Podcasts about recruiters

In 2022, Avetis Antaplyan was absolutely flying...HIRECLOUT, his global recruiting firm with 30 employees across the US, Colombia, Armenia, and India was breaking record after record.Two-time Inc. 5000 Fastest Growing Company, his best year ever and he felt everything was working.Then when the market hit hard in 2023-2024 and every other founder was doing layoffs, Avetis refused to cut people.Instead, he took most of his profits out of the business to keep his team employed through the downturn.He genuinely believed loyalty would be returned. That when things turned around, they'd kill it together.It didn't work that way."Those were the first people who resigned when we put some pressure on," he admits. "All it did was burn my profit."For two and a half years, he broke even. The money was gone. The people left anyway. But that failure taught him something most founders never learn: protecting average people doesn't build loyalty. It destroys capital.Now he's building the opposite.His new obsession: take exceptional people (circa $500-600k billers) and use AI, systems, and tools to turn them into $1m producers.He's recently hired a principal on executive search, a director of business development, and is planning a head of consulting…. Serious hires for a new phase of growth.In this episode, we cover:- Why he chose loyalty over layoffs (and what it cost)- Two and a half years of breaking even- The moment he realised protecting people was destroying capital - How he rebuilt with "bar raisers or nothing"- Building AI to turn $600k billers into million-dollar producers- Why he's never burnt out (and why most founders do)This story highlights a founder who made a decision based on loyalty, watched it blow up in his face, and chose to learn instead of blame the market.If you've ever wondered what happens when you prioritise people over profit, this episode may change how you think about loyalty. __________________________________________Episode Sponsor: Remote RecruitmentHiring shouldn't be slow, stressful, or expensive. That's why there's Remote Recruitment — the smart hiring partner for modern businesses.They don't just help you find great people. They help you access elite South African talent that's ready to deliver. No PAYE. No NI. No bloated overheads. Just trained, remote professionals who integrate seamlessly into your team.Their process handles everything: sourcing, shortlisting, onboarding, and retention. Fully managed. Fully supported. Fully remote.And now, Remote Recruitments has entered a new chapter. From ops to admin, sales to strategy, we're helping businesses scale smarter with people they trust, at a cost they can afford.Clients have seen:* Up to **60% productivity boosts*** **300% ROI** on BD roles* **30% faster completion** of operational tasksNo overhead burden. No talent shortage panic. Just growth-focused hiring that makes business sense.Remote Recruitment is your flexible hiring solution for the modern era.**RAG Listeners:** Get 5% off your first hire + a free strategy session at www.remoterecruitment.co.uk/rag__________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment...

According to new data, a toll increase on the M50 in January did nothing to combat congestion on the motorway - but are we surprised about this?Joining Andrea to discuss is Editor with Completecar.ie, Shane O'Donoghue, Jamie Groom, CEO and Co-Founder of Rent a Recruiter and listeners.

Your first impression often isn't a handshake. It's a subject line.Recruiters spend hours crafting the perfect message to candidates, only to see it go unopened. The truth? Even the most compelling opportunity won't matter if your email never gets clicked. A strong subject line can be the difference between a missed connection and your next great hire.Jay Schwedelson, founder and CEO of GURU Media Hub, has built and led businesses that have generated over $400 million in revenue, all by doing what most marketers are too afraid to try: breaking the so-called “best practices.” He joins the podcast to talk about what subject lines actually increase open rates and what best practices you should ignore. Hosted on Acast. See acast.com/privacy for more information.

In this episode of The Career Transition Experts, we tackle the evolving perception of AI-generated resumes and what hiring managers really think.The conversation opens with a provocative question: does using AI to create a resume signal a savvy, modern professional—or raise red flags about authenticity and trust?Today, that perception has shifted. Using AI is increasingly seen as progressive—when used correctly.This episode breaks down how candidates can leverage AI thoughtfully while maintaining credibility, ownership, and truth in their career narratives.Our guest, Kathleen Steffey is the Founder & Chief Talent Officer for Naviga Recruiting & Executive Search. They are a retained firm that places sales, marketing and operations positions for businesses around the world. You may contact her at kathleen@navigaservices.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.

Today's guest is Austen McDonald, former hiring committee chair at Meta, and author of the book, "Mastering Behavioral Interviews." Austen, in his career, conducted more than 1,000 interviews and coached more than 200 engineers, and is here today to tell us everything about why behavioral interviews are more important than ever and how to run them right, as a candidate and as a recruiter.(00:00) Preview(01:02) Introduction(01:37) Austen' interest in behavioral interviews(06:25) Sponsor break(07:31) Behavioral interviews as a senior or a junior engineer(09:55) The question behind a question: signal areas(13:09) Fails in behavioral interviews(16:38) Decode, select, deliver(17:15) The eight areas(19:02) How company culture reflects in hiring(21:59) Assessing company's culture as a candidate(23:49) The big three questions(29:26) Preparing for the big three questions(37:37) Deliver a story(40:28) Good preparation process(43:15) Do not lie(46:14) Recruiter side: biases(51:42) Candidate experience with AI: value questions—You can also find this at:•

What if growth in 2026 isn't about doing more — but choosing better? In this keynote from Benjamin Mena's Elite Recruiter Sales & BD Summit, Kortney Harmon reframes what winning looks like in today's staffing market.In this episode, you'll hear insights from Kortney Harmon's keynote at Ben Mena's Sales and BD Summit, where she explores why narrowing focus, redesigning revenue strategy, and protecting the right relationships are critical in today's staffing market. As sales cycles lengthen and effort becomes more expensive, Kortney breaks down how intentional account selection, system alignment, and leadership judgment can eliminate wasted activity and margin erosion. From confronting burnout and revenue concentration to building repeatable processes that reduce reliance on heroics, she shares practical frameworks to help firms move from reactive selling to relationship-driven growthWhether you're an agency leader, full-desk producer, or building the next phase of your firm's growth, this episode challenges you to rethink where your effort is going — and whether it's truly compounding.____________Follow Benjamin Mena LinkedIn: LinkedIn: BenjaminBenjamin Mena with Select Source Solutions: hereThe Elite Recruiter Podcast Instagram: https://www.instagram.com/theeliterecruiter/Follow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

In this OU Insider Live Stream, Parker and Brandon react to the news that Oklahoma has hired former Las Vegas Raiders and Notre Dame RB Coach Deland McCullough as the school's next RB coach.  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Peter Kornberg: How a Non-Recruiter Built $1M+ Revenue 15 years in a row (with Just 6 People)Peter Kornberg never worked a day as an agency recruiter.He worked in Advertising and Marketing and became a Chief Digital Officer.He ran a product design agency in New York City. Clients started asking for talent they couldn't afford to engage the agency for. So Peter said: "We can provide you some people."That was 15 years ago.What started as an ad hoc favour became UX Hires -a staffing and recruitment firm that's done $1M+ in revenue every single year since (with a team of six).But it wasn't always lean and profitable.In 2021, they had 60 open roles. A full team of employees. An expensive New York City office. Peter hired a leader to run the recruitment business."He didn't bring in any business. He wasn't particularly effective at managing," Peter admits."Didn't really fulfil that potential."They were grinding. Burning out. Taking on everything that came through the door."We didn't effectively weigh the roles that came in as we saw everything as money. Everything was opportunities. So we just went for everything."The team wasn't profitable, this model wasn't working.So Peter stripped it back.He kept only his best recruiters and sourcers. People who could deliver exceptional outcomes regardless of market conditions. No 360 recruiters, only delivery consultants with him focusing on winning all new business."Really focus on people that can deliver great outcomes," he says. "I can handle the rest around that, which is client relationships."But here's what makes Peter different.He split his team between sourcing and recruiting. Sourcers find people; that's all they do. Recruiters manage clients and placements. It's all relationship-based building.60% of his revenue now comes from contract and he's rebuilt his entire approach to work: "I could probably get more done in five hours of really productive work than 15 hours of grinding away and burning out."He doesn't believe in “hustle culture” and he's not trying to build an empire. He's quietly built a sustainable, profitable role business that gives him his life back.We cover:- Why never being a recruiter became his biggest advantage- The 60-role mistake that nearly broke the business- How he rebuilt around just 6 people and hit $1M+ consistently- The split desk model (and why he refuses 360 recruiters)- Why 60% contract revenue changed everything- The failed leader hire (and why BD roles are so hard to delegate)- Time blocking and the 5-hour productivity principle- How AI is reshaping UX and product design recruitmentThis isn't about scaling fast or an exit strategy.It's about a non-recruiter who stumbled into being a recruiter, nearly burned out chasing growth, and rebuilt a million-dollar business around what actually works: small team, high margins, client relationships.No investment decks and growth-at-all-costs. Just profitability and freedom.If you've ever wondered whether you can build a 7-figure recruitment business without the complexity, the burn-out, or the endless headcount - this episode will help!__________________________________________Episode Sponsor: Remote RecruitmentHiring shouldn't be slow, stressful, or expensive. That's why there's Remote Recruitment — the smart hiring partner for modern businesses.They don't just help you find great people. They help you access elite South African talent that's ready to deliver. No PAYE. No NI. No bloated overheads. Just trained, remote professionals who integrate seamlessly into your team.Their process handles everything: sourcing, shortlisting, onboarding, and retention. Fully managed. Fully supported. Fully remote.And now, Remote Recruitments has entered a new...

