Podcasts about rpo

Galen Clavio is joined by Big Red Carpet host Rhett Lewis for a full preview of the Big Ten Championship Game between #2 Indiana and #1 Ohio State.They discuss the historic stakes, the emotional build-up, Indiana's growth from last season, the coaching brilliance of Curt Cignetti's staff, and why this matchup feels different from anything IU fans have ever experienced.Rhett and Galen break down the key factors that will decide the game — stopping Ohio State's run, how Indiana's offense can unlock the RPO, defensive adjustments on both sides, crowd and atmosphere impact, and why both teams will empty the playbook on Saturday night.Presented by Homefield Apparel (pop-up events all over Indy this weekend) and Posh Hotel Bloomington.

How can we help recruiters advocate for us in a tough job market? According to people industry veteran Christy Honeycutt, our guest in episode 353, it starts with being kind and translating your experience into something a recruiter can understand. And even more importantly, it takes practice. In part 2 of our discussion with Christy, she translates deep experience in talent acquisition and recruitment that gives us insight into the current job market. You'll hear more details about the nuances of RPOs (recruitment process outsourcers), the difference between job hugging and job abandonment, and the importance of personal branding and differentiation. Stay until the end when Christy shares her reasons for turning down C-suite positions and how clarity on her long-term goals is carrying her forward into what's next. Now that you've heard someone model it for you, how will you translate your own experience? If you missed part 1 of our discussion with Christy, check out Episode 352 – People First: Systematizing Go-to-Market for Your Role with Christy Honeycutt (1/2). Original Recording Date: 09-30-2025 Topics – A Deeper Look at Recruitment Process Outsourcing (RPO), Translating Your Experience with 3 Wins, Bad Actors and Leadership in the People Industry, Today's Job Market and Life Outside the C-Suite 2:56 – A Deeper Look at Recruitment Process Outsourcing (RPO) When it comes to RPO (recruitment process outsourcing), is this a one-size-fits-all approach, or does it show up differently depending on what a company needs? In Christy's experience, most RPO organizations offer services like executive search, but they may offer full RPO, which usually involves hiring more than 500 people per year. Normally an RPO brings a mix of skills to the table. A client may want the RPO to take only talent acquisition or may want to control offer management, but they may want the RPO to take everything (attracting new talent, offer management, coordinating with HR for new employee onboarding). “If a company wants it a certain way, they can stop it at a certain point…. But most RPOs, full RPOs, is attraction to offer accepted and then it tees over to the HR team.” – Christy Honeycutt John has worked for companies where the recruitment or talent acquisition personnel were marked as contractors in the internal global address book but had company e-mail addresses. Would this mean the personnel are contracting directly with a company or working through an RPO? Christy says it could be either scenario. When she managed an RPO earlier in her career, they were most successful when the client encouraged the RPO to brand as the company. Someone might indicate they do recruitment for a specific company on LinkedIn but be an employee of an RPO. Christy tells us how important it is for the RPO to understand an organization's mission, vision, benefits, and culture because the RPO is often attracting talent and selling people on why they should apply and interview. “When you think about recruitment and talent acquisition, regardless, it's a lot of marketing because you've got a really cool position and you've got to find the perfect fit.” – Christy Honeycutt 5:55 – Translating Your Experience with 3 Wins Right now, recruiters and talent acquisition professionals have a distinct challenge. Many resumes look the same because candidates are using AI tools. “What people think is helping set them apart is actually making them look more similar. So now you've got recruiters and talent acquisition; they don't know if these are fake resumes. They don't know if they're real. And they're getting on the call with these people and finding out they are fake; they don't have any of this requirement.” – Christy Honeycutt Christy shares a little secret about learning recruitment. She gives the example of a recruiter needing to recruit for an executive level role in technology. Recruiters are encouraged to seek out and find the C-players to practice asking them questions, understand nuance, and grasp the terminology. This is a training exercise. Following this process, a recruiter would then have more credibility once they speak to the A-players they actually want to hire. “What I would encourage is if you are a C-player, you're not going to know it. Just be kind and know that the person you're talking to has never held a technical role (probably, most likely)…and might not understand half the stuff that you guys do. The acronyms aren't going to be the same. Just be gracious with them because the more you can help them translate your experience, the better you're going to be positioned to get you over the line…. They don't want to talk to 10 people to get 1 hire. They want to talk to 3 people to get a hire…. And remember that the TA, HR, recruiters, whatever you want to call them…there's a pretty good chance that they want to help you and that they're doing the job because they like people. And I think they get a bad rap.” – Christy Honeycutt Christy tells us about something called a slate (a group of 3-5 individuals who apply for a job that a recruiter will go and interview). Recruiters are using AI to help filter through applications. “The biggest thing I can tell you is be your own person. Be your own, authentic person. Have your stories of how you've shown up and shown out…. I tell everybody for every job that you've worked at, you need to have 3 wins…. Figure out…your top things that you accomplished at each role and have that and be ready to speak to it. And then…ask questions. Interview them too…. Make sure it's a culture fit for you.” – Christy Honeycutt Christy says things like the great resignation and quiet quitting are just behaviors that get repeated over time. Right now, there is a fearful state of job hugging. “We're job hugging. No one is hugging a job. People are trying to stay employed in the market. That's all it is.” – Christy Honeycutt Christy says if you are staying somewhere because you have a job and are not happy, figure out how to make yourself happy by determining it is not a fit, understanding your passions, and beginning your exit plan. “Companies are not our families. They are going to let us go. It's going to come down to the business.” – Christy Honeycutt It's important to keep the human element in mind if we are seeking a new role (the human element on both sides). Christy tells the story of a senior recruiter who called her about a conversation with a job candidate, and Christy knew the person was burned out, bored, and curious. “High performers are always open minded and curious, but if you fall in that category, figure it out sooner than later so you're not burning yourself out because then you're in a very dangerous situation. That job hugging is going to be job abandonment. You're going to get to boot. It's not going to be the other way around. It's just kind of level setting with your psyche.” – Christy Honeycutt 11:28 – Bad Actors and Leadership in the People Industry Going back to recruiters getting practice and experience from interviewing candidates, Nick looks at this from the lens that everyone needs at bats to gain experience. Though it may be batting practice for a recruiter, it is also practice for the candidate. We don't practice interviewing very often. Christy agrees it is practice on both sides and emphasizes that kindness is key. She's had multiple conversations with recruiters who didn't understand why a hiring manager did not want a specific candidate. We might never know all the effort a recruiter put into promoting us with a hiring manager. Some recruiters, however, should not be in their roles. Christy tells us about a time in her career when she was referred to as “The Kraken.” Christy managed a tight team of talent acquisition professionals who respected and loved her as a boss. They knew she had high expectations of her team. Christy's team members would have to launch programs for global clients within 30-60 days sometimes, for example. “So, my team had to be kind of like special ops because we managed the globe, and it was high pressure.” – Christy Honeycutt As she progressed in her career, Christy would be given individuals who were not performing on other teams. Before managing someone out of the business, Christy always gave people a chance to redeem themselves because until she met the person and they worked for her, she was only hearing one side of the story. Christy recounts being asked to join an RPO to clean it up. She met with each recruiter to understand the key metrics and performance indicators. Christy tells us that for any job opening (or job requisition) a recruiter was carrying at this time, they should be submitting 3-5 candidates for each job, and a manager would expect this within 2 weeks of the job opening. There was a specific recruiter who only submitted 2 candidates per week across 15 job openings, and Christy recounts the performance conversation with this person. “There are some people that are in roles that they shouldn't be that take advantage and kind of sit back….” – Christy Honeycutt As people gain seniority in talent acquisition and recruitment, sometimes you deal with people's egos. This is the exception and not the rule. John mentions it would probably be difficult to coast based on one's reputation in talent acquisition. Based on the metrics for success and open job requisitions, it should be obvious who is doing well and who isn't. Christy says this goes back to leadership. Maybe these individuals never had a boss who would hold them accountable. “If we go back to managers and leaders, most of them aren't trained, and a lot of them want to be liked.” – Christy Honeycutt Christy is the daughter of a Marine. This means the mission gets accomplished no matter what with the fewest amount of casualties. It's her job as the leader of a team to keep them focused on the mission and accomplishing it. Removing someone from the team may be the best option to keep the rest of the team on track in accomplishing a mission. “You're only as strong as your weakest link, so if your weakest link is not holding themselves accountable and respecting their team, then they're putting everybody else's jobs at risk. And unfortunately, there are bad actors in every industry, in every role, in every organization…and we've all seen them. They are like cancer. They really hurt retention. They hurt elevation. They are usually the ones taking credit, taking too long at lunch, whatever the case may be…we've all seen them…. It all comes down to behaviors.” – Christy Honeycutt Christy thinks leaders want to be liked and are afraid of having a complaint filed against them. For example, people might file a complaint because they were not doing their job and their manager held them accountable for not doing it. “It's weird to be in the people industry for so long because it's just behaviors. It's just humans.” – Christy Honeycutt Before someone shows up for work, we have no idea what may be going on in their life outside work. Christy encourages us to meet one another with more grace. “Those of you out there, if you're lucky enough to have a job and be employed, do the job. Because there's a lot of people that don't that will come in and do a better job than you. Honor yourself, honor your employer, and show up. But unfortunately, there's bad actors.” – Christy Honeycutt John directs the conversation back to hiring cycles. He has heard it's beneficial to apply for a job opening quickly and to be in the first wave of candidates but didn't really think about the why behind it. Christy tells us this varies based on the position, the job requirements, location, salary, and other factors. In fact, recruiters often have to reset unrealistic expectations from hiring managers (i.e. what a specific role salary should be). “If you think about a client and them opening a position, they probably needed that position 30 days before it was ever approved. So, there's already a ticking time on the recruiter whether that's fair or not because in the manager's mind that role opened the second they thought they needed it. Not when they requested it, not when it got approved, but when they realized in their brain, ‘I need this position filled,' that's when the clock starts for them. So, it's an unfair disadvantage for a recruiter.” – Christy Honeycutt Listen to Christy's description of a best-in-class 4-week process from job opening to making the right candidate an offer. 20:45 – Today's Job Market and Life Outside the C-Suite If we look at this through the lens of the current job market, how much do recruiters need to sell candidates on roles when there are hundreds of applications to sort through for a single job opening? “Tech is like recruitment, like marketing. It's always the first to go…until they realize…it went, and we need it. So, it's a boomerang effect with those industries…always has been, always will be.” – Christy Honeycutt Christy tells the story of being at the HR Tech conference with a young lady who was recently laid off from a tech company. This person walked from booth to booth and began networking with people in search of new roles and was able to leverage Christy to get some introductions. She had 5 interviews over the course of the 3-day event. “In the job market today, with recruiters not able to tell if it's an AI resume or not, with them being overloaded with a vast amount of resumes…the best thing that anybody can do is make sure that your personal brand is on point. Make sure that whatever it is that you're doing…you're sharing, you're engaging your community, and that you're seen doing it.” – Christy Honeycutt Christy was part of the same tech startup mentioned above and also lost her job. But she had been working on her personal brand before that happened. Christy was speaking at events, sharing with her community, doing podcasts, and doing many go-to-market things on behalf of her employer. Christy's heart goes out to others in her field who have been out of work for multiple years. Within 3 days of losing her role, Christy was offered 3 different C-suite positions. She turned them all down. “I've had that moment where I've realized that where I want to go and where I am are 2 different places…. If I put my focus on something, my energy is going to flow in that direction, and I need to make sure that's the direction I want to go…. Do I want to go be c-suite and kill myself for the next 4 years? …But the reason that gave me confidence is I'm 3 days without a job. I've got several job offers. And I realized, they don't care how I work with them. They just want to work with me, so why don't I go out on my own?” – Christy Honeycutt, on the internal discussions she's having after encountering job loss Christy understands she's in a gifted place only because she put in the work of giving back to her community before she was in a tough spot. Her efforts include things like hosting Inside the C-Suite and doing free mentoring and coaching for others. “It's because of all the goodwill I've done. My community paid it back tenfold. So set yourself apart in whatever it is that you're doing…. Where we are today is you have to have a differentiator, or you're going to be sitting on the shelf for 5 years.” – Christy Honeycutt Christy mentioned previously that it's lonely when someone takes a C-suite role. How did her conversations with executives on Inside the C-Suite together with her experience in talent acquisition and recruitment impact her decision to not take a C-suite role? Christy knows that she doesn't do anything halfway. If she were to take a C-suite role, she would be working 80 hours per week and traveling nonstop. Christy and her partner want to slow the pace down for their family, take time to travel, and do more purposeful things. She shares a story about Matthew McConaughey wanting to make the shift from romantic comedies to more serous roles to illustrate a shift of priority and focus. “Yeah, it crossed my mind. But it does not align with my long-term goal…. I realized I have a choice. You know, the universe has brought a lot of stuff to me. Is it because it's meant for me, or is it noise?” – Christy Honeycutt Christy has shown up, given to her community in a visible way, and found her voice. But taking a C-suite role right now is not where she wants to be. Some of the job offers Christy received came from people who had been on her podcast. Christy tells more of the story of being at HR Tech and the reactions people in the industry had to her being on the market. Christy plans to continue conversations with those people about ways they can work together moving forward. “I'm really good at certain things, which you guys have broken down and helped me understand. I repeatedly get asked for those things, and those are the things I like to do. So why not go do that? Why not go be a consultant and do the things that I really like to do for people and not do the things I don't like to do…? …I can just go do the fun stuff that they need my specialization in.” – Christy Honeycutt Christy wants to stay true to herself and honor the decision to increase bandwidth for her family. Many of the C-level executives Christy speaks to on her podcast love what they do, but they've had to learn to put themselves first. “I hear this more often than not. When they first start their organization, it's business business business. Their health fails. Their family fails. So, the ones that actually made it and recovered through that little spike and actually make it out on the other side very quickly flip to ‘take care of my body (my temple), my soul, my family, then my business. It's a battle for them.” – Christy Honeycutt At the time of this recording, Christy is thinking of starting her own firm, so she hopes she can take it slow enough to avoid these pitfalls. When we decide to slow the pace and do more of what we enjoy, can reflecting on those 3 wins from each previous job help us be confident that we can still get those wins without running at a hectic pace? Did Christy do this when thinking about what she wanted to do? Christy says she did not think about these for herself even though it would be her coaching to others in need of advice. “What I found interesting is that when you're looking for an answer, if you actually open your eyes, it's right there. It plays back to you. It plays back to you in conversations you have with people…. You often say what you need and what you want and where you're at, but you don't comprehend it. But if you hear someone you love, that you trust, repeat it back to you…it's almost like it gives you permission to accept it.” – Christy Honeycutt Sometimes instead of giving people advice, we need to act as a mirror and reflect back what they've said. Christy didn't need a C-level title. She doesn't need to go do something to prove she can do it. She's already done it. Christy understood she was ready for something different, even if it's a little bit scary to consider going out on one's own. “It's scary to put yourself out there like that, but if you don't, you'll never know. I'd rather try and fail and learn than regret and not know.” – Christy Honeycutt If you want to follow up with Christy on this conversation, you can find here: On LinkedIn On her website On the podcasts she hosts – Inside the C-Suite and StrategicShift Mentioned in the Outro Do you have 3 wins from each job or at least the past several jobs you've held? And do you know the stories that go along with these? There are prerequisites that must be met before we can speak to our wins in an interview. It starts with documenting our accomplishments on a regular basis. Consider what the 3 wins are from your accomplishment list. Maybe you have more than 3 or need to use a different set of 3 based on a job to which you're applying. Consider writing the story that goes with each win. It could be a resume bullet, but think of it as more detailed and something you can share in an interview. This is part of drafting a career narrative like Jason Belk suggested in Episode 284 – Draft Your Narrative: Writing and Building a Technical Portfolio with Jason Belk (2/2). We should not only write the draft but gain practice sharing the stories verbally in interviews, possibly conversations with our manager, and maybe even in conversations with industry peers at networking events (if and when appropriate). This is an iterative process! We like looking at conversations with recruiters as opportunities to practice telling our win stories. In the discussion with Christy, we heard about her experience losing a job. In Christy's case she had been giving to her network long before this happened in a very visible way. Maybe you are doing this in a less visible way. Consider documenting that work, but make the overall intent to help others and impact people positively. It will pay off later when you need help. Christy shared an exercise in finding clarity. She knew a C-suite role would not match the pace that was aligned with what her family wanted. It wasn't just about personal ambition. Remember to check out Christy's podcasts, Inside the C-Suite and StrategicShift. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.

