Podcasts about recruiters

In this episode, I sit down with Craig Whiting, co-founder of RLS Search, who has spent 18 years placing technologists into hedge funds and now bills £2.5M off four clients with a team of three.We get into why he believes 70% of recruitment companies will be gone within two years, and why only the top 10% of recruiters survive what AI is doing to the market.We cover the knowledge advantage that replaced business development entirely, the June 2024 reset from 14 people back to 3, and the process that takes his team to a 93% offer-to-placement ratio.Connect with Craig here: https://www.linkedin.com/in/craig-whiting-b75a8ba/-------------------------Watch the episode on YouTube: https://youtu.be/Atr9hYlJ5uM-------------------------Podcast Sponsors: Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Atlas - Check Out Atlas & Claim Your Exclusive Offer HereRaise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Want more content like this?The Wednesday Debrief is our free weekly newsletter for recruiters who take their craft seriously. Join 7,000+ subscribers here: https://newsletter.recruitmentmentors.com/-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

In this episode of The Career Transition Experts podcast, we cover the following key strategies for career transition success in today's AI-driven job market:The EMPOWER Framework: How to stop being a passive applicant and put yourself in the driver's seat of your career, building a clear action plan that takes you from stuck to strategicUnderstanding Your Industry Landscape: Why the most important first step in any job search is researching what is happening in your specific industry space and mapping your strengths to the right opportunitiesAI Detectors, the ATS Evolution, and Strategic Research: How to use AI to go far beyond resume tailoring, researching why a position is open, what a company is currently prioritizing. How to position yourself around their real challenges and initiativesPLUS- Smart AI Prompting for Job Search: Why the quality of your prompts determines the quality of your results and how to ask AI the strategic questions that produce a narrative response, not just a generic outputAND The Biggest Job Search Mistake to Avoid: Why relying on automated services to tailor and mass-submit resumes is one of the most damaging things a job seeker can do in today's hiring landscape and what to do insteadOur guest, Carrie Christiano, is a career strategist, recruiter, and author with a background spanning talent acquisition, résumé writing, and career coaching. She is the founder of Empower Career Studio and author of EMPOWER Your Job Search with AI. Carrie's work focuses on helping experienced professionals stop reacting emotionally to career change and start navigating today's job market with clarity, strategy, and confidence.You may contact her at carrie.christiano@gmail.comIf you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

For job seekers, landing a newsroom job can feel increasingly dependent on luck, connections and an opaque hiring process. Cristina Silva, managing editor for Operations & Standards at The Boston Globe and the new author of Poynter's Ask the Recruiter column, says candidates have more control than they may realize. The key is to understand how editors make decisions, communicate clearly and make it easier for a hiring manager to see your value. Access more at this episode's landing page, at: https://www.editorandpublisher.com/stories/how-to-stand-out-when-journalism-jobs-are-harder-to-find,262881  

Send us Fan MailPeaches sits down with Kaylon, a former Air Force Security Forces military working dog handler, dog trainer, and father of a 17-year-old preparing for Air Force Special Warfare.This episode is for the parents.Kaylon talks about his time as a Security Forces K9 handler at RAF Mildenhall, his deployment experience, working explosive detection dogs, and eventually transitioning into professional dog training. But the real focus of this conversation is what it feels like as a parent when your kid says, “I want to join the military,” and then starts looking at Air Force Special Warfare.They talk about how Kaylon's son went from considering Navy SEALs to discovering Combat Control, how the family handled that decision, why his mom supports him even while being nervous, and what parents should do when they do not fully understand the path their kid wants to take.Kaylon also breaks down why he sent his son to Operator Training Summit, what the experience did for him, how the cadre helped expose holes in his training, and why the event gave his son more confidence that this is the path he wants.If your son or daughter is talking about CCT, PJ, TACP, Special Reconnaissance, or any other military path that makes you nervous, this episode is a great place to start.Check out Tasty Gains: TastyGains.comRegister for Operator Training Summit: OperatorTrainingSummit.comJoin the Ones Ready membership for early access, members-only episodes, and exclusive content.Chapters:00:00 - Intro, Tasty Gains, and Operator Training Summit02:25 - Why This Episode Is for Parents02:45 - Meet Kaylon03:08 - Peaches and Kaylon at RAF Mildenhall03:41 - Security Forces and Military Working Dogs05:10 - EOD, K9 Handlers, and Career Field Banter06:12 - Mildenhall, Old Friends, and Trusting the Ones Ready Crew07:51 - Kaylon's Military Family Background08:01 - Joining the Air Force After 9/1109:42 - Giving His Son the Chance to Try09:56 - His Son's Interest in Special Operations11:26 - From Navy SEALs to Air Force Special Warfare12:27 - School, Homeschool, and Graduating Early14:45 - Mom's Support and Military Spouse Reality18:28 - What Parents Should Know When They Are Nervous20:14 - Why Parents Should Use Ones Ready as a Resource22:32 - Prior Military Parents and Steering Your Kid24:35 - Training Around Special Tactics at Mildenhall25:24 - CCT or Bust and Not Building an Escape Hatch27:21 - Why Every Air Force Job Matters28:56 - The Reality of Security Forces Shifts31:50 - Life as a Dog Handler33:57 - The Ugly Side of Working Dogs34:48 - Helping His Son Build a Network36:52 - Physical Training and Keeping a 17-Year-Old Honest39:12 - Lessons From the TF Voodoo Rucking Episode41:20 - Trash Hips and Mobility Work41:57 - What It Was Like Arriving at Operator Training Summit44:53 - Parents Sending Young Candidates to OTS47:00 - OTS Is Instruction, Not a Smoke Session48:52 - Why “Just Show Up and Don't Quit” Is Bad Advice49:20 - Why Kaylon Chose OTS Over Other Prep Camps50:25 - The Value of Real Instructors50:53 - Taylor Starch, Running Form, and Mobility55:10 - Advice for Parents Whose Kids Want to Join57:50 - Letting Your Kid Become Their Own Person01:01:37 - Recruiters, Contracts, and Ship Dates01:02:26 - Sitting Down With the Special Warfare Recruiter01:03:40 - TSP, Blended Retirement, and Money Lessons01:05:49 - Picking Battles in the Air Force01:07:55 - Kaylon's Son at OTS01:08:32 - Why OTS Validated the Goal01:09:57 - Trent, Peaches, and Cadre Mentorship01:11:20 - Finding Holes in Training01:12:31 - Final Thoughts and Wrap-UpSupport the showJoin this channel to get access to perks: HEREBuzzsprout Subscription page:  HERERegister for our Operator Training Summit:  OperatorTrainingSummit.comFind an Air Force Recruiter: AirForce.comCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code:  ONESREADY ATACLete - Follow the URL (no promo code):  ATACLeteDanger Close Apparel - Promo Code:  ONESREADYDFND Apparel...

"Ich habe alles richtig gemacht – warum bekomme ich trotzdem nur Absagen?"Diese Frage begegnet mir aktuell häufiger denn je.In dieser Folge spreche ich über zwei Coaching-Fälle, die mich besonders bewegt haben: Ein Kunde mit zwei Masterabschlüssen, Unternehmererfahrung und fast 600 Bewerbungen – und eine Biologin, die trotz hervorragender Qualifikationen einfach keine passende Stelle findet. Beide haben eines gemeinsam: Sie zweifeln inzwischen an sich selbst.Doch genau hier liegt das eigentliche Problem.Nicht mangelnde Kompetenz.Sondern die Art, wie Kompetenz wahrgenommen wird.Ich zeige dir, warum Qualifikation heute nur die Eintrittskarte ist – und weshalb Klarheit, Positionierung und Sichtbarkeit darüber entscheiden, ob du überhaupt eine Chance bekommst.In dieser Folge erfährst du unter anderem:warum Recruiter oft nur wenige Sekunden auf deinen Lebenslauf schauenweshalb mehr Weiterbildungen nicht automatisch deine Chancen erhöhenwie Wahrnehmungsverzerrungen (Biases) Einstellungsentscheidungen beeinflussenwarum eine starke persönliche Marke wichtiger wird als ein weiterer Titelwie du aufhörst, dich über Bewerbungsabsagen zu definierenweshalb ein strategischer Neustart oft mehr bringt als die 601. Bewerbung.Außerdem spreche ich darüber, warum so viele Menschen versuchen, ihre Defizite zu beheben, obwohl sie eigentlich ihre Stärken sichtbar machen müssten.Denn häufig fehlt dir nicht die Kompetenz.Es fehlt eine klare Antwort auf die Frage:Wofür stehst du eigentlich?Ich teile mit dir die fünf wichtigsten Hebel, mit denen du deine berufliche Positionierung nachhaltig stärken kannst – von deiner persönlichen Marke über Sichtbarkeit bis hin zum Aufbau eines starken Netzwerks.Ein Gedanke aus dieser Folge ist mir besonders wichtig:Karriere entsteht nicht nur durch Können. Karriere entsteht dadurch, dass andere dein Können erkennen und verstehen.Die Botschaft dieser FolgeHör auf, immer mehr Wissen anzuhäufen, nur um dich irgendwann gut genug zu fühlen.Stattdessen zeig der Welt, wer du bist, wofür du stehst und welchen Unterschied du machst.Denn Kompetenz öffnet Türen – sichtbar wirst du erst durch Klarheit.