This is an Audio Edition episode—originally published on YouTube and optimized for audio listening.Your LinkedIn headshot might be the reason you're not getting job interviews. Recruiters spend more time looking at profile pictures than any other part of your LinkedIn profile. And those images give them a first impression that lasts. In this video, I'll show you how to use Google AI's image model to instantly turn an ordinary selfie into a professional, photorealistic LinkedIn headshot (no expensive photographer required). You'll learn how to adjust lighting, backgrounds, and wardrobe using AI tools to create a recruiter-ready profile picture that boosts credibility, trust, and helps you land more interviews.Note: When using AI to edit your headshot, the goal is to maintain the authenticity of the picture. You should be confident that the final product looks and feels like “you.” Too many edits will make the picture feel too “AI” and can make the picture look less like the real you, both of which will hurt more than they help.

If you're overthinking profiles, rewriting messages 5 times, and wondering why candidates aren't replying… You don't need better tools. You need a faster system.

Send a textIn one specific section of his book, Tomlinson details that to qualify for the Increment, a certain amount of time must be served with MI6: “...SAS and SBS personnel must have served for at least five years and have reached the rank of sergeant. They are security vetted by MI6 and given a short induction course into the function and objectives of the service. If they have not already learnt surveillance skills, they take a three-week course at the Fort. Back at their bases in Hereford and Poole, their already substantial military skills are fine-tuned. They learn how to use improvised explosives and sabotage techniques, as well as advanced VIP protection skills, study guerilla warfare organisation and practise advanced insertion techniques - for example, high-altitude parachuting from commercial aircraft or covert landings from submarines. Advanced civilian qualifications are acquired: several of the SBS Increment have commercial ship's skipper's tickets in their alias name, enabling them legally to hire, say, a fishing trawler.” Recruiters for E Squadron are also known to choose a wide variety of individuals to fill their vacancies, hiring from countries such as Fiji, Malta and Jamaica, as well as British citizens of India, Yemen and Nigeria, to name a few. Additionally, women are also regularly recruited in these positions, with hired individuals needing to be able to fit in anywhere, easily, with one source telling The Sun, “Women are often the best at this sort of work. If a group of blokes turns up, it always looks suspicious. We haven't had a female Bond in the films, but there are already lots in real life.” Welcome to Wars of the World....Support the show

Aida Wang is a top-billing legal recruiter at Just Legal who specialises in private practice placements for bengoshi (Japan-qualified lawyers). With a unique background as a professional translator and interpreter between English and Mandarin Chinese, Aida brings a fresh perspective on bridging communication gaps - not just between languages, but between lawyers and law firms.Aida shares practical advice on deal sheets, career planning, and why speaking to a recruiter from day one of your legal career journey in Japan can change your career trajectory.If you enjoyed this episode and it inspired you in some way, we'd love to hear about it and know your biggest takeaway. Head over to Apple Podcasts to leave a review and we'd love it if you would leave us a message here!In this episode you'll hear:The critical importance of creating and maintaining a deal sheet from day one of your careerWhy you should speak to a recruiter early in your career, not just when you're actively lookingThe biggest misconception about Japanese bengoshi lawyers How Aida helps candidates and clients create compelling stories to help find a perfect matchAbout AidaAida Wang is a Tokyo-based legal recruiter specialising in Bengoshi (Japan-qualified lawyer) searches for private practice, with a particular focus on supporting  associates and counsels as they navigate the critical transition points in their legal careers.Currently a Principal Consultant at Just Legal, Aida works with both Japanese and international law firms, recruiting Japanese Bengoshi and foreign-qualified attorneys across a wide range of practice areas. She is known for her thoughtful, relationship-driven approach and for offering market insight that goes well beyond simply filling roles. In her first quarter at Just Legal, Aida quickly made her mark as a top biller which is a reflection of her proactive mindset, deep preparation, and ability to truly understand both candidates and clients.Before moving into legal recruitment, Aida spent over a decade working as a Chinese–English freelance translator and interpreter, including roles in media, film, and news translation. This earlier career laid the foundation for what has become a defining theme of her professional life: bridging gaps - between languages, cultures, expectations, and ultimately, legal careers. Her background in interpreting gives her a rare ability to listen carefully, read between the lines, and translate what lawyers want into what the market is really asking for.Aida holds a Bachelor's degree from National Chengchi University in Taiwan, along with a Master's degree in Interpreting and Translation from the University of Bath in the UK. She has also completed Japanese language studies at Keio University. Having lived and worked in Taiwan, the Bahamas, the United States, the UK, and Japan, she brings a genuinely global perspective to her work. She is a native speaker of Mandarin and English, with business-level Japanese, and regularly supports cross-border legal careers in the Japanese market.Through her conversations with Bengoshi across multiple practice areas, Aida frequently hears one recurring challenge: how to develop clients and bring in work before holding a partner title. This insight shapes much of her advisory work with senior associates who are thinking carefully about long-term career sustainability, visibility, and progression within private practice.Outside of work, Aida enjoys cooking and crafting with her eight-year-old son, a creative counterbalance to her professional life that reflects the same curiosity and care she brings to her career.Connect with AidaLinkedIn: https://www.linkedin.com/in/hsinyuaidawang/ Just Legal: https://www.justsearchgroup.com/justlegal/consultants/aida-wang LinksAfternoon Tea: https://www.afternoon-tea.net/ Connect with Catherine LinkedIn https://www.linkedin.com/in/oconnellcatherine/Instagram: https://www.instagram.com/lawyeronair

Eighteen thousand tips. But someone out there still hasn't called.A neighbor who saw something. A coworker who's noticed something off. A family member protecting someone. A friend who heard something and told themselves it was nothing. The tip that breaks the Nancy Guthrie case is probably sitting in someone's head right now — and they haven't made the call.Former FBI Special Agent Robin Dreeke spent his career getting people to talk. He served as Chief of the Bureau's Counterintelligence Behavioral Analysis Program. He recruited spies. He built trust with people who had every reason to stay silent. He knows why people hold back — and what finally opens them up.In this interview, Dreeke breaks down witness psychology. The different reasons people don't call. The person who doesn't realize what they know is important. The person scared of the spotlight. The person protecting someone they love. Each barrier is different. Each requires a different approach.What makes someone finally break their silence? What tips the scale from protection to confession? How do investigators reach the person who has information but hasn't connected it to this case?Dreeke speaks directly to whoever's out there with a piece of this puzzle. What would it take to get them to call today?#NancyGuthrie #RobinDreeke #TrueCrimeToday #WitnessPsychology #TipLine #FBISpyRecruiter #SavannahGuthrie #WhyPeopleDontTalk #MissingPerson #FBIExpertJoin Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspodInstagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/TrueCrimePodListen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872This publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.

Trecentosessantasettesima puntata della trasmissione "Generazioni Mobili" di Radio 24, il primo "passaporto radiofonico valido per l'espatrio".ON AIR: su Radio 24 tutti i sabati dalle 14 alle 14.15, in versione "Express"IN PODCAST: sulle piattaforme di Radio 24 / Spotify / Apple Music / Amazon Music... e tante altre, in versione "Extralarge"In questa puntata:- Osvaldo Danzi, Recruiter per SCR Consulenza, snocciola alcune delle offerte di rientro più appetibili per professionisti intenzionati a tornare nella Penisola, nell'ottica di una "circolazione dei cervelli" - all'interno della rubrica Toolbox;- Giampaolo Scarton, imprenditore 63enne attivo nel settore dell'innovazione medica in Argentina, ci racconta la sua storia di espatrio a Buenos Aires, fornendoci preziosi consigli di accesso al mondo del fare impresa nel Paese sudamericano - ospite in onda Claudio Farabola, segretario generale della Camera di Commercio Italiana a Buenos Aires;- Eures Italia ci aggiorna sulle prossime opportunità e selezioni per lavorare in Europa;- nella rubrica "Expats Social Club" ci trasferiamo in Germania, per raccontarvi l'esperienza di un canale You Tube, realizzato da una expat italiana, che -oltre a raccontare la vita nel Paese- fornisce informazioni utili su come approdarvi. Con noi Silvia Corvi, creatrice del canale "Silvi's Little World".CONNETTITI CON "GENERAZIONI MOBILI""Studiate/lavorate/siete imprenditori all'estero? Siete junior o senior? Avete una storia da raccontare e consigli preziosi da dare per cogliere opportunità oltreconfine, sfruttando le occasioni di mobilità internazionale? Scrivete a: generazionimobili@radio24.itOppure, avete domande da porre su come studiare/fare stage/lavorare/avviare start-up all'estero? Inviatele a: generazionimobili@radio24.itInfine, avete un sito/blog all'estero, nel quale fornite consigli pratici su come trasferirsi nel vostro attuale Paese di residenza? O avete scritto un libro su questo tema? Segnalateci tutto, sempre a: generazionimobili@radio24.it

