Podcasts about Staffing

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...

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In this episode of The Disrupted Podcast, Jamie and Scott break down what's really happening inside healthcare facilities—and why the problem isn't complexity, but misalignment. Through a real-world walkthrough of one provider's experience, Scott unpacks the Facility Model, explaining how proper staffing, proactive care, and smarter use of hospice, telehealth, and community health workers can radically improve outcomes for patients, providers, and facilities alike. This conversation pulls back the curtain on how healthcare systems unintentionally block good care—and how simple, human-centered adjustments can change everything. www.YourHealth.Org

Folge 235: Die letzte ‚Staffing-Fakten und Flurfunk‘ Folge in diesem Jahr! Ich werfe mit André einen umfassenden Blick zurück auf das turbulente Jahr 2025 und wagen einen prognostischen Ausblick auf 2026. Trotz der gesamtwirtschaftlichen Stagnation sehen wir Anzeichen für einen Aufschwung – allerdings nur in selektiven Bereichen. André identifiziert 6 Wachstumsbranchen (darunter Bau, Defense und Energie), die 2026 durch staatliche Impulse und strukturellen Bedarf stark zulegen werden, und erklärt, wie diese Mechanismen zu einem überproportionalen Wachstum für fokussierte Staffing-Firmen führen. Wir diskutieren außerdem die Kontroverse um André‘s ‚Dinosaurier‘-Artikel und betonen, warum Prozess-Excellence, digitale Kompetenz und Beziehungsmanagement wichtiger denn je sind. Wir streifen die brisante Diskussion um nachvertragliche Wettbewerbsverbote und geben dir die wichtigsten Impulse mit, um den Jahreswechsel zu nutzen und dich richtig für die kommenden Chancen zu positionieren. Also hör rein, gib uns dein Feedback zur Marktlage 2026 und starte fokussiert ins neue Jahr!

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!

In this episode, Carla sits down with Paul Buckley, former preschool teacher and founder of Ratio Staffing, to explore what's really happening behind staffing challenges in early childhood education.Paul shares how burnout, outdated systems, and unnecessary barriers are affecting educators and programs and how a more human-centred, child-centred approach can change everything.This conversation is filled with insight, compassion, and practical ideas for supervisors, directors, and educators who want to strengthen retention, improve support systems, and create healthier environments for staff and children.PAUL BUCKLEYPaul 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.LINKSWebsite: https://ratiostaffing.com/ Facebook: https://www.facebook.com/ratiostaffing Instagram: https://www.instagram.com/ratiostaffing LinkedIn: https://www.linkedin.com/company/ratio-staffing/ SUBSCRIBE & REVIEWIf you loved this episode, please take a moment to subscribe and leave a review. Your support helps us reach more ECEs who are in the thick of it!. Thanks for tuning in to The Everything ECE.  See you next week!CONNECT WITH CARLAThe ECE Latte LoungeEmail Newsletter: ⁠⁠Click Here⁠Website: carlatheece.comInstagram: @carlatheece

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!

In this episode of the Grow Clinton Podcast, Andy and Jenny are joined by Lori Susie and Kelly Weaver of Sedona Staffing in Clinton, Iowa. Sedona Staffing is a highly motivated team of staffing professionals who specialize in matching eager job seekers with top employers. Established in 1986, Sedona Staffing has nearly 40 years of experience delivering service excellence. Unlike many staffing firms, Sedona firmly anchors its focus on the community they serve.At Sedona Staffing, they believe that building meaningful connections on shared ground is crucial. They're not just recruiters; they are your neighbors, committed to strengthening the businesses and careers that make our community thrive!Find out more about Sedona Staffing by visiting https://www.sedonastaffing.com/. Grow Clinton is a proud 501(c)(6) nonprofit organization committed to fostering community, driving economic development, and promoting tourism in Clinton, Iowa.Subscribe to the Grow Clinton Podcast at the following locations:- Apple Music- Spotify- Amazon Music- Buzzsprout- Overcast- YouTubeFollow the Grow Clinton Podcast on Facebook at https://www.Facebook.com/GrowClintonPodcast. Our mission? To ignite business growth, strengthen community ties, and advocate for the sustainable economic success of the Greater Clinton Region.Want to promote your business or upcoming event? Connect with Grow Clinton at (563) 242-5702 or visit our website at www.GrowClinton.com.Have an idea for a podcast guest? Send us a message!

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.

Recorded December 11, 2025In this episode, we dove into REVCON 2026, happening virtually on Feb 24–25, with a dynamic panel of REVCON speakers sharing what attendees can expect from this year's premier revenue cycle event. Learn more: https://www.aapc.com/events/revcon We also welcomed Shannon Cameron, who highlighted her December AAPC The Magazine article, “Remote Staffing in Healthcare.”We explored the benefits and challenges of remote coding teams and what leaders need to know to make them thrive.To close things out, Stephanie Lupien joined us to discuss her December article, “Unlock Your Potential With ADA Accommodations.” We covered common accommodation types and how AAPC supports examinees who need them.Catch the full conversation and get ready for an incredible REVCON!