AI is transforming recruitment, but technology alone won't create better hiring outcomes. As automation takes care of more administrative tasks, the value recruiters bring is becoming even more human. In this episode of Talking Recruitment, REC Chief Executive Neil Carberry is joined by Laura Tressler, Managing Director, Access Recruitment, and Dominic Waters, Director, Paul Waters Associates, to explore what clients really want from recruiters in an AI-enabled world. From improving hiring decisions and reducing the risk of costly bad hires to preparing for employment law changes that place greater emphasis on getting recruitment right first time, the discussion explores why technology should support, not replace, human judgement. The guests also examine how recruiters can use AI to remove administrative burden, strengthen client relationships and become more strategic advisers. In this episode, you'll hear about: • Why trusted advice is becoming more valuable than transactional recruitment. • How AI can automate administration while creating more time for meaningful conversations. • The importance of getting hiring decisions right first time as employment rights evolve. • Why strong recruitment processes and effective assessment reduce the risk and cost of a bad hire. • How recruiters can use technology to enhance, rather than replace, human judgement. • The skills recruitment leaders should be investing in for the future. Host: • Neil Carberry, Chief Executive, REC Guests: • Laura Tressler, General Manager, Access Recruitment • Dominic Waters, Director, Paul Waters Associates

This is the first in a new series where I take you through the main marketing channels one at a time, from Instagram and LinkedIn to YouTube, TikTok, email and paid ads, and give you the honest picture on each one. Here’s why I’m doing it. One of the questions we get asked more than almost any other is simple. Should I be on this platform? Is that one worth my time? Where do I put my effort? It’s a fair question, because there are more channels than ever, and none of us has the time to be on all of them. If you listened to the last podcast, we went through the marketing tasks worth doing over the summer- those slower weeks where you finally get a bit of headspace to work on the business instead of just in it. A lot of you will be doing exactly that right now, looking at the rest of the year and wondering where to focus. So it feels like the right moment to go through the channels properly, one by one. We’re starting with Instagram, because it’s the one recruiters are most unsure about. It feels very consumer, very lifestyle, and a lot of owners wonder whether it has any place at all in a serious, B2B business. Here’s the honest answer. And it starts with the data. The Numbers Might Surprise You In the UK, Instagram has around 37.7 million users, according to the most recent figures from NapoleonCat in March. In plain terms, that’s more than half the entire UK population. Not half of social media users, half of everyone, every age group. The US is much the same. The latest data from Pew Research shows about half of all American adults are on Instagram. And Australia is higher still, with almost seven in ten adults using it at the end of last year. So let’s put one myth to bed. Instagram is not a niche teenage app any more. It’s properly mainstream, across all three of the markets most of you work in. But here’s the part that matters most for us as recruiters. The age profile, and it’s worth looking at properly. In the US, eight in ten of the 18 to 29 age group are on it, dropping to fewer than one in five of the over-sixties. In the UK, the biggest single group is 25 to 34. Hold that thought, because it’s the key to everything that follows. Instagram Is a Candidate Channel, Not a Client One Here’s what that age profile is telling us. For most recruiters, Instagram is a place to attract candidates and build your brand, not a place to win new clients. Think about it. The people doing the hiring, the ones who sign off your fees, tend to be more senior, and they’re far more likely to be on LinkedIn. That’s where they go with their work hat on. The people scrolling Instagram are much more likely to be your candidates, and they’re sizing up what it’s like to work somewhere long before they ever apply. So if your goal is winning new clients, hand on heart, Instagram probably isn’t where I’d start. LinkedIn is still your channel for that, and we’ll cover it properly later in the series. But if you want to attract candidates and build a brand that makes people think they really know this market, I want to work with them, then Instagram can genuinely earn its place. I’d rather be straight with you about that than have you chase a channel because everyone says you should. Which Sectors It Suits A lot of it comes down to your sector. Instagram tends to work best where the work is visual and where the people you want to reach are already spending their time. Think hospitality, retail, the trades, creative and marketing recruitment, or early careers and graduate recruitment. Anywhere you can show people, places, a bit of culture and energy. It works less well for executive search, senior finance, legal, and high-level tech and engineering, where both the candidates and the clients tend to be more senior and established in their careers, and far more likely to be found on LinkedIn. So before you put a single hour in, ask yourself honestly whether your candidate pool is really the kind of audience that’s on Instagram. If it is, read on. If it isn’t, this might be one you note and move past, and that’s a perfectly good outcome. Half the value of this series is helping you rule channels out. What Works on Instagram Let’s say Instagram does fit your market. Here’s what works, and none of it needs you to be a professional content creator. Lead with video. Reels, the short ones, get far more reach than a plain photo post right now, and they don’t need to be polished. A quick chat to camera about a role, a bit of advice for candidates, a behind-the-scenes moment. That’s plenty. Use carousels for teaching. Swipe-along posts like five CV (resume) mistakes costing you interviews, or what it’s really like working with us. People save that kind of content, and saves are one of the strongest signals you can send Instagram that your content is worth showing to more people. Use Stories to stay front of mind. Polls, questions and quick updates keep you visible with the people already following you, with barely any effort. Use your DMs properly. So many good recruitment conversations start in the messages, so make it easy for people to reach you there and reply like a human, not a job board. The golden thread through all of it is to be real. Real people, real placements, real culture. On Instagram, authentic beats polished every time. Time, and the Reset Tax A quick word on time, because I know that’s what you’re really thinking. To make Instagram work, you’re looking at posting a few times a week and sticking at it for a couple of months before you see much back. It’s not instant. But then nothing good in marketing ever is. And this brings me to something I feel strongly about. Please don’t try to do all of this at once, across every platform. I see recruiters get excited, throw themselves at four channels for three weeks, run out of steam, and stop. Then they start again in a panic when the pipeline dries up. All that stopping and starting costs you. Every time you disappear for a while, you lose the momentum you’d built, the algorithm stops favouring you, and the warm audience you’d gathered goes cold again. I call it the reset tax, and it’s one of the most expensive mistakes in marketing. You’re far better off picking one or two channels that genuinely fit and showing up on them consistently than spreading yourself thin across the lot and burning out. That’s the whole point of this series. Choose well, then commit. Does It Work? Yes, when it fits. A recruitment agency in Germany ran a simple campaign on Instagram Stories and brought their cost per hire down from around four and a half thousand euros to about thirteen hundred. That’s a serious result, and it came from genuine, culture-led content rather than anything fancy. Real people, real workplace. How to Decide If It’s Right for You Four quick questions. Is my main goal candidates and brand, or clients? If it’s clients, start with LinkedIn. Is my candidate pool genuinely on Instagram? Visual, consumer-facing sectors, yes. Senior and niche, probably not. Have I got visual content, or can I create it? Culture, people, placements, advice. If there’s nothing to show and no time to make it, your effort is better spent elsewhere. Can I commit to being consistent for a couple of months? If not, don’t start, because a burst followed by silence is worse than not showing up at all. Answer yes to those and Instagram is worth a proper go. Answer no, and you’ve saved yourself a lot of wasted time, which is a win too. In Short Instagram is a mainstream channel now. It’s excellent for attracting candidates and building your brand in the right sectors, weaker for winning new clients, and the trick is being honest about whether your market is really there before you commit. Next in the series, we’re staying in the Meta family and turning to Facebook, Instagram’s older sibling with a very different crowd, and one a lot of recruiters write off too fast. How We Can Help You This Year Knowing what to do is one thing. Doing it consistently is another. If you’d like a hand putting your channel plan together and having the content resources ready so you can stay consistent without it swallowing your whole week, that’s exactly what we do inside Superfast Circle. Book a call and we’ll show you how it works: www.superfastrecruitment.co.uk/call Thanks Denise The post Marketing Channels for Recruiters : What Recruiters Need to Know About Instagram This Year appeared first on Superfast Recruitment.

Ein Recruiter öffnet Ihr LinkedIn-Profil und entscheidet in weniger als zehn Sekunden, ob er Sie anschreibt oder weiterscrollt. Nicht Ihre Erfahrung entscheidet das, sondern wie Sie auf der Seite positioniert sind.In dieser Folge zeigt Jan Nordh, warum LinkedIn keine Social-Plattform ist, sondern eine Suchmaschine für Talent, und wie Sie Ihr Profil so aufstellen, dass die richtigen Recruiter und Hiring Manager Sie finden. Es ist die praktische Fortsetzung der letzten Folge über das Open-to-Work-Banner: dort ging es um das Warum, hier um das Wie. Aus 19 Jahren Executive Search und 25 Jahren im Enterprise-Vertrieb kennt er beide Seiten des Tisches.Du erfährst:Warum ein Recruiter in zehn Sekunden über Ihr Profil entscheidet, und worauf er wirklich schautDie Drei-Teile-Formel für eine Headline, die in der Suche auftaucht: Rolle, Keywords, WirkungWie Sie Ihre About-Section als Geschichte schreiben, statt den Lebenslauf hineinzukopierenDie eine Open-to-Work-Einstellung, die aus lautem Suchen gezieltes Gefundenwerden machtFür Enterprise-Vertriebler, Sales Leader, Cybersecurity-Profis und alle, die im DACH-Raum und in den Nordics gefunden werden wollen, statt nur sichtbar zu sein. Themen: LinkedIn, Cybersecurity, Enterprise Software, IT Sales, Executive Search, DACH, Nordics.https://www.nordh.de

Der Bewerbungsprozess kann viele Fragen aufwerfen: Wie finde ich eine Stelle, die zu mir passt? Wie bereite ich meine Unterlagen vor? Und worauf achten Recruiter:innen im Vorstellungsgespräch wirklich? In dieser Folge von career to go gibt Franziska Lüder, HR Business Advisor bei der Hannover Rück, konkrete Einblicke in die Karriere- und Einstiegsmöglichkeiten bei einem der größten Rückversicherer weltweit. Sie erzählt, welche Wege Studierenden und Absolvent:innen offen stehen und was Bewerber:innen im Auswahlprozess beachten sollten.

Right now a hiring manager is typing "accounting recruiter near me" into ChatGPT, and somebody is coming up. Steve Gipson's argument is that the recruiter who gets named is almost never the best one. It is simply the most visible one. Benjamin sat in a room at the Pinnacle Society conference adding up numbers as top billers casually mentioned inbound work arriving through their websites. Two hundred thousand here. Four hundred thousand there. Another hundred somewhere else. Roughly a million dollars in placement fees that nobody chased. That is the conversation that led to this episode. Steve grew up in the industry listening to his father close deals from a home office, spent seven years on a direct hire desk in insurance, then got recruited out of recruiting by his brother Jeff. Recruiters Websites enters its fourteenth year this December and has worked with over a thousand firms. The number that anchors this episode belongs to one of those clients. A two person firm that had billed four hundred and four thousand dollars of inbound business as of the day this was recorded. They pull twenty to thirty leads a month from people who have never heard of them. Steve is careful with the caveat. That firm planted its tree seven or eight years ago, and they still had to vet the client, sell the fee agreement, and do the work. Then they get into what actually changed. Steve explains why the doom posts claiming Google killed search got it backwards, what an AI snippet is really pulling from, and why the models reward specificity in a way the old ten blue links never did. He breaks down topical authority in plain language, why a page for accounting recruiters in St. Louis should link back to a page for accounting recruiters in Missouri, and how that structure becomes the answer when someone asks a model who to call. He also gives away the tactics most agencies charge for. Directories and industry associations. Publishing your own comparison lists and putting your competitors on them. Three hundred dollar press releases through the newswire. Answering questions on Reddit and Quora, where the models go looking. The uncomfortable part is Steve's estimate that maybe five percent of the people who hear this will act on it. He is fine with that, because the five percent who move have an open field. What You'll Learn Why visibility beats quality in who gets the job order What Google actually changed and why SEO did not die How topical authority works on a recruiting website The listicle and directory play for showing up in AI answers Whether Wix and Squarespace can rank The single on page fix to make this week Finish The Year Strong 2026 runs September 28 through October 5. Free live sessions with the recruiters who are actually finishing the year in front. Register here: https://recruiters-finish-the-year-strong.heysummit.com/ This episode is brought to you by Atlas, the AI first recruitment platform built for modern agencies. Atlas remembers every email, every interview, and every conversation, and makes all of it instantly searchable. With Magic Search you can ask who mentioned relocating next year or who wanted a four day week, and get the answer without digging through notes. Atlas customers have reported over 40 percent EBITDA growth and over 80 percent increase in monthly billings. Unlock your listener offer at https://recruitwithatlas.com/ Thank you also to Recruiters Websites. Mention Elite Recruiter and get 10 percent off any new service at https://recruiterswebsites.com/ Join the Elite Recruiter Community: https://elite-recruiters.circle.so/checkout/elite-recruiter-community Get the newsletter: https://eliterecruiterpodcast.beehiiv.com/subscribe Figures shared in this episode are self reported and have not been independently verified. Connect with Steve Gipson: https://www.linkedin.com/in/recruitingwebsitedesign/ Listen and subscribe: [APPLE LINK] [SPOTIFY LINK] [YOUTUBE LINK]

