Podcasts about recruiters

Thanks to our Partners, NAPA TRACS, Today's Class, KUKUI, and Pit Crew Loyalty Watch Full Video Episode Ghosting, when candidates or employers suddenly stop communicating, is one of the biggest frustrations in the automotive hiring process. It impacts everyone, from fresh tech school grads to 30-year veterans, and makes filling roles even harder. For Candidates Be Honest: Shops value transparency about skills and areas for growth. Make a Strong Impression: Be punctual, dress appropriately, and communicate delays. Stay in Touch: Keep recruiters and shops updated, communication builds trust. For Shop Owners Move Fast: Top technicians field multiple offers. A quick verbal offer after a strong first interview can secure them. Be Clear: Write detailed job ads that set expectations and filter unqualified applicants. Mind Your Reputation: Shop appearance, online reviews, and culture shape candidate perceptions. Show the Opportunity: Highlight training, career growth, wages, and benefits beyond just pay. Prepare for Counter Offers: Be ready to show long-term value when candidates get tempted to stay put. Recruiters like Promotive help both sides by prepping candidates for interviews and matching shops with the right cultural and financial fit. The bottom line: honesty, communication, and speed are the antidotes to ghosting. Treat the hiring process like a first date, make it the start of a strong, lasting connection. It's time to hire a superstar for your business; what a grind you have in front of you. Introducing Promotive, a full-service staffing solution for your shop. Promotive has over 40 years of recruiting and automotive experience. If you need qualified technicians and service advisors and want to offload the heavy lifting, visit https://gopromotive.com/ Thanks to our Partner, NAPA TRACS NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Thanks to our Partner, Today's Class Optimize training with Today's Class: In just 5 minutes daily, boost knowledge retention and improve team performance. Find Today's Class on the web at https://www.todaysclass.com/ Thanks to our Partner, KUKUI Stop juggling multiple marketing tools. KUKUI's integrated platform delivers 4x better website conversions, automated follow-up, and real-time ROI tracking. Get industry-leading customer support with KUKUI at

In this bonus episode of The Lonely Office: Ask a Recruiter, co-host Leah Ova sits down with Linda Raynier—career strategist, speaker, and author of the upcoming book The Quiet Achiever: Your Journey to Authentic Confidence. With nearly 1M YouTube subscribers and over 2.6M LinkedIn Learning students, Linda has become a trusted guide for introverted professionals navigating confidence, communication, and leadership. Together they tackle Glassdoor community questions on awkward interviews, social media checks, ghosting, and whether extroverts really have the edge in hiring. Stick around for a rapid-fire segment where Linda shares her most underrated job search tool—and her biggest ick as a recruiter.  Connect with Linda!

Help us improve the show by filling out our audience survey: bit.ly/4j01Gq0  In this episode of Get Hired, LinkedIn Editor Andrew Seaman sits down with Jalonni Weaver, a high-volume recruiter. In their conversation, Jalonni takes us behind the scenes of the hiring process, walking us through it step-by-step from a recruiter's point of view. She debunks myths about Applicant Tracking Systems (ATS) and gives insight into the most opaque parts of the recruiting process. Key Topics: How AI is (and isn't) changing the application process for both job seekers and recruiters What applicant tracking systems actually do What information recruiters can see about you and how to stand out from the crowd The real reasons job postings stay up for weeks and why you should still apply Why advice on optimizing your resume for ATS is misleading The human side of recruiting and why courtesy matters more than ever Links & Resources: Follow Jalonni Weaver on LinkedIn here Join the Get Hired community on LinkedIn here Listen to more episodes of Get Hired with Andrew Seaman here

Thank you for listening to the Disciple City Church Podcast! To learn more about us or to connect with us, please visit our…Website: https://disciplecitychurch.orgInstagram: https://instagram.com/disciplecitychurch Facebook: https://facebook.com/disciplecitychurch

We sat down with Andrew Zuckerman to talk about what small and scaling businesses get wrong about HR and how to fix it. From 48-hour compliance assessments to rebuilding onboarding in a pinch, Andrew explains how fractional HR can solve real problems fast. If you're a founder, ops leader, or someone building the HR function from scratch, this one's packed with practical insight.

A memo from law firm King & Spalding to its associates saying they need to log 2,400 "productive hours" a year surprised some in the legal world. But today's guest on our podcast, On The Merits, says it shouldn't have. It's always been the case that lawyers need to go beyond meeting their billable hours quotas and put in some non-billable hours in order to advance their careers, according to Jessica Chin Somers, a former Big Law attorney and current managing director at Kinney Recruiting. King & Spalding just wrote down what was essentially a legal industry unwritten rule, she said. Chin Somers talked to Bloomberg Law editor Jessie Kokrda Kamens about why associates might need to have this policy spelled out and about how they can get ahead even when they're not working on client matters. Do you have feedback on this episode of On The Merits? Give us a call and leave a voicemail at 703-341-3690.

Today I brought on Michael Goldberg, CEO and Founder of Hiring Transformed.Michael is a Recruiting Strategist, Candidate Experience Advocate, and Recruiting Data Nut. With extensive experience in talent acquisition and recruiting, he partners with both startups and established organizations to build strong HR functions and deliver exceptional experiences for internal and external customers. His mission is to transform recruiting teams into true recruiting superheroes.So as you can see, Michael is going to be just awesome, and this episode will really help you understand how recruiters are using LinkedIn—and what you can do to optimize your profile, build stronger connections, and stand out to employers.Resources:Transform your job search approach into a strategy at Hiring TransformedConnect with Michael on LinkedInFollow Hiring Transformed on YouTubeFollow usFollow Chris on LinkedInCheck Career Warrior Podcast on Instagram Subscribe to Let's Eat, Grandma's YouTube ChannelCheck out our Latest Product, Urgent Care Package Hosted on Acast. See acast.com/privacy for more information.

De gemiddelde recruiter spendeert uren aan het schrijven van LinkedIn-berichten die er uitzien alsof ze naar honderden mensen tegelijk zijn gestuurd. Het resultaat? Lage respons en gefrustreerde kandidaten. Het is precies dít probleem dat Niels Berkhout wil oplossen met SourceGeek. “Als je meer de taal van de kandidaat kunt spreken, heb je een hogere kans dat hij of zij reageert”, vertelt hij in gesprek met Recruitment Tech.

