Podcasts about talent acquisition

In this episode, Will Heywood is joined by Chris Kitchen, Senior Director of Talent Acquisition at DHL Supply Chain along with several of our summer 2026 interns to explore how we're building the next generation of supply chain talent.   Together, they discuss the impact of our college recruiting program, the value interns bring to our organization and how the hands-on experiences like the capstone project give students an opportunity to solve real business challenges while building skills for the future.  

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week Lauren is off, and Bonnie is back and misbehaving. We have all kinds of stories including, working for free is not on, candidates prefer to interview with bots, Christmas comes early, Aussies scrambling for second jobs, the ‘profiler' is the recruitment superhero we all need, Gen Z looking for new roles and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

Recruter vite sans casser l'humain : les règles du recrutement en scale-upRecrutement en volume, expérience candidat, marque employeur, IA appliquée aux RH, choix d'ATS, recrutement international : dans cet épisode de Nouveaux Prismes, on ouvre le capot du recrutement en hypercroissance. Jessica Morice, Talent Acquisition Manager chez Riot (scale-up cybersécurité), partage sa méthode pour recruter beaucoup, vite et bien, sans transformer son pipe en passoire. Un échange concret pour les RH, recruteurs, DRH et dirigeants qui structurent leurs équipes pendant que l'entreprise change d'échelle en permanence.L'invitéeJessica Morice recrute principalement des profils sales et tech chez Riot, en France et à l'international (Italie, Espagne). Deuxième vague estivale de recrutement massif : elle parle de ce qu'elle a réellement testé, raté et corrigé sur le terrain.Ce que vous allez apprendre– Ce qui fait vraiment la différence dans une expérience candidat quand le volume explose.– Les pièges classiques du recrutement rapide, et comment les transformer en bonnes pratiques.– Pourquoi un manque de structure dès le premier entretien fait fuir les meilleurs profils.– Comment elle utilise l'IA (et Claude) au quotidien sans déshumaniser le process.– Le signal précis qui indique qu'il faut changer d'ATS.– Les erreurs récurrentes dans le choix d'un ATS quand les effectifs grimpent vite.– Ce qui change vraiment quand on recrute à l'international.– Comment amorcer la fidélisation dès l'annonce, et pas six mois trop tard.Thèmes abordésRecrutement, ressources humaines, talent acquisition, expérience candidat, marque employeur, attractivité, sourcing, ATS, IA RH, scale-up, hypercroissance, recrutement international, relocation package, hiring managers, fidélisation, rétention, collaboration RH / business, veille recrutement.Pourquoi écouterParce que la plupart des contenus sur le recrutement en volume restent théoriques. Ici, tout vient du terrain : les arbitrages réels, les erreurs assumées, les méthodes applicables dès lundi. Que vous soyez RH généraliste, recruteur en scale-up ou dirigeant qui structure ses équipes, vous repartez avec des repères concrets.Où écouterNouveaux Prismes est disponible sur Ausha, Spotify et Apple Podcasts.Recrutement en scale-up, expérience candidat, marque employeur, IA RH et choix d'ATS : un épisode dense pour recruter vite sans jamais perdre l'humain.Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

Führungskräfte sollen alle fünf Jahre einen Management-Führerschein machen. Und bestehen. Wer durchfällt, arbeitet als Experte weiter.Dieser Vorschlag kommt von Cawa Younosi, Managing Director bei der Charta der Vielfalt, und er trifft den Kern dieser Folge. HR fehlt die Evidenzbasis, auf die sich Finance jederzeit berufen kann. Verweist der CFO auf die Revenue-Recognition-Richtlinie, ist die Diskussion beendet. Widerspricht HR, hängt alles an Persönlichkeit und Konstellation.Diesmal bekommt Cawa Gegenwind von Constanze Buchheim (Managing Partner bei i-potentials), Sandra Dümer (Director HR Europe bei MAHLE), Dietmar Knoess (SVP Global Human Resources bei Hugo Boss) und Alexander Gerber. Constanze Buchheim nennt falsch verstandene Loyalität den Killer jeder Transformation, Sandra Dümer verteidigt HR als Ordnungsrahmen gegen die Kurzfrist-Logik der Linie. Einig sind sich alle fünf darin, dass die Rolle, die HR in drei Jahren noch bezahlt bekommt, heute entschieden wird.Aufgenommen live beim Special Confidential Forum der Level Up HR Community in Stuttgart, moderiert von Johannes Füß. Teil 3 der „HR ohne Filter"-Reihe nach München und Köln.Diese Themen erwarten dich:1) Warum "No HR" nicht das Ende der Funktion meint, sondern das Ende der HR-Profession in ihrer heutigen Form2) Wie viel Einfluss HR auf Kultur wirklich hat und warum Bauleitung die ehrlichere Rolle ist als Architekt3) Was von HR übrig bleibt, wenn 60 bis 70 Prozent Admin-Arbeit an Tools und KI gehen4) Warum HR-Widerspruch gegenüber dem CEO an Persönlichkeiten hängt statt an belastbarer Evidenz5) Welches Profil ein CHRO künftig braucht, wenn hohe Beziehungsorientierung zur Bremse wird___________Du möchtest das Gespräch weiterführen? Dann melde dich direkt bei den Gästen dieser Folge:Cawa Younosi: https://www.linkedin.com/in/cawa-younosi/ Dietmar Knoess: https://www.linkedin.com/in/dknoess/ Sandra Dümer: https://www.linkedin.com/in/sandra-duemer/ Alexander Gerber: https://www.linkedin.com/in/alexander--gerber/ Constanze Buchheim: https://www.linkedin.com/in/constanzebuchheim/ ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-füß/___________Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/

This week on Tapod, we catch up with Kristy Glew and Jessica Raslan from Each, who won the Excellence in Candidate Experience Award at the 2026 Internal Talent Awards sponsored by Havas People. Servicing over 36,000 applicants, CX is a real focus for the team at Each. From their recruit and onboard hub to support hiring managers, to over 70 language translations, to accessibility enhancements to a careers website redesign and much more.Thanks to Smart Recruiters for partnering with us for this episode. 

