Podcasts about Recruitment

Several Brazilian women have come forward describing how a modeling recruiter connected to Jeffrey Epstein allegedly attempted to recruit them while they were teenagers pursuing careers in the fashion industry. According to accounts gathered by journalists, French modeling agent Jean-Luc Brunel, a longtime associate of Epstein, approached young women in Brazil and other parts of South America with offers of modeling opportunities abroad. One Brazilian woman said Brunel visited her family home when she was 16 to persuade her mother to allow her to travel for a modeling contest in Ecuador. At the time, the family believed the opportunity was legitimate, unaware of Brunel's connections to Epstein. Investigators later found evidence that modeling agencies tied to Brunel were used to identify and recruit young women from South America and help arrange visas for them to travel to the United States.The accounts form part of a broader picture of how Epstein's network allegedly used the international modeling industry as a recruitment channel. Several women said they were approached with promises of fashion work, travel, or contests that could launch their careers, only later realizing they had been targeted by people linked to Epstein's circle. Brunel, who worked closely with Epstein and received financial backing from him for the agency MC2 Model Management, was later arrested in France on accusations including rape of a minor and trafficking-related offenses. He denied wrongdoing but died in a Paris prison in 2022 before standing trial, leaving many of the allegations about his role in recruiting young women for Epstein unresolved in court.to contact me:bobbycapucci@protonmail.com

Several Brazilian women have come forward describing how a modeling recruiter connected to Jeffrey Epstein allegedly attempted to recruit them while they were teenagers pursuing careers in the fashion industry. According to accounts gathered by journalists, French modeling agent Jean-Luc Brunel, a longtime associate of Epstein, approached young women in Brazil and other parts of South America with offers of modeling opportunities abroad. One Brazilian woman said Brunel visited her family home when she was 16 to persuade her mother to allow her to travel for a modeling contest in Ecuador. At the time, the family believed the opportunity was legitimate, unaware of Brunel's connections to Epstein. Investigators later found evidence that modeling agencies tied to Brunel were used to identify and recruit young women from South America and help arrange visas for them to travel to the United States.The accounts form part of a broader picture of how Epstein's network allegedly used the international modeling industry as a recruitment channel. Several women said they were approached with promises of fashion work, travel, or contests that could launch their careers, only later realizing they had been targeted by people linked to Epstein's circle. Brunel, who worked closely with Epstein and received financial backing from him for the agency MC2 Model Management, was later arrested in France on accusations including rape of a minor and trafficking-related offenses. He denied wrongdoing but died in a Paris prison in 2022 before standing trial, leaving many of the allegations about his role in recruiting young women for Epstein unresolved in court.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

In This Episode of Business Lunch: Roland Frasier and Ryan Deiss break down why most business plans fail and what to do instead. Rather than relying on rigid long-term forecasts, they share how to build a flexible strategy focused on quarterly priorities, key performance metrics, and constant adjustment as conditions change. The episode explores how a “living” business plan helps entrepreneurs stay aligned, spot risks early, pivot faster, and turn strategy into a practical tool for growth, better decisions, and long-term business value.Chapters:00:00 The Evolution of Business Plans02:38 Understanding Modern Business Planning05:43 Interactive Business Plans and Their Importance08:41 Organizational Structure and Market Analysis11:40 Accountability and Measuring Success14:44 Using Business Plans for Recruitment and Retention15:30 Crafting a Compelling Company Narrative17:41 Defining Your Value Proposition21:11 Operational Planning and Performance Measurement23:40 Financial Projections and Business Valuation26:10 Preparing for Business Sale and Attracting BuyersConnect with me on social:TikTok: Check out my TikTok HereInstagram: Check out my Instagram HereFacebook: Check out my Facebook HereLinkedIn: Check out my LinkedIn HereSubscribe to my YouTube

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 

SummaryThis episode explores the rich history and behind-the-scenes stories of the TopCats cheerleading squad, featuring pioneers Leslie Matz and Kimberly Millar. Discover how the iconic uniforms, recruitment strategies, and team dynamics were crafted to build a legacy of excellence and diversity. Join Leslie Matz and Kimberly Pixton Millar as they share their experiences leading the TopCats, the standards they set, and the legacy they built. Discover insights on teamwork, discipline, and the evolution of cheerleading in the NFL.Chapters00:00 Celebrating 30 Years of TopCats05:25 Creating the TopCats Identity11:32 Building a Cheerleading Program from Scratch17:17 Traditions and Changes in Cheerleading22:16 Nostalgia and Tribute to the 90s24:09 Journey into Cheerleading and Dance27:54 The Importance of Diversity in Teams30:08 Encouraging Growth and Opportunity31:57 Recruitment and Finding Talent34:23 The Audition Process: First Impressions40:58 The Emotional Side of Selection42:08 Diverse Perspectives in the Cheerleading Community44:58 The Inaugural Top Cats Squad Experience45:25 Establishing Standards and Expectations48:59 Leadership Styles and Team Dynamics51:54 Time Management and Accountability58:54 Evolution of Dance Styles and Techniques01:01:18 The Impact of Social Media on Cheerleading01:03:55 Rapid Fire Reflections01:04:35 Pregame Rituals and Team Dynamics01:05:15 Personal Growth Through Top Cats01:06:38 90s Hair and Makeup Trends01:07:16 Regrets and Lessons Learned01:08:32 Living in the Moment01:10:55 Challenges and Triumphs on the Field01:11:04 Teamwork and Leadership Lessons01:16:22 Inspiring Team Members01:20:20 Advice for Aspiring Top Cats01:21:44 The Value of Sisterhood and LegacyLeslie Matz1994-2005, TopCats Director (created the program)Kimberly Pixon MillarTopCats Coach and Choreographer, 1995-2001www.pixtondesigngroup.comFollow @theprofessionalcheerleader on Instgram and @thepro.cheerleader on TikTok for more pro dance and cheer advice.

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

Hiring is still built on a tool invented nearly 70 years ago — the resume.But what if the way we evaluate talent is fundamentally broken?In this episode, AJ Vaughan sits down with Charlotte, co-founder of Equalture, a behavioral intelligence platform using game-based assessments to help organizations identify the competencies that actually predict job success.Charlotte shares how her experience running a recruiting agency exposed the deep bias and inefficiency embedded in traditional hiring processes. Too often, candidates with strong potential are overlooked simply because their resumes don't check the right boxes.The conversation explores:• Why resumes remain one of the least predictive hiring tools• How behavioral science and data can transform recruitment decisions• The power of game-based assessments to reveal natural behavior and cognitive ability• Why hiring managers often resist new hiring technologies• The growing need for organizations to rethink hiring from the ground up• How high-volume employers are using data to dramatically improve retention and performanceAJ and Charlotte also discuss the broader future of HR technology, the disconnect between HR leaders and executive teams when evaluating talent solutions, and why companies must move beyond simply improving hiring processes and instead disrupt them entirely.If you care about the future of hiring, behavioral intelligence, and building organizations that truly evaluate potential rather than pedigree, this conversation is for you.