Madeline Mann shares insider tips and strategies for landing exciting new career opportunities.— YOU'LL LEARN — 1) The resume mistake high achievers make2) The simple tweak that dramatically nets you more inbound opportunities3) The interview hack that makes you sound like an expertSubscribe or visit AwesomeAtYourJob.com/ep1090 for clickable versions of the links below. — ABOUT MADELINE — Madeline Mann is an HR & Recruiting leader who spun her insider knowledge of the hiring process into an award-winning career coaching empire, called Self Made Millennial. Mann is now known for turning job seekers into Job Shoppers, to enable any professional to land high-paying job offers for seemingly unattainable roles. Her clients have landed at companies such as Netflix, Google, Goldman Sachs, Deloitte, NBC Universal, Amazon, and more. She lives in Los Angeles.• Book: Reverse the Search: How to Turn Job Seeking into Job Shopping• LinkedIn: Madeline Mann• Website: MadelineMann.com• YouTube: Self-Made Millennial— RESOURCES MENTIONED IN THE SHOW — • Book: The Game: Penetrating the Secret Society of Pickup Artists by Neil Strauss• Book: Influence: The Psychology of Persuasion by Robert Cialdini• Book: Multipliers: How the Best Leaders Make Everyone Smarter by Liz Wiseman and Greg McKeown• Past episode: 217: An Effective (but Rare) Strategy to Snag Your Dream Job with Kristen Berndt• Past episode: 664: Dr. Robert Cialdini on How to Persuade with the 7 Universal Principles of Influence• Past episode: 719: Liz Wiseman Reveals the Five Practices of Indispensable, High-Impact Players— THANK YOU SPONSORS! — • Strawberry.me. Claim your $50 credit and build momentum in your career with Strawberry.me/Awesome• LinkedIn Jobs. Post your job for free at linkedin.com/beawesome• Quince. Get free shipping and 365-day returns on your order with Quince.com/Awesome• Square. See how Square can transform your business by visiting Square.com/go/awesomeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of A Hire Purpose Podcast, Brett & Sarah sit down with our very own Christina from the Vanderbloemen team to talk about career pivots, church ministry, and the lessons learned along the way. Christina shares her journey from teaching in public schools to serving on church staff, and now to helping candidates find their calling through executive search. She offers practical resume advice—what to include, what to avoid, and how to highlight both paid and volunteer experience—while also reminding us not to be too hard on ourselves as every season builds us for what's next. Whether you're a young professional, a teacher considering a change, or someone dusting off your resume for the first time in years, this episode is packed with wisdom and encouragement.

Na de zomerstop zijn we terug met een dubbele Monthly-dosis: grote overnames die de markt op z'n kop zetten, positieve AI-ontwikkelingen en nieuwe onderzoeksresultaten. Een greep uit de Recruitment Tech Monthly van september.

Been thrown into running team meetings without a clue how to actually run them? Stressing about whether to mention that decade-old school captain role on your resume? Or maybe you're overthinking the "proper" way to call in sick at 3am when you're genuinely unwell? This week, we're tackling three workplace dilemmas that will have you nodding along going "yup, I've definitely been there" - from meeting management that actually works to resume anxiety relief, plus the real protocol for sick days without the guilt. What you'll learn: • Meeting Management That Actually Works: Why agendas are your secret weapon, how to assign roles so people engage instead of zone out, and the psychology trick that makes you the facilitator, not the bad guy • Resume Reality Check: What recruiters actually scan for in 2025, why you need different versions for different roles, and how to leverage LinkedIn as your detailed story while keeping resumes conversational • Sick Day Confidence Script: The timing that actually matters, how much detail to share (spoiler: not much), and why women especially need to stop feeling guilty about using entitled leave Welcome to BIZ Inbox, your go-to workplace advice podcast where awkward career questions get real-world solutions. Got office politics nightmares or boss-from-hell situations? Send us a voice note or email us at podcast@mamamia.com.au. You can remain completely anonymous! SHOW MENTIONS: Get more Sarah Davidson in her sensational podcast Seize The Yay!Sign up to the BIZ newsletter here to get all our tips and tricks. THE END BITSSupport independent women's mediaFollow the Biz Instagram and Sarah's very own podcast: Seize The Yay Podcast. HOSTS: Sarah Davidson and Em VernemSENIOR PRODUCER: Sophie CampbellAUDIO PRODUCER: Leah Porges BIZ UPDATE: Sarah Davidson has been sharing her career wisdom with us, and now she's officially here to stay. She's joining BIZ Inbox full-time as co-host alongside Em Vernem and honestly, we couldn't be more excited.Become a Mamamia subscriber: https://www.mamamia.com.au/subscribeSee omnystudio.com/listener for privacy information.

Last sermon in the "Recruiting Followers" sermon series.

LinkedIn Recruiting Strategie: So gewinnst du 3000 Follower und Top-Talente mit Personal Branding Willkommen zu einer neuen Episode von Recruiting DNA! Max spricht mit Gabriela Zitsch, HR-Profi bei Exxeta und LinkedIn-Expertin mit über 3000 Followern. Gemeinsam diskutieren sie, warum Personal Branding für Recruiter kein Nice-to-have mehr ist und wie authentische Sichtbarkeit die Candidate Experience revolutioniert. Gabriela erzählt von ihrem Weg aus der Personalberatung ins Inhouse-Recruiting bei Exeter, wo sie seit viereinhalb Jahren Tech-Talente gewinnt und das Employer Branding verantwortet. Sie teilt ihre LinkedIn-Journey, die 2023 mit dem simplen Gedanken startete: "Ich will meine Themen nach außen tragen" – und erklärt, warum fast jede Absage nach einem Interview persönlich erfolgen sollte. Dabei geht es um Ghosting auf beiden Seiten, die Macht authentischer Einblicke, den Unterschied zwischen persönlich und privat auf LinkedIn und warum Menschen Menschen folgen – nicht Unternehmen. Gabriela verrät ihre drei wichtigsten Tipps für den LinkedIn-Start: Buddy-System nutzen, Kernthemen definieren und klein anfangen mit einem Post pro Woche. Max und Gabriela diskutieren, wie KI das Recruiting verändert, warum Beziehungsmanagement wichtiger wird und weshalb Personal Branding vom Nice-to-have zum Must-have für HR-Teams wird. Sie sprechen über Corporate Influencer Programme, die richtige Plattformwahl und den ROI von menschlichem Recruiting. Freu dich auf konkrete Praxistipps, ehrliche Einblicke in Recruiting-Fails und eine klare Vision für die Zukunft der Talentgewinnung – für mehr Sichtbarkeit, bessere Candidate Experience und nachhaltigen Erfolg im Recruiting. LinkedIn-Profil: https://www.linkedin.com/in/gabriela-zitsch-2b4b05169/

In this episode, executive search expert Gail Freeman reflects on the lessons she's learned from conducting more than 10,000 interviews. Drawing on her firsthand experience, she shares what makes a hiring process meaningful, the qualities she notices in candidates who rise to the top, and the missteps that hold others back. Freeman's perspective offers job seekers a candid look at what recruiters are really watching for -- and how small choices in the search process can make a big difference.