Jay Ruane and Seth Price explore the dilemma of maintaining firm culture and accountability in a post-COVID, remote world. Jay is considering implementing "anchor days" to bring the team together periodically. They debate the viability of staffing low-cost, in-office receptionist/utility roles in different geographical markets, noting how AI displacement is creating a pool of experienced, non-legal candidates. The discussion pivots to internal struggles with delegation and accountability, highlighted by an employee who refuses to sign a PIP, forcing the owners to consider redesigning the role around the 70% of the job the employee excels at. Is remote work killing your firm? Find out if "anchor days" are the necessary solution to fix accountability and culture slippage.#RemoteWork #LawFirmOperations #StaffAccountability

This is Derek Miller, Speaking on Business. Since 1996, Adecco has been connecting people with meaningful work while helping businesses build skilled, flexible teams. Along the way, they've focused on creating opportunities and making a positive impact in the community. Branch Manager, Steven Whittaker, joins us with more. Steven Whittaker: At Adecco, we're proud to be the world's leading workforce solution company. We connect people to meaningful work and help organizations build strong, flexible teams that succeed over the long term. Every day, Adecco provides jobs for more than 600,000 people worldwide. We support a wide range of industries – from manufacturing and logistics to administrative and professional services – offering temporary and permanent placement, as well as outsourcing solutions. This gives businesses and jobseekers the flexibility they need to thrive. Here in Utah, we're helping employers meet strong demand for skilled manufacturing, warehouse, logistics and distribution talent, particularly as companies prepare for the busy season. We're committed to matching the right people with the right opportunities, whether it's a seasonal role, a long-term position or a career move. Whether you're a business seeking workforce solutions or a jobseeker, our team is here to help. You can reach us at adecco.com. Derek Miller: Adecco helps Utah's economy by connecting businesses with the skilled talent they need to grow and succeed. By keeping operations running smoothly and supporting local industries, they create opportunities and contribute to a stronger, thriving workforce. I'm Derek Miller, with the Salt Lake Chamber, Speaking on Business. Originally aired: 12/11/25

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

Episode: NCBFAA Spotlight: Understanding the Regulatory Agencies Committee (RAC) Host: Lalo Solorzano Guest(s): • Michael Lahar – Chair, NCBFAA RAC (LinkedIn) • Adam Lees – Vice Chair, NCBFAA RAC (LinkedIn) • Cindy Thomas – Counsel, NCBFAA RAC (LinkedIn) Published: November 2025 Length: ~34 minutes Presented by: Global Training Center

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Hundreds of thousands of federal employees have left their jobs this year, due to the Trump administration's efforts. Now, the Office of Personnel Management is telling agencies to start rethinking their senior executive staffing too. The request comes as OPM introduces a number of other changes for federal managers. Here with the latest, Federal News Network's Drew Friedman.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Labor myth buster Dana Scurlock, Director of Recruitment at Staffing Boutique, reframes temporary staffing as a sophisticated business tool for nonprofit leaders—not a last-resort move when things are on fire. Dana steps in to show how strategic temp and temp-to-perm staffing can stabilize teams, protect budgets, and protect sanity.She starts with a fundamental question: how many staffing firms does a nonprofit really need? From organizations that have never used an agency to those calling their fifth recruiter, she explains why understanding an agency's model matters. Staffing Boutique works on a contingency basis, which means urgency, flexibility, and the freedom for nonprofits to keep recruiting on their own. In contrast, ‘retained' firms require exclusivity and upfront fees, which can slow things down and lock organizations into one channel.Dana is equally direct about transparency. Salary ranges, the history of the role, why the previous person left, whether someone is quietly being replaced—these details aren't gossip; they're the bedrock of a solid search. Without that clarity, candidates endure endless interviews only to discover the compensation was never realistic. As Dana puts it, “It's not just an interview for them. It's an interview for you to see if it's the right place where you want to work.” That two-way lens is exactly what reduces turnover and builds longer tenures in mission-essential roles like development.Then she pulls back the curtain on the economics. That apparently “high” hourly bill rate often includes recruiting, weekly payroll, taxes, unemployment, and insurance—costs nonprofits would shoulder anyway. Agencies absorb administrative burden and even handle tough conversations when a placement isn't working out or a project ends. For conflict-averse leaders, that alone can be priceless.Dana also defends temp work as a legitimate career choice, from interim executive directors steering transitions to seasoned admin professionals who thrive on variety. In her world, temp staffing is not about “just getting a body in the seat”; it's about building smart, flexible staffing strategies that support the long-term health of nonprofit organizations.#TheNonprofitShow #NonprofitStaffing #TempWorkStrategyFind us Live daily on YouTube!Find us Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits! 12:30pm ET 11:30am CT 10:30am MT 9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

This installment of TMTO reports on a 2025 mission trip to Kenya by the Qumran Family Foundation (QFF), focusing on supporting widows and orphans through literacy and empowerment programs. It details the ministry's work, challenges faced, accomplishments, and future plans. ·       Ministry focus on Kenyan widows and orphans: QFF aims to break the cycle of poverty by providing literacy education and business/job skills to widows and supporting orphans lacking basic subsistence and educational opportunities. Kenyan widows face social isolation, abuse, and financial struggles, compounded by cultural restrictions and lack of government support. ·       Biblical foundation for the mission: The ministry is grounded in Torah commandments to care for widows and orphans, citing multiple scriptural references emphasizing justice, provision, and honor toward these groups. ·       Trip logistics and locations: The mission trip was planned starting December 2024, with travel from August 24 to November 20, 2025. Activities took place in Nairobi, Migori, Kehancha, and Kisii. ·       Organizational milestones: QFF became a registered non-profit/NGO in Kenya with an official tax identification (KRA PIN) in August 2025, enabling legal operations. ·       Educational achievements: Forty-one widows graduated from the basic literacy course with a formal ceremony in September 2025. A new widows' school was opened in Kisii with 16-20 students, and the Kehancha school relocated to begin Phase 2 classes teaching business and job skills to graduates. ·       Ministry outreach and baptisms: The team delivered the Gospel to Kuria Family Care Messianic Assembly, supporting 25 fatherless children, and baptized eight individuals including the pastor in November 2025. ·       Staffing and facilities: QFF opened an office in Migori Town in November 2025, employing four teachers, an office manager, and an operations assistant to support ongoing programs. ·       Challenges faced: The ministry encountered political unrest, widespread corruption, and the strong presence of Islam in Kenya, alongside spiritual opposition, requiring reliance on faith and careful verification in operations. ·       Future needs and plans: QFF seeks funding for teachers, classrooms in Kisumu and Migori, a vehicle, support for Kuria Care orphans and widows, and ongoing operational costs. Planned 2026 goals include expanding literacy classes, graduating new classes, and continuing mission trips. Donations and support are encouraged via qumranfamilyfoundation.org.

