Podcasts about Salary

Ever wonder how someone goes from frustrated agency employee to building a trusted content empire? Derek from NapLab shares his remarkable journey of turning a terrible mattress shopping experience into a business that replaced his salary in just two months.In this episode, you'll discover Derek's "create what you wished existed" approach to content strategy, why he started testing mattresses in a cramped one-bedroom apartment with nothing but a cell phone and lamp lighting, and how this humble beginning led to one of the most trusted review sites in the mattress industry.Key takeaways from this conversation:How to identify profitable content opportunities from your own consumer frustrationsWhy starting imperfectly beats waiting for the right equipment or skillsThe simple transparency strategy that builds more trust than any sales funnelHow to monetize content without compromising your integrity or audience trustDerek's approach to weathering Google algorithm updates by focusing on authenticityWhy saying no to sponsored content actually increased his revenueThe North Star mindset that guides every piece of content he createsDerek's story proves that authenticity and genuine problem-solving will always win over flashy marketing tactics. Whether you're a content creator, entrepreneur, or business owner looking to build trust with your audience, this episode offers a blueprint for turning your expertise into sustainable income while maintaining your integrity.Connect with Derek at NapLab.com or find him on LinkedIn.Learn More: Buy Digital Threads: https://nealschaffer.com/digitalthreadsamazon Buy Maximizing LinkedIn for Business Growth: https://nealschaffer.com/maximizinglinkedinamazon Join My Digital First Mastermind: https://nealschaffer.com/membership/ Learn about My Fractional CMO Consulting Services: https://nealschaffer.com/cmo Download My Free Ebooks Here: https://nealschaffer.com/books/ Subscribe to my YouTube Channel: https://youtube.com/nealschaffer All My Podcast Show Notes: https://podcast.nealschaffer.com

Jes Staley, the former CEO of Barclays, saw roughly £22 million in bonuses and deferred compensation frozen in 2022 as regulators dug into his ties to Jeffrey Epstein. The freeze included unvested share payouts and long-term incentive plans that Staley had been promised but had not yet received. The Financial Conduct Authority (FCA) and Prudential Regulation Authority (PRA) launched their review after concerns emerged over how Staley characterized his personal relationship with Epstein, a man whose reputation was already well-tarnished by his 2008 sex-offense conviction. The decision marked a significant step for Barclays, signaling just how seriously the bank's board and regulators were taking any whiff of reputational risk tied to Epstein.The matter didn't end with the freeze. In 2023, the FCA moved to ban Staley from holding senior positions in the UK financial industry, citing his misleading accounts of the Epstein connection. Alongside the ban, regulators initially proposed a £1.8 million fine, which was later reduced to about £1.1 million. Staley ultimately forfeited around £18 million in bonuses and deferred pay. For a man who had once been a Wall Street heavyweight, it was a public and financial fall from grace that demonstrated the long shadow Epstein's scandal continues to cast over those in his orbit.to contact me:bobbycapucci@protonmail.comsource:https://www.wsj.com/articles/barclays-profit-falls-on-slowdown-in-investment-banking-11645603658Become a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

Your revenue may look good on paper, but if your take-home pay doesn't reflect your effort, something's not right.  If that's you, you're not broken—you're trapped in the salary lie. Big revenue, tiny take-home.  Bad advice, such as “reinvest everything” and “keep your pay low to scale,” is what probably got you here. In this episode, we're talking about why, in 2025, just scraping by isn't safe and how it's time to flip the script: your salary isn't what's left over—it's the strategy. Topics discussed in this episode include: The real cost of just “getting by.” What it looks like to use salary as a strategy - not an afterthought. Four practical salary moves for 2025. Busting through myths about salary. How to get started with a salary-first reset.  For detailed show notes and links to everything in this episode, please visit bsfreebusiness.com.  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

Hour 2- Chris is getting into the perfect salary, what you can afford on your salary, and California homes are going up. It's all on KFIAM-640!

This is the audio version of my YouTube video "Physician Salaries in the US 2025: Highest Paid Doctors, Resident Pay & Taxes Explained".You can check the video version ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠.➡️ Are you applying to the Match? Check out our match application packages ⁠⁠⁠⁠here⁠⁠⁠⁠.

In this episode, I sit down with Pumla Nabachwa, an economist at the Bank of Uganda, mother, YouTuber, and podcaster, to break down money management, saving, and investing in Uganda.We also feature a special Q&A segment where Pumla answers REAL questions from our audience on:Safe passive investment options in UgandaHow to start building wealth after years of debtUnderstanding treasury bills, bonds, and lending to the governmentUnit trust accounts and how to open onePaying off huge debt vs investingReal estate vs small business vs money marketsViable investments on a 500k salaryLong-term saving tips for young UgandansWhy do many salary earners stay brokeIf you've been wondering how to make your money work for you, this conversation will give you the practical guidance and confidence you need.

