Podcasts about Staffing

Wednesday on the News Hour, former FBI Director James Comey is arraigned in federal court for allegedly lying to Congress, a case many see as President Trump's attempt to seek political retribution. Staffing shortages caused by the government shutdown disrupt air travel across the country. Plus, Palestinians in Gaza mark two years of war. PBS News is supported by - https://www.pbs.org/newshour/about/funders. Hosted on Acast. See acast.com/privacy

Thousands of flights have been delayed this week as the government shutdown enters its eighth day. It’s hard to know exactly how many delays are due to staffing shortages from the shutdown, but reports of air traffic controllers calling out sick in large numbers have surfaced at major airports. Controllers are required to work during a shutdown, but are doing so without pay. Miles O’Brien reports. PBS News is supported by - https://www.pbs.org/newshour/about/funders. Hosted on Acast. See acast.com/privacy

Staffing shortages at airports are causing delays as the government shutdown enters its seventh day. President Donald Trump says he's talking to Democrats about health care—one of their demands to reopen the government. The White House also says it will use tariff revenue to fund federal food aid for mothers and young children.Trump met with Canadian Prime Minister Mark Carney at the White House on Tuesday. The second visit from Carney this year comes amid a trade standoff between the United States and Canada. Trump gave Carney a warm welcome and said he was keeping an open mind toward a new iteration of the free trade agreement with Mexico and Canada.Attorney General Pam Bondi testified before the Senate on Tuesday for the first time since her confirmation hearing. Bondi outlined the Justice Department's efforts to end what she said was the weaponization of government. Investigations are underway into the FBI's use of surveillance on Republican senators and certain activists during the previous administration.Tuesday marks the two-year anniversary of the Oct. 7 Hamas attacks on Israel. On this day in 2023, the terrorist group killed more than 1,200 people and took more than 250 hostages back to the Gaza Strip. This comes as Israeli and Hamas officials launched indirect talks on Monday at an Egyptian resort on a U.S.-drafted peace plan.

Renue Healthcare https://Renue.Healthcare/ToddYour journey to a better life starts at Renue Healthcare. Visit https://Renue.Healthcare/Todd Bulwark Capital https://KnowYourRiskPodcast.comBe confident in your portfolio with Bulwark! Schedule your free Know Your Risk Portfolio review. Go to KnowYourRiskPodcast.com today. Bizable https://GoBizable.comUntie your business exposure from your personal exposure with BiZABLE.  Schedule your FREE consultation at GoBizAble.com today. Alan's Soaps https://www.AlansArtisanSoaps.comUse coupon code TODD to save an additional 10% off the bundle price.Bonefrog https://BonefrogCoffee.com/toddThe new GOLDEN AGE is here!  Use code TODD at checkout to receive 10% off your first purchase and 15% on subscriptions.President Trump made the correct assertion that Portland is now a warzone. So, are his actions that of a fascist dictator, like the Left claims? No, and the Insurrection Act of 1807 supports this idea.Episode Links:Portland, Ore. — Federal agents disperse rioters laying siege to the ICE facility, deploying tear gas and crowd control munitions throughout the streets.Trump's 'war-ravaged Portland' National Guard deployment halted by federal judge over authority concerns; Oregon judge rules deployment of 200 troops exceeded presidential authority during anti-ICE protests in temporary restraining orderThe Portland Police Chief Who Apologized to Antifa; Portland Police Chief Bob Day is the city's worst police leader yetChief Bob Day Statement on 2022 Normandale Park ShootingPortland Police Arrest Conservative Journalist Nick Sortor Amid Antifa Violence.Antifa thugs attacked Nick Sortor in Portland. He stood his ground and defended himself, and somehow he's the one who got arrested. A journalist on the scene said, "Looked like Nick Sortor got jumped... Portland liaison officers stand nearby and watch."When asked if Seattle is too lax on repeat offenders, Mayor Bruce Harrell answered, "I don't know how to answer that question," then rambled about "culturally competent officers," & George Floyd. I award you no points & may God have mercy on your soulCharlotte NC's police union is now BEGGING President Trump for the National Guard to come help them. 15 people have been klled since Iryna Zarutska's murder. They warn: “Staffing & crime-fighting strategies are UNSUSTAINABLE.” NORTH CAROLINA NEEDS HELP!!!!!INSANE! Portland Police Chief tells CNN, “The city in a tremendous state of renewal.” The propaganda is strong, the reality speaks for itself. Portland is not thriving, it's a mess.

Send us a textSupport the showAs always, feel free to send us questions, comments, or suggestions to our email: nicupodcast@gmail.com. You can also contact the show through Instagram or Twitter, @nicupodcast. Or contact Ben and Daphna directly via their Twitter profiles: @drnicu and @doctordaphnamd. The papers discussed in today's episode are listed and timestamped on the webpage linked below. Enjoy!

Finding and keeping the right people can make or break a restoration business. In this episode of Restoration Pros Unplugged, host Clinton James sits down with Mitchell Riley, Recruiter and Partner at OPS Staffing, to unpack what works and what doesn't when it comes to hiring in the restoration industry.Mitchell shares practical recruiting strategies that restoration company owners can use right away, including:- Low-cost, high-impact tactics like referral programs, local networking, and community outreach- Where to find the right candidates for different roles from field staff to project managers to executives- How to use technology and AI wisely without falling into common traps like fake resumes or fast-apply overload- The candidate experience what makes top talent choose one company over another- Critical mistakes to avoid when trying to build a strong teamWhether you're struggling to fill positions or looking to upgrade your recruiting process, this episode is packed with insights to help you hire smarter, save time, and build a team that drives long-term growth.Visit: https://www.opsstaffing.net/-----Want to grow your restoration brand and generate more water jobs with expert marketing?Book a free strategy session with our team at Water Restoration Marketing:https://www.waterrestorationmarketing.net/schedule

Send us a textWhat happens when a successful corporate career collides with the deeper priorities of fatherhood? In this candid conversation, John Boney shares the raw journey of finding balance after his 25-year marriage ended, while raising three children who are now thriving adults.Standing at 6'7", John brings the same thoughtful perspective to parenting that once made him a formidable basketball player. Growing up in the small town of Latrobe, Pennsylvania (famous as Arnold Palmer's hometown), John absorbed values of punctuality, respect, and loyalty that shaped his approach to life. When career ambitions led to moving his family six times in nine years, he eventually reached a pivotal moment—choosing family stability over the next corporate ladder rung."I think what I learned was I had to find something that was gonna bring me joy and happiness," John reflects, explaining how prioritizing what truly matters led him to Force Management, where he now helps organizations accelerate sales performance. His story offers powerful lessons about perseverance through challenge, especially as he navigated the complexities of co-parenting after separation.The conversation takes fascinating turns through practical parenting wisdom, including how using TED-based questions (Tell, Explain, Describe) creates meaningful dialogue with children of any age. John shares how faith became his anchor during difficult times, offering the simple but profound mantra that sustained him: "Let go and let God."Whether you're facing career transitions, relationship challenges, or simply seeking to be more present with your children, John's journey demonstrates how maintaining core values of commitment, loyalty, and character can help raise well-adjusted adults even through life's most difficult seasons. His pre-game message to his children—"Have fun, work hard. I love you."—stands as a testament to how consistency and authentic love create the foundation children need to thrive.Support the showPlease don't forget to leave us a review wherever you consume your podcasts! Please help us get more dads to listen weekly and become the ultimate leader of their homes!

In this episode of Small Town Big Business, hosts Jennifer Olson and Russell Williams sit down with Greg Reed from Mandela Gardens in Marion, Illinois. Greg shares his life story, from growing up in Greenfield, Illinois, to his time in the Army, and eventually becoming a teacher and founder of Mandela Gardens. The conversation delves into the creation and evolution of Mandela Gardens, touching on the challenges and triumphs Greg faced in transforming his passion for gardening into a unique community space. The episode also discusses the support received from local organizations, the role of Ethos' classes, and future plans for Mandela Gardens. Listeners will gain insights into rural entrepreneurship, community engagement, and the importance of following one's passion. Special mentions include the support from various sponsors and collaborators, as well as the role of workforce development group Manon.00:00 Introduction and Hosts00:49 Introducing the Special Guest: Greg Reed01:08 Greg Reed's Background and Journey03:03 Mandela Gardens: The Concept and Evolution04:43 Transition from Teaching to Gardening06:59 Building and Expanding Mandela Gardens10:46 Events and Community Engagement15:20 Support and Learning from Ethos19:40 Challenges of Staffing and Workforce Development19:59 Personal Experience with Workforce Programs21:03 The Role of Manon in Business Support24:26 Weddings and Event Hosting at Mandela Gardens25:30 Future Plans for the Rental House27:18 Marketing and Online Presence32:58 Community Involvement and Volunteer Support34:11 Engaging the Next Generation36:17 Conclusion and Final ThoughtsRecorded at EThOs Small Business Incubator and Co-working Spaces in Marion, Illinois.https://members.ethosmarion.org/ SUBSCRIBE TO THE PODCASTOur guest: https://www.mandalagardens.org/

For Episode 79 of CPA Life, a different sort of show: John Randolph and producer Justin Grant take a candid look at the evolution of the podcast itself. John, inspired by his recent break from social media, reflects on the boundary setting, creating margins for yourself, finding joy both inside and outside of work, and what productivity actually is and means. From stories about aligning personal values with professional roles, the impact of meaningful client relationships and more, John drinks directly from the podcast's well in exploring the direction he plans to take Benaiah Consulting Group in as well. Tune in and find out what's in store next! Get the full show notes and more resources at CPALifePodcast.com

Der Podcast mit Tricks, Tipps und Hilfe für Ihre Herausforderungen und HR Strategien. Experten und spannende Persönlichkeiten aus der HR Branche verraten Euch Ihre Hacks aus den Bereichen: Recruiting, Talentmanagement, Employer Branding, Staffing, Personalwesen, HR Tech [HR Technologie und HR Innovationen], Personalführung, Weiterbildung, eLearning, Leadership & HR Management, internationales Human Resource Management, Learning & Development, Retention [Mitarbeiterbindung & Employee Benefits], Leadership. Payroll, Lohn & Gehalt, Entgeltabrechnung, Corporate Health, Arbeitsrecht.

