Podcasts about recruiters

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

Headhunter im Bauwesen stehen vor einer großen Herausforderung: Der Fachkräftemangel verschärft sich, Bauleiter und Projektleiter sind heiss begehrt – und klassische Methoden wie Kaltakquise oder Jobportale verlieren an Wirkung. Viele Kandidaten wollen nicht angerufen werden oder ignorieren Anfragen komplett. Genau hier setzt Content Marketing an. Mit einer gezielten Strategie wirst du als Headhunter zur ersten Adresse für Bauleiter, die sich aktiv bei dir melden. Stell dir vor: Statt täglich unzählige Telefonate zu führen, baust du Inhalte auf, die Vertrauen schaffen – von Karriere-Tipps bis zu Lohnchecks im Bauwesen. Damit positionierst du dich nicht nur als Recruiter, sondern als Experte, der den Markt versteht. Der Effekt: Kandidaten und Unternehmen kommen auf dich zu. In dieser Episode erfährst du, wie du dich als Headhunter von der Masse abhebst, deine Personenmarke stärkst und durch digitale Sichtbarkeit Fachkräfte und Kunden magnetisch anziehst.

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

Zu hören auf Englisch: In der neuesten Folge von CULTiTALK spricht Host Georg Wolfgang mit Motahar Panabad, Senior Director Total Rewards bei einem globalen Logistikkonzern, über die vielschichtige Rolle von Rewards und Benefits in Unternehmen. Motahar gewährt spannende Einblicke in seine Karriere vom Recruiter in die Welt der Compensation & Benefits und teilt, warum er fest an die strategische Kraft von Belohnungssystemen für Organisationskultur und Führung glaubt.Gemeinsam beleuchten die beiden, wie Belohnungssysteme mehr sind als reine Instrumente zur Anerkennung von Leistung. Sie senden starke Signale darüber, was im Unternehmen wirklich zählt, welche Werte gelebt werden sollen – und sie beeinflussen maßgeblich das Verhalten sowie die Identifikation der Mitarbeitenden mit dem Unternehmen. Besonders betont Motahar, dass der Zeitpunkt und die Art der Anerkennung – die sogenannten „Moments that matter“ – für die emotionale Wirkung zentral sind.Das Gespräch reflektiert, wie problematisch es ist, wenn Belohnungen nur kurzfristige Erfolge feiern und so kollaboratives Handeln oder Innovationsgeist untergraben werden. Motahar und Georg sind sich einig, dass der Wandel zu einer zukunftsfähigen Unternehmenskultur ein Leadership-Thema ist und Anreizsysteme zwingend mit den angestrebten Werten und Zielen verzahnt sein müssen.Im weiteren Verlauf werfen sie auch den Blick auf die sich wandelnden Bedürfnisse der Mitarbeitenden – von Flexibilität bis persönlicher Entwicklung – und diskutieren, warum klassische Belohnungssysteme diesen Anforderungen oft noch nicht gerecht werden. Motahar plädiert leidenschaftlich für ein ganzheitliches Total-Rewards-Konzept, das Sinn, Entwicklung und Wertschätzung in den Mittelpunkt rückt – und Mitarbeiter:innen das Gefühl gibt, wirklich gesehen zu werden.Eine inspirierende Folge für alle, die Unternehmenskultur und Mitarbeiterbindung ganzheitlich denken wollen.

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

In dieser Folge von Recruiting Basics zerlegen Ralf, Artur und Stefan schonungslos, warum Recruiting in der Praxis oft weit hinter dem zurückbleibt, was längst bekannt und belegt ist. Warum folgen wir lieber schicken Grafiken statt belastbarer Evidenz?

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

The Elmendorf Economic Development Corp. (EEDC) has approved a three-year contract with Retail Strategies LLC to help grow the local economy. The city corporation's board members took the action Aug. 14 at an early-afternoon meeting, following a presentation by Tyler Sudderth, Retail Strategies' director of community partnerships. Elmendorf City Manager Cody Dailey told the Wilson County News that Retail Strategies uses demographics and other data to attract national retailers. “The company will coordinate a stakeholders' meeting and public hearing in a couple of months to see what people are looking at for more targeted recruitment,” he said after the meeting....Article Link

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/-------------------------

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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

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.

