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On this episode I chatted with Perry and Dru about their family furniture business. Whilst Perry played college football for Houston and Dru worked in Payroll. They decided to start buying and selling couches on Facebook marketplace. Fast forward five years, they now have a furniture store, moved back to Oklahoma and have started to build their lives setting their roots here. Follow them on instagram www.instagram.com/welivecozyinc https://welivecozy.com/?srsltid=AU7gw4UZ0q9cWHdUi6IN496mZviAo670YsUE6pd4GAiUa9-OBVrC6MAB Huge thank you to our sponsors. The Oklahoma Hall of Fame at the Gaylord-Pickens Museum telling Oklahoma's story through its people since 1927. For more information go to www.oklahomahof.com and for daily updates go to www.instagram.com/oklahomahof The Chickasaw Nation is economically strong, culturally vibrant and full of energetic people dedicated to the preservation of family, community and heritage. www.chickasaw.net Dog House OKC - When it comes to furry four-legged care, our 24/7 supervised cage free play and overnight boarding services make The Dog House OKC in Oklahoma City the best place to be, at least, when they're not in their own backyard. With over 6,000 square feet of combined indoor/outdoor play areas our dog daycare enriches spirit, increases social skills, builds confidence, and offers hours of exercise and stimulation for your dog http://www.thedoghouseokc.com Metro Ford of OKC is proudly serving Oklahoma City with vehicles you can rely on and service you can trust. It's also why they're Oklahoma's Number One Performance Dealership. Shop the inventory today at www.metrofordofokc.com where the difference is Real. #ThisisOklahoma
The world's biggest beer fest may actually be an illegal cartel… Even a Prince can't get in.Kevin Warsh of the Fed just raised interest rates… for the 1st time since 2023.We just got College Football team payrolls… as freshman trade dormrooms for mansions.Plus, we just recorded the first ever podcast inside a nuclear reactor (no joke, no spoilers).$BUD $SPY $OKLOTBOY & Adobe dive into Gap's latest earnings report:You can find the custom PDF Space we used here: https://acrobat.adobe.com/link/spaces/urn%3Aaaid%3Asc%3AUS%3A7adc8b0a-a529-4fe2-9bf3-e09f4a90a8de/artifacts/urn%3Aaaid%3Asc%3AUS%3A43dc7ddc-27fa-505b-ac8e-b69504e545c7For more on Adobe's sweet research tools, check out more here: https://www.adobe.com/acrobat/campaign/do-that-with-acrobat.htmlGrab your Tickets to the IPO Tour: Our In-Person OfferingSan Francisco 9/23: https://www.ticketmaster.com/event/1C0064AFB5F688BDBoston 10/14: https://tickets.citywinery.com/event/tboy-the-ipo-tour-in-person-offering-8cdhupSeattle 11/4 (21+): https://www.axs.com/events/1446394/the-best-one-yet-ticketsNEWSLETTER:https://tboypod.com/newsletter OUR 2ND SHOW:Want more business storytelling from us? Check our weekly deepdive show, The Best Idea Yet: The untold origin story of the products you're obsessed with. Listen for free to The Best Idea Yet: https://wondery.com/links/the-best-idea-yet/NEW LISTENERSFill out our 2 minute survey: https://qualtricsxm88y5r986q.qualtrics.com/jfe/form/SV_dp1FDYiJgt6lHy6GET ON THE POD: Submit a shoutout or fact: https://tboypod.com/shoutouts SOCIALS:Instagram: https://www.instagram.com/tboypod TikTok: https://www.tiktok.com/@tboypodYouTube: https://www.youtube.com/@tboypod Linkedin (Nick): https://www.linkedin.com/in/nicolas-martell/Linkedin (Jack): https://www.linkedin.com/in/jack-crivici-kramer/Anything else: https://tboypod.com/ About Us: The daily pop-biz news show making today's top stories your business. Formerly known as Robinhood Snacks, The Best One Yet is hosted by Jack Crivici-Kramer & Nick Martell. Hosted on Acast. See acast.com/privacy for more information.
The world's biggest beer fest may actually be an illegal cartel… Even a Prince can't get in.Kevin Warsh of the Fed just raised interest rates… for the 1st time since 2023.We just got College Football team payrolls… as freshman trade dormrooms for mansions.Plus, we just recorded the first ever podcast inside a nuclear reactor (no joke, no spoilers).$BUD $SPY $OKLOTBOY & Adobe dive into Gap's latest earnings report:You can find the custom PDF Space we used here: https://acrobat.adobe.com/link/spaces/urn%3Aaaid%3Asc%3AUS%3A7adc8b0a-a529-4fe2-9bf3-e09f4a90a8de/artifacts/urn%3Aaaid%3Asc%3AUS%3A43dc7ddc-27fa-505b-ac8e-b69504e545c7For more on Adobe's sweet research tools, check out more here: https://www.adobe.com/acrobat/campaign/do-that-with-acrobat.htmlGrab your Tickets to the IPO Tour: Our In-Person OfferingSan Francisco 9/23: https://www.ticketmaster.com/event/1C0064AFB5F688BDBoston 10/14: https://tickets.citywinery.com/event/tboy-the-ipo-tour-in-person-offering-8cdhupSeattle 11/4 (21+): https://www.axs.com/events/1446394/the-best-one-yet-ticketsNEWSLETTER:https://tboypod.com/newsletter OUR 2ND SHOW:Want more business storytelling from us? Check our weekly deepdive show, The Best Idea Yet: The untold origin story of the products you're obsessed with. Listen for free to The Best Idea Yet: https://wondery.com/links/the-best-idea-yet/NEW LISTENERSFill out our 2 minute survey: https://qualtricsxm88y5r986q.qualtrics.com/jfe/form/SV_dp1FDYiJgt6lHy6GET ON THE POD: Submit a shoutout or fact: https://tboypod.com/shoutouts SOCIALS:Instagram: https://www.instagram.com/tboypod TikTok: https://www.tiktok.com/@tboypodYouTube: https://www.youtube.com/@tboypod Linkedin (Nick): https://www.linkedin.com/in/nicolas-martell/Linkedin (Jack): https://www.linkedin.com/in/jack-crivici-kramer/Anything else: https://tboypod.com/ About Us: The daily pop-biz news show making today's top stories your business. Formerly known as Robinhood Snacks, The Best One Yet is hosted by Jack Crivici-Kramer & Nick Martell. Hosted on Acast. See acast.com/privacy for more information.
The fastest way to create friction in a pool service business is to make good people wait for money they already earned. I sit down with Flavia de la Fuente, creator of Field Pay, and pool pro Brett Murdoch to talk about the messy reality most of us live with: checks piling up in a glovebox, subcontractors billing months late, and “quick” payments through Zelle or Venmo that turn into a recordkeeping nightmare.Try it for FREE at the Growth and Pro with Promo Code: BRETTWe break down what Field Pay is built to do: help pool companies pay technicians and 1099 subcontractors quickly after work is completed, with clean logs that make accounting and profitability tracking easier. Flavia explains how the platform supports the ways field teams actually get paid, from per-job and per-stop payouts to performance-based incentives, and how integrations with systems like Skimmer and Housecall Pro can reduce steps even further. Brett shares what changes once approvals become a one-tap habit and payouts are predictable instead of sporadic.We also get specific about W-2 teams versus 1099 vendors. Payroll still handles taxes and remains your source of truth, but Field Pay can accelerate spiffs and bonuses tied to behaviors you want more of, like five-star reviews, lead spotting, route coverage, and holiday calls. We cover safeguards like roster-based access to reduce fraud and mistakes, plus practical touches like reimbursements and a Spanish-language app experience.If you want a tighter back office, better technician retention, and fewer payment surprises, press play. Subscribe, share this with a pool pro who's tired of chasing invoices, and leave a review so more service companies can find it.We dig into why paying technicians and subcontractors is one of the biggest hidden choke points in a pool service business, and how speed and clarity can change everything from retention to profitability. Flavia de la Fuente and Brett Murdoch break down how Field Pay streamlines approvals, records, and payouts so we can stop chasing invoices and start running cleaner systems.• Brett's origin story in the pool industry and why process matters for scaling• why cash, checks, and late subcontractor invoices create avoidable risk and wasted time• how instant payouts after job completion change technician behavior and job coverage• handling real-world pay types like per stop, per job, route pay, commission-style earnings• using fast “spiffs” for reviews, leads, referrals, and weekend or holiday coverage• where Field Pay fits with W-2 payroll and why payroll stays the tax source of truth• integrations with tools like Skimmer and Housecall Pro to pull completed-work data• cleaner records for profitability tracking, reconciliations, and year-end reporting• roster-based controls to prevent misdirected payments and reduce fraud• pricing tiers and quick setup at Myfieldpay.comLearn more at swimmingpoollearning.com.Myfieldpay.com.you can learn more at PoolGuyCoaching.com.Send us Fan MailSupport the Pool Guy Podcast Show Sponsors! HASA REWARDS Apphttps://hasa.com/hasa-appThe Bottom Feeder. Save $100 with Code: DVB100https://store.thebottomfeeder.com/Try Skimmer FREE for 30 days:https://getskimmer.com/poolguy Get UPA Liability Insurance $64 a month! https://forms.gle/F9YoTWNQ8WnvT4QBA Support the showThanks for listening, and I hope you find the Podcast helpful! For other free resources to further help you:Visit my Website: https://www.swimmingpoollearning.comWatch on YouTube: https://www.youtube.com/@SPLPodcast Site: https://the-pool-guy-podcast-show.onpodium.com/UPA General Liability Insurance Application: https://forms.gle/F9YoTWNQ8WnvT4QBAPool Guy Coaching GroupJoin an exclusive network of Pool Service Technicians to access the industry's leading commercial general liability insurance program. Protect your business.Premium is $64 per month per member (additional $40 for employees and ICs)$59 per month for Pool Guy coaching Members - join here! https://www.patreon.com/poolguycoachingLimits are $1,000,000 in occurrence and $2,000,000 in the aggregate - Per member limits [ $1,000,000 per occurrence and $4,000,000 aggregate available for $75 per month ]$50,000 in HazMat Coverage - clean up on-site or over-the-roadAcid Wash Coverage - Full Limits
