Podcasts about thrives

Could humility before God be the key to unlocking His best for your future?Today on Believer's Voice of Victory, John Copeland and Jonathan Shuttlesworth teach how biblical prosperity flourishes when believers choose righteous living and unwavering trust in God's covenant.Discover how humility opens the door to God's plan for biblical prosperity. As you reject pride, stand on His promises, and build a legacy of faith for future generations, you position yourself to receive His provision for an abundant life.Mentioned in this episode:BVOV Podcast Link HubBVOV Podcast Link HubBVOV Podcast Link HubBVOV Podcast Link Hub

Could humility before God be the key to unlocking His best for your future? Today on Believer's Voice of Victory, John Copeland and Jonathan Shuttlesworth teach how biblical prosperity flourishes when believers choose righteous living and unwavering trust in God's covenant. Discover how humility opens the door to God's plan for biblical prosperity. As you reject pride, stand on His promises, and build a legacy of faith for future generations, you position yourself to receive His provision for an abundant life.

When Pastor Jimmy Witcher, CEO of XO Marriage, and his wife Kim hit their fifth year of marriage, they had drifted so far apart that Kim planned to leave. But on a 13-hour flight overseas, God met Jimmy with a hard truth – and everything changed. In this episode, the Witchers share how humility, ownership, and turning to God rebuilt their marriage, and the everyday habits that keep them thriving 42 years later: making daily "exclusive relational connection time," treating fun as fuel, and learning to play at marriage instead of just working at it. It's a powerful reminder that no matter how broken things feel, your marriage has a 100% chance of thriving when you do it God's way. Listener question: My husband is a born-again Christian but refuses to pray with me. We pray at meals with our kids, but never as a couple. I've brought it up several times. We even took a Sunday school class on couples praying together, but nothing has changed. We're in a stressful home and a stressful financial season and working on communication. I grew up in a church family; he didn't. How do I respectfully encourage him to lead us in prayer? Explore XO Marriage's free digital courses: https://www.xomarriage.com The Four Laws of Love by Jimmy Evans: https://store.xomarriage.com/collections/books/products/the-four-laws-of-love Watch Jimmy Evans' marriage teaching: https://www.youtube.com/@XOMarriage Get the Vision Retreat Guidebook: https://store.xomarriage.com/collections/xo-1/products/vision-retreat-guidebook-establishing-a-yearly-vision-for-your-marriage-family __________ Submit your questions to Dave & Ashley: http://nakedmarriagepodcast.com Download our FREE 31 Day Marriage Devotional: https://bit.ly/3ZxsLZd We want your marriage to thrive! Learn more at http://xomarriage.com Dave and Ashley Willis spent thirteen years in full-time church ministry before devoting their work entirely toward the global mission of building stronger, Christ-centered marriages. Their marriage-related books, blogs, podcast, speaking events and media resources have reached millions of couples around the world making Dave and Ashley one of the most recognized and trusted couples in marriage ministry. Dave and Ashley partnered with XO Marriage in 2018. XO Marriage is the nation's largest marriage-focused ministry. The Willis family includes four sons and a rescue dog named "Chi Chi." When Dave and Ashley aren't writing and speaking, they love hanging out with their family, watching movies and going on long walks which is also where they develop many of their marriage ministry content ideas. Learn more about Dave & Ashley at daveandashley.com Learn more about your ad choices. Visit megaphone.fm/adchoices

In today's #podcast, I interview Harrison Tash. I ask Harrison about his book Exit Without Leaving. I also ask Harrison to share how leaders have misconceptions about growth. Harrison also shares with you how leaders can unintentionally become bottlenecks for their own business.   Show Notes and Resources.   Want to be a guest on Inspired Stewardship? Send Scott Maderer a message on PodMatch, here: https://www.podmatch.com/hostdetailpreview/scottmaderer

Jerry Murdock is the Co-Founder of Insight Partners, which manages over $90 billion in assets. Jerry personally backed companies including Twitter, Nest and Docker, while Insight's portfolio includes giants such as Shopify, Wiz and monday.com. Across three decades, Insight has helped produce 55+ IPOs and become one of the most powerful technology investment firms in the world.  AGENDA: 00:00 — Is the AI Bubble About to Burst? 11:00 — Will Half of All Neoclouds Disappear Within 36 Months? 13:00 — Can Open Source Models Actually Beat OpenAI and Anthropic? 22:00 — Are We Entering the Golden Age of Cybersecurity Attacks? 32:00 — Have AI Valuations Completely Lost Touch With Reality? 42:00 — Is AI About to Wipe Out an Entire Generation of SaaS & Private Equity? 47:00 — Should We Ban U.S. Chips From Being Exported to China? 48:00 — Should We Be Fearful of Open-Source Chinese Models? 49:00 — Will Continuous Learning Kill Every AI Model We Use Today? 53:00 — Why Microsoft Remains a Mega Buy 56:00 — Which Mag 7 Giant Would You Short — and Is Apple's AI Strategy a Disaster?  

WWE increased its momentum entering football season with a strong week of TV -- and Getting Over is here to break it down! Host Adam Silverstein and co-host Chris Vannini open The Main Event [8:25] by detailing a segment-of-the-year contender featuring Chelsea Green that expanded to include GUNTHER, Tiffany Stratton and Fatal Influence with Jacy Jayne winning gold. The guys also discuss the ups and downs of CM Punk vs. Kevin Owens and intensity ratcheting up in Cody Rhodes vs. Randy Orton. "The Silver King" and "Vintage" then analyze The Good, The Bad and The Ugly [1:00:40] on Solo Sikoa and LA Knight standing tall over Roman Reigns and The Bloodline, Stephanie Vaquer being at odds with Becky Lynch while eyeing Liv Morgan, Penta legitimately contending for a world title, Sol Ruca defeating Lyra Valkyria, Paul Heyman's positioning in Oba Femi vs. Bron Breakker, plus much more! Follow Getting Over on Twitter, Bluesky & YouTube @GettingOverCast.

In this episode, Rick interviews John Moncrieff, Head of Community and Purpose at the Small Giants Community, an international community dedicated to helping purpose-driven business leaders build companies that prioritize people, values, and long-term impact. Originally from South Africa and now based in Switzerland, John draws from decades of entrepreneurial experience to help founders create businesses that thrive without requiring their constant involvement.John shares how his early experiences of freedom and inequality shaped the values that continue to guide his work today. He reflects on building and scaling a successful business in South Africa, the challenges he faced when preparing to sell it, and the realization that being at the center of every decision had ultimately limited the company's value and his own freedom. This episode is a MUST-LISTEN!

Episode Notes On this episode of On Record, we sit down with local SPCA Executive Director Libby Jones, who discusses the organization's role in promoting animal welfare and how CASPCA's mission and philosophies guide their services.

The Drive applauded the person who won a contest in Philly and got to call an inning of a baseball game for doing a good job.

Wednesday's "Letters from Camp" podcast features interviews with Troy Fautanu and Kaleb Johnson. Mike McCarthy discusses the running backs and defensive tackles. We break down a hot day for Aaron Rodgers in the red zone and a camp skirmish flares up over a disputed interception. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

White Sox trade for Mariners pitcher Luis Castillo, What do the Cubs and White Sox still need to do this trade deadline, Pete Crow-Armstrong thrives in the biggest moments. full 2789 Sun, 02 Aug 2026 18:55:15 +0000 ZJGFDOmtg8E9TkRyu5UZztRK58Imt2qv sports Hit & Run with Matt Spiegel sports White Sox trade for Mariners pitcher Luis Castillo, What do the Cubs and White Sox still need to do this trade deadline, Pete Crow-Armstrong thrives in the biggest moments. Hit & Run is a Chicago baseball staple, airing Sundays at 9 a.m. on 670 The Score during the MLB season. 2024 © 2021 Audacy, Inc.

In Part 3 of the WITHIN™ educational series, health coach and fitness educator Lochi Horner explores how gut health influences the body's ability to absorb nutrients, recover, perform, and thrive every day. Discover why recovery isn't just for athletes, why what your body absorbs is just as important as what you eat, and how supporting your gut can help optimize energy, resilience, and overall wellness. You'll also learn how grass-fed colostrum and Effera® lactoferrin complement the five-layer system in WITHIN™ to help support recovery, nutrient utilization, and whole-body health. Whether you're focused on performance, healthy aging, or simply feeling your best each day, this episode reveals why lasting wellness begins with a strong foundation—and extends far beyond the gut.

   For the first time in the history of this podcast, we've got a lead story that I don't know if it's a Republican or Democrat cause.  But I"m going to find out.  I'm leaning toward these folks holding signs about circumcision at 135th and Metcalf are on the right and don't want to see little boys cut on right after birth.  You have to hear what this outfit did on Tuesday.    Dr. Fauci's diary is over 1000 pages of self adoration and contradictions to everything he was saying publicly about Covid.  It's disgusting.  He testifies before the Senate today... this could get wild.    Iran is now targeting Melania and other members of the Trump family.  Access Journalism is bad for America and it's growing at a rapid rate.    In sports, we have new details about what happened at the Bienemy house in Virginia.  Video of Tony Romo's arrest has been released and the referees that gave Argentina a red card has decided to retire.  This smells fishy.    And our Final Final is a singer that we may want to put in charge of hiring at firing at Arrowhead Stadium.

