services and addresses a different, underserved need in the workforce. 9. Asynchronous Interviewing Is Democratizing the Candidate Pipeline Tools that let candidates complete interviews and skills assessments on their own time — at 5:30 AM before work or after putting the kids to bed — are surfacing qualified candidates who would have otherwise been filtered out by scheduling friction. Companies using these tools are finding people they would have missed. 10. Modern HR's Job Is Strategy, Not Inquiry The more benefits navigation and routine HR questions can be handled through technology and concierge services, the more HR professionals can focus on what actually moves the business: partnering with leaders to personalize benefits for their specific workforce mix, build better teams, and make smarter people decisions. CHAPTERS:  00:00 – Welcome Back, Kyle Adam welcomes Kyle Forrest back for his third appearance and sets up what's different about Transform 2026 compared to previous years. 02:00 – The Shift: From AI Features to Human Value Kyle's big observation from the conference circuit: last year was about AI products; this year is about what work should remain human — and why that's the more important conversation. 04:30 – What AI Still Can't Do The uniquely human capabilities that no model can replace: being present in the room, generating novel ideas, building real relationships, and innovating in ways that go beyond the existing body of human knowledge. 07:00 – Four Generations, One Workforce, Zero Agreement on Pay Deloitte's generational research shows that across Gen Z, Millennials, Gen X, and Boomers, salary alone is not the primary motivator — and what that means for how companies structure total comp. 09:30 – Mental Wellbeing as a Business Outcome How Gen Z's comfort with mental health dialogue has pushed organizations to take wellness benefits more seriously — and the research linking stress reduction directly to productivity and engagement. 12:00 – The Sandwich Generation Problem A growing segment of the workforce is simultaneously caring for kids and aging parents. Kyle makes the case for why navigation benefits for elder care aren't just nice to have — they're becoming critical. 15:00 – Benefits That Remove Burden from HR How smart benefits design reduces the volume of questions HR has to field — freeing people professionals to spend time with business leaders on strategic workforce decisions instead. 17:30 – The Modern Role of HR Kyle's take on how the HR profession has evolved over nearly 100 years — and where it needs to go next: less inquiry-answering, more personalized workforce strategy in partnership with business leaders. 20:00 – Fertility Benefits and the Overlooked Healing Journey The growing investment in women's health benefits — and the often-missed opportunity to support mothers not just through the fertility journey, but through recovery, healing, and the transition to parenthood. 23:00 – Supporting Loss in the Workplace A candid moment: how companies show up for employees who experience pregnancy loss or failed IVF is becoming a visible differentiator — and word spreads fast, in both directions. 25:30 – The ROI Case for Benefits Investment Kyle's framework for justifying benefits spend: tie it to time-to-hire, attrition rates, and the measurable revenue impact of unfilled roles and disengaged employees. 28:00 – Performance Psychology Coaching One of the most interesting emerging benefits: coaching that applies lessons from elite sports psychology to help employees navigate stress, pressure, and high-stakes moments at work. 30:30 – TA Tech Innovation: Interviewing on Your Time The candidate experience innovation Kyle is most excited about: asynchronous interview and skills assessment tools that let candidates go through the process at 5:30 AM or after bedtime — and the pipeline results companies are seeing. 33:00 – Where to Find Kyle & Deloitte's Research Kyle points listeners to Deloitte's Insights to Action platform and his LinkedIn for the latest research and workforce intelligence.

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com TANYA E. MOORE As Chief People Officer, Tanya drives initiatives that empower West Monroe's employees and foster a high-performing, supportive culture. Tanya partners with leadership to develop the next generation of leaders, ensuring our people are fulfilled and our employee experience remains a key differentiator. Before joining West Monroe in 2023, Tanya was Chief People Officer at M.C. Dean and spent two decades with IBM, where she led award-winning programs that shaped the company's transformation. She holds an MBA in organizational development from the College of William and Mary. Outside of work, she serves on several advisory boards, including The Conference Board's CHRO Council, the William and Mary Consulting Board of Directors, and the She-Suite Board of Advisors. She is also a sought-after speaker on topics such as workforce transformation, the evolving role of HR, and leveraging AI to advance people and organizational transformation. Key Takeaways 1. Senior Candidates Should Run a Due Diligence Process, Not Just an Interview Tanya's 18-interview process wasn't excessive — it was intelligence gathering. She was evaluating CEO relationship dynamics, board influence, team readiness, and organizational appetite for change. Candidates at any level should approach interviews as a two-way assessment. 2. Know What You're Actually Looking For Before You Start As Tanya put it: smart, kind, humble people. Work she enjoys. Some fun. The clearer you are about your non-negotiables before you start a job search, the better your decision-making will be when offers come in. 3. Employee Ownership Changes the Employment Relationship With 74% of West Monroe employees holding equity in the company, the ownership mindset isn't a metaphor — it's structural. This is a genuine differentiator in total rewards and shapes how employees engage with the business and with clients. 4. Benefits Signal Culture, Not Just Compensation Tanya's view: the specific benefits matter less than what they reveal about a company's values. Organizations that invest in comprehensive, thoughtful benefits are signaling that they see employees as whole people — and that signal is what candidates are actually responding to. 5. COVID Permanently Raised the Floor on Benefits Expectations The pandemic gave people permission to stop and ask what actually matters. Flexibility, mental health support, and personalized benefits have moved from nice-to-have to expected — and companies that haven't caught up are losing candidates to those that have. 6. Open Roles Are a Hidden Employee Retention Risk Every unfilled position means someone else on the team is absorbing that work. The longer a role stays open, the more likely you are to lose another employee as a result. Time to fill is a culture and retention metric, not just a talent acquisition metric. 7. AI in Recruiting Should Eliminate Low-Value Steps, Not Human Connection West Monroe's approach to AI was surgical: identify every step in the recruiting process where technology could add value, and use it there — so recruiters can spend more time on the high- touch, high-judgment work that actually moves candidates. Automated scheduling and AI- assisted interview feedback are the easy wins. 8. Feedback Loops Are the Biggest Bottleneck in Consulting Firm Hiring Getting busy managers to interview isn't the hard part — it's getting their structured feedback afterward. Tools like BrightHire that record interviews (with consent) and auto-generate notes and scoring against the job description are solving a real, expensive problem. 9. Burnout Needs Programmatic Solutions, Not Just Resources Pointing employees to an EAP or mental health benefit isn't enough when burnout is systemic. West Monroe is exploring more customized, structured support for employees who are struggling — moving from reactive to proactive people care. 10. AI Is the Internet — Embrace It or Fall Behind Tanya's optimism about AI isn't naive — it's grounded in historical perspective. Just as nobody predicted what the internet would become, nobody fully knows where AI is going. Her advice: use it, test it, let it make you smarter. "F around and find out."   00:00 – Introduction Adam introduces Tanya Moore, CPO at West Monroe, and sets up a conversation about benefits, candidate experience, and the modern people function. 01:30 – Meet West Monroe & Tanya Tanya describes West Monroe's differentiators — quality, speed to value, client NPS — and traces her career from 20 years at IBM to her current CPO role. 04:00 – Being the Candidate: 18 Interviews Tanya shares what it was like to go through 18 interviews as a senior exec, why she didn't quit, and what she was actually evaluating along the way. 07:00 – What Senior Candidates Should Really Ask The questions Tanya asked that most candidates don't: CEO relationship dynamics, board influence and hands-on vs. hands-off style, team readiness, and what really happens when things go wrong. 10:00 – Modernizing People Ops at West Monroe, walking into an org with no succession planning and no workforce planning, and the systematic approach Tanya took to rebuild people functions from the ground up. 13:00 – Redesigning the Candidate Experience How West Monroe overhauled its recruiting workflows after adopting Greenhouse, dramatically improving time to hire, reducing cost, and elevating both candidate and manager experience. 16:00 – Time to Fill as an Employee Retention Metric Why open roles aren't just a talent problem — they're a burnout and satisfaction risk for the employees left picking up the slack. 18:30 – Employee Ownership as a Total Rewards Differentiator How West Monroe's half employee-owned model and 74% equity participation rate changes how people show up — and how it's positioned as a benefit in the recruiting process. 21:00 – Benefits Beyond the Basics From childcare and dog walking to expanded mental health support, Tanya breaks down what West Monroe offers and why COVID permanently shifted candidate expectations around benefits. 24:00 – Flex Benefits & the Future of Personalization Tanya's vision for benefits that let employees choose what matters to them — gym memberships, yoga, wellness stipends — rather than a one-size-fits-all package. 26:30 – Tackling Burnout Proactively West Monroe's evolving approach to burnout: moving beyond standard mental health appointments toward more customized, programmatic support for employees who need it most. 29:00 – AI in Recruiting: Where It's Actually Working From automated interview scheduling to BrightHire's AI-powered feedback tools, Tanya walks through specific efficiency gains that are giving recruiters more time for high-value human work. 32:00 – Getting Feedback from Busy Hiring Managers The real bottleneck in consulting firm recruiting isn't getting managers to show up — it's getting their feedback afterward. How BrightHire is solving that. 34:30 – An Optimist's Take on AI & the Future of Work Tanya closes with her big-picture view on AI — likening it to the early internet — and her direct advice to anyone still on the fence: "F around and find out."

