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SPOILER ALERT Rhaenyra has the throne, but King's Landing has rats, unpaid guards, murdered gold cloaks, graffiti problems, rogue dragons, and one very tense small council. This week on Thumb War, we're breaking down House of the Dragon Season 3 Episode 5: Unbowed and Unbent, aka the episode where nobody relents, nobody listens, and Daemon being right is somehow the most annoying development of all. We get into Criston Cole's guerrilla warfare era, Alice Rivers' Harrenhal magic, the black goat/Vhagar conspiracy, Aemond's haunted mommy issues, Alicent chugging the lie, Helaena standing up for herself, Larys absolutely roasting Aegon into self-reflection, and Rhaenyra's deeply chaotic approach to leadership. Also: cats, rats, Baby Bjorns, tap-on delivery, Queen of the Bastards, and municipal payroll crises. Full spoiler recap is up now. Available on YouTube, Apple Podcasts & Spotify Support the show on Patreon for ad-free episodes & bonus content : http://bit.ly/44Mo8xU Like & Subscribe Leave a 5-star review if you're enjoying Thumb War Email us: ThumbWarPod@gmail.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
Award-winning reporter Dejan Kovacevic, a lifelong veteran of the Pittsburgh sports scene, delivers three 'Daily Shot' podcasts every weekday morning, one each covering the Steelers, Penguins and Pirates! Plus three additional 'Double Shot' videos that stream live on YouTube every weekday afternoon starting at 3 p.m. Eastern! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
In this episode, Pete welcomes Anand Pandya, VP and GM of Specialty Solutions for SMBs at ADP, for a timely conversation on the rise of embedded technology and why payroll is becoming mission-critical infrastructure inside modern SaaS platforms. Anand shares why small businesses are increasingly overwhelmed by fragmented back-office software, often juggling multiple systems for payments, accounting, cash flow, employee data, and payroll. Pete and Anand explore why payroll is uniquely complex as an embedded financial solution, from employee data and tax jurisdictions to deductions, state registrations, garnishments, worker's compensation, retirement mandates, and ongoing regulatory change. They also discuss why SaaS providers cannot treat payroll as a tech-only add-on and why the technology matters, but so do service, compliance support, onboarding, regulatory updates, and the ability to help small businesses when payroll gets complicated. The conversation also looks ahead to where embedded payroll is headed next, including the growing role of AI, self-service support, real-time compliance prompts, and the movement toward SaaS platforms becoming the operational hub for small businesses. Connect with Anand and ADP: For C-suite and developers interested in exploring ADP's embedded payroll solution: adp.com/embedded For SMB's interested in exploring ADP for their small business: adp.com/smallbusiness Anand's LinkedIn: https://www.linkedin.com/in/anpandya/ Pete's e-book: ‘Payroll In The Flow of Business: How Embedded Payroll Is Becoming Mission-Critical for Modern SaaS Platforms' https://www.payrollinfluences.com/researches/payroll-in-the-flow-of-business%3A-how-embedded-payroll-is-becoming-mission-critical-for-modern-saas-platforms *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/
Award-winning reporter Dejan Kovacevic, a lifelong veteran of the Pittsburgh sports scene, delivers three 'Daily Shot' podcasts every weekday morning, one each covering the Steelers, Penguins and Pirates! Plus three additional 'Double Shot' videos that stream live on YouTube every weekday afternoon starting at 3 p.m. Eastern! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
Today on The Shaw Report, the Avengers Doomsday trailer has dropped and Lisa has the massive cast list! Ryan Reynolds has confirmed Deadpool will be back despite suggesting previously it may not be on the cards. Members of AC/DC have revealed their biggest fear on stage and a great cat survival story in Colorado.See omnystudio.com/listener for privacy information.
Value Creation ist das Schlagwort der Stunde im Private-Equity-Geschäft – doch hinter dem Begriff steckt mitunter mehr Marketing als Substanz. Nicht so bei Triton: Der Private-Equity-Investor hat seit 2007 eine eigene Einheit, die für operative Wertsteigerungsmaßnahmen bei den Portfoliounternehmen zuständig ist. „Unsere Accelerator Unit besteht aus über 60 Spezialisten, die nur für uns arbeiten und auch auf unserer Payroll sind“, erläutert Andi Klein, Managing Partner bei dem Finanzinvestor, im Gespräch mit FINANCE TV.Das erwartet Sie in diesem Talk:Wie Tritons Accelerator Unit aufgestellt ist und mit den Beteiligungen zusammenarbeitetWie es Triton mit dem Value-Creation-Team geschafft hat, über mehrere Beteiligungen hinweg jährlich eine halbe Million Euro an Leasingkosten einzusparenWarum Triton trotz hauseigener Value-Creation-Unit weiterhin auf externe Berater setztWie Künstliche Intelligenz und psychometrische Tests zur Value Creation beitragenDie Gesprächsteilnehmer:Host: Olivia Harder (FINANCE Magazin)Gast: Andi Klein (Managing Partner, Triton)Hinweis: Dieser FINANCE TV-Talk entstand in Kooperation mit Triton._________________________________________Bei FINANCE TV ist die Finanzwelt im Gespräch! Jede Woche erwarten Sie hier exklusive Interviews mit CFOs, führenden Bankern und Experten aus Corporate Finance. Wir unterhalten uns über alles, was Finanzentscheider wissen müssen: von M&A und Finanzierung bis hin zu Private Equity, Wirtschaftsprüfung, Karriere, Gehalt und aktuellen Finanzskandalen. Kompakt, direkt und auf den Punkt! Mehr Infos gibt es hier: https://www.finance-magazin.de/tv/
Episode Summary What happens when you achieve everything you thought you wanted, only to discover you've lost yourself along the way? In this episode of the Work at Home Rockstar Podcast, Tim Melanson sits down with Randy Vlasic, Founder and CEO of LIWMI Logistics, to discuss the lessons that came from building, selling, and rebuilding businesses while redefining what success really means. Randy shares his journey from struggling in school to becoming an entrepreneur, selling his first company at 29, and navigating the identity crisis that followed. He explains how faith, mentorship, and personal responsibility helped him rebuild his life around purpose instead of profit. The conversation also explores practical business topics including sales mastery, remote leadership, AI tools, goal setting, work-life balance, and creating a business that supports both your team and your family. Whether you're just starting out or leading a growing company, Randy offers thoughtful insights on building something meaningful that lasts. Who is Randy Vlasic? Randy Vlasic is the Founder and CEO of LIWMI Logistics, a tech-enabled freight brokerage built on disciplined execution, accountability, and people-first leadership. He leads a fully remote team, believing that trust, structure, and responsibility—not proximity—create high-performing organizations. After building and exiting companies early in his career, Randy learned that success without responsibility, faith, and personal growth is unsustainable. Today, Randy speaks openly about leadership, mastery, fear, and the ongoing work of becoming the kind of person capable of carrying success well in business, family, and life. During this conversation, he also shares how the Life Is What We Make It movement grew from his own journey of rebuilding his identity after selling his first business. Connect with Randy Vlasic Website: https://randyvlasic.com Company: http://liwmilogistics.com Podcast: https://liwmi.com Facebook: https://www.facebook.com/william.vlasic.1 Instagram: https://www.instagram.com/randyvlasic/ LinkedIn: www.linkedin.com/in/randyvlasic YouTube: https://www.youtube.com/@randyvlasic Twitter/X: https://x.com/randyvlasic/ TikTok: https://www.tiktok.com/@randyvlasic Host Contact Details Website: https://workathomerockstar.com Facebook: https://facebook.com/workathomerockstar Instagram: https://instagram.com/workathomerockstar LinkedIn: https://linkedin.com/in/timmelanson YouTube: https://youtube.com/@workathomerockstar Twitter/X: https://x.com/workathomerock Email: tim@workathomerockstar.com Timestamps 00:00 Welcome and Introductions 00:30 Early Success Story 01:53 Lessons from MLM 04:13 Hustle Mindset and Payroll 06:41 Darkest Moment After Exit 07:51 Rebuilding Identity and Mission 08:59 Leading Through Market Crash 10:30 People First Leadership 12:24 Practice and Mastery 14:48 Belief and Real Sales 17:07 Building Solutions in Logistics 17:56 Home Office Upgrade 19:52 Family Interruptions 22:28 Results Over Hours 25:01 AI Business Tools 26:41 Pen Paper Vision 29:44 Reading With ADHD 30:35 New Movement Launch 32:39 Where To Follow 33:11 Favorite Rock Star 33:59 Final Sign Off Disclaimers The business strategies and leadership ideas discussed in this episode are based on Randy's personal experiences. Consider what fits your own business and circumstances. The discussion about AI reflects the tools and workflows Randy personally uses. Results may vary depending on your business, goals, and experience.
