Podcasts about recruiters

Whether it's getting into a better college or improving performance in sports, more and more people are investing in having a coach. What are you willing to invest in to achieve high performance in your career?In this episode of SkillSharp The Podcast, we welcome Wade Smart, Founder & President of Smart Partners Consulting, LLC. Wade is a Talent Acquisition executive who offers a new service called reverse recruiting, and he coaches professionals to improve their career performance. If you've been out of work, job searching and not landing interviews, need a better resume, or a new outlook on how to professionally pivot, you don't want to miss this two-part episode. SkillSharp The Podcast offers you insider access to information, trends, and insights to navigate building a successful career. SkillSharp's team of veteran media industry recruiters with 50+ years of experience at well-known brands such as NBC, FOX Sports, Warner Bros., The CW, House of Blues, Disney, Universal Studios, & IGN, delivers career-transforming insights through Game-changer Conversations, Entrepreneur Journeys, Career Stories, and Recruiters' Secrets. Check us out on YouTube: @skillsharpmediaJoin our growing community of driven, passionate professionals who understand that staying sharp isn't optional—it's a must. #careergrowth #businessinsights #jobmarkettrends #leadershipdevelopment #careerstrategies #skillsharppodcast #careeradvice #professionaldevelopment #mediaindustry #creator #creator2creator #creatoreconomy #creatorjobs #mediacareers #mediaproduction #creative #mediaexecutives #entertainmentbusiness #interviewing #entrepreneursjourney #businessgrowth #entrepreneurialmindset #businessdevelopment #foundersstories #growth #creatoreconomy #grow #career #careerpivot #creative #growth #grow #monetize #entrepreneur #entrepreneurshipSupport the showFor more sharp content, visit our YouTube Channel @skillsharpmedia - Like, subscribe, and set the notification bell to Stay Sharp!

Send us a textWhat happens when a guy born in Mexico, raised in Montana, gets denied reentry into the Air Force for nearly six years—and comes back swinging as Puerto Rico's first full-time AFSW recruiter? You get this episode.Peaches sits down with a recruiter who has seen every side of the Air Force: enlisted mechanic, disgruntled civilian, determined returnee, and now the face of Special Warfare recruiting across Puerto Rico and the Virgin Islands. This live Q&A is raw, real, and packed with advice you won't find in any pamphlet.They cover everything from sneaky prior-service roadblocks and cross-training myths to what it's like building a pipeline in a place where half the population still thinks “military” just means “Army.” If you're thinking about enlisting, crossing over, or even just wondering if 5'2" is too short to ruck 10 miles—this one's for you.

Attracting recruiters on LinkedIn is a game-changer for any job seeker. With 97% of recruiters sourcing talent there, having a standout presence is no longer optional, it's essential!In this episode, you will learn how to make LinkedIn your “career insurance” by attracting recruiters directly. Our host and CEO Porschia, alongside guest Anna Morgan (a top 5% recruiter and “Top 16 LinkedIn Expert in Atlanta”), share clear, actionable steps to optimize your profile, use spotlights and AI-powered searches, and engage consistently without feeling overwhelmed.They explain why working with recruiters can accelerate your job search, how the LinkedIn Recruiter platform differs from public profiles, and which key profile elements drive visibility. Anna also covers common pitfalls (outdated skills, weak headlines, skipping the About section) and offers a “give to get” mindset for commenting and posting. Click here for full show notes and to learn more: https://www.fly-highcoaching.com/attracting-recruitersCheck out the master class Career 911: Solving the Top 5 Challenges Executives and Professionals Have: https://fly-high-coaching.thinkific.com/courses/Career%20911%20Master%20Class!

In this episode of Let's Combinate, host Subhi Saadeh is joined by Kirk Petyo, Managing Partner at Talent Factory Medical and founder of Talent Factory Recruiting. If you're a bioengineering student, recent grad, or early-career professional trying to break into medical devices, biotech, or pharma—this one's for you.With extensive experience recruiting for regulated industries like aerospace, medical devices, and pharmaceuticals, Kirk offers grounded, actionable insights for early-career professionals and hiring managers alike.This episode covers how to craft a strong resume, the importance of knowing your career “why,” how to stand out to recruiters, and why onshoring and shifting regulatory trends matter for the next generation of talent in life sciences.Timestamps00:00 – Welcome and Guest Introduction 00:35 – Kirk's Career Journey and Advice 02:18 – Navigating Early Career Challenges 03:12 – Building a Strong Resume and Networking 04:38 – The Importance of Specificity in Job Applications 08:56 – Recruitment Insights and Industry Trends 12:05 – Personal Experiences and Lessons Learned 18:49 – Advice for Upcoming Graduates 23:18 – The Importance of Passion in Job Interviews 24:00 – Evaluating Candidates Beyond Experience 24:58 – Personal Stories and Career Choices 30:55 – Bioengineering vs. Mechanical Engineering 41:34 – Industry Trends and Onshoring 44:18 – Entry-Level Opportunities and Recruitment About Kirk PetyoKirk Petyo is the Managing Partner at Talent Factory Medical and founder of Talent Factory Recruiting. He has spent his career recruiting top talent in highly regulated industries like aerospace, medical devices, biotech, and pharma. Known for his ability to bridge business needs with real human connections, Kirk helps companies grow stronger teams—and helps candidates navigate complex career decisions with clarity and purpose.About the Host Subhi Saadeh is a Quality Professional and host of Let's ComBinate. With a background in Quality, Manufacturing Operations, and R&D, he has worked in large Medical Device and Pharma organizations to support the development and launch of hardware devices, disposable devices, and combination products for vaccines, generics, and biologics.Subhi currently serves as the International Committee Chair for the Combination Products Coalition (CPC), is a member of ASTM Committee E55, and has served on AAMI's Combination Products Committee.

In dieser Folge von Recruiting Basics tauchen wir tief in das Thema Klarheit und Ownership im Recruiting ein. Unser Gast Gregor diskutiert mit Artur und Stefan darüber, wie Recruiter:innen Verantwortung für ihre Prozesse übernehmen und dadurch für bessere Ergebnisse sorgen können.

SkillSharp The Podcast reveals the hidden recruitment process and the future of AI in recruiting. Recruiters who are focused on saving time to find the best talent, as well as improving the candidate experience, will deeply relate to the insights shared. Smart candidates can use these recruiter tips and secrets about their process to improve their chances of being a top candidate. The goal is not to be 1 of 250 candidates. The goal is to be 1 of 1.SkillSharp The Podcast offers you insider access to information, trends, and insights to navigate building a successful career. Whether as a professional or creator, SkillSharp's team of veteran media industry recruiters delivers career-transforming insights through Game-changer Conversations, Entrepreneur Journeys, Career Stories, and Recruiters' Secrets. Whether climbing the corporate ladder or launching a business, get the competitive edge you need. Subscribe to get new episodes and bonus content to stay sharp in today's marketplace. Join our growing community of driven, passionate professionals who understand that staying sharp isn't optional—it's a must. Check out the video episode on YouTube @skillsharpmedia#careergrowth #businessinsights #jobmarkettrends #leadershipdevelopment #careerstrategies #skillsharppodcast #careeradvice #professionaldevelopment #mediaindustry #creator #creator2creator #creatoreconomy #creatorjobs #mediacareers #mediaproduction #creative #mediaexecutives #entertainmentbusiness #interviewing #entrepreneursjourney #businessgrowth #entrepreneurialmindset #businessdevelopment #foundersstories #growth #creatoreconomy #grow #career #careerpivot #creative #growth #grow #monetize #entrepreneur #entrepreneurshipSupport the showFor more sharp content, visit our YouTube Channel @skillsharpmedia - Like, subscribe, and set the notification bell to Stay Sharp!

This episode features Kristy Donaldson, a high-volume recruiter at Chewy by day and a full-blown horse and Breyer model enthusiast by night. Kristy's world is a fascinating blend of real horses, collectible horses, YouTube creativity, and early morning barn rides before work. We talk about her journey into dressage, her obsession with Breyer models, and how she balances the two worlds like a pro.Key topics we discussed in 6 bullet points:The world of Breyer model horses and how Kristy grew a collection of over 300The surprising resale value of rare models and the collector economy behind themStarting a YouTube channel and what content horse people actually want to seeRiding at 6 a.m. and juggling shows with a full-time job at ChewyWhy horse people secretly (and not so secretly) hire other horse peopleThe misunderstood beauty and grind of dressage for adult amateursBonus fact:Kristy once scored a bullseye on her very first horseback archery attempt, combining her two passions—horses and archery—into one epic moment.Social media links for the guest:YouTube: Blue Eyed BreyersInstagram: @blue_eyed_breyers and @spartographer07Social media links for Horse People Podcast:Instagram: @horsepeoplepodcastLinkedIn: Horse People PodcastSubscribe to the show and leave us a review and if you've got a model horse collection you're proud of, shoot us a message—we want to hear your story.

In the final episode of this six-part podcast series about hiring in science, Julie Gould asks what it takes to be the perfect candidate for a science job vacancy.Lauren Celano, a careers coach who co-founded Propel Careers, based in Boston, Massachusetts, in 2009, defines a high-calibre candidate as someone who hits up to 70% of the technical things being asked for in a job spec, plus being a strong team player with good communication skills.David Perlmutter, a communications researcher at Texas Tech University in Lubbock, says recruiters today are seeking what he terms Renaisance people who are able to demonstrate eight or nine qualities and qualifications. Thirty years ago, there might have been just two requirements listed on a job ad. “We're asking too much of them, so of course they're coming up short,” he says.Julie Gould tests Perlmutter's hypothesis by comparing a 1995 job ad in Nature for a postdoctoral researcher with one posted this year, at the same organisation. The results are revealing. Hosted on Acast. See acast.com/privacy for more information.

Zero-click data leak flaw in Copilot Operation Secure targets infostealer operations FIN6 targets recruiters Huge thanks to our sponsor, Vanta Is your manual GRC program slowing you down? There's something more efficient than spreadsheets, screenshots, and manual processes — Vanta.  With Vanta, GRC can be so. much. easier—while also strengthening your security posture and driving revenue for your business. Vanta automates key areas of your GRC program—including compliance, risk, and customer trust—and streamlines the way you manage information.  The impact is real: A recent IDC analysis found that compliance teams using Vanta are one hundred and twenty nine percent more productive.  Get back time to focus on strengthening security and scaling your business. Get started at Vanta.com/headlines.

