Podcasts about Staffing

Staffing entrepreneur Bill Kasko joins me to unpack what it actually takes to survive—and adapt—through decades of economic shocks, technology shifts, and human volatility.Most business stories compress time and smooth the edges. This one doesn't. Bill and I walk through his 21-year journey building Frontline Source Group across recessions, oil crashes, collapsing hiring markets, pandemic shutdowns, and now AI-driven disruption. From the early days of gratitude-driven work to the bitterness of 2008, from physical offices and gas-price friction to video interviews and remote work, this episode traces how survival depends less on foresight—and more on the ability to pivot without losing your core.We talk about why “vision” is overrated without execution, how every crisis quietly trains you for the next one, and why technological change today moves in minutes—not years. Bill shares hard-earned lessons on empathy, honesty, and when to say no, even when it costs money. The thread running through it all: businesses don't fail because things change—they fail because leaders refuse to adapt fast enough.This isn't a growth story. It's a durability story.TL;DR* You only truly “start over” once—experience compounds even after failure* Gratitude fades; resilience must replace validation* Technology shifts now happen in minutes, not years* Vision is easy—execution from where you are is the real work* Low adaptability, not bad luck, kills businesses* Remote work, automation, and AI reward speed—not certainty* Empathy scales better than ego in volatile systemsMemorable Lines* “Vision is easy—getting from here to there is what nobody talks about.”* “Every crisis trains you for the next one, whether you want it to or not.”* “Technology didn't kill businesses—refusal to adapt did.”* “You don't start over empty-handed; you start over with scar tissue.”* “AI can answer questions—but it can't replace empathy.”GuestBill Kasko — Founder & CEO, Frontline Source Group Staffing and executive search entrepreneur with over two decades navigating recessions, workforce revolutions, and technological disruption.Why This MattersThe modern business environment doesn't offer long plateaus—it delivers repeated shocks. Recessions, pandemics, automation, and shifting labor power structures are no longer anomalies; they're the operating system.For founders, operators, and executives rebuilding after disruption, this episode reframes survival not as toughness—but as adaptability with integrity. The future doesn't belong to the most confident leaders. It belongs to those who can absorb impact, adjust quickly, and keep the human core intact while everything else changes.Reinvention isn't optional anymore. It's the job. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.dougutberg.com

Pink Sheet Executive Editor Derrick Gingery, Senior Editor Sue Sutter, Managing Editor Bridget Silverman and Editor-in-Chief Nielsen Hobbs consider the US Food and Drug Administration's average speed of a novel drug application review in 2025 (:34), including the loss of so-called “fast approvals” (5:33) and how reviewers managed to ignore the distractions caused by the changes (7:35). They also consider whether the layoffs and other departures will impact the review system in 2026 (11:16). More On These Topics From The Pink Sheet Average Metrics In A Turbulent Year: US FDA's 2025 Median Review Times Match PDUFA Goals: https://insights.citeline.com/pink-sheet/pink-sheet-perspectives/average-metrics-in-a-turbulent-year-us-fdas-2025-median-review-times-match-pdufa-goals-FOEPKT27UFAHPDS36HKJFOHOQE/ It's About Time: US FDA's Review Speed For Novel Approvals In 2025: https://insights.citeline.com/pink-sheet/pink-sheet-perspectives/its-about-time-us-fdas-review-speed-for-novel-approvals-in-2025-6LMDCANRRZGWTIDSRKFVXCJRPY/ US FDA's 2025 Staffing Turmoil Will Create 2026 Application Review Challenges: https://insights.citeline.com/pink-sheet/agency-leadership/us-fda/us-fdas-2025-staffing-turmoil-will-create-2026-application-review-challenges-AJIE7WRQ2ZFS7IOR5PA3OWFE2M/

En este episodio hablamos de cómo planear el crecimiento de tu empresa para evitar uno de los errores más comunes y costosos: el over staffing, es decir, contratar personal de más sin una estrategia clara. Un problema que afecta la rentabilidad, el flujo y la salud del negocio. Descubrirás cómo crecer con orden, alineando estructura, procesos y finanzas, para que tu empresa se expanda de forma sostenible, sin cargarla de costos innecesarios ni perder el control. Agenda ahora mismo y toma acción inmediata en el crecimiento de tu empresa! Esta evaluación te hará saber si eres candidato para nuestra membresía, la cual te ayudara a implementar todas nuestras herramientas probadas en tiempo record de la mano de un coach certificado.   Si tienes más de 10 colaboradores en tu empresa...¡Aprovecha esta extraordinaria oportunidad! AGENDA AQUÍ   Descarga GRATIS en nuestra página web el libro "Estimado Emprendedor", una guía empresarial y espiritual / alta consciencia para lograr ser un emprendedor dueño de pequeña y mediana empresa exitoso y pleno: https://helpimentoring.com/ Si te está gustando el podcast te pido tu apoyo para suscribirte y dejar un buen review de (5 estrellitas), servirían mucho para que más emprendedores dueños de pequeñas/medianas empresas como tú puedan tener acceso.   Sígueme en redes sociales para que me hagas tus comentarios sobre los episodios ¿qué te gustó?, ¿qué no te gustó?, ¿qué te llamó la atención?, para seguir ayudándote y seguir mejorando el podcast.   INSTAGRAM: https://www.instagram.com/helpimentoring.com FACEBOOK: https://www.facebook.com/helpimentoring    Aprovecha toda la ayuda que podemos darte en helpi Mentoring: 1. Con nuestros Master Class virtuales gratis. Por este medio y en Facebook podrás enterarte de los temas, días y horas. Hacemos 4 Master Class al mes. 2. Con nuestros Facebook Live gratis de Lunes a Jueves. https://www.facebook.com/helpimentoring 3. Con nuestro blog que publicamos en nuestra página de Internet: https://helpimentoring.com/blog/    En todos los formatos mencionados anteriormente compartimos herramientas exclusivas de nuestro programa que incluye muchas de las mejores herramientas y metodologías especializadas en pequeñas/medianas empresas a nivel mundial como EMyth (de Michael E. Gerber), Pumpkin Plan (de Mike Michalowicz), Profit First de Mike Michalowicz), Duct Tape Marketing (de Jhon Hantsch), etc. de diferentes áreas (operaciones, finanzas, Capital Humano, Marketing, Ventas, etc.).   Mantente positivo y busca ayuda.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Shelby Williams.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Shelby Williams.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Shelby Williams.

Host Dr. Jay Sridhar is joined by Drs. Naomi Gutkind and Ekjyot (Joey) Gill to discuss staffing ophthalmology residents in surgical training. The early-career faculty share insights on tailoring instruction to resident skill level, delivering feedback at the right moment, and handling complications with empathy.  For all episodes or to claim CME credit for selected episodes, visit www.aao.org/podcasts.

