Podcasts about Recruitment

In this episode, I sit down with Zac and Jack from We Have a Meeting to unpack how their done-for-you outbound service has generated over £4M in live pipeline for 9 recruitment companies in the last 12 months, without relying on candidate flips or any of the usual recruiter BD tactics.We dive into their full outbound system: how they build and enrich data before a single call is made, the VAR process that quality-checks every meeting booked, and the "Trojan Horse" strategy they use to break into markets they've never worked in before.Connect with Zac here: https://www.linkedin.com/in/zac-thompson-33a9a39b/Connect with Jack here: https://www.linkedin.com/in/jack-frimston-5010177b/-------------------------Watch the episode on YouTube: https://youtu.be/JySSf2QrVWE-------------------------Podcast 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.-------------------------Want more content like this?The Wednesday Debrief is our free weekly newsletter for recruiters who take their craft seriously. Join 7,000+ subscribers here: https://newsletter.recruitmentmentors.com/-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

Apple's lawsuit accusing OpenAI of obtaining trade secrets through former employees raises questions about corporate ethics, recruitment practices, confidentiality agreements, and OpenAI's hardware ambitions. The panel considers the potential legal and financial consequences before examining Apple's plan to end support for encrypted HFS+ volumes and what users should do with older drives. Panel members include: Chuck Joiner, David Ginsburg, Marty Jencius, Eric Bolden, Brian Flanigan-Arthurs, Jim Rea, Web Bixby, Jeff Gamet, and Mark Fuccio. Today's MacVoices is supported by TV+ Talk, our MacVoices series with Charlotte Henry focused on Apple TV+. From shows and other content to the business side there's always something to learn about apple's streaming service. Find it at the Categories listings on the web site or go directly to macvoices.com/category/tvplustalk. Show Notes: Chapters:00:00 Apple challenges OpenAI over alleged trade secrets01:00 Former Apple employees and recruitment allegations02:00 OpenAI's finances, AI skepticism, and IPO risks04:03 Evidence, corporate devices, and Apple's legal strategy05:00 Recruitment culture and ethical concerns06:13 How the case could reveal Apple's hardware plans07:06 Possible legal exposure and the discovery process08:00 AI talent wars and multimillion-dollar compensation09:33 Confidentiality agreements after leaving Apple11:14 Apple's shifting relationships with OpenAI and Google12:06 John Ternus and speculation about Apple leadership13:00 Apple silicon, neural engines, and possible M7 plans14:36 Contractors, confidentiality, and additional legal risks15:16 Jony Ive and potential collateral damage17:01 macOS 28 and encrypted HFS+ support18:00 Apple's long-term transition away from HFS+19:00 Preparing and transferring data from legacy drives20:04 Microsoft support policies and software subscriptions21:05 Clarifying Windows access to HFS+ drives Links: Apple Sues OpenAI for Stealing Trade Secrets to Build AI Hardware https://www.macrumors.com/2026/07/10/apple-sues-openai/ Guests: Get detailed bios and contact information about for the panel on the MacVoices Live! Panel page on our web site:https://macvoices.com/macvoiceslive/macvoices-live-panel/ Support:      Become a MacVoices Patron on Patreon     http://patreon.com/macvoices      Enjoy this episode? Make a one-time donation with PayPal Connect:      Web:     http://macvoices.com      Twitter:     http://www.twitter.com/chuckjoiner     http://www.twitter.com/macvoices      Mastodon:     https://mastodon.cloud/@chuckjoiner      Facebook:     http://www.facebook.com/chuck.joiner      MacVoices Page on Facebook:     http://www.facebook.com/macvoices/      MacVoices Group on Facebook:     http://www.facebook.com/groups/macvoice      LinkedIn:     https://www.linkedin.com/in/chuckjoiner/      Instagram:     https://www.instagram.com/chuckjoiner/ Subscribe:      Audio in iTunes     Video in iTunes      Subscribe manually via iTunes or any podcatcher:      Audio: http://www.macvoices.com/rss/macvoicesrss      Video: http://www.macvoices.com/rss/macvoicesvideorss

AABP Executive Director Dr. Fred Gingrich is joined by Lisa Greenhill, Chief Organizational Health Officer for the American Association of Veterinary Medical Colleges (AAVMC). This episode of Have You Herd is sponsored by Boehringer Ingelheim and Bovikalk. Is your fresh cow calcium supplement protecting dairy cows' full potential? BOVIKALC® bolus contains the two critical forms of calcium for immediate and lasting performance with no filler ingredients. For more than 20 years, BOVIKALC has consistently delivered what fresh cows need—right when they need it most. Talk to your Boehringer Ingelheim representative to see why BOVIKALC boluses are designed for milking greatness. Find out more information about BOVIKALC boluses at this link.  Enrollment at veterinary schools has doubled over the last 20 years and currently there are approximately 17,000 veterinary students in U.S. schools and another 3000-4000 U.S. students in foreign schools. Demographics of students has changes during that time period as well with females comprising 86% of students and 30% of students are non-white. Students now fill out a common application and each student applies to 5-6 schools. The national applicant:seat ratio is currently 2.4 but each institution applicant:seat ratio varies. Greenhill discusses the gender disparity in veterinary schools and explains that the issues of fewer men in veterinary schools is due to fewer men obtaining a bachelor's degree. Only 37% of men in the U.S. complete a bachelor's degree compared to nearly half of women. Men also take longer to complete the degree compared to women.  Students from rural communities comprise about 20% of veterinary students. AABP membership data indicate that 70% of our members grew up in rural communities. Nationally, 23% of adults in rural communities have a bachelor's degree or higher. Greenhill discusses some of the challenges and barriers for students in rural communities to seek out a veterinary education including changes to loan regulations and Pell Grants, lack of educational opportunities, and evaluation of rural mixed animal versus urban companion animal experiences.  Find AABP survey information under the Member Resources page of the AABP website at this link.   

Apple's lawsuit accusing OpenAI of obtaining trade secrets through former employees raises questions about corporate ethics, recruitment practices, confidentiality agreements, and OpenAI's hardware ambitions. The panel considers the potential legal and financial consequences before examining Apple's plan to end support for encrypted HFS+ volumes and what users should do with older drives. Panel members include: Chuck Joiner, David Ginsburg, Marty Jencius, Eric Bolden, Brian Flanigan-Arthurs, Jim Rea, Web Bixby, Jeff Gamet, and Mark Fuccio. Today's MacVoices is supported by TV+ Talk, our MacVoices series with Charlotte Henry focused on Apple TV+. From shows and other content to the business side there's always something to learn about apple's streaming service. Find it at the Categories listings on the web site or go directly to macvoices.com/category/tvplustalk. Show Notes: Chapters: 00:00 Apple challenges OpenAI over alleged trade secrets 01:00 Former Apple employees and recruitment allegations 02:00 OpenAI's finances, AI skepticism, and IPO risks 04:03 Evidence, corporate devices, and Apple's legal strategy 05:00 Recruitment culture and ethical concerns 06:13 How the case could reveal Apple's hardware plans 07:06 Possible legal exposure and the discovery process 08:00 AI talent wars and multimillion-dollar compensation 09:33 Confidentiality agreements after leaving Apple 11:14 Apple's shifting relationships with OpenAI and Google 12:06 John Ternus and speculation about Apple leadership 13:00 Apple silicon, neural engines, and possible M7 plans 14:36 Contractors, confidentiality, and additional legal risks 15:16 Jony Ive and potential collateral damage 17:01 macOS 28 and encrypted HFS+ support 18:00 Apple's long-term transition away from HFS+ 19:00 Preparing and transferring data from legacy drives 20:04 Microsoft support policies and software subscriptions 21:05 Clarifying Windows access to HFS+ drives Links: Apple Sues OpenAI for Stealing Trade Secrets to Build AI Hardware https://www.macrumors.com/2026/07/10/apple-sues-openai/ Guests: Get detailed bios and contact information about for the panel on the MacVoices Live! Panel page on our web site: https://macvoices.com/macvoiceslive/macvoices-live-panel/ Support:      Become a MacVoices Patron on Patreon      http://patreon.com/macvoices      Enjoy this episode? Make a one-time donation with PayPal Connect:      Web:      http://macvoices.com      Twitter:      http://www.twitter.com/chuckjoiner      http://www.twitter.com/macvoices      Mastodon:      https://mastodon.cloud/@chuckjoiner      Facebook:      http://www.facebook.com/chuck.joiner      MacVoices Page on Facebook:      http://www.facebook.com/macvoices/      MacVoices Group on Facebook:      http://www.facebook.com/groups/macvoice      LinkedIn:      https://www.linkedin.com/in/chuckjoiner/      Instagram:      https://www.instagram.com/chuckjoiner/ Subscribe:      Audio in iTunes      Video in iTunes      Subscribe manually via iTunes or any podcatcher:      Audio: http://www.macvoices.com/rss/macvoicesrss      Video: http://www.macvoices.com/rss/macvoicesvideorss

Home care agencies are hitting an operational wall as they grow, and the fix isn't what you'd expect. Discover why offshore remote recruiters and coordinators are helping franchises cut labor costs by up to 60% while building resilient, proactive teams. Find more info at https://smartscale360.com/blogs/news/why-homecare-agencies-across-the-u-s-are-adding-remote-recruiters-and-coordinators SmartScale 360 City: Tampa Address: 1209 E Cumberland Ave Website: https://smartscale360.com/

This week on Tapod, we catch up with Emma Cassidy, Group Head of Talent Acquisition & Workforce Solutions at Ampol. We hear a lot about transformation, but in Emma's own words it's been ‘A huge year of transformation for Ampol'—in this episode we focus in on the contingent workforce. From knowledge retention to classification to visibility to a new career website to employing a new model to workforce redesign to task intelligence to working collaboratively across the business, what we see is a true transformation success story and a blueprint for other Talent Teams to follow.Thanks to Greenhouse for partnering with us this month. 