In this special preview episode of CampWire, we sit down with Dr. Patrice Buckner-Jackson — Dr. PBJ — to introduce her highly anticipated January keynote for the 2025–2026 Staffing Summit. After delivering one of the most requested keynotes of 2024, Dr. PBJ returns to guide camp professionals through a deeper, more expansive conversation on burnout, capacity, and caring for the people who care for campers. You can hear Dr. PBJ's full keynote live on Wednesday, January 28, as part of the 2025–2026 Staffing Summit event series.   Show notes: Register for the Staffing Summit Disrupting Burnout podcast Center for Creative Leadership Dr. PBJ's new book! The views and opinions expressed on CampWire by contributors are their own and do not necessarily reflect the views of the American Camp Association or ACA employees.

On this episode of the National Fraternal Order of Police Blue View podcast, we sit down with Sheriff Mark Lamb, widely known as “America's Sheriff,” to discuss some of the most pressing challenges facing law enforcement today. From securing our borders and protecting our communities to fixing broken emergency communication systems and solving critical staffing shortages, Sheriff Lamb brings frontline experience, constitutional perspective, and unapologetic passion for keeping Americans safe. Together we explore: The national security implications of an unsecure border How communication failures put officers and citizens at risk The staffing crisis across departments nationwide Why community connection is the backbone of modern policing What's working, what's failing, and where we go from here Smart, honest, and unfiltered — this is a conversation every officer, elected official, and citizen needs to hear. We Are the # Voice of America's Law Enforcement Officers. The Fraternal Order of Police is the Oldest and Largest #PoliceUnion in the #USA — 373,000+ members strong! #DefendThePolice #BackTheBlue #FOPstrong About the Fraternal Order of Police ​➡️ https://www.fop.net Facebook ➡️ https://www.facebook.com/GLFOP Twitter ➡️ https://www.twitter.com/GLFOP Instagram ➡️ https://www.instagram.com/fopnational The Fraternal Order of Police is the world's oldest and largest organization of sworn law enforcement officers, with more than 373,000 members in more than 2,200 lodges. We are the voice of those who dedicate their lives to protecting and serving our communities. We are committed to improving the working conditions of law enforcement officers and the safety of those we serve through education, legislation, information, community involvement and employee representation. #FOP #FraternalOrderOfPolice #Police #LEO #FirstResponders #Crime #Law #Cops Chapters (00:00:00) - Sheriff Mark Lamb on America's Law Enforcement Challenges(00:03:12) - Law enforcement communications policy(00:09:39) - President Trump on Law and Order(00:10:31) - Law enforcement and the culture of law enforcement(00:12:57) - On the Rule of Law and Immigration(00:17:00) - President Trump on Law Enforcement(00:19:09) - Retiring Law Enforcement Officers: Our Commitment to Public Safety(00:24:22) - Punishment for law enforcement personnel(00:30:39) - Sheriff Pat Riley on His Retirement Plans

Today, we're looking at the future of the Bureau of Land Management — a federal agency that oversees nearly 250 million acres of land in the West.    We're in the middle of a critical moment for public lands, especially the BLM. Staffing and budget cuts are hitting an agency that's already stretched thin, there's still no confirmed director, and a recent ProPublica investigation is once again raising questions about oversight of the grazing program.   To help put all these headlines in context, and consider what reforms might even be possible, WLA's CEO Lesli Allison sat down with Jesse Juen, former New Mexico State Director of the BLM.  Show notes: https://onland.westernlandowners.org/2025/podcast/whats-ahead-for-americas-public-lands-with-jesse-juen-former-blm-state-director/  

Comprehensive coverage of the day's news with a focus on war and peace; social, environmental and economic justice. Federal immigration policies spark push-back from residents as democrats push legislation to rein in the raids; Richmond teachers strike over pay, staffing and student support; Supreme court allows Texas redistricting plan to be used in next year's election; New York Times sues to stop Pentagon rules on journalists who cover military; World Meteorological Organization says Arab region heating at twice global average The post Federal immigration policies spark pushback; Richmond teachers strike over pay, staffing and student support – December 4, 2025 appeared first on KPFA.