Danielle DiMartino Booth, CEO of QI Research and author of Fed Up, joins Julia La Roche to break down the Fed's 25 basis point rate hike under Chair Kevin Warsh. The statement first looked dovish, but markets reversed after Warsh's record-short 29-minute press conference hinted at more hikes. That sent the 10-year Treasury to 5.01%, its highest level since 2007. Danielle argues Warsh has broken his own "zero forward guidance" pledge and is "enamored with his narrative" of a Goldilocks economy. She points to a labor market already in recessionary territory, with long-term unemployed now outnumbering job leavers. She says core PCE inflation is on a steady path lower, while households face mounting strain from gas prices, utility bills, bankruptcies, and tightening credit. The two also discuss the K-shaped economy and why Treasury Secretary Scott Bessent may not be done acting on the bond market. Danielle explains why peak AI investment, propped up by hyperscaler accounting gains, is the biggest risk she sees. She closes on an optimistic note about the work ethic of today's college-age generation.Thank you to our partners Augusta Precious Metals — To learn more, visit https://juliabuysgold.com/ or text “Julia" to 35052Monetary Metals - learn more at https://www.monetary-metals.com/julia/Links: Danielle's Twitter/X: https://twitter.com/dimartinobooth Substack: https://dimartinobooth.substack.com/ YouTube: https://www.youtube.com/@DanielleDiMartinoBoothQIFed Up: https://www.amazon.com/Fed-Up-Insiders-Federal-Reserve/dp/0735211655Timestamps: 0:00 Intro0:40 Fed hikes 25 bps: the big-picture takeaway1:22 Markets price in three more hikes after the press conference4:21 Assessing Warsh so far: forward guidance despite his pledge5:37 Fed projections: 2.5% core PCE, 4.1% unemployment7:02 Sponsor: Augusta Precious Metals8:26 Labor market already in recessionary territory10:12 Warsh is "enamored with his narrative"10:53 The household squeeze: gas, utilities, beef to chicken11:47 Even the top of the K is losing confidence12:19 AI was 100% of GDP growth, and real AI investment has turned13:20 Payroll data quirks: the World Cup hiring surge14:06 Sponsor: Monetary Metals15:33 Trump's reaction: 10-year at 5.01%, stocks down16:05 Scott Bessent isn't finished17:04 Warsh gives Bessent the Heisman17:41 10-year at a 19-year high, and the Fed was easing last time18:14 What the Fed is getting wrong: August's one-off inflation blips20:03 Core PCE is coming down, plus BEA methodology changes20:56 Bankruptcy lawyers are making bank: record filings22:23 Do rate hikes even work? Cash-out refis and credit tightening23:29 The stock market isn't the economy: airlines and the top of the K25:16 Is Warsh chasing the wrong monkey on his back?25:47 Other worries: PE bankruptcies, rogue AI agents, socialism27:22 Bernanke's 2% target and post-COVID stimulus28:31 The risk keeping her up at night: peak AI investment29:49 Hyperscaler accounting games and the "E" in P/E31:40 What's making her optimistic33:25 Wrap-up
Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Host: Ben Criddle (@criddlebenjamin) and Co-Hosts: Ronald Weaver III (@ronthe3manweav), Brett Hammer (@bhammertimeshow)Subscribe to the Cougar Sports with Ben Criddle podcast:Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676
You didn't start your business to stay stuck. If you're serious about hitting 6 or 7 figures without sacrificing your life, book your FREE Gap Assessment with our team: https://weddingproceo.com/applicationI hit multiple six figures at Blush and told myself I had made it, while my husband quietly went back to waiting tables to cover the gap. This is a short, honest episode about three lessons I learned in the school of hard knocks, so you do not have to learn them the same way.Here's what you'll walk away with:- Why six figures in revenue can still leave you short on payroll, and the difference between cash flow and profit- How to forecast revenue with receivables, conversion rate, and breakeven so every month stops being a guessing game- Why filling your calendar back up slows your growth, and how to protect your white space as the CEOThe FREE Assume Sales Training: 2x your wedding bookings in 30 days, step by step. Thousands of wedding pros have already used it to land more clients immediately! http://weddingproceo.com/freetrainingorgA favorite book of mine: Profit First by Mike Michalowicz https://amzn.to/4lbqZFwAnother favorite book of mine: Buy Back Your Time by Dan Martell https://amzn.to/3lTKLb4========================EPISODE SHOW NOTES BLOG & MORE:https://www.weddingproceo.com/cash-flow-is-not-profit========================Thank you for tuning in to this episode of the Wedding Pro CEO Podcast. If you find these strategies helpful, make sure to share this episode with your fellow wedding pros. And remember, in the world of weddings, it's all about building genuine relationships and showcasing your best work. Until next time, keep shining, CEOs!PLEASE SUPPORT THE PODCAST! LEAVE A REVIEW HERE: https://ratethispodcast.com/swdHave a question you'd like Brandee to answer? Ask here: http://bit.ly/3ZqqPmzHeads up, CEO! Some of the links I share may be affiliate links, which means I may earn a small commission if you decide to purchase, at no extra cost to you. I only recommend tools and resources I actually use and love, and that I believe will help you grow a profitable, sustainable business you're obsessed with.========================Support the show
What did you think of todays show??The people selling you the deal get paid whether you make money or not. In this episode, we go through the accusations piling up around Pace Morby's sub-to fund, the investors who say they can't log in or get their money back, and the self storage fund that reportedly lost $8.4 million while it kept raising. You'll hear why BiggerPockets built the pipeline that made this possible, plus what Trump's $5,000 check promise would really cost.Topics discussed:Introduction (00:00)The Anthropic quitter and the AI fear grift (00:01)Dylan almost sank the family boat (02:46)Sub-to investors locked out of their money (04:12)What the SEC filing on Pace actually shows (07:00)An RV park and a surprise $1.5M note (09:38)Payroll theft long before the fund (13:33)AJ Osborne lost investors $8.4 million (15:46)How BiggerPockets built the guru pipeline (21:50)Brandon Turner had the clout, the operators got paid (23:30)Trump promises $5,000 checks, the math says $1.3 trillion (27:22)Who actually collects your social security (30:50)F-150s, the Taliban, and government waste (35:05)Follow us on Instagram!https://www.instagram.com/collectingkeyspodcast/https://www.instagram.com/mike_invests/https://www.instagram.com/investormandan/https://www.instagram.com/dylan_does_deals/This episode was produced by Podcast Boutique https://www.podcastboutique.com (https://podcastboutique.com/)
On this episode of HR & Payroll 2.0, Pete and Julie welcome Tom Sterling, VP of Enterprise People Solutions Operations at Cox Automotive, for a wide-ranging conversation on workforce transformation, AI, and the future of HR operations. Tom shares lessons learned from leading a multi-year workforce management and scheduling transformation impacting nearly 18,000 frontline employees, unpacking the realities of governance, stakeholder alignment, data strategy, and why successful change initiatives depend as much on culture and partnerships as they do technology. The discussion turns to artificial intelligence (AI) and Tom's belief that the greatest opportunities lie not in AI alone, but in the combination of artificial intelligence and human intelligence. Together, the trio explores why HR must move from the sidelines to the center of enterprise AI strategy, how organizations should rethink operating models, and why speed without control can create as many problems as it solves. Connect with Tom: LinkedIn: https://www.linkedin.com/in/tomlsterling/ SSON blogs by Tom: https://www.ssonetwork.com/intelligent-automation/articles/ai-hi-equation-shared-services *The annual Payroll Profession Confidence Index (PPCI) survey is open now through September 30, 2026. Payroll professionals and stakeholders interested in participating in the research can complete the survey at: https://www.payrollinfluences.com/ppci-2026. Connect with the show: LinkedIn: http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0 X: @PeteTiliakos X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0 WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20 Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward! G-P ‘Globalization Partners': https://www.globalization-partners.com/ OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/
Is your dog daycare still relying on all-day group play as the main reason clients bring their dogs to you? Are you giving enrichment away for free because you don't know how to package, position or sell it? And as costs continue to rise, could enrichment be one of the keys to building a better experience for the dogs AND a more profitable business? In this episode, I'm joined by Enrich U Dean Tim Jackson for a special preview of the 2026 Pet Care Enrichment Summit, which takes place from October 12th–16th. This is the third year we've run the summit, and we've assembled our biggest line-up yet, bringing together dog daycare owners, trainers, enrichment specialists, scent work experts, zookeepers and animal welfare professionals for an entire week dedicated to doing pet care differently. Because here's the big thing… Enrichment isn't the future anymore. It's the present. The old pile-'em-high, cram-in-more-dogs, low-priced, all-day-play daycare model is becoming increasingly difficult to operate profitably. Costs are rising. Payroll is getting BIGGER. Clients expect more, but simply squeezing another ten dogs into the building ISN'T a sustainable growth strategy. Modern pet care businesses need to create better, more personalised experiences for the animals in their care — AND learn how to communicate, package and sell those experiences to pet parents. In this episode, you'll discover: Why Enrichment Is No Longer Optional – Why the changing economics of dog daycare mean facilities need to rethink the traditional all-day-play model. What Pet Businesses Can Learn From Zoos – How zookeepers approach enrichment, welfare and animal environments — and the lessons you can bring back into your own facility. Why Your Team Needs to Understand the "Why" – How deeper enrichment knowledge helps your staff confidently educate clients and sell your services. How to Turn Enrichment Into Revenue – Why giving enrichment away for free makes the transition harder, and how to start creating experiences clients actually want to buy. Why One Activity Doesn't Fit Every Dog – How breed, age, personality and individual needs should influence the enrichment experiences you provide. We also reveal some of what's coming at this year's Pet Care Enrichment Summit, including dog daycare and trainer round tables, breed-specific enrichment, zoo enrichment, behavioural workflows, scent work and much more. If you want to immerse yourself in modern enrichment, steal ideas from some incredibly smart people and - importantly - learn how to actually make money from implementing them, grab your early bird MEGA discounted ticket now at: enrichmentsummit.com The 2026 Pet Care Enrichment Summit runs October 12th–16th, and I highly recommend grabbing the VIP ticket so you get lifetime access to all the recordings. A huge thank you to this week's podcast sponsor, TailPro, the all-in-one management platform helping pet businesses save time, streamline operations and deliver an exceptional customer experience. Find out more at tailpro.uk.
Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Host: Ben Criddle (@criddlebenjamin) and Co-Hosts: Ronald Weaver III (@ronthe3manweav), Brett Hammer (@bhammertimeshow)Subscribe to the Cougar Sports with Ben Criddle podcast:Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676
Ten years ago, Jesse McGrath had a backpack, a pair of cowboy boots, and nowhere to live. Today, he owns Compass Cleanup & Excavation—but building a bigger company was never the finish line.Jesse built the business to get something back that money can't replace: time with his kids, his wife, and his dad. Along the way, that meant learning some expensive lessons, including a cleanup job that cost him roughly $30,000, figuring out which customers actually fit his company, and realizing that more employees don't automatically solve a bad job.Jesse also gets into the part of his story most people would hide. Addiction, homelessness, felony convictions, recovery, and the police officer who told him, “I can tell just by looking at you that you're better than this.” Years later, that same officer sends him work.Takeaways:✅ One relationship can change your workload. Jesse says roughly 90% of his work comes through the network he's built with contractors, real estate developers, salespeople, and other local businesses.✅ Understand the customer's vision before giving them a number. Jesse refuses to price a job without seeing the site and figuring out what the customer is actually trying to accomplish.✅ More labor can make a bad job worse. After underestimating a massive cleanup, Jesse tried throwing more people at it. Payroll and equipment rental kept climbing until he finally finished the project himself—about a $30,000 lesson.✅ Don't build past the life you actually want. Jesse isn't chasing 50 employees. He wants a profitable excavation business that gives him the freedom to hunt with his dad, work alongside his daughter, and be present with his family.✅ Your past doesn't have to set your ceiling. Jesse openly carries his history into his work today, including helping other guys in recovery get back on their feet.Why It Matters:A skid steer, mini excavator, bigger jobs, and more revenue can build a company—but Jesse's story is a reminder to decide what you want that company to give you before growth starts taking it away.Links:➡️ Connect with Jesse on Facebook: https://www.facebook.com/jesse.mcgrath.399➡️ Get Ryan's book “Outta The Weeds” on Amazon: https://a.co/d/0gWFpM0F➡️ Shop Attachments — Skid Steer Nation: https://skidsteernation.com/➡️ Create estimates, track jobs, and stay organized with Tulboxx: https://www.tulboxx.com/➡️ Grow your business — Throttled Up Marketing: https://throttledupmarketing.com/
Your AI adoption numbers might be climbing. But what do they tell you about your people? Kelly Jones, Chief People Officer at Cisco, and her team set out to answer that question, and the findings are reshaping how Cisco thinks about engagement, performance, leadership, and the future of HR itself. In this conversation, David and Kelly discuss:What prompted Cisco's People Intelligence team to ask a bigger question about AI than most organisations are asking The connection between AI use, employee engagement, and career growth at Cisco Why leaders who use AI themselves are so critical to driving adoption across their teams The confidence gap Cisco is seeing between director-level leaders and mid-level employees, and what to do about it How this transformation is reshaping the HR function itself, and the skills needed to build HR for an "intelligence era" The wellbeing cost of change at this pace, and where to start if you don't know where to begin This episode is sponsored by HiBob.HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business. Sapient Insights recognises HiBob's AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders. HiBob. All-in-one HCM for HR, Payroll, and Finance. Learn all about HiBob's modern HR platform hereResources: Cisco's Journey in AI Workforce Transformation Hosted on Acast. See acast.com/privacy for more information.
In this episode, Pete and Julie welcome payroll expert and fractional payroll director, Shala Druin, Founder of Strategic Payroll Solutions, for a candid conversation on why payroll remains one of the most misunderstood and consequential functions in any business. The conversation explores how payroll leaders can better quantify risk, build stronger business cases, secure earlier involvement in strategic decisions, and shift the function from reactive processing to proactive business enablement. Plus advice for moving payroll forward in your organization and stepping out of your comfort zone and influencing for impact. Shala also shares her perspective on AI readiness and potential, the importance of experimentation and governance, and why the next era of payroll will require stronger business and strategic alignment, better cross-functional integration, and a more impactful voice for the critical function. Connect with Shala & Strategic Payroll Solutions: https://www.linkedin.com/in/shala-druin-313807189/ https://strategicpayrollsolutions.com/ https://www.linkedin.com/company/strategic-payroll-solutions/posts/?feedView=all https://substack.com/@strategicpayrollsolutions *The annual Payroll Profession Confidence Index (PPCI) survey is open now through September 30, 2026. Payroll professionals and stakeholders interested in participating in the research can complete the survey at: https://www.payrollinfluences.com/ppci-2026 Connect with the show: LinkedIn: http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0 X: @PeteTiliakos X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0 WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20 Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward! G-P ‘Globalization Partners': https://www.globalization-partners.com/ OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/
O "Ulrich Responde" é uma série de vídeos onde analiso os recentes acontecimento da economia no Brasil e no Mundo e respondo perguntas enviadas por membros do canal e seguidores, abordando temas de economia, finanças e investimentos. Oferecemos uma análise profunda, trazendo informações para quem quer entender melhor a economia e tomar decisões financeiras mais informadas.Neste vídeo, comento os recentes desdobramentos políticos e institucionais no Brasil, a crise interna no STF com os atritos entre ministros e a repercussão do caso Banco Master. No cenário internacional, analiso a surpresa nos dados de emprego dos EUA (Non-Farm Payroll), a perspectiva para os juros pelo Federal Reserve, além dos movimentos na indústria de IA e a perda de competitividade na Europa. Para fechar, respondo às dúvidas enviadas pela comunidade sobre política, economia, investimentos e a movimentação recente das ações da OranjeBTC.00:00 - Evento em Buenos Aires e o debate de ideias na América Latina01:15 - A gravidade da crise institucional e política no Brasil03:00 - Escândalo Banco Master e o inquérito no STF05:15 - Reações na Corte e a repercussão política07:25 - Expectativa para as manifestações de 7 de Setembro08:26 - Payroll acima do esperado nos EUA e impacto nos juros do Fed10:15 - Reação dos mercados e preço do Bitcoin11:34 - Aquisição da Hugging Face pela Nvidia e avanço da Anthropic12:47 - Crise migratória em Ceuta e protestos na Espanha14:35 - Indústria alemã: semana de 40 horas e cortes na Volkswagen17:16 - Perguntas: Apoio libertário a candidaturas políticas18:18 - Perguntas: O sistema brasileiro já esteve pior?20:19 - Perguntas: Liberdade econômica e gastos: China vs. Brasil22:05 - OranjeBTC: Fato relevante, pressão vendedora e novo ETF23:58 - Perguntas: Ainda há esperança no Brasil?25:01 - Perguntas: Morar na Suíça ou nos Estados Unidos?26:01 - Perguntas: Avanço dos carros elétricos chineses e câmbio26:44 - Perguntas: Por onde começar um reboot do sistema?27:10 - Perguntas: Destinos para viver fora do Brasil28:13 - Considerações finais
The world is aging at an unprecedented pace, with the U.S. share of adults 65+ projected to rise from 18.9 percent in 2025 to 23.4 percent by 2060, signaling major long-term implications for lenders, investors, and retirement-focused financial markets. Robbie interviews RETR's Steven Wynands on putting mortgage and real estate data in the hands of originators and lenders. And Fed Governor Waller favors holding rates steady absent negative data surprises, but resilient growth, sticky service-sector inflation, and a still-healthy labor market could limit easing, leaving upcoming data to determine whether the Fed delivers a hawkish hold or considers a hike.Thanks to Zillow Home Loans, Zillow's in-house mortgage lender, for sponsoring this week's podcasts. By integrating Zillow's real estate platform with financing, Zillow Home Loans helps buyers move from dreaming about a home to holding the keys. With tools built for modern lending, Zillow Home Loan's loan officers can focus on guiding buyers with care and confidence. Zillow Home Loans is an equal housing lender. NMLS #10287.The Chrisman Commentary is your go-to daily mortgage news podcast, where industry insights meet expert analysis. Hosted by Robbie Chrisman, this podcast delivers the latest updates on mortgage rates, capital markets, and the forces shaping the housing finance landscape. Whether you're a seasoned professional or just looking to stay informed, you'll get clear, concise breakdowns of market trends and economic shifts that impact the mortgage world.
Most companies that hire someone in another state have no idea they've just taken on a compliance obligation in that state.Nellie Akalp has been forming businesses since 1997. She founded MyCorporation.com, sold it to Intuit in 2005, and started CorpNet in 2009 — where she now runs a 100+ person company that keeps businesses compliant across all 50 states.In this episode of the Command Your Brand Show, Jeremy Ryan Slate talks with Nellie about what actually happens when you expand across state lines — and about building the same kind of company twice. (Full disclosure: Command Your Brand is a CorpNet customer. We found them through Gusto and used them to register in Georgia. This isn't a sponsored episode.)In this conversation:- What foreign qualification actually means, and why hiring in a state triggers it- Payroll tax registration, workers' comp, and the obligations most remote companies miss- Why she left law school money on the table to start an internet company in 1997- Selling MyCorporation to Intuit — and starting over from zero- Eight hard years at CorpNet before anything worked- How COVID told them which product to build the company around- Scaling 12 people to 100+ — what actually had to change- Why they promote from within and refuse to hire leadership from outside- The one non-negotiable: they don't sell customer data- Where AI helps, and where they keep a human in the loop on purposeIf you're hiring remotely, expanding into a new state, or just not sure whether you're actually compliant where you operate — start here.This conversation is for general educational purposes and is not legal, tax, or financial advice. Rules vary by state and change often. Consult a qualified professional about your specific situation.