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   CHAPTERS: 00:00 – Introduction & Origin Story Adam and Allie reconnect on camera, sharing how they both landed at Onward Search and what drew them into the world of recruiting. 02:30 – Finding Safety & Belonging at Work Allie opens up about leaving a workplace where she didn't feel safe as a newly out queer person, and how Onward Search welcomed her as she was. 05:00 – Following Your Passion Outside of Work Allie's advice on finding fulfillment outside your day job — and how volunteering for Sofar Sounds led directly to her in-house career at a music company. 07:30 – Agency to In-House: Making the Leap Why going from agency recruiting to in-house felt natural for Allie, and why she believes the agency world is actually the harder direction to go. 10:00 – Output Over Hours: The Remote Work Philosophy A discussion on trust, flexibility, and why giving employees autonomy tends to produce better results — with honest acknowledgment of when it doesn't work. 12:30 – What a VP of People & Culture Actually Does Allie breaks down her remit at SoundCloud: change management, leadership training, org structure, policies, and bridging the gap between managers and the talent team. 15:00 – Building Real Company Values (Not Poster Values) How SoundCloud is approaching values creation from scratch — starting with executive buy-in, pressure-testing with culture keepers, and rolling out with a real adoption plan. 18:30 – Transparency as a Cultural North Star Why Allie believes in a "culture of no surprises" and how leadership transparency — even when imperfect — builds trust across the organization. 21:00 – Personalizing the Candidate & Benefits Experience How great recruiters match candidates to the right benefits by listening carefully during the process — and why benefits like learning stipends, pet insurance, and life concierge services can close competitive offers. 24:00 – SoundCloud's $1,600 L&D Benefit A spotlight on SoundCloud's annual learning and development stipend and why investing in employees' growth pays dividends for the company. 26:30 – Do Recruiters Miss the High of Placing Candidates? Allie and Adam get nostalgic about the rush of closing a deal — and why the feeling of giving someone their dream job never gets old. 29:00 – Navigating Transform 2026 as a First-Timer Allie shares her experience at her first Transform conference and Adam offers tips for making the most of big industry events. 31:00 – What's on Your Playlist? The episode wraps with a music moment — Wet Leg, Alabama Shakes, Chance the Rapper, Fred Again, and a surprise Luke Combs convert. Key Takeaways: 1. Culture of No Surprises Is the Highest Form of Employer Trust The biggest damage to candidate and employee trust comes from being sold a version of a company that doesn't match reality. Allie's north star is radical transparency — leaders sharing hard truths when they can, so employees are never blindsided. 2. Company Values Must Be Built, Not Announced Values that stick don't come from a poster or a company-wide email. They require executive sponsorship, employee pressure-testing, phased rollout, and genuine adoption planning. Anything less is performative — and people know it. 3. Agency Recruiting Is a Training Ground That Makes You Better The discipline of hitting numbers, showing up every day, and working in a high-accountability environment gives agency recruiters a foundation that in-house roles rarely replicate. Allie credits that grind for making her the people leader she is today. 4. Follow Your Passion Outside of Work — It Might Become Your Career Allie's move to SoundCloud started with volunteering for Sofar Sounds on evenings and weekends. Pursuing what you love outside your day job builds relationships, skills, and opportunities you can't manufacture inside an office. 5. Output Over Hours Is the Right Framework — With Guardrails Giving employees trust and flexibility tends to produce exceptional results. But it requires clear expectations, strong manager relationships, and a willingness to coach (or exit) people who aren't built for autonomous work environments. 6. Personalize the Benefits Conversation — Don't Just List the Package The best recruiters listen for what matters to each candidate and connect it to the right benefits. A pet owner lights up when you mention pet insurance. A candidate navigating a same-sex partnership in a complicated state wants to hear about legal concierge support. Benefits close competitive offers when they're presented personally, not generically. 7. L&D Investment Is a Signal of Company Values, Not Just a Perk SoundCloud's $1,600 annual learning and development stipend tells employees: we're invested in your growth, not just your output. For candidates choosing between comparable offers, this kind of benefit signals a culture that takes development seriously. 8. VP of People Is a Bridge Role — Between Managers, Talent, and Leadership Allie's job isn't to recruit or to set policy in a vacuum — it's to sit at the intersection of what managers need, what the talent team is finding, and what leadership is trying to build. The best people leaders are connectors and translators across all three. 9. Feeling Safe at Work Is Non-Negotiable — And Companies That Get It Win Allie's story of leaving a role where she didn't feel safe as a queer person — and finding belonging at Onward Search — is a reminder that psychological safety isn't a soft metric. It's a talent retention and acquisition advantage.    