On the podcast: why founders belong in the marketing trenches more often, what makes ‘ugly' ads perform so well, and why stable ad performance is actually a red flag.Top Takeaways:

Successful organizations continuously evaluate their vulnerabilities, engage employees in solving problems, and remain flexible as conditions change. That's the bottom-line message of leadership consultant Ron Robinson, who has spent decades advising organizations of all sizes on how to remain resilient in the face of an increasingly unpredictable business environment. This week, Ron — author of Practices of Resilient Companies: Overcome Disruption with Compassion, Collaboration and Knowledge — shares his four-step framework for anticipating disruption and responding before challenges become existential threats. His goal is straightforward: help leaders not merely weather the storms of uncertainty, but emerge stronger in their aftermath. Monday Morning Radio, now in its 15th season, is hosted by the father-son duo of Dean and Maxwell Rotbart. Photo: Ron RobinsonPosted: July 20, 2026 Monday Morning Run Time: 47:45 Episode: 15.5 tinyurl.com/AYCEBW2-Unsigned

What makes women collision shop owners uniquely successful, and why can those same strengths make it harder to step away from the business?In this episode, Matt DiFrancesco is joined by Hannah Chalker, High Lift Financial's Director of Client Success, to discuss the unique challenges women face when building, leading, and eventually transitioning their collision repair businesses.From carrying the culture of the shop to managing the "invisible work" that often goes unnoticed, Hannah explains why many women become indispensable to their businesses and what it takes to create a company that can thrive without them.Matt and Hannah also talk about:(01:31) Operator vs. Owner: Why every woman shop owner must make the shift(02:22) Why women become the heart and soul of their collision repair business(03:27) Can your business survive without you? The question every owner must answer(05:57) Why emotional leadership is one of your greatest business strengths(06:23) The invisible work that's keeping your business running(09:54) How to turn awareness into action with a transition plan(10:13) Why clarity should come before strategy(10:51) How family dynamics can shape your business transition(11:37) The succession conversation that many families avoid(12:51) Why women often take a more thoughtful approach to succession planning(13:31) Fair vs. Equal: The family business conversation that matters most(16:32) How the High Lift Method helps women shop owners transition with confidence(20:58) Why every exit plan needs a customized roadmap(24:26) Why it's never too early to start planning your exit(26:29) Why asking for help is a sign of strong leadership(29:55) The advice every woman shop owner needsConnect With Hannah ChalkerWebsite:https://highliftfinancial.com/Email: hannah@highliftfin.comConnect With Matt DiFrancesco:matt@highliftfin.com(814)201-5855LinkedIn: Matt DiFrancescoLinkedIn: High Lift FinancialFacebook: High Lift Financial Instagram: @high_lift_financialYouTube: @highliftfinancialAbout the guest:Hannah Chalker is the Director of Client Success and Exit Planning Advisor at HighLift Financial, where she helps collision repair business owners build stronger, more valuable companies through strategic financial and exit planning. Working alongside Matt DiFrancesco, Hannah leads client success and value growth engagements with a special passion for supporting women collision shop owners as they navigate the unique challenges of leadership, succession planning, and building businesses that can thrive beyond their ownership.As a Certified Exit Planning Advisor (CEPA) and Certified Value Growth Advisor (CVGA), Hannah brings clarity and structure to every stage of the transition process. She helps owners align their personal and financial goals, increase the value of their businesses, protect the legacy they've worked so hard to build, and confidently prepare for what's next.Disclaimer:All information is obtained from sources deemed reliable, but not guaranteed. No tax or legal advice is given nor intended. Content provided herein or on our website should not be construed as an offer for investment advice or for securities, insurance, or other investment products. Investments involve the risk of loss and are not guaranteed. Consult a qualified legal, tax, accounting, or financial professional before implementing any investments or strategies discussed here.High Lift Financial is a DBA for DiFrancesco Financial Concierge, LLC.  Investment advisory services are provided through Cornerstone Planning Group, LLC, an independent advisory firm registered with the Securities and Exchange Commission.

Facing Difficulties In Life - Where Faith Thrives Or Dies

Brad Evans and Pat Boyle react to another World Cup thriller, as Argentina defeats England 2-1 with two late goals for their fourth straight narrow knockout victory. Plus do you blame English manager Thomas Tuchel for the loss, has Lionel Messi been the best player in the tournament, and more!

In today's design-driven world, creativity is more important than ever before. If you're leading a creative team, Phil Cooke https://philcooke.com highlights five ways leaders can create a work culture where ideas flow and creatives thrive. Inspire and challenge your creative team and they'll do amazing things for your organization. Phil Cooke, Ph.D. — Strategic Advisor | Cultural Influence & Crisis Leadership Phil Cooke, Ph.D., is a strategic advisor to church, nonprofit, and media leaders navigating crisis, credibility, and cultural influence in a rapidly changing digital world. Founder of Cooke Media Group in Los Angeles and Nashville, he works with senior leadership teams globally to strengthen reputation and clarify mission. Author of "Church on Trial" and several other books on leadership and creativity, he has produced award winning media projects seen worldwide. 

Miltown Malbay businesses are revelling in a period of economic prosperity arising from the Willie Clancy Week.    The 54th Scoil Samhraidh Willie Clancy is in full flow and the West Clare town's pubs, restaurants, shops and casual traders are reaping the benefits.    For the first time this year, parking is prohibited on the main street, with free parking available next to Jones's Supervalu on the Ennis Road.    Clare FM's Seán Lyons has taken the opportunity to head back west where he spoke to Mickey Wilson of Friel's Pub about how the week is going for him. Photo (c) Clare FM

This episode is an excerpt from The Jason Drees Show. What happens when everything goes sideways? After a morning filled with setbacks, technical failures, and unexpected frustration, Jason shares an unplanned lesson on one of the most important success skills: thriving in chaos. Discover why extraordinary growth requires adaptability, how your mindset determines your reality, and why your greatest breakthroughs often begin when your plans fall apart. If you want to do the impossible, you must first learn to thrive in chaos.

Want a quick estimate of how much your business is worth? With our free valuation calculator, answer a few questions about your business, and you'll get an immediate estimate of the value of your business. You might be surprised by how much you can get for it: https://flippa.com/exit In this episode of The Exit, Steve McGarry sits down with Scott Jones, Founder and CEO of Franchise Guide Group, to explore what makes franchise businesses uniquely valuable and why not all franchise systems are created equal. Drawing on more than 30 years of experience as a franchisor, franchisee, consultant, and multi unit operator, Scott shares how the right systems, processes, and franchise partner can dramatically impact long term business value and exit potential.
 Scott explains the biggest mistakes first time franchise buyers make, why entrepreneurs should think beyond replacing income and instead build enterprise value, and how reducing owner dependency can increase both transferability and valuation. He also breaks down how sophisticated buyers evaluate businesses, what drives higher multiples, and why identifying opportunities for multi unit expansion and franchise roll ups can create extraordinary wealth. Whether you are considering buying a franchise or preparing a business for sale, this episode offers practical insights into building a company that buyers want. Scott Jones is the founder of Franchise Guide Group and a franchise consultant with more than 30 years of experience as a franchisor, franchisee, multi unit owner, and former franchise brand CEO. Having worked with major franchise brands while also building businesses himself, Scott helps executives, entrepreneurs, and business owners identify franchise opportunities, avoid costly mistakes, and build businesses with long term growth and exit value in mind.


 Website - https://franchiseguidegroup.com/ 

 LinkedIn - https://www.linkedin.com/in/scottjonesforfranchising/ 



 Timestamps:
 [0:03:33] Introduction to Franchising and Scott's Background [0:06:38] The Importance of Robust Franchise Systems [0:09:26] Common Mistakes of First-Time Franchisees [0:12:27] Single vs. Multi-Unit Franchisee Perspectives [0:15:35] Evaluating Franchise Cash Flow and Systems [0:18:32] Driving Up Business Valuations [0:21:25] Lessons from the Past and Future Opportunities The Exit—Presented By Flippa: A 30-minute podcast featuring expert entrepreneurs who have been there and done it. The Exit talks to operators who have bought and sold a business. You'll learn how they did it, why they did it, and get exposure to the world of exits, a world occupied by a small few, but accessible to many. To listen to the podcast or get daily listing updates, click on flippa.com/the-exit-podcast/

In the jungles of Vietnam, Frank Trout took a bullet to the head. He was discovered by a unit that was not his own, bandaged, and evacuated. At some point during this process, he clinically died. Most remarkably, he knew none of this until a chance meeting at a reunion 40 years later. Frank's humor—and many adventures in life—make his story a perfect fit for this podcast's landmark 100th episode.

This weekend, America celebrates its 250th anniversary. At a time when the country feels divided, angry, and exhausted, what are the most important things we should remember? What still makes America worth celebrating, and what do we take for granted until it feels threatened? A federal grand jury indicted former three-time U.S. Olympic canoeist David Hearn on a felony charge of property destruction for his involvement in the ongoing Lincoln Memorial Reflecting Pool controversy. An Orleans Parish grand jury indicted Louisiana Attorney General Liz Murrill. Taylor Swift and Travis Kelce are heavily rumored to be getting married this weekend (July 3–4, 2026) in New York City. The couple, who announced their engagement in August 2025, have kept official details strictly under wraps, fueling unprecedented public speculation, prediction market activity, and massive logistics setup around Manhattan.

