Podcasts about Talent

In this episode, the host interviews Harry Joiner, a top executive recruiter in marketing and e-commerce. Harry shares his selective approach to working with clients, emphasizing the need for clear business strategies, strong financials, and a commitment to e-commerce. He compares recruiting top talent to casting star actors, noting that A-level candidates seek companies with compelling stories and solid economics. The discussion highlights the importance of business leaders knowing their numbers, defining their vision, and welcoming candidates who ask tough questions to build high-performing teams. The episode concludes with actionable advice for attracting and retaining top talent.Chapters:Introduction to Harry Joiner and His Credentials (00:00:00)Host introduces Harry Joiner, his background, and notable companies he's worked with.How Harry Selects Clients (00:01:04)Harry explains his criteria for choosing which companies to work with, comparing it to Hollywood actors picking scripts.Evaluating Client Business Fundamentals (00:02:20)Discussion on analyzing a client's business economics, strategy, and suitability for top-tier candidates.Attracting Top Talent: The Hollywood Analogy (00:03:41)Harry compares recruiting top talent to attracting star athletes or actors, emphasizing the need for a strong business foundation.The Importance of Smart, Challenging Candidates (00:05:28)Harry shares his preference for candidates who ask tough questions and challenge him, indicating high-caliber talent.Recognizing Top Candidates by Their Questions (00:06:25)Harry describes how the best candidates demonstrate their value by probing deeply into business metrics and strategy.Hiring Lessons from Personal Experience (00:08:41)The host reflects on his own hiring experiences, noting that the best hires are those who challenge leadership and require preparation.Three Actionable Takeaways for Business Leaders (00:10:33)The host summarizes three key action items: define your exit strategy, know your numbers, and cast a clear vision for recruits.Harry's Process and Final Advice (00:12:50)Harry emphasizes having a simple, practical process for business planning and offers to share it with listeners.Episode Wrap-Up and Thanks (00:15:35)The host thanks Harry for his insights and closes the episode.Links and Mentions:Tools, Websites, and LinksLinkedInBooks and ArticlesSuccessWall Street JournalBusinessweekUSA TodayInternet RetailingVideosShark TankEntourageTranscript:Josh 00:00:00  Today I'm super excited to introduce you to Harry Joiner. Harry is described by Search Engine Watch as a dominant recruiter in client side multichannel, the in multi-channel e-commerce space. He is an executive recruiter for marketing and eCommerce. He has been interviewed by success magazine and he has appeared in the Wall Street Journal, marketing, Sherpas, Great Minds in Marketing series, Businessweek, USA, TODAY.com, Internet Retailer, and many more. He has closed dozens of manager, director, VP and C-level ecommerce searches for some of the following companies. A&E television. Adidas American signature brands. Ashford. Com. Backcountry. Com. Boot barn. Com Columbia Sportswear. And many, many more. So welcome to the podcast, Harry.Harry 00:00:48  Thank you so much. Great to be here, Harry.Josh 00:00:50  I think what's interesting there, you mentioned, you know, you have a small firm, right? You're well experienced. Your results speak for themselves. If people go check out your LinkedIn profile, there's raving reviews of people that have worked with Harry.Josh 00:01:04  so, Harry 150, you know, companies are going to apply to kind of hire your services. What what are you looking for is you kind of determine what are the 50 you're going to work work with. What's the difference between those that you say no to versus the ones that you say yes to and why?Harry 00:01:22  Sure. It's a great question. well, so when people pitch us on a deal, so they pitch me into Alan and it's a little bit like if you've ever seen a concept pitched on Shark Tank, it's a little bit like that. Alan and I are very particular about the deals that we take, and I think I learned this watching entourage back in the, you know, 2000, 2008 through 12 or something that in Hollywood, the richest actors aren't the richest actors because they're the best actors. They're the richest actors because they get the best scripts. It's a lot like that as an e-commerce recruiter. So we like searches that can be closed on the back of a single story, right? So the brand, the you know, the client, they know what their business is about and who their business is for and what their unique selling proposition is.Harry 00:02:20  So why should anyone do business with them versus any option available to them? including doing nothing. we look for the underlying economics of the client's business. So do we understand how they make money? Do they understand how they make money? Do they understand how they're going to make money in the future? We tend to take a good hard look, at things like size and scope of a 12 month file. We'll look at things like average order value. We'll look at things like recurring revenue and order frequency. We'll look at, what it takes to actually bring that concept toe to life. You know, the purpose and values and viewpoint of the brand, and we'll look at a variety of different factors to try and determine whether our audience, which is the top 3% of people in the e-commerce industry. I mean, 97% of the candidates that watch this podcast aren't going to they're not we wouldn't represent them on a deal anyway because we're out there looking for load bearing walls. I mean, this sounds super salesy, but the fact of the matter is, when people come to me and Alan, they expect us to be in the organizational transformation business, right? You come to us looking for a Steph Curry, a Michael Jordan, a Tom Brady.Harry 00:03:41  That's that. And it is like being an agent in Hollywood and the best candidates in the industry, the people who are capable of plugging and playing and being a load bearing wall in our client's business, they want to make sure that they can do reputation enhancing work. That's really what it boils down to. And that means that in terms of the search, the client has the budget, the authority, the need, the timeline and the hiring process to knock good candidates in versus knock them out. And, the business has favorable underlying economics that the client has clarity and ability and resolve, you know, commitment towards e-com. And those are the things, honestly, that you need for an a player to do reputation enhancing work in your business.Josh 00:04:30  Yeah, I love the, the strategy that or the analogy that you made there with, you know, hiring like the Michael Jordan's or Steph Curry's right. If you think about that. You know, as a business owner. Right. If you want to attract a Michael Jordan or a Steph Curry.Josh 00:04:46  Right. If you're an NBA owner, you've got to have a good team. Right. And you've got to have a good vision and say, hey, here's the teammates that you'd be working alongside. ...

Today, I have the pleasure of speaking with Marcy Brajkovic and Stephanie Rosenberg. Marcy is the President and Owner of Chatfield Global LLC, a boutique consulting firm specializing in Human Resources and Organizational Effectiveness. And Stephanie is the Director of Talent Development at Chatfield Global. With over 20 years of experience at companies like Ernst & Young, PricewaterhouseCoopers, SC Johnson, W.W. Grainger, Anixter (now Wesco), and Hospira (now Pfizer), Marcy has helped organizations — from family-owned manufacturers to Family Offices to Fortune 50 enterprises — align human resources practices and talent development with organizational strategy. A certified Senior Professional in Human Resources, Lean Six Sigma Black Belt, and Kaizen facilitator, she brings a "build, grow, and serve" mindset and practical expertise to workforce development, organizational change, and leadership coaching. Stephanie has over 16 years of experience in talent development and business transformation and brings deep expertise in career coaching, leadership development, and change management. She has led programs in early careers, succession planning, and training for teams of 10 to 500+, as well as large-scale business initiatives at a major retailer. Today, she partners with family offices and professional services firms across the full employee lifecycle, helping them attract, develop, and retain high-performing teams. Marcy and Stephanie, and their firm Chatfield Global, are Specialist Advisor members for FOX and we are grateful to have their expertise within our membership community. We start with Marcy and Stephanie's collective view on the HR function in family offices today. They describe how family offices are designing and structuring their HR departments, how the function has evolved in recent years, and outline the most prominent trends that are reshaping HR and people strategy at family offices. Talent development is particularly challenging for family offices, given their small size and limited career paths. Marcy and Stephanie talk about how family offices handle talent development, including coaching, goalsetting, and performance management, and highlight the key challenges and opportunities families and their internal teams face in this realm. Marcy and Stephanie share their insights on some of the external resources available to family offices that they can leverage to strengthen their HR capabilities, develop and coach their people, and build a vibrant culture. They also offer for family office owners and leaders on how best to promote staff engagement, provide advancement opportunities, coach their executives, and promote a culture of both loyalty and excellence. Don't miss this highly insightful conversation with two of the most experienced and trusted human capital thought leaders and practitioners in the family office space.

On this episode of The Medical Alley Podcast, we dive into one of the most urgent challenges facing our industry — our workforce. From shortages across clinical roles to the growing demand for skilled digital and technical talent, the strength of our future healthcare system truly depends on the people who power it.To help us unpack the issue, we welcome Dr. Sally Saba, president of the Medtronic Foundation and Chief Inclusion and Diversity Officer at Medtronic.Dr. Saba is leading one of the most ambitious workforce initiatives in the country — Medtronic Spark, a 10-year, $100 million commitment designed to expand opportunity, strengthen the STEM talent pipeline, and ensure that the next generation of innovators reflects the diversity of the communities we serve.Applications for the Medtronic Spark Scholarship are officially open. To learn more about how to apply, click here.Send us a message! Follow Medical Alley on social media on LinkedIn, Facebook, X and Instagram.

Cara: Hello friends, and welcome to this episode of GC Podcast. This podcast is devoted to exploring best ministry practices in the context of Grace Communion International churches. I’m your host, Cara Garrity, and today I am happy to have Bharat Naker as our guest. Bharat is senior pastor in the Brisbane area of Australia […] The post Discipleship of Talent w/ Bharat Naker first appeared on Grace Communion International Resources....