Featuring Noe Arceo, Vice President of Talent Acquisition & Workforce Development, OhioHealthNoe Arceo calls the team he joined at OhioHealth a good team with good bones. His first year went into the parts of the hiring process they could control, and time to fill came down 42%. The method behind it fits on a single sheet of paper he has carried since his Baylor Scott & White days.

In this special FDE+ virtual session, host Kortney Harmon is joined by Clark Willcox, Founder of Digital Recruiter, to explore how recruiters can use LinkedIn, AI, and automation without losing the authenticity that builds trust and drives revenue.Clark explains why generic AI-generated content can damage a recruiter's credibility, why meaningful conversations matter more than likes, and how a targeted LinkedIn strategy can create a consistent business development pipeline. He also shares practical ways to strengthen your profile, reach the right prospects, create content that connects, and use your recruiting technology to support more intentional outreach.Key takeaways include:Building a LinkedIn profile that attracts ideal clientsCreating content that generates conversations instead of vanity metricsUsing AI without sacrificing your voice or authenticityCombining targeted outreach with consistent thought leadershipUsing your recruiting CRM to turn relationships into pipeline opportunitiesLearn how to build a stronger recruiter brand and use AI, automation, and LinkedIn with greater intention._____Follow Clark Willcox on LinkedIn: LinkedIn | ClarkLearn more about Digital RecruiterFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

In this episode of The Med-Tech Talent Lab, Mitch Robbins sits down with Jim Miller, Global Leader of Talent Acquisition at Rochester Electronics, to explore what three decades in recruiting have taught him about hiring people instead of resumes.Jim answered a blind ad in the Sunday Boston Globe and made his first placement, a technical writer at Digital Equipment Corporation, before building a career that ran through Fidelity during the Y2K build-out and talent leadership roles at GE, Raytheon, WEX and L3Harris. He explains why understanding the business matters more than recruiting technique, why he only hires relationship recruiters, and why your reputation follows you far longer than your resume ever will.The conversation also explores why hourly hiring has quietly become the hardest job in recruiting, the high school co-op program feeding Rochester's manufacturing floor, how the TN visa opened a talent pool most companies overlook, the hiring mistake he watches companies repeat, and his blunt take on where AI actually helps a talent team and where it simply doesn't.Whether you lead talent acquisition, hire into manufacturing, or are building a career in recruiting, this episode offers practical insights on sourcing when every tool returns the same names, building trust across a team, and why the person responsible for your culture probably belongs closer to the CEO.In this episode, you'll learn:Why understanding the business beats recruiting technique every timeWhat made hourly hiring the hardest job in recruiting after 2021How a high school co-op program became a reliable manufacturing pipelineWhy the TN visa opened a talent pool most companies overlookThe hiring mistake companies repeat: recruiting to basic qualificationsWhere AI genuinely helps a TA team, and where Jim says it falls shortWhy relying on technology leaves recruiters waiting instead of workingThe trust test a mentor ran on Jim, and what it taught him about leadingWhy recruiting is sales, and why it rarely reports where it should...and so much more!Jim Miller on LinkedIn: https://www.linkedin.com/in/jimmiller64/Rochester Electronics on the web: www.rocelec.com

Most companies keep their high-potential lists and succession plans well away from recruiters. Merck opened both.Colleen Rush is Global Head of Talent Acquisition at Merck KGaA, Darmstadt — around 11,000 hires a year across 60 countries. She joins Johnny to explain what changed when her team got access to that data, what recruiters now do with it, and the capacity, capability and internal agreement it took to get there.

Agentic AI is the phrase every AI recruitment tech vendor is now selling. It's also the one fewest TA leaders can confidently define. For the season 5 finale of the TA Disruptors podcast, Robert Newry sits down with Adam Gordon for an honest, hype-free take on AI agents in recruitment: what they actually are, what most of them really do, and how to tell a genuine tool from the emperor's new clothes. Adam founded and scaled Candidate.ID (acquired by iCIMS in 2022) and now runs Poetry, an AI workspace for recruiters. He co-hosts BrainFood Live with Hung Lee, and he's known for calling the recruitment tech market as he sees it. In this episode:

In today's mailbag, a listener proposes an overhauled international talent acquisition system. Ben and Carlos react to that, then answer questions about Dylan Crews, Walker Jenkins and Austin Overn. —Time Stamps: (0:30) A potential shakeup to the international system?(18:05) What did we get wrong with Dylan Crews?(25:20) How did Austin Overn's production in 2026 change his projection?(29:15) Thoughts on Walker Jenkins' struggles in the majors?—Do you have feedback for the show or want to ask us a  question? Email us: futureprojection@baseballamerica.com.Future Projection Twitter: @FutureProPodBen's Twitter: @BenBadlerCarlos's Twitter: @CarlosACollazoBaseball America WebsiteAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacySee omnystudio.com/listener for privacy information.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week Craig is off, Bonnie jumps into his seat, and we are in for a bucket of fun, including Gen Z turns up to interviews with an iced coffee, Fair Work in the news again, Virgin cancels flights over cabin crew resourcing, changes to skilled migration visas, brutal UK numbers for over 50 job seekers, transgender social worker wins case  and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

Die meisten Leadership-Programme enden genau dort, wo die eigentliche Führungsarbeit beginnt.Dr. Maria Bergler, Beraterin und Executive Coach für Führungskräfte und Unternehmen, zeigt, warum punktuelle Trainings den täglichen Anforderungen von Führung nicht gerecht werden. Denn mit der Beförderung ist Führung nicht gelernt. Sie beginnt als neues Handwerk, das kontinuierliche Reflexion, Sparring und Arbeit an realen Situationen braucht. Maria erklärt, wie HR sichere Lernräume schaffen kann, in denen Führungskräfte Herausforderungen bearbeiten, voneinander lernen und mehr Sicherheit in ihrer Rolle gewinnen. Für HR-Verantwortliche stellt sich damit weniger die Frage, welche Inhalte noch in ein Programm gehören, sondern wie Lernen dauerhaft in der Führungsrolle verankert wird.Das erwartet dich in dieser Folge:1) Warum punktuelle Trainings am täglichen Entwicklungsbedarf von Führungskräften vorbeigehen.2) Wie regelmäßige Peer- und Reflexionsräume Führung im Arbeitsalltag wirksamer machen.3) Weshalb Coaching nicht erst beginnen sollte, wenn bereits ein konkretes Problem besteht.4) Wie Bestärkung und positives Feedback die Selbstwirksamkeit von Führungskräften erhöhen.5) Was HR tun kann, um kontinuierliches Lernen strukturell in der Führungsrolle zu verankern.___________Dr. Maria Bergler freut sich über den Austausch zur kontinuierlichen Führungskräfteentwicklung.Mehr über Marias Arbeit mit Führungskräften: https://maria-bergler.com/ Vernetze dich mit ihr auf LinkedIn: https://www.linkedin.com/in/dr-maria-bergler/ ___________Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/ 