Welcome back to SANDCAST: Beach Volleyball with Tri Bourne and Travis Mewhirter, and welcome back to the Gstaad Elite, the greatest place on Earth. We're recapping an action-packed opening day in Gstaad, where: Trevor Crabb and Chase Budinger delivered an enormous day one, qualifying with a win over Adrian Heidrich and Yves Haussener and then handling Taylor Crabb and Andy Benesh with ease Tina Graudina continues thriving here in Gstaad, making the main draw with young Liv Ebere USA Volleyball's women so-so day, with three teams punching their main draw tickets and four bowing out Switzerland's young guns, Luc Fluckiger and Andrin Kolb upsetting the Grimalt cousins before ALMOST taking David Ahman and Jonatan Hellvig to three And more! SHOOTS! We have a NEW BOOK! Pre-order your copy of Volleyball for Dummies today at Barnes and Noble! Get 25 PERCENT off and FREE SHIPPING on all Mikasa products with our code, SANDCAST and play with the ball. played with the best in the game. Head to Mikasa's website and get your bag of balls today! Get 10 PERCENT OFF VBTV using our discount code, SANDCAST10 Want to get better at beach volleyball? Use our discount code, SANDCAST, and get 10 percent off all Better at Beach products!  Want SANDCAST merch? We got you covered. Check it out here! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

AI thrives when organizations pair gen AI pilot programs with employee participation, using real-world feedback to refine tools, reduce risks, build trust, and accelerate successful adoption at scale.That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about why Gen AI thrives when employees lead the charge.This article forms the basis for this episode: https://disasteravoidanceexperts.com/gen-ai-thrives-when-employees-lead-the-charge/

Jeff Nydegger the Co-Founder & CEO at Jeff Buys Your House, the leading house-buying company in Chicagoland, joins John Williams to talk about how an appointment with the company typically works and the areas they serve, the importance of being an integrity brand, and how 20 years of experience informs what they do. Jeff also […]

Jeff Nydegger the Co-Founder & CEO at Jeff Buys Your House, the leading house-buying company in Chicagoland, joins John Williams to talk about how an appointment with the company typically works and the areas they serve, the importance of being an integrity brand, and how 20 years of experience informs what they do. Jeff also […]

Sally Facinelli, growth strategist and franchise advisor with nearly 30 years in the industry, joins Brendon Dennewill to challenge the instinct to scale fast and instead make the case for intentional, systems-driven growth. From leadership transitions and organizational clarity to real-time data visibility and the accelerating impact of AI on franchise operations, Sally brings a practitioner's lens to the questions most brands avoid until it's too late. If your franchise is hitting a ceiling and you can't figure out why, this conversation will tell you exactly where to look.What You'll LearnWhy pausing momentum actually protects itThe leadership change most growing brands delay too longGrowth exposes problems, it doesn't create themBrand consistency requires more than standards documentsData without adoption is just expensive noiseWhy franchisee success is the real FranDev strategyAI as an efficiency multiplier, not a headcount replacementProactive vs. reactive brands: the COVID test caseResourcesFranchise Business Coaches (FBCs) IFA (International Franchise Association)  Sally Facinelli's upcoming book – In progress, focused on franchise leadership and sustainable growth (watch for release)Is your business ready to scale? Take the Growth Readiness Score to find out. In 5 minutes, you'll see: Benchmark data showing how you stack up to other organizationsA clear view of your operational maturity Whether your business is ready to scale (and what to do next if it's not)Let's ConnectSubscribe to the RevOps Champions NewsletterLinkedInYouTubeExplore the show at revopschampions.com. Ready to unite your teams with RevOps strategies that eliminate costly silos and drive growth? Let's talk!

Jeff Nydegger the Co-Founder & CEO at Jeff Buys Your House, the leading house-buying company in Chicagoland, joins John Williams to talk about how an appointment with the company typically works and the areas they serve, the importance of being an integrity brand, and how 20 years of experience informs what they do. Jeff also […]

While the market chases AI stocks and IPOs at 90x sales, Simon Erickson is looking in the opposite direction, at CME Group (NASDAQ:CME), the Chicago Mercantile Exchange, a business that doesn't care if markets go up or down. It just needs them to move. CME Group sits at the center of global derivatives trading across six asset classes, interest rates, equity indexes, foreign exchange, energy, agriculture, and metals, capturing the bid-ask spread on every contract that clears through its platform. Q1 2026 delivered all-time records in both revenue (up 14% to nearly $2 billion) and average daily volume (36.2 million contracts/day, up 22%), with record volumes across all six product lines simultaneously.0:00 - Introduction and Overview of CME Group as a business3:31 - Review of CME's six product classes 6:41 - Review of Q1 2026 Results (from our 7investing Community Forum)8:42 - Why Kevin Warsh as the new Fed Chair will be important for CME Group10:48 - New Retail product lines: Crypto, e-mini futures, and even compute pricing14:18 - A look at CME Group's current valuation and why the stock has been selling off16:19 - Why we recently upgraded CME Group to a "Strong Buy" conviction rating 18:32 - Q&A with audience questions + a review of CME Group's capital allocation policiesThe business model is exceptional: near-zero variable costs as volumes scale, massive network effects, and a 70% operating margin in Q1 2026, up 250 basis points year over year. With geopolitical uncertainty (Iran oil prices, Russia/Eastern Europe conflict, China tariff tensions) and a brand new Federal Reserve Chairman in Kevin Walsh navigating rate policy, Simon believes 2026 and 2027 will bring more volatility, not less. That's directly in CME Group's favor. The company is also launching new products including Bitcoin volatility futures, e-mini S&P 500 and NASDAQ options at one-tenth standard contract size (opening the door to retail investors), and a first-of-its-kind AI compute futures product in partnership with Silicon Data Partner.CME Group is also returning serious capital to shareholders: a longstanding variable dividend policy that pays out 50% of annual earnings, plus a $3 billion share repurchase authorization, $500 million of which was deployed just last quarter, with $2.5 billion still available. CEO Terry Duffy is transitioning out after a decade at the helm, handing off to 20-year company veteran Lynn Fitzpatrick (currently President and CFO), in what Simon views as seamless succession planning. This is a company that knows exactly what it is and executes flawlessly.7investing upgraded CME Group to strong buy conviction in November 2024, the stock returned 51% by March 2026, nearly tripling the S&P 500 return over the same period. They've just upgraded it to strong buy again in June 2026. The stock has pulled back significantly from its March highs, and valuation multiples on price-to-earnings, price-to-sales, and price-to-free-cash-flow are all at five-year lows. If you want a stock that hedges against market chaos rather than suffering through it, CME Group is worth a serious look.Discuss CME Group with us in our 7investing Community Forum! https://discord.com/invite/PT9ZQqdXXSStocks & Companies Mentioned:CME Group (NASDAQ:CME)Rocket Lab (NASDAQ:RKLB) — teased for upcoming Friday episodeKalshi — private (prediction markets competitor)FMX Exchange — private (interest rate futures competitor)FanDuel — private (CME prediction markets partner)Silicon Data Partner — private (CME compute futures partner)#CMEGroup #CME #StockAnalysis #ValueInvesting #DividendStocks #HiddenGems #MarketVolatility #DerivativesTrading #InterestRates #Bitcoin #CryptoFutures #InvestingIn2026 #UndervaluedStocks #GrowthStocks #7investing #Simonerickson

Have Yourself a NIGHT, Imai! Tatsuya Thrives Thurs. Night in Astros WIN! full 811 Fri, 26 Jun 2026 21:02:15 +0000 KEaQYlZ23Yn0HWefsJPf3JhNGG9mh8as mlb,houston astros,detroit tigers,astros,mlb news,al west,astros news,houston astros news,al west news,mlb news notes,houston astros news notes,tatsuya imai,imai,sports The Drive with Stoerner and Hughley mlb,houston astros,detroit tigers,astros,mlb news,al west,astros news,houston astros news,al west news,mlb news notes,houston astros news notes,tatsuya imai,imai,sports Have Yourself a NIGHT, Imai! Tatsuya Thrives Thurs. Night in Astros WIN! The Drive with Stoerner & Hughley delivers high-energy Houston sports talk built for H-Town fans who want insight with edge. Former NFL quarterback Clint Stoerner teams up with Ron “The Show” Hughley to break down everything that matters in Houston sports — from Texans training camp storylines and NFL playoff races to Astros postseason pushes and Rockets rebuild updates. A must-listen for Houston sports talk, the show blends locker-room perspective, strong opinions and authentic fan energy while covering SEC football, UH hoops, college sports across Texas and the biggest headlines shaping the NFL and MLB. For passionate, informed and locally-focused Houston sports analysis, The Drive with Stoerner & Hughley keeps fans connected to the teams and stories that define the city. © 2026 Audacy, Inc. Sports https://player.amperwa