In this episode, Lauren Lewis sits down with JustinCuviello and Kyle Cuviello, brothers and co-owners of Care Team Solutions, a national healthcare staffing agency based in Buffalo, NY. Their story is packed with grit: from taking a leap of faith after careers in pharmaceutical and software sales, to launching a staffing firm from scratch, to growing through COVID, and surviving the steepest downturn their industry has ever faced.Together, we dive into:How Care Team Solutions grew from a small start-up into a national brandThe pain points of starting a staffing agency with no roadmapWhy recruiting is truly a sales jobRiding the COVID rollercoaster: explosive growth followed by a massive correctionTheir “hire for character, train for skill” philosophyThe importance of culture, purpose, and keeping the right people in the right seatsTheir expansion into physician recruiting, locums, and clinical researchHow they use AI as a tool, not as a replacement for human connectionWhy travel nurses stay loyal when recruiters actually listen and support themThe mental health, financial, and career resources they now provide travelersJustin and Kyle are honest, thoughtful, and refreshingly transparent about the lessons they've learned over 11 years of building a business. If you're in staffing, healthcare, sales, orentrepreneurship — this is a must-listen.Connect with Care Team Solutions Website: ⁠https://careteamsolutions.com⁠Job Board: via their websiteEmail: justin@careteamsolutions.com | kyle@careteamsolutions.comConnect with StaffBuffalo & Pain Points PodcastWebsite: ⁠https://staffbuffalo.com⁠Episodes: ⁠https://staffbuffalo.com/painpoints⁠Socials: @StaffBuffalo

Struggling to find and keep good people in your restoration business? You're not alone.In this episode of Restoration Pros Unplugged, host Clinton James (CMO, Water Restoration Marketing) sits down with Paul Sanneman, founder of Contractor Staffing Source, to talk about why the “labor shortage” in restoration is often a self-created problem and what you can do about it.Paul breaks down the biggest hiring myths holding contractors back, like:- Only recruiting when you “need someone”- Thinking employees are “too expensive”- Trying to DIY recruiting without a real systemHe then walks through a simple, repeatable hiring process: writing strong job ads (with the help of AI), posting them everywhere, speed-to-lead on applicants, detailed assessments, video interviews, background checks, and proper onboarding that makes new hires say, “I made the right move.”Clinton and Paul also dig into how AI and offshore talent are changing the game for restoration companies. You'll hear how owners are using remote team members for roles like admin, estimating, job costing, and marketing often at a fraction of the cost without sacrificing quality or communication.If you're a restoration owner tired of starting from scratch every time you need to hire, this episode will show you how to build a steady pipeline of qualified candidates and treat recruiting like marketing: ongoing, systemized, and budgeted.Visit: https://contractorstaffingsource.com/----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

You're all worried about the skyrocketing demand for home care. Here's a solution: add an adult day center where you can meet the needs of 50 clients with just 8 staff.In this episode, Ken Accardi interviews Tia Sauceda, the newly appointed Executive Director of the National Adult Day Services Association (NADSA). With over 25 years of hands-on experience running day centers and integrated care programs, Tia reveals why now is the perfect time for home care agencies to add adult day services.You'll Learn:The potential for higher margins and lower staffing requirements with Adult Day ServicesHow to leverage staff across both day programs and home care for better retentionReal success stories of participants finding purpose and connectionThe surprising cost-effectiveness advantage (and why payers are paying attention)Practical steps for home care agencies to start or expand into adult dayWhat NADSA offers members: education, advocacy, and a nationwide support networkDetails on the 2026 NADSA Conference (Providence, RI - September 1-3)Perfect for: Home care agency owners, operators, and administrators looking to scale without the staffing headaches.Guest: Tia Sauceda, Executive Director, NADSA (tsauceda@nadsa.org | nadsa.org) Host: Ken AccardiHome Care Heroes and Day Service Stars is produced and sponsored by Ankota - If you provide services that enable older or disabled people to continue living at home , Ankota can provide you the software to successfully run your agency. Visit us at https://www.ankota.com. 

In this episode of the Immigration Conversation podcast, Partner Cosmina Morariu and Manager Ayana Ibrahimi explore how immigration, compliance and mobility considerations are influencing healthcare staffing across Canada. They discuss the growing demand for international healthcare professionals, the policy frameworks that enable global recruitment and the practical challenges employers face when navigating complex immigration pathways.Drawing on their experience supporting healthcare organizations, Cosmina and Ayana outline strategies to attract, mobilize and retain global talent while maintaining compliance in a shifting labour-market environment. Their conversation highlights the critical role that well-designed immigration processes play in strengthening Canada's healthcare workforce and supporting long-term system resilience.

It's Thanksgiving Weekend, usually interpreted as a bountiful time of year when we can all sit back and be thankful. But can many who work for the National Park Service feel thankful in the wake of the staff reductions this year?  This year has been hard on the Park Service, what with the loss of roughly a quarter of the full-time workforce and questions around how the agency has long interpreted history.    But the Park Service has long struggled with its operations. Funding and staffing never seem to have met the needs of the Park Service to manage its far-flung collection of more than 400 units. We're going to explore the funding and staffing issue of the agency today with John Garder, the senior director of budget and appropriations for the National Parks Conservation Association. 