Recruiting often gets treated like a service desk, and the people doing it get measured on how fast they fill the order. Alison Paris will tell you that is a choice, not a job description.As VP of Talent Acquisition at V2X, a $4.5 billion global services company with 16,000 employees, she leads a team hiring roughly 4,000 people a year across base operations, aerospace, and national security programs. Listen in as she walks through the 9-month integration at Peraton that merged 3 recruiting teams and 3 applicant tracking systems while the team still delivered 3,500+ hires, the 6-month ATS consolidation she just finished at V2X, and why TA leaders should use data as a leader rather than a reporter. If your team is stuck running process instead of shaping decisions, this is how the seat changes.Key Takeaways:[02:25] How a nonlinear path from admin assistant led to VP of TA.[04:49] What global TA looks like across 16,000 employees and 4,000 annual hires.[06:26] How 3 recruiting teams and 3 ATSs became one in 9 months.[08:27] How V2X went live in a single ATS in 6 months.[09:41] Why hires equal revenue in a services business.[10:08] Which team behaviors Alison weights equally with hiring output.[11:26] What 2 initiatives come next after an ATS consolidation.[13:44] How to use data as a leader instead of a reporter.Resources Mentioned:Alison Paris: LinkedInRyan Dull: LinkedIn | ryan.dull@sagemarkhr.comV2XPeratonCACINorthrop GrummanIdeas Worth Sharing:"Approach your job and approach your craft as a strategic function versus a service desk." - Alison Paris"My advice for TA leaders would be to use data as a leader and not as a reporter." - Alison Paris"Our people are what generate our revenue. Hires equal revenue." - Alison ParisAbout Alison Paris:Alison Paris is the VP of Talent Acquisition at V2X, a $4.5 billion global services company where her team hires roughly 4,000 people a year and supports 16,000 employees across more than a dozen countries. She has spent nearly two decades in government contracting talent acquisition, including leadership roles at Northrop Grumman, TASC, CACI, Peraton, and Google's public sector business, where she built recruiting teams, TA operations functions, and bid and proposal recruiting from the ground up. At Peraton, she grew a 20-person team to roughly 130 over five years while the company scaled from 3,000 to 18,000 employees.This episode is brought to you by SageMark HR.SageMark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.✔ Identify opportunities to improve your talent practices and deliver tangible business results.✔ Bridge the gap from "traditional" to modern recruiting, without the painful learning curve.Learn more at www.sagemarkhr.com#Talent #Recruiting #HRTech

Featuring Kellie Woods, Manager of Talent Acquisition, Franciscan HealthMost people running talent acquisition at a large health system started at a large health system. Kellie Woods didn't. She spent years at two independent community hospitals in Northwest Indiana, watched both get absorbed, and now covers nursing, physician practices, home health and hospice across eleven hospitals with a team of seven. That path shows in how she reads what is coming.

Auf der Bühne der Zukunft Personal Europe dreht sich fast alles um KI, Learning und Benefits. Dort, wo Klartext geredet wird, geht es um etwas anderes: Stellenabbau, Kostendruck und die Frage, wie man Menschen durch unsichere Zeiten führt.Direkt nach drei Messetagen zieht Cawa Younosi, Geschäftsführer der Charta der Vielfalt e.V., mit Host Johannes Füß Bilanz.Herausgekommen ist ein offenes Gespräch über das, was HR gerade wirklich umtreibt, und über das, was auf keiner Keynote steht.Cawa Younousis zentrale Beobachtung: Viele HR-Verantwortliche stehen unter einem diffusen FOMO-Druck rund um KI, während in ihren Organisationen im Stillen restrukturiert wird. Seine Gegenthese ist keine Technologie, sondern eine Haltung. Wer jetzt nicht zur High Pressure Company abrutschen will, muss Energie freisetzen statt Druck weiterzugeben. Und das kostet oft kein Budget, sondern nur den Willen, Micromanagement und überflüssige Policies zu streichen.Das erwartet dich in diesem Special:1) High Energy statt High Pressure Company: woran du erkennst, ob dein Unternehmen Energie freisetzt oder nur Druck nach unten weitergibt2) Warum Mitarbeiterbindung heute mehr über Werte, Führungskultur und Arbeitsplatzsicherheit läuft als über Benefits und Gadgets3) Der Elefant im Raum: warum über Stellenabbau kaum offen gesprochen wird und was Klartext-Formate daran ändern4) Wie du das Potenzial von KI in den Corporate Functions hebst, ohne die Menschen zu verlieren, die bleiben5) Der Führungskräfte-Blindspot: weshalb Menschen oft ganz ohne Schulung in Führung gehen und wie es anders geht___________Cawa Younosi freut sich über den Austausch rund um die Zukunft der HR-Arbeit.Wenn du dich angesprochen fühlst, dann melde dich bei ihm auf LinkedIn: https://www.linkedin.com/in/cawa-younosi/ ___________Über unseren Host Johannes Füß:Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/

This week on Tapod, we catch up with Emma Cassidy – Group Head of Talent Acquisition & Workforce Solutions at Ampol. In a triple threat, Ampol won the Enterprise Talent Team of the Year, and the Best Contingent Workforce Program at ITAs' 2026… throw in Emma's own individual award for Enterprise Talent Leader of the Year and it was an exclamation point on a year of transformation and success. Join us as we breakdown these winning submissions across, EVP revamp, careers site upgrade, tech implementation, workforce structure and redesign,  AI enablement and more. It's the industry benchmark and you really need to hear about it!Thanks to Smart Recruiters for partnering with us for this episode. 