Dennis Santana had another terrible game for the Pirates as the Guardians walked it off against the former closer on Saturday. The Pirates have 18 blown saves. A report came out from Bob Nightengale that the Pirates don't want to add much payroll, but Jeff disputed it and the Pirates are willing to add salary. "What Nightengale said just isn't true." Jeff said adding salary isn't a worry.
Hour 1 with Jeff Hathhorn: The Pirates took two out of three from the Cleveland Guardians over the weekend. Billy Cook had two RBIs and threw a runner out! Do you feel good about the series? Dennis Santana had another terrible game for the Pirates as the Guardians walked it off against the former closer on Saturday. The Pirates have 18 blown saves. A report came out from Bob Nightengale that the Pirates don't want to add much payroll, but Jeff disputed it and the Pirates are willing to add salary.
In this episode, Katie shares hard-won lessons on the biggest challenge most founders face: letting go of control and bringing in outside specialist support. She reveals why so many businesses get burnt by agencies, how to set clear expectations and KPIs even when you lack the expertise yourself, and the right way to vet and onboard talent that actually delivers. You'll learn exactly when your “fire” is dimming and it's time to hand off the tasks draining your joy, why fractional executives often beat full-time hires for growing companies, and how FRX carefully selects battle-tested operators who have sat in real C-suite seats managing seven-figure budgets. Guest Links Connect with Katie Peterman on LinkedIn Learn more about FRX fractional executive services Edit your podcasts like a pro:https://get.descript.com/mrzy10nwivuqJoin me as a guest or start your podcast journey:https://www.joinpodmatch.com/nickkuhne Timestamps 00:00 – Welcome & Katie Peterman's background 01:06 – The real challenge of releasing control to outsiders 02:13 – Why agencies often fail and how to fix it 04:39 – Setting KPIs and expectations when you lack the expertise 09:39 – Taking full ownership across departments 10:34 – How FRX vets and selects elite fractional executives 15:27 – When founders should bring in help (the joy test) 18:41 – Fractional vs full-time executives 20:43 – What happens when fractional talent gets full-time offers 23:18 – Where to find Katie and FRX Connect with me on:All my linksBecome a guestSign up for RiversideGet Descript #DigitalMarketing #Branding #PersonalBranding #MarketingInsights #SocialMediaStrategy Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
In this hour, Adam Crowley and Dorin Dickerson react to a report discussing the Pirates' intentions for their payroll as they consider trades over the next couple of weeks. Also, when should we expect CF Oneil Cruz to be activated from the IL? July 20, 2026, 6:00 Hour
Adam Crowley and Dorin Dickerson react to a report that claims the Pirates don't want to add payroll when making trades. Adam and Dorin look at which the players the Pirates could realistically move that would help them keep their payroll balanced.
The time has come to reveal the dark side of Ku's auction addiction–enter: Pig Head Era. Join us as we reckon with all of the pig heads we ALL have in our closets, from vintage brooches to bulk stationary to junior sized sweatpants. Then Su gives you her refreshed itinerary for a hot Palm Springs weekend.We have a website! Sign up to find out what's happening next with the Aunties at ADDTOCART.WORLD.Ku's list:R.L. Spear AuctionSu's Palm Springs List:Stay: Drift HotelEat: Palm Greens Cafe, Sherman's Deli, Rooster and the PigDrink: Mentosa CoffeeShop: Mojave Flea Trading Post., Melody Note VintageSurf: Surf Club in Palm SpringsSoak: Azure Palm Springs ResortSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.
Richard Jefferson Attacks Lakers Fans For Wanting LeBron James Gone, Shannon Sharpe Crashes Out Over LeBron Payroll Accusations And Gets Mocked For Comparing Kobe's 3-1 Collapse To LeBron James In 2011, Dave Portnoy Attacks Kareem Abdul-Jabbar Go to https://kachava.com and use code DREAMERS for 15% off your first order Learn more about your ad choices. Visit megaphone.fm/adchoices
In this week's Ask Me Anything, Ryan Michler and Kipp Sorensen kick things off by discussing the latest UFC headlines, Conor McGregor's return, Patty Pimblett's impressive performance, and what happens when people tie their identity to something that eventually expires. They also unpack the recent Yellowstone bison incident and the lessons it teaches about respecting nature and recognizing danger. Then they answer listener questions on authenticity, difficult conversations in marriage, job loss and identity, misconceptions in the manosphere, seeking a father's approval, dementia, and whether hunting builds better men or simply reinforces lessons learned elsewhere. SHOW HIGHLIGHTS 00:00 Cold Open 01:48 Episode Begins 06:51 UFC Headlines: Patty Pimblett, Conor McGregor & Identity 16:12 Yellowstone Bison Attack & Lessons from Nature 25:30 AMA: How to Live Authentically 42:40 AMA: Job Loss, Identity & Being a Provider 48:31 AMA: The Worst Advice in the Manosphere 52:45 AMA: Making Peace with a Father Facing Dementia 1:04:16 AMA: Does Hunting Build Better Men? 1:09:00 Closing Thoughts Battle Planners: Pick yours up today! Order Ryan's new book, The Masculinity Manifesto. For more information on the Iron Council brotherhood. Want maximum health, wealth, relationships, and abundance in your life? Sign up for our free course, 30 Days to Battle Ready
Scaling is not just about sales. It is about building a backend strong enough to survive the growth. In this episode of The Level Up Podcast, Paul Alex breaks down the unglamorous side of scaling to seven figures and why your legal, financial, and operational infrastructure must be bulletproof. Let's be real… If your marketing is strong… But your books are a mess… Your contracts are weak… Your compliance is outdated… And your backend is held together with shortcuts… You are not building a real empire. You are building on quicksand. In this episode, you'll learn: Why top-line revenue means nothing if the backend is leaking How messy accounting, weak contracts, and poor admin create major risk Why hiring professionals early can protect you from expensive mistakes How strong backend infrastructure gives you confidence to scale aggressively The truth is simple: The boring work protects the business. Clean books matter. Airtight contracts matter. Payroll matters. Compliance matters. Receipts, systems, records, and documentation matter. High-level operators do not ignore the backend because it is not exciting. They secure it. They organize it. They hire the experts. They protect the foundation. Because when the backend is weak… Growth only makes the problems bigger. Hire the professionals. Clean the books. Protect the house. And keep leveling up. Your Network is your NETWORTH! Make sure to add me on all SOCIAL MEDIA PLATFORMS: Instagram: https://jo.my/paulalex2024Facebook: https://jo.my/fbpaulalex2024YouTube: https://www.youtube.com/channel/UCGhDAD1JyGGzSQUPD9lc9HQLinkedIn: https://jo.my/inpaulalex2024 Looking for a secondary source of income or want to become an entrepreneur? Check out one of my companies below to see if we can help you: www.CashSwipe.com FREE Copy of my book “Blue to Digital Gold - The New American Dream”www.officialPaulAlex.com Learn more about your ad choices. Visit megaphone.fm/adchoices
In this episode, Pete and Julie welcome “The Payroll Nerd”, Troy Markussen, global payroll leader, founder of Nerd Outfitters, and champion of the Payroll 2040 movement, for a timely conversation on the future of payroll talent. Troy shares how he “chose payroll” early in his career, why the profession offers one of the most dynamic and resilient career paths in business, and what his research with students and early-career professionals reveals about pay trust, payroll education, and the expectations of the next generation. The discussion explores why payroll is more than a back-office function, how payroll data can help leaders uncover broader business issues, and why payroll professionals must become more visible, more vocal, and more strategic. Connect with Troy & Nerd Outfitters: https://www.linkedin.com/in/troy-markusson/ https://www.linkedin.com/company/nerd-outfitters/ https://www.nerdoutfitters.shop/ https://www.youtube.com/channel/UCs1MhTbTid2Y_fAWy2Qd0ZQ https://www.instagram.com/nerdoutfitter/ https://www.tiktok.com/@nerdoutfitter https://www.facebook.com/nerdoutfitter *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/
