Podcasts about Recruit

Penn State football added two commitments this week while a pair of prospects left the recruiting class. What stands out about those developments and who are the names to know entering another official visit weekend? Plus, future Nittany Lions soar in 247Sports prospect rankings. Enjoy complete Penn State coverage anytime at Lions247.com. Follow the team on X: @Lions247 @TDsTake @tyler_calvaruso @danieljtgallen @MarkXBrennan. Follow or subscribe to the Lions247 Podcast on Spotify, Apple Podcasts, Stitcher, or wherever you get your podcasts. And watch every episode on YouTube.

In the early 2000s a new X-men show began, and it became Shawn's favorite. But what will the gang think of it. Email questions and comments to: Bleepyouplaying@gmail.comSupport us: Patreon.com/whatthebleepWatch us play games https://www.youtube.com/@BleepyouplayingWatch our streams https://www.twitch.tv/bleepinplay

Masterpiece Podcasts: Collection of Chinese Classic Novels

Masterpiece Podcasts: Collection of Chinese Classic Novels

Masterpiece Podcasts: Collection of Chinese Classic Novels

Send us Fan MailFind out more details about this episode here:https://www.buzzsprout.com/admin/1153229/episodes/19320953-bruce-branch-iii-byu-basketball-recruit-interviewThe BEST way to support 1 Star Recruits is by purchasing the awesome apparel at our partner, HOMAGE using this link - https://homage.sjv.io/1STARYou can also support the 1 Star Recruits podcast by subscribing to our Patreon!  Receive all of our bonus content for only $4.99 per month.EPISODE SPONSORS:Pro Financial InsuranceIN THIS EPISODE:BYU basketballBYU CougarsUSA BasketballNBA FinalsHulk Hogan: Real AmericanDJ RodmanFollow 1 Star Recruits on:InstagramTwitterFacebookYoutubeTikTokPatreon

Cameron is joined by Natalie Peckman, an elite aesthetic ecruiter, and they discuss the challenges of provider recruitment in the aesthetics industry. They explore the importance of social media in finding top-tier talent, the unique recruitment process that involves relationship building, and the significance of effective onboarding and retention strategies. They also delve into compensation models and the need for practice owners to proactively manage their recruitment efforts to ensure growth and success. Listen In!Thank you for listening to this episode of Medical Millionaire!Takeaways:Recruiting top-tier talent is a massive challenge for practices.Many practices misidentify their issues as marketing problems rather than hiring problems.Social media can be a powerful tool for recruitment when used effectively.Building relationships is crucial in the recruitment process.A unique recruitment process involves headhunting rather than traditional methods.The interview process should focus on cultural fit and candidate evaluation.Compensation models should be attractive and incentivize performance.Onboarding and retention strategies are essential for long-term success.Practice owners often wait too long to hire, leading to desperate decisions.Proactive recruitment is necessary for sustainable growth.Medical Millionaire: The Blueprint for Scaling a World-Class Medical Aesthetics PracticeWelcome to Medical Millionaire, the go-to podcast for forward-thinking Medspa owners, Medical Aesthetics leaders, Plastic Surgery & Dermatology practices, Concierge Wellness clinics, and Elective Healthcare entrepreneurs who are ready to scale with intention and operate like a true, high-performing business.If you're building, growing, optimizing, or preparing to exit your aesthetics or wellness practice, this show is your competitive advantage.Hosted by Cameron Hemphill Your Guide to Sustainable, Scalable Growth Your host, Cameron Hemphill, is one of the most trusted growth strategists in Medical Aesthetics and Elective Wellness.With over 10 years in the industry, Cameron has helped scale 1,000+ practices and more than 2,300 providers, working alongside the most recognized KOLs, national brands, EMRs, tech companies, and private equity groups, shaping the future of aesthetics. From marketing to operations, from finance to leadership, Cameron brings a real-world, data-driven perspective on what it takes to turn a practice into a powerful business engine.What This Podcast Is All About: Each episode takes you behind the scenes of the fastest-growing practices in the country, revealing the systems, strategies, and mindset required to win in today's Medical Aesthetics landscape.Expect tactical insights, step-by-step frameworks, and conversations with:Industry thought leadersTop injectors & medical directorsEMR & tech innovatorsOperations expertsMarketing strategistsPrivate equity & M&A advisorsWellness and longevity pioneersThis is where aesthetics, business, technology, and wellness converge. What You'll Learn on Medical Millionaire Every week, you'll access expert guidance to help you scale profitably and predictably, including:Marketing & Brand PositioningCRM + Lead Management SystemsPatient Acquisition & ConversionEMR Optimization & Tech Stack ArchitectureSales Psychology & Consultation MasteryFinance, KPIs, and Practice EconomicsOperational Workflows & AutomationIndustry Trends Backed by Real Benchmark DataPatient Retention & Lifetime Value ExpansionMindset, Leadership & Team DevelopmentWhether you're opening your first location or running a multi-million-dollar enterprise, you'll gain the clarity and direction to grow with confidence. A Show Designed for Every Stage of Practice Growth Medical Millionaire breaks down the journey into four essential stages, showing you exactly how to move from one to the next:Startup – Build the foundation and attract your first wave of patientsGrowth – Scale revenue, expand services, and strengthen operationsOptimize – Increase efficiency, margins, and customer experienceExit – Prepare your practice for maximum valuation and acquisitionIf You're Ready to Grow, This Is Where You Start. Tune in weekly for actionable insights, expert interviews, and the exact playbooks high-performing practices use to dominate their markets. This is the podcast for Medspa owners who want more than a job; they want a scalable, profitable, industry-leading business. Welcome to Medical Millionaire.Let's build your practice into the empire it deserves to be.

Zach Ragan and Charlie Burris of the Big Orange Podcast break down a critical recruiting weekend for the Tennessee Volunteers. The Vols are pulling out all the stops to get David Gabriel Georges, a top recruit in the country who could be the biggest recruiting win in Heupel's tenure with Tennessee. Can the Vols land the elite running back? Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us Fan Mail Ready to level up? If you enjoyed this deep dive into bodybuilding and discipline, make sure to SUBSCRIBE and turn on notifications so you never miss an episode of Days of Grimm!Have you ever prepped for a competition or taken on a massive physical challenge? Tell us your story or ask a question for our next guest in the comments below—we're reading them all!Ever wondered what it actually takes to transform your body for a competitive bodybuilding stage while balancing a high-pressure career? In this episode of Days of Grimm, we sit down with Sergeant Morgan Hauer to pull back the curtain on his intense journey from military recruiter to stage-ready athlete. Morgan gets real about the grit required to commit to a 26-week prep, the grueling reality of contest-level dieting, and the unexpected lessons he learned about his own discipline and physical limits.Beyond the muscles and meal plans, we dive into the intersection of personal growth and professional duty. Whether you're interested in the science of physique transformation, the realities of military recruiting, or just want to hear a candid, unfiltered take on what it takes to achieve a major goal, this conversation covers it all. Tune in as we discuss the sacrifices made, the "bro-ey" culture of the gym, and how to maintain your sanity when the brain fog sets in.Key Topics CoveredThe 26-Week Prep: Why a longer timeline was crucial for a first-time competitor.Military & Muscle: Balancing the demands of a high-pressure recruiting career with bodybuilding goals.The Diet Struggle: Managing extreme caloric deficits, avoiding red meat, and dealing with social pressure.Posing Mastery: Why posing is more than just a flex—it's an exhausting, technical workout.The Reality of Tanning: What actually happens behind the scenes on show day.Mental Fortitude: Using discipline to push through the "brain fog" and fatigue of peak week.Advice for Beginners: How to find a coach and why you should stop making excuses.Notable Quotes"You can either look great and feel like shit, or look like shit and feel great. The trick is finding the sweet spot." — Morgan "It was like you are living from chow to chow... you're just battling day by day." — Morgan [The Days Grimm Podcast Links]- YouTube: https://www.youtube.com/c/TheDaysGrimm- Our link tree: linktr.ee/Thedaysgrimm- GoFundMe account for The Days Grimm: https://gofund.me/02527e7c [The Days Grimm is brought to you by]Sadness & ADHD (non-medicated)

Wealth management firms should provide mentorship opportunities and transparent career paths, says Merit Financial Advisors' executive vice president of financial planning. Host: Greg Bartalos. Learn more about your ad choices. Visit megaphone.fm/adchoices

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Connor and Mike asked an interesting question regarding Husker football recruiting and determine if current commits are paid to recruit others.