From recruiter to CEO and majority shareholder, Matt Murphy's journey at Levy Global is nothing short of remarkable. Now, with Rory McGowan joining from Opus as COO, the business is entering what they call "Levy 2.0" - a new chapter focused on scale, structure, and serious wealth creation.On this week's episode of The RAG Podcast, I'm joined by Matt and Rory, who now lead a 50-person business headquartered in the UK with offices in Amsterdam and Belgium.Matt shares how he joined Levy as a recruiter 22 years ago, led two management buyouts, and transitioned from top biller to CEO. Rory explains why he left a global leadership role managing 150+ people to join a high-margin, high-growth business with a clear trajectory and massive opportunity ahead.In this episode, we discussHow Matt took ownership through phased MBOs to lead Levy into its next phaseRory's decision to downsize the team size but upscale in ambitionWhat it really takes to scale a recruitment business for exitHow they're building a leadership team and operational engine to match their visionWhy clarity, culture, and autonomy are key to navigating the AI eraIf you're thinking about scale, succession, and what comes after strong performance, this episode is full of lived experience and strategy.Chapters00:00 Introduction to Levy Global and Its Growth Journey03:03 Matt Murphy's Transition from Recruiter to CEO06:05 Rory McGowan's Move to Levy Global08:54 The Management Buyout Experience12:03 Challenges and Lessons from the First MBO14:49 Building a Leadership Team and Managing Growth18:00 Navigating COVID-19 and Its Impact on Business21:12 Cultural Differences in Professional Environments25:11 Transitioning Leadership and Team Dynamics28:41 The Drive for Growth and Legacy36:36 The Role of a COO in Scaling Business41:27 Navigating Change and Building a Strong Team49:09 Financial Strategies and Preparing for Growth50:57 Navigating Unique Deal Structures52:05 Personal Reflections on Career Transitions54:51 Exploring Business Opportunities and Challenges57:58 Initial Impressions and Early Contributions01:00:23 Gathering Insights from Team Members01:02:22 Combining Business Models for Growth01:05:08 Strategic Changes in Client Management01:10:59 Future Vision for Recruitment and Growth01:17:25 Advice for Future Leaders01:23:49 Closing Thoughts and Future Aspirations__________________________________________Episode Sponsor: UntappedUntapped is THE market leader and go-to agency for finding and hiring tried-and-tested offshore talent into UK, US and Australian-based recruitment companies.They're providing top-class TEAMMATES, NOT OUTSOURCES! We use Untapped for Hoxo's own offshore hires, and it's been a total game-changer for our team. No one else can compete with the quality of their network, their in-depth candidate assessment process or their time to hire. If hiring elite-level overseas talent into your business to boost sales and increase productivity whilst saving yourself a huge amount in employment costs isn't on your radar for 2024, it should be!Untapped are hiring recruitment, sales, marketing and support staff into recruitment agencies of all shapes, sizes and specialisms globally and they are growing rapidly!Join the waiting list today so you don't miss out on the next cohort of business-launching hiring projects. https://bit.ly/47GGdvZ __________________________________________Episode Sponsor: HoxoRecruitment agency founders - this one's for you.What's your plan for the rest of 2025?If it's based on more cold outreach, referrals,...

In this episode, Amir sits down with Greg Russell, VP of Talent Acquisition at CoverGenius, to unpack why talent acquisition should be treated like project management. They explore how applying frameworks like the project management triangle (scope, cost, time) can elevate recruiting conversations, drive better alignment, and ultimately improve hiring outcomes. From setting expectations with hiring managers to negotiating trade-offs, this episode reframes TA as a strategic, structured discipline—not just a reactive function.

Willkommen zu einer neuen Folge von Liebe Zeitarbeit mit Daniel Müller!

In2Dialog levert AI-software die recruitmentgesprekken opneemt, analyseert én omzet in gestructureerde rapporten. Te gast in deze aflevering van Succesvol Werven met AI: oprichter Diddo van Zand. 'We willen recruiters 30% efficiënter, maar vooral 100% slimmer laten werken.'

In this Tactical Tuesday episode, Sam and Vivien discuss the importance of proactive business development in recruitment, focusing on Account-Based Prospecting and how to effectively leverage Most Placeable Candidates (MPCs).Throughout the conversation, they explore strategies for identifying suitable companies for candidates — and emphasize the significance of tailored outreach to enhance engagement and build relationships. Are you currently doing any proactive bizdev? If not, this episode will give you a great overview of the basics and a good idea of where to start! Chapters:00:00 - The proactive playbook for recruitment business development03:10 - Marketing your MPCs: How to find the perfect companies for your top candidates06;00 - How to build your recruitment business development engine08:04 - The hidden goldmine: Building a talent pipeline from rejected candidatesExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

Het was de kortste presentatie sinds de aankondiging van de iPhone. De eerste iPhone wel te verstaan. In ongeveer anderhalf uur vloog topman Tim Cook (op de jaarlijkse World Wide Developer Conference) met z'n collega's door de nieuwste bedenksels van Apple heen. En daaruit bleek dat Apple het nog steeds NIET voor elkaar krijgt om hun eigen AI te maken. Het hoogtepunt was een nieuw uiterlijk voor alle Apple-systemen. Maar ook dat ging niet helemaal goed. Want bij de video die Apple erover op YouTube publiceerde stond het YouTube logo over de G en de L van Liquid Glass heen. Waardoor er Liquid Ass stond.Apple werd ineens een grap. Daar hebben we het deze aflevering over. Hoe kon het zo ver komen en hoe komt Apple hieruit? En kan het nog een rol van betekenis spelen op het gebied van AI?Misschien moeten we even bellen met Mark Zuckerberg. Zijn Meta loopt ook hopeloos achter, maar hij heeft de oplossing gevonden! Hij speelt recruiter en is persoonlijk in gesprek met nerds.Verder hebben we het ook over de onderhandelingen tussen de Amerikanen en Chinezen, in Londen. De vorige gesprekken (in Geneve) bevielen de kemphanen zo goed, dat ze ze voortzetten in een ander land. We kijken of het einde van de handelsoorlog nu eindelijk nabij is. De termijn van Klaas Knot komt ook steeds dichterbij. Nog maar drie weken en dan is 'ie baas van De Nederlandsche Bank af. Maar er is nog steeds géén opvolger. En dat heeft gevolgen voor het rentebeleid van de ECB.See omnystudio.com/listener for privacy information.

Het was de kortste presentatie sinds de aankondiging van de iPhone. De eerste iPhone wel te verstaan. In ongeveer anderhalf uur vloog topman Tim Cook (op de jaarlijkse World Wide Developer Conference) met z'n collega's door de nieuwste bedenksels van Apple heen. En daaruit bleek dat Apple het nog steeds NIET voor elkaar krijgt om hun eigen AI te maken. Het hoogtepunt was een nieuw uiterlijk voor alle Apple-systemen. Maar ook dat ging niet helemaal goed. Want bij de video die Apple erover op YouTube publiceerde stond het YouTube logo over de G en de L van Liquid Glass heen. Waardoor er Liquid Ass stond.Apple werd ineens een grap. Daar hebben we het deze aflevering over. Hoe kon het zo ver komen en hoe komt Apple hieruit? En kan het nog een rol van betekenis spelen op het gebied van AI?Misschien moeten we even bellen met Mark Zuckerberg. Zijn Meta loopt ook hopeloos achter, maar hij heeft de oplossing gevonden! Hij speelt recruiter en is persoonlijk in gesprek met nerds.Verder hebben we het ook over de onderhandelingen tussen de Amerikanen en Chinezen, in Londen. De vorige gesprekken (in Geneve) bevielen de kemphanen zo goed, dat ze ze voortzetten in een ander land. We kijken of het einde van de handelsoorlog nu eindelijk nabij is. De termijn van Klaas Knot komt ook steeds dichterbij. Nog maar drie weken en dan is 'ie baas van De Nederlandsche Bank af. Maar er is nog steeds géén opvolger. En dat heeft gevolgen voor het rentebeleid van de ECB.See omnystudio.com/listener for privacy information.

In diesem Nugget teilt Stefan Eichmann direkt umsetzbare Strategien, wie Unternehmen passive Kandidaten gezielt ansprechen und begeistern können.Ein Impuls für Recruiter, HR-Verantwortliche und Führungskräfte, die jenseits klassischer Stellenausschreibungen die richtigen Menschen erreichen wollen.Wenn du Lust auf mehr hast, dann hör dir die ganze Folge an: https://www.youtube.com/watch?v=pSMTOCcDct0Oder lies unseren Blogartikel zum Thema: https://www.denkmalzukunft.com/post/erfolgreiches-personalmarketing-und-recruiting-strategien-f%C3%BCr-unternehmen

How do you know when a company is ready to go public? And what do you do to prepare for this? Chirag Shah, CFO of Motive and former CFO of Kong and Cornerstone OnDemand, joins CJ to share insights from his experience of scaling businesses from $30 million to nearly $1 billion and tripling ARR. He talks about taking companies public and how he helped take one private again in a $5.2 billion deal. In this episode, he explains what signals indicate that a company is ready to accelerate its growth, the art and science of building sales capacity, and how to balance efficiency and growth in hypergrowth mode. He also covers how to achieve a great valuation without a strong performance, the biggest headache on the road to IPO, and whether you should IPO in the first place or remain private.—LINKS:Chirag Shah on LinkedIn: https://www.linkedin.com/in/chirag-shah-787b1b20/Motive: https://gomotive.com/CJ on X (@cjgustafson222): https://x.com/cjgustafson222Mostly metrics: http://mostlymetrics.com—TIMESTAMPS:(00:00) Preview and Intro(02:11) Sponsor – Tabs | Rippling Spend | Pulley(06:25) Personal Product Market Fit: Preparing Companies for IPOs(10:34) How Being a General Manager Made Chirag a Better CFO(15:02) Sponsor – Navan | NetSuite | Planful(18:11) Asking Better Questions in Finance(20:08) Signals That a Company Is Ready To Accelerate Its Growth(25:10) The Art and Science of Building Sales Capacity(28:35) The Dangers of Adding Too Many Sales Reps(33:22) Determining the Numbers of Recruiters and Sales Manager Interviews(35:03) How To Garner a Great Valuation Without a Strong Performance(37:18) The Sweet Spot for Earnings Guidance(41:22) The Biggest Headache on the Road to IPO(44:03) Underappreciated Challenges of Being a Public SaaS Company(46:42) Taking Cornerstone OnDemand Public and Then Private Again(50:17) IPO or Stay Private: Advice for CFOs(52:15) Optimizing for Public Company Holders Versus Private Equity Investors(55:05) Balancing Efficiency and Growth in Hypergrowth Mode(58:34) Long-Ass Lightning Round: Preparation for Being a CFO(01:01:34) Advice to Younger Self(01:04:04) Finance Software Stack(01:05:01) Craziest Expense Story—SPONSORS:Tabs is a platform that brings all of your revenue-facing data and workflows - billing, AR, payments, rev rec, and reporting - onto a single system so you can automate and be more flexible. Find out more at: tabs.inc/metrics.Rippling Spend is a spend management software that gives you complete visibility and automated policy controls across every type of spend, saving you time and money. Get a demo to see how much time your org would save at rippling.com/metrics.Pulley is the cap table management platform built for CFOs and finance leaders who need reliable, audit-ready data and intuitive workflows, without the hidden fees or unreliable support. Switch in as little as 5 days and get 25% off your first year: pulley.com/mostlymetrics.Navan is the all-in-one travel and expense solution that helps finance teams streamline reconciliation, enforce policies automatically, and gain real-time visibility. It connects to your existing cards and makes closing the books faster and smarter. Visit navan.com/Runthenumbers for your demo.NetSuite is an AI-powered business management suite, encompassing ERP/Financials, CRM, and ecommerce for more than 41,000 customers. If you're looking for an ERP, head to https://netsuite.com/metrics and get the CFO's Guide to AI and Machine Learning.Planful's financial planning software can transform your FP&A function. Built for speed, accuracy, and confidence, you'll be planning your way to success and have time left over to actually put it to work. Find out more at www.planful.com/metrics.#scaling #goingpublic #hypergrowth #IPO #PrivateVersusPublic Get full access to Mostly metrics at www.mostlymetrics.com/subscribe

Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Co-Hosts: Ben Criddle (@criddlebenjamin)Subscribe to the Cougar Sports with Ben Criddle podcast:Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676

In this episode of The Career Transition Experts podcast, discover how AI can revolutionize your interview preparation. Learn the essential skill of prompt engineering and understand how to effectively communicate with AI tools like ChatGPT or Gemini to your advantage. Familiarizing yourself with AI's capabilities, even free versions, is crucial for leveraging its support in your career journey. Embrace AI to gain a competitive edge and confidently navigate your next interview!Our guest, Anna Buchanan, is the co-founder and CEO of Mindfully Transform, an embedded recruiting firm transforming recruitment-as-a-service by hiring the top 1% of talent for US-based non-technical roles faster and more cost-effectively than ever before. Mindfully Transform is building proprietary AI agents with a SWAT team of the best cybersecurity and recruitment experts. The team's mission is to scale human expertise and EQ with technology, and to improve the hiring experience, promote fairness, and optimize efficiency.You may contact her at anna@mindfullytransform.coIf you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Vision and Strategy session - click here for more information.

Arizona's 2025 has confirmed Tommy Lloyd as one of the elite recruiters in the game. Damon and Kevin look back at some of Lloyd's past classes. Plus Arizona Men's Basketball's new assistant coach Brandon Chappell joins the show! An ALLCITY Network Production SUBSCRIBE to our YouTube: https://bit.ly/phnx_youtube ALL THINGS PHNX: http://linktr.ee/phnxsports MERCH https://store.allcitynetwork.com/collections/phnx-locker ALLCITY Network, Inc. aka PHNX and PHNX Sports is in no way affiliated with or endorsed by the City of Phoenix PHNX Events: Get your tickets to PHNX events and takeovers here: https://gophnx.com/events/ ALLCITY — including us here at PHNX — is teaming up with Big Brothers Big Sisters of America for an exciting three-year partnership. To learn more, visit https://www.bbbs.org/allcity/ bet365: https://www.bet365.com/olp/open-account?affiliate=365_03330244 Use the code PHNX365 to sign up, deposit $10 and choose your offer! Disclaimer: Must be 21+ and physically located in AZ. If you or someone you know has a gambling problem and wants help, call 1-800-NEXT-STEP, text NEXTSTEP to 53342 or visit https://problemgambling.az.gov/ Gametime: Download the Gametime app, create an account, and use code PHNX for $20 off your first purchase. Terms apply. Circle K: Join Inner Circle for free by downloading the Circle K app today! Head to https://www.circlek.com/store-locator to find Circle Ks near you! Branded Bills: Use code BBPHNX at https://www.brandedbills.com/ for 20% off your first order! Monarch Money: Use Monarch Money to get control of your overall finances with 50% off your first year at https://www.monarchmoney.com/phnx All Pro Shade Concepts: Call 623-204-1476 or visit https://allproshadeconcepts.com/ now to schedule your free estimate! When you shop through links in the description, we may earn affiliate commissions. Copyright Disclaimer under section 107 of the Copyright Act 1976, allowance is made for “fair use” for purposes such as criticism, comment, news reporting, teaching, scholarship, education and research. Fair use is a use permitted by copyright statute that might otherwise be infringing.

Send us a textNot all recruiters are equal — and hiring the wrong one could cost you time, money, and top talent.In this episode, Josh Matthews explains exactly how to vet a recruiter, what red flags to avoid, and how speed and quality can work together to deliver better hires. Learn why specialization, transparency, and relationship-building are non-negotiable if you want to build a high-performing Salesforce team.Listen in and upgrade your hiring strategy.#Recruiting #SalesforceHiring #Leadership #BusinessStrategy #HiringTips

Cart and Deion's post-NBA draft deadline top 10! Drafting the scariest college basketball coaches to recruit against! Drafting college basketball's most talented rosters! The Sleepers Podcast is now available daily with new episodes every Monday-Friday!

SkillSharp The Podcast gives you insider access to information, trends, and insights to navigate building a successful career. Whether as a professional or creator, SkillSharp's team of veteran media industry recruiter deliver career-transforming insights through Game-changer Conversations, Entrepreneur Journeys, Career Stories, and Recruiters' Secrets. Whether climbing the corporate ladder or launching a business, get the competitive edge you need. Subscribe to get new episodes and bonus content to stay sharp in today's marketplaceIn this episode, we reveal recruiters' stories and people they interviewed, sharing The Best Advice I've Ever Heard. From the impact of AI Technology on creators and professionals, how to improve the mindset and thought process, managing relationships, building a professional brand, having a financial plan, and much more.Whether you're climbing the corporate ladder, launching a business, or reinventing your career, SkillSharp The Podcast provides the competitive edge you need in today's rapidly evolving marketplace. Join our growing community of driven, passionate professionals who understand that staying sharp isn't optional—it's a must. #careergrowth #businessinsights #jobmarkettrends #leadershipdevelopment #careerstrategies #skillsharppodcast #careeradvice #professionaldevelopment #mediaindustry #creator #creator2creator #creatoreconomy #mediacareers #mediaproduction #creative #mediaexecutives #entertainmentbusiness #medianetworking #interviewing #entrepreneursjourney #businessgrowth #entrepreneurialmindset #businessdevelopment #foundersstories #growthSupport the showFor more sharp content, visit our YouTube Channel @skillsharpmedia - Like, subscribe, and set the notification bell to Stay Sharp!

In this second part of our conversation with Raphael Joseph, former SE turned recruiter and founder of Brando Tech, Jack Cochran and Matthew James dive deep into why traditional job hunting methods no longer work in today's market. Raphael shares strategic insights on how SEs should approach job searching in 2025, treating themselves as products and leveraging their natural skills to navigate the competitive landscape. IMPORTANT: This is Part 2 of a two-part series. Make sure to listen to Part 1 first for the complete discussion on personal branding and LinkedIn optimization. To join the show live, follow the Presales Collective's LinkedIn page or join the PSC Slack community for updates. The show is bi-weekly on Tuesdays, 8AM PT/11AM ET/4PM GMT. Follow the Hosts Connect with Jack Cochran: https://www.linkedin.com/in/jackcochran/ Connect with Matthew James: https://www.linkedin.com/in/matthewyoungjames/ Connect with Raphael Joseph: https://www.linkedin.com/in/raphael-joseph-23044150/  Links and Resources Mentioned Join Presales Collective Slack: https://www.presalescollective.com/slack Episode Sponsor: Opine - https://tryopine.com Timestamps 00:00 Welcome 04:42 What is "classic job hunting" and why it's dead 11:52 How to get on recruiters' radar 13:33 Starting your job search the right way 21:04 Treating job hunting like account management 27:23 Interview process changes and AI requirements 30:30 Why it's not a numbers game anymore Key Topics Covered The Death of Classic Job Hunting Why sending CVs to job postings no longer works How companies receive hundreds of applications they can't process The cycle of posting jobs, failing to hire, then using recruiters Why your application often goes unread The New Digital Job Hunting Approach Treating yourself as a product you're selling Building warm leads with hiring managers Using SE skills for job hunting: research, discovery, and value proposition The importance of targeted, high-touch approaches over spray-and-pray Working with Recruiters Effectively Why good recruiters provide 1-in-3 odds vs 1-in-300 direct applications How recruiters can prep you with insider knowledge The value of having internal champions in the hiring process Market Dynamics in 2025 Why it's now an employer's market The shift from growth-at-all-costs to profitability focus How COVID overhiring led to current oversupply of candidates AI's impact on hiring decisions and productivity expectations Interview Strategy in the Current Market Companies' increased specificity in requirements Why "must-haves" are truly must-haves now The importance of AI literacy and demonstrable skills How to address gaps in your experience strategically Leveraging SE Skills for Job Hunting Using research abilities to identify opportunities Applying discovery skills to understand company needs Creating value propositions for yourself as a candidate Avoiding the same mistakes SEs coach AEs to avoid  

How do you consistently drive $700K+ average billings across a 23-person team?In this episode, Adrien from Lead Group breaks down the five key pillars behind their high-performance model.From outsourcing and automation to training, marketing, and mindset.Whether you're scaling a team or looking to improve consultant output, this is packed with practical strategies and bold thinking you won't want to miss.Connect with Adrien here: https://www.linkedin.com/in/adrianbyra/-------------------------Watch the episode on YouTube: https://youtu.be/isJCahdGbG0-------------------------Sponsors - Claim your exclusive savings from our partners with the links below:Job Adder: Check Out Job Adder & Claim Your Exclusive Offer HereSourcewhale - 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 4,000+ 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/-------------------------