AAPL President Kyle Reynolds sheds light on the landman compensation crisis that's threatening the industry's future. While attorney salaries jumped 76% since 2000, field landmen still earn the same $400-500 day rates they have for the past 25 years. That puts them below the living wage in most markets. Reynolds shares AAPL's strategic plan to address the talent shortage before 40-50% of field landmen retire, plus insights on recruiting across oil, gas, and renewables.What You'll LearnWhy field landman day rates haven't increased since 2000, despite doubled costsThe real numbers behind the landman talent shortage and aging workforceHow AAPL is tackling compensation conversations without price-fixingWhy field experience matters more than ever for career advancementSmart strategies for justifying higher contractor rates to operatorsTime Stamps00:42 - Episode & Guest Intro00:54 - Kyle's Journey as AAPL President02:15 - The Evolving Role of Landmen02:45 - Impact of Media and Education on Landmen04:31 - Recruitment and Training Challenges07:44 - Field vs. In-House Landmen11:37 - The Importance of Mentorship17:51 - Economic Realities and Compensation26:46 - The Future of Landmen and Technology35:11 - Understanding Brokerage Fees and Costs36:10 - The Importance of Skilled Labor in Drilling Projects37:54 - The Value of Investing in Quality Landmen38:49 - Challenges and Strategies in Land Management47:18 - The Debate on Licensing for Landmen51:35 - Innovative Approaches to Land ManagementSnippets from the Episode"Field landman day rates have been pretty stagnant, $400 to $500 a day in 2000, and that's still what they're making today. In 2000, a field landman made more than the average attorney. Fast forward 25 years, attorneys are up 50-something percent versus five." - Kyle Reynolds"If you just look at inflation, $400 in 2000 is $770 today. You took what was a really high-paying job and now you're scraping." - Kyle Reynolds"Texas is the only place that our field landmen are making money above the living wage standard. You could make more money working at Buc-ee's than doing this work on an hourly basis." - Kyle Reynolds"The forward face of your company is not your VP of land, it's the landman who actually took the lease and said, 'We're going to take care of you, Mr. Jones.'" - Kyle Reynolds"About 40-50% of our members are nearing retirement age. Most of those are the ones out in the field, brokers, independent landmen. That's where there really is this age gap." - Kyle ReynoldsKey TakeawaysField landmen earn below living wage in most US marketsDay rates flat since 2000 while attorney pay increased 76%40-50% of field landmen approaching retirement creates talent crisisCOPAS billing rates up 350% while landman rates stayed flatField experience essential for in-house career advancementTechnology requires mentorship can't replace human expertiseQuality contractors justify premium rates through measurable resultsHelp 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 ⁠⁠⁠LinkedIn⁠⁠⁠Subscribe To Our Newsletter, The Land Dept. MonthlyHave Questions? ⁠⁠⁠Email us⁠⁠⁠More from Our GuestKyle Reynolds - President - American Association of Professional LandmenConnect with Kyle on LinkedinMore from Our HostsConnect with ⁠⁠⁠Brent⁠⁠⁠ on LinkedInConnect with ⁠⁠⁠Khalil⁠⁠⁠ on LinkedIn

The All Local for Tuesday, January 20th

Send us a textJanuary has a very specific way of messing with people-pleasing perfectionists.We start the year with big intentions—this will be the year we exercise, sleep, get our notes done, take better care of ourselves. And then… reality hits. Clinic runs late. Staffing falls apart. The inbox explodes.And somehow, we decide we are the problem.In this episode, I want you to hear this clearly: you are not failing. You're just missing one skill—and it's a skill you can absolutely learn.Today, we talk about the one practice that quietly changes everything: learning to delight yourself, and tolerating the discomfort that comes with not meeting everyone else's needs.We break this down in a very physician-appropriate way (yes, there's a 2×2 matrix), and we name the trap so many of us are stuck in: delighting everyone else while constantly disappointing ourselves.In this episode, we explore:Why people-pleasing perfectionists feel ambushed every JanuaryHow medical training wires us for struggle, sacrifice, and self-criticismThe hidden cost of constantly trying to undo other people's disappointmentThe 2×2 “delight vs. disappoint” matrix—and where physicians get stuckWhy delighting yourself feels like disappointing others (even when it isn't)How practicing delight expands your bandwidth, generosity, and effectivenessSimple, everyday ways to practice savoring—not scrollingWhy leaving a job or changing circumstances isn't enough without this skillThis is not about indulgence.It's not about checking out or caring less.It's about learning to take care of yourself without abandoning the people you care about—and without abandoning yourself.Your invitation this week:Choose five small sources of delight already in your life.Notice them. Savor them. Practice letting them count.That's the skill.And it changes far more than you think. Support the showTo learn more about my coaching practice and group offerings, head over to www.healthierforgood.com. I help Physicians and Allied Health Professional women to let go of toxic perfectionist and people-pleasing habits that leave them frustrated and exhausted. If you are ready to learn skills that help you set boundaries and prioritize yourself, without becoming a cynical a-hole, come work with me.Want to contact me directly?Email: megan@healthierforgood.comFollow me on Instagram!@MeganMeloMD

Amanda Moore is a freelance journalist covering the far right. We discuss her year undercover in the Alt-Right and her continued work exposing Nazis. Moore’s work has centered on far-right influencer Nick Fuentes’s misogyny and neo-Nazi rhetoric. Most recently, she’s monitoring the J6 insurrectionists and the continued appeal of those who’s convictions were commuted and […]

Pool Pros text questions hereIn this episode of Mondays Down Under on the Talking Pools podcast, host Lee, along with Shane from Pukka Pools and industry veteran Peter Legaz, delve into the intricacies of transitioning from service-based businesses to retail in the pool industry. They share personal anecdotes about their journeys, highlighting the natural progression many businesses experience as they expand their service offerings. Lee recounts her unexpected entry into the pool industry, initially starting as a mobile service provider before successfully branching into retail. The discussion emphasizes the importance of understanding customer needs, building strong supplier relationships, and managing data effectively to ensure a smooth transition and sustainable growth.The conversation also touches on the evolving landscape of the pool industry, with insights into how businesses can adapt to changing market demands. The trio discusses the significance of data management, the challenges of staffing, and the potential for growth through diversification. They encourage listeners to view the pool and spa industry as a long-term career path, filled with opportunities for professional development and innovation. Overall, the episode serves as a valuable resource for those looking to navigate the complexities of business transitions within the pool sector.Keywordspool industry, business transition, retail, service business, data management, customer needs, staffing challenges, career opportunities, pool maintenance, entrepreneurshipTakeaways"Moving from a service business to retail is a natural progression.""Data is the most valuable part of your business.""You should feel comfortable asking for the right advice.""The pool and spa industry is a long-term career, not just a short-term job.""It's important to have the right systems in place to avoid theft and mismanagement.""Building strong relationships with suppliers can help your business thrive.""Many pool builders are starting maintenance companies to capture recurring revenue.""The job of a service technician is multifaceted and often undervalued.""Good service is what customers want, not just the lowest price.""You need to sell the industry as a career to attract new talent."Sound bites"Moving from a service business to retail is a natural progression.""Data is the most valuable part of your business.""The pool and spa industry is a long-term career, not just a short-term job."Chapters00:00 Introduction to the Podcast and Guests01:02 Transitioning from Service to Retail03:28 Personal Journeys in the Pool Industry05:42 The Importance of Data Management10:49 Challenges in Staffing and Business Operations18:53 The Evolving Landscape of Pool Maintenance26:07 The Multi BufferZoneBufferZone has been created by a frustrated pool maintenance companyThe Pool Shop Coachan online store offering industry-specific business mentoring, coaching, and training programs Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the showThank you so much for listening! You can find us on social media: Facebook Instagram Tik Tok Email us: talkingpools@gmail.com

