Podcasts about Salary

State of the Slate on today's Fantasy Footballers DFS & Betting podcast! Borg & Betz get you set for Week 2 DFS previewing the lines of the main slate and which salaries standout. They also review their cash & small field GPP process and what steps to take moving forward. Welcome to “DFS and Sports Betting For The Rest of Us.” Take your DFS and Betting Fantasy Football game to the next level on PrizePicks, DraftKings, FanDuel, and Underdog Fantasy. -- Fantasy Football Podcast for Sept 9th, 2025.Connect with The Fantasy Footballers:Visit us on the WebSupport the ShowFollow on XFollow on InstagramJoin our DiscordLove the show? Leave us a review wherever you listen

"We want to turn cat haters into cat toleraters, and that has worked so well. Even the people who say 'I hate cats.' Okay, that's fine if you hate cats. But don't wish them dead. We're gonna work to keep them out of your yard." This episode is sponsored-in-part by Maddie's Fund and 6 Degrees of Cats. In this inspiring episode, host Stacy LeBaron welcomes Joy Smith, founder of FieldHaven Feline Center in Lincoln, California, who shares her remarkable journey from accidentally rescuing a few cats on her street to building a $1.5 million organization that has transformed entire communities. Joy's story begins in 2003 when a simple call to help with trapping led to raising kittens in her barn's tack room, selling them at a local farmer's market, and ultimately creating one of California's most innovative community cat programs. Her evolution from reluctant rescuer to strategic leader offers valuable lessons about growing sustainable, community-focused programs. Joy details FieldHaven's groundbreaking partnership with the Marysville Police Department, which began in 2018 with a goal to spay and neuter every cat in the city. She explains how they overcame initial community resistance through education, implemented a feeding ordinance to address business owner concerns, and created a comprehensive system that includes mobile spay/neuter clinics, vaccine and microchip services, and community resource centers. The program's success demonstrates how strategic thinking, community engagement, and municipal support can transform a city overrun with cats into one operating in maintenance mode with occasional weeks where they can't fill their spay/neuter quota. The conversation also explores Joy's recent transition from executive director to founder and ambassador, sharing the challenges and rewards of succession planning in animal welfare organizations. Her insights about treating nonprofits as businesses, paying competitive salaries to attract talent, and the cultural shift toward recognizing pets as family members offer valuable perspective for leaders navigating organizational growth and sustainability in today's evolving animal welfare landscape. Press Play Now For: Joy's accidental entry into cat rescue and the organic growth from tack room to multi-location organization Strategic expansion philosophy: starting with your backyard and expanding community by community The Marysville Police Department partnership and how municipal support transforms TNR efforts Community education strategies for turning resistance into acceptance and "cat haters into cat toleraters" Implementation of feeding ordinances and how addressing business owner concerns solved community conflicts Mobile spay/neuter clinics, vaccine programs, and resource centers as comprehensive community solutions Training animal control officers in TNR methods and creating internal advocates The importance of microchipping for tracking outcomes and addressing dumping issues Four-year succession planning process and the challenges of transitioning founder leadership Running nonprofits as businesses while maintaining mission focus and community trust Salary competitiveness in animal welfare and attracting career professionals to the field Cultural shifts in spay/neuter acceptance and the exciting future of animal welfare careers Innovative programs like "Kitten Sitters" that engage community members as part of the solution FieldHaven's expansion to four locations and disaster response work including the Camp Fire recovery Resources Mentioned: FieldHaven Feline Center website (https://fieldhaven.com/) FieldHaven Feline Center Facebook page (https://www.facebook.com/FieldHaven/) FieldHaven Marketplace - thrift store and adoption center (https://www.fieldhavenmarketplace.com/) Animal Spay and Neuter - Auburn, California (https://animalspayneuter.com/) Animal Spay and Neuter Facebook page (https://www.facebook.com/p/Animal-Spay-and-Neuter-Auburn-100063466875709/) Dan Pallotta TED Talk: "The way we think about charity is dead wrong"(https://www.ted.com/talks/dan_pallotta_the_way_we_think_about_charity_is_dead_wrong) Dan Pallotta's official website (https://www.danpallotta.com/) "The Fire Cats: Save Something Small" documentary - Camp Fire recovery (https://www.thefirecatsfilm.com/) FieldHaven's Kitten Sitters program (https://fieldhaven.com/programs/kitten-sitters/) Sponsor Links: Maddie's Fund (https://www.communitycatspodcast.com/maddies623) Six Degrees of Cats (https://podcasts.apple.com/us/podcast/6-degrees-of-cats/id1669849217) Follow & Review We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts(https://podcasts.apple.com/us/podcast/the-community-cats-podcast/id1125752101?mt=2). Select “Ratings and Reviews” and “Write a Review” then share a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast.

In this episode, Emily interviews Dr. Kate Sleeth, the founder of EduKatedSTEM, on salary negotiation for PhDs. They discuss why everyone should negotiate salary and why Kate regrets not negotiating in her first position in academia. Kate teaches how someone should calculate their minimum salary number before going into a negotiation, including the free tools to use. They wrap up with Kate's best single tip regarding the negotiation process and her best financial advice, both of which are straightforward to implement.

In today's story, Theus shares the experience of a 27-year-old woman who stayed in a toxic marriage not because she wanted to, but because she couldn't afford to leave. With a $42K salary, $2K in savings, and $1,700 rent staring her in the face, she felt trapped in a relationship that drained her emotionally and financially.

Is He Right For Wanting To Marry With A GHC2,500 Monthly Salary? A BantsnRants Discussion

In this episode of Wake Up, Look Up, Pastor Zach explores the question, can more money fix our government? Prompted by a New York Times opinion piece, he considers whether raising congressional salaries might actually attract more competent and ethical leaders. Using both cultural insight and biblical teaching, he argues that underpaying leaders devalues leadership, fosters corruption, and ignores God's design for wise, well-supported leadership. Ultimately, Pastor Zach challenges us to see leadership as a gift worth honoring so that we might raise up the best leaders possible.Have an article you'd like Pastor Zach to discuss? Email us at wakeup@ccchapel.com!