Mission Viejo 4-Star defensive back Jordan Hicks has released his Top 8, and the USC Trojans are among the top schools in his recruitment. Who are the Trojans competing with, and where do they see him fitting in? Tune in and make sure to like and subscribe to the USC LAFB YouTube Channel! Become a member today and help support the USC LAFB Team! Become a member here: https://www.youtube.com/channel/UCZ3-rN0vKVT_XZVs-m6LXaw/join Join our USC LAFB Message Board for exclusive intel right here on YouTube: https://www.youtube.com/@USCLAFB/community Check out our USC Trojans LAFB Merch: https://lafbnetwork.myshopify.com/ Listen to our USC Football Trojans Podcast: https://podcasts.apple.com/us/podcast/usc-lafb-a-usc-trojans-show/id1602005638 Join our USC Trojans Message Board: https://www.lafbnetwork.com/forums/forum/usc-trojans/ Go to www.LAFBNetwork.com for FREE full access to all of our podcasts and join the community! Twitter: @LAFBNetwork | @RyanDyrudLAFB | @LAFBJamz | @Tim_Prangley Lincoln Riley is the USC Trojans Football Head Coach for the 2026 College Football Season. The Trojans look to capitalize on an offseason full of momentum and improve their Big Ten play for 2026. Tune in for up-to-date USC Trojans news, opinion, and recruiting intel. Plus, film review, game previews and breakdowns, and our weekly LIVE LAFB Conquest Call-In Show every Wednesday evening! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ben Kinney, joined by Chad Hyams and Bob Stewart, delves into effective recruitment strategies and building successful teams. The discussion highlights the importance of always being open to talent and employing the Goal, Value, Plan framework in conversations. The episode underscores essential skills like communication, attention to detail, and building rapport, coupled with a focus on confidence. Kinney emphasizes the importance of listening, asking meaningful questions, and creating a supportive environment for potential recruits, driving home that these skills are vital for any thriving business. ---------- Connect with the hosts: •    Ben Kinney: https://www.BenKinney.com/ •    Bob Stewart: https://www.linkedin.com/in/activebob •    Chad Hyams: https://ChadHyams.com/ •    Book one of our co-hosts for your next event: https://WinMakeGive.com/speakers/   More ways to connect: •    Join our Facebook group at www.facebook.com/groups/winmakegive •     Sign up for our weekly newsletter: https://WinMakeGive.com/sign-up •     Explore the Win Make Give Podcast Network: https://WinMakeGive.com/   Part of the Win Make Give Podcast Network Chapters 00:00 Finding Talent Requires Constant Search and Skillful Integration 01:44 Discovering Talent in Everyday Encounters 02:39 The Long Game of Investing in Talent and Relationships 04:45 Effective Recruitment Strategies and Direct Communication Techniques 07:19 The Art of Asking the Right Questions in Business 09:54 Goal, Value, Plan: Framework for Effective Recruitment Conversations 13:22 Goal Value Plan: A Framework for Recruitment and Retention 19:00 Mastering Interview Skills Through Questions and Relationship Building 22:22 Mastering Rapport Through Empathy and Body Language 27:27 The Power of Truth and Body Language in Interviews 28:19 Building Confidence and Control in Recruitment Conversations 30:55 Recruiting Friends to Join and Share the Podcast

This week on the AJ Bell Money & Markets podcast, Charlene Young and Danni Hewson unpack the latest developments in global markets, from oil price volatility and the Strait of Hormuz to US inflation, bank earnings and what it all means for interest rates. They also assess Rachel Reeves' latest Mansion House speech and the outlook for UK economic growth. Tom Sieber joins the show for a busy week of company news, with easyJet, Marks & Spencer, TikTok Shop, IBM, Barratt Redrow, PageGroup, Hays all making headlines. Plus, Charlene explores the fastest fall in mortgage rates for almost two years, reveals what the latest HMRC figures tell us about Britain's growing tax burden, and looks at where holidaymakers will get the most value from their spending money this summer.   Topics covered [00:08] Introduction & market roundup [02:09] Strait of Hormuz, oil prices and global trade [10:41] US inflation, bank earnings and interest rates [13:41] Rachel Reeves' Mansion House speech [15:50] easyJet update [17:23] Marks & Spencer and TikTok Shop [23:14] Buy Now, Pay Later regulation changes [25:26] Shares magazine highlights with Tom Sieber [27:33] IBM results and tech spending trends [30:07] PayPal takeover approach [32:28] Barratt Redrow update and shareholder returns [35:23] Recruitment sector outlook: PageGroup & Hays [38:01] Paramount-Warner Bros deal challenges [40:10] Mortgage rates fall sharply [42:00] HMRC tax data and fiscal drag [46:43] Holiday spending money: where the pound goes furthest