Our host, Hilary Knight, speaks with Alex Costas of Bloomberg Connects about the nonprofit's history and mission – and how its free platform and dedicated support team help institutions and districts worldwide tell their own stories through thoughtful digital storytelling.External references: Bloomberg Connects: https://www.bloombergconnects.org/ Bloomberg Philanthropies Arts: https://www.bloomberg.org/arts/ Denver Art Museum on Bloomberg Connects: https://www.denverartmuseum.org/en/bloomberg-connects Museo de Arte Popular: https://www.map.cdmx.gob.mx/ Portland Japanese Garden: https://japanesegarden.org/visitvirtually/ About our guest:Alex Costas is the Global Head Recruitment, Onboarding & Relationship Management at Bloomberg Connects, the free arts and culture app that offers digital guides to hundreds of cultural organizations around the world. Prior to joining Bloomberg Connects, Alex worked with the City of New York at the New York City Economic Development Corporation and NYC Tourism & Conventions encouraging businesses and tourists to choose NYC. Alex is a native New Yorker, a resident of Brooklyn. + 

Joined on this episode by the one and only Jake Ryks, and here is a taste of the talking points we we're planning to cover: the importance of training, inspiring the next generation to care, taking pride in the job, recruitment and retention, when it's time to promote, what it means to truly be a “master firefighter,” department morale, leading by example, and what it means to be “the senior man.”We'll also talk about firehouse culture (hazing vs. just having fun), the importance of caring about the little things, not rushing your career goals, Jake's mental health journey and his experience at the IAFF Center of Excellence, the fire story behind the awards he received in 2024, why the fire service matters so much to him, who should—and shouldn't—be a firefighter, and how to walk the line between safe and “too safe,” and risky vs. “too risky.”Enjoy!!!

A 12-month guarantee on every placement. That's not something you hear often in recruitment. Lewis Waitt and Jessica Multhauf built their firm, Aliniti, around the idea that the placement is only the beginning of the relationship. Because of the way they run their searches — and the way they support both the client and the new hire after the hire — more than 90% of their placements are still in the role after one year. Aliniti didn't start as a recruitment firm. It began as an HR and organisational development consultancy working closely with privately held and family-owned businesses. Recruiting came later, growing naturally from long-term advisory relationships with clients who needed help hiring. That consulting background shapes everything about how they approach recruitment today. They define the role properly before the search begins, challenge unrealistic expectations, and stay closely involved with both the client and the new hire long after the placement. The result is stronger hiring outcomes, deeper client relationships, and a recruitment business built on long-term partnerships rather than one-off transactions. In this episode of The Resilient Recruiter, Lewis and Jess explain how their model works and why it produces better results for both clients and candidates. What You'll Learn in This Episode • Why Aliniti offers a 12-month guarantee on every placement • How their consulting background shapes their recruiting approach • The role clarity process they run before every search • Why unrealistic job briefs lead to failed searches • How staying involved after the hire improves retention • Why multiple service lines create stability in a recruitment business • How long-term advisory relationships generate repeat recruiting work Timestamps 00:00 Introduction 03:09 How Aliniti started and why recruiting grew out of HR consulting 06:37 Lewis joins the firm as the founder's son-in-law 09:29 Jess's path from opera singer to recruitment leader 13:30 The “four-leg chair” business model 15:52 The retained HR model that stabilised the business 19:31 Why deep client knowledge improves search outcomes 28:24 The role clarity process before every search 33:49 Handling unrealistic salary expectations and “purple squirrel” briefs 38:56 Why Aliniti offers a 12-month guarantee 45:37 The onboarding process that improves retention 57:57 Vision for the next three years 1:01:00 Why the firm uses profit sharing instead of commission Sponsor This episode is sponsored by Recruiterflow, the AI-first operating system for recruitment agencies and executive search firms. Recruiterflow combines a powerful ATS and CRM with AI built directly into your workflows, helping recruiters focus on conversations and decisions while the system handles the heavy lifting. Learn more and request a demo: https://recruitmentcoach.com/recruiterflow Resources Mentioned Aliniti https://www.aliniti.com Lewis Waitt https://www.linkedin.com/in/lewiswaitt/ Jessica Multhauf https://www.linkedin.com/in/jmulthauf/ Seven Figure Freedom Scorecard https://recruitmentcoach.com/scorecard Trusted Voice Video https://recruitmentcoach.com/video If you want to build a recruitment firm where clients stay for years and placements actually stick, this episode is well worth your time.

Northeast Mississippi Community College President Dr. Ricky G. Ford and Marketing and Public Relations Specialist Liz Calvery look at some of the big projects that are happening around campus. Dr. Ford shares news about the long-awaited renovations to Seth Pounds Auditorium, which officially began during Spring Break as crews fenced off and marked the area for construction. One of the college's first buildings, Seth Pounds is being transformed into one of the top auditoriums in the region, with an expanded stage designed to accommodate an orchestra and will host cultural events for both the college and the community. Ford also discusses new developments at the Northeast at Corinth campus, including facility expansions that will support the Alcorn County School District with concurrent enrollment opportunities and the creation of an Aerospace Technician lab in partnership with Northrop Grumman. Additional Booneville campus improvements include updated entrance signage to better guide students and visitors while reinforcing the college's community presence. Recreational enhancements are also underway, as the college adds pickleball and volleyball lines to the tennis courts beside the Haney Union, giving students more options for on-campus activities. One of the most impactful projects, according to Ford, is the buildout of the Career Technical Building in the former Corinthian building off Highway 4 -- a development that will significantly expand health science programs, boost enrollment, and provide more space for career-technical training to help prepare local workers for tomorrow's jobs. Plus, get the latest updates on athletics, academics, workforce development, and all the incredible things happening at one of the nation's premier community colleges.