Kiera shares the three most common pieces of bad advice out there when it comes to growing a practice. She encourages doctors not to keep applying new pieces of information to growth, but to understand how to filter the best pieces for your practice — and shares three truths to making this happen. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent- Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera. And today we're gonna talk about a couple of lies feel so harsh, but I think these are maybe some misnomers, some beliefs that a lot of dentists are told about growing a practice that aren't true. Or they could be true, but they don't have to be true. So again, like I don't want to say it's lies. I just think it might be a possibly wrong way to look at things if you want. And so I want to talk about some of those like what are the like three biggest lies, if you will, with air codes around lies. Because I think about a lot of advice is given to you about how to grow a practice, but I don't think it's all true. I think that there's ways that we can look at it differently and get different outcomes. And I don't think people are trying to mislead. ⁓ but I just I feel like it's incomplete. And so I want you guys to recognize that growing your practice and evolving your practice isn't about following more advice or doing more things. I think it's actually about filtering like what is the best way to do it. And for me, Lazy or efficient, take your pick. I prefer the term efficient. ⁓ let's just get you the most efficient way to grow your practice that keeps you sane, that doesn't burn you out. Because again, I'm about the yes success model. It's all about you, making sure you're living your absolute best life, followed by earnings and profitability and then systems, structure, and scale for you. We've got to have those in place for you. And so I'm really, really big on growing, not for growing sake, but to grow in the way that's best for you, which is why vision and you are the most number one important thing. So when you go through this, I just I want you to realize like we don't have to stay stuck, we don't have to say overwhelmed, and we don't have to plateau. But there's ways that we can walk through the most common lies, if you will, that are talked about with growth. And then three truths that actually will drive real sustainable growth for you. So number one that I hear a lot is like you just need more new patients. Now, this can be true. Like I said, lies are with an air quote, and you don't always have to be doing marketing spend and you don't have to constantly be attracting people. And like to me, it's constant marketing spend. Attracting instead of retaining and full hygiene with low case acceptance. Like that can be some of the things. And what's wrong with that is a lot of offices, like when they're telling me, Kiera, we're at like 90 new patients a month. I'm like, cool, you got a backdoor open problem. Like, if we just close that back door, you probably wouldn't need as many new patients, but your ego is screaming, I need more new patients. Or I've got just all these patients coming through, and that's again, we're not retaining them. Or our hygiene schedule is full, but like our doctor schedule is wide open. Well, we don't have great case acceptance. So to me, Gotta have like great patients coming in, retaining them, and follow through. So growth actually comes better from conversion, not volume. You do need both, which is where I don't think it's a lie. Like you do need patients. We gotta have at least 30 new patients per doctor per month in a like a GP practice. Pediatrics usually run in like 75 to 90, depending upon the the location and what we're looking for. So, like more patients aren't gonna fix leaky systems. So another Another one, like I said, I'm gonna go through them and they'll tell you like some solutions to fix it. Work harder and produce more, like outproduce your problems, add more days, work longer hours, do more dentistry personally. But like that's burnout. I just had a doctor and she's like, Kiera, we talked about production and I just can't do it. And I was like, Yes, because you're not supposed to do it. We're supposed to have goals. We're supposed to have the whole team. Like I I was with an office and their goal is like twenty-five thousand a day. But the dentist isn't doing all that and they're out by like four o'clock and we're just scheduling better and we're making sure all the hygienists are up to goal and each doctor's up to goal. Like profit doesn't always follow production. I don't care what your top line is, I care what your bottom line is. So you have to like there is a zone where a lot of doctors work more, but they don't actually make more or they like take home the same. And to me, that's nonsense. Like I'd rather you scale it back and have a small practice than having this high, I don't know, ginormous one and not taking home profit. So You've got to have, we've got to have efficiency, we gotta have systems, and we gotta make sure it's not all on hue. And then like let's talk about what growth and profit are that we actually wanna hit, not just a top line number. So I I'm really big on like you don't have to work harder and produce more. There's actually a way of how like what do we really need to produce? How do we actually build a schedule? How do we use the entire schedule? How do we use our morning huddles to win rather than just produce, produce, produce? Okay. Another myth is hire more people and we'll fix it. Like just throw money at your problems through hiring people, through doing this, like this thing will help us. Like, let's add team members. I have an office and I think they've got like 10 people in the front office. I'm like, my gosh, that's psychotic. Like, but everyone feels overwhelmed and overworked. And I'm like, yeah, because no one has clear job descriptions. No one has an end-of-day checklist. No one has like ownership of it. We just keep piling more and more people on rather than like, all right, what's broken? What's a true system? Because I typically say, Per doctor, I want one for an office team member, except for if there's only one, then I want two. But that's usually a pretty good ratio. Office managers are like debatable if they're there or not. So if you look at that, this is where, but like we overstaff, but we don't have clarity. We got payroll, but like our payroll sky high, but we saw the same issues. Payroll should be sitting at 30%. Like that should be where we're at. Even if you're like here, it's so expensive. I'm like, I know, but we also can't overpay. We can't have so many team members. There are ways that we could like. You can outsource. There's so many things that we can do. And that's not for me to say we can't hire people. It is for me to say, like, we got to be smart business owners too. So a lot of times people don't fix broken systems. Confusion scales with headcount. Trust me, I used to have a team of five. Now I got a team of 25. It's crazy. It's very thrilling. So, like, you can add more and more people, but if we don't have systems and processes and like, clear job descriptions, you're just gonna create more chaos and you think you're gonna fix it, but you just add more, then you're stressed because your cash flow is less. It doesn't fix. You got have structure before you have growth. So people don't fix systems, systems support people. So a couple of now like truths. Okay. So we had like lies. All right. Number one, like I said, you just need more new patients. Number two is work harder and produce more. And number three was hire more people. It'll fix it. Now like I said, hiring people might fix it. Producing more could fix it. having more patients could fix it. But things that are really going to help are like set systems. Like I was in a practice and I'm like, okay, we just need to get a set schedule. Like I said, they're like, I'm exhausted. I was like, perfect. What is each provider's daily goal? What's their hourly goal? What's our hygiene goal? We need to make sure those are in place. So that way it's not just reliant on one doctor. Now we got to look at our case acceptance. Let's look at our patient flow and let's look at billing. Like to me, a lot of these things like if I just fix case acceptance, I don't actually need a ton more patients. If I just fix case acceptance, it's like why don't we actually clothes the patients that are in our chair. Can we do same-day dentistry for them? Can we get referrals from them? So I'm having quality patients come through. We're diagnosing and we're accepting. Like, what if I just have those? Like those things in place will actually grow your practice. Having 30 new patients a month per doctor is going to grow your practice. Having reviews that tie to that, making sure our collections are at 98%. So many offices actually are profitable, but they're not collecting the money. So they feel broke. But I'm like, that's actually a system that's going to grow you. So like let's just go after a few systems that are gonna truly grab scheduling, block scheduling. What are the provider goals? Let's hit that. Let's talk about that at Morning Huddle every single day. Let's look at our case acceptance. Our case acceptance, if you're at GP, like we're not doing huge cases, you should be at like a 70% acceptance. If we are at all on X, I'm usually at like 35 to 40. What's our case acceptance? What are we closing? Are we doing single dentistry? Like what are we diagnosing? Are we diagnosing three tens of what we're trying to produce? If not, I need to go fix my case acceptance. That is my system to fix. That's going to actually grow my practice. That's gonna put money on my books. Billing, just collect the dang money. Like fix that. That's actually gonna grow your practice. That's gonna grow your profit. That's what's actually gonna grow you. Now, another thing that's actually gonna grow you is having strong, strong, strong profit. You've got to have profit. Like that's