Podcasts about recruiters

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Is a hidden LinkedIn setting making you look disorganized to recruiters?In this episode, I show you the LinkedIn setting that quietly pulls messy CV text into your profile in the LinkedIn Recruiter view, and makes you look less professional than you really are.If you have carefully curated your LinkedIn profile for job searching, you might be shocked to learn that recruiters often see a completely different version inside LinkedIn Recruiter. In this quick walkthrough, I show you exactly what is happening and how to switch it off.In this episode you will learn:How your public LinkedIn profile can look clean while your recruiter view is a wall of textWhat the “Enhanced by resume” label means in LinkedIn's hiring toolsHow old CVs from “Easy Apply” can secretly overwrite your carefully edited experience sectionWhy this makes you look disorganised and less clear than you really areWhere to find the “Share resume data with hirers” setting in LinkedInHow to turn off resume data sharing and remove old CVs from your profile settingsWhy it is smart to review your LinkedIn data and AI settings regularlyIf you would like another pair of eyes on how recruiters see your profile, you can share it in my community, and I can check it from the LinkedIn Recruiter side.If you found this helpful, subscribe for more smart LinkedIn and job search tips, and stay tuned for my next episode on using AI intelligently in your job search.Learn more about the Collaboratory Career Hub community and access our free resources:Join our Skool CommunityTake the Free 7-day Interview Sprint ChallengeCheck out our sister podcast: Building BiotechsSend Carina a connection request on LinkedIn!Stay connected with us:

One of the skills that so many professionals could be so much better at with such little work is relationships with executive recruiters. The fact is, recruiters play important roles in corporate life, more today than they ever have before, and not just at executive levels. This is particularly true in the technology space.

Why do some recruitment founders build seven-figure businesses while others plateau despite working just as hard? My guest, Ollie Scott, discovered growth doesn't come from hustle alone. It comes from strategic bets. Ollie is the founder of Unknown, a talent growth consultancy that's worked with over 500 brands including Nike, Apple, and Disney. Six years ago, he started with £13,000 on a credit card and one mission: build the opposite of every recruitment company he'd ever seen. In this episode, Ollie shares his journey from rebellion to revenue. You'll hear why differentiation always beats trying to be the best, how scaling from 8 to 18 people nearly destroyed his business, and the three strategic bets he used to rebuild. You'll Learn: • Why trying to be the “best” agency is a losing strategy • How Unknown defined a point of view clients cared about • What went wrong scaling from 8 to 18 people • Why profit is the safety net that enables innovation • How to build a productized recruitment offering • Why freelance talent pools are the future of recurring revenue • How recruiters can monetise M&A intelligence • How to price buy-side advisory at six-figure fees Episode Timestamps: [4:05] Selling suits to James Caan's recruitment firm [10:23] Launching Unknown with £13,000 on a credit card [15:36] Naming strategy and brand distinctiveness [18:26] Writing a breakup letter to recruitment companies [21:44] Why rebellion works early but can't scale [36:36] Productizing around three ICPs [44:03] Scaling to 18 people destroyed profit margins [48:34] Profit as psychological safety [53:20] Building recurring revenue through freelance talent pools [58:25] Why recruiters have more M&A intelligence than M&A firms Guest Bio: Ollie Scott is the founder of Unknown, a £3 million talent growth consultancy specialising in the global creative industry. Before launching Unknown, Ollie spent six years at Gemini People, joining the board in his early twenties. Unknown now operates across executive search, freelance talent pools, and M&A advisory for creative agencies. Connect with Ollie: LinkedIn: Ollie Scott Website: unknown.media Connect with Mark: recruitmentcoach.com/strategy-session linkedin.com/in/markwhitby Instagram: @RecruitmentCoach

Episode Notes What happens when a recruiter decides to break the mold and bring job opportunities straight to TikTok? In this episode of Talent Experience Live, we sit down with Mollie Stopher to explore how she's using her personal TikTok to connect with job seekers in a way that's authentic, engaging, and refreshingly human. From blending her personal and professional life online to surprising success stories and lessons learned, Mollie opens up about what it really takes to build trust and spark interest on a platform where attention spans are fleeting. Tune in to hear why Mollie believes personal branding is the future of recruiting, how she balances transparency with professionalism, and what she's learned about showing up as her true self — even when the trolls come knocking. Whether you're a recruiter, a hiring manager, or just TikTok-curious, you'll walk away with real-world inspiration and practical tips for turning social platforms into powerful talent pipelines. **

We're excited to kick off our 3 part Recruiter series!Do you wonder what recruiters do all day? How do they find candidates? Or even choose which ones to call?Do they even know the role they're working on?Join Jason Hopper & guest host Scott Butnick when they discuss a day in the life of a recruiter!You'll learn insight to how recruiters work, how busy they are, and why they ask so many questions!

We're back with part 2 of our Recruiter series!Sometimes relationships are cloudy, and you're not sure what to expect.This happens with job search as well.Join Jason Hopper & guest host Scott Butnick when they discuss what to expect from a recruiter!You'll learn how recruiters match candidates to jobs, why they should be prepping you, and what goes on during the offer stage of the process.

Wo finden Recruiter:innen Rat, wenn sie fachliche Unterstützung brauchen?Die beste Anlaufstelle ist wahrscheinlich ein HR-Community-Treffen, wie Podcastgast Linh sie mit ihrem HR Collective organisiert.Denn wer könnte bei Fragen zur … Einschätzung von Bewerber:innen Weiterentwicklung im HR-Bereich Unternehmenskultur zu schwierigen Verhandlungen mit wechselwilligen Mitarbeiter:innen oder zu KI-Tools fürs Recruiting… besser unterstützen als Kolleg:innen, die selbst schon ähnliche Situationen erlebt haben?Und wenn gerade kein persönlicher Austausch möglich ist, lohnt sich ein Blick in den Subreddit r/humanresources.Dort hat Host Lisa die dringendsten Fragen der HR-Community gesammelt, um Linh im Podcast nach ihrem Rat zu fragen.Höre jetzt rein und hol dir ihre Tipps: 00:00–02:28 Was bisher geschah: Seit Linhs erstem Auftritt im Recruiting Talk ist viel passiert. 02:29–03:17 Das Thema heute: Fragen von HR an HR – die Community hilft! 03:18–10:19 Bewertung von Bewerber:innen: „Manchmal sitze ich nach dem Vorstellungsgespräch ratlos da …” 10:20–16:25 Was sind die wichtigsten Fähigkeiten für HR Manager:innen? 16:26–25:32 Unternehmenskultur, Teamwork, Alignment – geht das auch remote? 25:33–30:52 Mitarbeiter:in gehen lassen oder verhandeln? Das ist hier die Frage. 30:53–37:39 KI im Bewerbungsgespräch: Top oder Flop? 37:40–42:28 Das bewegt Reddit. Was bewegt die HRC-Community?Die Extra-Dosis Recruiting-WissenHole dir noch mehr Insights zu den Themen im Podcast: Personalauswahl: So geht's! KI im Recruiting: künstliche Intelligenz gezielt einsetzen Unternehmenskultur gestalten: hybrid, remote, vor Ort Besuche die Website vom HR Collective: hrcollective.chWorkwise ist der Recruiting-Partner für kleine und mittlere Unternehmen.Wir unterstützen dich bei der Optimierung und Vermarktung deiner Jobangebote auf 350+ Kanälen.‍Derzeit hilft Workwise über 2.000 Unternehmen dabei, passende Fachkräfte zu finden. Sei 2.001 und werde zu unserer nächsten Erfolgsgeschichte