In today's Cloud Wars Minute, I analyze why Workday's $26B RPO signals strong future momentum in the face of SAP and Oracle.Highlights00:15 — Very nice Q3 that Workday recently finished here. Great revenue growth for the quarter ended October 31 — up 15% to about $2.25 billion. 17% growth for its total RPO, to about $8.2 billion. It's been cranking up the innovation engine there at Workday. Small AI-specific acquisitions over the last year or two have really been adding to this so customers have more to buy.01:16 — CEO Carl Eschenbach made key points. Broadly, everybody sees the potential of AI, but he said most customers find they're stuck with fragmented systems. He said they have bad data, and he said they're not sure that they have the right platforms to work with. Workday believes that its AI solutions can come in and directly address all of those things.02:00 — He said, "We want to be the new front door to work." He's bringing together three significant components to be able to do that. He said that's enterprise knowledge, a new generation of agents that address some of the most pressing business requirements, and also the HR and financial processes that Workday has helped customers to track for the last 20 years.03:10 — It wants to be AI-first. With everything it's doing, it's making things as open as possible. It's trying to make things as simple for its customers as it can. These are important differentiators for Workday as it's up against two much larger competitors, SAP and Oracle. Its future pipeline is strong. Customer demand is there. Confidence is there. Visit Cloud Wars for more.

Buck Belue is back for Episode 166 of Buck’s Beat Podcast, and it’s rivalry time in the Peach State — Clean, Old-Fashioned Hate. Georgia has won seven straight, but last year’s eight-OT battle changed everything, and the Bulldogs know it. In this episode, Buck previews every angle of Georgia Tech vs. Georgia at Mercedes-Benz Stadium — matchups, key players, coaching edges, and the blueprint for a Jackets upset. ⛓ RIVALRY BREAKDOWN • Why last year’s 8-OT thriller changed Georgia’s mindset • Brent Key’s message after the Pitt loss — pressure off, rivalry on • The matchup of the night: Haynes King vs. UGA’s defense • King’s chase for 1,000 rushing yards & Tech QB history • How UGA plans to contain QB power, counter, RPO & designed runs

Computing capability has advanced rapidly on Earth, but on-board computing in space is more challenging — as chips have to be hardened to function amid the radiation environment in space. Edward Ge, co-founder and CEO of three-year old startup Aethero, is working to tackle this challenge and enable higher computing power onboard satellites.  In this On Orbit episode, Ed explains some of the challenges with space-based computing, and why there's the push to improve on-board processing to support missions like space missile defense, space domain awareness, rendezvous and proximity (RPO) operations and even future targets like orbital data centers. He sees the space industry in the midst of a transition where on-board processing will become the default, rather than the exception.  