How can pastors cultivate a healthy, thriving deacon ministry? In the final episode of this three-part series, Mark Clifton, Mark Hallock, and Dan Hurst discuss how churches can build a culture of servant leadership that lasts. Healthy deacons protect church unity, serve alongside pastors, and help churches navigate conflict, transition, and revitalization with both wisdom and humility. In this episode, we’ll discuss: How you can build a culture of joyful servant leadership with your deacon ministry Deacons’ roles in the life of the church during seasons of conflict Common mistakes churches make when it comes to deacon ministry Why communication between pastors, elders, and deacons matters How a healthy deacon ministry supports long-term church renewal

How can pastors cultivate a healthy, thriving deacon ministry? In the final episode of this three-part series, Mark Clifton, Mark Hallock, and Dan Hurst discuss how churches can build a culture of servant leadership that lasts. Healthy deacons protect church unity, serve alongside pastors, and help churches navigate conflict, transition, and revitalization with both wisdom and humility. In this episode, we'll discuss: How you can build a culture of joyful servant leadership with your deacon ministry Deacons' roles in the life of the church during seasons of conflict Common mistakes churches make when it comes to deacon ministry Why communication between pastors, elders, and deacons matters How a healthy deacon ministry supports long-term church renewal Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

You found someone. The interview went well. The practical looked great. They seemed like the perfect fit. A few months later, things aren't going the way you hoped. Before you assume you hired the wrong person, it may be worth looking at the bigger picture.   In this episode, I break down the five factors that determine whether a new hire succeeds or struggles inside a massage practice. We'll talk about hiring, onboarding, expectations, leadership, and one of the most overlooked pieces of all: keeping their schedule busy.   Because the truth is, a great hire can still fail in the wrong environment, while an average hire can thrive when they're given the right support.   In this episode, we'll discuss: • How to tell if you actually hired the right person • The onboarding mistakes that create problems before they even start • Why unclear expectations lead to frustration on both sides • The leadership skills most massage business owners were never taught • Why marketing becomes even more important after you hire   If you've ever hired someone and wondered, "Why isn't this working?" this episode will help you diagnose where the real problem might be.   ---   *Brought to you by GlossGenius.*   Are you dealing with gaps in your schedule? Clients who don't rebook? Low profits and high payment processing fees? When you're running your own practice, you don't have time to figure out where you're leaving money on the table especially when you're stitching together booking, payments, and clunky software that only makes things harder.   GlossGenius is the booking and business management platform built for massage therapists and wellness practitioners. It fills your calendar, automatically reBooks clients, upsells high-margin services, and has the lowest flat-rate payment processing fees in the industry. Plus all the HIPAA-compliant tools you need for charting, consents, and client records without the admin chaos.   More growth. Less busywork.   Use code **SCALING** at glossgenius.com/scalingwellness for 50% off your first two months of their Gold or Platinum plan.      Build a wellness business that gives you both time and income: www.scalingwellness.com Book a free strategy call: www.scalingwellness.com/chat Follow us on Instagram: www.instagram.com/scalingwellness  

The WIP Morning Team discusses Don Mattingly's lineup changes to the top of the order with Trea Turner's injury, bringing Marsh to the leadoff spot and Kyle Schwarber in the field at 1B. They also continue to share their opinions on Nick Sirianni and the New York Times profile on the head coach.

Late in May, Brandon Young made one critical adjustment to his repertoire. He has been lights out ever since. We take a look at the adjustment itself, and use some of Baseball Savant's new metrics to explore how that change is impacting hitters. BlueSky YouTube Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ryan Gibson is a former 17-year Delta and Alaska Airlines pilot turned self-storage mogul, now operating as one of the 29th largest self-storage operators in the country with over $1 billion in assets and 7.5 million square feet under management through his company, Spartan Investors.   In this first of a two-part series, Ryan joins host Chris Pre to break down why self-storage is one of the most recession-resilient asset classes available, how to use seller financing to acquire deals without banks, and what it really looks like to build a 200-person business while still flying commercial jets — and then finally walk away on your own terms.   Key Talking Points of the Episode   00:00 Introduction 01:08 Passive Income Pilots podcast 02:20 How Ryan and Tait met and started Passive Income Pilots 04:48 The importance of financial and time freedom for pilots 06:03 The 3 Paydays System 08:33 Deep dive into self-storage as an asset class 10:09 Why more Americans use self-storage than fly on airplanes 11:08 The 5 Ds of self-storage demand 13:29 Opportunities for mom-and-pop owned facilities 14:02 Competing with "big money" in smaller markets 15:48 Building trust and uncollateralizing notes 17:12 Typical terms for syndicated real estate deals 19:20 Advice for W-2 employees considering the jump into business 21:07 The psychological benefits of maintaining a professional career 24:42 Preview of part 2: Diversification with Tait Duryea 26:40 3 Paydays Live Event   5 Key Takeaways Self-Storage Wins in Any Economy — The five D's (Death, Displacement, Downsizing, Divorce, Diapers) drive self-storage demand through recessions, COVID, and market downturns alike. Occupancy often increases during economic disruption — not despite it. Avoid Institutional Competition by Going Small — Big money chases 100,000+ sq ft facilities in core markets. The 10,000–20,000 sq ft mom-and-pop space is largely ignored by institutions, which means less competition and far more seller-financing opportunities for individual investors. Seller Financing Is About Aligning Motivations — Ryan's first seller didn't want the note paid off because of capital gains exposure. Understanding why a seller needs what they need — not convincing them — is what makes creative financing work. Authentic outreach and trust over time unlocked a $1.1M carry-back note that followed them to the next deal. Keep Your W-2 While You Build — Ryan flew commercially for 8 to 9 years while building a 200-person company. For airline pilots with flexible schedules, there's little reason to abandon high W-2 income early. Use the schedule, build with urgency during off days, and only step away when the business demands it. ROI on Life Matters as Much as ROI on Investment — Ryan shifted from active flipping to passive investing vehicles because he wanted to give other pilots a great return without sacrificing their time. The goal isn't just financial — it's building a portfolio that gives you back control of how you spend your days.   Links   3 Paydays® Live https://3paydayslive.com/podcast   Free Discovery Call https://smartrealestatecoachpodcast.com/discovery   3 Paydays® System Mastery Course - Use coupon code for 50% off https://smartrealestatecoach.com/qls Coupon code: pod   Apprentice Program 3PaydaysApprentice.com/Podcast    Masterclass https://smartrealestatecoach.com/masterspodcast   3 Paydays Books https://3paydaysbooks.com/podcast   Partners https://smartrealestatecoach.com/podcastresources

Over the past decade, Hollywood has been upended by streaming wars, labor strikes, AI anxiety, and a rapidly shifting business model. Amid the turbulence, Kerry Washington and Pilar Savone have built Simpson Street, a production company with projects that have been both commercially successful and culturally resonant. In this episode of Creative Control, Washington and Savone explain what it takes to make a project undeniable in today's market and how they're redefining what creative control means when every corner of Hollywood is being reinvented in real time. You'll also hear lessons in creative collaboration from behind the scenes of Simpson Street's latest hit, Imperfect Women, on Apple TV, as well as what it takes to actually work for Kerry Washington—questionnaires may be involved. For more of the latest business and innovation news, go to https://www.fastcompany.com/news To listen to the latest episodes of Creative Control on Fast Company:https://www.fastcompany.com/podcasts/creative-control

Todd Krause's BIO: Todd A. Krause is the owner of The Cleaning Authority – Fishers, where he grew the business from $1.8 million in revenue to more than $4 million while building a diverse team and a thriving workplace culture that prioritizes people, performance, and long-term success. His leadership approach has earned multiple industry recognitions, including Franchisee of the Year honors. Todd holds an MBA and is a Certified Public Accountant, with more than three decades of experience leading and growing businesses across multiple industries. Over the course of his career, he founded and scaled a fund administration firm managing more than $2 billion in assets under administration, helped launch and grow a major bank business unit that reached $14 billion in assets, and led organizations ranging from startups to complex global enterprises. Today, Todd is the founder of Silversun Consulting, a firm dedicated to solving the growth challenges that keep home-service businesses stuck. Through his consulting, speaking, and writing, he shows business owners how to build companies that grow sustainably by combining strong leadership, effective systems, and positive, culturally competent workplace environments. Todd's work centers on a simple belief: when businesses create caring, positive workplaces where employees thrive, they retain great people, deliver exceptional service, and build companies that grow faster, become more profitable, and operate with less owner stress. He is an author, TEDx speaker, keynote presenter, and passionate advocate for leadership that uplifts employees, strengthens businesses, and improves lives in the communities they serve. In this episode, Virginia and Todd talked about Todd's background in finance Todd's entry into business ownership Business growth vs. business scale Secrets to developing your human capital Leadership advice for solopreneurs Takeaways:  Your goal as a business owner is to build an asset. Bonus the people who help grow your business. Toxic culture = employee turnover and loss of clients. Being a solopreneur doesn't mean that you are working solo and doing everything. Get out of your comfort zone. That's where growth happens. Connect with Todd Krause on his social media accounts to learn more about his work and insights into networking effectively: LinkedIn URL https://www.linkedin.com/in/toddakrause/ Facebook URL https://www.facebook.com/profile.php?id=61554499613120 Instagram URL https://www.instagram.com/toddakrause/   Connect with Virginia: https://www.bbrpodcast.com/ Download my Business by Referral Blueprint and create consistent revenue! https://mktg.masterconnectors.com/business-by-referral-blueprint 