In this episode of Take the Stage, presented by Haley Marketing, Brad Bialy sits down with Noah Yosif to break down what staffing leaders must understand about today's labor market and how economic uncertainty, AI, immigration, and policy shifts are reshaping opportunity for firms willing to adapt. About the Guest Noah Yosif is Chief Economist and Head of Research at the American Staffing Association, where he leads economic and policy research supporting staffing firms nationwide. A frequent voice in major financial media, Noah helps the industry translate complex economic signals into practical insight. Key Takeaways The labor market rewards preparation, not prediction. Uncertainty exposes who truly understands their niche. Staffing's real superpower is insight, not inventory. AI changes tasks faster than it changes demand. Waiting for recovery is not a growth strategy. Timestamps [00:59] – Why orders are harder to win today [03:35] – When staffing demand still exists [06:15] – Blue-collar work's unexpected comeback [08:56] – Staffing's real competitive advantage [11:38] – Immigration's hidden labor impact [13:36] – Do we have enough workers long-term? [16:29] – The four forces shaping hiring decisions [18:25] – What lower rates mean for staffing [19:24] – Why “wait and see” is a mistake [22:33] – New revenue models changing staffing [25:54] – The smartest 2026 focus for owners [30:32] – Early signs of a staffing recovery 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 Take the Stage 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

Program notes:0:38 Childhood vaccinations nationally1:30 Across 45 states and DC2:34 Level of vaccine protection3:34 Professional societies stepping in3:51 Skilled nursing facilities 4:51 Estimated operating capacity5:51 Backups into hospitals6:51 Staffing not returned to pre-pandemic levels7:35 Prescribing patterns of CNS active meds in older adults8:36 Several classes of medication examined9:36 Last line medications9:50 Mifepristone regulation historically10:50 Consistent findings on safety11:50 FDA looking at REMS12:50 End

Vanessa Frake spent decades inside Britain's prison system - from Holloway to Wormwood Scrubs - and rose to become a prison governor. In this conversation, she describes what she says changed inside UK prisons as Islam grew, why prison authorities sometimes separate high-profile inmates like Tommy Robinson, and what it's like trying to keep order when numbers, staff, and politics collide. SPONSORS: Earn up to 4 per cent on gold, paid in gold: https://www.monetary-metals.com/heretics/  Use my code Andrew25 on MyHeritage: https://bit.ly/AndrewGoldDNA  Grab your free seat to the 2-Day AI Mastermind: https://link.outskill.com/GOLDNOV4  Start fresh at tryfum.com/products/zero-crisp-mint . Over 500,000 people have already made the switch — no nicotine, no vapor, no batteries. Just flavor, fidget, and a fresh start. Get up to 45% off Ekster with my code ANDREWGOLDHERETICS: https://partner.ekster.com/andrewgoldheretics  Plaud links! Official Website: Uk: https://bit.ly/3K7jDGm US: https://bit.ly/4a0tUie  Amazon: https://amzn.to/4hQVyAm Get an automatic 20% discount at checkout until December 1st. Cut your wireless bill to 15 bucks a month at https://mintmobile.com/heretics  We also talk about foreign national prisoners, deportation delays, staffing cuts, and why recruitment standards have fallen. Vanessa explains how prisoners manipulate officers, why female officer scandals keep hitting headlines, and how prisons handle complaints and “minefield” issues like religion, gender, and trans prisoners. Vanessa's book is The Governor. Use code ANDREWGOLD20 for 20% off your first month at Heights: http://heights.com/andrewgold Topics covered Islam in British prisons and Wormwood Scrubs Tommy Robinson and separation in prison Terrorism cases, safety, and control Foreign national prisoners and deportation backlog Staffing crisis, recruitment, and prison standards Corruption, coercion, and media narratives Rehabilitation and what the public gets wrong about prison If you enjoyed this, follow Heretics and share the episode. Join the 30k heretics on my mailing list: https://andrewgoldheretics.com  Check out my new documentary channel: https://youtube.com/@andrewgoldinvestigates  Andrew on X: https://twitter.com/andrewgold_ok   Insta: https://www.instagram.com/andrewgold_ok Heretics YouTube channel: https://www.youtube.com/@andrewgoldheretics Learn more about your ad choices. Visit megaphone.fm/adchoices

How this company is solving one of the sector's most persistent challenges: efficiently connecting preschools with high-quality, specialized talent.Paul Buckley is the Founder and Managing Owner of Ratio Staffing, a groundbreaking platform reshaping how preschools connect with substitute teachers, enrichment educators, and speech pathologists. A former preschool teacher with nearly 20 years of hands-on experience, Paul's mission is deeply personal: to help children thrive by supporting the educators who shape their early years.Before founding Ratio Staffing, Paul spent nearly a decade in biotech manufacturing leadership, where he trained global teams, revised over 300 SOPs, and earned a Six Sigma Green Belt. Today, he fuses that systems expertise with his passion for education to create a platform that offers true flexibility, transparency, and community impact.Ratio Staffing removes the predatory norms of traditional staffing agencies, allowing schools to choose their teachers and educators to negotiate fair rates. Paul's vision is simple yet powerful: better classrooms, better care, and a better future—for everyone involved.CONTACT DETAILS:Email: bookings@empathyfirm.com Business: Ratio StaffingWebsite: https://ratiostaffing.com/ Social Media:LinkedIN - https://www.linkedin.com/in/paul-buckley-ratio Instagram - https://www.linkedin.com/in/paul-buckley-ratio Remember to SUBSCRIBE so you don't miss "Information That You Can Use." Share Just Minding My Business with your family, friends, and colleagues. Engage with us by leaving a review or comment on my Google Business Page. https://g.page/r/CVKSq-IsFaY9EBM/review Your support keeps this podcast going and growing.Visit Just Minding My Business Media™ LLC at https://jmmbmediallc.com/ to learn how we can help you get more visibility on your products and services.

North Carolina Department of Public Safety Deputy Secretary William “Billy” Lassiter explains how the Division of Juvenile Justice and Delinquency Prevention serves youth through court counseling, community programs, detention centers, and youth development facilities, while addressing complex needs such as mental health and educational deficits. He details urgent challenges — roughly 40% facility vacancy rates, rising youth involvement with firearms, reliance on lapsed salary funds for staffing and safety campaigns, and the need for consistent funding to keep youth safe and on track to rejoin their communities.