Check out the podcast on Macslist here: (https://www.macslist.org/?post_type=podcasts&p=16938&preview=true) If you send in the same generic resume to every position you apply for, you're likely to be passed over more often than not. What can you do to make your resume unforgettable? Find Your Dream Job guest Derek Murphy-Johnson has several suggestions, beginning with using the keywords and specific language of the job description. Derek also explains how to match your experience with the job you want, the best tricks to avoid typos, and why keeping your resume simple is the best way to stand out from the crowd. About our Guest:Derek Murphy-Johnson is a Director-level Talent Acquisition leader with 20+ years of experience building and transforming global hiring, employer brand, and strategic sourcing functions across North America and across the world.Resources in This Episode:Connect with Derek on LinkedIn for more information on the work he does.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles including, AI redundancies being hired back, Japanese are getting recruitment creative, non-compete clauses being removed under legislation, WFH changes stall, crazy reason a candidate was rejected, surge in AI-generated applications pushing recruitment processes out, judge blocks Trump culture-fit question and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

Hur används AI inom Talent Acquisition idag, och hur skapar vi verklig nytta med teknik och data i rekryteringsarbetet? I det här avsnittet samtalar Katarina Riml och Louise Thulin med Josefin Malmer om insikter från HOME of Recruitments rapport ”State of TA 2026”. Fokus ligger på AI, ny teknik och datadrivna arbetssätt – vilka möjligheter som finns, vilka utmaningar TA står inför och vad resultaten betyder i praktiken. Vill du ta del av hela bilden av läget inom Talent Acquisition i Sverige? Ladda ner State of TA 2026 här: https://www.homeofrecruitment.se/rapport-state-of-talent-acquisition-2026

Was, wenn gute Führung genau dann beginnt, wenn die eigene Antwort ausbleibt?Dr. Andreas von der Heydt ist ein international anerkannter Leadership Experte. Er berät und coacht CEOs und Vorstände weltweit und kennt Führung zugleich aus eigenen Top-Management-Rollen bei Unternehmen wie Amazon, L´Oréal und Tchibo. Im Gespräch mit Johannes Füß zeigt er, warum sich der Wert von Führung im KI-Zeitalter verschiebt. Weg vom Anspruch, selbst alles wissen und entscheiden zu müssen, hin zur Fähigkeit, andere urteils- und handlungsfähig zu machen. Dabei geht es um Ego und Selbstvertrauen, echte Coachingkultur und die Human Power Skills, die künftig über Führungsqualität entscheiden. Für HR stellt sich damit auch die Frage, wie Führung entwickelt werden muss, wenn Wissen allein kein Differenzierungsmerkmal mehr ist.Dich erwarten folgende Themen:1) Warum Führung an Wirkung verliert, wenn sie sich weiterhin über die eigenen Antworten definiert.2) Woran HR erkennt, ob Führungskräfte wirklich befähigen oder lediglich Lösungen vorgeben.3) Warum Wissen abzugeben mehr Selbstvertrauen und weniger Ego braucht.4) Welche Human Power Skills wichtiger werden, wenn KI zunehmend Wissen und Analyse übernimmt.5) Wie HR Führung entwickeln kann, die Urteilsvermögen statt Abhängigkeit im Team erzeugt.___________Dr. Andreas von der Heydt freut sich über den Austausch zu Führung und Befähigung im KI-Zeitalter. Vernetze dich mit ihm auf LinkedIn: https://www.linkedin.com/in/andreasvonderheydt Mehr über Andreas: https://andreasvonderheydt.com/ ___________Johannes ist Senior Vice President von EGYM Wellpass, dem Marktführer für Corporate Health Benefits. Auch wenn er eine Schwäche für Schokolade hat, ist Johannes' Bewusstsein für Gesundheit groß: Wenn der gebürtige Münchner nicht gerade dabei ist, Unternehmen dabei zu unterstützen, ihre Teams physisch und mental gesund zu halten, verbringt er seine Zeit aktiv in den Bergen - am liebsten mit seiner Familie.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/ Für weitere Perspektiven dazu, wie Führungskräfte Themen wie dieses angehen, folge der Level Up HR Community auf LinkedIn: https://www.linkedin.com/company/level-up-hr-community/ 

This week on Tapod, we catch up with Rebecca Houghton, Australia's leading Middle Management Expert, Founder of BoldHR, Speaker, Best-selling Author and a brilliant person to boot!Today, we're discussing the ‘B-Suite Benchmarks Report', the only comprehensive study of Middle Managers in Australia. We drill down on a variety of statistics, causes, risks and remedies including 21% of Middle Managers are operating in the ‘AI-Risk zone', 63% report high frustration and influence takes over from burnout as the primary leadership challenge… And this is just the tip of the iceberg. Join us as we place ourselves firmly in ‘the middle'.Thanks to Smart Recruiters for partnering with us for this episode. 

We covered topics - Your journey into Belonging- What impact do you want to create?- Many leaders still describe belonging as a "soft" topic. Have we simply been looking in the wrong place for its cost?- You've worked with executive leaders. What changes when those legal costs are no longer absorbed by HR or Legal, but attached to the P&L of the manager tied to the bonus?- Most organisations see that as a Talent Acquisition problem. Why is that the wrong way to think about it?- Once legal outcomes are linked, & If the full cost of replacing employees appeared on a manager's P&L, how do you think their leadership priorities would change?- In your experience, how does a lack of belonging eventually show up as legal exposure, whether through EEO complaints, discrimination cases, grievances, or investigations?- Once someone is hired, the next invisible cost is capability. How closely do belonging, learning, and productivity actually connect?- Engagement surveys often end up as HR reports. What changes when engagement scores become part of a manager's own performance review?- If every executive listening today could make just one invisible cost visible inside their organisation next quarter, which one would create the biggest improvement in belonging and business performance?- If you had 90 days inside one organisation with no new budget, what would you change first?- I love when you say If I have to show the ROI of DEI, you are not my client, How did you develop this confidence in the current market?- What does the ROI of DEI mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/christopherbylone/ ) Website - alwayschristopher.com----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikra⁠m@73bit.com