Applied to 50+ UX or Product jobs & still no interviews or offers? Get UX job search help.Welcome to the Career Strategy Podcast with Sarah Doody, a UX Designer & UX Researcher with 20 years of experience who founded the UX job search accelerator, Career Strategy Lab. She's been doing UX career coaching since 2017.Follow Sarah on: LinkedIn | YouTube | InstagramWondering how to stand out in UX without burning out? Former technical recruiter Ellie shares her story of switching into product design—and how Career Strategy Lab helped her get her confidence back.In this episode, Sarah interviews Ellie, a former technical recruiter turned UX designer, who joined Career Strategy Lab while navigating new motherhood, burnout, and the unpredictable job market. Despite landing interviews, Ellie felt stuck—and knew she needed a structured, supportive way to rebuild confidence and stand out.You'll hear how she overcame perfectionism, reframed her job search, and built career habits that now extend beyond her portfolio and into her life.What You'll Learn in This Episode:✔️ Why Ellie left tech recruiting to pursue UX—and doesn't regret it✔️ What made her say “yes” to CSL (and why she wishes she joined sooner)✔️ How the Compass Statement gave her clarity and saved her time✔️ The unexpected life shifts that came from doing the work with intention✔️ Tips for breaking perfectionism and building habits that stick✔️ What it's like to join CSL while navigating new parenthood and burnoutTimestamps:00:00 Introduction to Career Strategy Lab00:38 Episode Overview and Open House Context02:23 Meet Ellie: From Technical Recruiter to Product Designer05:19 Ellie's Career Journey and CSL Experience09:16 The Impact of Career Strategy Lab18:47 Advice and Final Thoughts21:32 Conclusion and Next Steps⭐ Support the show! Leave a rating on Spotify or a review on Apple Podcasts to help more UX professionals find this podcast.

2025 год перекроил карту IT-найма. Массовые увольнения в BigTech закончились, но рынок не вернулся к прежнему состоянию — он эволюционировал. Появились новые игроки, изменились приоритеты компаний, а кандидаты научились играть по-новому.Рекрутеры больше не полагаются на традиционные методы: вместо массовых публикаций вакансий — точечная охота за талантами, вместо стандартных интервью — ассессменты с ИИ. Даже понятие "хорошего резюме" изменилось до неузнаваемости.Но самое интересное впереди — что готовит нам 2026? Кто будет в выигрыше, а кто останется за бортом? Сегодня разберём, как адаптироваться к новой реальности IT-найма.Приходите на эфир, задавайте вопросы. Также вы можете задать вопрос заранее в Телеграм канале https://t.me/prodcastUSA Юлия Тарасова (Julia Tarasova) - Talent Acquisition в США, HR с 10-летним опытом, Recruiter, Founder.https://www.linkedin.com/in/tarasovajulia/Предыдущий прямой эфир с Юлией:Найм сломан. Тысячи кандидатов, а подходящих нет? Почему так сложно найти программиста в 2025?https://youtube.com/live/6uVCZsF4aQE***Записаться на карьерную консультацию (резюме, LinkedIn, карьерная стратегия, поиск работы в США) https://annanaumova.comКоучинг (синдром самозванца, прокрастинация, неуверенность в себе, страхи, лень) https://annanaumova.notion.site/3f6ea5ce89694c93afb1156df3c903abВидео курс по составлению резюме для международных компаний "Идеальное американское резюме": https://go.mbastrategy.com/resumecoursemainГайд "Идеальное американское резюме" https://go.mbastrategy.com/usresumeПодписывайтесь на мой Телеграм канал: https://t.me/prodcastUSAПодписывайтесь на мой Инстаграм https://www.instagram.com/prodcast.us Гайд "Как оформить профиль в LinkedIn, чтобы рекрутеры не смогли пройти мимо" https://go.mbastrategy.com/linkedinguide⏰ Timecodes ⏰00:00 Начало. 9:31 Чем отличается HR от Рекрутера?40:24 Вопросы из чата1:26:57 Лопнет ли ИИ пузырь?1:30:30 Прогнозы на рынок найма 2025

Pamphlet packing, college fair traveling, #GINNing gabbing. For engineering recruitment administrator Haylee Dorrill, it's all in a day's work. 

Lamiya Cotton and Meseret “Mercy” Mehzun wrap up this season by sharing the very beginning of their careers. From screenagers to AI's influence in their work, Lamiya and Mercy talk about a new generation of PR pros and how the pandemic caused a major content evolution. Links: What Now? With Trevor Noah: https://www.youtube.com/@WhatNowPodcast Baby, This is Keke Palmer: https://www.youtube.com/@BabyThisisKekePalmer Code Switch: https://www.npr.org/podcasts/510312/codeswitch Bospar blog: https://bospar.com/insights/blog/ Damaryan Benton: https://www.linkedin.com/in/damaryanbenton/  Emily the Recruiter: https://emilydurham.org/ Connect with Lamiya: https://www.linkedin.com/in/lamiyacotton/ Connect with Mercy: https://www.linkedin.com/in/meseretdmehzun/ 

SUMMARY: In this episode, Aaron and Terryn dive deep into the recruiting process—sharing the exact steps The Collab Team uses to help businesses find and hire the right people. From writing job descriptions and setting clear role expectations, to fishing in the right talent pools, to using tests and live-fire scenarios, they reveal the “secret sauce” of effective recruiting. The conversation also covers how to avoid common hiring mistakes, the importance of cultural fit, and how onboarding can make or break a new hire. Whether you're looking to make your first key hire or scale your operations with the right talent, this episode gives you a practical roadmap for successful recruiting.   Minute by Minute: 00:00 — Introduction 02:00 — Why Recruiting Matters for Scaling Businesses 03:41 — Defining the Role and Building a Strong Job Description 07:00 — Posting the Role: Where and How to Find Candidates 08:01 — Budget, Titles, and Attracting the Right Applicants 11:00 — Vetting Candidates: Interviews, Testing, and Live Scenarios 16:00 — The Challenges of Recruiting (and How CoLab Helps) 18:02 — Culture Fit, Kolbe Scores, and Avoiding Hiring Mistakes 20:00 — Keys to Effective Onboarding and Shadowing 23:18 — Buying Back Your Time: The ROI of the Right Hire

Recruiters—ever wonder what separates the good from the legendary? In this special episode of The Elite Recruiter Podcast, host Benjamin Mena sits down with Michael Goldman—45-year industry veteran, Pinnacle Society founding member, and recruiting “Obi-Wan Kenobi.” Together they unpack the real value recruiters bring, how to survive market downturns, and how to build a legacy career that's bigger than billings.  

Bryan Acton of Peraton joins John Robinson on the Our Ability podcast. In recent trainings we've provided, we see solid resume building (and LinkedIn profile) as essential. Applicant tracking systems are not grabbing resumes that do not have the proper information. Our candidates are being denied at the first step, and so we want to talk about the importance of a strong résumé.Bryan Acton is a proud U.S. Marine Corps and Army veteran who has built a career dedicated to empowering others in their professional journeys. His military service instilled in him a strong foundation of leadership, adaptability, and mission success—qualities he now applies in the civilian sector. As Peraton's SkillBridge Program Manager and Military & Veterans Program Leader, Bryan develops and leads initiatives that support transitioning service members, military spouses, veterans, and candidates of all backgrounds.With extensive expertise in talent acquisition and workforce development, Bryan specializes in helping individuals refine their resumes, conduct effective self-assessments, and prepare for interviews with confidence. He also leverages social media initiatives to strengthen professional branding and expand opportunities for job seekers. Passionate about connecting people with meaningful careers, Bryan is committed to translating experience into success and driving long-term professional growth.