Want to know how much data you're really willing to lose? We're breaking down recovery point objective RPO - the agreement about how much data loss you can accept, measured in time. Most organizations have RPOs that are pure fantasy, claiming they can only lose an hour of data when they're backing up once a day. Curtis and Prasanna discuss why RPO matters, how ransomware scenarios can force you to accept more data loss than planned, and the difference between your stated RPO and your actual backup frequency. Learn practical strategies for rightsizing your backup schedule, using database transaction logs to minimize data loss, leveraging snapshot-based backup technologies, and protecting your SaaS applications like Microsoft 365 and Salesforce. From incremental backups to continuous data protection, discover how modern backup technology can help you meet your recovery point objective RPO targets without overwhelming your infrastructure.

Former Chiefs All-Pro RT Mitchell Schwartz joined The Drive to discuss the Chiefs struggles running the ball and the use of the RPO game.

In this powerful episode, million-dollar biller Emily Audibert breaks down how she went from six months without a single placement to becoming one of the most sought-after recruiters in the go-to-market tech space. Her turning point wasn't a new tool or technique—it was understanding the balance between masculine and feminine energy in selling, sourcing, influence, and relationship-building.

The Chiefs fell to 5-5 after not blocking the game winning field goal this time. Where do the Chiefs go from here?Jeff Chadiha (NFL Network/NFL.com), Sam McDowell (Kansas City Star/KCStar.com) and Soren Petro (Sports Radio 810 - WHB/810whb.com) break down the loss in Denver and ask what's next?- What did this loss say about the Chiefs?- More about Mahomes or Nix?- 45 passes vs. 14 runs!- Rice and Worthy combine for just 63 yards!- Josh Simmons returns!- Travis Kelce… the good and the bad!- Do the Chiefs make the playoffs?

In this episode of The Hirewell Update, Ryan Ross welcomes Jeff Smith to talk through why now, not January, is the critical window for 2026 hiring plans. They break down what proactive talent strategy actually looks like, why waiting until Q1 is a losing move, and how the smartest companies are blending internal recruiting with flexible RPO support to meet demand without overcommitting. From signs of strength in go-to-market hiring to the resurgence of talent acquisition roles, this episode is your playbook for turning Q4 planning into Q1 execution. Whether you're building a team or scaling one, this is the conversation you need before the year ends.

How Global Workforce Strategies Are Redefining Talent Acquisition The modern workforce is no longer defined by geography. Astechnology continues to dissolve physical boundaries and offer new options for getting work done, organizations are increasingly exploring offshore and nearshore hiring models to expand their access to global talent. By leveraging these strategies, companies can achieve greater scalability, cost efficiency, and flexibility while maintaining high-quality standards across regions.    On the latest episode of the HRO Today Educational Podcast, Daniel Cornett, Senior Director of RPO for APAC at KellyOCG + Sevenstep, joins host Elliot Clark, CEO of HRO Today, to discuss how talent leaders can successfully navigate the shift toward borderless workforces.    Listen in as Cornett discusses how forward-thinking companies are redefining talent acquisition to create cohesive, collaborative teams across the globe. 

wsg Rodger Sherman, founder of Sports!, formerly of The Ringer, coiner of "Fetty Wapping," college football hero. The Sponsors We want to thank Underground Printing for starting this and making it possible—stop by and pick up some gear, check them out at ugpmichiganapparel.com, or check out our selection of shirts on the MGoBlogStore.com. And let's not forget our associate sponsors: Peak Wealth Management, Matt Demorest - Realtor and Lender, Ann Arbor Elder Law, Michigan Law Grad, Human Element, Sharon's Heating & Air Conditioning, The Sklar Brothers, Winewood Organics, Community Pest Solutions, Radecki Oral Surgery, Long Road Distillers, and SignalWire where we are recording this. Featured Musician: Terry Klein THE VIDEO: [After THE JUMP: Things discussable.]  --------------------- Not necessarily in this order. 1. Northwestern Preview starts at the top They're fine. Their offense plods but for one good receiver or when their QB throws an INT, which he's got accuracy problems that were visible when he was a Rhett Ashlee QB at SMU. Their defense is decent, rotates, plays sound football of a Lloyd variety. Alex likes edge Aidan Hubbard more than Michael Kilbane (whom PFF prefers). Their DTs are a little undersized so they jump behind the line of scrimmage, which Nebraska was able to exploit down the stretch. 2. Northwestern Preview cont. wsg Rodger Sherman starts at 13:56 What's it like being a Northwestern fan these days? It's spending $800 million on an unnecessary stadium instead of players, because you can't put your name on players. 3. Wake Forest After-Action Report, and a short TCU Preview starts at 27:45 How many ways can we say Mara is a star? Defensive ceiling is ridiculous. Three-big lineup needs a name. We also talk about Matt D's findings regarding the defensive play of Michigan's guards, which was not at all what we expected. 4. Purdue Upon Further Review starts at 44:58 Young offensive line plus Zack Marshall and Jalen Hoffman continue to be good blockers—might meet their match vs Ohio State. Jordan Marshall is a beast. Bryce's second half wasn't great either—he was not feeling comfortable in the pocket, missed some RPO reads he made earlier. Need a bye to get right. Defensively, I wasn't mad about Wink. Don't say on the internet that I was mad. Defensively the kids were not alright and the defensive rotations were still weird, but more explainable given the injury circumstances. Long drives were explainable until Purdue figured out they were just running nail (where you insert a blitzing LB as a 5th lineman and play 5-1). Interested in Lugard Edokpayi. Featured Artist: Terry Klein I usually don't go for country music, but I do when it's made by Terry Klein (LSA 1995), a folk country artist from Austin who's been touring festivals the most hallowed singer-songwriter venues across the country for decades, and reading a lot of MGoBlog between stops. His last album Leave the Light On won a bunch of acclaim, making American Songwriter's list of the best records released in 2023. His fifth album, Hill Country Folk Music, just came out. Songs: I Used To Be Cool The Dirty Third The Job Interview Song     Also because Across 110th Street will get our Youtubes taken down, the opener and outro: “The Employee is Not Afraid”—Bear vs. Shark “Ruska Vodka”—Motorboat

GRADING MY RECRUITMENT FORECASTS FOR 2025   Every year I write a long post making 20 predictions for the year ahead. This year, for the first time ever, I'm going to grade my predictions and see how I have got on   20 x Predictions for Recruiting in 2025   1. AI Assessment mainstreams; 50% of high volume hirers (more than 5000 hires per year) will have a solution in place by EOY. 2. ‘Skill based hiring' revives as employers describe deployment of AI assessment as commitment to SBH. %age of employers describing themselves as SBH increases 50%. 3. 2FA on job ads increases 400% as an attempt to suppress increased applicant flow. 4. Applications per job increase by 25% as AI-enablement mainstreams candidate side. 5. Big round of investment for AI voice interview vendors currently at Seed - $100M raised in this sector by EOY 2025. 6. Non-FTE vs FTE hiring increases by 10% in 2025. 7. Avg internal TA team goes 25% non-FTE. 8. Req load per recruiter increases 15%. 9. Percentage of solo TA function goes from 73% to 83%. 10. TA teams continue geographic dispersal - %age of TA teams with multinational component increases by 30%. 11. More companies decentralise talent acquisition - %age of employers where HM do outreach increases by 10%. 12. Candidate resentment stabilises - with 2% points either side of 2024 level. 13. ‘Chief Automation Officer' becomes an industry talking point in 2025, same as Chief Diversity Officer in 2020. 14. Speaking of DEIB, clear Atlantic divergence in 2025 - US explicit retrench, Europe implicit progress. 15. US vs UK economic integration deepens - %age of new UK based TA jobs from US employers increases 100%. 16. Global Staffing agencies revenue / profit down another 10% (profit warning again in Q1 2025). 17. But medium sized agencies / RPO stage mini bounce back as employers push more requirements out from denuded TA teams. 18. RecOps, Talent Intelligence roles decline 20%, EB roles decline 30%. People & Culture roles increase 15%. 19. Somebody Ubersises the legions of fractional TA's out there. Probably this is Indeed. 20. Over half of these predictions will be directionally incorrect, 20% will be absolutely incorrect.   What should the grading system be? I thinking a sliding scale A to E.   What should be the source of truth? That is where we will be bringing in experts from industry who can validate the claims.   It's going to be a good one folks.   Friday 14th November, 12pm GMT   Register by click on the green button (save my spot) and follow the channel here (recommended) to be noticed when we go live.     Ep 344 is sponsored by our friends Popp   Popp's AI recruitment platform amplifies what your team can do by effortlessly and instantly scaling your recruiting capacity. Popp's recruitment platform sits between your ATS and your talent team, providing unprecedented hiring power at unlimited scale.   Our AI automates repetitive tasks throughout the hiring journey, intelligently and accurately. Meaning your team can focus on higher value tasks. Randstand, Robert Walters, Bloom & Wild, AMN Healthcare and more are using Popp to x10 their hiring capacity.   Want to know more?   Book a demo with one of Popp's friendly founding team