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Send us a textDo you know where the substitute teachers for your child's preschool come from? If you are like me, you might imagine that potential substitutes and administrators sit down and get to know each other, possibly over tea and finger sandwiches. My guest this episode, Paul Buckley, will tell you that nothing could be further from the truth. Paul explains that current staffing practices afford preschools and substitutes very little, if any, say in the match process and offer few opportunities to build relationships and provide consistency. In the end, Paul believes that it is the children's development that suffers, so he used his experience as a preschool instructor and as a leader in a large tech firm to develop a different staffing process, which he named Ratio Staffing. Paul and I discuss the problem, how Ratio Staffing corrects it, and his tips for discerning whether a preschool is supporting its teachers and substitutes. More information about Paul – including a link to Ratio Staffing, where, for a limited time, the code “aboutkids” gets preschools an extended 60 day free trial – is talkingaboutkids.com.

Interview with Will Roberson of Shoreline Staffing

In late 2018, the Connecticut Environmental Conservation Police uncovered a chilling case involving a group of young trophy hunters. Over just a few months, they had illegally taken at least 19 deer - often during nighttime hunts near residential neighborhoods. What started as a routine investigation quickly unraveled into something far more disturbing: secret planning sessions, a manifesto detailing their exploits, and a twisted tribute to the grandfather who taught them to night hunt. Join Investigator Patrick Kiely as he recounts the unbelievable story of the “Killing Krew Klan.”   Our Sponsors: Thin Green Line Podcast Don Noyes Chevrolet North American Game Warden Museum Hunt Regs WiseEye SecureIt Gun Storage XS Sights “A Cowboy in the Woods” Book Maine's Operation Game Thief International Wildlife Crimestoppers   Here's what we discuss: ·       An area known for night hunting ·       Spotting night hunters requires patience and timing ·       The state's healthy deer population is tempting for poachers ·       A patrol officer spots suspicious signs ·       The initial arrest leads to more questions ·       Cell phones: everyone documents everything ·       “I wouldn't even call them hunters; they were trophy poachers.” ·       It definitely wasn't squirrels ·       The group is released but phones are seized ·       A stunning discovery ·       “It was an every-night occurrence.” ·       The group frequently hunted near houses ·       None of 19 deer were registered ·       The puzzle pieces: pictures, locations and times ·       The serial poaching had gone on for years, and had grown ·       Group relied on thinly stretched law enforcement ·       A specific 16-point buck and an unlikely story ·       US Fish and Wildlife joins the investigation ·       Cell phone metadata pinpoints locations and times ·       “Not a care in the world.” ·       A handwritten manifesto is found ·       The ‘zombie' deer ·       Timing was perfect – and lucky ·       Even illegal roadkill wasn't off limits to the ‘Klan' ·       $100 does for sale, and banquet hall venison ·       Multiple deer were taken nightly ·       Managing investigations and public perception ·       Hunters had noticed a decline ·       “It was a joke to them.” ·       Many state charges were misdemeanors ·       Local hunters weigh in ·       Technology has changed investigation strategies ·       Limitation statutes prevented even more charges ·       Getting buy-in from other agencies ·       Balancing criminal and wildlife investigations can be a challenge ·       The cell phones were crucial ·       Rising bear population has led to conflicts ·       Educating the public ·       Staffing numbers are on the rise ·       “It was a learning experience for all of us.”   Credits Hosts: Wayne Saunders and John Nores Producer: Jay Ammann Warden's Watch logo & Design: Ashley Hannett Research / Content Coordinator: Stacey DesRoches   Subscribe: Apple Podcasts Spotify Amazon Google Waypoint Stitcher TuneIn Megaphone Find More Here: Website Warden's Watch / TGL Store Facebook Facebook Fan Page Instagram Threads YouTube RSS Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of High Velocity Radio, Lee Kantor interviews Nick Kiridzic, CEO of Staff Hero, a BPO company connecting U.S. businesses with skilled virtual employees in the Philippines. Nick shares his journey from the home care industry to founding Staff Hero, discusses the wide range of tasks virtual assistants can handle, and highlights how […]

Veteran landman David Dachner shares his remarkable career journey, from having $1,000 to his name to building a multi-million-dollar oil and gas portfolio in the Austin Chalk. This candid conversation reveals how integrity, relationship-building, and strategic persistence transformed both his professional success and personal mission to give back through philanthropy in Honduras and personal development programs.What You'll LearnHow to build lasting success through integrity and authentic relationships with landownersStrategic approaches to surviving oil industry downturns and market cyclesThe power of specializing in one geological formation for long-term profitabilityHow personal transformation can enhance rather than compromise professional successPractical wisdom for balancing career ambition with meaningful impactTime Stamps00:49 Episode & Guest Intro02:45 David's Early Life and Career Beginnings07:02 Navigating the Oil Industry in the 80s09:36 Challenges and Successes in Amarillo19:53 The Importance of Integrity and Relationships27:56 The Fast-Paced Culture of America28:45 Building Trust and Rapport as a Landman31:24 The Importance of Giving Back33:04 Discovery Programs and Personal Transformation36:36 The Abundant Life Foundation in Honduras41:38 Balancing Career and Philanthropy45:04 A Life-Changing Epiphany49:25 The Journey of Personal and Professional Growth52:52 Creating a Culture of Integrity and Purpose56:49 Episode Outro Snippets from the Episode"I always believed in the quality of life, not the quantity of life. I feel number one is I think we are, first of all, a giving industry."— David Dachner"I went through this program, and one night they said, 'I want you to write 10 pages on what your life is going to be like if you don't get what you want.' I woke up at five o'clock in the morning, and I had a spiritual epiphany where I encountered what I believed to be the Christ in my room. It changed my heart, and I gave my life to him that day."— David Dachner"Find the purpose in what you're doing. Find the why. Why are you doing it? You know how to do it and what you're doing, but why are you doing it?"— David DachnerKey TakeawaysAustin Chalk Specialization StrategyIntegrity-Based Relationship BuildingSurviving Industry Downturns Through PersistenceBalancing Professional Success with Personal MissionThe Roy Landowner Generosity StoryPersonal Transformation at Age 41Creating Culture Through Purpose-Driven LeadershipHelp us improve our podcast! Share your thoughts in our quick survey.ResourcesNeed Help With A Project? ⁠⁠⁠⁠⁠⁠Meet With Dudley⁠⁠⁠⁠⁠⁠Need Help with Staffing? Connect with ⁠⁠⁠⁠⁠⁠Dudley Staffing ⁠⁠⁠⁠⁠⁠Streamline Your Title Process with ⁠⁠⁠⁠⁠⁠Dudley Select Title⁠⁠⁠⁠⁠⁠Watch On ⁠⁠⁠⁠⁠⁠Youtube⁠⁠⁠⁠⁠⁠Follow Dudley Land Co. On⁠⁠⁠⁠⁠⁠ LinkedIn⁠⁠⁠⁠⁠⁠Have Questions? ⁠⁠⁠⁠⁠⁠Email us⁠⁠⁠⁠⁠⁠More From David DachnerDavid Dachner on LinkedInDiscovery ProgramsAbundant Life FoundationKimpton Grand Roatan Resort and SpaMore from Our HostsConnect with ⁠⁠⁠⁠⁠⁠Brent⁠⁠⁠⁠⁠⁠ on LinkedInConnect with ⁠⁠⁠⁠⁠⁠Khalil ⁠⁠⁠⁠⁠⁠on LinkedInConnect With UsReady to hear more landman success stories and industry insights? Subscribe to The Land Department podcast and connect with us on LinkedIn. Know a landman with an inspiring story? Send us their name - we're building a library of industry biographies that showcase the incredible people in our business.

Hispanic marketing in casinos isn't about translating ads—it's about translating the welcome. Josh LeDuff (former VP of Marketing at Pala, now CMO at Full House Resorts) breaks down what really drives loyalty: Staffing that speaks the language—hosts and frontline teams Environments tuned for comfort, down to the music Entertainment that connects, not panders He also shares why research-first saves budgets—and why Sundays can outperform Saturdays in many markets. You'll learn A practical approach: segment → target → position, then validate with quick, low-cost research dinners before spending big. Why language-capable staff across the floor (not just hosts) increases comfort, conversion, and spend. How music, wayfinding, TV programming, and menu cues shape comfort—and what to prioritize first. Programming that resonates vs. performs: the case for Sunday concerts and community-driven promotion. Hiring when you're short-staffed: pay for language, get creative with dual-rate and community influencers to “host” friend groups. Learn more at www.jcarcamoassociates.com/. Get insights delivered to your inbox: www.jcarcamoassociates.com/casino-mark…newsletter/ Join the most effective casino marketing training. https://casinomarketingbootcamp.com/

Want to Start or Grow a Successful Business? Schedule a FREE 13-Point Assessment with Clay Clark Today At: www.ThrivetimeShow.com   Join Clay Clark's Thrivetime Show Business Workshop!!! Learn Branding, Marketing, SEO, Sales, Workflow Design, Accounting & More. **Request Tickets & See Testimonials At: www.ThrivetimeShow.com  **Request Tickets Via Text At (918) 851-0102   See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire   See Thousands of Case Studies Today HERE: www.thrivetimeshow.com/does-it-work/  

In this episode, Jake Wurzak sits down with Ben Weinberg to discuss the intersection of entrepreneurship, hospitality, and real estate. Ben shares his journey from investment banking into building Trailborn, a brand focused on transforming three-star properties into four-star experiences in iconic outdoor destinations. The conversation covers the strategy behind unlevered value creation, the complexities of scaling hospitality businesses, and the importance of design, culture, and people in creating memorable guest experiences. Ben also reflects on raising institutional capital, balancing investment returns with brand-building, and the lessons learned from operating across multiple properties. They discuss: How Ben transitioned from finance to hospitality entrepreneurship The evolution of unlevered value creation in today's higher interest rate environment Trailborn's approach to converting underperforming assets into distinctive four-star experiences The importance of design, unified branding, and thoughtful guest touchpoints Building a scalable team, culture, and reporting structure to drive growth Links: Ben on LinkedIn -https://www.linkedin.com/in/ben-weinberg-29644156/ Trailborn - https://www.trailborn.com/ Connect & Invest with Jake: Follow Jake on X: https://x.com/JWurzak 1 on 1 coaching with Jake: https://www.jakewurzak.com/coaching Learn How to Invest with DoveHill: https://bit.ly/3yg8Pwo Topics: (00:00:00) - Intro (00:01:00) - Ben's background and career (00:03:25) - How unlevered value creation has changed (00:05:48) - Learning the operating chops (00:08:33) - Making the transition into entrepreneurship and hospitality (00:15:02) - The Trailborn strategy (00:24:13) - Site selection criteria + conversion example (00:33:29) - Design theory and vertical integration (00:37:22) - Learning timing and budgets the hard way (00:39:34) - Keeping a pulse on the business (00:44:37) - Staffing strategies (00:48:03) - The power of thoughtfulness (00:53:40) - Balancing investment returns and building an incredible brand (00:56:32) - Raising capital (01:03:00) - Investing in people (01:12:41) - What is your favorite hotel?