In this thought-provoking episode, our hosts dive deep into the world of hip-hop, discussing the recent controversies surrounding Young Thug and Kendrick Lamar. They explore the implications of snitching in the rap game, the authenticity of artists, and the impact of social media on music consumption. The conversation also touches on the evolving landscape of the music industry, highlighting the importance of supporting artists like LaRussell and Currency, who thrive on genuine fan engagement rather than just digital metrics. Join us as we dissect the complexities of fame, respect, and the true essence of artistry in today's culture!To support the show Download Rock Da Crowd TV on a device near you today![00:01:20] Young Thug's jailhouse snitching.[00:05:28] Standards over money in culture.[00:08:50] Kendrick's dominance in music.[00:12:56] Music preferences and personal taste.[00:19:35] Russell's impact on music economy.[00:20:22] Authenticity in music fandom.[00:27:10] Record sales and authenticity.[00:28:38] Jay-Z's legacy and public perception.[00:34:04] Respecting accomplishments despite personal feelings.[00:36:40] Respecting talent in music preferences.[00:39:50] Media hypocrisy in sports commentary.[00:44:57] Michael Jordan's impact on players.[00:49:17] Salary cap and player payments.[00:52:21] Distraction from real issues.[00:56:28] Non-story media sensationalism.[01:01:20] Betting on yourself in sports.[01:05:10] Player control and trust issues.[01:09:04] Control in an athlete's career.[01:14:03] Business and player dynamics.[01:15:34] Team ownership and strategic planning.[01:20:14] Fan investment and dissatisfaction.[01:24:30] Enjoyment versus over-analysis in fandom.[01:27:48] Spielberg vs. Spike Lee debate.[01:32:19] The orb's sentient journey.[01:42:30] Taco Bell love or hate.[01:46:06] Cooking and food memories.[01:49:41] Class differences in daily life.

Send us a text In this week's episode of You Can't Comp This, Russell and Adz cover a huge mix of hobby stories and NBA news.We start with Caitlin Clark's season-ending injury and what it means for her card values, the WNBA market, and the collectors who've invested big. From Prism silvers to $35K RPAs, are buyers about to get burnt?Then it's onto Kawhi Leonard and the under-the-table contract speculation that has echoes of the Joe Smith scandal in Minnesota. Salary cap circumvention, fake carbon companies, and whether the Clippers could face massive penalties — it's all on the table.The boys also dive into “All-Time Cards,” including Kobe's iconic 2008 Topps Chrome guarded by LeBron, and discuss whether now is the right time to buy Kobe, Steph, and other legends.Packed with comps, opinions, and plenty of laughs, this episode checks the pulse of the hobby and looks ahead to what's next.Thank You to our Primary sponsor:Check Out My Cards Australia and US Sports Cards AustraliaSponsor PROMO: Fast Break Trading CardsUse the promo code 'YCCT10' for 10% off all Fanatics Memorabilia. Game Time International: Best Mags In The Hobby The Hobby Hangout XL: June 1st Click Here For Tickets Reach out to us on socials and tell us what we got right or wrong!All of our Socials can be found on our LinktreeYou Can't Comp This YouTube - we stream episodes LIVE!You Can't Comp This on Facebook - join our community

You've Been Doing Your S-Corp Salary All Wrong.

The Song of Summer 2025 according to TikTok, BOOB TUBE: "Alien: Earth," MOVIE REVIEW: "Downton Abbey: The Grand Finale," Gordon Ramsay's weekly salary, and "The White Lotus" goes to FranceSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Powerball has jumped up to $1.7 billion. Kawhi Leonard and The Clippers are caught in a scandal after finding out The Clippers falsified how much Leonard was making. Super Bowl ads are already sold out! With the rise in pickleball, doctors have seen more pickleball related injuries.See omnystudio.com/listener for privacy information.

Trump vows to take on crime in Chicago 'fast' after violent Labor Day weekend // Gun Violence Explodes in Chicago as Dems Resist National Guard Deployment // D.C. grand jury declines to indict another defendant amid Trump's crime crackdown // Trump will announce Space Command is moving from Colorado to Alabama // Guest Jacob Rummel is Going to a Rage Room // Conjoined twins; One salary but two degrees

In this episode, Camila shares her journey as a brand photographer and videographer, emphasizing the importance of storytelling and authenticity in branding. She discusses her evolution from a corporate job to entrepreneurship, the significance of personal branding, and how she helps clients build confidence and visibility.  Epidose highlights: 00:00 The Evolution of Camila's Brand 07:10 Understanding Branding Beyond Aesthetics 09:33 The Process of Building Client Confidence 11:38 Traveling as a Creative Entrepreneur 14:23 Debunking Branding Myths 16:37 Navigating Visibility as a Marginalized Person 19:23 Investing in Personal Branding 20:11 Camila's Pricing and Offerings 22:13 The Meaning Behind 'Industry Outliers' 25:55 Future Goals and Financial Aspirations 28:59 Connecting with Camila and Her Offers Connect with Camila on Instagram   Ready to increase your net worth by $20K or more? Private coaching is now open for first-gen wealth builders who are ready to get focused, supported, and financially empowered. For six months, you'll work 1:1 with me to rewrite your money story and build real, sustainable wealth through:

On today's episode, Andy answers live call-in questions on how to create “balance” when you have a busy and irregular schedule, how to handle situations where you feel you're being paid less compared to your coworkers, and how to work with a team to grow your business when you have always operated alone.

Think you can skip the salary and just take distributions from your S-Corp? Think again. In this episode, I break down the IRS rules around “reasonable compensation,” how to calculate the right amount, and the penalties for getting it wrong. We also talk about how to fix it if you've been doing it wrong for years—and yes, there's a workaround. If you're running an S-Corp or thinking about becoming one, this is one episode you can't afford to miss.   Next Steps:

Norm Hitzges has seen some wild Cowboys moves in his day, but this one? Trading Micah Parsons right before the season like it's a garage sale deal? That's next-level Jerry Jones. In this Labor Day edition of Just Wondering, Norm rips the wrapping paper off the Parsons trade and takes you behind the curtain of the Cowboys' money mess, questionable logic, and Jerry's stubborn “I don't talk to agents” routine. (Spoiler: he definitely should). This isn't just another breakdown of stats and contracts—it's a snarky autopsy on how America's Team went from “Super Bowl hopes” to “hope we stop the run.” Along the way, Norm points out how the Cowboys managed to both save money and light themselves on fire, why Parsons-to-Green Bay makes the Packers terrifying, and why Cowboys fans are once again stuck screaming at their TVs. Oh, and in true Norm fashion, there's steakhouse chatter, Alabama slander, and a little Arch Manning reality check. Buckle up, because this one swings harder than Jerry's checkbook. ⏱️ Chapters 0:00 – Micah Parsons traded & retirement planning (Norm multitasks, as always)2:05 – Salary cap gymnastics: how the Cowboys tripped over their own wallets4:51 – Jerry Jones goes full “I don't talk to agents” mode12:42 – Life without Micah: welcome to defensive mediocrity13:31 – Draft strategy or dartboard session? You decide17:21 – Cowboys' defense minus Parsons: now featuring fewer nightmares for QBs20:46 – Reallocating money… but will it actually matter?22:15 – Cowboys trade talk and steakhouse talk (equally juicy)22:57 – Bama struggles & why Arch Manning's Heisman hype just flatlined24:41 – Wrapping it up: Dallas tradition, fan frustration, and the eternal Cowboy soap opera Check us out: patreon.com/sunsetloungedfwInstagram: sunsetloungedfwTiktok: sunsetloungedfwX: SunsetLoungeDFWFB: Sunset Lounge DFW