I'm Josh Kopel, a Michelin-awarded restaurateur and the creator of the Restaurant Scaling System. I've spent decades in the industry, building, scaling, and coaching restaurants to become more profitable and sustainable. On this show, I cut through the noise to give you real, actionable strategies that help independent restaurant owners run smarter, more successful businesses.In this episode, I break down a problem I see all the time in our industry: identity drift. When your purpose, priorities, and daily practices stop lining up, the entire business starts to wobble. I walk through the identity compass and show how it helps you get centered again so you can make decisions that actually move the restaurant forward. If you feel pulled in a hundred directions or unsure why your growth has stalled, this conversation will help you refocus on what matters and clear out the noise holding you back.  TakeawaysYour purpose isn't a tagline. It's a compass for every decision.Priorities reveal your real beliefs; budgets and calendars are your true mission statements.What you invest in is what you believe.The real mission statements are lived through repetition.Burnout isn't caused by effort, it's caused by confusion.Alignment gives your effort direction.Start by writing your restaurant's one line purpose.Audit your spending to match your purpose.Add a branch head question for pre-shift lineups.Eliminate one tactic that isn't serving your compass.Chapters00:00 Introduction to Full Comp and AI Toolkit01:55 Understanding Identity Drift in Restaurants05:45 The Identity Compass: Purpose, Priority, and Practice07:34 Practical Steps for Realignment and ImprovementIf you've got a marketing or profitability related question for me, email me directly at josh@joshkopel.com and include Office Hours in the subject line. If you'd like to scale the profitability of your restaurant in only 5 days, sign up for our FREE 5 Day Restaurant Profitability Challenge by visiting https://joshkopel.com.

When life forces you to start over, most people freeze.Drew Lutzke built a business. In this powerful episode of The Level Up Podcast w/ Paul Alex, Drew (@andrew_adltalentplug) breaks down how he went from sitting in his mom's garage—unsure of his future—to launching ADL Search & Staffing, a faith-driven recruiting agency now expanding across major U.S. cities. Drew shares how he:

The History  I started my shopify store around the 10th December 2023 after a viral video on TikTok on December 8th. So I integrated with Bookvault and stayed with POD shipping until February 2025. Since February 2025, I've been distributing and fulfilling all orders from my website in my own warehouse. These are the lessons I've learned from the last ten months of running my own website sales and distribution. And yes, I will talk numbers, but I'm making you wait till the end! Please note, I will talk about finances, systems and the occasional legal thing. Absolutely nothing I say is financial, legal or tax advice. You must seek advice from professionals in your own countries and tax territories. I recognise that this model is not for 99% of authors. It's a LOT of work. It's a lot of logistics, a lot of peopling, team building, paperwork and problem solving. This is as far removed from sitting behind a desk and writing 24/7 as you can get.  Do not listen to this with an open heart. Be skeptical, that will keep you on the right track for creating a business you love. But know that I do love this and I am framing these lessons learned from that perspective. Why Direct? I'd always had a transactional website for Sacha Black work but it barely did £20 a month. So I knew the work I was about to scramble to do for Ruby may be for nothing. But I didn't want to be beholden to TikTok the way I'd been beholdened to other sources of income and I knew if I'd gone viral once, I could do it again and that would lead to relying on TikTok. What do I mean why? Two reasons: why should you as an author have a direct store but also why should readers come to you? For you, you can earn more per sale. POD companies integrating with shopify automatically give you more as there are no hidden fees. But when you shift to print runs you more than half the cost of printing each book. Of course you also give yourself a host of other problems like fulfillment and overheads, but you gain a lot more product flexibility and potential meaning you have the opportunity to make bigger profit. BUT and this is a big but, you have to work out what you want your business to look like. That said, there are consequences. I usually write and publish 3 books a year and this year I've dropped to 2 published. Though I will have written a 3rd and a short story by the end of the year. But I wasn't able to get that third one published. Despite that, this is going to be my biggest year ever for income. It already beat last year in 7 months. Which goes to show that you don't have to be rapid releasing anymore to make good money. The fact I've not published three, is a direct consequence of the warehouse and also the increasing team size and the need to train staff. Thankfully due to the Kickstarter, some rights deals an big increase in direct sales of products and merch, I haven't seen a dip in income. Which goes to show that you don't have to be rapid releasing anymore to make good money. There are other benefits like reader loyalty because you're treating them better, you are able to provide higher quality books and with extra goodies and sign all the books for example. And that's really the heart of the mindset shift you need to have and how you should frame thinking about a direct store. Why should a reader bother coming to you when they can get next day shipping for free on Amazon? Can you answer that before you set up your store? For me this looks like three promises: Every book that leaves the warehouse is handsigned by me (I do this in batches and sign for 4-5 hours and get several thousand books signed in one go so it doesn't disturb writing time.) They get extra bonuses for ordering directly like stickers, bookmarks and character art. Last, if they preorder a book in any format I have for sale on the website, it will get shipped BEFORE the public release date. We aim for delivery a couple of weeks prior but it depends on print runs and me hitting deadlines. Things to consider before leaving POD direct and moving to self fulfillment: Where are you going to stock your books? Do you have local warehousing facilities or somewhere you own you can use? Stock requires more space than you think. Because it's not just books you need space for, it's packaging, and space for parcels before collection and space for a computer and printer etc. What is your cash flow like? Do you have the capital that you can risk losing to spend on investing in this? Thanks to great advice from one of my closest author pals, I didn't buy shipping containers for conversion to put on family land which was a circa 40k investment. Instead I rented a warehouse so that I was only risking the cost of one year's rent circa 9k and I'd also be able to up and leave and close everything down if it went wrong. What's your problem solving resiliency like? Solving problems, if it's not your bag, is relentlessly exhausting. Problems arise in all areas of this business, from shipping to label printing to packaging to import and export paperwork, to sourcing products, VAT, pricing, website, delivery issues. Etc. The list is long. Honestly? There's rarely a day without some kind of issue that needs resolving. How does that make you feel? Excited or horrified? Pay attention to those emotions. The only business you should be building is one that brings you joy. Last, is the reality that if you want to fulfill direct yourself you *will* need staff—if you want to continue to write that is. If you think about it, POD direct staff your website for you. They have teams packing the boxes, printing labels and shipping everything for you. So no matter which way you cut it, whether it's you organising staff or your printers, someone has to do the leg work. Mindset shifts eCommerce  Yes I'm an author, but running your own fulfillment from website sales means you also run an eCommerce business. And over and above that, I now run a physical product business because we have merchandise. Those combined make for a very, very different business structure and set of problems compared to the old school models of being an indie author. Traffic Direction First of all and most basic of all. I direct all traffic to my website without exception. My primary links on social media are my website. If people ask where they can buy my books, it's my website. If they say they can't then I'll direct them online to a more well known store.   Schedules are a bitch.  When you're writing in a solo business and uploading your books online, your schedule is essentially your own. When you then bring on a team, they are reliant on you delivering on time to make sure they can do their job. How does that make you feel? Knowing you *have* to deliver for someone else? For a long time I really hated being beholden to deadlines—probably a corporate spill over. But being responsible for a team and needing to deliver for them is very different. I adore my team, I love them and care about them and I *want* to deliver on time for them. This is a total re-framing for me. It's the right kind of pressure and responsibility attached to a deadline. Does that mean my creativity needs to show up on time? Sure, but I find this motivating because it's the right people around me. However, the first book post warehouse opening, we were all still learning and mistakes were made. I delivered one book late. That pushed everything and made a lot of the timelines difficult including getting the printed books delivered on time. For Architecti there were two main problems: a solid 20% of the order arrived damaged by rain. But we'd already sold almost all the initial print run so we couldn't spare 20% and thus didn't have enough stock to cover our preorders. So this caused a lot of anxiety. Under ordering stock is a terrifying prospect. As is over ordering because do you have enough space for it and what if you then don't sell it?  The second mistake was releasing a book without checking the diaries of the warehouse team who happened to be on holiday during the fulfillment process. Which in a bout of shit timing, my mum then got sick in the crucial week. Meaning I had to stop writing and fulfill 1000 preorders single handedly. It was grueling physically, mentally and emotionally doing it on my own. We're never having that cluster fuck again.  So we've produced a heat map style document with everyone's leave, delivery dates, deadlines for me, product ordering dates, prepping dates and fulfillment periods etc. This was an enormous lesson in logistics of both a warehouse and people. Exclusivity Kindle Unlimited works for a reason. It has books exclusive to Amazon, you literally cannot get them anywhere else. Meaning you're forced to get them there. If that worked for Amazon, you can bet you're arse it works for others.  So I stole the idea. I have four novellas /short stories that I publish exclusively on my website. Does that mean a huge risk for loss of visibility and potential sales? Absolutely. No rank, no visibility in the biggest algorithm machine in the world. But it is also one of the key sales tactics I've used to get readers over to me. And boy has it worked. I make sure it's content I know they'll want, I flash the extra books on my reels and videos and then the questions flood in — how do I get those books… Well I'll tell you…! Preorders Preorders are both a gift and a logistical nightmare. How to get them? We ran an enormous campaign for Architecti. Ending up with 1027 paperbacks, 323 hardbacks and 193 ebooks. For a total 1543 preorders on my website. Plus over 1000 ebooks on Amazon. So the total preorders were in excess of 2500 preorders. Firstly you have to ask why should readers preorder direct to you? As mentioned earlier we make three promises: Everything is signed They get extras and goodies including a Roe-Mantics popsocket, series sticker and bookmark and an art print. As well as a Ruby Roe reading tracking and reading order and some stickers. They get the books delivered early (ebook and physical) We promoted the shit out of these three facts and I do believe this is the reason we did so well. That, plus almost two years of pushing direct sales and building reader trust. I won't go into all the marketing we did as this is a podcast about the warehouse. But we pushed HARD. We made a couple of mistakes: We didn't order enough books. We ordered 1000 paperbacks and ended up having to do a second print run because we sold over 1000 and obviously knew we needed stock on hand for general sales — a good problem to have obviously. But if we had ordered a higher quantity from the start we would have had a better price per book and saved ourselves some money and increased profit. That's a tough lesson to learn as we're always having to balance cashflow. The second mistake was packaging. We pride ourselves on making sure the books arrive in pristine condition. The consequence of that is how long it takes to package. The primary damage a book can fall prey to is the rain, or being dropped. We were individually wrapping each book in foam or bubble wrap before putting them inside bookwraps with the goodies to ship. This took me almost two weeks to do for circa a thousand parcels. I spoke to my warehouse neighbour who is a book box subscription company and discovered that they ship 1000 parcels in a couple of days because they uses origami boxes with packing peanuts and a plastic exterior envelope bag for water protection. This results in them working at a significantly faster rate than us. And has led us to get boxes designed and we're in the process of ordering 10k boxes. Customer Communication Customer communication has been an absolute maelstrom. The more products we create, the more complex everything gets. Becca used to be primarily a scheduler for me. Now, she's moved to be a customer services manager. Major issues include: when they preorder a book and put a published book into the same order. This is a means we have to email them to let them know they have two options: either we refund and they order separately or they wait for both their books. This is a huge problem as there are a number of preorders live at any one time and thus a ton of customer communication needed. It has gotten better as we have educated our repeat customers, put messages and labels on the site. But it is an ever present problem. We have decided to commission a coder to write some code for shopify so that we can charge two lots of shipping and split ship. We've also had so many communications about the tariffs. This has been so difficult because we are not the ones charging but we are the first point of call. It is in large part due to the team being incredible that we got through this. Last, I still receive an email for every single order. So I do one additional thing. I make a point to keep an eye on when someone has ordered multiple times in short succession and then send them to the team to refund duplicate postage.  