Check out this edition of CPA Life Rewind, as we reflect on John Randolph's conversation with Matt Patrick, the president and founder of Patrick Accounting and Whirks. They discuss the vision Matt has executed to build a modern, efficient, people-centric accounting firm. While focusing on the importance of retaining great employees, creating a family-friendly work environment, and developing a sustainable business model, Matt also delves into accounting's many challenges, particularly around the impact of technology and talent retention. With a focus on core values and fostering a culture of continuous learning and trust, Patrick Accounting and Whirks have excelled, and Matt is keen to share advice from his own experience, just as he learned from others who have been there before and made the same mistakes he once made. Get the full show notes and more resources at CPALifePodcast.com  

When life-saving treatments transform a terminal diagnosis into a chronic condition, everything changes — including how communities fundraise. The peer-to-peer landscape isn't just evolving with technology and trends; it's being reshaped by the very success of the causes we support.In this episode, Marcie Maxwell talks with Robin Paterson, Senior Director of Special Events and Peer-to-Peer Campaigns at the Cystic Fibrosis Foundation. With nearly two decades of nonprofit experience, Robin shares how medical advances that have extended and improved lives for CF patients have fundamentally shifted community engagement, fundraising motivations, and program strategies.As CF patients live longer, healthier lives, their relationship with fundraising has evolved from urgent survival to long-term advocacy. Robin discusses how this transformation has influenced everything from campaign messaging to participant recruitment, and how her team is adapting to serve a community that includes thriving teens with CF — a generation that wasn't expected to exist.Together, we'll explore:How medical breakthroughs change fundraising psychology and community dynamicsStrategic approaches to messaging when your cause story evolves from crisis to hopePractical methods for engaging emerging demographics, including teen patients as active fundraisersMentioned LinksGreat Stridescff.orgStay Connected on LinkedInConnect with RobinConnect with MarcieConnect with the Peer-to-Peer Professional Forum (00:00) - Welcome to The P2P Soap Box (02:26) - Introducing Robin Paterson (05:08) - The Portfolio (08:04) - The Shifting Treatment Landscape (19:22) - Staffing (22:32) - Advice for Those on the Tipping Point (24:18) - Learn More

On today's show, we hear about how nearly a quarter of all permanent staff members with the National Park Service were cut in 2025. Also, a local artist is transforming old electronics from Cox into public art. Plus, cooking for seven different Arkansas governors.

In this episode, Danielle Putnam sits down with Alex Miranda, CEO and co-founder of Virtrify, to explore how virtual teams can transform home service companies. From missed calls and admin overload to profitability and freedom, Alex shares how HVAC, plumbing, and electrical contractors can scale smarter with virtual employees. He also opens up about the personal challenges that shaped his journey and why rethinking staffing is key to building a business that doesn't own you.Social Media Links:InstagramTNFR- ⁠⁠⁠https://www.instagram.com/thenewflatrate⁠⁠⁠Virtrify- https://www.instagram.com/virtrify/#FacebookTNFR- ⁠⁠⁠https://www.facebook.com/TheNewFlatRate⁠⁠⁠LinkedInTNFR- ⁠⁠⁠https://www.linkedin.com/company/the-new-flat-rate-inc-/posts/?feedView=all⁠⁠⁠Virtrify- https://www.linkedin.com/company/virtrify/YouTubeVirtrify- https://www.youtube.com/@VirtrifyLinks and Resources:⁠⁠https://thenewflatrate.com/https://www.virtrify.com/

The Rebbe thanks for the update on the Shepparton yeshiva and advises not to move to Melbourne until student numbers suffice, as one doesn't leave a beis midrash before a new one is ready. A teacher's talents should remain for the yeshiva unless no conflict arises. He blesses them with a good, sweet year. https://www.torahrecordings.com/rebbe/004_igros_kodesh/elul/1209

Send us a textWhat does it mean to be truly present as a father while building a successful career? Brad Bialy, head of marketing at Haley Marketing and host of the Secrets of Staffing Success podcast, tackles this question head-on in this refreshing conversation about modern fatherhood.Brad opens up about his greatest parenting challenge: being intentional with his time while juggling professional responsibilities from his home office. "The hardest part for me is making the change from work mode to dad mode," he admits, highlighting the difficulty many remote-working parents face without the traditional commute serving as a transition buffer. His wife's mantra—"be present where your feet are"—has become his guiding principle.The conversation dives deep into how Brad's own upbringing shaped his parenting philosophy. Raised with the core belief that "everything is earned and nothing is owed to you," Brad aims to instill this same blue-collar Buffalo work ethic in his young children. When asked what values he hopes his children embody fifteen years from now, his answer is beautifully straightforward: "I want them to be good people, respectful, and hardworking."Perhaps most fascinating is Brad's perspective on integrating work and family life. Rather than keeping these worlds separate, he embraces their overlap—even starting client presentations by acknowledging his children might make an appearance on the call. This authentic approach reflects his belief that being the best marketer requires being the best version of himself as a father and husband, too.Whether you're a new parent navigating work-from-home challenges or a seasoned dad looking to be more present, Brad's insights offer practical wisdom for striking that elusive balance. His journey reminds us that parenting isn't about perfection but intention—and sometimes the most powerful thing we can do is simply be where our feet are.Listen now to gain valuable perspective on finding meaning in both professional success and everyday parenting moments. Then share your own experiences on social media—we'd love to hear how you're balancing these worlds in your own life.Support the showPlease don't forget to leave us a review wherever you consume your podcasts! Please help us get more dads to listen weekly and become the ultimate leader of their homes!

A grassroots group of NASA employees and supporters gathered peacefully outside the agency's headquarters in Washington, DC on Monday to protest recent funding and staffing cuts that threatened to decimate the nation's premier scientific institution. Federal News Network's Anastasia Obis spoke to the protestersSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Key takeawaysAdvisors vs. Banks = different centers of gravity. Banks are great for IPOs, raises, and complex financings; advisors excel at sector-specific sell-side processes.In IT Services, specialization matters. Operator experience helps craft story, vet culture, and identify “1+1=3” combinations.Lead with strategic + cultural fit. If those are right, the financials usually find a path.Staffing models differ. Expect partner-level guidance throughout with advisors; banks skew analyst-heavy.Start early. Long-tail readiness work (growth, margins, positioning) boosts value and certainty when the market moment arrives Listen to Shoot the Moon on Apple Podcasts or Spotify.Buy, sell, or grow your tech-enabled services firm with Revenue Rocket.

In this episode of Secret 2 My Success, Allen, Mic, and Louie sit down with Gary from National Staffing Associates (NSA LLC). Gary shares the company's mission to connect job seekers with meaningful opportunities while helping employers find the right talent to grow their businesses. The conversation dives into the challenges and rewards of matching people with careers they love, the changing landscape of staffing, and why NSA believes that everyone deserves the chance to thrive in a role they're passionate about. Listeners will walk away with insights on the staffing industry, job-seeking strategies, and the value of building strong employer-employee relationships.https://nsa-llc.com/Support the show

Hattingh Basson and Werner Barnard, Senior Partners at Southwestern Talent, explain the unique career history that spawned the business, the professional services gap that they are filling and why it exists, why offshoring isn't really offshoring anymore, how the South African people create a world-class talent pool, overcoming start-up pain points, and why sometimes the low-tech solution is the winning one.Mentioned in this episode:Learn more at SouthwesternTalent.comSouthwestern TalentLearn more at SouthwesternConsulting.com/Coaching/StudentsSouthwestern Student Coaching

Send us a textThe legal industry is undergoing a massive reset—and at the center of it all is one word: trust. In this episode, we sit down with Lauren Fernandez, founder of Palm Coast Staffing, to talk about what it really takes to rebuild trust between employers, employees, and recruiters.Whether you're a paralegal burned out by job-hopping firms, or a law firm owner wondering why retention is down and resentment is up, this conversation is your wake-up call. We discuss:How trust was broken in legal hiringWhat candidates actually want today (spoiler: it's not just salary)How recruiters can be allies, not salespeopleThe red flags candidates and firms should look out forPractical steps to build a better hiring experience, for everyone involvedIf you've been ghosted, burned, or just straight-up confused by today's hiring market, this one's for you.