gonna grow you. I don't care what your top line is, you gotta know your profit. So, what how do we figure that out? We're gonna look at our BAM. We're gonna figure out exactly what our practice needs to make, including paying you. And then we're gonna make sure that we have enough patients, we have enough case acceptance, we have enough providers, we can block schedule this to actually produce it. Then we gotta make sure we're collecting it. Because if not, we're not going to get it. You have to be profitable. We gotta look at efficiency. How many team members do we actually need to have? What are their job descriptions? Have clear job descriptions, a KPI per person of a number that's gonna drive the business forward. That's going to fix our practice. You don't need more people. You don't need more production. You don't need more overhead. We need to make sure our overhead is correct, that we're adequately staffed, that we have the correct amount of production and procedure mixes. Some people just don't do enough dentistry. Like you don't diagnose enough. I need you not to diagnose a single crown filling. I need it to be a crown if it's really a crown. If we can't do this, like we might not need as many team members. Can we outsource and use a biller that's not an in-house? I don't know, but there's ways to get creative. You've got to look at it. For me, it's non-negotiable. Your overhead needs to be at 50% or less. Doctor pay needs to be at 30%. Our profit margin needs to be at 20%. You've got to go look at it. We either need to cut costs, increase production, or increase collections. One of those three things is gonna make you there. You've got to get profitable. It's not like that's really going to grow you. And sometimes growth comes from contracting. Businesses are like breathing. It's gonna expand and it's gonna contract. Sometimes we're gonna be a bigger team. Sometimes we're gonna be a smaller team. I've done this myself. I've grown too much and I've had to cut. And then we grow again and then we have to cut. It's not because I'm trying to be irresponsible. It's because I genuinely need to like the business didn't grow as much as we thought it would. We now have to contract. You have to be able to make those decisions. Now I hope that you are not like grow, contract, go contract. Like let's not be like adding and cutting team members on a consistent basis all the time. Like more stability. But really look, what are the job descriptions? What is the KPI? If I hire this other person. How much more revenue are they going to put in? What are they going to do? I get it. We want to help our team. But I was in a team the other day and they had an outsource builder and this builder was asking for more hours. And they were like, no, this is what you agree to. This is how many hours we want. Let's see if we can actually like what needs to get done. They're under staff. They have a front office team member that's out on maternity leave. But for that team to recognize like more hours doesn't fix our problems. Like we need to be more efficient. How can we be more efficient? A lot of team members, when I go into offices, are not being fully utilized. So before you go and say, like, we need more team, maybe we should look at their job descriptions, maybe look at our org chart. Let's look at what people are doing and what they should be doing and what they're capable of doing. And then let's see how we can like simplify things. What things can we like delegate out? What things can we hire out? What does that look like? Because if we can get those things put into place, do you realize how much happier every single person is? These are the things that actually grow a practice. Looking at your numbers, knowing your profit margins, having the systems in place that actually put money on your books, hygiene. Let's talk about hygiene. Making your hygienists are doing three times their pay. That's going to grow your business. It's not like just pump new patients in. It's not pump production on the books. It's not these things like work harder. It's not that. It's genuinely right, people. Let's look at our numbers. Let's see. Now it's like okay, if I know the payroll should be at thirty percent, I now have the dollars allotted for that amount. How I spend those dollars is your decision. It's your discretion. I don't really care. But you know the metric. So if you know the metric, you know most offices are able to accommodate this. You've got to figure out how for you you can accommodate this. Do I need to increase my production? Then can I look at my block schedule? Can I look at different ways? Can I look at my case acceptance? Can I look at my diagnosis? Do we have better handoffs amongst all of us? What little things are gonna be able to grow you and your practice? That's going to be like those things actually put money on your books. Those things actually move you forward. Like I said, they're not necessarily lies because you do need patience, you do need production, and you do need people. But making sure that we're not pumping money into those areas or we're forcing those things to grow our business. There's a lot of ways that we'll actually grow your business with a lot of less effort. So look at your practice. And I want you just to say, like, okay, what is my payroll? What is my overhead? What is what is my bam, the barriers minimum of my business? What do I need to produce and collect in my practice? Let's start there. And if I'm like Someone told me the other day that their payroll was 40%. I was like, okay, great. We have two choices. We can either produce more and collect more, or we can find where we're inefficient and what things we need to change. I don't care. You know the metric, you know it. And then you have a choice. You can either do it or not. But this is what's going to grow your practices and grow your bottom line. And these are not as being cutthroat. These are industry standards across the board. If your hygiene team's not producing three times the pain, you're like, but I'm in California. I know I hear you. Practices are able to do it. It's just like the four-minute mile. If someone else is able to do it, let's get creative and see how you can do it. I would recommend cutting the excuses and starting to look for truth, starting to look for how, what are the solutions. Kiera Dent is well known for a famous line of there's always a solution, let's find it. So I want you to really truly, what is the solution? What's really going to grow your practice? And if you're stuck, if you don't know, I'd love to cut through the noise for you. I feel like I play Mario. Like I see all the little, like, I don't know, glitterally. Like, here's your gold star. Here's this thing. It's above your head. Like, my gosh, if they just increase their case acceptance and they fix their blocks and they knew their number, all the practice will grow. In my own business, I struggle with that. In your own business, it's hard to see it. So sometimes you need somebody who's got a bird's eye view, someone who's sitting above the noise, someone who's able to cut through that, someone who's able to say, these are the three systems we're going to put in place first. This is going to grow you exponentially. Let's get the business fundamentals for you. Let's actually grow your business for what you want, not just So like playing like whack-a-mole and trying all these things that don't actually move you forward. So hopefully that was able to give you three lies and three truths, things that will actually move you forward. And like I said, they're not lies. They're just things that I feel a lot of people put effort and energy in trying to solve their problem rather than doing the work. It's like I want a six pack, but until I get on that freaking floor, I can do a lot of things. There's even things to help me lose weight now. But until I want that six pack, I gotta do the work to get there. So for you. We gotta do the work that's actually gonna grow your practice, not just like create noise and make it feel like we're moving. ⁓ I love this quote. I don't remember who said it, but they said, Don't confuse progress with motion. A rocking horse has motion, but there's no progress. And I love thinking about that because when we think about it, that can be that can be something I think we feel. Like you are having motion but it you're not progressing. And like they say, I think it says Alfred A Montagu. I think sorry if I said that wrong. I'm really sorry, but it says don't do not confuse motion and progress. A rocking horse keeps moving but does not make any progress. So for you, are the things that you're doing actually making progress or do they just feel like motion? Because we've got to make sure we're making progress. We're actually growing. We're not just doing motion. So reach out. I'd love to help you. And if this helped Or you thought about it or spurred it, please share it with somebody. Leave us a review. I'd love you guys to take time to get more people, more offices, just like you to be part of our Dental A Team family. I adore you. You're doing better than you think you are, and I'm happy to help you in any way we possibly can. Reach out, Hello@TheDentalATeam.com. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.