From the outside, your business looks great, but inside, you're barely hanging on. You're booked, making good money, and clients are happy… but you're exhausted, skipping lunch, and running on fumes. That's what I call the sustainability ceiling—when your business works, but only if you're at 100% all the time. In this episode, we're digging into what that really means and why the solution isn't scaling, hiring, or launching something new. Topics discussed in this episode include: What the sustainability ceiling is—and how to know when you've hit it. Why more clients, more money, or a digital product won't fix your overwhelm. Why scaling chaos only creates more chaos. The real reasons your business feels like it's always one crisis away from collapse. How to stop white-knuckling your way through every week. A practical reset built around Space, Salary, and Strategy—not hustle. Why your next move isn't reinvention—it's realignment.  For detailed show notes and links to everything in this episode, please visit bsfreebusiness.com.  Check out the new free training Reset Era: Earn More Without Working More: www.bsfreebusiness.com/reset  If you enjoyed today's episode, please:. Leave a positive review or rating at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.ratethispodcast.com/stayingsolor Subscribe for new episodes every Monday. Sign up for email updates at www.bsfreebusiness.com/solo

On today's Czechia in 30 Minutes show: Deadly myxomatosis hits hares in southern Moravia: experts warn of serious risk'; Czech teacher salaries continue to lag behind OECD average, but why?; and for our feature, we meet Barbora Baronová, who says she puts all her own money into her feminist publishing company – and can only afford to do this as she has no children. Enjoy!

We've wrapped up our summer re-release series and are back behind the mic with brand new episodes! No Mai Tai this time. Just fresh conversations with leaders shaping business in Japan.In this episode of the FocusCore podcast, host David engages in a deep conversation with Taisuke Yoshida, a dynamic leader in strategic finance and business transformation. Taisuke shares his journey from Sumitomo Chemical to his current role at Schneider Electric, highlighting the evolution of finance from traditional bookkeeping to a value-driver function. They discuss the importance of leadership and digital skills in FP&A, the differences in FP&A practices between Japanese and global companies, and the role of strategic finance business partnering. Taisuke also provides insights into leveraging generative AI for business understanding and the significance of effective communication and trust-building in cross-functional teams. The conversation provides valuable perspectives for finance professionals aiming to drive business performance and value creation.Register for our upcoming Salary guide release event: Salary Guide Event In this episode you will hear:Taisuke's career progression and leadership development from local to global contextsThe importance of leadership and digital acumen for future finance professionals.How Japanese companies can leverage FP&A as business partners.Challenges and opportunities in Japanese FP&A practices.Things mentioned in the episode:The Mind Of The Strategist: The Art of Japanese Business - Kenichi Ohmaehttps://www.amazon.com.au/Mind-Strategist-Art-Japanese-Business/dp/0070479046三枝匡(Tadashi Saegusa)https://www.amazon.co.jp/%E6%9C%AC-%E4%B8%89%E6%9E%9D-%E5%8C%A1/s?rh=n%3A465392%2Cp_27%3A%25E4%25B8%2589%25E6%259E%259D%2B%25E5%258C%25A1『実践　日本版ＦＰ＆Ａ』池側千絵https://www.amazon.co.jp/%E5%AE%9F%E8%B7%B5-%E6%97%A5%E6%9C%AC%E7%89%88%EF%BC%A6%EF%BC%B0%EF%BC%86%EF%BC%A1-%E6%B1%A0%E5%81%B4%E5%8D%83%E7%B5%B5/dp/450253191XLoglass経営企画サミットhttps://www.loglass.jp/news/event-0417About Taisuke Yoshida: After graduating from the University of Tokyo, Taisuke began his career at Sumitomo Chemical, where he mastered the art of cost management and performance improvement at both the factory and division levels. Driven to expand his global perspective, he earned his MBA from IESE Business School in Spain.He then joined Industrial Growth Platform, Inc. (IGPI), advising CEOs and investors on business due diligent post-merger integration and management control systems across multiple industries. Taisuke is currently at Schneider Electric as the East Asia industrial automation business finance leader, partnering with business heads across the region to shape and execute strategies that improve performance and create enterprise value beyond the impressive credentials.Taisuke brings a passion for innovation, transformation, and building strong, diverse teams, and he also brings a contagious enthusiasm for finance.Connect with Taisuke Yoshida:LinkedIn:...

Send us a textThink for a moment about all the selfies you upload on Instagram, the binge-watching sessions you enjoy on Netflix, or even the times when you pay your college fees online. Have you ever wondered where all this data goes? It doesn't disappear into thin air; it lives on the Cloud. And behind this powerful yet invisible system are the people who make sure everything runs smoothly, securely, and efficiently — Cloud Architects.Connect With Kapeel Guptaor Click on the link: http://bit.ly/4jlql8sWhat You May Learn00:00 Introduction01:47 Mission Statement02:05 Scope in India & Abroad03:38 Nature of Work05:29 Skills & Educational qualifications required07:53 Salary in India and around the world09:13 Template to be a cloud architect10:21 Conclusion11:11 Call to action Support the show

Robach and Holmes cover the latest news headlines and entertainment updates and give perspective on current events in their daily “Morning Run.”See omnystudio.com/listener for privacy information.

First look at Week 1 on today's Fantasy Footballers DFS & Betting podcast! Borg & Betz lay out the Week 1 salaries for the DFS Main Slate and which players to pay attention to. They also discuss tournament contest selection and how to late swap. Welcome to “DFS and Sports Betting For The Rest of Us.” Take your DFS and Betting Fantasy Football game to the next level on PrizePicks, DraftKings, FanDuel, and Underdog Fantasy. -- Fantasy Football Podcast for August 29th, 2025.Best Ball Rankings available in the 2025 UDK+ at UltimateDraftKit.comConnect with The Fantasy Footballers:Visit us on the WebSupport the ShowFollow on XFollow on InstagramJoin our DiscordLove the show? Leave us a review wherever you listen

Robach and Holmes cover the latest news headlines and entertainment updates and give perspective on current events in their daily “Morning Run.”See omnystudio.com/listener for privacy information.

Robach and Holmes cover the latest news headlines and entertainment updates and give perspective on current events in their daily “Morning Run.”See omnystudio.com/listener for privacy information.