In this Climate Careers Series episode from Voiz Academy, we sit down with Quentin Klein, Principal Consultant- cleantech and decarbonization at Acre, an executive search firm focused purely on sustainability and clean tech.Quentin shares his non-linear journey from mechanical engineering and R&D into technical recruitment, and what years of hiring across grid modernization, microgrids, hydrogen, carbon capture, and other industrial decarbonization technologies have taught him about what it really takes to get hired in climate tech.We dive into:What hiring managers in clean tech are actually looking forWhy non-traditional and “windy” paths into climate are the norm, not the exceptionHow to make your resume stand out (and why you should treat every JD as a problem statement)Practical networking strategies that go beyond “spray and pray” applicationsHow AI is reshaping both the products climate companies build and the skills they expect from talentWhat it's really like working in high-octane climate tech startups—culture, expectations, and resilienceWe also share how Voiz Academy's online climate upskilling platform and Design your Climate Career program help professionals translate their existing skills into climate roles and build a confident, compelling career story.If you're serious about landing your first or next role in climate tech—and want an honest look at how recruiters think—this episode is for you.

Filip De Geijter, CEO van Actonomy, zag matching en AI al werken toen de rest van de markt nog sceptisch was. Nu ChatGPT de wereld heeft veroverd, kijkt hij kritisch naar de AI-hype in recruitment. "Recruiters lijken sinds 2022 plots niet meer te weten hoe ze een vacature moeten schrijven."

Adam and Michael are once again joined by former Port Adeialde recruiter in their premiership era - Craig Coombes - who gives us his top 10 for the upcoming 2025 AFL Draft. Hosted on Acast. See acast.com/privacy for more information.

Anthony Hartman spent almost three decades in the military with the latter half of his career as an Army recruiter. In this episode, Hartman shares recruiting tips that you can use to have more luck finding and hiring talent similar to what he used recruiting for the United States Army.  

What if your entire market has fewer than 100 LOs? Is hiring a recruiter still worth it? In this episode of Recruiting Conversations, I walk through the exact framework for determining whether a recruiter is the right move in a small market. I cover the systems, mindset, math, and sequencing that make it work, and share a real-world story of one leader who turned 85 LOs into 9 hires in 12 months. This isn't about headcount. It's about mastery, clarity, and building a system that multiplies your time. Episode Breakdown [00:00] The Question – Is it worth hiring a recruiter if I only have 70 to 100 loan officers in my area? [01:00] Why Market Size Is the Wrong Lens – It's not how many LOs exist, it's how many are aligned and how strong your system is [02:00] Visibility vs. True Recruiting – Reaching out once is not recruiting. You need consistent, structured engagement [02:30] Real Story: Midwest Leader With 85 LOs – After mapping the market, he realized very few LOs had received consistent value or follow-up [03:30] Question 1: Is Recruiting a Top 3 Priority? – If not, a recruiter becomes an admin, not a multiplier [04:00] Question 2: Do You Have a System? – CRM, avatar, cadence, scripting, follow-up, all must be in place before hiring [04:45] Question 3: Are You Recruiting for Fit or Volume? – In small markets, alignment is more important than raw production [05:20] Question 4: Can You Tell a Clear Story? – If your recruiter can't communicate your value clearly, you'll lose to comp-focused competitors [06:00] The Math That Makes It Work 3 key hires = $60K/month revenue $720K annually More than enough to justify the hire [06:30] What a Recruiter Should Be – Not a cold caller, but a connector who runs value plays and books warm calls [07:00] When to Delay the Hire – If your system is messy or undefined, wait. Build first. Then hire [07:30] Real Results – The Midwest leader built a system first, hired a recruiter second, and scaled to 9 hires in a "too small" market [08:00] Action Steps Build a clean LO list Document your recruiting message Create a 90-day value-add follow-up plan Prove it works Hire a recruiter to run the top of funnel [09:30] Closing Thought – You don't need more market. You need more mastery. Strategy wins, not size Key Takeaways It's Not About Market Size. It's About Market Mastery – A recruiter in a small market works if the system is already built Recruiting Must Be a Top Priority – No hire can replace your ownership of the vision Build First, Hire Second – Document your message, process, and rhythms before bringing someone in Focus on Alignment Over Volume – In a small market, values and vision matter more than raw numbers Your Story Wins the Game – When your message is clear, your recruiter becomes a magnet, not a salesperson A small market doesn't limit your impact. Lack of clarity does. Build the system. Then scale it with the right partner. Want help building your recruiting system so a recruiter can multiply it? Subscribe to my weekly email at 4crecruiting.com or book a strategy session at bookrichardnow.com. Let's help you win in any market no matter if it's big or small.

Recruiting in real estate is often misunderstood — especially when it comes to attracting high-producing agents. In this episode, Brian Icenhower breaks down what it really takes to train an effective recruiter and why most fail over time. You'll learn why “shark tactics” poison the well, how patience and consistent appointments drive success, and why recruiting top producers is as much about coaching as it is about leadership. Brian shares his proven Recruit Pipeline System, explains why retention and culture must be production-centric (not just “family-oriented”), and reveals how to transform recruiters into the most valuable people in your organization. What You'll Learn in This Episode: Why most recruiters only succeed with new licensees — and why that's not enough How “poisoning the well” kills your ability to get appointments with top producers The importance of patience and consistency: tracking appointments for 6–12 months Why recruiting is less about selling and more about listening, diagnosing, and adding value How to build a production-centric culture that attracts and retains top talent The role of the Recruit Pipeline in tracking progress, identifying needs, and moving prospects toward joining Why the best recruiters also become the best coaches — and how to train yours to do both If you're a broker, team leader, or manager looking to grow agent count and profitability without burning bridges, this episode will show you the mindset, systems, and accountability needed to build a world-class recruiting process.   Book a FREE coaching call: http://CoachCallFree.com Enroll in our online courses: http://www.IcenhowerInstitute.com Sign up for coaching: http://www.IcenhowerCoaching.com Sign up for an Agent Management Portal: http://AgentManagementPortal.com Join the fastest growing Facebook Group for Top Producers: https://www.facebook.com/groups/REagentRoundTable

If you work in recruitment, lead a team, or run an agency, this is an episode you can't afford to skip. In this conversation, we sit down with Hishem Azzouz - Host of the Recruitment Mentors Podcast, and creator of Hector, the training platform helping recruitment teams build consistency, structure, and high performance. With thousands of hours spent interviewing top billers, agency founders, and industry leaders, Hishem has seen one thing clearly: The best recruitment leaders don't just hire great recruiters - they build them. In this episode, we break down: • Why inconsistency is the silent killer inside recruitment teams • The #1 skill gap holding recruiters back (and how to fix it) • How to build performance habits that actually stick • What great recruitment leaders do differently • Why sales strategy matters more than tools • How to create a culture where people want to perform • The realities of scaling an agency in today's market • Hishem's entrepreneurial lessons building Hector & Recruitment Mentors Whether you're a recruiter, a team lead, a founder, or someone who hires recruitment agencies, this episode will change how you think about performance, accountability, and leadership in our industry. If you enjoy this conversation, check out Hishem's own channel: Recruitment Mentors Podcast - one of the leading platforms for recruiter growth, mindset, and leadership content.

