Podcasts about recruiters

This podcast is sponsored by Earn Haus.  More information at www.EarnHaus.com/Bobandtom The BOB & TOM Show October 1, 2026 6:00 6:00 — Toast — Heywood 6:00 — Kristi out, Jess in 6:05 — Recruiter asked Josh to bring whiskey to Korea 6:09 — Chick's stint on radio in San Diego 6:10 — Today is Pumpkin Spice Day 6:23 — Letter — Pat, you have a new 10-year-old fan 6:24 — Costco Man — Pat Godwin 6:26 — Letter — I received my BOB & TOM hoodie 6:30 — Love to watch her strut — Bob Seger/copyright 6:33 — Letter — Allis Club in England — Top Secret talk 6:37 — Street names 6:49 — Kermit, Texas, not named after Kermit the Frog — more at 7:29 6:52 — Letter — My husband asks me if he can go through my purse 7:00 7:08 — Sports 7:15 — I can get a hangover IV right now — Jess 7:16 — Hangover IV really works — Jess 7:17 — Japanese guys and champagne celebration 7:28 — Getting in the wrong car in parking lots 7:29 — Letter — Kermit, Texas, named after Teddy Roosevelt's son 7:30 — Letter — Imitated Tom talking to a waitress named Asia 7:32 — Winner of Fat Bear Contest — Bear89 7:35 — A contest winner heard his name and crashed into a tree — Tom 7:37 — Wants a sports channel without wagering — Jess 7:49 — Full-body burn handstand — he was engulfed in flames 7:52 — Bananas that don't turn brown are coming 7:56 — Loves banana cream pies — Josh 8:00 8:05 — Two types of dogs — water lovers and water haters 8:06 — Male birth control — pause pill is coming, 24-hour protection 8:09 — Male birth control should be a powder sprinkled on beer — Tom 8:13 — Megan mistakes — adult performer — Josh 8:15 — I have half a dozen pumpkin candles — Josh 8:26 — Reply guy 8:28 — PFP 8:30 — Abbreviations above are not for you, Tom 9:00 9:04 — Zoom — Al 9:06 — Uses Secret deodorant — Al 9:09 — Quiet on the creek — Al 9:12 — Crine — Al 9:29 — Shoo-in winner 9:32 — Lou Ferrigno met with the Pope 9:50 — Candy corn pizza kits from Tombstone Pizza Learn more about your ad choices. Visit podcastchoices.com/adchoices

Rex Decker is a man of many hats. One is as a tech recruiter, a job he's been involved with for 30 years. In this one, hear how Rex got his start and how he thinks AI is changing the nature of work, resumes, and interviews, as well as what effects he predicts it will have on the economy. Give it a listen, it's a good one. #recruitment #recruiting #AI #ArtificialIntelligence #hats #interview #resumes 

In this episode, All in a Day's Work editor and producer, Chidera Orazulike, speaks with Anika Deshpande, Julie Brownstone, and Taelor Peaks, recruiters from Veeva Systems, Bloomingdale's, and Sony, respectively. In this special episode, they chat about what the hiring process is actually like behind the scenes. Together, they discuss what recruiters genuinely look for beyond experience on paper and how to create sustainable career strategies in an unpredictable economy.Anika Deshpande is a University Recruiter for the Consultant Development Program at Veeva Systems. An NYU Steinhardt alum, she took a unique path to the tech industry, graduating with a Bachelor of Music in Vocal Performance before jumping into the world of talent attraction and recruiting. Having started her own career as a new grad at Veeva, Anika is incredibly passionate about helping today's new grads navigate the job market and take that exciting first step into their professional careers.Julie Brownstone is the Senior Manager of College Relations at Bloomingdale's, where she leads early career recruitment and programming, helping students and recent graduates launch their careers in retail. She has been with Bloomingdale's for seven years and has spent the past four focused on college recruitment. Outside of work, Julie enjoys sustainable fashion, exploring new restaurants, and traveling.Taelor Peaks is a Talent Acquisition Partner and the Intern Program Lead at Sony Music Entertainment, bringing a firsthand perspective on how hiring trends and evolving talent needs are shaping the music business. She is particularly passionate about helping emerging professionals understand how to navigate the job market, position their experience effectively, and approach the application process with intention. Taelor also supports emerging talent through music industry-focused initiatives.For more information, visit: https://careers.veeva.com/https://bloomingdalesjobs.comhttps://www.sonyjobs.com/For a full transcript of this episode, please email career.communications@nyu.edu.

Landing a job in today's market takes more than submitting applications and hoping for the best. Recruiter, career coach, and content creator Emily Durham ("Emily the Recruiter") shares what hiring managers are actually looking for in 2026, the biggest mistakes candidates make, and the practical strategies that lead to more interviews and better offers. If you're job searching, considering a career pivot, or simply want to stay competitive, this episode is packed with actionable advice.You'll learn:What recruiters actually look for first on your resume, LinkedIn profile, and application.How to network, interview, and negotiate salary with confidence in today's hiring market.The three actions to take this week if you want to land a new job within the next 90 days.Show NotesWeekly Newsletter Sign-Up: http://bit.ly/37hqtQW Guest Resources:Instagram: https://www.instagram.com/emily.the.recruiter/?hl=en TikTok: https://www.tiktok.com/@emily.the.recruiter Book: https://www.amazon.com/dp/B0FQTM8RQR?lv=shuf&redirect=true&tag=randohouseinc47720-20&channelId=1&plpRedirect=mhFallback Podcast: https://pod.link/1505520809?fbclid=PAAaaxnLRkpCu19e-HFhhvwjmTjzZkHMXRsFhpw_1zChmw5dM144xiv-_OeXU Newsletter: https://mailchi.mp/d58604ea1659/newsletter Career Contessa ResourcesBook 1:1 career coaching session: https://www.careercontessa.com/hire-a-mentor/ Take an online course: https://www.careercontessa.com/education/ Get your personalized salary report: https://www.careercontessa.com/the-salary-project/ Sponsors:Granola is an AI-powered notepad that makes your meeting notes useful. You can try it totally free—head to granola.ai/CONTESSA. Nuuly is a subscription clothing rental service that lets you pick 6 styles for just $98/month. Right now you can get $28 off your first month when you sign up with code CONTESSA. Shopify handles all facets of business so that you don't have to use 10 different systems. Start your free trial at shopify.com/careercontessa.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

How do just 20 recruiters handle over 150,000 hires and 7 million annual applications? On this episode of The Chad & Cheese Podcast, Chad Sowash and Joel Cheesman chat with Shay Johnson, VP of Strategic HR Partnerships at Compass Group, to explore the future of high-volume hiring. Shay breaks down how the global food service leader modernized its talent pipeline to eliminate candidate drop-off, targeted candidate re-engagement, and a full conversational ATS experience. Catch this episode to hear how AI interviewing agents, smart bot detection, and candidate coaching are turning tedious administrative tasks into high-value human connections.