If you're applying for jobs in the energy sector—whether you're a graduate or experienced professional—this episode is worth your time. I sat down with Simon Winfield, former CEO of Hays UK & Ireland, to explore how artificial intelligence is really affecting recruitment, what employers look for in CVs and cover letters, and how jobseekers can stand out in an increasingly automated landscape.Simon also shared candid advice on navigating today's job market, why chasing “phantom roles” can waste your time, and how younger workers can align their values with employers driving energy transition and climate action.

Du willst deine Bewerbung KI-Filter überwinden und endlich Einladungen statt Absagen? Genau darum geht's in dieser Folge: Viele Unternehmen nutzen ATS, die Unterlagen vorsortieren. Deshalb zeige ich dir, wie du deine Dokumente so baust, dass sie durch jeden AI-Filter kommen – strukturiert, lesbar und messerscharf auf die Stelle zugeschnitten.   Warum KI-Filter dich aussortieren   Erstens scannen Systeme nach Keywords und Struktur. Zweitens prüfen sie Knockout-Kriterien wie Standort, Sprache oder Arbeitserlaubnis. Außerdem scheitern viele an komplizierten Layouts. Daher brauchst du Klarheit, Konsistenz und die richtigen Signale – damit sowohl Maschine als auch Mensch deine Passung erkennen.   7 Schritte: So kannst du deine Bewerbung KI-Filter überwinden   1) Relevante Keywords übernehmen: Jobtitel, Tools, Technologien, Branche, Zertifikate. Platziere Schlüsselbegriffe in Profil, Stationen und Skills. Zudem: kurze, konkrete Bulletpoints mit Ergebnissen.   2) Knockout-Fragen bestehen: Formulare vollständig ausfüllen. Zähle praktische Erfahrung aus Projekten, Praktika und Werkstudententätigkeiten. Dadurch vermeidest du unnötige Filtertreffer.   3) Parsing-freundliches Layout: Einspaltig, antichronologisch, Word → PDF. Keine Icons, Textboxen oder verschachtelte Tabellen. Klare Überschriften wie „Berufserfahrung“, „Ausbildung“, „Skills“ helfen zusätzlich.   4) Hard Facts sichtbar: „Arbeitserlaubnis: vorhanden“, „Umzugsbereit“, „Remote möglich“. Wer von München nach Hamburg will, schreibt das explizit dazu. So vermeidest du Absagen wegen Postleitzahl-Algorithmen.   5) Lücken sauber erklären: Monate und Jahre angeben (z. B. 01/2020–12/2024). Kurz begründen: Sabbatical, Pflege, Weiterbildung, Genesung. Dadurch entschärfst du Rückfragen und automatische Flags.   6) Gehaltsangaben smart handhaben: Wenn nicht gefordert, weglassen. Pflichtfeld? Eine Range nennen und im Gespräch öffnen: „Zahl war Formularpflicht – nach Rollenklärung final abstimmen.“   7) Vollständige Unterlagen bereithalten: Zeugnisse, Zertifikate, relevante Referenzen. Anfangs reicht oft der CV (plus optional Anschreiben). Anschließend lieferst du auf Anfrage sofort nach – das erhöht Tempo und Eindruck.   Praxis-Fazit   ATS sind Standard, und dennoch entscheidet der Mensch. Bau deinen CV so, dass Maschinen ihn fehlerfrei lesen und Recruiter in Sekunden verstehen, warum du passt. Setzt du diese sieben Schritte um, wirst du konsequent deine Bewerbung KI-Filter überwinden – und dadurch deutlich mehr Einladungen erhalten.  

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.