Things Discussed: HOOPS Craig and the Half a Head story vis a vis Tarik Skubal. Aday Mara holy crap. He was last year's on-off numbers while playing 37/45 minutes. When he was on the floor Wake Forest was 27% at the rim. M needs to figure out the rest. Loosening balls but not converting them to turnovers. Have three bigs on the floor and none know how to box out because they were the rebounding alphas. Three Bigs? Don't think it's going to work because Morez Johnson taking a three in the flow of the offense isn't going to work. The point of Yaxel is to make him a four, so you're effectively using Johnson at small forward. Maybe if you also make Mara a Wolf-level assist guy? They won a game when they shot 16% from three; if they can be 33% from three and have Mara's defense it's over. Don't overreact to Lendeborg's start: injured hand and Wake was a weird team that didn't have big tradeoffs from switching only 6'7" guy on Lendeborg to another. Loose balls: not boxing out when they're not boxing out, the way they play is everyone can be aggressive on their man and you have a behemoth, so nobody's facing the ball when he knocks it loose. Defense needs to be more aggressive: You saw Gayle got it; he overplayed on the perimeter and got some turnovers because if they cut behind you you're still covered. Wake's first shots sucked. LJ's thing is he goes in the lane, but this team doesn't have a lot of perimeter shooting. Tschetter's defense doesn't match well with this team, but he can get you threes. Was hoping he could be on the court with Johnson and Mara but he can't unless Morez can take threes. Trey McKenney was a revelation on defense. He knows where to be, has that length. Can they run offense without Cadeau on the court? Cadeau also needs to be more careful with the ball—deserved six turnovers. FOOTBALL Northwestern Preview: Low-scoring game. They're good on defense, they're interception-prone, they're best at putting two TEs on the field and running OZ and Duo; Michigan might be able to play two-DTs. When they do well they get movement on the front. Caleb Tiernan: Always loved Northwestern. If we're in a match of who can out-1950s the other give me Michigan's OL and Jordan Marshall. If M gets an explosive they can look for it in the RPO game: NWern can't go to their 3rd safety and their SS is a 6'4"/220 hybrid guy. Maybe get him against Marsh? Barham at edge or linebacker? I vote linebacker, because that makes them tell you how they're going to set up. TONY PETTITI IS GOING TO END THE BIG TEN Trying to pass their their "pay-day loan" (thank you Regent Bernstein) over the objections of Michigan and USC is the way they get Michigan to leave when the Grant of Rights expires. When all of these are mid-majors in 20 years remember this moment, and the idiots trying to solve today's problems with a cash infusion that future fans will have to pay for.

Dr Frikkie Maré, uitvoerende hoof van die Rooivleisprodusente-organisasie (RPO), gesels oor sy agtergrond, loopbaan, die landboubedryf en wat hy doen om te ontspan. Volg RSG Geldsake op Twitter

FOX Sports' lead College Football analyst Joel Klatt reacts to a wild day in college football as Indiana and Oregon pull off stunning finishes on the road. He breaks down how Indiana grabbed a win at Penn State and what to make of the Hoosiers after narrowly beating the Nittany Lions. He explains why Oregon's last second win at Kinnick was so impressive and a great sign of things to come for the Ducks. Klatt also gives Texas Tech their flowers after handling BYU and points out why we should expect the Red Raiders to make a run in the Playoff. Klatt reveals his latest Top 10 where explains how he separates teams like Georgia and Oregon from an Alabama team that is showing some cracks despite picking up wins. He also breaks down the battle for the top 3 spots between Ohio State, Indiana and Texas A&M.Interested in learning more about football? Check out the new episode of “Understanding Football with Joel Klatt” that will drop on Tuesday on the show's YouTube page as Joel explains a term that we've all heard but may not fully understand: the RPO. 0:00-2:15 Intro2:16-13:33 Indiana stuns Penn State on Omar Cooper's rec TD with 36 seconds left13:34-22:34 Oregon beats Iowa on late field goal22:35-28:13 Texas tech takes control of Big 1228:14-42:41 Joel Klatt's new top 10 Use my code for 10% off your next SeatGeek order*: https://seatgeek.onelink.me/RrnK/KLATT10Sponsored by SeatGeek. *Restrictions apply. Max $20 discount. Learn more about your ad choices. Visit podcastchoices.com/adchoices

In today's Cloud Wars Minute, I call out AWS's slowdown in both innovation and momentum, as the rest of the hyperscalers redefine the future of cloud.Highlights00:15 — Now it's been interesting here as we watch the four hyperscalers recently, Microsoft, AWS, Google Cloud, and Oracle. We hear that cliche about a rising tide lifts all boats. And I would say that AWS is definitely the one of the four hyperscalers that is rising less slowly, less quickly, and to not as great a height.01:08 — AWS is the company that created the cloud infrastructure business, and for most of those 19 years, AWS deserved to be called the King of the Cloud. But a few years ago, Microsoft's cloud, Azure, became, you know, quite prominent. Google Cloud started to innovate wildly. Oracle has been on fire. AWS lost the role, the opportunity, the swagger of being the leader02:16 — It is now the follower. AWS is not the innovator, either in technology or in go-to-market ways, and these financial results prove that they certainly had a very nice Q3. You can't just bring metrics or comparative performance from other industries and apply it to the Cloud Wars. Those numbers that AWS put up were just not anywhere close to as good as those of its competitors.03:36 — So, in either of those cases, AWS is being dramatically outgrown by the other three hyperscalers. There's just no way around it, and in a detailed article that I'll have on cloudwars.com later today, I lay that out both for the quarterly numbers and the latest RPO and backlog figures.04:23 — And in the AI Revolution, these four companies are in large part helping the entire global economy to establish, "How am I going to move forward? What am I going to need to do?" The other three have all stolen the jump on AWS and become much more dynamic, and that's revealed in the customer demand, expressed as quarterly revenue and also going forward as RPO or backlog.05:28 — What we're seeing here is the fact that this, this notion of innovation, of, you know, relentless performance, relentless excellence, relentless progress. It can be brutal at times. And while AWS is a big, successful company, is going to be around for a long time, the numbers are showing it is no longer anywhere close to the leader. Visit Cloud Wars for more.

BT & Sal react LIVE to the breaking news: Brian Daboll has been FIRED as the Giants' head coach! The segment kicks off with the "Call of the Day," where a fan passionately calls for Daboll's job, only to be followed by the announcement of his dismissal. The hosts erupt over the Giants' "unacceptable" three years and the pattern of blowing leads, highlighting the team's loss of identity. They debate the drive that led to rookie QB Jaxson Dart's injury and the inherent risk of the RPO offense Daboll favored, questioning the sustainability of an attack predicated on the young quarterback's legs. The Giants now turn to interim head coach Mike Kafka, leaving BT and Sal to ponder who will be the next one with the "broad shoulders" to change the losing franchise.

BT & Sal erupt over the breaking news that the Giants have finally fired Head Coach Brian Daboll, calling it "the humane thing to do" after yet another catastrophic fourth-quarter collapse and a 2-8 record. They slam the baffling decision to keep GM Joe Schoen calling the shots and demand that Defensive Coordinator Shane Bowen be the next domino to fall. The hosts dive deep into the alarming health risks surrounding rookie QB Jaxson Dart, questioning Daboll's RPO obsession and playing a fascinating clip where Jon Gruden grills Dart on his "reckless" style of play. Also on the docket: the Jets' "unwatchable" offense securing an ugly win, Sal's rage over MetLife's new $100 parking hike (an "absolute joke"), and a hilarious breakdown of Sal's socially awkward "fun Friday night" bar event.

BT & Sal dissect the Giants' latest fourth-quarter collapse, which dropped them to 2-8, and zero in on the core problem: Jaxson Dart is the only offensive weapon they have. Sal argues this forces Brian Daboll to "abuse" the rookie quarterback with an unsustainable, run-heavy RPO scheme. The hosts passionately debate whether Daboll should be fired immediately due to his "inexcusable" blown leads and overall failure, even if he is viewed as a good QB developer. They vehemently shoot down a caller's "nonsensical" idea to keep Daboll in the building as Dart's quarterback coach after stripping him of his head coaching duties, concluding that for the "overall health of the franchise," Daboll must go.

Send us a textRansomware doesn't wait for your change window, and neither do we. This episode takes you inside the decisions that matter when privileged accounts start hopping across systems, Exchange servers attract fresh exploits, and the clock is running on recovery. We open with the newest CISA guidance on Microsoft Exchange and translate it into moves you can apply today: enforce least privilege with a real PAM, choose stronger MFA than SMS, disable basic auth, and lock in transport protections that withstand downgrade tricks.From there, we get practical about TLS and HSTS. Rolling TLS everywhere sounds simple until certificates, ciphers, and legacy services push back. We map a staged path that starts with critical links, reduces misconfigurations, and grows coverage without breaking internal apps. HSTS then adds a policy backbone that reduces user error, blocks session hijacking, and tightens browser behavior, with clear notes on latency, preload lists, and subdomain scope.When incidents hit, priorities flip. We break down the right call when lateral movement continues during a ransomware event: disable privileged accounts and switch to preapproved emergency access. On evidence handling, we reinforce the nonnegotiable step for integrity—cryptographic hashing before and after imaging—plus secondary measures for custody and confidentiality. Disaster recovery gets the same scrutiny: meeting RTO while missing RPO means your backup cadence or replication policy failed, not your failover drill. We also cover immutable logs with WORM storage to prevent admin tampering and why emergency patches should be followed by a retrospective CAB review to keep governance intact after the fire is out.If you're preparing for the CISSP or sharpening day-to-day security operations, this session delivers clear, actionable guidance you can put to work immediately. Subscribe, share with your team, and leave a review to help more practitioners find these practical playbooks. What's the one control you'd implement tomorrow to cut lateral movement in half?Gain exclusive access to 360 FREE CISSP Practice Questions at FreeCISSPQuestions.com and have them delivered directly to your inbox! Don't miss this valuable opportunity to strengthen your CISSP exam preparation and boost your chances of certification success. Join now and start your journey toward CISSP mastery today!