Andrey Chabanov is a fintech founder behind multiple startups including Trustek and RampMeDaddy #crypto #blockchain #AndreyChabanovAll Episodes can be found at www.thecryptopodcast.org All about Roy / Brain Gym & Virtual Assistants athttps://roycoughlan.com/ About my Guest Andrey ChabanovAndrey Chabanov is a fintech founder behind multiple startups including Trustek and RampMeDaddy,focused on bridging traditional finance and DeFi. He's currently building Wellspring, a high-yield alternative to traditional savings accounts offering up to 12% APY through DeFi. With deep experience in crypto infrastructure, regulation, and scaling, Andrey offers raw, insightful takes on building in Web3 and the future of money. He was also an early team member at iTrustCapital, the first and largest crypto IRA provider.What we Discussed: 00:25 Who is Andrey Chabanov01:50 From Banking to Blockchain09:50 Winning a Hackaton10:30 WellSpring and what they do12:15 Which Countries can be used13:20 Hard making Payments from some banks15:40 Backed by Stella Foundation & Others17:00 Savings losing Buying Power18:10 Your Money in the Banks is not 100% Guaranteed 21:00 Your Money in Your Custody21:45 Legal Way to avoid Capital Gains Taxes24:10 The Fees they Charge25:00 Can People lose their Money26:20 How they Prevent People Getting Hacked28:30 Is there a Minimum Amount to Invest29:35 How Is the Interest Calculated35:20 Ponzi Schemes that lots of People lost funds37:00 With Wellspring Your Money Never Leaves your Wallet39:45 The Process getting Started42:30 The Goal is to Get you to Transfer your Salary to the account44:25 They want that your Grandmother would be able to use the system46:00 IRA's are able to Hold Crypto How to Contact Andrey Chabanovhttps://wellspring.money Code WS25https://www.linkedin.com/in/achabanov/https://x.com/chabalphahttps://trustek.io/   All about Roy / Brain Gym & Virtual Assistants at ⁠https://roycoughlan.com/⁠  

Robach and Holmes cover the latest news headlines and entertainment updates and give perspective on current events in their daily “Morning Run.”See omnystudio.com/listener for privacy information.

DEAR PAO: Salaries of government officials can be garnished to pay debts | Aug. 29, 2025Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tunein #TheManilaTimes#KeepUpWithTheTimesSubscribe to The Manila Times Channel - https://tmt.ph/YTSubscribe Visit our website at https://www.manilatimes.net Follow us: Facebook - https://tmt.ph/facebook Instagram - https://tmt.ph/instagram Twitter - https://tmt.ph/twitter DailyMotion - https://tmt.ph/dailymotion Subscribe to our Digital Edition - https://tmt.ph/digital Check out our Podcasts: Spotify - https://tmt.ph/spotify Apple Podcasts - https://tmt.ph/applepodcasts Amazon Music - https://tmt.ph/amazonmusic Deezer: https://tmt.ph/deezer Stitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tunein #TheManilaTimes#KeepUpWithTheTimesdv Hosted on Acast. See acast.com/privacy for more information.

Ever feel like money is always stressful — no matter how much you're earning?In this episode, I break down the 3 essential money skills that have helped me feel financially secure, even when I was making $22k a year. Whether you're just starting out or already earning more, these are the skills that change everything.You'll learn:✅ Why saving is a skill (not just a discipline) — and how to master it at any income level✅ How saving + earning = a debt-free life✅ How saving + investing = long-term financial security✅ How earning + investing = financial independenceIf you're tired of always feeling behind with money or stuck waiting to "make more" before you get ahead, this episode is for you.

Welcome to our H1 Recruitment Year in Review PRmoment Podcast, where we discuss the PR job market with Dean Connolly, founder and PR recruitment director at Latte.We look back at the talent trends in PR for the first half of 2025. The last six months have seen a significant change in the PR recruitment market. Dean tells us the top 3 reasons why PR people leave their jobs and reveals the latest PR salary bands.If you're interested in keeping an eye on the best jobs that are out there each week, do make sure you subscribe for free to PRmoment's Top 10 PR Jobs updates each week.Finally, thanks so much to the PRmoment Podcast sponsors the PRCA.Here's a summary of what Dean and PRmoment founder Ben Smith discussed:Dean updates on the latest PR talent market in trends for the first half of 2025Are account assistants and other junior roles being impacted by AI?Are the size of in-house PR teams increasing?On the working from home debate: “39% of the PR sector are in the office 3 days a week and 30% are 2 days a week.”2025 has seen negligible salary growth in public relations