In this episode of The Career Transition Experts, we uncover one of the most powerful and often overlooked career transition strategies, using AI to unlock the hidden job market through smart, confident, and strategic networking.Our guest explains why networking is the key that opens doors no job posting ever will. From crafting outreach messages that feel natural and comfortable to holding meaningful conversations with decision makers inside companies where you want to work, AI is giving career professionals a level of confidence and clarity in their networking campaigns that was simply not possible before. Our guest, Carrie Christiano, is a career strategist, recruiter, and author with a background spanning talent acquisition, résumé writing, and career coaching. She is the founder of Empower Career Studio and author of EMPOWER Your Job Search with AI. Carrie's work focuses on helping experienced professionals stop reacting emotionally to career change and start navigating today's job market with clarity, strategy, and confidence.You may contact her at carrie.christiano@gmail.comIf you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

Candidate Experience. Alle finden sie wichtig. Alle sagen, sie machen sie. Und trotzdem fühlt sie sich für viele Bewerber noch immer an wie ein schwarzes Loch mit automatischer Eingangsbestätigung. In dieser Folge sprechen Basti und Stefan mit Steffi über Candidate Experience aus einer seltenen Doppelperspektive: Steffi kennt Recruiting und Personalmarketing fachlich aus HR-Sicht – und war selbst rund sechs Monate auf Jobsuche.

Most hiring conversations start too late. They start with where to post the job. This one starts three steps earlier, with whether you even know what you are hiring for.We brought two powersports recruiters together for this one, and they come at it from opposite sides of the table. Jaye Sanders is a Talent Partner at Dream Team Referrals and Managing Director at Powersports Listings on the M&A side, so she sees how your team affects what your store is actually worth. Kevin Vaughn, who goes by Elvis, just founded Coreline Search, and he was a General Manager at House of Harley-Davidson until a few months ago. He has been GM at three different dealerships and came up from the sales floor all the way to the top seat.Between the two of them you get both sides. Kevin speaks for the dealer who has to make the hire. Jaye speaks for the person deciding whether to take it. It gets honest, it gets a little spicy, and it is packed with things a dealer can act on this week.Watch on YouTube: ⁠https://youtube.com/@dealershipfixit⁠Connect with Jaye Sanders (Dream Team Referrals): ⁠520-850-0236Connect with Kevin "Elvis" Vaughn: https://www.linkedin.com/in/elvisvaughn/Connect with Jacob: ⁠https://www.linkedin.com/in/jacob-b-berry/⁠Follow the Fixit Online: ⁠https://linktr.ee/dealershipfixit⁠MotoHunt for Dealers: ⁠https://dealers.motohunt.com⁠

Daniel Siad, a 69-year-old modeling scout extensively linked to Jeffrey Epstein in newly released records, was found dead Monday inside his home in Colombes, outside Paris. French prosecutors have opened an investigation into the cause of death and ordered an autopsy, although one report cited cardiac arrest. Siad had not yet been questioned by investigators examining allegations that he helped Epstein traffic and abuse women, despite being the subject of several complaints, including rape allegations. He denied wrongdoing and said he wanted the opportunity to explain himself, maintaining that Epstein had taken advantage of his trust.Siad's name appeared in more than 1,000 documents connected to the Epstein files, including years of emails in which he discussed scouting young women across Europe and elsewhere, arranging meetings, sending photographs and descriptions, and seeking reimbursement for travel and recruitment expenses. Some of the women discussed were teenagers, and Epstein often responded by asking about their ages or physical appearance. Siad claimed these introductions were legitimate modeling castings and denied knowingly placing anyone in danger, but multiple women accused him of abuse or of helping funnel women toward Epstein. His death also draws comparisons to Jean-Luc Brunel, another modeling-industry figure accused of procuring women for Epstein, who died in a French jail in 2022 before his case reached trial.to contact me:bobbycapucci@protonmail.comsource:Modelling scout and suspected Epstein pimp is found dead at his Paris home after name appeared more than a thousand times in declassified files | Daily Mail OnlineBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.

Daniel Siad, a 69-year-old modeling scout extensively linked to Jeffrey Epstein in newly released records, was found dead Monday inside his home in Colombes, outside Paris. French prosecutors have opened an investigation into the cause of death and ordered an autopsy, although one report cited cardiac arrest. Siad had not yet been questioned by investigators examining allegations that he helped Epstein traffic and abuse women, despite being the subject of several complaints, including rape allegations. He denied wrongdoing and said he wanted the opportunity to explain himself, maintaining that Epstein had taken advantage of his trust.Siad's name appeared in more than 1,000 documents connected to the Epstein files, including years of emails in which he discussed scouting young women across Europe and elsewhere, arranging meetings, sending photographs and descriptions, and seeking reimbursement for travel and recruitment expenses. Some of the women discussed were teenagers, and Epstein often responded by asking about their ages or physical appearance. Siad claimed these introductions were legitimate modeling castings and denied knowingly placing anyone in danger, but multiple women accused him of abuse or of helping funnel women toward Epstein. His death also draws comparisons to Jean-Luc Brunel, another modeling-industry figure accused of procuring women for Epstein, who died in a French jail in 2022 before his case reached trial.to contact me:bobbycapucci@protonmail.comsource:Modelling scout and suspected Epstein pimp is found dead at his Paris home after name appeared more than a thousand times in declassified files | Daily Mail Online

On this edition of The Adult in the Room, Victoria Taft brings you a high-octane mix of special operations fiction and real-world investigative updates: Hot Book Summer — Alex Decker (Desert Heist): Debut novelist and 20-year Army Special Forces Green Beret Alex Decker joins the show to discuss his new military/archaeology thriller, Desert Heist. Decker shares how he drew from his real-world combat experience in 5th Special Forces Group, his intelligence background, and extensive archaeological research to create protagonist Nate Wilde. He also opens up about surviving a near-ambush grenade blast in Afghanistan and marrying a former CIA operations officer. Epstein Thursday — Moguls & Models: Victoria breaks down major new developments in the Jeffrey Epstein saga. French model recruiter Daniel Sayad—who appeared in over 1,000 declassified Epstein documents and was facing a rape complaint from a former Swedish model—has been found dead in his home outside Paris. The Gates Foundation Review: A deep dive into the official WilmerHale internal review examining Bill Gates's 30+ meetings with Jeffrey Epstein between 2011 and 2014, the failed Donor-Advised Fund (DAF), and Warren Buffett's decision to pull billions in donations. Plus, a look at Epstein victims testifying on Capitol Hill regarding Attorney General nominee Todd Blanche.

Recruiters often think they need more cold calls to grow their desk—but Jamie Lupo argues they're overlooking the biggest revenue opportunities already built into their workflow.In this FDE+ episode, Kortney Harmon sits down with Jamie Lupo, Founder of Lupo Advisory, to explore how reference checks and quality control calls can uncover hidden job orders, strengthen client relationships, and generate new business without adding extra activities to your day. Jamie shares practical word tracks, proven frameworks, and simple strategies recruiters can implement immediately to increase fill ratios and grow revenue naturally.Discover how to turn everyday recruiter conversations into long-term business growth.________________Follow Jamie Lupo on LinkedIn: LinkedIn | JamieFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

From the latest developments in the Jeffrey Epstein files to the ongoing turmoil within MAGA and the heartbreaking Nolan Wells case, Don Lemon and political strategist Mike Nellis break down the day's biggest headlines. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Daniel Siad, a 69-year-old modeling scout extensively linked to Jeffrey Epstein in newly released records, was found dead Monday inside his home in Colombes, outside Paris. French prosecutors have opened an investigation into the cause of death and ordered an autopsy, although one report cited cardiac arrest. Siad had not yet been questioned by investigators examining allegations that he helped Epstein traffic and abuse women, despite being the subject of several complaints, including rape allegations. He denied wrongdoing and said he wanted the opportunity to explain himself, maintaining that Epstein had taken advantage of his trust.Siad's name appeared in more than 1,000 documents connected to the Epstein files, including years of emails in which he discussed scouting young women across Europe and elsewhere, arranging meetings, sending photographs and descriptions, and seeking reimbursement for travel and recruitment expenses. Some of the women discussed were teenagers, and Epstein often responded by asking about their ages or physical appearance. Siad claimed these introductions were legitimate modeling castings and denied knowingly placing anyone in danger, but multiple women accused him of abuse or of helping funnel women toward Epstein. His death also draws comparisons to Jean-Luc Brunel, another modeling-industry figure accused of procuring women for Epstein, who died in a French jail in 2022 before his case reached trial.to contact me:bobbycapucci@protonmail.comsource:Modelling scout and suspected Epstein pimp is found dead at his Paris home after name appeared more than a thousand times in declassified files | Daily Mail OnlineBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