Protecting Writing Time This is so vital. And has been the hardest part of having a warehouse. I definitely feel like I lost 6 months of writing time. It's the reason I barely managed to get Architecti done, and the reason I didn't meet my primary goal of getting ahead of production this year. Staffing means interruptions. But more than that, having the discipline to put my phone on do not disturb or muting team chats while I write. Now that we're up to speed, refining processes and we have SOPs in place, I am finding it easier and easier to not go to the warehouse. We also stopped having the smaller deliveries sent to my house and instead they're going to my team's houses or direct to the warehouse. Regulations and Tariffs  With a physical product business there are so many more regulations and acronyms and pieces of law that you have to deal with. The level of bureaucracy is quite astonishing and has caused a number of headaches. These headaches are not the type of headaches that most authors would want to deal with. You have to choose the poison you want to drink and I genuinely recognise that 99% of authors would not want this headache. The other matter here is that the regulations have required a colossal amount of time spent on them. More time than we anticipated. Something new is always being thrown at us and usually things that we do not have knowledge on. So we're constantly in a state of adapting and learning. This is both wonderful and also a little gruelling.  As there's not many people doing this we don't have many options for checking we're on the right path, so having to trust ourselves that we've done the best we can with the knowledge we have. And also recognise that it's okay to not know everything. Logistics There's been a lot of logistic lessons learned too. Firstly, that shipping providers are a nightmare. They're massive organisations and that means corporate bureaucracy. Lots of being passed between departments and having to wait for responses. You're probably going to need additional app integrations some of which will cost. Just pay for the apps because it will make your life simpler. We have a DPD integration app that makes handling and managing preorders and labels considerably easier. Batch as much as you can: like signing books, preparing freebie packets, cutting foam and pre-building boxes. Batch packaging, in particular for preorders. For example, all the UK paperbacks then all the UK hardbacks etc. It's easier to do the same thing over and over and then task switch than it is to do it higgledy piggledy. Timelines  Understanding the timelines for launches has been quite the challenge. When you're a solo indie you are in charge of your own time. When you have a team, and other people do parts of the publishing process, you're no longer working on your own schedule. Combined with the fact that a huge percentage of my turnover comes from physical book sales. This means we have to do print runs. Instead of loading up to KDP or the POD services and knowing it will be live the next day or a few days later after a proof copy. Print runs take a couple of days to finalise the files (up to several months for international printers) and then 2-3 weeks to print and deliver to the warehouse for UK printers, and several weeks to months for international. We then have to unpack them and check the quality and then I have to sign them. I am pretty fast at signing now and choose to sign in long batches 4-5 hours at a time and usually manage 1-2000 books in that time. The other timelines that need to be considered are how long things take to pack. But I've already talked about that. But it is something that needs to be considered when planning preorder fulfillment. The more preorders we get, the more significant the time it takes, that or we need more people to help pack. The Money This is the bit everyone is interested. All costs are in GBP.  Set up costs for the warehouse were approximately £4-5000. This included the deposit, racking, furniture etc. In total, I've spent 100k on printing this year. However a significant portion of that was on the Kickstarter. So I don't count that in the costs for the warehouse. Those sit at £61,171. We are still holding a huge amount of stock in the warehouse so this spend should start to even out. In December 2023 I started the shop around 10th December, I made just shy of £1700 which I think was mostly due to the viral TikToks. In the month of May 2024 I broke £5000. November 2024 I broke 10k for the first time and in December 2024 I broke 15k. That was the month I knew I needed to take advantage of what I was building. I knew I wanted to do more for readers who were clearly willing to buy direct. In 2024, the website turned over £73.5k. I collected keys for the warehouse of January 31st. It took a couple of weeks to set the warehouse up and then we had print runs delivered around the 17th and started shipping on Feb 20th 2025. That was a £16k month, and the first time my Shopify sales beat my Amazon, only by a couple hundred pounds, but it still beat it. It wasn't lost on me that it was the first month I had taken control of distribution. April eclipsed Amazon at 29k and I've stayed between 15 and 29k a month since — Finally in November 2025, I surpassed 30k. As of 21st November we're standing at 222k for the year. I suspect we will end up with turnover somewhere between 230 and 250k for 2025.  Creating definitive turnover and net profit calculations are difficult. What I can tell you is that between the warehouse, staff for the warehouse, utilities and insurances I spend approximately 18-1900 a month (21-23k per year). Shipping varies between 500 and 1500 a week on average but on preorder weeks it can spike to 8k. The highest month for shipping was 11k. I suspect for the year it will be roughly 45-55k.  So for print costs, staffing, rent and shipping the total is approximately £133,971. I estimate 4-7k on other costs like packaging and freebies. So let's estimate £140k spend for £222k turnover. So I estimate approximately £82,000 in profit - to which I'll then have to pay tax. That's a 36% profit. Not as high as I'd like, but also it's year one and spend is always higher in year one because of set up. I expect that as we move into year two that will grow and my aim is to reach 45% but the ultimate goal will be 50% I'm not sure if this is possible but we will try. We have a lot of stock that we can sell without having to spend out anymore.  In terms of granular costs to give you an idea of profit on the detail level: The cost of each book is loosely £2.20 per paperback for which we charge £10.99 on average. We allow for £1 of that to cover packaging and freebies. Meaning £3.20 of costs. Though this doesn't include a % for warehouse overheads. I don't have any advertising costs. I have bought all customers in from my mailing list, TikTok and Instagram. On average my returning customer rate is 35%. However, in months where I set up a new product preorder, that rate shoots up. For November 2025 it's 56%. Similarly, my average conversion rate is 5.83% conversion rate. What's interesting is that in those early months my conversion rate was 3.18%. This month it's 8.53%. I think this increase is twofold. First, I have a high returning customer rate, this automatically increases the conversion rate as your customers want what you're providing. Second, I think my marketing has gotten better and better. We're providing more books, stories and products that my audience wants and we're also getting better at marketing to market. Cash Flow One of the best things I did was create multiple pots and accounts. For a long time I'd lived under the assumption you could only have one business bank account. That was bad advice from an accountant. I have since left them and now have an excellent accountant. I've also had lots of advice from a dear friend who knows far more about money and systems than me.  Cash flow can either sky rocket or cripple a business. And when you run a physical business the numbers you run with are so much higher that you can easily crush your company. One of my favourite tactics is to create mini pots and split money up. For every preorder we run I create a pot in my bank, like a mini bank and every week I put the amount earned for that preorder product into the pot. If the product requires a print run, I pay for it out of that pot. If we have to buy wholesale merch, I take it from that pot etc. I also set aside money for tax each month. I move both personal tax money and corporation tax money and set it aside in a high interest savings account. The biggest outflows for running a distribution warehouse are staffing, warehouse rent, shipping and print runs.  For Architecti specifically, we had to do two print runs because we under ordered books. Meaning I had to outflow huge amounts of money twice. The print runs totalled £11,630. Plus 11,000 in shipping fees for that month. If I didn't have the money set aside for this, it could easily have pushed me into debt. One of the main things I did to help prevent cashflow issues, is have dozens of pots inside my bank accounts.  Every week the team calculates the income for orders and shipping for each product we have on preorder (there are always usually 2 to 3) and then I transfer that money to individual pots. Meaning I save all the money from preorders right up until launch. I then take the money for the print runs from this pot and for the shipping. What's left is the profit which is taxable so I move the tax money into my tax pot and then keep the rest. This is the safest way I've found for managing cashflow and ensuring I don't spend money that needs to be saved for specific things. I also have an entirely separate account for my shopify. So all print runs are paid for out of the shopify account. All shipping payments go out of that account. All printing for freebies etc comes from that account. It becomes totally self managing and over time it increases. Then if I want to take out chunks of profit, I do and keep the account at 20k. This is the equivalent of the average monthly turnover for the shopify. So should cover all bills or worst case scenarios.  I also have a tax pot where I move money each month. My accountants have a report that generates each month and estimates my tax. I then place my tax in a high interest account and leave it to earn some money before I have to pay it. Next Steps Business infrastructure. I recently visited Author Nation – the Las Vegas conference that was once 20books. There are so many areas for growth and improvement and I realised that I have essentially brut forced my way to the position I'm in. Upsell app Integration with better email upsell marketing system Possibly advertising Branded packaging