Tiff and Kristy discuss the ongoing challenges of hiring, including how incentives and mentalities have shifted over the past five years — and what you, as someone hiring, can do about it. Part of the discussion includes the pros and cons of how to pay team members. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:02) Hello, Dental A Team listeners. We are back today. I have Ms. Kristy again with me and we are just having a good old time over here recording ⁓ Love and Life and getting our time in together. I think you guys have heard us say it before. This is like, and I know Dana says the same thing, this is some of the only one-on-one time that we get in our lives. I don't know if you guys know this or not, but we are a completely virtual company, meaning we are all at our homes.   We don't have like a workspace that we come to and then if you're a client of ours, you know, we're on calls or in offices quite a bit as consultants or our consulting team. We really just don't get a ton of time together. So these couple of hours that we bust out some podcasts are near and dear to our hearts and I just adore you Kristy and I appreciate you blocking out the time when your schedule always for it and for always just putting so much value into everything that you do.   with your clients, with your podcasting, everything that you do. So Kristy, thank you so much. Thank you for being a part of the Dental A Team. Thank you for being here today. How are you? How are things going over there?   DAT Kristy (01:09) Good, thank you for having me. It's wonderful. I love what I do serving people and it just brings great joy. So happy to be here with you.   The Dental A Team (01:18) Amazing. Good.   Thank you. And I have a question that I haven't asked you yet. How are, how's your family adjusting to the heat to being here and your puppy who's not necessarily a puppy anymore, but he'll always be a puppy. All your dogs, I guess, both your dogs, but how's everybody, how's everybody doing kind of getting settled into Arizona?   DAT Kristy (01:40) Yeah, everybody's loving it. Thank goodness there's pools around so we can get cooled off. the dogs, they're definitely staying indoors right now. It's especially the little Frenchie, you know, that you have to be careful because they will overheat really easy. He's I can tell he's missing his walks right now, but they'll swim.   The Dental A Team (01:46) Thank you.   Yeah.   Yeah, good, good.   I had a black lab that hated water, like couldn't be anywhere near water, which is so not allowed. And summers were rough. He would get hot, but he wanted to be out there, but he was an Arizona born dog, so he was fine. But I was just thinking about earpups this morning, like, gosh, they're not used to not being able to just go outside and chill in the backyard for a couple hours. Well, I'm glad that they swim. I'm glad that they're enjoying that.   DAT Kristy (02:25) So true.   The Dental A Team (02:31) ⁓ and yeah, we're just, we're excited to bring you some information this, this day. We've got, gosh, what four podcasts for recording. So I'm super excited for them all to release and you guys, we always want you to know that these podcasts are for you. So if there's ever anything that you have hopes, wishes, desires, things you want us to talk about things that you want us to dive in deeper on, please just always reach out. Hello@TheDentalATeam.com. We are always taking suggestions and we're always here to help.   And also if there's anything that we say on these podcasts that we're like, we'll get you that. We really do mean that as well. have clients that write in all the time and say, Tiff said, and I'm like, sometimes my marketing team is like, what were you talking about? I don't know, but we figure it out. Whatever it is that we say that you can have, we want you to have it. We are here to deliver massive amounts of information to the dental community in the best ways possible and that.   comes with a ton of free resources. That's our podcast, that's our sheets, our documents, our website. We have all kinds of stuff everywhere, our ⁓ social media, we're on Instagram and Facebook, like wherever you can find us, you're gonna find a slew of information. So we're here for you and when you're ready for one-on-one consulting and not just getting all the information on your own via the web, please reach out, Hello@TheDentalATeam.com. We are so excited to serve all of you guys in whatever way fits you the best today. Kristy.   I wanted to chat this podcast today. I've had, well, number one, I've had a lot of hiring in all of my practices. So I actually chatted with a doctor yesterday, a very successful doctor in Colorado, and he was like, Tiff, what the heck? Like, we lost another one. We just filled our hygiene spots and now we're in front office. And like, what is it? What's going on? He's like, just as soon as I feel like I'm making progress, someone leaves. And I said, you know what?   And he's like, it's hard to not take it personally. That's what he said. And I said, you know what? I understand that. And I, and I feel that. And on the level of, you know, being a lead on a team, I don't own this company, but I have a lot of vested interest in this company and its success. And it's hard. And I said, we come from, we come from a time of, of being employees, right? When we were employees and we were working and, and our work ethic.   Not even ethic, I don't even think it's ethic. Just like our tendency to stick around one place longer, is, it was there longer than it is now. So we just, we didn't leave. We stayed where we were. We became part of the family. We allowed work to become a bigger piece of our lives than it does for a lot of people in this day and age, in my opinion. I think that we,   made work our, like we tied our identity to work. And so leaving was a bigger ⁓ undertaking than it is when you're not so tied to what your job is, your title is, or the place is. And it's much easier to say, you know what, I can, I want to grow into something different. I want to be someone different. I want to change. And so they do, they leave more easily. And I think from   our point of view, it makes it really hard because we tied so many emotions to our job and our identity to our job that we're like, gosh, do they not like us? Do they not like where they work? Am I not doing good enough as an employer? But the reality is we've actually created an environment and ⁓ a social standing that people identify with who they are as a human outside of work better.   than we ever have in our lives. So it's like a catch-22, no matter what, there's a pro and a con to everything. And the pro is that they're not so identity attached to their jobs or their titles. The con is that it's easy for them to jump ship and try something new. We're much more apt to dip our toes in and try that new thing. And so I think the hiring has just over the last, realistically five years, has had a lot more turnover and we spent a lot more time hiring.   than we ever have in the past. And I could be making all of that up. That's my opinion. That's not like scientifically proven, but it's just something that I've noticed by studying people and studying myself as well. Like how am I transitioning? How am I changing my identity tools and all of those pieces as I watch the climates change so much. Kristy, what are your thoughts on that? I know we both have a lot of clients. I have experienced a lot of hiring this year. What are you seeing?   DAT Kristy (07:11) 100 % exactly what you said Tiff and it is hard. It's a hard reality. I think ⁓ Back in college. I took sociology not that I really liked it But now I'm like man I wish I would have dug into it more because I think there is something with the new generation and ⁓ Not to go woo-woo, but I think there is something with those personalities. You know what I mean and It's kind of funny and listening to you talk about it because our generation is   always like speaking to work-life balance, work-life balance, and I think the new generation actually has it figured out better.   But we're angry at it. We want it and they're doing it. And I get it. And I also get it because of being in a, in a practice administration role. Like it's hard hiring and training and retraining and hiring. And so I think ⁓ we've got to find a way to maneuver around that easier versus ⁓ taking it so personal and choosing to see it as a good thing. Maybe not necessarily a thing, but yeah.   The Dental A Team (07:50) Mm-hmm. agree.   Yeah, that   was beautifully said.   You're totally right. I love that you said you pointed out the work life balance because I agree and I whenever I hear the words work life balance now I think of that like yeah, I'm like it's like that live laugh love that we had all over our houses like every room had a live laugh love sign somewhere and it's like so outdated and overplayed when I hear the words work life balance. I'm like, my gosh, like stop saying that just have balance. just have balance balance balance. If you continue separating work and life.   and not understanding that it's one, you're one person, you're gonna continue to be out of balance. So just have balance. And I think you're right. think they've, lot of people have found that balance where neither tips the scale and they just understand their boundaries and their priorities a little better than maybe we did when we were their ages. So there's our spiel on that. But one of the...   DAT Kristy (09:10) I was gonna tell you, it's kind   of ironic, I'm spilling the beans and being vulnerable now, but my daughter's in dentistry, you I roped her into it. And so I hear it from her often, mom, it's not my life, like it is yours. And I was like, ⁓ stab me, right? Like, it's so true. So I'm living it.   The Dental A Team (09:32) Yes, it is. Yeah.   Yeah, so   you're seeing it firsthand. You're seeing it with your practices and just watching, but then also within your own home. So I totally get that. And I have a actually happy practice out in Rhode Island near and dear to my heart. The office manager's daughter is their billing rep. And I see the same kind of conversations, the office manager and like stop taking work home, like just do it at work. And then her daughter is like, why are you working at home? Like put it away. And so I do, I see that same dynamic there. And I think, I actually think the ages are   about the same, like you guys are both in the same spaces there. ⁓ So it's interesting, but I think with that conversation, doctors oftentimes and office managers are like, what can we do more of? What can we do better? How can we offer things differently? And the hygiene market is wild still, okay? It's 2025, I don't know when you're listening to this, but I hope if it's years from now, things are better.   Because the hygiene market is still a little wild. It's just still hard to find hygienists So if you're listening to this now like go apply to hygiene school because the demand is high Go get your degree go do your thing and come out a hygienist, but we oftentimes get asked for provider information on pay, right? And so we have a couple of different scenarios a couple different options. I Mean dollar per hour still near and dear to my heart when it comes to employees. I think that it just   I just, for me, it's an ease of life. It's just easier. And so I love dollar per hour, but I do like the stipulation that a provider should be making three to 3.5 times their rate of pay in order to pay for themselves so that the overhead doesn't get out of control. So dollar per hour, three to 3.5 times their rate of pay. You've got to do the digging on what your area.   is hiring at or what they're paying their hygienist or their dental assistants, whomever, because it does change, it does differ by area. More rural is going to be maybe a little less, city life is probably going to be a little more, Indianapolis compared to Phoenix, compared to San Francisco, compared to, I don't know, New Mexico, right? They're all going to be very different rates of pay. So I can always, you know, we can always spew out some numbers to you, but Google is a really fantastic tool and Salary.com gets it right every single   So go check those for sure dollar per hour and then I really wanted to chat a little bit and we talked about this a little bit ahead of time me and Kristy did on paying based off of production or collections and in my opinion I've seen this I've seen this and in my opinion it's kind of the same structure that you would give to an associate so Don't over complicate it a lot of practice owners a lot of office managers like to over complicate it so just don't do that and   pay like you would an associate? What would that look like? What would those stipulations be? What would the percentage of production or collections look like? ⁓ And pay based off of that. There are pros and cons, right, to everything. And I think there are pros and cons to paying off of production or collections. And Kristy, I think I'd love to hear from you on that production-based pay, because I know that you've seen that and worked with some clients that have done that. What are some things that you've seen that work well? Why?   