Louise Archer spent more than twenty years as a contingent recruiter. She believed retained was probably smoke and mirrors, something dressed up to justify a bigger fee, and definitely not a pool she was ever going to swim in.Then her employer handed her a project called Most Money Soonest, with a brief to make the permanent division's revenue predictable enough to survive a major acquisition. She and one colleague started visiting clients, asking better questions, and converting them to retained one conversation at a time.The division went from five million pounds in annual revenue to twelve million, all of it retained, from a standing start of zero retained revenue. Then Louise walked away and set out to teach the rest of the industry how to do the same.Since founding Retrained Search in 2018, she has trained more than fifteen hundred recruiters across thirty-one countries. In December 2024 she completed a management buyout with her three directors, and the target now is three point four million pounds in revenue by the close of 2027.On this episode of The RAG Podcast, Louise breaks down how the retained conversation actually works, why exclusivity is the worst model of all, and why the industry is now splitting in two.Louise Archer did not just theorise about retained search. She built the proof of concept inside someone else's business, walked away, and has spent the last eight years showing thousands of recruiters around the world how to do the same.The numbers do not lie. The contingent model is under pressure, the industry is splitting into trusted advisors and commodity suppliers, and the window to move is still open.If you have ever looked at your fill rate and thought something feels wrong, this episode has the blueprint.-----------------------------------------------------------Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, a CRM that actually understands context.Atlas captures everything you say, hear, read and write. Every interview, every client call, every LinkedIn message, email and WhatsApp, automatically. Not because you typed it up, but because Atlas was listening. Then it goes one step further and tells you the next action to take.So when you need to fill a role, People Search ranks your best candidates and tells you why, no digging required. That same memory turns your BD into a shortlist of exactly who to chase and why, so you win more clients. And when you want to see your pipeline, you just speak to your dashboards and Atlas builds the view for you in real time, tracking only what you care about.Whether you place permanent or contract, Atlas covers both. Its Contract Suite means you never chase a timesheet again, with live margin visibility across every placement. And with its new MCP and API, Atlas plugs straight into your LLMs and the rest of your stack, so the low-value admin that keeps you from billing gets done for you.This is not theory. Atlas customers are seeing 50% higher candidate response rates, a 35% increase in new clients won, 15+ hours saved every week, and monthly billings jumping by 85%. Some agencies are hitting 130% of their annual revenue target after building their business around Atlas.So if you're thinking you need to bolt AI onto your CRM, don't bother. Take a look at Atlas instead.Head to https://recruitwithatlas.com/therag/ to find out more.-----------------------------------------------------------Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn, but AI has turned templated posts and outreach into a commodity. When everyone sounds the same, the market stops listening. The recruiters winning now are the ones the market trusts.At Hoxo we help recruitment founders become the most influential name in their niche, using AI to multiply output while trust stays the product. Our clients turn their existing networks into £100K to £300K in new billings within months. Watch the free RAG listener training to see how: https://hubs.ly/Q03lBpYC0

Companies claim they cannot find enough talent while routinely rejecting professionals with decades of experience. This episode examines the “overqualified” trap, age bias in recruiting, and how outdated hiring systems may be creating the very talent shortages companies are struggling to solve. Brought to you by my newsletters: The Recruiting Life Career Intelligence Weekly https://newsletter.jimstroud.com Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of The Career Transition Experts, we explore one of the most powerful and underused job search strategies available to career professionals today using AI not just to tailor your resume, but to think and research strategically like a career consultant. Our guest also breaks down why the real value of AI in your job search goes far beyond plug and play resume tweaks. Our guest, Carrie Christiano, is a career strategist, recruiter, and author with a background spanning talent acquisition, résumé writing, and career coaching. She is the founder of Empower Career Studio and author of EMPOWER Your Job Search with AI. Carrie's work focuses on helping experienced professionals stop reacting emotionally to career change and start navigating today's job market with clarity, strategy, and confidence.You may contact her at carrie.christiano@gmail.comIf you're interested in how to apply these insights to gain traction in your job search, let's schedule a FREE Resume and Strategy Review session - click here for more information.

The Death of the Junior Recruiter: Where Is the Next Generation Coming From?   Since 2022, the talent acquisition landscape has undergone a seismic shift. Once a thriving entry point for ambitious professionals, the function has been systematically truncated as economic pressures mount, headcount budgets shrink, and AI tools increasingly optimise workflows that once demanded human intuition. Companies have all but ceased hiring early-careers recruiters, creating a dangerous vacuum at the foundation of the profession. This webinar confronts an uncomfortable truth: we are witnessing the extinction of the junior recruiter role, and with it, the pipeline that has sustained the industry for decades. Where will tomorrow's talent leaders come from if we stop cultivating them today?   Key Themes We Must Address: • The Great Early Career Hiring Freeze – Why organisations stopped investing in entry-level TA talent after 2022 and what this signals about perceived value   • AI's Double-Edged Sword – How automation optimised efficiency while simultaneously justifying the elimination of junior roles traditionally used for training   • The Experience Trap – The growing expectation for "senior-only" hiring that leaves no room for developing raw potential or diverse perspectives   • Broken Apprenticeship Models – The collapse of structured learning pathways where junior recruiters once absorbed expertise from seasoned professionals   • Skills Atrophy at the Top – What happens when senior recruiters lose the ability to delegate, mentor, or scale their impact without junior support   • The Succession Crisis – Who steps into leadership roles in 5-10 years when an entire generation of developing talent never entered the pipeline   • Redefining Value in TA – Moving beyond cost-per-hire metrics to recognise the long-term strategic damage of eliminating early-careers investment   • Alternative Pathways – Whether adjacent professions (HR tech, marketing, operations) can realistically feed experienced professionals into TA leadership   • Reversing the Trend – Practical frameworks for justifying junior headcount to CFOs who view TA as a cost centre ripe for automation   Watch this essential discussion on the long term future of the function!   We're on Friday 17th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep395 is supported by our friends at Greenhouse   With application volumes at historic highs, AI claims shaping procurement, and candidate fraud entering the funnel in ways most teams can't track, your ATS decision carries more weight than ever. Download this updated guide from Greenhouse for a practical roadmap to cut through vendor noise, understand true total cost of ownership, and choose the platform your hiring function actually needs.   Download now

Not long ago, Misan Harriman was working a job in recruitment that just didn't feel right. But when he picked up a camera and started sharing his photos online, they went viral. Misan is a British photographer and activist, whose photographs of both the Black Lives Matter and Palestine solidarity movements have been seen by millions. Now, there's a new documentary about his work called Shoot the People. Guest host Ali Hassan talks to Misan about the documentary and why capturing these social movements is so important to him.

LinkedIn has become one of the most powerful business development tools for recruiters—but only when it's used with intention.Kortney Harmon sits down with Clark Willcox, Founder of Digital Recruiter, to discuss how recruiters can build a revenue-driving brand on LinkedIn without relying on generic AI messaging or chasing viral content. Clark shares practical strategies for creating meaningful conversations, attracting the right clients, and using automation to support—not replace—human connection.Key takeaways include:Building a LinkedIn profile that attracts ideal clientsCreating content that drives conversations instead of likesUsing automation and AI without losing authenticityTurning LinkedIn into a consistent source of new businessDiscover how to build a recruiter brand that earns trust, generates revenue, and creates long-term business growth.________________Follow Clark Willcox on LinkedIn: LinkedIn | Clark WillcoxCheck out Clarks website: https://digitalrecruiter.io/Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

In this episode, James is joined by Adam Gordon, founder of Poetry and one of the recruitment industry's leading technology entrepreneurs. Together they explore the rise of recruiter enablement, why AI is changing the way recruitment teams operate, and what the recruiter of the future might look like.In this episode, we discuss:What recruiter enablement is and why it's becoming a major focus for talent acquisition teams.Why recruitment has more to learn from sales enablement than most people realise.How AI should improve consistency, governance and quality, not just productivity.The hidden tasks that consume recruiters' time and how technology can remove them.Why influence, communication and consultancy will become even more valuable skills.The balance between automation and the human side of recruitment.How recruitment technology is evolving beyond point solutions into complete workflows.What recruitment leaders should be thinking about as AI continues to reshape the industry.Key takeaways:AI is most valuable when it supports recruiters, not replaces them.Recruiters create the greatest value through influence and relationships, not administration.Consistency and governance are becoming just as important as speed.The future belongs to recruiters who combine technology with human expertise.Recruiter enablement could become one of the defining trends in recruitment over the next few years.Whether you're running a recruitment agency, leading an in-house talent team or simply trying to understand where AI is taking our industry, this episode is packed with practical insights and plenty of food for thought.The Marketing Rules Podcast is sponsored by Smart Sifty⁠⁠⁠⁠⁠smartsifty.com⁠⁠⁠⁠⁠#MarketingRules#TheVoiceOfRecruitmentMarketing⁠To connect with Theo:⁠https://www.linkedin.com/in/adamwgordon/Learn more about James and ThinkinCircles:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠⁠⁠

Today we’re talking about something that can literally save lives, protect equipment worth hundreds of thousands of dollars, prevent product damage, eliminate downtime, and even set you up for success outside the warehouse. It’s called the pre-trip. Now, I know what some of you are thinking, Yeah, yeah check the forklift and move on. But today I want to challenge that thought. A pre-trip isn’t just paperwork, and it's not something regulatory agencies dreamed up to slow us down. It’s one of the greatest habits successful people ever develop. I'm Marty with Warehouse and Operations as a Career. And I thought we'd look at the pretrip a little differently today.   Aviation, railroads, trucking and manufacturing all adopted inspection checklists because investigations repeatedly showed that many accidents weren’t caused by equipment failures, they were caused by failures to discover problems before using the equipment.  Our pre-trip really answers only four questions. Is it safe? Is it operational? Is it legal? And am I ready? That simple framework works for every machine in the building. And as we'll learn in a few minutes several other positions!   Think about one of the most talked about pieces of equipment. The counterbalance forklift. We'll check out the forks, mast, chains, and look for any hydraulic leaks. We'll inspect the tires, the steering and brakes, seat belt, horn, backup alarm, lights, the capacity plate, LP tank or battery and our overhead guard.   Another biggie is the Reach Truck. We'll have a few more things to check here like the load wheels and outriggers, the reach mechanism, joy stick or lever controls, more hydraulic hoses, the battery connection and stability.   Let's see, we don't have to hit them all but I did want to talk about a few or our more common ones. I'll skip these, let's see, oh here, the Rider Pallet Jack. Many people underestimate the pallet jacks. First up, the belly button reverse switch, its brake operation and plugging, the fork tips, the drive wheel, its battery, steering arm, and horn. How many foot injuries have you seen here because operators become too comfortable? I hope we'd all agree that even one is too many right?   And the Floor Scrubber. People laugh until it floods an aisle. We'll need to Inspect things like the squeegee, pads, brushes, the water tanks, and the recovery tank. And its battery, warning lights and dashboard.  A bad scrubber creates slip hazards instead of removing them.  Oh, and I wanted to mention the cardboard and shrink wrap Baler. We need to check the emergency stop, safety gate, interlocks, and look for any hydraulic leaks, and inspect the chains and door latches. The most dangerous baler isn’t the broken one. It’s the one someone bypassed something on.  And of course, any type of Manufacturing Equipment will need a pre-trip, checking the guards, emergency stops, sensors, air pressure, lubrication points, tooling, and the product path. The first product shouldn’t be the test piece. The inspection should be.  And there's dozens and dozens of other pieces of equipment or machines. Like our conveyor systems, the yard jockey, another important piece is the clamp attachment and slip sheet attachment. Pretrips are a must for all of them.   So, what if you don’t operate equipment? Guess what? I think you still need a pre-trip.  What if you're an Office Employee? I feel you should be asking yourself. Do I have today’s priorities? Laptop? Chargers? Calendar? Checking for my Meetings? Deadlines? Did I answer yesterday’s emails?  Or if I'm a Recruiter? Have I prepared Today’s interviews? Applicants confirmed? Backgrounds complete? Job descriptions ready? Do I know the Hiring managers expectations?  And I think there’s a few questions every associate can pretrip themselves with.  Our minds deserve a pre-trip too. Am I distracted or tired? Am I frustrated or am I bringing yesterday’s problems into today’s shift? Those questions may be more important than checking tire pressure.  The pre-trip isn’t about checking things off on a sheet of paper or program. It’s about respecting what could happen if you don’t. Professionals don’t inspect their stuff because they expect something to be wrong. They inspect because they refuse to be surprised.   We all know that most accidents don’t begin with the accident itself. They begin with a decision. I’m in a hurry, I’ll check it later, It worked fine yesterday, or It’ll probably be okay.  Every incident investigation, insurance claim, equipment failure, damaged product, or near miss has a starting point. Many times, that starting point was someone choosing not to spend five minutes looking over their equipment.  A pre-trip isn’t just looking for what’s broken. It’s looking for what’s changing. That tire that’s lost a little air. The hydraulic hose beginning to rub against the roller. A chain that’s becoming loose. A battery cable that’s starting to fray. Problems rarely appear all at once. They grow little by little. The pre-trip is our opportunity to catch them while they’re still small.  And we need to remember that finding a problem isn’t the end of the pre-trip. It’s actually the beginning. We may need to Lock it  Out and Tag it Out. Or remove our favorite piece of equipment from service, and notify supervision, calling maintenance and using another truck if available. Professionals understand production never comes before safety.  A pre-trip protects People, Product, Customers, our Buildings, the Company’s reputation, our Production schedules, Inventory accuracy, Budgets, and well, our Careers.   Ok, I need to get back to work myself but tomorrow morning, No matter what your job is, let’s Perform a pre-trip. Not because someone tells you to. But because professionals prepare before they perform. Inspect your equipment or machine. Inspect your workspace. And look over your schedule. Let’s check our attitude and our priorities. Inspect your day. Success rarely depends on what happens after productivity starts. It depends on what you did 5 minutes before that time.   So, I won't go on and on here. We hear about the pretrip every day, I hope we put a different spin on it today and gave you a little different way to look at it. Yall be safe out there, in both your personal and professional lives. 