In today's Cloud Wars Minute, I take a look at how Oracle and Google Cloud are surging past Microsoft and AWS in RPO and backlog growthHighlights00:13 — There's no question that 10, 12, 15 years ago, it was AWS and Microsoft that set the rules for cloud infrastructure. Google Cloud and Oracle, both of them, while much smaller in revenue than AWS and Microsoft, are growing much faster. My conclusion here is that Oracle and Google Cloud are roaring past Microsoft and AWS in RPO and backlog growth. Let me show you what I mean.01:14 — Oracle, Google Cloud, Microsoft, AWS. I've got two sets of growth rates here. This first one looks sequentially — Q3 RPO growth versus total Q2 revenue — and what the growth rate is. Oracle: $455 billion RPO. It grew sequentially from their last quarter to this quarter — its RPO went up 43%. Google Cloud: $155 billion. From last quarter's number to this quarter, its RPO growth rate was up 46%.02:17 — Microsoft: $392 billion, huge number, but its RPO grew just 6.5%. Looks weak compared to the others, but then there's AWS — $200 billion RPO for the quarter ended September 30. That's an RPO growth of only 2.5%. So, we have these two high-flyers in the hyper-growth category, mid-40s, and the two big traditional cloud infrastructure vendors growing in single digits.03:15 — RPO growth rates on an annual basis, year over year. Oracle's up 359%. Google Cloud: huge jump here, 82% growth in their backlog year over year. Microsoft: very nice, 51% year over year. But if you look at the most recent number, it's 6.5%. AWS — I can't give you an annual growth number because a year ago AWS was not releasing its backlog numbers. In Q2, it was $195 billion.04:03 — So, they went up $5 billion to $200 billion, and that's why they had that small growth number. Now we all know those lines about “there are three kinds of lies — lies, damned lies, and statistics.” So, somebody might think I'm spinning a tale and fibbing or lying about these numbers, but the numbers themselves do not lie, and what they're clearly showing is that Google Cloud and Oracle are doing new sorts of things.04:46 — They're appealing to the new needs, demands, and requirements customers have, and it's being reflected in the growth — not only their higher revenue growth rates, which reflect the past, but also their RPO or backlog growth rates, which reflect and look into the future. Visit Cloud Wars for more.

Luke O'Mahoney, Founder & Creator of Sapienˣ, joined The Modern People Leader.We talked about the three emerging models of product-led HR, Agile theater, and how an enterprise company phased its shift to product-led HR.---- Sponsor Links:

No guest this week — just Bill and Rosanna going deep on 15+ years in recruiting. From the early days of talent search to the trends shaping 2025, they share what's changed, what hasn't, and what every hiring leader needs to know right now. In this episode: How the market really moves The rise of private equity hiring When to bring in RPO support Why great executive hires are never just luck A few fun origin stories from the early days Whether you're a talent leader, recruiter, or exec looking to scale, this episode is packed with sharp insights and real talk from the frontlines of hiring.

BUDGETING FOR AN AI-ENABLED TALENT ACQUISITION FUNCTION   We're racing toward the end of the year and inevitably attention turns to plans for the future. But today we face a future which is increasingly difficult to predict and where agility, resilience and ability to quickly pivot without loss of performance are the qualities every function needs to develop to maintain value to the business. What does this mentality mean for how we allocate budget in talent acquisition? Today we're going to debate the issue with industry leaders who have experience of budget planning and have had to balance between competing priorities.   - Do we spend more on automation and less on payroll? - Do we create a buffer to spend on RPO partners who can help us scale up capacity, whilst we retain a lean permanent staff? - How about reducing payroll whilst maintaining headcount? - Do we spend on hiring entry level talent and ramp up with intensive AI upskilling? - What does the future look like in 2030 and should we start budgeting to a longer term framework? - How much recruiting work do we expect hiring managers to be doing in 2030? - Should we invest in diversification in related fields, adjacent to Talent Acquisition? - Do we go large with enterprise grade master software, or continue with a core platform + point solutions? - What about training and development? - Do we even talk about DEIB today?   All this and more as we discuss how the changing world of work, is being reflected in the changing priorities of for the talent acquisition function,   With industry heavyweights Johnny Campbell, CEO (Social Talent), Elaine Atkinson, Leadership Coach (In Wonder Coaching), Kobi Ampoma, Head of Talent Acquisition (The HEINEKEN Company) & friends,   We are on Friday 31st October, 2pm GMT follow the channel here (recommended) and save your spotfor this demo by clicking on the green button.     Ep341 is sponsored by our friends Greenhouse   It's tough out there for today's recruiting teams.   The rise of AI, slashed recruiting budgets and lean teams have made candidate funnels more chaotic than ever. Take back control of your candidate pipeline with new Greenhouse features that help put an end to application overload, messy data, and disconnected tools.   Check out everything new at Greenhouse here!

Aproveitamos a AWS fora do ar e o linkedin cheio de especialistas para falar um pouco sobre DevOps e SRE: o que realmente falhou, como dependências globais amplificam incidentes e por que comunicação e telemetria mudam o jogo quando o provedor está cambaleando. Falamos de estratégias de resiliência multi‑região, desenho de failure domains e decisões pragmáticas de RTO/RPO. Discutimos feature flags para degradar funcionalidades com graça, circuit breakers e backoff nos clientes, priorização de runbooks e exercícios de caos que realmente medem MTTR. Também passamos por impactos colaterais em serviços gerenciados (EKS, IAM, KMS, DynamoDB), observabilidade em modo de guerra e os limites do “gerenciado”.Fechamos com lições acionáveis para times de produto e plataforma: desde budget de disponibilidade e custos até testes de recuperação orientados a cenários. Dois tópicos‑chave que destacamos: resiliência multi‑região na prática e como treinar a organização para incidentes de baixa probabilidade e alto impacto.Por fim, damos um giro de lições aprendidas para equipes de produto e plataforma: feature flags para fallback de integrações, rotas alternativas para planos de controle, circuit breakers em clientes, e playbooks para comunicação com stakeholders. Dois tópicos que merecem atenção especial neste papo: resiliência multi-região na prática e como preparar sua organização para incidentes “quase improváveis”.#Links Importantes:- Lucas Azevedo - https://www.linkedin.com/in/lazevedo-devops/- Comunidade DevOps no Discord - https://discord.com/invite/k6wPagw4tV- João Brito - https://www.linkedin.com/in/juniorjbn/- Assista ao FilmeTEArapia - https://youtu.be/M4QFmW_HZh0?si=HIXBDWZJ8yPbpflM## Hashtags#DevOps #SRE #AWS #Outage #DNS #DynamoDB #AltaDisponibilidade #Resiliencia #Observabilidade #ChaosEngineering #IncidentResponse #Runbooks #FeatureFlags #CircuitBreaker #RTO #RPO #Kubernetes #DevSecOps #Kubicast #Containers #GetupO Kubicast é uma produção da Getup, empresa especialista em Kubernetes e projetos open source para Kubernetes. Os episódios do podcast estão nas principais plataformas de áudio digital e no YouTube.com/@getupcloud.

In this week's episode Al Borges and Sam Webb discussed Michigan's offensive performance in its 31-20 victory over Michigan State. They highlighted impressive schematic adjustments in the run game, and detailed the struggles in the passing game. Borges attributed five failed plays to effective MSU coverage, while identifying various other factors contributing to Michigan's other passing difficulties. He noted that only one RPO was thrown out of 16 called and pointed out the inability to turn protection to account for nickel blitzes. That focused discussion on approaches that will foster comfort in the pocket for in freshman quarterback Bryce Underwood, and the importance of exercising patience as he navigates the typical developmental process experienced by first-year players. Additionally, the conversation addressed misconceptions, such as the notion that tight ends were not targeted—they were primary receivers on five plays, including two potential touchdowns—and clarified that any conservative elements in the game plan resulted from in-game adaptations rather than predetermined strategy. Borges underscored a significant halftime adjustment in the run game, which enabled Michigan to amass 270 rushing yards, primarily through effective use of double slice and double bluff plays, thus offsetting shortcomings in the passing attack. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Mike Evans and Brandon Stokley open the second hour with Mark Schlereth, who gives his take on the Broncos’ best option for Pat Surtain II’s injury. They discuss Jamal Murray’s chances to make an All Star game this season. Stink and Stoke debate where Jahdae Barron should play in Pat Surtain II’s absence, should he play outside or should he stay in the slot? Stoke breaks down the Broncos’  RPO game, along with a few plays from the young WR’s that stood out to him in his Telestrator Tuesday film breakdown. 

In this week's episode Al Borges and Sam Webb discussed Michigan's offensive performance in its 24-7 victory over Washington, and preview the upcoming matchup with Michigan State. Borges praised Bryce Underwood for his growth as a pocket passer and continued RPO proficiency. The offensive line received a B+ grade, paving the way for Jordan Marshall's 133 yards on the ground and surrendering just six pressures. Borges also noted the young players' growth, particularly the tight ends Zack Marshall and Deakon Tonielli and running back, and the potential for future success. He detailed the performance of Blake Frazier at left tackle while filling in for an injured Evan Link. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

In today's Cloud Wars Minute, I discuss the recent AWS outage, identifying five reasons that this outage will significantly impact the company's reputation.Highlights00:30 — AWS experienced a big outage this week, impacting multiple companies and services at a time when AWS, relative to its hyperscaler competitors, is in a decline. I think there are five core reasons that its reputation will suffer from this outage.01:15 — The magnitude of the outage will greatly impact the company's reputation. There is an enormous range of business customers directly affected by this, reaching millions of people across multiple industries.01:50 — There's never a "good" time for events like this to occur, but this outage happened at the beginning of the holiday season. In the minds of many business leaders, this season is where they get a large percentage of their annual revenue through online services. With this disaster, can AWS be fully trusted?02:30 — AWS is the slowest-growing hyperscaler. In a vacuum, it reached nearly $31 billion in revenue with a 17.5% growth rate in Q2. However, AWS is growing at a much slower rate compared to its hyperscaler competitors — Microsoft, Google Cloud, and Oracle.03:37 — AWS also has the slowest-growing RPO or backlog. AWS reported its backlog up to 25% to almost $200 billion. Again, in the world of the vacuum, that's terrific. But relative to the others, this wasn't very good at all.04:38 — This outage came at a time when the other hyperscalers are distinguishing themselves with powerful AI strategies and services. AWS has had some AI properties but not at the scale of Microsoft with Copilot and ChatGPT, Google Cloud with the launch of Gemini Enterprise, and Oracle with its Oracle Cloud Infrastructure (OCI). Visit Cloud Wars for more.