Still waiting for recruiters to notice you? One small change to your LinkedIn profile could change everything.In this episode, Sarah shares a real story from a workshop attendee who updated just one line of their LinkedIn profile and got five solid recruiter leads within 24 hours. You'll learn what part of your profile to focus on (hint: it's the headline), how to write it in a way that stands out, and why clarity and positioning matter more than lofty statements like “designing for impact.”Plus, Sarah breaks down the three-part UX job search strategy you need to attract the right opportunities, without burning out, second-guessing, or rewriting your portfolio 100 times.What You'll Learn in This Episode:✔️ The one LinkedIn section that has the biggest impact on recruiter outreach✔️ Why most UX job seekers get their headlines totally wrong✔️ How to apply product strategy thinking to your career✔️ The 3 essential UX job search strategies: Design, Marketing, and Sales✔️ What happens when you're missing even one of those strategies✔️ How to stand out in a sea of qualified candidates (without starting from scratch)Additional Resources:Episode 18: Avoid This Mistake When Writing Your LinkedIn Profile headlineUX Job Search WorkshopTimestamps:00:00 Introduction and Purpose00:38 The Power of LinkedIn Optimization01:27 Understanding the UX Hiring Process02:45 Crafting a Standout LinkedIn Headline05:33 Three Key Strategies for UX Job Search07:27 Invitation to the Workshop08:10 Final Thoughts and Encouragement09:29 Conclusion and Additional Resources10:09 Special Message for Struggling Job Seekers

Reaching out to recruiters can be one of the smartest moves a job seeker makes in the hiring process, but how you do it matters. A quick, vague message like “When can we talk?” may feel like you're showing initiative, but in reality, it can do more harm than good. Recruiters are busy, and without context, they're less likely to respond.Recently, there was a viral post on social media from a recruiter. They were complaining that after posting a position calling for applications, candidates instead reached out with their "when can we talk?" messages...not helpful, and not respecting the process outline by the recruiter in the first place.Tune in to this episode of ClearedCast about respecting the process and the do's / dont's of reaching out to recruiters. Hosted on Acast. See acast.com/privacy for more information.

Meeting Summary: ICIMS August Workforce Report Analysis Hiring Market Dynamics & Trends Widening gap between job openings and actual hiring activity represents a significant shift in recruitment patterns Hiring declined while openings increased 5% year-over-year in July (06:20) Applicant activity remains higher than previous year despite reduced hiring velocity Historical correlation between openings and hiring has broken down - previously moved together like "twins" but now diverging significantly Perfect storm conditions created by economic uncertainty, workforce changes, and analysis paralysis among hiring managers Root cause identified as growing dissonance between C-suite hiring plans and ground-level hiring manager reality (07:41) Application volume surge across all ATS platforms creating operational challenges Top-of-funnel noise drowning out qualified candidates in the system Quality candidates getting lost in increased application volumes, affecting both candidate experience and bottom-line talent acquisition Recruiters must double down on quality candidate identification processes despite higher volumes Numbers game mentality among job seekers contributing to application inflation Five-hour weekly time savings threshold identified as critical tipping point for AI adoption success (10:26) 24% of current AI users report minimum 5-hour weekly savings versus 13% of non-users believing AI can achieve this level Two-hour minimum threshold appears to be baseline expectation for AI solution viability Non-AI users show higher expectations for minimal time savings (less than 1-2 hours weekly) Clear adoption barrier exists where non-users cannot visualize significant time savings beyond the 2-hour mark AI functionality priorities differ from industry assumptions based on user experience data 55% prioritize screening and assessing candidates as top AI value-add (12:15) 40% focus on matching candidates to jobs as secondary priority Sourcing candidates ranked third, contrary to expected top position Priority alignment reflects current market stress points with high application volumes requiring better filtering Candidate-side matching data shows strong positive response when AI suggests additional qualified positions within organizations Learn more about your ad choices. Visit megaphone.fm/adchoices

Ready to punch through your recruiting plateaus and bounce back from every setback? In this inspiring episode of The Elite Recruiter Podcast, host Benjamin Mena sits down with 12-time national boxing champion and Olympic team captain Cam F. Awesome. Discover what recruiters can learn from elite athletes about resilience, self-talk, and thriving under pressure—no matter how hard you get knocked down.

In a couple of months, the American Association of Municipal Executives will be launching an online directory that will allow candidates to rate and review executive recruiters and recruitment firms. Under the current system, there is no mechanism or vehicle in place to give candidates a voice or to allow their concerns to be raised or addressed. By creating this directory, the AAME will be able to communicate the concerns of its members to HR directors and elected officials as they go through the RFP process and help influence their decision making process. The ultimate goal is to help create a recruitment process that compels the recruiters to treat candidates better and punish those that do not give the candidates the respect and professional courtesy they deserve. SHOW NOTES Link to fundraiser and benefit auction Facebook page for Roxton, Texas city manager Janet Wheeler. Flyer includes QR code for Venmo donations being collected by Monica Helm or you can Venmo here: @monicahelm Link to GiveSendGo fundraiser for Scott Whitaker's legal fund. He is the former town manager for Summerfield, North Carolina. AAME MEMBERSHIP: To join the American Association of Municipal Executives (AAME), sign up at this link: https://community.aame.org/ AAME JOB BOARD: The AAME has a free job board exclusively focused on executive and senior level local government recruitments. To post a job, go to: https://jobs.aame.org/ SUPPORT THE PODCAST: Subscribe to my FREE weekly newsletter hosted on LinkedIn. It is called the "City Manager News & Job Board" newsletter and can be found here: https://www.linkedin.com/newsletters/city-manager-rtrs-job-board-7164683251112992768/ If you would like to support the podcast by making a donation, please use the "Buy Me A Coffee" link. Please rate and review the podcast on Apple or your preferred platform if you enjoy the show. It helps tremendously. But more importantly, refer your friends and peers to podcast through personal conversations and posts on your social media platforms. Joe Turner's LinkedIn Page Note: Page may contain affiliate links. As an Amazon Associate I earn from qualifying purchases.