When most people think about online scams, they picture criminals sitting behind a screen and stealing from victims around the world. But in Southeast Asia, many of the people sending those messages are victims too. Some were promised legitimate jobs, flown across borders, trapped inside guarded compounds, and forced to scam others while trying to survive.  In this episode, I talk with Ivan Franceschini, a lecturer in Chinese Studies at the Center for Contemporary Chinese Studies Asia Institute. After years of studying labor rights, civil society, and Chinese investment in Cambodia, Ivan's work led him to the online scam industry and the cybercrime compounds that have spread across Southeast Asia. He is the co-author of Scam: Inside Southeast Asia's Cybercrime Compounds, and through the EOS Collective, he and his colleagues also help support people who have been trafficked into these operations. I talk with Ivan about how small scam operations grew into large compounds, why COVID helped the industry expand, and how fake job offers are used to recruit people from around the world. We also talk about the blurred line between victim and criminal, the local economies that grow around these compounds, and what happens when people escape or are left stranded without money, documents, or a safe way home. Show Notes: [01:27] Ivan Franceschini explains how his academic background in China studies and labor rights eventually led him to research scam compounds in Southeast Asia. [04:39] Early scam operations in Cambodia started as smaller setups in villas, apartments, and hotels before expanding into large, organized compounds. [07:53] COVID becomes a major turning point as isolation, financial desperation, and new technology help the online scam industry grow rapidly. [10:42] The industry expands beyond Chinese-speaking networks and begins recruiting people from many countries, including large numbers from Africa. [13:29] Criminal groups, businesspeople, local elites, and trafficking networks all play different roles in keeping the scam compound industry running. [15:50] Fake job offers are used to recruit people from abroad, with many victims believing they are traveling for legitimate work in customer service, teaching, sales, or other fields. [18:19] Recruiters use believable salaries and convincing explanations to lure people who may be desperate for work or unfamiliar with the region. [21:43] Many trafficked workers are not highly trained scammers, but poor or vulnerable people who are taught scripts, given tools, and assigned small parts of the scam process. [24:05] Language barriers are no longer a major obstacle because scammers can use translation tools, AI tools, and backstories that make mistakes seem believable. [26:40] Scam compounds become embedded in local economies through guards, cleaners, restaurants, construction workers, delivery services, and other support jobs. [31:22] Getting out of a compound can involve paying a ransom, escaping physically, or risking a message to an embassy, family member, NGO, or government official. [33:40] Some trapped workers are able to ask for help online, but contacting authorities can also be dangerous if local police alert the compound operators. [35:17] Crackdowns in Cambodia have left many people stranded without money, valid visas, housing, or a safe way to return home. [37:27] Survivors released from compounds may end up sleeping on the street, begging for food, and trying to find help while facing fines and deportation barriers. [40:14] Survivor support often means meeting immediate needs such as food, basic medical care, and flights home for people who have nowhere else to turn. [41:29] Ivan explains that sanctions and enforcement need to consider the human beings inside the industry, not just the money and criminal networks behind it. [42:49] Survivors often have valuable information about trafficking networks, scam techniques, and specific operations, but that intelligence is lost when they are abandoned. [45:15] Verifying survivor stories requires interviews, embassy coordination, compound maps, cross-checking details, and recognizing that victim and criminal roles can overlap. [48:53] Ivan shares where people can find his book, Scam: Inside Southeast Asia's Cybercrime Compounds, and learn more about the EOS Collective's work. Thanks for joining us on Easy Prey. Be sure to subscribe to our podcast on iTunes and leave a nice review.  Links and Resources: Podcast Web Page Facebook Page whatismyipaddress.com Easy Prey on Instagram Easy Prey on Twitter Easy Prey on LinkedIn Easy Prey on YouTube Easy Prey on Pinterest Ivan Franceschini - LinkedIn Scam: Inside Southeast Asia's Cybercrime Compounds EOS Collective

In this week's updateUK shops are about to call the police on you within four seconds of you walking through the door - and you don't have to do anything wrong first.A GitHub account sat completely silent for 19 months, then woke up and dropped a working mass-exploit kit within minutes - and age on the internet is not the same as trust.Fifty-five percent of Americans have quietly stopped posting on social media - and the reason isn't what the platforms want to admit.Recruiters say they can't find workers. New graduates say they can't find jobs. The economy says both of them are right - and AI is not actually the villain in this one.Applied AI engineering is becoming one of the hottest jobs in tech, and the skill that matters most is not writing clever prompts - it's building report cards for AI that catch the model when it quietly does something dangerous.The Pentagon opened a paid cybersecurity apprenticeship that requires no degree, no experience, and no prior skills - and 70,000 people showed up within days.Russian intelligence didn't hack into military networks to spy on NATO supply convoys - they just looked through the security cameras of ordinary homes with default passwords.The US and China are fighting an AI war on two fronts simultaneously: American companies are secretly using Chinese models to cut costs, and Chinese teams are running millions of fake conversations with American AI to steal what makes it work.Cloudflare has stopped asking you to click the traffic lights. Now it just watches your mouse move - for your entire visit - and decides from there.This week's stories are united by a single uncomfortable observation: the systems we built for convenience keep turning into systems of surveillance, and the systems we built for security keep being the ones we forgot to secure. Some of this week is alarming. Some of it is genuinely useful. All of it is worth understanding. Let's face it.Find the full transcript to this week's podcast here.

Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Host: Ben Criddle (@criddlebenjamin) and Co-Host: (ronthe3manweav)Subscribe to the Cougar Sports with Ben Criddle podcast: Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676

4PM: Lindsey Graham dead at 71 // The conspiracies theories are abound // Trump Backs Lindsey Graham’s Sister to Fill His Senate Seat // Mitch McConnell provides proof of life; Many, including AI, call it AI // Why recruiters can’t find workers and new grads can’t find jobs (it’s not AI) // The obstacle keeping America from building the homes it needs; skilled workers // John’s ill-fated DIY deck 

 A wellness MLM does not announce itself as a cult. It arrives as a smoothie recipe, a flyer of smiling mothers, and a promise of working from home while you take your health back. My recent guest on Cults, Culture & Coercion, Brandie Hadfield, lived inside one for a decade. She is a Registered Psychotherapist  and co-founder of the peer support nonprofit Flipping the Pyramid, and she spent roughly ten years selling supplements for a wellness MLM before she understood she had been recruited into a commercial cult. Brandie was a new mother in 2011, isolated and exhausted, when the pitch found her. I invite you to notice how ordinary the entry point was, because the same machinery now drives coaching programs, prosperity preaching, and the speculative frenzy around cryptocurrency, which I consider a form of multi-level marketing. A small group sells the dream, recruits everyone else to buy in, and the people at the top profit while almost everyone below them loses money. Her recruitment began with a parenting book by a famous pediatrician and a home-based coaching certification. She paid for the courses, the workbooks, and the materials. Then a package arrived in the mail from the pediatrician's daughter, inviting her into the MLM the family sat near the top of. Brandie saw it later for what it was. A funnel. She is intelligent, devoted, and the kind of employee who gives more than anyone asks. Recruiters prize those traits. Her ADHD, undiagnosed at the time, sharpened her focus into something the group put to use. “My kind of tunnel vision and focus and tenacity, which can be a beautiful aspect of having ADHD, was really exploited,” she told me. Brandie was a mother with undiagnosed ADHD raising a son later identified as autistic. Isolation, a hunger for belonging, and a tendency to commit fully to a mission left her exposed. Her graduate research examined narcissistic leadership in commercial cults and its impact on neurodivergent people, and it filled a gap she had felt firsthand. She wants to help others now. A fascinating interview. Learn more about your ad choices. Visit megaphone.fm/adchoices

How do we make ourselves indispensable in a workforce where we're constantly being replaced? Welcome to today's ICYMI, where we kick off the week with a quick game-changing tip from one of our guests that you might have missed.  In this uncertain job market, the things that make you uniquely you — like your ideas, communication skills and emotional intelligence — are becoming increasingly important for career success. So we're throwing it back to this helpful advice from Emily The Recruiter on how to incorporate AI into your job to stand out, and the soft skills that will make you irreplaceable in the current market. Plus, Emily myth-busts how much of our authentic self we should actually bring to work.  Emily Durham—aka Emily the Recruiter—is a career coach, content creator, and host of the Clock In Podcast. With millions of views across TikTok, Instagram, and YouTube, Emily is known for her no-BS advice on how to land your dream job and deal with workplace dynamics like a boss.xn Listen to the full episode with Emily The Recruiter here. Tune in every Monday for an expert dose of life advice in under 10 minutes. Check out our first episode with Emily here. Follow Emily on Instagram, TikTok, and YouTube.  Subscribe to my Substack:teachmehowtoadult.substack.comFollow us on the ‘gram:@teachmehowtoadultmedia@gillian.bernerFollow on TikTok: @teachmehowtoadultSubscribe on YouTube

Does your “dream job” really exist? You may know Emily Durham as Emily the Recruiter on social media, where she shares practical, refreshingly honest career advice and coaches people through the biggest professional decisions of their lives. Emily doesn't believe in the idea of a dream job. In this episode, she joins Anne to make the case for the “awake job” that actively fits into your purpose, lifestyle, and financial needs. Emily reflects on how her own purpose has evolved over time, and answers questions from listeners about how to gracefully quit a job, find a path forward when you feel stuck, and communicate your values to a potential employer.Featured guestFollow Emily Durham on Instagram, YouTube, TikTok, and at https://emilydurham.org/Listen to Clock In with Emily DurhamConnect with the teamFollow Anne on Instagram and LinkedIn Follow Frances on Instagram and LinkedInWatch Fixable videos on youtube.com/@TEDPodsVisit Anne and Frances' websiteHave a question you want Anne and Frances to solve? Email the team at fixable@ted.com or leave a voicemail at 234-349-2253Follow TED on X, Instagram, Facebook, LinkedIn, and TikTok Hosted on Acast. See acast.com/privacy for more information.