新番組：採用乱世｜人事が抱える見えない戦い番組概要：この番組は、激動の採用市場を舞台に、人事が抱える葛藤や現場でのリアルな課題を掘り下げ、“採用”の本質とその裏側に迫っていくラジオです。孤独に日々戦う人事の方にとって明日から使える人事の今をお伝えしていきます。毎週水曜日朝6時配信。こちらから聴けますSpotify：https://open.spotify.com/show/5nF34zgD7YSHOXHdKzHM4a?si=1e9c48254b4b487fApplePodcastshttps://podcasts.apple.com/jp/podcast/%E6%8E%A1%E7%94%A8%E4%B9%B1%E4%B8%96-%E4%BA%BA%E4%BA%8B%E3%81%8C%E6%8A%B1%E3%81%88%E3%82%8B%E8%A6%8B%E3%81%88%E3%81%AA%E3%81%84%E6%88%A6%E3%81%84/id1847047828▼MC：高稲 祐貴（たかいねゆうき / 株式会社b&q 代表取締役）東京都立大学（旧・首都大学東京）在学中にマレーシアでのコミュニティ事業立ち上げを経験し、学生の頃から事業創出に携わる。在学期にはスタートアップ企業の創業メンバーとして参画し、事業拡大や組織づくりの実務に従事。その後、東証プライム上場グループ企業にて役員を務め、経営および採用戦略の実行に携わる。2023年9月、東京都品川区に株式会社b&qを設立。「採用は経営そのもの」という考えのもと、企業の採用領域に特化した支援事業を展開。採用戦略設計から母集団形成、選考プロセスの構築、オンボーディング支援まで一気通貫で伴走する採用コンサルティングを提供している。これまで累計100社近くの採用支援を行い、スタートアップから大企業まで幅広い成長フェーズの企業を支援。事業は人材紹介を含むエージェント事業、採用実務支援（RPO）、経営人材獲得のためのヘッドハンティング事業、HRBP機能の外部提供型支援など多岐にわたる。ーーーー▼タレントークMC：佐野 貴（たかちん／株式会社TALENT 代表取締役）⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://twitter.com/takachiiiiii3⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠東海大学政治経済学部卒。ECコンサルタント・フリマアプリの担当を務めM&Aした後独立。 2018年に株式会社リオンを設立し、経営者や専門家を対象としたタレントマーケティング事業を創出。2020年にCOTENに参画し、新規事業創出を担当した後に、社員全員の才能を最大化させることに責任を持つ役割（CGO）兼 取締役などを歴任した後、退任。2023年に株式会社リオンを株式会社TALENTに社名変更。心理学者とともに人々の「才能」についての研究を行い、その成果をもとに、人材開発事業を展開。同時に才能コーチングプログラムを開発し400名以上に実施し、起業家の事業創出プロデュースも手がける。好きなことは、猫と新しい体験と人との出会い。▼感想ポスト：X（旧：Twitter）には「#タレントーク」をつけて投稿ください。▼参考URL：株式会社TALENT 公式サイト⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://talent-inc.jp/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

The Ohio State Buckeyes rolled to a 34-0 win at Wisconsin on Saturday, thanks in part to an efficient and sometimes explosive use of RPOs. Ross Fulton, the Xs and Os guru at BuckeyeHuddle.com has a breakdown of how the RPO game helped the Buckeyes hit big plays, both on the ground, and through the air.

Building a world-class recruiting function takes more than filling roles — it's about strategy, technology and getting close to the work. On this episode, host Ryan Dull is joined by Cortney Grant, Director of Global Talent Acquisition of Johnson Controls. They discuss Cortney's journey from agency recruiting to leading global TA functions, how specialization and automation transform hiring outcomes and why understanding operations on the ground drives better recruiting strategies. Cortney shares how strategic changes reduced time-to-fill by 40%, how AI is reshaping high-volume recruiting and why measuring quality of hire is just as critical as speed.Key Takeaways:00:00 Introduction.02:35 Cortney shares how agency recruiting built her tenacity.04:46 Leading high-volume recruiting at Amazon during the peak of COVID demand.08:31 An opportunity to scale TA through RPO improved time-to-fill.10:09 Two recruiter tracks built deeper subject expertise.12:05 The two-track model isn't one-size-fits-all and must align strategically.14:00 AI dominates conversations, driving a shift in recruiter training.18:14 Happy teams drive business success, and tenacity is key in today's job market.Resources Mentioned:Cortney Granthttps://www.linkedin.com/in/cortneygrant/Johnson Controls | LinkedInhttps://www.linkedin.com/company/johnson-controlsJohnson Controls | Websitehttps://www.johnsoncontrols.com/This episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

Welcome to faustforward episode 18   Movin'……   Playlist JG Thirwell – Showdown (Music of The Venture Brothers vol. 3) Christopher Tin, Le Mystere des Voix Bulgares, RPO & Dora Hristova – Temen Oblak (Dark Clouds) Meatdripper – Spider Solar Eyes – I See the Sun Electric Universe & Faders – Call for Peace Peter Gabriel – Games Without Frontiers Manuel Gottsching – E2-E4 Mittelspiel (Mixed) JG Thirwell – A Night for Crime (Music of The Venture Brothers vol. 3) The Jesus Lizard – Nub DakhaBrakha – Specially For You Meatdripper – Homegrown Hen Ogledd – On the up-Platform at Morpeth Station Rural Tapes - Bossa Nova for the Contrails of My Tears (feat; Steve Wynn) The Dharma Chain – Greenlight Tulpa – Mission Tripperz Zyce, Flegma & Sonic Species – High on Life Gong – A Sprinkling of Clouds The Twinkle Brothers – Jah (Dub) Ash Ra Tempel & Manuel Gottsching – Traummaschine 3 Olafur Arnalds & SOHN – unfold Sun Ra – Enlightment Talk Talk - Wealth

In today's Cloud Wars Minute, I dive into Oracle's bold AI-driven transformation and its stunning forecast to reach $225 billion in annual revenue by 2030, powered by explosive OCI and multi-cloud growth.Highlights00:12 — As we wrap things up here at Oracle AI world, we had the financial analyst meeting. Oracle's Principal Financial Officer Doug Kehring revealed that Oracle has raised its revenue projections again for the future, and says that they will hit the astonishing total of $225 billion in total revenue for fiscal year 30.00:52 — This was one of the most dynamic, interesting Oracle events I've ever been to. So when I talk about them being on fire, it's powered by their hyper growth OCI business. But it goes beyond that to what they're doing across the board and the AI Revolution really kicking in. It's why Larry Ellison pivoted the entire company to integrate AI in everything that they do.01:55 — The company's two new CEOs, Clay Magouyrk and Mike Sicilia, along with Larry Ellison, repeated throughout the event: "There's no limitation on us about demand. We have more demand by far than we can handle. We are supply-constrained. And they revealed a lot of plans about all the things Oracle is doing to be able to overcome that capacity constraint."02:21 — So, it is not just OpenAI. They talked about how the RPO, which when they released their numbers a few weeks ago, that is for the quarter ending August 31, their RPO was $455 billion in just the six or seven weeks since that quarter ended, that RPO is now over $500 billion. So again, it was not just the big deal with OpenAI.04:25 — We'll have more coming up next week. I'll go into more detail about this. But part of what was so interesting at this financial analyst meeting today, Larry Ellison talked said: "What about in the areas of like plant genomes?" Larry Ellison wove together the ideas of how this new Oracle Database along with the Oracle AI Data Platform is going to make that possible. Visit Cloud Wars for more.

We've got a Birds vs Boys special edition and an Eagles offensive rebrand! Aidan is joined by Sam Berman, "Berm" from Underdog Fantasy to break down what's gone wrong here in Philadelphia these past two weeks, AND how Philly gets its identity back before Week 7 vs the Vikings.From bully ball to RPO rhythm, from A.J. Brown's frustration to offensive line depth, the guys lay out exactly how to fix the Birds' play calling, energy, and mentality. Plus, a quick look at defensive trade targets, the CJ Gardner-Johnson rumor, and what's next for the city's other heartbreaks — the Phillies and Penn State.

It’s the Game of the Week in college football — #7 Georgia vs #5 Ole Miss!

It’s the Game of the Week in college football — #7 Georgia vs #5 Ole Miss!

It’s the Game of the Week in college football — #7 Georgia vs #5 Ole Miss!