"Listen more than you talk." "Try to be as inclusive as possible." "Transparency at all times, especially in bad times." "The founder is the mood maker." "Leadership is all about providing clarity, providing direction, but also letting the individual get to that endpoint themselves."   Sean Travers is the Founder and Representative Director of MESHD, a Tokyo-based executive search firm specialising in deep technology. The company works extensively with Japanese corporations operating in robotics, industrial automation, mobility, artificial intelligence, machine learning and other advanced engineering fields. Born in the United Kingdom and raised in Perth, Western Australia, Travers began his career selling large-scale capital equipment to the mining and resources sector. The work involved multimillion-dollar transactions, extensive travel to remote mining sites and direct negotiations with tough, highly practical decision-makers. This environment shaped his early commercial instincts, resilience and results-oriented leadership style. After marrying his Japanese wife and starting a family, Travers moved to Tokyo more than 20 years ago. With limited Japanese-language ability and few obvious career options for a foreign professional at the time, he entered recruitment. He subsequently built a career in specialist executive search, including establishing the Japan operation of a global energy recruitment company. The 2015 oil and gas downturn became a defining moment. Despite the Japan business performing well, Travers was instructed by overseas headquarters to decide within 24 hours which employees should be terminated. The experience convinced him that even a successful local leader remained vulnerable to decisions made by distant executives. He eventually launched his own company with several long-standing colleagues. Over the following decade, Travers expanded beyond conventional executive search. His businesses have helped establish and incubate specialist recruitment ventures, including firms focused on software, chemicals and hospitality. His leadership journey in Japan has required him to move from a highly directive, perfectionist management style towards a more inclusive approach built on listening, transparency, autonomy, trust and cultural adaptability.   Sean Travers' leadership journey in Japan began far from Tokyo's corporate offices. Raised in Western Australia, he learned to sell multimillion-dollar capital equipment in the mining and resources industry. Success depended on abandoning formal appearances, visiting remote worksites and earning credibility with blunt, experienced equipment operators. It was a demanding commercial education that rewarded toughness, directness and persistence. Those qualities later helped Travers succeed in executive recruitment, but they also created leadership challenges. After moving to Japan more than 20 years ago, he entered the recruitment industry and eventually took responsibility for teams and entire business operations. His initial approach was highly prescriptive. As a perfectionist, he expected employees to follow the methods that had worked for him. Team members with similar personalities often performed well, but many others struggled. Feedback from his manager and trusted friends forced Travers to reconsider his assumptions. Leadership could not be based on expecting everyone to respond to the same instructions, pressure or communication style. He gradually became more attentive to individual differences, emotional reactions and the need to adapt his expectations. This remained compatible with accountability, but it required him to separate high performance standards from unnecessarily militant behaviour. Leading Japanese employees created another layer of complexity. In meetings, employees might nod, indicate understanding and appear to agree, only for Travers to discover later that they did not understand, support or trust the direction. He learned that setting a clear objective was not enough. Leaders must ask questions that confirm understanding, create alternative channels for feedback and consult trusted internal colleagues who can explain how a message was actually received. This awareness also influenced the way he recruited people into his own company. Joining a new boutique recruitment firm involves considerable perceived risk, especially in Japan, where candidates may consult family members and carefully assess a company's stability. Travers found that trust could not be created through a single persuasive interview. Some candidates required regular discussions over 18 to 24 months before they were ready to join. Rather than continually selling the opportunity, he shared honest updates about clients, target industries, business progress and organisational challenges. His commitment to the team was tested during COVID-19. When revenues fell, Travers and his leadership group chose salary deferments rather than headcount reductions. Travers personally went without a salary for approximately two and a half years. The decision reflected both loyalty and commercial logic. Experienced recruiters require considerable time and investment before becoming productive, and rebuilding the team after the recovery would have been expensive and disruptive. Transparency became central to maintaining engagement. However, Travers does not interpret transparency as disclosing every concern to every employee. Leaders must judge which information should be shared across the organisation and which should remain within the leadership team. The purpose is to provide enough truth for employees to understand decisions without creating unnecessary fear or instability. As the company grew, Travers also had to create opportunities for quieter employees to contribute. Weekly all-hands meetings were useful, but the same confident people tended to speak. He therefore began arranging individual lunches and conversations with team members who were less likely to contribute publicly. Anonymous surveys and live digital voting also provided safer channels for candid feedback. The company's culture evolved with its needs. Its early atmosphere was highly sales-driven and dominated by aggressive dealmaking. Travers recognised that a business composed only of competitive "hunters" would struggle to attract the broader mix of people needed for sustainable growth. Team lunches, off-sites, greater financial visibility and discussions about employees' backgrounds and ambitions helped create a more balanced environment. Travers believes the founder's behaviour has a disproportionate impact in a smaller company. The founder becomes the organisation's "mood maker". A leader who arrives visibly discouraged or negative can lower the energy of the entire workplace. Leadership therefore includes the discipline to demonstrate constructive energy even during difficult periods. His advice to new foreign leaders in Japan is grounded in this experience: listen more than they talk, include people without placing them under uncomfortable pressure and remain transparent, particularly when circumstances deteriorate. Japanese-language ability helps, but it does not guarantee success. Character, attitude, discipline and the willingness to understand people matter more. Ultimately, Travers defines leadership as establishing the destination and providing the emotional support, clarity and guardrails that allow others to reach it. Leaders should give employees autonomy, trust them to perform and provide direct feedback when they deviate. The leader sets the endpoint, but the individual must have room to determine the route. Q&A Summary What makes leadership in Japan unique? Leadership in Japan requires close attention to what is not stated directly. Travers discovered that apparent agreement in a meeting may not represent genuine understanding, commitment or trust. Japanese employees may nod, acknowledge an instruction and avoid openly challenging a senior leader, while privately remaining uncertain or unconvinced. This makes confirmation essential. A leader cannot simply deliver a clear message and assume it has landed. Questions must be used to test understanding without creating embarrassment. Trusted internal supporters can also provide valuable insight into how particular employees interpreted the discussion. Indirect feedback is especially important. Travers has used respected colleagues to speak privately with employees and uncover concerns that might never be raised in a formal meeting. This resembles a practical form of nemawashi: gathering reactions, identifying resistance and building alignment through quieter conversations before expecting visible consensus. Trust also takes time. Employees and candidates may evaluate not only the leader but also the organisation's long-term stability. Consistent behaviour, repeated contact, honest business updates and a willingness to acknowledge mistakes are more persuasive than a polished recruitment pitch or inspirational speech. Why do global executives struggle? Global executives often struggle because they transfer a leadership formula that succeeded elsewhere without adapting it to the people or context in Japan. Travers initially relied on the direct, forceful style he had developed in Western Australia. He assumed that employees would succeed by following the same methods that had produced his own results. This approach worked with a minority of employees who shared his temperament, but it was ineffective for many others. The experience demonstrated that leadership success is not automatically transferable. The leader must adjust communication, coaching and expectations according to the individual. Foreign executives may also misinterpret politeness as commitment. A meeting can appear successful because no one objects, yet employees may leave without believing in the decision. Executives who dominate discussions, speak too quickly or fail to invite quieter voices may unknowingly suppress the information they need. Another common mistake is treating Japanese-language proficiency as the primary solution. Language is useful, but a fluent executive who lacks humility, emotional intelligence or cultural awareness can still fail. Attitude and behaviour determine whether language becomes a bridge or merely another tool for issuing instructions. Is Japan truly risk-averse? Travers' experience suggests that caution in Japan is often rational rather than inherently risk-averse. A candidate considering a boutique recruitment company must evaluate whether the organisation will survive the next economic downturn. Recruitment is cyclical and frequently acts as a canary in the coal mine: hiring freezes arrive early when an industry begins to weaken. Employees may also seek advice from parents, grandparents, former colleagues or trusted senpai before changing jobs. From a Western perspective, this can look excessively conservative. From the candidate's perspective, however, employment decisions affect family stability, professional reputation and long-term security. Travers responded by extending the courtship process. Some potential hires remained in conversation with the company for 18 to 24 months. During that period, he did not merely sell the role. He provided evidence about the company's clients, industries, performance, challenges and direction. The COVID-19 response also demonstrated how leadership can reduce uncertainty. Rather than cutting employees immediately, the company introduced salary deferments and preserved the team. This decision created risk for the founder, who received no salary for approximately two and a half years, but it provided greater security for employees and positioned the organisation to recover without rebuilding its workforce. What leadership style actually works? Travers advocates an adaptive style that combines direction, accountability, empathy and autonomy. His early top-down approach was too rigid. Over time, he learned that empathy does not require abandoning standards and accountability does not require brutality. The leader must first clarify the endpoint. Employees need to understand where the organisation is today, where it intends to be in the future and which outcomes define success. The leader then provides guardrails and emotional support while allowing individuals to determine how they will reach the destination. Inclusion is also essential. Leaders should actively invite participation from people who do not naturally dominate meetings. Travers uses individual lunches, direct questions, anonymous surveys and live voting to gather ideas from a wider cross-section of the company. He also believes that leaders should explain the reasoning behind decisions, especially when acknowledging mistakes. Employees may disagree with the conclusion, but understanding the decision-making process increases respect and trust. Admitting an error does not necessarily diminish authority. When combined with ownership and a credible explanation, it can strengthen leadership credibility. How can technology help? Technology can create safer and more democratic channels for employee input. In traditional meetings, seniority, confidence and communication style can determine whose ideas are heard. The same employees may repeatedly raise their hands, while quieter people remain invisible. MESHD has used anonymous post-event surveys and real-time digital voting to overcome this limitation. Employees can express support or opposition without being identified publicly. This allows the organisation to measure sentiment more accurately and reduces the pressure to follow the most senior or outspoken person. Technology does not replace personal leadership. Travers still values one-to-one lunches, informal conversations and feedback gathered through trusted colleagues. Digital tools are most effective when they complement human relationships and provide additional routes for honest communication. The broader lesson is that decision intelligence improves when leaders diversify their information sources. Formal meetings, private conversations, anonymous data and operational results each reveal different aspects of organisational reality. Leaders who rely on only one channel risk making decisions from incomplete information. Does language proficiency matter? Japanese-language ability helps foreign leaders communicate, form relationships and understand more of what is happening around them. Travers speaks Japanese and considers it an advantage. However, he does not believe that language proficiency guarantees leadership success. Character, attitude and discipline matter more. Employees observe how a leader responds under pressure, whether commitments are honoured, whether mistakes are acknowledged and whether the leader listens sincerely. These behaviours build or destroy trust regardless of vocabulary level. A leader who speaks imperfect Japanese but demonstrates respect, curiosity and consistency may be more effective than a fluent speaker who assumes language ability provides complete cultural understanding. Fluency can help a leader access information, but it cannot substitute for humility or good judgement. Foreign executives should therefore study Japanese while also developing deeper listening skills. They need to notice hesitation, indirect disagreement and the absence of expected follow-through. Communication success should be measured by shared understanding and action, not by the leader's ability to complete a conversation in Japanese. What's the ultimate leadership lesson? Travers' central leadership lesson is that the leader provides clarity and direction without controlling every step. The organisation may be at point A today and aiming for point Z in two years. The leader must define Z, explain why it matters and create the conditions in which employees can move towards it. Those conditions include emotional support, trust, autonomy and honest feedback. Employees should know the guardrails and performance measures, but they should also have room to use their judgement. When they make mistakes, the leader must respond directly and constructively rather than taking back all control. Leadership also requires personal accountability. Travers learned to admit when decisions had produced negative consequences and to explain the reasoning that led to them. Employees generally responded with greater understanding than he expected. Finally, leadership is visible. In a smaller organisation, the founder's energy affects everyone. The leader becomes the mood maker, particularly during uncertainty. Listening, inclusion, transparency and constructive energy are therefore not occasional techniques. They are daily responsibilities that shape whether people trust the direction and choose to follow. 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, offering practical insights on leadership, communication, and Japanese business culture. He is also the host of six weekly podcasts, including The Leadership Japan Series, The Sales Japan Series, The Presentations Japan Series, Japan Business Mastery, and Japan's Top Business Interviews. On YouTube, he produces three weekly shows — The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews — which have become leading resources for executives seeking strategies for success in Japan.

In de tweede aflevering van seizoen twee van Succesvol Werven met AI, de podcast van RecruitmentTech.nl in samenwerking met Ubeeo, schuift Inge Brattinga aan bij hosts Martijn Hemminga en Leon Buijsman. De jurist en onderzoeker aan de Juridische Hogeschool Avans-Fontys legt uit waarom ‘kan niet, mag niet' de verkeerde reflex is, wat je vooral niet in ChatGPT moet gooien, en waar in het recruitmentproces de EU AI Act écht om de hoek komt kijken.