In this episode, Pierre Michiels interviews Dawn Pieczonka, a senior recruiter with more than eight years of experience across corporate, healthcare, and live event industries. Dawn shares insider perspectives on what happens after you apply, the roles of recruiters and hiring managers, resume and interview best practices, networking, LinkedIn, and the growing impact of AI in hiring. After listening, we hope you have a better understanding of the recruiting and hiring process. Full episode transcript can be found on the episode page. Below is a general timestamp summary.  00:00 - 09:35 | Meet the Recruiter & Understanding the Hiring Team  Host Pierre Michiels welcomes recruiter Dawn, who shares her background in corporate, healthcare, and event recruiting. The discussion explores the distinct roles of recruiters, hiring managers, and executives, what each evaluates during the hiring process, and why candidates should tailor their communication to each audience. 09:35 - 18:30 | What Really Happens After You Click Apply?  Dawn pulls back the curtain on the application process, explaining how resumes are reviewed, why internal candidates often receive early consideration, how referrals influence hiring, and why applicants may not hear back immediately. She also shares advice on following up professionally and leveraging LinkedIn connections. 18:30 - 28:45 | Resume Strategies for Standing Out  The conversation shifts to resumes, including the six-second review rule recruiters often follow. Topics include keeping resumes clear and concise, avoiding common mistakes, tailoring content to specific roles, and how students with limited experience can highlight coursework, volunteering, projects, and transferable skills. 28:45 - 38:10 | Interviewing, Professionalism & LinkedIn  Dawn shares what recruiters look for during interviews, including authenticity, responsiveness, communication skills, and confidence. She discusses professionalism, appropriate interview attire, handling lateness through clear communication, and the importance of maintaining consistency across resumes, interviews, and LinkedIn profiles. 38:10 - 41:40 | AI in the Modern Job Search  The episode explores how organizations use AI in recruiting and applicant screening. Dawn explains how job seekers can use AI effectively to refine resumes, align applications with job descriptions, and improve their materials while keeping their experiences and accomplishments authentic. 41:40 - 45:56 | Final Recruiter Tips for Job Seekers  To close the episode, Dawn provides practical advice, including creating job alerts, applying within the first 24-48 hours of a posting, asking thoughtful questions during interviews, sending thank-you notes, networking through LinkedIn and professional communities, and using career services resources. She emphasizes that persistence, relationships, and preparation are key to long-term job search success. Listeners in the College of DuPage community can visit our website. All other listeners are encouraged to view the resources of their local community college, WIOA training programs, or other local support centers.Send us YOUR Listener Questions at careerpodcast@cod.edu Follow us on Instagram, Facebook, Twitter, LinkedIn @codcareercenter

Een ATS, AI-tools, planningssoftware en toch nog gegevens overtypen, interviews inplannen via eindeloze mails en kandidaten handmatig opvolgen. Waarom levert meer recruitmentsoftware niet automatisch meer efficiëntie op? In deze aflevering van #ZigZagHR Brainpickings spreekt Lesley Arens met Jaron Schaillee van Minggo over AI in recruitment, automatisering en de toekomst van het recruitervak.Volgens Jaron begint een efficiënter recruitmentproces bij inzicht in waar recruiters tijd verliezen. Welke stappen kun je automatiseren? Hoe laat je bestaande systemen samenwerken? En hoe zorg je dat de vrijgekomen tijd ook leidt tot betere gesprekken en een betere candidate experience?Minggo verbindt bestaande recruitmentsoftware en helpt recruitment- en uitzendorganisaties hun processen te digitaliseren. Via integraties, formulieren en selfserviceportalen kunnen kandidaten en klanten zelf gegevens aanleveren en stappen opvolgen. Die informatie stroomt terug naar de systemen waarin recruiters werken, zoals het ATS.In deze aflevering ontdek je:Waarom extra recruitmenttools soms juist meer administratie veroorzaken.Hoe je kandidaten uit je bestaande talentdatabase opnieuw kunt activeren.Waar automatisering helpt bij sourcing, screening, interviewplanning en gegevensverwerking.Hoe ATS-integraties en kandidatenportalen de digitale kandidaatervaring verbeteren.Welke kansen Jaron ziet voor AI bij gespreksvoorbereiding en screening, en waarom menselijke controle belangrijk blijft.Waarom softwarekeuze ook aandacht vraagt voor verandermanagement en adoptie.Hoe de recruiter zich volgens Jaron ontwikkelt tot een strategisch adviseur voor kandidaten en klanten.Jaron deelt praktijkvoorbeelden en stelt een kritische vraag: als technologie recruiters tijd bespaart, wat merken kandidaten en klanten daar dan van?Een gesprek voor recruiters, HR-professionals, talent acquisition-specialisten en recruitmentmanagers die hun werving en selectie slimmer willen organiseren, met meer ruimte voor persoonlijk contact.Honger naar meer? SCHRIJF JE IN VOOR DE NIEUWSBRIEF BLIJF OP DE HOOGTE VAN ALLE HR-ACTUA ABONNEER JE OP HET #ZIGZAGHR BOOKAZINE It's a great time to be in HR!www.zigzaghr.be 

You're qualified. You're experienced. And when a recruiter searches for your job title, your name never loads. Here's how recruiter search works and four moves to get found this week.

There's been a lively debate online asking whether you should take an iced coffee into a job interview. A US-based recruiter sparked an avalanche of social media posts when she suggested that taking an iced coffee into a job interview - particularly for the kind of clients she has - appeared too casual and could be seen as unprofessional. Adam Fleming spoke to a British job recruiter about her views on the issue. Ashlea Fisher is the founder and director of iRecruit4, based in Swindon.

Sono mesi, forse anni che rimando la registrazione di questo episodio! La paura di non risultare interessante, in linea, di essere troppo incentrato su di me mi ha sempre bloccata nel volerlo fare, ma poi mi è arrivato un segnale…Nell'episodio di oggi non trovi liste, tips motivazionali o consigli pratici:oggi ti racconto di me, il mio dietro le quinte della mia carriera lavorativa, dai miei studi, alle prime esperienze, dalle scelte difficili, di quel bivio che poi ha cambiato tutto.Ti spiego cosa mi ha spinto a fare quel passo difficile, ma importante che mi ha fatto arrivare dove sono oggi e che (spoiler) non cambierei per nulla al mondo!Sperando, come sempre, di ispirarti e motivarti e farti sentire vicina!Pronta? let's go!p.s. Se c'è qualcosa che ti ha colpito di più della mia storia, qualcosa in cui ti sei ritrovata, qualcosa che ti toccato dentro…raccontamelo! Scrivimi su Instagram, mi trovi qui: @luciabravaccini.pt

Support the show and keep it free for every applicant: Donate by clicking hereEvery bit of support helps cover production costs. Thank you for keeping this going!---------------------In this episode we interview Eric. He's a long-time officer and recruiter from an agency in Florida. He's tells us what candidates need to connect with their background investigator.Background Consultations: policebackground.netInterview Prep: prep4duty.com

In this special FDE+ virtual session, host Kortney Harmon is joined by Clark Willcox, Founder of Digital Recruiter, to explore how recruiters can use LinkedIn, AI, and automation without losing the authenticity that builds trust and drives revenue.Clark explains why generic AI-generated content can damage a recruiter's credibility, why meaningful conversations matter more than likes, and how a targeted LinkedIn strategy can create a consistent business development pipeline. He also shares practical ways to strengthen your profile, reach the right prospects, create content that connects, and use your recruiting technology to support more intentional outreach.Key takeaways include:Building a LinkedIn profile that attracts ideal clientsCreating content that generates conversations instead of vanity metricsUsing AI without sacrificing your voice or authenticityCombining targeted outreach with consistent thought leadershipUsing your recruiting CRM to turn relationships into pipeline opportunitiesLearn how to build a stronger recruiter brand and use AI, automation, and LinkedIn with greater intention._____Follow Clark Willcox on LinkedIn: LinkedIn | ClarkLearn more about Digital RecruiterFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

What happens when both sides of the hiring process suddenly have AI? Recruiters can source faster, research faster, and create content faster. Candidates can optimize resumes, prepare interview answers, and apply to more jobs than ever. So where does that leave the actual human part of recruiting? The newest episode of Beyond the Offer is live, and Brittany Keller of Sphera joins Bill Gates and Rosanna Snediker to get into exactly that. Brittany shares why her team still relies heavily on direct outreach, why relationships built years ago can turn into hires today, what she looks for when building recruiting teams, and why senior level hiring still requires real conversations with real people. AI is useful. Judgment, adaptability, and relationships are still doing a lot of the heavy lifting.  