Jay and Seth dive into the realities of scaling a modern law firm, analyzing the friction between strict in-office mandates and accessing top-tier national talent. Jay outlines how restructuring his firm into 1:1 attorney-paralegal pods unlocked $1 million revenue targets per pod while relying entirely on non-attorney closers. They also discuss replacing traditional fractional CFO services with custom AI scripts integrated directly into QuickBooks. Is your local geographic radius limiting your talent pool and firm margins? Listen to the full episode now to upgrade your operational structure.#LawFirmBlueprint #LegalOperations #RemoteWorkforce #LawFirmScaling #LegalIntake #LawFirmFinances #AICFO #PracticeManagement

Jan Barlow, founder of A Better Job Fit, about a paradigm shift happening across the job market: job crafting.Rather than relying on rigid, legacy hiring practices, job crafting leverages job-matching science and targeted AI tools to help professionals design roles that maximize their unique strengths. Whether applied to young candidates entering the job market or seasoned professionals seeking their next career move, this approach directly challenges traditional HR norms to align talent with real-world business needs.Become a supporter of this podcast: https://www.spreaker.com/podcast/inspiring-stories--2917948/support.

Giovanni Di Felice talks about what it takes to build a personal brand while representing an employer. He shares why he sees personal branding as helpful rather than necessary, how his following grew organically over just few years, and where he draws the line on authenticity (open about work challenges and opinions, but private about deeper personal moments).The conversation also covers his view that a well-crafted LinkedIn profile can replace a CV, what counts as a red flag on a candidate’s profile, and the tension between being an executive and being a content creator. Our Guest: Giovanni Di Felice Giovanni Di Felice is Director of Talent Acquisition at Statista. He is passionate about talent acquisition and people development and enjoys building high-performing teams of experts, which he leads with a consultative leadership style. Outside of work, he appreciates art and enjoys engaging in conversations on a wide range of topics. References: Giovanni Di Felice LinkedIn profile

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles including, WFH laws might just be unconstitutional, recruiter rocks up for an interview straight from Vegas, talent gaps driving jobs offshore, bots keep interviewers on their toes, over 1 million holding down 2 (or more) jobs in Australia, man pretends to hallucinate in a job interview, AI work colleagues described as genius, sociopathic five-year-olds and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

This week on Tapod, we catch up with Jake Ellul, TA Manager at Consolidated Power Projects, all the way from Adelaide. They are doing great things at CPP – moving from a recruitment delivery function to a full strategic workforce partner. We talk tech, ‘C' suite buy-in and transformation. And it all starts with trust and relationships.Thanks to Smart Recruiters for partnering with us for this episode. 

Most operators treat agency spend like weather, something that happens to you. Blake Thiess doesn't buy it.Blake has hired hundreds of healthcare professionals without agency. In his most recent role he went three years with zero agency usage and averaged 25 days to offer — less than half the industry average. At Prestige Care he cut agency spend by $3 million in one year. He walks me through how, and almost none of it costs money.Key takeaways:Speed is the game. Two or three interviews max. Beat everyone to the candidate decision.Employer brand is free if you'll do the work. Team members on camera, and job posts that answer "what's in it for me?"AI is a polisher, not a decider. The recruiters who survive can influence a human to take a call.Recruiting isn't a cost center — but you have to prove it. Show the CFO the agency dollars you didn't spend.Retention is a recruiting strategy. Career lattices, plus the courage to promote from within.Notable quotes:"Nobody wants to read a three-page bullet point list of all the stuff you're gonna be doing. That's bad berries, as my grandpa would say.""It was a 30-minute video interview with an AI recruiter, and it scared me. This person was better than most recruiters I know.""Have the courage and audacity to promote people into roles they haven't served in before."Mentioned in this episode:Blake Thiess on LinkedIn — https://www.linkedin.com/in/blakethiessBlake's articles on ERE — https://www.ere.net/authors/blake-thiessPrestige Care — https://www.prestigecare.comGem, the recruiting CRM Blake implemented — https://www.gem.comAbout Blake: Blake Thiess is a healthcare talent acquisition leader with over a decade building recruiting and employer brand functions in senior living, skilled nursing, and post-acute care. As Director of Talent Acquisition at Prestige Care he supported roughly 75 locations across eight states and cut agency spend by $3 million in one year. Most recently, as Director of Recruiting at Trinity Hospice, he kept the organization agency-free for three years while averaging 25 days to offer. He holds his PHR and SHRM-CP and is currently open to his next role.

It's time for all the best TA & Recruitment News from here and around the globe with the Scoop. Presented by the number 1 TA podcast in APAC – TaPod.We cover all kinds of drama including, the job market is broken according to Wired, strikes and more strikes in Australia and NZ, North Korean spies infiltrate US Government, Fair Work pass on costs for AI slop, the FBI open to hiring prostitutes and much more.Big thanks to Indeed for supporting the Scoop 

Travis is joined by Meghann L.-L. - Roehl's Talent Acquisition Specialist. Meghann shares how she came to #TeamRoehl and how that has given her insight into the roles she helps hire for. 

This week on Tapod, we catch up with Deepak Singh, Culture & DE&I expert at Mission and Rhythm. Deepak really knows his stuff, having been named in the top 12 at the HR Influencer Awards 2026. According to Deepak, great culture comes from great leadership, and that is the place we need to focus on to generate meaning in the workplace. Most of us are carrying a lot of work weight and stress due to many issues, including changes in DE&I policy, changes driven by AI and unstable economic conditions affecting culture, and it's time for leaders to really stand up. A really interesting chat!  Thanks to Paradox for partnering with us for this episode. 