Stand Out from the Pile: Using Your Experience to Win Over Trucking Recruiters Want to rise to the top of the recruiter's list? In this episode of The Lead Pedal Podcast, Bruce Outridge shares insider tips on how truck drivers can impress recruiters and use their experience to stand out in a crowded job market. Learn what hiring managers are really looking for, how to present your driving record, and how to make your resume and attitude work for you. Whether you're a new driver or a seasoned pro, these strategies will help you land that next great trucking job faster. This episode is sponsored by Bison Transport with many opportunities for truck drivers in their fleet across Canada. At Bison – they put Safety First Bison's "Right to Decide" Policy gives every Driver their ultimate protection. Drivers make the final decision if it is safe to drive and Bison actively encourages Driver's use of this policy.    You can learn more about Bison and the opportunities available at www.bisondriving.com   or call 1-800-527-5781 @BisonTransport #bisontransport   This episode is also sponsored by Ontario Truck Driving School has a number of courses to help you be successful when starting a career in transportation from heavy equipment to over the road trucking. You can learn more about starting your career at www.otds.com   This episode is sponsored by Rosedale Transport offering career opportunities for truck drivers with their large network. You can learn more at www.rosedalegroup.com   About the Podcast The Lead Pedal Podcast for Truck Drivers helps truck drivers improve their truck driving careers, trucking businesses as owner operators, CDL skills, find trucking jobs, and offer trucking tips. Learn about the trucking benefits and salaries as a professional truck driver through interviews and tips related to the North American Trucking Industry. The Lead Pedal Podcast is a Canadian based trucking podcast focused on trucking in Canada. LISTEN TO THE PODCAST- The show is available at www.theleadpedalpodcast.com , Apple Podcasts, Spotify, iHeartradio, SoundCloud, and other popular podcast platforms. Thanks for listening JOIN THE LEAD PEDAL PODCAST FAN CLUB  www.LeadPedalFanClub.com  LISTEN TO LEAD PEDAL RADIO at www.LeadPedalRadio.com  The Lead Pedal Podcast for Truck Drivers talks all things trucking for people in the transportation industry helping them improve their business and careers. Interviews with industry professionals and truck drivers, trucking information, and other features on the industry are meant to be helpful for truck drivers and those in transportation. The Lead Pedal Podcast for Truck Drivers has main episodes released every Monday, Wednesday, and Friday with bonus material on other days. You can learn more about the host and show on our website and make sure to SUBSCRIBE to the show on your favourite podcast platform. www.theleadpedalpodcast.com  What does The Lead Pedal Podcast mean? The Lead (pronounced - Led) stands for acceleration or fast-track of your career or business. It is a play on words and we certainly are not here promoting speeding in the industry. We are hoping this information will help you become a professional driver faster than if you didn't know about many of these topics. Are you enjoying the show? If so we would appreciate you leaving us a rating and review on your favourite podcast platform. www.theleadpedalpodcast.com  Join The Lead Pedal Fan Club where are loyal fans get first chance at specials, discounts on merchandise and much more.The club is free to join and you can learn more at www.theleadpedalfanclub.com   

Most recruiters don't lose clients because of price - they lose them because of a missing skill that no one in the industry talks about. In this sneak peek from our conversation with Hishem Azzouz, from The Recruitment Mentors Podcast and we break down the real reason performance drops, pipelines dry up, and client relationships fall apart. If you work in recruitment, lead a team, or you're responsible for Business Development, this short edit will hit home. Don't get left behind. Full episode with Hishem drops soon - subscribe so you don't miss it. #Recruitment #RecruitmentLife #RecruiterTips #RecruitmentAgency #BDTips #RecruiterTraining #RecruitmentPodcast #SalesStrategy #RecruitmentSkills #RecruiterLife

Episode 136 How do recruiters stay relevant in a gigafied labour market? #recruitmentnews

Trecentocinquantacinquesima puntata della trasmissione "Generazioni Mobili" di Radio 24, il primo "passaporto radiofonico valido per l'espatrio".ON AIR: su Radio 24 tutti i sabati dalle 14 alle 14.15, in versione "Express"IN PODCAST: sulle piattaforme di Radio 24 / Spotify / Apple Music / Amazon Music... e tante altre, in versione "Extralarge"In questa puntata:- Osvaldo Danzi, Recruiter per SCR Consulenza, snocciola alcune delle offerte di rientro più appetibili per professionisti intenzionati a tornare nella Penisola, nell'ottica di una "circolazione dei cervelli" - all'interno della rubrica Toolbox;- Federico Fanelli, imprenditore italiano 33enne attivo in Giappone nel commercio online dei vini della Penisola, ci spiega come avviare un progetto di impresa nel Paese del Sol Levante, superando gli ostacoli di lingua e culturali - ospite in onda Davide Fantoni, segretario generale della Camera di Commercio Italiana in Giappone;- Eures Italia ci aggiorna sulle prossime opportunità e selezioni per lavorare in Europa;- nella rubrica "Expats Social Club" vi parliamo di un nuovo network di professionisti italiani all'estero, che si pone l'obiettivo concreto di strutturare connessioni e fare network tra i nostri expats. Ci racconta tutto Alberto Vaccari, founder di Italian Professional Network (IPN).CONNETTITI CON "GENERAZIONI MOBILI"Studiate/lavorate/siete imprenditori all'estero? Siete junior o senior? Avete una storia da raccontare e consigli preziosi da dare per cogliere opportunità oltreconfine, sfruttando le occasioni di mobilità internazionale? Scrivete a: generazionimobili@radio24.itOppure, avete domande da porre su come studiare/fare stage/lavorare/avviare start-up all'estero? Inviatele a: generazionimobili@radio24.itInfine, avete un sito/blog all'estero, nel quale fornite consigli pratici su come trasferirsi nel vostro attuale Paese di residenza? O avete scritto un libro su questo tema? Segnalateci tutto, sempre a: generazionimobili@radio24.it

One of the skills that so many professionals could be so much better at with such little work is relationships with executive recruiters. The fact is, recruiters play important roles in corporate life, more today than they ever have before, and not just at executive levels. This is particularly true in the technology space.