To learn more about Breakthrough Academy, click here: https://trybta.com/EP263 Make training your next hire a breeze by grabbing a copy of our training checklist template: https://trybta.com/DL263 High employee turnover is killing profitability in the trades. And unfortunately, there is no quick fix.In this episode of Contractor Evolution, we sit down with Mike Matalone, author of Hire. Train. Retain., to break down exactly why you're losing your best people and how to stop the bleeding.Managing employee retention isn't just about paying more; it requires building robust systems at every stage of the employee lifecycle. Mike reveals the secrets to unlocking 40-60% more productivity from your current team by tapping into their "discretionary effort."If construction hiring and retention are constantly giving you headaches, this episode gives you the blueprint to build a culture that keeps top talent engaged for the long haul. You'll learn the difference between hiring for roles versus people, the three onboarding steps that make new hires stick, and why career paths often matter more to your crew than their paycheck.Check out Mike's book here: https://www.amazon.ca/Hire-Train-Retain-People-Things/dp/057855143800:00-Intro03:34-Why New Hires Leave in the First 90 Days06:42-The XP3 Talent System and People Systems11:17-Shifting from Management to Coaching and Creating Careers14:19-Role Clarity and Defining Success in Hiring21:17-The Importance of Personality, Skill, and Core Values in Hiring35:24-Training and Onboarding Objectives: Creating an Amazing Experience50:17-Retention Strategies and Interviewing for Fit

On the latest episode of Running the Game, Rog sits down with Brentford owner Matthew Benham at the MIT Sloan Sports Analytics Conference to explore how data, culture, and smart decision-making transformed a small West London club into a Premier League contender. Benham explains how his background in statistical modeling and betting markets shaped Brentford's recruitment strategy, why the club focuses on collective decision-making instead of superstar managers, and how identifying inefficiencies in transfers and set pieces helped fuel their rise. He also reflects on Brentford's striker production line, the role of data versus scouting, and why football still has untapped analytical frontiers.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders Podcast, we sit down with Andre Heinz, Chief People and Culture Officer at Celonis, to unpack what HR leadership really looks like inside a company scaling at rocket speed.Andre explains why growth has no mercy in fast scaling organizations, and why HR must constantly think two to three years ahead while still managing the intense operational demands of today. He shares how Celonis went from 800 to over 3,500 employees, and what it takes to build systems, culture, and talent strategies that actually scale with that kind of speed.Most importantly, he breaks down why HR must act as the guardian of organizational health, protecting the cultural DNA of the company while ensuring talent quality, operational efficiency, and leadership maturity keep pace with the speed of growth.

Dan Bardell is with Neil Dunworth to look at Evann Guessand. Why can he thrive at Palace but not Aston Villa and is does he show a wider issue with Villa's recruitment?

Are you a researcher interested in getting involved in Alzheimer's disease and related dementias (ADRD) clinical trials? The Institute on Methods and Protocols for Advancement of Clinical Trials in ADRD, or IMPACT-AD, program brings investigators from around the world together for a week of professional development and education. IMPACT-AD co-directors Dr. Josh Grill and Dr. Rema Raman, as well as faculty member Dr. Maria Carrillo, join the podcast to explain what the program entails, their mission and more. Guests: Josh Grill, PhD, director, Institute for Memory Impairments and Neurological Disorders, professor, University of California, Irvine (UCI), co-director, IMPACT-AD, Rema Raman, PhD, co-director, IMPACT-AD, director, Biostatistics Section and Recruitment, Engagement, and Retention Section, Alzheimer's Therapeutic Research Institute (ATRI), professor of neurology, University of Southern California (USC), and Maria Carrillo, PhD, chief science officer, medical affairs lead, Alzheimer's Association, co-principal investigator, Alzheimer's Network for Treatment and Diagnostics (ALZ-NET), co-principal investigator, Longitudinal Early-Onset Alzheimer's Disease Study (LEADS) Show Notes Learn more and apply for the 2026 IMPACT-AD program on their website.  Listen to our previous episode with Rema Raman, “Making an IMPACT: Advancing Alzheimer's Disease Clinical Trials Through Workforce Development and Inclusivity,” on our website, Spotify, Apple Podcasts and wherever you listen. Listen to our previous episodes with Josh Grill, “The Case for Disclosing Biomarker Results to Alzheimer's Research Participants” and “Improving Registries and Representation in Alzheimer's Disease Research” on our website. Read more about Dr. Raman in her USC Keck School of Medicine Profile. Read more about Dr. Grill in his UCI faculty profile. Read more about Dr. Carrillo on the Alzheimer's Association website.  Connect with us Find transcripts and more at our website. Email Dementia Matters: dementiamatters@medicine.wisc.edu Follow us on Facebook and Twitter. Subscribe to the Wisconsin Alzheimer's Disease Research Center's e-newsletter. Enjoy Dementia Matters? Consider making a gift to the Dementia Matters fund through the UW Initiative to End Alzheimer's. All donations go toward outreach and production. Learn about and pre-order Dr. Chin's book, When Memory Fades: What to Expect at Every Stage, from Early Signs to Full Support for Alzheimer's and Dementia, out June 2, 2026.

Episode 382 of the Football Fitness Federation Podcast is with Director of Performance at Juventus FC Darren Burgess We discussed: ▫️Premier League v Serie A ▫️Recruiting Staff & Building Culture ▫️How Coaches can stand out ▫️Making an Impact & much more! You can connect with Darren on LinkedIn Keep up to date with the amazing work our sponsors are doing here:⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣ ⁣⁣ Good Prep - thegoodprep.com⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣ ⁣⁣ Discover the power of nutrition at WWW.THEGOODPREP.COM and use code FFF15 for 15% off your first order⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣ ⁣⁣ Hytro - hytro.com⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣ ⁣⁣ Maximise your athletic potential with Hytro BFR. Easier, safer and more practical BFR for squads to prepare for and recover from exercise than ever before.⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ Click the link [[ bit.ly/3ILVsbU ]]⁣⁣ ⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣ ⁣⁣ Join our online community & get access to the very best Football Fitness content as well as the ability to connect with Sport Scientists and Strength & Conditioning coaches from around the world.⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣ ⁣⁣ To get FULL access to all of these & even more like this, sign up to a FREE month on our online community at the link below.⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣ ⁣⁣ www.footballfitfed.com/forum/index.a…⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣ ⁣⁣ Keep up to date with everything that is going on at Football Fitness Federation at the following links:⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣⁣⁣⁣ ⁣ ⁣⁣ X - @FootballFitFed⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ Instagram - @FootballFitFed⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣⁣ ⁣⁣⁣⁣ Website - www.footballfitfed.com

Is there a disconnect between the job we signed up for and the job we have? To the extent that there is, why does that disconnect exist, and what impact does it have on us? On students? On our institutions?Joining us to tackle those questions are:Lai Ara Powell, Associate Director of Recruitment at Temple University School of PharmacyEric Grego, Director of Undergraduate Recruitment at King's College

Is the funeral profession actually facing a labor shortage, or is it facing a reality check? Despite mortuary school enrollments increasing by over 22%, funeral homes nationwide are constantly struggling to keep staff. On this episode of A Brush with Death, Gabe Schauf sits down with educator and funeral director Dr. Lucia Dickinson to explore the structural misalignments driving the retention crisis. Gabe and Lucia look past outdated assumptions about work ethic and tackle the uncomfortable truths behind the data: the gap between modern living expenses and entry-level compensation, the hesitation to invest in human capital, and why the outdated "Ideal Worker" model is failing a shifting demographic. Discover actionable strategies for modernizing compensation, scheduling, and workplace culture to stop the revolving door at your firm.