Self-care podcast exploring Understanding Your Ego Mind (Inner Critic), Why Your Ego Thrives off Your Sabotage & Why Self-Love Turns Survival into Thriving. TOPICS:: ** Understanding Your Ego Mind (Inner Critic) (08:33). ** Why Your Ego Thrives off Your Sabotage (52:18). ** Why Self-Love Turns Survival into Thriving (57:25).   NOTES:: Show notes: amberapproved.ca/podcast/669 Leave me a review at amberapproved.ca/review Email me at info@amberapproved.ca   Take the NEW Free Hormone Imbalance Quiz here: https://amberapproved.ca/hormone-imbalance-quiz    Subscribe to newsletter: https://amber-romaniuk.mykajabi.com/newsletter-sign-up    SHOW LINKS: Click below to schedule a 30 minute Complimentary Body Freedom Consultation https://amberapproved.ca/body-freedom-consultation/  Take my free Emotional Eating Quiz here: http://amberapproved.ca/emotional-eating-quiz Listen to Episode 291 about what it's like to work with me here: http://amberapproved.ca/podcast/291/ Follow me on Instagram www.instagram.com/amberromaniuk Youtube Channel: https://www.youtube.com/@amberromaniuk/    MY PARTNERS: Designs For Health Blood Sugar Bundle! One of the hardest parts of overcoming my emotional eating was the INSANE SUGAR and carb cravings. It was the intense sugar and carb cravings. That's why I created my Blood Sugar Bundle with Designs for Health to support your body while you work on emotional eating and breaking binge patterns. It includes chromium for blood sugar balance, L-glutamine to help curb cravings fast, a high-quality probiotic for gut health, and a clean Pure Paleo protein powder to keep you full and stable. I only recommend Designs for Health to my clients because they are third-party tested, family-owned, and use the highest quality ingredients. Quality matters when it comes to truly supporting your body and getting results. Get 30% off The Blood Sugar Bundle in USA and Canada automatically applied at checkout below! Canada Blood Sugar Bundle here for 30% off!  USA Blood Sugar Bundle here for 30% off! You can also get 30% off any Designs for Health supplements anytime, it's my gift to you. Canada: www.designsforhealth.ca  (code AMBER30) USA: www.designsforhealth.com (code AMBER88)

Discover how one missionary saint challenged evil, protected the innocent, and pointed an entire people toward Christ.Morning Offering, June 5, 2026 is brought to you by Catholic Coffee (https://bit.ly/43Ed0S8)Every morning, join Father Brad as he begins the day with prayer and reflection. In a few short minutes, Father Brad guides you in prayer, shares a brief reflection grounding your day in the Church's rhythm of feast days and liturgy, and provides you with the encouragement necessary to go forward with peace and strength. Disclaimer: The ads shown before, during, or after this video have no affiliation with Morning Offering and are controlled by YouTubeLet us do as the saints urge and begin our days in prayer together so as a community of believers we may join the Psalmist in saying, “In the morning, Lord, you hear my voice; in the morning I lay my requests before you and wait expectantly.” (Psalm 5:3-4)________________

The Knicks are in the Finals, some are saying it makes them feel better about the Sixers. Does it for us? Jared McCain starts a Western Conference Finals game and Wemby sends his goons after him. And we give our final grades for Justin Edwards, Paul George, Tyrese Maxey and Joel Embiid.The Rights To Ricky Sanchez is presented by Draft Kings SportsbookBriggs Auction is the official auction of The Ricky at briggsauction.comLL Pavorsky Jewelers is where Rights To Ricky Sanchez listeners go and get engaged.Become a MortgageCS Ricky VIP at mortgagecs.com/rickySurfside Iced Tea and Vodka is the official canned cocktail of The Ricky