IN CONVERSATION WITH JOHN VLASTELICA   Few people have done more to shape the modern Talent Advisor than John Vlastelica. From leading recruiting at Amazon and Expedia to founding Recruiting Toolbox, John has spent the past two decades helping hundreds of organisations transform Talent Acquisition from a transactional function into a strategic business partner. His ideas around recruiter capability, hiring manager excellence, quality of hire and organisational influence have become essential reading for TA leaders around the world. In this special conversation, we'll sit down with John to explore how the recruiter role is evolving once again in the age of AI - and what the very best talent organisations are doing differently.   Key Themes We'll Cover: The Evolution of the Talent Advisor – How the recruiter role has changed over the past twenty years, and what the next generation of Talent Advisors will look like Quality of Hire Above All Else – Why the most important metric in Talent Acquisition remains the hardest to define, measure and improve Building Better Hiring Managers – How organisations can create a culture where hiring managers become active owners of hiring success rather than passive stakeholders AI Changes the Work—Not the Mission – Where AI and automation can improve recruiting, and where human judgement, curiosity and influence become even more valuable Strategic Conversations That Matter – How recruiters and TA leaders can earn greater credibility by speaking the language of business rather than recruitment Developing World-Class Recruiters – The capabilities, behaviours and mindset shifts that separate exceptional recruiters from the rest Leading Through Change – Helping Talent Acquisition teams adapt to economic uncertainty, organisational transformation and rapidly evolving technology Differentiation in an AI World – Why organisations may need to become more human, not less, as AI becomes commonplace across hiring What's Next for Talent Acquisition? – John's perspective on the biggest opportunities and biggest mistakes facing TA leaders over the next five years Whether you've followed John's work for years or are discovering his ideas for the first time, this promises to be an insightful conversation with one of the profession's most respected thinkers. Join Recruiting Brainfood for a practical, thought-provoking discussion on the future of recruiting, leadership and Talent Acquisition—and what it will take to remain indispensable in the AI era.     We're on Friday 28th August, 10am PT / 6pm BST.   Make sure to follow the channel here (recommended) and register for this show by saving your spot here.   Ep404 is sponsored by Ashby   The all-in-one recruiting platform that evolves at the speed of AI. Empowering ambitious teams from Startups to Enterprises. If you're looking for an upgrade to our core talent platform, you know you need to check out Ashby. Get a demo today here

What you'll learn in this episode Why your business should always have backup talent ready The 3 types of talent: potential, emerging, and proven Why proven talent, though costly, is worth the investment How to evaluate a candidate's record of success The cultural fit questions to ask in every interview Why “if it's not a hell yes, it's not a yes” is the golden rule in hiring To find out more about Dan Rochon and the CPI Community, you can check these links:GET THE BOOK! Teach to Sell : Teach to Sell: Why Top Performers Never Sell – And What They Do InsteadWebsite: No Broke MonthsPodcast: No Broke Months for Salespeople PodcastInstagram: @donrochonxFacebook Page: https://www.facebook.com/NoBrokeMonths/Facebook: Dan RochonLinkedIn: Dan Rochon

Join us for a special Tapod episode, where we catch up with Adam Godson – GM Talent Acquisition Products at Workday and former CEO at Paradox. We talk new products, enhancements, and updates at Workday. As well as touch on the excitement of the Workday/Paradox marriage. Adam is super excited with where HR Tech is headed and gives us great insights into what the next couple of years might look like – join us.

Welcome to TaPod's 600th episode! It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, unemployment on the up, Workday valuation is through the roof, KPMG shrinking under scandal, interviewer catches candidate out, Fair Work Commission hands out new rules, LinkedIn profile edits creating risk, FedEx workers to strike, Google doesn't trust its own AI, and much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

What happens when AI eliminates the need for apprenticeships and reshapes entire industries? In this thought-provoking episode of The Greatness Machine, Taylor Welch dives deep into the evolving landscape of work, the role of AI in eliminating experience gaps, and why creators hold the key to the future. He explores the shift from consulting to education, the rising value of data and attention, and how time wealth is becoming the ultimate currency. If you're looking to stay ahead in a world where automation is rapidly changing the game, this conversation is a must-listen. In this episode, Darius and Taylor will discuss: (00:00) Introduction to Taylor Welch (01:45) Taylor's Origin Story and Early Career (05:58) Overcoming Overwhelm and Life Lessons (10:30) Bringing in a CEO: The Process and Lessons Learned (15:46) Scaling Consulting Businesses: Strategies and Models (20:25) The Role of AI in Business Scaling (24:40) Optimizing Team Performance and Talent Acquisition (30:25) The Importance of KPI and Performance Management (36:45) The Future of AI in Sales and Consulting (44:01) Understanding Time Wealth and Personal Fulfillment Taylor Welch is an entrepreneur, business consultant, and coach known for his impact in the online training and education industry. As the founder of Welch Equities, he leads a portfolio of businesses focused on driving economic growth through value-driven initiatives. His ventures span sales, marketing, finance, and operations, while also investing in small training and education brands. Committed to making people smarter, happier, and healthier, Taylor combines business success with a strong emphasis on family and personal fulfillment. Connect with Taylor: Website: https://taylorawelch.com/  Website: https://wealthyconsultant.com/  Instagram: https://www.instagram.com/taylorawelch/ Twitter: https://x.com/taylorawelch/ YouTube: https://www.youtube.com/c/taylorawelch  Connect with Darius: Website: https://therealdarius.com/ Linkedin: https://www.linkedin.com/in/dariusmirshahzadeh/ Instagram: https://www.instagram.com/imthedarius/ YouTube: https://www.youtube.com/@Thegreatnessmachine  Book: The Core Value Equation https://www.amazon.com/Core-Value-Equation-Framework-Limitless/dp/1544506708 Write a review for The Greatness Machine using this link: https://ratethispodcast.com/spreadinggreatness. 

This week on Tapod, we catch up with the brilliant Jo Vohland, Director, Curator & Event Host from ATC. And today we are all about the 2026 State of TA Report. With almost 250 Talent Teams contributing to a 41-page report and 18,000 data cells. It is chock-full of information from maturity levels, to the impact of AI, to what's driving industry-wide redundancies, to restructuring, to skills, advisory, tasks and outcomes, to what a future talent function may look like. This episode gives you a blueprint to model your Talent Strategy on. And don't forget ATC ‘Uplift' is very close – get your tickets now! Thanks to Paradox for partnering with us for this episode. 