Ready to take a deep dive and learn how to generate personal tax-free cash flow from your corporation? Enroll in our FREE masterclass here and book a call hereAre you accidentally draining the wealth-building power of your corporation by pulling out too much income?Many incorporated business owners follow the same personal finance rules as employees—maxing RRSPs, overpaying themselves, or rushing to pay down debt—without realizing they're giving away unnecessary dollars to taxes. This episode unpacks the story of a profitable Canadian business owner who thought she was “doing all the right things,” only to discover she was sabotaging her long-term wealth. If you've ever wondered how much to pay yourself, when to use RRSPs or TFSAs, or how to balance mortgage payments with investing, you'll see just how costly common mistakes can be.In this episode, you'll discover:How to use your corporation as a powerful tax-deferral machine to accelerate wealth.The smarter way to balance RRSP and TFSA contributions without triggering unnecessary taxes.How simple adjustments in how much you pull from your corporation can add millions to your net worth over time.Press play now to learn how to stop overpaying the taxman and start building lasting wealth through your corporation.Discover which phase of wealth creation you are in. Take our quick assessment and you'll receive a custom wealth-building pathway that matches your phase and learn our CRA compliant tax optimized strategies. Take that assessment here.Canadian Wealth Secrets Show Notes Page:Consider reaching out to Kyle…taking a salary with a goal of stuffing RRSPs;…investing inside your corporation without a passive income tax minimization strategy;…letting a large sum of liquid assets sit in low interest earning savings accounts;…investing corporate dollars into GICs, dividend stocks/funds, or other investments attracting corporate passive income taxes at greater than 50%; or,…wondering whether your current corporate wealth management strategy is optimal for your specific situation.For Canadian business owners, corporate wealth management goes far beyond simple tax planning—it's about aligning RRSP optimization, tax-free savings accounts, and smart investment strategies with long-term financial goals. Whether you're weighing salary vs. dividends in Canada, exploring corporate structure optimization, or building passive income through real estate investing Canada, the right wealth building strategies can accelerate your journey to financial freedom Canada and even support an early retirement strategy. By usinReady to connect? Text us your comment including your phone number for a response!Canadian Wealth Secrets is an informative podcast that digs into the intricacies of building a robust portfolio, maximizing dividend returns, the nuances of real estate investment, and the complexities of business finance, while offering expert advice on wealth management, navigating capital gains tax, and understanding the role of financial institutions in personal finance.

What does it take to leave behind a secure six-figure salary, student debt, and the “safe” path… to take a leap into business ownership? In this episode, Kevin and Chris sit down with Mike Jackson and Matt Nettles - two ordinary guys with steady jobs, families to provide for, and everything to lose. Instead of playing it safe, they bet on themselves, bought a business, and began building a new future. Inside this conversation:

#SalaryManga EP10 คุยกันถึง ไอซาวะ โชตะ หรือ Eraser Head อาจารย์มาดขรึมสุดเท่ แม้บางครั้งจะพูดจาแข็งๆ และอาจบาดลึกเข้าถึงใจใครบางคน แต่ลึกๆ แล้วจิตใจเขาก็รักนักเรียนทุกคนมากๆ ชวนกันคิดต่อว่า ในมุมของการทำงานแล้ว เราสามารถมองเรื่องนี้ได้อย่างไรบ้าง? Learn more about your ad choices. Visit megaphone.fm/adchoices

Dealing with a colleague who clearly can't stand you? Managing a scattered team across multiple cities? Or trying to function at work while your heart is completely shattered? This week, we're diving deep into three workplace situations that test your emotional intelligence - from navigating hostile colleagues to building team cohesion across state lines, plus surviving the office when you're going through the worst breakup of your life. What you'll learn: • Hostile Colleague Survival Guide: When "kill them with kindness" isn't working, how to recognise when workplace tension crosses into bullying territory, and the exact conversation to have with HR when it's affecting your performance • Multi-City Team Management Reality Check: Why your company might be setting you up to fail, the team leader structure that actually works across Melbourne, Sydney, Perth and Adelaide, and how to push back when you're not given the tools for success • Heartbreak at Work Handbook: The surprising difference between pre and post-COVID heartbreak recovery, why taking mental health leave for relationship breakdown is completely valid, and how being honest with colleagues can turn them into your support network Welcome to BIZ Inbox, your go-to workplace advice podcast where awkward career questions get real-world solutions. Got office politics nightmares or boss-from-hell situations? Send us a voice note or email us at podcast@mamamia.com.au. You can remain completely anonymous! SHOW MENTIONS: Get more Sarah Davidson in her sensational podcast Seize The Yay!Sign up to the BIZ newsletter here to get all our tips and tricks. THE END BITSSupport independent women's mediaFollow the Biz Instagram and Sarah's very own podcast: Seize The Yay Podcast. HOSTS: Sarah Davidson and Em VernemSENIOR PRODUCER: Sophie CampbellAUDIO PRODUCER: Leah PorgesBecome a Mamamia subscriber: https://www.mamamia.com.au/subscribeSee omnystudio.com/listener for privacy information.