Парадокс выбора или анализ-паралич - это реалии текущего времени. Тысячи кандидатов на позиции, а найти нужного сорудника невозможно. Рекрутеры перебирают сотни резюме, используют роботов и ATS, а результата нет. Почему рекрутеры в 2025 не любят размещать вакансии, а занимаются партизанским хайрингом? Хэдханеры снова в моде. Как сделать так, чтобы вас нашли? Заглянем по ту сторону найма, что эйчары думают про местный рынок труда.Юлия Тарасова (Julia Tarasova) - Talent Acquisition в США, HR с 10-летним опытом, Recruiter, Founder.https://www.linkedin.com/in/tarasovajulia/Видео по теме:- Почему в 2025 году сложно найти сильных разработчиков? Сергей Рудаков https://youtu.be/afC2DwvdjY0- Тренды найма в Amazon и бигтехе в США в 2025 году. Анна Албегова https://youtu.be/rzawzc8dkcs- Как хакнуть ATS? Советы от рекрутера Юлии Чимисовой https://youtu.be/uACV7MLiWnE ***Записаться на карьерную консультацию (резюме, LinkedIn, карьерная стратегия, поиск работы в США) https://annanaumova.comКоучинг (синдром самозванца, прокрастинация, неуверенность в себе, страхи, лень) https://annanaumova.notion.site/3f6ea5ce89694c93afb1156df3c903abВидео курс по составлению резюме для международных компаний "Идеальное американское резюме": https://go.mbastrategy.com/resumecoursemainГайд "Идеальное американское резюме" https://go.mbastrategy.com/usresumeПодписывайтесь на мой Телеграм канал: https://t.me/prodcastUSAПодписывайтесь на мой Инстаграм https://www.instagram.com/prodcast.us Гайд "Как оформить профиль в LinkedIn, чтобы рекрутеры не смогли пройти мимо" https://go.mbastrategy.com/linkedinguide⏰ Timecodes ⏰

Welcome back to another episode of Before the Box Score. The guys continue their discussion on recruiting and a look at the defense! Today's conversation looks into the ever changing landscape of recruiting, Eli's ranks in Missouri coaching history, and checking in on the departure of Al Davis and the impact it may have on this coming football season. Subscribe to Rock M+ for access to Mizzou insider info, discussion boards, special live podcasts just for subscribers, and more! You can follow members of today's show on Twitter ⁠⁠⁠@NateGEdwards⁠⁠⁠ & ⁠⁠⁠@burstahurst⁠⁠⁠. Have a question for one of our podcasts? Leave a 5 star review with your question and that show just might answer it in an upcoming episode! Do you like Rock M Radio? Drop us a Review and be sure to subscribe to Rock M Radio on your preferred podcasting platform. Be sure to follow @RockMNation and @RockMRadio on Twitter. And if you aren't subscribed yet, please subscribe to our YouTube channel! Learn more about your ad choices. Visit megaphone.fm/adchoices

Remember when your upline told you to make a list of 100 and hustle your face off?Yeah… we threw that playbook in the ocean.

What does it really take to land a job at companies like Meta and Twitter in today's cutthroat market? A former big brand recruiter, Keiyana Arnold, pulls back the curtain on hiring practices that most job seekers never see, delivering eye-opening insights that will transform your approach to career advancement."This job market is a dumpster fire, a shark tank," Keiyana reveals with refreshing candor. Drawing from her decade of experience at tech giants including Meta, Twitter, and CNN, she explains why mass-applying to positions is a losing strategy. Behind the scenes, recruiters face impossible volumes, sometimes thousands of applications daily for a single role, forcing them to rely on filtering systems and referrals that leave most applicants completely unseen.The game-changing revelation? Your resume matters far less than your network and visibility. Keiyana shares how LinkedIn has become the ultimate career advancement platform, with the algorithm heavily favoring the mere 30% of users who create content. "I still get employers in my DM asking me for interviews every week," she notes, demonstrating how strategic online presence translates to real opportunities.Beyond tactical advice, Keiyana shares the personal health crisis that transformed her relationship with work and led to founding Professional Love Letters, her coaching business helping professionals navigate career transitions. This powerful story underscores her holistic approach to career development, one that prioritizes wellness alongside professional advancement.For listeners feeling stuck or invisible in their job search, Keiyana's practical guidance offers a clear path forward. Her FIDE app community "Ask a Recruiter Anything" provides direct access to expert advice, with success stories flowing in regularly from members who've implemented her strategies.Are you ready to stop getting filtered out and start standing out? This conversation will fundamentally change how you approach your career journey. Tune into this episode, like, and follow to show your support. Please leave a review to help us gain more visibility.Resources:Professional Love Letters Keiyana Arnold's LinkedIn Profile https://www.fide.co/Learn more about AnitaB.org Support the showWhen you subscribe to the podcast, you are supporting our work's mission, allowing us to continue highlighting successful women in a variety of careers to inspire others helping pay our wonderful editor, Chris, and helping me in paying our hosting expenses.

If you're still posting like a top producer but expecting people to follow you like a top leader, it's time for a shift. In this episode of Recruiting Conversations, I break down how to reframe your social media presence to attract talent, not just clients. Your digital brand is your recruiting reputation. I'll walk you through a proven framework to flip your message from “I close deals” to “I build leaders.” Because if you want top talent to follow you, you need to show up like someone worth following.   Episode Breakdown [00:00] Introduction – The disconnect between producer-style social posts and recruiting outcomes. [01:00] Why Your Brand Isn't Working – Your profile says top producer when it needs to say top leader. [01:30] Step 1: Define What You Want to Be Known For – Focus on your vision, your value, and your voice. [02:30] Step 2: Elevate the Conversation – Talk less about volume. Talk more about growth, mentorship, and development. [03:30] Step 3: Document Your Leadership – Share real moments, coaching sessions, growth wins, behind-the-scenes leadership insights. [04:30] Step 4: Build a Consistent Posting Rhythm – Use a weekly content cadence that includes vision, wins, insights, values, and gratitude. [05:30] Step 5: Remove Distractions – Market updates and closings? Move those to stories or separate accounts to avoid confusing your audience. [06:00] Coaching Case Study – How one leader went from “Superman” producer to team-building recruiter in just six weeks, and started getting inbound interest fast. [07:00] Final Challenge – Audit your social media today. If your last 10 posts don't reflect leadership, change the message.   Key Takeaways People Follow Leaders, Not Closers – If your feed looks like a producer's, it's time to evolve your message. Vision, Value, Voice – Define and share what you stand for and who you're building with. Make It About the Team – Highlight others. Show development. Move from “look at me” to “look at us.” Be Consistent – Social branding works when you show up frequently and with clarity. Your Brand Is Either Attracting or Repelling – Be intentional. Start speaking directly to the people you want to lead. Your next recruit is already watching. Now it's time to give them a reason to reach out. Shift your message, step into your leadership, and let your brand do the recruiting for you. Want help building a social presence that actually brings talent to you? Subscribe to my weekly email at 4crecruiting.com or book a strategy session at bookrichardnow.com. Let's flip the script together.

De ene dag is het hosanna omdat er weer hoop op een deal is, de volgende liggen beleggers in duigen na een vernietigende uitspraak van president Donald Trump. Sommige topmannen kunnen de spanning niet meer aan. Die zien extreme koersreacties en willen de controle terug over hun bedrijven. Ze willen niet meer afhankelijk zijn van Trumps' economische oorlogvoering. Vooral in de retailsector blijken een heel aantal ceo's erover na te denken om hun beursnotering op te zeggen. En die houden daarom hun ogen open voor eventuele kopers. Welke beurs-exit kunnen we binnenkort verwachten? Dat hoor je in deze aflevering. En dan hebben we het ook over het beunhazen-deal waar de EU genoegen mee lijkt te gaan nemen. Na het dreigement van de VS om importheffingen van 50 procent in te voeren op alles dat uit Europa komt, voelt Brussel de druk om zo snel mogelijk een deal te sluiten. De Europese Commissie zou daarom eerst de focus willen leggen op de kritieke sectoren voor Europa. Daar moet als eerste een akkoord voor worden gesloten. Verder trekken we de voorsprong van BYD op Tesla in twijfel. In China gaan ze namelijk minder streng om met de verkoopcijfers dan we dachten. Autobouwers hebben loodsen vol onverkochte modellen staan. Maar om de verkoopcijfers wel op peil te houden hebben ze een constructie gevonden. En daardoor kan het zomaar zijn dat je een tweedehands Chinese auto met 0 kilometer op de teller vindt. En je komt erachter dat Apple toch wat minder lang nodig heeft dan verwacht. Het zou de rest van het jaar bezig zijn met de productie van India naar China verplaatsen. Maar de export vanuit China naar de VS kelderde afgelopen maand al. En die vanuit India ziet een ongekende stijging.See omnystudio.com/listener for privacy information.

Today on the show... Winston sends a challenge to Labour .. and rules them out as long as Chris Hipkins remains Leader. And Chris Hipkins responds in an unconvincing way. I will break this down and tell you what it really means - hint… it’s a right royal shit storm for Hipkins. And Simon Dodd has applied for 103 jobs and no such luck. He has pushed around, recruiters have left him hanging, promising to get back to him and haven’t, or they took their time and never got back at all. It’s a lesson that right now we are in tough times and hundreds of people are going to same job. Should recruiters have to be polite and get back to you, or is no answer okay? Website: https://www.rova.nz/home/podcasts/duncan-garner---editor-in-chiefInstagram: @DuncanGarnerpodcast TikTok: @DuncanGarnerpodcast

Today in the interrogation chair, it's a Dossier special eposide with author of THE RECRUITER, Gregg Podolski, but we're also joined in our rotating co-host series by author of THE INSTRUCTOR and THE INFILTRATOR, T.R. Hendricks. T.R. and I gang up on Gregg to talk about THE RECRUITER for a few minutes before the show goes completely off the wheels. Stick around for the hilarity, and welcome, to The Dossier Podcast! Giveaway instructions! Two books up for grabs. 1. Like this episode on whatever platform you're listening to it & give it a star where you can. 2. Follow Gregg, Tim, & Jeff on whatever social media platform you're on. 3. Comment on those social media platforms that you listened to this episode. (The creativity of your positive comments will be taken into consideration!) After you do those three things, go to https://jeffcircle.com/contact/ and let Jeff know your mission is complete. Be sure to include you contact info (email or social media handle). Winners will be notified in June. Good luck! The Recruiter Playlist: https://open.spotify.com/playlist/6ba172evTkIcCT0xvoKlUx?si=0lSURr4pRjOTdbBIiD6hGw The Instructor Playlist: https://open.spotify.com/playlist/4fJdqW6PUE9Y2V9W5jF2Lb?si=aKZpv0_KSHGh1-yBTkd3gA greggpodolski.com | trhendricksauthor.com | thewritersdossier.com | voice credit: Hillary Huber

The guys wonder why the Red Wings have struggled so much to recruit top-end free agents in the Steve Yzerman era.