Finish the Year Strong 2026 kicks off Monday, September 28. It is free, it is virtual, and it runs through October 5. Register here: https://recruiters-finish-the-year-strong.heysummit.com/ This episode is brought to you by Atlas: https://recruitwithatlas.com/ To give you a taste of what is coming, we pulled one of the most rewatched sessions from last year's Finish the Year Strong out of the Elite Recruiter Community Library. Dante Nino, co-founder and Managing Partner of Tiello, built his talk around one question: how do you take a recruiter who is stuck at $300K and get them past $500K? Dante co-founded Tiello in 2019 with his college soccer teammate and roommate. At the time of this talk, Tiello was a fully remote, 25 person recruiting firm focused on architecture, engineering, and construction, with over 400 clients signed and more than 750 placements across 31 states, as Dante tells it. His focus is the recruiter who works hard, does everything right, and still plateaus. His answer is not "make more calls." Before any system goes in, Tiello diagnoses the problem, and it is usually one of four: too generalist, too transactional, no ideal client profile, or failing to grow wallet share inside the accounts that already pay you. From there he walks through how Tiello fixes it: industry pods, a recruiter deal box every new hire fills out to define their ideal client, a simple weekly scoreboard of 10 discovery calls a day, 5 submissions, 3 interviews, and 1 offer, and quarterly billing tiers running from a $75K minimum to a $250K million dollar pace. The client strategy section is where it gets sharp. Dante explains why a couple thousand dollars and two days on a client site can turn into a six figure year with that client, why you do not need 100 clients when 3 to 5 six figure accounts can carry a desk, and why Tiello starts at 30% of base plus guaranteed compensation. He shares the VP of Sales placement where $100K in guaranteed first year bonus was billed alongside a $170K base, and how a single job posting turned into a multi six figure client. He closes with the million dollar mindset: return on effort over busywork, depth over breadth, skill stacking, running your desk like a business, and protecting your energy by saying no to clients who will not pay your fee. Recorded October 2025, so "this year" on tape means 2025. What You'll Learn The four reasons hard working recruiters stall at $300KHow Tiello's recruiter deal box defines an ideal client profileThe weekly activity benchmarks behind every Tiello deskHow 3 to 5 six figure clients can carry a $500K deskWhy Dante starts fees at 30% and bills on guaranteed compensationHow to compare two $100K clients on return on effort, not revenue If this is the kind of session you want more of, join us for Finish the Year Strong 2026, September 28 to October 5. Take one or two ideas from every talk, implement them, and finish the year strong.

Is AI and automation making recruitment better, or are recruiters losing sight of the human relationships that actually drive successful hires?In this special HRchat Podcast crossover episode, Bill Banham speaks with Kat Kingshott, Rec Tech and Recruitment Advisor at Touchstone Talent and host of the new weekly podcast Recruiter Wake Up Call.Kat challenges the recruitment industry's “automate to survive” mindset and explains why AI, recruitment technology and automation should improve the recruiting process rather than replace the human connection at its heart.Bill and Kat explore how recruiters and recruitment businesses can use AI effectively without damaging candidate experience, why successful recruitment founders continue to invest in community and relationship building, and what genuine networking looks like in an increasingly automated world.They also discuss recruitment entrepreneurship, personal branding, specialist recruiting, candidate engagement and the lessons Kat has learned from speaking with recruitment leaders and founders.The wake-up call for recruiters heading into 2027? Recruitment technology can make you faster and more efficient, but technology alone won't build trust, reputation or meaningful professional relationships.Listen for practical insights on AI in recruitment, recruitment technology, talent acquisition, candidate experience, recruiter networking, personal branding and the future of recruiting.Check out the new Recruiter Wake Up Call Podcast: open.spotify.com/episode/1Umz17aEM3gQvHFirO4728Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Was kann HR vom Marketing lernen? In der neuen Folge von StoryRadar spricht Ferris mit Recruiting-Experte Kevin Mauchle darüber, warum Recruiter stärker in Sales und Marketing denken sollten. Sie sprechen über Candidate Journey, Employer Branding und die Frage, weshalb sich viele Unternehmen als Arbeitgeber kaum voneinander unterscheiden. Ausserdem geht es um Fachkräftemangel, LinkedIn und wie KI im Recruiting richtig eingesetzt wird.Mehr über Kevin Mauchle:LinkedIn Kevin MauchleMehr über Ferris Bühler:LinkedIn Ferris BühlerInstagram Ferris BühlerHier findest du uns:Webseite Ferris Bühler CommunicationsFacebook Ferris Bühler CommunicationsLinkedIn Ferris Bühler CommunicationsInstagram Ferris Bühler CommunicationsTikTok Ferris Bühler CommunicationsWebseite StoryRadarInstagram StoryRadarWir freuen uns sehr über eine positive Bewertung auf Apple Podcasts.StoryRadar wird präsentiert von news aktuell. Ob Medienmitteilung, Bild oder Video – news aktuell bringt Ihre PR-Inhalte zuverlässig zu den gewünschten Zielgruppen. Vertrauen Sie für Ihre erfolgreiche Kommunikation auf vielfältige PR-Lösungen aus einer Hand und sorgen Sie so einfach und gezielt für mehr Reichweite sowie Sichtbarkeit. Jetzt informieren auf newsaktuell.ch.Mehr über news aktuell:LinkedIn news aktuellX news aktuellBluesky news aktuellYouTube news aktuellFacebook news aktuellInstagram news aktuellFragen oder Anregungen dürft ihr jederzeit an storyradar@ferrisbuehler.com senden.

That 15 minute recruiter screen you thought was just a casual conversation could be the exact reason you're not making it to the next round.In this episode, I'm breaking down the five most common mistakes I see CSMs make in those first few minutes and how to avoid them. I'll show you how to build rapport, structure your background without rambling, make it extremely easy for the recruiter to say yes to you, and prepare without sounding overly rehearsed.The good news is these aren't things that require another year of experience or a new skill. They're little things you can fix literally today. If you want to give yourself the best shot at moving forward to the next round, hit play and let's get into it.Want to make it easy for recruiters to say yes to you? Grab my free Sell Yourself masterclass HERE to learn how to position your experience around exactly what they're looking for.0:01 – What Happens When You Underestimate the Recruiter Screen4:19 – The Biggest Mistake Candidates Make Before the Interview Even Starts7:55 – The Step-by-Step Structure That Gets You Past Recruiters12:17 – Why Most Candidates Make It Hard for Recruiters to Say Yes16:01 – The Silent Killer: Talking At Recruiters Instead of With Them18:12 – Why Sounding Too Memorized Destroys Your ChancesFREEBIES & RESOURCES:

What really makes a successful recruiter? In this episode of the #MARShow, Mike is joined by Lysha Holmes to explore the characteristics, attitudes and skills that separate great recruiters from the rest. Lysha has more than 27 years of experience in the recruitment industry and is a respected founder, advisor and thought leader. As one of the UK's leading rec-to-recs, she has assessed hundreds of recruiters and knows what genuine potential and high performance look like. They discuss: • The non-negotiable traits of high-performing recruiters • Why curiosity, resilience and integrity matter more than tactics • The role of attitude versus skill in long-term success • How great recruiters build relationships that compound over time • What recruitment business owners should hire for, coach and protect within their teams • How to develop recruiters who can succeed as the industry evolves If you run a recruitment firm and want to make better hiring decisions, develop stronger recruiters and build a more resilient business, this episode is packed with honest insights and practical advice.

Nik Fialka sits down with Justin Ritter, Director of Pilot Hiring at United Airlines, for an inside look at what it really takes to get hired in 2026. United is hiring, but the competition is real. Justin breaks down what recruiters are seeing, what makes a pilot stand out, and how to maximize your opportunities. From applications and meet-and-greets to networking, interviews, and simply being yourself, this conversation is packed with insight for pilots chasing an airline career. Whether you're applying to a regional, legacy, or major airline, this episode is packed with insight to help you stand out and take the next step in your aviation career.  CONNECT WITH US Are you ready to take your preparation to the next level? Don't wait until it's too late. Use the promo code "R4P2026" and save 10% on all our services. Check us out at www.spitfireelite.com! If you want to recommend someone to guest on the show, email Nik at podcast@spitfireelite.com, and if you need a professional pilot resume, go to www.spitfireelite.com/podcast/ for FREE templates!  SPONSOR Are you a pilot just coming out of the military and looking for the perfect second home for your family? Look no further! Reach out to Marty and his team by visiting www.tridenthomeloans.com to get the best VA loans available anywhere in the US.  Be ready for takeoff anytime with 3D-stretch, stain-repellent, and wrinkle-free aviation uniforms by Flight Uniforms. Just go to www.flightuniform.com and type the code SPITFIREPOD20 to get a special 20% discount on your first order.  #Aviation #AviationCareers #aviationcrew #AviationJobs #AviationLeadership #AviationEducation #AviationOpportunities #AviationPodcast #AirlinePilot #AirlineJobs #AirlineInterviewPrep #flying #flyingtips #PilotDevelopment #PilotFinance #pilotcareer #pilottips #pilotcareertips #PilotExperience #pilotcaptain #PilotTraining #PilotSuccess #pilotpodcast #PilotPreparation #Pilotrecruitment #flightschool #aviationschool #pilotcareer #pilotlife #pilot