Fixing Hiring Manager vs Recruiter MIS-Alignment The recruiter-hiring manager relationship is the most consequential partnership in talent acquisition—and yet, according to Metaview's 2026 AI & Hiring Alignment Report surveying 505 recruiting and hiring leaders, it is also the most dangerously misaligned. While an overwhelming 90% of leaders describe their partnerships as "good," a staggering 58% privately admit they actively wish they could bypass their counterpart entirely. This silent fracture is not merely an interpersonal inconvenience; it is a direct driver of candidate loss, speed-to-hire erosion, and competitive disadvantage. As AI reshapes how hiring teams collaborate, the organisations that thrive will be those that confront this disconnect head-on and rebuild alignment as a strategic imperative rather than an assumed courtesy.   • The Alignment Illusion – Why 90% of partnerships self-rate as "good" while 58% of leaders secretly want to work around each other, and what this gap reveals about organisational honesty   • The Speed Tax of Misalignment – How recruiter-manager friction directly costs companies talent, with well-aligned teams 60% less likely to lose candidates to faster-moving competitors   • AI as Collaboration Infrastructure – Why teams that treat AI as core to hiring report excellent working relationships at 3.8x the rate of AI-hesitant organisations, and how shared context replaces tribal knowledge   • The Intake Call Failure – Why initial role alignment remains the highest-leverage moment most teams squander, and how to engineer shared understanding before a single candidate is sourced   • Signal vs. Noise in Feedback – How inconsistent evaluation criteria, delayed scorecard completion, and contradictory feedback destroy candidate experience and recruiter credibility   • The Power Dynamic Problem – Why hiring managers still view recruiters as order-takers rather than strategic partners, and how to reframe the relationship as co-ownership of business outcomes   • Shared Accountability Frameworks – Moving beyond service-level agreements to joint KPIs that bind recruiters and hiring managers to the same speed, quality, and candidate-experience standards   • Calibrating on "Good" – How misaligned definitions of ideal candidate profiles lead to endless iteration, offer rejections, and the demoralising cycle of "send more, I'll know it when I see it"   • The Business Goal Connection – Why 85% of companies exceeding their business goals actively use AI in hiring workflows, and what this reveals about alignment as a competitive differentiator   Watch this essential discussion to diagnose your own alignment gaps before they cost you your next critical hire. The recruiter-manager partnership is either your greatest strategic asset or your silentest competitive liability—and the data says most teams are living in dangerous denial.   We're on Friday 10th July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep393 is supported by our friends at Metaview   Metaview is the Agentic Recruiting Platform built for radically efficient hiring, end to end. Source, engage, and hire better with agents that truly get your brief. Metaviews AI Agents finds candidates, reviews inbound applications, automatically captures notes, constantly learns and spots talent opportunities, whilst your recruiters spend time doing work which humans can only do - build relationships with candidates and hiring managers.   Need to uplevpel your hiring function?   Book a demo or start for free here.  

In an AI-driven market, technology may be easier to replicate, but the right people remain a true competitive advantage. In this episode, Mike Silverstein, Managing Partner of Healthcare IT and Life Sciences at Direct Recruiters, discusses what healthcare companies often get wrong when building their teams. He explains why leaders should value grit over impressive résumés, how passive candidates can strengthen an organization, and why healthcare requires patience, resilience, and industry understanding. Mike also shares how beginning his recruiting career during the 2008 financial crisis helped him develop the relationships and determination needed to navigate future challenges. He emphasizes that lasting success comes from authenticity, meaningful networks, and consistently putting people first. Tune in to learn how healthcare organizations can build teams capable of thriving through uncertainty, technological change, and continued industry disruption. Resources Connect with Mike Silverstein on LinkedIn. Follow Direct Recruiters on LinkedIn and explore their website. Email Mike at mike@directrecruiters.com

Jeff Dudan's free digital copy of his book What if the FBI's playbook for recruiting spies is actually the ultimate guide to building trust, closing deals, and leading people? In this episode, Jeff Dudan sits down with Robin Dreeke - former FBI behavioral expert and head of the Bureau's elite Behavioral Analysis Program - to break down the exact communication frameworks Robin developed over 22 years working in counterintelligence and spy recruitment. Robin shares his Four Keys of Communication from his book Unbreakable Alliances, explains why inspiration is more powerful than influence or persuasion, and reveals how game theory - starting with kindness - is the most effective negotiation strategy in the world. You'll also learn why resentment is the single most reliable signal that a relationship is failing, how to use 'what' questions to defuse defensiveness, and why pushing someone away in a negotiation is sometimes the fastest way to get them to say yes. Whether you're navigating a merger, managing a team, building a sales process, or just trying to connect more deeply with the people in your life, this conversation delivers a complete operating system for human relationships. Topics covered: • The Four Keys of Communication for building unbreakable alliances • Why manipulation fails and inspiration wins • Game theory: the tit-for-tat strategy that cooperation science proves works • How FBI spy recruiters build trust with hostile targets • The resentment test for healthy vs. unhealthy relationships • Why asking 'what' questions beats 'why' questions in negotiations • The neuroscience of trust: serotonin, oxytocin, dopamine, and endorphins • How to build a personal brand as a problem solver and lighthouse • True crime behavioral analysis and what broken decision-making looks like • Career advice from a behavioral expert for aspiring leaders Homefront Brands: https://www.homefrontbrands.com  Jeff Dudan: https://www.jeffdudan.com Guest: Robin Dreeke Guest YouTube Guest Website: https://www.robindreeke.com/  Guest Socials: https://www.linkedin.com/in/rdreeke/  #FBI #NegotiationTips #LeadershipDevelopment #UnbreakableAlliances #RobinDreeke #CommunicationSkills #BuildingTrust #GameTheory #BehavioralScience #SalesStrategy Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Jeff Dudan's free digital copy of his book What if the FBI's playbook for recruiting spies is actually the ultimate guide to building trust, closing deals, and leading people? In this episode, Jeff Dudan sits down with Robin Dreeke - former FBI behavioral expert and head of the Bureau's elite Behavioral Analysis Program - to break down the exact communication frameworks Robin developed over 22 years working in counterintelligence and spy recruitment. Robin shares his Four Keys of Communication from his book Unbreakable Alliances, explains why inspiration is more powerful than influence or persuasion, and reveals how game theory - starting with kindness - is the most effective negotiation strategy in the world. You'll also learn why resentment is the single most reliable signal that a relationship is failing, how to use 'what' questions to defuse defensiveness, and why pushing someone away in a negotiation is sometimes the fastest way to get them to say yes. Whether you're navigating a merger, managing a team, building a sales process, or just trying to connect more deeply with the people in your life, this conversation delivers a complete operating system for human relationships. Topics covered: • The Four Keys of Communication for building unbreakable alliances • Why manipulation fails and inspiration wins • Game theory: the tit-for-tat strategy that cooperation science proves works • How FBI spy recruiters build trust with hostile targets • The resentment test for healthy vs. unhealthy relationships • Why asking 'what' questions beats 'why' questions in negotiations • The neuroscience of trust: serotonin, oxytocin, dopamine, and endorphins • How to build a personal brand as a problem solver and lighthouse • True crime behavioral analysis and what broken decision-making looks like • Career advice from a behavioral expert for aspiring leaders Homefront Brands: https://www.homefrontbrands.com  Jeff Dudan: https://www.jeffdudan.com Guest: Robin Dreeke Guest YouTube Guest Website: https://www.robindreeke.com/  Guest Socials: https://www.linkedin.com/in/rdreeke/  #FBI #NegotiationTips #LeadershipDevelopment #UnbreakableAlliances #RobinDreeke #CommunicationSkills #BuildingTrust #GameTheory #BehavioralScience #SalesStrategy Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Vincenzo Fasulo grew up in Benevento, Italy, a city older than Rome. After moving to the U.S. during one of the most uncertain chapters of his life, he built an unconventional path from receptionist to Head of Talent at SafeBreach. In this conversation, he shares how that journey shaped the way he leads TA today: looking past the resume, giving people a chance, and building recruiting systems that can keep up with AI.Connect with host James Mackey on LinkedIn! Thank you to our sponsor, SecureVision, for making this show possible!  Follow us:https://www.linkedin.com/company/82436841/SecureVision: #1 Rated Embedded Recruitment Firm on G2!https://www.g2.com/products/securevision/reviewsThanks for listening!

What does it actually mean to get ahead — and stay sane doing it? On Monday's episode, career coach Emily Durham (a.k.a. Emily the Recruiter, with 3 million+ followers across social media) cuts through the noise with her new book Clock In: No-BS Advice for Getting Ahead in Your Career (Without Losing Your Mind): forget the dream job mythology, make your value visible, and remember your job is what you do — not who you are. Then, Harvard professor and serial entrepreneur Christina Wallace shows us why the old career playbook is broken — and how building a Portfolio Life full of optionality, rest, and identity beyond your title is the smarter path forward. Two straight-shooting takes on work, burnout, and what a fulfilling career actually looks like.