AI is already changing tax and accounting firms, but not in the simplistic way the headlines suggest.On one side, the hype machine says AI will replace accountants, eliminate compliance, and automate the profession overnight. On the other side, some professionals are still acting like nothing meaningful is going to change.The truth is more practical and more important.AI is beginning to remove real production drag from tax and accounting firms. Document review. Client follow-up. Meeting notes. First drafts. Research support. Workflow reminders. Repetitive explanations. Client education. Internal training.That creates a bigger question for firm owners:If AI gives your firm 10%, 20%, or even 30% of its time back, what will you do with it?In this episode of The Growth Minded Accountant, Lee Reams and Rebekah Barton have a more mature conversation about the future of tax and accounting. They cut through the extremes, challenge the idea that every firm must become a fractional CFO practice, and explain why the real opportunity for many firms may be practical advisory, or what we call soft advisory.Soft advisory is the advice that already lives inside compliance work.Entity reviews. Tax planning conversations. Student loan planning. Retirement questions. Social Security planning. Bookkeeping issues. Payroll problems. Cash flow concerns. Business transitions. IRS notices. Life events. Client decisions that have financial, tax, or operational consequences.Many firms are already giving this advice, but they are often doing it inconsistently, reactively, or without billing for the value being delivered.Lee and Rebekah discuss how AI can help firms surface these opportunities earlier, prepare client conversations faster, and create a better system for delivering advisory value without forcing every accountant into a CFO advisory model.They also address the biggest strategic issue for firms in the AI era: protecting the moat.The relationship is still the moat, but only if firms actively use it. If clients only hear from their accountant once a year, that relationship may not be as strong as the firm thinks. AI will make generic compliance work easier to compare, easier to shop, and easier to replace.The future-ready firm will use AI differently.It will automate the drag, then reinvest the time into communication, planning, education, client experience, and proactive advice.The real AI opportunity is not replacing the accountant.It is helping firms become the advisor clients thought they already had.Ready to See How Future-Ready Your Firm Is?The future of accounting is not just about automation.It is about what your firm does with the capacity automation gives back.If you want to understand where your firm may be losing time, where advisory opportunities may be hiding, and how your digital presence, client experience, and technology stack compare to where the profession is headed, start with a free Future-Ready Firm Assessment from CountingWorks PRO.We'll show you what's working, what may be holding you back, and what practical steps can help your firm become more proactive, more visible, and more valuable to clients.Start your free assessment: https://www.countingworkspro.com/start
On this episode, Pete and Julie welcome Katharine ‘Kat' Smith, an Australian payroll leader and one of the emerging voices behind the idea of ‘payroll diplomacy', for a thoughtful conversation on advocacy, literacy, risk, and the evolving role of payroll in the enterprise. The conversation explores ‘payroll diplomacy': the skill of translating payroll's operational complexity into language that executives, HR, finance, recruiters, and business leaders can understand. She shares why it's all about influence, storytelling, community, and building the language needed to make payroll's value visible. The group explores why payroll needs stronger advocacy, why literacy is still one of the profession's biggest gaps, and how leaders can move beyond fear-based messaging to tell better stories about risk, compliance, records, employee experience, and business value. They also dig into the growing pressure on payroll professionals in markets like Australia, where compliance complexity, recordkeeping expectations, and potential criminal liability are raising the stakes. Plus, how to build payroll foundations from the ground up, with governance and controls to documentation, employee experience, and trust. Connect with Katharine on LinkedIn: https://www.linkedin.com/in/smithkatharine/ 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/
There is no way to spin this, not that everyone won't try. The June employment report did not just come in weak or just miss expectations. It wasn't a little cooling after a decent stretch. No — the June jobs report strongly suggests the worst-case payback for the labor market is now unfolding.Eurodollar University's Money & Macro Analysis--------------------------------------------------------------------------------Learn more about Augusta Precious Metals and what they have to offer - including physical gold for IRA accounts - by going to: https://EurodollarGold.com or text EURO to 35052. ----------------------------------------------------------------------------------Webinar June 2026: Why Smart Investors Keep Missing Every Major Economic Turning PointIt isn't that they're buying the wrong assets. They're using a broken map of the monetary system — and getting it wrong leads to catastrophic decisions. This video will help explain what we really do here at EDU, what's behind our methodology. Why we talk about curves and signals, but, more importantly, why no one else does. And then at the end, how to use this information managing money and crafting portfolio strategies. https://youtube.com/live/We2aP56WLJ8?feature=share----------------------------------------------------------------------------------https://www.eurodollar.universityTwitter: https://twitter.com/JeffSnider_EDUI'll also be active on Bravais Social - a new AI-centered social network designed for professionals and knowledge workers. The platform aims to bring together a wider range of tools and functionalities tailored specifically for professional interaction, research, and knowledge exchange in one place. You can find me here: https://bravais.social/profile/edu
The Global FX team discusses take-aways from a mixed employment report as well as the outlook for yen, GBP and EMEA EM with focus on HUF. Speakers Meera Chandan, Global FX Strategy Arindam Sandilya, Global FX Strategy James Nelligan, Global FX Strategy Michael Harrison, Emerging Markets Strategy This podcast was recorded on 02 July 2026. This communication is provided for information purposes only. Institutional clients can view the related report at https://www.jpmm.com/research/content/GPS-5351150-0 for more information; please visit www.jpmm.com/research/disclosures for important disclosures. © 2026 JPMorgan Chase & Co. All rights reserved. This material or any portion hereof may not be reprinted, sold or redistributed without the written consent of J.P. Morgan. It is strictly prohibited to use or share without prior written consent from J.P. Morgan any research material received from J.P. Morgan or an authorized third-party (“J.P. Morgan Data”) in any third-party artificial intelligence (“AI”) systems or models when such J.P. Morgan Data is accessible by a third-party.
Your team is leaving money on the table. Let's fix that. For 8 years, Weaver Sales Academy has helped 17,000+ insurance professionals sell more and close better. Ready to level up your team for Q3 & Q4?
Today's episode includes a look at the performance of first-lien mortgages in the federal banking system during the first quarter of 2026. Plus, Robbie interviews First Lien Capital's Bill Bymel on how insurance challenges, AI adoption in servicing, and key leading indicators are shaping the next potential cycle of market distress. And we close with the latest payrolls figures, which missed expectations.Thank you to Experian. From lenders and landlords to employers and consumers, Experian helps connect the housing ecosystem with the data and insights needed to make faster, confident decisions. Lead a smarter housing journey with Experian.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.
On this episode, Pete and Julie share their POV's and insights on a long list of HR and payroll tech marketplace news and updates rounding out Q2, 2026. Vendors discussed in the episode include: ADP, Argano, CloudPay, datascaleHR, Deel, isolved, G-P, HiBob, Multiplier, Nuvei and Payoneer, OnePay, Paylocity, Payslip, Remote, Strada Global, and Workday. Mentioned in the episode: CloudPay Payroll Efficiency Index: https://www.cloudpay.com/press-releases/payroll-performance-increasingly-defined-by-integration-maturity/ Time & Statista: Top Worktech companies of 2026: https://time.com/article/2026/06/09/america-top-worktech-companies-methodology/ 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/
The U.S. economy added just 57,000 jobs in June, far fewer than economists expected, while April and May payroll gains were revised downward. Economists say the unemployment rate fell in part because more people left the workforce, while Black unemployment remained elevated. Subscribe to our newsletter to stay informed with the latest news from a leading Black-owned & controlled media company: https://aurn.com/newsletter Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.
A volatilidade em tecnologia entrou no segundo dia com SK Hynix e Samsung perdendo US$ 290 bilhões em valor de mercado.
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!