If you've looked through job ads recently, you've probably noticed a number that are from Australian recruiters. A scan of Trade Me shows Australians recruiting for carpenters, civil engineers and air conditioning technicians.Money correspondent Susan Edmunds spoke to Ingrid Hipkiss.

What happens when a $900K-a-year recruiter decides to stop building for others—and builds her own AI product instead? Jessica Oliver didn't have a tech background. No coding degree. No startup team. But that didn't stop her from vibe coding her own SaaS platform for government contracting—all while running her recruiting business and raising three kids. This episode is a masterclass for recruiters ready to go beyond placements and build something bigger. Free Trial of Juicebox and its AI Agents one of Jessica's favorite tools: https://juicebox.ai/?via=b6912d

Let's be honest - interviews suck.But you can't suck at them.In this episode I break down what your next interview as a junior developer will LIKELY include.Your mileage will vary.Grab the interview guide below which includes a playback of a live event that Parsity recently hosted and a ton of resources: https://brianjenney.substack.com/p/the-junior-dev-interview-guideSend us a textShameless Plugs

Jordan Shlosberg: Why agency recruiters will win (and internal TA won't)Jordan Shlosberg runs Atlas CRM—the fastest-growing, AI-native recruitment platform in the world.Thousands of recruiters use his technology every day. Real-time data. Real billings. Real problems being solved.If anyone knows what's actually working with AI in recruitment, it's him."Internal talent teams have a lot to worry about. Agency recruiters? There's a renaissance coming."Here's why:Agency recruiters have years of candidate conversations. Reference calls. Market knowledge built through relationships. The ability to cut through 1,500 AI-generated applications with actual insight.Internal TA has a resume. Sometimes a screening call. That's it.But here's the problem: agency recruitment only represents 7-8% of all hires in Europe.We could grow our share massively. Or we could shrink into irrelevance.The difference? How quickly we become AI-literate.This week on The RAG Podcast, Jordan and I go deep on what's actually happening in recruitment AI.We cover:Why Atlas crossed $1M ARR in 10 months while the market contractedHow clients are growing from 4 to 15 seats in under a yearThe fatal flaw in "agentic job boards" like Jack & JillWhy sourcing platforms only show you 50% of LinkedIn's dataThe partnership we're launching to make recruiters top 5% AI usersThis isn't another "AI is coming for your job" panic post.This is strategic intelligence from someone watching what actually works across thousands of recruiters every day.__________________________________________Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/__________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build predictable revenue systems on LinkedIn, not just noise or vanity metrics.Our clients are turning LinkedIn into £100K–£300K in new billings within months, using their existing...

Rene Thomas Folse, JD, Ph.D. is the host for this edition which reports on the following news stories: DIR, Uber and Lyft Battle About Cal/OSHA Jurisdiction Over Drivers. Marin County Woman Sentenced for Insurance Fraud. Recruiters & Fraud Discovered in LA County $4B Sexual Abuse Case. DOJ and Kaiser Permanente Near Settlement of $1B Fraud Case. New Law Prohibits ‘Stay or Pay' Employment Contracts. Congress Set to Review Another Lawsuit Abuse Reduction Act. Federal Judiciary Limiting Operations As Funding Ran Out Monday. Sutter Health Use of AI Improves Cancer Detection Rates.

Mr. Beast Biography Flash a weekly Biography.In the latest headline-grabbing moves, MrBeast—known to his fans as Jimmy Donaldson—has again proven his unique ability to dominate both online discourse and major business news. Just in the past few days, speculation erupted around MrBeast's possible involvement in a blockbuster offer to buy TikTok's US operations after the federal ban was temporarily paused. The initial rumors exploded after he teased a willingness to “buy TikTok so it doesn't get banned” on X and Recruiter dot com Ventures CEO Jesse Tinsley publicly claimed MrBeast was part of an investor group submitting an all-cash offer. But according to The Associated Press, his spokesperson denied any official involvement, so the possibility of him stepping into the TikTok fray, while sensational, remains unconfirmed and should be treated as speculation for now.On the business side, MrBeast's giant legal fight with the parent company of MrBeast Burger remains one of the most consequential chapters for the influencer-turned-entrepreneur. Nation's Restaurant News reports that Donaldson is seeking to formally end his partnership with Virtual Dining Concepts, alleging that “disgusting,” “inedible” food and poor quality control have caused irreversible harm to his brand. He accuses the company of using his trademark and likeness without consent and is seeking damages as well as the legal right to terminate the business. Virtual Dining Concepts struck back, calling the suit “misguided” and “bullying,” further fueling this high-stakes business drama with reputational stakes that could shape how creator-led brands partner with large food service operators in the future.In the creator space, MrBeast has been vocally anxious about the rise of AI-generated video content. This week, both Fortune and the Times of India highlighted Donaldson's public warnings that advances in generative AI tools like Sora could make it hard for human creators to compete, calling these “scary times” for millions whose livelihoods depend on producing original content. He's no stranger to controversy in this arena, having previously launched and quickly pulled an AI thumbnail generator following backlash from artists and fans, reinforcing his complicated relationship with AI in the creator economy.Social media coverage of MrBeast has been intense, with his recent posts about AI and TikTok trending widely across X and news headlines. He's been quieter on major new content releases these last few days, but the conversation swirling around his business moves and public warnings about technology's impact is dominating both entertainment and tech circles right now. As always, stay tuned, and if you want to keep up with every twist in the extraordinary story of MrBeast, subscribe now to never miss an update and search the term Biography Flash for more great biographies. Thank you for listening.And that is it for today. Make sure you hit the subscribe button and never miss an update on Mr. Beast. Thanks for listening. This has been a Quiet Please production."Get the best deals https://amzn.to/4mMClBvThis content was created in partnership and with the help of Artificial Intelligence AI

Send us a textAaron's done playing nice. In this scorched-earth solo rant, the Ones Ready silverback goes full throttle on cones, meme-lords, and anyone dumb enough to trash the new Zulu Course before it even starts. Peaches and Trent are off the mic, which means there's no filter—just pure truth bombs, sarcasm, and veteran rage.Aaron breaks down why the Zulu Course is actually the biggest step forward for Air Force Special Warfare training—and why today's wannabes are embarrassing themselves online instead of preparing for real work. He's got words for the “day-one quitters,” the recruiters cutting corners, and the soft generation that confuses sarcasm for trauma.This isn't motivation. It's a wake-up call. If you're one of the cones crying about haircuts and Uncrustables, grab a mirror and a helmet—because Aaron's not pulling punches.⏱️ Timestamps: 00:00 – “Fix Your Own Problems” – The brutal intro nobody asked for. 02:30 – Peaches plugs tasty gummies & chaos ensues. 04:50 – “I Can't Believe You Made Me Defend the Air Force” – Aaron vs. the internet. 07:00 – The Zulu Course decoded: what actually happens in each block. 09:30 – Radios, medicine, mission planning—why this pipeline hits harder. 18:40 – The day-one quitter conspiracy. Recruiters, take notes. 25:00 – How the Zulu Course builds killers, not complainers. 38:00 – Aaron's full-auto rant at cones and meme pages. 50:00 – “Soft. Entitled. Unserious.” – The speech every candidate should hear. 1:02:00 – Reality check: you're not ready. Fix it. 1:09:00 – Final message: shut up, show up, and earn it.