How To Get the Most out of a Pitch Session Hello, this is Hall T. Martin with the Startup Funding Espresso -- your daily shot of startup funding and investing. For those setting up a pitch session, here are the key steps so the presenter and investor get the most out of it. Decide the goal of the pitch session. This could be providing practice for the presenter, or giving feedback on the pitch, or making an investment decision. Determine the criteria for selecting the presenters. Recruit startup presenters who meet the criteria. Set up an agenda for who will pitch and how long. Provide documentation upfront about the pitches, including the deck or executive summaries. Set aside time for general questions after each pitch. Set expectations about what will be covered in the pitches and what will not. Encourage questions that drive to the goal of the pitch session. Discourage questions and feedback that distract from the goal. Set aside time for one-on-one discussions between the investors and the presenters. Make available the presenters' contact information. Encourage follow-up by the investors. Consider these steps in how to get the most out of a pitch session. Thank you for joining us for the Startup Funding Espresso where we help startups and investors connect for funding. Let's go startup something today. _______________________________________________________ For more episodes from Investor Connect, please visit the site at: http://investorconnect.org Check out our other podcasts here: https://investorconnect.org/ For Investors check out: https://tencapital.group/investor-landing/ For Startups check out: https://tencapital.group/company-landing/ For eGuides check out: https://tencapital.group/education/ For upcoming Events, check out https://tencapital.group/events/ For Feedback please contact info@tencapital.group Please follow, share, and leave a review. Music courtesy of Bensound.

This is Episode 2 of the Recruit Reflection Series, sponsored by Full Out Collegiate Recruiting.This week, we're joined by Rehna Saalinger, a rising sophomore at Brown University. She was a staple in the beam lineup during her freshman season, scoring as high as a 9.85 in her collegiate debut and earning GEC Newcomer of the Week honors.Rehna joins us to talk about her recruiting journey as a first-year Level 10 gymnast who was limited to one event due to injury, and how she got herself on coaches' radars. She discusses what led her to Brown, what it takes to get into an Ivy League school, the imposter syndrome she experienced once she arrived on campus, and much more.Behind the Designs with Simpson: https://www.youtube.com/watch?v=Af8XVGruCQY&t=1sThank you to our monthly Patreon supporters: Lee B, Cookiemaster, Happy Girl, Erica S, Semflam, Amy C, Maria L, Becca S, Cathleen R, Faith, Kerry M, Derek H, Emily, Sharon B, MSU, Kimberly G, Lela M, Mara L, Jenna A, Alex M, Dana, Lidia, Maria P, Alicia O, Cristina K, Hayley B, Bethany J, Kentiemac, Marni S, Betny T, Emily C, Cathy D, Lisa T, Libby C, Thiago, Debbie, Taryn M, Amy M, Jamie S, Chuck C, Kaitlin, Susan P, LFC_Hokie, Ella, Kay, Julie B, Austin K, Jane, Sarah, Amy, Stephen S, Johanna T, Alison S, Alberto D, Kristina T, Abigail W, Jennifer K, Kate M, Naomi S, Claudia L, Erin L, Thomas B, Lauren D, Kihika M, Beth C, Amy, Renee PM, Ryan V, Brandon H, Okcaro, Tyler, Paola, Heather, Kate, Danielle, ALittleUnderRotated, Lacy, Dana C, Grace, Pat G, Lexi G, Laura N, Kathy, Katie A, Róisín, Megan J, Emily D, Britton, Ry Shep, Reyna G, William A, MB, Jackson G, Stella, Ulo F, Noah C, Melissa H, Alexis, William M, Susie, Leslie G, Catherine B, Laura L, Katy S, Kathy M, Kathy S, Okcaro, Caroline P, JD B, Cookiecutter, SuniFan, Caroline M, kcmojojojo, Sammy S, Fabio B, Lacie M, Sara G, Kerry H, Leah D, Margaret G, Molly, ClemsonTigersFan, Lisa B, Sarah M, Grace M, Laura A, Justin D, Jas, Kendrick C, Rich A, Ty T, Nick S, Becky E, Annsley M, Melody M, Stacey M, Erica H, Kathy, Teressa, Angela C, Bridgett C, Ashley D, Whitney J, Shelly A, Erika B, JuJu & DFP!