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Felicia Hatcher. Purpose of the Interview To spotlight Black Ambition, a national initiative founded by Pharrell Williams that funds and mentors Black and Brown entrepreneurs. To share insights on entrepreneurship, access to resources, and strategies for scaling businesses. To inspire and educate small business owners and innovators on how to leverage opportunities for growth. Key Takeaways About Black Ambition Founded by Pharrell Williams to close the opportunity gap for Black and Hispanic entrepreneurs. Provides capital, mentorship, and masterclasses to help founders scale. Has invested in 131 companies and awarded millions in funding. Competition Structure Annual national competition with 2,500–3,000 applications. Categories include HBCU, National Finalists, Top Prize Winner, People’s Choice. Process: Applications → 250 semifinalists → 3-month cohort → Demo Day for top 20–25 companies. Unique Approach Focus on high-quality mentorship, not “low vibrational” guidance. Includes mental health and wellness support for entrepreneurs. Partnerships with brands like Louis Vuitton for luxury retail insights. Challenges for Entrepreneurs Many fail by rushing applications and skipping info sessions. Success requires clarity, traction, and persistence—sometimes multiple attempts. Black women are the fastest-growing entrepreneurs but often remain solopreneurs; Black Ambition prioritizes team-building. Pharrell’s Motivation Believes in democratizing opportunity: “Talent is not equally distributed by zip code, but opportunity can be.” Inspired by those who believed in him early in his career. Felicia Hatcher’s Journey Former founder of Center for Black Innovation and Black Tech Week. Emphasizes resilience: “I’m a C student and a college dropout, but I never let that define me.” Advocates for creative pathways to success and capital access. Notable Quotes “Success leaves clues.” – On learning from past winners. “Talent is not equally distributed by zip code, but opportunity can be.” – Pharrell’s guiding principle. “If it doesn’t work on you in that moment, it works for you in that moment. Either way, it works.” – On persistence. “We have to start enjoying the process… be stretched, be cut by the process.” – On entrepreneurial growth. “Wealth has a need for speed.” – On urgency in closing the wealth gap. #SHMS #STRAW #BESTSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Felicia Hatcher. Purpose of the Interview To spotlight Black Ambition, a national initiative founded by Pharrell Williams that funds and mentors Black and Brown entrepreneurs. To share insights on entrepreneurship, access to resources, and strategies for scaling businesses. To inspire and educate small business owners and innovators on how to leverage opportunities for growth. Key Takeaways About Black Ambition Founded by Pharrell Williams to close the opportunity gap for Black and Hispanic entrepreneurs. Provides capital, mentorship, and masterclasses to help founders scale. Has invested in 131 companies and awarded millions in funding. Competition Structure Annual national competition with 2,500–3,000 applications. Categories include HBCU, National Finalists, Top Prize Winner, People’s Choice. Process: Applications → 250 semifinalists → 3-month cohort → Demo Day for top 20–25 companies. Unique Approach Focus on high-quality mentorship, not “low vibrational” guidance. Includes mental health and wellness support for entrepreneurs. Partnerships with brands like Louis Vuitton for luxury retail insights. Challenges for Entrepreneurs Many fail by rushing applications and skipping info sessions. Success requires clarity, traction, and persistence—sometimes multiple attempts. Black women are the fastest-growing entrepreneurs but often remain solopreneurs; Black Ambition prioritizes team-building. Pharrell’s Motivation Believes in democratizing opportunity: “Talent is not equally distributed by zip code, but opportunity can be.” Inspired by those who believed in him early in his career. Felicia Hatcher’s Journey Former founder of Center for Black Innovation and Black Tech Week. Emphasizes resilience: “I’m a C student and a college dropout, but I never let that define me.” Advocates for creative pathways to success and capital access. Notable Quotes “Success leaves clues.” – On learning from past winners. “Talent is not equally distributed by zip code, but opportunity can be.” – Pharrell’s guiding principle. “If it doesn’t work on you in that moment, it works for you in that moment. Either way, it works.” – On persistence. “We have to start enjoying the process… be stretched, be cut by the process.” – On entrepreneurial growth. “Wealth has a need for speed.” – On urgency in closing the wealth gap. #SHMS #STRAW #BESTSee omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Felicia Hatcher. Purpose of the Interview To spotlight Black Ambition, a national initiative founded by Pharrell Williams that funds and mentors Black and Brown entrepreneurs. To share insights on entrepreneurship, access to resources, and strategies for scaling businesses. To inspire and educate small business owners and innovators on how to leverage opportunities for growth. Key Takeaways About Black Ambition Founded by Pharrell Williams to close the opportunity gap for Black and Hispanic entrepreneurs. Provides capital, mentorship, and masterclasses to help founders scale. Has invested in 131 companies and awarded millions in funding. Competition Structure Annual national competition with 2,500–3,000 applications. Categories include HBCU, National Finalists, Top Prize Winner, People’s Choice. Process: Applications → 250 semifinalists → 3-month cohort → Demo Day for top 20–25 companies. Unique Approach Focus on high-quality mentorship, not “low vibrational” guidance. Includes mental health and wellness support for entrepreneurs. Partnerships with brands like Louis Vuitton for luxury retail insights. Challenges for Entrepreneurs Many fail by rushing applications and skipping info sessions. Success requires clarity, traction, and persistence—sometimes multiple attempts. Black women are the fastest-growing entrepreneurs but often remain solopreneurs; Black Ambition prioritizes team-building. Pharrell’s Motivation Believes in democratizing opportunity: “Talent is not equally distributed by zip code, but opportunity can be.” Inspired by those who believed in him early in his career. Felicia Hatcher’s Journey Former founder of Center for Black Innovation and Black Tech Week. Emphasizes resilience: “I’m a C student and a college dropout, but I never let that define me.” Advocates for creative pathways to success and capital access. Notable Quotes “Success leaves clues.” – On learning from past winners. “Talent is not equally distributed by zip code, but opportunity can be.” – Pharrell’s guiding principle. “If it doesn’t work on you in that moment, it works for you in that moment. Either way, it works.” – On persistence. “We have to start enjoying the process… be stretched, be cut by the process.” – On entrepreneurial growth. “Wealth has a need for speed.” – On urgency in closing the wealth gap. #SHMS #STRAW #BESTSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

In this episode, Shannon Libbert, Senior Partner at Kingsley Gate, shares insights on how healthcare leaders can navigate workforce challenges, harness AI as an enabler, and strengthen trust through clarity, courage, and connection to drive meaningful organizational transformation.This episode is sponsored by Kingsley Gate.

In this episode of the Solar Maverick Podcast, host Benoy Thanjan talks with Jon Semingson, President of Peak Demand, a leading recruitment firm focused on renewable energy and clean technology. Jon shares an inside look at how the intense growth of solar, storage and broader renewables is reshaping the talent market, what companies are doing right and wrong when hiring, and what candidates should focus on to stand out. Benoy and Jon also dive into how recent policy changes and the “Big Beautiful Bill” landscape are influencing demand for specific skill sets, plus key takeaways from this year's RE+ Las Vegas and what they signal about the future of the clean energy workforce. What You'll Learn In This Episode How Peak Demand became a go-to recruiting partner for solar, storage and clean energy companies The most in-demand roles in today's renewable energy market How policy shifts and incentives are changing hiring needs across development, EPC, asset management and finance Compensation and hiring trends for 2025 and beyond How remote work, hybrid models and geographic flexibility are affecting recruiting strategies Common mistakes solar and storage companies make when trying to hire top talent Practical tips for candidates who want to break into or move up in the renewable energy industry Key themes Jon and Benoy saw at RE+ and what they reveal about where the industry is headed How founders and executives can build teams that scale with rapid growth and market volatility   Biographies Benoy Thanjan Benoy Thanjan is the Founder and CEO of Reneu Energy, solar developer and consulting firm, and a strategic advisor to multiple cleantech startups. Over his career, Benoy has developed over 100 MWs of solar projects across the U.S., helped launch the first residential solar tax equity funds at Tesla, and brokered $45 million in Renewable Energy Credits (“REC”) transactions. Prior to founding Reneu Energy, Benoy was the Environmental Commodities Trader in Tesla's Project Finance Group, where he managed one of the largest environmental commodities portfolios. He originated REC trades and co-developed a monetization and hedging strategy with senior leadership to enter the East Coast market. As Vice President at Vanguard Energy Partners, Benoy crafted project finance solutions for commercial-scale solar portfolios. His role at Ridgewood Renewable Power, a private equity fund with 125 MWs of U.S. renewable assets, involved evaluating investment opportunities and maximizing returns. He also played a key role in the sale of the firm's renewable portfolio. Earlier in his career, Benoy worked in Energy Structured Finance at Deloitte & Touche and Financial Advisory Services at Ernst & Young, following an internship on the trading floor at D.E. Shaw & Co., a multi billion dollar hedge fund. Benoy holds an MBA in Finance from Rutgers University and a BS in Finance and Economics from NYU Stern, where he was an Alumni Scholar. Jon Semingson Jon Semingson is the President of Peak Demand, a recruitment firm specializing in renewable energy, clean technology and the broader energy transition. Peak Demand partners with developers, IPPs, EPCs, manufacturers and investors to help them hire top talent across leadership, commercial, technical and operational roles. Peak Demand focuses on long-term partnerships, understanding both company culture and candidate motivations to build teams that can scale in a fast-moving, highly competitive market like solar and storage.   Stay Connected: Benoy Thanjan Email: info@reneuenergy.com  LinkedIn: Benoy Thanjan Website: https://www.reneuenergy.com Website:  https://www.solarmaverickpodcast.com   Jon Semingson  Linkedin: https://www.linkedin.com/in/solarrecruiter/       Website:  https://peakdemandinc.com/   Email:  jon@inpeakdemand.com   If you enjoyed this episode, please rate, review and share the Solar Maverick Podcast so more people can learn how to accelerate the clean energy transition.   Join Us for the Winter Solstice Fundraiser!  I'm excited to invite you to our Winter Solstice Fundraiser, hosted by Reneu Energy and the Solar Maverick Podcast on Thursday, December 4th from 6–10 PM at Hudson Hall in Jersey City, NJ! https://www.tickettailor.com/events/reneuenergy/1919391 This event brings together clean energy leaders, entrepreneurs, and friends to celebrate the season while raising funds for the Let's Share the Sun Foundation, which installs solar and storage systems for families and communities in need in Puerto Rico. We'll have: -Great food and drinks -Amazing networking with solar and sustainability professionals -Sports memorabilia auctions (with proceeds benefiting Let's Share the Sun) -An inspiring community focused on making an impact through solar energy If you or your company would like to get involved as a sponsor, please message us at info@reneuenergy.com.  