We gave Robin Dreeke the footage, the operation, the contradictions, and the silence. We asked him everything.Dreeke ran the FBI's Counterintelligence Behavioral Analysis Program for 21 years. We asked him to apply his behavioral framework to the surveillance clips and tell us whether the man on Nancy Guthrie's porch matches the operation that unfolded around him — the target selection, the camera removal, the silent extraction of a mobility-limited 84-year-old woman from a remote home. We asked what the footage reveals about whoever planned this and what the gap between forensic concealment and improvised camera defeat tells us about the person behind the man at the door. We asked about the 41-minute timeline gap. We asked what happens when they identify him.Then we asked him to read every public voice. The family's escalating videos. The FBI's social media release with no press briefing. The sheriff declaring footage permanently gone and then the FBI producing it ten days later. Ransom notes with insider details but no proof of life sent to media outlets instead of the family. The silence after the deadline passed. We asked who's communicating authentically and who's managing a narrative. We asked what the gaps reveal about where this case actually stands.His answers across this full interview point somewhere nobody else in media is looking. You need to hear them.#NancyGuthrie #RobinDreeke #TrueCrimeToday #FBIBehavioral #FullInterview #DeceptionDetection #TucsonKidnapping #CatalinaFoothills #SavannahGuthrie #NestCameraJoin Our SubStack For AD-FREE ADVANCE EPISODES & EXTRAS!: https://hiddenkillers.substack.com/Want to comment and watch this podcast as a video? Check out our YouTube Channel. https://www.youtube.com/@hiddenkillerspodInstagram https://www.instagram.com/hiddenkillerspod/Facebook https://www.facebook.com/hiddenkillerspod/Tik-Tok https://www.tiktok.com/@hiddenkillerspodX Twitter https://x.com/TrueCrimePodListen Ad-Free On Apple Podcasts Here: https://podcasts.apple.com/us/podcast/true-crime-today-premium-plus-ad-free-advance-episode/id1705422872This publication contains commentary and opinion based on publicly available information. All individuals are presumed innocent until proven guilty in a court of law. Nothing published here should be taken as a statement of fact, health or legal advice.

Interviews are not just about what you know. They are about how you think on your feet, respond under pressure, and show up with confidence when you do not have a perfect script. In this episode of Ask a Recruiter, Leah Ova sits down with improv coach and communication expert Holly Mandel to explore how improv techniques like “yes, and,” presence, and active listening can transform your job interview performance. Holly Mandel is the founder of iMergence and a former Main Company member and instructor at The Groundlings. She works with professionals and Fortune 500 teams to build confidence, clarity, and real time communication skills that translate directly into high stakes conversations. Together, Leah and Holly tackle tough interview questions from the Glassdoor community, from “Tell me about yourself” to curveballs like “How would you sell ice cream in the Arctic?” They break down practical tools you can use immediately, including how to pivot mid answer, manage interview anxiety, project warmth and energy on Zoom, and build the kind of charisma that gets you to the next round. If you are job hunting, preparing for a promotion, or simply want to communicate with more authority and authenticity, this episode gives you actionable strategies you can try this week.

Guest: Nick Pogam Guest Project: Path to Serve Topic: ASVAB realities, ethical recruiting, and career paths beyond the first contract Episode Overview In this episode, Mickey sits down with Nick Pogam, Army veteran, former recruiter, and founder of Path to Serve, joining the conversation from Belgium. Nick shares his journey from an uncertain civilian teenager to infantry soldier, recruiter in Pennsylvania, and eventually a role supporting NATO overseas. Nick pulls back the curtain on military recruitment—what works, what doesn't, and why education matters more than pressure. From taking a practice ASVAB for cash at the mall to helping recruits navigate waivers, LASIK, and long-term career planning, this episode highlights the human side of enlistment and the responsibility recruiters have to do it right. The conversation also explores how young recruits often underestimate the impact of their decisions, why rapport beats sales tactics, and how platforms like Path to Serve aim to give future service members clearer information before they sign on the dotted line. Key Topics Covered Nick's ASVAB journey: scoring a 37 → 57 and choosing infantry The reality of recruiting high school students Ethical recruiting vs. quota-driven recruiting Lessons learned recruiting in Amish country (Lancaster, PA) How social media and community-building support enlistment Helping recruits overcome barriers like vision requirements and waivers Why education and transparency matter in military contracts Career evolution: infantry → platoon sergeant → NATO assignment Building Path to Serve as a trusted enlistment resource Notable Takeaways The ASVAB is often underestimated—but it shapes career options for decades Rapport and trust outperform pressure tactics in recruiting Many recruits don't realize how binding military contracts truly are With mentorship and persistence, waivers and setbacks aren't the end Long-term military careers rarely look like the original plan Who This Episode Is For Students and parents navigating ASVAB and enlistment decisions Recruiters who want to recruit ethically and effectively Service members considering reenlistment or career changes Veterans interested in education-focused military advocacy Path to Serve

Check out the podcast on Macslist here: (https://www.macslist.org/?post_type=podcasts&p=16642&preview=true)  Job seekers often wonder what recruiters are really looking for. On this episode of Find Your Dream Job, former recruiter Claire Martin shares what happens behind the scenes when employers review applications. Claire is the director of employer engagement at Willamette University and has spent more than a decade recruiting and hiring. She explains how recruiters still read resumes, why research matters in interviews and how follow-up fits into the process. Claire also shares hiring secrets you can use right away. Learn how small details on your resume and LinkedIn profile shape first impressions, how to cultivate connections with an organization and when AI can help or hurt your search. Claire's advice will help you show up as yourself and stand out in the hiring process. About Our Guest: Claire Martin is the director of employer engagement at Willamette University. Resources in This Episode: Connect with Claire on LinkedIn. Willamette Career Center Learn more about your ad choices. Visit megaphone.fm/adchoices

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

FREE RESOURCES & TOOLS:Join my newsletter for weekly job search and career tips you won't find anywhere else: https://www.resumeassassin.com/newsletter/ (Get instant access to my free ATS-friendly resume template)Resume Assassin: www.resumeassassin.com - Professional resume writing services and career coaching to land your dream roleResume Sidekick: www.resumesidekick.io - AI-powered resume optimization tools that help you beat Applicant Tracking SystemsLand Your Dream Job Course: https://academy.resumeassassin.com - My complete step-by-step system including the 2-Hour Job Search method, resume templates, LinkedIn optimization, and interview strategiesCONNECT WITH ME:LinkedIn: www.linkedin.com/in/mary-southernInstagram: @resumeassassinTikTok: @resume_assassin_maryEPISODE TEASER I used to read 50-100 resumes a day at Amazon. Most of them had good metrics, clean formatting, all the "right" stuff. But they still didn't get interviews.Turns out, there are seven specific things recruiters scan for that nobody talks about. Not the obvious stuff!! The hidden signals that separate the "maybe" pile from the "interview immediately" pile.That's what this video is about. Let's get into it.TIMESTAMPS0:00 - Intro: Why your "good" resume isn't getting interviews2:15 - Signal #1: Evidence of decision-making under ambiguity5:30 - Signal #2: The "scope creep" signal8:20 - Signal #3: Recovery stories (not just success stories)11:10 - Signal #4: The velocity indicator13:45 - Signal #5: Collaborative tension navigation16:20 - Signal #6: Scale language18:40 - Signal #7: Self-directed learning evidence21:15 - Recap & next steps

At 21 years old, Alex Hashash was managing 15 people and 18,000 hours of temporary nurses every single week.By his early thirties, he had 120 staff. Most of them offshore.But it didn't start with a playbook. It started with 3 am phone calls, traumatic Blackberry ringtones, and weekend rotas that never seemed to end.When his company decided to build an offshore capability, Alex didn't manage it from a distance.He moved to India for eight months to build the team from scratch.Night shifts. Culture clashes. Teaching people who'd never worked in recruitment how to fill nursing shifts at 2 am UK time.He's spent over a decade learning what separates the founders who make offshore work from those who give up after six months.Most treat it like a cost-cutting exercise. They hire one remote person, hope for the best, and blame the model when it fails.Alex took the opposite approach."If someone makes a mistake, it's really easy to blame them because they're so far away. But if that was a colleague on your desk, would you be as harsh?"The problem isn't the talent. It's the leadership.This week on The RAG Podcast, Alex tells the full story.We cover:Why most recruitment founders fail at offshore within six months How to build culture when your team is thousands of miles away The biggest mistake UK consultants make when managing offshore staff Why hiring people without recruitment experience often delivers the best ROI How to structure probation and promotional targets for offshore hires The leadership buy-in you need before going offshore How he scaled to 120 staff with the majority based offshoreThis isn't theory. It's a decade of hard-won experience across three continents.If you've ever wondered whether offshore could work for your agency - or why your previous attempt failed - this episode has the blueprint.--------------------------------------------------------------------Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/--------------------------------------------------------------------Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build predictable revenue...