Sing to the Lord a New Song Marshall Segal Download Psalm 98,Oh sing to the Lord a new song, for he has done marvelous things!His right hand and his holy arm have worked salvation for him.2 The Lord has made known his salvation; he has revealed his righteousness in the sight of the nations.3 He has remembered his steadfast love and faithfulness to the house of Israel.All the ends of the earth have seen the salvation of our God.4 Make a joyful noise to the Lord, all the earth; break forth into joyous song and sing praises!5 Sing praises to the Lord with the lyre, with the lyre and the sound of melody!6 With trumpets and the sound of the horn make a joyful noise before the King, the Lord!7 Let the sea roar, and all that fills it; the world and those who dwell in it!8 Let the rivers clap their hands; let the hills sing for joy together9 before the Lord, for he comes to judge the earth.He will judge the world with righteousness, and the peoples with equity.Last fall, my oldest son and I planted a couple hundred tulip bulbs in two front flower beds. My wife's from California, so we love spring and summer in our home. I mean everybody really loves spring and summer here, but some of us hate winter more than others. The Segals express that hatred with gardening. We spring really hard. We plant a couple hundred tulips — red and yellow and white, some white with red stripes, some purple double tulips. We also have about a dozen peonies, each with a dozen blooms. If you've ever seen peonies up close, they don't look real. They look like some fine cloth has been woven together and overstuffed. They're glorious. I love them, and I love them for the same reason Jesus loved them:“Consider the lilies of the field, how they grow: they neither toil nor spin, yet I tell you, even Solomon in all his glory was not arrayed like one of these. But if God so clothes the grass of the field, which today is alive and tomorrow is thrown into the oven, will he not much more clothe you, O you of little faith?” (Matthew 6:28–30)Consider the lilies. Are you struggling with little faith? Stop and listen to the lilies. They're singing. And they call us to sing with them about God and his glory. That's what we see again at the end of this psalm. Verse 7:Let the sea roar, and all that fills it;the world and those who dwell in it!Let the rivers clap their hands;let the hills sing for joy together. . . .Creation is performing for us. Can you hear it? The seas, wide and deep, are roaring out the bass line. The hills are dancing and breaking into high harmonies. And the rivers are clapping along to all that beautiful music. My wife and I actually got to hear an orchestra on Friday in Downtown Minneapolis, and that's what's happening all around us all the time. And it's happening with even greater precision and purpose than all those violins and cellos and trombones, because God is conducting everything we see and hear and taste and touch. Psalm 98 reminds us that creation is singing for anyone who will listen, and so before we really even get into the psalm, let's go ahead and get to some application for us as a church: Don't squander creation's performance this summer. Don't Squander CreationWhen God's people needed strength to keep believing, keep obeying, keep singing, they deliberately went and looked at rivers and seas and hills. Do you do that? Remember God himself is telling you here that he made all this to help you worship. He knew it was going to be hard to keep going. He knew we'd be prone to wander and doubt. And so he made stuff — all kinds of crazy stuff. He made galaxies and galaxies of crazy stuff, more than we could ever find, much less analyze, so that we'd have all kinds of reminders and reasons to worship him. My kids were studying sperm whales this week. Did you know that sperm whales have the largest brain of any creature on earth? Why would God do that? Why would God make these mammoth whales, with these massive brains, who dive 3,000 miles down to eat giant squid? So that you would see a sperm whale and his big ol' brain, and marvel at the creativity and power and goodness of God — and then do psalm 98:“Oh sing to the LORD a new song, for he has done marvelous things!”I don't care what it looks like for you this summer. The Segals aren't big camping people, but we love flowers and long walks and new parks and the beach. Don't squander creation this summer. Get out there and look and listen and learn and worship. Let something God has made remind you to sing. And then go find something else tomorrow. And then something else the next day.1. Sing to the LordAlright, the main point of the psalm is that very first line:Oh sing to the LORD a new song,for he has done marvelous things!His right hand and his holy armhave worked salvation for him.We don't know who wrote this psalm, but it's one of a series of psalms here highlighting God as king. Verse 6 says,“With trumpets and the sound of the horn make a joyful noise before the King, the LORD!”This psalm is calling people to sing because their King has saved them again.“His right hand and his holy arm have worked salvation for him.”We don't know what deliverance they're singing about. It could be the exodus out of Egypt, or the deliverance from the wilderness, or the conquest of Canaan, or victory over the Philistines, or the return from exile. We don't know. God delivered Israel a lot. Whatever deliverance it was, the psalmist saw what God had done and he said, we should sing. And people who have been saved by God should sing, right? Why do we sing? Why would the infinitely creative, infinitely powerful God alter our brains and vocal cords to give us the capacity to make melody and harmony? I think it's because some things in life are just too good to be said. For example, I can say, “I love Jesus.” I can say, “I really love Jesus,” and I do. I can say, “Jesus is my greatest Treasure,” and he is. I can say, “Jesus is the greatest, most trustworthy, most satisfying, most glorious Treasure in the world.” Can I get an amen? Or I could sing, “Hallelujah! All I have is Christ!” I don't even have to sing it well — and it still says more than words can say.God gave us singing because there's a joy greater than words. He didn't make all of this and us so that he could be understood and explained. God gave us singing because we were made to worship — to glorify him by enjoying him forever. It's not enough to know, study, or describe this God. To really know him is to enjoy him, to treasure him, to worship him. So, point one, sing to the Lord for who he is and what he's done for you.To Our MenAnd before I go to point two, I want to take Psalm 98 as an opportunity to rally our men in particular. Now, a lot of our men sing and sing loud. I love you and thank God for you, don't stop, abound all the more — and I'm not talking to you right now. No, I want to plead with the men we don't hear on Sunday morning. This text, and lots of other ones, teach us that a man isn't fully a man if he's not singing. Men, you weren't just made to work and protect and fix stuff. You were made to sing! You were made to sing, andwe need you to sing. I'm going to get to this in a minute, but Psalm 98 teaches us that one way we guard and provide for and build the church is to sing. You have no idea what impact it has when the people around you, especially all the young sons and daughters here, see grown men sing with all their hearts. I really think there are few things more captivating in our society than a man so filled with faith that he freely and enthusiastically sings — even when he can't sing. Especially when he can't sing. I could name some names here. Again, it's not ability. I personally think that's why the psalm says in verse 4:“Make a joyful noise to the LORD.”Sing! Shout! Make some kind of noise! If you can't carry a tune, if God gave you a bucket — then bang on the bucket. It doesn't have to sound good. It just needs to sound like joy. Grab a trumpet, grab a tambourine, grab a lyre (whatever that is). Clap your hands. If you have joy in the Lord, make it a loud joy. Don't cave to social pressure, put it under a basket, and make bad excuses for sitting out of the singing. We need to hear your joy in God. We need a song, and not just any song. We need a new song. 2. Sing a New SongWhen God calls the people to sing, he specifically says, “Oh sing to the LORD a new song!” Don't just keep singing the same songs. No, new deliverance calls for a new song. If God hears our prayers and fights for us, we're going to sing about it. This is one of the great lessons of the psalms, right? I mean we're in the process of walking through 150 songs. This is already our eighth summer in the psalms. We get the point by now, don't we?We were made for worship. Life is hard and confusing and painful, because of sin. But God still reigns (and creation testifies to that). God watches over his people, satisfies them with himself, and delivers them from every kind of enemy and trial. So trust in God, and worship him.Do we really need 150 versions of that? Oh my goodness, yes! Are you kidding me? We need 150 million songs to try and capture the glory of this God. This is why the 150 psalms keep telling us to sing even more new songs.Psalm 33:3,“Sing to him a new song; play skillfully on the strings, with loud shouts.” Psalm 96:1,“Oh sing to the Lord a new song; sing to the Lord, all the earth!”Psalm 149:1,“Praise the Lord! Sing to the LORD a new song, his praise in the assembly of the godly!”When God's people experienced his salvation in some new way, they wanted a new song. We need a new way to express all the thanks and faith and joy we feel toward God right now. . . . Notice that there's nothing actually new in the psalm. Again, we can't even tell what event they were singing about. That's not the point of “new” here. New wasn't unveiling new information. No, it's rehearsing the same glorious realities about God with different words and melodies, because he deserves all the lyrics and melodies. We sing a new song because there will always be more to celebrate. I love how Psalm 40:5 unleashes this kind of worship:You have multiplied, O Lord my God,your wondrous deeds and your thoughts toward us;none can compare with you!I will proclaim and tell of them,yet they are more than can be told.Do you hear that? God, I'll tell them everything you've done for me — all your wondrous deeds — yet they are more than can be told. If I tried to say it all, I'm going to run out of ink, breath, time, or all of the above.Our lead pastor is leading us well here. Pastor Jonathan wrote that first song we sang this morning — “I Am Free.” He's not rushing to tell you that, and I admire him for that. But that won't keep me from telling you.No more death, no debt is due,The blood of Christ has made me new!The curse undone, my heart is freeThe risen Son has rescued me!Amen! And may it be the first of dozens of new songs we sing together as a church. Now, we don't have to write every new song (a “new song” might just be new to us), but it's especially sweet when one of us pours their heart into lyrics and melody to say Jesus is real, his mercy met me at the cross, and he set me free. And if God keeps delivering us — and he will keep delivering us until he brings us safely home — then we'll need another song soon. So go ahead and sing a new song, and then another one, and then another one. You're not going to exhaust him and his salvation. And singing a new song will help you see more of him.3. Recruit the ChoirIn verses 1–3, Israel is singing a new song about the salvation God has worked for them. In verses 4–6, though, the psalm turns and invites the whole earth into the choir. Let's start in verse 3:The Lord has remembered his steadfast love and faithfulnessto the house of Israel.All the ends of the earth have seenthe salvation of our God.Make a joyful noise to the LORD, all the earth;break forth into joyous song and sing praises! . . .Make a joyful noise,” verse 6, “before the King, the LORD!”All the ends of the earth have seen this salvation — they've seen God love and deliver this people from their enemies — so come and sing with us! You can be saved too, if you'll humble yourself and bow to the true King.Notice that we're not inviting the world with yelling. This feels relevant given what we've been enduring for months now. Lots of yelling. We're not yelling back, no we're inviting all the earth, even that little stretch of green across the street, with singing. And we're singing because we're not just inviting them to acknowledge the truth and bow to the King; we really are inviting them into our joy. World, you have seen and heard what he's done for us — “All the ends of the earth have seen the salvation of our God.” Jesus came and died and rose so that you don't have to die for your sins. You don't have to face the wrath of God. You don't have to settle for weak and fleeting pleasure here on earth. You can be saved! Get in on this! Come taste something so good you can't help but sing! He's looking out on all the earth — I'm thinking of the missionaries we prayed for a few weeks ago during global missions Sunday, they're saying to all the nations, billions of lost people, come join this choir. Far As The Curse Is FoundBut the choir doesn't stop there. Verses 4–6 call all the tongues, tribes, peoples, and nations into the choir room — all the earth, praise him. Come and have what we're having. Come and be saved by grace through faith. Look at verses 7–8 again, though. The psalm goes even farther…Let the sea roar, and all that fills it;the world and those who dwell in it!Let the rivers clap their hands;let the hills sing for joy together. . . .He wants the rivers and hills and oceans and whales to get in on this, too. Now, we already saw that they're singing — and they really are. But by verse 7, even creation is singing a new song. And we know that because of verses 9–10. I'll begin in verse 8 again:Let the rivers clap their hands;let the hills sing for joy togetherbefore the LORD, for he comesto judge the earth.He will judge the world with righteousness,and the peoples with equity.Why are the rivers clapping? Because God has come to judge the world. He's finally come to put an end to sin, to pour out justice on all who refuse to receive his mercy, and to make all things right again. This psalm tells us that creation isn't singing at full strength yet. And we know this at the Segal house. I told you about our peonies. Well, a couple days after our first one bloomed — big beautiful white blooms, with yellow inside and a bright red center — the rain came through and ripped all the pedals off. Every single one. It's a big green shrub of ugly little stumps. We had just a few glorious days, and now we're left waiting for another 362 days. What kind of deal is that? I told you we planted 200 tulips last fall. I didn't tell you that we only got to see a dozen or two, because deer came through and ate them all before they bloomed. What's the point? Creation's not singing at full strength yet. Consider the lilies — they're dying. They're getting eaten. They're all going to be buried in snow in six months. Creation is cursed because of sin.Strawberries get moldly before they make it to the fridge. Parasites wipe out crops and other animals. Wildfires break out and destroy communities. It gets brutally cold in Minnesota for half the year. And don't get me started on construction. That's our creation, not his, but man, it's good illustration of the curse under sin. Your normal street's totally dug up, you don't know which way to go, it takes twice as long to get there, and you just want to get home.The creation is beautiful and it is singing, but it's also cursed — for now. And when Christ comes to judge the world, there won't be any more construction (or disease or mold or cold).This is why I've come to love “Joy to the World” even more. Isaac Watts wrote the hymn in 1719, and it's based on this psalm. And while it's a great Christmas hymn, it's not only a Christmas hymn. This isn't only a Christmas hymn, listen:Joy to the world, the Lord is come; [That's Christmas. He has come.]Let earth receive her King!Let every heart prepare him room And heaven and nature sing!Joy to the earth, the Savior reigns!Let men their songs employWhile fields and floods, rocks, hills, and plains,Repeat the sounding joy!No more let sins and sorrows grow,Nor thorns infest the ground;He comes to make his blessings flowFar as the curse is found!That's not Christmas! It's not. When Jesus came the first time, and lived and died and rose and ascended, his blessings didn't flow far as the curse is found. If you don't believe me, just step outside and stand with our security guys for a few minutes. You don't even have to step outside, though. There's enough heartache inside this room to tell us this hasn't happened yet. But it will, he's coming again, and that's what Isaac Watts is singing about. Romans 8 says: “The creation was subjected to futility, not willingly, but because of him who subjected it, in hope that the creation itself will be set free from its bondage to corruption and obtain the freedom of the glory of the children of God. For we know that the whole creation has been groaning together in the pains of childbirth until now.” (Romans 8:20–22)So, creation is singing, but it's also waiting, groaning, suffering. It's in bondage. This psalm looks back and celebrates past deliverance — his right hand and holy arm rescued us — and it's preparing for a final deliverance, when even the seas and hills and rivers are finally set free. Jesus is going to come again and save us, Cities Church! And that means we can sing even while we're waiting for justice and deliverance here. Can we sing songs like this in hard days? Of course we can. He has already delivered us. What more does he have to do? And he will deliver us again, and soon. And so we can sing right now, wherever we are in between. In fact, we must sing, because singing is one of the ways God delivers his people. That's why songs like Psalm 98 and “How Great Thou Art” and the song we're about to sing exist. Who knows how much God is saving us from while we sing these songs together each Sunday?His Right Hand and Holy ArmSo, sing a new song to the Lord. And how could we not when we have seen an even greater salvation? This brings us to the Table. We say these same words, verse 1:“His right hand and his holy arm have worked salvation for him.”But when we sing about “his holy arm,” we picture real arms stretched out wide, bloody and straining for air, on the cross. When we sing about “his right hand,” we see the nails in his hands, and the thorns in his head, and the spear in his side. Oh sing to the LORD a new song,for he has done marvelous things! [Hasn't he?]His right hand and his holy armhave worked salvation for him.The LORD has made known his salvation;he has revealed his righteousness in the sight of the nations.Yes, he has. That's what we remember with this meal. The King has come and worked salvation for us — he lived without sin, convicted without a crime, put to death without justice, and three days later, he rose from the dead. And he will come again to bring full and final salvation.