► Help us to release the George Connelly documentary: https://www.crowdfunder.co.uk/p/george-connelly-celtic-film

In hour 3 of Steiny and Guru, Steiny and Evan get into if Lebron would make his decision this weekend during the World Cup Final. Would that overshadow things? Plus, Steiny isn't a fan of Draymond Green criticizing Yaxel Lendeborg's pitch for Lebron James. Was he out of line?

In this episode of Humans of Agriculture, Oli Le Lievre sits down with Tony Murfit, Regional Manager for Western Australia at Warakirri Cropping, to explore the Farm Operations Manager opportunity at Mawarra and what makes it such an important role within the business.Having managed Mawarra himself before Warakirri purchased the property in 2011, Tony shares how the farm has evolved into one of Western Australia's leading broadacre cropping operations. He reflects on the transformation of the business, the innovation happening across the WA grains industry, and why he believes Mawarra continues to offer enormous potential.The conversation also provides an inside look at the Farm Operations Manager role. Tony explains what success looks like, the importance of planning, logistics and leading a team across more than 24,000 hectares, and why trust, communication and the ability to adapt are just as important as technical farming knowledge.Whether you're already working in broadacre cropping or looking to take the next step in your career, Tony shares why this role is an opportunity to learn, grow and build a long-term future with Warakirri Cropping. With the support of an experienced team and clear pathways for progression, he explains why the right mindset matters more than having all the answers on day one.This episode is designed to give candidates and listeners a genuine insight into the business, the people, the opportunity and Tony's vision for building high-performing farming teams.Key insights from the conversation:How Mawarra became Warakirri Cropping's first property in Western AustraliaHow soil improvement and changing farming practices have transformed the farmWhat it takes to operate across more than 24,000 hectaresWhy planning, logistics and timeliness are critical at MawarraWhat the Farm Operations Manager will focus on day to dayWhy trust and communication are central to building a strong teamWhy candidates do not need to know everything before stepping into the roleThe importance of leading from the front and working alongside the teamWhat success could look like after the first 12 monthsThe lifestyle and community available around MerredinHow the role could create a pathway towards becoming a Farm Manager within WarakirriInterested in learning more? We have a full job description and additional information available on our Careers page: https://humansofagriculture.com/careers/job-board/farm-operations-manager-x191Or connect with Zoe Burgess for a confidential conversation about the role available with Warakirri Cropping.Chapters:00:00 Introduction and recent farm visit to WA00:29 Interview with Tony Murfit on WA grain industry01:31 The evolution of soil management and crop yields in WA03:29 The importance of Mawarra farm to Warakirri Cropping04:52 Farm expansion and cropping intensity growth05:35 Major advancements in farm management since 201107:07 Role and team structure of the farm operations manager08:25 Approach to stepping into the farm operations role09:06 Current challenges and capacity planning10:36 Managing farm operations across large distances11:53 The importance of timeliness and adaptability12:18 Success indicators after 12 months in the role14:25 Team culture and peer learning at WA farms16:03 Leadership style and team trust19:16 Opportunities for women and diverse leadership in agriculture22:36 Encouraging relocation and career growth in WA farming25:37 Final thoughts and closing remarks

Oli recently sat down with Warakirri Cropping Regional Manager for Western Australia, Tony Murfit, to explore the Farm Operations Manager opportunity at Mawarra and what makes it such an important role within the business.Located near Merredin, Mawarra is a large-scale broadacre cropping operation with more than 24,000 hectares of arable land. Warakirri Cropping is looking for someone who can work closely with Farm Manager Andrew Martin, lead the team from the front, and help keep paddock operations moving across a large and complex aggregation.In this episode, Oli and Tony discuss:Tony's connection to Mawarra and how the farm has evolved since Warakirri purchased it in 2011How soil improvement, machinery and changing farming systems have transformed the propertyWhat the Farm Operations Manager role involves day to dayThe importance of planning, logistics and timeliness across an 80-kilometre operationWhy trust, communication and team leadership matter as much as technical farming knowledgeThe type of person Warakirri is looking for and why attitude and willingness to learn are so importantWhat success could look like in the first 12 monthsThe support available across the wider Warakirri Cropping businessWhy the role offers a potential pathway towards becoming a Farm ManagerWhat Merredin and the surrounding region offer individuals and families looking to relocateInterested in learning more? We have a full job description and additional information available on our Careers page: https://humansofagriculture.com/careers/job-board/farm-operations-manager-x191Or connect with Zoe Burgess for a confidential conversation about the opportunities available with Warakirri Cropping.

In 2022, EVONA had eighty staff, a Manchester office, a six-hundred-thousand-pound monthly cost base, and had just spent three hundred thousand pounds flying the whole company to Monaco. Tom Kelly calls it the moment four first-time founders lost perspective.What followed was one of the more honest rebuilds you will hear in recruitment. Contract team gone. Marketing team gone. Management team restructured. Tom moved to the US, took the wheel as sole decision-maker, and rebuilt around two metrics: twenty-five interviews per person per rolling four weeks, and a thirty-day close on every job.Three years on, EVONA is projecting ten million pounds net fee income this year. Three and a half million EBITDA. Thirty-five people. Two inbound client enquiries arrive every single day.Tom Kelly has been in the space sector since 2018. He has never taken outside investment. And last month was the largest in the company's history.On this episode of The RAG Podcast, Tom breaks down exactly how they got there.EVONA is now the dominant name in space sector recruitment. Ninety-five percent US clients. No cold outreach. No single client above nine percent of revenue. A thirty-two day average time to fill on roles that take competitors sixty.Tom Kelly is thirty-nine. He does not have a rigid three-year exit plan, but he does think there is a short window, and he does believe AGI changes the calculus for anyone thinking about an acquisition in this space. What he is building now is the version of the business that is worth something, the lean, high-output, brand-trusted version that took cutting fifty people to find.If you have ever wondered what it actually looks like to rebuild a recruitment business properly after it nearly breaks, this episode has the blueprint.Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn, but AI has turned templated posts and outreach into a commodity. When everyone sounds the same, the market stops listening. The recruiters winning now are the ones the market trusts.At Hoxo we help recruitment founders become the most influential name in their niche, using AI to multiply output while trust stays the product. Our clients turn their existing networks into £100K to £300K in new billings within months. Watch the free RAG listener training to see how: https://hubs.ly/Q03lBpYC0

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including the latest on WFH legislation, candidates being judged on their drink order, Fair Work laying down the law, Meta goes early… too early, strange things are afoot at Wollongong Uni, Hudson in more of a pickle, Hiring Manager disses his staff during an interview, and much more.Thanks to Indeed for partnering with us to bring you the Scoop.

On today's Pod At The Palace with Curtis Wilkerson: - Arkansas faces yet another challenge in wrapping up Ourigou sweepstakes - Is this a must-win recruitment for Calipari? - Davion Thompson ends on high note in Vegas - More takeaways from EYBL Session 4 - Salute to Meleek Thomas OFFICIAL MERCH: https://insidearkansas.myshopify.com/ #arkansas #razorbacks #football #basketball #baseball #sampittman #johncalipari SHOUTOUT TO OUR SPONSORS: BET SARACEN Arkansas' #1 Sports Betting App! Click link below & use code INSIDEAR250 so when you bet $25, get $250 BONUS! https://sportsbook.betsaracen.com/en-us/sports/mma?referrer=singular_click_id%3Dbc1b71ae-56d0-4f58-9775-c5bd8f6676e9 ----------------------------------------------------------------------------- VICI AESTHETICS AND WELLNESS This episode is brought to you by Vici Aesthetics and Wellness—your go-to destination for looking better, feeling better, and performing at your best. Looking for a personalized longevity protocol?   At Vici they specialize in the latest peptide therapies. Cognitive support, neuro-optimization, skin vitality, & anti aging…they have a range of peptides to target your specific goals. Whatever you may be looking for…peptide therapies will help support tissue repair & athletic recovery! They also have advanced aesthetic treatments like Botox, fillers, laser services, and body contouring—all designed to enhance your natural look with real, lasting results.  But they don't stop there—they also specialize in total wellness, with services like medical weight loss, testosterone replacement therapy, vitamin B megaburn, and more! All the services to help you optimize your energy, health, and confidence! Ready to look, feel, and perform at your best? Hit up Vici Aesthetics and Wellness today and tell them the fellas from Inside Arkansas sent you! Visit viciaestheticsandwellness.com! OZK INSURANCE One thing that really sets OZK Insurance apart is this — they're an independent insurance agency. That means they're not tied to just one company. They shop a multitude of A-rated carriers to find the best coverage and price for you — and now, they've paired that with something you don't usually see from an independent agency… a full-service mobile app. With the OZK Insurance App, you can see all your policies under one roof — home, auto, whatever you have — plus pay bills, request roadside assistance, file claims, request policy changes, or even get new quotes, all from your phone. So you get the best part of an independent agent — choice, flexibility, real people — and the convenience of modern tech. If you're tired of being stuck with one carrier or chasing down paperwork, go to OZKInsurance.com or search OZK Insurance in the App Store or Google Play. Local agency. National-level options. One powerful app. That's OZK Insurance. BLUE EMBER SMOKEHOUSE Blue Ember Smokehouse is a family owned smokehouse specializing in handcrafted BBQ!  From tender brisket to home cooked sides, you'll find a hearty meal for every member of the family. They operate the Blue Ember way, buying only the highest quality meats, applying their signature blend of spices and slowly smoking in their wood-only pits.  They allow the meats to rest to ensure optimal tenderness and cut in front of the customer to provide transparency and satisfaction in every bite! Blue Ember also caters any events! Weddings, parties, business meetings, any gathering where a group of people need to be fed amazing BBQ, Blue Ember has you covered! Please contact individual stores for more info and specific pricing.  INSIDE ARKANSAS WILL BE LIVE AT ROGERS LOCATION THE 1st WEDNESDAY OF EVERY MONTH! https://www.blueembersmokehouse.com/ West Little Rock-(501) 448-2886 Hot Springs-(501) 431-0574 Jonesboro-(870) 933-7058 Fort Smith-(479) 551-2999 Rogers-(479) 335-2170 Texarkana-(903) 832-1937 Thank you for supporting your local Blue Ember Smokehouse! Learn more about your ad choices. Visit megaphone.fm/adchoices