In this week's episode, we turn to Britain's recruitment stocks. Valeria Martinez looks at the impact of AI on hiring demand, which is hitting share prices, and also discusses the perennial question: is the new technology a concern or an opportunity?Next, we cast our ears to Italian tech buyout specialist, and Baillie Gifford favourite, Bending Spoons, following its Nasdaq debut earlier this week. Val Cipriani dives into its growth strategy and what the IPO means for investors and the likes of Scottish Mortgage.Lastly, Julian Hofmann looks at agricultural supplier Wynnstay (WYN), after it announced positive results despite headwinds for the farming sector. Julian explores how the company is navigating volatile fertiliser prices, cutting costs, and the reasons to be optimistic.Timestamps00:00 Introduction04:20 AI vs the recruitment sector15:12 Bending Spoons25:03 Wynnstay resultsListen to more podcasts from Investors' Chronicle on Apple, Spotify and YouTubeInvestors' Chronicle has supported private investors in the UK for over 160 years by highlighting rewarding investment opportunities. Investors' Chronicle is a service by the Financial Times. Hosted on Acast. See acast.com/privacy for more information.

Hi All, Marty here with Warehouse and Operations as a Career. I started off this week hearing a peer’s name I hadn’t heard in probably 12 to 15 years. A colleague was on his way to a meeting with a a prospective client and shared who he was meeting with. It was a gentlemen we'd both worked with in the past. I was reminded how many times this happens every year. It’s something we all, no matter the industry, need to keep in mind! You start at one warehouse in your teens and twenties. A few years later you move across town. Five years after that you accept another opportunity. Then one day you walk into a customer’s warehouse and there’s your old supervisor. Or how about the forklift driver unloading your trailer? You worked beside him fifteen years ago. Or the operations manager? She used to be a shift lead when you were loading trucks together. And this is always an interesting one, the recruiter interviewing you? You remember when she worked in receiving. And the truck driver making your delivery? He used to work maintenance at your last facility. It’s funny how that happens. But it does. Our industry feels huge. Millions of square feet. Thousands of warehouses. Hundreds of trucking companies and countless manufacturers. But once you’ve been around a while, well, it’s actually a very small neighborhood. People don’t disappear, they simply change addresses.  One of the greatest pieces of career advice I can give anyone entering warehousing, manufacturing, production, or transportation is to never burn a bridge. And not because it’s the “nice” thing to do. But because it’s one of the smartest career decisions you’ll ever make.  I’ve been fortunate enough to have worked in this industry for a long while. I’ve unloaded trucks, selected orders, operated every forklift and attachment, and worked all the utility positions. I’ve supervised some awesome crews and managed a few outstanding operations. I’ve worked beside some incredible people. And today I still run into people from every stage of my career. Former supervisors. Former employees. Customers. Drivers. Safety managers. HR managers. Recruiters. Forklift operators. Maintenance technicians. General managers and Vice presidents. Some I haven’t seen in twenty years. Yet somehow our paths cross again. And when they do they remember. They remember your attitude. They remember your work ethic. And they remember whether you helped people or hurt people. They remember whether you were dependable and whether you accepted responsibility. Most importantly, they remember how you left. And that’s the part I see many young professionals overlook. People remember endings.  We've all had or watched an employee having a bad day. They got frustrated. Started yelling. Cursed their supervisor. Threw down their badge and stormed out the door, maybe even slamming doors. Almost like they wanted to make sure everyone watched. In that moment they probably felt powerful. Maybe even justified. But what they didn’t realize is how that three minute emotional decision could follow them for years.  And here’s just a few reasons why I believe we should reconsider that pathway. Your supervisor may leave six months later. The HR manager might accept another position. The operations manager is promoted. The plant manager or GM moves across town. The recruiter joins another staffing company. Suddenly, the people who watched that exit are interviewing candidates somewhere else. Want to guess whose name they recognize? Here's a quick scenario.  Hey “We interviewed someone today.” “Oh really? What’s his name?” “Johnny so and so.” “I remember Johnny.” Sometimes that’s followed by, he's a “Great worker.” “Always dependable.” “He’d be an asset.” Other times. Woah, “be careful there.” He can have a bit of a “bad attitude.” “he walked off the job once.” “Couldn’t control his temper.” That one conversation. Just thirty seconds can influence your next opportunity.  Now of course, leaving a company is certainly okay. People leave their jobs every day. Sometimes it’s for better pay, better hours, more opportunity, family reasons, health, education, or maybe career growth. There is absolutely nothing wrong with moving on. But there is a huge difference between leaving professionally and leaving emotionally. Professional employees give notice when possible. They thank people and finish strong. Even train someone else if needed. Shake hands and wish everyone well. They leave the same way they hope to be remembered.  Here’s something many of us don't consider. Your reputation isn’t built only by your performance. It’s built by your character. Anyone can have a good week and can perform well when everything is going right. Character stands out when things aren’t. When you’re disappointed. Passed over for a promotion. Corrected by your supervisor. Upset over your schedule, and frustrated with overtime. That’s when people discover who you really are.  I’ve had employees come into my office completely upset. And sometimes they deserved to be upset and I've agreed with them. But after talking they left respectfully. And months later they received promotions. How you may ask.  Because they handled difficult conversations like professionals. On the other hand, I’ve also watched employees lose tremendous opportunities because they couldn’t manage one emotional moment. One outburst, social media post or text message or one argument. A bridge burned.  Wither right or wrong, today’s world makes all that even more dangerous. People stay connected. You have LinkedIn. Facebook. Instagram. Industry and management groups. People know people. Your reputation can travel across an entire city before you even submit your next application!  Oh, and I want to say this too. Every person deserves respect. Not because of their title but because you never know where life will take them. That warehouse clerk? Could be tomorrow’s operations manager. The young recruiter? My be a future regional vice president. Our friend the forklift trainer? Down the road we may find them as our future safety director. I'm just saying we should treat everyone with respect. Always.  One of my more recent favorite sayings is, today’s coworker may become tomorrow’s boss, or tomorrow’s customer. I’ve lived that more times than I can count. I’ve purchased services from former employees. I’ve hired my former supervisors, and I’ve partnered with people I once trained. I’ve worked for people who once worked beside me. That’s our industry ladies and gentlemen. Careers and opportunities intertwine.  So what do you do if you’re unhappy? Yep, here I go again with that word communication. Have the conversation. Ask questions. Seek solutions and be honest and be respectful. If it’s time to move on, move on with dignity and grace. Give your best effort until the very last shift. Thank those who invested in you. Leave the facility better than you found it. Return all your equipment. Shake hands and wish everyone success. Because someday you may walk back through those same doors, or someone from those doors may walk through yours.  Here's my thought, or yes, my opinion on the subject. Don’t just avoid burning bridges. Lets always be building them. Stay connected with mentors. Congratulate former coworkers on promotions. Celebrate their accomplishments. Send a quick message once in a while. Thank someone who helped your career. Give a shout out to or recommend good people when opportunities arise.  At the end of the day your résumé gets you noticed. Your skills get you hired and your attitude helps you succeed. But your reputation, well, your reputation follows you everywhere. In warehousing, manufacturing, transportation, distribution, and production, people remember.  So work hard and lets treat people well. Leave every job with them wanting you to stay. Because you never know when today’s goodbye will become tomorrow’s opportunity.  Ok, its time to say thank you for spending a few minutes with me today! If you’re just starting your journey, remember that this industry is much smaller than it appears. Protect your name and your reputation at all times. And never burn the bridge you may someday need to cross again. Until next time, keep learning, keep growing and above all, work safe at all times!

One of the biggest misconceptions job candidates have is that if they're qualified, they'll keep moving forward. Uh, not how it works. Every week, I hear from professionals who have the experience, skills, and background to do the job. They get the recruiter call. Then they never hear from the company again. They assume they weren't qualified. Or, they're totally confused because they believed they were qualified. Hint: They were. So, what gives? Today, we dive into one of the most misunderstood parts of the hiring process and why good candidates get stonewalled before they get to the hiring manager. If you'd like to build a great career and lead a rewarding life, check out some of these other places where I share my teachings:   1. Check out the milewalk Academy, my coaching and training site, for freemiums and premiums. 2. I have hundreds of educational and inspirational videos on my YouTube Channel. 3. Grab any of my four books related to career development, interviewing, hiring, and goal setting. All can be found on my Amazon Author Page. 4. Follow me on Instagram, LinkedIn, Twitter (X), TikTok, Threads, and Facebook. 5. Stay in touch with me in your email inbox by joining my newsletter here! --Andy

Target with discipline: A broad board search rarely gains traction. Candidates are better served by defining a realistic target market based on industry relevance, company profile, governance needs, and where their experience is most additive.Articulate a board-specific value proposition: Candidates need to communicate, with precision, why their background matters in the boardroom and how it aligns with the strategic, risk, and oversight priorities of the company.Set realistic expectations early: A first board seat is typically the result of a deliberate, longer-term process. Candidates should begin early, understand that searches are competitive and often opaque, and avoid waiting until they believe they are fully “ready.”Build relationships that make you referable: Board opportunities are most often advanced through trusted networks, not transactional outreach. Effective candidates cultivate relationships over time and make it easy for others to understand how and where they could contribute.Understand how board seats are filled: For many first-time directors, private company roles and other governance-adjacent opportunities may provide a more practical entry point than public company boards. Recruiters can play a role, but they are rarely the primary path for first-time candidates.Communicate with a governance mindset: Strong candidates demonstrate concise communication, active listening, sound judgment, and the ability to engage at the level of oversight rather than management execution.Assess fit with equal rigor: The interview process is not only about being selected; it is also an opportunity to evaluate board culture, expectations, and potential red flags to determine whether the role is the right fit.Use education and credentials strategically: Board education and credentialing can strengthen readiness and expand networks, particularly in emerging oversight areas such as cybersecurity and AI, but they should support a broader board strategy rather than substitute for one.