In 1917, the Bolshevik Party had roughly 24,000 members. A decade later, it boasted about 1.2 million. Recruitment came in waves and so did the purges. Still, Party members were found at the top and bottom of the system. In the Kremlin and in the factories. The Party rank and file were vital to the establishment of the Soviet system, its day-to-day functioning, and the human material for campaigns whether they be for literary, industrialization, collectivization or terror. But who were these people? How engaged were they in politics? Were they a constituency for Party leaders to appeal to or was the rank and file mere material to be mobilized and directed without its own agency? There are few studies looking at the Party at the shop floor and its place in shaping Soviet socialism. Yiannis Kokosalakis' book Building Socialism does just that. The Eurasian Knot spoke to Kokosalakis to learn more about the role of the Bolshevik rank and file in the early Soviet system.Guest:Yiannis Kokosalakis is a visiting researcher at Bielefeld University. He's the author of Building Socialism: The Communist Party and the Making of the Soviet System, 1921-1941 published by Cambridge University Press. Hosted on Acast. See acast.com/privacy for more information.

Court records and newly surfaced documents indicated that Jeffrey Epstein financed the tuition of a student attending the University of California, Berkeley School of Law. According to records reviewed in the report, Epstein paid roughly $26,000 in tuition for the law student. In return, the student allegedly helped recruit or refer young women to work for Epstein as “assistants,” a term widely used within Epstein's network to describe women who often performed personal or administrative tasks around his operations. The arrangement appeared to mirror patterns seen in other parts of Epstein's network, where financial support, gifts, or opportunities were provided in exchange for helping connect him with women.The report highlighted how Epstein leveraged money and influence to build relationships within elite institutions, including universities, where tuition payments and donations could open doors. Documents suggested that paying the Berkeley student's tuition was part of a broader strategy in which Epstein used financial incentives to cultivate loyal intermediaries who could introduce him to potential recruits or associates. The revelations added to growing evidence from released files showing that Epstein repeatedly used his wealth and connections to gain access to young women while embedding himself within respected academic and professional environments.to contact me:bobbycapucci@protonmail.comsource:‘Price to pay for Berkeley': Jeffrey Epstein paid law student's tuition in exchange for ‘assistants' | National | dailycal.org

In this episode of The Clinical Research Coach, host Leanne Woehlke sits down with Alen Hadzic, Founder and CEO of CT Scan, to explore how data, digital advertising, and AI are reshaping the way patients are enrolled into clinical trials.Coming from a background in consulting, marketing strategy, and lead generation, Alen brings a fresh lens to one of the industry's most persistent challenges—patient recruitment and enrollment. Rather than relying on traditional recruitment models, his company has developed a methodology called Predictive Enrollment Engineering, designed to calculate and optimize cost-per-enrollment using real-world advertising data.Alen shares how CT Scan's patent-pending AI platform, Dyno AI, analyzes millions of dollars in digital advertising performance across dozens of clinical research projects to model enrollment funnels—from ad engagement and qualification to phone contact, eligibility, and final enrollment.During the conversation, Leanne and Alen discuss:Why traditional patient recruitment models often fail to deliver resultsThe hidden friction points that cause patients to drop out of the enrollment funnelHow digital advertising can be used to measure and optimize patient interestThe importance of rapid follow-up and human engagement in improving response ratesHow CT Scan achieves a 65% phone answer rate through immediate outreach and optimized workflowsWhy focusing on cost per enrollment—not cost per lead—changes the entire recruitment strategyAlen also shares his unconventional journey into the clinical trials industry—from early exposure to research through his physician father to a career in consulting and entrepreneurship that ultimately led him to rethink how clinical trials approach patient enrollment.If clinical trial recruitment has ever felt unpredictable, inefficient, or frustrating, this episode offers a data-driven perspective on how AI, marketing science, and operational discipline could transform enrollment into a measurable and predictable process.Tune in to learn how predictive modeling and digital marketing principles may help bring new optimism to clinical trial enrollment.Alen Hadzic is a healthcare technology entrepreneur focused on bringing predictability and operational rigor to clinical trial enrollment. He is the Founder and CEO of CT SCAN™, a company developing systems to remove uncertainty from patient recruitment by engineering enrollment as a measurable process rather than a marketing outcome. His work centers on Predictive Enrollment Engineering™, a methodology that models each stage of the patient journey, from initial awareness through screening and enrollment, using probability-based performance metrics. The company's patent-pending enrollment technology, DYNO Ai™, analyzes operational and advertising data to forecast cost-per-enrollment and reduce study timelines.Hadzic holds a graduate degree from Columbia University and completed a Master's in Innovation and Entrepreneurship at Vlerick Business School, a top-ranked European program in the field. His background combines business strategy, systems thinking, and applied analytics in clinical research operations.Outside of his professional work, he is an active musician who records and performs his own material, playing guitar, drums, and vocals. He approaches both technology and music with a similar philosophy: structured systems can create reliable outcomes, but creativity determines how far those outcomes can be pushed.

What does it really take to transition from agency recruitment to an in-house talent role?In this episode of Breaking the Chain, Nathaniel Chapman speaks with talent acquisition professional Lea Giorgi about her journey navigating both sides of recruitment. From agency pressure to internal collaboration and working across international teams, Leah shares insights on adapting to change in the evolving world of hiring.Follow Impel TalentLinkedIn: Impel TalentTwitter: @ImpelTalentFacebook: @Impel TalentInstagram: @ImpelTalentJoin us for illuminating discussions, practical insights, and a roadmap for thriving in an ever-shifting world. Subscribe now and join the conversation as we break new ground in leadership excellence!

09 Mar 2026. Hiring in the UAE is continuing despite regional tensions. Recruitment expert Dan Chadwick tells us what companies are doing right now. Plus, DrinkDry founder Erika Doyle on running an import business while abroad. And with crude oil above $110 a barrel after Middle East output cuts and the Strait of Hormuz closure, Ed Bell and Matt Stanley break down what it means for energy markets.See omnystudio.com/listener for privacy information.