Keith Hassell, the Executive Director of Graduate Admissions & Recruitment at Sacred Heart University, joined Melissa on Melissa in the Morning to talk about why it's never too late for grad school.Keith Hassell is the Executive Director of Graduate Admissions & Recruitment at Sacred Heart University, where he leads initiatives to connect prospective students with more than 40 master's, doctoral and graduate certificate programs. With more than 15 years of experience in higher education, career development, and enrollment management, Keith is passionate about helping students identify academic pathways that align with their professional goals and the evolving needs of today's workforce.Image Courtesy of Sacred Heart University

On this very special episode, the team at Tapod come to you all the way from Recfest UK as we catch up with Robby Perdue - VP of Product Management at Greenhouse. A lot has been going on at Greenhouse, and we get right down and dirty with features, updates and releases. We discuss all the key issues, including the AI 'doom loop' and how technology can actually help. We discuss whether the 'new phase' of recruitment challenges are AI or human-led as well as ethical AI and we talk about some amazing new Greenhouse features - Voice AI and MCP integrations. And for this special episode we have released a video version - see comments if you want to check out our ugly mugs!Thanks to Greenhouse for your support of Tapod.

Nic McKinley returns for Part 2, picking up right after his time as a Pararescue instructor and walking through his recruitment into a specialized CIA unit. He details the grueling 30-day vetting process, the shooting standards that eliminated seasoned special operators, and the small-team tactics that shaped his work overseas. Nic recounts high-speed chases, joint operations with elite military units, and his rise to Country Team Leader in a nuclear-armed nation—before revealing the two pivotal moments that first exposed him to child trafficking and set him on the path toward founding DeliverFund. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Larry Lannan talks with a panel from Fishers Fire and Emergency Services: Fire Chief Ky Ragsdale, Communications Director Ashley Heckly and Recruitment & Training Director Todd Rielage. Topics include the department's summer cul-de-sac drills (Mondays and Fridays at 7pm through July), water safety and the hidden dangers of retention ponds, dive team operations on Geist Reservoir, fireworks safety, Safety Day at the Fishers Farmers Market on August 22, a record fire recruit application cycle, the growing demand for emergency medical services and a fourth ambulance, and how the department cares for the mental health of its firefighters. This episode of Larry In Fishers is sponsored by Citizens State Bank, member FDIC and an equal housing lender. Learn more at mycsbin.com/larry or stop by their Fishers branch at the Thomas A. Weaver Municipal Complex.

Debbie McGrath, the longtime CEO of HR.com, has officially announced that she is preparing for retirement and looking for the right buyers or strategic investors to take the platform's premier assets into the future. https://www.hrnewsfeed.com/industry-icon-for-sale-hr-com-prepares-for-its-next-chapter/ DENVER, July 9, 2026 — Employ Inc., a leading provider of people-first, intelligent hiring solutions across JazzHR, Lever, and Jobvite, today announced a partnership with ID.me to protect employers against rising candidate fraud by embedding trusted identity verification directly within Employ's applicant tracking systems.  https://hrtechfeed.com/employ-and-id-me-partner-to-prevent-ai-driven-candidate-fraud/ DALLAS, Texas, July 8, 2026 – Hellora, Inc., formerly known as Eqo Technologies, Inc. and the company behind the Eqo employee referral solution, today announced the evolution of its platform into Hellora, an AI Recruiting CRM built specifically for healthcare hiring. https://hrtechfeed.com/eqo-moves-beyonds-referrals-changes-name-to-hellora/ LEBANON, N.H. — Recruitment tech company Appcast announced a major upgrade to its platform today, launching a new solution designed to rebuild company career sites for an AI-dominated job market. https://hrtechfeed.com/appcast-says-its-launching-career-sites-built-for-the-ai-era/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Director of Technical Services at the Ghana AIDS Commission, Dr. Fred Nana Poku, has urged authorities involved in the recent medical screening of applicants in the security services recruitment exercise to actively follow up on individuals who tested HIV-reactive

Stephen Runyan, aka Tommy Gunn, is coming back to The Scrap, and this one is going to be loaded... again!With more than 20 years in the fire service, Stephen has dedicated his career to developing firefighters, challenging conventional thinking, and sharing the lessons he's learned from some of the best mentors in the profession.A Georgia Smoke Diver, FDIC H.O.T. Class Specialist, Wichita Fire Department Hiring Coordinator, and Wichita HOT Board Member and Instructor, Stephen has become a respected instructor in the fire service, teaching firefighters across the country and helping shape the way many approach the job.If you've seen Stephen teach or heard him speak before, you already know he isn't afraid to challenge the way we think.  He deep dives into his peptide journey and explains where it started and what he has learned along the way.                          .. there is no shortage of great information.As always, the audience helps drive the conversation, so get  ready, as we head down whatever rabbit hole the live chat takes us.Episode 362 is made possible by our incredible sponsors: Snap-Tite Hose and Fire Station Furniture.