In this episode, Tony Roumph, Managing Director of Argonaut Hotel in San Francisco, shares a practical look at how his team balances timeless hospitality with modern operational realities. This episode includes a case study on how AI and workflow automation reduced front desk call volume by 80 percent, freeing teams to focus on the people in front of them.Technologies Tony mentions:EHVA AIAlice by Actabl Also see: "He Gave Me the Opportunity to Fail, and That Changed Everything" - Tony Roumph, Argonaut HotelWhy Mentorship Beats Micromanagement in Hotels - Tony Roumph, Argonaut HotelBetter Together: How We Aligned Hotel Operations, Staffing & Financial Performance with Actabl - Steven Marais, Noble House Hotels & Resorts A few more resources: If you're new to Hospitality Daily, start here. You can send me a message here with questions, comments, or guest suggestions If you want to get my summary and actionable insights from each episode delivered to your inbox each day, subscribe here for free. Follow Hospitality Daily and join the conversation on YouTube, LinkedIn, and Instagram. If you want to advertise on Hospitality Daily, here are the ways we can work together. If you found this episode interesting or helpful, send it to someone on your team so you can turn the ideas into action and benefit your business and the people you serve! Music for this show is produced by Clay Bassford of Bespoke Sound: Music Identity Design for Hospitality Brands

Welcome to a special edition of The All About Nothing: Podcast Kinda Daily Show. Hosts Barrett Gruber and Bill Kimler recap a busy weekend and tackle the critical issues facing the community and the country.In this episode, the guys break down the recent political forum for South Carolina's Education Superintendent candidates and address the deepening healthcare crisis, specifically advocating for safe staffing ratios and protections for nurses.The conversation shifts to a serious look at immigration policies and ICE enforcement, questioning the current political rhetoric surrounding national protests and comparing global responses to civil unrest. From the peaceful monks' pilgrimage to the tragic consequences of limited healthcare access, Barrett and Bill navigate "the dumbest timeline" with their signature mix of insight and humor.Key Topics: #SCPolitics #EducationSuperintendent #ImmigrationPolicy #ICE #HealthcareReform #NursingStaffing #MonksPilgrimage #PublicHealth #NationalProtestsMake sure to check out the Greenwood County Democratic Party Forum between candidates Lisa Ellis and Sylvia Wright for South Carolina Superintendent of Education from January 10th, 2026.Greenwood County Democratic Party | Resolved now more than ever.Barrett Gruber | LinktreeBill Kimler | LinktreeThe All About Nothing: Podcast | LinktreeBlack White Blue in the South | Instagram, Facebook | LinktreeClick here for Episode Show Notes!As always, "The All About Nothing: Podcast" is owned and distributed by BIG Media LLC!Check out our network of fantastic podcasts!Click Here to see available advertising packages!Click Here for information on the "Fair Use Copyright Notice" for this podcast.Mentioned in this episode:BIG Media Copyright 2026BIG Media LLCZJZ Designs - St Patrick's Day ShirtsZJZ Designs

In this episode of InSights, presented by Haley Marketing, Brad Bialy sits down with Brad Smith to unpack why selling staffing services is harder than ever—and how tightly integrated sales, marketing, and AI-driven buyer enablement are becoming the real competitive advantage heading into 2026. About the Guest Brad Smith is Chief Strategy Officer at Haley Marketing, bringing more than 20 years of experience helping staffing firms turn digital marketing, technology, and strategy into predictable growth. A Certified Inbound Marketing professional, Brad is a frequent industry speaker and contributor to leading staffing publications. Key Takeaways Selling got harder—but avoidance won't fix it. Activity beats hope when markets tighten. Buyer education now happens before sales conversations. Specialization creates leverage in crowded markets. AI amplifies systems—it doesn't replace them. Timestamps [01:10] – Why sales feels harder than ever [02:35] – The real reason leaders avoid quotas [04:45] – When inbound stopped being enough [05:10] – The shocking truth about 72 touches [07:00] – Why reps quit before momentum starts [09:15] – Turning marketing into sales leverage [10:45] – How buyers decide before calling you [12:40] – What buyer enablement actually includes [15:10] – A $1.1M lesson in control and scale [18:05] – Why marketing can't fix broken sales [21:00] – Focus beats doing everything for everyone [26:20] – How AI shifts from advantage to necessity 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 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:

When a new U.S. presidential administration is inaugurated, federal agencies experience changes in leadership and staff. Nicole Nason served as administrator of the Federal Highway Administration (FHWA) at the U.S. Department of Transportation during the first Trump Administration. She understands as well as anyone the challenges of pursuing policy priorities in transportation while navigating the often choppy waters of politics in Washington, D.C. Ms. Nason joins us today to discuss her passion for public safety inspired by her father, who was a motorcycle cop in New York State; reminisce with Allan about their time together as agency leaders in Washington; and urge others to pursue a life in public service. | View the United States Government Policy and Supporting Positions (Plum Book) mentioned in the episode