Some clients, like I've had clients recently ask, should I move to a percentage structure rather than a salary or a dollar per hour? What do you see work well within that percentage structure on production or collections? Like you said earlier, I do think collections is a little bit more difficult for providers, especially for hygienists that don't have a lot of say in that, but production-based maybe as well. Kristy, what are your thoughts?   DAT Kristy (13:08) Yeah.   To be honest with you, this is something a little near and dear to my heart. And I think we will probably see ⁓ a little more of it just with, ⁓ I don't want to get in the political things, but we know that there are some states looking at assistance getting into hygiene. so with that being said, we all know that hygienists come out of school and they take their boards and they're all expecting to come in at that same level. Right. And just like associates, we know   they   all do their testing as well, come out with their doctorate and get their license. But we know they likely aren't going to produce at the same level, right? So hygienists are no different. Usually your seasoned hygienist can carry conversations different than, you know, somebody brand new. And their skill set is likely a little bit different, whether they've gone through more CE or not. So to be honest with you, I do   I'm a huge proponent of paid for performance ⁓ Yet I also feel in hygiene ⁓ Paying them a good going rate like you said, you know know what they're in your area and Give them that good going rate but just like you mentioned tiff with associates if somebody's performing and when I say performing I'm not just talking like production numbers or monetary That's just a side effect, but I'm talking like   moving your patients to health, getting them healthy, calling perio perio and having those different, you know, difficult conversations with patients. If they're willing to do that, why wouldn't we compensate them for that?   The Dental A Team (14:52) Yeah, I think that's fantastic. That is a very good point too. And that is something I think that comes up a lot for practices is that perio space. And if I've got one hygienist who's just rocking it out and having those difficult conversations and diagnosing correctly for our patient's health and not just for the production or just for the accolades, but really, really doing due diligence for our patients, how do I repay them? And I think that is a great point that that production-based pay   is.   an effect of that. think that's fantastic. I also see practices that will do dollar per hour and bonuses. So if you go above and beyond that 3.5%, they can get, you know, a one or 2 % or whatever you decide you want your bonus to be of what's above that. So one mistake I do see practices make with this, I'm going to give you a caveat, is that they'll do it the bonus based off of the total. And I typically would do the bonus based off of what was above and beyond the threshold. So we don't total it, we say this was our threshold, anything above   that is what you get the bonus off of. So any bonus programs is that's typically how I'm gonna run it because that's your excess. This is your overhead, this is your excess. So we're only bonusing off of excess and then also a small caveat, I did talk to an office the other day that was, they're making some transitions and they're like, do we change the structure? And I'm looking at it and I'm like, well.   they wanted to lower the threshold. And I said, well, no. Number one, no, never do that. ⁓ Number two.   You also didn't add in my overhead caveat and you're at 66 % I think overhead for the year, but the team's been bonusing. And so we're digging in trying to figure out like what's going on. I have a couple offices going through this right now. This one kind of East Coast stern was like a little topsy turvy upside down. So I think no matter what you do, you've got to make sure that it's going to work the best for your practice for your overhead. So if dollar per hour right now is the best bet and you're able to manage and control your overhead with   that, do that. If you've got a team that you're like, want to, I want to make this more production based and Kristy, like you were saying, like really give that energy to what we're pushing for and kind of pay them back right for the work that they're putting in. You have that flexibility and that level with the percentage on production collections and or bonuses. I love the, if you're asking me either or I would say   in my opinion, production-based over-bonusing. ⁓ It just is easier. Again, I want easier, and it's easier, and it's like tailored for this position, this person. It doesn't have to be across the board for the full practice if we're not to a point that we're ready for that yet. So cons. ⁓   I think there's cons to everything. There's cons to dollar per hour because often times, especially in the ⁓ temperature that we're in right now with the dollar per hour, it is hard to do three to three to point five times their rate of pay. I tell hygienists and I tell doctors all the time, I'll pay you whatever you're asking for. I'll pay you whatever you want. If you can make it work with the numbers. If you can do three to three point five times that rate of pay in production per hour, you've earned it. That's the point is that the overhead has to match.   and for our team members that are listening, I just need you guys to really hear me when I say doctors can't pay you from nothing. So if we're upside down in our overhead, we're not making profit on the company, the business is not profiting.   It's not just for the doctor to profit. It's not just for the doctor to go buy a house or whatever you think is actually happening behind the scenes. It's to ensure that things are paid for. And so if we're upside down in payroll, it's got to come from somewhere else. So then we got to pull it from supplies or from labs or from somewhere. And so the pay always just has to make sense. So if you can make it make sense, I don't care what it looks like. So there's pros and cons to all of it.   So there's the dollar per hour making sure that you're staying in line. There's you know, collections production based and then there's the accelerated which we're not going to spend a ton of time on the accelerated. kind of feel like it's a dying breed in this.   day and age. I love accelerated myself and I loved being hygiene assistant to accelerated hygiene, but that's a really great space too. I do have a hygienist that I know out in like the Chicago area who does accelerated and she's paid on production. She kills it. She is making really pretty numbers over there, but there's pros and cons to everything and it kind of runs the doctor a little ragged, so you just have to have the right system   for that and to make sure that it all just makes sense. And Kristy, you've got a ton of practices too in this same space. What would you have seen like really working or not working within any of this, whether it's associates or hygienists, really just what do you see that works really, really well?   DAT Kristy (20:08) Yeah, honestly, Tiff, I'm gonna say the one that I've seen work the best is a combination, right? ⁓ Again, a good going pay rate and then incentivizing them on.   I'm going add in it's more of a profit share model, right? Because like you said, it has to make sense with the numbers and be profitable. ⁓ And again, I do see a lot of ⁓ accelerated, but I will caution there too. The ones that I've seen work the best is when you give them a very good assistant that can perform. You know what I mean? Don't give them an entry level person that can't carry conversations. And I shouldn't say can't, but is   as developed right and or let them hand pick them and develop them right so that they work in tandem together and I've seen it work very well in both models but you have to have the right personality and desire there.   The Dental A Team (20:57) Yeah.   I think that's a fantastic point and to that point I've seen it work really well. ⁓   with the right assistant as well. And oftentimes what we do is we hire a hygiene assistant who's like the low level training, not quite the doctor's assistant yet. And the reality is it needs to be someone who knows how to run a schedule, how to talk with the patients, how to sell treatment, how to take the x-rays correctly and really give that concierge service because we've got to make up for not having as much time with the hygienist, right? So the hygienist does all of that in your hour appointments, but when you're   shortening them and they're doing accelerated, the hygienist is only in there for 30, 40 minutes, right? You're losing a lot of value there from the hygienist transitioning. So that assistant definitely has to be top level, top notch. And we make that mistake a lot. I've made that mistake in my own office and hiring many, many times. So it's kind of opposite and you really need a skilled assistant to be your hygiene assistant. I agree. That's a great point. Awesome.   DAT Kristy (22:15) And you know   what, Tiff, you mentioned earlier that the margins are getting hard, especially with PPO and they're not reimbursing. You made a good point about the co-diagnosis aspect. Make sure you're factoring that in. Like look at what's coming out, know, track it and see, because that also needs to be factored into the pay scale, right? It may not just be 100 % hygiene services. You almost have to look   The Dental A Team (22:37) Yeah.   DAT Kristy (22:45) at hygiene sometimes as part of your marketing strategy in a way, you know? So.   The Dental A Team (22:48) Yeah, that's a great point. I totally agree.   Yeah, I love it.   Thank you, Kristy. ⁓ I think there's some great ideas in here. You guys know we did not give you the do this answer because it is really case by case. I mean that with every ounce of my being, it is dependent on what's going to work best for your company. If you want help diving into that, figuring out what might be best for you or your company model, we are more than happy to help you on a one-on-one basis. Reach out. Hello@TheDentalATeam.com. We'll be happy to get on a call with you to dive into your practice statistics.   sticks and needs with you. Again, no, I don't have a do this, do that, but we can help you. Hello@TheDentalATeam.com and we are so happy to help any of you guys. We are all here for it. We have a team standing by, always ready to hop on a call with you.   Kristy, thank you for your amazing words of wisdom and for your vulnerability. And we have more to record, you guys. We got more coming up for you. And we are just so excited to deliver you so much amazing content this month. Please drop us a five-star review below letting us know how helpful this was. If you have ideas, if you have things that you've done that worked or didn't work, send them in. You can put them within your review. People really do go through and read those. Or Hello@TheDentalATeam.com. You can send them over to us and we'll be happy to   with you or put that information out for others to read as well. So go find us, Instagram, Facebook, all the places, and we'll catch you next time. Thanks guys.