Adeline Atlas 11 X Published AUTHOR Digital Twin: Create Your AI Clone: https://www.soulreno.com/digital-twinSOS: School of Soul Vault: Full Access ALL SERIEShttps://www.soulreno.com/joinus-202f0461-ba1e-4ff8-8111-9dee8c726340Instagram: https://www.instagram.com/soulrenovation/Soul Renovation - BooksSoul Game - https://tinyurl.com/vay2xdcpWhy Play: https://tinyurl.com/2eh584jfHow To Play: https://tinyurl.com/2ad4msf3Digital Soul: https://tinyurl.com/3hk29s9xEvery Word: http://tiny.cc/ihrs001Drain Me: https://tinyurl.com/bde5fnf4The Rabbit Hole: https://tinyurl.com/3swnmxfjDestiny Swapping: https://tinyurl.com/35dzpvssSpanish Editions: Every Word: https://tinyurl.com/ytec7cvcDrain Me: https://tinyurl.com/3jv4fc5n
My OnPay Promo Code: https://onpay.tpchkr.net/6kxdzmMy Gusto Promo Code: https://gusto.com/r/logan592Is OnPay worth using for your small business in 2026? In this OnPay review, I break down the pricing, payroll features, pros and cons, how it compares to alternatives like Gusto, and which businesses I think OnPay makes the most sense for.OnPay offers full-service payroll, federal, state, and local payroll tax filings, W-2 and 1099 filing, employee self-onboarding, and multi-state payroll under one pricing plan. In this video, I look at where OnPay shines, where it falls short, and whether I would recommend it to small business owners.I also compare OnPay with Gusto, including some of the situations where paying for OnPay may make more sense — particularly for businesses with employees in multiple states.*In this video:*• What OnPay does• OnPay pricing• OnPay payroll tax filing• OnPay pros and cons• Multi-state payroll• HR and time-tracking limitations• OnPay vs. Gusto• Who I think should use OnPay• How to get the OnPay referral reward*Affiliate disclosure:* I may receive compensation if you sign up for OnPay through my link, at no additional cost to you. My opinions and recommendations are my own.#OnPay #Payroll #PayrollSoftware #SmallBusiness
Hour 1 of the Friday Bob Rose Show for 9-4-26, on this weekend's kickoff to the Gators' football season. New head coach, high expectations, and the growing complexity of winning in 2026. Plus, all of the morning's biggest news stories
Cautela antecede o relatório de empregos porque uma criação de vagas abaixo do ritmo normal pode reduzir a pressão por juros mais altos nos Estados Unidos.
CPI em foco: Treasuries recuam e IA puxa futuros. Comece seu dia com todas as informações essenciais para a abertura da bolsa com o Morning Call da Genial! O time da Genial comenta sobre as bolsas asiáticas, europeias e o futuro do mercado americano, além da expectativa para os mercados de ações, câmbio e juros. O Morning Call da Genial é transmitido, de segunda a sexta, às 8h45. Ative as notificações do programa e acompanhe ao vivo!
Acompanhe o fechamento de mercado com as principais notícias sobre a Bolsa de Valores, Ibovespa e o cenário econômico global. Veja a análise macro sobre os juros nos Estados Unidos e Japão, além do impacto das commodities e do petróleo nos ativos brasileiros.
AI agent use cases for pet businesses can give you time back without handing your company over to a robot. Bella Vasta walks you through the real work an agent can prepare across payroll, operations, front desk, marketing, PR, hiring, your AI Brain, and website monitoring. For pet sitters, dog walkers, and pet care business owners, the first job should be small, repeatable, readable, and safe to approve. Bella gives you the four questions that tell you whether a job is ready: Do you do it every week? Does it start with an inbox, export, or folder an agent can read? Does it end with your approval? If it is wrong before approval, does anything bad happen? Yes, yes, yes, no is your green light. AI agent use cases for pet businesses include turning scheduling data into a payroll-ready spreadsheet, checking clock-ins against GPS, preparing a morning rundown, drafting common client replies, pulling real client language from reviews, spotting stale prices on old pages, scoring applications, and building SOPs from the work your team already does. The agent prepares. You decide. Bella also says where the line is. An agent should never walk a dog, send something without you, decide for you, or touch your money. Real-time client ETAs are not a clean job yet, and closed software that will not provide data can block a workflow. That is why the safest AI agent use cases for pet businesses begin with the jobs that already have clean information and a review gate. You do not need to become technical before you start. Pick one job that already happens every week and let the agent prepare the first draft, report, or checklist. Review the result. Tell it what it missed. That is the onboarding work Bella compares to stretching pizza dough. It takes a few passes to get right, and that does not mean you failed. It means you are building something that sounds and works like YOUR business. This is Episode 476 of Bella In Your Business. IN THIS EPISODE: • Use Bella's four-question test to pick your first job. • Find AI agent work in payroll, ops, your inbox, marketing, PR, hiring, and website monitoring. • Turn real team work into usable SOPs instead of starting from a blank page. • Keep your approval over every message, decision, and dollar. • Understand why a clean export or direct connection saves money. TIMESTAMPS: [0:00] AI agent use cases for pet businesses [2:25] The four-question test for your first job [4:10] Payroll and admin [5:45] Operations and SOPs [7:05] Front desk and marketing [9:30] PR, hiring, AI Brain, and website checks [12:00] What an agent should never do [13:20] Cowork and starting with one job [15:00] Direct connections and cost [18:05] Build your first agent RESOURCES: Jump Mastermind: https://jumpconsulting.net/mastermind Book 20 minutes with Bella: https://jumpconsulting.net/20 AI For The Busy Human: https://bellavasta.com/busyhuman CONNECT: Website: https://jumpconsulting.net Instagram and Facebook: https://bellavasta.com #AIAgentsForPetBusiness #PetBusinessGrowth #BellaInYourBusiness
John Maytham speaks to Nicholas Voges an expat working and living in the UK, about how the SA labour system makes it hard for him to come home for an extended period and work from SA. Presenter John Maytham is an actor and author-turned-talk radio veteran and seasoned journalist. His show serves a round-up of local and international news coupled with the latest in business, sport, traffic and weather. The host’s eclectic interests mean the program often surprises the audience with intriguing book reviews and inspiring interviews profiling artists. A daily highlight is Rapid Fire, just after 5:30pm. CapeTalk fans call in, to stump the presenter with their general knowledge questions. Another firm favourite is the humorous Thursday crossing with award-winning journalist Rebecca Davis, called “Plan B”. Thank you for listening to a podcast from Afternoon Drive with John Maytham Listen live on Primedia+ weekdays from 15:00 and 18:00 (SA Time) to Afternoon Drive with John Maytham broadcast on CapeTalk https://buff.ly/NnFM3Nk For more from the show go to https://buff.ly/BSFy4Cn or find all the catch-up podcasts here https://buff.ly/n8nWt4x Subscribe to the CapeTalk Daily and Weekly Newsletters https://buff.ly/sbvVZD5 Follow us on social media: CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.
A listener named Lauren DMed Nicole with a simple question: what is she doing to make sure her daughter has more money than she did growing up? Today, Nicole answers in full, walking through the exact accounts, strategies, and tax moves she is using to build wealth for her toddler from day one. Nicole breaks down the three accounts she opened for her daughter (a 529, a custodial Roth IRA, and a custodial brokerage account), why she gifts directly into the 529 for every holiday, and how she is legally paying her daughter through her business to shift income into a lower tax bracket. Tax strategist Carlton Dennis joins with a clip explaining the rules around paying your kids: what counts as reasonable compensation, how the standard deduction plays into it, and why starting a custodial Roth IRA early can turn a few thousand dollars into over a million by retirement. Nicole also gets into the life insurance decision every parent needs to make. She explains the real difference between term and whole life insurance, why she chose term for her family, and when whole life actually does make sense. Start investing investing at SoFi.com/MNN Private Wealth Collective Nicole's boutique wealth management practice for people who want more than a robo-advisor and less than a hedge fund minimum. Real strategy, real relationship. https://privatewealthcollective.com The Money School Nicole's $149 investing course that actually breaks down stocks, ETFs, crypto, and building a real portfolio, no jargon, no judgment, lifetime access. https://themoneyschool.com ----------------------- Find other exclusive content at— Instagram: @moneynews TikTok: @moneynewsnetwork Website: https://moneynewsnetwork.com Learn more about your ad choices. Visit megaphone.fm/adchoices
Join the show live every Thursday for a conversation you can't find anywhere else: https://grow.payrollinpodcast.com/ Your payroll clients keep asking for HR support. But when does adding an ASO become a smart growth move instead of an expensive distraction? In this episode of the Payroll Growth Show, Matt Vaadi shares lessons from 12 years of building and evolving an ASO. He explains why 250 payroll clients may be the ideal starting point, how a 10% to 20% attachment rate changes the math, and why smaller ASO accounts can consume more resources than expected. You'll learn: How to know when your payroll company is ready for an ASO The technology and people required to support it What your ASO should include and where to draw the line Why scope creep can quickly drain your team How to structure ASO pricing and monthly minimums Why Matt increased his minimum from $500 to $1,000 The risks of offering recruiting and benefits administration Why HR services work better when connected to payroll How a 60-question HR audit improves client onboarding If you're considering adding HR services, expanding beyond payroll, or building a more scalable ASO model, this episode will help you understand what to put in place before you launch. ⏰ TIMESTAMPS: 00:00 The Payroll Sales Habit I Finally Broke 01:13 Why Selling Season Starts Now 02:04 Don't Sell Everything to Everyone 02:50 The "Big Domino" That Closes More Deals 05:10 Stop Fighting ADP on Their Terms 05:50 The ELF Framework Explained 07:43 Why We Ignore Most Prospects 07:46 How We Narrow 50,000 Contacts to 400 09:00 My Favorite Low-Pressure Sales Call 10:40 Warm Prospects Before You Pitch 11:45 August Is When January Deals Are Won12:23 Engineer Your Selling Season 12:48 Final Thoughts Weekly strategies for scaling your payroll bureau (1,000+ leaders subscribed) → https://www.payrollinpodcast.com/
If you knew you might live to 100, how differently would you think about the career you are building today? Lynda Gratton is Professor of Management Practice in Organisational Behaviour at London Business School, where she's taught for more than thirty years and leads the world's number one ranked programme in human resources. Lynda is also the bestselling co-author of the million selling The 100-Year Life. Ahead of the publication of her new book, Living the 100-Year Life: How to build a career that lasts and a life you love, Lynda joins David to explore why longer lives are stretching the traditional education, work and retirement model to breaking point, and what this means for individuals and organisations. In this episode, David and Lynda discuss: The eight threads Lynda believes can help us build resilient and fulfilling working lives, and why calm is becoming increasingly important Why “amplification”, our relationship with technology and AI, is one of the eight threads we need to manage deliberately How AI is reshaping work at the level of tasks, and what that means for the careers we build Why career architectures, mobility and development models designed for shorter, more predictable working lives need to evolve How organisations can help people navigate repeated transitions across careers that could span 50 or 60 years Ultimately, this is a conversation about longevity, technology and human agency, and how individuals and organisations can make the extra years we have been given count. This episode is sponsored by HiBob. HiBob brings HR, Payroll, and Finance together into a single platform that employees actually use. With AI throughout, you move faster, work smarter, and empower your people to power your business. Sapient Insights recognises HiBob's AI vision, citing the Bob AI Companion for making everyday work faster and easier. Fosway Group also names HiBob a 2025 9-Grid™ Core Leader, recognising the strongest AI vision among Core Leaders. HiBob. All-in-one HCM for HR, Payroll, and Finance. Learn all about HiBob's modern HR platform hereResources: Living the 100-year old Life: How to build a career that lasts and a life you love Hosted on Acast. See acast.com/privacy for more information.