Jesus doesn't recruit admirers. He interrupts lives.

Jon wants to talk about Tennessee Football's biggest recruiting weekend. ---------- TalkSports is LIVE Weekdays from 8-11 a.m. on Fox Sports Knoxville/ Fanrun Radio. Check Out our Socials: "@FOXSportsKnox" on Twitter/X, "FanrunSports" on Instagram and Youtube Jon- @Jon__Reed on "X" Cody- @Cody__McClure on "X" Sam- @_beard11 on "X" Bubba- @BrandonShown on "X"

"The chat was going CRAZY." JuJu delivers an elite Thursday Thunder, shares his thoughts on Game 1, and updates The Polls. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Want to write 30 life policies in 30 days? Join Michael Weaver's FREE live training - Thursday, June 4th at noon Central.

Government to recruit 500 agriculture graduates under the Food Brigade initiative to boost food production and support households, schools, and farmers across the country as part of the Feed Ghana Programme. - Eric Opoku, Minister for Food and Agriculture

Tasmania Devils Football Club VFL/VFLW athletes, Lachy Hay and Meghan Gaffney, join Kaz and Tubes live in the studio for our weekly Devils update, chatting community impact, life in Tassie, and a big weekend clash against North Melbourne at North Hobart Oval.See omnystudio.com/listener for privacy information.

Here's the summary rewritten in Richard's voice, speaking directly to the listener. You're growing, which means you're recruiting. But every time you go hard after new talent, this quiet fear shows up. Are you telling your best people they're replaceable? So you slow down. You recruit with one hand on the brake, and both your growth and your retention suffer for it. In this episode I want to flip that tension on its head, because recruiting and retention aren't competing priorities. They're the same skill pointed in two directions, and I'm going to hand you a five-move framework I call the Inward Playbook so you can win at both at once. Episode Breakdown [00:00:53] The Tension Every Recruiting Leader Feels Growth requires recruiting, but the second you go hard after new talent, that fear shows up that you're telling your current team they're not enough. So you recruit with one hand on the brake, and that's exactly why both your growth and your retention suffer. [00:01:25] The Twenty-Six-Year Marriage Principle I've been married to Leah for twenty-six years, and it's not because I was a good dater. It's because I never stopped courting her. The pursuit didn't end at the wedding. The pursuit became the marriage. And the same thing is true for the team you lead. [00:01:53] The Bait and Switch Most of us recruit like a great date and then lead like a flat partner. We pursue a producer hard, we cast vision, we make that person feel like the most important talent in the market, and then the moment they sign, we disappear into operational mode. About three to four months in, that producer realizes the person who recruited them isn't the person they work for. They won't always say it out loud, but they feel it, and they start answering the phone when your competitor calls. [00:02:43] The Framework: The Inward Playbook Whatever makes you compelling to a recruit on the outside, take that same energy and point it inward at the people you already have. Because if we're awesome externally and average internally, we can expect to lose our people. [00:03:15] Move 1: Cast the Vision Out Loud When your team constantly hears where you're going over the next one, three, and five years, recruiting stops feeling threatening and it starts feeling necessary. They get that adding people is how the vision actually gets built. But when your team never hears the vision, recruiting feels random, like you're chasing instead of building. [00:03:52] Move 2: Court the Team You Already Have Retention isn't about perks, it's about connection. Are you having consistent one-on-ones? Do your producers feel like you understand their goals? Do they know exactly how they fit into the next phase? Take the same pursuit you'd give a brand new recruit and turn it around and give it to the producer who's been with you for three years. When people feel seen, they don't feel replaced by growth. They feel like they're part of it. [00:04:20] Move 3: Make Recruiting a Team Sport When you get seven people involved with a candidate, that candidate is 71% likely to join the organization. So bring your team into the process. Tell them the kind of person you're looking for, ask for referrals, let your best people meet the recruit. And here's what's interesting, your best people tend to attract more people just like them. That's how culture scales. [00:05:01] Move 4: Recruit Up, Never Down When you recruit the right way, it raises the level of the team, it doesn't threaten it. Back in 2015 I sat down and looked at the prior year, and anybody I'd added that year grew their business by 32% on average. Growth isn't a threat to your current team. Growth is the rising tide. So the question is never am I recruiting too much, it's am I recruiting the right people. [00:05:40] Move 5: Name It and Put It on the Calendar First, name it out loud. Tell your team the truth, that you're going to keep growing and bring in strong people, and at the same time you're committed to helping every one of them grow inside of this. That kind of transparency removes the tension, because now nothing feels hidden. Second, protect it on the calendar. You can't spend all your time recruiting and expect retention to take care of itself, and you can't spend all your time managing and expect growth to show up on its own. You need rhythms, and when those rhythms are consistent, nothing gets neglected. [00:06:27] Why It Works People don't leave because you recruited. They leave because the version of you that recruited them disappeared. We're all wired to notice when attention we used to have goes away, and that drop gets felt way more sharply than the absence of attention we never had in the first place. So when you stop courting your team, it doesn't register as neutral, it registers as loss. And that's also why involving the team lands at 71%. Belonging isn't one relationship with the leader at the top, it's a web of relationships across the whole organization, and the more threads there are, the harder it is to walk away. [00:08:02] Your Small Win Tonight Take out a piece of paper and write down three things you do during recruiting that you don't do for your current team. Maybe it's the energy you bring to the call, maybe it's how clearly you cast the vision, maybe it's just how often you reach out. Pick one and do it for a current producer before you go to bed tonight. One text, one call, one conversation. [00:08:43] Three Bigger Moves This Week Write a team-level vision that names what each of your producers personally gets out of the next three years, and share the rough draft even if it isn't perfect yet. Put three questions at the top of your next team meeting and answer them out loud before anything else, where have we been, where are we now, and where are we going. Then build yourself a one-page retention playbook, the same way you'd build a recruiting playbook, just aimed inward. Key Takeaways Recruiting and retention aren't competing priorities. They're the same skill pointed in two directions. The bait and switch isn't about pay. It's about the experience of being pursued disappearing the moment your producer signs. Cast the vision out loud and recruiting stops feeling like a threat, it starts feeling like the plan your team is part of. Get seven people involved with a candidate and they're 71% likely to join, because belonging is built on a web of relationships, not a single thread to you at the top. Recruit up, never down. Growth is the rising tide that lifts your current producers, an average of 32% in my own numbers. People feel a loss of attention far more sharply than they ever felt its absence, so staying consistent is what keeps them. You can't recruit all the time and expect retention to handle itself, or manage all the time and expect growth to show up on its own. Protect both on the calendar. If you want help building a retention playbook that lets you recruit aggressively without losing the team you've got, reach out. Visit bookrichardnow.com and grab time on my calendar, and we'll think through it together. And if you'd rather build it live, I host a biweekly working lunch where we put this kind of thing together in real time. The next one's this Friday, June 5th at 12:00 PM Eastern, and you can RSVP here. 