Ever wonder why your repeated salary requests keep getting the "we'll see" treatment? The answer might surprise you. Your boss—despite their best intentions—likely doesn't have the authority to say "yes" to your compensation requests. This revelation is at the heart of the "Who's Got the D?" framework (where D stands for decision-making power), and understanding it could transform your approach to career advancement.If you want support figuring out what your salary should be and how to get it, join our September 6th workshop "Her Executive Compensation Playbook" where you'll create your personalized strategy for securing the compensation package you deserve.*******LET'S CONNECT!Ready to ask for your next 5- or 6-figure salary raise and get it? Register here for our September 6th workshop “Her Executive Compensation Playbook” where we'll build your personalized strategy for calculating the value you add and negotiating the salary you deserve. 

Send us a textEver heard of the phrase "the impoverished artist"? In this latest episode, Joshua dives into the story of soprano Adelina Patti, who commanded fees that made her the highest paid singer in the world. Meanwhile, in 2025, musicians are sometimes expected to work for fees that will not only cover the bills, but also fall below minimum wage. What is the solution?

Big shifts are coming to student loans starting July 2026. If you're carrying six figures of debt or even thinking about grad school, you'll definitely want to hear this one. Unlimited loans are out, so pricey grad programs might not be as easy to join. Sounds scary, right? But this shift could actually work in your favor. Fewer students funneled into certain careers could mean bigger salaries and steadier job security for those who do make it through. Learn what these changes could look like for you, your school, and your paychecks down the road.  Key moments: (02:49) Loan borrowing caps for students starting grad programs after July 2026 (14:08) We may see grad schools offering discounts, much like undergrad tuition discounting (17:27) Schools dependent on higher federal loan limits may be forced to close their doors (18:24) Parent PLUS borrowers must be careful about borrowing before July 2026 (23:27) Affordable in-state and public programs will see a flood of new applications and competition   Like the show? There are several ways you can help! Follow on Apple Podcasts, Spotify or Amazon Music Leave an honest review on Apple Podcasts  Subscribe to the newsletter Feeling helpless when it comes to your student loans? Try our free student loan calculator Check out our refinancing bonuses we negotiated Book your custom student loan plan Get profession-specific financial planning Do you have a question about student loans? Leave us a voicemail here or email us at help@studentloanplanner.com and we might feature it in an upcoming show!  

Guess The Salary: Personal Trainer 8-26-25 full 335 Tue, 26 Aug 2025 17:44:06 +0000 Fo1AAPnHimFQyEqs1qZAVB1KpdM4kWhl comedy The Wake Up Call comedy Guess The Salary: Personal Trainer 8-26-25 The Wake Up Call is a morning radio show based in Sacramento, California, and heard weekday mornings on 106.5 the End. Gavin, Katie, and Intern Kevin wake up every morning to have FUN and be FUNNY, while you start your day. This show has unbelievable chemistry and will keep you laughing all morning! 2024 © 2021 Audacy, Inc. Comedy False https://player.amperwavepodcasting.com?feed-link=h

In this episode, Jacob sits down with Peter Deng, General Partner at Felicis and former Product Leader at OpenAI, Facebook, and Uber. Peter shares his insider perspective on building ChatGPT Enterprise in just seven weeks and leading voice mode development at OpenAI. The conversation covers everything from why traditional SaaS pricing models are broken for AI products to how evals became the new product specs, the "AI under your fingernails" test for founding teams, and why current agents are massively overhyped.They also explore how consumer AI will fragment across multiple winners rather than consolidate into a single super app, the coming integration between ChatGPT and apps like Uber, and why voice AI will unlock entirely new categories of applications. Plus, insights on the changing dynamics between foundation models and startups, and what it really takes to build defensible AI companies. It's a comprehensive look at AI product strategy from someone who's been at the center of the industry's biggest breakthroughs. (0:00) Intro(1:17) AI Business Models and Pricing Strategies(7:48) Product Development in AI Companies(18:36) The Role of Product Managers in AI(23:06) Voice Interaction and AI(26:43) AI in Education(30:39) Consumer and Enterprise Adoption of AI(33:36) The Impact of AI on Salaries and HR(40:37) The Role of Unique Data in AI Development(49:03) Challenges and Strategies for AI Companies(52:58) The Future of AI and Its Impact on Society(57:31) Reflections on OpenAI(58:38) Quickfire With your co-hosts: @jacobeffron - Partner at Redpoint, Former PM Flatiron Health @patrickachase - Partner at Redpoint, Former ML Engineer LinkedIn @ericabrescia - Former COO Github, Founder Bitnami (acq'd by VMWare) @jordan_segall - Partner at Redpoint

Tuesday 8/26/25

Inspired by a Business Insider report on Microsoft employees sharing salaries with each other on a massive internal spreadsheet, listeners share their most shocking pay transparency revelations from their workplaces. 

The Dunning-Kruger Effect was discussed, along with Apple TV+ raising its subscription price by 30% and a rundown of the best streaming deals and bundles for August 2025. The concept of “plussing up,” coined by Walt Disney in the 1940s to describe improving something by adding to it, also came up. Rick Chambers and the KTLA crew highlighted how good creations can inspire while bad actions destroy, with guest Jose Hernandez. A new survey revealed that Americans consider the “perfect” salary to be $74,000, sparking debate about money, side hustles, and the value of a skilled handyman. Finally, anticipation continues to build as everyone awaits the result of Lyle Menendez's parole hearing.