Prepare-se para a segunda metade do dia sabendo de tudo que mexeu com o mercado nas primeiras horas do pregão. Informação e análise com Roberto Motta. O Resumo da Manhã é transmitido de segunda a sexta, às 13h. 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.
On this episode, Pete and Julie share their POV's and insights on the spring updates for analysts from across the HCM tech vendor landscape ahead of summer. Vendor events and news discussed in the episode include: PrismHR: PrismHRLIVE, SAP SuccessFactors: HCM Experts Workshop, Cornerstone Connect, and UKG Virtual Analyst Day. 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/
*Supermarket rip off. *Qantas delays. *Payroll tax.See omnystudio.com/listener for privacy information.
*Supermarket rip off. *Qantas delays. *Payroll tax.See omnystudio.com/listener for privacy information.
*Supermarket rip off. *Qantas delays. *Payroll tax.See omnystudio.com/listener for privacy information.
In this episode, Natalie Koop and Danielle Putnam sit down with Kerri Raynor, co-founder of Raynor Services, who has spent over 30 years in the electrical, HVAC, and solar trades building a family business alongside her husband. Kerri opens up about the bathroom moment she told her husband "we have to sell," the payroll lawsuit that forced the decision (a bonus-and-overtime mistake most contractors don't know is on the books), and why protecting her staff mattered more than the so-called golden parachute. She also shares her vision for the New Jersey ACCA chapter as a stepping-stone for $1–5M contractors, and what it really looks like to build a business with your spouse. If you're a family business owner or quietly thinking about what your exit could look like one day, this episode is full of the real stuff.You can connect with Kerri on LinkedIn (see below)Social Media Links:InstagramTNFR- https://www.instagram.com/thenewflatrateRaynor Services- https://www.instagram.com/raynorservices/FacebookTNFR- https://www.facebook.com/TheNewFlatRateNJ ACCA- https://www.facebook.com/NewJerseyACCA/LinkedInTNFR- https://www.linkedin.com/company/the-new-flat-rate-inc-/posts/?feedView=allKerri Raynor- https://www.linkedin.com/in/kerri-raynor-00501931/ACCA- https://www.linkedin.com/company/accausa/Links and Resources:https://thenewflatrate.com/https://raynorservices.com/
This week, our Global FX Strategists respond to clients' FAQs following mid-year outlook discussions. We also preview next week's payrolls print for the dollar, and reflect on recent developments in CNY, GBP & CHF. Speakers Meera Chandan, Global FX Strategy Arindam Sandilya, Global FX Strategy Patrick Locke, Global FX Strategy James Nelligan, Global FX Strategy This podcast was recorded on 26 June 2026. This communication is provided for information purposes only. Institutional clients can view the related report at https://www.jpmm.com/research/content/GPS-5329700-0 for more information; please visit www.jpmm.com/research/disclosures for important disclosures. © 2026 JPMorgan Chase & Co. All rights reserved. This material or any portion hereof may not be reprinted, sold or redistributed without the written consent of J.P. Morgan. It is strictly prohibited to use or share without prior written consent from J.P. Morgan any research material received from J.P. Morgan or an authorized third-party (“J.P. Morgan Data”) in any third-party artificial intelligence (“AI”) systems or models when such J.P. Morgan Data is accessible by a third-party.
In this special episode, Julie is joined by Kristy Durst, Sr. Manager of Payroll & HR Administration at Uline, live from the annual World at Work Total Rewards event in San Antonio, TX, for a practitioner conversation grounded in what modern payroll leadership really looks like inside a complex, frontline-heavy business. The conversation explores Uline's move from ADP to the full Workday suite, what it means to optimize a platform after go-live, and why payroll's value increases when leaders stop treating it as a back-office process and start bringing it into decisions earlier. Julie and Kristy also dig into the realities of running payroll for a workforce of nearly 10,000 employees across the U.S., Mexico, and Canada, including the importance of local timekeepers, shared services, compliance ownership, paid sick leave complexity, tax accountability, employee self-service, and the trust that comes from getting pay right. Kristy offers a clear view into the controls, data, judgment, and cross-functional collaboration required to make payroll work at scale. The conversation looks ahead to the future of payroll talent and technology, from AI adoption and Workday optimization to succession planning, cross-training, and the changing skills payroll leaders need next. Connect with Kristy: LinkedIn: https://www.linkedin.com/in/kristy-durst-54a0a2b3/ 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/
Join the show live every Thursday for a conversation you can't find anywhere else: https://grow.payrollinpodcast.com/ Are you spending too much time chasing new payroll clients while ignoring the revenue already sitting in your client base? Most payroll providers focus heavily on new sales, but the data tells a different story. ADP expects roughly 50% of its new revenue to come from existing customers, and when they expand a payroll client into HR, ASO, or PEO services, the lifetime value can increase dramatically. In this episode of The Payroll Growth Show, Matt Vaadi breaks down how payroll companies can generate more revenue, improve retention, and create deeper client relationships without increasing their marketing budget. You'll learn: • Why existing clients may be your biggest growth opportunity • How to identify "white space" opportunities in your client base • A simple framework for payroll, HR, benefits, workers' comp, and time-tracking upsells • How quarterly business reviews (QBRs) can drive revenue growth • Ways to use AI to uncover buying signals and retention risks • Common mistakes payroll firms make when expanding services • Practical strategies you can implement immediately Whether you're an independent payroll bureau, PEO, CPA firm, HR provider, or payroll sales leader, this episode offers actionable ideas for increasing client lifetime value and growing revenue from the customers you already serve. ⏰ *TIMESTAMPS:* 0:00 Why ADP Gets 50% of Revenue from Existing Clients 2:02 The Growth Grid Explained 4:31 Finding Hidden Revenue in Your Client Base 6:06 The Simple Upsell Conversation Framework 6:57 The ADP Playbook: $450K from 180 Accounts 9:48 Using AI to Find Buying Signals 12:26 Quarterly Business Reviews That Drive Growth 14:40 Predicting Client Churn with AI 15:39 One-to-Many Upsell Strategies 18:02 The 50/50 Growth Model for Payroll Companies
What happens when a software company building AI tools for HR teams uses those same tools to transform itself? Josh McKenzie, Chief Technology Officer at ELMO Software Group, shares how his team rebuilt their entire software development lifecycle around AI agents and redrew the boundaries of every engineering role. He breaks down how to lead that shift without losing people's trust, why domain expertise is the real SaaS moat, and how the right analytics partner unlocks decisions HR teams have never been able to make before. Key Moments: The SaaS Moat: What AI Can't Erode (06:37): Josh argues SaaS value runs deeper than software. Accountability, compliance, and domain expertise keep purpose-built platforms irreplaceable. How ELMO's AI Journey Started (10:23): ELMO started by mapping every role against AI impact. Turning that lens on their own engineering team set the full transformation in motion. Why ELMO Chose ThoughtSpot Over Building Its Own Analytics (18:42): A homegrown tool requiring too much user expertise led ELMO to look elsewhere. ThoughtSpot Spotter and natural language capabilities closed the gap. Why HR Teams Are the Most Underserved (20:21): Payroll here, benchmarking data there, performance data somewhere else. HR teams have been drowning in spreadsheet hell for years. Josh explains how AI finally closes that gap. From Engineer to CTO: Build a Team of Complements (24:17): Josh reflects on the mindset shift that defined his path to the C-suite. Great leadership means building a team whose strengths cover your blind spots. Key Quotes: “ ThoughtSpot was particularly interesting for us… The big thing for us was the Spotter product. Allowing users to bridge that data analyst gap was really important. So, that product has yielded really, really great results for us.” - Josh McKenzie “I think it's really important that we instill a culture where it's okay to fail, and it's okay to make a mistake. You want to be vocal about your mistakes so others don't repeat the same mistake.” - Josh McKenzie “My belief is you want to focus on your secret sauce. So, what is the thing that makes your business super successful? And for us, that's where we came to look at ThoughtSpot. It has a really nice visual user interface and allows you to create some great dashboards.” - Josh McKenzie Mentions Hiring and Onboarding Taking Longer Despite Widespread AI Adoption, New Australian Research Finds The 5 Levels of AI Coding (Why Most of You Won't Make It Past Level 2) WireGuard: Next Generation Kernel Network Tunnel | Jason A. Donenfeld Guest Bio As the Chief Technology Officer, Josh McKenzie is responsible for both technical strategy and delivery (build, release and operation) of the ELMO product suite. Josh has a proven track record of successfully leading technology teams and implementing transformative strategies that enhance efficiency, drive growth, and elevate overall technological capabilities. Josh has 20 years of experience in technology, primarily in FinTech. Before joining ELMO in 2024, Josh held executive and senior positions at Lendi Group, OFX, ASX and Westpac. Josh holds a Bachelor of Computer Science from the University of Newcastle and an MBA from the University of Sydney. Hear more from Cindi Howson here. Sponsored by ThoughtSpot.