Hello everyone, and welcome back to Warehouse and Operations as a Career. I'm Marty and I thought we'd get to some more questions today, another Ask Me Anything episode. We had some really good ones come in, a couple of topics I've been wanting to get to myself. Let's start off with this one from Carol, a forklift operator in the distribution industry. Carol feels there's a trend developing where managers are expecting employees to do more than they were hired to. I hear this concern fairly often. When I was a counterbalance or sit-down lift operator, in a production facility, that's what I did the whole shift. Even when I was an operator at a distribution center I typically drove for, like maybe, 80% of my day. I'd have to stop and down stack a load every once and a while or maybe partially fill a pick location or make the occasional replenishment. But I drove the lift most of the time. That was a long time ago though. I think our light-industrial workplaces, warehouses, manufacturing plants, and distribution centers are different now and for a lot of reasons. Yes, people are being asked to wear more hats. There's more cross-training. More flexibility being demanded from us. More expectations to help outside of what used to be a very narrow job description. And for some folks, that creates frustration. You hear phrases like, that's not my job, that's not what I was hired to do, and that's not in my job description. But the truth is, those days are disappearing. And I want to spend a few minutes today talking about the why, and more importantly, why that's not a bad thing when we look at it the right way. Let's just be honest with ourselves. Light-industrial operations today are different than they were just 5 years ago. Volumes change daily now. Staffing levels fluctuate. Customer and client expectations are higher than ever. Same day and next day shipping isn't a luxury anymore, it's the standard. Operations can't stop just because one person is out or one department is short. We've learned that everything is connected. Inbound affects outbound. Picking affects loading. Forklift operations affect inventory accuracy. One weak link slows the entire chain down. For those reasons and a few others is where cross training comes in. Cross training isn't about making people work harder, it's about making operations more stable and consistent. It creates flexibility. It gives leaders options. And it keeps work moving when things don't go exactly as planned, which, and since we're being honest, happens a lot in our industry. Now let's talk about that phrase, That's not my job. I understand where it comes from. For a long time, jobs were very narrowly defined. You did one task, one function, and that was it. But that model doesn't work well anymore, not in our industry anyway.  When everyone stays locked into a single box, operations become, what's a good word here, challenging I'll say. One call off, one delay, one surge in volume, or orders, or trucks, and suddenly the whole shift is behind. Employers today are looking for team players. People who understand their main role, certainly, but who are also willing to help the operation succeed when needed. Now, that doesn't mean job descriptions don't matter. They do. But they've shifted from rigid rulebooks into broader descriptions.  And that shift is an opportunity. Here's something you know I strongly believe, learning more can never be a bad thing. When you learn another role, you gain perspective. When you gain perspective, you make better decisions. And when you make better decisions, you become more valuable. Remember how many times you've heard me say how important it is to learn the position before and after ours, where that case just came from and where it's going after we've touched it! A picker who understands receiving makes fewer mistakes. A forklift operator who understands outbound stages freight better. An associate who's helped with inventory control starts paying closer attention to accuracy. Cross training builds awareness, and awareness improves safety, quality, and productivity. That benefits the company, yes, but it also benefits us employees as well. From a career standpoint, wearing more than one hat, to use a recruiters phrase, is a plus. The more skills you have, the more valuable you become, not just to your present employer, but to the industry as a whole. When someone can share with a hiring agent or recruiter, I've worked inbound, outbound, this or that type of equipment, and inventory, that gets noticed. Those are the people who get tapped for lead roles. Those are the people who stay employable when things tighten up or change. Many supervisors, managers, and operations leaders didn't get there because they stayed in one lane forever. They got there because they were willing to learn one more process, help one more department, and take on one more responsibility. That's how careers are built in this industry. Now, let's be clear here though. This doesn't mean accepting unsafe work practices, and it doesn't mean skipping training. It doesn't mean being taken advantage of in any way. Employers have a responsibility here too. Cross training should be structured. It should be safe. Expectations should be clear. No one should be thrown into a role without proper instruction or support. When done right, cross training builds confidence instead of resentment. With that being said I'll take this opportunity to remind us all to never get on a piece of powered industrial equipment without being trained and certified to operate it. And that goes for production or manufacturing machines also. For us employees, I think mindset matters. If you see cross-training as punishment, it will feel like punishment. And if you see it as opportunity, it becomes one. Asking questions. Being curious. Showing interest in how the operation works as a whole, those things send a powerful message. They say I care about my job. I care about my team. I care about my future. I promise you that attitude gets noticed every single time. Our light-industrial world rewards adaptability. The people who keep learning stay relevant longer. The ones who refuse to grow often struggle when processes change or roles disappear. Wearing more than one hat prepares you for what's next, whether that's a lead position, a specialized role, or simply long-term job security. It builds confidence. It builds competence. And it builds careers. Next up is a question from, well, they didn't include their name, but the question was, how could I get or ask for a raise. Well, that's a fair question. And a little complicated question, especially in our light industrial, warehouse, and distribution environments. Ok, lets look at how pay works, what managers are actually looking for, and how you can put yourself in the best position when opportunities come up. First, we need to understand the business side. In most light industrial operations, wages are set by position. General labor could pay a certain range, Forklift operators will have a range, Inventory control, leads, supervisors, etc, all of our roles are budgeted for well in advance. Companies don't usually have the flexibility to give raises on the spot. Pay increases are planned during budget cycles, performance reviews, promotions, or when new responsibilities are added. Now that doesn't mean raises don't happen. It means they are earned, planned for, and justified. So instead of thinking, How do I ask for more money? I'd ask, how do I make myself worth more to the operation? How can I make my manager notice me? It’s important to know that managers notice patterns, not promises. The associates who get raises and promotions aren't usually the loudest. They're the most consistent. Here's what always got my attention. First was attendance. And we talk about this all the time. Showing up on time, every shift, matters more than almost anything else. In a productivity driven environment, reliability is everything. When a manager knows they can count on you, you're already ahead. Second is attitude. Of course this doesn't mean every day has to be perfect. But staying professional, avoiding constant negativity, and being that solution focused team member makes a difference. Positive employees strengthen teams, and managers notice that. Third, and here's that statement again, a willingness to learn and cross train. Again, Cross training is huge. Like we mentioned earlier, when you raise your hand to learn another role, another department, or another piece of equipment, you increase your value. You also make scheduling easier for your management team and that matters. And, Fourth would be ownership. Take responsibility for your work. Follow safety rules. Follow procedures. If you make a mistake, own it and fix it. That level of maturity builds trust and will get us noticed as well. Now lets talk about how to have that conversation.  Walking into an office and saying, I need a raise, usually doesn't get us very far. A better approach would sound something like this. I understand pay is based on positions and budgets. I enjoy working here and I want to grow. What do you need to see from me to be considered for a raise or promotion when the opportunity comes up? That shows professional maturity, it shows respect for the business. And something like that opens a productive conversation. Now you've turned a raise request into a development and growth plan. In our industry, raises often come through movement. General labor to equipment operator. Pallet runner to selector, receiver to inventory control, fork driver to lead. Lead to supervisor. Etc. Those steps may come with structured pay increases. But you don't get there by waiting, you get there by preparing and planning. I've experience that Managers promote people who are already doing parts of the next job. Oh, and I want to mention that some positions, especially in distribution may have something like productivity pay or activity based pay, like a high productivity order selection environment, maybe even a tiered pay structure based on CPH or PPH. Where we're paid based on what we do individually. I want us to remember though that a raise isn't just about today's paycheck. It's about your future. The associates who consistently show up, stay engaged, and keep learning are the ones managers think of when new roles open up. Those opportunities usually start with something like hey, we've got something coming up, and we thought of you. That doesn't happen by accident. So if you're asking how to get a raise, here's the honest answer, I know it's not a simple answer but we need to be reliable, be positive, be willing to learn, be ready for more before you ask for more. That's how raises and careers are built in the light industrial world. Well, I got to talking too much and ran out of time! I hope you got the answers you wanted. I know all that seems simple, and did you notice how and that we, ourselves, in this industry anyway, can control more of our direction and path than what we may have thought we could. If you enjoyed todays episode please share it with a friend or coworker. I appreciate you stopping in each week, and please feel free to check in on our Facebook using @whseops and our Instagram waocpodcast. And as always keep those questions coming in. Have a great, productive, positive, and safe week out there.

In our first episode of 2026,  Lauren and Rob welcome Myla Ramos, CEO of Search Pros and an SIA Global 150 Woman in Staffing.Myla shares her incredible journey of building a successful staffing & recruiting business from scratch.  She highlights the importance of technology, culture, and resilience in business, while also emphasizing the human touch in the age of AI. Myla also shares her favorite prospecting story which included a can of SPAM and how her company turned SPAM into a business philosophy.  (Start, Persevere, Adapt, Measure)This episode is a must-listen for anyone looking to build a resilient and innovative team.Please remember to rate, review and share the episode wherever you tune in.And thank you to our sponsor, Leap Advisory Partners.

In this episode of the Federal Help Center Podcast, Eric Coffie breaks down why technically correct proposals still lose when they ignore mission context and agency culture. He explains how over-engineering proposals, relying on generic buzzwords, or treating mission-driven environments like standard corporate facilities can quietly disqualify otherwise strong bids. Using real examples, Eric shows how understanding dignity, sequencing, staffing continuity, and unspoken expectations—especially around high-visibility moments like Memorial Day—creates powerful differentiators that evaluators notice immediately. Key Takeaways Generic language kills differentiation: Buzzwords signal a lack of real mission understanding. Mission context matters as much as compliance: Agencies want to see why the work matters, not just that you'll do it. Small details win contracts: Staffing continuity, cultural awareness, and timing often separate winners from everyone else. If you want to learn more about the community and to join the webinars go to: https://federalhelpcenter.com/  Website: https://govcongiants.org/  Connect with Encore Funding: https://www.encore-funding.com/ 

*Staffing shortages are a challenge for the Farm Service Agency.   *The Livestock Marketing Association is working to secure more flexibility for livestock haulers.  *With current cattle prices, it's very important to make sure every cow has a calf.  *Could Congress finally approve year-round E15 gasoline?  *We do not produce enough lamb meat in the U.S. to keep up with the demand for it.  *Shivers is an equine disease common in larger horses. 