In this episode of The Career Transition Experts podcast, we cover the following key strategies for navigating AI adoption at work and in your career transition: The Three Psychological Barriers to AI Adoption: The real reasons employees and leaders resist AI,  fear of job loss, identity threat, and shame around AI usage  and why addressing these is more important than any technical trainingThe Right Way to Introduce AI at Work: Why broad mandates fail and how focusing AI tools on the tasks people hate most builds momentum, reduces shame, and opens the door to genuine adoption over timeBuilding Trust as a Leader in the AI Era: Practical steps leaders can take to address employee fear, rebuild trust, and create a culture where AI usage is openly discussed and celebrated rather than hiddenCareer Transition & AI Readiness: How professionals navigating career transitions can position themselves confidently in interviews by demonstrating AI fluency, emotional intelligence, and strategic thinkingThe Future of Work, AI Agent Management: Why the future belongs to professionals who can manage AI agents and the skill set every career professional and leader needs to start developing right nowOur guest, Dr. Gleb Tsipursky, is a behavioral scientist, CEO of Disaster Avoidance Experts, and author of the hot new book, The Psychology of AI Adoption at Work: From Resistance to Results. Called the "Office Whisperer" by The New York Times, his work has been featured across NPR, CBS News, and 550-plus media interviews worldwide.You may contact him at gleb@disasteravoidanceexperts.comIf you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

Trecentottantasettesima 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;- Antonio Sabatini, imprenditore 45enne attivo nel settore import nella Costarica, ci spiega come approdare nel Paese centroamericano e sfruttare le opportunità presenti - passo dopo passo - ospite in onda Cristina Guerrini, presidente della Camera di Commercio Italo-Costarricense;- Eures Italia ci aggiorna sulle prossime opportunità e selezioni per lavorare in Europa;- nella rubrica “Expats Social Club” prosegue la serie di pillole informative, dedicate a consigli pratici e di orientamento su studio-tirocinio-lavoro all’estero. Oggi Anita Artusi, volontaria Intercultura, ci offre dritte utili su come prepararsi alla partenza, in vista della propria esperienza all’estero.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

Remote hiring, freely available deepfake tools and harvested identities have created an opportunity that organized criminals are now taking seriously. State-backed operations are training workers to apply for remote roles using stolen credentials and proxy interviewers. The aim is the salary and access to source code, customer data and intellectual property once they are inside. Recruiters are the ones meeting these people first, and in most organizations they are assessing them with a background check and their own judgment while IT, InfoSec and legal are rarely involved. So how seriously should employers be treating this, and what does a credible response look like? My guest this week is Lauren Furey, Principal Product Manager at Proof, where she leads product work on candidate fraud and identity verification. In our conversation, Lauren explains how these attacks work, where hiring processes are most exposed, and what TA teams can do about it. In the interview, we discuss: Bots, deepfakes, identity harvesting and proxy interviewers The criminal motivations behind state-backed infiltration Why the background check is no longer enough on its own How much recruiters overestimate their ability to spot a fake Why remote hiring created the gaps bad actors exploit Building identity continuity through the hiring process Making fraud prevention a shared responsibility with IT and InfoSec The candidate experience trade-off and where to place verification Verifiable credentials and protecting candidates' own identities Practical first steps and what does the future look like? https://www.linkedin.com/in/laurennfurey/ https://www.proof.com Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

There is some major concern with this woman and her boyfriend... he claims that he has moved back in with his parents because he lost his job at the beginning of the year... but something isn't adding up in his whole story. Listen to this morning's War of the Roses on demand now See omnystudio.com/listener for privacy information.

Covid changed the relationship between employees, offices and commuting, particularly in cities such as Tokyo. For many people, working from home eliminated hours spent standing in packed trains every day. That time could suddenly be spent sleeping, exercising, enjoying hobbies, being with the family or simply getting more work done. The bigger leadership question is what happens when working from home stops being an emergency response and becomes a permanent part of working life. Hybrid work brings obvious benefits, but it also removes many of the informal interactions leaders once took for granted. That means leaders need to deliberately create opportunities to spend real, face-to-face time with their people. One surprisingly powerful answer may be very simple: have more meals with the team. Why do leaders need more face-to-face time in a hybrid workplace? Hybrid and remote work reduce the spontaneous personal interactions through which leaders often discover what is really happening with their people. Zoom, Teams and other online meetings are excellent for conducting business, but not every workplace issue fits comfortably into a scheduled video call. When everyone worked in the office, leaders had numerous opportunities to notice things. A brief corridor conversation, a chat after a meeting or a spontaneous discussion could reveal concerns that would never warrant someone scheduling a formal meeting with the boss. Hybrid work removes many of those moments. That matters because employees may be dealing with difficult clients, strained relationships with colleagues, concerns about their boss or other sensitive workplace issues. If there isn't an easy opportunity to raise them, people may simply keep quiet and let the problem fester. Do now: Don't assume that because nobody is raising problems on Zoom, there aren't any problems. Deliberately create opportunities for private face-to-face conversations. Why can sharing a meal improve communication between leaders and employees? A meal creates a more relaxed environment than a formal meeting and can make difficult conversations easier to begin. Lunch or dinner changes the atmosphere and gives the leader and employee time together without a computer screen dominating the interaction. The objective isn't fine dining. The important ingredient is communication. This is especially valuable when discussing tender subjects such as difficult customers, problems with colleagues or frustrations inside the organisation. Sitting opposite the boss in a meeting room and being expected to explain a sensitive issue can feel intimidating. A restaurant creates a different dynamic. The conversation can move naturally between work and other topics. Silence doesn't have to be immediately filled. The employee has time to decide whether there is something they want to discuss. The leader also gets something increasingly scarce in the hybrid workplace: uninterrupted one-to-one time. Do now: Use occasional lunches and dinners as leadership opportunities rather than treating every employee conversation as another formal meeting. Why don't important employee issues always surface on Zoom? Employees naturally filter what they discuss in formal online meetings, so leaders can mistakenly believe they know more about what is happening inside their organisation than they actually do. This is one of the troubling things about those chance encounters when someone suddenly tells you what has really been going on. You find yourself thinking, "I wonder what else I am not across, which I need to know about?" Online meetings generally have an agenda and a purpose. Everyone knows why they are there. Sensitive issues don't necessarily fit neatly between agenda items. There is also a psychological difference between clicking "Join Meeting" for a scheduled discussion with the boss and gradually raising an issue during a relaxed conversation over lunch. Leaders therefore need to think preventatively rather than reactively. Don't wait until the employee requests the meeting because the situation has become unbearable. Do now: Ask yourself what information your current communication system is unlikely to uncover, rather than assuming scheduled meetings are telling you everything. How often should leaders have meals with their team members? Meals with employees work best when they become a regular leadership cadence rather than occasional events triggered by problems. The objective is to systemise informal communication before issues become serious. Birthdays can provide one opportunity. Taking someone to lunch on their birthday is a nice recognition element within the team culture and creates natural one-to-one time. But once a year isn't enough. Leaders should consider regularly rotating through their direct reports. There may also be important people outside the direct reporting line who would benefit from occasional one-to-one time. This doesn't need to become an expensive corporate entertainment programme. You have to eat lunch anyway. The restaurant doesn't need Michelin stars, and the meeting doesn't necessarily need to take place near the office. In a hybrid environment, a mutually convenient location may actually be easier for both people. Do now: Create a simple rotation so every direct report receives regular informal face-to-face time rather than waiting for chance encounters. How can leaders make employee lunches psychologically safe? The lunch must feel like a genuine conversation, not an interrogation disguised by food. Leaders need to create an atmosphere where employees feel they can speak openly if they want to, without feeling pressured to reveal something. Sometimes nothing magical will emerge. That doesn't mean the lunch was wasted. Simply spending relaxed time together can strengthen trust, and trust may make a future conversation possible. I once spent an hour sitting in silence in a small meeting room with a female employee in her early twenties. She was experiencing a problem involving her boss, who was more than 50 years old. Eventually she told me, "I can't tell you the problem." That was that. I still don't know what the issue was. But I have often wondered whether getting out of the office and talking over a meal might have made it easier for her to open up. Do now: Don't measure the success of the meal by how much information you extract. Measure it by whether you are strengthening the relationship and building trust. Can regular face-to-face contact help leaders retain employees? Strong personal relationships with leaders can become increasingly important for retention when talented employees have plenty of alternative employment opportunities. Recruiters are actively looking for people who might be persuaded to leave their current employer. If the leader has little personal contact with team members, problems can grow unnoticed. By the time the leader discovers the employee is unhappy, a recruiter may already be having the conversations the leader should have been having. That doesn't mean lunch is some magical retention technique. Employees leave organisations for many reasons, including compensation, career development, management quality and better opportunities. But regular personal contact gives leaders a better chance of understanding what is happening before the resignation letter arrives. There is a simple competitive reality here. Someone may be prepared to spend time building a relationship with your best people. It would be smart if that someone were you. Do now: Treat regular personal contact as part of leadership and retention, rather than waiting for the annual engagement survey to discover how people feel. Leadership in the Hybrid Workplace Requires Deliberate Human Contact Hybrid work has changed many of the assumptions leaders previously made about communication. When everyone was in the office, relationships could develop through dozens of small interactions. Leaders could observe behaviour, have spontaneous conversations and notice when something didn't seem right. Those opportunities are much less reliable when people are working remotely. Leaders therefore need to deliberately recreate some of the human contact that disappeared when the workforce left the office. That doesn't mean dragging everyone back into the building five days a week just so the boss can see them. It means finding intelligent ways to create meaningful face-to-face contact. A regular lunch with direct reports is hardly a revolutionary management technology. It is simple, inexpensive and easy to organise. The critical point is the purpose behind it. Don't interrogate people. Don't turn lunch into another performance review. Don't arrive with a checklist of questions and start taking notes between courses. Have a conversation. Listen. Build trust. Give people the space to tell you what is happening — including the things they would never raise on Zoom. In a hybrid workplace, your employees are going to have lunch with someone. Better that it is occasionally you rather than the recruiter trying to lift them out of your shop. Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動かす」リーダー). Greg also publishes daily business insights on LinkedIn, Facebook and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.