Hiring great recruiters should be second nature for recruitment business owners—after all, it's what we do for clients daily. But when it comes to growing your own team, the stakes are higher, the risks are real, and the margin for error is razor-thin. In today's episode, we dive into what it really takes to attract, hire, and retain high-performing recruiters—especially in a competitive market where top talent has options. You'll hear the inside story of how one firm scaled from 7 to 50 people and 7X'd its revenue in just five years—not by chance but by building a values-driven hiring and retention strategy. Whether you're hiring your first or your fiftieth recruiter, this episode will give you the mindset, methods, and metrics to do it right. Episode Outline and Highlights [03:21] From psychology to recruitment - Andy shares how he started his recruitment career, leading to the foundation of Brainworks. [07:34] How making and learning from many mistakes are key to Andy's success. [10:20] Factors that lead to growth and scaling. [20:05] What can help you decide when considering investing in a high-compensation recruiter joining your team? [26:17] Andy reveals their hiring process when recruiting a recruiter. [31:32] How to retain top recruitment talent. [35:49] Fostering a collaborative and supportive culture - Andy elaborates on their specific action points. [43:50] Thoughts on remote work and performance management. [48:34] What the next five years look like for Brainworks. [50:53] Andy shares their tech stack that paid off. Andy Miller Bio and Contact Info Andy Miller started BrainWorks in 1991 and continues to lead the Consumer Products practice, placing talent ranging from mid level to general management and presidents, with an eye for impacting the business regardless of the level or function. Andy's client roster ranges from large Fortune 50 companies to smaller entrepreneurial organizations that are looking to grow and believe that finding the right talent makes a difference. Andy received a Master's degree in Counseling Psychology and spent 3 years in social services settings. After transitioning to business, Andy spent 10 years in the Telecommunications field, winning numerous sales awards including 5 consecutive years in the Gold Club and Salesman of the Year in 1987 and 1988. His passion and experience from competitive sports in addition to his psychology background provides a unique blend of competitiveness and people skills which has influenced how he works with both clients and candidates. This background is the basis of his philosophy -- to help clients win the competitive wars for talent by assessing, training and developing people towards greater productivity. Andy on LinkedIn Brainworks website link DRM Foundation Pinnacle Society Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter

What does it take to go from running a cleaning business to founding a global recruitment firm? Leon Mitton shares how he launched Agnes Cole Consulting during COVID and is now using AI to drive scale and efficiency in a way few are even attempting.On this week's episode of The RAG Podcast, I'm joined by Leon Mitton, founder of Agnes Cole Consulting, a specialist SAP and S4 HANA recruitment firm based in the UK and operating globally.Leon started with no background in business and built everything from the ground up. In this episode, he opens up about his journey, the role of personal fulfilment in entrepreneurship, and how he's using AI to build a lean, high-performing business for the future.In this episode, we discussHow Leon went from cleaning homes to closing global recruitment dealsWhat it was like launching a company at the peak of COVIDWhy AI is the future of outbound and client engagement in recruitmentHis vision for creating a long-term legacy for his familyIf you're thinking about what recruitment could look like in five years or want to hear a story rooted in grit, innovation, and purpose, this episode is not to be missed.Chapters00:00 Introduction to Leon Mitton and Agnes Cole Consulting02:14 Leon's Journey: From Cleaning Business to Recruitment10:01 Navigating Recruitment During COVID-1912:29 The Transition to Entrepreneurship15:05 Establishing Agnes Cole Consulting17:12 Growth and Challenges in Year Two19:11 The Messy Middle: Managing a Growing Team24:28 Reflections on Business and Personal Fulfillment27:08 Creating a Legacy for Future Generations30:46 The Role of AI in Recruitment32:19 Intentional Parenting and Education Choices34:36 The Evolution of School Systems37:04 Communication Skills as a Superpower39:10 The Impact of Technology on Recruitment41:44 AI's Influence on Client Relationships46:18 Adapting to Change in Recruitment51:00 The Future of Recruitment and Business Structure55:23 Finding Joy in the Recruitment Journey01:01:20 Inspiring Others Through Personal Stories__________________________________________Episode Sponsor: AtlasYour memory isn't perfect. So Atlas remembers everything for you. Atlas is an end-to-end recruitment platform built for the AI generation. It automates your admin so you can focus on the business tasks that matter. How many conversations do you have every day? With clients. Candidates. Your team. Service providers.Now how many of those conversations can you recall with 100% accuracy? How many hours a week do you spend making notes to try and retain as much as possible? And how much is still getting lost along the way? Traditional CRM systems weren't built for the type of recruitment business you're running right now. They were built to rely on the structured, tagged, categorised, and formal data you could feed it. Manual processes that needed you to input specific information, based on specific questions and answers. But what about all the other conversations you're having every single day? Atlas isn't an ATS or a CRM. It's an Intelligent Business Platform that helps you perform 10X better than you could on your own. How? By removing all your low value tasks, acting as your perfect memory, and providing highly relevant recommendations to impact your performance. Learn more about the power of Atlas – and take advantage of the exclusive offer for The RAG listeners – by visiting https://recruitwithatlas.com/therag/ __________________________________________Episode...

We've talked before about the importance of data in recruitment — but in this episode, Sam and Vivien dig deeper to explore key metrics for assessing client health, including job performance and the duration jobs remain open.Recruiters who utilize data to identify issues in the hiring process and improve overall recruitment strategies — especially before larger issues or frustrations can develop — are the ones who will rise to the top, get repeat business, and win more clients. Chapters:00:00 - Recruitment intelligence: Using recruitment analytics for more placements 02:33 - The power of data-driven recruitment: Why metrics matter 05:12 - Beyond spreadsheets: Data visualization techniques for recruiters 08:02 - Essential recruitment reports: KPIs every top recruiter should track 10:08 - Actionable strategies: Turning recruitment data into results12:13 - Bonus: Mastering time to fill - The game-changing recruitment KPIExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this episode, Jack Cochran and Matthew James are joined by Raphael Joseph to discuss the critical importance of building a strong LinkedIn profile for PreSales professionals. They explore how the platform has evolved as a powerful career tool, especially in today's competitive job market. Raphael shares practical tips on crafting a professional presence that highlights your unique value proposition, explains the impact of consistent engagement, and offers advice on creating authentic content that resonates with hiring managers. To join the show live, follow the Presales Collective's LinkedIn page or join the PSC Slack community for updates. The show is bi-weekly on Tuesdays, 8AM PT/11AM ET/4PM GMT. Follow the Hosts Connect with Jack Cochran: https://www.linkedin.com/in/jackcochran/ Connect with Matthew James: https://www.linkedin.com/in/matthewyoungjames/ Connect with Raphael Joseph: https://www.linkedin.com/in/raphael-joseph-23044150/ Links and Resources Mentioned Join Presales Collective Slack: https://www.presalescollective.com/slack Sponsor: Opine - https://tryopine.com Timestamps 00:00 Welcome and introduction to LinkedIn's evolution 01:50 Sponsor: Opine 03:06 Raphael's background and career journey 10:46 Why you should build your LinkedIn profile before you need it 21:11 Focusing on your ideal customer profile (ICP) 25:21 Engagement strategies: connecting, commenting, and posting 33:49 Overcoming nervousness about posting Key Topics Covered LinkedIn Profile Optimization Using your banner as prime real estate to showcase your unique value Crafting a clear headline that highlights your specialization Writing descriptions that focus on the value you provide The importance of professional photos and consistent branding Strategic Profile Positioning Reverse-engineering your profile based on your target roles Focusing on 3-4 key specializations rather than listing everything Using industry-standard job titles even if your company uses different terminology Making it easy for recruiters to find you through targeted keywords Building Meaningful Connections Connecting with 100-200 potential hiring managers weekly Engaging with their content through thoughtful comments and questions Creating a network before you need it for job searching Leveraging connections for opportunities when transitions occur Content Creation Strategy Starting with comments before moving to creating original posts Sharing authentic experiences from customer interactions Finding your niche audience within the PreSales community Focusing on consistency rather than viral metrics The Changing Job Market How market conditions have shifted from candidate-focused to employer-focused Why specificity now trumps broadness in skills presentation Standing out in a competitive environment through specialization Using LinkedIn as your primary job search tool rather than traditional resumes  

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

Recent comments attributed to executive recruiters handling the Sacramento, California and Palm Coast, Florida recruitments must be addressed. A Sacramento Bee article alleged that CPS HR recruiter Pamela Derby has "suggested modifying certain incentives in a potential contract, including supplemental leave and severance, to ensure the new hire does not make as much." In Florida, Strategic Government Resources (SGR) recruiter Doug Thomas advised the governing body against including a salary range in their job posting and brochure. Recruiters and recruitment firms that actively seek to undermine the pay, benefits, and contractual protections in the name of advising their clients must be put on notice that there will be consequences. And it is imperative that public sector executives across the country take individual action to communicate these concerns, as well. SHOW NOTES Sacramento Bee Article #1: https://archive.ph/ZF1Rg Sacramento Bee Article #2: https://archive.ph/JIwjd Flagler Live Article: https://flaglerlive.com/sgr-tale-of-two-bruchures/ AAME Waitlist Sign Up Link: https://app.youform.com/forms/f9ulo0uh AAME JOB BOARD: The American Association of Municipal Executives has a free job board exclusively focused on executive and senior level local government recruitments. To post a job, go to: https://jobs.aame.org/ SUPPORT THE PODCAST: Subscribe to my FREE weekly newsletter hosted on LinkedIn. It is called the "City Manager News & Job Board" newsletter and can be found here: https://www.linkedin.com/newsletters/city-manager-rtrs-job-board-7164683251112992768/ If you would like to support the podcast by making a donation, please use the "Buy Me A Coffee" link. Please rate and review the podcast on Apple or your preferred platform if you enjoy the show. It helps tremendously. But more importantly, refer your friends and peers to podcast through personal conversations and posts on your social media platforms. Joe Turner's LinkedIn Page City Manager Unfiltered YouTube Page - Subscribe Today! Note: Page may contain affiliate links. As an Amazon Associate I earn from qualifying purchases.  

So, you didn't go to school for HR, and let's be honest, hiring probably wasn't what you dreamed about when you opened your shop. But here you are, needing to fill those bays and build a solid team.In this episode of the Auto Repair Marketing Podcast, Kim Walker is joined by Lisa Coyle of Promotive to break down what it takes to hire in today's world, and spoiler alert: it's all about marketing.From writing job posts that work to building a reputation techs want to work for, they cover everything you didn't know you needed to know. You'll discover why speed is your best friend, how your everyday shop culture is part of your recruiting strategy, and why treating candidates like customers is the game-changer most shop owners miss.Whether you're hiring right now or just trying to build your bench, this episode is packed with smart advice, straight talk, and some seriously valuable insight into what works (and what doesn't) when it comes to marketing your way to a great hire.Hit play, and get ready to turn hiring from a headache into a strength.