Austen Lott is a Marquette University Law School and currently works as a Legal Recruiter at Flare and Marble Law. Austen's journey represents one we appreciate immensely on this podcast. A unique journey. Austen decided to go to Law School, by the seat of his pants, and decided in one moment he was going to take the LSAT and arrive at Law School. His journey showed off the hardships he endured throughout, including medical issues as a result of burnout, which he not only experienced once, but twice throughout his journey. Overcoming these moments made him stronger and showed him that these stories turned out to be the most relatable part of himself. Austen also shows through his story the power of skill stacking, and gaining a new skill at each job, and each turn in life. His attitude towards life is one that everyone can gain something from. Go out and take action, and figure the rest out later. This episode with Austen further proves the hypothesis I started the podcast about. There is no straight path in the legal field, only your Unique Journey to it. Austen's LinkedIn: https://www.linkedin.com/in/austenlott/Be sure to check out the Official Sponsors for the Lawyers in the Making Podcast:Rhetoric - Empowers your teaching and training with AI that strengthens learning, protects integrity, and proves authentic understanding, for students and professionals alike, with CICERO. Find them here: userhetoric.comThe Law School Operating System™ Recorded Course - This course is for ambitious law students who want a proven, simple system to learn every topic in their classes to excel in class and on exams. Go to www.lisablasser.com, check out the student tab with course offerings, and use code LSOSNATE10 at checkout for 10% off Lisa's recorded course!Start LSAT - Founded by former guest and 22-year-old superstar, Alden Spratt, Start LSAT was built upon breaking down barriers, allowing anyone access to high-quality LSAT Prep. For $110, you get the Start LSAT self-paced course, and using code LITM10, you get 10% off the self-paced course! Check out Alden and Start LSAT at startlsat.com and use code LITM10 for 10% off the self-paced course!Lawyers in the Making Podcast is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber. Get full access to Lawyers in the Making Podcast at lawyersinthemaking.substack.com/subscribe

If you're job hunting and keep getting rejected before you even land an interview, this episode is for you.This is Part 1 of our “Why You're Getting Rejected” series, where we break down exactly why recruiters reject candidates at the application stage, including both the obvious mistakes and the lesser-known red flags most people miss.In this episode, we cover:Why generic resumes get rejected immediatelyHow recruiters actually scan applicationsResume, keyword, and formatting mistakes that disqualify candidatesLinkedIn issues recruiters notice but rarely explainWhy being “qualified” still isn't enoughWe hope this episode brings clarity, hope, and encouragement as you make practical changes that actually move the needle in your job search.Cheering you on,Kelsey Kemp & Audrey BagarusBOOK A FREE CALL WITH US THIS WEEK:https://portal.kelseykemp.com/public/appointment-scheduler/6222458612c06afee1de0032/scheduleFREE CAREER COACHING RESOURCES:Free Training: How to Find and Land a Job You Feel Called to in 8 Straightforward Steps → https://thecalledcareer.com/our-processMore of a reader? ⁠Download the 22 page PDF⁠ version instead → https://thecalledcareer.mykajabi.com/PDFFOLLOW US ON OTHER SOCIALS:

A Wall Street Journal article recently highlighted that some job candidates are so desperate to land the dream job that they are paying recruiters to match them with positions. What some may not realize is recruiters have usually operated the other way around where companies pay them to find talent for tough-to-fill positions. We talked to career strategist, Julie Bauke, about this.

In this episode, Sarah Doody talks with Jared Tredly, a design recruiter at Shopify, about what really happens behind the scenes when UX and Product Design candidates apply for roles.Jared shares an honest look at how generalist recruiters interpret design briefs, what they scan for in the first few seconds of reviewing a portfolio, and why so many designers accidentally bury the most important information. He also breaks down what senior-level designers must show, why overly long case studies backfire, and how to get visibility for design roles at Shopify through their general “design pool” application.If you've ever wondered what recruiters are actually thinking as they review your portfolio, this episode takes you inside the process.What you'll learn:How recruiters evaluate portfolios when reviewing hundreds per dayWhy clarity, hierarchy, and intuitive navigation matter more than visualsThe difference between junior and senior-level UX signalsWhy “micro” case studies are often more effective than showing your entire processHow Shopify screens applications and why complete applications are criticalHow to get into Shopify's internal design candidate poolLinks from this episode:Learn about working at ShopifyConnect with Jared on LinkedIn

Hiring froze. Budgets stalled. Confidence disappeared. Yet some recruiters stayed busy—and kept billing while others panicked.

What You'll Learn in this Post and Podcast Today, let’s talk about social media marketing on LinkedIn. Are you worried that posting on LinkedIn will make you look like an influencer? You're not alone. In this episode, we tackle the concern head-on and explain why consistent visibility isn't about chasing likes; it's about building authority. We explore the difference between recruiters who only appear when they need work (and are categorised as “available”) and those who maintain a consistent presence (and are seen as “busy and successful”). You'll learn why being a trusted advisor who educates and adds value is completely different from performing for an audience and how sharing genuine market insight positions you as the obvious choice when hiring needs arise. With a real client example showing how consistent content led to retained work after 28 years of contingency-only recruiting, this episode makes the case that visibility creates choice, and the answer to noise isn't silence, it's being the signal that cuts through. Today I want to address something that's been circulating on LinkedIn and in conversations with recruiters for several weeks. I recently posted about the importance of consistent visibility on social media, and it sparked a really interesting response. Someone pushed back and said, “I don't want to become an influencer. I think too many recruiters are acting like influencers now, and honestly, isn't all this content just adding to the white noise?” And you know what? They've got a point. Sort of. There IS a lot of noise on LinkedIn. But here's what I want to explore today: the problem isn't posting content. The problem is posting the wrong content for the wrong reasons. So, let's dig into this. What's the difference between being an influencer and being a trusted advisor? And why does consistent visibility matter for your recruitment business? 1. The “Busy and Successful” vs “Available” Perception Let me start with something I see happening frequently. Most recruiters only become visible when they need work. They post jobs when they have open roles. They reach out to clients when their pipeline is empty. They suddenly appear on LinkedIn when things get quiet. And here's what happens: clients unconsciously categorise them as “available” rather than “in demand.” Now contrast that with recruiters who maintain consistent visibility. They share insights regularly. They comment on industry trends. They provide value continuously, not just when they need something. These recruiters get categorised as “busy and successful.” They're seen as the go-to experts in their space. Which category would you rather be in? 2. The Difference Between an Influencer and a Trusted Advisor Now, let's address this influencer concern head-on, because I think this is where the confusion lies. Influencers chase likes and followers. They post content designed to go viral. They're performing for an audience. A trusted advisor? Completely different. A trusted advisor shares insight that helps their audience make better decisions. They're not performing. They're educating and adding value. For recruiters, this means sharing information such as hiring trends in your sector, what candidates are actually looking for right now, salary movements, common mistakes you're seeing hiring managers make, and insights from your actual work in the market. This isn't about being an influencer. It's about positioning yourself as someone worth listening to. Someone who understands the market. Some clients want to work with you before they even pick up the phone. 3. Yes, There's Noise. But Silence Isn't the Answer The commenter was right that there's a lot of white noise on LinkedIn. But here's the thing: the solution isn't to stay quiet while your competitors dominate the conversation. The solution is signal over noise. What we see working for our clients is structured content themes. Things like a weekly market pulse, role spotlights, polls about industry challenges, and posts about common client mistakes to avoid. When you have a structure, it's easier to produce content, and it's easier for your audience to know what to expect from you. Proactive commenting on target clients' posts is another high-impact activity. You don't even need to create content to build visibility. The goal isn't to sell in comments. It's to demonstrate insight and build familiarity over time. And here's something the research backs up: between 61 and 81 per cent of people will visit a website or social profile before they engage with a company. Your clients are checking you out before they respond to your outreach. What do they find when they look? 4. Real Results from Real Recruiters Let me share a quick example from one of our clients, Steve Lea at Coalesce Recruitment. Steve had been in engineering recruitment for 28 years. Always contingency, always competing on price. When he committed to consistent content, something shifted. His LinkedIn connections increased by 35%. He secured 8 new clients in just eight months. He generated £26,000 in net fee income directly from LinkedIn candidate engagement. And here's the big one: he secured his first retained work after 28 years in the industry. What Steve said really stuck with me: “Fee negotiations became almost secondary. The clients had already bought into my expertise through the consistent content. They could see the value I offered before we even discussed terms.” That's not being an influencer. That's building authority. That's becoming the obvious choice in your market. 5. It's About Being There BEFORE They Need You Here's the fundamental shift I want you to think about. The recruiter who posts helpful insights regularly is the first call when a hiring need arises. They're already known. They're already trusted. The conversation starts from a completely different place. The recruiter who only appears to sell? They're competing with everyone else, sending cold outreach. They're starting from zero every single time. Visibility creates choice. When clients and candidates know who you are before you contact them, you stop competing on price. You no longer have to justify your fees. The trust is already there. So let me bring this together. Should you worry about becoming an influencer? No. Because that's not what we're talking about here. We're talking about being visible between placements, so you're top of mind when opportunities arise. We're talking about sharing genuine insight from your market, not posting fluff to chase likes. We're talking about building the kind of presence that has clients coming to you, not you chasing them. Yes, there's noise out there. But the answer isn't silence. The answer is the signal that cuts through. Consistency beats perfection. You don't need to go viral. You need to show up regularly with something useful to say. The recruiters who do this? They get categorised as busy and successful. They get the first call. They win the retained work. They stop competing on price. That's not being an influencer. That's being smart about how you build your business. Thanks for listening. If this episode resonated with you, I'd love to hear your thoughts. Drop us a message, leave a comment, or better yet, share it with a fellow recruiter who might be wrestling with this same question. Until next time. Denise and Sharon How We Can Help Knowing you need to post consistently is one thing. Actually doing it when you’re busy placing candidates and winning new business is another. That’s where Superfast Circle comes in. Our members get access to a library of ready-to-use, recruitment-specific content, so you can show up consistently without staring at a blank screen, wondering what to post. We’ve done the hard work for you. If you’ve been thinking about how to build your authority without it taking over your week, book a call to find out how we can help. www.superfastrecruitment.co.uk/call The post LinkedIn for Recruiters: Building Authority Without Becoming an Influencer appeared first on Superfast Recruitment.