Switching gears, we're now focused on simplifying topics for those who work in all aspects of HR, human resources next. Recruiters - are you struggling to find and recruit great talent these days? Word on the street is that recruiters are inundated with hundreds of applications for open roles but that doesn't always mean they are qualified candidates. The result? It's making it really hard to source the right people, like trying to find a needle in a haystack. My all-star special guest today is senior HR consultant and career coach, Kelly Simants and she's simplifying how to find and recruit great talent. Here's a peek behind the curtain to see how smart recruiters are sourcing great talent as she shares her very best tips. Here's how. My all-star special guest today is Kelly Simants and she's simplifying how to find + recruit great talent. We tackle and simplify all aspects of it, including: Her take on what's going on in the job market right now and why it seems so different now. With the influx of candidates in the market and AI making it easier for them to submit applications faster (but might not be qualified for the role), how smart recruiters are weeding through the stacks of resumes to find the very best talent for the role. How to review a resume quickly to see great potential, especially if the candidate has a non-traditional career path. What she looks for. How recruiters can freshen up the interview process to improve the candidate experience. …and ultimately, she shares a couple of tools that she is using as a recruiter to help shorten the “time to fill” for a role. Q: Are you ready to learn how to find + recruit great talent? If yes, this one is for you. It's time to #DoTheThing! ---- Show notes available with all links mentioned here: https://www.thesimplifiers.com/posts/393-how-to-find-recruit-great-talent---with-kelly-simants-all-star

In this episode of Take the Stage, Brad Bialy sits down with Mark Whitby to explore how recruiters can escape the feast-or-famine cycle by building signature solutions, refining their target market, and creating a consistent, multi-channel approach to winning business. About the Guest Mark Whitby is the host of The Resilient Recruiter podcast and one of the most respected business coaches in the recruitment industry. Since 2001, he has trained over 10,000 recruiters in 34 countries, helping many double or triple their billings and guiding firms to scale from small teams to hundreds of employees. He specializes in helping recruiting firm owners create consistent, predictable growth. Key Takeaways Stop selling recruitment—start selling solutions. Focus is a superpower in business development. Differentiation without value is meaningless. You never outgrow the need for marketing. Success comes from constant, deliberate improvement. Timestamps [00:13] – Why recruiters must stop selling recruitment. [02:40] – The three tests of a signature solution. [05:23] – Why many firms struggle with differentiation. [08:56] – How top recruiters keep innovating in 2025. [15:31] – Defining your market niche and dream 100. [19:04] – The power of segmentation over personalization. [22:27] – Building a multi-channel outreach strategy. [26:13] – Why multi-channel is essential in 2025. [32:23] – Breaking free from feast-or-famine cycles. [36:58] – Why you should never stop marketing. About the Host Brad Bialy is a trusted voice and highly sought-after speaker in the staffing and recruiting industry, known for helping firms grow through integrated marketing, sales, and recruiting strategies. With over 13 years at Haley Marketing and a proven track record guiding hundreds of firms, Brad brings deep expertise and a fresh, actionable perspective to every engagement. He's the host of Take the Stage and InSights, two of the staffing industry's leading podcasts with more than 200,000 downloads. Sponsors and Offers Heard Take the Stage is presented by Haley Marketing. The old way of selling staffing is dead. Let's fix it – with smarter strategies and HUGE DISCOUNTS on modern lead gen tools: bit.ly/Bialy20 Book a 30-minute business and marketing consultation with host, Brad Bialy: bit.ly/Bialy30 For 30 years, Benefits in a Card has delivered benefit plans designed specifically for the staffing industry—over 140 unique options with immediate coverage, unique perks like FreeRx, and solutions that reduce turnover while improving ACA compliance. Give your workforce benefits they'll actually use and give your staffing firm a competitive edge. Learn more at BenefitsInACard.com.      

Nick shares how his weekly GP dropped from £16K to £5.5K, the strategies he used to bounce back to £8.5K, and the mindset shifts that made the difference.We dive into the client and candidate journeys that actually work, the power of community in contract recruitment, and how to turn a dip into your biggest growth phase yet.Connect with Nick here: https://www.linkedin.com/in/nick-chambers-4aa60114b/-------------------------Watch the episode on YouTube: https://youtu.be/Qr4dK0AjM6I-------------------------Sponsors - Claim your exclusive savings from our partners with the links below:Job Adder: Check Out Job Adder & Claim Your Exclusive Offer HereSourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Raise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Extra Stuff:Learn more about our online skills development platform Hector here: https://bit.ly/47hsaxeJoin 5,000+ other recruiters levelling up their skills with our Limitless Learning Newsletter here: https://limitless-learning.thisishector.com/subscribe-------------------------Get in touch:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

On today's episode of The Pod At The Palace with Curtis Wilkerson: - Razorback targets in Top 25 Regardless of Class Rankings - Where did 247Sports rank Paulo Semedo and Karim Rtail? - Karter Knox and Meleek Thomas competing with college basketball's best - QOD: Is John Caliipari STILL college basketball's top recruiter? OFFICIAL MERCH: https://insidearkansas.myshopify.com/ #arkansas #razorbacks #football #basketball #baseball #sampittman #johncalipari SHOUTOUT TO OUR SPONSORS: BET SARACEN Arkansas' #1 Sports Betting App! Visit www.betsaracen.com to check out the latest spreads, lines, O/U, parlays, and more! BetSaracen has specials running every day that are unique to everyone here in the great, state of Arkansas! Download the BetSaracen app today on the Apple or Google Play store and get to winning big ONLY with BetSaracen…Arkansas' #1 Sports Betting App! https://apps.apple.com/us/app/saracen/id1612098207 ----------------------------------------------------------------------------- WALTER CHRISTMAS LIGHTING OF ARKANSAS IF YOU ARE IN NORTHWEST ARKANSAS OR THE RIVER VALLEY, have Walter Christmas Lighting install & set up your house with professional Halloween & Christmas lighting like you've never seen before! - All materials provided - Any color, any pattern - Free maintenance throughout the holiday season If you sign up for Halloween lights you will also get your Christmas Lights for 50% off! Text our guy Brett for a free estimate at 479-459-1380 IT'S WALTER CHRISTMAS LIGHTING OF ARKANSAS…YOUR LOCAL HOLIDAY LIGHTING EXPERTS! ----------------------------------------------------------------------------- FREEDOM BOAT CLUB Summer is finally here, and where is a better place to spend your summer than on the lake? Don't own a boat? Cool. You don't need to. Freedom Boat Club of Arkansas has you covered! Freedom Boat Club gives you access to boats—without the commitment. This is boating that fits your lifestyle—fun, flexible, and stress-free. They take care of the boat—so you can simply enjoy the moment. Whether you prefer Greers Ferry Lake, Lake Hamilton, or a day on the River in Little Rock, Freedom Boat Club of Arkansas will help make your summer in the Natural State the best one yet! Check out their Instagram page www.instagram.com/freedomboatclubarkansas today to learn more about the benefits of joining the club! ----------------------------------------------------------------------------- BASIS HEALTH Basis Health is changing the way healthcare is delivered by providing mobile medical visits at the comfort of your home. A doctor will come to your home for urgent care, primary care, IV hydration and more! Basis Health… they are here for you when and where you need them most! Learn more at basishealth.org today! ----------------------------------------------------------------------------- ALUMNI HALL 3417 N College Ave, Fayetteville, AR 72703 479-435-6352 www.insidearkansas.com/alumnihall The best and largest selection of Razorback gear Apparel for the family - mens, womens, kids, pets too Razorback apparel, accessories, hats, Yeti, gifts - Alumni Hall has it all Hall Pass Rewards - Earn points with your purchases and get rewarded! Once you've spent $150 (which is easy to do), you'll get $10 off your next purchase We know some athletes so for our friends that shop the big and tall Hogs gear - shop today at www.insidearkansas.com/alumnihall Alumni Hall - The ultimate Razorback shopping destination! Learn more about your ad choices. Visit megaphone.fm/adchoices