Episode Summary     What if a medical career could be built on profound purpose, paid for in full, and shaped by leadership opportunities no civilian path can match? In this episode of WarDocs, COL Danielle Holt, MD, an Army general surgeon and Associate Dean of Admissions and Recruitment at the Uniformed Services University (USU) School of Medicine, lays out exactly what it takes to become a military physician and why the journey is worth it. Drawing on a career that has carried her from broad-spectrum rural surgery at Fort Wainwright, Alaska, to a forward surgical team in Afghanistan, to serving as consultant surgeon for the White House Medical Team at Walter Reed, she offers a candid, insider's view of the two pathways into uniformed medicine.       The conversation centers on the choice every service-minded pre-med must weigh: the tuition-free USU School of Medicine, the nation's only fully federally funded medical school, versus the Health Professions Scholarship Program (HPSP) that places students at civilian schools. She explains the trade-offs in plain terms — the seven-year versus four-year service obligation, the roughly $90,000 annual salary USU students earn while in school, the one hundred hours of military-unique curriculum, and the rotations across military treatment facilities worldwide. She is equally direct about the military match, where competitive specialties such as general surgery can be more attainable than many applicants realize.    COL Holt demystifies admissions. Academics are a threshold, not the finish line — a 496 MCAT and 3.0 GPA for regular decision, rising to a 500 minimum, with a class mean near 510. Beyond the numbers, she explains what actually earns an interview and an offer: a clear reason to be a physician, a genuine commitment to military service, and the personal attributes of teamwork, adaptability, and being comfortable when things get uncomfortable. She names the self-inflicted mistakes that sink applicants — turning the application in late, stalling on medical clearance and waivers, retaking the MCAT too often, and failing to engage the admissions team. She closes with the human core of the school: the fire team model, longitudinal faculty coaching, the Military Medical Communities program, and a culture where students and faculty take care of one another in a way civilian medicine rarely sees. Her message to any pre-med on the fence is simple — do not underestimate yourself, reach out for mentorship, and remember that the mission is the point. Chapters (00:00-04:54) A Surgeon's Journey: ROTC, Alaska, Afghanistan, and the White House (04:55-10:11) What USUHS Is and Why It Is Different (10:12-19:38) USUHS versus HPSP: Obligations, the Military Match, and How to Choose (19:39-27:39) Timelines, Thresholds, and What Earns an Interview (27:40-43:39) Shadowing, Research, Non-Traditional Applicants, and Common Mistakes (43:40-55:30) The Interview, the Fire Team Culture, and Advice for the Fence-Sitter Chapter Summaries (00:00-04:54) A Surgeon's Journey: ROTC, Alaska, Afghanistan, and the White House Holt traces a twenty-plus-year dual-military-career path from ROTC and HPSP through general surgery training at Tripler Army Medical Center to duty stations spanning rural Alaska and a tertiary academic hospital. She describes deploying to a forward surgical team in eastern Afghanistan in 2012 and learning damage-control surgery, and credits the Army with handing her leadership roles far earlier than a civilian career would.   (04:55-10:11) What USU Is and Why It Is Different She defines the Uniformed Services University as the nation's only fully federally funded, tuition-free medical school, training physicians for the Army, Navy, Air Force, Coast Guard, and Public Health Service. Students draw full pay and benefits — roughly $90,000 a year — complete about one hundred hours of military-unique curriculum, and rotate at military treatment facilities across the country and overseas.   (10:12-19:38) USU versus HPSP: Obligations, the Military Match, and How to Choose Holt compares the seven-year USU service obligation with the four-year HPSP commitment and argues the difference is small over a full career. She explains the military match, where critically needed specialties like general surgery can be more attainable, and walks through how applicants apply by service, weigh geography and specialty, and decide which pathway fits their long-term goals.   (19:39-27:39) Timelines, Thresholds, and What Earns an Interview The USU medical-school timeline mirrors other allopathic schools through AMCAS, but military commissioning adds a lengthy medical clearance process, with about half of students needing a waiver. Academics are a threshold — a 496 MCAT and 3.0 GPA for regular decision. Above all, she stresses applying early and finishing requirements, because uncleared applicants get skipped as seats fill.   (27:40-43:39) Shadowing, Research, Non-Traditional Applicants, and Common Mistakes She pushes back on the pressure around clinical shadowing, noting USU requires none and that paid work as a phlebotomist or technician offers equal exposure. Research is likewise not required, given USU's own Capstone program. She details how the school values non-traditional and prior-service applicants, then names the most common self-inflicted mistakes: late applications, stalled clearances, over-testing the MCAT, and downplaying military experience.   (43:40-55:30) The Interview, the Fire Team Culture, and Advice for the Fence-Sitter Holt explains the virtual two-interview format and what makes candidates stand out — genuine commitment, professionalism, and self-knowledge. She describes the fire team model, longitudinal faculty coaching, and the Military Medical Communities program that links applicants, students, and physicians across services. Her closing advice to fence-sitting pre-meds: do not underestimate yourself, seek mentors, and lead with the mission.   Take Home Messages Mindset matters more than a perfect score.: Academic metrics are a threshold, not the finish line. The strongest military physicians are often the applicants who have struggled, adapted, and bounced back — people who value service over a flawless transcript.   The pathway you choose should match the career you want.: The tuition-free, federally funded medical school carries a longer obligation but builds deeper military identity and connections, while the civilian scholarship route offers more independence. Weigh service obligation, specialty goals, and where you see yourself for the long term.   Apply early and finish your requirements.: Rolling admissions reward speed. The single most avoidable mistakes are turning in a late application, stalling on medical clearance and waivers, and waiting too long on the MCAT or letters of recommendation. Uncleared applicants get skipped as seats fill.   Shadowing and research are not gatekeepers.: Required shadowing hours and formal research are not prerequisites. Paid clinical work and life experience count, and the value placed on non-traditional and prior-service applicants means an unconventional background can be a genuine strength.   Camaraderie is the difference, so engage the community.: The fire team model, longitudinal coaching, and military medical community sessions create a culture where students and faculty take care of one another. Do not underestimate yourself — reach out for mentorship and let the mission lead.   Episode Keywords military medicine, USU School of Medicine, Uniformed Services University, Danielle Holt, military doctor, how to become a military physician, HPSP scholarship, military medical school, Army surgeon, premed advice, MCAT, medical school admissions, military match, GME, forward surgical team, Walter Reed, military residency, USUHS, tuition free medical school, military officer physician, WarDocs, military healthcare career, premed shadowing, medical school interview, service obligation Hashtags #MilitaryMedicine, #WarDocs, #USU, #MilitaryMedicalSchool, #HPSP, #FutureMilitaryDoc, #PreMed, #ArmyMedicine Honoring the Legacy and Preserving the History of Military Medicine The WarDocs Mission- WarDocs exists to honor the legacy of Military Medicine, preserve its history, and inspire every generation — across all Services, Corps, and Ranks — to serve with excellence and pride. Through mentorship, coaching, and education, we equip those considering, entering, and serving in military medicine with the knowledge, connections, and community they need to thrive. We celebrate Who we are, What we do, and, most importantly, How we serve Our Patients, the DoW, and Our Nation. Find out more and join Team WarDocs at https://www.wardocspodcast.com/ Check our list of previous guest episodes at https://www.wardocspodcast.com/our-guests Subscribe and Like our Videos on our YouTube Channel: https://www.youtube.com/@wardocspodcast Listen to the "What We Are For" Episode 47. https://bit.ly/3r87Afm WarDocs- The Military Medicine Podcast is a Non-Profit, Tax-exempt-501(c)(3) Veteran Run Organization run by volunteers. All donations are tax-deductible and go to honoring and preserving the history, experiences, successes, and lessons learned in Military Medicine. A tax receipt will be sent to you. WARDOCS documents the experiences, contributions, and innovations of all military medicine Services, ranks, and Corps who are affectionately called "Docs" as a sign of respect, trust, and confidence on and off the battlefield, demonstrating dedication to the medical care of fellow comrades in arms. Follow Us on Social Media Twitter: @wardocspodcast Facebook: WarDocs Podcast Instagram: @wardocspodcast LinkedIn: WarDocs-The Military Medicine Podcast YouTube Channel: https://www.youtube.com/@wardocspodcast

Can a 20-year-old with no experience turn one TikTok creator into a £250,000 opportunity and build one of the UK's most respected social-first talent agencies?Benjy Leslie is the founder and CEO of Connect Management, one of the UK's leading creator talent management and influencer marketing agencies. In just six years, Connect has grown from a lockdown start-up into a major force in the creator economy, working with social-first talent, YouTubers, TikTok creators, brands, agencies and some of the biggest names in modern media.Want more from Building The Brand - connect here:https://buildingthebrand.co.uk/newsletterConnect with Benjy:https://www.linkedin.com/in/benjy-leslie-837b64144/In this episode, Benjy explains how he made £250,000 from one creator in three months, why social media is “the free lottery” for founders, how Connect Academy generated £1m for micro-creators in its first year, why brands need to move beyond one-off influencer campaigns, and why the future belongs to creators, entrepreneurs and businesses that can build attention, adapt quickly and turn content into long-term brand value.▪️How Benjy Leslie built Connect Management during lockdown▪️Turning one TikTok creator into £250,000 revenue▪️Why energy, belief and naivety can beat experience▪️How creators become salespeople, media brands and business owners▪️How Connect Academy generated £1m for micro-creators▪️Why brands need to move beyond one-off influencer campaigns▪️How YouTube shows are shaping the future of branded content▪️Why social-first creators are changing TV and media▪️Building culture through incentives, rewards and high standards▪️Why founder content drives clients, talent, trust and recruitment▪️Why social media is the free lottery for entrepreneurs▪️Launching Connect Management in America without losing cultureKEY MOMENTS:0:00 — Why social media is the free lottery1:33 — 3.3 billion views and the bedroom start-up story3:43 — Making £250,000 from one TikTok creator5:14 — Naivety, belief and early-stage founder energy6:05 — What Connect Management does for creators7:02 — Connect Academy and the creator pathway10:06 — What makes a creator commercially valuable13:21 — Using data and AI to track creator trends15:05 — Scaling to 60 staff while staying bootstrapped19:51 — PAUSE POINT: Culture as a business growth strategy24:53 — Best boss PR, incentives and sales motivation30:52 — Why brands get influencer marketing wrong31:05 — YouTube shows and the future of branded content33:08 — Why creators need patience and consistency37:57 — Targeted sales, attention and commercial logic40:24 — Why great salespeople listen and move on47:17 — Why TV is not dying, it is evolving49:39 — 360 talent management and creator brands51:30 — PAUSE POINT: Evolution, relevance and content strategy54:41 — Why founders should treat social media as the free lottery58:11 — Recruitment, founder brand and social proof1:00:14 — Launching Connect Management in America1:02:43 — Selling Fletcher Holman to Wolves through social media1:03:59 — PAUSE POINT: Finding million-pound ideas in unexpected places1:06:58 — Scaling without losing company culture1:10:30 — Ronaldo, Haaland and authentic content

Ben Criddle talks BYU sports every weekday from 2 to 6 pm.Today's Host: Ben Criddle (@criddlebenjamin) and Co-Host: (ronthe3manweav)Subscribe to the Cougar Sports with Ben Criddle podcast: Apple Podcasts: https://itunes.apple.com/us/podcast/cougar-sports-with-ben-criddle/id99676

This week on the Scoop we do things a little differently. The team from Tapod has travelled to the UK to attend Recfest. We ask vendors about their experience with AI and how some candidates are gaming and failing – hope you enjoy!Thanks to Indeed for continuing to support the Scoop.