Chit-Chat Chill 唞吓啦! - 第三季 | 美國廣東話 Podcast 節目

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.

How much do you think a Content Creator in Cornelius makes a year? We find out here Tuesday 9/9/25

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.

Rob's golden bag of tricks (0:12) Salary caps, floors (2:59) Shohei as Relief needs new rule (11:22) 13 pitchers (12:36) Melkman stopped delivering (22:00) Sports fans have softened on how we feel about PEDs (23:45) Patrick Bailey vs Sam Huff (25:12) Pat Burrell was the most dangerous 8 hitter we ever saw (26:48)

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.

Reports coming from Lebanon are, in many ways, encouraging – the Lebanese government, it seems, is done with Hezbollah and the wreckage of a once-beautiful and prosperous country. The question is, can the government carry out the mandate to remove Hezbollah, its weapons and its influence and create peaceful relations with Israel? Hussain Abdul-Hussain, research fellow at the Foundation for Defense of Democracies, walks us through the disparate threads of Lebanese politics – from the comforting and hopeful to the skeptical, cynical, and despairing. A Crumbling but Shifting Status Quo Hussein Abdel-Hussain cautiously celebrated what he called one of the most consequential developments in Lebanon's modern history: the weakening of Hezbollah following the reported assassination of its leader, Hassan Nasrallah, and what he described as Israel's “crushing” of Hezbollah's operational capabilities. This surprising turn of events has opened what he characterizes as a “window of opportunity” for the Lebanese state to reclaim sovereignty and redefine itself as more neutral and nationally focused. Although Hezbollah and its Shia political partner Amal initially agreed to a cessation of hostilities in late November 2024, they have since moved the goalposts. Specifically, Hezbollah now demands Israeli withdrawal from strategic hilltops before it will even consider discussions on disarmament, thus reverting back to old patterns of negotiation delay and defiance—strategies previously employed by figures like Yasser Arafat. Legal and Political Breakthroughs Despite Hezbollah's resistance, the Lebanese government has achieved a historic milestone. For the first time since 1969, the Cabinet passed a resolution asserting that only state institutions are authorized to bear arms inside Lebanon. This directly challenges Hezbollah's decades-long extralegal military presence. Even more remarkably, the decision was made with Hezbollah-affiliated ministers still in the temporary caretaker government, giving the resolution additional political weight. The Lebanese Armed Forces (LAF) have been officially tasked with drafting a plan to disarm Hezbollah—a move that underscores a shift from rhetorical opposition to potential enforcement. A meeting to review the military's disarmament plan is set, though the LAF has indicated that a full disarmament could take 15 months, well beyond the end-of-the-year deadline set by the Cabinet. The Struggle of the Lebanese Armed Forces The Lebanese military, although increasingly seen as the backbone of national unity and sovereignty, faces severe logistical, operational, and financial challenges. Salaries have plunged to poverty levels due to the economic collapse, and the rank-and-file soldiers struggle with basic needs—including fuel and clean drinking water. Many soldiers hold second jobs to survive, and troop numbers are insufficient to handle complex disarmament tasks. While the United States once provided $144 million annually to support the LAF, this aid has intermittently lapsed due to political friction and has recently been replaced by funding from Qatar, which raises concerns about foreign influence. Qatar and Turkey: External Influences and Islamist Ambitions Abdel-Hussain expressed discomfort with growing Qatari—and increasingly Turkish—influence in Lebanon, particularly within the Sunni community in the north and in Beirut. These nations, he warned, are promoting Islamist factions aligned with the Muslim Brotherhood. This power vacuum, created by Saudi Arabia's retreat from Lebanon since 2017, has allowed pro-Qatar and pro-Turkey candidates to gain municipal influence. Worse yet, Turkey is replicating strategies previously demonstrated by Iran—investing in loyalist militias and seeking political hegemony in Syria and Lebanon alike. Abdel-Hussain emphasized that Turkey's intelligence chief-turned-foreign minister Hakan Fidan could become the “new Qassem Soleimani” in terms of aspiring for regional dominance. The Role of the United States: Mixed Messaging, Diplomatic Fumbles The conversation took a critical turn when examining America's diplomacy. Abdel-Hussain strongly criticized US Ambassador to Turkey Thomas Barak for bypassing Israel while presenting a policy paper outlining the