Are you in your late 40s or beyond?If so, you have decades of valuable experience, a powerful network, and a laundry list of success metrics. But lately, you may be feeling stuck in your career. * You're no longer moving up. * You're watching your younger colleagues get promoted. * Recruiters ghost you more often now. * Job interviews stall out even when you think you interviewed well. You're too experienced for entry-level or mid-level roles. And when you aim for more senior leadership or executive roles, you discover they want someone with 25 years of experience who's only 35 years old. Heaven help you if you get laid off now. It's not a pretty job market for anyone, especially an older worker. “People laid off at higher ages are less likely to move into a new field than those who quit, said Kevin Cahill, an economist at FTI Consulting. “Ageism and higher compensation expectations can be obstacles to re-employment, he said.” (source)* It takes nearly 26 weeks, on average, for people ages 55 to 64 to find a job, compared with 19 weeks for people ages 25 to 34, according to the U.S. Bureau of Labor Statistics.* Older career workers who find new jobs take an 11% pay cut, on average, according to a forthcoming study Cahill co-wrote.So, why not take an early retirement? Well, I bet you're not there yet. Financially, emotionally, or physically. The sad truth is that people who retire sooner die earlier. Believe me, you're not alone in feeling this way and facing this issue. This “messy middle” of our professional careers is real, and it's brutal.But it's also where your next move can be your most powerful. I know it doesn't feel like it right now, but reinventing yourself can lead to living the best years of your life. I'm living proof, and there are lots of us who have done it. It's been over 15 years since I fled my old corporate career to pivot into something new. I built my own businesses, started working out every day, and reinvested in my most important relationships. My sense of loss and depression shifted into joy and fulfillment. I've never been happier! The Messy Middle You're not imagining things, and it's not just you. The job market has shifted under your feet while the economy has been struggling, and political chaos ensues. * Good roles are becoming rarer, and expectations are higher.* Companies are cutting layers of middle and senior management.* They are also eliminating entry-level roles and leaning on fewer employees augmented with AI. * Ageism is real (especially in tech and startups), but hard to prove. * AI is quietly replacing parts of your job.* Younger, cheaper hires are more appealing than the cost of more experienced employees.You didn't do anything wrong. But the system isn't built for you anymore.“The tide has definitely turned against tech workers,” said Catherine Bracy, the founder and chief executive of TechEquity, a nonprofit that pushes for economic inclusion in the industry. “Companies have even more leverage to use against workers, and A.I. is supercharging that.” (source)Traditional Career Advice Fails You “Just update your LinkedIn and polish your resume! Start easy applying to hundreds of jobs every week.”Yeah… no. When you've had a long, complex career, playing the “cold-apply resume” game is a sure-fire way to lose. The hiring process is automated and biased. Most online applications are dead ends, and older workers are screwed. You need a new strategy for this new game.Your leverage is different nowAt this stage of your career, you have leverage that younger people don't. Stop being shy about using your advantages!* Relationships: The network you've built for decades is more powerful than you think.* Reputation: People know your name. They've seen your work. They already trust you.* Experience: You've led, built, scaled, failed, recovered, and learned. Your insights are rare and valuable.Three paths out of the messy middle1. Reposition and rebrand2. Redesign your role3. Find more purposeI go into more detail in the podcast audio, so scroll up, hit play, and listen. Real stories of reinvention * David Jesse - Executive Product Leader, advisor, coach, and founder of Crescendo Product Group * Ha Nguyen - Founder and Managing Partner at NextStep Advisors * Maureen Wiley Clough - Host of It Gets Late Early, a podcast and community of tech employees bringing awareness to ageismNone of them waited for someone to “give them a shot.” They stopped playing the game that was rigged against them. They created their next opportunity.You can too.What to do this monthHere's your 3-step personal challenge:* Rewrite one part of the “Story of You”What's the outdated identity or job title you're clinging to? Rewrite your LinkedIn headline and About section to reflect who you are now and who you want to become. * Reignite one dormant relationshipSomeone in your network already knows your value. Reach out, reconnect, and have a real conversation. I created a free CRM to help with this. * Map out your next move If you weren't looking for a job, what kind of business might you build? What problem could you solve? How could you repackage your skills as an offer to a client? Let's define your “Next Act” togetherDoes all of this feel familiar? Did this article hit a nerve? Good! That means you're ready.You don't have to figure this out alone. I work with experienced professionals like you every day to help you:* Clarify what you really want next in your life * Reposition your talent, knowledge, skills, and experience* Build new opportunities, but on your terms this time Book a free call with me! Let's talk about what's possible next.I'm Larry Cornett, an executive coach who works with ambitious professionals to help them reclaim their power, become more invincible, and create better opportunities for their work and lives. Do more of what you love and less of what you hate!

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

In our latest podcast, we dive deep into the recruitment world with Mitch, a founder and specialist recruiter in Quality Assurance & Regulatory Affairs (QA/RA). If you're a hiring manager, candidate, or aspiring recruiter in the life sciences or medtech industries, this episode is packed with honest insights and practical advice. What you'll learn: Why Mitch chose to specialize in QA/RA The tension between client expectations and candidate realities How recruiters make their revenue (yes, we ask the money question!) Whether promoting open positions is still a challenge in 2025 Mitch's personal journey—education, family, and the struggles of building a business from scratch What he would do differently if he had to start again Whether you're considering using a recruiter or dreaming of launching your own hiring firm, this episode will help you understand what it really takes to go "from zero to one."

Still stuck in the job search with zero offers? A recruiter spills the truth about the top mistakes that are silently sabotaging your chances—and how to fix them fast.Chapters:0:00 – Why You're Not Getting Job Offers (From a Recruiter's POV)➤ Hook viewers with real talk on why qualified candidates get overlooked.1:17 – 1. Lack of Career Clarity Is Costing You Interviews➤ Discover how being unclear about what you want confuses hiring teams—and how to fix it.3:48 – 2. Your Resume Isn't Selling Your Value➤ Learn what recruiters actually look for in a resume and how to make yours stand out.6:12 – 3. Applying Online Isn't a Strategy (It's a Trap)➤ Why mass applying won't work in 2025—and what to do instead.9:35 – 4. You're Not Interviewing Like a Top Candidate➤ How to go beyond basic prep and deliver interviews that win offers.12:02 – 5. You're Downplaying Your Worth (And It Shows)➤ Stop playing small—learn how to confidently talk about your strengths and results.15:00 – Shift Your Mindset, Shift Your Results➤ The mental reframe that changes everything in your job search.16:45 – Final Thoughts from a Recruiter: What To Do Next➤ Tactical steps you can take today to start landing interviews and offers.You walked out of the interview room confident—every answer landed, the vibe was good, maybe even a few laughs. And then… silence. No callback. No offer. So what happened? In this episode, executive recruiter and career expert Renee Frey pulls back the curtain on what really goes into hiring decisions—and why the best interviewer often wins over the most qualified candidate. You'll learn: The #1 reason candidates get rejected even after strong interviews What hiring managers actually care about behind the scenes 5 tactical steps to make yourself unforgettable How to follow up the right way (and why it matters) How to turn a good interview into a job offer Whether you're actively job hunting or just want to be prepared, this episode will give you the tools to stand out and get hired.

Legendary coach Phil Bennett joins 365 Sports with stories, insight, and reflections from decades on the sideline. He shares why he believes DJ Kinney is a rising star in coaching, what makes coaching “hard” different from being harsh, and how legendary recruiters like Bill Snyder and Art Briles could win over any family. Bennett also recounts clashes with Bill Parcells, the power of building trust with players, and how he handled criticism from fans and the media. A must-watch for football fans who love the game beyond the scoreboard. Learn more about your ad choices. Visit megaphone.fm/adchoices

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?”

In this Mic Drop episode, Loxo's Founder and CEO, Matt Chambers, joins us to discuss the importance of workflow in recruitment and how it can lead to better results. When it comes to a recruiter's competitive edge, workflow is everything — and the historical method of using multiple point solutions simply won't cut it anymore.In order to 50x your outputs, you need to 50x your workflow — and the technology exists now to make that change possible. Subtle (or not-so subtle) plug for Loxo: an all-in-one Talent Intelligence Platform that integrates sourcing, data, automation, and workflows is how modern recruiters will win.Chapters:00:00 - Podcast Intro02:05 - Why the talent intelligence workflow is a game-changer09:20 - Understanding recruiter operations and necessities16:40 - Navigating old vs. new recruitment methods36:33 - Five steps to revolutionize your workflow45:25 - Why some resist modern recruitment methods51:53 - Closing thoughts and farewell

In this Tactical Tuesday episode Sam is joined by Natalia Bullett, a Strategic Account Manager at Loxo, to discuss the evolving landscape of in-house recruitment. Throughout the conversation, they explore key success metrics for in-house recruiters, like time to fill, cost per hire, and candidate experience. Of course, we can't have this conversation without emphasizing the importance of leveraging technology and AI to streamline processes and ensure accurate reporting. The two also get into how diversity and inclusion come into play in in-house hiring practices, advocating for a more holistic approach to recruitment that considers both quantitative and qualitative metrics.If you're an in-house recruiter, this is a must-listen episode!Chapters:00:00 - The new rules for in-house recruiting success02:50 - Actionable strategies to slash your time to fill08:40 - Practical AI tools to streamline your recruiting process11:05 - The real story behind your cost per hire numbers15:50 - How to effectively measure and boost candidate experience20:00 - Inclusive hiring strategies that go beyond the metrics23:00 - Final thoughts on mastering your recruiting metricsExplore all our episodes and catch the full video experience at loxo.co/podcastBecoming a Hiring Machine is brought to you by Loxo. To discover more about us, just visit loxo.co

In this eye-opening episode of the Career Gems for the Journey podcast, Leah C. Murphy, CEO of Career Gems for theJourney, sits down with Lindsey Schultz—CEO of MRC Recruiting—for a behind-the-scenes look at what really matters in today's hiring landscape.Whether you're a job seeker, a hiring manager, or simply reevaluating your next career move, this episode offers must hear insights to help you make intentional, values-aligned decisions. Lindsey pulls back the curtain on what recruiters actually prioritize, how to position yourself authentically, and why resumes only tell part of the story. Listen in to learn:

The Greatest Leadership Myth in the world today: INDIVIDUALSaccomplish great things.Nothing of SIGNIFICANCE has ever been achieved by an INDIVIDUALacting alone.Below the surface, what seem like SOLO ACTS, are always TEAMEFFORTS.MYTH: INDIVIDUALS accomplish great things.TRUTH: TEAMS accomplish great things.“It takes 10 hands to score a basket.”—John WoodenYou can't accomplish anything of SIGNIFICANCE without a TEAM.Luke 6:12-13 One of those days Jesus went out to a mountainside to pray, andspent the night praying to God.   When morning came, he called his disciples tohim and chose twelve of them, whom he also designated apostles:3 Leadership Lessons From Jesus On Teamwork1. Very few things are as IMPORTANT as the TEAM you SURROUNDYOURSELF with.Vision Caster, Theologian, Teacher/Communicator, Manager, Teambuilder,Creative, Writer, Recruiter, Conflict Arbitrator, Musician, Counselor, FinancialExpert, Construction, Real Estate, Audio/Visual, Graphic Design, (knoweverything about) Kids, Students, College, Adults, Special Needs, Seniors, FoodService, Funerals, Weddings, Social Media, Marketing, Crisis Management,Human Resources, Legal, Web Design, Development, SecurityGod's DREAM for you will be determined by the STRENGTH of the TEAMaround you.2. When choosing a team, prioritize TEAMWORK over TALENT every time.Luke 6:14-16 Simon (whom he named Peter), his brother Andrew, James, John,Philip, Bartholomew, Matthew, Thomas, James son of Alphaeus, Simon who wascalled the Zealot, Judas son of James, and Judas Iscariot, who became a traitor.Acts 4:13   When they saw the courage of Peter and John and realized that theywere unschooled, ordinary men…“Talent wins games, teamwork wins championships.”—Michael JordanActs 4:13 When they saw the courage of Peter and John and realized that they wereunschooled, ordinary men, they were astonished and they took note that these menhad been with Jesus.3. Jesus prioritized INVESTING IN and EMPOWERING His team.Matthew 10:1 Jesus called his twelve disciples together and gave them authorityto cast out evil spirits and to heal every kind of disease and illness.AUTHORITY—the power or right to make decisions.If you want things done RIGHT, you have to do it YOURSELF“It is amazing what you can accomplish if you don't care who gets thecredit.”—Harry TrumanYou can't accomplish anything of significance without a TEAM.Do you have the RIGHT TEAM around you?

In this episode, Chris chats with Susan O'Neal, a long-time force in the visual effects industry, about her remarkable career journey and insights into the evolving VFX world. Susan recounts starting as employee #24 at Digital Domain in the early '90s, working on landmark projects like Titanic, and moving through various studios such as Lightstorm, A52, CIS, Zoic, and Riot. Along the way, she wore many hats, from operations to production, before pivoting to recruiting, where she found her niche connecting talent with opportunity while balancing her family life. Susan shares candid stories about the early days of VFX, the quirky culture at DD, and how she transitioned into recruiting and coaching. She and Chris discuss how the industry has changed with remote work, tax incentives, and the rise of AI and virtual production. Susan also offers practical advice for creative professionals on LinkedIn best practices, career resilience, and staying adaptable in uncertain times. This episode is a thoughtful reflection on the past, present, and future of creative careers.

Send us a textThis one's a banger, folks. Lt Col Brandon Temple—Mustang, TACP legend, and card-carrying member of the “deep state”—joins the team room and brings the heat. From botching his shot at pro baseball to stumbling into the Air Force via a giant binder of mystery jobs, Temple's journey is pure chaos and grit. We dive into his Mustang days (yes, he enlisted first), Navy betrayal (yep, he crossed over), and what it was like sleeping bag spooning with a CCT in Afghanistan.Oh, and he's not just a warfighter—he's a legislative assassin now, influencing Capitol Hill and telling Congress what's up with AFSPECWAR. Add in some dark humor, Civil War accents, a napalm joke, and a love letter to Hunter Seven Foundation… and you've got an episode that's half roast, half reverent, and 100% Ones Ready.

Sherrod Blakely,  Kwani Lunis and Gary Washburn discuss the Celtics' summer league play. Suggested Thumbnail Images: Jayson Tatum; Dame Lillard; Jordan Walsh, Charles Bassey, Baylor Scheierman  ⏰️0:00 - EPISODE TIMELINE⏰️ 1:09 - Celtics lose 100-96 to Heat in Summer League 5:25 - Jordan Walsh ejected in Summer League game vs Heat 10:32 - Most impactful player on Celtics Summer League team 10:40 - Charles Bassey 14:27 - Kenneth Lofton Jr. 15:20 - What do you want to see more of rest of Summer League for Celtics? 15:30 - Hugo Gonzalez 16:51 - Baylor Scheierman  17:04 - More thoughts on Hugo Gonzalez 20:46 - Subscribe to the Podcast 21:18 - Prizepicks 22:22 - Kwani interview with Ice Cube 24:55 - Report: Jayson Tatum recruiting Damian Lillard to join Celtics How would Dame Lillard signing with Celtics impact team? 33:41 - Wrapping up Make sure to SUBSCRIBE to the BIG NBA Podcast on CLNS Media, Apple and Spotify! 

Ever felt cornered when a recruiter asks, “What's your expected salary?” Only you and about a bajillion other job seekers. I'm a little sick and tired of silly recruiters cornering you about this. It's TOO EARLY in the process to be doing this nonsense. Why do people not show each other their “balance sheets” on the first date, amiright?!?! Even so, your matchmaker Coach here wants you to handle the pressure with grace and simultaneously avoid lowballing or highballing yourself. Here's the script and I included the backdoors and escape hatches too. 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 three books related to 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

If you think stuffing your LinkedIn profile with keywords is enough to get found by recruiters… think again.In this episode, we dive into the real mechanics behind LinkedIn's algorithm — backed by data from LinkedIn, Jobscan, and recruiter behavior. You'll learn the five profile fields that actually impact your visibility in search results, how recruiters use filters, and what you can change today to show up more often.Whether you're job searching or just trying to build your brand, this episode will help you finally make LinkedIn work for you — not the other way around.Follow us:Follow Let's Eat, Grandma on LinkedInUse Chris' LinkedIn for the newsletterCheck us out on Instagram Hosted on Acast. See acast.com/privacy for more information.