Recruitment measures...

Police are ramping up recruitment efforts in Auckland, hoping to bring more kiwis into the force, and tempt some currently working in Australia to return home. New Zealand Police's Deputy Commissioner Jill Rodgers spoke to Corin Dann.

This week on Tapod we catch up with the amazing Natalie Flynn, Founder of Equidi, to discuss the latest WGEA gender pay gap and all things International Women's Day. We are making baby steps into our pay gap, but it's not enough and we're not sure we're even measuring the right data… What we can be sure of is that in many industries, there are still more opportunities at the ‘top end' of businesses for males, from management to the ‘C-suite'. We touch on AI and its impact on the gender labour market and much more. It's not about cupcakes; it's about action, and it's time we all took action… real action. PS. Who's up for a road trip to Canberra?Thanks to Taly for partnering with us this month. 

Court records and newly surfaced documents indicated that Jeffrey Epstein financed the tuition of a student attending the University of California, Berkeley School of Law. According to records reviewed in the report, Epstein paid roughly $26,000 in tuition for the law student. In return, the student allegedly helped recruit or refer young women to work for Epstein as “assistants,” a term widely used within Epstein's network to describe women who often performed personal or administrative tasks around his operations. The arrangement appeared to mirror patterns seen in other parts of Epstein's network, where financial support, gifts, or opportunities were provided in exchange for helping connect him with women.The report highlighted how Epstein leveraged money and influence to build relationships within elite institutions, including universities, where tuition payments and donations could open doors. Documents suggested that paying the Berkeley student's tuition was part of a broader strategy in which Epstein used financial incentives to cultivate loyal intermediaries who could introduce him to potential recruits or associates. The revelations added to growing evidence from released files showing that Epstein repeatedly used his wealth and connections to gain access to young women while embedding himself within respected academic and professional environments.to contact me:bobbycapucci@protonmail.comsource:‘Price to pay for Berkeley': Jeffrey Epstein paid law student's tuition in exchange for ‘assistants' | National | dailycal.org

District Chief Human resource Officer Dr. Shanna Johnston joins Adam Wright to talk about employment in the District. She also explains how we improved teacher vacancies and how we keep track of vacancies. #loveleeschools #podcast

The new All Blacks coach was appointed this week – Dave Rennie succeeding Scott Robertson in the role. It came down to two candidates – Rennie and Jamie Joseph, and according to NZ Rugby Chair David Kirk, it was Rennie's experience that took him over the line. Former All Black Keven Mealamu was a member of the recruitment panel, and told Piney both candidates had the skill set necessary to coach, but Rennie's ability to build strong cultures, and his pursuit of excellence and high standards really stood out. LISTEN ABOVE See omnystudio.com/listener for privacy information.

Court records and newly surfaced documents indicated that Jeffrey Epstein financed the tuition of a student attending the University of California, Berkeley School of Law. According to records reviewed in the report, Epstein paid roughly $26,000 in tuition for the law student. In return, the student allegedly helped recruit or refer young women to work for Epstein as “assistants,” a term widely used within Epstein's network to describe women who often performed personal or administrative tasks around his operations. The arrangement appeared to mirror patterns seen in other parts of Epstein's network, where financial support, gifts, or opportunities were provided in exchange for helping connect him with women.The report highlighted how Epstein leveraged money and influence to build relationships within elite institutions, including universities, where tuition payments and donations could open doors. Documents suggested that paying the Berkeley student's tuition was part of a broader strategy in which Epstein used financial incentives to cultivate loyal intermediaries who could introduce him to potential recruits or associates. The revelations added to growing evidence from released files showing that Epstein repeatedly used his wealth and connections to gain access to young women while embedding himself within respected academic and professional environments.to contact me:bobbycapucci@protonmail.comsource:‘Price to pay for Berkeley': Jeffrey Epstein paid law student's tuition in exchange for ‘assistants' | National | dailycal.orgBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

What happens when a recruiter stops relying purely on cold calls and starts building an audience instead?In this episode of the Marketing Rules Podcast, James Whitelock sits down with Joel Lalgee, widely known as The Realest Recruiter. Joel has built one of the most recognisable personal brands in recruitment, growing a global following across TikTok, LinkedIn and YouTube while continuing to operate as an executive recruiter.Joel shares the story behind how he went from agency recruiter to content creator, why he committed to posting consistently, and what happened when that visibility started turning into real business opportunities.The conversation digs into the changing reality of recruitment. Outreach is easier than ever thanks to automation and AI, but getting someone's attention is harder than ever. Joel explains why personal branding, authenticity and trust are becoming the most valuable assets recruiters can build.James and Joel also discuss the evolving role of content in recruitment, the mistakes people make when trying to copy influencer-style formats, and why the recruiters who succeed in the next decade will look more like media creators than traditional salespeople.In this episode they discuss:How Joel accidentally fell into recruitment and built a decade-long career in agencyWhy personal branding started as an experiment on LinkedInWhat happened when Joel committed to posting content every single dayWhy attention and trust are now the hardest things for recruiters to earnThe real impact AI and automation are having on outreach and salesWhy the traditional “50 cold calls a day” model is becoming less effectiveHow recruiters can combine marketing, content and relationship buildingThe story behind The Realest Recruiter brand and how it became a businessHow Joel monetises content through speaking, partnerships and executive searchWhy authenticity and originality beat copying influencer-style contentWhat listeners will take away:A clear understanding of why personal branding is becoming essential in recruitmentPractical ideas for creating content that actually builds trust and visibilityA new perspective on how recruiters can stand out in a crowded, AI-driven marketInspiration to think differently about business development and relationship buildingWhy the future recruiter may look more like a creator than a salesperson.The Marketing Rules Podcast is sponsored by Smart Siftysmartsifty.com#MarketingRules#TheVoiceOfRecruitmentMarketing⁠To connect with Joel:⁠⁠https://www.linkedin.com/in/joellalgee/Learn more about James and ThinkinCircles:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠⁠

THE RECRUITMENT ADVERTISING BENCHMARK REPORT 2026   The labor market story of 2026 cannot be told through a single headline. Behind the macro narrative of cooling growth lies a structural split that is reshaping how recruiting actually works. In this livestream, we'll break down Joveo's Recruiting Benchmarks Report 2026 and discuss 9x surge in applicant volume for some roles to the persistent drought in others, this session will translate benchmark data into practical strategy.   What we'll cover:   The 9x Applicant Avalanche Why More Applicants Doesn't Mean Easier Hiring: The Occupational Split: Demand Intensity in Healthcare and Skilled Trades: Two Markets, Two Strategies: The Experience Cliff: Capability Over Credentials Recruiters and recruitment marketers who continue to run one hiring process across two fundamentally different markets risk underperforming in both. This session will equip you with the insight to recalibrate metrics, rethink CPA obsession, and align strategy to the actual hiring environment you're operating in. If you want to move from reactive benchmarking to intentional advantage in 2026, this is a conversation you cannot afford to miss.   We're on Friday 6th March, 2pm GMT. Register by clicking on the green button (save my spot) and follow the channel here (recommended)     Episode 365 is sponsored by Joveo   As the global leader in AI-powered, high-performance recruitment marketing, Joveo is transforming talent attraction and recruitment media buying for the world's largest employers, staffing firms, RPOs, and media agencies. The Joveo platform enables businesses to attract, source, engage, and hire the best candidates on time and within budget.   Powering millions of jobs every day, Joveo's AI-led recruitment marketing platform uses advanced data science and machine learning to dynamically manage and optimize talent sourcing and applications across all online channels, while providing real-time insights at every step of the job seeker journey, from click to hire.   For more information about Joveo's award-winning platform and solutions, visit www.joveo.com.

Court records and newly surfaced documents indicated that Jeffrey Epstein financed the tuition of a student attending the University of California, Berkeley School of Law. According to records reviewed in the report, Epstein paid roughly $26,000 in tuition for the law student. In return, the student allegedly helped recruit or refer young women to work for Epstein as “assistants,” a term widely used within Epstein's network to describe women who often performed personal or administrative tasks around his operations. The arrangement appeared to mirror patterns seen in other parts of Epstein's network, where financial support, gifts, or opportunities were provided in exchange for helping connect him with women.The report highlighted how Epstein leveraged money and influence to build relationships within elite institutions, including universities, where tuition payments and donations could open doors. Documents suggested that paying the Berkeley student's tuition was part of a broader strategy in which Epstein used financial incentives to cultivate loyal intermediaries who could introduce him to potential recruits or associates. The revelations added to growing evidence from released files showing that Epstein repeatedly used his wealth and connections to gain access to young women while embedding himself within respected academic and professional environments.to contact me:bobbycapucci@protonmail.comsource:‘Price to pay for Berkeley': Jeffrey Epstein paid law student's tuition in exchange for ‘assistants' | National | dailycal.orgBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.

March 5, 2026 - New York State United Teachers President Melinda Person and United Federation of Teachers President Michael Mulgrew makes the case for sweetening retirement benefits for teachers in order to address recruitment and retention challenges at schools.

In this decadent, luxurious episode of The Gambling Files, we explore innovative approaches to risk management in online gambling, featuring insights from Hayden Bowman of iBankroll and Bernard Marantelli of White Swan Data. Discover how liquidity provision, data analytics, and regulation are shaping the future of gaming and betting industries.Chapters (but add maybe 25 seconds for the music and that):00:00 Introduction and Podcast Hosts01:09 Guest Introductions: Hayden Bowman and Bernard Marantelli01:41 Overview of GLI and Sponsorships04:17 Introduction to iBankroll and its Core Services05:39 What is Bankroll as a Service (BaaS)?07:03 Mechanics of Liquidity Provision in Gambling09:00 Handling Large Payouts and Risk Scenarios10:41 Fraud Risks and Player Retention Strategies12:07 Liquidity Constraints in Crypto and Top Operators13:16 The Commoditisation of House Bankroll Management14:32 Player Experience and Liquidity Challenges15:34 Deliberate Casino Management and Payout Delays16:22 Building Trust and Industry Transparency17:29 Funding and Business Model of iBankroll18:22 Future Plans and Expansion of Liquidity Services20:12 Sportsbook Liquidity and Risk Hedging21:52 Whiteswan Data: Market Mispricing and Opportunities22:53 Market Efficiency and Data Analytics in Betting23:48 The Shift from Predatory to Gamekeeper Models25:34 Adding Value Across the Gaming Ecosystem27:32 Prediction Markets and Future Trends31:33 Regulation and the Future of Prediction Markets33:56 Volatility, Entertainment, and Social Betting36:17 Recruitment of Quantitative and Data Science Talent39:24 Advice for Young Professionals in Gaming and Gambling41:14 The Importance of Surrounding Yourself with Driven People44:37 Lottery Payouts, Taxation, and Risk47:52 Michael Owen and Personal Anecdotes48:33 Closing Remarks and ThanksUseful resourcesGaming Laboratories International (GLI) - https://gaminglabs.comOptiMove - https://optimove.comWorld Gaming – www.worldgaming.comWhite Swan Data - https://whiteswandata.com/iBankroll - https://ibankroll.comHayden on LinkedIn - https://www.linkedin.com/in/hayden-bowman/Bernard on LinkedIn - https://linkedin.com/in/bernardmarantelliAs ever, we thank all of our sponsors for their vibrant and excellent support that makes all of this… magic… possible.Optimove, who turn customer data into something special, with tools that make businesses just plain work better. Optimove, your support helps us to keep creating content for an industry that probably thinks we disappeared years ago.Then of course there is Clarion Gaming, no hang on World Gaming, providers of the magnificent ICE expo and iGB Live! in London. There is simply nobody better at what they do.And the new members of the family, the excellent Gaming Laboratories International. GLI is a world-class Testing, Inspections and Certification company committed to delivering the highest quality land-based, lottery, and iGaming testing and assessment services, working in more than 710 jurisdictions.For more information, visit gaminglabs.com.The Gambling Files podcast delves into the business side of the betting world. Each week, join Jon Bruford and Fintan Costello as they discuss current hot topics with world-leading gambling experts.Website: https://www.thegamblingfiles.com/Subscribe on Apple Podcasts: https://apple.co/3A57jkRSubscribe on Spotify: https://spoti.fi/4cs6ReF Subscribe on YouTube: https://www.youtube.com/@TheGamblingFilesPodcast Fintan Costello on LinkedIn: https://www.linkedin.com/in/fintancostello/ Jon Bruford on LinkedIn: https://www.linkedin.com/in/jon-bruford-84346636/ Follow the podcast on LinkedIn: https://www.linkedin.com/company/the-gambling-files-podcast/ Sponsorship enquiries: https://www.thegamblingfiles.com/contact/ Get our newsletter: https://thegamblingfilestldr.substack.com/

Anthony Lima and Tone discuss the potential acquisition of Kyler Murray, emphasizing that a public endorsement from Myles Garrett would be the deciding factor for their support. They evaluate the organizational alignment between Todd Monken and Andrew Berry while debating if the Cleveland Browns are in a win-now mode or a transition phase. 01:25 - Kyler Murray Debate 04:41 - Organizational Alignment Discussion 08:56 - Garrett Leadership and Recruitment