As talent acquisition landscapes grow more complex, successful hiring is no longer just about finding great candidates, it's about building the infrastructure that allows your team to thrive. Recruitment Operations (RecOps) has evolved from a back-office support function into the critical backbone of scalable, predictable hiring. When optimized, RecOps eliminates friction, slashes tech waste, and frees up your recruiters to do what they do best: build relationships. But how do you transition from reactive firefighting to a streamlined, data-driven operation? Join us for this month's exclusive, interactive virtual roundtable designed specifically for TA leaders. We will be joined by a seasoned Recruitment Operations practitioner to pull back the curtain on how to build a world-class hiring engine. Whether you have a dedicated RecOps team or are looking to build one from scratch, you will walk away with actionable strategies to elevate your hiring function. Learn more about your ad choices. Visit megaphone.fm/adchoices

Harnessing AI for Better Recruiting: Balancing Efficiency and the Human TouchChad Delligatti, CEO and owner of InnoSource, along with Brett Johnson and Carol Ventresca, explores the world of artificial intelligence (AI) in recruiting.We cover the journey of recruitment technologies, the significance and challenges posed by AI, and how to balance technology with the crucial human element within the hiring process.Reflecting on his last 25 years at InnoSource, Chad says it's clear that recruiting has transformed dramatically. When he started in the industry, resumes arrived by fax machine; job postings were placed in classified ads.Over time, technology sped up processes: websites, email, and digital applicant tracking systems (ATS) entered the scene. However, never before have we experienced changes at the pace we see today, largely driven by AI 05:06.AI's impact on recruiting is evident in both everyday workflows and at the organizational strategy level. InnoSource's recruiters who use AI are seeing significant improvements in efficiency, accuracy, and capacity.The ATS has evolved from a resume sorting tool into a powerful data-processing engine powered by AI. Previously, recruiters had to manually sift through hundreds or thousands of resumes—a process both time-consuming and error-prone.Now, AI-enhanced ATS systems quickly process vast numbers of applications, touching every candidate within 24 hours and reducing the time to offer dramatically (from over 20 days to about 9 days in our case) 13:49.These tools free up recruiters to focus on building relationships, rather than being bogged down solely by administration.If you like this episode, please let us know. We appreciate the feed back, and your support of offset costs of producing the podcast!There's a misconception that AI—and ATS systems in particular—remove the human element from recruiting. That's not the case with InnoSource's approach. AI augments the recruiters' capacity, ensuring high efficiency, but every crucial hiring decision remains in human hands 16:10.Job seekers should focus on authentically presenting themselves. While it's tempting to let AI generate resumes and cover letters, your individuality can be lost—and employers are getting better at spotting artificially generated or fraudulent material 38:30.For employers, the primary advice is to take it slow and plan: define your goals with AI, get leadership buy-in, prepare your data, and ensure your processes are clearly defined before implementing any tools.FAQHow is AI changing the recruiting process?Chad Delligatti explains that AI has greatly increased speed and efficiency in recruiting by automating initial resume screening, improving candidate engagement, and allowing recruiters to process significantly more applications with accuracy. However, human oversight ensures that final decisions still consider personal fit and judgment. See details at 07:14 and 13:36.Does using AI in recruiting mean less human interaction for job seekers?No. According to Chad Delligatti, AI frees up recruiters' time from administrative tasks so they can focus more on building relationships with candidates and clients. The human element remains essential for final hiring decisions and ensuring a good match. Learn more at 15:25 and 33:24.How can job seekers be more successful when applying to jobs with AI systems?Job seekers should ensure their applications and resumes are accurate, original, and tailored to each job description. Chad Delligatti emphasizes that fundamentals and integrity matter, and warns against scams or unethical shortcuts such as using AI-generated fake credentials. He also recommends carefully following instructions in online forms. Get advice at 38:20 and 51:06.We would love to hear from you.Give us your feedback, or suggest a topic, by leaving us a voice message.Email us at hello@lookingforwardourway.com.Find us on Bluesky and Facebook.Please review our podcast on Google!And of course, everything can be found on our website, Looking Forward Our Way.Recorded in Studio C at 511 Studios. A production of Circle 270 Media® Podcast Consultants.https://creativecommons.org/licenses/by-nd/4.0/Copyright 2026 Carol Ventresca and Brett JohnsonMentioned in this episode:Listener DisclaimerThe views and opinions expressed by the experts interviewed on this podcast are their own and do not necessarily reflect the views of the podcast hosts or any affiliated organizations. The information provided in these interviews is for general informational purposes only and should not be considered as professional advice. Listeners are encouraged to consult with qualified professionals for specific advice or information related to their individual circumstances. The podcast host and producers do not endorse or guarantee the accuracy, completeness, or reliability of any information provided by the experts interviewed. Listener discretion is advised.

This week on Tapod, catches up with Elaina Chan, Senior Manager of Global HR Automations at IBM. Elaina we walks us through the process and journey one of the largest technology businesses on the planet has undertaken to transform. From identifying opportunity and the key use of ethical AI, this is a blueprint for other businesses to use when undertaking their own journey.Thanks to Greenhouse for partnering with us this month. 

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast For all episodes, please check out www.thePOZcast.com   Takeaways - DEIB is about more than just checking boxes; it requires a comprehensive approach that integrates diversity, equity, inclusion, and belonging into all aspects of an organization. - Diversity encompasses all aspects of a person's identity, including race, gender, academic accomplishment, geography, and more. - Inclusion means creating a space where everyone feels welcomed and providing the necessary resources for individuals to excel. Equity involves providing accommodations and support to individuals based on their unique needs without lowering the performance bar. - Belonging is about making individuals feel wanted and valued in the workplace. - DEIB should be assessed at every value point in an organization, including talent acquisition, learning and development, supplier diversity, corporate social responsibility, and more. It is important to prioritize diversity of mindsets and perspectives, not just outward diversity, to foster innovation and creativity. - Companies should prioritize hiring the best candidate, regardless of their diversity, while also ensuring that their sourcing efforts are diverse and inclusive. - DEIB is not about lowering the bar, but about creating a culture that values and supports all individuals. - DEIB efforts should be modeled, substantive, consistent, and accountable across the organization. Intentionality is crucial in the hiring process to ensure diversity and representation. - Leaders should focus on developing, inspiring, resourcing, and supporting their teams. - Assessing character and values in the interview process requires consistency and a diverse interview panel. - AI can play a role in supporting leaders by providing insights and helping them be more empathetic. - The world is becoming more divided, and it is important for individuals and organizations to speak up against injustice and create safe spaces for everyone.

The recruitment business owner who needs the deal often repels the deal.In this episode, we break down why neediness shows up in client conversations, how hiring managers sense it, and why the strongest recruiters and search firm owners are willing to walk away when the work is not right.You'll learn how to shift from chasing the fee to leading the decision, how to ask better commercial questions, and how to become the trusted advisor a client cannot ignore.If you have ever gripped a deal too tightly, accepted bad terms, discounted your value, or stayed quiet when you knew something was not right, this episode will help you reset your approach before your next sales call.

Retired Air Force Major Brian Maddocks joined the show. All services beat 2025 recruiting goals after years of shortfalls, but training delays remain—why is military enlistment rising again? See omnystudio.com/listener for privacy information.

2027 Top300 and four-star safety commit Jaylen Scott joins the podcast and talks his recruitment, why he chose OU, his relationship with safety coach Brandon Hall, his thoughts on Brent Venables and his defense + How the four-star commit wants OU to finish out the 2027 class and more! This podcast is powered by Riverwind Casino and Janiking.com Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Are you an overachieving corporate leader or elite sales executive who loves performing at the top of your game, but wants to create more personal autonomy over your schedule?   In this transparent guest conversation, host Billy Keels sits down with Rebecca Knörr, an illustrious former enterprise hardware and software sales leader who successfully expanded her professional world by founding Silver Dog Recruitment and Art by Rebecca Knörr. Rebecca shares the raw reality of moving past a rigid corporate mindset to design a fluid lifestyle harmony across five different countries. Discover how to embrace imperfect action by "flying the plane while building it," leverage the elite communication skills you've already mastered inside corporate walls, and build a bespoke passion enterprise that enhances your career fulfillment so you can walk into every professional room completely on your own terms.  

Join Captain Stephen Shakeshaft as he chats with new firefighter Avery on the Fayetteville Fire Podcast. Discover Avery's journey as a woman in the fire service. Learn about her motivations, challenges, and aspirations in a male-dominated field. This episode offers insights into the unique dynamics of fire station life and the supportive environment that fosters growth and learning.

In this long-form webinar turned podcast, Scott Becker speaks with several industry leaders on 7 different panels including The Deal Market, AI Use Cases, Talent & Recruitment, and Building Great Businesses. Sponsored by McGuireWoods LLP, Perpetuate Capital, Priority Search Management, Thinkspan, Baird & Warner, Elevate Talent Advisors, & Grange Park Partners.