Send us Fan MailShow notes A physician built a solid, growing independent practice over six years, then got bored with the pace and chased three new ideas at once. None launched. The original practice still lost an estimated $180,000 in revenue degradation over twelve months, not from a bad decision, but from the boring work quietly going undone. This episode is the framework for staying in the room with it. The compounding cost of distraction. The revenue cycle does not tolerate divided attention. When leadership focus drifts, performance does not collapse, it leaks. A $350K-a-month practice that drifts for six months can lose $84,000 in net collections that never gets recovered. The shiny idea did not cost the money. The distraction did. The patience advantage. A boring denial-rate fix that recovers $8,000 to $12,000 a month compounds every month forward. A new service line that might add $5,000 a month creates complexity with no compounding. Patient money picks the boring fix every time. The boredom threshold. James Clear calls boredom the greatest threat to success. When the practice is working, the work stops feeling like progress and starts feeling like maintenance. The reframe: the boring work is not maintenance, it is compounding. The Five Shiny Objects That Cost Practices the Most The Shiny Object Adding a second location before ops are solid Switching EMR mid-growth Launching a new service line Hiring aggressively before systems exist Chasing a new payer vertical What It Feels Like Growth and scale Modernizing and streamlining Diversification and new revenue Team building and capacity Revenue diversification What It Actually Costs 2x overhead, fragmented leadership, billing gaps at both sites 6 to 12 months of workflow disruption, revenue dip during transition Core service attention drops, existing margin erodes Payroll grows faster than revenue, management overwhelm follows Credentialing lag, cash flow gap, billing team stretched thin Three actions this week Name the hard problem you have been avoiding, and write it down. Calculate what one boring fix is worth over twelve months (a 3% net collection lift on $300K a month is $108,000 a year). Schedule the boring meeting that keeps getting skipped: weekly, named owner, standing agenda. Resources 30-Day Revenue Recovery Plan (primary): eligibility.natrevmd.com/nrc/-30day-revenue-recovery-plan Book a call with Heather: calendly.com/heather-natrevmd Payment Posting Audit Checklist (supporting): eligibility.natrevmd.com/payment-posting-checklist Referenced: Atomic Habits by James Clear.
Everyone tells you to work on your business instead of in it. Nobody hands you the agenda for what that time is actually supposed to look like. In this episode, I walk you through the exact 90-minute midyear CEO session I have run on my own business every year for 11 years. This is a step-by-step financial review for small business owners who want to check in on their numbers before the second half of the year. I cover how the session changes depending on your financial stage, what to review on your profit and loss statement and balance sheet, how to check your tax reserve against what you have actually paid, and how to reforecast your budget for the next six months. Whether your books need a cleanup or you are casting a 10-year vision, this episode gives you the full agenda. In this episode of CEO Numbers Network, I break the session down by financial stage: foundation, empowered, and visionary. You will learn how to review your P&L and balance sheet like a CFO, how to check your payroll, owner pay, contractor W-9s, and tax reserve, and how to reforecast the back half of the year against your long-term goals. If you have ever blocked time to work on your business and ended up answering emails instead, this episode gives you the exact agenda to make those 90 minutes count.
Expenses are rising everywhere, and employees and employers alike are feeling the strain. Recruiting and retention is becoming less about who can provide the top dollar, and rather who can provide the best benefits, and most safety. But many of the benefits that help the most, no one knows about. It's up to HR and Benefits leaders to not only build a comprehensive benefits package, but to research and educate both their leaders and employees on how best to utilize what's offered. It's a tough ask, but with so much uncertainty in the world, HR leaders have the chance to make the biggest impact in their employee's lives. On this week's episode of the HR Works Podcast, we'll be looking at part two of our latest benefits webinar, featuring Emma Soy, Founder and CEO of Gentle Shepherd Care, and Creator of Gentle Care Navigator, Matt Totsch, Vice President of Compensation & Benefits, Wabtec and Margaret Wortley, Executive Managing Director, Benefit Services and Payroll, Webster Bank, where we discussed how you can do your total rewards right, and supply your team with the best support available. Check out part two!
In this special episode, Pete and Julie are joined by Amy Dufrane Ed.D, CEO of the HRCI (HR Certification Institute), live from the annual World at Work Total Rewards event in San Antonio, TX! Amy shares how HRCI is evolving beyond certification to become a broader career partner for HR professionals, including its global work around HR standards, its collaboration with WorldatWork, and its role in helping practitioners navigate a profession being reshaped by technology, AI, and rising business expectations. The discussion explores why payroll deserves deeper strategic integration with HR and the business, how AI is changing learning needs across the profession, and why credentials still matter in an era where access to information is becoming more democratized. Amy also highlights the growing importance of organizational design, job redesign, change management, and technology upskilling as HR leaders work to build the capabilities required for what comes next. The group also digs into the talent pipeline challenge facing HR and payroll, including how early-career credentialing, university partnerships, and even high school exposure can help bring the next generation into the profession sooner. Connect with Amy and the HRCI: LinkedIn: https://www.linkedin.com/in/amydufrane/ HRCI: https://www.hrci.org/home 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/
Kody had nearly $1M in revenue due that month when the phone started ringing…It was the solar companies calling - the same solar companies he was installing roofs for.They said they were having cashflow problems and couldn't pay what they owed.In a few short weeks, Kody was stiffed for $1M.Payroll was staring him in the face.His company owed more than he was bringing in.He had two choices.1. Figure out how to survive the cashflow crisis.2. Go out of business.Kody worked seemingly non-stop to save his company by focusing on one simple concept: Speed up cash coming in and slow down cash going out.He survived by focusing on using these 5 cash flow management practices.P.S. Behind most successful roofers is a story like Kody's. People just don't talk about it in the open. But when you are surrounded by a value-aligned community, you can be real, ask real questions, and get helpful advice. That's how we support each other inside the Roofing Strong Alliance™. Learn more or apply to join us: https://rsa.pro/=============Join The Roofing STRONG Alliance by TAMKO™ (RSA): https://rsa.pro/Exclusively available to The TAMKO Edge® Certified Contractors at no additional cost.FREE Starter Membership (RSA): https://rsa.pro/freePODCASTApple Podcasts: https://apple.co/3fSQievSpotify: https://bit.ly/3eMAqJeFOLLOWFacebookInstagramTikTokLinkedInThe views and opinions expressed are based on Adam's long tenure and personal experiences as a roofing service consultant prior to coming to TAMKO as well as Kody's personal experiences in the roofing industry and as a Mentor in the Roofing STRONG Alliance by TAMKO™ community. As such, their views are intended for general informational purposes only and should not be considered professional advice regarding insurance, financing, legal matters, compliance or business transactions. Communication techniques demonstrated are intended solely to help contractors better understand and serve homeowners — not to encourage manipulative, deceptive, or high-pressure sales practices. Contractors must ensure their sales practices and business practices comply with all applicable federal, state, and local laws, including consumer protection, lending (including the Truth in Lending Act), and employment. Financing examples are illustrative only; terms, availability, and required disclosures vary by lender and state. TAMKO makes no representation regarding any financing product or its availability, whether consumer or commercial, including but not limited to business lines of credit, credit cards, merchant cash advances, or accounts receivable financing. Any discussion of business financing, credit, or capital strategies is general in nature; contractors should consult qualified financial and legal advisors before making borrowing or credit decisions for their businesses. Viewers are encouraged to consult with qualified professionals before applying these concepts or making any decisions related to their business operations.Content produced on or before 5/13/26 was previously produced by The Roof Strategist, TAMKO Building Products LLC makes no representations or warranties regarding its accuracy, completeness, or applicability to current products, programs, or operations.