The brutal truth about why most Christmas light businesses crash and burn before they even get started...Join Jason Geiman and Shawn Day  https://hireleadchill.com "The Hiring King" as they expose the #1 reason 90% of Christmas light businesses FAIL - and it's not what you think.What You'll Discover LIVE:• The 3 deadly hiring mistakes that kill Christmas light businesses before November• Sean's "Hiring King" method that finds reliable workers when everyone else can't• The "no-show" solution that eliminated 95% of Jason's staffing headaches• Live Q&A - Get your hiring questions answered by the expertsPerfect for:Christmas light business owners struggling to find reliable crewsPressure washing/service business owners looking to add seasonal incomeAnyone wanting to build a 6-7 figure Christmas light businessHere are the list and stuff to start a Christmas lighting business.Need Christmas Lights or traininghttps://www.christmaslights.io❄️❄️❄️In Person Training❄️❄️❄️ Teach You Everything You Need to Know How To Successful Start And Run A Christmas Lighting Company

Aaron Brooks shares his experiences and insights through his transition from financial consulting at Anderson Consulting (now Accenture) to business development at Baker Tilly. He emphasizes the importance of building genuine relationships, creating trust, and the value of human flourishing at work. Aaron also discusses the role of introverts and ambiverts in leadership, the challenge of fostering engagement in the workplace, and his passion for transforming the way businesses operate.▬▬▬▬▬ Resources ▬▬▬▬▬Aaron Brooks: https://www.linkedin.com/in/aaronbrooks/Brian Babendir: https://www.linkedin.com/in/brianbabendircpa/Sincerity: The Recipe for Living Your Best Personal and Professional Life: https://www.amazon.com/Sincerity-Recipe-Living-Personal-Professional/dp/1636767001Maslow's Hierarchy of Needs: https://www.simplypsychology.org/maslow.htmlInstagram: https://www.instagram.com/cacklemedia/TikTok: https://www.tiktok.com/@cacklemediaX: https://x.com/CackleMediaLLCYouTube: https://www.youtube.com/@CackleMediaLinkedIn: https://www.linkedin.com/company/cacklemedia/Support the pod when signing up for Descript / SquadCast: https://get.descript.com/transferableskillSign up for our newsletter: https://shorturl.at/WDrfTWant to be a guest on the show?: https://shorturl.at/umZ2l▬▬▬▬▬ Timestamps ▬▬▬▬▬00:00 Introduction to Transferable Skills00:13 Aaron Brooks' Early Career and Family Business00:47 Transition to Financial Consulting01:08 Role at Anderson Consulting and SAP Implementation02:19 Journey into Staffing and Recruiting02:35 Business Development at Baker Tilly04:37 Building Trust and Networking07:25 The Importance of Relationships in Business09:35 Human Flourishing and Workplace Culture10:40 Coaching and Mentorship19:07 The Role of Leadership and Engagement26:31 Conclusion and Final ThoughtsIntrovert, Extrovert, Ambivert: Key Differences:Introverts: primarily focused on their inner worldFind energy in solitude and quiet reflection. Prefer one-on-one interactions or small groups. May feel drained after social interaction. Tend to be more reflective and thoughtful. Extroverts: primarily focused on the external worldFind energy in social interaction and lively settings. Enjoy talking to and being with people. May feel drained by solitude. Tend to be more outgoing and talkative. Ambiverts: comfortable and adaptable in bothExhibit traits of both introversion and extroversion. Can adapt their behavior to suit different social situations. May find energy from both solitude and social interaction. Can be flexible and navigate both social and quiet environments.

John Randolph picks up part 2 of his conversation with Nate Goodman, founder of Goodman CPA, on Episode 77 of CPA Life. Diving deeper into the bold decisions and core values shaping his firm's future, Nate discusses the challenges and rewards of moving away from traditional tax compliance work, the importance of building the right team, how faith and family guide every step, and more. Nate is candid about letting go of legacy clients and navigating growing pains, as well as about the ambitious goals he has for his firm, including increasing his numbers by 10x over the next several years. But he stresses that he will always seek to accomplish his goals without sacrificing what matters most, and while ensuring that what he does is in accordance with God's will. Get the full show notes and more resources at CPALifePodcast.com

Some people thrive on the thrill of landing the next account, others excel at deepening relationships and growing existing business, and some focus on building systems that attract opportunities. Shane and Tonya explore how these different approaches to selling impact agency growth, what to watch out for when hiring, and why your first team addition might not need to sell at all. IA Forward to can help you take your agency from good to great. Learn more at iaforward.com, and follow IA Forward on LinkedIn, Facebook, and Instagram.

In this episode, Dio Sumagaysay, Vice President of Perioperative and Multi-Specialty Procedural Services at Oregon Health & Science University, shares how his team is using iQueue for Operating Rooms' Staff Planner tool by LeanTaaS to streamline staffing across 54 operating rooms and procedural areas. He highlights the time savings, efficiency gains, and improvements in staff morale achieved through data-driven scheduling.This episode is sponsored by LeanTaaS.

In this episode of InSights, Brad Bialy sits down with Steve Gipson to unpack why omnichannel marketing is the key to staffing firm growth in 2025 and beyond. About the Guest Steve Gipson is the Director of Sales and Operations at Recruiters Websites, bringing over 15 years of recruiting and digital marketing experience. His team has helped more than 700 staffing firms strengthen their online presence through strategy, web development, and SEO. Key Takeaways Omnichannel is not optional—it's essential. The right message matters more than more messages. Marketing consistency drives sales confidence. Growth requires meeting talent and clients where they are. The firms that adapt fastest, win. Timestamps [00:19] – Why omnichannel marketing can't be ignored in 2025 [00:31] – The danger of feeling stuck a year from now [00:36] – How to reach more clients with the right message [00:42] – Why timing determines recruiting success [00:48] – The shift from order taking to strategic marketing [00:53] – Fixing low job fill rates with smarter outreach [00:56] – Building momentum before the new year [01:02] – Omnichannel as the antidote to stalled sales [01:10] – Why more platforms mean more opportunity [01:16] – Matching firm size with marketing strategy [01:22] – Preparing now for 2026 market shifts [01:28] – How omnichannel protects firms from downturns About the Host Brad Bialy is a trusted voice and highly sought-after speaker in the staffing and recruiting industry, known for helping firms grow through integrated marketing, sales, and recruiting strategies. With over 13 years at Haley Marketing and a proven track record guiding hundreds of firms, Brad brings deep expertise and a fresh, actionable perspective to every engagement. He's the host of Take the Stage and InSights, two of the staffing industry's leading podcasts with more than 200,000 downloads. Sponsors and Offers Heard InSights is presented by Haley Marketing. The old way of selling staffing is dead. Let's fix it – with smarter strategies and HUGE DISCOUNTS on modern lead gen tools: https://bit.ly/Bialy20 Book a 30-minute business and marketing consultation with host, Brad Bialy: https://bit.ly/Bialy30 This episode is brought to you by MJA & Associates. For over 20 years, they've helped staffing firms save money by securing federal and state tax credits like the Work Opportunity Tax Credit (WOTC). With performance-based pricing, you only pay when you save—no setup costs, just real results. Learn more at mja-associates.com.

Slow hour, full crew, and the till is barely moving.Most of us guess at schedules and pay for people to stand around, then we are short the minute it gets busy.This episode walks through a five-minute check that sets a sales-per-labor-hour target and shows who should be on and when.It uses the numbers you already track and takes less time than making a drink.You get a simple plan to cut waste, keep service tight, and put real money back in the drawer.What You'll Learn:

Thank you so much for listening to the Bob Harden Show, celebrating over 14 years broadcasting on the internet. On Monday's show, we discuss current global events, including developments in Israel, Ukraine, China, and Brazil with Marc Schulman, Founder and Publisher of HistoryCentral.com. We visit with AIER.org Senior Editor Jon Miltimore about Trump's IRS staffing reversal. We also visit with author Jim McTague about the economy in Lancaster County Pa. and Governor Josh Shapiro and his political aspirations. We have terrific guests for tomorrow's show, including Florida State Senator Kathleen Passidomo, Shaun Guevarra from the Community Pregnancy Clinics, and Linda Harden. Access this or past shows at your convenience on my web site, social media platforms or podcast platforms.

We've made it past Labor Day. Which means fall colors in some parts of the country aren't too far off, seasonal wildlife migrations are getting under way, and summertime crowds in the national park system have thinned out. Fall is a glorious time to be out in the park system. The question right now, though, is how will the park system be functioning come October? That's a very pertinent question, because the federal government is facing a shutdown on September 30 if Congress can't come to terms on a budget for fiscal year 2026, which starts October 1. To consider the possible options, Kristen Brengel, the senior vice president for governmental affairs for the National Parks Conservation Association, joins Editor Kurt Repanshek to discuss the situation.

In staffing, your applicant tracking system (ATS) may feel like both a lifeline and a limitation. It's great at storing resumes and ensuring compliance—but does it actually help you nurture candidates, align with marketing, or forecast sales? In this episode, host Alexandra Whitmore is joined by Abigail Allen, SVP of Sales at SmartBug, to tackle the big question: Is it time to fire your ATS? Together, they explore:

Many church leaders think of their staff as family. But if they're family, can you fire them? Jon Gordon has coached hundreds of professional sports teams and companies and explains what it takes to make the tough calls, including firing people you see as family.  

Send us a textThe moment Casey Wagonfield's now-wife and her six-month-old son entered his life, everything changed. After years of job-hopping and questionable decisions, he suddenly faced a profound realization: "Now I've got responsibilities and a little human to take care of." This awakening marks the beginning of a remarkable fatherhood journey shared in this heartfelt conversation.With raw honesty, Casey opens up about adopting his oldest son at age eight, revealing the beautiful truth that fatherhood transcends biology. "I'm his, he's mine," Casey affirms, describing how he's the only father his son has ever known. This chosen relationship forms the foundation of a blended family that now includes three children. Listeners will connect with Casey's candid admission about the differences in parenting boys versus his daughter: "You can't talk to her like you talk to the boys" – a learning curve many fathers experience.The conversation explores how Casey's own upbringing shaped his parenting philosophy. Raised by parents who emphasized honesty and accountability, these values became cornerstones in his own household alongside faith, which grew central to their family through his wife's influence. A particularly touching moment comes when Casey shares his pride in his son's spiritual journey and requests to be rebaptized – a decision made entirely on his own.Working parents will find Casey's struggle with work-life balance deeply relatable. After spending six months working in North Carolina while only coming home on weekends early in his career, he recognized the need for change as his children grew. This balancing act between professional ambition and family presence represents one of modern fatherhood's greatest challenges, as does teaching children to remain humble despite material comfort.Casey leaves us with three powerful pieces of advice: spend more time with your kids, talk to them (and encourage them to talk to you), and keep them humble. These principles form the foundation of intentional fatherhood, creating a lasting impact. Whether you're a new dad finding your way or an experienced father looking to strengthen your connection with your children, this conversation offers both inspiration and practical wisdom for the journey.Support the showPlease don't forget to leave us a review wherever you consume your podcasts! Please help us get more dads to listen weekly and become the ultimate leader of their homes!