Doug Conrad joins the show to talk about making recruitment videos for your music program.   0:00:00 Tech Setups instead of introductions. Bottom line? Cable management. 00:03:45 Okay, now introductions… Directors Circle Podcast Email Doug!  04:13:00 …then immediately back to what's going on in the world Apple Apple Creator Studio Macbook Neo 00:13:54 A Chromebook tangent 00:14:22 Connection issue and interstitial music 00:15:00 Back on Chromebooks Apple Classroom 00:23:01 Doug's Recent Sessions Midwest Shop Talk: The Art of Recruitment Videos Mr Conrad's Music Room: 2025 Recruitment Video 00:41:00 Tools to make these videos. Often free, and easy to use!  Final Cut Keynote - draw stuff, animate it! iMovie (iPad or iPhone version) CapCut Davinci Resolve  Clipchamp Wevideo 00:50:46 Which tools Doug actually used for the 2025 Recruitment Video Shot on iPhone Key points outlined on Doug's presentation PDF importing and organizing media moving clips around on the timeline import and adjust audio cropping videos and photos speed adjustment What you want it to look like, and work backwards 01:02:12 Wrap-Up Email Doug! Directors Circle Podcast  

Pedro Fernan is CEO & Founder at Level Up Talent Solutions.Empower your agency business with skilled, system-smart talent from the Philippines! Level Up Talent Solutions delivers Lean-Pro talents, highly trained, AI-ready, business-savvy professionals who plug into your operations and power your growth. Level Up Talent Solutions also does Recruitment Process Outsourcing to help BPO's hire great talents in volume.In this episode:00:00 Introduction01:06 Ano ang Level Up Talent Solutions?04:44 What is the startup solving? 22:06 What are stories behind the startup? 50:23 How can listeners find more information?LEVEL UP TALENT SOLUTIONSWebsite: https://lvluptalentsolutions.comFacebook: https://facebook.com/leveluptalentsolutionsTHIS EPISODE IS CO-PRODUCED BY:OneCFO: ⁠⁠⁠https://onecfoph.co⁠⁠⁠Kredit Hero: ⁠⁠⁠https://kredithero.com⁠⁠⁠Yspaces: ⁠⁠⁠https://knowyourspaceph.com⁠⁠⁠Symph: ⁠⁠⁠https://symph.co⁠⁠⁠Twala: ⁠⁠⁠https://www.twala.io⁠⁠⁠GigGenius: ⁠⁠⁠https://gig-genius.io⁠⁠⁠SkoolTek by Edfolio: ⁠⁠⁠https://skooltek.co⁠⁠⁠Red Circle Global: ⁠⁠⁠https://www.redcircleglobal.com⁠⁠⁠CHECK OUT OUR PARTNERS:Ask Lex PH Academy: ⁠⁠⁠https://asklexph.com⁠⁠⁠ (5% discount on e-learning courses! Code: ALPHAXSUP)CloudCFO: ⁠⁠https://cloudcfo.ph⁠⁠ (Free financial assessment, process onboarding, and 6-month QuickBooks subscription! Mention: Start Up Podcast PH)ArkoTech: ⁠⁠https://www.arkotechspacesolutions.com⁠⁠DVCode Technologies Inc: ⁠⁠https://dvcode.tech⁠⁠Argum AI: ⁠⁠http://argum.ai⁠⁠PIXEL by Eplayment: ⁠⁠https://pixel.eplayment.co/auth/sign-up?r=PIXELXSUP1⁠⁠ (Sign up using Code: PIXELXSUP1)School of Profits: ⁠⁠https://schoolofprofits.academy⁠⁠Founders Launchpad: ⁠⁠https://founderslaunchpad.vc⁠⁠Hier Business Solutions: ⁠⁠https://hierpayroll.com⁠⁠Agile Data Solutions (Hustle PH): ⁠⁠https://agiledatasolutions.tech⁠⁠Smile Checks: ⁠⁠https://getsmilechecks.com⁠⁠Cloverly: ⁠⁠https://cloverly.tech⁠⁠BuddyBetes: ⁠⁠https://buddybetes.com⁠⁠Hyperstacks: ⁠⁠https://hyperstacksinc.com⁠⁠Wunderbrand: ⁠⁠https://wunderbrand.com⁠⁠Uplift Code Camp: ⁠⁠https://upliftcodecamp.com⁠⁠ (5% discount on bootcamps and courses! Code: UPLIFTSTARTUPPH)START UP PODCAST PHYouTube: ⁠⁠https://youtube.com/startuppodcastph⁠⁠Spotify: ⁠⁠https://open.spotify.com/show/6BObuPvMfoZzdlJeb1XXVa⁠⁠Apple Podcasts: ⁠⁠https://podcasts.apple.com/us/podcast/start-up-podcast/id1576462394⁠⁠Facebook: ⁠⁠https://facebook.com/startuppodcastph⁠⁠Patreon: ⁠⁠https://patreon.com/StartUpPodcastPH⁠⁠PIXEL: ⁠⁠https://pixel.eplayment.co/dl/startuppodcastph⁠⁠Website: ⁠⁠https://phstartup.online⁠⁠This episode is edited by the team at: ⁠⁠https://tasharivera.com⁠

In this long-form webinar turned podcast, Scott Becker speaks with several industry leaders on 7 different panels including The Deal Market, AI Use Cases, Talent & Recruitment, and Building Great Businesses. Sponsored by McGuireWoods LLP, Perpetuate Capital, Priority Search Management, Thinkspan, Baird & Warner, Elevate Talent Advisors, & Grange Park Partners.

Recruitment for our lesbian motherhood research projectHere is the form without the QR code:https://forms.gle/cnkTZQ2qJvgykNx69IN OTHER NEWS: Hoochie Daddies https://tubitv.com/series/300000276/hoochie-daddies?start=true&tracking=google-feed&utm_source=google-feedA viral lesbian break up https://www.out.com/gay-entertainment/lesbian-tiktok-drama#rebelltitem2https://www.tiktok.com/@erinivesonFraysexuals https://www.theguardian.com/lifeandstyle/2026/jun/11/rise-of-the-fraysexuals-sexual-interest-fades-long-term-relationship?CMP=share_btn_url This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.thelesbianprojectpod.com/subscribe

Podcast 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.-------------------------Want more content like this?The Wednesday Debrief is our free weekly newsletter for recruiters who take their craft seriously. Join 7,000+ subscribers here: https://limitless-learning.thisishector.com/subscribe-------------------------Get in touch with me:Linkedin: https://www.linkedin.com/in/hishemazzouz/-------------------------

Margo Walsh is an entrepreneur on a mission to prove that second chances are good for business. As founder of MaineWorks — a certified B-Corp — she has built a model that connects people with substance use disorder and/or criminal records to meaningful employment in the construction sector, tackling two of society's most persistent challenges at once.  MaineWorks doesn't just find jobs for people — it sets them up to succeed. Through the non-profit she co-founded with her sister, Margo ensures that returning workers have what they need to show up and thrive: like proper clothing, boots, transportation, and the basic building blocks of a fresh start.  What began in Maine has grown into a regional movement, expanding across New England and serving as a replicable blueprint for companies and communities across the country. Margo's work has earned widespread recognition and multiple awards — and in this episode, she shares what it was like to attend a State of the Union address as a senator's guest, a testament to the national impact of her vision.  This is a story about optimism in action — and what becomes possible when we invest in people others have written off.  Chapters: 00:00 Employing the Unemployable 02:13 Maineworks: A Staffing Agency with a Mission 05:42 Recruitment and Retention Challenges 09:10 Margo's Passion and Mission 13:42 United Recovery Fund: Addressing Basic Needs 17:10 Expansion and Industry Focus  20:01 Supporting New Americans 23:26 Navigating Systems and Maximizing Value 27:00 Engaging Business for Social Impact 31:26 The Value of B Corp Status 34:14 State of the Union and Future Aspirations 39:58 Optimism and Call to Action 

In this episode of the HR Leaders Podcast, I had an inspiring conversation with Björn Axelsson, EVP and CHRO at Sandvik, to unpack how one of Sweden's largest industrial technology companies is changing the way people think about mining, manufacturing, AI, sustainability, and future talent.Björn explains why mining is one of the most misunderstood industries in the talent market. Many people still picture it as old-fashioned, unsafe, or disconnected from the future, when in reality Sandvik has been working with autonomous vehicles, connected fleets, electrified equipment, digital mining, software, and AI-powered solutions for years.Most importantly, Björn shares how Sandvik is building a future-ready workforce by investing in STEM talent, early careers, mining academies, global mobility, employee-led storytelling, AI adoption, and local communities, all while helping customers access the minerals needed for the green transition.

In this episode of the Optimal Protein Podcast, Vanessa Spina is joined by Dr. Christina Prevett, physiotherapist, researcher, and expert in women's health, strength training, pregnancy, postpartum recovery, and healthy aging. The PSMF Library is officially live

For a second week, reports of inhumane conditions at Delaney Hall in New Jersey are drawing protesters and camera crews. A handful of journalists and dozens of protesters have been arrested. Under this Trump administration, I.C.E.'s operations have ballooned, making it the highest-funded U.S. law enforcement agency. This week we're sharing an interview Micah did with Drew Harwell, a technology reporter for The Washington Post, from earlier this year. They discuss how I.C.E. is trying to enlist new agents through a "wartime recruitment push." On the Media is supported by listeners like you. Support OTM by donating today (https://pledge.wnyc.org/support/otm). Follow our show on Instagram, Bluesky, TikTok and Facebook @onthemedia, and share your thoughts with us by emailing onthemedia@wnyc.org. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.