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Key Takeaways 1. There Is No Business Outcome That Doesn't Involve People Revenue, innovation, customer experience, strategy execution — all of it runs through people. Angela's foundational belief is that HR, positioned correctly, is directly tied to every business result an organization needs. That framing changes everything about how the function shows up. 2. HR Started as Process — and Forgot About Influence Angela's diagnosis of how HR lost its seat at the table: the function got very good at processing and forgot about influencing. The path back is showing up with data, tying recommendations to business outcomes, and being part of the conversation rather than behind it. 3. Policy Should Be a Guideline, Not a Wall One of the most powerful lessons from Angela's early career: following policy to the letter can harm the very people HR is supposed to protect. The best people leaders ask "what else can we do?" before defaulting to what the handbook says. 4. Benefits Have Three Layers — and the Order Matters Layer 1: Foundations — comprehensive, affordable health, dental, and vision. Layer 2: Flexibility — in how, when, and where people work. Layer 3: Growth and recognition — opportunities to stretch, develop, and feel valued. Companies that skip to Layer 3 without nailing Layer 1 are building on sand. 5. Caregiver Benefits Are the Most Underrated Tool in Total Rewards Employees don't leave their home lives at the door. Sick parents, sick kids, and pets in need of care are constant sources of distraction and stress. Caregiver benefits that address these realities don't just help employees — they protect productivity and demonstrate that a company sees the whole person. 6. The Aging Parent Crisis Is Coming — Companies Aren't Ready As Baby Boomers age, a growing portion of the workforce will face elder care responsibilities that compete directly with their work. Companies that build caregiver support into their benefits now will be better positioned to retain experienced employees through one of the most stressful seasons of their lives. 7. Presenteeism Costs More Than Most Companies Realize Being at work — physically or virtually — is not the same as being engaged and productive. Angela's point on presenteeism is a sharp one: an employee who is worried about an aging parent, a sick child, or a personal crisis may be clocked in but effectively absent. That has a dollar value, and it belongs in the benefits ROI conversation. 8. Here's How to Pitch a CFO on Life Concierge Benefits Pull absence data. Calculate the cost of leave tied to caregiving responsibilities. Layer in the cost of replacing an employee who left because they didn't have the right support. Then present the cost of the benefit against those numbers. It's not a soft sell — it's a hard business case. 9. "My Company Took Care of Me" Is the Most Powerful Recruiting Tool You Have Word of mouth from employees who feel genuinely supported travels far. When people tell friends, former colleagues, and their networks that their company stepped up for them during a hard time, that's employer brand you can't manufacture with a marketing budget. CHAPTERS: 00:00 – Introduction Adam welcomes Angela Briggs-Paige, CPO and founder of People Power, and sets up a conversation about what modern HR leadership really looks like. 01:30 – From Pre-Med to People Leader Angela traces her unexpected path from biology major and aspiring doctor to discovering HR through a work-study job — and never looking back. 04:00 – Redefining What HR Is For Angela's core belief: there is no business outcome that doesn't involve people. How she flips the script on HR as a compliance function and positions it as a business driver. 06:30 – The Mentor Who Pushed Her The manager who challenged Angela to stop saying yes and start asking "what does this mean for the business?" — and how that changed her entire approach to the function. 09:00 – A Story She Wishes She Could Take Back Angela gets vulnerable about an early-career mistake: terminating an employee for exceeding their leave allotment instead of asking what else could be done — and what that taught her about the difference between policy and people. 12:30 – Policy as Guideline, Not Gospel How that experience shifted Angela's thinking on flexibility — and why the best people leaders treat policy as a framework to work within, not a wall to hide behind. 15:00 – The 3 Layers of Benefits That Actually Matter Angela's framework: Layer 1 is foundations (affordable health, dental, vision). Layer 2 is flexibility. Layer 3 is growth and recognition. Why the order matters as much as the content. 18:00 – The Case for Caregiver Benefits Why caregiver benefits — covering aging parents, sick kids, and pets — are among the most impactful and underutilized tools in total rewards, and what happens when employees don't have them. 21:00 – The Aging Parent Problem No One's Talking About Baby Boomers are aging. The workforce is about to face a caregiving crisis. Angela makes the case for why companies need to get ahead of it now — and what benefits can actually help. 23:30 – Peace of Mind as an ROI You can't buy peace of mind — but a company can offer it. How life concierge benefits reduce distraction, improve focus, and make employees feel genuinely cared for. 26:00 – Presenteeism: The Hidden Cost Nobody Measures One of the sharpest moments in the episode: Angela introduces presenteeism — being at work but mentally absent — and explains why it may cost more than absenteeism. 28:30 – How to Pitch a CFO on Life Concierge Benefits Angela's step-by-step framework: pull absence data, calculate leave costs, layer in retention math, and build a cost-benefit case that speaks the CFO's language. 31:00 – What's Lighting Angela Up Angela closes with what's giving her energy at Transform 2026: being surrounded by people leaders who genuinely care about making workplaces better.    

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at Overalls What if your employees had one central hub to handle real life? Meet Overalls. A smarter way to support your team, combining expert human LifeConcierges™ with AI to solve everyday challenges across healthcare, caregiving, benefits, insurance, finances, life admin, and more. From start to finish, Overalls handles the details — using existing benefits where they fit, and filling in the gaps where they don't. So employees save time, reduce stress, and stay focused at work, while employers boost engagement and get more value from their benefits. Overalls is redefining how work supports life, helping employee teams from Reddit, Patreon, BeatBox, and more cross pesky to-dos off their lists every day. Learn more at https://getoveralls.com/?utm_source=podcast&utm_medium=podcast&utm_campaign=pozcast Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com Katya Laviolette, Chief People Officer at 1Password  Katya Laviolette is the Chief People Officer at 1Password, where she's grown a fully remote team to 1,400+ across five countries and achieved a 93% offer-to-acceptance rate. A strategic, globally-minded HR leader, Katya drives business innovation through talent and organizational development. Previously, Katya held executive roles at SSENSE, TC Transcontinental, CBC/Radio-Canada, Rio Tinto, Bombardier Aerospace, and Canadian National Railway. Katya is a Board Director at Sanimax and Solotech, and a founding member of Transform Montreal. She's also an ORHRI member, certified Integral Coaching Canada coach, and actively involved in Pour 3 Points, Governance au Féminin, and Monday Girl. 00:00 – Introduction Adam Poser welcomes Katya Laviolette live from Transform 2026 and sets the stage for the conversation. 01:15 – Meet 1Password & Katya Katya introduces herself and 1Password — an identity security company, fully remote for 20 years, now protecting both humans and AI agents. 03:30 – Evaluating Total Comp as a Candidate Breaking down what candidates should actually consider beyond base salary: bonus, equity, and especially benefits — including what employers contribute to healthcare. 06:45 – Table Stakes vs. Standout Benefits What every company must offer vs. what sets 1Password apart: pet telemedicine, 25 days PTO, 4 company-wide wellness days, and robust family planning benefits. 10:30 – Wellness Days Explained Katya unpacks what a "wellness day" actually looks like at 1Password — full company shutdowns so employees can recharge without guilt. 12:00 – Benefits ROI & Utilization How 1Password justifies the cost of premium benefits through utilization data, focus groups, and productivity metrics — and why cutting benefits should be the last resort. 15:00 – The Onboarding Edge: Starting on Wednesday 1Password's unconventional onboarding approach: all new hires start on Wednesdays so managers are ready, systems are prepped, and new employees get 3 days of company-led onboarding before meeting their team. 18:30 – Staying Connected in a Remote Company How 1Password keeps culture alive across 6 countries: city-by-city executive meetups, all-hands sessions, employee resource groups, and intentional cross-functional collaboration. 22:00 – Being Honest in the Interview Process Katya's approach to radical transparency — telling candidates "1Password might not be the place for you" — and why managing expectations is a competitive advantage. 25:30 – Remote Work Isn't for Everyone A candid conversation about the real challenges of remote work, what it takes to thrive in it, and how 1Password supports employees who may be struggling. 28:00 – AI, Fraud & the Future of Recruiting How 1Password is navigating AI-generated applications, over-embellished resumes, and fraudulent candidates — including mandatory in-person finalist interviews for senior roles. 31:00 – What's Exciting Katya Right Now Katya shares what energizes her most: the curiosity of 1Password's workforce and the chance to be part of a genuinely game-changing mission in AI and identity security.   Key Takeaways 1. Benefits Are a Recruiting and Retention Weapon Katya emphasizes that benefits extend far beyond table stakes like dental and disability. Standout offerings — family planning, pet telemedicine, wellness days, and generous PTO — are central to 1Password's employer brand and a real differentiator in a competitive talent market. 2. Employer Healthcare Contributions Matter More Than Most Candidates Realize The portion a company pays toward employee healthcare can represent thousands of dollars in annual value. Katya urges candidates to factor this into their true compensation comparison — not just base salary. 3. Benefits Only Work If Employees Know About Them and Use Them 1Password achieves high utilization through proactive education, easy administration, annual focus groups by country, and renewal-time communications that show employees the dollar value of their benefits package. 4. Start New Hires on a Wednesday — Not a Monday By onboarding all new employees on Wednesdays, 1Password ensures managers are focused and ready, systems are set up, and new hires get 3 days of company-led orientation before their team ramps up. It's a simple change with an outsized impact on first impressions. 5. Radical Transparency Reduces Mis-Hires Rather than selling every candidate on the company, Katya actively explains the challenges of remote work and the intensity of 1Password's mission. The company even includes language in offer materials saying "1Password might not be the place for you." This honest framing reduces early attrition. 6. Remote Culture Requires Intentional Design Staying connected across time zones doesn't happen by accident. 1Password invests in city-by- city in-person gatherings, structured all-hands, manager training on relationship-building over Zoom, and employee resource groups to keep culture alive. 7. AI Is Reshaping Recruiting — And Security-First Companies Are Ahead of the Curve 1Password has implemented fraud detection tools at the top of the application funnel, trained interviewers to identify AI-generated content, and instituted multi-stage interview loops with mandatory in-person finalists for senior hires. 8. Don't Cut Benefits When Things Get Tight Benefits are foundational to culture and trust. Katya argues that benefits should be among the last things cut in a cost-reduction scenario — the ROI from retention, productivity, and employer brand far outweighs the savings. 9. Time Is Currency for Employees Whether it's concierge benefits that handle personal logistics, flexible scheduling for a remote lifestyle, or wellness days that give genuine mental recharge time — giving employees their time back is one of the highest-ROI investments a company can make.  