Jeffrey Epstein's so-called “model visa” scheme was a carefully engineered system that used the glamour of the modeling industry as a cover to import and control young women, many from overseas. Recruiters—often women in his inner circle—lured victims with promises of fashion careers, sometimes backed by legitimate-looking modeling agencies and brand associations like Victoria's Secret. Once targeted, women were moved through a network of immigration loopholes, sham marriages, and legal paperwork that appeared legitimate to authorities. Epstein's connections to modeling agents such as Jean-Luc Brunel expanded his international reach, while his money paid for immigration lawyers, housing, and travel to keep the operation running without attracting suspicion. This infrastructure allowed him to maintain a steady supply of victims under the protection of legal status, making escape difficult and silence almost certain.The system thrived in the blind spots between law enforcement agencies, exploiting the fact that visa fraud and marriage records are rarely scrutinized unless tied to larger investigations. Even after Epstein's death, elements of this network remain intact: lawyers, recruiters, and agencies still in operation, and government files containing the hidden paper trail. Survivors face lingering consequences—fraudulent marriages, precarious immigration status, and the trauma of having their lives rewritten on paper to mask abuse. The scheme's success shows how predators can twist legitimate systems into tools of exploitation, offering a blueprint that could be reused unless those vulnerabilities are confronted and closed.to contact me:bobbycapucci@protonmail.com

Jeffrey Epstein's so-called “model visa” scheme was a carefully engineered system that used the glamour of the modeling industry as a cover to import and control young women, many from overseas. Recruiters—often women in his inner circle—lured victims with promises of fashion careers, sometimes backed by legitimate-looking modeling agencies and brand associations like Victoria's Secret. Once targeted, women were moved through a network of immigration loopholes, sham marriages, and legal paperwork that appeared legitimate to authorities. Epstein's connections to modeling agents such as Jean-Luc Brunel expanded his international reach, while his money paid for immigration lawyers, housing, and travel to keep the operation running without attracting suspicion. This infrastructure allowed him to maintain a steady supply of victims under the protection of legal status, making escape difficult and silence almost certain.The system thrived in the blind spots between law enforcement agencies, exploiting the fact that visa fraud and marriage records are rarely scrutinized unless tied to larger investigations. Even after Epstein's death, elements of this network remain intact: lawyers, recruiters, and agencies still in operation, and government files containing the hidden paper trail. Survivors face lingering consequences—fraudulent marriages, precarious immigration status, and the trauma of having their lives rewritten on paper to mask abuse. The scheme's success shows how predators can twist legitimate systems into tools of exploitation, offering a blueprint that could be reused unless those vulnerabilities are confronted and closed.to contact me:bobbycapucci@protonmail.com

Jeffrey Epstein's so-called “model visa” scheme was a carefully engineered system that used the glamour of the modeling industry as a cover to import and control young women, many from overseas. Recruiters—often women in his inner circle—lured victims with promises of fashion careers, sometimes backed by legitimate-looking modeling agencies and brand associations like Victoria's Secret. Once targeted, women were moved through a network of immigration loopholes, sham marriages, and legal paperwork that appeared legitimate to authorities. Epstein's connections to modeling agents such as Jean-Luc Brunel expanded his international reach, while his money paid for immigration lawyers, housing, and travel to keep the operation running without attracting suspicion. This infrastructure allowed him to maintain a steady supply of victims under the protection of legal status, making escape difficult and silence almost certain.The system thrived in the blind spots between law enforcement agencies, exploiting the fact that visa fraud and marriage records are rarely scrutinized unless tied to larger investigations. Even after Epstein's death, elements of this network remain intact: lawyers, recruiters, and agencies still in operation, and government files containing the hidden paper trail. Survivors face lingering consequences—fraudulent marriages, precarious immigration status, and the trauma of having their lives rewritten on paper to mask abuse. The scheme's success shows how predators can twist legitimate systems into tools of exploitation, offering a blueprint that could be reused unless those vulnerabilities are confronted and closed.to contact me:bobbycapucci@protonmail.com

Jeffrey Epstein's so-called “model visa” scheme was a carefully engineered system that used the glamour of the modeling industry as a cover to import and control young women, many from overseas. Recruiters—often women in his inner circle—lured victims with promises of fashion careers, sometimes backed by legitimate-looking modeling agencies and brand associations like Victoria's Secret. Once targeted, women were moved through a network of immigration loopholes, sham marriages, and legal paperwork that appeared legitimate to authorities. Epstein's connections to modeling agents such as Jean-Luc Brunel expanded his international reach, while his money paid for immigration lawyers, housing, and travel to keep the operation running without attracting suspicion. This infrastructure allowed him to maintain a steady supply of victims under the protection of legal status, making escape difficult and silence almost certain.The system thrived in the blind spots between law enforcement agencies, exploiting the fact that visa fraud and marriage records are rarely scrutinized unless tied to larger investigations. Even after Epstein's death, elements of this network remain intact: lawyers, recruiters, and agencies still in operation, and government files containing the hidden paper trail. Survivors face lingering consequences—fraudulent marriages, precarious immigration status, and the trauma of having their lives rewritten on paper to mask abuse. The scheme's success shows how predators can twist legitimate systems into tools of exploitation, offering a blueprint that could be reused unless those vulnerabilities are confronted and closed.to contact me:bobbycapucci@protonmail.com

Jeffrey Epstein's so-called “model visa” scheme was a carefully engineered system that used the glamour of the modeling industry as a cover to import and control young women, many from overseas. Recruiters—often women in his inner circle—lured victims with promises of fashion careers, sometimes backed by legitimate-looking modeling agencies and brand associations like Victoria's Secret. Once targeted, women were moved through a network of immigration loopholes, sham marriages, and legal paperwork that appeared legitimate to authorities. Epstein's connections to modeling agents such as Jean-Luc Brunel expanded his international reach, while his money paid for immigration lawyers, housing, and travel to keep the operation running without attracting suspicion. This infrastructure allowed him to maintain a steady supply of victims under the protection of legal status, making escape difficult and silence almost certain.The system thrived in the blind spots between law enforcement agencies, exploiting the fact that visa fraud and marriage records are rarely scrutinized unless tied to larger investigations. Even after Epstein's death, elements of this network remain intact: lawyers, recruiters, and agencies still in operation, and government files containing the hidden paper trail. Survivors face lingering consequences—fraudulent marriages, precarious immigration status, and the trauma of having their lives rewritten on paper to mask abuse. The scheme's success shows how predators can twist legitimate systems into tools of exploitation, offering a blueprint that could be reused unless those vulnerabilities are confronted and closed.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.