On the Uplevel Dairy Podcast, Pauly Paul of Complete Management Consulting discusses why many dairy transition plans fail financially even after legal ownership is transferred. As retiring owners depend on the farm as their “401(k)” through monthly, annual, or lump-sum buyouts, the same dairy must also support the next generation's management, added labor layers, and new debt, often amid tight cash flow from low milk prices and weak cropping margins.Pauly describes cases where payroll spikes from added middle management, outside partners gain cattle equity and can destabilize herd size, and families refinance and roll growing lines of credit into the farm, eroding equity and jeopardizing retiree payments. Key recommendations include knowing the financials, keeping retirees engaged through regular reviews, using objective third-party oversight, and holding quarterly multi-generation meetings to determine whether the business is building or consuming equity.This Episode is brought to you by Complete Management ConsultingLearn more about Complete Management Consulting at:www.CompleteManagementConsulting.comcompletemanagementconsulting@gmail.com920-418-313500:00 Can the Farm Afford It01:00 When Transitions Fail02:23 Farm as Retirement Plan03:33 Payroll and Debt Spiral06:40 Why Calls Are Rising09:22 Outside Equity Risks12:51 Third Party Oversight17:17 Know Your Numbers Now19:25 Plan Ahead at 55
In this episode, Pete and Julie welcome Andrew ‘AG' Gadomski, Managing Director at Aspen Analytics and host of ‘Reciprocity with AG', for a candid conversation on AI governance, cybersecurity, compliance, and the future of work. Andrew shares why HR is becoming an increasingly important attack surface, how fake applicants and social engineering are changing recruiting risk, and why HR leaders need to build much stronger partnerships with cybersecurity, legal, and technology teams. The conversation also explores the need for better workforce planning, clearer job architecture, stronger vendor scrutiny, and a more practical understanding of how AI will impact both work and workers. Andrew highlights why the future of work is not just about adopting AI, but rather governing it, securing it, and making sure innovation strengthens the workforce instead of exposing it. Connect with AG: Podcast: https://wrkdefined.com/podcast/reciprocity-with-ag Aspen Analytics: https://www.aspenanalytics.io/about-3/ LinkedIn: https://www.linkedin.com/in/andrewgadomski/ Connect with the show: LinkedIn: http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0 X: @PeteTiliakos X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0 WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20 Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward! G-P ‘Globalization Partners': https://www.globalization-partners.com/ OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/
Your payroll runs smoothly but that's exactly where payroll compliance risk hides. In this episodeIn this episode of @thepayrollpodcast, Nick Day, CEO of JGA Recruitment Group, sits down with Jay Crider, CPP, MBA, founder and principal of ValuGuard Payroll Advisory, talked about the hidden payroll errors, implementation gaps, and data vulnerabilities lurking beneath green status reports. Discover what audits, acquisitions, and system migrations reveal about payroll maturity, and learn how to identify and remediate silent failures before they cost you.This is not just a conversation about whether payroll gets processed. It is a conversation about whether payroll is governed. Jay and Nick break down the five pillars of payroll risk, why key person dependency quietly puts entire operations at risk, and how payroll leaders can finally translate what they see into language the C-suite actually listens to.They also cover Jay's Payroll Stability Index, or PSI, a free scoring framework built to quantify payroll risk the way a FICO score quantifies credit risk, real statistics on fraud, compliance penalties, and outage costs, and why payroll may be the largest uncontrolled financial process in most companies today.It is not just about getting the paycheck right.It is about proving the process behind it can be trusted under pressure.And if you have never measured that before, this episode will change that.Whether you are a payroll professional trying to earn a seat at the table, a finance leader trying to understand where your real exposure sits, or a business owner who assumes payroll is fine because no one has complained, this episode will give you a new way of seeing one of the most important functions in your organization.This episode is sponsored by DeelManaging a global team is complex, Deel makes it simpler with payroll, HR, IT, and compliance all in one place. That's why over 35,000 businesses trust Deel to hire, pay, and manage their teams worldwide.See how Deel works at www.deel.com/nickdayGuest and Host:Connect with Jay Crider: https://www.linkedin.com/in/jay-crider/Learn more about ValuGuard Payroll Advisory and run your free PSI snapshot: https://www.valueguardpayroll.comConnect with Nick Day: https://www.linkedin.com/in/nickday/Find your ideal payroll candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the Payroll Podcast Newsletter: https://jgarecruitment.ck.page/23e7b153e7Stay tuned for the next episode of The Payroll Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!Enjoyed this? Check out our sister podcast @thehrldpodcast for more great content!Timestamps:(00:00) Introduction: Why a Green Payroll Status Report Can Still Be Hiding Risk(03:01) What Payroll Really Means: Trust Made Operational(04:06) The Iceberg Analogy: What's Hiding Beneath a Stable-Looking Payroll(06:35) Why "Paid Accurately and On Time" Is an Incomplete Definition of Success(11:17) Controlled Process vs. Correct Outcome: The Real Test of Governance(13:29) Key-Person Dependency and the True Cost of Payroll Heroics(20:04) Introducing the Five Pillars of the Payroll Stability Index(24:27) Operational Continuity, Governance Controls, and the Cost of Fraud(32:17) Why a Risk Score Changes the Conversation With the C-Suite(39:55) Who Should Own Payroll Governance: HR, Finance, or a Future CPO?(45:56) Diagnosing Risk Before a Crisis Forces Your Hand(52:21) Payroll Vault: Rapid-Fire Questions and Jay's Boldest Prediction
How do you manage the massive logistical nightmare of running production for a 3,000-seat auditorium? And more importantly, how do you pull off a center-stage "Worship in the Round" setup without completely ruining your audio and lighting?In this episode, we are joined by Debbie Uecker-Keough from Water of Life Church to talk about high-level church production at scale. We chat about the gear challenges and visual challenges of designing a service "in the round," and debate whether it is actually crazy to buy permanent AVL gear for those types of center-stage setups.In this episode you'll hear: 0:00 Intro: Toby's Iron Gut6:25 Debbie Uecker-Keough (Water of Life Church) Joins8:00 Debbie's Start in Church Production10:40 The Unique Challenges of a 3,000-Seat Auditorium13:00 The Logistics of Doing "Worship in the Round"17:45 Is It Crazy to Buy Permanent Gear for In-the-Round Setups?20:30 Training Church Tech Volunteers at Scale26:45 Gear Talk: Is Debbie on AVID's Payroll?33:30 Navigating Church Production as a Female Leader35:45 Church Tech Disaster: LED Wall Dilemmas & Planning to Fail46:00 Keep Sundays RunningGet expert help and care on your next integration project with our friends at HouseRight here. Get up to 80% off with our Barn Burner sale! Get 20% off the rest of our inventory with code BARNBURNER26. Take our survey here and you'll get the full report emailed to you December 4th! Resources for your Church Tech MinistrySell Us Gear: Does your church have used gear that you need to convert into new ministry dollars? We can make you an offer here. Buy Our Gear: Do you need some production gear but lack the budget to buy new gear? You can shop our gear store here. Connect with us: Sales Bulletin: Get better deals than the public and get them earlier too here!Early Service: Get our best gear before it goes live on our site here. Instagram: Hangout with us on the gram here! Reviews: Leaving us a review on the podcast player you're listening to us on really helps the show. If you enjoyed this episode, you can say thank you with a review!
Military Payroll
Daily? Weekly? Monthly? When does the money your business makes actually become YOUR money?