Welcome to another episode of People in Transition. I'm your host, Bob Gerst.Today's conversation is especially relevant for anyone who appears successful on paper—but feels burned out, unsettled, or quietly questioning what's next.My guest is Mallory Byers. Mallory spent nearly a decade as a top-performing sales recruiter at Salesforce, where she helped highly driven professionals secure roles at the highest levels. She understood the hiring process inside and out—and by all external measures, she was thriving.Yet along the way, Mallory began to notice something that fundamentally changed the direction of her work. Even the most capable and accomplished people weren't stuck because they lacked strategy. They were stuck because deeper forces were at play: long-standing patterns, chronic nervous system overload, and a version of confidence built entirely on performance.Today, Mallory is a Career Breakthrough and Empowerment Coach who supports high achievers navigating career transitions, burnout, or layoffs. Her work goes far beyond résumés and interviews. She helps clients strengthen the person behind the strategy—by rebuilding self-trust, regulating the nervous system, and untangling subconscious patterns such as people-pleasing, perfectionism, and over-functioning.Through her signature one-on-one program, The Inner CEO, Mallory helps clients stop outsourcing their worth to job titles and start leading their careers with grounded authority. As she teaches, you are the CEO of your life and your career.If you're in a season of transition—or sensing that the next chapter of your career requires a different version of you—this conversation will resonate deeply.Topics We Discuss in This Episode Include:How tying your identity to your job impacts your career—and how to navigate that shiftWhat it means to operate from survival mode, and how people-pleasing reinforces itWhere imposter syndrome shows up and how it quietly influences decisionsThe connection between perfectionism, overthinking, freezing action, scarcity thinking, and a dysregulated nervous systemHow the inner critic drives overwork during a job search—and how to stay grounded without letting others dictate your directionWhy layoffs are such a disorienting experience, and why “staying in your lane” may not lead to fulfillment or successWhy you don't solve issues of the mind with the mind—how working with the body changes the job search processWhat it truly means to take ownership of your career and embody your “Inner CEO”This is a powerful and insightful episode, and there is so much to take away from Mallory's perspective.To learn more about Mallory Byers, connect with her on LinkedIn: https://www.linkedin.com/in/coachmallorybyers/ https://www.linkedin.com/company/mallory-byers-coaching/Send a text

Send us a textSenior executive hiring has fundamentally shifted. It is no longer a linear path of applying, interviewing, and receiving an offer. In this episode, we pull back the curtain on "closed-door" conversations with global executive recruiters and leadership assessors to reveal how C-suite and VP-level talent are actually sourced and evaluated. From the "trust recession" to the "with or without you" energy, we explore the unspoken signals that separate top candidates from the rest.Key TakeawaysHiring is Not a History Test: Senior candidates are not evaluated on their ability to recall facts and data dumps; they are judged on their influence, judgment, and executive thinking,The Trust Recession: In an era of misinformation, being "easy to trust" is your greatest asset. High-level roles are often filled through warm networks and trusted referrals long before a job is ever posted online.Adjacency Over Domain: When pivoting industries, specialized domain knowledge is less important than "leadership altitude"—the ability to align teams, simplify complexity, and orchestrate results regardless of the sector.Diagnose, Don't Impress: Shift your interview energy from a "pick me" mentality to a consultant's mindset. Show up to diagnose the business's "messy middle" and tension points rather than just listing your past achievements.Strategic Compensation: Never anchor your salary expectations on your historic pay. Instead, benchmark against the market median and the specific risk and mandate of the new role.Episode Highlights07:27 – The Compliance Step: Why posting a senior role online is often just a formality. Recruiters typically start with warm networks and trusted referrals before a role is ever published.14:09 – The "Context-Conflict-Cure" Framework: Move beyond standard storytelling to capture the "messy middle". Assessors want to know the "calculus" behind your decisions and what you learned from the friction.20:30 – Leadership Altitude vs. Domain: Why a 95% match on "leadership altitude"—the ability to create alignment and manage ambiguity—will always be prioritized over pure domain familiarity.35:10 – Mastering the Negotiation: A real-world case study on why you should never negotiate over email. Learn how to pivot from a low offer to a strategic conversation about market medians and total value creation.38:15 – The Role of Leadership Assessors: Why these trained psychologists look for "future capacity" and "executive altitude" rather than your technical history or resume chronology.Mentioned in the EpisodeCompensation Resources: Tools for market benchmarking including Salary.com, PayScale, DataViz, and Glassdoor.Enjoyed this episode? Here are three ways to go deeper:Share and review the podcastIf this episode resonated, share it with a colleague who needs to hear it. And if you have 30 seconds, please leave a rating or review on Apple Podcasts or Spotify. It helps more high-achieving professionals discover the show.Get my weekly “Charge-Up” newsletterIf you like smart, no-fluff career insights, you will love Charge-Up. Each week I break down lessons from movies, TV, business and real executive career stories that I do not share anywhere else.Sign up here:https://www.superchargeyourself.com/newsletterConnect and share your takeawaysTell me your biggest insight from this episode and tag me on LinkedIn

Send us a textThis episode is the closest thing you'll get to a no-BS preparation checklist for Air Force Special Warfare—delivered straight by Peaches and Trent. They lay out the top 10 things every candidate should be doing before shipping: fitness, water confidence, rucking, mindset, nutrition, recovery, ego control, recruiters, and avoiding the dumb mistakes that shut doors forever. No hype. No shortcuts. Just volume, discipline, and doing the boring things consistently. They also hit bonus topics like zone two running, caffeine addiction, relationships that derail candidates, and why “natural talent” is usually a liability. If you're serious about the pipeline, this is required listening.⏱️ Timestamps: 00:00 Ones Ready intro and why this list matters 01:40 Attributes-based selection explained 03:00 #1 Master the IFT (and actually take it) 06:30 Training tired and testing under fatigue 09:45 #2 Water confidence and breath control 14:20 Pool anxiety and quitting before quitting 15:40 #3 Running volume and zone two 21:30 Aerobic vs anaerobic gas tanks 22:00 #4 Rucking and functional strength 30:30 Grip strength and carries 34:30 #5 Don't cram—build a long runway 38:40 #6 Mental toughness through volume 43:00 #7 Nutrition, caffeine, and recovery 49:10 #8 Recruiters, MEPs, and medical reality 52:00 #9 Ego, talent, and injury traps 56:30 #10 Operator Training Summit 58:30 Bonus tips: tracking, steps, jobs, and life choices 01:02:00 Relationships, leveling up, and cutting cords

Why do some recruiters get ignored while others hear, “I never respond to recruiters, but I had to respond to you”? Theresa Nordstrom has spent her career on both sides of the hiring table. Before launching her own search firm, she spent nearly 20 years as an HR leader. In one role, she cut agency spending by over $700,000 by building creative employee referral programs and filling roles in-house. Then she crossed to the agency side. In this episode of The Resilient Recruiter, Theresa explains why most recruiter outreach fails and what actually gets candidates to respond. Her answer isn't more messages or better templates. It's storytelling, relevance, and clarity. Theresa shares why job descriptions don't recruit talent, how she uncovers the real story behind a role, and how video helps her cut through candidate noise without being pushy or salesy. She also breaks down why detailed submittals matter, how she uses AI to save time without sacrificing quality, and when it genuinely makes sense for companies to use external recruiters. Sponsor: Recruiterflow This episode is brought to you by Recruiterflow. Recruiterflow is an end-to-end, AI-first ATS and CRM built specifically for recruitment agencies and executive search firms. It brings together ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one clean, intuitive platform. Several recruitment leaders in our coaching community use Recruiterflow to execute faster, onboard new hires more easily, and spend more time on what actually matters: conversations with clients and candidates. You can learn more or request a demo at recruitmentcoach.com/recruiterflow In this episode, you'll learn: Why candidates respond to stories, not job descriptions How to get candidates to self-select early (and save time on both sides) Why progression examples outperform vague culture claims How video outreach cuts through noise without needing polish What most employee referral programs get wrong Why detailed submittals increase interview ratios How to use AI to elevate quality, not replace judgment Episode highlights: [3:01] Why Theresa left a 20-year HR career to start her own search firm [6:41] The Harley Davidson referral program that saved hundreds of thousands in agency fees [9:22] How to elicit the story behind a role candidates actually care about [12:32] Why proof of progression beats generic culture messaging [23:21] How to partner with HR without getting blocked [44:20] The video outreach approach that makes candidates stop and respond [55:03] Why Theresa spends so much time on submittals [58:34] Mixing retained, exclusive, and selective contingent work strategically Guest bio Theresa Nordstrom is the founder of Talent Company, an executive search firm specializing in accounting, finance, HR, and C-suite roles. Before launching her firm in 2015, Theresa spent nearly 20 years as an HR leader, where she became known for creative employee referral programs that dramatically reduced agency spend. Her approach today centres on storytelling, multi-channel video outreach, and presenting candidates in ways that make interview decisions easy. If you want to future-proof your recruitment business without burning out, this episode is a must-listen.