This episode made one thing clear: top agencies don't scale solo. This episode breaks down the WHO you need to scale in 2026. Once you have the right people in place, the fastest way to lose momentum is trying to build training from scratch. Let us help. 

About 65% of small businesses fail by Year 10, so very few gym owners get to see what works across two decades of ownership.But Bill and Staci Russell have endured to achieve something rare: Their gym, CrossFit Cleveland, has been their sole source of income for nearly 20 years.In this episode, Bill shares hard-earned lessons learned from surviving multiple economic cycles, overcoming staff challenges, adjusting to market shifts and making personal pivots in the fitness industry.Bill and Two-Brain founder Chris Cooper—another two-decade gym owner—review practical lessons younger gym owners often miss, including:- Demand must be present before you commit to a facility.- Your first target market is often wrong.- Staffing mistakes compound over time.- Culture problems can be prevented before they appear.- Surviving is not succeeding.- Smart, ethical exits and transitions are possible.Whether you're early in ownership or deep into it, insight from these two long-serving entrepreneurs can help you make better decisions that will set you up for years of profitability, success and happiness.LinksGym Owners UnitedBook a Call5:55 - Proof of concept12:41 - Knowing your target market22:24 - Hire slow, fire fast37:55 - New gym owner mistakes43:25 - The secret to 20 years

Thanks to our Partner, NAPA Autotech Training and Pico TechnologyWatch Full Video EpisodeEpisode summaryMatt Fanslow pulls a lesson from an unexpected place: a Parkway Drive studio story involving Killswitch Engage's Adam D. The band tried to force a new sound—clean vocals mixed with screams—and it just wasn't working. The fix? Stop trying to be a different band and lean into what already fits.Matt ties that directly into shop life: not every shop needs to work on every vehicle type or take every job, and not every person needs to be great at every kind of work. Whether it's building around strong mechanical specialists, strong technical specialists, or choosing a narrower service lane, specializing on purpose can be the difference between surviving and thriving.What you'll hear in this episodeWhy the “do everything” mindset can quietly punish shops (and people)A real example of pivoting back to core strengths (and winning bigger because of it)The difference between mechanical specialists and technical specialists—and why both are hard to findWhy “I can buy the tools” doesn't automatically equal “we can do the work well”Checking ego at the door: success doesn't require being everything to everyoneA nod to “reverse benchmarking”: build your identity around what others don't do wellKey takeaways (shop + career)Specialization isn't weakness. It can be the most rational way to deliver consistent quality.Tools and information don't replace capability. They support it—if the people and processes are there.Staffing reality matters. If you don't have the right mechanical specialist or technical specialist, forcing the work in-house can be painful.You can evolve later. Being “not that shop” today doesn't mean “never”—it can mean “not yet.”Identity beats imitation. Trying to match someone else's “genre” can pull you away from what you're actually great at.Bands / people / references mentionedParkway Drive (story + recommendation)Killswitch Engage (Matt's favorite band)Adam D (KSE) and his influence in the studio momentHoward Jones / Jesse Leach (KSE vocalist history)Slipknot (clean vs scream evolution reference)Tour mentions: Summer of Loud (as described), plus bands like The Devil Wears Prada, I Prevail, Beartooth (as mentioned)Sports analogy: Tampa Bay Buccaneers run-heavy approach (and leaning into...

Dec. 29, 2025: Guest host Bruce Claggett in for Jas Johal Staffing challenges cause overnight ER closures in Mission (0:00) Guest: Ian Tait, Communications Director with the Ambulance Paramedics of B.C. Whitecaps reach settlement in class action suit over Messi no-show (7:33) Guest: Squire Barnes, Global B.C. Sports Director and Anchor What can B.C. do to prevent further E.R closures from happening? (15:31) Guest: Trevor Halford, Surrey-White Rock MLA and interim leader of the B.C. Conservatives Is the B.C government doing enough to protect private property rights? (23:58) Guest: Brad West, Mayor of Port Coquitlam U.S. border photographs Canadian travellers: will cross border trips become more difficult? (34:44) Guest: Richard Kurland, Immigration lawyer and policy analyst Learn more about your ad choices. Visit megaphone.fm/adchoices

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Send us a textThank you, Sabina Nawaz, for helping me find today's guest to finish up Season 6 on the Quarterback DadCast!So, what if the best leadership training happens at your dinner table? We sit down with Dane Groeneveld—dad of four, CEO of LEAD3R, and host of The Future of Teamwork—to explore how raising kids, facing anxiety head‑on, and choosing curiosity over control can transform both families and companies. From eight schools across Australian mining towns to a newborn and teens under one roof, Dane shares the practices that keep his home grounded and his teams energized.We dig into the messy middle: choosing therapy when a high‑achieving teen hits an anxious wall, stepping away from rugby to protect mental health, and having brave conversations about consent and sex without panic or shame. You'll hear why the “car ride home” is the most dangerous coaching moment, how IFS “parts” language reduces shame and opens learning, and why stoic patience beats heat‑of‑the‑moment reactions. Expect tangible tools: the “I love watching you play” reset, TED questions that unlock specifics, and permission‑based coaching that turns advice into collaboration.On the work front, Dane goes on offense against the myth of high performance at all costs. He lays out a model for healthy teams that still deliver results but no longer leave human wreckage behind. The three values guiding both his home and company—be human‑centered, be pioneering, and share in success—show up in simple, repeatable moves: assume positive intent, learn by building, and spread the win. We also trade stories about body language meltdowns on the golf course, 2 a.m. puppy chaos, and the quiet power of leaders who remove fear and instill confidence.If you're a parent, coach, or manager who wants stronger relationships and better outcomes without the burnout, this conversation is your playbook. Listen, share with a friend who needs a reframe on performance and parenting, and leave a quick review so more dads and leaders can find the show.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!

Did you like the episode? Send me a text and let me know!!How to Hire Remote Workers: Why 73% Fail & How to Succeed | Nearshore Staffing with Luis DEpisode DescriptionSerial entrepreneur Luis D reveals why 73% of offshore hiring fails and how his REMOTE Intelligence Framework achieves 95% success. Learn to hire Latin American talent at 60-70% cost savings, avoid AI resume fraud, and scale your startup faster. Luis built the first Latin American tech startup to get US VC funding and pioneered distributed teams in 2003—before Zoom or Slack existed.Key Takeaways✅ The 7 Offshore Team Death Traps killing remote hires ✅ REMOTE Framework: Rigorous selection, Expert onboarding, Managed support, Optimized performance ✅ How to spot AI deepfake interviews and fake identities ✅ Nearshore vs offshore: Time zone advantages ✅ "Ideas aren't unique. Execution is key" ✅ When to hire earlier than you think you can affordTime Stamps00:00 Mexican candy smuggling to tech entrepreneur 04:00 Building distributed teams before remote work existed 08:00 73% of offshore projects fail—here's why 09:00 7 Death Trap components (Talent Mirage, Cultural Chasm, Hidden Costs) 14:00 REMOTE Intelligence Framework explained 19:00 Rigorous talent vetting process 22:00 AI fraud: Deepfakes and fake accents 28:00 "Ideas aren't unique. Execution is key" 30:00 Zone of genius: Hire earlier with 70% savings 35:00 95% success rate vs 27% industry averageGuest: Luis DFounder of Near You (NIR-U) Nearshore Staffing | First Latin American tech startup with US VC funding | 14-year CEO | Remote work pioneer since 2003Company: Near You—helps $1M-$25M companies hire Latin American talent Success Rate: 95% (vs 27% industry standard) Cost Savings: 60-70% compared to US hiringResources