Curso gratuito de Empreendedorismo aqui:https://lvnt.app/dhfg11Faça parte do Inside Elite (apenas 300 vagas): https://eliteinside.com.br/l/bO principal ponto de atenção para a abertura da semana é a retomada dos ataques dos Estados Unidos contra o Irã. Neste domingo (30), forças americanas atingiram dois lançadores na Ilha de Larak, o primeiro ataque conhecido dos EUA em território iraniano desde o final de julho. A Guarda Revolucionária iraniana confirmou mortos e feridos e prometeu resposta. A reação já aparece nos preços: o Brent (dez/26) flutuava em torno de US$ 90,12 na noite de domingo, alta de 2,08%, e o WTI (out/26) em US$ 85,27, alta de 2,19%.No cenário doméstico, o relatório de Estatísticas de Crédito do Banco Central, comdados até julho, mostra a carteira total crescendo 9,5% em 12 meses, com pessoasfísicas avançando 10,8% e pessoas jurídicas 7,4%. Na margem, o saldo total subiu 0,3%,com PJ recuando 0,7% e PF avançando 0,8%. As concessões cresceram 9,9% em 12meses, puxadas por recursos livres (10,1%) e recursos direcionados (7,6%), comdestaque, no trimestre, para a alta de 21,8% nos recursos direcionados. Do lado dascondições financeiras, juros e spread bancário recuaram na margem, com quedasde 1,3 p.p. e 1,0 p.p. no mês, respectivamente, embora ainda acumulem alta de 0,3 p.p.em 12 meses. A inadimplência segue em trajetória de alta, com novo avanço de 0,3p.p. no mês e de 0,9 p.p. em 12 meses.A agenda da semana concentra a atenção em dados de atividade e inflação. Nestasegunda-feira (31), o Brasil divulga o Balanço Orçamentário de julho. Na terça (1º), aZona do Euro publica o IPC mensal de agosto, o Brasil divulga o PIB do segundotrimestre e os Estados Unidos trazem as vagas de emprego do relatório JOLTS dejulho. Na quarta (2), o Brasil apresenta a Produção Industrial de julho e os EstadosUnidos divulgam a variação de empregos privados do ADP referente a agosto. Asemana se encerra na sexta-feira (4), com as vendas no varejo da Zona do Euro emjulho e o relatório de emprego não agrícola (Payroll) dos Estados Unidos em agosto.A agenda da semana concentra a atenção em dados de atividade e inflação. Nestasegunda-feira (31), o Brasil divulga o Balanço Orçamentário de julho. Na terça (1º), aZona do Euro publica o IPC mensal de agosto, o Brasil divulga o PIB do segundotrimestre e os Estados Unidos trazem as vagas de emprego do relatório JOLTS dejulho. Na quarta (2), o Brasil apresenta a Produção Industrial de julho e os EstadosUnidos divulgam a variação de empregos privados do ADP referente a agosto. Asemana se encerra na sexta-feira (4), com as vendas no varejo da Zona do Euro emjulho e o relatório de emprego não agrícola (Payroll) dos Estados Unidos em agosto.No fechamento de sexta-feira (28/ago), o Ibovespa encerrou em 175.665 pontos, altade 0,30%. Nos Estados Unidos, o Dow Jones fechou em 53.559,99 pontos, queda de0,02%, o S&P 500 em 7.711,76 pontos, queda de 0,25%, e o Nasdaq em 26.402,42 pontos,queda de 0,52%.#fed #juros #inflacao #selic #casas bahia #suzano #ibov #petroleo Preciso da sua indicação de alguma instituição de caridade pra que eu doe toda a receita do canal. Comenta as que vocês mais confiam!
In episode 267, Coffey talks with Catherine Clifton about AI-generated employee grievances, another lawsuit arising from a DEI training program, a Walgreens race and age discrimination case, and a Reddit scenario involving FMLA leave and workplace gossip. They discuss the rise of AI-generated employee grievances citing nonexistent laws and containing factual errors, and how employers should respond to them the same way they'd respond to any poorly written complaint; AI use by medical providers in ADA accommodation responses — including providers drawing conclusions that are legally the employer's to make; the danger of employees using AI to build one-sided cases that start with a conclusion rather than an objective analysis of facts; an EEOC lawsuit against Washington University in St. Louis arising from a DEI training that racially segregated participants over an employee's explicit objection, followed by elimination of her position after she filed an EEOC charge; the structural problems with demographic-based separation in DEI programming and the assumption that shared identity equals shared experience; the Walgreens case and the legal standard for comparators in race and age discrimination claims — including similar job, same decision-maker, comparable conduct, and disparate treatment; how summary judgment works and why consistent policy enforcement across all employees is the strongest defense against comparator arguments; the risk of employees not knowing what disciplinary action others have received, and how that gap fuels gossip and unfounded discrimination claims; and a Reddit scenario involving a coworker complaining about an FMLA-protected employee, a supervisor who deflects with "HR is aware," and how HR should respond to protect privacy while addressing cultural warning signs. For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP267 Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest: Catherine has more than 20 years of experience specializing in employment law in Texas. She worked with multiple local governmental entities as an employment law attorney and also served as a legal advisor for public safety. She spent several years as an administrative services director, where she was responsible for Human Resources, Risk Management, and Payroll. She has advised clients on recruitment, selection, discipline, wage and hour, policies, and grievance matters, including federal and state laws related to labor and employment. Catherine also has experience with general municipal law, utility matters, public information, open meetings, and general governance matters. Catherine is a graduate of Southwestern University, obtained her JD from Texas Tech University. She is certified as a Senior Professional in Human Resources (SPHR). She joined Ross | Gannaway | Clifton, PLLC in 2022. Catherine can be reached at: https://www.gannawayclifton.law/ https://www.linkedin.com/company/rossgannawayclifton/ About Mike Coffey: Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association. Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for all stakeholders. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year. Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 30 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth. Learning Objectives: Apply a consistent, policy-grounded response protocol to AI-generated employee grievances — including clarifying conversations, documentation, and using complaints as opportunities to identify real underlying issues. Identify the legal elements of a valid comparator in a discrimination claim and explain why consistent enforcement of discipline across all employees is the most effective defense. Recognize the supervisor behaviors that signal cultural and legal risk — including deflecting accountability to HR and failing to redirect inappropriate peer complaints — and describe how HR can address them.
What it do what the business is? Spike Lou and Animal Brown are back to discuss a loaded album release weekend. Game drops Documentary 3, along with albums from Rapsody, Payroll, Ransom and Skilla Baby. They recap the Joe washing of Donell Jones. Master P's black people shouldn't harp on slavery comments gets him in hot water. Dr. Dre is embracing Ai and Starlito wants no parts of holograms!
Jared from AKT is back for Part 2 — this time getting into how he grades employees, why he's building his own internal software instead of paying for seats, and the accounts receivable problem that keeps him up at night.
Jon Herold digs into the unfolding Data Republican controversy, walking through how the prominent conservative data analyst faced backlash after admitting she's a paid special government employee at the Department of War, despite previously framing a State Department document handoff as an entrapment attempt. He argues the real issue isn't her politics but the lack of disclosure, and plays a clip of Rep. Anna Paulina Luna discussing her push for legislation requiring paid influencers to disclose government ties. Other topics include CIA Director Ratcliffe's surprise trip to Moscow, Canada's retaliatory tariffs set for September 8th, a batch of fiery Trump Truth Social posts on renaming Lake Ontario and reducing joint military exercises with South Korea, a Supreme Court ruling allowing Trump's election integrity order to proceed, and a viral story about anti "Flock camera" vandals. Sponsor reads, birthday shoutouts, and some fun personal stories round out a newsy Tuesday show.
Most nonprofit executive directors lose their strategic thinking time every week for a reason that has nothing to do with discipline: it is the only block on the calendar with no one waiting on the other end of it. In this micro-episode, Brooke Richie-Babbage explains why strategy loses to everything else on a CEO's week — every competing commitment carries a consequence for missing it, and unstructured thinking time carries none — and lays out three moves that make the strategic function structural instead of willpower-dependent. She also reframes executive fatigue as data rather than a character flaw: when a design cannot absorb organizational pressure, the leader absorbs it instead.Episode DescriptionThe finance committee meets on the fourteenth. Multiple active grants have reporting windows that don't line up. A program officer already has a call on the books. Every one of those has a person on the other end, and that — not its importance — is what makes it happen. Then there's the two hours blocked to think about the next three years. Nobody is waiting for that. So when something else needs the slot, it takes the slot.In this micro-episode, Brooke Richie-Babbage makes the case that this is a scoring problem, not a time management problem, and not a discipline problem either. Strategy is the only function in most growing nonprofits with no structure holding it up. Payroll has a calendar. Grants have portals and deadlines. Governance has bylaws. Strategy has the CEO — and that's the entire infrastructure. Listeners walk away understanding why guarding the block harder has already failed, and what to build instead.Key Questions AnsweredWhy does my strategic thinking time always get canceled?Is it a discipline problem if I can't protect time to think?Why do nonprofit executive directors struggle to do long-range planning?How do I make strategic time stick without relying on willpower?What is a Design Deficit in a nonprofit organization?Why does executive director burnout keep getting treated as a personal failing?What should a nonprofit CEO focus on during a week when they're already depleted?Is it key-person dependency if the whole strategy function runs through me?What You'll LearnWhy strategic time loses on the calendar every week — and why the mechanism is a missing consequence, not weak prioritization or poor time management.The three moves that make the strategic function structural — attaching thinking to a deadline that already exists, requiring one small written output per block, and clarifying decision rights so escalations stop eating the hours.A subtraction protocol for depleted weeks — how to identify the two or three decisions that actually change the shape of the next quarter, and what to do with everything else.Key TakeawaysStrategic time doesn't need more protection. It needs a consequence. Every strategic question a CEO is carrying sits