Send us Fan MailToday's guest is Zoë Bean, tattooer, artist, and general curator of beautiful oddities in South Orange, New Jersey. She co-owns Keepsake Studios and Keepsake Collectables with her partner, Sweetie, blending tattoos, antiques, and pressed botanicals into something entirely her own. She's also the artist behind my alligator-and-bird back piece. We talk about our Baba Yaga vibes, the pros and cons of overalls, the liminal space of pain, and ask the question, what exactly is girl cold.Leave a message through the Speaker Box. Share an observation about getting older, identity shifts, health, or whatever strange realization has been keeping you up at night — or ask me a question you'd like answered on the show. Keep it short, and your message may be played on the AGECRAFT After Dark Podcast!Leave your message for the Speaker Box here.Watch this episode on YouTube here.  To learn more about Zoe, you can find her here.For more AGECRAFT content, join the Substack here. To work with Julia and/or learn more about her, go here.  CBDMD website here.Use code julia_g_wellness to get 15% off Episode SponsorBe one of the helpers! SUBSCRIBE to this podcast on APPLE PODCASTS or SPOTIFY and leave us a review on APPLE PODCASTS. 

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Dr. Don and Professor Ben talk about the risks from the Overalls in Mrs. Murphy's Chowder. Dr. Don - not risky

In today's message, guest speaker Dr. Roger Poupart looks at the good Samaritan with a different eye.

This week on Mismatched, Danna and Kristin navigate Snowmageddon 2026, argue about what counts as “bougie,” compare Viore to Costco with alarming seriousness, and debate whether delivering triplet lambs earns you a free pass on laundry. It's Midwest winter chaos, farm life reality, and friendship banter mismatched as ever. Get Social with Danna and Kristin ! @localfarmmom | @dannageraci183 | @themismatchedpodcast on  Instagramhttps://youtube.com/@themismatchedpodcast4078

What if your biggest career advantage didn't come from your wins, but from the projects that didn't go as planned? Missy Krasner's career includes some of the boldest bets in healthcare: Google Health, Amazon Care, Box's healthcare vision. None went the way she originally envisioned. And she wouldn't change any of it. Because what she extracted from those experiences—being inside big tech's most ambitious healthcare ventures—gave her something more valuable than a conventional win: a clear understanding of what it actually takes to make change stick in the most regulated, fragmented industry in America. Now, as co-founder of Penguin AI, Missy is applying those hard-won insights to tackle the trillion-dollar administrative burden crushing healthcare. But this isn't another AI hype story. Missy has been at the forefront of healthcare innovation for over 20 years. She was building Google Health before meaningful use existed. She was evangelizing platform thinking when electronic health records were still competing with manila folders. She's witnessed three watershed moments transform the industry: meaningful use driving EHR adoption, COVID accelerating telehealth adoption, and now AI. And she believes this moment is fundamentally different. Why Missy's experiences at Google, Amazon, and Box taught her more about healthcare transformation than conventional success ever could What's really happening with the trillion-dollar administrative burden and how AI can finally address it at scale Why the current political and economic disruption will accelerate consumer-driven healthcare innovation Missy's candid assessment of the headwinds facing women leaders right now and what it means for advancement Why "nobody's coming to save us" and what that means for how women need to show up in leadership What fuels Missy after decades of innovation and her advice for anyone trying to push through when it's hard About the Guest: Missy Krasner brings 35+ years of healthcare experience spanning big tech (Amazon, Google, Box), government (helped launch the Office of the National Coordinator for Health IT), venture capital (Canvas Ventures, Redesign Health), and now as co-founder of Penguin AI, which recently closed a $30 million Series A. She serves on multiple digital health boards including Uplift, Overalls, and Syntax, and holds degrees from Stanford (M.A.) and UCLA (B.A.). Chapters 00:00 - Introduction at Health Conference 01:14 - Journey Through Google, Box, and Amazon 02:53 - Three Watershed Moments in Healthcare 06:59 - Penguin AI and the Trillion-Dollar Administrative Burden 10:34 - Women Healthcare Leaders for Progress Reflection 14:15 - Finding Innovation Opportunities in Chaos 16:45 - Advancing Women in Leadership 22:13 - Learning from Failure and What Drives Success Guest & Host Links Connect with Laurie McGraw on LinkedIn Connect with Missy Krasner on LinkedIn Connect with Inspiring Women Browse Episodes | LinkedIn | Instagram | Apple | Spotify

Godliness in Overalls Part XV - Witness - Roydon Frost - (Sunday 23 November 2025) by Christ Church Midrand

Godliness in Overalls Part XIV - Security - Roydon Frost - (Sunday 16 November 2025) by Christ Church Midrand

Lacey Pruitt is an IFBB Pro in Women's Physique, Cancer Survivor, 7x Coach's Award winner, coach to 80 overall winners and 10 pro cards, and overall probably the most inspiring, gritty, and successful coach in bodybuilding.    https://www.instagram.com/lacey_pruitt/ https://www.laceystrongcoaching.com/   Use code "ScottM" at www.BiolongevityLabs.com to save on all Peptides including GLP-1s like Retatrutide aka GLP3, BPC157 and TB500, Tesamorelin/Ipamorelin, and much more! Get the best prices on quality, lab-tested peptides and help support the show.   Get the best health supplements, fish oil, and whey protein available at Legion Athletics. Use code "Scott_mys" to save! https://legionathletics.rfrl.co/p2g6m   This podcast is brought to you by LMNT Electrolytes! It's great for a hot summer day, a workout, or just working at your desk with cold water. Check it out and get your free sample pack along with any regular purchase when you use my custom link, www.drinklmnt.com/ScottMys. The LMNT Sample Pack includes one packet of their most popular flavors. This is the perfect offer for 1) anyone who is interested in trying all of our flavors or 2) anyone who wants to introduce a friend to LMNT. Go to www.drinklmnt.com/ScottMys to claim this awesome deal!   Interested in working with me 1-1? DM me on Instagram and I can answer any questions. If you like, we can even set up a FREE consult call to go over your goals, answer questions, and discuss what it could look like to work together!