University of Kentucky superfan The Beasman has been rather quiet since his beloved Wildcats struck out on so many bigtime basketball recruits. But then Coach Mark Pope landed one of the biggest stars remaining in the portal and suddenly Beasman is back on the bandwagon.Cover your ears, UofL Cardinal fans. He's got a string of insults for Louisville fans that may knock them all the way back to the death penalty days of yore.

Adam ‘Webby’ Webster, basketball superfan, joins Kaz and Tubes with a basketball update, covering a big week for Tassie hoops, including a Jewels signing, local player opportunities, and changes for the JackJumpers.See omnystudio.com/listener for privacy information.

  I detta avsnitt träffar vi Göran Dahlin, VD på Pierce Group. När Göran Dahlin tog över som vd för Pierce Group sommaren 2023 befann sig bolaget i en tuff situation. Förlusterna växte, organisationen hade blivit tungrodd och stora delar av teknikplattformen behövde byggas om från grunden. I det här avsnittet berättar Göran öppet om resan tillbaka till lönsamhet. Vi pratar om varför Pierce valde att minska antalet tjänstemän med 40 procent, hur man skapar en snabbare och mer entreprenöriell organisation och vilka lärdomar som kommit ur ett av bolagets största teknikprojekt någonsin. Vi diskuterar också: • Hur Pierce Group gick från förlust till lönsamhet på två år • Varför långsamma processer ofta är ett större problem än brist på resurser • Vad som krävs för att lyckas med stora systembyten • Hur AI redan ersatt hela arbetsflöden och förändrar vardagen i bolaget • Varför logistik fortfarande är en av e-handelns viktigaste konkurrensfördelar • Expansionen till nya europeiska marknader • Amazon-satsningen och framtiden för marknadsplatser • Egna varumärken kontra externa varumärken • Hur Göran bygger team och varför han anser att rätt människor är viktigare än affärsidén Dessutom delar han sina tankar om framtidens e-handel, konsolideringen av den europeiska motorcykelmarknaden och varför Pierce Group siktar på att bli den naturliga konsolideraren i branschen. Medverkande: Göran Dahlin, VD på Pierce Group Podcastvärd: Jonny Rosengren Producent: E-commerce Recruit / E-commerce Consulting E-commerce Recruit har specialiserat sig på personal som har digital kompetens! Vi erbjuder rekrytering, executive search, konsulter och styrelserekrytering. Vi finns i hela Sverige med kontor i Stockholm, Göteborg och Malmö. E-commerce Consulting är ett konsultbolag som erbjuder tjänster såsom uthyrning av interimskonsulter, analyser av verksamheten samt rådgivning. Fokus ligger på digital kompetens och affärsutveckling.

‘Tis the season for Recruit Reflections! It's that time of year when we kick off our Recruit Reflection series once again for Season 4, sponsored by Full Out Collegiate Recruiting. We're so excited to begin with three athletes who are not only among the top Level 10 gymnasts in the country, but are also teammates at Brandy Johnson's in Florida.We are joined by Imani White, who was originally committed to Cal before ultimately switching her commitment to Mizzou. She is a four-time Level 10 National Champion, a four-time Nastia Cup qualifier, and will be headed to Mizzou this upcoming season.Jada Oliver is also here. She is committed to LSU and will join the Tigers for the 2028 season. She is the 2025 Level 10 National All-Around Champion and a two-time Nastia Cup qualifier.We also have Sofia Estrada, who will be an Oklahoma Sooner this fall and recently won a national title on vault at the 2026 Level 10 National Championships.They join us for a recruiting roundtable discussion about their experiences as highly sought-after Level 10 gymnasts, the advice they received along the way, whether they influenced one another's recruiting decisions, and more.Thank you to our monthly Patreon supporters: Lee B, Cookiemaster, Happy Girl, Erica S, Semflam, Amy C, Maria L, Becca S, Cathleen R, Faith, Kerry M, Derek H, Emily, Sharon B, MSU, Kimberly G, Lela M, Mara L, Jenna A, Alex M, Dana, Lidia, Maria P, Alicia O, Cristina K, Hayley B, Bethany J, Kentiemac, Marni S, Betny T, Emily C, Cathy D, Lisa T, Libby C, Thiago, Debbie, Taryn M, Amy M, Jamie S, Chuck C, Kaitlin, Susan P, LFC_Hokie, Ella, Kay, Julie B, Austin K, Jane, Sarah, Amy, Stephen S, Johanna T, Alison S, Alberto D, Kristina T, Abigail W, Jennifer K, Kate M, Naomi S, Claudia L, Erin L, Thomas B, Lauren D, Kihika M, Beth C, Amy, Renee PM, Ryan V, Brandon H, Okcaro, Tyler, Paola, Heather, Kate, Danielle, ALittleUnderRotated, Lacy, Dana C, Grace, Pat G, Lexi G, Laura N, Kathy, Katie A, Róisín, Megan J, Emily D, Britton, Ry Shep, Reyna G, William A, MB, Jackson G, Stella, Ulo F, Noah C, Melissa H, Alexis, William M, Susie, Leslie G, Catherine B, Laura L, Katy S, Kathy M, Kathy S, Okcaro, Caroline P, JD B, Cookiecutter, SuniFan, Caroline M, kcmojojojo, Sammy S, Fabio B, Lacie M, Sara G, Kerry H, Leah D, Margaret G, Molly, ClemsonTigersFan, Lisa B, Sarah M, Grace M, Laura A, Justin D, Jas, Kendrick C, Rich A, Ty T, Nick S, Becky E, Annsley M, Melody M, Stacey M, Erica H, Kathy, Teressa, Angela C, Bridgett C, Ashley D, Whitney J, Shelly A, Erika B, JuJu & DFP!

RWBs Joe Evans and Oren Kutnowsky join the podcast to discuss the Northstar Program. This initiative from the Grand Lodge of New York addresses the critical needs of recruitment, engagement, and retention. The program provides a structured process for bringing a man from his initial inquiry to becoming an active Brother. Learn how the best practices in the Northstar Program can provide the tools necessary to build a stronger and more vibrant Lodge.Show notes and links: Join us on Patreon. Start your FREE seven day trial to the Craftsmen Online Podcast and get instant access to our bonus content! Whether it's a one time donation or you become a Patreon Subscriber, we appreciate your support.Visit the Craftsmen Online website to learn more about our next Reading Room event, New York Masonic History, and our Masonic Education blog!Follow the Craftsmen Online Podcast on Spotify.Subscribe to the Craftsmen Online Podcast on Apple Podcasts.Follow Craftsmen Online on YouTube, hit subscribe and get notified the next time we go LIVE with a podcast recording!Yes, we're on Instagram.Get our latest announcements and important updates in your inbox with the Craftsmen Online Newsletter.Email the host, RW Michael Arce! Yes, we will read your email and may even reach out to be a guest on a future episode.Become a supporter of this podcast: https://www.spreaker.com/podcast/craftsmen-online-podcast--4822031/support.

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NASA is testing a new way to bring engineers and technologists into the agency more quickly. The idea is to move faster while still working inside federal hiring rules. Here to tell us how the program will work is NASA Chief Human Capital Officer, Kelly Elliott.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Episode 649 Schedule a one on one free coaching call, click here or visit LoanOfficerStrategyCall.com. Welcome to Loan Officer Freedom, the #1 podcast in the country for loan officers, hosted by Carl White. In this episode, Carl White sits down with Kevin Gillespie to talk about what branch managers and mortgage company leaders should be focusing on as interest rates begin creeping back up. They break down why the answer is not to panic or pull back, but instead to double down on the fundamentals that consistently drive business growth, even in shifting markets. Carl and Kevin dive into the importance of increasing prospecting activity, recruiting quality loan officers, and improving operational efficiency inside a mortgage business. They discuss why consistent conversations are still the key driver of production, how recruiting becomes easier when other companies start struggling, and why leaders must constantly evaluate expenses, systems, and staffing to stay profitable and competitive. This episode is packed with practical advice for branch managers, team leaders, and producing loan officers who want to stay ahead during changing market conditions. From prospecting strategies and recruiting conversations to cutting unnecessary costs and building a stronger organization, Carl and Kevin share real-world insights that can help mortgage professionals grow smarter, lead better, and stay profitable no matter what rates are doing. To learn more about Kevin Gillespie's leadership coaching and recruiting strategies, visit ProfitDrivenPlan.com.