From Talent Acquisition to Organisational Performance   For years, Talent Acquisition has been measured by hiring metrics: time-to-fill, cost-per-hire, source-of-hire and offer acceptance rates. While these remain important, they only tell part of the story. The real question is not whether we filled the vacancy quickly, but whether hiring decisions improve business performance. As organisations become more data-driven and AI makes recruitment increasingly efficient, Talent Acquisition has an opportunity to redefine its value—not as a function that fills jobs, but as one that directly influences productivity, innovation, growth and competitive advantage. In this webinar, we'll explore how TA leaders can shift the conversation from recruitment outcomes to organisational outcomes.   Key Themes We'll Cover: Beyond Hiring Metrics – Why traditional recruitment KPIs no longer capture the full impact of Talent Acquisition Connecting Talent to Business Results – How hiring decisions influence productivity, revenue, customer experience, innovation and long-term organisational success Quality of Hire Revisited – Moving beyond performance reviews to understand the characteristics of hires who create lasting business value The Rise of Talent Intelligence – Using workforce data, labour market insights and AI to make better strategic hiring decisions Partnering Beyond HR – Building stronger relationships with finance, operations and business leaders to align hiring with organisational priorities From Filling Roles to Building Capability – Shifting focus from immediate vacancies to developing the workforce needed for future growth Measuring What Really Matters – Exploring new ways to demonstrate Talent Acquisition's contribution through business-focused outcomes rather than recruitment activity The Skills of the Modern TA Leader – Why commercial acumen, workforce planning, analytics and strategic influence are becoming core capabilities The Future of Talent Acquisition – How the function is evolving into a critical driver of organisational performance in an AI-enabled world Talent Acquisition has the opportunity to become one of the most strategically important functions in every organisation—but only if it measures success differently and speaks the language of business. Join Recruiting Brainfood as we explore how leading organisations are making this shift, and what it takes to position TA as a driver of organisational performance rather than simply a provider of talent.   We are on Friday 21st August, 2pm BST. Follow the channel here and register for the show by saving your spot here.   Ep403 is supported by our friends Lavalier by Textio   Better hires, half the time. What happens when hiring is finally structured at scale.   Every TA leader has lived with the speed-versus-quality tradeoff for too long: go faster and quality slips; raise the bar and hiring slows down. But slow hiring and bad hiring come from the same place: a process that isn't structured.   When hiring criteria isn't clear and interviews are improvised, every interviewer assesses something different, candidates aren't evaluated fairly, and teams stall and re-interview to improve decision confidence. That's what produces both the delay and the mis-hire. Fix the structure and you fix both at once.   Lavalier by Textio gives you a complete structured interview platform, connected to your ATS, so you can: Save 12+ hours per hiring cycle Eliminate time and $$$ spent on training Cut total interviews in half Reduce time-to-decision to minutes Ready to save time and improve hiring quality? Book a structured interview demo and get a $50 Amazon gift card.

Jay and Seth examine the operational challenges of finding A-players in suburban and metro markets, debating whether firms should abandon localized commuting radius constraints in favor of national remote talent. They explore how systematic networking systems mirror business growth strategies and weigh the financial risks of using debt or windfalls to scale law firm operations.#LawFirmBlueprint #LegalOperations #TalentAcquisition #LawFirmScaling #RemoteWorkforce #PracticeManagement #LegalNetworking #FirmCapitalization

It's your weekly TA & Recruitment news blast with the Scoop from TaPod. This week we cover all kinds of angles, including Harvard finds women on Ozempic have better work prospects, Lauren goes whack on Oracle, digital literacy required in 90% of all roles, Hobart is Australia's best city for career growth, 24% of AI job interviews happening in the middle of the night, Lunar the AI Agent dismisses human employee, recruitment and Chinese spies, global youth unemployment skyrockets. And much more. And hey, don't forget to check out upcoming events. Thanks to Indeed for partnering with us to bring you the Scoop.

This week on Tapod, we catch up with Emi Beredugo, Senior Manager – Recruiting Enablement @Elastic, Non-Executive Director, Advisory Board Member, Speaker & Podcaster and most importantly a bloody fantastic person. We talk AI and specifically what's next for TA. Emi is very, very clear—we need to stop prompting and start building—but what should we be building? And more importantly, where the bloody hell do we start? Here's the road map. And if your leaders aren't your champions… start there… and start soon. Thanks to Paradox for partnering with us for this episode. 

On our special TaPod does Recfest UK series, we catch up with Lia Manafova - Talent Tech Strategy Lead at Sanofi. If you want to hear about a real transformation journey Lia has got a story for you! Integrating Paradox (a Workday company) into their business saved 38.6 minutes via email applications and 84.5 minutes via WhatsApp while still focusing on candidate experience, and fully automated scheduling runs in 8 seconds! And that's just for starters. Join us in the glorious UK sunshine as we unpack this fantastic transformation. 

We explore the power of university-employer partnerships in shaping the next generation of leaders. Joining us are Alix J. Rouby, Director of Internships and Experiential Learning at Shippensburg University Career Center, and Angela Meyers, Director of Talent Acquisition at Hershey Entertainment & Resorts.Step back in time and discover the enduring legacy of Central Pennsylvania's general stores. Once the cornerstone of colonial settlements and early American communities, these stores served as much more than places to shop. They were gathering spaces where neighbors connected, news was shared, and new merchandise arrivals became community events.and finally,We sit down with Katie Knol of WITF to discuss the stories she's currently reporting, recent pieces she's published, and the role local journalism plays in informing and connecting communities across the region.

Jobs aren't changing once every few years anymore. They're evolving constantly.  Skills are shifting, AI is reshaping roles, and organizations are redefining jobs faster than traditional job architectures can keep up. At the same time, Talent Acquisition and Compensation teams often evaluate talent through different lenses. Recruiters are responding to hiring realities and candidate expectations, while Compensation is balancing market data, internal equity, and long-term pay strategy.  In this episode, we explore how these two functions can stop speaking different languages and start working from the same playbook. We'll discuss what alignment looks like in practice, how organizations can create a shared understanding of talent and market value, and why stronger collaboration leads to better hiring decisions and more sustainable compensation strategies.     Host:  Ruth Thomas – Chief Compensation Strategist, Payscale     Guests:   Danielle DuBois – Director of Global Rewards, HR Technology, HR Operations & Talent Acquisition, American Dairy Queen Corporation   Michelle Antonsen – Talent Acquisition Leader, American Dairy Queen Corporation   Join us for our upcoming live events to get your questions answered in real time by compensation experts and earn HRCI and SHRM recertification credits: https://www.payscale.com/events