Today, we're talking with Kiley Palmertree, Recruiting Manager at Klute Inc., one of the nation's leading substation steel fabricators. Kiley brings over 18 years of experience in relationship management — from education to banking — and now uses her gift for connection to attract top-tier talent and align them with Klute's long-term vision. She's known for her optimism, kindness, and the way she makes candidates feel like part of the family from the very first conversation. In this episode, we'll explore her recruiting philosophy, her community outreach work, and how she's helping Klute meet industry demands while building a strong, people-first culture. 

Send us a textForget the motivational fluff—this one's raw. Peaches sits down with Rob, a Navy vet and father of a Special Warfare candidate, to talk about what really happens when your kid volunteers for hell. From bottom-of-the-pool breakdowns to recruiter nonsense, this convo hits every nerve: pride, fear, frustration, and a dad's brutal honesty about letting go. Rob doesn't sugarcoat it—he talks about raising a son who fails, adapts, and keeps fighting. It's not about the uniform—it's about grit, humility, and realizing your kid's journey isn't yours to control. Parents, this one's gonna sting a little.⏱️ Timestamps: 00:00 – “Nobody quits because it's hard—they quit because of life.” 04:30 – A parent's front-row seat to the pipeline 08:50 – From college athlete to combat pipeline 13:40 – Recruiter lies & learning the hard way 17:00 – The pool doesn't care about your feelings 20:45 – Crack or black: where you meet yourself 27:00 – Why monsters quit and quiet kids survive 33:00 – What parents get wrong about “helping” 43:30 – Moms, chill. He's tougher than you think. 49:00 – Military mindset vs. soft culture 57:00 – The hardest words a son can say: “You were right.”

By J.M. Auron Quantum Tech Resumes These days, apparently, most job seekers are afraid of the Big Bad ATS. And, with the endless drumbeat of horror stories about the ATS destroying careers? It's pretty understandable that people are nervous. So I'd like to follow up my earlier post on IT resume misinformation, and try to relieve some of the anxiety that's come to surround Applicant Tracking Systems. Now, don't get me wrong. ATS systems are far from ideal. But I believe - based on many years as a professional IT resume writer, as well as my own research - that the ATS may not be the bogeyman it's often made out to be. What is ATS and how to deal with it People often see "getting through the ATS" as the biggest challenge in the job search. It's really not, though. Getting through the ATS - and I know this goes against the conventional "wisdom" - isn't that difficult, and shouldn't be the focus of your resume writing. So let's break it down a bit. 1) Getting Through the ATS isn't that Hard I know. I just said that. It bears repeating, though, given the fear-mongering online and on social media. From the research I've done, 80%-95% of all decently written, decently formatted resumes get through the gatekeeper. Decently formatted just means a simple, readable, reverse chronological framework with clear section headings. The problem comes when there are multiple columns, tables, graphics, or very unusual fonts. The ATS can't read that, but, honestly, they're hard for humans to read, too. So keeping things simple, clear, and straightforward is likely to improve your chances with both the ATS and the humans who are really making the decisions. 2) You Don't Need a 100% Keyword Match In fact, a keyword match that high (if it's even possible) looks over-optimized, as though you've just copied and pasted the job description. Recruiters are hip to that - so even if you do get through the ATS with an overly optimized IT resume, you may well not get past the human being making the decision. It's a bit like Google. Keyword stuffing is more likely to get a site lowered rather than raised. The general rule of thumb is that you need a keyword match around 70%-80%. That's not really that hard, though it sounds like a high number. If you're a Cloud Architect, for example, a lot of what you've done is going to overlap with any decently written job description (I know, of course, that not all are decently written, but that's not something we can control). So if you talk clearly about what you've done, and naturally weave in the skills and tools you've used, the keyword matching will actually happen fairly automatically. I'm not suggesting that you don't read job descriptions carefully, but focus on the places where all the job descriptions match, rather than on a few outliers. 3) AI Hasn't Taken Over the Hiring Process! I'm not, in general, a big fan of AI - or at least of the AI hype we're all bombarded with. But from everything I can find, AI has not taken over ATS systems. They are still pretty close to what they've always been. AI is used to automate some tasks nowadays. More importantly, AI may be used for more semantic keyword matching - "cloud computing" can now match "AWS expertise" - for example. That's actually a positive; semantic keyword matching makes writing a resume that reads naturally much, much easier. But AI has not become a demonic (or hopelessly inefficient) entity committed to destroying your careers. It's not even mucking up the works as much as in some other areas - at least at this point. Bottom Line? There's a lot to be concerned about in the job search. Things aren't easy. But the hype about the Big Bad ATS, in my view, is just adding to the many worries that job seekers already have. That's not a good thing. So I recommend writing a good, solid, clear IT resume that tells your career story. If you do that well, the keywords - and the ATS - should take care of themselves. Bio: I'm J.M. Auron and I've owned one of the to...

What if homeschooling your children could land you in jail? In 1984, that wasn't a hypothetical—it was reality. Discover how one mom's brave stand against a state superintendent's threats helped spark a movement that changed education in America forever. Join Robert Bortins for a powerful conversation with homeschooling pioneer Zan Tyler, who began her journey in 1984 when the South Carolina State Superintendent of Education threatened her with jail for teaching her own children. This isn't just history—it's the remarkable story of how homeschooling went from illegal to celebrated in just four decades. Zan shares the incredible account of her "Patrick Henry moment" when she told the superintendent, "You'll just have to put me in jail then," and how a U.S. Senator's intervention kept her out of prison. But the legal battles were just beginning—it took eight years to get good homeschool legislation passed in South Carolina, and Zan was on the front lines the entire time. In this episode, you'll hear about: The midnight knock on the door that launched an eight-year legislative battle How 125 letters (written on actual typewriters!) sparked a grassroots movement The cultural turning points that took homeschooling mainstream—from Columbine to COVID Why colleges now actively recruit homeschoolers (and what changed their minds) The surprising story of how the U.S. Military went from rejecting homeschool diplomas to recognizing homeschoolers as top performers Why new legislative threats are emerging even as homeschooling reaches record numbers The critical importance of staying vigilant and supporting state homeschool organizations Zan's story is a testament to God's faithfulness, parental courage, and the power of grassroots advocacy. Whether you're a veteran homeschooler or just considering the journey, this conversation will inspire you to appreciate the freedom you have—and equip you to protect it for the next generation.   Resources: https://zantyler.com/   This episode of Refining Rhetoric is sponsored by the Classical Learning Cohort: Are you a CC parent or graduate wanting to become a more confident classical educator? Why not sample the CLC by attending a free, online "Experience the CLC" event at classicalconversations.com/cohort. Find a time that fits your schedule.