Patriots head coach Mike Vrabel addresses the media on Wednesday, November 19, 2025.See omnystudio.com/listener for privacy information.

Sometimes we have to entertain the stupidity. Today we did that with a texter who suggested the Chiefs should trade Mahomes.

“Can you actually have too many elite defensive tackles—or is that the best problem in football?”On this episode of The Ben and Skin Show, Ben Rogers, Jeff “Skin” Wade, Kevin “KT” Turner, and Krystina Ray break down the Cowboys' revamped defense after a dominant win over the Raiders. The crew debates whether Dallas now has an embarrassment of riches at defensive tackle and what that means for the team's future.

In this episode, James is joined on the couch, in person, by Ross Thompson, founder of Infinity Staff Global, to unpack how he has successfully expanded from Australia into the UK recruitment market.They get into why he chose South Africa over the Philippines for offshore talent, how cultural fit and time zones impact performance, and why clients are turning to offshore solutions as the cost of employing in the UK and Australia continues to rise. The Marketing Rules Podcast is sponsored by RChill⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.rchilli.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠#MarketingRules#TheVoiceOfRecruitmentMarketing⁠To connect with Ross:⁠https://www.linkedin.com/in/rossnthompson/Learn more about James and ThinkinCircles:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠⁠

In this episode of The Hirewell Update, Ryan Ross welcomes Jeff Smith to talk through why now, not January, is the critical window for 2026 hiring plans. They break down what proactive talent strategy actually looks like, why waiting until Q1 is a losing move, and how the smartest companies are blending internal recruiting with flexible RPO support to meet demand without overcommitting. From signs of strength in go-to-market hiring to the resurgence of talent acquisition roles, this episode is your playbook for turning Q4 planning into Q1 execution. Whether you're building a team or scaling one, this is the conversation you need before the year ends.

On this episode of GMH, Sarah Dandashy and Steve Turk break down a lineup of stories shaping the hotel and travel landscape.

Attracting and retaining top talent is one of the greatest challenges for growing advisory firms. As teams expand, success depends not just on recruiting, but on creating a culture where people feel valued, supported, and empowered to grow. This episode explores how intentional talent development and leadership coaching can help firms build thriving, future-ready teams. Katie Calagui is the owner of Katie Calagui Consulting, a coaching and consulting firm that partners with financial planning leaders to strengthen their people systems and firm culture. Listen in as Katie shares how firms can move beyond traditional HR to invest in true people development, building training, mentorship, and advancement pathways that reduce turnover and develop next-generation advisors. You'll learn the key metrics that reveal whether your talent strategy is working, common leadership blind spots, and why the best coaches don't give advice—they draw out the wisdom firm leaders already have. For show notes and more visit: https://www.kitces.com/464

A Talent for Giving: Creating a more generous society that benefits everyone by John Studzinski https://www.amazon.com/Talent-Giving-Creating-generous-benefits/dp/1399418793 “A guide for how all of us can make a difference in the lives of others.” Michael Bloomberg “Made me really think about what it means to give, to care, to be generous.” Sir Grayson Perry Reclaim your individual impact with 'entrepreneurial giving'. It's time to democratize generosity and impact so YOU can make a difference. Philanthropy isn't just about wealth - it's about creativity, passion, and using your unique talents to contribute to what you believe in. Visionary investor and humanitarian John Studzinski challenges the traditional notion that philanthropy is reserved for the ultra-rich, revealing how anyone, regardless of financial means, can become a force for change. This groundbreaking book introduces entrepreneurial giving - a hands-on approach to philanthropy that harnesses skills, expertise, and resources. Through thought-provoking insights, A Talent for Giving offers a powerful new roadmap for impact. More than a guide, this book is a call to action. Whether you're an executive, an artist, a teacher, or an activist, your talents have the power to transform lives. The future of giving isn't about writing cheques - it's about reimagining what's possible. And it all starts with you.About the author John Studzinski, CBE is an American-British investment banker and philanthropist. Since September 2018, he has been Managing Director and Vice Chairman of the global investment management firm PIMCO. In his philanthropic activities, he consistently emphasizes the importance of human dignity and the role in philanthropy of mentoring and active networks. In 2008, he was awarded a CBE for his Services to the Arts and Charity and his philanthropy has been recognized with awards from Pope John Paul II, the Prince of Wales (2014) and the Beacon Prize.

In this episode of The Edge of Work, host Al Dea joins leaders live from the Guild Opportunity Summit in San Diego to explore the future of talent, career mobility, and skills transformation.The episode features conversations with Matthew J. Daniel, Senior Principal of Talent Strategy and Mobility at Guild; and Marquita Williams, Executive Director of Organizational Learning and Development at AdventHealth. Together, they discuss how leading organizations are aligning career growth with business outcomes, and key insights from Guild and Lightcast's Talent Resilience Index, a benchmark for understanding career mobility and critical workforce skills shaping today's workplace.LinksMatthew Daniel: https://www.linkedin.com/in/matthewjdaniel/Marquita Williams: https://www.linkedin.com/in/marquita-williams-764b244b/Talent Resilience Index: https://guild.com/report/talent-resilience-index?utm_source=press&utm_medium=refe[

Author : Jamie M. Boyd Narrator : D'Shawn Payton Host : Katherine Inskip Audio Producer : Jeremy Carter Cast of Wonders 664: Blood and Talent is a Cast of Wonders original. Content notes: injury, violence, historical racism, domestic violence, death Blood and Talent by Jamie M. Boyd William Bird was sweeping up at the end […] Source

Amid Vietnam's rapid economic and social transformation since the late 1990s, stories of resilience, opportunity, and positive change have become an integral part of the country's development journey. From a nation where the majority of people once lived day to day through manual labour, Vietnam has gradually created opportunities for young people, especially those from disadvantaged backgrounds, to access education, vocational training, and essential skills for the future.In this context, sustainable support models have also emerged, laying the foundation for broader social and workforce development. Among them, KOTO, founded by CEO Jimmy Pham, has become a pioneering organization, focusing on vocational training in the hospitality industry while also nurturing life skills and providing career guidance to prepare youth for professional work environments.Join host Hao Tran in a conversation with Founder and CEO, KOTO - Jimmy Pham, as he shares the journey of building the organization and his insights on vocational training and career development.___Listen to this episode on YouTubeAnd explore many amazing articles about the pioneers at: https://vietcetera.com/vn/bo-suu-tap/vietnam-innovatorFeel free to leave any questions or invitations for business cooperation at hello@vni-digest.com

Scaling SaaS in 2026: AI, Talent, and the Future of People Operations is becoming a core focus for growing B2B companies as AI reshapes how teams work, how customers buy, and how leaders build the next generation of SaaS organizations. In this episode of the Grow Your B2B SaaS podcast, recorded live at SaaS Summit Benelux in Amsterdam, host Joran speaks with Hotske Wesselius about how AI will reshape scaling in 2026. With a background in marketing and a career shift into people and talent acquisition, Hotske supports SaaS companies in hiring and retaining top talent. Their discussion explores how AI is changing the buyer journey, customer success, people management, culture, team structures, search behavior, partnerships, go to market strategies, efficiency, and the overall pace of competition. The theme is consistent. AI will not remove the need for people, but it will transform how teams work, what skills matter, and how leaders manage and support their organizations. The episode also offers advice for founders at various revenue stages and the mindset shifts needed to thrive in a fast changing environment.Key Timecodes(0:00) – AI Breakthrough Intro: B2B SaaS in 2026, Scaling, Buyer Journey, Customer Success, People Leadership(0:47) – Talent Secrets: Hotske Wesselius on Marketing, Recruiting, Hiring Top SaaS Talent(1:12) – Scaling Revolution: What Will Separate Winning B2B SaaS in 2026 (AI-Driven Orgs)(1:26) – Skill Upgrade: New Capabilities for the AI Era — Agents, Enablement, Leadership(2:13) – Buyer Shift: AI Search, Findability, and Customer Support Automation(3:11) – Data Reality Check: People Analytics Built on Engagement + Results(3:33) – Automation Wave: Headcount vs AI, Cognitive Tasks, Reporting, AI “Brain” Roles(4:31) – Human-in-the-Loop: Training, Building, and Governing AI Inside SaaS Companies(4:52) – Culture Reset: Designing Strong Company Culture in the Age of AI(5:29) – AI-First Shift: Changing Mindset at Scale (Miro Example)(5:56) – Leadership Hack: Using ChatGPT for Feedback, Tone, and Empathetic Communication(7:03) – Hyper-Personalization: Tailoring Communication via Personality Types (DISC)(7:44) – Empathy Engine: How AI Improves Manager Communication & Employee Experience(8:15) – Pro Tip: Use AI as Your Personal Empathy Coach(8:29) – Sponsor Spotlight: Reditus — B2B SaaS Affiliate & Referral Growth(9:25) – Efficiency Mode: Growing Fast in 2026 with AI Automation