Alicia runs through the latest round of Intuit announcements, including invoice deposits, garnishment tracking in Payroll, batch bill pay for up to 50 payments at once, and a redesigned review-and-pay screen that now shows clients every open invoice. She also gets a little cynical about Intuit's growing push to surface its own experts inside QuickBooks, where clients can connect directly with Intuit for setup, bookkeeping, and tax help. It wraps with a hands-on look at the new CAS revenue calculator at firmofthefuture.com and what it reveals about firm benchmarks and advisory pricing.Sponsors:Aqqrue - http://uqb.promo/aqqrueC&R Consulting - http://uqb.promo/cnr(00:00) - Welcome and Overview (00:29) - Better Together Tour (01:48) - Accountant Suite Training (03:14) - Modern Reports Update (04:21) - Invoice Deposits Changes (06:24) - Customer Payment Portal (08:02) - Payroll Garnishment Tracking (09:47) - Batch Bill Pay Upgrade (10:15) - Intuit Experts Pushback (13:19) - Cash Flow Tools Coming (14:28) - CAS Revenue Calculator (24:51) - Hands On Training Class (28:17) - Wrap Up and Goodbye LINKSFirmofthefuture.comAlicia's book on Amazon: http://royl.ws/conversion-bookJuly 21 through October 8: HANDS-ON QUICKBOOKS TRAINING COURSE, http://royl.ws/HOT2026?affiliate=5393907We want to hear from you!Send your questions and comments to us at unofficialquickbookspodcast@gmail.com.Join our LinkedIn community at https://www.linkedin.com/groups/14630719/Visit our YouTube Channel at https://www.youtube.com/@UnofficialQBOPodcastSign up to Earmark to earn free CPE for listening to this podcasthttps://www.earmark.app/onboarding
In this special episode, Pete and Julie are joined by Chelsea Hamilton and Sam Thomeier, live from the annual World at Work Total Rewards event in San Antonio, TX! Chelsea and Sam unpack why pay transparency remains one of the biggest issues facing total rewards leaders, and why the shift is being driven by more than legislation. From generational expectations and candidate behavior to the long-standing culture of secrecy around pay, the conversation explores why employers can no longer afford to treat compensation as a closed-door topic. The discussion also gets practical, covering why compensation structure is never truly “done,” how organizations should approach change management before communicating pay philosophy, and why salary ranges only work when managers understand how to explain them. Chelsea and Sam also dig into the risks and opportunities of AI in compensation, including job-matching tools, salary benchmarking, employee use of AI, and the danger of relying on noisy or biased data. Plus, why getting compensation “right” is not just about market data or compliance. Connect with Sam & Chelsea: https://www.linkedin.com/in/sam-thomeier-2898537/ https://www.linkedin.com/in/chelsea-hamilton-shrm-cp/ https://herronpalmer.com/ 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/
In this special episode, Pete and Julie are joined by Sarah Severson, Sr. Manager of Compensation at Medline, live from the annual World at Work Total Rewards event in San Antonio, TX, for a practical conversation on how compensation is evolving inside fast-growing, complex organizations. The conversation explores what happens when family-owned and high-growth companies scale faster than their compensation structures, why job architecture becomes a critical foundation for everything downstream, and how M&A, global expansion, and Workday implementations expose the need for common language, cleaner data, and stronger governance. Pete, Julie, and Sarah talk the practical side of AI in compensation, from using Copilot for Excel and manager communications to experimenting with AI-assisted job grading and market cleanup. Sarah offers a grounded practitioner view on where AI can accelerate work, where human judgment still matters, and why compensation teams must balance innovation with governance, transparency, and manager enablement. Plus, a candid look at the realities of modernizing compensation in a growing enterprise, and why the future of comp is not just about better data, but better decisions, better communication, and stronger alignment across the business. Connect with Sarah: LinkedIn: https://www.linkedin.com/in/sarah-severson-6498ba1b/ 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/
In this installment of our Payroll Brass Tax podcast series, Mike Mahoney (Morristown/New York) and Megan Menguc (Washington) break down the most common strategies for consolidating payroll across related entities. Megan and Mike, who is chair of the firm's Employment Tax practice group, walk through three distinct approaches, examining the practical benefits and limitations of each: (1) captive employee leasing, (2) Section 3504 agent reporting, and (3) common paymaster arrangements. The speakers also address the broader cross-disciplinary considerations that employers should keep in mind before restructuring how payroll is reported.
The San Francisco Giants had yet another impressive showing this weekend from a fan and attendance standpoint. But the team continues to not be able to match the performance on the field.
PNR: This Old Marketing | Content Marketing with Joe Pulizzi and Robert Rose
We lead with the possible IPOs from OpenAI, Anthropic and SpaceX, and the much bigger question behind them: where is all that money supposed to come from? The capital markets seem to believe the answer is labor. If AI valuations are going to make any sense, then the bet is not simply that AI companies will sell more software. The bet is that AI will absorb, replace or reorganize a massive piece of the payroll line. Joe believes marketers need to prepare for a labor reckoning sooner rather than later. Robert is more skeptical. As usual, the truth may be somewhere in the middle. Then the boys break down Bending Spoons and its rollup of old internet and media brands, including AOL, Vimeo, Evernote and others. The lesson for marketers? Distressed media assets inside your industry may be one of the biggest opportunities nobody is talking about. In a world where building audience from scratch is harder than ever, the cheapest audience may be the one someone else forgot they owned. In Winners and Losers, Joe's winner is FIFA, which reminded every marketer that rented land is always rented land, even when your name is on the stadium. Robert's loser is Turner Classic Movies. In Rants and Raves, Joe raves about Pat McAfee's new media model and what happens when an expert builds the audience, owns the IP and lets big media rent access. Robert has commentary on MrBeast's claim that he could build a faceless YouTube channel to 20 million subscribers in six months, and what that says about formats, systems and the future of creator media. Subscribe and Follow: Follow Joe Pulizzi and Robert Rose on LinkedIn for insights, hot takes, and weekly updates from the world of content and marketing. ------- This week's sponsor: Did you know that most businesses only use 20% of their data? That's like reading a book with most of the pages torn out. Point is, you miss a lot. Unless you use HubSpot. Their customer platform gives you access to the data you need to grow your business. The insights trapped in emails, call logs, and transcripts. All that unstructured data that makes all the difference. Because when you know more, you grow more. Visit https://www.hubspot.com/ to hear how HubSpot can help you grow better. ------- Get all the show notes: https://www.thisoldmarketing.com/ Get Joe's new book, Burn the Playbook, at http://www.joepulizzi.com/books/burn-the-playbook/ Subscribe to Joe's Newsletter at https://www.joepulizzi.com/signup/. Get Robert Rose's new book, Valuable Friction, at https://robertrose.net/valuable-friction/ Subscribe to Robert's Newsletter at https://seventhbearlens.substack.com/ ------- This Old Marketing is part of the HubSpot Podcast Network: https://www.hubspot.com/podcastnetwork
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