Ricky Burns: How to build £1M profit in year one (after losing it all at 26)Ricky Burns made incredible money at 26.Then he drank it all away.Partied it into oblivion. Got hit with a massive VAT bill he couldn't pay. Shut the whole thing down.Most people never recover from that kind of failure.Ricky went back into employment for 10 years.Ran European divisions. Watched. Learned. Took notes on what actually works.At 33, he started again.September 2024: Pulse Group launched with his co-founder Tony.12 months later:£1.2M in fees£1M in EBITDA (profit)I don't know anyone who's achieved these numbers in year one.This week on The RAG Podcast, Ricky breaks it all down.We cover:How they hit £1M profit in 12 months (it's simpler than you think)What killed his first business (beyond the partying)The 10 years of lessons that made the comeback inevitableWhy he paired recruitment with SOW consultancyThe systems and client focus driving 83% marginsHow AI is making them more efficient without adding headcountWhy work-life balance is now non-negotiableThis isn't your typical "I scaled fast" story.This is brutal honesty about failure, sobriety, and building something sustainable the second time around.If you've ever wondered what separates 6-figure founders from 7-figure founders - or if you think you've already missed your shot - this episode has the answers.__________________________________________Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/__________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build predictable revenue systems on LinkedIn, not just noise or vanity metrics.Our clients are turning LinkedIn into £100K–£300K in new billings within months, using their existing...

FASTER, SMARTER, MORE HUMAN: THE FUTURE OF RECRUITER ENABLEMENT.   Hiring has never been harder.   Recruiters are under pressure to move fast, personalise outreach, and tell a story candidates believe in.   But here's the problem: recruiters don't have the same tools that sales or marketing teams take for granted.   I'm teaming up with Vouch to show how recruiters can finally catch up — with a new way to cut through the chaos: Recruiter Enablement.   Join us live for a demo, discussion, and Q&A on Weds 29th October, 1230PM PT / 330pm ET follow the channel here (recommended) and save your spot for this demo by clicking on the green button.

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  SummaryIn this episode, Adam Posner interviews Dave Vu, co-founder of Ribbon, an AI voice interviewing platform. They discuss Dave's immigrant background and the work ethic instilled in him by his parents, his journey into talent acquisition, and the differences in hiring strategies between early-stage startups and scaling companies. The conversation also touches on the importance of culture add over culture fit, the role of recruiters as marketers, and the impact of AI on recruitment processes. Dave shares insights on compliance and bias reduction in AI, the challenges of being a founder, and his definition of success.Takeaways- Hard work is a core value instilled by immigrant parents.- Recruiters must tell a compelling story to attract talent.- Culture fit is outdated; culture add is essential for diversity.- Recruiters are marketers and represent the company's brand.- AI can enhance recruitment but should not replace human interaction.- Compliance in AI recruitment is crucial to avoid bias.- Founders need to be patient and resilient in their journey.- Communication is key for effective leadership.- Success is about building something meaningful and lasting.- The future of recruitment will leverage AI to improve efficiency.Chapters00:00 Introduction to Dave Vu and His Journey03:06 The Immigrant Work Ethic and Its Impact05:51 Transitioning into Talent Acquisition09:04 Hiring Strategies: Early Stage vs. Scaling12:12 Culture Fit vs. Culture Add14:46 Recruiters as Marketers18:11 The Birth of Ribbon and AI in Recruitment20:55 Compliance and Bias in AI Recruitment22:55 The Founder Journey: From People Ops to HR Tech24:45 Building Trust: The Foundation of Co-Founder Relationships27:39 The Human Element in AI Recruiting29:56 The Future of Recruiting: Empowering Everyone32:50 Navigating Challenges: Lessons in Leadership35:52 Defining Success: Building a Legacy 

Still just posting jobs on LinkedIn and hoping clients or candidates come to you? In a world where AI is changing recruiting fast, your personal brand and engaged network are your biggest competitive advantages. This episode of The Elite Recruiter Podcast goes beyond outdated tactics—host Benjamin Mena sits down with LinkedIn branding expert Alexis Albright Meschi to share the blueprint for building a brand that attracts business instead of chasing it.

In this episode of Building Better Developers, hosts Rob Broadhead and Michael Meloche continue their conversation with Agustin Morrone, CEO and co-founder of Vintti, a company improving the remote hiring process for U.S. and Canadian businesses across Latin America. From his base in Barcelona, Agustin explains how Vintti combines AI, automation, and cultural alignment to build remote teams faster while keeping people at the center. Vintti's mission remains clear: help companies hire top Latin American talent in under 21 days, saving up to 60 percent on payroll while maintaining quality and trust. In Part 2, we explore how Vintti's evolving systems make the remote hiring process smarter and more scalable. Using AI to Strengthen the Remote Hiring Process Vintti's young, tech-driven team approaches work with an “AI-first mindset.” Rather than replacing people, AI removes repetitive tasks that slow down the remote hiring process. Originally, every interview was manual. Now, AI manages more than half of all first-round interviews, rating English proficiency and technical expertise. Recruiters then step in to evaluate communication style and cultural fit. “AI helps us focus on what matters most,” Agustin says. “It saves time and allows our recruiters to build stronger relationships.” Automation Tools That Simplify Remote Recruitment Vintti automates much of its communication and reporting to improve efficiency. Instead of sending raw resumes, it builds custom, client-ready CVs using AI. Each profile merges data from interviews, LinkedIn, and client discussions into a consistent, easy-to-read document. Automated follow-ups and feedback loops help recruiters stay engaged throughout the remote hiring process, keeping clients informed without losing the human connection. Automation drives consistency, but empathy drives connection. Human Insight: The Key to Remote Hiring Success AI helps identify top candidates, yet it can't replace intuition. Recruiters still assess tone, enthusiasm, and motivation—critical elements of cultural fit. Similarly, Vintti maintains personal conversations with each client to understand company culture before sourcing talent. This ensures every step of the hiring process reflects both human judgment and data-driven insight. Testing, Learning, and Improving the Remote Hiring Process Experimentation fuels progress at Vintti. Recruiters rely heavily on LinkedIn but constantly test new tools to expand reach and reduce friction. “We test, compare, and adapt,” Agustin explains. “If a tool adds value, we scale it. If not, we move on.” This culture of experimentation keeps the hiring process innovative and resilient. Cultural Patterns in Global Recruiting Regional patterns help Vintti understand candidate strengths. Colombian professionals often shine in customer support, Argentines excel in sales, and Mexican talent frequently leads in finance. However, Agustin cautions against stereotyping. “Patterns are helpful, but people are unique,” he says. That perspective ensures fairness and flexibility in every hiring process decision. Supporting Global Teams After Placement Once hired, contractors integrate fully into client organizations. Vintti provides behind-the-scenes support—helping with taxes, communication skills, and professional development—while avoiding cultural interference. Support Principle: Empower independence and provide structure. This hands-off guidance strengthens relationships and keeps the hiring process transparent from start to finish. Discipline and Growth in the Hiring Journey Internally, Agustin looks for self-motivated people who take ownership. He values discipline over motivation, believing that commitment leads to better long-term outcomes. “Motivation fades, but discipline lasts,” he explains. This mindset ensures every member of the Vintti team contributes to refining the hiring process daily. The Future of the Remote Hiring Process Agustin believes AI will reshape global recruiting. While some jobs will change, others will grow. Vintti plans to: Identify new skill trends early. Use automation and AI to make hiring faster and smarter. “Companies that work with AI—not against it—will win,” Agustin concludes. Key Takeaway Agustin Morrone's story shows that the modern remote hiring process depends on balance. AI delivers speed and consistency, while people provide connection and understanding. Together, they build stronger teams worldwide. Learn more about their mission at www.vintti.com. Stay Connected: Join the Developreneur Community We invite you to join our community and share your coding journey with us. Whether you're a seasoned developer or just starting, there's always room to learn and grow together. Contact us at info@develpreneur.com with your questions, feedback, or suggestions for future episodes. Together, let's continue exploring the exciting world of software development. Additional Resources Online Communities and Marketing Protecting Your Brand and Avoiding Legal Trouble How to Succeed with Digital Marketing for Small Businesses Getting the word out, promoting your blog Building Better Foundations Podcast Videos – With Bonus Content