Do you make a middle-class income ($70,000 or less) per year and want to invest in real estate? This is how you do it.  You don't need a six-figure salary to buy your first rental property and start building generational wealth and early retirement. Dave is a testament to this, buying his first rental with barely any money, zero experience, and working as a waiter. If you've got a stable salary and some savings, you're already leagues ahead of him. Today, we're showing you how to put that money to work. We used median income and savings data to create a complete middle-class investor plan to get you on the fastest (and safest) path to financial freedom. We'll walk through three investing strategies anyone in the middle class can use to buy their first rental, define how much money you'll need saved, what to do if you don't have enough in the bank, and how to repeat the system to finally retire early with real estate.  Stop waiting, start wealth-building. This is how to escape the “middle-class trap” and move up the rungs to financial freedom even if you're starting with a $70,000/year salary!  In This Episode We Cover: The three best real estate investments for a middle-class income earner The “middle-class trap” that most Americans are stuck in (how to escape) Pro tip: How to get more money for your first deal if you don't have enough How to retire in just a decade with rental property investing (even starting from scratch) The one high-profit, low-money-down, tax-free strategy Dave is using right now! And So Much More! Check out more resources from this show on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BiggerPockets.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.biggerpockets.com/blog/real-estate-1164 Interested in learning more about today's sponsors or becoming a BiggerPockets partner yourself? Email ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠advertise@biggerpockets.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Learn more about your ad choices. Visit megaphone.fm/adchoices

(02:49) Salary cap draft 101: How to identify player values + draft strategies  (14:48) Rotoworld Player News: Bucs activate Chris Godwin off PUP, Saints acquire Devaughn Vele (19:04) Rotoworld Player News continued: Brian Robinson Jr traded to 49ers, Vikings inquire about Adam Thielen (44:34) Berry's best tips to win your salary cap draft (50:43) Last Call: Best bets to win AFC East Division Winner

The job market in 2025 is tougher than it has been in years. Why?   For partnership inquiries, please reach out to info@newmoneynate.com   Job seekers are discovering that job hopping, once seen as the fastest path to higher salaries and career advancement, no longer guarantees the same results. Companies are cutting back on hiring, salaries are under pressure, and the premium for switching jobs has shrunk dramatically. For anyone thinking about quitting their job, finding a new job, or negotiating a raise, understanding what's really happening in today's job market in 2025 is essential.   For decades, job hopping was considered one of the best career growth strategies. Moving every few years allowed professionals to increase their income faster than staying with the same employer. Salary growth for job switchers consistently outpaced job stayers, promotions came faster, and external hires were often given higher pay bands than internal employees. In hot job markets, workers who switched jobs could see 7–10% raises compared to 3–5% for those who stayed put. This trend made job switching a core career strategy for ambitious professionals across industries, and it shaped how entire job markets operated for years.   But in 2025, the job market has shifted. Wage growth is slowing, inflation has cooled, and AI / automation are changing how companies hire. Employers are cautious, budgets are tight, and the salary premium for switching jobs has nearly vanished. Professionals who once relied on job hopping for quick promotions and higher pay are now facing a new reality: the gap between job switchers and job stayers has collapsed to one of the smallest differences in a decade. For many, this raises the question of whether job hopping is still worth it in the 2025 job market, or if it's better to stay put and focus on internal advancement.   The conversation around job hopping, salary negotiation, career mobility, and promotions is more important than ever. The job market in 2025 is filled with challenges: fewer openings, smaller salary bumps, and slower promotion cycles. Job seekers are asking whether quitting their job is still a smart move, whether finding a new role in this economy will deliver the same salary growth it once did, and whether career advancement now depends more on staying than moving. Questions about job hopping, career growth, wage gaps, and long-term income potential are driving a new debate about how to navigate the 2025 job market.   Whether you're thinking about quitting your job, planning your next move, or trying to understand why job offers feel smaller in 2025, the big picture is clear: the job market is evolving, but career mobility still matters. Job hopping, salary negotiation, career advancement, and promotions are all connected to how companies value talent in a changing job market. Knowing when to stay, when to leave, and how to navigate the realities of the 2025 job market can make the difference between stagnation and long-term success.

Key Takeaways: Use debt wisely: John D. Rockefeller showed that debt can be a powerful tool if managed with discipline, turning it into an advantage instead of a burden. Balance optimism with caution: Business owners should stay hopeful but also careful in their financial planning to survive economic downturns. Debt and equity bring similar pressures: Even though they're different, both require business owners to deliver returns. Stay disciplined with money: Keep a financial cushion for hard times while still investing in marketing and growth. Pay yourself fairly: Making sure you earn enough as a business owner protects your personal finances and helps with taxes and retirement planning.   Chapters: Timestamp Summary 0:00 Debt as a Weapon or Trap in Modern Society 1:15 Debt as a Weapon or Trap in Business Strategy 5:14 Balancing Optimism and Financial Discipline in Business Ventures 9:06 Importance of Paying Yourself a Salary for Long-Term Benefits 9:10 Strategic Marketing and Financial Discipline in Business Management 13:36 Consult Advisors Before Investment Decisions Due to Associated Risks   Powered by ReiffMartin CPA and Stone Hill Wealth Management   Social Media Handles    Follow Phillip Washington, Jr. on Instagram (@askphillip)   Subscribe to Wealth Building Made Simple newsletter https://www.wealthbuildingmadesimple.us/   Ready to turn your investing dreams into reality? Our "Wealth Building Made Simple" premium newsletter is your secret weapon. We break down investing in a way that's easy to understand, even if you're just starting out. Learn the tricks the wealthy use, discover exciting opportunities, and start building the future YOU want. Sign up now, and let's make those dreams happen!   WBMS Premium Subscription   Phillip Washington, Jr. is a registered investment adviser. Information presented is for educational purposes only and does not intend to make an offer or solicitation for the sale or purchase of any specific securities, investments, or investment strategies. Investments involve risk and, unless otherwise stated, are not guaranteed. Be sure to first consult with a qualified financial adviser and/or tax professional before implementing any strategy discussed herein. Past performance is not indicative of future performance.

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The Show Presents: Full Show On Demand August 21, 2025

The Menendez brothers will have a parole hearing today. McDonald's admitted that their prices have gotten too high and say they will cut some of the prices. $74,000 is the ideal salary for Americans.See omnystudio.com/listener for privacy information.

08-21-25 - BR - THU - Survey Asks What Is Perfect Salary - SciNews On Saturn Storms And More - John Can't Watch Asians Eating Odd Foods In Bret's VideoSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Opening Takes: WNBA turns down salary increases, Shohei Ohtani might be a scum bag, John Wall RetiresCFB is BACK!!CFB New playoff system, the Top 5. Michigan gets handed punishment for Stallions cheating scandalNFLHow much it costs to get all NFL games & why the NFL is greedyDaniel Jones QB1 ColtsDruski goes on ESPN with Barry Sanders jerseyThe Wheel: building offense in footballDraft: Things dudes talk about when hanging out

Al is angry about...MLB salaries 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