In this episode, salon owner and serial entrepreneur Tanya Tymus-Bellamy shares lessons from a 39 year career spanning ten salons across multiple cities. From funding and staffing to mentorship and long-term strategy, Tanya breaks down what it really takes to build a sustainable, high-end beauty business.Follow/subscribe to be the first to know when new episodes are released. Like what you hear? Leave us a review!Key Takeaways:

Where is Dave Biddle? Monaco? Dubai? The Maldives? We finish the week in his stead as Pat Murphy got up bright and early to join us. Transfer portal names to know. Staff maneuvering. College Football Playoff predictions. Compelling topics. Compelling time to be a Buckeye. Spend 5ish with us this a.m., 'Nutters! To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Dudley Land executives review their record-breaking 2025 performance, hitting a 10-year high in business activity, while addressing the critical field landman workforce shortage through strategic rate increases and aggressive hiring plans. Get the inside perspective on leadership transitions, technology development, and 2026 expansion into right-of-way acquisition.What You'll LearnHow Dudley achieved record 2025 performance across oil, gas, and renewablesWhy landman rate increases are finally happening industry-wideLeadership development strategies for scaling land management operationsTechnology solutions addressing field landman workforce challenges2026 expansion plans for right-of-way and new energy projectsTime Stamps00:00 - TLD 055 - Christmas Cocktail Hour 202500:59 - Reflecting on a Busy Year03:35 - Northeast Operations Update05:13 - Gas Prices and Gadgets12:03 - Landman Workforce Challenges21:41 - Growth & Standardization Initiatives24:33 - Exciting Developments for 202628:00 - Leadership Challenges and Reflections35:54 - Looking Ahead: Future Plans and Personal InsightsSnippets from the Episode"It's been something that has needed to happen, and we've tried to stick our neck out there a little bit just to try to tell the story and kind of tell the reality of it."- Brent Broussard on landman rate increases"We're seeing an aging workforce and the field landman is a crucial part of this business... The majority of the workforce is forties and older. So we've got to figure out a way to get those younger landmen in here."- Brandon Ward on workforce development"The biggest transition for me has been being able to let go of operations and finding my way to be not as involved in the day-to-day."- Brent Broussard on executive leadership evolutionKey TakeawaysRecord 2025 Performance Across All Energy SectorsStrategic Leadership Pipeline Development & Internal PromotionsIndustry-Wide Landman Rate Increases Finally HappeningAAPL Engagement in Field Landman Workforce SolutionsKudu Land Management System Ready for Market LaunchDudley Staffing Achieving 95% Operational Efficiency2026 Right-of-Way Business Expansion StrategyHelp 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 ⁠⁠LinkedIn⁠⁠Subscribe To Our Newsletter, The Land Dept. MonthlyHave Questions? ⁠⁠Email us⁠⁠More from Our HostsConnect with ⁠⁠Brent⁠⁠ on LinkedInConnect with ⁠⁠Brandon⁠⁠ on LinkedInConnect with ⁠⁠Steve⁠⁠ on LinkedInConnect with ⁠⁠Khalil⁠⁠ on LinkedIn

Discover the evolving landscape of staffing and turnover in the bar and restaurant industry with insights from global experts.Explore how COVID-19, Brexit, and generational shifts are reshaping employment dynamics. Learn why investing in employees and fostering a supportive culture are crucial for business success.Gain valuable strategies for adapting to industry changes, enhancing employee engagement, and understanding the 'why' behind business operations. Discover the importance of diversity and inclusion in creating a thriving work environment.Join us in this insightful discussion and take actionable steps to improve your business operations. Listen now to transform your approach to staffing and turnover.Panelists this Month: Dave Nitzel - Co-Owner Dave and Dave Consulting, Best-Selling AuthorAoife Halliday - COO of RuckusMinakshi Singh - Co-Founder of Sidecar and the India Bar ShowCliff Crider - Founding Partner of Stinger Compliance and Truck and TapChris Schneider - Host of the Bar Business Podcast Key TakeawaysIt's crucial to invest in employees to retain talent.Generational shifts are impacting the bar and restaurant industry.COVID-19 and Brexit have significantly affected staffing dynamics.Creating a supportive culture is key to reducing turnover.Understanding the 'why' behind business operations can improve employee engagement.Diversity and inclusion are important for a healthy work environment.Exit interviews can provide valuable insights for improving retention.Adapting to changing industry standards is necessary for success.Employee training and development are essential for growth.Measuring turnover and understanding its causes can lead to better management.

REVIEW OF THE YEAR 2025 - Economy & AI   Final part of our 4 part series on the Review of the Year. The two dominant mega themes of this year has undoubtedly been the global economy and the rise of AI. The two are becoming intertwined, especially with the AI investment boom drawing down investments from other parts of the US economy, whilst Trump Trade War 2.0 hobbles global economic growth, likely inadvertently accelerating the adoption of AI...   - Global economic growth 2025 - Jobs Growth / Loss - Sectoral growth / decline - Staffing agency figures - ONS data on unemployed / underemployed - Employment Rights Bill - Immigration - UK vs Europe - UK vs US - UK vs Global Mean - Contact / FTE - Wage growth / decline - Entry level hiring - AI Economy - Adoption patterns and impact on employment - Sectors most exposed, greatest risk / greatest opportunity? - Forecast for 2026 - UK, Europe, US, Globe - Recommendations for TA, Staffing Agencies, Hiring Managers   All this and more on brainfood live on air.   We're with Neil Carberry, MD (Recruitment & Employment Confederation), Belinda Johnson, Founder, (Worklab) & Rt Hon Chloe Smith on Friday 19th December, 2pm GMT.   Register by click on the green button (save my spot) and follow the channel here (recommended) to be noticed when we go live.     Ep349 is sponsored by Recruiting Brainfood   Thank you all for your support in 2025. We cannot do these conversations without the support of our amazing sponsors, our fantastic panelists but most of all, you the viewing public. Thank you and see you next year!

Send us a textThank you, Chad Murphy, for making this week's episode possible!A bullied kid named Blue walked into a dojo and found a lifetime blueprint for leadership at home and at work. That mentor didn't just teach kicks—he taught trust, focus, and a community model that turns students into teachers. In this conversation, we go deep on how those early lessons shape the way we parent, listen, and show up for the people we lead.Blue Stiley is a professional keynote speaker, podcast host, and author who has spent decades uncovering and cultivating potential in himself and others. He discovered his passion for mentoring and entrepreneurship at just 13 while teaching martial arts, and over the past 30 years, he has carried that gift forward to inspire leaders, teams, and communities.We talk about “currency,” the motivations that really move someone, and how a single, well-aimed sentence from a trusted mentor can redirect a teenager more effectively than a hundred lectures. Blue shares a raw look at learning from two fathers: the sensei who modeled presence and the biological dad who modeled what to avoid. That “two-teacher lens” fuels his philosophy as a model, actor, strength coach to Olympians, and now keynote speaker: earn trust, make genuine connections, and build a community where people feel heard, seen, and valued.You'll hear practical mindset tools too. Leave problems at the door to train your focus. Put the phone down because a kid's request is a 10-minute window, not an hour. Let the egg break—experiments teach faster than warnings. Teach self-defense literacy without pressure by emphasizing hips-first power and clean fundamentals. And don't miss the baseball cards hustle: a cafeteria side deal turned into licensed tables at card shows, powered by a mom who drove the miles and believed. That story paid for college and cemented a simple definition of success—pickups after school, family dinners, and presence that compounds.If you're a parent, coach, or leader, this one will sharpen your approach. Listen, learn someone's currency, and build a community around them. If it resonates, tap follow, share it with a friend, and leave a quick review—what lesson are you taking into your home this week?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!