In this episode, Steve sits down with Matt Miller to discuss Matt's unconventional journey from practicing lawyer to what he describes as an "accidental tourist" in legal recruiting. They explore why he doesn't subscribe to the familiar "recovering lawyer" narrative, what he has learned from observing thousands of legal careers, the surprising value of a legal education, and how our priorities, definitions of success, and career choices often evolve over time.   Matt is a lawyer, entrepreneur, recruiter, and legal industry innovator whose career has taken him through Big Law, boutique practice, law firm partnership, and an in-house role as General Counsel. Along the way, he founded a legal recruiting firm and more recently launched an AI-powered job search platform designed to help lawyers navigate their careers more effectively.   Whether you're considering going in-house, transitioning out of practice, or exploring entrepreneurship, Matt's insights challenge traditional narratives and offer practical guidance.   Key takeaways   A legal career can evolve in many directions, and those pivots can create unexpected opportunities. Going in-house can be appealing, but timing and fit matter more than many lawyers realize. Relationships and networking often shape careers more than formal plans do. It helps to think long term about career decisions instead of reacting only to the next move. Vulnerability, coaching, and honest conversations can create real clarity. Lawyers have more flexibility than they think, especially when they stay open to new paths.   Timestamps   00:00 - Welcome and episode overview 01:07 - Matt's background and journey into law and entrepreneurship 03:44 - Early career choices and the move through private practice 07:00 - What lawyers should consider before transitioning in-house 14:10 - Intentionality versus opportunity-driven career moves 18:10 - Why relationships matter throughout a legal career   Links   Jolo.ai – AI-powered legal job platform Ascent Counsel

Job hunting is hard enough without having to stop and ask whether the recruiter in your inbox is even real. My guest today, Jay Jones, ran into that problem firsthand after being laid off in December 2023. With his daughter due to be born just weeks later, Jay began receiving messages from recruiters that looked promising at first, but quickly turned out to be fake. Jay, also known as The Profiler, decided not to ignore what was happening. He started investigating the patterns behind these scams and has since identified and helped remove thousands of fake profiles, fraudulent companies, and deceptive job postings from LinkedIn. His work now helps job seekers, businesses, and executives understand how fake recruiters operate and how much damage these scams can do. In this episode, we discuss how fake recruiting scams work, why public resumes and the "Open to Work" banner can make job seekers easier targets, and what red flags to watch for before responding. We also talk about fake background checks, resume-writing scams, equipment-check schemes, one-way interview risks, fake applicants, and practical ways to verify opportunities before sharing personal information. Show Notes: [0055] Jay Jones introduces his work as The Profiler and explains how he helps companies and job seekers protect themselves from fake recruiters, fake jobs, impersonation, and online risk. [01:23] Jay shares how being laid off in December 2023 led him to LinkedIn, where he quickly realized many of the recruiters contacting him were not real. [02:20] Fake recruiters often outnumber legitimate outreach because scam operations have dedicated teams sending generic messages around the clock. [03:23] The goal behind many fake recruiter messages is to collect personal data, steal money, or gather enough information to impersonate someone. [06:00] Scammers layer different tactics together, including fake background checks, resume-writing referrals, equipment-check scams, and fraudulent vendors. [07:40] The "Open to Work" banner can make job seekers easier targets because it signals vulnerability and invites unsolicited outreach. [08:36] Checking your inbox can quickly expose a fake recruiter who claims to have received an application you never actually submitted. [10:16] Job seekers need to stay vigilant by treating each opportunity as potentially risky until they can verify the recruiter, company, and posting. [11:06] Red flags include minimal connections, no company-related posts, no digital footprint, and recruiter profiles that only seem to exist on LinkedIn. [12:01] Email domains matter, especially when someone claims to work for a major company but contacts you from Gmail, Outlook, AOL, or another unrelated address. [13:26] Scam operations can involve people and organizations across multiple countries, with different levels of sophistication depending on the type of scheme. [14:44] Legitimate recruiters are paid by companies to find candidates, not by job seekers through resume-writing side businesses or upfront fees. [16:09] Engagement pods and fake online credibility can make scammers look more legitimate than they are by inflating likes, comments, and followers. [17:16] Fake job postings often include copied descriptions, formatting errors, unrealistic salaries, conflicting remote-work details, or buried instructions to email outside the platform. [18:42] Requests for credit checks or background checks before an interview or offer are major warning signs, even though some legitimate jobs may require checks later in the process. [19:21] Fake interviews can be used to collect personal information, record a candidate's face or voice, or gather intelligence about a previous employer. [20:53] Fake job offers often move unusually fast, rely only on email or chat, and may include equipment-check schemes designed to steal money and card information. [22:14] Asking detailed questions about benefits, recent hires, or company procedures can disrupt scammers because they often rely on prepared scripts. [23:36] Companies also face fake applicants, especially in technical and engineering roles where scammers may be trying to gain access to systems or data. [25:13] Anyone who has shared sensitive information with a fake employer should freeze their credit, set up alerts, and consider whether their phone number or personal data has been compromised. [26:18] Using a dedicated job-search email and a separate phone number can create a safer barrier between recruiting activity and personal information. [27:17] Jay describes why he began reporting fake profiles and job postings, and why he expected platforms to take the problem more seriously. [29:25] Jay discusses his ongoing friction with LinkedIn over fake job postings, scraped positions, and shell operations that insert themselves into the application process. [31:33] Jay shares his own experience with identity theft after discovering that a credit card had been opened in his name when he was young. Thanks for joining us on Easy Prey. Be sure to subscribe to our podcast on iTunes and leave a nice review.  Links and Resources: Podcast Web Page Facebook Page whatismyipaddress.com Easy Prey on Instagram Easy Prey on Twitter Easy Prey on LinkedIn Easy Prey on YouTube Easy Prey on Pinterest The Profiler Jay Jones - LinkedIn Jones, do you copy?

What happens to your job when the most powerful companies in the world are laying off thousands of people not because they are failing, but because they are betting on AI instead, and your region is also in a war that is reshaping who can hire and who has to cut? In this episode of With Loulou, Loulou Khazen Baz sits down with Justin McGuire, Founder and CEO of MCG Talent, the Middle East's leading recruitment firm for marketing, communications, creative, product, data and digital talent. They get into the specific role Justin removed from his own firm and rebuilt with ChatGPT, why the people who feel safest in their seats are actually the most exposed, the one LinkedIn move that lands an offer, and the playbook he gives fresh graduates to land three offers in a market where 65% of UAE professionals now say finding a role has become harder. For students, fresh graduates and anyone navigating a redundancy in 2026, Loulou and Justin close with what AI-native actually means in the workplace, why "knowing how to prompt ChatGPT" is not enough, and which careers in MENA are still hiring at premium salaries this quarter. Subscribe for weekly conversations on business, investing, leadership and what is actually happening in the Arab world. Chapters: 05:10 The GCC is no longer a place of safety. It is still a place of opportunity. 08:43 The war pressed fast-forward on AI: how employers are actually responding 12:46 Where the marcom briefs are going: creative directors yes, graphic designers no 14:05 The fragile middle: 5 to 8 year managers under fire 17:34 Why the GCC is three years behind Silicon Valley on AI 23:04 The role Justin replaced with ChatGPT (and the lawyer he stopped using) 28:43 The micro-niche business: the winning shape for the AI era 33:28 The LinkedIn secret weapon: comment, do not just post 39:54 Don't apply for jobs on LinkedIn. Here is what to do instead. 42:13 Side projects: the AI portfolio that landed the hire 47:09 Antifragile: using the shock to come out stronger 53:40 The middle-management lifestyle trap 59:03 The 50+ side door: the access older candidates have that nobody else does Follow Loulou Khazen Instagram: /louloukhazen LinkedIn: /louloukhazen X (Twitter): /louloukhazen Follow the guests Justin McGuire Linkedin: https://www.linkedin.com/in/jumcguire/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Does your “dream job” really exist? You may know Emily Durham as Emily the Recruiter on social media, where she shares practical, refreshingly honest career advice and coaches people through the biggest professional decisions of their lives. Emily doesn't believe in the idea of a dream job. In this episode, she joins Anne to make the case for the “awake job” that actively fits into your purpose, lifestyle, and financial needs. Emily reflects on how her own purpose has evolved over time, and answers questions from listeners about how to gracefully quit a job, find a path forward when you feel stuck, and communicate your values to a potential employer.Find more episodes from a special series on finding more purpose at work only on Fixable: https://link.mgln.ai/SVuDJo Hosted on Acast. See acast.com/privacy for more information.

Send us Fan MailJody Fletcher is back on Ones Ready with Trent to talk about his new book, Good Humans Make Great Leaders.Jody is a retired Command Master Chief who spent most of his career in the reconnaissance and Marine Special Operations community as a Special Amphibious Reconnaissance Corpsman, or SARC. In this episode, Trent and Jody dig into what leadership actually means, why being a good person does not automatically make someone a good leader, and why so many organizations promote people without ever teaching them how to lead.They also talk about self-awareness, emotional intelligence, parenting, hard conversations, imposter syndrome, building trust, setting expectations, and why the first person you have to lead is the person in the mirror.If you are preparing for Air Force Special Warfare, serving in the military, leading a team, raising kids, or trying to become a better human before chasing a bigger title, this one is worth your time.Jody Fletcher's book, Good Humans Make Great Leaders, releases July 14 and is available for preorder on Amazon.Learn more about Jody:GoodHumanGreatLeader.comTrain with us:OperatorTrainingSummit.comSupport the show:OnesReady.comChapters:00:00 - Ones Ready Intro01:06 - Tasty Gains and Operator Training Summit Updates02:13 - Welcome Back Jody Fletcher03:09 - Jody's Background as a SARC and Command Master Chief04:24 - Making Fun of Marines and Air Force Guys05:21 - Writing Good Humans Make Great Leaders06:51 - Formal Education, Military Schoolhouses, and Learning How to Learn08:26 - Why Pipeline Academics Matter10:07 - Hybrid Publishing and Getting the Book Finished13:08 - Good Humans Make Great Leaders Release Date15:00 - Who the Book Is Written For17:24 - Editing, Structure, and Building a Better Book18:00 - Trent's Problem With the Word “Leadership”19:21 - Leading the Person in the Mirror21:14 - Leadership vs. Management23:51 - Defining Good Humans and Great Leaders25:00 - Selection, Teamwork, and Emotional Intelligence27:06 - Authentic Leadership vs. Repeating Leadership Books28:00 - Superpowers, Compliments, and Imposter Syndrome30:03 - The Voice in Your Head and the Skull Gym32:41 - Doing Hard Things That Are Not Physical34:00 - Parents, Recruiters, and Letting Kids Grow37:26 - Teaching Kids Confidence Through Reps39:00 - Avoiding Dependency as a Leader or Parent40:45 - Accepting Risk and Letting People Learn42:33 - What Great Leadership Feels Like43:14 - The Best Leaders Jody Ever Served With44:53 - Good Humans Who Are Bad Leaders46:01 - EAT: Expectations, Accountability, Advocacy, and Trust47:00 - Different Leadership Styles and Clear Expectations50:00 - Dynamic Leadership and Shifting Gears51:45 - Admitting When You Are Wrong53:00 - The Princess Story and Owning Mistakes56:13 - Practicing Accountability With Your Kids56:58 - Where to Find Good Humans Make Great Leaders58:06 - Jody's Leadership Resources and Flashcards59:04 - Book Club, Final Thoughts, and Wrap-UpSupport the showJoin this channel to get access to perks: HEREBuzzsprout Subscription page:  HERERegister for our Operator Training Summit:  OperatorTrainingSummit.comFind an Air Force Recruiter: AirForce.comCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code:  ONESREADY ATACLete - Follow the URL (no promo code):  ATACLeteDanger Close Apparel - Promo Code:  ONESREADYDFND Apparel...

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