Episode Highlights & Key ThemesThe Power of the Recruiter Relationship: We discuss why the bond between a travel nurse and their recruiter is the cornerstone of a successful assignment. Trust, vulnerability, and clear communication help navigate the ups and downs of travel healthcare.Why Nurses Travel Today: The motivations for hitting the road are changing. We explore factors like flexibility, leadership shifts in hospitals, cost of living pressures, and maintaining financial stability.AMN Passport App: Discover how technology is streamlining the travel experience. We break down the features of the AMN Passport app, from finding positions to managing credentials and connecting with a community of peers.Valuing Experience and Certifications: A look at how specialized skills and certifications should be recognized and how they impact placement and career growth.Support Beyond the Bedside: How AMN supports nurses holistically, including platforms like this podcast and continuing education resources.Timestamps00:01:16 – How AMN supports nurses beyond the bedside00:02:21 – Meet Audrey Tate: The role of a recruiter00:04:12 – The importance of the nurse-recruiter relationship00:15:38 – The financial realities and cost of living challenges for travelers00:19:00 – Evolving reasons why nurses choose to travel00:36:10 – AMN Passport app features00:51:10 – Recognizing and valuing nurse experience and certificationsAbout Our GuestAudrey Tate is a Senior Travel Nurse Recruiter with AMN Healthcare and brings a wealth of knowledge about the industry. She emphasizes the "human" side of recruiting, advocating for vulnerability and trust as key components of professional relationships. Resources & LinksAMN Passport App: Download the app to view available positions, manage credentials, and track your impact.AMN Healthcare Learning Center: Access free continuing education units (CEUs) and certification assistance. Visit AMN HealthcareNursing Uncharted: Learn more about the show and past episodes.Join the ConversationIf you enjoyed this episode, please subscribe to Nursing Uncharted on your favorite podcast platform and leave us a review! Your feedback helps us reach more nurses and healthcare professionals. About AnnAnn King, a seasoned travel nurse with a remarkable 14-year track record, has dedicated the past 13+ years to specializing in Neonatal ICU. Ann has been traveling with AMN Healthcare for 5+ years, enriching her expertise with diverse experiences. Currently residing in San Diego, Ann not only thrives in her nursing career but also serves as the host of the Nursing Uncharted podcast, where she shares invaluable insights and stories from the world of nursing. Connect with Ann on Instagram: @annifer05 Are you interested in coming on as a guest? Send us a message at podcasts@amnhealthcare.com Episode Sponsor:We're proudly sponsored by AMN Healthcare, the leader in healthcare staffing and workforce solutions. Explore their services at AMN Healthcare. Discover job opportunities and manage your assignments with ease using AMN Passport. Download the AMN Passport App today! Do you know a nurse looking to get into travel? Refer a friend to AMN today! Learn more about AMN Healthcare's Employee Assistance Program. Join Our Other Nursing Communities: YouTubeInstagramApple PodcastsSpotifyLinkedInFacebookPowered by AMN Healthcare Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

WHAT RESPONSIBLE AI MEANS FOR RECRUITERS?   What is Responsible AI for Talent Acquisition Teams? is a practical, straight-talking podcast for recruiters who are already using AI—and now need to make sure they're using it properly.   AI is no longer a future experiment in hiring. It's embedded in sourcing, screening, assessment, and workforce planning. The real question facing TA leaders today is not whether to use AI, but how to use it in a way that stands up to governance scrutiny, fairness expectations, and growing legal risk. Regulators, candidates, and internal stakeholders are all paying closer attention—and the margin for error is shrinking.   This podcast explores the reality behind “responsible AI” in talent acquisition, cutting through vague principles and focusing on what recruiters actually need to know. We'll examine why so many organisations still lack formal AI governance, why confidence in bias reduction remains low, and what that means for teams deploying AI at scale. Drawing on 2024–2025 data and real-world TA use cases, the discussion will unpack the tension between automation, efficiency, and human accountability.   Key areas covered include: • What responsible AI really means in a TA context • Governance frameworks recruiters should understand—even if legal owns them • Bias, fairness, and explainability in screening and assessment tools • Legal and regulatory risk, including emerging obligations under the EU AI Act and employment law • The role of recruiters as AI operators, not just end users • How to balance speed, cost savings, and candidate trust • What “human-in-the-loop” looks like in practice   Listeners will learn how to evaluate their current AI stack, ask better questions of vendors, reduce risk exposure, and build hiring processes that are efficient, defensible, and fair.     We're with Martyn Redstone, Head of Responsible AI & Industry Engagement (Warden.AI) & friends on Wednesday 4th February, 12pm GMT. Register by clicking on the green button (save my spot) and follow the channel here (recommended)     Ep359 is sponsored by Oleeo   AI is now used by 62% of companies for hiring, but rapid efficiency shouldn't come at the expense of fairness. Oleeo and Aptitude Research's new report highlights a major gap: only 20% of employers have fully established AI governance frameworks, which can lead to unintended bias. To keep things fair and compliant, 85% of recruiters demand final decision-making authority.   Download 'Setting the Standard for Responsible AI: A Guide For Modern Recruiters' today to build a transparent, human-led strategy that uses AI responsibly.

I hate that I even have to write this. But fake recruiters and fake job postings are everywhere right now. And job seekers are being targeted hard. That's not because you're careless. It's because scammers go after people who are motivated, hopeful, and actively searching. That's you. What makes this worse is how convincing these scams have become. In fact, a couple months ago, one of my clients showed me a recruiter message that fooled me! The company looked real. The LinkedIn profile looked legit. The email sounded professional. It wasn't. That's why this week's lesson is about how to protect yourself. Not with fear. With awareness. In today's video, I walk you through 10 clear warning signs that help you quickly answer one critical question: Is this real…or is it just a scam? You'll learn: What to check first when a recruiter emails or messages you. How fake job postings give themselves away. Why Gmail addresses, rushed language, and vague roles should always make you pause. What legitimate recruiters never ask you for. How to verify a job or recruiter in minutes, not hours. This isn't about becoming paranoid. It's about becoming informed. If you're job searching right now, please don't skip this one. Even smart, experienced professionals are getting caught off guard. And if this helps you, pass it along to someone else who's searching. A simple heads up can save them a lot of stress. Listen to STOP Falling for Fake Jobs and Recruiter Scams now! 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

This week, James was joined by Manan Shah, co-founder and CEO of Recruiterflow. They get into what recruitment data really matters, why most agencies obsess over the wrong metrics, and how velocity, productivity, and AI are reshaping how recruitment businesses scale. If you care about building a faster, smarter, more resilient recruitment operation, this one's for you.#MarketingRules#TheVoiceOfRecruitmentMarketing⁠To connect with Manan:⁠⁠https://www.linkedin.com/in/mananshah212/Learn more about James and ThinkinCircles:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠

This Day in Legal History: Hitler Appointed ChancellorOn January 30, 1933, Adolf Hitler was appointed Chancellor of Germany, a moment that marked the beginning of one of the darkest legal and political transformations in modern history. Contrary to popular belief, Hitler did not seize power in a coup; his rise was accomplished through entirely legal means under the Weimar Constitution. Once in office, the Nazi regime moved swiftly to erode civil liberties, beginning with the Reichstag Fire Decree, which suspended constitutional protections like freedom of speech, assembly, and due process. This decree, signed by President Hindenburg, gave the government extraordinary powers under the guise of national emergency.Shortly thereafter, the Enabling Act of March 1933 granted Hitler the authority to enact laws without the involvement of the Reichstag, including laws that violated the constitution itself. The judiciary, instead of serving as a check on executive overreach, largely complied or cooperated, enabling legal persecution of Jews, political dissidents, and other marginalized groups. Laws were passed systematically to isolate, disenfranchise, and ultimately exterminate entire populations, all with the appearance of legality and bureaucratic order.What happened in Germany is a stark reminder that authoritarianism often arrives wrapped in the language of law and order. The rule of law is not inherently just—it depends on who writes the laws, how they are enforced, and whether constitutional checks are robust enough to resist consolidation of power. Today, as various democracies grapple with executive overreach, politicized judiciaries, and emergency powers, the legal path taken in 1933 offers a chilling historical parallel. The slow erosion of legal norms, once set in motion, can be devastatingly hard to reverse.A federal appeals court ruled that the Trump administration unlawfully ended Temporary Protected Status (TPS) for roughly 600,000 Venezuelans living and working in the United States. The Ninth Circuit Court of Appeals agreed with a lower court that Homeland Security Secretary Kristi Noem exceeded her authority by terminating protections that had been extended under the Biden administration. The court emphasized that, since Congress created TPS 35 years ago, no administration had claimed the power to cancel a country's designation while it remained in effect. Judges found that the statute's language clearly limits executive authority and does not permit unilateral termination mid-designation.Despite the ruling, the decision will not immediately restore protections because the U.S. Supreme Court has allowed the policy to remain in effect while the case continues on appeal. The court noted that the termination has left hundreds of thousands of migrants in fear of detention, deportation, and family separation, often to countries where they previously faced violence. The ruling also upheld a finding that TPS protections for Haitians were unlawfully ended, though the administration has pursued separate efforts to terminate those protections. One judge wrote separately to argue that the policy was influenced by racist stereotyping, citing public statements by senior officials about Venezuelan and Haitian migrants. Advocacy groups welcomed the ruling but stressed that, because of the Supreme Court's order, affected migrants remain vulnerable in the meantime.Trump administration unlawfully ended Venezuelans' legal status, US court rules | ReutersA significant wave of attorneys has left the U.S. federal government since Donald Trump returned to office, fueling a major shift in the legal workforce. Between January and November 2025, over 8,500 licensed attorneys exited federal service, leading to a net loss of 6,524—one of the sharpest declines in decades. The Department of Justice (DOJ) was especially affected, with notable departures from its Civil Rights Division and Federal Programs Branch, and the closure of its Tax Division. Some resignations were linked to policy disagreements, while others were the result of force reductions or shifting departmental priorities.This exodus has dramatically reshaped the hiring market for large law firms. In 2025, top-grossing firms hired over 1,100 lawyers directly from government positions, more than doubling the rate seen in prior years. Recruiters report a flood of interest from government attorneys, many of whom began reaching out even before Trump's inauguration. However, while high-ranking officials and prosecutors remain in demand, lower-level attorneys without niche skills are facing a tougher private market.The overall federal workforce, not just lawyers, has contracted significantly under Trump's renewed efforts to reduce government size. The DOJ alone has seen a net loss of nearly 9,000 employees. While the number of federal lawyers remains close to 2017 levels, the recent surge in departures marks a striking reversal of long-standing hiring trends.Lawyers leaving US government drive workforce shift | ReutersMassachusetts Governor Maura Healey has proposed legislation that would block other states from deploying their National Guard troops into Massachusetts without her approval. The move comes in response to President Donald Trump's controversial use of the National Guard in 2025, when troops from various states were sent to cities like Chicago and Los Angeles without consent from local governments—breaking with long-standing norms regarding domestic military deployment.Several states already have similar laws, designed to prevent out-of-state Guard deployments unless coordinated through mutual agreement or in federally controlled situations. However, legal gray areas remain when the federal government asserts control over state troops. Last year, the Trump administration attempted to deploy federalized National Guard units from California and Texas to assist immigration enforcement in Portland, Oregon. That effort was met with lawsuits from state officials, who claimed no valid emergency justified the action; the troops were withdrawn before the legal battle concluded.Healey's bill aims to reinforce state sovereignty over such deployments and to guard against federal overreach in the absence of local consent. The National Guard is typically used across state lines only in emergency situations like natural disasters, and even then, usually with approval from affected states.Massachusetts bill aims to block National Guard deployment from other states | ReutersThis week's closing theme is by Wolfgang Amadeus Mozart.This week's closing theme is the Lacrymosa from Mozart's Requiem in D minor, a work shrouded in both mystery and mourning. Mozart began composing the Requiem in 1791, the final year of his life, and died before completing it—adding an eerie depth to a piece already suffused with sorrow and transcendence. The Lacrymosa movement in particular is a haunting meditation on grief, built around the Latin text “Lacrimosa dies illa” (“That tearful day”), which describes the final judgment and the weeping of the soul.The music swells with mourning, yet carries within it an unmistakable dignity—grief not as chaos, but as reckoning. Today, as we reflect on events that echo the legal and moral breakdowns of the past—and resound in the present—the Lacrymosa feels like a fitting elegy. It reminds us that great tragedy often begins under the guise of order, and that mourning is not only for the dead, but for the living systems and values that can perish when unchecked power takes root.Mozart, though apolitical and far removed from the 20th century, composed music that reaches across time to articulate the emotional weight of collective loss. The unfinished nature of the Requiem also mirrors the historical unfinished business of justice—how societies reckon with their past, or fail to. This piece, suspended between the sacred and the human, between hope and despair, offers a solemn moment of reflection as the week closes.Without further ado, the Lacrymosa from Mozart's Requiem in D minor – enjoy. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.minimumcomp.com/subscribe

Dan and Ian share 9 pieces of hiring advice that are typically considered “bad,” but can actually work pretty well for smaller bootstrapped teams - and especially lifestyle businesses. LINKS Bento will beat your current email bill — up to 70% off or $300 in credits “Who” by Geoff Smart and Randy Street Remote First Recruiting: Land your next hire in 21 days or less Meet lifestyle founders inside Dynamite Circle Hang out exclusively with 7+ figure founders in DC BLACK CHAPTERS (00:03:42) Tip 1: Just Hire a Recruiter (00:07:11) Tip 2: Work With Friends and Family (00:10:34) Tip 3: Use AI For Onboarding (00:12:02) Tip 4: Go Easy on the W2s (00:14:52) Tip 5: You Don't Need a Mission-Based Culture (00:20:16) Tip 6: If You Hire the Wrong Person, Let Them Go (00:22:54) Tip 7: It Doesn't Have to Be More Than the Math (00:25:45) Tip 8: Not Hiring Can Work Out Great (00:30:30) Tip 9: Polarize Your Managing Style CONNECT: Dan@tropicalmba.com Ian@tropicalmba.com Past guests on TMBA include Cal Newport, David Heinemeier Hannson, Seth Godin, Ricardo Semler, Noah Kagan, Rob Walling, Jay Clouse, Einar Vollset, Sam Dogan, Gino Wickam, James Clear, Jodie Cook, Mark Webster, Steph Smith, Taylor Pearson, Justin Tan, Matt Gartland, Ayman Al-Abdullah, Lucy Bella. PLAYLIST: What We Learned From Running a 7-Figure Remote Business in 2025 The 9-5 is Dead, This is the Socially Acceptable Lottery Ticket “The World Is Ending.” These 5 Businesses Are Still Making Millions

Most recruiters aren't underperforming — they're over-filtering. Chasing “perfect” candidates is quietly costing you deals, speed, and money.  

This week on the Oakley Podcast, host Jeremy Kellett interviews Martin Garsee about the realities of truck driver training, the mission of the National Association of Publicly Funded Truck Driving Schools (NAPFTDS), and the evolving landscape of industry regulations. The discussion covers training program structures, student recruitment, job placement, lifestyle challenges for drivers, the importance of professionalism and customer service, and adapting to new rules like English proficiency and automatic transmissions. Key takeaways include the value of networking in education, the need for realistic career expectations, the critical role of thorough, ongoing training for both new and experienced truck drivers, and so much more. Key topics in today's conversation include:Welcome to Today's Episode and Thank You to Sponsors (0:58)  Martin Shares His Background and Experience (4:46)  Discussing the National Association of Publicly Funded Truck Driving Schools (9:17)  Explaining Recruitment and Student Advertising Approaches 14:13)  Truck Driver Training Program Structure and Classroom Details (17:08)  Challenges of Over-the-Road Versus Local Trucking Work (19:21)  Turnover and Misconceptions in the Trucking Industry (21:02)  New Government Regulations and English Language Rules (25:21)  The Impact of Regulations on Training and Industry Operations (29:55)  Job Placement, Recruiters, and Company Training Partnerships (31:18)  Realities and Stages of Early Career Truck Drivers (35:06)  Importance of Professionalism and Personal Appearance (37:36)  Customer Service and Working With Clients in Trucking (40:06)  Shift to Automatic Transmissions in Trucking Programs (42:07)  How to Get Involved and Contact Information for Martin and Associations (44:42)Oakley Trucking is a family-owned and operated trucking company headquartered in North Little Rock, Arkansas. For more information, check out our show website: podcast.bruceoakley.com. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ryan Gorman: How He Built £250k in Fees Without Making a Single Cold CallRyan Gorman launched Lofthouse Group in January 2021 with a newborn daughter at home.His wife asked him one question: "What sort of person do you want Isla seeing? Do you want her growing up seeing work as something you love, or just something you do to earn money?"Year one, solo, working part-time around his newborn: £93k invoiced. £60k profit. Home for every bath time."Everything has been warm. I've never had to sit down and just cold-call tons of people."While other recruiters smashed the phones, Ryan built a podcast as a BD tool. Used LinkedIn to warm every approach. And went to Instagram to find architects who weren't even on LinkedIn.Four years later? £250k in fees. Average placement of £12k (market average is £7.5k). 85% repeat business. 70% net profit.This week on The RAG Podcast, Ryan tells the full story.We cover:Why he left tech recruitment to go back to architectureThe question his wife asked that gave him the push to startHow he used Instagram to find candidates not on LinkedInWhy he's never made a cold call and still bills £250kHiring his first employee after four years soloHow his first hire billed £50k in two and a half monthsHis plan to become number one in architecture recruitmentIf you've ever wondered whether you can build a profitable recruitment business without grinding the phones, this episode is for you.__________________________________________Episode Sponsor: Remote RecruitmentHiring shouldn't be slow, stressful, or expensive. That's why there's Remote Recruitment — the smart hiring partner for modern businesses. They don't just help you find great people. They help you access elite South African talent that's ready to deliver. No PAYE. No NI. No bloated overheads. Just trained, remote professionals who integrate seamlessly into your team. Their process handles everything: sourcing, shortlisting, onboarding, and retention. Fully managed. Fully supported. Fully remote. And now, Remote Recruitments has entered a new chapter. From ops to admin, sales to strategy, we're helping businesses scale smarter with people they trust, at a cost they can afford. Clients have seen: * Up to **60% productivity boosts** * **300% ROI** on BD roles * **30% faster completion** of operational tasks No overhead burden. No talent shortage panic. Just growth-focused hiring that makes business sense. Remote Recruitment is your flexible hiring solution for the modern era. **RAG Listeners:** Get 5% off your first hire + a free strategy session at www.remoterecruitment.co.uk/rag __________________________________________Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn.Spending thousands on Recruiter licences.Building connections. Posting content. Growing networks.But here's the question almost no one can answer:How much revenue is LinkedIn actually bringing into your business?Most founders have thousands of connections but no clear process to turn that attention into cash.That's the problem we solve.At Hoxo, we help recruitment founders build