#170 - If you're currently trying to land a new job and you've been avoiding LinkedIn, or you're on it but the recruiters reaching out keep offering you roles you don't want, this episode is for you. Dr. Tega breaks down how recruiters are using LinkedIn right now to source talent, and why your current profile might be the reason the right ones aren't finding you.In this episode, you'll learn four specific things about your LinkedIn profile that could be repelling the recruiters you actually want to attract. Whether you're trying to pivot into a new career or get promoted to a higher level role, what you'll hear in this episode will help you understand exactly what needs to change on your profile so the right opportunities can start coming to you.Mentioned in this episode:Book a Free Career Clarity CallIf you are done waiting for things to get better on their own and you're ready to get clear on what your next career move actually is, book a free clarity call with me. On the call, we'll talk about where you are in your career right now, where you want to be, and exactly what it will take to get you there, whether that means pivoting into a new field or stepping into an advanced role you've already earned. Book your free call at hercareerdoctor.com/callsales call

Send us Fan MailPeaches is stuck at home with FOMO while the boys are at Operator Training Summit Pennsylvania, and somehow that turns into exactly what candidates need to hear again: you are probably not running enough.Trent and Peaches start with OTS updates, CrossFit Hershey, Pennsylvania, Miami University in Ohio, and Vegas in December. Then Peaches brings up something he has been noticing online: everyday recruiters and MTIs are putting in real mileage. Not candidates training for one of the hardest pipelines on the planet. Recruiters. MTIs. Air Force members with normal jobs who are running 20, 25, even 40 miles a week because they care about fitness, mental health, professional image, and being ready for life.Which raises the obvious question: if they can do it, why are pipeline candidates still acting like a mile and a half is the finish line?The boys break down the difference between passing the test and preparing for the life. Air Force Special Warfare candidates need more than a passing Initial Fitness Test. They need the aerobic base to absorb long days, recover, move under load, ruck, run, swim, train again, and not fold when volume stacks up.They also talk about why OTS exposes people so quickly. It is not selection. It is not a pipeline smoke session. It is two days of coaching: land day, water day, running, rucking, mobility, pool work, instruction, and mentorship. And still, people get absolutely smoked. That should tell you something.Then the conversation swings into MTIs, BMT, cones, cadre wakeups, student shenanigans, Air Force investment in Basic Military Training, and why trainees need to understand that MTIs are not the enemy. They are the people trying to turn 60 random civilians into Airmen in seven and a half weeks.Bottom line: minimum standards are not the goal. If you are serious about Air Force Special Warfare, stop training like a normal person trying to pass a test. Build the engine. Run more. Recover better. Stay consistent. And quit acting shocked when the people around you are outworking you.Links:OnesReady.comOperatorTrainingSummit.comChapters:00:00 - Ones Ready Intro01:04 - ATACLETE and Partner Discounts02:10 - Jared Pietras Sent You a Discount Code02:40 - Ohio and Vegas OTS Updates03:13 - Christmas OTS in Vegas03:23 - Peaches Has Pennsylvania OTS FOMO04:08 - What's Happening at CrossFit Hershey04:34 - The Podcast Must Go On05:03 - Missing OTS Hits Different05:33 - New Guest Instructor at OTS06:00 - Are Candidates Running Enough?06:59 - OTS Alumni Keep Hearing the Same Message08:10 - Recruiters Are Putting in Work08:34 - 40.9 Miles in One Week08:55 - Running for Mental Health and Life09:35 - MTIs and Recruiters Training Hard10:09 - Hyrox, Running, and Real Fitness10:51 - Grandma Is Outworking Pipeline Candidates11:57 - Why Are Normal Airmen Doing More?12:37 - Professional Image Matters13:22 - Stop Making Excuses for Looking Unprepared14:33 - What Started Their Fitness Push?15:31 - Why OTS Breaks People Into Mileage Groups16:00 - Your Numbers Become Your Identity16:31 - Getting Around Fit People Is Sobering17:11 - Fitness Is for the Rest of Your Life18:19 - OTS Is Not Selection19:06 - Why Candidates Are Starving After Land Day20:00 - Some People Do Not Come Back for Day Two20:46 - Long Days Expose Low Volume21:31 - Cadre Wakeups Are a Gift22:01 - Clear Instructions and Megaphones22:38 - Cone Lives Matter23:20 - Everything Cadre Do Is for You24:09 - Old-School Cadre Visits24:59 - Triangle Girls and Keesler Shenanigans26:14 - Guilty Until Proven Innocent27:20 - Can Trainees Escape BMT?27:57 - The McDonald's Sign at Basic28:56 - MTIs Are on Your Side29:48 - Imagine Managing 60 Random Civilians30:38 - Air Force Investment in BMT 3.031:33 - Cut Your MTI Some Slack31:55 - How to Find an Air Force Recruiter33:06 - Find a Recruiter Putting in Miles33:34 - Ohio, Vegas, and Christmas OTS34:06 - Like, Subscribe, and Go RunSupport the showJoin this channel to get access to perks: HEREBuzzsprout Subscription page:  HERERegister for our Operator Training Summit:  OperatorTrainingSummit.comFind an Air Force Recruiter: AirForce.comCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code:  ONESREADY ATACLete - Follow the URL (no promo code):  ATACLeteDanger Close Apparel - Promo Code:  ONESREADYDFND Apparel...