You're not bad at job searching. You're just invisible.When you apply on LinkedIn, recruiters don't see your resume first. They see a Candidate Profile Card—and if it doesn't check the right boxes, you're filtered out before anyone reads a single word you wrote.Today I'm breaking down the exact LinkedIn strategy that's landing my clients more interviews, better response rates, and job offers they never had to apply for. This isn't generic LinkedIn advice. This is the real system I use with Resume Assassin clients to turn their profiles from invisible to irresistible.Here's what we cover:✅ What recruiters ACTUALLY see when you hit "Apply" (spoiler: it's not your resume) ✅ The Candidate Profile Card breakdown—what's on it and why it matters ✅ How to "stack spotlights" to 5x your visibility and move from "one of many" to "priority candidate" ✅ The 3 changes that take 10 minutes but multiply your interview rate ✅ Real client transformation: From 4 responses in 87 applications to a 40% response rate ✅ Behind-the-scenes: How one LinkedIn optimization led to a $133K job offer ✅ The hidden mistakes killing your response rate (and how to fix them today) ✅ Market-aligning your job title so recruiters can actually find you ✅ The exact skills strategy that gets you past recruiter filters ✅ Why "sharing your resume with recruiters" is the setting nobody uses (but should)The truth about LinkedIn in 2025: Most job seekers are optimizing their full resume while recruiters are filtering them out based on a snapshot they never see. The professionals who get interviews fast are the ones who understand what recruiters are actually looking at—and optimize for that first.This strategy works if you want to: Stop applying to 100+ jobs with zero responses Get recruiters reaching out to YOU instead of the other way around Land interviews faster without changing your experience Stand out in a sea of qualified candidates Make your LinkedIn profile work as hard as your resume Never feel invisible in your job search againYour LinkedIn profile isn't just a digital resume. It's your first impression, your credibility signal, and your ticket to getting past recruiter filters.

The Military trained me for war — not for what came after.In this raw and powerful episode of the HeroFront Podcast, recorded live at the Military Influencer Conference 2025 (MIC Atlanta), host Josh White sits down with Dr. J.R. “The Hood Motivator” McIntyre and SFC Akeem “Fly Recruiter” Daley to talk about what happens after the uniform comes off.This conversation dives deep into veteran mental health, PTSD recovery, faith, and finding purpose beyond the military. Both guests share how they turned pain into purpose, rebuilt their lives, and now use their voices to inspire and lead others.If you've ever struggled with identity, faith, or direction after service, this episode will remind you that your story isn't over, it's just beginning.Featuring:Dr. J.R. “The Hood Motivator” McIntyre (@TheHoodMotivator)SFC Akeem “Fly Recruiter” Daley (@FlyRecruiterKeem)Recorded live at MIC 2025, Atlanta, GATimestamps:0:00 - Intro & MIC 2025 vibes2:30 - Meeting The Hood Motivator & Fly Recruiter5:10 - Turning trauma into purpose10:45 - Faith, timing, and divine alignment17:20 - Veteran mental health & healing25:00 - The power of storytelling and influence33:40 - Akeem's story: from struggle to leadership42:00 - Dr. J.R.'s message on identity & purpose50:15 - Josh opens up about depression and recovery58:30 - Closing motivation: “Your story saves lives”#HeroFront #VeteranPodcast #MilitaryInfluencer #FaithAndResilience #LifeAfterTheMilitary #MentalHealthAwareness #MotivationalPodcast #VeteranStories #PurposeAfterService #TheHoodMotivator #FlyRecruiterKeem

Matt Fox achieved a life-changing exit and walked away in 90 days!Matt Fox was 72 hours from a multi-seven-figure exit when COVID killed the deal.What followed: a complete breakdown, 2 years of therapy, and a total rebuild.But he did it differently the second time.Cut from 30 stressed employees to 10 people he loved. Stripped costs. Turned it into a cash machine. By 40, he'd cleared his mortgage and bought Spanish properties with cash.Then, in November 2024, he sold the business and walked away in 3 months.In this episode:Why scaling to 30 people nearly destroyed himThe "cash cow" strategy that made him wealthy before the exitHow to build a team that doesn't need youWhat selling a business actually feels like (the bit nobody warns you about)Why 80% of recruitment founders get exits wrongThis isn't your typical scale-and-sell story. This is what it really takes to lose everything, rebuild on your terms, and exit with your sanity intact.For recruitment founders running 5-30 person agencies, wondering what happens next.Chapters00:03:00 Building Dynamite Recruitment00:09:00 Challenges and Resilience00:15:00 Restructuring for Profitability00:21:00 The Sale Process00:27:00 Lessons Learned and Future Plans__________________________________________Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/__________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build predictable revenue systems on LinkedIn, not just noise or vanity metrics.Our clients are turning LinkedIn into £100K–£300K in new billings within months, using their existing networks and a simple repeatable process.To show you how it works, we've created a short training video exclusively for RAG listeners.In less than 10 minutes, you'll learn:- Why most recruiters are getting zero measurable ROI from LinkedIn- How small, niche teams are generating...