Join this channel to get access to perks:https://www.youtube.com/channel/UChW7UyLcMH6QDwCS295w9aQ/joinCoaches are you ready to revolutionize your game preparation? For the past 5 seasons coaches across the nation have been using the ultimate scout team game-changer: The Coachpad!Imagine this: no more scrambling on weekends to prep scout cards, no more fumbling with paper and binders. Whether you're drawing your cards digitally with a computer program or sketching them by hand, The Coachpad is your all-in-one solution!Picture yourself on the practice field, effortlessly managing your scout team, or standing on the sidelines during game day, syncing adjustments from the press box to your coaches on the sideline and back. With The Coachpad, you can clearly see your scout cards even in the brightest sunlight—no more squinting or dealing with the wind blowing clear vinyl sleeves everywhere!This offseason, take your coaching to the next level. Get your Coachpad today at TheCoachpad.com and gear up for a winning season ahead!0:13 The CoachPad2:00 background3:30 why shotgun wing-t6:50 base plays8:55 RPO's12:20 breaking up practice 14:50 defenses they see18:20 pregameclinic: https://youtu.be/Pg75bRCekbkmichael fieldsoc la grande hs (or)x: @CoachMichaelFother contact info in videoAmazon link to his book:https://a.co/d/8jSSx6EMichael Fields Coachtube:https://coachtube.com/course/football/wing-t-power-spread/16755030?track=f42b69f6b16a2c711042092386713a95Google Sheethttps://docs.google.com/spreadsheets/d/1Dohuyci5dx36k4IFQUuX8XmuJsAIJ6JbYdcXrkcJ-4s/edit?usp=sharingNicholas BandstraX: https://twitter.com/CoachBandstraCoachtube: https://coachtube.com/users/coachbandstraMain Youtube Channel: https://youtube.com/c/NicholasBandstraLinktree: https://linktr.ee/CoachBandstraTik Tok: https://www.tiktok.com/@coachbandstra?_t=ZT-8vTQEmgfP3u&_r=1

Minnie and Fred open Monday Night Therapy celebrating Nebraska's 38–27 win over Michigan State, then pivot to a Maryland preview with guest Matt Germack of SB Nation/Testudo Times. Matt explains “September Maryland”: 19–3 in September over five years, 12–22 afterward. He says the Terps' defense is notably improved with a legit pass rush (freshmen edge duo Sidney Stewart and Zaheer Mathis), but the offense is unbalanced: an anemic run game and shaky O-line have forced heavy RPO passing. Standout freshman QB Malik Washington looks poised and accurate, but Maryland's fourth-quarter collapse vs. Washington (after leading 20–0) highlighted play-calling issues and inexperience. He notes Maryland leads the Big Ten in sacks and can exploit pressure-to-sack tendencies, a concern versus Nebraska's developing tackles. Crowd edge may favor Nebraska: it's Maryland's fall break, so attendance could dip. Special teams could swing the game—Maryland's kicker is reliable short, punter is excellent, but kickoff coverage leaks; Nebraska's special teams are “kick-ass,” with recent return TDs and an Aussie punter. The hosts like Nebraska's defensive matchup against Maryland's run struggles and believe continuity on the Huskers' O-line can help protect Dylan Raiola, whose composure and leadership stood out in windy conditions vs. MSU. Prediction vibe: a competitive game, slight Nebraska lean.

Joining James this week Steve Lewis, Managing Director at HireGuide. Steve has spent his career at the heart of recruitment technology, from being one of the first employees at TotalJobs, to leading search staffing and RPO at LinkedIn and now driving innovation in interview intelligence. Steve is now on a mission to transform how interviews are run, helping companies make better, fairer, and more structured hiring decisions.The Marketing Rules Podcast is sponsored by RChill⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.rchilli.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠#MarketingRules#TheVoiceOfRecruitmentMarketing⁠To connect with Steve:⁠⁠⁠https://www.linkedin.com/in/stevenlewis75/Learn more about James and ThinkinCircles:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠⁠

Northrop Grumman has successfully performed a rendezvous, proximity operations (RPO) and docking demonstration with Starlab Space Station. The American Honda Motor Company and Astrobotic Technology are developing a scalable and integrated power solution for sustained lunar surface missions. The International Astronautical Congress (IAC) has kicked off its annual meeting in Sydney, and more. Remember to leave us a 5-star rating and review in your favorite podcast app. Be sure to follow T-Minus on LinkedIn and Instagram. T-Minus Guest Torsten Kriening from SpaceWatch.Global brings us his insights from World Space Business Week in Paris. Selected Reading Northrop Grumman Demonstrates Autonomous Rendezvous and Docking Technology with Starlab Commercial Space Station Honda and Astrobotic Establish Joint Development Agreement to Explore Scalable Lunar Power Solutions International partnerships back Australia's space industry Arianespace and BULL further collaboration for space debris mitigation on Ariane 6 Space pull system: China's industrial revolution to make rockets and satellites like cars IonQ Appoints General John W. “Jay” Raymond to Board of Directors Sidus Space Awarded Five-Year IDIQ Contract to Support Tobyhanna Army Depot Scientists set world record with magnetic field 700,000 times Earth's - CGTN Share your feedback. What do you think about T-Minus Space Daily? Please take a few minutes to share your thoughts with us by completing our brief listener survey. Thank you for helping us continue to improve our show.  Want to hear your company in the show? You too can reach the most influential leaders and operators in the industry. Here's our media kit. Contact us at space@n2k.com to request more info. Want to join us for an interview? Please send your pitch to space-editor@n2k.com and include your name, affiliation, and topic proposal. T-Minus is a production of N2K Networks, your source for strategic workforce intelligence. © N2K Networks, Inc. Learn more about your ad choices. Visit megaphone.fm/adchoices

Most recruitment firms stall at $1M revenue. Greg Fischer broke through by building a high-retention offshore team, embedding himself inside client organizations with RPO, and using LinkedIn commenting as a smarter BD strategy. As Co-Owner of AMI Network, Greg scaled from $1M to $4.2M revenue and $1.4M profit sustaining 30–40% margins. His model: hire offshore staff directly, integrate them as equals, and use a 2:1 sourcer-to-recruiter ratio to free recruiters to bill more. Alongside that, he mastered RPO pricing, transforming a $30K placement into a $1.5M account. Today, as founder of Well Oiled Machine, Greg helps other firms replicate this approach. In this episode, he shares how to structure offshore teams for 85%+ retention, qualify RPO opportunities, and win clients through LinkedIn commenting. Episode Outline and Highlights 6:42 From solo founder's first hire to 40-person team. 7:40 Breaking the $1M ceiling with offshore hiring after failed BPOs. 12:37 Why sourcing was the first offshore function and how it lifted billings. 23:18 Landing a $50K/month RPO by reframing a client's hiring challenge. 28:07 How that grew into an $80K/month RPO account with 30–40% margins. 30:45 When to pitch RPO: the minimum job volume that makes it viable. 33:47 The “open + close” fee model that stabilized cash flow. 36:23 How a 2:1 sourcer-to-recruiter ratio frees recruiters to bill more. 39:08 Why most agencies fail with offshore—and how to do it right. 47:19 Choosing the right country: Mexico vs Philippines vs South Africa. 54:51 Greg's daily LinkedIn commenting routine that built an inbound pipeline. Key Takeaways Offshore Done Right Fuels Scale Greg's agency was stuck at $1M for four years. BPOs failed, freelancers flaked. The breakthrough came when he hired offshore staff directly, trained them thoroughly, and treated them as equals. Within three years, AMI scaled to $4M+ revenue with 30–40% profit margins and 85% retention. Offshore wasn't a cheap fix; it was the lever that freed recruiters to focus on revenue-driving work. The RPO Question That Unlocks Recurring Revenue A referral asked for an internal recruiter. Greg's partner asked: “Why now?” The answer—50 hires in six months—turned a $30K placement into a $50K/month retainer that ran three years, worth $1.5M. His rule: RPO only works with 5–10 requisitions/month and $15K+ revenue. Anything less is contingent search. Over time, he moved to an “open fee + closed fee” model that kept revenue flowing and profit margins at 30–40%. LinkedIn Strategic Commenting Works Greg built AMI Network through cold outbound. For Well Oiled Machine, he went another route: commenting daily on posts from 60 recruitment thought leaders. Thirty minutes before posting, thirty minutes after. The results? Comments hitting 20,000+ impressions—often outperforming original posts. On LinkedIn, comments are content, and for agency owners this is a repeatable, low-cost BD strategy that beats cold calling. Greg Fischer Bio and Contact Info Greg is the former Co-Owner of AMI Network, a healthcare recruitment agency that did $1.4M in Profit on just $4.2M in revenue. His secret? 18 of his 40 team members were Offshore high-performing employees, with annual retention over 85%. Now his firm, Well Oiled Machine recruits Offshore & Nearshore staff for Recruitment Firms & Staffing Agencies. Greg Fischer on LinkedIn Well Oiled Machine website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter

Get ready for an intense NFC showdown as the Green Bay Packers host the Washington Commanders in Week 2, fresh off impressive season openers. Host Ryan Schlipp breaks down Washington's unique offensive philosophy under Cliff Kingsbury, highlighting Jayden Daniels' mobility and tempo-driven plays that stress defenses. On the flip side, explore how the Packers' upgraded lineup, including Micah Parsons, could exploit the Commanders' vulnerabilities for a home-field advantage. In-depth look at Washington's run-first offense, RPO concepts, and deep passing evolution, matched against Green Bay's zone coverage and simulated pressures. Analysis of the Commanders' hybrid defense, run game improvements, and blitz packages, with strategies for Jordan Love to attack single-high coverage. Key insights on player props, expert picks, and matchup stats, including Daniels' scramble threats and the Packers' play-action efficiency. Discussion on home-field energy at Lambeau potentially disrupting Washington's no-huddle rhythm. This episode is brought to you by PrizePicks! Use code PACKDADDY and visit https://prizepicks.onelink.me/LME0/PACKDADDY to get started with America's #1 fantasy sports app. Subscribe now for more Packers breakdowns, leave a rating and review to help us grow, and join the conversation on social media with #PackernetPodcast. Tune in tomorrow for Victory Friday reactions! To advertise on this podcast please email: ad-sales@libsyn.com Or go to: https://advertising.libsyn.com/packernetpodcast