Mike interviewed Blake Ruffino, the founder of the Are You Serious Sports Network, and Stephen Watson, the President of the WWII Museum. Ruffino broke down Ed Orgeron's return to LSU as an assistant on head coach Lane Kiffin's staff. Watson promoted The History Channel's new World War II series with Tom Hanks beginning on Memorial Day.

Today... Nashville-based Montrose native Erik Stucky is returning home to release his self-produced third album, Bag of Bones, with a Bluecorn show that celebrates his roots, growth and evolving folk-Americana sound. And later... Officer Riley Thompson, a recent academy graduate, has been sworn in as the newest patrol officer with the Montrose Police Department.Support the show: https://www.montrosepress.com/site/forms/subscription_services/See omnystudio.com/listener for privacy information.

The Shred is a weekly roundup of what's making headlines in the world of employment. The Shred is brought to you today by Jobcase.

CLNS Media's Taylor Kyles and SI's Mike Kadlick react to the latest news of the Patriots signing undrafted Rookie Free Agent DT Travis Shaw. The former 5-star prospect coming out of high school began his college career at North Carolina where played his first three college seasons (2022-24) before transferring to Texas for the 2025 season. The 6-foot-5, 334-pounder, has played in 50 games with one start during his college career and finished with 68 total tackles and 2 fumble recoveries. Last season at Texas, Shaw played in 13 games with one start and finished with 13 total tackles. The guys react to the signing and break down if theirs a chance maybe with right coaching staff this former 5-star prospect could sneak his way onto this Patriots Roster. Patriots Daily on CLNS Media is Powered by:

These episodes of #thePOZcast, live from Transform 2026 in Las Vegas, are proudly brought to you by our friends at PIN. AI recruiting tools that automate candidate sourcing, screening, and scheduling across 850M+ profiles. Built for recruiters, agencies, and hiring teams. Learn more and check out a demo:  https://www.pin.com/book-a-demo?via=adam-posner Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   TAKEAWAYS:  1. Full Disconnection on Leave Is a Culture Signal, Not a Personal Choice Ariana's ability to fully disconnect during five months of maternity leave wasn't just personal discipline — it was enabled by a company culture that explicitly supports and expects it. Greenhouse has a caregiver community, respects the whole person, and understands that genuine recovery and presence during leave leads to a better return. Companies that say they support leave but create implicit pressure to stay connected are signaling something important about how they see their employees. 2. Institutional Knowledge Is the Best Return-to-Work Advantage What made Ariana's return from leave smooth wasn't a structured onboarding plan — it was nearly 11 years of context. She knew the Q4 rhythms, the relationships, the unwritten rules. For companies managing returning employees, this is a reminder that the investment in long tenure pays dividends at the most vulnerable moments. 3. The Candidate Experience Has to Be Half the Product Greenhouse's mission — make hiring work for everyone — isn't just a brand statement. It's a product design imperative that extends to the job seeker experience, not just the recruiter experience. In a market that is genuinely brutal for candidates right now, companies and platforms that design for both sides of the hiring equation will win trust from both. 4. Dream Job Signals Cut Through AI-Generated Noise Greenhouse's My Greenhouse platform — which lets candidates designate companies as dream job targets and signal genuine intent once a month — is a direct response to the noise problem created by AI mass-application tools. In a world where volume no longer equals signal, deliberate intent becomes the most valuable data point in the funnel. 5. The Market Is Shifting Toward Behavioral Hiring Over Background Matching Greenhouse is redesigning its own interview architecture around specific defined behaviors — 'make good decisions fast,' 'invent the future,' 'be entrepreneurial' — rather than experience checkboxes. The implication for candidates: the ability to demonstrate how you think and decide is becoming more important than where you've worked. Portfolio career holders take note. 6. The STAR Method Is Fully Gameable — and Everyone Knows It Traditional structured behavioral interviewing was built for a world where candidates had to recall and articulate their own experiences. AI second-screen tools have made that world obsolete. Real-time answer coaching during live interviews is happening right now, at scale, and the recruiting teams that haven't redesigned their interview approach for this reality are operating on outdated assumptions. 7. AI Offense and AI Defense Is the Most Useful Interview Framework in This Series Ariana's team ran a workshop that split into two tracks: AI defense (how do we design questions that are more AI-resistant and require genuine human judgment to answer?) and AI offense (how do we explicitly screen for AI mindset, curiosity, and capability as a positive qualification?). Both are necessary. Neither alone is sufficient. This framework is immediately replicable. 8. 'How Do You Use AI Personally?' Is One of the Most Revealing Interview Questions Right Now Asking candidates how they use AI in their personal or professional lives — not to catch them using it wrong, but to surface genuine curiosity and self-direction — is becoming one of the sharpest signals available in an interview. The candidates who have been experimenting, iterating, and developing their own AI workflows are showing you something important about how they'll operate in roles that don't yet have defined playbooks. 9. Portfolio Careers Need Behavioral Framing to Land Adam's candid share about feeling 'unhirable' after 10 years running his own business is a common experience for independent professionals re-entering corporate environments. Ariana's coaching: the shift toward behavioral hiring is actually an advantage for portfolio career holders — because the behaviors that make someone successful in an entrepreneurial context (making decisions fast, inventing solutions, operating without consensus) are exactly the behaviors companies are now explicitly hiring for. 10. The Best Conference Value Is the Hallway Conversation, Not the Session Ariana didn't attend a single formal session at Transform and still left with more actionable intelligence than most attendees. The real value — for her and for the industry — is in the one- to-one conversations between practitioners comparing notes on what they're actually building and experimenting with. Conference organizers should design more space for that. Attendees should prioritize it.   CHAPTERS:  00:00 – Welcome Back: Motherhood & the Return Adam reunites with Ariana Moon — last seen 8 months pregnant — and gets the update on baby Leo, sleep training, and how a strong support village made the first year survivable. 02:30 – Taking 5 Months of Leave — Fully Disconnected What it looks like to actually step away: Greenhouse's culture of respecting leave, why full disconnection is both supported and expected, and why Ariana has zero guilt about it. 05:30 – The Timing Was Right: Checking Out During the AI Gold Rush Her leave coincided with peak AI hype saturation. Stepping away while the market worked itself out turned out to be exactly the right call. 07:30 – Coming Back After Leave: The Real Reimmersion Story How 11 years of institutional knowledge, strong internal relationships, and knowing exactly what Q4 looks like made the return smoother than it would have been for anyone else. 10:00 – What It Means to Recruit at a Recruiting Platform The unusual dual role: running a great recruiting team while also serving as a live feedback loop for the product and staying connected to how the market is evolving. 13:00 – The Candidate Experience Nobody Talks About Enough Greenhouse's mission — make hiring work for everyone — and why it has to extend beyond the recruiter to the candidate side. The market is brutal for job seekers right now. 15:30 – My Greenhouse: The Dream Job Feature How Greenhouse's B2C platform lets candidates designate dream job companies, signal genuine intent once a month, and give recruiters a quality signal in a market flooded with AI-generated noise. 18:30 – Portfolio Careers & How to Position Them Adam gets personal about feeling 'unhirable' after 10 years of entrepreneurship — and Ariana's coaching on positioning portfolio skills in a behavioral hiring market. 21:30 – Behavioral Hiring: The Shift Toward Interpersonal Skills How Greenhouse designs interviews around defined behaviors — 'make good decisions fast,' 'invent the future' — and why the shift toward behaviors over background may be the biggest structural change in recruiting right now. 24:30 – AI Killed the STAR Method. Now What? Traditional structured interviewing is fully gameable by AI second-screen tools. Ariana's team ran a workshop to directly confront this — and built something new. 27:00 – AI Offense and AI Defense: The Framework The two-part workshop: AI defense (questions that require genuine human judgment) and AI offense (explicitly testing for AI mindset and capability as a positive qualification). 30:00 – Testing for Curiosity as a Hiring Signal Why "how do you use AI personally?" is becoming one of the most revealing interview questions — surfacing genuine curiosity and self-direction rather than catching people out. 32:30 – What's Lighting Ariana Up at Transform 2026 Ariana didn't attend a single session — and that's the point. The value of Transform is the one-to-one conversations about what people are actually doing, building, and experimenting with right now. 35:00 – Connect With Ariana & the Vegas Advocate Where to find Ariana on LinkedIn — and her unexpectedly enthusiastic case for why Las Vegas is actually a great place to live.  