On this special episode recorded live at the CIPP's (Chartered Institute of Payroll Professionals) Annual Conference and Exhibition (CIPP ACE) in Newport, Wales, Pete catches up with the world-famous duo behind the most recognized payroll recruiting brands in the world - JGA Recruitment co-founders and payroll evangelists Nick Day and Tom Coughton! Together, they unpack the evolving payroll talent landscape, exploring how AI, hybrid work, and shifting expectations are reshaping the skills, leadership, and mindset required to thrive in modern payroll.  From the global war for payroll talent to the rise of the Chief Payroll Officer and the paradigm-shifting concept of a “Chief Payroll Ethicist,” the trio dives into the importance of storytelling, trust, and leadership development in attracting the next generation of payroll professionals. Packed with candid discussion and actionable advice, this episode challenges payroll and HR leaders alike to rethink the critical practice positioning in the organization and how they attract, retain, and empower the next generation of payroll professionals. Connect with Nick and Tom: JGA Recruitment: https://jgarecruitmentinc.com/ Nick's LinkedIn: https://www.linkedin.com/in/nickday/  Tom's LinkedIn: https://www.linkedin.com/in/tom-croughton/  Connect with the show:    LinkedIn: http://linkedin.com/company/hr-payroll-2-0  X: @HRPayroll2_0 @PeteTiliakos @JulieFer_HR BlueSky: @hrpayroll2o.bsky.social  YouTube: https://www.youtube.com/@HRPAYROLL2_0

Fresh out of the studio, we commemorated the 10th anniversary of the e-Conomy SEA [Southeast Asia] Report with Sapna Chadha from Google, Florian Hoppe from Bain & Company, and Cassie Wu from Temasek, celebrating a decade of tracking Southeast Asia's digital transformation. The panel reflected on the region's remarkable achievement of reaching $300 billion in GMV—exceeding the original $200 billion goal by 1.5x—alongside revenue growth of 11x over the past decade. The panellists examined pivotal themes including Southeast Asia's position as the world's most AI-curious region with three times more interest than elsewhere, the explosive rise of video commerce and the maturation of digital financial services. The conversation explored the expansion from SEA-6 to 10 ASEAN countries, the ecosystem's resilience through multiple crisis cycles, and the shift from growth-at-all-costs to sustainable profitability. The episode concludes with each panellist sharing their vision for 2030, emphasizing building trust in AI adoption, creating an inclusive AI economy that benefits SMEs alongside large platforms, and navigating the AI transition gracefully to unlock innovation while addressing employment challenges—underscoring Southeast Asia's evolution from digital catch-up player to global innovation leader rewriting the playbook for digital adoption."We set this audacious goal of 200 billion by 2025. People told us we were crazy. In 2016 when we put that ambition out there, we've actually reached 1.5x that and we've hit 300 billion. And so it's just reflective of this incredible economy." - Sapna Chadha"Indonesia e-commerce still I think is larger or about the same size as all of India e-commerce. And yet the attention tends to be a little bit veering away from Southeast Asia, but this is actually a real economic powerhouse I think for all of Asia Pacific." - Florian Hoppe"Southeast Asia as a region, as we think about digital economy adoption, we are not playing catch up anymore. In many ways we're leading the digital adoption. We're writing how digital economy, how digital adoption could look like for a population and demographic like us." - Cassie WuProfiles: Sapna Chadha, Vice President Southeast Asia and South Asia Frontier, Google Asia PacificFlorian Hoppe, Partner at Bain & CompanyCassie Wu, Director, Southeast Asia at Temaseke-Conomy SEA 2025: https://economysea.withgoogle.com/Episode Highlights:[00:00] Quote of the Day by Sapna Chadha, Florian Hoppe & Cassie Wu[01:17] 10th anniversary of e-Conomy SEA Report[03:00] Digital economy hits 300 billion, exceeding goals[04:09] Ecosystem resilience through multiple crisis cycles[06:10] Report expands from SEA-6 to ASEAN-10[08:13] Southeast Asia most underappreciated AI opportunity[09:31] Indonesia e-commerce matches all of India[10:04] Region leading digital adoption, not catching up[12:13] Cash no longer king, payments fully inverted[13:00] Revenue growth 11x over past decade[15:00] 300 billion GMV despite headwinds and tariffs[16:00] Video commerce grew 5x in three years[19:03] Digital payments north of 60% of transactions[23:32] Super apps unique to Southeast Asia ecosystem[25:45] Data center capacity growing faster than anywhere[27:01] Lower labor costs delayed AI adoption initially[31:00] Ecosystem healthier than ever before[33:08] Talent is the critical AI bottleneck[35:19] Digital infrastructure must align with green economy[39:00] Southeast Asia remains globally underappreciated[40:39] Can Southeast Asia leapfrog into AI era[43:00] ClosingPodcast Information: Bernard Leong hosts and produces the show. The proper credits for the intro and end music are "Energetic Sports Drive." G. Thomas Craig mixed and edited the episode in both video and audio format.