SummaryIn this week's episode of Startup Junkies, host Daniel Koonce sits down with Tyler Flagg, founder and CEO of Flying Company, to discuss his mission to transform private aviation and put Bentonville, Arkansas, on the map as an emerging aviation tech hub.Tyler shares his unique journey from failed child actor to fourteen-year Air Force pilot and squadron commander, and ultimately, tech entrepreneur. After leaving the military, Tyler found himself managing a private business jet and was shocked at the pain points in finding and hiring contract pilots. The process, relying on Facebook posts, word-of-mouth, and reams of paperwork, was inefficient and outdated. Sensing a gap in the market, he created the Flying Company, a streamlined platform that connects pilots and operators, handles credentials, agreements and payments, and even helps operators and pilots save valuable time and money.The conversation dives into the realities of startup life, the surprising lack of digital innovation in aviation, and Tyler's long-term vision: a one-stop career and staffing system for pilots from student certification through retirement. He also touches on his hopes for Bentonville to grow into an aviation tech hub and the value of surrounding yourself with like-minded entrepreneurs.Show Notes(00:00) Introduction(05:10) Building a Marketplace for Aviation(09:54) Addressing Pilot Frustrations: Communication & Payment(14:57) Employing Quiet Professionalism over Ego(17:31) Making Bentonville an Aviation Hub(22:35) Next Steps: Aviation Career Progression Platform(27:31) Closing ThoughtsLinksDaniel KoonceStartup JunkieStartup Junkie YouTubeTyler FlaggFlying Company

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.

Staffing Challenges and Political Bias: The Gaza Peace Plan and the BBC. Mary Kissel details the challenges facing the State Department and NSC in implementing the Trump administration's urgent Gaza Peace Plan, noting staffing issues are delaying coordination. The plan, featuring an apolitical "Board of Peace," seeks international legitimacy despite the UN's prejudice against Israel. Kissel expresses little surprise regarding the BBC scandal, viewing the deliberate distortion of the President's video remarks as appalling and emblematic of an "embedded bias" against conservatives that is deep and unfixable. 1959 GAZA

Staffing Challenges and Political Bias: The Gaza Peace Plan and the BBC. Mary Kissel details the challenges facing the State Department and NSC in implementing the Trump administration's urgent Gaza Peace Plan, noting staffing issues are delaying coordination. The plan, featuring an apolitical "Board of Peace," seeks international legitimacy despite the UN's prejudice against Israel. Kissel expresses little surprise regarding the BBC scandal, viewing the deliberate distortion of the President's video remarks as appalling and emblematic of an "embedded bias" against conservatives that is deep and unfixable. 1957 GAZA