French prosecutors said their investigation into Jeffrey Epstein's network had identified additional people who may have acted as recruiters, expanding the inquiry beyond the figures already publicly associated with him. Paris prosecutor Laure Beccuau described the network as “labyrinthine” and said investigators were following dozens of different leads, including connections stretching from New York to Saint-Tropez and Cannes. The investigation was opened after the U.S. Justice Department released a new cache of Epstein files in January, and French authorities said they had now identified 26 potential victims, including 13 who had not previously appeared in any case. Eight of those women still had to be interviewed, in part because some were living outside France.The development came after French modeling scout Daniel Siad, who had been accused of helping Epstein traffic women, was found dead at his home in July before investigators could question him. France had already examined figures from the modeling industry tied to Epstein, including Jean-Luc Brunel, who was arrested in 2020 on allegations involving rape of minors and trafficking for sexual exploitation before dying in jail in 2022. Authorities had also previously investigated former Elite modeling executive Gerald Marie, though that case was dropped because the statute of limitations had expired; Marie denied wrongdoing and said he had met Epstein only once. The new probe suggested French prosecutors were no longer treating Epstein's French connections as a closed chapter, but were instead trying to identify the people who may have helped recruit women into his orbit and reconstruct how that network operated across borders.to contact me:bobbycapucci@protonmail.comsource:France's Epstein probe identifies 'potential recruiters' | Courthouse News Service

Sign up for the Finish The Year Strong 2026 Summit (Sept 28 to Oct 5): https://recruiters-finish-the-year-strong.heysummit.com/ Check out Atlas, the AI-native CRM and ATS built for recruiters: https://recruitwithatlas.com/ What does the person who has sat across from some of the top billers in this industry actually see when he looks at them? In his first podcast appearance ever, Kevin Parker sits down with Benjamin Mena for a conversation that goes where recruiting content almost never goes. Kevin is a licensed clinical social worker and licensed clinical addiction specialist with 20 years in the psychotherapy world, and he has spent years in what he calls sacred spaces with high performers, usually as the one asking the questions. He has no website, no socials, and no digital footprint. On purpose. This time, he answers the questions. Kevin opens with what he sees in those rooms: brilliant, entrepreneurial people whose minds run ten steps ahead of everyone else, and who often have nowhere to take the wins, the losses, or the weight of it all. Recruiting is relational all day long, and it can still be one of the loneliest careers there is. The way through, he argues, starts with saying it out loud. Name it to tame it. From there the conversation moves through the four buckets of life, why work-life balance is a myth he abandoned in favor of tension, the real difference between success and significance, and why imposter syndrome is not a flaw to eliminate but a part of you that sometimes needs to be thanked and told to take a seat. He also speaks directly to working moms in recruiting, and closes with a challenge for anyone who is not feeling lonely right now: pick up the phone. What You'll Learn: What elite recruiters actually talk about when nobody else is in the roomWhy entrepreneurs and recruiters carry so much alone, and why naming it is the catalystThe three rules for deciding who deserves to hear what you are carryingThe four buckets of life and what happens when work is the only thing in yoursWhy work-life balance is baloney, and the tension model that replaces itThe difference between success and significance, and why one is steps and the other is hardHow to handle imposter syndrome without destroying the drive that got you hereWhy the candidate you placed will remember you forever, even if you forget the deal Whether you are grinding through your first year or twenty years in, this episode will find you where you are. Remember that you are significant. LINKS:

French prosecutors said their investigation into Jeffrey Epstein's network had identified additional people who may have acted as recruiters, expanding the inquiry beyond the figures already publicly associated with him. Paris prosecutor Laure Beccuau described the network as “labyrinthine” and said investigators were following dozens of different leads, including connections stretching from New York to Saint-Tropez and Cannes. The investigation was opened after the U.S. Justice Department released a new cache of Epstein files in January, and French authorities said they had now identified 26 potential victims, including 13 who had not previously appeared in any case. Eight of those women still had to be interviewed, in part because some were living outside France.The development came after French modeling scout Daniel Siad, who had been accused of helping Epstein traffic women, was found dead at his home in July before investigators could question him. France had already examined figures from the modeling industry tied to Epstein, including Jean-Luc Brunel, who was arrested in 2020 on allegations involving rape of minors and trafficking for sexual exploitation before dying in jail in 2022. Authorities had also previously investigated former Elite modeling executive Gerald Marie, though that case was dropped because the statute of limitations had expired; Marie denied wrongdoing and said he had met Epstein only once. The new probe suggested French prosecutors were no longer treating Epstein's French connections as a closed chapter, but were instead trying to identify the people who may have helped recruit women into his orbit and reconstruct how that network operated across borders.to contact me:bobbycapucci@protonmail.comsource:France's Epstein probe identifies 'potential recruiters' | Courthouse News ServiceBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.

In this episode of The Career Transition Experts podcast, we tackle one of the most real and raw conversations happening in today's job market;  the fear that by learning and using AI, professionals are quietly training their own replacement.Dr. Tsipursky gets straight to the heart of what so many career professionals are feeling but not saying out loud. AI is not just another technology upgrade like a new CRM or ERP system. It is a fundamentally different kind of disruption,one that is making even the most experienced professionals question their value and their future. From a tax preparer watching AI complete five days of work in thirty minutes, to executives navigating career transitions in an increasingly automated hiring landscape, the fear is real. And acknowledging it is the first step to doing something about it.Our guest, Dr. Gleb Tsipursky, is a behavioral scientist, CEO of Disaster Avoidance Experts, and author of the hot new book The Psychology of AI Adoption at Work: From Resistance to Results. Called the "Office Whisperer" by The New York Times, his work has been featured across NPR, CBS News, and 550-plus media interviews worldwide.You may contact him at gleb@disasteravoidanceexperts.comIf you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

French prosecutors said their investigation into Jeffrey Epstein's network had identified additional people who may have acted as recruiters, expanding the inquiry beyond the figures already publicly associated with him. Paris prosecutor Laure Beccuau described the network as “labyrinthine” and said investigators were following dozens of different leads, including connections stretching from New York to Saint-Tropez and Cannes. The investigation was opened after the U.S. Justice Department released a new cache of Epstein files in January, and French authorities said they had now identified 26 potential victims, including 13 who had not previously appeared in any case. Eight of those women still had to be interviewed, in part because some were living outside France.The development came after French modeling scout Daniel Siad, who had been accused of helping Epstein traffic women, was found dead at his home in July before investigators could question him. France had already examined figures from the modeling industry tied to Epstein, including Jean-Luc Brunel, who was arrested in 2020 on allegations involving rape of minors and trafficking for sexual exploitation before dying in jail in 2022. Authorities had also previously investigated former Elite modeling executive Gerald Marie, though that case was dropped because the statute of limitations had expired; Marie denied wrongdoing and said he had met Epstein only once. The new probe suggested French prosecutors were no longer treating Epstein's French connections as a closed chapter, but were instead trying to identify the people who may have helped recruit women into his orbit and reconstruct how that network operated across borders.to contact me:bobbycapucci@protonmail.comsource:France's Epstein probe identifies 'potential recruiters' | Courthouse News ServiceBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