Northeast Mississippi Community College President Dr. Ricky G. Ford and Marketing and Public Relations Specialist Liz Calvery look at what people often assume about community colleges and what President Ford wishes more people understood — that the quality of education at Northeast rivals, and often exceeds, that of a four-year university. Ford breaks down the rigorous standards required of Northeast instructors, noting that every faculty member holds at least a master's degree or higher in their field. The veteran educator shares how Northeast isn't simply a stepping stone, but a launching pad — whether students are preparing to transfer to a four-year university, land their dream job, or sharpen their workforce skills. Ford also highlights the value and affordability of a community college education, emphasizing that Northeast students receive strong academic support, graduate with less debt, and leave with the confidence to succeed. Listeners will hear how Northeast's smaller class sizes — often a 1-to-20 or 1-to-25 ratio — foster personalized instruction and how instructors take a genuine interest in helping students thrive both academically and personally. Ford discusses the extensive support system available to students and employees alike, noting that Northeast is the only community college in Mississippi with a Director of Employee Development. Beyond academics, Ford explains how students can take advantage of numerous extracurricular opportunities designed to build leadership and community engagement. He also touches on Northeast's statewide articulation agreements that simplify the transfer process to four-year colleges and universities. Plus, get the latest updates on athletics, academics, workforce development, and all the incredible things happening at one of the nation's premier community colleges.

AI product manager jobs are everywhere - but are they really different from regular PM roles? In this episode of Arguing Agile, Product Manager Brian Orlando and Enterprise Business Agility Consultant Om Patel wade deep into the muck-filled pool of hype vs. reality around AI-specific product management roles.Listen or watch to join us as we do the dirty work of discovering if most AI PM job descriptions are just copy-pasted PM responsibilities with 'AI' slapped on top, or if there's real insight to be found!Stick around past the buzzword bingo to learn:- the 'find and replace test' for job descriptions- the meaning behind "probabilistic vs. deterministic"- the real AI-specific skills that matter- how a 20-50% salary premium (and beyond) are justified- why we think continuous learning beats specializationWhether you're a product manager considering rebranding or a hiring manager crafting job descriptions, this episode will help you cut through the noise. #ProductManagement #AIPM #CareerDevelopmentMarty Cagan: Inspired: How to Create Tech Products Customers Love, The Lean Startup, Sinan Aral: The Hype Machine, Teresa Torres: Continuous Discovery HabitsLINKSYouTube: https://www.youtube.com/@arguingagileSpotify: https://open.spotify.com/show/362QvYORmtZRKAeTAE57v3Apple: https://podcasts.apple.com/us/podcast/agile-podcast/id1568557596INTRO MUSICToronto Is My BeatBy Whitewolf (Source: https://ccmixter.org/files/whitewolf225/60181)CC BY 4.0 DEED (https://creativecommons.org/licenses/by/4.0/deed.en)

Welcome to the Make More Placements Podcast, hosted by Terry Edwards and Drew Edwards.In this episode, Terry and Drew break down five business development rules every recruitment and search business owner needs to know to grow in 2026.Over the past year, we have spoken with hundreds of recruiters and search firm owners. One challenge comes up again and again. Everyone wants more clients, but more importantly, they want better quality clients.Too many recruitment businesses are still relying on outdated business development tactics that no longer work in today's market. With nearly 30 years of recruitment experience, Terry shares why old-school methods such as cold calling, relying on your network, and willpower-driven business development are holding firms back, and what needs to change.In this episode, Terry Edwards and Drew Edwards cover:Why business development must run without daily willpowerWhy visibility beats outreach in modern recruitment business developmentWhy not all conversations, or clients, are worth your timeWhy authority must come before sellingWhy business development should make you pickier, not busierThey also discuss how to escape feast-and-famine cycles, attract higher-quality retained and exclusive clients, reduce fee pressure through authority, and build business development systems that work even when motivation dips.If you are serious about growing your recruitment or search business in 2026 with better clients, higher fees, and more predictable revenue, this episode is essential viewing.Sponsored by PlacementBox.ioThis episode is sponsored by PlacementBox.io, an all-in-one business development platform built specifically for recruitment and search businesses.If you want more clients and better clients, visit PlacementBox.io to see what is possible.If you are watching on YouTube, LinkedIn, or Facebook:Like the videoLeave a commentLet us know where you are listening fromDrop any questions in the comments, and we will get back to youIf you want help implementing these principles in your own business, book a call at https://makemoreplacements.com/callThank you for listening.Take action. Be relentless.

Three in five schools have unfilled vacancies due to recruitment and retention difficulties, while almost one-in-five have been forced to drop subjects because they can't fill positions. That's according to a new survey carried out in over 100 second level schools by the Principals and Deputy Principals' Association of the Teachers' Union of Ireland. Joining Anton on the show was Michael Gillespie is the General Secretary of the TUI.

In this episode Ben Pearce and Nic Neate discuss what it's really like to build and be part of an AI native engineering team. Nic shares his experiences and insights on how AI is fundamentally changing the way software is developed, the skills required for engineers in this new landscape, and the challenges organizations face in adapting to these changes. Nic Neate is the CTO of @Nimbus. He has many years working in the software world and previously worked at Metaswitch and Microsoft. Show Links Ben Pearce LinkedIn - https://www.linkedin.com/in/benpthoughts/ Tech World Human Skills Home - https://www.techworldhumanskills.com Nic Neate Linked In - https://www.linkedin.com/in/nic-neate-b3515210/ Nimbus - https://www.nimbusmaps.co.uk/ Takeaways AI is fundamentally changing software engineering. Vibe coding is using AI to write code. AI native means riding the wave of AI tooling. Being AI native enables you to do so much more. AI can do it in 10 minutes what you could do in a week. Context engineering is a key skill for engineers. Decision making is crucial in an AI native world. You need to invest in your tool chain. Recruitment processes need to change for AI roles. Maximize value for people working in AI. Keywords AI native engineering, software development, generative AI, engineering teams, AI tools, context engineering, software productivity, AI integration, engineering leadership, tech transformation

On Tuesday's Morning Focus, Alan Morrissey was live from the recruitment fair at Building 7000, Westpark Innovation Campus, Atlantic Avenue, Shannon. First on the show, we heard from Shannon Chamber CEO Helen Downes, Kevin Tierney of Tierney's, and Deirdre Frawley of AIB, who spoke about the importance of businesses outside of cities and the success of AIB's participation in last year's recruitment fair. Alan Morrissey was then joined live by Dominic Murphy, Managing Director of Shannon Precision Engineering; Seán Sheehan, General Manager for Ireland at SK Teks; and Tomás Sherry of the Irish Defence Forces. They discussed a range of topics, including the benefits of the recruitment fair, the importance of supporting local employment opportunities, and the value of the circular economy. Later, we welcomed Adrian Murphy, Global Projects Director at Panametrics; Stacey Keane, Marketing Director at Takumi Precision Engineering; and Peter McNamara, Senior Project Manager at WrxFlo. They spoke about the importance of Shannon as a hub for business, the growing demand for skilled workers, low college enrolment numbers in engineering fields, and much more. To round off the show, Alan chatted with Mike Kenihan, Senior Director of Europe, the Middle East and Africa Fulfilment Operations at HID; Kay O'Sullivan of Clean Habit Recycling; and Diarmuid Cullinan, Associate Director of Strategic Manufacturing at Aerogen Shannon. Their discussion focused on the benefits of local recruitment and the positive impact local people can have on their community.