Detroit Lions Still Looking to Launch | Detroit Lions Podcast The Detroit Lions opened their 2025 NFL season with a tough loss on the road to the Green Bay Packers at Lambeau Field. In our latest episode, Detroit Lions Still Looking To Launch, we break down what went wrong in Week 1 and what needs to change as the Lions prepare for a pivotal Week 2 matchup at home against the Chicago Bears—now led by Ben Johnson, Detroit's former offensive coordinator. Packers Postmortem: Slow Start, Missed Chances The Packers game offered an uncomfortable reminder that the margin for execution in the NFL is razor-thin. Jared Goff and the Lions offense moved the ball but stalled in critical spots. Protection breakdowns and untimely penalties blunted drives, leaving points on the field. Defensively, Detroit allowed Jordan Love and the Green Bay Packers to exploit coverage mismatches and extend plays on third down. On the podcast, we ask tough questions: was this simply Week 1 rust, or do the Lions have deeper issues with discipline and situational football? The discussion highlighted the need for sharper red-zone execution, better balance between Jahmyr Gibbs and David Montgomery in the run game, and more consistent pass rush to relieve pressure on the secondary. Bears Week: Ben Johnson Returns to Ford Field Looking ahead, all eyes are on Ben Johnson's return to Detroit. After architecting the Lions' explosive offense last year, Johnson now brings his creativity to the Chicago Bears as head coach. That familiarity cuts both ways—Detroit knows his tendencies, but Johnson also knows Goff's strengths and weaknesses. In the show, we explore how Dan Campbell and Aaron Glenn can counter Johnson's schemes. Will the Lions lean on tempo and power formations to dictate terms? Can Detroit's defense stay disciplined against Justin Fields' replacement-led attack, featuring heavy RPO and play-action wrinkles Johnson loves to dial up? Fans are eager to see how Amon-Ra St. Brown, Sam LaPorta, and Jameson Williams can exploit Chicago's young secondary in a must-win divisional matchup. Listener Reactions and Season Outlook Our live chat zeroed in on one theme: urgency. A slow start cost Detroit in Green Bay, and with the NFL spotlight growing brighter, the Lions can't afford to stumble again at home. Week 2 against Chicago offers a chance to reset momentum, reclaim toughness in the trenches, and prove the Lions remain contenders in the NFC North. Listen to the full episode on YouTube and Spotify for in-depth NFL analysis and fan reaction as the Detroit Lions look to bounce back against the Bears and finally launch their 2025 campaign. https://www.youtube.com/watch?v=xqSTxbiTxRg Let us know what you think about the show by commenting in the podcast thread in the subreddit, or by leaving us a voice mail message via Skype at: Detroit Lions Podcast  Your input will help make the show better, and if you leave us a message on Skype, you just might be featured in an upcoming podcast! You can also give us a call at (929) 33-Lions. Get yourself a Classic Detroit t-shirt here! Don't miss our great merch selection in the Detroit Lions Podcast store. Looking for the relief that CBD products can bring? Click here: https://bit.ly/2XzawlG Get your Lions Gear at: https://bit.ly/2Ooo5Px As an Amazon Associate we earn from qualifying purchases made here: https://amzn.to/36e2ZfD Donate Direct at: https://bit.ly/2qnEtFj Join the Patreon Crew at: https://bit.ly/2bgQgyj #lions #detroitlions #detroitlionspodcast #allgrit #onepride #nfl #week2 #chicago #chicagobears #bears Learn more about your ad choices. Visit megaphone.fm/adchoices

The Sponsors We want to thank Underground Printing for starting this and making it possible—stop by and pick up some gear, check them out at ugpmichiganapparel.com, or check out our selection of shirts on the MGoBlogStore.com. And let's not forget our associate sponsors: Peak Wealth Management, Matt Demorest - Realtor and Lender, Ann Arbor Elder Law, Michigan Law Grad, Human Element, Sharon's Heating & Air Conditioning, The Sklar Brothers, Winewood Organics, Community Pest Solutions, Radecki Oral Surgery, Long Road Distillers, and SignalWire where we are recording this. Featured Musician: Booster THE VIDEO: [After THE JUMP: Things to be said.]  --------------------- 1. Oklahoma Preview: Offense starts at noon It's John Mateer doing Tate Forcier things in an RPO-heavy system that meets its greatest challenge yet in a defense that doesn't give you any easy reads. Can their haphazard OL with one or two true freshman hold up to Michigan's DL? Can Michigan force Mateer into mistakes? Are his receivers enough to get open for him? Fascinating matchup. 2. Oklahoma Preview: Defense starts around 12:20 The other side of our Spiderman Pointing: their defense is Legit. Venables defense is the older cousin of the Don Brown system: it's 50% Don Brown's cover 1, which he calls "Brown" and 50% Dantonio's quarters. The DL get upfield in a hurry and the LBs have to make them right, but there's always a safety or two involved in the run fits to collect when you break outside. Best way to attack it is CJ Stroud and NFL receivers but we're probably not there yet. He has two hybrid OLBs so he doesn't get Devin Gil'd but those guys might be susceptible to some Bredesoning. 3. New Mexico After Review: Offense starts around 12:45 This is where we talk about Bryce Underwood. 4. New Mexico After Review: Defense starts around 1:10 PM This is where we talk about College Crappe. Featured Artist: Booster Detroit born (East side in August 1990), and Detroit educated, Booster was exposed to music from an early age from his artist/performer mother, which you can tell because his music is dripping with 1960s (you'll hear that Motown cooing in All Night Long) and 1970s (the funk in Real City) Detroit, and honed himself at the Detroit School of Arts and the music program at Kentucky State University. He's changed his approach several times in his career, but the throughline is his creativity. A musician's musician, Booster is the guy a lot of local creators get their ideas from—like how all the rock bands in Ann Arbor in my day were obsessed with At the Drive-In. You can read more about him here and check out his socials: Ig: @imyourboost YouTube: imyourboost Facebook: @imyourboost Songs: All Night Long    Box    Real City    Also because Across 110th Street will get our Youtubes taken down, the opener and outro: “The Employee is Not Afraid”—Bear vs. Shark “Ruska Vodka”—Motorboat

Things Discussed: Bryce: NO CEILING. Most talented quarterback in the history of the program. Offense will need to mitigate pass pro, Link was okay against a Keyshaun James-Newby. Think it'll be like 2023 offense. OL? Crippen's kind of game: more of a mental test than a physical one, because New Mexico had to slant and stunt etc. Will need to use Bryce's legs in Oklahoma. Chip: Made Michigan's normal stuff work. Everything is packaged now. Did a good job of keeping Bryce calm. Defense: UNM wasn't running sustainable offense. Payne and Etta took advantage of physical matchups, a little disappointed in the other DTs (UFR is coming at noon). What UNM was doing was playing 2-3 TEs to get Michigan's 5-2 personnel on the field so they could spread them out and attack Guy. Jyaire: Really good but for two bad plays. Eyes on Cole Sullivan and Nate Marshall. OKLAHOMA: Mateer is a Tate. He's going to have to make plays because their OL has some if's: both Ts should be back—sounds like those were both precautionary—but they might have to play a 2nd true freshman at RG (moving the RG to LG). Oklahoma offense is an RPO-fest: They find where you're outleveraged and make that guy's life hell. Can they do that against the Amoeba?

In this week's episode Al and Sam discussed Michigan's offensive performance in its 34-17 victory over New Mexico, and preview the Wolverines' road matchup with no. 18 Oklahoma. They praised Bryce Underwood's successful debut, as Borges highlighted his footwork, throwing mechanics and timing. The discussion also focused on the balance between traditional Michigan plays and new offensive elements like RPOs, tempo, and spread principles by new offensive coordinator Chip Lindsay. Borges noted 16 RPO variations and successful stretch plays. The conversation shifts to the challenges of preparing for Oklahoma, emphasizing the need for high-percentage throws and a balanced run-pass approach. Al Borges discussed the need to utilize quarterback runs but to do so judiciously to avoid injury, suggesting no more than five to eight runs per game. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Things Discussed: Craig Ross introduces the MGoBlog Rub Some Dirt On It player of the week. What's the offense look like with Bryce? Not a spread, some RPO, some downfield passing, most of that off play-action. Opponents are going to bring safeties down—Oklahoma runs a Venables defense that wants to attack, so you have to punish that. Remember 2021 Georgia when JJ came in? He had some simple reads, but things opened up because he could physically get certain types of throws further downfield, increased the spacing between receivers. RPOs? Chip Lindsey's job is to make what you do work, not rewrite the offensive script. There will be tag RPOs where the read is more of a "run-unless"—it's not going to be like Stanford's long mesh where the read is the point. It's a check on bad behavior so they can do their thing, which is run off-tackle. Sam: Program philosophy isn't to allow the defense to set what you're going to do. Brian wants to see Bredeson used on those Aaron Shea dumpoffs more often because you freak out when he's coming your way. Mikey Keene? He's got a shoulder injury. You don't get to choose when the injury is healed; he will probably be the QB2 when he's back. Brady Norton: Not like last year. If they were down to two RGs and they were Efobi and Hattar and Norton won it would concern us, but it was Efobi-Norton two weeks ago. Concern is left tackle; they were talking about replacing Link with a true freshman before Babalola got hurt. Evan Link will start, Blake Frazier will play; Blake has to prove he's durable because he's coming off a knee injury, and he has to be stronger in the run game because he's 290-something. If Link isn't clear of Frazier right now that's an issue. DT depth chart: People were surprised that Trey Pierce was ahead of Damon Payne, but we've been saying that all offseason. You want that: Trey has eligibility next year and showed some talent. Opening weened for CFB: What's up with Ohio State and their new coordinators? Probably going to be fine with Hartline because he will just say throw it to Jeremiah Smith and…yeah that works. Matt Patricia has two great players in the back-seven but they are going to be just okay at D-tackle (I like the end they picked up from UNC). Maybe Matt Patricia is here to bottom out the culture, because as soon as he left Detroit and Philadelphia those locker rooms become two of the best in the NFL. Quick New Mexico preview: They have a 246 pound defensive tackle and a backfooting QB who's going to punt it up to a former Iowa receiver that might be injured.