What does it take to build a recruitment team that thrives in an AI-driven world? Host Kortney Harmon sits down with Greg Benadiba, CEO of Bilingual Source, to unpack how forward-thinking leaders can integrate AI into their recruiting businesses while strengthening the human skills that truly move the needle.With over 20 years in the industry, Greg shares hard-won insights on using AI to streamline workflows, empower recruiters, and create consistency—without losing the personal touch that defines great recruitment. He breaks down what to automate first, how to use custom GPT tools for higher productivity, and the leadership mindset required to develop recruiters who stay in the top 5% of performers.Key TakeawaysThe Partnership Principle: why AI and humans working together outperform either aloneWhat to automate first to free up time for client calls, interviews, and negotiationHow to use custom GPT tools to improve consistency and recruiter outputThe importance of continual learning and development to stay competitiveWhat separates transactional recruiters from consultative recruiters in the AI era______________________Follow Greg Benadiba on LinkedIn: LinkedIn | Greg Benadiba Access Greg's Slide Deck: Stop Replacing Humans, Start Elevating Them (PDF)Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Sponsors - Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Raise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Extra Stuff:Learn more about our online skills development platform Hector here: https://bit.ly/47hsaxeJoin 6,000+ other recruiters levelling up their skills with our Limitless Learning Newsletter here: https://limitless-learning.thisishector.com/subscribe-------------------------Get in touch:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

This week on The RAG Podcast, I'm joined by Nick Hoadley, founder of Insurance Search, a specialist executive search practice in the global insurance market.Nick quit a successful broking career nine years ago and launched a recruitment business with zero agency experience. Since then, he has shifted from 100% contingent to 100% retained, built a lean team, and maxed out a seven-figure practice while holding 50 to 60% profit margins. He is now expanding in the US with a partner model designed to scale without fixed overheads.We talk about:- How he went from insurance broker to founder with no prior agency experience- The playbook for moving from 100% contingent to 100% retained- Why a podcast and thought leadership now drive executive mandates worldwide- Building a lean delivery engine, research and board search that sustains 50% plus margins- The US partner model that scales without headcount or fixed overhead- What to productise next, from human capital research to peer forums- Practical advice on letting go of delivery to win bigger workIf you are aiming to grow an executive search practice while protecting profit, this is the episode to watch.Chapters00:00:30 Nick Hoadley's Journey00:01:00 From Contingent to Retained00:01:28 Impact of Podcasting00:01:57 Aligning Personal and Professional Goals00:02:27 AI and the Future of Recruitment00:02:57 Building Client Trust00:03:27 Scaling with a Partner Model00:03:59 The US Market Expansion00:04:28 Conclusion and Future Outlook__________________________________________Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/__________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build predictable revenue systems on LinkedIn, not just noise or vanity metrics.Our clients are turning LinkedIn into £100K–£300K in new billings within months, using their existing networks and a simple repeatable...

The job market is lagging, according to numbers and firsthand accounts from job recruiters. The people who help connect job seekers and employers say navigating the job market has changed significantly compared to prior years.

If you've been applying to job after job and still not hearing a thing, this episode is your sign to pause and listen!We're walking through the LinkedIn habits that quietly kill your chances of getting recruited – and what to do instead. Think of this as your LinkedIn reset for 2025 so your next opportunity actually finds you.We discuss:- Why your headline is making you invisible (and how to fix it)- The real reason recruiters scroll past your titles- How to write an “About” section that actually gets attention- Bonus: The underrated visibility setting that changes everythingIf you want to finally have recruiters DMing you about jobs that fit, this is for you!Cheering you on,Kelsey Kemp & Audrey BagarusBOOK A FREE CALL WITH US THIS WEEK:https://portal.kelseykemp.com/public/appointment-scheduler/6222458612c06afee1de0032/scheduleFREE CAREER COACHING RESOURCES:Free Training: How to Find and Land a Job You Feel Called to in 8 Straightforward Steps → https://thecalledcareer.com/our-processMore of a reader? ⁠Download the 22 page PDF⁠ version instead → https://thecalledcareer.mykajabi.com/PDFFOLLOW US ON OTHER SOCIALS:

He Got Game (1998) — Season 4, Episode 12Ball is life — but at what cost? This week on Sips & Scripts, Kirsten, Terrell, and Jeff are diving into He Got Game (1998), the Spike Lee classic that mixes hoops, hustle, and heartache. Starring Denzel Washington, Ray Allen, and Milla Jovovich, this film goes way beyond basketball — it's about fatherhood, freedom, and forgiveness.We're unpacking:

Scammers are flooding LinkedIn—and they're getting smarter. In this episode, Jim Stroud talks with Jay Jones (aka “The Profiler”), a copywriter-turned-scam hunter who has personally helped take down 31,000+ fake jobs and 7,000+ bogus profiles. Jay breaks down the most common grifts hitting job seekers and employers—from ATS “resume score” shakedowns to hijacked recruiter identities, one-way video “interviews” used to clone you, and brand-impostor company pages—then shares a clear playbook HR and TA leaders can use to protect their pipelines, reputations, and people. You'll learn: • The top red flags: Gmail “recruiters,” zero-activity profiles, low connection counts, camera-off interviews, missing requisitions, too-fast timelines. • How fake “ATS scores” and resume rewrites become gateways to identity theft. • Why hijacked profiles + brand impersonation are skyrocketing—and how to spot them fast. • Practical verification steps your recruiters should follow every time. • What companies can do beyond a website disclaimer to actively deter fraud. Resources & CTA • Jay's Scam Detection Guide (Vol. 1 – Free): Find it in the Featured section of Jay's LinkedIn: https://www.linkedin.com/in/jonesdoyoucopy/ • Volume 2: Advanced tactics, psychology of scams, and hijacked-profile forensics. https://theprofiler.gumroad.com/l/volume2 • Book Jay to brief your team or campus: mrjones@jonesdoyucopy.com • More info about Jay Jones https://theprofiler.gumroad.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Still doing great work for clients who don't fully commit? You're not alone — and this session will change that. Join us for The Reverse Selling Bootcamp — a free live training designed for Recruitment and Search Business Owners who are ready to flip the client dynamic.

6pm: Jule Leers - Microsofts first recruiter // Shari Elliker surpise appearance // AI date ideas

When you're exploring nonclinical jobs, one of the very first hurdles is often the recruiter screening call. Many physicians assume this will just be a quick, casual chat but in reality, it can make or break whether you move forward in the process. In this episode, I'll walk you through how to prepare for this important conversation as if I were coaching you one-on-one. You'll learn what recruiters are really looking for, how to connect your story to their needs, and the simple but powerful ways you can build a bridge that sets you apart as a strong candidate. This isn't about rattling off your CV or giving “perfect” answers. It's about understanding the recruiter's perspective, showing authentic interest, and coming across as both capable and collaborative. By the end, you'll feel much more confident heading into that first call and know how to approach it with professionalism and ease. In this episode we're talking about: The “three-legged stool” recruiters use to assess candidates How to build a bridge between your story and the company's mission Tips for answering the classic “Tell me about yourself” opener The most common questions you'll hear—and how to be ready for them How to handle the dreaded salary question with calm confidence Thoughtful questions you can ask to stand out Why a warm, timely follow-up email makes such a difference Links for this episode: