Podcasts about Recruitment

Caleb Weiss of the Long War Journal details the deceptive recruitment of African men from Kenya and Uganda to fight for Russia in Ukraine, sparking controversy and diplomatic tension.1936 KENYA

Bill Roggio and Caleb Weiss provide updates on Somalia including relative success against Al-Shabaab leadership, while reports confirm Russian deceptive recruitment of Africans for the war in Ukraine.2020 SOMALIA

How can patients receive more consistent interventional radiology care amid a national shortage of IR physicians? That question led Dr. Rick Daniels to develop a new outpatient practice model centered on recruiting independent IRs to provide long-term, fractional coverage for groups in need. In this episode of the BackTable Podcast hosted by Dr. Aaron Fritts, Dr. Daniels outlines the thinking behind this approach and how it aims to expand access to IR services in outpatient settings. --- SYNPOSIS The conversation examines the evolving landscape of IR practice, including the challenges associated with transitioning between practice settings and building sustainable outpatient service lines. Dr. Daniels walks through the development of his model, with particular attention to identifying and supporting outpatient embolization opportunities. The discussion also explores the consortium-style structure for independent IRs, emphasizing long-term alignment, professional autonomy, and scalability at a national level. Operational considerations such as technology partnerships, documentation workflows, and targeted marketing strategies offer a practical look at what it takes to make this model work. --- TIMESTAMPS 00:00 - Introduction03:49 - Evolution of an Independent IR Practice05:30 - Challenges and Opportunities in Outpatient IR09:58 - Building Service Lines and Marketing Strategies18:34 - Forming a National IR Group25:21 - Balancing Business and Healthcare25:37 - Evaluating and Correcting Site Performance28:16 - Expanding Geographical Reach30:45 - Recruitment and Retention Challenges38:07 - The Importance of Tech-Doc Teams42:35 - Future Goals and Recruitment Efforts45:58 - Conclusion

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This week Eric gets recruited and he's having some trouble keeping the act up. Everyone is on Johnny but after a Jack in the Box game leaves him up for murder, the table starts to turn to Stephen.If you enjoyed this episode please share it with your Traitors friends and follow us on Instagram at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@taglinetwinks⁠⁠⁠

Roller Derby is an exciting sport with a vibrant community--and the Hellions of Troy have an upcoming recruitment night! the Voice of the Hellions, Chowder, and the Lead Manager, Tsunamae, join hosts Marrow and Guy Schaffer live in the studio to discuss all things derby.

Guest: Craig Unger. Trump's 1987 Moscow trip, arranged by the KGB, was followed by newspaper ads criticizing U.S.alliances. Unger claims these ads, echoing Soviet talking points, combined with real estate dangles to seal the recruitment deal.1936 BROOME STREET

Le Recruiting Operations (ou RecOps pour les intimes), ça peut vite sembler un peu obscur. Que fait-il exactement ?Process ? Outils ? Data ? Compliance ? Sécurité ? Onboarding ? Spoiler : c'est tout ça à la fois. Et même bien plus encore.Alors pour y voir un peu plus clair, j'ai décidé de dédier une série d'épisode à ce sujet. Et on commence avec Chloé Morisson, Program Manager Recruiting Operations chez Datadog. Recruteuse repentie devenue architecte de l'écosystème recrutement, Chloé est ultra-pragmatique, et surtout très lucide sur ce qui fait (vraiment) tourner une équipe recrutement dans la durée.Alors au programme de cet échange :

Josephine Palermo speaks with Jordan Peace, co-founder and CEO of Fringe, about the innovative employee experience platform that aims to enhance workplace benefits. They discuss the challenges of entrepreneurship, the importance of mental health, and Jordan's upcoming book, 'Stop,' which encourages readers to take intentional breaks in a fast-paced world. Jordan also shares his personal journey with ADHD and how it has shaped his leadership style.    Chapters 00:00 Introduction and Setting the Scene 02:21 The Birth of Fringe: A New Approach to Employee Benefits 06:47 Value Proposition for Employers: Retention and Recruitment 10:00 Navigating Challenges: The Secret to Success 13:49 The Importance of Stopping: Insights from Jordan's Book 19:04 Embracing ADHD: A Shift in Perspective 23:47 Conclusion and Future Plans Contact Jordanwww.fringe.ushttps://www.linkedin.com/in/jordan-peace-fringeContact Josephine www.josephinepalermo.com.au Share your views with us at josephine@gearedforgrowth.biz

Why do some recruiters win retained work in a single meeting while others pitch for weeks and still lose to contingent competitors? My guest, James O'Brien, knows exactly why. And it has nothing to do with fee structure. James is the Managing Director and COO at i-intro. He's been in recruitment since the late 1980s and has spent the last decade helping recruitment firms move from transactional, contingent work into retained and exclusive assignments. His clients consistently outperform the market, with 96% one-year retention and 93% of placements still in role after two years. In this episode, James delivers a practical masterclass on consultative selling. He explains why most recruiters lose retained work before they even walk into the meeting, how to reframe hiring conversations around risk and retention, and what it really means to position yourself as a management consultant who specializes in talent acquisition. This conversation is for recruiters who are tired of pitching, discounting, and competing with five other agencies for the same role. You'll hear the exact questions James uses to expose hidden hiring failure, why “wow” should be the standard for every client meeting, and how preparation, not persuasion, is what wins retained work consistently. In this episode, you'll learn: Why recruitment isn't the real problem and retention is The three questions that reframe hiring failure for clients How to measure retention and use it to justify higher fees Why most recruiters lose retained work in the preparation, not the pitch How to show value instead of just describing your process What accountability really looks like beyond the placement Why retained fees feel fair when clients understand the true cost of hiring failure Episode Highlights: [03:56] Why transactional recruitment is dying [10:13] Recruitment's not the problem. Retention is [13:34] How to measure retention and monetize better outcomes [18:00] The three questions that reveal a 20–30% hiring failure rate [32:23] Why “wow” should be your minimum standard in client meetings [36:35] The preparation process that wins retained work [45:00] Why proposals still matter and when to send them [59:03] Accountability beyond the placement and why 12-month guarantees work Sponsor This episode is brought to you by Recruiterflow — an end-to-end, AI-first recruitment platform designed to help recruiters run and scale their business more effectively. Recruiterflow combines ATS, CRM, sequencing, data enrichment, marketing automation, and AI agents in one streamlined system. Many top recruiting leaders and members of our coaching community rely on Recruiterflow to stay organised, consistent, and competitive. You can learn more or request a demo at https://recruitmentcoach.com/recruiterflow. Guest Bio James O'Brien is the Managing Director and COO at i-intro. Since the late 1980s, he has worked across every part of the recruitment industry and now helps recruitment firms transition from contingent to retained and exclusive search. His work focuses on retention, accountability, and elevating recruiters from job fillers to trusted talent advisors. Connect with James: LinkedIn: James O'Brien Website: i-intro Connect with Mark Whitby Get your free 30-minute strategy session: recruitmentcoach.com/strategy-session

What if the fastest way to modernise HR isn't ripping out systems or buying another mega-platform but connecting what you already have in a smarter way?In this episode of the HRchat Podcast, Bill Banham sits down with James Davies, CEO of Kinetic Data, to explore how an agility layer can transform fragmented HR and enterprise processes into simple, human-centred workflows employees actually use.James shares his journey from help desk technician to leading a platform trusted by the U.S. Department of Defense and Fortune 2000 organisations. Along the way, he explains why so many HR and digital transformation programmes stall in “upgrade purgatory”—and how starting with user experience, not technology, creates faster change, safer upgrades, and better adoption.We explore how orchestration across HRIS, ITSM, ERP, and identity systems enables a single front door for employee requests—everything from access and time off to kudos and performance reviews—without adding platform bloat.The conversation also dives into compliance in highly regulated environments. James explains how reading policy (instead of blindly following tradition) unlocks digitisation without weakening controls, enabling smarter renewals, integrated training records, and smoother first-day experiences.Inside Kinetic Data, James outlines a four-pillar operating model—Growth, Product, Success, and Operations—and reflects on servant leadership, empathy built through doing the work, and how intentional culture has kept employee turnover close to zero.If you're wrestling with complex systems, slow upgrades, or HR processes that push employees back to manual work, this episode offers a practical blueprint for reducing friction, freeing up budget for innovation, and building durable software that works under pressure—with a memorable Toyota Land Cruiser analogy along the way.Key topics include:Help desk roots and a service-first mindsetWhy modernisation is about coordination, not more toolsThe agility layer across HRIS, ITSM, ERP, and identityDesigning employee experience before system architectureCompliance lessons from DoD and federal environmentsReducing maintenance to fund innovationServant leadership, introversion, and near-zero turnoverBuilding “Land Cruiser” software that just worksSupport the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

In this episode of the HR Leaders Podcast, we sit down with Ilja Bitterling, VP Skills Intelligence & Performance Management at Deutsche Telekom, to unpack how large organizations can finally make skills data usable, trusted, and decision ready.Ilja explains why skills intelligence is not about inventories, but about creating a shared language that connects workforce decisions, performance outcomes, and future readiness. He breaks down how Deutsche Telekom moves from fragmented skill signals to clear, comparable insights leaders can actually act on.Most importantly, he shares why performance management and skills cannot live apart anymore, and how organizations that connect them move faster, allocate talent better, and avoid betting the future on outdated role assumptions.

In this episode of the Grow A Small Business Podcast, host Troy Trewin interviews Amanda Daering, co-founder of Newance, shares how she built a successful recruitment and fractional HR firm after becoming frustrated with traditional agencies. She reflects on navigating a tough hiring market and experiencing the company's first loss in 2024. Amanda explains how Newance achieved a strong turnaround in 2025 with 12% sales growth while cutting costs by 25%. She discusses the importance of candid leadership, sustainable culture, and hiring for mindset over resume. This episode offers valuable lessons on resilience, clarity, and building a thriving small business with a lean, high-performing team. Why would you wait any longer to start living the lifestyle you signed up for? Balance your health, wealth, relationships and business growth. And focus your time and energy and make the most of this year. Let's get into it by clicking here. Troy delves into our guest's startup journey, their perception of success, industry reconsideration, and the pivotal stress point during business expansion. They discuss the joys of small business growth, vital entrepreneurial habits, and strategies for team building, encompassing wins, blunders, and invaluable advice. And a snapshot of the final five Grow A Small Business Questions: What do you think is the hardest thing in growing a small business? Amanda Daering shares that the hardest part of growing a small business is not getting distracted by being busy, but instead focusing on the few key activities that truly create leverage and move the business forward. What's your favorite business book that has helped you the most? Amanda Daering shares that her favorite business book is the classic "High Output Management" by Andy Grove. She values it because Grove views business through the lens of systems, which aligns with how she likes to lead and advise others. She pairs this systematic approach with a deep sense of empathy for the humans operating within those systems. Are there any great podcasts or online learning resources you'd recommend to help grow a small business? Amanda Daering recommends using AI as a thought partner for online learning, specifically by using prompts to have AI "polish" ideas or identify flaws in a plan. Regarding podcasts, she frequently listens to Esther Perel's "Where Should we Begin?" and finds value in attending conferences outside her industry—such as those focused on therapy or human behavior—to understand how human trends impact the workplace. What tool or resource would you recommend to grow a small business? Amanda Daering recommends a weekly clarity meeting as the most essential resource for growing a small business. Rather than searching for complex technology, she believes the real "unlock" is a simple, consistent check-in where leaders face reality and look at the actual numbers. She emphasizes that without this core rhythm and clarity, any additional technology or tools piled on top will not be effective. What advice would you give yourself on day one of starting out in business? Amanda Daering's advice to her "day one" self, from over seven years ago, is to let it feel easier. While she emphasizes maintaining a strong sense of hard work and discipline, she suggests doing so without the heavy pressure and weight often associated with entrepreneurship. She reflects that she was originally missing the fact that she was actually having fun along the journey. Book a 20-minute Growth Chat with Troy Trewin to see if you qualify for our upcoming course. Don't miss out on this opportunity to take your small business to new heights! Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.     Quotable quotes from our special Grow A Small Business podcast guest: Balance realism with optimism, because growth becomes easier when you can see both risk and possibility clearly – Amanda Daering Let entrepreneurship feel lighter, because the journey is meant to be enjoyed, not just endured – Amanda Daering Being candid and honest builds more trust than trying to sound polished or perfect – Amanda Daering  

Are your people excited about AI, or quietly anxious about what it means for their jobs? And how psychologically safe is your workplace culture when it comes to dealing with this uncertainty? On this week’s episode, we explore how leaders can help teams navigate rapid change without losing trust or momentum. Suhini Wijayasinghe, Head of HR Solutions at people2people Recruitment, shares new research on why many workers feel unprepared for an AI-driven future. She explains how employers can build AI literacy without fear. Then, leadership consultant Sue Barrett, of Barrett Consulting Group, explains why psychological safety and clear communication matter most during uncertainty. She shares her top tips on how leaders can guide teams forward, even when they don’t have all the answers. Business Essentials is produced by: SoundCartelsoundcartel.com.au+61 3 9882 8333See omnystudio.com/listener for privacy information.

"First thing I'd say is do it… just throw yourself into it."  "Spend the first ninety days getting to know the people… listening… before acting."  "Communication here is more high context… there's a lot of reading between the lines."  "Trust is doing what you say you would do."  "A leader is someone who takes a strategy and a vision breaks that down into habits… and empowers people to execute."  Grant Torrens is an Australian recruitment leader and long-tenured Hays executive who became Managing Director of Hays Japan after a two-decade, multi-country journey with the firm. He joined Hays in London in 2006 through its graduate program—initially as a jobseeker who "fell into recruitment" like many in the industry—working a demanding hedge-fund desk in the City. After navigating the Global Financial Crisis, he took a career break to travel across Southeast Asia, where a short visit to colleagues in Singapore turned into a relocation, leveraging Hays' global internal mobility and his transferable financial-services recruitment expertise. ] Years later, he was offered the Japan role—but COVID-era border restrictions meant he effectively "ran Japan from Singapore" for about 15 months, relying heavily on his Japan leadership team and building data-driven management systems to lead remotely. When he finally relocated to Tokyo, he focused on deep listening, high-clarity communication, and change management—while guiding Hays Japan through a strategic shift toward stronger service for Nikkei clients and hiring more Japanese nationals, including team members who don't work in English.  Grant Torrens' leadership story is built on three threads: global mobility, remote-first problem solving under pressure, and culture-building at the intersection of Hays' global norms and Japan's high-context communication. He joined Hays "by accident" in London—starting in financial services at a moment when the City rewarded performance and speed, then learning to survive and adapt through the post-2008 shock. The early lesson that carries forward is pragmatic: when conditions change, your approach must pivot too. That mindset shows up repeatedly in his later Japan leadership—especially when COVID delayed his physical move and forced him to lead Japan from outside the country. During that "remote with a capital R" period, Torrens deliberately upgraded the mechanics of decision-making: he turned raw sales and activity data into usable management information, taught himself Excel at a much higher level, and used those insights to create sharper, more useful conversations over video calls. It's a very modern leadership move, but grounded in a classic idea: if you can't rely on presence, you rely on clarity—data clarity, expectation clarity, and communication clarity.  Once on the ground in Japan, his operating principle remained "listen first." He emphasizes that many leaders arrive, see processes that look "wrong," and try to replace them with headquarters logic—only to discover later those practices existed to serve customers and local realities. His antidote is explicit: spend the first ~90 days learning, not executing change. In Japan specifically, he adds two important nuances: (1) communication tends to be high-context—direct bluntness that feels "normal" in Australia/UK can land badly in Japan, and (2) trust is tightly linked to process—nemawashi and broad involvement matter, even if it slows decisions compared to London-style speed. On culture, Torrens frames "Grant culture" as mostly aligned with Hays culture after 20 years inside the firm—but he still sees leadership latitude inside the umbrellas of global standards and Japanese expectations. His chosen lever is change: he wants a culture where change is less feared and more celebrated. That includes giving people "permission" to try, treating mistakes as learning data (especially early), avoiding public blame, and celebrating wins so innovation feels worth the effort. He also highlights the practical friction of language and meaning: even company values can translate oddly, so global messaging must be adapted carefully to remain faithful—especially as Hays Japan expands its Nikkei-facing business and hires more Japanese-only speakers.  Q&A Summary Why did you choose recruitment—and how did Japan happen? Recruitment wasn't the plan; it was an opportunity in London when he was unemployed and out of options. Japan was always in the background (he studied Japanese), but Singapore became the stepping stone because it was an easy transition into Asia—English-speaking, same company, and the financial services sector was transferable.  How did you lead Japan while stuck in Singapore during COVID? Two pillars: a supportive Asia boss and a strong Japan management team. Personally, he built better reporting/insight systems—turning "raw data" into actionable information—so he could manage outcomes without relying on physical visibility.  How do you build trust in Japan? He treats trust as universal but harder-won in Japan if you ignore high-context communication and consensus processes. Practically: reciprocate trust, be fair, do what you say you'll do, and follow verbal messages with written confirmation to reduce misunderstanding—especially across language boundaries.  How do you get bottom-up ideas in a high-context culture? He uses second-level (and broader) conversations—while explicitly asking permission and explaining intent so it doesn't feel like bypassing managers. The goal is pattern recognition: common themes that reveal what the organization should improve, not "who said what about whom."  What advice would you give a leader moving to Japan? Do it (don't overthink yourself into regret). Then: listen before acting (including to customers), communicate with extra clarity (avoid slang/idioms), and intentionally build a culture where change is normal and safe—because the organization will look different in 3–10 years no matter what.  Author Credentials Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have also been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動かす」リーダー). In addition to his books, Greg publishes daily blogs on LinkedIn, Facebook, and Twitter, and hosts multiple weekly podcasts and YouTube shows, including Japan's Top Business Interviews.

Cam Smith is a pro trail runner and ski mountaineer living in Crested Butte, CO. Anna Gibson is a pro trail runner and ski mountaineer living in Jackson Hole, WY. Together they are representing Team USA at the winter olympics in the Mixed Relay SkiMo race. This is the first time skimo has been included in the Olympic Games but the sport has gained increasing popularity in recent years, especially among top trail runners who often pursue the sport competitively or recreationally in the winter months.    Chapters: 03:55 Introduction to Olympic Aspirations 06:46 The Emotional Finish at Solitude 09:53 Personal Journeys to the Olympics 12:43 Understanding the Mixed Relay Format 16:06 The Stakes of the Solitude Race 19:07 Margin of Victory and Team Dynamics 21:55 Recruitment and Team Building 24:48 Transition Skills in Ski Mountaineering 28:00 Lessons from Trail Running Competitions 35:21 Building Confidence Through Competition 36:26 Mentorship and Team Dynamics 38:24 Strategic Preparation for World Championships 39:04 The Evolution of Ski Mountaineering in North America 41:22 Lessons from Olympic Inclusion 44:07 Navigating Individual vs. Team Formats 47:55 The Journey to Team USA 50:48 Embracing Inexperience as a Strength 52:24 Final Training Push Before the Olympics 56:45 Mindset and Competition 01:00:35 Overcoming Health Challenges 01:04:04 Family Support and Emotional Moments 01:08:04 Looking Ahead to Future Goals     Sponsors:   Grab a trail running pack from Osprey Use code FREETRAIL25 for 25% off your first order of NEVERSECOND nutrition at never2.com   Freetrail Links: Website | Freetrail Pro | Patreon | Instagram | YouTube | Freetrail Experts   Dylan Links: Instagram | Twitter | LinkedIn | Strava

Watch the YouTube version of this episode HEREAre you a law firm owner looking to create an internship program? In this episode of the Maximum Lawyer Podcast, Adam Rossen - a lawyer who founded his firm in 2008—shares the 15-year journey of developing a robust law firm internship program. The episode highlights lessons learned, the importance of mentorship, community impact, and practical advice for building effective internship programs, especially in the legal field. Having a solid internship program can really make your law firm stand out and be something to use to attract and retain new talent. Adam speaks to some of the key things to have when formalizing a program. One thing to incorporate is speakers. This will create a real world experience for interns who can learn from the best. Adam had some judges speak to his summer interns this past year. Another component is having a summer book club which makes the program more formal and curriculum based. His students read a book on the federal criminal justice system, written by a judge.Adam and Tyson chat about how to recruit for an internship program. One thing a firm can do is create some marketing materials to promote the firm. If you have a good relationship with colleges and universities in your city, you can connect with them to help promote the program to their students. Something to consider, which is something Adam has done in his firm, is connect with criminal justice organizations to help recruit individuals who don't have a background in law to intern at the firm. These can be individuals who are looking for a change in career or who have been in contact with the law and want to work in the field.Listen in to learn more about creating a robust internship program!4:04 Growth and Speaking to Students10:18 Formalizing A Program14:06 Program Structure & Recruitment 17:28 Advice for Starting an Internship Program20:27 Long-Term Impact & Networking Connect with Adam:Website  Tune in to today's episode and checkout the full show notes here. 

Sponsors - Claim your exclusive savings from our partners with the links below:Sourcewhale - Check Out Sourcewhale & Claim Your Exclusive Offer Here.Atlas - Check Out Atlas & Claim Your Exclusive Offer HereRaise - Check Out Raise & Claim Your Exclusive Offer Here.-------------------------Extra Stuff:Learn more about our online skills development platform Hector here: https://bit.ly/47hsaxeJoin 6,000+ 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/-------------------------

The 200th episode of the Volunteer Nation podcast marks a major milestone. After four years, hundreds of conversations, and insights from volunteer leaders around the world, Tobi Johnson takes a step back to reflect on what has changed in volunteer engagement and what today's organizations must do differently to build stronger, more sustainable volunteer programs. From strategy and systems to recruitment, retention, and leadership influence, this episode distills the most important lessons learned across 200 episodes into ten clear, actionable takeaways. Whether you're a seasoned leader of volunteers or building a program from the ground up, this conversation offers both perspective and practical guidance for the future of the field. Full show notes: 200. 10 Lessons from 200 Episodes - The Volunteer Nation Through the Years Volunteer Nation - Episode Highlights [01:51] - Reflecting on 200 Episodes [04:19] - The Evolution of Volunteer Engagement [06:16] - Key Lessons from 200 Episodes [11:01] - Volunteer Engagement as Strategy [14:15] - Addressing Capacity Problems [21:46] - The Importance of Meaning in Recruitment [26:45] - Retention Starts Early [30:02] - Empowering Volunteer Managers [30:29] - Building Influence as a Volunteer Manager [32:00] - Supporting Volunteer Leaders in Nonprofits [33:56] - The Evolution of Volunteer Roles [34:30] - Flexible and Team-Based Volunteering [40:29] - Community as a Retention Strategy [44:23] - The Importance of Data in Volunteer Management [50:13] - Challenges and Resilience of Volunteer Leaders [53:49] - The Brave Future of Volunteerism  Helpful Links Volunteer Management Progress Report  VolunteerPro Impact Lab  Volunteer Nation Episode #198 - The Future of Volunteerism - Trends & Predictions Part 1 Volunteer Nation Episode #199 - The Future of Volunteerism - Trends & Predictions Part 2  Thanks for listening to this episode of the Volunteer Nation podcast. If you enjoyed it, please be sure to subscribe, rate, and review so we can reach more people like you who want to improve the impact of their good cause. For more tips and notes from the show, check us out at TobiJohnson.com. For any comments or questions, email us at WeCare@VolPro.net.

In this episode of the HR Leaders Podcast, we sit down with Vincent Lecerf, Executive Vice President, Human Resources at Orange, to unpack how purpose, diversity, and skills become real business levers inside a fast moving telecom and technology environment.Vincent explains why serving communities is not brand marketing, it's an operating model, from safer phones for children to digital education for seniors, and why HR must integrate DEI directly into strategy, governance, and incentives, not treat it as a side initiative.Most importantly, he shares how skills expiration, inclusive leadership, and AI acceleration are forcing CHROs to rethink reskilling cycles, leadership accountability, and how change happens with people, not to them.

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

Discover the fascinating world of the Commemorative Air Force (CAF) and what it takes to keep historic aircraft like FIFI flying. In this episode, Randall Haskin shares insights into the organization's origins, the challenges of maintaining vintage planes, and how volunteers of all skill levels can get involved. The origin and mission of the CAF, with a focus on FIFI, the iconic B-29 SuperfortressHow the CAF acquires, restores, and maintains World War II aircraftThe importance of volunteer support, including maintenance, flying, and outreach effortsThe financial realities of keeping historic aircraft operational—costs, insurance, and parts sourcingPilot and crew training pathways for vintage aircraft, including skills like tailwheel experienceThe operational structure of CAF's touring programs and base locationsThe future outlook for flyable warbirds amidst regulatory and insurance challengesPersonal stories from flight experiences and the significance of sharing history through flight00:00 - Introduction and episode overview01:09 - Randall Haskin's background and connection to FIFI04:40 - History and mission of the CAF07:59 - The significance of FIFI in aviation history11:57 - The story of how FIFI was acquired and her journey to flying status14:05 - The costs of maintaining FIFI and other vintage aircraft15:32 - Operating ride programs and funding efforts17:29 - Recruitment of new volunteers and the importance of training20:02 - Parts sourcing and restoration techniques23:47 - Developing future pilots and mechanics34:22 - Tour schedules and deployment locations36:56 - Volunteer maintenance and crew rotations39:18 - The challenges and opportunities facing warbird preservation41:53 - The importance of professional standards and safety44:30 - Flying FIFI: cockpit experience and flight dynamics54:42 - The personal and emotional significance of sharing aviation history61:19 - Randall's call sign and closing thoughts ⁠Air Power Tour⁠⁠Air Power Squadron⁠⁠Commemorative Air Force⁠⁠FIFI The B-29 Superfortress - Official CAF Info⁠⁠Volunteer Opportunities with CAF⁠⁠Kermit Weeks' Collection of Warbirds⁠ ⁠LinkedIn⁠⁠Twitter⁠⁠CAF Membership & Volunteer Info⁠Thank you for listening and exploring the dedicated efforts to keep aviation history alive through active restoration, education, and volunteer work!Preserving Living History: Inside the CAF and the Flight of FIFIKey Topics:Timestamps:Resources & Links:Connect with Randall Haskin: Hosted on Acast. See acast.com/privacy for more information.

IC Catholic Prep sophomore Grant Bowen, son of former NFL player Matt Bowen, has picked up over a dozen Power 4 offers since the season ended. A standout linebacker and receiver, Bowen was named an All-State and All-CCL/ESCC player in 2025.Become a supporter of this podcast: https://www.spreaker.com/podcast/friday-night-drive--3534096/support.

Your insights on the barriers still in the way of the promised military and reserve expansion with CBC Defence reporter, Murray Brewster on the government's plan. Also with us: Christian Leuprecht, Professor at the Royal Military College and Queen's University, senior fellow at the Macdonald Laurier Institute.

In this episode of the Millionaire Car Salesman Podcast, your hosts, Sean V. Bradley and LA Williams tackle one of the biggest threats to dealership growth heading into 2026… staff retention and leadership breakdowns! "Losers allow their emotions to dictate their actions, but winners choose which emotion to use to get the desired result." - LA Williams Dealerships are spending more money than ever recruiting, hiring, and onboarding… only to lose good people faster than they can replace them. Sean and LA break down why the old dealership playbook is no longer working, what today's salespeople and BDC professionals actually value, and how leadership habits inside the store are either building loyalty, or pushing talent out the door. "If your best people don't see a future with you, they'll build one somewhere else." - Sean V. Bradley They also explore how modern tools like AI and automation are changing the market, but why technology alone won't fix a culture problem. This episode shines a light on the leadership mistakes that quietly create turnover, the importance of real training beyond basic sales tactics, and what it takes to create a dealership environment where top performers actually want to stay. If you're a dealer, GM, manager, or team leader trying to build a stable, high-performing team in 2026 and beyond… this episode is a must-listen. At NADA? So are WE! Meet the Millionaire Car Salesman Podcast Hosts at Booth #3315W and grab a FREE DRINK on us while entering to win some FREE PRIZES!    Key Takeaways: ✅ Evolving Workforce Needs: Understanding modern employees' desire for flexibility, transparency, and a non-toxic workplace is fundamental for dealerships aiming to retain talent. ✅ Leadership and Culture: Effective leadership requires not only management skills but also nurturing a positive culture where people feel recognized and valued. ✅ Career Path Development: Clear career growth opportunities and continuous professional development are crucial in retaining skilled employees. ✅ Pay Plans and Promises: Align compensation strategies with genuine roles and responsibilities to build trust and mitigate employee frustration. ✅ Daily Leadership Practices: Implementing daily coaching, clear communication, and a system of recognition can significantly impact employee satisfaction and dealership success.   About Sean V. Bradley Sean V. Bradley is an accomplished expert in automotive sales training with nearly 30 years of experience in the industry. He is the President of Dealer Synergy, a renowned company that provides comprehensive training, consulting, and marketing solutions to automotive dealers. Sean is also the creator of the Millionaire Car Salesman podcast, where he shares insights on improving sales team performance, leadership issues, and industry trends. About LA Williams Known as "The Blind Master," LA Williams is the Vice President of Dealer Synergy. Despite his visual impairment, LA has excelled in the automotive industry, demonstrating remarkable leadership and communication skills. He is a prolific speaker, trainer, and co-host of the Millionaire Car Salesman podcast, where he brings a unique perspective to the world of automotive sales. Don't miss out on LA's NADA Session on Feb. 5th at 12:30 PM PST in Las Vegas!     Boosting Dealership Performance in 2026: Mastering Employee Retention and Leadership Key Takeaways Employee retention is more about leadership and culture than recruitment. Effective training that encompasses skill, professional, and personal development is crucial. Social proof through online reviews significantly impacts recruitment and retention success. In the rapidly evolving automotive industry of 2026, dealerships are challenged not only to attract but also keep quality workers amidst technological and cultural shifts. As laid bare in a candid discussion from the Millionaire Car Salesman podcast, industry veterans Sean V. Bradley and LA Williams delve into the core problem areas and present innovative strategies for car dealerships. They assert that solving retention issues boils down to fortifying leadership, improving workplace culture, and ensuring clear communication. The Changing Landscape of Recruitment and Retention A New Era of Employee Expectations Today's employees desire more than just financial compensation; they seek transparency, flexibility, and a positive workplace environment. Bradley emphasizes, "Employees value time flexibility and transparency, especially the younger generation. They won't tolerate a toxic culture." As such, dealerships need to adapt their recruitment strategies and workplace conditions to align with these expectations. This means offering not just monetary incentives, but valuing employees' time, ensuring work-life balance, and recognizing individual achievements. This shift reflects broader workplace trends where employees are increasingly unafraid to leave unsatisfactory jobs for better opportunities. Building an All-Inclusive Training Strategy Comprehensive training is the backbone of employee satisfaction and retention. Bradley illustrates the importance of multi-faceted development by saying, "If you're not training them on product knowledge, on the road to the sale, on Internet sales… you're not doing enough." Today's sales landscape demands more than traditional selling skills; it requires proficiency in CRM systems, social media, and AI technologies. By setting a high standard and providing adequate resources and training, dealerships can create an empowered workforce capable of exceeding sales goals. Culture and Leadership: The Heart of Employee Retention Nurturing a Positive Workplace Culture Workplace culture is the invisible force that significantly influences employee retention. Williams and Bradley highlight how recognition and respectful treatment can transform workplace morale. Bradley candidly shares, "Happy employees equal happy customers." When employees feel valued and recognized, their dedication and loyalty grow, which in turn positively influences customer experiences. To foster such a culture, dealerships should focus on team-building and personal development alongside professional growth. Celebrating personal milestones and achievements through social media or team meetings fosters a sense of community and belonging. Providing emotional and practical support not just ensures employee well-being but results in enhanced performance and customer satisfaction. Fixing Leadership Gaps to Drive Success A crucial step in improving employee retention is addressing leadership deficiencies. As Williams asserts, "Top salespeople don't automatically make great leaders… Leadership development is paramount." Promoting based purely on sales success can lead to leadership gaps; instead, focus should be on developing comprehensive management skills amongst promising employees. Managers should embrace roles that include mentorship and coaching, striving for emotional intelligence, and delivering fair criticism in a constructive manner. Regular one-on-ones and feedback sessions should be structured not just for performance reviews, but for mutual growth and progression. Creating clear career paths for every role reflects a transparent approach, ensuring employees see their future potential within the company. Reputation, Social Proof, and Retention The Power of Social Proof Through Online Reputation In today's digital landscape, online reviews extend beyond customer opinions and into employment evaluations. Many dealerships remain unaware of how platforms like Glassdoor and Indeed are crucial in shaping perceptions of potential hires. Bradley stresses the importance of these review sites, stating, "People research your store before they apply." Negative employment reviews can deter top talent from joining a dealership. Proactively managing these reviews can enhance a dealership's appeal, suggesting a focus on reputation management alongside customer service. Positive employment reviews reinforce trust and attract quality candidates, ultimately aiding in achieving retention goals and enhancing overall dealership reputation. Aligning Brand and Employment Messaging The alignment of external brand communication with internal employee experience creates a strong market position and fosters employee loyalty. Bradley champions this by advocating for consistent positive messaging on dealership social media, celebrating employee milestones and achievements. This tactic not only strengthens workforce morale but also attracts potential employees by spotlighting a vibrant, supportive workplace culture. Intertwining these aspects — adopting modern recruitment practices, refining leadership qualities, and enhancing online reputation — sets a solid foundation for enduring success amidst the complexities of 2026. Following the Buick slogan "When better automobiles are built, Buick will build them," progressive dealerships will attract and retain top-tier talent by building better workplaces first. The future belongs to dealerships that not only adapt to change but forge change, beginning within their own ranks.     Resources + Our Proud Sponsors: ➼ The Millionaire Car Salesman Facebook Group: Join the #1 Automotive Sales Mastermind Facebook Group with over 29,000 automotive professionals worldwide. The Millionaire Car Salesman Facebook Group is the go-to community for car salespeople, BDC agents, sales managers, general managers, and dealer principals looking to increase performance, income, and leadership skills. Inside the group, members collaborate daily on automotive sales strategies, lead handling, phone scripts, closing techniques, CRM best practices, dealership leadership, and accountability systems. Learn directly from top automotive trainers, industry mentors, and high-performing sales leaders who are actively winning in today's market. If you're serious about growing your automotive career, increasing car sales, and building long-term success, join The Millionaire Car Salesman Facebook Group today! ➼ Dealer Synergy: Dealer Synergy is the automotive industry's #1 Sales Training, Consulting, and Accountability Firm, with over 20 years of proven dealership success nationwide. We specialize in helping car dealerships increase sales, improve processes, and build high-performing Sales, Internet, and BDC departments from the ground up. Our expertise includes automotive phone scripts, rebuttals, CRM action plans, lead handling strategies, BDC workflows, Internet sales processes, management training, and accountability systems. Dealer Synergy partners directly with dealership leadership to align people, process, and technology, ensuring consistent results and scalable growth. From independent dealers to large dealer groups and OEM partnerships, Dealer Synergy delivers measurable performance improvements, stronger teams, and sustainable profitability. ➼ Bradley On Demand: Bradley On Demand is the automotive industry's most advanced interactive training, tracking, testing, and certification platform for car dealerships — built to develop top-performing teams across Sales, Internet Sales, BDC, CRM, Phone Skills, Leadership, and Management. In addition to LIVE virtual automotive training classes and a library of 9,000+ on-demand dealership training modules, Bradley On Demand now includes AI Phone Roleplaying and Coaching to help salespeople and BDC agents practice real dealership conversations before they ever get on the phone with customers. This AI-powered roleplay technology strengthens phone scripts, objection handling, appointment setting, lead follow-up, and closing skills, while providing measurable coaching feedback for continuous improvement. Bradley On Demand empowers dealerships to train faster, coach smarter, improve call performance, increase closing ratios, and sell more cars more profitably — all through structured, trackable, modern automotive training.

Nottingham Forest saw three players arrive and three leave during the January transfer window. Out went Arnaud Kalimuendo, Douglas Luiz and Oleksandr Zinchenko with Stefan Ortega, Luca Netz and Lorenzo Lucca arriving. Meanwhile, Cuiabano is set to join Vasca da Gama on loan in the coming hours and Forest reportedly had a late bid for Wolves left-back David Moller Wolfe rejected. Matt Davies is joined by Emily Williamson and the i paper's chief football writer Daniel Storey to discuss those deals, the ones that got away and the ones done by other clubs. #nffc #nottinghamforest

Fraudology is presented by Sardine. Request a 1:1 product demo at sardine.ai In this episode of Fraudology, host Karisse Hendrick is joined by Jay Jones, a copywriter turned globally recognized external threat and impersonation risk consultant known as "The Profiler". After being unexpectedly laid off in late 2023, Jay became a target for sophisticated scammers on LinkedIn, sparking a new mission to protect job seekers and corporations alike.Jay breaks down the "Scammer Pipeline," a three-tiered lifecycle ranging from quick resume harvesting to long-term identity theft and financial draining. They dive deep into the psychology of "Layoff PTSD" and how fraudsters exploit the "fight or flight" response of vulnerable job seekers. Jay also shares how he has helped take down over 46,000 fake jobs and exposed the alarming trend of hijacked high-authority profiles being used to bypass trust. Tune in to learn how both individuals and companies can defend themselves against the evolving landscape of recruitment fraud.Fraudology is hosted by Karisse Hendrick, a fraud fighter with decades of experience advising hundreds of the biggest ecommerce companies in the world on fraud, chargebacks, and other forms of abuse impacting a company's bottom line. Connect with her on LinkedIn She brings her experience, expertise, and extensive network of experts to this podcast weekly, on Tuesdays.

Joining this month's episode of The Scope of Things is Joseph Kim, chief strategy officer of ProofPilot, who talks about his company's first-ever CORE Symposium, where pharma pros shared practical solutions to age-old trial challenges. Kim provides a pragmatic viewpoint on the problematic trio of clinical trials—study execution, recruitment, and engagement—and what change agents are needed to pave the way forward and find an exit from the bottlenecks. Plus, host Deborah Borfitz delivers the latest on a planned mapping of clinical trial deserts, the high cost of accelerated FDA approvals, the best states for cancer research, the world's first in-ear EEG system getting approved, and a new smartphone-based outcome measure for sleep studies.  News Roundup Financial hurdles to trial enrollment Study in the Journal of the National Comprehensive Cancer Network News on the Case Western Reserve University website  Accelerated cancer drug approvals Study in BMJ Medicine Best states for cancer research Blog on SmileHub website In-ear EEG devices Article in Diagnostics World News Ecological momentary assessment in sleep-focused trial Study in JAMA Network Open   Guest Joseph Kim, chief strategy officer for ProofPilot The Scope of Things podcast explores clinical research and its possibilities, promise, and pitfalls. Clinical Research News senior writer, Deborah Borfitz, welcomes guests who are visionaries closest to the topics, but who can still see past their piece of the puzzle. Focusing on game-changing trends and out-of-the-box operational approaches in the clinical research field, the Scope of Things podcast is your no-nonsense, insider's look at clinical research today.

Former Liberal Senator Cory Bernardi is the latest recruit to join One Nation as support for the party continues to soar. So, will the swing to the hard right One Nation party work in the long-term as disillusioned voters desert the major parties? In this episode of The Briefing Natarsha Belling is joined by ANU Political Expert Dr Jill Shepard to unpack the latest developments and why the major parties need to do better. Headlines: The Reserve Bank has announced it will lift the official cash rate, a last-minute deal to reunite the Coalition has collapsed, NSW Police have extended restrictions on protests ahead of Israeli President Isaac Herzog's visit, Bill and Hilary Clinton have agreed to testify in the House investigation into convicted sex offender Jeffrey Epstein, and investigators in the US say the mother of a high-profile TV host has been kidnapped. Follow The Briefing: TikTok: @thebriefingpodInstagram: @thebriefingpodcast YouTube: @TheBriefingPodcastSee omnystudio.com/listener for privacy information.

A version of this essay was published by firstpost.com at https://www.firstpost.com/opinion/shadow-warrior-the-epstein-files-expose-elite-depravity-13975791.htmlI am not going to get into the political aspects of the infamous Epstein Files, nor so much into the morality thereof, but what amazes me is the fact that everyone seems shocked at the kinds of things that apparently went on in Epstein Island and elsewhere in his empire.I have long thought of the Epstein Files (and earlier Watergate, Wikileaks, Cablegate, even the silly Steele Dossier) as a mere sideshow, entertaining but hardly earth-shattering. To be candid, what they reveal is what we already knew: politicians and the rich are different from you and me, as Jay Gatsby might say. Yes, they can be vile monsters and get away with it.F. Scott Fitzgerald describes how extreme wealth fosters a sense of superiority, cynicism, carelessness with consequences, and emotional insulation: all qualities that make the rich operate by different rules, often viewing themselves as exempt from ordinary accountability. Extreme wealth provides insurance, or insulation, against consequences.We were warned with graphic images in cinema: “Eyes Wide Shut” by Stanley Kubrick was a revelation. It fits strikingly into the context of Fitzgerald's “the rich are different” and the Epstein files, a cinematic bridge between literary critique and real-world revelations of predatory privilege.In Kubrick's world of orgies where masked super-elites play, the victims are from lower strata (they are treated as disposable), while the elite retreat into impunity. The film was prescient about how money, secrecy, and impunity create inevitable nexuses of abuse. There was a dramatic and possibly relevant video of a young Mexican model, distraught, screaming, “They are eating babies!”, after attending one of the Epstein parties. She was, it is said, arrested, and ‘disappeared', and was never seen again.Yet, it is “Salo: The 120 Days of Sodom” that I am most reminded of. This is quite possibly the most disturbing film ever made, at least among those that I have seen. Only “In the Realm of the Senses”, by Nagisa Oshima, a staggering tale of sexual obsession, comes close in shock value. A couple are caught up in a vortex or vicious cycle of increasingly dangerous sexual behavior. The unsimulated, explicit sex scenes in fact produce not prurience, but horror in the viewer.The film's intensity peaks with its violent conclusion, where the female protagonist strangles her lover to death during erotic asphyxiation and then castrates his corpse, carrying the severed penis with her, blending extreme eroticism with graphic mutilation and murder in a way that challenged societal taboos on sex, obsession, and violence. Tellingly, it is based on a real-life story, but then it is a private tale, not one that involved powerful, public, men.“Salo”, by Pier Paolo Pasolini, is a loose adaptation of the Marquis de Sade's 1785 novel “The 120 Days of Sodom”, relocated to the final days of Mussolini's fascist Republic of Salo (1943–1945) in northern Italy. Four powerful libertines: a Duke (nobility), Bishop (church), Magistrate (law/state), and President (finance/capital) are the protagonists.They kidnap 18 young victims (mostly teenagers) and subject them to escalating cycles of sexual torture, degradation, humiliation, and murder in a remote villa. I remember the horrifying close-up of a young man's eye being plucked out.This isn't mere shock exploitation; Pasolini uses de Sade's framework as a scorching allegory for:* Absolute power corrupting absolutely, where the elite treat bodies (especially vulnerable young ones) as disposable objects for consumption and control.* Fascism as the ultimate expression of capitalist/consumerist nihilism. The libertines embody the “anarchy of power” in a permissive, totalitarian system where rules exist only to protect the perpetrators.* Moral detachment and cynicism: the rich aren't just wealthier; they're philosophically and emotionally severed from humanity, viewing others as means to gratification without consequence.Is this how powerful men are? Is this how those with absolute power, especially men, have always acted? Or is it culture-specific? That's a good question. But are elites generally debauched, depraved, and dissolute?There are several unconfirmed rumors that many of the rich and famous were associated with Epstein. But a certain royal was drummed out of the family and lost all his privileges for his (confirmed) participation in Epstein orgies. Others include captains of industry and political bigwigs, including US Presidents, a major leftist ideologue, and a film director.So it was apparently the in-thing in the US, sort of like the most sought-after restaurant in New York City, where the hoi-polloi were strictly excluded. This, in a country that allegedly finds its moral compass in the Puritans, people who were so religious that even Britain couldn't stand them. And has been accused of being into moralization, not into morals.As of now, if you ignore the extreme claims (cannibalism) it is clear that the following happened:* Recruitment and grooming of underage girls* Sexual assault on minors* Distribution of Child Sexual Abuse Material* Trafficking across State and International BordersFrankly, this is probably just business as usual in many elite circles. If you have immunity, you tend to be very naughty. I expect this, too, will blow over, and public attention will move on. The apparent fact that many in political power in the US are part of the Epstein network is neither here nor there. This may be the way all powerful men work. Sad, but true.895 words, Feb 2, 2026 This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit rajeevsrinivasan.substack.com/subscribe

ICE is shattering records with a surge of new applications as law and order makes a comeback and Americans step up to defend the rule of law. On today’s episode of Stinchfield, Grant breaks down why more people than ever want to serve just as deranged leftists spiral into chaos across the country. Portland erupted into riots over the weekend. Los Angeles saw unrest flare again. Minneapolis remains on edge as the disorder drags on. Grant exposes how this coordinated madness is meant to intimidate, distract, and undermine enforcement at the border and inside our cities while hardworking Americans pay the price. Then comes the moment Democrats did not want you to hear. Senator Chuck Schumer says the quiet part out loud. They want illegal immigration to maintain political power. Grant connects the dots and explains why the surge in ICE applications is the most powerful rebuttal yet to the radical left’s agenda. https://TheMaverickSystem.comhttps://GrantLovesGold.comhttps://www.EnergizedHealth.com/Granthttps://www.PatriotMobile.com/Granthttps://Twc.Health/Grant with code “Grant” for 10% offhttps://VRAInsider.com See omnystudio.com/listener for privacy information.

437 | Interview with John Geyston — Relationships, Retention, and Staying Fulfilled as a School Owner Podcast Description Episode 437 is a wide-ranging conversation with Master John Geyston—a longtime friend of Allie's and a school owner who's built and operated multiple locations over decades. Duane and Allie dig into what keeps John motivated at 63, what's changed about leadership and mentorship in a distracted world, and the simple business fundamentals John believes every school owner has to nail. They also get real about how different markets require different models. John compares his long-established Illinois school to his newer Tampa location, explaining why retention, scheduling, traffic patterns, and even family behavior can look totally different depending on where you are. Finally, John shares how he's expanding his impact beyond the mat through his kids' book Embrace Your Awesome, an upcoming illustrated book, and a parent-focused online program—plus where school owners can find him and his resources. Key Takeaways The “Four R's” keep you grounded: Relationships, Recruitment, Retention, Revenue John's point is simple: you can't out-marketing a weak relationship, and you can't build a stable business without retention. Many school owners get distracted chasing tactics, coaches, and “the next system,” but the fundamentals don't change. If you want a quick self-audit: ask yourself which “R” is weakest right now—and fix that first. “Friendship over membership” is a retention cheat code John heard this from Rorion Gracie: it's easy to cancel a membership, but it's hard to walk away from a friendship. That doesn't mean you have to be best friends with every family; it means you're consistently friendly, present, and invested. In a world where people are connected digitally but disconnected relationally, genuine connection becomes a competitive advantage. Different markets require different delivery—even if your principles stay the same John sees a higher dropout rate in Tampa than in Illinois, and he's had to adjust the model while keeping the same core principles. Scheduling realities (older kids getting home later), high mobility (families traveling for long stretches), and traffic patterns all change what “works.” The lesson: don't copy/paste what worked in one town and assume it will work in another. Test, measure, and adapt. Parents say they want discipline… until it's uncomfortable John points out a common contradiction: parents ask you to “crack down,” then pull their child when correction creates resistance. Duane frames it as the long game: there's no quick fix—just thousands of conversations over time. School owners have to keep educating parents that the “fight worth having” is often the one they want to avoid. Fulfillment beats “success” if you want to stay in the game long-term John distinguishes happiness from fulfillment: you can have students, money, and locations and still feel empty. What keeps him going is being “most alive” on the mat teaching, mentoring, and serving. That's a reminder for school owners: if you're burned out, it's worth revisiting what part of the job actually fuels you. Action Steps for School Owners Run the Four R's audit (15 minutes) Relationships: Do families feel known? Do you know names, goals, and what's going on in their lives? Recruitment: Is your lead flow consistent, or are you riding “hope marketing?” Retention: Where are you losing people—first 30 days, 3–6 months, pre-black-belt? Revenue: Are your prices and expenses aligned with a healthy margin? Make one schedule change that removes friction Look at your most common late arrivals and dropouts by age group. Ask: is the problem motivation… or logistics? Test a 15-minute shift for one month and track attendance changes. Build “friendly professionalism” into your culture Decide what “friendly” looks like in your school (greeting by name, eye contact, quick check-ins, celebrating wins). Train your team: you don't need BBQ friendships with every family, but you do need consistent connection. Use the lens: make it harder to leave because it feels relational—not transactional. Create a parent education script for the “I want to quit” moment Keep it calm, direct, and values-based. Remind parents: you already guide your child in other areas of life—this is one of the important ones. Use Duane's framing: the obstacle is often the way. Expand your impact beyond the mat (one small step) If you've got a message you repeat inside your school, consider how to package it: a handout, a short email series, a mini-course, or a book recommendation. John's example: turning in-school coaching into books and a parent program. Start small—consistency beats perfection. Additional Resources Mentioned John Geyston's website: JohnGayston.com Podcast: Embrace Your Awesome Lifestyle (Apple, Spotify, YouTube) Book: Embrace Your Awesome (kids 6–12; used by leadership teams and as a parent resource) Upcoming illustrated book: The Power Inside You Want to keep the conversation going? If you're a martial arts school owner, come share what's working (and what's not) inside the School Owner Talk community—and let us know what market differences you've had to adapt to (schedule, traffic, mobility, parent culture, etc.).

St. Francis junior James McGrath, an All-CCL/ESCC player who helped the Spartans win the Class 5A state championship, recently received a Division I offer from Oklahoma. A two-sport standout, McGrath is preparing for a bigger role as a senior.Become a supporter of this podcast: https://www.spreaker.com/podcast/friday-night-drive--3534096/support.

St. Francis junior James McGrath, an All-CCL/ESCC player who helped the Spartans win the Class 5A state championship, recently received a Division I offer from Oklahoma. A two-sport standout, McGrath is preparing for a bigger role as a senior.Become a supporter of this podcast: https://www.spreaker.com/podcast/friday-night-drive--3534096/support.

2026-01-31 | UPDATES #121 | Russia raids elite branches of the military to feed the infantry — while casualties spike and “mobilization” stays politically radioactive. Some units becoming elite drone pilots, but the bulk of the ‘raw meat' that Putin is trying to funnel into the army are still being expended in high-casualty, low-impact meat-wave attacks that result in catastrophic losses. Russia's war machine is doing something armies do when they're bleeding out: it's consuming its own elite troops and specialists on senseless tactics that delivery little result. New reporting says Moscow is pulling people from the Strategic Missile Forces — yes, the nuclear deterrent branch — plus the Navy and Aerospace Forces and sending them into Ukraine as ordinary infantry. (Euromaidan Press) As well as being strategically insane, this smacks of absolute desperation on the part of Putin. At the same time, multiple outlets are examining the same grisly details: Russia's losses are now so extreme that analysts say the Kremlin faces a basic choice — another mobilization or accept a military that's increasingly hollowed out and running on fumes.----------SUPPORT THE CHANNEL:https://www.buymeacoffee.com/siliconcurtainhttps://www.patreon.com/siliconcurtainhttps://www.gofundme.com/f/scaling-up-campaign-to-fight-authoritarian-disinformation----------A REQUEST FOR HELP!I'm heading back to Kyiv this week, to film, do research and conduct interviews. The logistics and need for equipment and clothing are a little higher than for my previous trips. It will be cold, and may be dark also. If you can, please assist to ensure I can make this trip a success. My commitment to the audience of the channel, will be to bring back compelling interviews conducted in Ukraine, and to use the experience to improve the quality of the channel, it's insights and impact. Let Ukraine and democracy prevail! https://buymeacoffee.com/siliconcurtain/extrashttps://www.patreon.com/siliconcurtainhttps://www.gofundme.com/f/scaling-up-campaign-to-fight-authoritarian-disinformationNONE OF THIS CAN HAPPEN WITHOUT YOU!So what's next? We're going to Kyiv in January 2026 to film on the ground, and will record interviews with some huge guests. We'll be creating opportunities for new interviews, and to connect you with the reality of a European city under escalating winter attack, from an imperialist, genocidal power. PLEASE HELP ME ME TO GROW SILICON CURTAINWe are planning our events for 2026, and to do more and have a greater impact. After achieving more than 12 events in 2025, we will aim to double that! 24 events and interviews on the ground in Ukraine, to push back against weaponized information, toxic propaganda and corrosive disinformation. Please help us make it happen!----------SOURCES: Euromaidan Press (Jan 29, 2026) — “Russia strips nuclear forces, Navy, and Air Force to fill infantry ranks — military expert” - https://euromaidanpress.com/2026/01/29/russia-infantry-manpower-shortage-elite-forces/The New Voice of Ukraine (Jan 2026) — “When even the navy goes infantry” (analysis context)https://english.nv.ua/opinion/how-russia-is-gutting-elite-branches-to-feed-the-infantry-50579384.htmlMeduza (Jan 29, 2026) — “Russia's military losses… Yet re-deployed wounded obscure the true toll”https://meduza.io/en/feature/2026/01/29/russia-s-military-losses-in-ukraine-surpass-any-major-power-since-wwii-yet-re-deployed-wounded-obscure-the-true-tollKyiv Independent (Jan 28, 2026) — CSIS summary + “more losses than any major power since WWII” - https://kyivindependent.com/russia-has-suffered-more-losses-than-any-major-power-since-world-war-ii-report-says/Associated Press (Jan 28, 2026) — CSIS casualty estimates; slow advanceshttps://apnews.com/article/dd4fae88202ba92cafd59455da69dedc----------

Book a free Discovery Call to see how we can help you hit your goals and beyond: https://bit.ly/3TvGiNW or call us at: (214)-453-1591 

Throughout February, ALONE will be holding recruitment sessions in libraries across Clare, as the organisation continues its vital work supporting older people to age at home. Morning Focus's Lily Collins has been speaking with Aileen O'Reilly, Head of Research, Advocacy and Policy at ALONE, about the growing need for volunteers and the challenges facing older people, including housing shortages. Photo (c) ALONE Ireland Facebook

In this episode of the HR Leaders Podcast, we sit down with Vincent Dupuis, Vice President HR Digital & AI at Airbus, to unpack how organizations should decide what to automate, what to augment, and what must be protected as AI reshapes work at scale.Vincent explains why augmentation, not replacement, is the real story of AI at work, using powerful analogies to show how AI should extend human capability, not hollow it out. He breaks down how Airbus thinks about freeing people from low value tasks, while deliberately protecting deep expertise, critical thinking, and safety critical knowledge.Most importantly, he shares why ethical governance, human in the loop learning, and robust knowledge roots are non negotiable in environments where quality, trust, and safety define success.

Send us a text“Enjoy the journey, it's all you have.”-Travis HannExclusive Insights from This Week's EpisodesMost founders believe growth stalls because of markets, capital, or competition. The truth is far more uncomfortable and far more empowering. In this episode, Travis Hann exposes the real reason businesses plateau and why the very traits that helped founders win early often become the ceiling later. This is a direct, unfiltered conversation about leadership, hiring, culture, and the discipline required to build a company that works without you. If you want freedom, scale, and a business that lasts, this episode will challenge how you lead and force you to rethink what real ownership actually means. Listen now and discover how to break free.Episode Highlights03:45 Why founders become the bottleneck without realizing it08:20 The leadership mistake that quietly kills scalability12:10 What private equity really looks for in leadership teams17:40 Why culture cannot be outsourced or faked22:55 The moment founders must choose control or growth28:30 Why hiring resumes instead of reality destroys companies34:10 The discipline shift that separates builders from blockersFull show notes, transcript, and resources for this episode:https://podcast.deepwealth.com/512The Deep Wealth Podcast Most entrepreneurs do not fail.They just carry too much for too long. The business grows. Pressure grows faster. Profits get harder to predict. Decisions cost more energy. Over time, focus slips and health takes the hit. The Deep Wealth Podcast and Deep Wealth Mastery are built from real experience. We're the only system based on a 9-figure exit. This system exists because guessing gets expensive.

Matt Langone and Matt Doherty welcome James Proctor, the director of boys soccer at Masters Academy International. The discussion centers around the launch of MAI, a soccer academy aiming to nurture student-athletes with a year-round program. Proctor shares insights on transitioning from Worcester Academy, the recruitment process, and the development of the program, including domestic and international travel plans. He also discusses the establishment of the coaching staff and how MAI will coexist with other New England prep schools. The episode concludes with Proctor's vision for an attacking and energetic soccer style at MAI. Topics 00:36 Guest Introduction: James Proctor 01:10 Building Masters Academy International 02:51 Recruitment and Staffing 07:51 Program Structure and Schedule 10:17 Challenges and Excitement 12:31 League Participation and Competitions 18:20 Future Vision and Style of Play 19:21 Conclusion and Farewell

Text me!In today's episode, I pop off about best practices when it comes to recruiting. I  share my extensive experience in headhunting, discussing the challenges and strategies involved in finding top talent. I reflect on my journey from a novice recruiter during the recession to successfully placing high-level executives. We talk about the importance of emotional intelligence, candidate energy, and professionalism in the recruitment process, while also critiquing popular recruiting platforms.takeawaysI transitioned from fundraising to headhunting during the recession.The recruitment industry is worth 200 billion dollars due to its challenges.Traditional platforms like Indeed are often ineffective for finding quality candidates.Paying attention to a candidate's energy can indicate their suitability.Professionalism and soft skills are crucial in the hiring process.The follow-up process must be handled delicately to avoid appearing desperate.TOP TALENT has HIGH EQTemporary staffing solutions can be beneficial during economic downturns.Crafting intentional messages to candidates increases response rates.Recruiting is about understanding both the candidate and the employer's needs.Start a podcast today!Riverside is the BEST podcast studio to record!Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showLINKS TO FREEBIES BELOW: WEEKLY NEWSLETTER where I share all the tips and tricks on how to grow organically online HERE If you are interested in sponsoring the show, send me a DM ABOUT THE HOST: Former Executive Recruiter turned Digital Marketing Expert & Entrepreneur. I'm here to show you that you can do it too! I help women to start, grow and scale their personal brand and business online through social media. In 2021 I launched ChilledVino, my patented wine product and in 2023 I launched The Feminine Founder Podcast and in 2025 I launched my Digital Marketing Agency called The Feminine Founder Marketing. I live in South Carolina with my husband Gary and 2 Weimrarners, Zena & Zara. This podcast is a supportive and inclusive community where I interview and bring women together that are fellow entrepreneurs and workplace experts. We believe in sharing our stories, unpacking exactly how we did it and talking through the mindset shifts needed to achieve great things.Connect with me on LinkedIn HERE IG @cpennington55 FB HERE Follow the podcast page HERE ChilledVino ...

In this podcast I talk with Nathan Perrott, VP of Innovation at Radancy. Radancy is a major provider of integrated recruiting tools, all integrated in what's called the Radancy Talent Acquisition Cloud. You may not recognize the name, but Radancy is actually one of the pioneers in talent acquisition, originally started as TMP Worldwide. Over the last 40 years the company has been involved in all aspects of technology-enabled recruitment, (including Monster.com), so they understand job advertising, social media, candidate experience, branding, automated screening, and now AI-powered interviewing. The company's integrated platform is one of the most end-to-end recruitment systems in the market (handles everything except the ATS) and more than 700 large corporations rely on Radancy. Nathan has been in this space for many years so I ask him to explain how the market has changed, what their new AI copilot is all about, and how companies can save money and get ahead of the massive AI-fueled candidate and job posting market today. Additional Information The Great Reinvention of Human Resources Has Begun Yes, AI Is Really Impacting The Job Market. Here's What To Do. Imperatives for 2026: What's Ahead for Enterprise AI, HR, Jobs, And Organizations The Collapse And Rebirth Of Online Learning And Professional Development Get Galileo: The World's AI Agent For Everything HR and Leadership Chapters (00:00:00) - An introduction to Talent Acquisition Software by Nathan Parrott(00:02:14) - Have we reached a saturation point in HR tech?(00:04:19) - Tim Ferriss: The Future of Talent Acquisition(00:11:27) - How AI is transforming Talent Agency (TA)(00:13:00) - The Super Agent(00:16:10) - Reasons for Sequel: The Future of Talent Acquisition(00:20:28) - HCM Integrations: What Have We Learned?(00:23:18) - WSJD Live: How to transform HR with AI(00:25:44) - How to Prioritize Hiring(00:26:43) - Podcast With Facebook's Nathan Silver

This episode was recorded before Border Patrol agents shot and killed Twin Cities nurse Alex Pretti. What happens when the people enforcing the law no longer seem bound by it? Our contributor Elise Labott reports on ICE's expansive recruitment campaign and training program. Sharon is then joined by MN Representative Angie Craig to discuss the escalating situation in Minnesota and what Congress may, or may not, do in response. Plus, do ICE agents have absolute immunity, as JD Vance claims? Our guest, former DOJ attorney Liz Oyer says absolutely not.  If you'd like to submit a question, head to thepreamble.com/podcast – we'd love to hear from you there. And be sure to read our weekly magazine at ThePreamble.com – it's free! Join hundreds of thousands of readers who still believe understanding is an act of hope. Credits: Host and Executive Producer: Sharon McMahon Supervising Producer: Melanie Buck Parks Audio Producer: Craig Thompson (00:00:00) What's Drawing Recruits to ICE? (00:15:52) What is Congress Doing About ICE? (00:31:18) Do ICE Agents Have Absolute Immunity? To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Ken sent four articles to Google's NotebookLM for this special AI generated episode about the spiraling LAPD hiring emergency with the Olympics arring in 2028.

Book a free strategy call to see how we can help you hit your goals and beyond: https://bit.ly/3TvGiNW or call us at: (214)-453-1591  Grab our FREE resource: The Foundation Series, Real strategies to build a business that runs (and grows) without chaos: https://bit.ly/3Yqzow5  --------------------------------------------------------------------------------  What if the refrigerant decision you make today determines whether you're ahead of the curve—or scrambling to catch up five years from now?  Ben Middleton, National Sales Training Manager for Goodman, Amana, and Daikin, has spent nine years helping contractors navigate the biggest shifts in HVAC. In this episode of The Successful Contractor, Ben breaks down why Daikin chose R-32 over 454B, what that means for your business, and why the contractors who embrace change now will dominate their markets.  But this conversation goes far beyond refrigerants. Ben shares how Daikin is revolutionizing HVAC training with virtual reality—yes, actual VR headsets that eliminate distractions and boost retention. He reveals a game-changing rebate tool that finds all 2,000+ utility programs and files the paperwork for you. And he delivers a powerful message about thriving in what he calls the era of 'perma-uncertainty.'  What You'll Learn in This Episode:  •   Why Daikin chose R-32 over 454B—and the real-world benefits contractors are seeing (smaller units, lower cost, proven since 2012)  •   How to use Daikin's free VR training to get new techs job-ready faster  •   The Daikin Energy Rebate Center—a tool that finds all available rebates and files the paperwork for homeowners  •   Why the $2,000 IRA heat pump rebate is going away—and how to use that urgency to close more sales NOW  •   The financing shift: why 15-year loans are now beating 0% interest (and what it means about affordability)  •   Ben's 'perma-uncertainty' framework—why NOW is the time to innovate, test, and push the envelope  •   Why Ben says 'the days of the cube-style unit are numbered'—and how to position yourself as the innovator in your market  •   Critical advice: have 3-6 months of operating capital in the bank  Ben also hosts his own podcast, Accelerated HVAC Success, where he brings in vendors, contractors, and product managers to share what's working right now. Check it out on YouTube: https://www.youtube.com/@AcceleratedHVACSuccess  Resources Mentioned: •   R32Reasons.com - Learn why Daikin chose R-32 •   HVAC Learning Campus - Free on-demand training and VR simulations •   Daikin Energy Rebate Center - Find and file utility rebates automatically  Whether you're evaluating refrigerant options, looking for better training tools, or trying to figure out how to close more sales in a tight economy—this episode delivers actionable insights you can use today.  Watch now on YouTube or listen on your favorite podcast platform. And don't forget to subscribe to The Successful Contractor for more interviews that move the needle.  Chapters:  00:00 - Meet Ben Middleton, National Sales Training Manager at Daikin 02:15 - Time Is the Biggest Barrier to Training 06:28 - Ben's Journey: From Aeronautical Engineering to HVAC Training 09:45 - The Ripple Effect of Great Training 11:41 - Accelerated HVAC Success Podcast 14:36 - Why Daikin Chose R-32 Over 454B 18:30 - R-32 Is Proven Since 2012 19:00 - Market Response to R-32 21:55 - The Financing Shift: 15-Year Loans vs 0% Interest 23:26 - Daikin's Core Value: Absolute Credibility 26:37 - The Days of the Cube-Style Unit Are Numbered 27:50 - Daikin's Training Resources & HVAC Learning Campus 30:50 - The Daikin Energy Rebate Center 31:20 - The $2,000 Heat Pump Rebate Is Going Away 33:49 - VR Training: The Magic School Bus for HVAC 37:15 - Why Retention Is Higher in VR 40:13 - Perma-Uncertainty = Innovation Opportunity  Show Notes  The Successful Contractor Podcast is a part of the CertainPath family. CertainPath builds successful home service businesses—and has for 25 years. We do it by providing contractors with a proven path to success, professional coaching, software solutions, and a member community of 1,200+ strong. Doubling your sales, with a 20% net profit, and an inspiring company culture is ALL possible. Let us show you the way. With CertainPath, Success is Made Certain. Visit www.mycertainpath.com for more information.  FOLLOW CERTAINPATH:  Facebook: https://www.facebook.com/CertainPath LinkedIn: https://www.linkedin.com/company/certainpath Instagram: https://www.instagram.com/certainpath/ 

 Amid crackdowns by U.S. Immigration and Customs Enforcement, some are turning to serve for the U.S. military in order to receive protections for their undocumented family members. The Parole in Place program provides a protection from deportation for undocumented parents and spouses of military members. New York Times reporter Greg Jaffe, who covers the Pentagon and the U.S. military, spent eight days in The Dalles, reporting on National Guard recruitments in the city and speaking to members of the community. He joins us to discuss his reporting in The Dalles.

Baseball America national college reporter Jacob Rudner is joined by Penn State head coach Mike Gambino to go in-depth on the Nittany Lions' recruitment of Japanese righthander Genei Sato. Sato, whose fastball and splitter consistently drew reviews as plus offerings, is set to play at Penn State in 2027 and carries early first-round buzz.(2:06) Welcoming in Coach Gambino(4:52) When did Sato first hit Penn State's radar?(12:12) The recruiting timeline(14:54) Scouting Sato(24:03) Why 2027 instead of right now?(26:48) The impact of having elite Japanese athletes already on campus(29:04) What this recruiting win does for Penn State(33:16) Is Sato a trendsetter?(34:53) Gambino's favorite moment from Sato's recruitmentMINT MOBILEQuit overspending on wireless with 50% off Unlimited premium wireless. Plans start at $15/month at MintMobile.com/TerritoryOur Sponsors:* Check out Aura.com: https://aura.com/remove* Check out BetterHelp: https://www.betterhelp.com* Check out Progressive: https://www.progressive.comSupport this podcast at — https://redcircle.com/baseball-america/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Former Rep. Mike Gallagher and political scientist Kevin Wallsten say that President Biden's diversity, equity and inclusion agenda alienated would-be military recruits. What motivates young Americans to enlist, and can President Trump, who touts high standards and individual merit, reverse a cultural retreat from military service? Learn more about your ad choices. Visit megaphone.fm/adchoices

Don’t brave the cold of Winter Rush without listening to our top tier sorority experts. This is the Winter Rush survival guide you didn’t know you needed, until now. See omnystudio.com/listener for privacy information.