Strategy beats panic when work changes this fast. We sit down with Karla Eidem, North American Regional Managing Director at the Project Management Institute, to explore how HR can turn AI disruption into a springboard for skills, execution, and meaningful outcomes. From facts over fear to practical, lightweight tools, we walk through the moves that help teams adapt with less noise and more impact.Karla breaks down the PMI Talent Triangle—power skills, ways of working, and business acumen—and shows why these capabilities now matter across every HR function. We dig into skills-based hiring, internal mobility, and creating early-career on-ramps when routine tasks are automated. If you've ever run a “meeting for everyone with no one accountable,” you'll get immediate value from simple project tools like a team register, a sharp charter, and a clear cadence that turns ambition into action.We also tackle the tough questions about AI: where it helps, where it can't, and how HR should evaluate tools to truly capture value. Karla shares field stories, including leading a COVID-19 vaccine rollout, to illustrate how project management provides structure in ambiguity. Plus, we highlight insights from her SHRM session and extend an invitation to stay connected with PMI's global community through year-round learning and networking, including the annual PMI Global Summit.If you're ready to shift from operations to strategic leadership, this conversation offers a practical playbook. Subscribe, share this episode with your team, and leave a review with the one skill you're prioritizing next—we'll feature our favorites in a future show.Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global. If you need to hire one person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world has the hustle and grit to deliver. My guest: Nicholas Thompson is the CEO of The Atlantic and former editor-in-chief of WIRED. He's the author of the best-selling book (and one of my favorites of the year), The Running Ground. Nick shares why great leaders must balance being decisive with staying open to being wrong, how to build teams that challenge your thinking without creating chaos, and why the most important skill for the next decade is knowing what questions only humans can answer. Key Learnings Consistency Over Intensity Creates Results - If you go out there every day, six or seven days a week, and a couple days you push yourself really hard, you get faster. There's no two ways about it. If you don't do that, you don't get faster. It's a very good reminder that you can get a lot done if you just go and allot time to pushing yourself. Recommendation letter written by the Stanford faculty about Nick's dad to be a Rhodes Scholar: "Scotty Thompson is the kind of young man that comes along only once in approximately ten years. I cannot recall ever having known a student who possessed the same combination of intelligence, creativity, energy, drive, and dedication. He has attempted more, achieved more, than anyone we have studied– including some who now hold high office. He is generally conceded among those who have observed the student body since World War II to be the outstanding leader of the era. I think it likely that in the entire history of Stanford campus life, he has had no near rival since Herbert Hoover as an undergraduate." Also about Nick's Dad: Tracy Bennett, one of his graduate students, said, "He was flamboyant, gently endearing, annoyingly arrogant, piercingly intelligent, entertaining, and more. I'd never met a man, nor had a professor, who was clearly so brilliant and at the same time so precariously insecure." His grandfather, Frank Thompson, placed second in the Southern California extemporaneous speaking contest held at Whittier College. First place was Richard Nixon. Parenting — "Nothing makes me more worried about failure than parenting." "Parenting is suffused with regrets, confusion, and mistakes. But when I run by, I know my children are rooting for me to succeed with infinite love and enthusiasm." Running hard... Pushing yourself. Why do it? "Discipline builds discipline. Discipline is cumulative." Sometimes You Have to Trick Yourself - I ran 10:48 because the track was bigger than I thought, and I didn't realize how fast I was going. If I had known I was running at a 5:23 pace, I would've shut down. My body would've started to hurt. Sometimes you can't let yourself know what you're actually doing, or you'll get scared. Hiring at The Atlantic - The people he hires at The Atlantic share four must-have attributes: A spirit of generosity. A force of ideas. They're relentlessly hard workers. And they have an edge: an anxiety about getting great work done. That last one stuck with me. The best people aren't just talented... They're driven by a productive anxiety to do work that matters. Becoming CEO of The Atlantic: The Search & Selection: The Atlantic conducted a yearlong search after President Bob Cohn left in fall 2019. When owners Laurene Powell Jobs and David Bradley announced Thompsont in December 2020, they said "Nick is singular; we've seen no one like him" and that he brought "a surround-sound coverage of relevant experience." Move at an Uncomfortable Pace - You don't get anything you want by being comfortable. If you're working in a way that feels easy and setting deadlines where everything seems smooth, you're not growing, you're not learning, you're not getting there. That's a lesson from running, and it's a good lesson for work. Set Audacious Goals - We're setting two extremely big goals at The Atlantic. Our projections don't suggest we're going to hit them. But the same was true last time when I said we're gonna get profitable and a million subscribers in three years. We got there. Sometimes having a really big goal motivates you and forces all the tough choices. Continuous Forward Motion Matters Most - When I realized yesterday's marathon was going badly, I kept telling myself: continuous forward motion. Sometimes the goal becomes just finishing. It's better to make a full drop in pace and hold that than to slowly slide backwards every mile once you know you won't hit your goal. Every Extra Word Is an Opportunity to Lose People - Every extra word, every extra thought, every extra detail that doesn't propel the story needs to be removed. This book is 75,000 words, but there's 60,000 words I cut. Is this sentence absolutely essential? No? It's gone. That's storytelling, and that's leadership communication. The Cocktail Party Test for Storytelling - If you describe what you're writing at a cocktail party, do people come towards you or walk away? I can talk about my 2005 cancer diagnosis and 2007 marathon, and people lock in. I talk about my 2009 marathon, and no one cares. Test what has emotional resonance with your friends. Write and Speak To Help People SEE a Movie - When somebody's reading, they're visualizing it in their mind's eye. Can you see it? Can you feel it? If you can't run a movie in your head about what I'm writing, it shouldn't be on the page. Help them visualize it—the little white house in Concord, walking around Walden Pond. Hiring: Spirit of Generosity and Force of Ideas - Spirit of generosity means can they work with people? Will they be territorial or figure out what's best for the org? Force of ideas means are you smart and sharp? I also want edge—a little bit of productive paranoia. Not complacent, but kind to everybody. Discipline Can Show Up in Different Ways - My editor-in-chief hasn't run a mile in 25 years. Is he disciplined? Hell yeah. Works all the time, focused on every sentence. You can have mental discipline without physical discipline. I try to get the most out of different kinds of people with different strengths. Keep Going - This is the hardest time to graduate because of AI and uncertainty. Find things you're passionate about and really focus on them. My twenties weren't great professionally. I found journalism, but I wasn't good at it yet. Keep pushing, and eventually things turn out for the best. Reflection Questions What would happen if you moved at an uncomfortable pace in your most important work? Where are you setting deadlines that feel too easy and smooth? Are you ruthlessly cutting everything that doesn't propel your story forward? What sentence, meeting, or project exists simply because it always has, not because it's essential? Former Episodes Referenced #603 - Michael Easter - The Comfort Crisis #611 - Codie Sanchez - Main Street Millionaire #654 - Jake Tapper - Be So Good They Can't Ignore You Time Stamps: 02:05 Nick's NYC Marathon Experience 03:35 Nick's Father's Legacy 11:43  Running and Leadership 17:08 Overcoming Cancer and Running Again 19:24 The Importance of Setting "Stretch" Goals  21:30 Marathon Challenges and Lessons 27:09 The Warrior Athlete and Early Lessons 28:54 Nick's Role as CEO of The Atlantic 29:30 Unique Talents for a CEO Role 30:42 Balancing Multiple Interests 32:30 Writing 'The Running Ground' 37:37 Crafting a Compelling Story 41:24 Storytelling Tips for Leaders 44:15 Hiring the Right People 51:55 Running and Parenting 54:06 Advice for New Graduates 56:07 EOPC

In this episode, Galit sits down with creator and educator Jason Pickett for a real conversation about the shifts happening in today's dance world. Jason shares his path from Utah's freestyle community to building a career outside the traditional LA route, and the mindset behind choosing what actually feels right. They dig into the responsibilities of teachers and influencers online, the short-sightedness that's causing dance studios and conventions business, and a shift in what dancers want to do professionally. Jason and Galit also explore whether competitions are watering down dance, how COVID changed the mentality of young dancers, and why the best teachers don't rely on the “combo.” This episode pulls back the curtain on connecting the generations, talent development, and what it really means to create good dancers - not just good perfectionists. Follow Galit: Instagram - https://www.instagram.com/gogalit Website - https://www.gogalit.com/ On-Demand Fitness Courses - https://galit-s-school-0397.thinkific.com/collections Follow Jason Pickett: Instagram - https://www.instagram.com/heyitspickett/ Jason's Website - https://nsadance.com/

In part 2 of this episode of the HVAC Know It All Podcast, host Gary McCreadie is joined by Kyle Smith, an HVAC technician and account manager at MK Mechanical, LLC. They discuss the importance of mentorship in the trades and how creating a supportive learning environment can help new technicians thrive. Kyle shares his experience of teaching the next generation through patience and hands-on guidance, rather than through harsh criticism. They talk about the value of education and the role of self-education in becoming a successful technician. The episode also covers how building a positive culture within companies can lead to better retention and stronger team dynamics. Gary and Kyle discuss how creating a positive, supportive environment helps new HVAC techs succeed by focusing on teaching instead of yelling. They explain why some older techs struggle to connect with younger ones and how respect and clear expectations can improve teamwork. Kyle shares advice on mentoring, like being patient, using hands-on learning, and taking time to educate rather than criticize. They also talk about using resources like YouTube and phones to help techs learn outside of work hours. They finish by emphasizing the importance of training the next generation and creating a culture of learning in the HVAC industry.   Expect to Learn: How mentorship and patient teaching help new HVAC techs build skills. Why does creating a supportive environment lead to better retention in the trade? How does asking the right questions and using hands-on training improve learning? Why encouraging self-education outside of work helps techs grow faster. How to build a company culture focused on respect, teamwork, and education.   Episode Highlights:  [00:00] - Intro to Kyle Smith in Part 02 [02:17] - How to Truly Attract Youth to the Trades [02:59] - Fixing Mentorship: Teach, Don't Yell [04:37] - The Need for a Strong Support System [07:08] - The "Train the Next" Philosophy [09:15] - Learning Off the Clock for Success [11:55] - What Truly Defines a Great Technician [14:23] - Where to Get Kyle's Book and What It Covers   This Episode is Kindly Sponsored by: Master: https://www.master.ca/ Cintas: https://www.cintas.com/ Cool Air Products: https://www.coolairproducts.net/ property.com: https://mccreadie.property.com SupplyHouse: https://www.supplyhouse.com/tm Use promo code HKIA5 to get 5% off your first order at Supplyhouse!   Follow the Guest Kyle Smith on:  LinkedIn: https://www.linkedin.com/in/kyle-smith-403b998a/ MK Mechanical, LLC: https://www.linkedin.com/company/mk-mechanical-llc/    Website:  MK Mechanical, LLC: https://www.mk-mechanical.com/    Follow the Host: LinkedIn: https://www.linkedin.com/in/gary-mccreadie-38217a77/  Website: https://www.hvacknowitall.com Facebook: https://www.facebook.com/people/HVAC-Know-It-All-2/61569643061429/   Instagram: https://www.instagram.com/hvacknowitall1/

What if greatness isn't something you're born with… but something you grow into?On today's episode of the Crackin' Backs Podcast, we sit down with one of the nation's leading minds in performance psychology: Dr. Amy Athey, Chief Wellbeing Officer at the University of Arizona, former NCAA athlete, and trusted mental performance advisor to Olympians, Special Forces operators, professional athletes, and high-pressure CEOs.Dr. Athey has spent decades inside the mindset of the world's highest achievers — and her message is both powerful and radically freeing:Greatness isn't fixed. Talent isn't destiny. The truly elite are simply… still evolving.In this eye-opening conversation, we dive deep into: The biggest myth about talent and greatness — and why believing it is dangerous for your potential How elite performers fall in love with the process, especially when results stall Why reflection is a performance superpower (and what the “action of reflection” actually looks like in real life) How Olympians and executives keep going when motivation dies The role of connection, purpose, and community in building mental resilience Self-compassion vs. inner fire — how to stay driven without destroying yourself The internal shift that separates those who crumble from those who evolve after injury, loss, burnout, or failure And the personal moment that forced Dr. Athey herself to evolve — reshaping her work and her missionThis episode is a must-listen for athletes, coaches, clinicians, leaders, and anyone chasing high performance without sacrificing wellbeing. If you want to understand what truly drives greatness — and how to build it within yourself — this conversation will change the way you train, think, and live.Learn more about Dr. Amy HEREWe are two sports chiropractors, seeking knowledge from some of the best resources in the world of health. From our perspective, health is more than just “Crackin Backs” but a deep dive into physical, mental, and nutritional well-being philosophies. Join us as we talk to some of the greatest minds and discover some of the most incredible gems you can use to maintain a higher level of health. Crackin Backs Podcast