Exploring the unsolved murder of Julie Pacey in Grantham, England, and the identity of the prime suspect known only as the Overalls Man.Support us directly: https://www.redwebpod.com One fall afternoon in England, a loving wife and mother of two was found murdered in her home. The case shocked the community, who rallied to help police. A common eye witness detail stood out: a large man in blue overalls was seen asking for directions around town. Who was this man, and did he kill an innocent woman? Today, we're investigating the mystery of the overalls man and the murder of Julie Pacey. Sensitive topics: Discussions of murder, sexual assault Our sponsors:Shady Rays - Go to http://shadyrays.com and use code REDWEB for 35% off polarized sunglasses.Brooklyn Bedding - Go to http://brooklynbedding.com and use code REDWEB for 30% off sitewide.Uncommon Goods - Go to http://uncommongoods.com/redweb for 15% off your next gift. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this sermon Roydon Frost explores how pride leads to disgrace while true wisdom is found in humility, echoing the promise of Proverbs 11:2. He unpacks how pride not only damages our relationships and ourselves, but ultimately stands in rebellion against God's design for humanity. Drawing on the cross of Christ, he shows that God humbled Himself so that we too may embrace suffering, forget self and remember Him. The call is simple yet profound: confess your pride, submit to Christ's path of humility, and walk in the wisdom that honours God and serves others.

Some clothing departments have a section for Big & Tall men.  One particular piece of clothing at Julia's store definitely qualifies for that description and...

In this sermon, the Roydon Frost explores how godly living isn't confined to rare moments of ritual, but must extend into our everyday work and relationships. Using the metaphor of honest weights in commerce (from Proverbs) and the foundational truth of justice in creation (as described in Romans 3 : 21‑26), He reminds believers that integrity, fairness and compassion are intrinsic to the character of God himself. The message challenges believers to pursue justice in their own lives, advocate for those who are oppressed, extend mercy to those who've wronged us — and keep their hope anchored in the promise of Christ's final reckoning. In doing so, believers become active instruments of God's generous justice in a world that so desperately needs it.

Serving and showing God's love

In “Godliness in Overalls Part XI – Love,” Pastor Roydon Frost explores how true godliness is lived out through love in our daily actions and relationships. He reminds us that love is not merely a feeling but the practical expression of Christ's character in our work, homes, and communities. Drawing from Scripture, the message shows that authentic spirituality is revealed in how we treat others with patience, kindness, and humility. This sermon challenges believers to put on “overalls” and serve with love that reflects the heart of God. It's a call to live out faith not just in words but through the everyday labor of love.

Godliness in Overalls Part X - Legacy - Roydon Frost - (Sunday 19 October 2025) by Christ Church Midrand

This sermon from Proverbs 10:1 - 5 explores God's wisdom on work, diligence, and righteousness. It reminds believers that true wisdom is not just knowledge but faith lived out through consistent, godly effort—“godliness in overalls.” The message contrasts the diligence that leads to fruitfulness with the laziness that brings poverty and shame, urging Christians to reject shortcuts and dishonest gain. It points to Jesus Christ as the perfect example of wise and purposeful work, whose obedience and sacrifice bring us lasting satisfaction. Ultimately, the sermon calls us to work hard and wisely, not to earn God's favour, but as an act of worship and trust in His provision.

Some hauntings never really end—they wait. For one listener, that haunting takes the form of a small boy dressed in 1920s-style clothes. He first appeared during her pregnancy in 2016, making himself known through creaking footsteps, moving chairs, and rattling dishes. By her second pregnancy, he became bolder—appearing in full view, turning lights on, and even playing with her young child. Others saw him too. A godmother leaving the property glimpsed him near the edge of the yard: blonde hair, white shirt, brown overalls—exactly how the mother had seen him inside the home. But it wasn't just footsteps or shadows. Sometimes she'd wake to the feeling of a small hand on her leg, only to find no one there. The boy seemed tied not just to the home—but to her pregnancies themselves. Now expecting her third child, the activity has returned once more. Her oldest daughter witnessed the most terrifying moment yet: a laundry bag floating on its own, hovering in the doorway, before a little boy appeared near the Christmas tree… only to vanish. Why does this ghost child reappear every time she's expecting? Is he a protector? A trickster? Or something darker drawn to new life? #RealGhostStories #GhostBoy #HauntedHouse #ParanormalActivity #PregnancyParanormal #CreepyStories #HauntedChild #1920sGhost #GhostStoriesOnline #UnexplainedPhenomena Love real ghost stories? Don't just listen—join us on YouTube and be part of the largest community of real paranormal encounters anywhere. Subscribe now and never miss a chilling new story:

This week we discuss all the films we saw at TIFF:Maddie's Secret (TW: eating disorders)ObsessionThe FuriousYou Had to Be There: How the Toronto Godspell Ignited the Comedy Revolution, Spread Love & Overalls, and Created a Community That Changed the World (In a Canadian Kind of Way)HeddaDust BunnyGood NewsKarmadonnaSubscribe to our Patreon to access the video version, our Discord community, plus all of our other bonus content. Send us a text

Three years before the first episode of SNL. Four years before the first episode of SCTV. Martin Short, Eugene Levy, Gilda Radner. Andrea Martin and later Dave Thomas, co-starred in a legendary production of a musical called Godspell at the Royal Alexandra Theatre in Toronto.The show that launched the careers of a whole generation of comedians is now the subject of a new doc at TIFF. Appropriately titled, You Had to Be There: How The Toronto Godspell Ignited the Comedy Revolution, Spread Love and Overalls, and Created a Community that Changed the World (In a Canadian Kind of Way).Today we speak with someone who had a front row seat to it all. Paul Shaffer, of Letterman fame, but who back in the days of Godspell was just a kid from Thunder Bay gigging in strip clubs on Younge Street. That is, until he landed the job of musical director for the play that would change the comedy world as we know it.Caleb Thompson (Audio Editor), Bruce Thorson (Senior Producer), max collins (Director of Audio), Jesse Brown (Editor and Publisher)Reported by Ilana GordonFact checking by Julian AbrahamAdditional music by Audio NetworkFurther Reading:You Had to Be There at TIFFYou Had To Be There - IMDBYou Had To Be There - TrailerSponsors: Squarespace: Check out Squarespace.com/canadaland for a free trial, and when you're ready to launch use code canadaland to save 10% off your first purchase of a website or domain.Douglas: Douglas is giving our listeners a FREE Sleep Bundle with each mattress purchase. Get the sheets, pillows, mattress and pillow protectors FREE with your Douglas purchase today. Visit douglas.ca/canadaland to claim this offer.oxio: Head over to canadaland.oxio.ca and use code CANADALAND for your first month free!Article: Article is offering our listeners $50 off your first purchase of $100 or more. To claim, visit article.com/canadaland and the discount will be automatically applied at checkout.If you value this podcast, support us! You'll get premium access to all our shows ad free, including early releases and bonus content. You'll also get our exclusive newsletter, discounts on merch at our store, tickets to our live and virtual events, and more than anything, you'll be a part of the solution to Canada's journalism crisis, you'll be keeping our work free and accessible to everybody. Can't get enough Canadaland? Follow @Canadaland_Podcasts on Instagram for clips, announcements, explainers and more. You can listen ad-free on Amazon Music—included with Prime. Hosted on Acast. See acast.com/privacy for more information.