In this episode of The Rainmaking Podcast, Scott Love sits down with Patrick Morin, CEO of Transact Capital, to discuss how rainmakers can maximize their time at conferences. Patrick shares proven strategies that have generated millions in business, from doing research and segmenting attendees before arrival, to positioning yourself in the right places—like across from registration desks or in the front rows of sessions—to build meaningful connections. He emphasizes preparation, authenticity, and focusing on relationship-building rather than selling. Patrick also highlights post-conference follow-up tactics that strengthen client development, such as sending short, thoughtful notes and sharing industry intelligence without expecting anything in return. He stresses the importance of speaking opportunities, attending offsite events, and maintaining high energy throughout the conference to create loyal connections. His practical insights show how professionals can turn conferences into powerful rainmaking opportunities. Visit: https://therainmakingpodcast.com/ YouTube: https://youtu.be/m2BP_nXHcNI ---------------------------------------

IN THIS EPISODE...Sarah Fortier is the CEO of Outwitly Inc. She shares her journey from industrial design to founding Outwitly in 2016, initially as a consulting firm and later focusing on staffing. Fortier emphasizes the importance of proactive contractors, effective onboarding, and maintaining a supportive community through Slack and coaching. She stresses the importance of stakeholder savvy in managing client relationships and the adaptability of blended workforces in response to industry shifts. Outwitly, Inc. is an eight-figure UX and service design staffing agency. They specialize in helping clients build high-impact teams by placing UX and service designers on long-term contracts.------------Full show notes, links to resources mentioned, and other compelling episodes can be found at http://BlendedWorkforcesAtWork. (Click the magnifying icon at the top right and type “Sara”)If you love this show, please leave us a review. Go to http://RateThisPodcast.com/blended Love the show? Subscribe, rate, review, and share! Be sure to:Check out our website at http://BlendedWorkforcesAtWork Follow Karan on LinkedIn, X, and InstagramFollow SDL on LinkedIn, X, and InstagramABOUT SHOCKINGLY DIFFERENT LEADERSHIP (SDL):This podcast is brought to you by Shockingly Different Leadership, the go-to firm companies trust when needing to supplement their in-house HR teams with contract or interim HR, Learning, and Culture experts to assist with business-critical People initiatives during peak periods of work. Visit https://shockinglydifferent.com to learn more.-------------WHAT TO LISTEN FOR:1. Sara's journey from UX design to building a successful staffing agency.2. Qualities and mindsets that make external talent thrive in blended workforces.3. Strategies for helping contractors feel connected and supported, even when remote.4. Balancing business profitability with contractor well-being and client satisfaction.5. Tips for effective onboarding and integration of external talent.6. Advice for organizations considering blended workforces for the first time.7. What soft skills are most important for success as a contractor?8. How can companies foster a sense of community among external team members?------------FEATURED TIMESTAMPS:[2:20] How Sara balances family life and a demanding career[3:40] Sara's transition from industrial design to launching a staffing agency.[6:07] Outwitly's approach to partnering with organizations to build high-impact teams.[7:33] Advantages of using contractors for flexibility and business...

Nate Goodman's path from church ministry to leading a fast-growing accounting firm is anything but ordinary. Episode 76 of CPA Life kicks off part one of John Randolph's two-part sitdown with Nate, the founder and president of Goodman CPA, to unpack how his faith, passion for helping others, and commitment to God's purpose have shaped his mission to challenge the status quo and build a people-first, purpose-driven practice. Nate shares insights on dealing with rapid growth, the lessons he learned from his firm's early struggles, and the depth of his focus on generosity and community impact as a core firm value. He also discusses the firm's focus on advisory services, the shift to subscription-based pricing, and how Goodman CPA is empowering business owners and transforming communities. Don't miss this inspiring look at what it means to do accounting differently from the ground up. Get the full show notes and more resources at CPALifePodcast.com  

In this episode of Atlanta Business Radio, host Lee Kantor sits down with Starr Douglas, Founder & CEO of an AI-powered staffing platform transforming the hospitality industry. Starr shares why the hourly labor market is broken, why hospitality was the right place to start, and how flexibility--not just pay--is key to solving staffing shortages. She […] The post FrontHouz: Solving Hospitality's Staffing Shortage with Tech & the Gig Economy appeared first on Business RadioX ®.

Is your CRM helping you drive placements—or just creating more admin work? In this episode of SmartBug on Tap, host Alexandra Whitmore (VP of Sales at SmartBug Media) sits down with Casey Peddicord (Senior Director of Channel Sales at SmartBug) to uncover the biggest mistakes staffing firms make with CRM strategy—and how to fix them. From poor adoption and messy data to clunky handoffs between recruiters and sales, Casey shares why so many firms struggle to get real ROI from their systems—and what a healthy, revenue-driving CRM should actually look like. You'll learn: ✅ The top pitfalls staffing firms face with CRM adoption and usage ✅ How to spot the warning signs your CRM is costing you placements and revenue ✅ What separates “using” a CRM from optimizing one ✅ How HubSpot helps break down silos between sales, recruiters, and marketing ✅ Practical steps leaders can take today to improve CRM performance Whether you're relying on a legacy staffing CRM, piecing together spreadsheets, or trying to integrate an ATS with your tech stack, this episode will help you rethink how CRM strategy should work for your business. ⏱️ Key Highlights: [01:08] Why recruiters resist CRM adoption (and how leadership buy-in changes everything) [02:32] Data overload: when CRMs become a chore instead of a growth engine [03:55] Missed placements: spotting signs your CRM is quietly draining revenue [06:25] Using vs. optimizing a CRM — why it's the difference between record-keeping and revenue-driving [12:20] What a healthy CRM system looks like for staffing firms today [16:56] Breaking down silos: aligning sales, recruiters, and marketing inside your CRM [22:04] How HubSpot automation turns handoffs into handshakes [27:21] The role of AI in scaling recruiter productivity without losing the human touch [30:04] A quick-win staffing metric you can improve this week [32:03] The mindset shift: moving from “reporting tool” to “revenue tool” [33:52] How SmartBug helps staffing firms customize and optimize HubSpot for growth