In this episode I chat with Ian Brunner, co‑founder and CEO of IPTS - Interplanetary Talent Services, about how recruiting in Web3 and AI safety is changing — and how founders and job‑seekers alike can win. Ian shares how he pivoted from ad‑tech and Facebook into Web3, helped build recruiting at Protocol Labs, then spun out to form IPTS and now supports over a hundred companies placing talent across complex, frontier tech roles. We dig into real tactics for hiring: spotting fake AI‑written resumes, structuring hybrid roles, and mapping the cycles of the talent market. Whether you're a founder scaling a startup, or a candidate trying to break into Web3/AI, you'll pick up actionable advice you can use now. Key Learnings[00:03:00] How Ian made the jump from Facebook recruiting to Web3, and why direct access to leadership mattered for his decision.[00:06:00] The origin story of IPTS: how the recruiting team at Protocol Labs shifted into an agency model and spun out.[00:08:00] What sets IPTS apart: mission‑alignment, success‑based models, network depth, and a hands‑on operations mindset.[00:12:00] How IPTS acquires new clients and the power of referrals in this talent market.[00:13:00] Two major hiring trends in Web3/AI: the lack of entry‑level roles, and the rise of "Frankenstein roles" combining multiple functions.[00:20:00] How AI is disrupting recruiting: job descriptions created by AI, applications written by AI, and the challenge of verifying authenticity.[00:22:00] Real tactics for vetting candidates: ask about team structure, who managed them, who they interacted with — questions scammers/bots struggle with.[00:23:00] The resurgence of reference and background checks: what was ignored in hiring booms now is mandatory.[00:24:00] Global hiring in Web3: remote first, equitable pay across locations, and the attractiveness of arbitrage (talent anywhere).[00:38:00] Advice for founders: spend time upfront clarifying what you're hiring for; understand the hiring cycles of the year; and define what carrot you're offering if you need hires in tight windows.[00:31:00] The highest‑demand roles right now: senior to staff engineering; marketing/ecosystem/community growth; and BD/sales in Web3/AI contexts.DisclaimerNothing mentioned in this podcast is investment or financial advice and please do your own research.Connecthttps://ipts.ai/https://www.linkedin.com/company/ipts/https://x.com/iptsaihttps://www.linkedin.com/in/ianbrunner/It would mean a lot if you can leave a review of this podcast on Apple Podcasts or Spotify and share this podcast with a friend. Be a guest on the podcast or contact us ‑ https://www.web3pod.xyz/

Episode 404 of The VentureFizz Podcast features Ben Sesser, CEO & Co-Founder of BrightHire. Well this is a first… It's common to time my podcast interview around a milestone for a company like a funding announcement. But, this is the first time that in the span between my interview with the founder to the publishing date that the company announced its acquisition. Last week, BrightHire announced that the company has entered into an agreement to be acquired by Zoom. It certainly is a combination that makes a lot of sense. BrightHire is an interview intelligence platform. We saw its influence firsthand this past summer when VentureFizz hosted a series of AI job searching events. Talent acquisition leaders consistently mentioned BrightHire as the most-adopted application—a signal that immediately led me to reach out to Ben for this interview. As Ben shares, when they started, "interview intelligence" was a brand new category in hiring, and they faced plenty of doubters. But fast-forward to today, and much like the success of companies like Gong for sales teams, BrightHire's value is now obvious. But isn't that the case for all great companies in hindsight? BrightHire's investors include Flybridge, Index Ventures, 01 Advisors, Zoom Apps Fund, and others. Chapters 00:00 Intro 02:48 State of Hiring in the AI Era 06:51 Ben's Background Story 19:40 Getting Started in the Tech Industry 25:26 Origin Story of BrightHire 33:06 Creating a New Category 35:31 The Value of Video in the Hiring Process 41:17 BrightHire Screen - New AI Screening Platform 45:51 Experience of Raising Capital 48:36 Biggest Lessons Learned 50:22 Common Mistakes Companies Make When Hiring 51:57 Lightening Round Questions Episode Sponsor: As a longtime champion of the local startup ecosystem, Silicon Valley Bank supports innovative companies with the solutions and financing they need through every stage of growth. With more than 1,500 bankers and relationship advisors, and $42B in loans as of Q2 2024 – SVB delivers the right people, service and resources to support your entire financial journey. Learn more at SVB.com.

We're talking talent strategies on the NKY Spotlight Podcast! Today, Nancy Spivey shares how NKY Chamber members can take advantage of workforce resources and chats with David Noe of Payroll Partners Inc.  about DisruptHR Northern Kentucky - a new event happening this summer. The NKY Spotlight Podcast is powered by CKREU Consulting and sponsored by Schneller Knochelmann Plumbing, Heating & Air.

This week, the GovNavigators welcome Love Rutledge, host of the Fed Upward Podcast and recently retired Senior Executive from the Department of Defense. From her start as a GS-7 working two jobs to leading readiness and talent initiatives at the Pentagon, Love shares lessons from 25 years in federal service—and why she's optimistic about what comes next.The conversation covers the latest DOD acquisition reforms, the perennial push for a clean audit, and the need for smarter, more flexible civilian personnel systems that make it easier to bring great people in (and back) to government. Plus, Love talks about how the challenges of paid parental leave inspired her to start Fed Upward and why so many feds are now seeking community through peer-to-peer networks.Also this week: the government reopens after 43 days, a new Center for U.S. Lending launches under Doug Criscitello, and the White House issues an executive order to improve benefits delivery for American families.Show Notes:SOW (née Secretary of Defense): Acquisition demoCenter for U.S. Lending: LaunchWhat's on the GovNavigators Radar:Nov 18: DefenseOne's State of Defense Business Acquisition Summit Dec 4-5: ACT-IAC's ELC in DC!  

Mike Johnson, Beau Morgan, and Ali Mac continue to recap and react to the Atlanta Falcons 30-27 overtime loss to the Carolina Panthers at home yesterday, continue to let listeners call in and give their take on the game, and explain why they think the Falcons are 3-7 because of their lack of attention to detail, not because they have a lack of talent.

Send us a textWe trace how cyber policy tries to catch up with fast-moving threats, from decades-old laws to a new push for offensive capabilities. Along the way, we unpack what real resilience looks like for SMEs, critical infrastructure, and the talent pipeline that holds it all together.• Verona's route from public policy to cybersecurity• Why slow law and fast threats collide• Updating the Computer Misuse Act and research protections• Offensive cyber, deterrence, and ethical guardrails• Zero days, decision latency, and operational windows• SMEs and supply chains as systemic risk• Secure by design and secure by default at scale• State cyber reserves and public–private secondments• Talent gaps, pay gaps, and global accreditation• EU and UK moves to standardize skills and tighten rules• Government roles in funding, convening, and capability buildingFind Verona on LinkedIn: Verona Johnstone Hulse. Read NCC Group's Global Cyber Policy Radar on the NCC Group website or via Verona's LinkedIn postsInspiring Tech Leaders - The Technology PodcastInterviews with Tech Leaders and insights on the latest emerging technology trends.Listen on: Apple Podcasts SpotifySupport the showFollow the Podcast on Social Media! Tesla Referral Code: https://ts.la/joseph675128 YouTube: https://www.youtube.com/@securityunfilteredpodcast Instagram: https://www.instagram.com/secunfpodcast/Twitter: https://twitter.com/SecUnfPodcast Affiliates➡️ OffGrid Faraday Bags: https://offgrid.co/?ref=gabzvajh➡️ OffGrid Coupon Code: JOE➡️ Unplugged Phone: https://unplugged.com/Unplugged's UP Phone - The performance you expect, with the privacy you deserve. Meet the alternative. Use Code UNFILTERED at checkout*See terms and conditions at affiliated webpages. Offers are subject to change. These are affiliated/paid promotions.

17 Nov 2025. Is the city’s liveability being tested, and are some residents at risk of being left behind? Georgia Tolley reports from New York at the Dubai Business Forum. Plus, where are we in the UAE’s CEPA trade deal journey? We put the question to HE Dr Thani Al Zayoudi, Minister of State for Foreign Trade. And in our C-Suite Series, we’re joined by one of the UAE’s most influential public health pioneers, H.E. Dr Mariam Matar, to explore how she has shaped national policy and redefined longevity and well-being.See omnystudio.com/listener for privacy information.