Few interview questions create more damage with fewer words. Not because it's hard. But because people answer it at the worst possible time, with the least possible leverage. Most candidates think this question is about money. It isn't. It's about timing, power, and whether you understand how hiring decisions actually get made. Say a number too early and you either leave money on the table you'll never get back or price yourself out before anyone truly understands your value. And here's the part nobody teaches. There isn't one "right" answer to this question. There's a sequence.  A progression of responses that protects your leverage, keeps the process moving, and positions you to negotiate when your stock is highest, not lowest. In this week's lesson, I break down: Why giving a number early almost always works against you. What recruiters are really trying to confirm when they ask. And the exact recruiter-proof responses I use to control this conversation without sounding evasive or combative. If you've ever felt pressure to answer this question quickly, or worried that one wrong sentence could cost you thousands, this lesson will change how you approach salary conversations forever. 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

Most companies treat LinkedIn like a megaphone. AlleyOop turned it into a reality show. In this episode, host Jason Bradwell sits down with Gabe Lullo, CEO of AlleyOop, to unpack how his sales development agency scaled from 25,000 to over 1.2 million LinkedIn followers by empowering employees to build their personal brands, not pushing a corporate page. Gabe breaks down the playbook: hiring people who want to be on camera, building an in-house media team, running internal podcasts that never get published, and tying content performance directly to commission. This isn't theory, it's a proven system filling enterprise calendars with qualified meetings. Jason and Gabe dive into AlleyOop's 16-year evolution from traditional outbound to organic LinkedIn content. The real insight? Gabe stopped caring about the company page and focused entirely on employee personal brands. They aggregated all employee profiles (originally 25K followers, now 1.2M) and turned their team into documentary subjects. Employees aren't forced to post, but those who participate get full support: professional video editing, copywriting, and a content calendar. Gabe walks through hiring - candidates now submit sample social posts during interviews and how they set people up for success. They run internal podcast-style interviews, chop them into posts, send them to copywriters for frameworks, then hand them back to employees to personalise. The feedback loop is built around incentives. Sellers get more leads (more commission). Recruiters attract more candidates (more placements, more money). Everyone's financially tied to content performance, so buy-in is organic. Gabe measures success not just by impressions, but by whether prospects recognise team members before demos, cutting 60% of the typical sales pitch. Jason asks about the CEO fear: won't employees get poached if we build their brands? Gabe's answer: people leave anyway. AlleyOop actually built a business model around clients hiring their reps and gets paid when it happens. Companies trying to poach probably aren't investing in teams like AlleyOop does, so culture becomes retention. Looking to 2026, Gabe's taking the human-first approach from the feed into DMs. LinkedIn's becoming the new email inbox (buried in automation), so they're building tools for real one-on-one conversations that convert faster. If you're trying to activate your team on LinkedIn without it feeling forced, this episode is your blueprint. Gabe proves you can build a scalable, revenue-driving content engine by supporting people instead of controlling them. Whether you're in sales development, professional services, or any people-first business, these principles will transform how you think about employee advocacy. 00:00 - Introduction: BDR as a service and people-first growth 02:00 - AlleyOop's 16-year evolution and go-to-market 04:30 - Doubling down on LinkedIn content 3-4 years ago 07:00 - From 25K to 1.2M followers: the aggregation strategy 10:00 - Hiring for content: asking candidates for sample posts 13:00 - Setting employees up for success: the in-house media team 16:00 - Internal podcasts, videographers, and copywriters 19:00 - Feedback loops: 70/30 business vs personal content 22:00 - Tying content to commission: financial buy-in 25:00 - Measuring success: recognition before demos 28:00 - Overcoming the "they'll get poached" objection 31:00 - 2026 strategy: taking conversations into DMs 34:00 - Where to find Gabe and AlleyOop Connect with Jason Bradwell on LinkedIn Connect with Gabe Lullo on LinkedIn Subscribe to Do Hard Things Podcast on Apple Podcasts Visit AlleyOop's official site Explore B2B Better website and the Pipe Dream podcast

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

There are now tasks in recruiting where AI genuinely outperforms humans. Holding multiple evaluation criteria in mind while scanning hundreds of applications, spotting relevant experience described in unexpected ways, and ensuring no qualified candidate gets overlooked through fatigue, overwhelm, or shortcuts. These aren't things recruiters actually do badly, but there are things humans can't physically do at scale that the current market requires For many recruiters, that reality feels threatening. However, those who embrace AI as a partner rather than a replacement find they have more time for meaningful candidate conversations. Hiring managers get better-matched shortlists. Candidates finally feel seen and understood. Everyone wins. My guest this week is Dr Ali Raza, CEO at Bytespark.ai. Ali is a former academic turned recruiting AI pioneer. In our conversation, he uses his hands-on experiences to explain exactly what AI does better than humans in the screening process, and why recruiters who adapt will thrive rather than disappear. In the interview, we discuss: Quality candidates are being drowned out in a sea of applications Where AI will always be better than humans Mixing the best of AI and the best of human recruiters Enabling a high level of candidate conversations Data-driven thinking Increased transparency with hiring managers Should recruiters be worried about being replaced? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Biblical truth exposing worldly thinking, spiritual distraction, and God's plan. A cosmic recruiter is someone who has been lured by Satan's counterfeits to the spiritual life and, through human viewpoint thinking, seeks to pull Christians away from God's Word and spiritual growth. Using Scripture and real-life examples, Rick Hughes explains how this system of worldly thinking captures attention, reshapes priorities, and diverts believers from their primary mission—growing in the grace and knowledge of Jesus Christ.⬇Download Transcript: https://rhem.pub/1065-transcript

In this episode of Ask a Recruiter, Leah Ova sits down with executive recruiter Deepali Vyas to unpack what really happens behind closed doors after an interview ends. From why highly qualified candidates get rejected to how power dynamics, executive presence, and unspoken bias influence hiring decisions, this conversation reveals the real factors that determine who gets the offer—and who doesn't. Connect with Deepali

Get ready to master the job hunt in 2026 as employers raise the bar and digital processes dominate. Kristen Freeman Johnson, Senior Regional Director at Beacon Hill Staffing Group, discusses how job seekers can overcome the latest hurdles throughout the application and interview processes. Learn how to prepare for AI-powered interviews and stand out from the competition to make a positive lasting impression.  Resources from this Week's Episode – (Research) Help Wanted: Understanding the Labor Shortage https://www.shrm.org/topics-tools/research/help-wanted--understanding-the-u-s--labor-shortage  (Research) State of the Workplace 2026 - https://www.shrm.org/topics-tools/research/state-of-the-workplace-summary-and-report  Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d    ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

Send us a textPeaches rips into a viral stolen valor shooting in Seattle, exposing some of the worst weapon handling imaginable, and then unloads on the drama of Security Forces trying to brand themselves as “Air Force Weapons School.” If you want unfiltered truth about Special Warfare, concealed carry, and what actually makes USAF training elite, this episode delivers.We cover: • Nashville Operator Training Summit (AFSW prep event – land, pool, and mentorship) • The Seattle stolen valor shooting and embarrassing weapons manipulation mistakes • Concealed carry failures and why real firearms training matters • Inside the Air Force Weapons School: prestige, mission planning, and elite standards • Security Forces Weapons & Tactics Instructor Course hype vs reality • JTAC Weapons School, A-10 retirement, and what's next for Special Warfare • Recruiter pressure, cone excuses, and why some candidates keep failing⏱️ Timestamps: 00:00 – Intro & off-script start 02:10 – Nashville OTS details (land, pool, mentorship) 04:26 – Seattle stolen valor shooting breakdown 11:00 – Worst concealed carry fail: finger on trigger, pinky on barrel 17:24 – What it's really like inside the Air Force Weapons School 19:33 – Security Forces course hype vs reality 25:50 – Why SF grads don't belong in mission planning cells 31:56 – Copying patches, chasing four-stars, and PR stunts 35:33 – Membership perks & exclusive merch 38:00 – JTAC Weapons School, future tracks, and the A-10 sunset 42:48 – Parents, cones, and IFT excuses 45:10 – Recruiter pressure to ship early 47:23 – Burpees, excuses, and why cones keep failing 49:00 – Wrap-up & Peaches out