90% of her business comes from referrals. She has never made a cold call, never sent a cold email, and never pitched herself at a networking event. And she built the whole thing in four years, starting with zero recruiting background. April Ben-Sabat became a recruiter by accident. She spent six years as the right hand at a transport company, told them in her first interview she would own a business within five years, and when they could not find a transport recruiter to backfill her, her own boss said the words that changed everything: why don't you start a recruiting agency? A year later the company went bankrupt and she was all in, whether she was ready or not. What she built next is the playbook this episode unpacks. April went from searching "business networking" on Eventbrite and showing up to anything free, to becoming the recruiter an entire city refers. She walks through exactly how she works a room she has never been in: standing at the door, finding the person who is alone, opening with "what brings you here," and shimmying into conversations without an ounce of pitch. She explains why she goes to every event alone, why bringing a wingman makes you less approachable, and the solo restaurant challenge she gave herself, one Friday night, no phone allowed, that trained her to be comfortable in any room. Then she goes deeper: why following up with "great meeting you last night" is the same as handing out a business card, what to reference instead, and how posting on LinkedIn keeps her in the feed of everyone she has ever met so the referral arrives eight months later. When the events around her felt empty, she built her own, with a curated guest list, a word-match game on the back of every name tag, and a room engineered for people who are scared of networking. And because standing still was never the plan, April is now tearing up her own playbook, taking her agency into the US market and a brand new niche while building her own AI sourcing agent with Claude Code. Job order in, vetted shortlist out, outreach in her voice, and an ATS she never opens anymore. As April tells it, the shortlists are finding people a human sourcer could not surface in two weeks of full-time searching. She also draws her hard line: the first message can be automated, but the moment a real conversation starts, the human takes over. Whether you are grinding without direction, sitting behind the screen wondering why BD feels broken, or curious what one non-developer recruiter can build in a weekend, this conversation is the push to get in the room. What You'll Learn: The exact first 90 seconds of walking into a room where you know nobodyWhy April never sells at networking events and how referrals arrive months later anywayThe follow-up message that actually gets remembered, and the one that gets ignoredHow to host your own networking event that people beg to return toHow she built an AI sourcing agent on Claude Code that searches her ATS and beyondThe one thing she refuses to automate, and why candidates thank her for it Finish The Year Strong 2026 (Sept 28 - Oct 5). April is speaking, and her session currently has the most RSVPs of the entire summit. All live sessions are free: https://recruiters-finish-the-year-strong.heysummit.com/ Atlas, the CRM that actually understands context: https://recruitwithatlas.com/ Firm Leaders Summit (Nov 16-18): https://firm-leaders-and-owners-recruiting-summit-2026.heysummit.com

Ex-Sydney Swans recruiting boss, Kinnear Beatson, joined Matt Granland.See omnystudio.com/listener for privacy information.

Ex-Sydney Swans recruiting boss, Kinnear Beatson, joined Matt Granland.See omnystudio.com/listener for privacy information.

Adding personality to your UX portfolio is one of the most repeated pieces of advice in the industry, and Sarah closes out her five part portfolio myth series by explaining why it's actually working against you. Personality and passion don't get you the interview. Proof does. That's the whole myth this episode takes apart.Sarah argues that trying to inject personality into a portfolio usually competes with the actual content instead of supporting it. A font chosen to feel "personal" can make a case study harder to read. Extra design elements, background flourishes, or animation pull attention away from the work itself, and animation in particular can even make some viewers physically ill. A personal logo shrunk down to fit a slide often becomes illegible. None of it proves you can do the job you're applying for, which is the one thing recruiters and hiring managers are actually scanning for.She backs this up with a line from Steph McDonald, lead recruiter at HubSpot focused on UX design roles, who compares a well edited portfolio to a fashion designer who puts on all her jewelry, then takes a few pieces off before walking out the door. The move isn't to avoid adding things you care about, it's going back afterward and cutting what isn't earning its place. Sarah's takeaway is direct, less personality, more evidence that you've done what the job description is asking for.This episode also wraps the full five part series. Sarah runs through a fast recap of all five myths, from project count to portfolio websites to showing failed work, and asks listeners who followed along to share whether it changed how they think about their own portfolio.Topics Discussed✅ Why personality and passion don't get you an interview, and what actually does✅ How trying to show personality through fonts, animation, or design flourishes can work against your portfolio instead of for it✅ Why a personal logo in your portfolio often backfires once it's shrunk down to a smaller size✅ What Steph McDonald, lead recruiter at HubSpot focused on UX design roles, said about editing a portfolio before you hit send✅ Why Sarah says the goal is proof over personality, and what that actually looks like in practice✅ A full recap of all five UX portfolio myths covered across the series✅ Where to learn more about Career Strategy Lab if your portfolio has been stuck in redesign mode for monthsLinks & Resources

EU AI Act is Now in Force! What Recruiters Need To Do Now   The EU AI Act is no longer a future concern - it's live, enforceable, and already reshaping how organisations can use artificial intelligence in hiring. For recruiters and talent acquisition teams, this isn't just a compliance headache for the legal department. If your tech stack includes AI-powered sourcing, CV screening, video interviewing, or candidate assessment tools, the Act directly affects you. The stakes are high: non-compliance can trigger fines of up to 7% of global annual turnover, and the rules apply to any employer hiring within the EU, regardless of where the company is headquartered. Yet many TA teams are only now waking up to what "high-risk AI system" means in practice. In this session, we'll cut through the regulatory noise and focus on what recruiters actually need to do - and do quickly - to stay on the right side of the law without grinding their hiring process to a halt.   Key Themes We'll Cover: What the EU AI Act Actually Says About Recruitment – Which AI hiring tools are classified as high-risk and what that classification triggers in terms of legal obligation The Transparency Imperative – Why you now need to tell candidates when AI is being used to evaluate them, and how to do it without damaging the candidate experience Human-in-the-Loop Requirements – What "meaningful human oversight" really means and how to design workflows that satisfy regulators without creating bottlenecks Bias Testing and Documentation – The new standards for fairness auditing, dataset governance, and the paper trail you need to build around every AI-driven hiring decision Vendor Due Diligence – The hard questions to ask your HR tech providers right now, and red flags that suggest a tool won't pass regulatory muster The Extraterritorial Trap – Why US, UK, and APAC-based employers can't ignore the Act if they hire even a handful of people in Europe Building Your Compliance Roadmap – Practical, prioritised steps TA leaders can take in the next 90 days to assess risk, remediate gaps, and keep hiring moving What Comes Next – How the Act is likely to influence AI regulation globally and what early movers are doing to turn compliance into a competitive advantage Whether you're a TA leader scrambling to understand your exposure, a recruiter using AI tools day-to-day, or an HR tech buyer re-evaluating your vendor list, this session will give you the clarity and actionable steps you need. Join Hung Lee and our panel of legal, compliance, and talent acquisition experts as we unpack the EU AI Act and translate it into recruiter-friendly language. Follow the Recruiting Brainfood channel and register now - this is one compliance shift you can't afford to sleep on.   We're on Friday 4th September, 2pm BST / 3pm CEST. Following the channel here (recommended) and register for the show here   Ep405 is sponsored by our friends Ashby   The all-in-one recruiting platform that evolves at the speed of AI. Empowering ambitious teams from Startups to Enterprises. If you're looking for an upgrade to our core talent platform, you know you need to check out Ashby. Get a demo today here

Emily Durham reveals the smarter approach to job-hunting.— YOU'LL LEARN — 1) Why “medium is more” when it comes to networking 2) The keys to opening the door for opportunities3) Why AI-generated resumes work against youSubscribe or visit AwesomeAtYourJob.com/ep1178 for the full transcript! — ABOUT EMILY — Emily Durham, better known as Emily the Recruiter, is a recruiter turned career coach and content creator. On her popular social media platform and her podcast, Clock In, she gives real-world advice to help people thrive in their careers. Her work has been featured on Good Morning America, BBC News, in the Globe and Mail, and more. She lives in Toronto.• Book: Clock In: No-BS Advice for Getting Ahead in Your Career (Without Losing Your Mind)• Instagram: emily.the.recruiter• Podcast: Clock In• Tiktok: Emily The Recruiter• YouTube: Emily Durham— RESOURCES MENTIONED IN THE SHOW — • Book: Strangers: A Memoir of Marriage by Belle Burden— THANK YOU SPONSORS! — • Shopify. Sign up for your free trial at Shopify.com/awesomepod• Vinted. Download the Vinted app for free to start selling with no seller fees!• Fitnexa. Get $10 off the SomniPods3 with the link and code AWESOMESee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's easy to let business development slide when repeat clients and referrals are keeping you busy. Mark Whitby learned that lesson the hard way when he lost 85% of his revenue during the Great Recession.In this FDE+ session, Mark shares a seven-step plan for reaching the clients you most want to work with. He covers how to choose high-value accounts, research them, personalize your message, and use video, landing pages, direct mail, and phone calls to book more meetings over the next 30 days.Key Takeaways:How to choose which clients to targetWhy the channel matters as much as the messageWhat to include in a 30-day outreach campaignWays to personalize outreach without relying on automationWhy phone calls still improve your chances of booking a meeting________________Follow Mark Whitby on LinkedIn: Mark WhitbyFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

The Shred is a weekly roundup of what's making headlines in the world of employment.