upstream of a decision someone will eventually be waiting on. The work isn't to manufacture urgency — it's to find the deadline that already exists on the governance calendar and attach the thinking to it.Strategy is the only function in a growing nonprofit with no scaffolding. Payroll has a calendar, grants have portals, governance has bylaws, programs have staff and workplans. Clarity — the direction-setting, the deciding — runs on one person's unprotected calendar. That's a Design Deficit, and at $1M–$5M it's the most expensive one.Depletion is a reading on the gauge, not a verdict on the leader. Systems absorb pressure or people do. When a CEO is the absorber, exhaustion is telling them what the organization isn't carrying yet — which makes it diagnostic information, not evidence of inadequacy.The hours come back through decision rights, not willpower. Thinking time gets eaten by escalation: a director who copies the CEO to be safe, a small reallocation waiting on approval, a board chair calling about something the ops manager owns. As long as everything has a legitimate claim on those two hours, protecting them won't hold.Grinding through is how a structural problem stays a personal one. Pushing harder works, briefly. It also spends the one asset the organization can't replace — the CEO's judgment — and buys the design flaw another quarter of invisibility.FAQsWhat is a Design Deficit in a nonprofit organization?A Design Deficit is the gap between how an organization is structured and what its current size actually requires. Brooke uses the term for nonprofits whose systems were built for a smaller version of themselves and were never rebuilt as the budget, staff, and funder base grew.Why do nonprofit executive directors keep canceling their strategic thinking time?Because strategic time is the only block on the calendar with no one waiting on the other end. Brooke argues this is a scoring problem, not a discipline problem: every competing commitment carries a consequence for missing it, and unstructured thinking time carries none.How can a nonprofit CEO protect strategic time without relying on willpower?Attach the thinking to a deadline that already exists on the governance calendar, require each session to produce one small written output, and give that output a named recipient. Brooke adds that the hours only hold once decision rights are clarified so escalations stop claiming them.What is key-person dependency in a nonprofit, and how does it apply to strategy?Key-person dependency exists when a critical organizational function runs entirely through one individual. Brooke points out that boards flag this immediately when it applies to revenue, but rarely notice when the entire strategic function of a $2M organization depends on the CEO having one uninterrupted Thursday.What should a nonprofit leader do during a week when they are already depleted?Subtract rather than add. Brooke recommends identifying the two or three decisions that would change the shape of the next quarter if made badly or not at all, keeping only those, and assigning everything else a decision rule, a delegate, or a stated delay.Is executive director burnout a personal problem or a structural one?Brooke treats depletion as data rather than a character report. When a design cannot absorb organizational pressure, the leader absorbs it instead. The useful question is not how to push harder but what the depletion reveals the organization is not yet carrying on its own.Step-by-Step: Three Moves That Make the Strategic Function Strutural1. Attach it to a deadline that already exists. Strategic time needs a consequence, and the governance calendar is already full of them — the finance committee in six weeks, the renewal decision in October, the director-level hire that has to happen before the fiscal year turns. The block stops being "Thursday, nine to eleven, think" and becomes "Thursday, nine to eleven, the two funding scenarios for the finance committee on the fourteenth." It's the same hours, but now canceling costs something.2. Require one small output. Open-ended thinking time is easy to cancel because when it's skipped, nothing is visibly missing. Give every block one deliverable and keep it small: three options and what each one costs, or one decision written down with the reasoning underneath it. Not a forty-page plan — a page. This also does a second job. Institutional memory that currently lives entirely in the CEO's head starts moving into the organization, one written decision at a time.3. Give it an owner and an audience — then fix decision rights. Put a person on the other end: a deputy expecting the memo Friday, a board chair who knows the scenario is coming, a peer expecting the question that's been circling for months. Then address what actually eats the block, which is escalation. What can a director decide without the CEO, up to what threshold, and who do they go to instead? The hours come back through decision rights, not through discipline.For weeks when the tank is already empty: don't add anything — subtract by what's meaningful. Ask which two or three decisions this week, if made wrong or not at all, change the shape of the next quarter. Those get the CEO. Everything else gets a decision rule, a delegation, or an honest delay, stated out loud so it stops sitting as an open loop. Then name what the depletion is revealing in one sentence — I'm still the only person who can close a six-figure gift; my directors bring me problems, not recommendations — and treat that sentence as the redesign brief.Want to work together? Apply for the Next Level Nonprofit Mastermind, a high-touch coaching and training accelerator for established organizations with $1M+ budgets that are ready to design for impact sustained at scale. Budget under $1M? Join Elevate and get proven step-by-step playbooks + coaching support to build each of the core elements of your nonprofit's operating system - strategic clarity, a fundraising engine, a high-performance team, and an active and engaged board! Connect with me!LinkedInInstagramYouTube
In this episode, Pete and Julie welcome Meredith Reilly, Chief Sales Officer at isolved, for a candid conversation on what is really happening in the HCM and payroll buying market. The conversation explores why HR tech is often “sold” more than it is bought, why decision cycles are getting longer, and how buyers are navigating fatigue from overpromised technology, inconsistent service, and increasingly complex internal stakeholders. From board involvement and IT scrutiny to broker influence, AI expectations, managed services, and the growing importance of customer experience, this discussion unpacks the new realities shaping HR and payroll technology decisions. Meredith also shares why service, trust, proof points, and clear buying processes matter more than ever, especially as organizations look to AI not simply for efficiency, but for better data, stronger decisions, and a more strategic HR function. Meredith offers a practical look at the future of HCM buying and what it will take for vendors, advisors, and buyers to move beyond noise, make better decisions, and build more resilient people operations. Connect with Meredith: LinkedIn: https://www.linkedin.com/in/meredith-reilly-33750246/ www.isolvedhcm.com isolved's ‘Advisory Services Research' report: https://www.isolvedhcm.com/resources/whitepapers/advisory-services-research Connect with the show: LinkedIn: http://linkedin.com/company/hr-payroll-2-0 X: @HRPayroll2_0 X: @PeteTiliakos X: @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social YouTube: https://www.youtube.com/@HRPAYROLL2_0 WRKDefined Podcast Network: https://wrkdefined.com/podcast/hr-payroll-20 Thank you to our marquee sponsors for powering the HR & Payroll 2.0 podcast forward! G-P ‘Globalization Partners': https://www.globalization-partners.com/ OneSource Virtual: https://hubs.ly/Q03YFNR90 Zoho: https://www.zoho.com/press.html Thank you to our ‘wizard behind the curtain' and show producer Ryan Kielma: https://www.linkedin.com/in/ryan-kielma/
If your practice has been using the same retirement plan for years simply because "it works," you may be leaving valuable planning opportunities on the table. On this episode of 20/20 Money: The Business of Optometry, I'm joined by Jared Porter, co-founder of 401GO, for a practical conversation about how much the qualified retirement plan landscape has changed—and why optometric practice owners should periodically reevaluate whether their current plan still fits their business. We discuss why SIMPLE IRAs may no longer be as "simple" or advantageous as many owners assume, how technology has reduced much of the administrative burden historically associated with 401(k) plans, and why payroll integration should be one of the most important considerations when evaluating a provider. We also unpack some of the planning opportunities created by recent retirement-plan legislation, including startup and auto-enrollment tax credits, increased contribution opportunities, plan-design flexibility, and the ability to use profit-sharing contributions as part of a broader tax and cash-flow strategy. Jared and I also dig into an increasingly popular strategy: the mega backdoor Roth. While it can be valuable in the right circumstances, we explain why after-tax contributions aren't automatically available—or advantageous—for every practice owner and how required nondiscrimination testing can quickly change the math. This episode isn't about convincing every practice owner that they need a 401(k). It's about understanding the options available today so you can make an educated and informed decision about whether your current retirement plan is still the right tool for your practice, your employees, and your own financial independence. Some of the topics we cover include: Why SIMPLE IRAs can become limiting as a practice grows How modern 401(k)s differ from the plans many owners remember from years ago Payroll integration and what "360-degree integration" actually means Auto-enrollment requirements and recent retirement-plan legislation Tax credits that may offset the cost of establishing and operating a plan Matching versus safe-harbor non-elective contributions Using profit sharing as part of a practice owner's tax strategy Why plan design should begin with the end in mind Roth 401(k)s, after-tax contributions, and the mega backdoor Roth The testing requirements that can derail an after-tax contribution strategy NBS (Next Best Step): Pull out the details of your current retirement plan and ask your advisor to evaluate it based on today's rules—not the assumptions that were true when the plan was originally established. Specifically, review your contribution limits, employer contribution structure, payroll integration, investment flexibility, administrative costs, available tax credits, and whether profit sharing could improve your overall tax and retirement strategy. Have a podcast-related question? Contact our team here! Resources: 401GO Link: 5 reasons why I hate the SIMPLE IRA Book a Triage call with Adam Download the Practice Owner's Financial Toolkit 20/20 Money Ultimate Financial Success Masterclass OD Mastermind Interest Form Check out Adam's book: How to Buy an Optometry Practice ————————————————————————————— Please rate and subscribe to 20/20 Money on these platforms Apple Podcasts Spotify ————————————————————————————— For past episodes of 20/20 Money with full companion show notes, please check out our episode archive here!