The Great Talent Redistribution: Where is Talent Actually Going in 2026 and beyond?  Is the start-up compensation model broken? How about big Big Tech? How about non-tech small & medium businesses? What is happening to talent, going forward? This and many other topics in this episode of Tech Deciphered. Navigation: Intro The Broken Contract? The Great Unbundling The Three (?) Destinations Alternative Cap Tables, Alternative Compensation Models Investor Landscape Fragmentation Operator Playbook and Predictions Conclusion Our co-hosts: Bertrand Schmitt, Entrepreneur in Residence at Red River West, co-founder of App Annie / Data.ai, business angel, advisor to startups and VC funds, @bschmitt Nuno Goncalves Pedro, Investor, Managing Partner, Founder at Chamaeleon, @ngpedro Our show: Tech DECIPHERED brings you the Entrepreneur and Investor views on Big Tech, VC and Start-up news, opinion pieces and research. We decipher their meaning, and add inside knowledge and context. Being nerds, we also discuss the latest gadgets and pop culture news Subscribe To Our Podcast Nuno Goncalves Pedro Introduction Welcome to episode 77 of Tech Deciphered. This episode will focus on the great talent redistribution. Where’s talent actually going in 2026 and beyond? The Silicon Valley deal of the last 30 years, very low salary, stock options, you will either sell for a ton of money or IPO, and everyone gets rich, is seemingly broken. Or is it really? The dominant narrative says the tech middle class is dying. We disagree. There is obviously a lot of stuff going on whereby big tech is partially barbelling. There’s a superstar concentration on the top. There’s a bit of a seemingly allowing of the belly. We’ll come back to that. We don’t quite believe that is totally true. There’s a collapse at entry level. The belly is migrating into three, potentially even more, very different destinations: AI native startups, human-verified premium businesses, and the read the industrialized middle of the S&P 500 and SMB world. Each has its own cap table, each will have its own compensation model, and each will have its own investor profile. In some ways, this is the third episode in our Reset trilogy. We started with episode 75 on the SaaS-apocalypse. We talked about the great private capital reset in episode 76, and now we talk about talent redistributions. Bertrand, exciting times, not always positive times.   Bertrand Schmitt Yeah, it’s exciting times because it’s a time of change. Of course, we have the doomsayers. If you listen to Dario Amodei of Anthropic, every white-collar job on Earth is going to disappear. I think I strongly disagree, and I suppose you too as well, we strongly disagree. It’s going to be more of a redistribution. If you look at the history of technology, this is what always happened. We forget how many jobs have disappeared over the past 150 years. We move from a time of 150 years ago. People were mostly in agriculture. Then you had a lot of weird jobs that disappeared from people transporting water to people bringing ice from the pools to people doing the job of computers. People forget that computer was a title given to human beings. We’re doing calculations. Then, of course, secretory jobs in the ’80s, ’90s, where suddenly anyone can type using a word processor, the rise of Excel, that sort of stuff. Many things have changed. Some jobs have indeed disappeared. Some jobs have totally transformed. Where you do these jobs have changed. I think we are at a similar stage where, thanks to AI, and I would say for now, or at least the rise of AI coding, there is a dramatic change happening. I don’t think it means that people will be without a job. It just means, from my perspective, that jobs are changing. You are not just doing a lowly coding level task that actually indeed could be replaced, but you are going to have more of builder type of mindset, a product manager type of mindset going forward. We also expect that the distribution of jobs, depending on the type of business, will be quite different.   Nuno Goncalves Pedro The Broken Contract? Maybe let’s reset a little bit to the broken contract, or if it’s really a broken contract. There’s been this image in technology and tech that basically you get paid very little to work in tech. You get a bunch of stock options. The earlier you are in the company, the higher the level of stock option grants you get. Then you make a ton of money at some point because the company will either sell or IPO, and that’s heard of it. Obviously, there’s a lot of movements happening right now that are changing how these dynamics work. The first part is obviously AI, and in some ways, AI is shrinking companies. It’s not unheard of that companies with as little as four or five people reach 50 million in ARR. There’s companies with one person that have gotten bought for hundreds of millions of dollars or billion of dollars. Obviously, things are moving very, very fast, and therefore, there isn’t a large employee cap table. How would you share the upside? Would you actually give a couple of percentage points to an early employee rather than your 0.2-0.5% kind of thing for early employees? The second part is a little bit the other side of the table, which is the IPO market is seemingly in a drought. There’s not much happening in IPOs. Maybe 2026, at some point, there will be an unlock, but right now, it’s seemingly difficult to get your upside. Even if you’re an employee, you have to wait a long time. The median time of IPO has climbed over 10, 11 years, the longest in over a decade. Basically, not only you have to wait a long time as if there is an IPO drought, like we might be going through right now, when do I actually get my cash back? Unless the company gets bought, maybe there are secondary transactions along the way, maybe there’s something else. But obviously there’s a little bit of a reduction and lowering of the upside seemingly for this contract and for this place. The easy conclusion that I think many are taking is, because of all of this and all the layoffs that are happening, even in big tech, that serve the tech middle class is dying, that basically AI screwing the workers, et cetera, there’s also a lot of discussion that even it might be affecting the entry-level jobs as well. Everyone coming out of undergrad right now can’t get a job, et cetera. There’s this doomsday scenario that you’re alluding to that everything is changing. We have a slightly different perspective. We think there’s a realignment of market. In layoffs, there was a lot of layoffs that were warranted. Big tech, in particular, had actually hoarded a lot of engineering capacity over the last decade or so. There’s a little bit of a realignment that needed to happen in any case. When everyone’s saying, “Well, AI is compressing everything,” well, it’s compressing right now, but we don’t think actually it’s going to compress over time. You’ll still need engineering and science talent to come on board for you to be able to scale up. It’s not like AI is going to take care of everything and teams are going to be five people for companies that are worth a trillion dollars. That’s not happening. Today’s thesis, I think a little bit of this doomsday scenario needs to be seen with a more nuanced lens. I think that’s how we’re framing today’s episode, that there’s a bit of a nuance, there are some extremes happening. We’re going to talk about those extremes, but ultimately, it’s not quite as simple as saying that the tech middle class is disappearing in early jobs are going to be a thing of the past.   Bertrand Schmitt At the same time, what you started with is true. I mean, that 50 million ARR company, just five people. At a bigger scale, that’s exactly the matrix for Anthropic. They have reached a stage where they are at a range of 12 million ARR per staff per employee. It’s metrics that are definitely never seen before. I don’t think any company raised to this level. Best in class, best run companies, one, two million per employees. I mean, that was your target if you can make it. We are definitely in a different game. But I think what matters at the end of the day, and that’s what we’re arguing, is that you have to see the big pictures. Yes, some positions might disappear inside some companies, but some other positions will be created in other companies. Usually, what people do is keep talking about the jobs who disappear and not looking at the bigger picture of jobs that are being created as well. What is true, and I think you alluded to that, is that the big tech the past 10, 15 years had some strategy of hoarding talent in a war where having the best talented people will make the difference in numbers, will make the difference between winning or losing. The Google of the world, the Microsoft of the world, the Amazon of the world, they were hoarding talent. They would try to make sure that they might not have such needs in talented number of people. But if they have the talent, it means their competitors didn’t have the talent. It means that the startup trying to reach scale couldn’t pay the giant salaries that the Google of the world were paying. There was definitely some hoarding. But it went so far in the 2020, 2021, that I think since then there has been a coming back to normal. There is also now in 2026, the recognition that it’s not true anymore. Yes, talent can be very valuable, but there is now a bigger and bigger gap between the extremely talented versus the rest that are merely talented because of AI. AI is able to replace at scale your software engineers, your software managers. I would say it’s quite new. I don’t think it was true a year ago. We’re really talking about a recent dramatic change in what can be achieved thanks to AI. We can see most of the big AI companies are moving to coding. It was started by Anthropic as a trend, OpenAI has followed through. Obviously, the Cursor of the world existed before, but they were not as successful. All the Chinese open-source models are moving very fast to coding optimization the past few weeks. It’s quite an incredible change. I think there is that dramatic change, recognition that coding can be done differently. As a result, we are going to see change in the distribution of jobs. I think it will start from the top because we see the news of the big Google, Microsoft, Amazon, and others who used to hold talented software developers to a change in realization that no, we actually need to invest in AI. We need to invest in compute because compute is going to do the job of most of these people. Therefore, we can’t pay for both at the same time, even us with all our money, we cannot. Wall Street is not going to let us do that. They start by removing a lot of position. I think we see that accelerating, quite frankly. We have only seen the beginning, but in the next 2 years, we see a dramatic shift. But I think my position, I guess yours, and you know as well, is that there will be a lot more opportunities created as well, probably by also entities.   Nuno Goncalves Pedro The Great Unbundling Yeah, there will be more opportunities created. The hoarding is just taken also a little bit of a different view. To your point, there’s hoarding of resources, compute, et cetera. But there’s also hoarding of top talent. We are seeing people getting paid, packages all in that could run up to 100 million, in some cases even over 100 million over several years. This is unheard of. I mean, an officer of Meta would make, I don’t know, maybe 20, 25 million a year. It’s like now there are people that are on the top end of AI researchers that are getting paid around that amount just to join some of these companies. There’s a little bit of a different hoarding. It’s very selective hoarding of certain talent. We’ve seen some acqui-hires. We’ve talked about it in previous episodes that are just literally about getting one or two people specifically to come on board. Alexander Wang, again, going to Meta to lead their intelligence labs there. I feel, I don’t know what you feel, but I feel this is a transition moment where there is overpaying for certain talent on the top of the market. At some point, this will stabilize. You can’t keep paying people 100 million over 4 years or something like that across the board. To your point, a lot of this is actually going to scale up quickly also on the AI side. There’s a little bit of a different hoarding happening on the top end, not just the resources, but also of people, which seems to give further this notion of barbell, that there’s two extremes, the haves and have-nots, the super-duper talented people that get paid a ton of money, tens of millions of dollars a year at the very least. Then the emptying of the middle where there’s a ton of tech layoffs going on in some ways, the belly, as they would call it, is being expelled. The middle market, the managers are being fired because there’s nothing to manage. There’s a lot of positions going away. In some cases, you might keep some of the more junior talent, but with a little bit of experience. But even the talent coming out of colleges is not getting hired either. It’s a little bit of a weird thing where there’s hoarding at the top, there’s an emptying of the belly, the middle, and then the early, early, early is also not getting recruited. It’s like what gives? How is this going to look in the future? I agree fully with you, Bertrand, that there’s a migration of this talent, not only to other companies, but also to other jobs. There will be new jobs that will emerge out of this. The DevOps, dev tools market didn’t exist until maybe 20 years ago at scale, and it got created. In some ways, we’re seeing there will be new markets, there will be new roles and new jobs that will be created around engineering teams going forward. We can’t anticipate all of them. But basically, the emptying of the belly is true as it’s happening right now. The low hiring on the early and the top end, getting tons of money. We think this is a transition to something else. There’s the hoarding of engineering in general is coming to an end at momentum. Now it’s time to rightsize teams, to get the right at the table, et cetera, and start figuring out what works and what doesn’t work. We’ve already had some horror stories coming out even from Amazon where they were breaking systems with their use of AI tools, and I’m sure it’s happening across the board. I’m on a board of a company and been tremendously affected by Meta and its algorithms, where basically because of advertising, there have been people served with ads for this specific company where the ad doesn’t match the company, so basic stuff like that. It’s been actually very, very difficult because in some ways, the company goes back to Meta. It’s like, “Hey, dudes, you guys are serving ads that are not even our ads with our copyright and stuff. How does this work?” They’re like, “Oh, it’s AI.” It’s like, “Well, it’s AI but can you give me my money back?” They’re like, “No, we won’t give you money back.” This creates huge issues for companies, for example, that are very dependent on advertising, which obviously there’s a lot of industries that are. They’re actually in production systems at scale. Meta is, I think now, the largest digital advertising in the world. I think they outgrew Google in one of the last quarters. Basically, this has a tremendous effect that systems that are in production at scale are getting inputs and changes driven by AI tooling, and somehow nobody can say what the hell is happening. Again, there will be a reckoning, there will be a redistribution, there will be a rightsizing of teams and an adequacy of teams going forward. I personally think this is a transition period.   