Have you ever watched a viral video on social media and wondered how it captured millions of views? What magic formula did the creator use that made you hit the share button without hesitation? In today's episode of Insight Out, I'm thrilled to have ⁠Joel Lalgee⁠, a social media sage and content wizard, especially when it comes to making waves on platforms like LinkedIn and TikTok. In this episode, we discuss the craft behind viral content, the importance of developing a recognizably unique voice, and the strategies for keeping viewers hooked from the first second. Joel shares the invaluable insights he gained from his triumphs on TikTok and LinkedIn. We explore the world of social media algorithms, discover what makes posts attention-grabbing, and look into the effectiveness of niching down to create impactful, resonant messages. Joel opens up about the balance between entertaining and informative content, the value of engaging directly with your audience, and the relentless pursuit of improvement through content iteration. Tune in now, and gain the knowledge you need to make your content truly stand out. Here's what you can expect in this episode: Loving content creation means consuming and understanding it. - (06:01) Social media platforms focus on revenue through ads. - (13:30) The Power of Niching Down - (19:10) Joel covers LinkedIn credibility and text in videos for attention. (20:18) Simplify speech and writing for more impact.- (25:03) Competition for attention in content creation. - (30:06) Blocking time for priorities in calendar is key for building a brand. - (34:00) Using funny, entertaining content for marketing strategy. - (38:50) Monetizing meme accounts and TikTok challenges, preferring content monetization - (47:20) Building relationships through unique content is essential. - (57:07) Focus on real relationships, not just gaining followers.- (1:04:19) Key insights: Mastering the perfect hook, line, and sinker for your videos Riding the hashtag highway to get your content seen Time juggling like a boss between work, family, and content creation Real talk on the common facepalms content creators make Notable quotes: “At a certain point, you have to just do some of this stuff... you've got to do it as well and test it out.” (10:46) - Joel “After four years of just creating content, I just don't care... I'm just more interested in what works and what doesn't.” (11:10) - Joel “Once I get past that three to five-second mark... whatever I say after that doesn't matter as much... So that's what I think of with a good video.” (20:23) - Joel "You're not just competing against other people on LinkedIn, you're competing against Instagram, Snapchat, YouTube, Hulu, Netflix, the news, the newspaper, every podcast in the world. Everybody's competing for that same thing." (39:29) - Joel “At the end of the day, if you just do trending stuff all the time, you're never gonna really create like something that people recognize because it's just they're following the trend. They're not following you.” (46:58) - Joel "having a point of view is so important. And whatever the point of view is, a point of view is what's going to get the conversation going." (48:45) - Joel Resources Joel: Joel's Company Website: ⁠https://www.therealestrecruiter.com/⁠ Social Media ⁠https://www.linkedin.com/in/joellalgee/⁠ ⁠The_realest_recruiter⁠ ⁠https://www.youtube.com/@Therealestrecruiter⁠ ⁠https://www.instagram.com/the_realestrecruiter/⁠ ⁠https://twitter.com/Humanheadhunter⁠ Billy Samoa  https://www.instagram.com/billysamoa/ https://www.youtube.com/@BillySamoa https://www.linkedin.com/in/billysamoa/ This is an encore episode and was originally published on February 2, 2024 Learn more about your ad choices. Visit megaphone.fm/adchoices

Hiring can be one of the most frustrating parts of running a business—so much time spent, yet the right people still feel out of reach. It's not always about the number of applicants, but whether they actually fit the way your team works and thinks. Generic job listings and surface-level interviews often miss what really matters. When things click, though, the right hire can change everything. Jermaine Williamson is a recruitment and talent acquisition expert with over 30 years of experience. As a solopreneur, he helps businesses improve hiring processes and supports job seekers with strategic coaching. His work spans multiple industries, focusing on practical, scalable solutions. Today, he emphasizes the value of clear job descriptions, smart interview tactics, and the skill of aligning top talent with company goals. Stay tuned! Resources: JLW Consulting Follow Jermaine Williamson on Facebook Connect with Jermaine Williamson on LinkedIn