Jeffrey Epstein's so-called “model visa” scheme was a carefully engineered system that used the glamour of the modeling industry as a cover to import and control young women, many from overseas. Recruiters—often women in his inner circle—lured victims with promises of fashion careers, sometimes backed by legitimate-looking modeling agencies and brand associations like Victoria's Secret. Once targeted, women were moved through a network of immigration loopholes, sham marriages, and legal paperwork that appeared legitimate to authorities. Epstein's connections to modeling agents such as Jean-Luc Brunel expanded his international reach, while his money paid for immigration lawyers, housing, and travel to keep the operation running without attracting suspicion. This infrastructure allowed him to maintain a steady supply of victims under the protection of legal status, making escape difficult and silence almost certain.The system thrived in the blind spots between law enforcement agencies, exploiting the fact that visa fraud and marriage records are rarely scrutinized unless tied to larger investigations. Even after Epstein's death, elements of this network remain intact: lawyers, recruiters, and agencies still in operation, and government files containing the hidden paper trail. Survivors face lingering consequences—fraudulent marriages, precarious immigration status, and the trauma of having their lives rewritten on paper to mask abuse. The scheme's success shows how predators can twist legitimate systems into tools of exploitation, offering a blueprint that could be reused unless those vulnerabilities are confronted and closed.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.

We're testing something new and sharing it with The Lonely Office audience to get your take. This bonus episode introduces a TLO spinoff concept, Ask a Recruiter, hosted by TLO's Leah Ova. Each week, real questions from the Glassdoor community go straight to top recruiters and career coaches. In this debut, guest JT O'Donnell, founder and CEO of Work It Daily, shares insider strategies for today's market: how to back channel into hidden roles, avoid the biggest recruiter icks, and recover from canceled interviews. If you're facing AI resume noise, ghosting, or subtle age bias, you'll leave with a clear, actionable path forward. Stick around for the rapid-fire segment, where JT answers quick-hit questions like: Networking or online applying? The most underrated job search tool What she'd do first if she lost her job today Her biggest recruiter “ick” and #1 green flag in candidates

Jeffrey Epstein's so-called “model visa” scheme was a carefully engineered system that used the glamour of the modeling industry as a cover to import and control young women, many from overseas. Recruiters—often women in his inner circle—lured victims with promises of fashion careers, sometimes backed by legitimate-looking modeling agencies and brand associations like Victoria's Secret. Once targeted, women were moved through a network of immigration loopholes, sham marriages, and legal paperwork that appeared legitimate to authorities. Epstein's connections to modeling agents such as Jean-Luc Brunel expanded his international reach, while his money paid for immigration lawyers, housing, and travel to keep the operation running without attracting suspicion. This infrastructure allowed him to maintain a steady supply of victims under the protection of legal status, making escape difficult and silence almost certain.The system thrived in the blind spots between law enforcement agencies, exploiting the fact that visa fraud and marriage records are rarely scrutinized unless tied to larger investigations. Even after Epstein's death, elements of this network remain intact: lawyers, recruiters, and agencies still in operation, and government files containing the hidden paper trail. Survivors face lingering consequences—fraudulent marriages, precarious immigration status, and the trauma of having their lives rewritten on paper to mask abuse. The scheme's success shows how predators can twist legitimate systems into tools of exploitation, offering a blueprint that could be reused unless those vulnerabilities are confronted and closed.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

Jeffrey Epstein's so-called “model visa” scheme was a carefully engineered system that used the glamour of the modeling industry as a cover to import and control young women, many from overseas. Recruiters—often women in his inner circle—lured victims with promises of fashion careers, sometimes backed by legitimate-looking modeling agencies and brand associations like Victoria's Secret. Once targeted, women were moved through a network of immigration loopholes, sham marriages, and legal paperwork that appeared legitimate to authorities. Epstein's connections to modeling agents such as Jean-Luc Brunel expanded his international reach, while his money paid for immigration lawyers, housing, and travel to keep the operation running without attracting suspicion. This infrastructure allowed him to maintain a steady supply of victims under the protection of legal status, making escape difficult and silence almost certain.The system thrived in the blind spots between law enforcement agencies, exploiting the fact that visa fraud and marriage records are rarely scrutinized unless tied to larger investigations. Even after Epstein's death, elements of this network remain intact: lawyers, recruiters, and agencies still in operation, and government files containing the hidden paper trail. Survivors face lingering consequences—fraudulent marriages, precarious immigration status, and the trauma of having their lives rewritten on paper to mask abuse. The scheme's success shows how predators can twist legitimate systems into tools of exploitation, offering a blueprint that could be reused unless those vulnerabilities are confronted and closed.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

What happens when life rips up your plan and hands you an unexpected invitation to start over?In this episode of The Career Flipper, host Jenny Dempsey sits down with Lori Wallace, executive recruiter, mentor, and all‑around career‑flipping muse. We talk about the serendipitous way we met (spoiler: Jenny was pretending I worked at an art show) and her journey from corporate banking to a total physical and emotional breakdown that changed everything.These days, we often hear stories about COVID being the turning point for career change but Lori takes us back to another moment that shook the world: 9/11. It was the catalyst that impacted her health, her career, and ultimately, the way she lives and works today.In this conversation, Lori shares:How the events of 9/11 sent shockwaves through her health and careerWhat it's like to be laid off while on maternity leaveThe moment her body forced her to pause and completely reevaluate her lifeWhy listening to your body's signals during transition is non‑negotiableHow career change can be one of the most misunderstood (and isolating) forms of modern traumaIf you've ever felt like the rug's been pulled out from under you, stuck, scared, or unsure of what's next, this one's going to meet you right where you are.Connect with Lori:

Ready to future-proof your recruiting career in 2025? This episode of The Elite Recruiter Podcast is a no-fluff masterclass on winning with AI recruiting systems. Benjamin Mena sits down with Martin Gutierrez, business development lead at SourceWhale, to reveal how top recruiters build bulletproof systems to scale placements, automate busywork, and keep the human touch that wins clients and candidates.

A fun chat with Scott Carson all about his new book Departure 37, the other famous Vonnegut, the race to build the first nuclear bomb, and Doomtown. Plus – Dave has a run-in at the landfill, Laura is thrifting, and Andrew prepares for his first week of teaching. We also recommend: The Recruiter by Gregg … Continue reading Ep. 299 A Visit To Doomtown With Scott Carson

We talk with Lennard Kooy, CEO of Lleverage, about why nobody actually cares about AI—they care about outcomes. Lennard drops hard truths on why most companies are moving too slow, how to accelerate adoption by assisting before replacing, and where agentic workflows are creating real ROI. He also demos a live “gladiator challenge” of building a cold outreach AI agent from scratch, and outlines what every GTM leader needs to do right now to stay relevant. Whether you're a RevOps pro, a BDR sick of cold calls, or a CMO trying not to get fired—this is your wake-up call.   04:43 Interview with Lennard Kooy 09:36 AI-Powered Recruitment and Sales Automation 14:29 Adopting AI in Business Processes 21:29 Practical AI Workflow Demonstration 23:40 Generating Company Lists and Lead Data 24:24 Simplifying Automation for Users 24:47 User Experience and Customer Support 25:39 Quick Wins for New Users 28:10 Potential of Agentic AI in Go-to-Market 30:59 Guardrails for Adopting AI 32:32 The Power of MCP in AI Integration 35:25 Mid-Market Focus and ROI 37:34 Future of AI in Professional Roles 39:41 Advice for Go-to-Market Leaders 42:29 Quick Hits: Practical AI Tips 44:57 Final Thoughts and Takeaways Key Topics Reality Check: Why most businesses don't care about AI—and what they do care about The Trust Layer: How “assist before replace” is the cheat code for adoption Recruiting Reinvented: How Lleverage AI automated 70% of their hiring pipeline Agentic GTM: Where agent workflows are replacing cold calls, research, and lead scoring Demo Time: Watch Lennard build an AI agent live, in under 5 minutes MCP Advantage: Why this new spec removes dev bottlenecks and boosts AI usability Speed > Perfection: Why going slow will kill your competitive edge Hard Truths for Leaders: You will get replaced if you don't move faster Future of Work: What GTM roles look like in a near-agentic future About our Guest: Lennard Kooy is a seasoned tech entrepreneur focused on how emerging technologies can transform business operations. As CEO of AI platform Lleverage, he helps companies automate complex processes without requiring technical expertise, drawing from his experience building and selling martech company Storyteq to ITG. Known for his pragmatic approach to AI adoption, Lennard regularly shares insights on making advanced automation accessible to everyday business teams. He's passionate about strengthening Europe's position in the global AI landscape and frequently writes about the practical realities of implementing AI in enterprise settings.