Talent acquisition is being tested like never before. Teams are continually being asked to do more with less, hiring volumes remain unpredictable, and technology is evolving faster than organizations can adapt. AI promises transformation but often delivers confusion, with some vendors labeling simple automation as intelligence, while, at the same time, genuinely disruptive AI capabilities are emerging that could reshape everything we do. Meanwhile, the fundamentals haven't changed. TA leaders still need to deliver the right people at the right time in a cost-effective way. But how do you build that capability when the ground keeps shifting? How do you create structure, repeatability, and continuous improvement during constant disruption? My guests this week are Tony De Graaf and Marcel Rütten, co-founders of the Recruiting Excellence Foundation. In our conversation, they share their framework for building high-performing TA teams and explain how to pursue recruiting excellence even in fast-moving, uncertain times. Also listen out for details on how you take part in the forthcoming Global State of TA Report, and by getting your own free maturity assessment. In the interview, we discuss: The Recruiting Excellence Methodology Defining your North Star Focusing on and optimising every TA touchpoint Key challenges What stops TA being more strategic? Why automation is critical Agentic AI disruption What does the future look like? Get your free TA maturity assessment here Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

This week on Hustleshare, Ron Baetiong sits down with Vince Yamat, CEO and Managing Director of 917Ventures, to unpack how the country's top venture builder is reshaping Philippine innovation through people-first leadership, relentless experimentation, and a powerful ecosystem advantage. Vince shares the wins, failures, and bold new direction behind Velocity—917V's program giving startups unprecedented access to Globe's scale, data, and distribution.Resources:LinkedIn: https://www.linkedin.com/in/vinceyamat/Website: https://917ventures.com/Links/Sponsors:OneCFO: https://www.onecfoph.co/ Hosted on Acast. See acast.com/privacy for more information.

Matthew d'Ancona and Matt Kelly again respond to your queries. They discuss whether it is time for the US to repeal its natural-born citizen clause and let talent like Zohran Mamdani run for president and if reducing regulations would allow the Michelle Mones of this world to prosper, and revisit their chat with Jo Bartosch on pornography.Plus they talk about simplifying the tax code, whether there is a media silence on the new Green leader Zack Polanski and who will be first up against the wall once Nigel Farage enters Downing Street.Head to nakedwines.co.uk/matts to get a £30 voucher and 6 top-rated wines from our sponsor Naked Wines for £39.99, delivery included.OFFER: Get The New World for just £1 for the first month. Head to https://www.thenewworld.co.uk/2matts Hosted on Acast. See acast.com/privacy for more information.

Emma Grasso, Director of People and Culture at Culture Kings, is redefining what it means to lead a fast-growing, high-energy ecommerce team. From streetwear retail floors to global expansion under AKA Brands, she's steering one of Australia's most iconic youth brands through cultural change, while proving that having great people in your team is just as vital as having a great product.Today, we're discussing: How Culture Kings evolved from a founder-led business into a global team without losing its edgeWhy Emma believes “disruption creates opportunity” and how to manage change in high-growth environmentsWhat Gen Z really wants from work  (and how to keep them engaged)How AI and short-form content are transforming training, learning and hiringWhy collaboration and empathy are the underrated superpowers of ecommerce teamsConnect with EmmaExplore Culture KingsSMS us to request a guest!Support the showWant to level up your ecommerce game? Come hang out in the Add To Cart Community. We're talking deep dives, smart events, and real-world inspo for operators who are in it for the long haul. Connect with Nathan BushContact Add To CartJoin the Community

92.3 The Fan presents a selection of conversations about the Browns during the past week from The Ken Carman Show with Anthony Lima, Baskin & Phelps, and The Afternoon Drive. Ken and Anthony wonder Browns fans and media are judging rookie QB Dillon Gabriel too harshly. But if the offense isn't performing to its full potential, than what is to blame for that? Ross Tucker says the Browns looked like a poorly coached team vs the Jets. For those who are calling for head coach Kevin Stefanski to be relieved of his duties, is there anything to be gained from doing it now?

92.3 The Fan presents a selection of conversations about the Browns during the past week from The Ken Carman Show with Anthony Lima, Baskin & Phelps, and The Afternoon Drive. Ken and Anthony wonder Browns fans and media are judging rookie QB Dillon Gabriel too harshly. But if the offense isn't performing to its full potential, than what is to blame for that? Ross Tucker says the Browns looked like a poorly coached team vs the Jets. For those who are calling for head coach Kevin Stefanski to be relieved of his duties, is there anything to be gained from doing it now?

92.3 The Fan presents a selection of conversations about the Browns during the past week from The Ken Carman Show with Anthony Lima, Baskin & Phelps, and The Afternoon Drive. Ken and Anthony wonder Browns fans and media are judging rookie QB Dillon Gabriel too harshly. But if the offense isn't performing to its full potential, than what is to blame for that? Ross Tucker says the Browns looked like a poorly coached team vs the Jets. For those who are calling for head coach Kevin Stefanski to be relieved of his duties, is there anything to be gained from doing it now?

Some people spend their whole lives trying to get ahead through effort, skill, and competition, yet doors still don't open for them. Then there are moments when God's anointing suddenly accelerates someone beyond their qualifications, their résumé, and even their natural limitations. I break down why favor rests on certain people, how to recognize when God is marking you for influence, and what activates that supernatural lift that talent alone can never produce. Once you understand how your anointing works, you will stop striving for opportunities and start walking in the ones God has already prepared for you.   Podcast Episode 1938: Your Anointing Will Take You Further Than Talent | don't miss this! Listen to more episodes of the Lance Wallnau Show at lancewallnau.com/podcast