Kiera and Kristy break down a few reasons why your practice might not seem (or might not be, period) to have any money. They touch on how to find your profit point, knowing your debt, staying on top of collections and AR, and more. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners, this is Kiera. And today I have Kristy with me and I'm super excited because today is one of my favorite things to do as consultants and I call it office autopsy. ⁓ Don't worry offices, this is a mix of a few offices because believe it or not, offices think that they're on individual islands and believe it or not, you're not. ⁓ Multi-practices actually struggle, they actually do the same things that you struggle with. And so we just wanna make sure that we bring, we're not going to ever disclose who this office is.   We will mix a few offices together, but I think for people to see what the office's pain point was and then what as consultants were able to do. Kristy, we have some really fun ones. so Kristy and I decided we wanted to podcast today about some office autopsies of what, hopes to help more offices. So Kristy, welcome to the show today. How are you?   DAT Kristy (00:48) Good, thank you. Pleasure to be here.   The Dental A Team (00:50) Of course. Well, I'm super happy because I think the one that we run into a lot ⁓ is we call it cash flow row or cash flow woes, like whatever you want to talk about. But it's really when an office comes to us and they seem to not be able to figure out what's going on. ⁓ They feel like they're producing. Sometimes they're producing, sometimes they're not. So we'll kind of discuss like how to know if you're producing enough or not. But then they feel like they just like have no cash. And so giving some background.   Like I said, I'm going to blend a couple of practices together, but we have kind of going to do like two simultaneous ones. One practice was producing really, really well, but literally the owner felt like they had no money. We're talking like flat broke, felt like they were completely going to go under, had no money, but yet their production numbers were really good and their P &L looked really good. And we're just like, it showed on the P &L. I think, Kristy, you'll find this too, offices get so frustrated.   I got so frustrated and angry with my CPA when they said, well, Kiera, like according to the numbers, you have money. And I'm like, great, high five, jerk. I have no money in my bank account. Like it's the most infuriating feeling in the world of my CPA tells me I should have money, but there's no money. Flip that too on the other side when a practice isn't quite producing what they need to be producing to pay for their expenses. And they feel like they have no money and they are flat broke, which in reality that practice is flat broke because they need to produce more or they need to cut.   So we're gonna kind of dig on both sides of these with office autopsies of what we see, what we've been able to do. And let's start, Kristy, on the side of what do we do? Like, okay, first step, how do we find like the profit point? Like, how do we figure out what should an office be producing? Because I think that's also infuriating when doctors are like, but I'm just producing. I feel like I'm trying to out-produce my problems. Like, I don't know how to produce more. ⁓   how do you, Kristy, as a consultant, come in and help offices just gain that clarity? Because I think sometimes when we know the North Star and we know what we should be targeting, it actually becomes a lot easier to then build block schedules and then figure out what our overhead should be. But how do you help offices even dig into that? As point one to figure out, let's autopsy both of these practices, I think this is step one to really getting clarity.   DAT Kristy (03:00) Absolutely. I agree with you, Kiera. ⁓ The first step is to understand how much we're paying for things. What is the cost to keep the doors open? You know, we talk about overhead, right? But what is overhead? It's everything that we have to pay within a month. Rent, utilities, staffing, right? The other thing that I want to point out is many doctors don't include themselves in that. And I definitely want to pay them   The Dental A Team (03:16) you   DAT Kristy (03:30) Just like if they were an associate in the practice and so we want to include that in that overhead cost if you will and find that What I like to call profit point so we know where we're what's our? BAM right   The Dental A Team (03:48) bam, that bare ace minimum, like what do we have to   do? It's kind of like in real life. I mean, I think all of us have a bam in real life. You know what your mortgage or your rent is. You know how much it costs you to like do your groceries. You know how much daycare is, you know how much it costs you for like your Amazon spending. And some of those are fixed costs. So fixed are like your mortgage or your rent. You can't really change those. Those are fixed for you. Yes, like I get it. The semantics, we're not CPAs here. We're not like, that's not our world.   The semantics are can you change your rent? Potentially you could go find somewhere else. That is an option you could do. But most of the time those are pretty fixed. Just like our utilities are pretty fixed. You can be like my husband where literally our AC goes off at 6 p.m. at night. He freaking freezes us until 6 o'clock to save on these utilities until 9 o'clock. It drives me wild. I'm like in a hoodie freezing, shivering. And then the AC goes off and I'm like roasting. It's really entertaining because he wants to save the $3.   But genuinely speaking, like you're not really going to be saving on those fixed costs. are some fixed ones. Staffing is usually pretty fixed. However, we could add team members or take team members away. So therefore it's not as fixed. But like you said, Kristy, I think it's figuring out in a practice and agreed, doctors should be paid. Like nobody, think that that actually causes more stress for owners. If you don't even know what your paycheck is or you're just taking draws, because then how do you budget your life on a up and down volatile paycheck?   I think that creates a lot of stress versus like, okay, great. Let's just put you at a hundred grand or let's put you at whatever is a reasonable salary. Talk to your CPA. They'll be able to give you that. ⁓ And that can be agreed with Kristy. I like to pay you as an associate, but if right now the practice can't support that minimum should be a reasonable salary of say a hundred grand. So that way you can at least bank on that of getting that paycheck in your practice. Sometimes you have to adjust that, but generally speaking, if we at least give you some type of certainty and clarity,   that's going to help you then be able to budget your life around that too, in addition to budgeting your practice.   DAT Kristy (05:49) Absolutely. In fact, Kiera, sometimes even with startup doctors, I like them to even keep a spreadsheet of their production as if they were paying them as an associate. And then when they start to get profitable, we can back pay those wages. But definitely they have to take care of themselves first. ⁓ I've even seen where they get a little bit of animosity if not, right? Like, staff's driving these cars and they're getting their nails done and they're doing   The Dental A Team (06:00) Agreed.   Mm-hmm.   DAT Kristy (06:19) and I can't even pay myself. So I think it's very important that we understand what that is and work toward that, number one, if we're not there. And then if we are there, adding additional ⁓ percentage to that, which us as consultants can help guide that depending on your goals. If it's paying down debt, paying you as an owner doctor.   ⁓ And you know, we follow the EOS system, so adding those buckets for taxes and those sort of things that come up and we can be prepared for.   The Dental A Team (06:55) Yeah, no, I think it's brilliant, Kristy. And when you said that, I agree. You don't want to not be paid in your practice, because that gets, A, it's stressful, and B, it's annoying, and C, you've got all this debt on you. ⁓ But I also think when we're looking at our practices, there are pieces, so when doctors are like, I'm not getting paid, I just want to remind that sometimes we're being paid through things running through our practices. And so we've got to be careful, because that is,   Like if you didn't have your practice, you'd be paying for that out of pocket. And so that is technically part of your salary, doctors. And I don't want to be the like balloon pop girl over here. I do want to be realistic because a lot of times doctors are like, I'm not making money. And I'm like, but you forgot that these things are running through your practice. So you are being paid for those or those things are no longer coming to you, which is totally fine and legal. Talk to your CPA. Like we want you to do that. There's nothing wrong with it.   But when we're looking and we're like stomping our foot saying we're not being paid, sometimes I even have to remind myself of like, yes, but Kiera, if you didn't have the business, all those costs would be coming out of your W2 paycheck, not your business right off. So agreed with Kristy, when we're looking at this, step one is let's find that BAM, let's find that profit point, let's find out what you have to produce. And then from there, what we need to find out is also in addition to that, how much is our debt?   Because a practice should not have to be covering your debt, but you as a human needs to be covering your debt. So if your student loans, your practice loans, things like that, the practice isn't necessarily a poor performing practice. You just have all this excess of like, my gosh, I have to pay this off, which that's real life for you. And I think that's the difference of a CPA's bookkeeping for you versus your real life living through it. And I can tell you from personal experience, like this is very hard. Sometimes practice loans do go through your   your practice profitability. Again, this is pending on your CPA and how they recommend you do it. But most of the time your student loans and different things like that don't run through the practice. So, but you as a human need to have enough money to be able to pay for all those things. So I think it's finding out the practices, BAM, like Kristy said, finding out your personal BAM, because that might be different. And then from there, let's tack on 10 to 20 % beyond that. So let's say you know you've got to produce 50,000. Well, awesome. 10 % of that would be 55, adding   20 % excuse me, so 10 % of that is going to be an additional $5,000. To do 20 % of that's going to be an extra $10,000. So if I know I've got to do 50, I've either got to produce 55 or 60. Now that becomes much easier and I know beyond that I'm going to have 10 to 20 % leftover of the practice after everything's spent. Our ideal is to get it to where your 50,000 is 50 % of your practice and there's 50 % quote unquote profit beyond that. Now again,   that profit is a little bit funny because if we're doing a 50 % overhead and 50 % profit, doctor salaries usually are not included in that. If doctor salaries are included in that, then usually it's a 20 % profit at the end of that. So I know those two numbers feel a little like disjointed. They've been very disjointed for me. So if you're doing true overhead, we want it at 50%, 30 % doctor pay, 20 % profit. If you want to combine it all together, then it would be 80 % quote unquote overhead, 20 % profit. Now that 20 % profit though,   does technically pay for debt services. So watch that. You might need to scale down our 50 % down a little bit more or 80 % to then be able to offset that. So hopefully that wasn't too confusing for everybody. This is why we're consultants. This is why we help you. But I think when you understand like either need a 50 or an 80 % ultimate goals, we're trying to get 20 % cashflow at the end of the month. think for me, that's like the easiest thing. Like, okay, if I'm producing a hundred grand a month,   I want 20 % of that, so that's 20 grand. So like I'm trying to do easy numbers for all of you. I want 20 grand after everything's paid to still be remaining. Now, one other kicker as a business owner is that 20 % is also taxed. So don't forget that that gets taxed. So if you're at a 30 % tax bracket, well, you gotta take 30 % of 20 grand and then the rest of that you can spend. And this is why I think owners get so frustrated, because it's like, oh my gosh.   Like just tell me how much money I can have. And when I talked to a CPA and Kristy, I think you come across this, like our whole lives up until owning businesses, we've been paid at the W-2. So everything we got paid, we were able to use. Well, now as business owners, everything we're paid, we don't get to use. That's not the way the game works. ⁓ And it's due to write-offs and different pieces like that. So I think just knowing the rules of the game, I remember being so fresh with my CPA and I said, I like you're playing Monopoly with me. Like just tell me the dang rules.   So, and like, don't tell me like, no, you can't pass go, but you can pass go if you do X, Y, Z, but then like, no. So it's really, you've got to have a profitable practice of overhead. That's what we as consultants are really obsessed with. You also as an owner need to be responsible of how you spend. That's not to say you can't spend, but you do need to spend responsibly and you do need to set aside your taxes. And I think when you have all those pieces set up, then you can have guilt free spending because you're paying yourself.   Plus, you know what your true profit is. You've saved for taxes, you've saved for a rainy day, like Kristy was saying. We can put buckets into place to pay down more debt. You can put buckets in place for emergencies in your practice. You can put buckets in place for ⁓ vacations. I have a doctor I was just talking to on Alaska cruise and I was like, how's that bucket working out for you? And he's like, I love it, Kiera, you set it up for me. And I know how much I can spend on vacations. I know how much of my paycheck goes into that portion. He also used to spend an absurd amount on CE. So we set a true budget of how much CE money he could use.   But that's kind of where you then as owners aren't just trying to waffle through this and actually can figure out those profit points. And I do think, Kristy, like as much as we've belabored this so much at the beginning of this podcast, I feel this foundational piece is what makes owners crazy because they don't know the rules of the game. So they start spending all the money. Then you get this huge tax bill. Then you feel mad. Then you feel like you have no money when it's like, no, you did have money. just we accidentally spent it. So now we got to make up for it later because we didn't put these rules of the game into play.   Kristy, you might have a simpler way to do that. What are your thoughts around that?   DAT Kristy (12:49) No, I agree with you 100%. Otherwise, what I find is, you know, business owners, doctors, they just come up with this arbitrary number that they want to hit. But again, just because we're producing something doesn't mean we're profitable. And so they go together, but we have to understand the difference.   The Dental A Team (13:12) I agree. And I love that you said that because production feeds the ego and profit feeds the family. And so it does not matter what you're producing. And I agree with Kristy. It's like, I want to produce a hundred grand. I want to produce 200 grand. Well, high five. Let's help you do that. But on the flip side, let's make sure your expenses are there. And there's another practice I'm thinking of right now where they're like, we have no money. And I'm like, all right, if we have no money, truly it's let's do the checklist. Number one. Like, do you see me even scratch my head? I'm like, if you're not watching the video,   Just know when I hear people say, don't have money. I'm like, all right, it's either a production issue or a spending issue. It's one of the two. So just know those are the only two levers for when you're saying, I don't have money. It's either actually there's a third. There's technically a third. And that is a collection issue too, because we're either not producing enough. And if we are producing enough, we might not be collecting enough. And if we're doing both of those two things, then it's a spending issue. So let's break it down to this office autopsy. Kristy, let's go for a practice that is producing enough.   they don't have money, how did you fix or how did you find out that this practice had a collections issue?   DAT Kristy (14:14) Yeah, well number one we would look at.   How much was their net production and how much are they currently collecting? My minimum benchmark is always to be at 98 % or higher. Obviously, if we can get reservation fees to pre-collect on things, we may see that up a little bit higher. But if they're not at that 98%, what can we do to get them there? What's getting in the way? Is it patient? Is it insurance? Are we not submitting clean claims and getting them back in a timely fashion?   The Dental A Team (14:26) Agreed.   DAT Kristy (14:47) ⁓ But definitely that would be the first place to look.   The Dental A Team (14:51) Yeah. And so Kristy just said the benchmark. If you're not at 98 % collections, then there's a problem. Second piece is look at your AR and if you have more than one month's worth of production in your AR, we also know it's a collection problem. So when we diagnose on this practice, I remember we talked to a doctor and they're like, Kiera, I have no money. Kristy, I have no money. And I remember we're like, so actually you do have money. Believe it or not, the money is there. It's just sitting in uncollected amounts. So Kristy, you even went with another office and like they didn't have money and you just straight up called.   You like went with the office manager and you guys just picked up the phone and started calling on balances to get the money. And I really want doctors to know, and Kristy, I think this is the infuriating part as a consultant where I'm like, no, like you're producing well, you just have to collect the money that you're producing and don't like, don't even feel bad about it. So what do you do for teams that don't want to collect, that have these big ARs? Like what are a few simple steps? Like if that's my practice, I'm-   Hi, Kristy. I'm the doctor today. My team, this does not want to collect money and I feel like I can't pay any bills. What do you do in that scenario as a consultant, Kristy?   DAT Kristy (15:53) Yeah, well, I think we have to dig deeper into their own, like the team members own biases and what's getting in the way and get them comfortable to realize that we're not doing good by our practice and or patients if we're not collecting those balances. So, you know, really seeing what's the roadblock and let's work through it to overcome it because people deserve the care. Patients deserve to be healthy and   And part of that is also paying for the treatment, right? So just digging deeper, figure out what's getting in the way and helping them to overcome, create some verbiage for them to feel confident in being able to collect.   