Miami Hurricanes land high-upside recruit Jayvon Dawson, igniting buzz about a return to classic South Florida recruiting dominance. Can this under-the-radar edge rusher become Miami's next NFL-bound defensive star? Brian Smith breaks down why Dawson, a versatile talent from Santaluces Community High School, could be a major steal despite modest rankings, and examines Mario Cristobal's evolving strategy to target local gems. Nationwide, recruiting heats up as Indiana, Florida State, Arizona State, and others score key commitments—including top-100 tackle Jake Hildebrand and quarterback Logan Flaherty. The conversation spans the impact of NIL on official visits, Clemson's exceptional hit rate with its late May recruiting weekend, and the shifting landscape in the ACC as Florida State struggles to keep pace with Miami's talent haul. Listener questions spark debate over recruiting tactics, outlandish stunts, and whether Miami could assemble the top secondary in the 2027 class. Everydayer Club If you never miss an episode, it's time to make it official. Join the Locked On Everydayer Club and get ad-free audio, access to our members-only Discord, and more — all built for our most loyal fans. Click here to learn more and join the community: https://theportal.supercast.com/ Support us by supporting our sponsors! Indeed Listeners of this show get a $75 Sponsored Job Credit to help give your job the premium placement it deserves at http://Indeed.com/podcast FanDuel Today's episode is brought to you by FanDuel. Right now new customers can bet just five dollars and get one-hundred and fifty dollars in bonus bets if your first bet wins. Visit https://FANDUEL.COM to get started — Play Your Game. FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expire in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

You've been in a growth phase and felt the pressure to add people. So you did. And then you spent the next year cleaning it up. More headcount is not more growth. Sometimes it is more complexity, more culture dilution, and more of your time fixing what should not have broken. This episode gives you a 7-part framework for growing the right way. Episode Breakdown [00:00:32] The Tension Every Intentional Leader Feels Most leaders know that adding the wrong people slows everything down. But the pressure to scale is real. This episode is built for the leader who wants to grow without sacrificing what they have already built. [00:01:15] The Core Shift: Growth Is About Output and Alignment, Not Headcount If you measure success by how many people you have added, you will make short-term decisions that hurt you long-term. Stop asking how many people you need. Start asking what kind of people you need. That question changes your entire recruiting posture. [00:01:40] Standard 1: Define Your Standard Before You Scale A lot of leaders try to figure out their culture while they are growing. That is backwards. Before you recruit, get clear on what a successful person on your team looks like, what behaviors you expect, what performance actually means, and what you will not tolerate. If that is not clear before you scale, you will fill your team with people who interpret your culture differently. [00:02:09] Standard 2: Build a Clear Recruit Avatar If you do not know exactly who you are looking for, you will convince yourself that almost anyone could work. That is where teams get bloated. Define your ideal recruit by what they produce, how they think, how they show up, and where they are in their career. The clearer the avatar, the easier it is to say no. And saying no is how you protect growth. [00:02:39] Standard 3: Focus on Productivity Per Person Most leaders add more people to increase output instead of maximizing the people they already have. Ask yourself: Are they operating at their potential? Do they have the systems, coaching, and clarity to produce at a higher level? Sometimes the fastest way to grow is not adding more people. It is getting more from the right people. [00:03:06] Standard 4: Recruit Fewer, Better Instead of adding five average people, what would it look like to add one high performer who aligns with your vision? Average hires create maintenance. Great hires create momentum. That one person can raise your standards and attract others like them. [00:03:26] Standard 5: Protect Your Culture at All Costs Every person you add either strengthens your culture or weakens it. There is no neutral. Before you bring someone on, ask: Will this person raise the standard? Will they make the team better, not just bigger? If the answer is unclear, that is your answer. [00:03:49] Standard 6: Align Growth With Vision Without a clear vision, growth becomes reactive. You hire when you feel pressure, when you feel behind, when you get excited. When you have a vision, you hire with intention. You know where you are going, you know who you need to get there, and you are willing to wait for the right fit. That is disciplined growth. [00:04:10] The Hard Truth About Fast Growth Not growing fast enough is frustrating. Growing the wrong way is expensive. It costs you time, energy, culture, and sometimes your best people. Do not confuse activity with progress. Real growth is measured by alignment, output, and sustainability. [00:04:35] Your Challenge This Week Look at your current top performers. What do they have in common? How can you find more people like them? Then look at your recruiting pipeline. Are you filling it with the right people or just available people? That clarity alone will change how you grow. Key Takeaways Growth is about output and alignment, not headcount. Measuring success by people added leads to short-term decisions with long-term costs. Define your culture standard before you recruit, not while you recruit. Ambiguity at the standard level creates chaos at the team level. A clear recruit avatar makes it easier to say no. Saying no is how you protect growth. Maximize your current team before adding to it. Sometimes the fastest path to more output is developing who you already have. Average hires create maintenance. Great hires create momentum. Recruit fewer, better. Every new hire either strengthens or weakens your culture. There is no neutral addition. Vision-driven leaders hire with intention. Reactive leaders hire with pressure. Know where you are going before you add someone to the journey. If you want help defining your ideal recruit profile and building a growth strategy focused on quality over quantity, let's talk. Visit bookrichardnow.com and grab time on my calendar. We will walk through how to identify who belongs on your team, how to build the avatar that filters out the wrong fits, and how to grow in a way that makes your team stronger, not just bigger.

If your recruiting strategy relies on commission comparisons, you're competing in the wrong race. In this episode, Brian Icenhower breaks down the patient, coaching-based system that's helping broker/owners and team leaders recruit experienced agents consistently — without ever leading with a pitch. In this episode, you'll learn: Why experienced agents require a completely different recruiting approach than new or low-producing agents How to treat your recruiting pipeline like a sphere of influence — and why patience is your biggest competitive advantage The complete 4-step needs analysis framework: past, present, future pleasure, and future pain How ICT's Agent Management Portal (AMP) is being used as a hands-on recruiting tool to demonstrate real coaching value Which courses our clients use most to build trust with prospects — including DISC, SOI, Geographic Farming, and Team Lead Management How to run live office training sessions that invite recruiting prospects in and show them what they're missing Why the goal of early recruiting appointments is not to get agents to move — it's to get them into your funnel About Brian Icenhower Brian Icenhower is the founder of Icenhower Coaching & Training (ICT), one of the leading real estate coaching organizations in North America. A former broker/owner who managed brokerages of 400–500 agents, Brian now coaches team leaders, broker/owners, and top-producing agents on the systems and strategies that drive sustained growth. Subscribe to The Brian Icenhower Podcast on Apple Podcasts, Spotify, or wherever you listen.

The 8am hour of Monday's Mac & Cube started off with the question of the magazine you wish you were featured in & whether or not we should expand to 24-teams; then, Josh Pate, alleged future Commissioner of College Football, tells us why the bipartisan bill is the one thing you should be paying attention to, why a 24-team Playoff isn't the best way to help out CFB, why "meaningful games" & "meaningless bowl games" are being completely misused, and what LSU will be in 2026; and finally, Auburn snags a massive commit in Layton von Brandt. "McElroy & Cubelic In The Morning" airs 7am-10am weekdays on WJOX-94.5!See omnystudio.com/listener for privacy information.

Tabor Academy (MA) Quarterback, Peter Bourque, announced his commitment to the Hokies over Georgia. This addition catapults Virginia Tech to the 16th-ranked class for the 2027 class.

Send us Fan MailWhat do college coaches really look for when they walk up to a field and why do so many talented players are losing out on opportunities? We talk with Ray Birmingham, the winningest coach in University of New Mexico and WAC history and a longtime builder of winning programs, about the traits that separate good from great when the pressure rises and the season drags on.Ray breaks down how he builds culture with an entrepreneur mindset: doing more with less, earning buy in, and protecting the clubhouse from “me guys” who can wreck a team. From recruiting conversations to everyday habits, he explains why competitiveness, character, and being the same player in May that you were in February matters more than a flashy line against bad pitching. If you coach high school baseball, travel ball, junior college, or college baseball, these are the tells you can actually use.We also get deep into hitting philosophy and player development. Ray shares why he teaches a short swing, why many hitters are overcoached, and how angle hitting with machines can train plate coverage on the edges where great pitchers live. He makes the case for the junior college baseball path as a development accelerator, then caps it off with a story that perfectly captures baseball grit and chaos.If you got value from this one, subscribe, share it with a coach or parent, and leave a review so more baseball coaches can find the show.Support the showFollow:  X | Instagram @Athlete1Podcast Website - https://www.athlete1.netSponsor: The Netting Professionalshttps://www.nettingpros.com