Winter inusulated overall deep dive with a tangent into jackets :)  Eric's instant print camera: https://geni.us/MEa6H Check out the new Cool Stuff emails: Cool Stuff #1 https://preview.mailerlite.com/n3c9y8y8a2 Cool Stuff #2 https://preview.mailerlite.com/h7o6t7l9a6 Sign Up For My Free Newsletters: https://www.gardenfork.tv/email/ Start your Amazon shopping using our affiliate link: https://geni.us/5UWTG  Please considering supporting the GF world by becoming a supporter on Patreon. You get weekly Labrador and behind the scenes photos and vids, plus the Patron-only GardenFork Radio After Show. :) https://www.patreon.com/gardenfork Here's a link to one of our After Shows: https://www.patreon.com/posts/free-after-show-122506027  Here's one of the many Labs pics I post for patrons: https://www.patreon.com/posts/step-away-and-be-122999799 The Tools I Use: https://geni.us/bXV6a7  GardenFork receives compensation when you use our affiliate links. This is how we pay the bills ;) GF Sweaters and T Shirts https://teespring.com/stores/gardenfork-2 Email me: radio@gardenfork.tv Watch us on YouTube: www.youtube.com/gardenfork Music used on the podcast is licensed by AudioBlocks and Unique Tracks ©2025 GardenFork Media LLC All Rights Reserved GardenFork Radio is produced in Brooklyn, NY

We're unlocking premium episodes as we pick up new members - Enjoy this episode and sign up for the premium version of Terrible Person so you don't miss a thing  ↓ GET TERRIBLE PERSON PREMIUM HERE ↓ http://www.terribleperson.co OR ↓Get the Premium Eps on Patreon ↓ https://www.patreon.com/TerriblePersonPremium

Part two drops Wednesday :) We're unlocking premium episodes as we pick up new members - Enjoy this episode and sign up for the premium version of Terrible Person so you don't miss a thing  ↓ GET TERRIBLE PERSON PREMIUM HERE ↓ http://www.terribleperson.co OR ↓Get the Premium Eps on Patreon ↓ https://www.patreon.com/TerriblePersonPremium

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Summary:In this episode of #thePOZcast Adam Posner interviews Jon Cooper, a serial entrepreneur and CEO of Overalls, a company focused on simplifying life for employees through innovative benefits. Jon shares his journey from a corporate background to entrepreneurship, discussing the lessons learned from his parents, the challenges faced while building Life.io, and the emotional transition during acquisitions. He elaborates on the mission of Overalls, the unique service model, and the importance of technology and AI in enhancing user experience. The conversation also touches on leadership in a remote work environment, hiring practices, and the evolving definition of success.Takeaways - John's parents were both small business owners, influencing his entrepreneurial spirit.- He initially struggled with understanding the corporate world and sought practical experience.- Life.io aimed to create a financial incentive for healthy living, akin to carbon credits.- The acquisition process can be complex and emotionally challenging for founders.- Overalls was born from the need to address everyday life challenges for employees.- The service model of Overalls allows employees to send any problem for assistance.- High adoption rates are achieved through simple messaging and user education.- Real-life impact stories highlight the emotional connection and trust built with users.- Navigating challenges in the business landscape requires flexibility and adaptability.- AI enhances efficiency but should not replace the human element in service delivery. Chapters 00:00 Introduction to John Cooper and His Journey02:56 Early Influences and Entrepreneurial Spirit05:46 Transitioning from Corporate to Entrepreneurship08:45 The Concept Behind Life.io and Its Impact11:44 The Acquisition Process and Emotional Transition14:48 The Birth of Overalls and Its Mission17:45 Understanding the Service Model of Overalls20:54 Adoption Rates and User Experience23:51 Real-Life Impact Stories and Trust Building26:47 Navigating Challenges in the Business Landscape30:00 The Role of Technology and AI in Overalls33:00 Leadership in a Remote Work Environment35:53 Hiring Practices and Team Dynamics38:52 Future Challenges and Growth Opportunities41:45 Defining Success and Personal Values44:02 Conclusion and Future Connections   

Overwhelmed by life? Alison Stewart gets it—and she's building a startup to help fix it.In Part Two, the Overalls COO shares how her team is rethinking employee benefits by offering something surprisingly human: life support, literally. Whether it's booking a plumber, navigating eldercare, or finding summer camps before the January rush, Overalls acts as a concierge for the chaos of modern life.Alison also opens up about what it really takes to scale an idea from zero—while trusting yourself to write the policies, run the ops, and still answer the phones. Spoiler: she's done it all. If you've ever dreamed of building something meaningful from scratch, this is your operations masterclass.Key Highlights of Our Interview:What Overalls Actually Does (Hint: It's Not Laundry)“We're your life concierge—handling everything from vetting plumbers to eldercare planning. Our job is to give your time and sanity back.”The Startup Test: From Strategy to Scheduling Cleaners“Two weeks in, I was calling Colorado well inspectors, pitching insurance partners, and writing job descriptions. All in one day. That's startup life.”Why a Stay-at-Home Mom Might Be Your Next Concierge“We tapped into an overlooked talent pool—retirees, caregivers, underemployed parents—and gave them flexible, meaningful work. It's a win-win.”HR Is Finally Getting Thank-You Notes“Employers tell us: this is the first time employees are actively thanking HR for a benefit. That's unheard of.”The Burnout Solution That Isn't Therapy“Burnout isn't always solved by meditation apps. Sometimes, it's about having someone book that MRI or call the insurance company for you.”Confidence as a Startup Operator: Earning It Day by Day“Do I know how to write an HR policy? Not at first. But I figured it out. In a startup, everything's your job.”Why Big Company Life Doesn't Prepare You for This“In corporate, you focus on one slice. In startup life, you are the pie. You handle everything, whether or not you've done it before.”From Lean to Leveraged: Hiring with Intention“Writing job descriptions meant I could finally hire someone to take something off my plate. But no one else was going to write them.”Mindset > Metrics (At Least in the Beginning)“Don't just optimize for titles or compensation. Start with: What am I actually excited to build? What problem do I care enough to solve?”Advice for Fellow Change Progressives“Talk to people. Write it down. Be honest about what lights you up—and patient with the timeline. Growth is a slow burn. Trust it.”____________________Connect with us:Host: Vince Chan | Guests: Alison Stewart  --Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.EdTech Leadership Awards 2025 Finalist.18 Million+ All-Time Downloads.80+ Countries Reached Daily.Global Top 1.5% Podcast.Top 10 US Business.Top 1 US Careers.>>>170,000+ are outgrowing. Act Today.