In this conversation, Rob Anderson shares his insights on the importance of company culture, customer service, and effective recruitment strategies in the home services industry. He emphasizes the need for businesses to focus on making customers happy and creating a positive work environment for employees. Rob discusses the significance of data-driven decisions, the impact of partnerships, and the challenges posed by private equity. He also highlights the importance of leadership development, emotional intelligence, and the art of storytelling in building relationships with clients and partners. Ultimately, Rob encourages a forward-looking mindset and the continuous pursuit of personal and professional growth. 00:00 The Importance of Culture in Business  05:52 Recruitment and Retention Strategies 08:55 Defining and Measuring Company Culture 15:01 Navigating the Challenges of Home Services 18:04 The Role of Partnerships in Business Growth 20:57 Giving Back to the Community 23:50 The Impact of Private Equity on Business 26:58 Leadership Development and Emotional Intelligence 30:07 The Art of Storytelling in Business 33:00 Building Relationships with Clients and Partners 35:57 The Future of Business and Personal Growth

With the Russian Army losing an estimated 30 to 50,000 ((30,000 to 50,000)) soldiers per month, Russia is reportedly using recruitment scams to lure in men from across Africa. Offered enticing salaries and told to sign a contract in Russian, officials say economic incentives and the exploitation of vulnerable people are driving recruitment. - По оценкам, российская армия теряет от 30 до 50 тысяч солдат в месяц. Как сообщается, Россия использует мошеннические схемы вербовки по всей Африке, предлагая заманчивые зарплаты и требуя подписать контракт на русском языке. Чиновники называют экономические стимулы и эксплуатацию уязвимых людей движущей силой вербовки.

Liza Mundy describes Heidi August's transition from clerk to case officer, her recruitment of a foreign asset in Geneva, and her appointment as a station chief. 3.GAR

Day 1,463.Today, after a mass Russian aerial bombardment struck multiple regions across Ukraine, we report from Kyiv and eastern Ukraine on what it was like on the ground during the latest wave of drone and missile attacks. We then hear about Dom's visit to a Ukrainian HUR military intelligence base in Zaporizhzhia, and examine reports that Vladimir Putin has been forced to curb the recruitment of foreign fighters to avoid diplomatic fallout with key allies. We also discuss the battlefield “kill ratio” that could undermine Russia's war effort, and new air defence systems being developed that claim the capability to intercept nuclear missiles.ContributorsFrancis Dearnley (Host on Ukraine: The Latest).Dominic Nicholls (Host on Ukraine: The Latest).Adélie Pojzman-Pontay (Host on Ukraine: The Latest).Rozina Sabur (National Security Editor, The Telegraph).Svitlana Morenets (Freelance Ukrainian Journalist).NOW AVAILABLE IN VIDEO WITH MAPS & BATTLEFIELD FOOTAGE:Every episode is now available on our YouTube channel shortly after the release of the audio version. You will find it here: https://youtu.be/1fIYPjtdNa8?si=B7tHxw3CxQGAy3OGCONTENT REFERENCED:How Ukraine turned hobby drones into precision killing machines (The Telegraph):https://www.telegraph.co.uk/world-news/2026/02/26/ukraine-fpv-drones-evolution-precision-killing-machines/ Russia's air defences could shoot down Britain's nuclear missiles (The Telegraph):https://www.telegraph.co.uk/world-news/2026/02/26/russia-air-defences-could-shoot-down-britain-missiles/ First Ukrainian drone factory opens in Britain (The Telegraph):https://www.telegraph.co.uk/news/2026/02/26/first-ukrainian-drone-factory-opens-in-britain/ The kill ratio that can sink Putin's war (The Telegraph):https://www.telegraph.co.uk/world-news/2026/02/24/the-kill-ratio-that-can-sink-putin-war/ Putin bans recruitment of foreign soldiers to placate African allies (The Telegraph):https://www.telegraph.co.uk/world-news/2026/02/25/putin-bans-foreign-soldiers-to-placate-african-allies/ Allies bow to Putin over Ukraine peace troops (The Telegraph):https://www.telegraph.co.uk/world-news/2026/02/24/allies-bow-to-putin-over-ukraine-peace-troops/WEEKLY NEWSLETTER:Our weekly newsletter includes maps of the frontlines and diagrams of weapons, answers your questions, provides recommended reading, and gives exclusive analysis and behind-the-scenes insights.. It's free for everyone, including non-subscribers. Join here – http://telegraph.co.uk/ukrainenewsletter EMAIL US:Contact the team on ukrainepod@telegraph.co.uk . We continue to read every message, and seek to respond to as many on air and in our newsletter as possible.Subscribe: telegraph.co.uk/ukrainethelatestEmail: ukrainepod@telegraph.co.uk Hosted on Acast. See acast.com/privacy for more information.

Manufacturing companies are struggling with maintaining their workforce. Where does marketing come in to help solve it? Wes Temple and Ray Reader, G76 strategists, talk with the IMC Live crew about hiring and retention.

In this episode of the HR Leaders Podcast, we sit down with Carlo Steenvoorden, EVP HR People Services, Analytics & HR AI at KPN, to unpack how a 100+ year old telecom company is moving from legacy HR systems to a fully conversational AI powered employee experience.Carlo explains why KPN made a bold decision to declare that the future of HR interactions is conversational, with systems pushed to the back end and one intelligent interface in front. He shares how reducing human led HR queries from €15–20 per case to cents per prompt unlocked both massive efficiency gains and a better employee experience.Most importantly, he breaks down the real transformation behind the technology, from rebuilding HR team capabilities, to adopting product thinking, to deciding where AI belongs and where humans must stay firmly in the loop.