Kiera and Tiff are tuning in from a hike to talk about their shared birthday (today, May 8!) and how their personal and business evolutions have morphed. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript The Dental A Team (00:00.977) Hello, Dental A Team listeners. This is Kiera and... Spiffy Tiffy. Oh my gosh. We are on a hike and we're in the middle of the wilderness. We're a hot mess right now. So Tiff flew in and we decided since we're actually together, we should do our birthday podcast together because little known fact, if you don't know, Tiff and I actually shared the best birthday in the entire world. Yeah, May 8th.   I think they knew that though. I think they did too and if you didn't well welcome and so I convinced if we were gonna go on a hike today and when we used to be like old school old school dental a team we used to go on hikes and podcast on a hike so we decided to We've got cords all over us. Like this is in our ear. We haven't done this in so long I feel like rookie move here So if the video turns out amazing and if it doesn't well Just imagine Tiff and I are sitting up on a hill on this bench   It was a beautiful hike up. We're in Reno, Nevada right now, but we get to celebrate our birthday and I wanted to riff this because May 8th is an incredible day. Tiff and I are both like so random. Tiff, we met. I feel like Tiff and I in the work world, we met on a blind date basically. Like we were set up by a mutual friend for Tiff to come and join and she is still on my phone Tiffany Trader DPP. Yep. DPP is the company that Kara previously owned that brought us together. it was DPP. Dental placement pros. Tiff was a recruiter and then   Recruiter turned consultant turned lead consultant. She's kind of done it all but if I feel like happy birthday to you Happy birthday to you. Gosh, it's like just right around the corner It is and so this is releasing on our actual birthday And so I thought a fun rift would be to if we are both about to enter a new decade of our lives And I thought about thinking about like decades decades in practice ownership decades in our life I don't know how you're feeling but going into our birthday this year   I've really been like on this mole of like, do I want to be in the next decade of my life? And what do want that to embody? And I know you and I are both kind of on that same path. It's really fun. It's been fun with you. think over the course of time, shoot girl, it's been almost eight years. Five, eight, eight years. That's actually cute. But just thinking about like, we've gone through so much together. And I think if we were to look back at when we first started the company.   The Dental A Team (02:14.635) I feel like Tiff started it with me. Like seriously, you've been through 99.999 % of all of it. just thinking back of like, I think of who we were when we met versus who we are today and really like huge kudos to us of like both progressing and growing. But I'm like, Tiff, what does this next decade look for you? Like I thought, let's think about it. And like, maybe what was the decade before? What was that focused on? And then what are we going into for this next one? From your perspective, from my perspective and helping owners and like offices think about like.   when you first started your business, might look different and like, what are the different decades or even five years of your life? How do we kind of like capture that and maximize? To me, this I feel like is living life on purpose rather than just unconsciously going through the motions. Yeah, yeah, I agree. I think it's actually it's a really fun conversation, not only because it's a fun conversation, but it's actually.   I think I can make it super applicable for life and for business in general. So whether you're a dental practice owner or you're an entrepreneur of your own or just whatever kind of business you're owning or working in or managing, I think I can make it pretty applicable because when you ask me that question, like, what am I going into? What did I come out of? Like, what does that look like? And I think we both are very intentional human beings. So we're always very intentional with our time and we're very intentional with like what's coming and how can we make the best or the most of what's coming.   And I can say this one's fun too and easy for me because I'm going into a whole new world of age. Going from 39 to 40, that whole new like 10 years, everybody looks at their lives in like 10 year segments. And going into 30, that life was how can I show up the most for my kid? Because Brody, you know, was at an age where he needed me.   He needed the best parent that he could have. He needed the happiest mom that he could have. And I was very intentional with who I was being and what kind of a life I was creating for us so that Brody could have the best experience as possible. So going into 30 was like, okay, how do I show up the best for my kid? Because he's at these formative years and ages that he just, needs me to continue showing up and how do I show up the best for him? So it was very much about my identity as a mom, I guess, and like reforming that.   The Dental A Team (04:27.144) And allowing my work to be a part of that and a part of Brody's life and a part of showing him how to be a good employee and good team member and a good human when it comes to work as well. And it's fun actually going into this next decade because Brody and I hit milestones together, which is incredible. I didn't plan it that way, but it works out really nicely. And so as he is graduating high school and going on to college, I will be a year into 40.   And so I'm going into my 40s with this whole new mindset of how do I support my adult child the best, which frees up honestly like so much for space for me because he is going to be so independent. And when I think about that, it's crazy because now I have all this time for me and this space for me. So really like reforming what that looks like for work, for pleasure, other relationships in my life.   making sure that I'm super intentional still, but thinking about it in like a business mindset, it's kind of like the, last 10 years was like my teenage years. Um, those Brody's, you know, out of like middle adolescent to into his teen years and really being intentional with that time in the teen years of like grit and the hard and the, um, emotions and the   puberty and all of the changes and business does that too. It does. Right. So you get to like five years in business and you're like, okay, I still have like a screaming toddler. And then you get to 10 and you're like, okay, this is kind of cool. We're sustaining. And then you, that next 10 years, right? Like if we're getting to those markers is like, okay, now we're like in our adolescence or however you might want to look at it. But then you get to the space where it's like, wow, this has opened up and I have leads and I have people on my team that are   sustaining my business. So it's like having an adult child, right? Who's like in college. So I still have to like be there and hold accountability lines and like do so much of it and financially still have to be there. But then in the next, you know, one to six years from now, that's going to shift and change again, where it's like, now I'm like, maybe not finance, so financially tied and so emotionally invested. And when you look at your business, I think it's kind of the same trajectory. So   The Dental A Team (06:49.486) That's my long-winded answer. I liked it. No, I love it a ton because like, so when we did Summit together and we talk about the life cycle of a business, which came from Tony Robbins, and it really does talk about like from toddler to like from birth to top like infant, then toddler, then you go into like your middle school years. I do remember Brody in his middle school. were going to like, Tiff was like on coaching calls. We were running to like after school pickups. We weren't like the longest line.   And then they go into like high school then they move into college and then it's kind of this prime and it's interesting because I think as you and I shift into these decades That are different like I agree with you. I think our 30s were so much of building us building a business building who we wanted to be I feel like so much of my identity and who I am Not that it's tied to the business. I think at the beginning it was and I think we both watched We watched a lot of that and then we realized like this was crushing us and crippling us and we had some really strong breaking points like you said I think it's like that   refining and redefining who we are and like what we actually want it to be because we're no longer in survival mode like thank heavens like cheers to that like we should cheers our microphones here we go but like cheers to that that we got out of survival mode because every business and I think every person goes into survival mode that it's almost like tiff I'm I'm a little scared but like beyond optimally optimistically hopeful   that we can like sit and take a breath and actually enjoy what we created and enjoy the life we created rather than trying to keep building. And I think like that's like the crusting it feels like we're headed into in business and life. Like, so to like what's on horizon for 40. I mean, for me, I know I've been looking at, and it's funny, you and I are actually gonna probably switch roles. You're about to be childless, like less dependent. And if everything goes the way that my life is shaking up, we will become very child dependent. Like babies were hoping like that becoming a portion of our life, which.   Honestly, it feels funny that you and I are constantly shifting lives, like literally shifting all the time. But also so beautiful that the different seasons of life, we can show it for each other in different ways. But like what's on the horizon for 40? Like what does 40 feel? Because I've been thinking like, what's the energy of that? What do want it to be? We think of this in business every year. There's an energy, there's a creation, there's a like a word that we have. But it is interesting to not feel so survival-ish, but more sustained. And like to me, it feels like we're headed into true prime.   The Dental A Team (09:08.765) in business and true prime in life. So what's on Tiff's prime? Like Tiff's not, Brody's like full-time parent all the time anymore. Like he's weird. That's gotta part. You also feel weird. what's the vibes you're feeling for moving into that decade of your life? Yeah, I'm really excited. I think the human and the man that Brody has already become, he impresses me every single day. Like literally every day I'm He's an amazing human.   I feel so lucky that I've been a part. mean how he was so little I think it was eight when we met and so to watch Brody I feel like I didn't see the child like I I don't know Tiff is like brand-new newborn mom I have no clue and that feels like hard hard years of your life And I met you when he was eight but to watch you and him just this incredible bond and he's such an amazing human like kudos to you has got to feel really good of like moving into 40 you grew   you raise this human that's really going to go impact the world in such a special way. is. He is going to do something incredible. And I remember when he was an infant and when he was like a baby and a toddler, I remember reminiscing with his grandma, his dad's mom, that he was going to do something really incredible. And every year of his life, the two of us have just been like, he's going to do something incredible. So we have known since that baby came into this world that he was here to impact the world in really great ways.   Brody does a lot of it on his own, if I'm honest with you, like I love taking credit for it because I know that I do impact him and I know that the way I communicate and the person that I am definitely helps mold him. but we've had a village of people around him, you and Jason included, like that have just impacted who he is, but Brody just intuitively and innately knows how to be a good human and he trusts himself. He trusts his intuition and he just goes through life. So.   I'm really proud of him and it's fun to watch that. so I'm really excited. I'm so sad. Like, gosh, it's just like heart wrenching to think of how massive that changes and like how different life will look in a year. But I'm so excited to see him as an adult and like see him create his own life and all of his own adventures. So I'm really excited about that. And what the next decade looks like is, I don't know, it feels like,   The Dental A Team (11:24.478) I feel like things are slowing down but still speedy at the same time, if that makes sense. Like there's a lot coming, a lot of trips and a lot of fun and Aaron and I's relationship is just incredible and there's a ton on the horizon there, I can tell, and with his two younger kids. But being able to be in a space and in a relationship that I can continue to soar and continue to.   find freedoms and share those and spread those with him and explore the world with him while still being a part of the kids' lives but not being dependent on for that. don't know how to say that. You're be the auntie. Yeah, I'm not raising the kids. I'm there to positively impact and to support Aaron in whatever ways that he needs, but he doesn't need me to raise the kids, which is freaking incredible. It's the best relationship I could have ever drummed up.   So like that's on the horizon fostering that relationship those relationships all three of them and their mom fostering a relationship with her. She's incredible and really I don't know intentionally devoting into that new space and area and allowing me and Brody to find a new Just a new adventure like for both of us. It's gonna be The next ten years is gonna be really shifty. I mean just think he's gonna go from   18 theoretically to 28 in a decade Jason I were talking of like how crazy is it that when you look at the decades of your life So like from 1 to 10 you go through a lot of school But from your 10 to 20 like you're finishing up high school So basically like almost 20 years those first two decades are so much school But then I feel that third decade the 20 to 30 is so much freaking growth. It's finishing college. It's figuring out who you are It's getting your first job. It's figuring out how life works and then I feel like your 30s to 40s for us at least we're like   building. Like it was the big build of who we are as people. It's building your, it was building the business together. It was building our identities. It was building, like you were building with your children, um, like just so many pieces. And then it feels like the forties, it's almost like you've crested the mountain, which that was cute. We're at the top of the mountain right now with podcasting, uh, and knowing that there's so much more ahead, it's not the, it's not the final peak. There's so many more peaks, but, uh, it doesn't feel as hard as it was to grind to this area. And I think for,   The Dental A Team (13:46.043) For me, I'm not quite to 40. I'm very close to one year behind Tiff. So that's kind of fun to talk about. But I've been looking and I think for me, the 40s feel very much like we said, mean, moving into motherhood feels very thrilling and daunting all at the same time. Like me morphing into that. I've wanted this for so long. You know that you've gone through the journey with me for so much of it. But like, how does that shift me as a CEO, as a friend? Like I've watched you put Brody ahead always and to   to have that fierce love come into my life is something that I'm so excited to, like more find in Jason's relationship even more. But also it's very much I'm looking at my 40s, there's so much health and I think you and I are both hitting health harder than we ever have. Just to make sure that the body I have that I've been gifted with really can help me have the life that I wanna have till I'm 90, till 100. We have this great vision of us, we're both in pink and blue. Tiff and I have this vision of I'm in pink, she's in blue.   Tiff's gonna be the cotton candy blue granny. I'm gonna be the cotton candy pink granny. We have like, I'm gonna totally have pink hair. Tiff's gonna have blue hair. We're like cruising. Tiff, I don't know if I've told you, like it's gotten a bigger vision. We're gonna be on the beach somewhere. I've already thought through this, because it was originally like jazzy with this, but we're gonna have this like freaking villa of like all the awesome people that we wanna be around that are in this amazing villa.   We're going to have a tour if we have to be in Jazzy's. It's only because they're fun. have NOS on them. Well, they have the like sand tires. Yes, 100 % sand tires. And then we're going to have our own like private like boat and yachts that like we can have this trail go to. We're going to have people that live there. Like it's going to be the most amazing place. I'm so excited about it. Like living just our best lives. This will be your tree space, Tiff. Yeah, thank you, Will. You found it. just like making sure that I take care of my body now and really putting an emphasis on that.   to be able to sustain. But also I think, like you said, no longer so much focus on me personally, but being able to give more. It's a weird shift, but who knows? Shoot, having kids, I probably will be like, Tiff, I lied. I lied about all this. I had these grandiose ideas on that mountain and like, screw it. It's like just pure survival. But really I think that there's like impact, health, and a continuing morphing. But I think that this is evolution of souls. Like this is evolution of business. This is evolution of owners.   The Dental A Team (16:04.989) And I think if you're a new owner, just realize it does get better. True or false, Tiff? my gosh, true. I actually, it's funny that you say that because I have an email ready to go for a client call today and my client's been a practice owner for like, gosh, just over six months now. And one of the action items is like, help me feel less crazy, right? Like he's like turmoiling all the time. And I thought to myself, as I was reading it this morning,   I was like, bro, it's not happening yet. Like you just got to sit tight and know that like that's where you're going to be for a hot minute. So, I feel like you said like the tens to the twenties to the thirties, right? And I felt like the twenties for me was like infancy again. Like the twenties was like, even infancies. I think twenties for me was like that two years to two years old to five years old age where you're just like, not sure how to be or how to act or how to communicate yet.   but you're trying everything and you're running as fast as you can and climbing things before somebody catches you. Yeah. And like asking for forgiveness, not remitting. I feel like that was my 20s. It's just like, what can I do? What can I get into? Like, how can I just be my most wild self? Yeah. have to like live wild and Well, it was like, how do I test the waters of being an adult? And how do I navigate this adult world and figure out what's okay and what's not? I kind of felt like that was my 20s and my 30s was like, okay.   Now I'm going to dial in who I am, but like the reality is, it was still just like testing the waters and like 40 is like, I'm my most confident self today than I have ever been. And I feel more true and aligned with who I am today, even than I did a year ago. And so something like, I feel like it's like, we say we're in a cocoon all the time and I feel like that's, I honestly haven't even.   I feel so guilty. There's so many like friend events and things that I just have pieced out on in the last year and maybe even two years, but specifically the last year I have super recluse just like gone inwards and really dedicated and devoted to really figuring out what the important pieces of my life are. Not that these friend events aren't important pieces. It was just like noise. And I had to, I had to reduce some of the noise.   The Dental A Team (18:17.468) And I can see and I can feel that in the next six months to be here, like that will start opening back up again. But I had to recluse in order to be able to like see more clearly. Yeah. And I actually think it was it was I don't know if it was duly induced or if we were separately on the same track. But I think both you and I.   hit a breaking spot last year where we both broke, which is odd because we were so confident, but I think we broke on the noise and really, I know you took an inward step, I took an inward step, and we both were like, all right, independently and connected too, which is really interesting to look back on, Tim. I didn't realize how almost like same track we were on, just independently. It just looked a little differently. It did, but I agreed with you. was like...   cut out the noise, figure out what's really important, what really makes me happy rather than what I've always thought made me happy. And I think like to relate this back to offices, I think that there becomes noise in business too. I think that there was noise in dental lighting. I think that we were growing, we were really like after a shining star. And I remember, it was an interesting moment where you told me, were like, here we like kind of lost our vision and not kind of like we straight up lost it. It was like almost thrown in the trash on accident.   We were just chasing something, but we forgot why we forgot what we were doing. We forgot the everything that like it's something funny. I remember I was on a walk and I called you and I said, tip. Why does it have to this hard? And you said, I don't know, but it feels freaking hard right now. And I think right after that is when we both like hunkered in, we went inside and I mean, people said like, why haven't you guys been on the road? Well, this is why this is why we had to figure it out.   But it's so beautiful on the other side of it. I think as practice owners realizing like there is time to be quiet, there is time to internally reflect. Like just because you're at the prime right now doesn't mean you're gonna stay in prime. We know that we're headed towards this prime area, but it's also gonna be something done with intentionality. We're very intentional with all the hires we make. We're very intentional with the moves we make in the business. And I think this is so parallel to business and life. Like business to me is such a spiritual personal gain that I think teaches us so much about who we are as people if we want to.   The Dental A Team (20:24.689) But I've learned so much through it. It's kind of fun to but I also think like celebrate the next decades that we're going to celebrate the awesome things are headed to but I would say in the last probably like one if not two years I think as people we figured out who we were And as the business we figured out who the business was and maybe as I'm saying this Maybe the business is also reflect you as a person. my gosh. It totally does. It's just absolutely reflects both of us   We try not to be in turmoil at the same time. Yeah, but it does. It absolutely reflects this. I think as you were saying all this, Karen, I think it's so precious and valuable. There's a space there that I was thinking, gosh, actually like us both were like, gosh, we had to clear out the noise. I think every chapter. All the pause was the timing. Hold that one.   Okay, I think what happens we go inwards right we had to clear out the noise we did we went inwards personally, but I'm thinking like Okay, how does this really exist you believe business is going through your businesses are going through the same things just like our business Whatever the life cycle so I'm thinking gosh I wouldn't I went internal and I had to like clear out some of the noise and to decide intentionally where I was spending the energy and my time I think that's like   you are a new patient, narrowing down what procedures you want to do. Because I think when you start out, when you're an infancy and toddler and adolescence of being a dentist, you are doing everything. You're like, what can I grab at that's going to bring in the revenue and get me profitable? And you're just go, go, go, go, go, do, do, do, do. And you have to do that. You have to. That's like starting a business. the waters. So too, it's like, what do I want to do? You can't figure out what you like or want to do if you haven't tried it.   We can't decide what sport we're going to play when we're a kid if our parents didn't allow us to try them all. So that's a parenting tip. True. I'm listening. I'm taking notes. Don't push them into one. Let them try and let them decide on their own. That's my parenting plug. But I'm thinking, gosh, you're like.   The Dental A Team (22:30.095) noise is I don't want to do root canals anymore. Like I don't want to do this thing anymore. I don't want to have a doctor that's like, I don't want freaking do any more fillings. I'm like, stop doing filling. Yeah. Like it's fine. But you're at, he's at the point now that he can't do that. And I think that's the clear out the noise when it comes to a dental practice is what is noise? when I, a year ago, but however long it's been now.   When I was like, I can't do this anymore. I literally felt like I couldn't think like it was so noisy. Nothing was making me happy. Everything was just like a sword being poked at me. Everything that happened was something and I was like, this is not my natural state of being. So in my mind, when I feel out of my natural state of being, when I feel like things are hard, when I feel like things are chasing me and I'm chasing a golden carrot.   I know something has to give and that's that's when I when I either slow down enough to like clear out the noise or a break and last year I broke um but I I had to break in order to the change but that's where it is at your practice too so if you're in your practice and you're like this sucks Kara like I'm   This sucks and I can't do this anymore. ready to sell it. Can I just sell this? like, you can, let's prep it. Always be prepared to sell. So then by time we get through with that, they're like, actually, I kind of like this. We just had to out the noise. So you just have to clear out the noise and dial it in. Normally, what I find and what we found, right, is that we had lost our vision. So we were chasing everything instead of looking to accomplish our mission and our mission and bringing in things that supported that. We were chasing all of the things. So was like every client.   That's what Tony.   The Dental A Team (24:20.818) So it was like every client is the client. Like every client is the one that we want. Instead of being like, what is the client? What does the client look like that supports our mission? Who's here to help us support our mission? And who's here to like, just go through an operations manual, just buy the operations manual. That's being freaking fast. If you're here to support our mission, we want to support you. That's what we had to do. That's what we had to come back to. So it's just like that.   clarifying moment as we were talking, I'm like, actually, as we went inside, and as I morphed and changed and figured out what I needed to clear out this year, that's exactly what it is. Totally. And Jeff, I love that you brought that up because there is so much noise. And I think there was so much fear that held us there. There's no way I can stop doing this. Like I remember we thought like, if we don't say yes to every single client that comes through and dental team isn't like providing for all of them, we're failing the mission rather than like   A, we're never gonna be able to serve everyone we want to and we're building things to be able to serve. That's why we do the podcast. That's the way we're able to serve every person that wants to be a part of this. But I think like before you get to that breaking spot, which I think you and I both, we learned a good lesson.   realize that you can actually say no to those fillings. You can say no to the root canals. You can say no to these things. Tiff and I were like, we don't want to travel. And Tiff, like, let's do in-person events. And I was like, I don't want to do those. And I'm so grateful we did it because they've been some of the most incredible things in hearing the clients. You had a vision that I couldn't see. And I also would say to owner doctors, don't be afraid to let your team help you find that vision while you're going through it. Tiff had the vision. She saw where we needed to go. I couldn't see it. And so trusting that Tiff.   whether it's for like, was like, shoot, Tiff, if this is what you want to do, take it and run with it. But truly, I'm so proud of you and so grateful for you because you saw the vision when I was blind and I couldn't see it. And I think having trusted people in your life, but realizing your life, like I think we get to do this one time. And that's why I'm super excited for us to be going to this decade. That's why I wanted to do this podcast with you. I was like, sure, can I rift about our birthday on my own? Yes.   The Dental A Team (26:20.617) But I'd love to talk about it I think we bring different perspectives of your business is just like your life. So when you look at and I think one of the bigger things that I started looking at was when I'm 90, 100, 110, 120, when I look back, what am I going to want to be at that point in my life? How am going to want to act? What are the things I'm going to be proud of? What are the things that I'm going to be like? That was my legacy. I realized I wanted to leave a legacy and I wanted to have impact.   And Tiff, I know that's right aligned with what you are and what you want. And I know there's spaces in your own world that you want to do. We talked about it. There's other things. And so really becoming those people we want to be that we're proud of. And your business is the same. Like, you go to sell your business, what do you want them to look like? What's the legacy? How do you want this to play out? And I think that helps you make decisions more clearly. So I think, like, as we wrap this all up, like, hey, Tiff, happy birthday. Like, I'm excited. I'm excited for the 40s together to see, like, what we become and how we do.   Also in business, clear out the noise tip. think that was one of most beautiful things, clear that noise out, really hunker down. Like if you're in the beginning, you're gonna be hustling. Like realize it's the hustle, the grind. But if you're later on, realize that you can make changes to make life happier and that's also okay. I believe we get one life and we get to make it the best or the worst. And it's kind of like a schedule, like our schedule's terrible. We're like, you made it that way. Like you have the choice to change that. I think it's the same with your life. Like this is your life. Yes, we're all dealt cards.   but we're the ones who ultimately get to paint the canvas of what we want it to be. And Tiff, just, love you in my life. I love sharing the business with you. I love creating with you because you push me and inspire me in ways other people don't and you get it. And it's beautiful to create canvases together simultaneously and independently and just be huge raving fans of each other. And just so grateful for, for the life that we've been able to go on this journey with. Yeah, I don't know. Like I can't even say it better. And I think that we've created something really incredible.   The ability to share it with other people has been so much fun. Bring more people onto the team that can get behind what two girls trying to figure it out created. And it's just been really fun. Everything is done with intentionality. I think something you said made me think like just ownership of your life, ownership of your business. And at the end of the day, what do you want people to say about you?   The Dental A Team (28:33.342) when you saw your practice, what kind of a business owner were you? Because I think we've all walked into or you've purchased the practices where the teams aren't talking so great about the previous owner or the patients are like, thank goodness or whatever. Be that guy that people are like, wait, where did he go? I always had so much fun and I wanted to talk with him or whatever. What do want people to say when you're done with whatever this piece of your life is? What will it look like when you're gone and take ownership of that?   and take ownership of the power and control that you have over it. Totally. And I'll say, Tiff, like just the silver lining for everybody listening, if you're going through the suck that Tiff and I went through, it does not matter where you are on the business life cycle, this will always hit you. So just know it's going to be there. So I think one, be very intentional with where it is. And Tiff, when you and I got more intentional, there you go. You're welcome. We got more intentional. Hiring became easier. Yeah.   We stopped trying to be everything for everyone. Like me as a CEO, I was like, fine, people are going to talk about me. That's fine. This is who I'm going to be. And this is Kira. This is the version I want to be. And I feel like I stepped into a role that I had never owned. We started hiring people with a lot more ease. We started attracting clients with a lot more ease and things really got better. So I think if you're in that space of just like, don't know, close down the noise, get really intentional. Where do you want to go? Who do you want to be? What are the things you want to be known for? What are the things you want to do? Get that vision boxed in.   We brought our leadership team together. got four of us like dialed in of exactly what we want to be together. And it's wild that in six short months from that first meeting to shoot, we're six months from that meeting. The ease and the flow that has come has been something that I can't even explain. It's magic. So go in, if we can help you out, if you're like, my gosh, guys, I'm living your life, call us. We don't just say that we need, we're here to consult you. are truly, we've been there, we've done successfully and we want to help you. So reach out, hello at thedentalateam.com.   Thanks for Rifton, happy birthday to us, happy birthday to all the maids, people out there. It's a national holiday, so I hope you go turn on some pink and blue lights on your house, wherever you are, celebrate Tiff and I, and Tiff, thanks for just being in my life. I just truly love and adore you, and it was really fun and special to do this. I agree, thank you for setting it up, and thank you for making it my life. Yeah. I'm proud of you. And for all of you listening, thank you for listening, and we'll catch you next time on the Dental A Team Podcast.  