AI for payroll is reshaping the profession but failed implementations reveal what truly matters. In this episode of @thepayrollpodcast, Nick Day, CEO of JGA Recruitment, sits down with Raju Chauhan, explore why payroll compliance and management require human judgment, what automation gets wrong, and how payroll professionals evolve into strategic oversight roles. Essential for anyone navigating payroll implementation in the AI era and building a resilient careerThis is not just another AI hype conversation. It is a grounded, practical look at where the technology genuinely helps and where it quietly creates risk.Nick and Raju explore why AI does not fix broken payroll processes but exposes them, how AI can act as a structured thinking partner without replacing critical thought, and why safeguarding personal and payroll data has become the single biggest risk facing leaders today.They also cover the real difference between adoption and AI literacy, practical starting points for leaders who feel behind, and why automating the most repetitive manual tasks first is the smartest place for any payroll team to begin.It is not about replacing payroll professionals.It is about revealing where payroll needs to evolve.And those are two very different things.Whether you are just starting to explore AI or already rolling it out across a global payroll function, this episode is an honest, practical look at how to do it without losing the discipline payroll depends on.This episode is sponsored by DeelManaging a global team is complex, Deel makes it simpler with payroll, HR, IT, and compliance all in one place. That's why over 35,000 businesses trust Deel to hire, pay, and manage their teams worldwide.See how Deel works at www.deel.com/nickdayGuest and Host:Connect with Raju Chauhan: https://www.linkedin.com/in/rajuchauhan40/Connect with Nick Day: https://uk.linkedin.com/in/nickdayFind your ideal payroll candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the Payroll Podcast Newsletter: https://jgarecruitment.ck.page/23e7b153e7Stay tuned for the next episode of The Payroll Podcast, brought to you by Nick Day, CEO at JGA Recruitment, landing soon!Enjoyed this? Check out our sister podcast @thehrldpodcast for more great content!Timestamps:(00:01) Introduction: Is AI Coming for the Payroll Profession?(02:15) What Payroll Really Means: Creating Smiles Behind Every Payslip(06:52) Raju's First Encounter with AI: From ChatGPT to Real Payroll Tools(12:31) Getting Started: Where Payroll Leaders Should Begin with AI(14:27) Overcoming the Two Biggest Fears About AI in Payroll(18:24) The Real Risk: Data Safeguarding and AI Literacy(21:55) How AI Became Raju's Thinking Partner, Not His Idea Generator(26:13) Can AI Actually Improve the Employee Experience?(29:38) Shortcut or Discipline? What Recruitment Teaches Payroll About AI(35:39) Bad Data In, Bad Data Out: Why Structured Prompting Matters(40:00) Automation Priorities and the Future of Payroll in an AI World(44:09) Payroll Vault: Career Advice, Data Risk, and Predictions
Who really controls your enterprise technology strategy: your organization or the vendors writing its software contracts? In this episode of Tech Talks Daily, I speak with Tomás O'Leary, founder and CEO of Origina, about enterprise software vendor lock in, forced upgrades, subscription contracts, and the financial consequences of surrendering control over mission-critical systems. Tomás founded Origina in Dublin after working within the enterprise software supply chain and questioning the value customers received from traditional support contracts. He saw organizations paying substantial annual fees while experiencing poor response times, constant pressure to change versions, and upgrades that produced limited business value. He argues that the balance of power between technology buyers and suppliers has moved heavily toward the vendor. Companies that previously purchased perpetual software rights are increasingly being encouraged or forced toward subscription models, while complex contract terms and audit risks can make customers feel trapped. Some Origina customers have described this behavior as a "digital mafia," while one Fortune 50 organization, according to Tomás, uses AI to assess whether suppliers could be acquired by vendors it considers predatory. That business then considers longer contracts as protection against future licensing changes. However, leaving a vendor does not always require replacing the software. Tomás explains why perpetual software rights and independent support can give companies another option. A system that continues to perform its required business function may not need to be replaced simply because the original vendor has ended support or introduced a new commercial model. We discuss how leaders should distinguish between technology that genuinely requires modernization and dependable systems of record that could continue operating securely. Payroll platforms, general ledgers, claims systems, and other back-office applications may not require constant reinvention if the business requirement remains stable. Tomás also describes a European organization spending approximately €1 million annually on a software product. The company estimated that a vendor-required version change would cost €30 million. By moving to an alternative support arrangement, it expects to defer that expenditure while keeping the existing system operational. These figures are the organization's estimates, shared by Tomás during our conversation. We also discuss centralized technology dependency, outages, software patching, AI-assisted development, and why some companies are returning to internally developed applications for operations they consider particularly important. Tomás recommends that CIOs create a small team combining technical, procurement, contractual, and legal knowledge. This group should remain close to senior leadership and challenge assumptions before renewals, migrations, or major software changes are approved. Is your organization modernizing because the business needs to change, or because a vendor has decided that time is up? Listen to the conversation and share your thoughts with me.
When is it time to rethink a long-time benefits consultant? Salam Safi and Tanya Brooks discuss their health plan consultant search and what HR leaders should look for beyond data and tools, especially when improving the employee experience matters as much as the bottom line.In this episode, Eric, Salam, and Tanya discuss:Expectations and mindset for benefits service providersSimplifying a complex benefit structure after acquisitions and system changesWhy Darling decided to reevaluate its health plan consultantServing a dispersed, manufacturing workforce with limited tech accessLessons from the RFP: relationships, “vibe,” and avoiding status quo comfortKey Takeaways:Providers should understand a company's history, needs, and goals rather than offer one-size-fits-all solutions.Simplifying plan design can improve compliance, administration, and employee understanding.Consultants on “autopilot” may overlook changes in client needs and strategy.Data matters, but communication, trust, and clear recommendations set consultants apart.Empowering HR leaders in vendor decisions strengthens accountability and employee outcomes.“I hire for my team the same way that I look at vendor partners. If I can't get along with you, this will not be a good relationship.” - Salam Safi“They are the bulk of our population. They're also the reason why we have a desk in an office to sit in. They do the hard work; we are here to support them.” - Tanya BrooksAbout Salam Safi: Salam Safi is a strategic Human Resources executive with extensive experience in people strategy and organizational transformation. As Vice President of Human Resources, US at Darling Ingredients, she works with executive leadership to align talent strategies with business priorities and drive performance. Her expertise includes talent management, organizational design, leadership development, workforce planning, employee relations, HR technology, and change management. She is known for building high-performing teams, strengthening leadership, and enhancing the employee experience.About Tanya Brooks: Tanya Brooks is an experienced Human Resources and Payroll leader with over a decade of experience in HR operations, payroll, benefits, retirement programs, and HR technology. As Director of Human Resources, Benefits & Retirement, she leads employee benefits and retirement programs while ensuring compliance and a positive employee experience. Previously, Tanya served as Director of Payroll & HRIS and Payroll Manager, overseeing payroll operations, HR systems, compliance, and process improvements. She is known for developing efficient HR solutions that support employees and organizational goals.Connect with Salam & Tanya: LinkedIn: https://www.linkedin.com/in/salamsafi/ & https://www.linkedin.com/in/tanya-b-aba24373/ Connect with Eric Dyson: Website: https://90northllc.com/Phone: 940-248-4800Email: contact@90northllc.com LinkedIn: https://www.linkedin.com/in/401kguy/ The information and content of this podcast are general in nature and are provided solely for educational and informational purposes. It is believed to be accurate and reliable as of the posting date, but may be subject to change.It is not intended to provide a specific recommendation for any type of product or service discussed in this presentation or to provide any warranties, investment advice, financial advice, tax, plan design, or legal advice (unless otherwise specifically indicated). Please consult your own independent advisor as to any investment, tax, or legal statements made.The specific facts and circumstances of all qualified plans can vary, and the information contained in this podcast may or may not apply to your individual circumstances or to your plan or client plan-specific circumstances.The opinions expressed by guests on the Be More Than a Fiduciary podcast are not necessarily the same as the opinions held by 90 North Consulting or by Executive Director Eric Dyson.
Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Host: Ben Criddle (@criddlebenjamin) and Co-Hosts: Subscribe to the Cougar Sports with Ben Criddle podcast: Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676
There's a version of salon ownership people picture: full chairs, good vibes, easy money. Shauna and Mike Jones have owned lash salons since 2016, at one point running four locations, and they're naming what that picture leaves out. Payroll loans, employees who leave in twos and turn on you publicly, and profit margins that top out around 15 to 18 percent even on a packed schedule. This one's for lash salon owners and lash artists weighing whether to go out on their own. Shop Supplies at: https://olivorlash.com/?srsltid=AfmBOopaEpcc5vfsd7ZdJEebYlTtZhcS-S2zWsQJ3OWl5wRBUBw9z4cl
Dr. Anthony Fauci just sat in front of a Senate committee and invoked the Fifth Amendment 111 times rather than answer a single question under oath about his COVID decisions. This hearing came right after Sen. Rand Paul (R-Ky.) released hundreds of pages from Fauci's personal diaries. Those entries show the gap between what he told the public and what he was writing privately about masks, lockdowns, the lab-leak theory, and his own rising celebrity. Instead of explaining any of it, Fauci chose silence. Rand Paul warned there would be repercussions. Josh Hawley called him out for contempt of the American people. His attorney even got removed from the room. Regular Americans lived through the school closures, the job losses, the family separations, and the ever-changing rules that Fauci helped shape. Now the man at the center of it all won't even say what day of the week it is without pleading the Fifth. That should tell you everything about how accountable our institutions really are. Pat also covered: Saudi Arabia joins the United States in the fight against Iran. Is America's relationship with Israel finally back to normal? Is Iran winning the propaganda war against the U.S.? John Thune keeps defying the president and the American people. Does Chuck Schumer support abolishing the Senate? Do you think pleading the Fifth 111 times is the move of an innocent man? What do you make of a public health official who spent years telling us what to do, then refuses to answer questions once the diaries come out? If you want unfiltered truth and common-sense analysis that cuts through the noise, hit subscribe and turn on notifications. 00:00 Pat Gray UNLEASHED! 00:14 Anthony Fauci Pleads the Fifth 01:05 Ten Major Things out of Anthony Fauci Questioning 01:33 Josh Hawley on Fauci 'Getting Rich' during the Pandemic 08:15 More on Anthony Fauci's Questioning by Congress 11:02 Bernie Moreno Asks Fauci an Important Question 13:47 Anthony Fauci's Lawyer Kicked Out by Rand Paul 17:13 Fauci Should Not be Able to Plead the Fifth, Right? 19:11 John Fetterman on Anthony Fauci Questioning 22:09 Politicians Living with Family 25:25 Anthony Fauci's Opening Remarks for Congress 31:08 Fat Five 48:16 What to Do about Iran? 48:53 Is the "Leaked Ground Invasion Document" Real? 49:47 U.S. Blockade of Iranian Ports 52:09 Iran Threatening President Trump's Family 53:13 Benjamin Netanyahu Meets with Donald Trump 53:54 AI-Generated Anti-Trump LEGO Propaganda Video from Iran 58:18 Starlink Satelittes Provides Iran with Internet 59:42 Benjamin Netanyahu Asked about New York & Zohran Mamdani 1:03:32 California Lifeguard Saves Kid 1:05:52 American Journalists on China's Payroll 1:12:15 Pat Explains Radio 'Traffic & Weather' Coverage 1:15:28 John Thune is Still Not Doing Much for the SAVE Act 1:18:54 John Cornyn on the SAVE America Act Not Being Passed 1:21:24 Mikie Sherrill Refuses to Disclose Non-Citizens' Names 1:22:56 How to Get the SAVE America Act Passed 1:24:32 Chuck Schumer Asked about Abolishing the Senate 1:27:17 Scott Jennings on Mitch McConnell 1:31:36 Wait a Minute... Where's Maxine Waters? 1:33:36 St. Petersburg Man Protests against Flock Cameras Learn more about your ad choices. Visit megaphone.fm/adchoices
Episode 5547: Mainstream Journalists On China's Payroll
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