roadmap to disarm Hezbollah. That paper was approved by the Lebanese cabinet and included commitments from Israel—commitments that Israel had never actually seen or endorsed. This misstep wasted valuable diplomatic capital, undermined credibility, and gave Hezbollah a new talking point. High-level U.S. diplomacy in the region, Abdel-Hussain argued, has become imbalanced and bureaucratically overloaded—with the same officials covering Turkey, Syria, and Lebanon. He emphasized the importance of restoring proper diplomatic structure and cautioning against over-centralized decision-making. Hezbollah's Deep Systemic Risk While there are Shia soldiers in the Lebanese army, there is scant evidence of systemic Hezbollah infiltration in the senior ranks, according to Abdel-Hussain. He cited funerals of Shia Lebanese soldiers killed in ammunition depot incidents potentially connected to Hezbollah, emphasizing that the community—especially its younger members—showed signs of divergence from militant loyalty. He dismissed the idea that Hezbollah's weapons are essential for Shia security, explaining that Lebanon's Shia are one-third of the population and not an embattled minority like the Syrian Alawites. The rationale for armed militancy, he said, is increasingly seen as a cover for political control, not existential protection. UNIFIL: An Expired Mandate UNIFIL, the UN force stationed in southern Lebanon since 1978, received sharp criticism. Abdel-Hussain blasted it as ineffective, politically unwieldy, and financially wasteful. He accused the French of prolonging its life to maintain influence and jobs, describing it as a “sacred cow” that enables Hezbollah by acting as a passive buffer while spending over $500 million annually. The recent decision to terminate UNIFIL's mandate was hailed as long overdue, with a final 16-month extension granted as a political compromise with France.  Iran's Declining Influence—But Stay Vigilant While not declaring Iran fully out of the picture, Abdel-Hussain argued that its effectiveness is waning. Much of the infrastructure and political capital Iran built in Lebanon and Syria through Hezbollah and the Assad regime is significantly diminished. However, vigilance is required, lest Hezbollah regroups or Iran seeks to finance a resurgence. Currently, he sees Iran's threat limited mostly to missile capabilities from within its borders or via Yemeni Houthis. France: Their Influence Viewed as Destructive Hussein Abdel-Hussain sharply criticized French involvement in Lebanon, alleging that it has become a source of obstruction and incoherence. The French approach, he argued, is economically motivated, opportunistic, and inconsistent with the best interests of the Lebanese people or with stability in the region. The Final Question: Can Lebanon Become Unitary and Neutral Again? Wrapping up on a cautiously optimistic note, Abdel-Hussain argued that history provides the answer: from 1943 to 1975, Lebanon was a neutral, largely self-governed and pluralistic society that emphasized commerce, leisure, and coexistence. The key to its rehabilitation lies in a return to a small, libertarian-minded state that stays out of regional power struggles. He asserted that, if left alone, the Lebanese people would opt for peace and prosperity. However, foreign intervention—especially from Iran, Turkey, and Qatar—must be firmly resisted, and Hezbollah's grip must weaken to restore national unity. Conclusion There's no hiding the uphill nature of Lebanon's path forward, but for the first time in decades, there may exist a genuine foundation for change. If internal unity can hold—and external pressure can be strategically curtailed—following through on disarming Hezbollah could pave the way for constitutional stability and regional reintegration. Is peace possible? Perhaps not yet—but for Lebanon, neutrality might just be the first great victory. Summary prepared by a LLM. 

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:

Clark County Today Editor Ken Vance contends Washington's public school funding struggles are rooted in disproportionate teacher salary growth and legislative choices tied to the McCleary Decision. He cites rising costs, stagnant student performance, and increasing private school and homeschool enrollment as signs the system is broken. https://www.clarkcountytoday.com/opinion/opinion-the-answer-to-the-funding-crisis-for-public-schools-isnt-higher-salaries/ #Opinion #KenVance #ClarkCountyWA #EducationFunding #TeacherSalaries #McClearyDecision #PublicSchools #WEA #WashingtonState

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!

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.

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.

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

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

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