Not all career changes are dramatic. Some are deeply deliberate—and a little serendipitous.In Part One, Alison Stewart, COO of Overalls, walks us through her transition from 10+ years in the financial sector to co-founding a startup she discovered on LinkedIn. With two kids at home and a stable job in a Fortune 100 company, Alison didn't jump recklessly. Instead, she asked the hard questions: Am I fulfilled? What do I want next? And how much risk am I really willing to take?This episode unpacks what happens when you combine career intuition with operational precision—and how a well-timed DM can change everything.Key Highlights of Our Interview:From Corporate Climb to Personal Wake-Up Call“Time started blending together during the pandemic. I had to ask: Am I actually happy? Or just coasting in a cycle of constant resets?”The Treadmill of Big Company Life“With every leadership change, we took ten steps back before we moved one forward. I was learning—but I wasn't growing.”Childhood Moves, Adult Adaptability“Moving five times by age 14 taught me to see change as an opportunity. That mindset still guides me today.”The Pregnancy + Merger Combo“Just weeks before giving birth to my second child, my business unit was sold. The uncertainty could've been paralyzing—but I chose to treat it as a new beginning.”Risk—But Not Reckless: Mapping a Smarter Pivot“I didn't quit cold. I asked: What am I good at? What fulfills me? What can my family support? I gave myself permission to explore—and permission to say no.”The Non-Obvious Job Search Strategy“Instead of applying for jobs I knew I could do, I reverse-engineered what I wanted: values, pace, purpose. I wasn't chasing a title—I was chasing a fit.”The Moment Overalls Popped Off the Screen“When I read about Overalls, something clicked. I didn't even know if they were hiring. I just knew I had to reach out.”Why LinkedIn Isn't Just Noise“It wasn't a random scroll. I used LinkedIn intentionally—to research, reflect, and eventually connect. That DM changed everything.”Communicating Across Industries“Moving out of insurance meant translating my skill set. I had to show how what I did mapped onto what I wanted to do.”Community + Clarity = Career Confidence“A networking group of MBA alumni helped me spot my own excitement. They said, ‘This one lights you up. Go for it.' That feedback made all the difference.”____________________Connect with us:Host: Vince Chan | Guests: Alison Stewart  --Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.EdTech Leadership Awards 2025 Finalist.18 Million+ All-Time Downloads.80+ Countries Reached Daily.Global Top 1.5% Podcast.Top 10 US Business.Top 1 US Careers.>>>170,000+ are outgrowing. Act Today.

Overalls, first-look pacts and original films are making a comeback — on paper, at least. Deal volume is up, but value is down. And that original film revival? It's starting to come from outside the studios. Ashley Cullins joins Elaine Low, Sean McNulty and Natalie Jarvey to unpack her two-part series on current deal trends, from Sinners' mid-budget model to the studio execs evangelizing for self-releasing on YouTube. Learn more about your ad choices. Visit megaphone.fm/adchoices

On this episode of Secret Ops, we talk with Alison Stewart, Co-Founder and COO of Overalls, a life concierge service. Alison shares her journey as a strategic doer—those who both devise and implement strategies. We chat about innovation, prioritization, and everything in between!In this episode, we discuss:Differences in operational approaches between corporate and startup environmentsThe concept of "strategic doers" and how to shift your mindset to be oneHow to prioritize your operational execution to be effectiveHow a life concierge service holistically helps employees The significance of time management and reclaiming your time

When a team of Lennie scientists finds Borgsicles under the ice, thawing them out and getting too close leads to new urges around base camp. But when the Entrepreneur gets sent to intercept by Admiral Forrest, Archer blows up their damn ship after closing the First Contact loop. Who needs to look at their own messy-ass starships? What's the best way to open a can? Which Borg drone was missing from this story? It's the episode that no one thought was possible.Support the production of The Greatest GenerationGet a thing at podshop.biz!Sign up for our mailing list!Follow The Game of Buttholes: The Will of the Riker - Quantum LeapThe Greatest Generation is produced by Wynde PriddySocial media is managed by Rob Adler and Bill TilleyMusic by Adam Ragusea & Dark MateriaFriends of DeSoto for: Labor | Democracy | JusticeDiscuss the show using the hashtag #GreatestGen and find us on social media:YouTube | Facebook | X | Instagram | TikTok | Mastodon | Bluesky | ThreadsAnd check out these online communities run by FODs: Reddit | USS Hood Discord | Facebook group | Wikia | FriendsOfDeSoto.social

Join me today as we discuss sexy overalls, men's periods and the Ruby Franke Documentary.

Most people scroll through LinkedIn to procrastinate. Alison Stewart used it to land her next big thing. In Part One of this two-part series, Alison shared how she left her comfy finance job mid-pandemic to join a 16-person startup she found—wait for it—through networking online. Today, we dig into Overalls, the startup that thinks your benefits should actually benefit you. Novel, right?Key Highlights of Our Interview:Building a Village for Every Stage of Life“Overalls is essentially your village… supporting you through life's messier, more complex situations, like helping an elderly parent or finding summer camps for kids.”A Rare Benefit That Earns Employee Appreciation“This is one of the first times HR is getting thanked by employees for a benefit… they're amazed at how thankful employees are for the support.”Confidence in Uncharted Territory“The biggest challenge was… do I have the skill set to do these things? Am I qualified to make some of these decisions?… In this environment, it's all core because again, if you're not doing it, it's not getting done.”Keep Your Goals in Sight: Write Them Down“We can get distracted… By writing it down, being honest with ourselves, talking to others, that'll help us hold ourselves accountable to what it is that we're looking for.”The Power of Focus and Manifesting the Right Move“I wasn't reaching out to a million people… I was focused, determined to put the time and energy in. My excitement led me to take a risk, and it worked._____________________Connect with us:Host: Vince Chan | Guests: Alison Stewart  --Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.10 Million+ All-Time Downloads.Reaching 80+ Countries Daily.Global Top 3% Podcast.Top 10 US Business.Top 1 US Careers.>>>130,000+ are outgrowing. Act Today.

Most people scroll through LinkedIn to procrastinate. Alison Stewart used it to land her next big thing. In Part One of this two-part series, Alison shares how she left her comfy finance job mid-pandemic to join a 16-person startup she found—wait for it—through networking online. We talk about career pivots, gut instincts, and how she slid into her co-founder's inbox like a pro. Tomorrow, we dig into Overalls, the startup that thinks your benefits should actually benefit you. Novel, right?Key Highlights of Our Interview:"What Am I Doing?” – Hitting Pause on the Corporate Grind“During the pandemic, time started blending together. I had to stop and ask, what am I doing? Am I happy?” Those months at home made me realize how I'd been running on autopilot, stuck in a cycle of new leadership teams and constant resets. With every change, it felt like we were taking ten steps back just to make one forward."“The Safety Net of a Strong Company” – Navigating Stability vs. Fulfillment“You can get caught up in…having a strong company, great group of colleagues…new opportunities coming at you. But it might not be what truly motivates you.”“Controlling for Risk Factors” – Making Thoughtful Career Moves“I was trying to control for those risk factors, or at least account for them…what was I comfortable with? How would it impact my family?”“Overalls Caught My Eye” – The Power of an Unexpected Spark“I was sitting at work…reading about the launch of Overalls, and I got really excited. People almost stopped me, saying, ‘Allison, nothing gives you as much excitement as this opportunity."“Taking Skills Beyond Insurance” – Exploring New Industries on LinkedIn“I was interested in exploring something outside the insurance industry…how does my experience, how do my skills translate, and how do I communicate them effectively?”____________________Connect with us:Host: Vince Chan | Guests: Alison Stewart  --Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.10 Million+ All-Time Downloads.Reaching 80+ Countries Daily.Global Top 3% Podcast.Top 10 US Business.Top 1 US Careers.>>>130,000+ are outgrowing. Act Today.