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The Notre Dame Fighting Irish surge up the recruiting rankings with the commitment of elite offensive tackle Oluwasemilore Olubobola—can Marcus Freeman's squad secure the nation's No. 1 class? Babola, a 6'6”, 300-pound powerhouse with an 85-inch wingspan, brings rare athleticism, power, blocking savvy, and versatility to the Irish, solidifying Notre Dame's reputation as an offensive line factory. Recruiting analyst Brian Smith highlights the program's remarkable four-year run of top-tier line prospects, including Anthonie Knapp, Guerby Lambert, and Grayson McKeogh, and breaks down how balanced, lineman-driven recruiting propels Notre Dame alongside national contenders like Georgia and Miami. Key topics include prospect rankings, position flexibility, and the strategy behind NIL investments. With 15 commits already in the fold and a focus on building from the trenches, can Notre Dame maintain momentum and finish with a top-three class? Tune in for a comprehensive look at what's fueling the Irish's modern recruiting dominance. Everydayer Club If you never miss an episode, it's time to make it official. Join the Locked On Everydayer Club and get ad-free audio, access to our members-only Discord, and more — all built for our most loyal fans. Click here to learn more and join the community: https://theportal.supercast.com/ Support us by supporting our sponsors! Indeed Listeners of this show get a $75 Sponsored Job Credit to help give your job the premium placement it deserves at http://Indeed.com/podcast Rocket Money Let Rocket Money help you reach your financial goals faster. Join at https://RocketMoney.com/LOCKEDON. Wayfair Head to https://Wayfair.com right now to shop all things home. Wayfair. Every style. Every home. FanDuel Today's episode is brought to you by FanDuel. Right now new customers can bet just five dollars and get one-hundred and fifty dollars in bonus bets if your first bet wins. Visit https://FANDUEL.COM to get started — Play Your Game. FANDUEL DISCLAIMER: 21+ in select states. First online real money wager only. Bonus issued as nonwithdrawable free bets that expires in 14 days. Restrictions apply. See terms at sportsbook.fanduel.com. Gambling Problem? Call 1-800-GAMBLER or visit FanDuel.com/RG (CO, IA, MD, MI, NJ, PA, IL, VA, WV), 1-800-NEXT-STEP or text NEXTSTEP to 53342 (AZ), 1-888-789-7777 or visit ccpg.org/chat (CT), 1-800-9-WITH-IT (IN), 1-800-522-4700 (WY, KS) or visit ksgamblinghelp.com (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN) (KS), 1-877-770-STOP (LA), 1-877-8-HOPENY or text HOPENY (467369) (NY), TN REDLINE 1-800-889-9789 (TN) Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

You have a producer in your network who is doing well. Making money. Stable. From the outside, everything looks fine. But you know something is off. They are comfortable, but they are not fulfilled. And if you approach them the same way you would approach someone who is struggling, you will lose them every time. This episode breaks down exactly how to reach them. Episode Breakdown [00:00:32] Why This Recruit Type Is Different Comfortable but unfulfilled producers are not motivated by urgency. They are not looking to be rescued. They are thinking about growth, legacy, and whether this is all there is. The recruiting approach that works for a struggling producer will push this person away. [00:01:06] Principle 1: Understand Their Psychology These recruits feel the gap between where they are and what is possible, even if they never say it out loud. You cannot recruit them by attacking their current situation. You recruit them by expanding their future. [00:01:40] Principle 2: Stop Leading With Improvement Better comp, better support, better structure only resonates with someone in pain. A comfortable producer hears that and thinks: I am already doing well. Shift from "here is how we improve your situation" to "let's talk about what is possible beyond what you have already built." [00:02:05] Principle 3: Ask Better Questions Surface questions get surface answers. "Are you happy?" ends the conversation. Better questions open it: What does the next chapter look like? What would challenge you again? Where have you plateaued even when things are going well? Thinking is what creates movement. [00:02:41] Principle 4: Create Tension Without Pressure You are not trying to make them dissatisfied. You are helping them become aware. Try this: "You have clearly built something strong. Most people never get to where you are. The question I always ask is: is this the ceiling or just the current chapter?" You did not push them. You invited them. [00:03:00] Principle 5: Show a Path They Cannot Build Alone High producers believe in themselves. If what you offer looks like something they could recreate on their own, it will not stand out. Show them something bigger: a platform, a vision, a leadership opportunity, a level of scale that requires alignment, not just effort. [00:03:28] Principle 6: Give Them Space This is where most leaders lose comfortable producers. They feel interest and push too fast. These recruits move slower, think longer, and evaluate more deeply. Pressure creates distance. Consistency creates trust. [00:03:51] Principle 7: Play the Long Game Their trigger is not urgency. It is realization. You may have a great conversation today and not see movement for six months. When that realization comes, they will remember who helped them think differently. Make sure that person is you. [00:04:09] The Role Shift Stop thinking of yourself as a closer or a persuader. You are a guide. Help them see what is next, think bigger, and recognize the gap between comfort and fulfillment. When that gap becomes clear enough, movement happens naturally. Key Takeaways Comfort does not mean fulfillment. High producers can be performing and still feel the gap between where they are and what is possible. Expansion beats improvement. Do not talk about what is better. Talk about what is next. Better questions drive movement. Surface questions end conversations. Deeper questions open them. Tension without pressure is a leadership skill. Invite awareness. Do not create dissatisfaction. Show a path they cannot walk alone. Vision, platform, and scale are what capture a confident producer's attention. Space is a strategy. These recruits move slower. Consistency over time wins more than urgency ever will. Their trigger is realization, not urgency. Play the long game and stay present. Call to Action If you want help building conversations that actually reach high-level producers without creating pressure, let's talk. Visit bookrichardnow.com and grab a time on my calendar. We will walk through how to structure recruiting conversations for the most valuable people in your market.

Thursday Hour 2: Parents at youth sports, top 100 recruit Donovan Davis commits in Ames & Faceoff

Want to know your English level? Take our ⁠free English-level quiz⁠ here to find out what your current English level is.  Do you love All Ears English?  Try our other podcasts here: ⁠Business English Podcast⁠: Improve your Business English with 3 episodes per week, featuring Lindsay, Michelle, and Aubrey ⁠IELTS Energy Podcast⁠: Learn IELTS from a former Examiner and achieve your Band 7 or higher, featuring Lindsay McMahon and Aubrey Carter with Jessica Beck in previous episodes Visit our website⁠ ⁠⁠here⁠ or ⁠https://lnk.to/website-sn⁠ If you love this podcast, hit the follow button now so that you don't miss five fresh and fun episodes every single week.  Don't forget to leave us a review wherever you listen to the show. Send your English question or episode topic idea to support@allearsenglish.com Learn more about your ad choices. Visit podcastchoices.com/adchoices

Jordan, Ben, and Kipp recap their spring breakout teams, discuss the latest on the recruiting front for Georgia, conduct another edition of Predict A Commit with a twist, react to Kirby Smart's comments about the Big Ten, welcome on Olivia Sayer to talk Georgia baseball, and close things out with some UGA hoops. JOIN THE JUNKYARD FOR 50% OFF: https://secure.247sports.com/college/georgia/join/?promo=QUCKLINKS SUBSCRIBE TO OUR YOUTUBE CHANNEL: https://www.youtube.com/channel/UCCke_-4m6jjwl-ybtQa16vA #247Sports #Dawgs247 #GeorgiaFootball Follow our hosts on Twitter: @JordanDavisHill, @KippLAdams and @BenjaminWolk AUDIO ‘Junkyard Dawgcast' is available on Apple Podcasts, Spotify, Stitcher, Google Podcasts and wherever else you listen to podcasts.  -LEAVE a 5-star review on Apple Podcasts: https://podcasts.apple.com/us/podcast/junkyard-dawgcast-a-georgia-bulldogs-football-podcast/id1469433026 -STREAM on Spotify: https://open.spotify.com/show/7rLURgz1CymFTtgaiygv8Y?si=ca4bee77c8244320 -FOLLOW on Stitcher: https://www.stitcher.com/show/junkyar... -Follow on Google Podcasts: https://podcasts.google.com/feed/aHR0... WEBSITE -READ our content from Dawgs247: http://dawgs247.com/ SOCIAL MEDIA -FOLLOW Dawgs247 on Twitter: https://twitter.com/dawgs247 -FOLLOW Dawgs247 on TikTok: https://www.tiktok.com/@dawgs2471 To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Florida hasn't landed two top-150 offensive linemen in the same class since 2012 — and Trautwein might not be done yet. We break down the recruiting philosophy shift under Sumrall, the QB investment debate, and why the Gators are finally building from the inside out. Plus, the five-star and four-star OL targets still in play for 2027. Sign up for PrizePicks with code: HMA and get $50 in lineups instantly when you play your first $5+ lineup! https://link.prizepicks.com/LME0/GATORS #FloridaGators #GatorsFootball #SECFootball #CollegeFootball #GatorsBreakdown #GoGators #CFB #FloridaGatorsFootball JOIN Gators Breakdown Plus: https://gatorsbreakdownplus.com Gators Breakdown Merch: https://gatorsbreakdown.printful.me Get Florida Gators merch at Fanatics: https://fanatics.93n6tx.net/DVYxja Questions or comments? Send them to gatorsbreakdown@gmail.com Learn more about your ad choices. Visit megaphone.fm/adchoices