Welcome to The Chrisman Commentary, your go-to daily mortgage news podcast, where industry insights meet expert analysis. Hosted by Robbie Chrisman, this podcast delivers the latest updates on mortgage rates, capital markets, and the forces shaping the housing finance landscape. Whether you're a seasoned professional or just looking to stay informed, you'll get clear, concise breakdowns of market trends and economic shifts that impact the mortgage world.In today's episode, we look at how the industry's publicly-held companies are faring. Plus, Robbie sits down with Absolute Home Mortgage Corporation's Matthew VanFossen to discuss how executives handle recruiters constantly attempting to poach top originations. And we close by examining what's ahead on the economic calendar this week.Thank you to Ocrolus. Ocrolus is transforming the mortgage industry with AI-powered data and analytics, featuring cutting-edge tools for automated indexing, income analysis, and discrepancy insights. Ocrolus is empowering underwriters to make timely, confident lending decisions. Whether you need to verify income across complex pay scenarios or review borrower documents with confidence, Ocrolus helps mortgage teams move at the speed of automation with the precision of human oversight. Learn more at ocrolus.com/mortgage.

In this episode, top recruiter and founder of her company the Linchpin Co., Colleen Pelly breaks down exactly what it takes to stand out in today's competitive job market — from resume red flags to the subtle signals that make hiring managers say yes. We dive into the art of salary negotiation, why certain demographics consistently undersell themselves, and how to approach job searching with strategy and confidence. Colleen also shares the story of how she built and scaled her recruiting business from the ground up — all while on maternity leave.

In this episode of The Conference Room, Simon Lader sits down with Dan Rhodes, an accomplished executive in cybersecurity talent acquisition. With over two decades of experience in IT recruiting, Dan shares his journey from starting in customer service to leading executive search for high-growth security vendors. The conversation delves into the evolution of recruitment, the impact of technology, and the importance of building strong relationships in the hiring process.Key MomentsDan fell into recruitment by chance after being inspired by the dynamic environment of a recruitment firm.He emphasizes the importance of persistence and passion in pursuing opportunities.The recruitment landscape has shifted from a transactional approach to a more consultative role.Recruiters are now expected to provide market intelligence and strategic guidance to clients.The advent of email and communication tools like BlackBerry revolutionized the recruitment process.The recruitment industry often faces a negative reputation due to unprofessional practices by some recruiters.Key factors for successful partnerships include clear communication, respect for the recruitment process, and a willingness to adapt.Companies that engage effectively with recruiters tend to have better hiring outcomes.Embrace a willingness to learn and adapt to new methods and technologies.Focus on solving client problems better than competitors.Master execution and maintain a disciplined approach to daily tasks.Dan shares insights on the company's focus on profitability and growth in key sectors like fintech and cybersecurity.The challenge of hiring skilled recruiters in a competitive market.To learn more about Dan Rhodes please visit his Linkedin ProfileTo learn more about Altura Partners Ltd please visit their website.YOUR HOST - SIMON LADER    Simon Lader is the host of The Conference Room, Co-Founder of global executive search firm Salisi Human Capital, and lead generation consultancy Flow and Scale. Since 1997, Simon has helped cybersecurity vendors to build highly effective teams, and since 2022 he has helped people create consistent revenue through consistent lead generation.        Get to know more about Simon at:   Website: https://simonlader.com/  Twitter: https://twitter.com/simonlader  LinkedIn: https://www.linkedin.com/in/headhuntersimonlader/      The Conference Room is available onSpotifyApple podcastsAmazon MusicIHeartRadio