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Felecia Hatcher. Purpose of the Interview To spotlight Black Ambition, a national initiative founded by Pharrell Williams that funds and mentors Black and Brown entrepreneurs. To promote the upcoming Black Ambition Demo Day and Fundable Founders Forum in Miami. To inspire entrepreneurs by sharing insights on scaling businesses, accessing resources, and building wealth. Key Takeaways About Black Ambition Founded by Pharrell Williams to close the opportunity gap for Black and Hispanic entrepreneurs. Has invested in 131 companies over five years. Provides capital, mentorship, and holistic support (including mental health). Event Details Demo Day (Nov 14): Entrepreneurs pitch and receive funding. Fundable Founders Forum (Nov 15): Masterclasses with industry leaders like Steve Stoute, Nancy Twine, and Linda Clemens. Focus on actionable strategies, not just inspiration. Competition Structure Annual national competition with 2,500–3,000 applications. Categories include HBCU founders, national finalists, top prize winners, and people’s choice. Process: Applications → 250 semifinalists → 3-month cohort → Top 20–25 awarded funding. Challenges & Advice Many entrepreneurs fail due to rushed applications and lack of preparation. Success requires persistence: “Apply again” if you fail. Building a team is essential—Black Ambition does not invest in solopreneurs. Impact on Black Women Fastest-growing group of entrepreneurs but often limited by resources. Need to shift from solopreneurship to team-building for scalability. Pharrell’s Motivation Believes in democratizing opportunity. Inspired by those who invested in him early in his career. Goal: Close wealth and opportunity gaps quickly—“Wealth has a need for speed.” How to Get Involved Visit blackambitionprize.com and join the newsletter for alerts and resources. Past winners share insights in info sessions. Notable Quotes On closing gaps:“People are too comfortable wasting the time of Black entrepreneurs with misaligned resources and low vibrational mentorship.” On persistence:“If it doesn’t work on you in that moment, it works for you in that moment. Either way, it works.” On Pharrell’s vision:“Talent is not equally distributed by zip code, but opportunity can be.” On entrepreneurship mindset:“We have to start enjoying the process that molds us, not just say, ‘I didn’t make it, I’m upset.’” On Black women entrepreneurs:“They’re the fastest growing, but largely solopreneurs. We need them to think about building teams.” #SHMS #STRAW #BESTSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Felecia Hatcher. Purpose of the Interview To spotlight Black Ambition, a national initiative founded by Pharrell Williams that funds and mentors Black and Brown entrepreneurs. To promote the upcoming Black Ambition Demo Day and Fundable Founders Forum in Miami. To inspire entrepreneurs by sharing insights on scaling businesses, accessing resources, and building wealth. Key Takeaways About Black Ambition Founded by Pharrell Williams to close the opportunity gap for Black and Hispanic entrepreneurs. Has invested in 131 companies over five years. Provides capital, mentorship, and holistic support (including mental health). Event Details Demo Day (Nov 14): Entrepreneurs pitch and receive funding. Fundable Founders Forum (Nov 15): Masterclasses with industry leaders like Steve Stoute, Nancy Twine, and Linda Clemens. Focus on actionable strategies, not just inspiration. Competition Structure Annual national competition with 2,500–3,000 applications. Categories include HBCU founders, national finalists, top prize winners, and people’s choice. Process: Applications → 250 semifinalists → 3-month cohort → Top 20–25 awarded funding. Challenges & Advice Many entrepreneurs fail due to rushed applications and lack of preparation. Success requires persistence: “Apply again” if you fail. Building a team is essential—Black Ambition does not invest in solopreneurs. Impact on Black Women Fastest-growing group of entrepreneurs but often limited by resources. Need to shift from solopreneurship to team-building for scalability. Pharrell’s Motivation Believes in democratizing opportunity. Inspired by those who invested in him early in his career. Goal: Close wealth and opportunity gaps quickly—“Wealth has a need for speed.” How to Get Involved Visit blackambitionprize.com and join the newsletter for alerts and resources. Past winners share insights in info sessions. Notable Quotes On closing gaps:“People are too comfortable wasting the time of Black entrepreneurs with misaligned resources and low vibrational mentorship.” On persistence:“If it doesn’t work on you in that moment, it works for you in that moment. Either way, it works.” On Pharrell’s vision:“Talent is not equally distributed by zip code, but opportunity can be.” On entrepreneurship mindset:“We have to start enjoying the process that molds us, not just say, ‘I didn’t make it, I’m upset.’” On Black women entrepreneurs:“They’re the fastest growing, but largely solopreneurs. We need them to think about building teams.” #SHMS #STRAW #BESTSee omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Felecia Hatcher. Purpose of the Interview To spotlight Black Ambition, a national initiative founded by Pharrell Williams that funds and mentors Black and Brown entrepreneurs. To promote the upcoming Black Ambition Demo Day and Fundable Founders Forum in Miami. To inspire entrepreneurs by sharing insights on scaling businesses, accessing resources, and building wealth. Key Takeaways About Black Ambition Founded by Pharrell Williams to close the opportunity gap for Black and Hispanic entrepreneurs. Has invested in 131 companies over five years. Provides capital, mentorship, and holistic support (including mental health). Event Details Demo Day (Nov 14): Entrepreneurs pitch and receive funding. Fundable Founders Forum (Nov 15): Masterclasses with industry leaders like Steve Stoute, Nancy Twine, and Linda Clemens. Focus on actionable strategies, not just inspiration. Competition Structure Annual national competition with 2,500–3,000 applications. Categories include HBCU founders, national finalists, top prize winners, and people’s choice. Process: Applications → 250 semifinalists → 3-month cohort → Top 20–25 awarded funding. Challenges & Advice Many entrepreneurs fail due to rushed applications and lack of preparation. Success requires persistence: “Apply again” if you fail. Building a team is essential—Black Ambition does not invest in solopreneurs. Impact on Black Women Fastest-growing group of entrepreneurs but often limited by resources. Need to shift from solopreneurship to team-building for scalability. Pharrell’s Motivation Believes in democratizing opportunity. Inspired by those who invested in him early in his career. Goal: Close wealth and opportunity gaps quickly—“Wealth has a need for speed.” How to Get Involved Visit blackambitionprize.com and join the newsletter for alerts and resources. Past winners share insights in info sessions. Notable Quotes On closing gaps:“People are too comfortable wasting the time of Black entrepreneurs with misaligned resources and low vibrational mentorship.” On persistence:“If it doesn’t work on you in that moment, it works for you in that moment. Either way, it works.” On Pharrell’s vision:“Talent is not equally distributed by zip code, but opportunity can be.” On entrepreneurship mindset:“We have to start enjoying the process that molds us, not just say, ‘I didn’t make it, I’m upset.’” On Black women entrepreneurs:“They’re the fastest growing, but largely solopreneurs. We need them to think about building teams.” #SHMS #STRAW #BESTSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Chris Perkins is the President of Model B, an independent growth marketing agency that leverages a unique blend of internal and external talent to deliver innovative solutions for clients. Under Chris' leadership, Model B has built a network of over 60 vetted agency partners worldwide and achieved significant momentum, helping brands achieve superior marketing results through a flexible, collaborative model. Chris brings decades of experience from top agencies like Ogilvy, Hal Riney, and Publicis, and was the first CMO of Brand USA, where he led a $200 million global tourism campaign delivering a 20:1 ROI. In this episode… The traditional agency model is crumbling under the weight of modern work. With teams scattered across time zones and top talent opting for freelance freedom, agencies are being forced to rethink what it means to deliver value. How do you build world-class campaigns when your best people might never meet in person? According to Chris Perkins, the answer lies in embracing flexibility instead of fighting it. Drawing from decades of experience at global agencies like Ogilvy, Hal Riney, and Publicis, Chris believes the future of marketing depends on blending small, highly focused internal teams with curated networks of external experts. His Partner Collective approach allows agencies to scale up or down instantly while maintaining top-tier quality — something that traditional hierarchies struggle to achieve. By pairing management consulting principles with this cloud-based collaboration model, Chris argues that agencies can finally align talent, technology, and client needs in a way that works for the modern era. Tune in to this episode of the Smart Business Revolution Podcast as John Corcoran interviews Chris Perkins, President of Model B, to discuss how agencies can evolve for a world of remote work and on-demand talent. They talk about what Chris learned from the heyday of big ad firms, how Model B's Partner Collective bridges global expertise, and why smaller, focused teams often outperform large ones. Chris also shares insights on designing agency systems that thrive in the post-office world.

AI proof-of-concept projects are facing high failure rates, with a recent Omdia survey indicating that nearly one-third of companies report complete failures in these initiatives. Only 9% of firms successfully transition more than half of their AI projects into operational use, while 46% manage to move over 10% into production. The primary reason for these failures is not the technology itself but rather a lack of clearly defined business problems that AI could address. Additionally, only 32% of companies have identified specific human tasks that AI should supplement or replace, highlighting a significant gap in strategic planning for AI integration.The demand for AI skills testing in the workplace has surged, with a 166% increase reported over the past year, according to Test Guerrilla. This trend reflects a growing recognition among employers that traditional hiring methods, such as resumes and interviews, are inadequate for assessing actual candidate capabilities. The 2025 State of Skills-Based Hiring Report reveals that 71% of employers believe skills testing is a more accurate predictor of job performance than resumes. However, a concerning statistic shows that 93% of candidates are not questioned about their AI skills during interviews, indicating a disconnect between hiring practices and the skills needed in the evolving tech landscape.In related developments, the U.S. Chamber of Commerce has endorsed Voice over Internet Protocol (VoIP) as a beneficial communication solution for small and mid-sized businesses, despite the technology being well-established for over a decade. Corsica Technologies has acquired Accountability IT, enhancing its capabilities in AI-enabled managed IT and cybersecurity, while Morgan Franklin Cyber has acquired Lynx Technology Partners to bolster its governance, risk, and compliance services. These acquisitions reflect a trend of consolidation in the managed services sector, emphasizing the need for IT service providers to adapt to changing market demands.For Managed Service Providers (MSPs) and IT service leaders, these developments underscore the importance of aligning technology initiatives with clear business outcomes. As organizations increasingly seek to implement AI solutions, MSPs must guide clients in defining specific problems that AI can solve and ensuring that their teams are equipped with the necessary skills. The emphasis on skills testing and the strategic integration of technologies like VoIP and AI highlights the need for operational maturity and expertise in navigating the complexities of modern IT environments. Failure to adapt could result in missed opportunities and increased competition from larger, more agile providers. Four things to know today00:00 New Reports Show AI Failing in Deployment and Hiring Due to Strategy Gaps, Not Technology Limitations05:10 U.S. Chamber Endorses VoIP for SMBs as Corsica and MorganFranklin Expand Through Cybersecurity Acquisitions09:03 Vendors Target MSP Operational Pressure With Faster File Workflows, White-Label Staffing, and AI-Powered Search12:37 AI Isn't Failing—Organizations Are: New Research Calls Out Siloes, Leadership Gaps, and Poor Workflow Design This is the Business of Tech.    Supported by:  https://scalepad.com/dave/https://timezest.com/mspradio/

- Gerry unloads on Democrats amid the government shutdown's end, claiming Chuck Schumer's leadership collapse sparks a party civil war. - Chaos inside the Democratic Party, citing polls showing “Don't Know” as the top answer for who leads the Democrats in 2025. - Trump faces backlash from his own supporters after defending HB1 visas and Chinese student programs, prompting outrage over “foreign workers replacing Americans.” - Callahan dives into Candace Owens' conspiracy-laden feud with Ben Shapiro and Megyn Kelly over the death of Turning Point USA's Charlie Kirk, calling it “evil and unhinged.” Today's podcast is sponsored by : BEAM : Improve your sleep with all natural ingredients in powder form. Visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://ShopBeam.com/GERRY⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and use code GERRY for 40% off! Listen to Newsmax LIVE and see our entire podcast lineup at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://Newsmax.com/Listen⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Make the switch to NEWSMAX today! Get your 15 day free trial of NEWSMAX+ at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://NewsmaxPlus.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Looking for NEWSMAX caps, tees, mugs & more? Check out the Newsmax merchandise shop at : ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://nws.mx/shop⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Follow NEWSMAX on Social Media:  -Facebook: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://nws.mx/FB⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  -X/Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://nws.mx/twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://nws.mx/IG⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://youtube.com/NewsmaxTV⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -Rumble: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://rumble.com/c/NewsmaxTV⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -TRUTH Social: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://truthsocial.com/@NEWSMAX⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -GETTR: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://gettr.com/user/newsmax⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -Threads: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://threads.net/@NEWSMAX⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  -Telegram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://t.me/newsmax⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  -BlueSky: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://bsky.app/profile/newsmax.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ -Parler: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://app.parler.com/newsmax⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

A show member reveals their big announcement and we thought this would never happen! We get ALL The details. Bobby was blown about by this on TikTok where a beauty pageant contestant is going viral for her unconventional in-competition talent. We all revealed what our pageant talent would be and that made Amy really depressed. We celebrate Veterans Day by sharing celebrities that you may not know served in the military. We also talked about a woman who sneezed so hard she ended up in the hospital!See omnystudio.com/listener for privacy information.