The Dental A Team (16:39) Yeah. And Kristy, I think you do an amazing job as a consultant. think this is where I love being consultants is like, you will actually help them sometimes call on accounts and help them see how easy it is. And ⁓ I also think when we're looking at AR, let's get our best bang for our buck. like, let's sort it to biggest balances and let's call on those first. Like, let's figure out different pieces. And like you said, there might be a myriad of reasons why your team members don't want to collect. don't think typically it's due to the fact that they don't want to collect. I think they're just scared. There's fear.   They're afraid of a patient being mad. They're afraid of not being able to explain the balance on the account. They might not understand why insurance is denying claims. Billing is a whole black hole, just so doctors understand, like there are a lot of nuances there. But I think on that side, if you are producing, like I remember this practice, they are producing like 150 to 200. And I was like, what do mean you don't have money? And we looked at the P &L and we're like, no, according to your P &L, you have money here. And we just realized it was a lack of collection process.   We implemented that Kristy, you helped this practice. They implement, they started collecting and now the doctor's like, wow, like two months later, I feel like I'm like happy as a clown because they literally have money now, but the money was there all along. And that's really like, I think a myth to dispel on this office autopsy is a lot of times the money is actually there. We're just not collecting. We don't have the correct processes in play to do correct insurance verification, to have better estimates, to collect in practice, to then have better ways that we are posting payments.   We don't have a process for how we're calling patients and insurance. And if you don't have that whole process dialed in, that can actually get really daunting for a practice. But Kristy, let's flip sides to the other dark side of this coin where they might not be producing enough. So like we said, it's either a production process, a collection process or a spending process. What do we do on the dark side where they're not producing enough? Like that's scary to me. So what do you do on that? I think there's like two zones here.   DAT Kristy (18:33) Yeah, absolutely. Well.   Number one, once we figure out that benchmark, typically, Kiera, we go and look at how much are they diagnosing, right? If we're looking to hit 100,000, we typically need to be diagnosing minimum three times that number ⁓ if we want to hit it, right? So where are we with diagnostics? And then where are we in case acceptance? how, if we are diagnosing that much, how much are we   actually getting patients to say yes to that treatment if you will.   The Dental A Team (19:09) Mm-hmm. And I think, Kristy, great point on that because it's twofold on this dark side of the coin of if we're not producing, are we diagnosing enough? And if we're diagnosing enough, are we closing enough? And those are two different people actually in this scenario. So doctors, have to diagnose. And if you're a doctor who's scared of diagnosing a couple tools, it's OK. I always tell doctors, it's your moral obligation to diagnose. As a patient, if you were to go in and there was someone who saw   Let's say you did a scan, I've had multiple MRI scans on my brain. Do you know how mad I would be at a doctor if they chose, because like they don't know if I can afford it, if I don't wanna hear the bad news or like whatever it is, they choose not to tell me what's on my brain or a broken bone or if I've got something in my blood work, I would be livid. And yet doctors, you're diagnosing, you're taking x-rays and if you're not telling these patients what's going on, ⁓ that's your moral obligation to do that. So if you're nervous about it, that's okay, I'm not here to tell you.   there's anything wrong with it. I just want to remind you that this is your moral obligation as a healthcare provider. So there's Pearl or Overjet of an AI solution that might be a solution for you ⁓ or just diagnosing one more thing than you normally would. If you're used to like watching, ⁓ that's okay. Maybe like just watch 75 % of it, but diagnose one of those things that you would normally watch and just notice patients don't get mad. They don't get angry. ⁓ Remember when you do get that frustration, it's just due to their expectations not being met.   So if you can even help them co-diagnose with you. So having your hygienist call out their perio numbers and let the patient know before they do it, like, hey, we're looking for the health of your gums, anything above a four, that's something that we need to watch if there's bleeding. And I'm gonna show you, so listen with me, you're gonna hear, ⁓ and then you'll be able to hear. Well, now that patient's listening actively with you of, wow, I heard like seven fours, or I heard like a six in there, now you don't have to try and teach them and say like, you've got perio.   They actually heard it and they co-diagnosed with you. You can show them x-rays of here's a healthy tooth. This is what a healthy tooth should look like. Now look at this tooth and what do you see? You guys, if there's decay in there, even the untrained eye usually can see that pretty big chunk of decay taken out of there or use intraoral photos to where that patient's co-diagnosing with you to gain the trust. And that actually makes it easier for you doctors, because then you're not teaching them. Or if you're like really nervous about it.   AI teaches them. Like it literally just puts the puts it up on there and you don't even have to hardly do anything other than just presenting it to them and educating them. So something simple there. And then if your team's not closing cases, amazing simple things like an NDT our handoff. next visit date, time, recare that can help tremendously. ⁓ having your team members track their treatment plans, having a consultant help them. Like we literally help listen to treatment plans, guide and give coaching on different ways that they can do it. So there's two ways if you're not diagnosing or producing enough.   that we can easily do that. And the next one would be a block schedule. Kristy, any other thoughts on that? Because I'm sure you've got pieces working with so many team members too.   DAT Kristy (22:06) Yeah, listening to you talk about the case acceptance, it's just hitting me that sometimes I think our fear is in telling them, but really if we take a step back and just include them in the process and figure out what are their long-term goals for their mouth and being able to speak to them in a relational way that...   The Dental A Team (22:23) Thank   DAT Kristy (22:29) really is flipping it to what is their goals and getting them what they want. I think that takes the pressure off of us telling the patient, right? And so, ⁓ truly, I think when we master this, it's a beautiful thing and you get patients to stick for very long time because they feel heard, right? And they still are in control of their care. So.   The Dental A Team (22:53) Totally, I agree with you, Kristy, and I love that you talked about like, they're part of the solution with you. And I agree, like, I can't as a treatment coordinator want this more than they do. It really has to be something that they're a part of. ⁓ And also just helping your team see, similar to doctors, when we're watching so many things, team members can accidentally be saying one or two words that's guiding a patient the wrong direction. We might be highlighting insurance more than we're highlighting total treatment. We might be putting emphasis on like your max on insurance or   Like we could just start with one thing because we're afraid of presenting total dollar amounts. All of those things are normal. That's like very normal. Your team's not struggling, team members listening. You're not doing anything wrong. Just highlighting that there are different ways that you can present it. And I call it like the sequence. So think about when you're back in high school and you had your locker combination. If your combination code was 321, you could put in the number 213 and your lock wouldn't open. You could also do 123 and it wouldn't open. You could also do 32...   three and it won't open. You can have the exact same numbers and just do them in the wrong combination and it won't open versus if we have the right pieces in the right combination, we actually get more case acceptance. So just realizing like what are my tools that I'm using? Am I putting them in the right sequence? Am I using the tools like insurance is a tool? It's a coupon. So let's maximize that, but it's not going to guide my treatment. Let's maximize getting full case acceptance. Let's maximize like Kristy said, knowing their ultimate goals and tying my treatment back to those ultimate goals.   just using the tools in the right sequence can also help with that case acceptance. Now, if you are a practice that's not diagnosing enough, I think that this becomes like a little bit of an ego check and I'm sorry to be the ego check day today, but it might be something where if we're not diagnosing enough and we are collecting and we're not producing enough, it might be time for us to look to see about cutting costs. And this is something where I don't love to have this conversation. However, bottom line is the practice has to thrive.   Otherwise we all will fail. And doctors like you won't be able to help your team. You won't be able to help patients. And ultimately your livelihood is on the line too. Nobody is happy in this scenario. So when an office is like, don't have money, great. We've looked to see, you diagnosing? We've looked to see, are we collecting? We've looked to see our case acceptance. Like let's check all the boxes. Flip side is what are we spending money on? Immediately I'm gonna go to anything that you no longer need in the practice. So I know we might have been in the glory days.   doing all these ITero scans. Well, guess what? Glory days are gone. We're no longer there. And I hate to be Debbie Downer, but the reality is we need to sell that. We need to get out of that contract. Anything we are not using in the practice, we need to cut those debts off of us. And this is just a yucky moment. And I'm sorry, but you've got to do it. And as a business owner, this is your job as a CEO is to watch the profitability of the business. Like you have to, and you have to make those hard cuts. And I will tell you, you do it one time. You're a lot more cautious on things you'll purchase in the future.   So we start cutting costs of things that are not paying for themselves. So if we've got extra equipment in the practice, if we've got other things that we can sell. Also, team members, we might have bulked. I've done this as a CEO, so I'm just gonna tell you, like, it was a really, really, really bad day when I realized I over-bulked anticipating something to happen in the practice, and I actually had to scale back and cut. That does not feel good, and it's something that we want to avoid. However, if we have ultimate, like, more team members than are necessary, or we could outsource to things,   I'm not here to say, determinate team members. Like we said, like we went through all the different scenarios, everything we possibly could do. But the reality is you may have bulked too much in a practice and you need to scale back and cut. And that's just a zone where you walk the walk of shame and you commit you're never going to do it again. But ultimately you have to get yourself to a profitable zone. You've got to look at your own spending. A doctor was like really struggling on spending and they had multiple credit cards. Consolidate those credit cards down to where you only have one. We pay it off every single time.   We look to see what other things we like work out deals with the lab or different people. ⁓ But you've got to be realistic. You might have to get a line of credit to get yourself out of it. You might have to take equity out of your home or your practice. Those are things I hate doing, but I also feel sometimes the pain of discipline is better than the pain of regret. And I would rather go through the pain of discipline and learning to like cut my costs and watch my costs and not hire. Like I might extra hire.   a hygienist. I might extra hire a treatment coordinator. Those are two players on my team that will actually generate revenue for me. And not to say assistants don't because assistants can, but I could get by with a Mr. Thurshy. Now, dentists, I know I'm going to get a lot of flak for that. The reality is you can do that for a short amount of time. And I just want to highlight like it's inconvenient, but it's also inconvenient not to have money to pay your bills. So like choose our heart on this. But this is a zone where like I heard a doctor and they were struggling and they   They spent like 10 grand on something unnecessary. And I'm like, that's a spending issue. That's a you issue. That's not a practice issue. And it's not a diagnosis issue. If you cannot produce what you have for your costs, it's like the person has to accept the fact that they bought too big of a house. Like you've got to scale down. You got to size down. And as much as that's an ego blow, that's also smart business ownership. So Kristy, that's my like soapbox. So doctors, like we said, it's first, let's make sure we're producing. Like, let's figure out our amount. have to, then we're going to check our production. Then we're going to check our collections.   Then we're going to check our diagnosis. We're going to check our case acceptance. We're going to check our block scheduling. Then we're going to go into any unnecessary costs that are on our PNL. ⁓ Look to see, there anything we could do to reduce costs? And then it's going to be, we've got to cut. And like, you've got to make that decision before you go under. ⁓ You owe that to your patients. You owe that to yourself and you owe that to your team. And it's a sad, crummy day, but it's part of business. Kristy, what are your thoughts?   DAT Kristy (28:27) Yeah, I think you nailed it. The only area we didn't uncover was you usually do have some unscheduled treatment that you may be able to tap into. And I would definitely explore that resource. But you nailed it, Kiera. I mean, you hit all of the boxes for sure.   The Dental A Team (28:46) So those are kind of like looking at a practice that says, I don't have cash. These are some of the ways to diagnose that we do within practices. And notice the very last thing that we went to was cutting. That's not our mission. That's not our process. And we're never going to tell you to cut somebody. That's going to be ultimately your decision. We're just going to remind you that as a CEO, that's part of your job. And I remember going through COVID, had a coach and she said, Kiera, you've got to have a list. You've got to have a list in your mind of like when things get tight, if they get there.   What are you going to do to make sure your business thrives and survives? And that has stuck with me when I realized like, that's why I'm paid a CEO salary. That's why I'm paid to make these hard decisions. That's why I ⁓ signed up to be a business owner. Like that's the hard side of success. Success has two parts of that coin too. There's the light side and the amazing side. And then there's the dark side that a lot of people don't talk about. So if you're looking at your practice and you're saying, I don't have cash, go through the checklist, Kristy and I just gave you. ⁓   And sometimes it does help to have a buddy in it with you, a consultant, somebody who's in it with you. Like Kristy, I think about the night that you picked up the phone with that office manager and you guys started calling, you called on accounts with them. I think sometimes not feeling alone in the process. think somebody pushing your team, because you're like, I don't know how to say this to my team. ⁓ Someone who can help guide them, someone who can help look at your diagnosis and help you diagnose maybe one more thing, ⁓ really can be an asset. And I call Kristy our money bloodhound.   If I have a practice on cashflow row, I'm like, all right, Kristy, I don't what you're gonna do, but girl, go to work and go start looking. And I think having an outside set of eyes, it's not sitting in there floundering with you, but can have a cool, calm, collected head, sometimes can be the most beneficial. So if you're struggling, reach out, we're here to help you. And it comes with no judgment. Kristy, don't think I've ever once heard you judge a single practice. You come with love, you come with open arms, and you come with solutions quickly.   to make sure they get there. So Kristy, any last thoughts you have for these practices who might be struggling, who are hearing this office autopsy being like, my gosh, that's been me, or my gosh, I feel like I'm headed that way. Any other thoughts you might have for them?   DAT Kristy (30:43) ⁓ Just again that you're not in it alone and having us to help ⁓ guide mentor and just make sure you have you know daily weekly monthly Systems in place and balance, you know a checklist balance. We got ya we can help   The Dental A Team (31:00) We do. do. Well, Kristy,   thanks for being on the office autopsy with me. Thanks for just loving our clients so much and helping them. I think that client who two years after you started helping say to us, I like have never been this free or like, my gosh, like this is what ownership should feel like. I think those are the wins that we live for as consultants of hearing you thrive, hearing your successes, hearing you have your dream life and not being so stressed, ⁓ even in possible situations that are stressful. So Kristy, thanks for being that consultant with us.   DAT Kristy (31:30) It's a pleasure. Thanks.   The Dental A Team (31:32) Of course, for all of you listening, don't be on cashflow row. Don't be struggling about these things. If you are part of any of the scenario, if you're like, my gosh, any of those things resonated, reach out. Hello@TheDentalATeam.com. Go to our website, click on TheDentalATeam.com book a call. Like truly it's a no judgment, just clarity, just momentum. Even if we can't help you, we've got resources. Even if you're not quite the right fit, that's okay. Like we will be there to support you. ⁓ but I think it takes courage to book the call. It takes courage to admit you need help. but there's so much freedom.   to know that you're not alone, that you're not having to do this alone and that there's somebody who truly can help you get out of the scenario and that's been there, done that and done it successfully many times. So reach out and as always, thanks for listening. I'll catch you next time on The Dental A Team Podcast.