What does the future of the pet service industry look like as technology and client expectations evolve? Matthew Kutas, founder and CEO of Republic of Dog, talks about the challenges and opportunities facing pet care businesses today. He discusses how technology can streamline operations without losing the emotional connection at the heart of the work, and why onboarding is a make-or-break process for client trust. Matthew shares insights on staffing, scaling, and the professionalization of the industry. He also explores how pet care intersects with city planning, corporate wellness, and strategic partnerships, pointing to new opportunities for growth. Main topics: Technology's impact on pet services Onboarding as client trust foundation Balancing scaling with personalization Staffing challenges and expectations City planning, condos, and corporate programs Main takeaway: "Technology should give you more time to do the important things—it should enhance the client's experience, not replace the human connection." – Matthew Kutas As pet care professionals, we often look to tech to solve our pain points. Scheduling tools, payment systems, even AI—these can save hours of work. But Matthew Kutas reminds us that the point isn't to automate away the heart of our service. Instead, we should use the time we gain to deepen relationships with clients and their pets. Send that personal message. Make that check-in call. Show you care. Because in an industry built on trust, the human connection is what truly sets us apart. About our guest: Matthew Kutas is the founder and CEO of Republic of Dog, based in Canada. With over 25 years in the pet service industry, he has built and operated businesses in dog walking, daycare, grooming, and boarding, before shifting into consulting and advising. Today, his focus is on how pet services integrate into urban living, condos, and hotels, while also addressing industry-wide challenges like technology, staffing, and scaling. Matthew works with pet care companies, city planners, and property managers to ensure pets remain central in both business growth and community design. Links: https://republicofdog.ca Check out our Starter Packs See all of our discounts! Check out ProTrainings Code: CPR-petsitterconfessional for 10% off

What if your next 1,000 hires didn't require chaos? In this episode, Doug C. Brown is joined by Pranav Dalal, founder and Chief Disruption Officer of Office Beacon, to talk about what it really takes to scale global teams—without giving up control. Pranav grew Office Beacon to 5,500+ full-time employees across 4 countries… without outside capital or “unicorn” hires. What made it possible? Systems, not superstars. Inside the episode: ✅ How to structure remote teams for scale ✅ Why bootstrapping forces better decisions ✅ How opposite thinking leads to competitive advantage ✅ The simple habits that keep you from overextending If your business depends on 1:1 sales, offshore teams, or scaling operations—this episode is your blueprint.

In this episode of Owned and Operated, John Wilson sits down with Aizik Zimerman of Jay Blanton Plumbing (Chicago) to break down the remote staffing playbook that most home service operators still aren't using.John and Aizik start with a real-world story from a contractor event—how one company allegedly went from $0 to $6M using yard signs, and how Aizik tested it immediately (including the “don't put them on every corner” lesson).Then they go deep on what actually drives scale: building a remote-first, offshore-heavy team that works in the real world. Aizik shares how his business grew to 140 employees with 50+ overseas team members, and how he structures offshore hiring across accounting, install coordination, marketing, recruiting, dispatch, and fleet coordination.They break down the “hub and spoke” model: keep your US leaders focused on thinking and decision-making, then build specialized offshore roles to handle execution—so your business moves faster without bloating payroll.If you're trying to expand coverage, build specialization early, or you've wondered whether recruiting + dispatch + ops coordination can really be offshored, this episode is the blueprint.What You'll LearnWhy “if it can be done remote, it can be done from anywhere”The hub & spoke model: US leaders + offshore execution podsHow Aizik offshores technician recruiting (and why it's a massive unlock)Which roles are easiest vs hardest to offshore (CSR vs dispatch/install coordination)How to reduce “overemployment” risk with real systems (Zoom rooms, accountability layers)Why you should default to remote-first hiring at any size—even at $500K/year

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In this episode of Take the Stage, presented by Haley Marketing, Brad Bialy sits down with Julie Ann Bittner to unpack the truth about staffing funding: why it's not a weakness, how the right partner fuels growth, and what smart owners must understand before cash gets tight. About the Guest Julie Ann Bittner is the President and CEO of TRICOM, a staffing-industry–specific funding and back-office partner with over 36 years of experience. Known for her high energy and deep industry insight, Julie Ann has spent decades helping staffing owners scale responsibly while navigating volatility, growth cycles, and uncertainty. Key Takeaways Funding is a strategic growth tool, not a sign of weakness. The right partner scales with your business—not against it. Waiting until cash is tight limits your best options. Industry-specific expertise beats generalist solutions. Proactive communication prevents reactive decisions. Timestamps [00:15] – Reframing funding as strength, not weakness [01:40] – Why banks struggle with staffing growth cycles [03:15] – Asset-based lending vs. factoring explained [05:16] – Funding realities for staffing startups [06:07] – Questions every owner must ask lenders [07:51] – The risk of client concentration [09:20] – Why waiting too long costs you options [11:14] – The danger of non-industry lenders [13:38] – Where staffing rebounds next year [16:02] – Industries quietly turning the corner [17:12] – AI's real role in staffing today [23:53] – What true funding partnership looks like 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 Take the Stage 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 https://mja-associates.com      

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Staffing shortages and rising labor costs have caused many 24/7 businesses to reduce their hours since the COVID-19 pandemic. But Rose City Coffee Co. is bucking the trend.  The Southeast Portland coffee shop is now open 24 hours a day, seven days a week. We’ll talk with owner Christie Gryphon about what it takes to run a 24-hour business in today’s economy.

The Food and Drug Administration (FDA) is responsible for overseeing the safety of medical devices sold in the U.S. and issuing recalls when they're found to be unsafe. But recent headlines and high-profile lawsuits have drawn attention to the…

Mike Switzer interviews Jay Blankenship, director of workforce engagement with Renewable Water Resources, known as ReWa, in Greenville, SC.

In the Wednesday edition of the Husker247 Daily, Michael Bruntz and Brian Christopherson discuss the changes coming to Nebraska's football staff, including a potential off-the-field hire that could be huge for recruiting and where things stand in the pursuit of a defensive line coach. Listen in.  To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

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In hour 2, the guys discuss Steelers HC Mike Tomlin answering questions about having concerns on the future of Aaron Rodgers, Bills HC Sean McDermott solidifying his belief behind OC Joe Brady + another edition of the Good, Bad & Ugly! See omnystudio.com/listener for privacy information.