This week on the Oakley Podcast, host Jeremy Kellett brings in Corey Huey, Kent Childers, and Dustin Eagle from the Oakley recruiting department as the group talks about the company's approach to recruiting and retaining top owner-operators. They cover Oakley's unique benefits—including pay for all miles, weekly settlements, anniversary and referral bonuses, fuel and insurance discounts, and no trailer rental fees—while emphasizing the importance of transparency, relationship-building, and setting clear expectations with recruits. Listeners gain insight into the daily challenges recruiters face, the company's supportive culture, how Oakley's commitment to its drivers sets it apart in the trucking industry, and so much more. Key topics in today's conversation include:Podcast as a Recruiting Tool (1:12)Basics of the Recruiting Call (4:34)Pre-Qualifying and Relationship Building (6:25)Explaining Pay Structure and Incentives (8:38)Anniversary Bonus Program (13:07)Company Culture and Personal Touch (16:23)Financial Benefits and Savings for Owner-Operators (18:12)Referral Bonus Program (20:34)Long-Term Recruiting and Relationship Management (24:37)High Standards and Application Rejection (26:29)Setting Expectations with Recruits (29:22)Recruiters' Multifaceted Roles (32:13)Retention Through Recruiting Process (34:06)Final Thoughts and Takeaways (36:21)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.

Preview: Ukraine: Colleague John Hardie comments on the FT.com report of Kyiv recruiters dragooning civilian men into the depleted national military. More. 1918 UKRAINE COSSACKS

About the Guest(s):Trevor Houston is the host of the "Who You Know Show," a podcast dedicated to connecting job seekers with strategies and resources to overcome the challenges of modern job searches. Known for his expertise in career transitions, Trevor empowers professionals by providing actionable advice and insights into networking, leveraging LinkedIn, and utilizing modern tools like AI to enhance their job search efforts. His commitment to helping individuals navigate employment challenges is reflected in his detailed, practical approach to providing solutions.Episode Summary:In this episode of the "Who You Know Show," host Trevor Houston addresses the top 35 questions submitted by job seekers struggling with ageism, LinkedIn profile building, and career pivots. This comprehensive session serves as a roadmap for turning job search challenges into opportunities. Trevor covers critical job search aspects, ranging from overcoming age bias, utilizing LinkedIn effectively, to building personal brands and adapting to technological advances like AI. His approach not only offers techniques for job hunting but also emphasizes the importance of mindset in the process.During the show, Trevor discusses strategies for navigating a job search in a highly competitive market. Keywords include networking, adaptability, professional branding, and technology integration. He delves into the "hidden job market," the importance of follow-up communication, and how video emails can drastically reduce ghosting rates in job applications. Houston offers insights into transforming job application processes by teaching listeners how to effectively showcase adaptability, communicate unique value propositions, and maintain motivation throughout long job searches.Resources:Trevor Houston on LinkedIn: https://www.linkedin.com/in/trevorhouston/Career Transition Summit: https://event.webinarjam.com/register/67/04404igv LinkedIn e-book: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://online.flippingbook.com/view/714118097/⁠⁠⁠⁠⁠⁠⁠  ⁠⁠⁠⁠⁠⁠⁠Subscribe: ⁠⁠⁠⁠⁠⁠⁠⁠https://podcasters.spotify.com/pod/show/who-ya-know-show ⁠⁠⁠⁠⁠⁠⁠⁠Trevor Houston is a licensed financial professional offering insurance/financial products through various carriers. For more info visit ⁠⁠⁠⁠⁠⁠⁠⁠http://cpwstrategies.com Chapters:(0:00) Overcoming Ageism and Building a Strong Professional Brand(2:55) Overcoming Age Bias by Demonstrating Adaptability and Technology Use(7:00) Leveraging LinkedIn for Job Opportunities and Professional Networking(11:34) Authenticity and Relevance in Professional Self-Presentation(16:10) Embracing Technology for Problem Solving Over Human Reliance(18:03) Authentic Networking Through Giving and Purposeful Engagement(21:08) Effective Follow-Up Strategies and Accessing the Hidden Job Market(27:25) Building an Authentic Personal Brand with AI and Storytelling(33:07) Navigating Career Pivots and Overcoming Employment Challenges(37:18) Overcoming Job Search Challenges Through Personal Branding and Positivity(43:37) Strategies for Staying Positive During Job Searches(49:26) Turning Job Rejections Into Opportunities With Gratitude(52:41) Effective Job Search Strategies Beyond Focusing Solely on Resumes(56:58) Effective Networking Through Value Addition and Connection(59:47) Building Relationships and Following Up with Recruiters(1:03:20) Demonstrating Adaptability and Gratitude in Job Interviews(1:06:54) Managing Job Applications with CRM Tools and AI Assistance(1:07:53) Leveraging Alumni Networks and Professional Associations for Job Search(1:11:01) Aligning Salary Expectations Before Job Interviews(1:12:22) Creating Authentic Video Resumes Using ChatGPT Prompts(1:14:25) Leveraging LinkedIn Recommendations and Video Tools for Job Hunting(1:18:44) Empowering Job Seekers with Confidence and Modern Strategies

Send us a textWhat happens when a broke, hungover Ohio kid accidentally throws a beer bottle in front of a cop car, watches 9/11 unfold on a CRT TV, and decides to radically change the trajectory of his life? You get Aaron Love. In this solo mic-drop of an origin story, Aaron walks us through his chaotic rise from “littering charge degenerate” to USAF Pararescueman. From failed college attempts and $0.50 beer nights to literal jail time and getting smoked in Florida with boats and logs, Aaron lays it all bare—failures, comebacks, and all. This isn't just a PJ pipeline story. It's a redemption arc wrapped in sarcasm, sweat, and service.Prepare to meet the man behind the mic—the oldest, grumpiest, most entertainingly reckless member of the Ones Ready crew. You'll laugh, you'll cringe, and you'll probably Google “Can you really get arrested for littering?”