Bertrand Schmitt I think we are moving from hoarding or software engineering to hoarding the top of the top scientists in AI and hoarding of GPUs, GPUs/data center. For me, it was quite interesting to see the deal of Cursor with xAI, where basically they couldn’t get access to computing resources to run their model. But xAI had, I forgot the exact numbers, but close to half a million GPUs that no one, I mean, “no one was using” because their services are not so successful yet in terms of AI chatbot and the like. Basically, suddenly they are like, “You know what? We control access to resource.” But the new resource is, again, a mix of extremely talented AI engineering or AI scientists versus GPUs/data center. There is this race of controlling boss and everything else is going to be collateral damage. Some examples, I think, are quite interesting. You talk about some example of Amazon, even some production issues. I remember reading a quick post-mortem of one of the issues, and the conclusion was it was AI, definitely part of the issue. But the other part of the issue was AI used by junior engineers. For me, it’s interesting. It shows that actually junior plus AI is actually a danger zone. That’s why many companies are going to be way more careful. “Why do we need the junior people if they are just playing with fire?” I think we go back to that situation of barbell, as you call it. The top talents are extremely valuable because they know how a production system works. They are here to develop better AI systems. But the junior guys playing with fires, yeah, maybe it’s cute in startups, but in a big time production environment, a different story.   Nuno Goncalves Pedro There will be a barbell with top-end talent super-mega paid and then mid-level talent that is individual contributors still doing a lot of great work, et cetera. Along the way, a lot of emptying of entry, a lot of emptying of the middle. Where does the talent go? The Three (?) Destinations I think we could say there’s three destinations for this talent. Maybe there’s four, maybe there’s more. Three that we can immediately identify. One is the AI native startup piece, where we have smaller teams that potentially get to a lot of revenue or top line over time, and where the Series Seed is the primary round, where we’re seeing Series Seed being raised of tens of millions of dollars, actually even hundreds of millions of dollars in Series Seed. In some ways, the stars there can get incredible compensations in terms of stock. They will stay for private and selling in secondaries later down the road because there’s so much capital at the table. Actually, in some ways, salaries are very high as well in some of these companies. It’s not like you’re trading off anything. You can get paid a lot of money. If your company at Series Seed for 10 or 15 employees has raised 50-$100 million, you can pay great salaries. In some ways, this is the extreme destination. The AI native startups that can make it is the extreme destination. Now, there aren’t a ton of AI native startups that can raise 50-100 million to 400 million in Series Seed, just to be clear. There’s a handful of hot deals in that space, but that’s one clear destination for top-end talent going through that. In that market, I think that’s one of the destinations. The second one is more what we would call the human-verified premium. It’s more of a play of companies that has still the need of human in the loop, either in terms of development, also in terms of activity, either because go-to markets are very intensive, and so therefore you need to have sales forces, partnership teams, et cetera. Or on the engineering side, it needs to have a lot of customization, integration. Companies are not just going to the, “Oh, you can come in and just apply your AI tooling and somehow magically the systems all work.” there needs to be quite a lot of and work and high touch work in getting stuff done. A significant part of that market, I’m not sure, is super VC investible. Maybe it’s a hybrid of private equity in VC, more PE style in many cases. It’s a PE-hold, sell to someone else market. As we’ve discussed in a previous episode on the SaaS-apocalypse, that hasn’t quite worked out for PEs. Question marks on how that human-verified premium market is going to evolve. But obviously, there’s a lot of work still to be done there, even on the engineering and science side. That’s the second potential destination. Then the third more aggressive destination is the reindustrialized middle companies that have a lot of specificity in going after small and medium businesses, local or regional affectations like ERPs or CRMs for specific markets, et cetera. Those are the three natural destinations. I would add the fourth, which is big tech. I mean, big tech doesn’t magically disappear, and I don’t think it fits neatly into any of these three markets. In some ways, big tech is now looking at the extreme for top talent a little bit like the AI native startup because they can pay. They can pay the 100 million every four years, et cetera. I do think it will typify taxonomically into a fourth type emerging, where, as we discussed, you’ll have top-end individual contributor talent. You’ll have the absolute top-end of the market because they can get paid. Then you’ll start having the emergence of earlier talent that is highly capable, et cetera. That will go back to a bit of a normal distribution in terms of talent on big tech. For me, those are the four destinations that I would put at the table.   Bertrand Schmitt For me, big tech moving to big tech, I’m not sure if it’s really a destination. I mean, yes, in some ways it’s a reshuffle between the big tech companies. They are definitely all fighting in some ways for some of the same people. I can see that dramatic shift where big tech has to remove a lot of positions in order to replace by AI. Again, I think at this stage, it’s mostly driven by AI coding. We are still at the beginning because this is brand-new phenomenon that AI coding is so successful at its task. I don’t think it was true even 6 months ago. Some companies, take Anthropic, take OpenAI, are definitely there or close to be there in terms of no more writing of a single line of code by a human, zero. This is, again, 6, 12 months ago. Not true. But now it’s true in a few top companies. Take OpenClaw as well, most successful GitHub project of all time, not a single line written by its author. It would have been impossible. We’re talking about hundreds of thousands of line of code in a few months. It’s impossible to achieve that manually. If you look at the other big tech companies, the Google of the world, the Meta of the world, the Microsoft of the world, they are absolutely not there yet. They are going to be there because they have no choice. It’s you either go fast there or you die. You are not going to be able to survive competitors that are shipping 10, 50, 100 times faster than you are shipping. It’s a life and death situation. All the big tech companies are going to move, and mark my word, in the next 2 years from 10, 20% of AI-written code to 100%. During that transition, the next 2 years max, if you don’t do it in 2 years, you are going to die. Your stock price is going to crash. Then, of course, you will have to make changes. You will have to invest more in GPUs. You will have to invest less in your standard typical software engineer employees. Like you, I’m very optimistic that there are new buckets. AI-native startups definitely will be there. It will be transformational. Human-verified premium, very interesting category. In a way, it will be businesses that are inevitably less scalable through AI, and there is definitely a spot from there. I think the biggest would be the reindustrialized middle SMBs. Most of S&P 500 type of business are going to dramatically offer new software opportunities, new opportunity story to talented software employees because they will need to implement AI in everything they do. They will do it. They will need people who have software engineering knowledge in order to implement these systems. For them, what’s changing dramatically really is that thanks to much cheaper cost as thanks to AI coding, a lot of software projects that they couldn’t afford to do, that they couldn’t imagine doing by themselves, they are able to do it. They will invest in a lot more software capabilities than ever before. That will be a big game changer. And software, very tuned to their business model. There might be less buying of your traditional off-the-shelf SAF software and a lot more investment in a highly custom software by their own team, assisted with AI. I think that would be the part that is most transformed by all of this in a positive way.   Nuno Goncalves Pedro Alternative Cap Tables, Alternative Compensation Models This will lead to a very fundamental shift, right back to the broken contract. What does the new contract look like? It looks like alternative cap tables depending on which bucket are you transitioning into. If you’re going into your AI-native bucket, and you’re a top-end talent, you’re like, “Dude, I’m worth 100 million over 4 years, so just compensate me accordingly with a mix of options in the company plus my salary.” If you’re top 1%, you can probably get away with salaries that you’d get anyway at mid-level from 300K, 400K and above, and you can get actually a lot of options already in the company. A lot of this is happening right now. There’s a premium for AI, we know that. There’s a premium for AI at the top end of AI researching, in particular on companies that are doing hardcore research on staff AI engineers, so companies that require actual AI engineering. There is a premium that is significant. It could be as high as 18% over non-AI peers, and it widens actually with seniority, shockingly enough. This is more of an average than anything else. Now, for me, and it’s for debate, but the perspective is this extreme comp will need to compress at some point. There will still be the haves and have-nots paid much better than the have-nots, so to speak, but there will be a compression. The variance can’t be the variance we’re seeing today for absolute top-end talent. That said, there will be variants. We know that big tech for over a decade, decade and a half, for example, in the Bay Area, has been paying a lot of money for director and above levels that used to be the VPs, so a million, a million and a half a year, all in compensations. It’s not unheard of that this will actually increase after this stage. That said, I do think that the compensation extreme that we’re in will get diluted down the middle. It will actually come down at some point. It’s part of where we are today. As we know, it is still a bubble.   Bertrand Schmitt Yeah, it’s an interesting point. I think it’s possible. At the same time, that compression coming 2, 3, 5 years. At the same time, we have examples where there is no such compression. Take the top sports players in the world, golfing, basketball, NBA players. There has not really been any compression at all. For me, it’s interesting. If you look at the big tech companies, each being one of this top NBA team, why would such compression happen? As long as they are competing against each other and generating plenty of cash, I think there will be some fair question. We will see. I don’t have a strong opinion, but for me, it’s not a total given.   Nuno Goncalves Pedro For me, the shocking thing is the faster AI becomes better, the more that compression will happen, because at some point, it’s like, why do you need the top talent as well? I don’t know. It feels like you’re trying to evolve a system that’s there to replace you. It’s like, “Okay, I’m getting paid 100 million over the next 4 years”, and then you develop something that’s so good that replaces you. Thank you. That’s cool.   Bertrand Schmitt That’s a total possibility, yes, because we are in that very unusual market where the game is to only replace yourself and people like yourself. At some point, it is a possibility, I guess this one. Right now, we’re talking about replacing your “average software talent”. In 2 years, could we absolutely replace the absolute best top experts in the world? Probably. I think it’s just that at some point we’ll be reaching the stage where we strictly have no control anymore on our AI systems because no human is able to challenge and understand what’s produced. It’s not just a question of scale anymore. We’re talking about a gap in IQ, basically.   