In this weeks episode sponsored by Dalia.co * Hibob gets infusion of cash, Recruiter.com acquires Feenyx, Staffmark's report on AI in recruiting, new features from ICIMS and Vervoe. READ ON https://hrtechfeed.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Welcome to the Financial Freedom & Wealth Trailblazers Podcast! In today's episode, we're talking about how to identify the next step in your career and move into it with confidence. Austin Lawrence is an Author, Recruiter, PLC Certified Life Coach, Entrepreneur, and Corporate Trainer who believes knowledge is power that can truly move mountains! Through his Knowledge Is a Power Outlet™ series, he helps readers turn ideas into habits that create lasting personal and professional transformation.Drawing on over a decade of experience in recruiting, leadership, entrepreneurship, and personal development, Austin created the KIAPO 7-Step Personal Transformation Program and the KIAPO Pyramid to help people discover their purpose, strengthen their mindset, and achieve great success through consistent action.His books and workbooks are designed to be practical, interactive, and inspiring—providing readers with tools to grow in their careers, relationships, health, and overall quality of life.Austin is also working on several children's book series, and holds a Masters in Entrepreneurship. He is currently studying to acquire his Doctorate of Organizational Change and Development in early 2029.*Fun Fact: Austin's favorite book of all time is Hatchet, by Gary PaulsenConnect with Austin Here: LinkedIn: www.linkedin.com/in/austin-lawrence-mba-0b33a916bTikTok: https://www.tiktok.com/@alcreationsusa?is_from_webapp=1&sender_device=pcKIAPO Book Link (Amazon): https://www.amazon.com/dp/B0H6GG9JF8Website: https://paperbell.me/austin-lawrenceGrab the freebie here: Email knowledgepoweroutlet@gmail.com for the ebook===================================If you enjoyed this episode, remember to hit the like button and subscribe. Then share this episode with your friends.Thanks for watching the Financial Freedom & Wealth  Trailblazers Podcast. This podcast is part of the Digital Trailblazer family of podcasts. To learn more about Digital Trailblazer and what we do to help entrepreneurs, go to DigitalTrailblazer.com.Are you a coach, consultant, expert, or online course creator? Then we'd love to invite you to our FREE Facebook Group where you can learn the best strategies to land more high-ticket clients and customers. QUICK LINKS: APPLY TO BE FEATURED: https://app.digitaltrailblazer.com/podcast-guest-applicationDIGITAL TRAILBLAZER: https://digitaltrailblazer.com/

Recruiters say they're being inundated with applications generated by AI, sometimes receiving thousands of applications for a single role.

For years, organizations could define a role and expect its responsibilities to remain relatively stable. Today, that assumption no longer holds.  AI is reshaping work. New skills emerge constantly. Responsibilities evolve faster than organizations can update job descriptions, job architectures, or compensation frameworks.  The result? Employees are doing work that doesn't match their job descriptions. Recruiters are hiring for skills that don't fit existing roles. Compensation teams are trying to benchmark jobs that seem to change every quarter.  So what happens when the work changes faster than the systems designed to define it?  In this episode, we explore why organizations need to rethink job architecture for a world of continuous change, how AI is accelerating skills evolution, and what HR leaders can do to build job frameworks that are flexible enough for the future.  Host:   Ruth Thomas – Chief Compensation Strategist, Payscale    Guest:   Katrina Kibben – Founder, Three Ears Media | Recruiting Trainer, Author, and Keynote Speaker  Episode resources: Watch recording: How to prevent offer and pay alignment issues that create hiring delays​ Watch recording: The right and wrong way to use AI in job descriptions

Ask around and most will have nothing but good things to say about Andre Luciano. This Vegas kid turned Hoosier is now using his lifetime's worth of skills and experience to help young players get to the next level: College. As a rep at SRUSA Soccer Andre focuses on an approach that matches a player to the moment... the level... and ultimately the right team. Don't forget to drop a review on your favorite player; it's free, and it helps us spread the word!!! Learn more about your ad choices. Visit megaphone.fm/adchoices

Recruiters have more technology than ever—sourcing platforms, applicant tracking systems, automation and AI. So why do they still spend so much time on administrative work?It's an interesting question for someone who has experienced recruiting technology from both sides: first as a talent acquisition leader and now as someone helping organizations rethink that experience with AgileATS.The bigger question is simple: Are we building technology around the way recruiters actually work—or asking recruiters to work around their technology? Hosted on Acast. See acast.com/privacy for more information.

What happens when you create the “perfect” job candidate and send her into today's job market? Apparently, not much.Emily Durham, better known as Emily the Recruiter, decided to build a completely fake LinkedIn profile and resume for a candidate who checked all the right boxes and then applied to 40 jobs to see whether being “perfect on paper” was actually enough to get noticed. The results were… well, let's just say things are bad when you have to become a “mad scientist” to figure out what is happening in the job market.We talk about why the traditional idea that you can simply apply for enough jobs and eventually get one is increasingly out of touch. We also get into something that hits particularly close to home: what happens when you're mid-career, over 40, and suddenly realize that the job market you knew doesn't really exist anymore? Emily shares what recruiters actually look for and what candidates can realistically control as AI changes the hiring process.And then we get into the stuff that makes me want to scream into the void: workplace ageism, coded language like “fresh perspectives,” pregnancy discrimination, and the pressure to constantly prove that you're still relevant. But don't worry, this episode isn't all doom and gloom. We also talk about accidental entrepreneurship, portfolio careers, and why, hot take, your job does not have to be the thing you love most about your life. In This Episode:- What Emily's “perfect candidate” experiment revealed- Ghost jobs, job platforms, and the reality of applying in 2026- How to build a resume recruiters actually notice- Why networking matters more than mass applying- Accidental entrepreneurship and the rise of portfolio careers- What AI is actually doing in the hiring process- Why AI proficiency is becoming a workplace requirement- The reality of ageism and bias at work- How to protect and advocate for yourself at work- Why your job doesn't need to be your passionAnd much more!Resources:- Get Corporate-level Health Coverage for Solopreneurs with a 50% Discount for 1st Three Months - https://essentlcreator.com/maureen- Clock In by Emily Durham - https://emilydurham.org/clock-in -The hidden challenges younger women face at work - https://leanin.org/articles/findings/the-hidden-challenges-of-younger-women-at-work-face/Connect with Emily Durham:LinkedIn: https://www.linkedin.com/in/edurham-hr/Website: https://emilydurham.org/Connect with Maureen Clough:LinkedIn: maureenwcloughWebsite: itgetslateearly.comInstagram: @maureenwclough YouTube: @itgetslateearly Affiliate Disclaimer:Hey there! Just a quick heads-up — some of the links we share in our show notes, YouTube videos, or episodes might be affiliate links. That means if you click on one and make a purchase, we might earn a small commission (at no extra cost to you).We only shout out products, tools, or services we've actually tried, love, or think you'll find genuinely useful. Still, it's always a good idea to do your own homework before buying anything.Using these links helps support the show and keeps It Gets Late Early rolling — so thanks a ton for being part of the community

“Success is not to be pursued. It is to be attracted by the person you become.” — Jim RohnSuccess in your career is determined by more than performance. It is also shaped by visibility, influence, positioning, relationships, and your ability to communicate your value before someone else defines it for you.Deepali Vyas has dedicated her career to mastering that exact process. Known as The Elite Recruiter, Deepali has spent 25+ years advising Fortune 500 companies, hedge funds, and high-growth organizations on executive hiring and leadership strategy.Deepali has reviewed 1M+ résumés, conducted 50K+ interviews, and helped thousands of professionals secure senior positions and negotiate life-changing opportunities.In this episode:• How to command a higher salary• What separates those who are promoted from those who remain stuck• The skills you need to stay valuable in the age of AI• How to communicate your value so the right relationships and opportunities find their way to youLet's WIN THE DAY with Deepali Vyas!_