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Ever wonder what really makes someone stand out in today's competitive job market? In this Habits and Hustle podcast episode, I am joined by Colleen Pelly, CEO and founder of Linchpin, to discuss the traits that make candidates truly hireable beyond just technical skills. We dive into why self-awareness and emotional intelligence matter more than talent alone in the hiring process. We also explore the changing workplace landscape post-COVID, why flexibility has become non-negotiable for many workers, and which overlooked career paths offer surprising financial rewards without requiring extensive education. Colleen Pelly is the founder and CEO of Linchpin, a purpose-driven recruitment agency that helps match companies and talent across multiple industries. With experience spanning retail, tech, automotive, and cannabis sectors, she has held key recruitment roles at major brands including Tesla and lululemon, where she developed expertise in full-cycle recruitment from entry-level to executive positions.  What We Discuss:  (01:00) The Importance of Self-Awareness in Hiring (10:39) Building Corporate Culture Through Hiring (16:09) Navigating the Recruitment Industry (24:10) Essential Skills for Recruiters and Entrepreneurs (31:36) The Impact of Flexibility on Employment (43:31) Navigating Generational Changes in Hiring (55:05) Discover Linchpin Co on Social Media …and more! Thank you to our sponsors: AquaTru: Get 20% off any purifier at aquatru.com with code HUSTLE Therasage: Head over to therasage.com and use code Be Bold for 15% off  TruNiagen: Head over to truniagen.com and use code HUSTLE20 to get $20 off any purchase over $100. Magic Mind: Head over to www.magicmind.com/jen and use code Jen at checkout. BiOptimizers: Want to try Magnesium Breakthrough? Go to https://bioptimizers.com/jennifercohen and use promo code JC10 at checkout to save 10% off your purchase. Timeline Nutrition: Get 10% off your first order at timeline.com/cohen Air Doctor: Go to airdoctorpro.com and use promo code HUSTLE for up to $300 off and a 3-year warranty on air purifiers.  Bio.me: Link to daily prebiotic fiber here, code Jennifer20 for 20% off.  Momentous: Shop this link and use code Jen for 20% off   Find more from Jen:  Website: https://www.jennifercohen.com/ Instagram: @therealjencohen   Books: https://www.jennifercohen.com/books Speaking: https://www.jennifercohen.com/speaking-engagement Find more from Colleen Pelly: Website: https://www.thelinchpinco.com/  Instagram: https://www.instagram.com/thelinchpinco