Max Trescott talks with Ken Solosky, the NYPD's Chief Pilot on 9/11, about his experiences managing helicopter operations on one of the most catastrophic days in American history. Though Ken wasn't flying at the moment of the attacks, he was on the ground coordinating the NYPD's aviation response. He recounts how what began as a seemingly routine aircraft accident quickly escalated into a full-blown national emergency. The aviation unit scrambled a standard rescue package—Bell 412s with divers and crew chiefs, and patrol helicopters—only to face total communication breakdowns. Cell service and landlines failed, radio channels were overloaded, and misinformation, including reports of enemy fighter jets, created unprecedented confusion. Ken recalls the surreal moment of watching the second plane hit the South Tower live on TV and initially being unable to process the reality. He explains why rooftop rescues weren't feasible—smoke obscured visibility, doors were locked or inaccessible, and the risk of engine flameout in the intense heat made the mission too dangerous. Still, he and his team documented the scene extensively and continued daily aerial photography for nearly a year afterward. Ken describes how foreign and domestic aviation units offered immediate support, with helicopters arriving from other cities—even LAPD offering to send their fleet. Yet due to lack of coordination, many of these aircraft were unknown to NYPD at the time and went unused in the response. He speaks candidly about the emotional toll, having lost 10 close friends among the 23 NYPD officers killed, and how that pain continues with the rise in 9/11-related cancer deaths among first responders. Post-9/11, Ken was instrumental in implementing a “96-hour standalone” plan for the NYPD, designed to maintain operations without headquarters support. Staffing schedules were restructured to ensure long-term response capacity. He shares how the aviation unit has evolved over the years—growing from six helicopters to a modern fleet including Bell 429s, a Bell 407 trainer, and a fixed-wing Caravan used for radiation scanning of incoming ships to New York Harbor. Ken also offers a detailed look at what a typical day is like for an NYPD pilot—flying patrol missions, conducting surveillance, responding to foot and vehicle pursuits, and supporting SWAT teams. He explains how the aircraft are equipped with cutting-edge tools like high-def thermal imagers, tactical radios, moving maps, and address-targeting cameras that can zoom in on a license plate from miles away. These tools enable precise coordination with ground teams and real-time intelligence, greatly improving safety and effectiveness. The conversation also delves into pilot recruitment and training, safety management system (SMS) implementation, and Ken's personal advice for those interested in joining a law enforcement aviation unit. He emphasizes that character and work ethic matter just as much as flight hours. In lighter moments, Ken shares stories of flying Barbara Bush to West Point when Marine One had mechanical issues, and being told by Yankees legend Derek Jeter that flying for the NYPD was cooler than being the Yankees' shortstop. He also describes dramatic rescues, like locating a man stranded on a sandbar after his friend swam off—and later finding that friend safe on another island. Ken currently flies both a Bell 407 and an Augusta 109 for corporate clients and continues to teach and speak for the FAA and EAA. His legacy and continued contribution to aviation safety and training are evident throughout the episode. The interview is both a sobering reflection on 9/11 and a celebration of how aviation supports public safety in today's complex world. If you're getting value from this show, please support the show via PayPal, Venmo, Zelle or Patreon. Support the Show by buying a Lightspeed ANR Headsets Max has been using only Lightspeed headsets for nearly 25 years! I love their tradeup program that let's you trade in an older Lightspeed headset for a newer model. Start with one of the links below, and Lightspeed will pay a referral fee to support Aviation News Talk. Lightspeed Delta Zulu Headset $1299 NEW – Lightspeed Zulu 4 Headset $1099 Lightspeed Zulu 3 Headset $949Lightspeed Sierra Headset $749 My Review on the Lightspeed Delta Zulu Send us your feedback or comments via email If you have a question you'd like answered on the show, let listeners hear you ask the question, by recording your listener question using your phone. 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Get the Free Aviation News Talk app for iOS or Android. Check out Max's Online Courses: G1000 VFR, G1000 IFR, and Flying WAAS & GPS Approaches. Find them all at: https://www.pilotlearning.com/ Social Media Like Aviation News Talk podcast on Facebook Follow Max on Instagram Follow Max on Twitter Listen to all Aviation News Talk podcasts on YouTube or YouTube Premium "Go Around" song used by permission of Ken Dravis; you can buy his music at kendravis.com If you purchase a product through a link on our site, we may receive compensation.