Big Al looks so cool, and Kellie is jealous. Learn more about your ad choices. Visit megaphone.fm/adchoices

Big Al looks so cool, and Kellie is jealous. Learn more about your ad choices. Visit megaphone.fm/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In This Hour: REBROADCAST OF 09.01.24 -- Changing and adding parts and accessories for AR-15 rifles and pistols. Mark Keller, of B5 Systems, explains what's possible. -- A Federal District judge in Kansas rules that a ban on machineguns violated the Second Amendment. --  How to carry a gun concelaed when wearing bib overalls. There are some good options. Gun Talk 10.20.24  Hour 2

We start this week trying to convince Bryan he's not too old to wear overalls. Erin describes what kind of art she discovered on Salt Spring Island. Bryan tells us about Robby Starbuck's complaints about John Deere and Tractor Supply's participation in Pride Month and their diversity and inclusion initiatives. Erin tells us exactly what toxic metals were found in tampons in a study by UC Berkeley. For additional hours of bonus content visit www.patreon.com/attitudes Join us on Discord for episode discussions and Wednesday Night Watch Parties! https://discord.gg/gK2eZHCSM7See omnystudio.com/listener for privacy information.

Nikki & Brie welcome Love Island USA host Ariana Madix this week on Spill the Tea with Nikki & Brie! Ariana checks in from Fiji after night one of Movie Night with some details and insight that you definitely won't want to miss! Nikki & Brie start things off with their observations for week 5 of Love Island USA, some shocking eliminations, some curious couplings, and questions about motives. They also touch on the newest Bombshell, Brie's Love Island notebook, what about Movie Night upset both of them, Miguel letting his guard down, and what they really think about the situation with Daniella, Rob, Aaron, and Kaylor.  Then Ariana joins Nikki & Brie to Spill the Tea about her experiences on Love Island in her first season as host. Ariana tells Nikki & Brie the surprising place she was when she learned that she got the job, what she did to get ready for it, how quickly things really do change in the Villa, and getting one chance to deliver news to the cast.  She also covers her Movie Night party with Cely and Maura, what she thinks about Aaron and Kaylor, the interesting way some of the guys don't take accountability for their actions, Serena and Kordell, and something she said to a cast member that didn't make it to the air.  Then it's time for the Spill the Tea Movie Awards as Ariana hands out awards to the Islanders in a wide range of categories including Most WTF Moment, Best Revenge, and Biggest Recoupling Plot Twist.  Leave Nikki & Brie a message at 833-Garcia2! Leave Nikki & Brie a message at 833-Garcia2!Be sure to look for Nikki & Brie joining Maura on Aftersun and catch up on this season of Love Island USA streaming now on Peacock! Follow Love Island USA on InstagramFollow Ariana on InstagramIn partnership with ITV Call Nikki & Brie at 833-GARCIA2 and leave a voicemail! Follow Nikki & Brie on Instagram and send Nikki & Brie a message on Threads! To watch exclusive videos of this week's episode, follow The Nikki & Brie Show on YouTube, Facebook, and TikTok! You can also catch The Nikki & Brie Show on SiriusXM Stars 109!

Casa Amor is Casa Among and there is SO MUCH tea this week that Nikki & Brie Love Island USA Social Ambassador to called up Cely Vazquez for a little help spilling it all! Cely is the perfect guest for Spill the Tea this week. She was on season 2 of Love Island USA so she has incredible insight into all things Love Island and she's been catching up with this season's Islanders in Fiji all summer.  Nikki, Brie, and Cely all have a lot to say about the behavior of the men in Casa Amor this week. Especially Aaron, Rob, and Kordell. Cely is especially disappointed in how things wend down with Kordell and connects some dots with Daia when some old Twitter activity resurfaced.  The scandalous breakdown of Aaron and Kaylor shocked the entire world and all three women have a lot to say about the way things played out for everyone and the jaw-dropping moment when Rob brought Daniella back to the Villa.  The Recoupling Ceremony was intense and what Kenny did surprised Brie, while Josiah's breakfast move was a huge Love Island no-no for Nikki.  All of this is leading up to a highly anticipated Movie Night that will be a must-watch on television.   Because she's the Love Island USA Social Media Ambassador, Nikki & Brie play Social Strategy with Cely, a game where she has to pick who she'd Follow, DM, and Mute and there are some TOUGH choices that she has to make.  Spill the Tea with Nikki & Brie closes out with a few calls to the voicemail line at 833-GARCIA2! Michelle from California cried when seeing what happened between Aaron and Kaylor at Casa Amor, and Gary from New York wants to see one Islander off the show, but all three ladies are big fans of this OG Islander and don't want to see her go anywhere. Leave Nikki & Brie a message at 833-Garcia2!Be sure to look for Nikki & Brie joining Maura on Aftersun and catch up on this season of Love Island USA streaming now on Peacock! Follow Love Island USA on InstagramFollow Cely on Instagram In partnership with ITV Call Nikki & Brie at 833-GARCIA2 and leave a voicemail! Follow Nikki & Brie on Instagram and send Nikki & Brie a message on Threads! To watch exclusive videos of this week's episode, follow The Nikki & Brie Show on YouTube, Facebook, and TikTok! You can also catch The Nikki & Brie Show on SiriusXM Stars 109!

Life in the Villa is getting messy after some breakups, Bombshells, and some new hookups.  Emotions are running high in Fiji, and so are opinions! On this episode of Love Island USA: Spill the Tea w/ Nikki & Brie, Andrea joins the twins to talk about her experiences in the villa, where she stands with Rob, and how she really feels about Leah.  First, Nikki & Brie break down Connor getting dumped, JaNa's ups and downs, Andrea getting sent home by the other girls, and the way Leah handled certain situations has raised some red flags for both Nikki & Brie.  They were also impressed by how Serena, Liv, and Leah talked things out.  Both Nikki & Brie definitely felt the heat when Miguel kissed Leah. Could it be enough for Leah to move past Rob? Brie's back and forth with Serena's treatment of Kordell, and Nikki's ready to see how the new Bombshells shake things up, but can they all make connections? Brie cried twice this week, once was about Kordell and the other was over Connor. And Nikki & Brie are beyond ready for Casa Amor, which could have major implications on Love Island USA! Then Andrea joins Nikki & Brie for an exclusive conversation to Spill the Tea about her time in the Villa, her insight into Rob & Leah, being a Bombshell, her musical background, what's next for her, the overalls, what she expects will happen between her and Rob once they're off the Island.  Nikki & Brie close out the episode with your calls about Love Island USA to 833-GARCIA2. From Aaron & Kaylor being closed off to a Rob supporter who has some issues with Leah. If you have something to say about Love Island USA, give Nikki & Brie a call, and your voicemail could be on Spill the Tea next week!Leave Nikki & Brie a message at 833-Garcia2!Be sure to look for Nikki & Brie joining Maura on Aftersun and catch up on this season of Love Island USA streaming now on Peacock!Follow Love Island USA on InstagramFollow Andrea on Instagram In partnership with ITV Call Nikki & Brie at 833-GARCIA2 and leave a voicemail! Follow Nikki & Brie on Instagram and send Nikki & Brie a message on Threads! To watch exclusive videos of this week's episode, follow The Nikki & Brie Show on YouTube, Facebook, and TikTok! You can also catch The Nikki & Brie Show on SiriusXM Stars 109!