What You'll Learn in This Episode:In this episode, Patrick Adams is joined by Paul Doyle and Shawna Hondorp for a preview of their sessions at the Lean Solutions Summit. Together, they explore two critical topics shaping today's organizations: developing leaders through intentional systems and using AI to strengthen talent acquisition without losing the human connection.The conversation dives into why leadership development should be treated as a business process rather than a training program, how specific leadership behaviors can be standardized and developed across every level of an organization, and why AI works best when paired with a thoughtful strategy. Shawna also shares practical insights into using AI responsibly in recruiting, emphasizing transparency, compliance, and the importance of maintaining authentic human relationships throughout the hiring process.Whether you're leading a team, developing future leaders, building an AI strategy, or improving your hiring process, this episode provides practical insights for creating stronger leaders, smarter systems, and more intentional organizations.Key Takeaways:Leadership development is a business process—not just a training programStrong leadership is built through intentional behaviors and systemsAI should enhance human connection, not replace itA successful AI strategy requires intentionality, transparency, and trustLinks: https://www.findleansolutions.com/https://www.findleansolutions.com/lean-summit/

What does it take to turn clients into long-term partners—not just repeat customers? Kortney Harmon sits down with Kim Henderson where she explores practical strategies for strengthening client retention, building loyalty, and creating lasting value throughout the staffing relationship.This conversation outlines a proven framework for proactively managing client relationships—from choosing the right clients and creating a consistent onboarding experience to gathering meaningful feedback and demonstrating measurable business results. It also examines why specialization, regular communication, and continuous improvement help recruiters become indispensable partners, even in challenging markets.Discover how the most successful recruiters build client relationships that drive loyalty, trust, and sustainable business growth.________________Follow Kim Henderson on LinkedIn: LinkedIn | KimFollow Crelate on LinkedIn: CrelateWant to learn more about Crelate? Book a demo hereSubscribe to our newsletter: The Full Desk Experience

Hey there Voices of the Bench community, this is Trish Jones with Ivoclar. If you've been curious about fast-firing zirconia to improve efficiency but aren't convinced it can deliver predictable, high-quality results, I'd encourage you to connect with us. Our new IPS Emax Zirconia offers multiple fast-fire protocols designed to help save you valuable production time while maintaining consistent results. Time is money in every lab. Don't wait. Reach out to your local Ivoclar rep today and discover how IPS Emax Zirconia can help streamline your workflow. As full-arch dentistry continues to grow, so do the demands on today's dental laboratories. That's why Knight Dental recently launched SimplyARCH Studio, a dedicated production environment built exclusively for full-arch restorations. To support this specialized workflow, Knight invested in an XTCERA milling system and carefully evaluated multiple CAM software solutions before choosing hyperDENT. The decision came down to exceptional milling quality, minimal hand finishing, and impressive production efficiency. But what truly set hyperDENT apart was the implementation process. From the very beginning, the team provided more than software training—they shared the knowledge and experience needed to build an optimized workflow for complex full-arch cases. With proven expertise in advanced milling strategies and laboratory production, hyperDENT helped ensure SimplyARCH Studio was designed for long-term success from day one.Matt Everatt joins Elvis and Barb for a fascinating conversation that takes a deep dive into his journey through the dental laboratory industry and the story behind his book, The Invisible Profession. From discovering dental technology at 16 and specializing in maxillofacial prosthetics and orthodontics to working in hospitals, developing early sleep-apnea appliances, and nearly leaving the profession altogether, Matt's career has taken some seriously interesting turns. Eventually, he helped co-found S4S, building a successful business around sleep-apnea appliances, occlusal splints, orthodontics, and more before eventually stepping away from ownership. Matt Everatt joins Elvis and Barb for a fascinating conversation that takes a deep dive into his journey through the dental laboratory industry and the story behind his book, The Invisible Profession. From discovering dental technology at 16 and specializing in maxillofacial prosthetics and orthodontics to working in hospitals, developing early sleep-apnea appliances, and nearly leaving the profession altogether, Matt's career has taken some seriously interesting turns. Eventually, he helped co-found S4S, building a successful business around sleep-apnea appliances, occlusal splints, orthodontics, and more before eventually stepping away from ownership. But this conversation goes far beyond Matt's career. His book, The Invisible Profession, explores how the dental laboratory industry arrived at a place where technicians and laboratories are often undervalued, pushed into price competition, and expected to simply keep their heads down and produce. Matt shares his thoughts on the "million little things" that shaped the industry, the danger of becoming a "busy fool," and why laboratories need to stop competing solely on price and start becoming known for the value, expertise, and partnership they bring to the dental team. Elvis, Barb, and Matt also talk about the changing landscape of digital dentistry, AI, 3D printing, speed, service, and why the labs that embrace change and remain agile will be the ones positioned for the future. It's an honest, thought-provoking, and ultimately optimistic conversation about where the dental laboratory profession has been, where it is today, and where it can go next.Special Guest: Matt Everatt.

What if the biggest driver of a good patient experience has nothing to do with the patient at all — at least not at first? In this episode, Jamie sits down with four leaders behind Your Health's new Ambassador program: Rebecca Dillard (Chief Patient Experience Officer), Eddie Caldwell (VP of Talent & Workforce Strategy), Stephanie Martin (Executive Director of Employee Performance), and Whitney Myers (Executive Field Director of Patient Experience).  Together they built a 36-person volunteer network designed to move Your Health's values off the wall and into everyday conversations. •  Why colleague experience has to come before patient experience — not after it •  The five-part Ambassador framework — Observe, Encourage, Celebrate, Listen, Connect — and which piece each guest personally underestimated •  How Eddie has changed what he listens for in job interviews to hire for culture fit, not just skill •  The simple three-word question — “tell me more” — that's changing how the team listens to understand instead of listening to respond •  Why Purpose Partners, a peer-support network launched at the Ambassador retreat, is built to outlast the excitement of any single training day This is a conversation about what culture change actually requires — not slogans, but sustained, person-to-person influence. Press play to hear what a good “ordinary Tuesday” looks like when a culture initiative actually works. www.YourHealth.Org

In this episode, Jeff Ellman and Michael Krasman of UrbanBound discuss how technology, AI, and smarter relocation strategies are helping healthcare systems attract top talent, reduce costs, and improve the employee experience.