Nuno Goncalves Pedro Exactly. It will happen at some point in history. We don’t know exactly when. For the second bucket, the human-verified premium bucket, it’s difficult to see how an HVAC company or an HVAC roll-up of scale or a regional health care platform or high touch go-to-market, B2B, SaaS play, et cetera, for a vertical will compete. At the same end, they have to compete and they will compete. There will be more and more jobs, we believe, for engineering talent in these companies. They’ll have to be more and more AI-enabled themselves. The cash salaries will have to be competitive within the local markets, not necessarily with Silicon Valley. There will be potentially profit sharing and revenue sharing and actual dividends played at the table. The model there on the cap table needs to change a little bit, needs to be probably propped up more on salary and on some way of doing profit sharing or actually having dividends paid to employees and figuring out employee to equity in a more aggressive manner. This is the market that probably was already very attacked, so to speak, or let’s say, occupied by private equity firms. There are still obviously part of that model that would work well. There needs to be a fundamental shift, certainly on the quantum of salary compensation, dividend compensation, profit sharing, and all of that. Then last but not the least, obviously, we had the bucket around basically the reindustrialization of the middle, so everything else, which will take most of the belly that we were talking about. This is probably a poor analogy, the belly fat. It’s not belly fat, it’s people that were doing their jobs that now are getting disrupted. In some ways, that bucket will absorb a lot of that belly, will absorb a lot of talent. The small and medium businesses that Bertrand was saying will need to crucially become more AI, software-enabled by themselves, even with some core stuff and underpinnings that actually might not even require AI in terms of infrastructure platforms. There, you need to get properly paid. Again, how many people do you need in your engineering team if you’re a small business? Probably not a lot. It’s maybe you need one or two people and that’s it. They’ll need to be very nicely paid because they’re running the stuff in the rails. This is probably a market that over time, as AI gets more and more competent, will also be disrupted, but let’s not talk about the disruption to the disruption because otherwise, we’ll stay here the whole day, but certainly a market that has a lot of potential to shift and to absorb a lot of the moments that we’re seeing in terms of layoffs happening in the US in particular.   Bertrand Schmitt This category was a category that historically could not compete with Silicon Valley salaries, could not attract the most talented engineers. It’s not a category that didn’t want to bring these people on board. It’s a category that just couldn’t afford to bring this talent on board, typically. I think it would be a dramatic shift for them when suddenly there are opportunities to hire these people. There is an opportunity to hire them at maybe more reasonable prices from this company’s perspective. You talk about small companies, the great thing is that there are millions of small companies at some point. I think things could be truly transformational. Of course, some of these engineers, software engineers, might decide to become entrepreneurs on their own. Solo entrepreneurs, small businesses, build their own, easier to build their own product to market so to serve other companies. I think there will be quite dramatic changes because not all companies will be disrupted by AI as much, but not every company will benefit from improving processes, improving software through AI. At least early on, you will need this human touch to make it work inside a business. Interestingly enough, I was hearing that some companies like IBM were hiring more younger people to do the work of going to the client, understand their needs, propose implementation plans. That forward deployed engineer, those positions, I think there will be more and more available.   Nuno Goncalves Pedro Investor Landscape Fragmentation What happens to investor into the landscape? We already had an episode, the previous one, Episode 76, where we talked quite a lot about the big capital reset on the private equity and private reset, including venture capital. Just maybe to summarize, how does it align with the buckets that we’ve just been discussing? I think the AI-native bucket clearly is going to be the key bucket. There, we’re going to see two movements. One movement, which is the mega funds, as we discussed in the last episode, are no longer just VC funds. They’re really mostly multi-asset private equity funds, maybe even private equity hedge funds in some cases. Those funds will be all over the high-growth AI-native companies and will be pouring money into companies that are scaling really, really quickly. The early stage, so to speak, VCs, the actual VCs that will stay in the market will be the guys probably identifying the next big wave of AI-native companies. We’ve discussed that as well in the last episode, some research that we did at Chamaeleon that I shared in episode 76. We’ll see that as emerging. What happens to the second bucket, the bucket around human premium, human in the loop? Likely we’ll have more and more private equity capital going into it and the large-scale VC guys, the Thrives of the world, they’ve just announced Thrive Holdings, and others going after those markets as well. It’s trying to converge into the private equity market, which aligns with the point we made in the previous episode that the VC mega funds are no longer VC, that they are private equity, multi-asset class. They’re going after a bunch of things. There’s a conversion happening from VC into private equity. It was going to happen anyway because the private equity guys were coming into VC as well and the hedge funds were coming to VC as well. There’s a convergence in the middle of very, very large funds and large assets under management happening to go after some of these opportunities, certainly in Bucket B. Then this Bucket C, so to speak, the bucket of reindustrialization, as Bertrand was saying, very well, likely will be self-funded for a significant period of time. Will self-fund with their own cash flow. Doesn’t need to have a ton of capital intensity. Maybe you need one or two engineers to do stuff, but that’s it. You don’t need tons of capital. You didn’t need in the past, you won’t need it today. Not sure there’s going to be a fundamental shift to that market.   Bertrand Schmitt Yes, I certainly, overall, agree with you. That last pocket, probably little change to the capital and capital structure. Again, I see that as the biggest opportunity for a lot of people who might be less needed by big tech and also top tech companies. What is sure for the first category, the high native startups? I would say more overall in the VC ecosystem, there is no space left for SaaS anymore. I think SaaS, as we used to know it, is dead in some ways in the sense that new pure SaaS software startup are definitely out. Existing ones that are critical to run your infrastructure, the Salesforce of the world, I think they’re in a decent spot. Actually, interestingly, they changed their pricing model to now sell to AI agents, not just per seat. There is a change in pricing there. But this day and age of funding a pure SaaS software startup through VC money, no way. VC money going to AI-native startups, AI-focused startups, to biotech, to deep tech, to defense tech, yes. SaaS as a fundable category early on, I think it’s over.   Nuno Goncalves Pedro I’m a bit more nuanced as we shared in The SaaS Apocalypse episode. We can call it whatever we call. It’s applied AI is the new SaaS thing. Horizontal applied AI is the new horizontal SaaS or vertical applied AI is the new vertical SaaS. I agree in common with your point that very specific point solutions around SaaS will be disrupted by nature with all the easy stuff you can do today with AI. It will take a while. This is not something that’s going to happen this year. It’s going to happen over the next years. Maybe interesting to also talk about the exit markets. I think the IPO market, as we’ve also discussed in the past, there is, in my view, going to be a reopening of the IPO market, I think this year, probably later in the year, third or fourth quarter. The median time to IPO actually is going to be really weird because there’s going to be potentially some companies in the current landscape, bubble or no bubble, that are going to IPO, the OpenAIs of the world, Anthropics of the world, et cetera. There will be more and more aggression, I think, on M&A. Big tech has already shown it, that they want to buy into markets. Large non-tech companies have also started doing acquisitions in space. To prop up their IT teams, their engineering teams with this world that we’ve also discussed in previous episodes that I’m going to own my own engineering stack for now. As we see, that normally doesn’t withstand the test of time. At some point it will get unbundled and served by someone else. Then finally, the secondary market is very hot right now. Obviously, there’s heavy discounting on some areas, high premiums on others. The exit market, strangely enough, is going to be propped up, in my opinion, over the next year to 2 years, dramatically. Then we’ll see if there’s a big reckoning around the bubble that we are clearly in or not, if it’s a soft landing or hard landing. Definitely, there’s going to be a lot of exit paths over the next year to 2 years.   Bertrand Schmitt Concerning the “bubble”, I have two perspectives on this. One is it’s a bubble in the sense that money is going to a lot of players and some players are going to blow it up. There will be a concentration of players at the end, like it usually happens. If you look at, for instance, long time ago, the railway revolution, there was that intense influx of capital. At the end of the day, there was a dramatic change in transportation in the US and a complete railway system put in place. Yes, some investors lost money, some companies went bankrupt, but the transformation was fully real. There were a lot of top leaders at the end of this revolution. The change after that only happened, we guess, post-World War II, with the construction of the highway system and the rise of airlines and plane transportation overall. Here I feel it’s similar in the sense that, yes, there is a lot of money going in. Some players are going to blow it. They will misuse the money in different ways, but that’s part of dynamic allocation of capital. Of course, you make mistakes. That’s what happens. At the same time, I feel it’s a similar level in the sense of this is a dramatic change in the US infrastructure. This buildup of AI data centers filled with GPUs, integrated at scale with some of the best software in the world and running it, supported by a dramatic shift in energy infrastructure. This is for me similar to the Railroad Revolution. Some players might not own the data center they build because they didn’t manage well their debt, they didn’t manage to run proper software. You know what? They will get acquired by somebody else. I think we are at this level of fundamental transformation. The fact that in a matter of maybe 2 years, the move from 0% of code written by AI to 100 % written by AI is an insane dramatic shift. Just to be clear, when you move from manually coded to AI coded, we’re talking about a 100X difference in terms of speed at similar, if not better level of quality. The shift is dramatic, and on top of it, you don’t pay salaries anymore to achieve that. You pay CapEx, and with GPUs and OpEx with electricity. It’s a very big shift, positive shift in business model. New unions, no management over it, AI working 24/7. Personally, I think for me, bubble has a bad connotation in the sense of it was all for a waste. I don’t think it’s all for a waste. I think we are witnessing a dramatic revolution of our lifetimes, quite frankly, bigger than SaaS, bigger than mobile. From my perspective, it’s exciting times.   Nuno Goncalves Pedro Operator Playbook and Predictions Let’s move to if you are this person, what would you do in the future? Let’s start with two extremes and go from there. One is you’re non-tech, so you’re not an engineer, et cetera. You’re trying to figure out, how do I scale my activity? Maybe physical labor is where I want to go. It’s not, “Go west” anymore. Definitely not necessarily go west. You should go to, I guess, the states that have no sales tax with very cheap energy because that’s where the data centers are being built if you want to be in that market. Obviously, there’s a lot of stuff that needs to be done: HVAC, electricity work, et cetera. Don’t go west. Go low sales taxes, low cost of energy. That’s likely where the data centers are being built. You probably can just follow. There’s, I’m sure, some way for you to follow where the data centers are being built, but that’s next, I think on that extreme of the table. The other extreme of the table, let’s say you are super ambitious, maybe you’re no longer an engineer, but you’re a product manager in your prompt engineering. You could do prompt engineering all day long. You’re 28, 29-year-old superstar. What do you go and do? Likely either you start your own thing, start your own company because you’re so good at prompt engineering, you probably can do a lot of the code yourself, particularly if you have an engineering background, or you go and join very early an AI-native startup that you think has the chance of going through the roof, and you take a pretty good salary early on, a ton of upside on the company because guess what? Companies like that need product managers. They need people to figure out UX, UI. It’s not going to be, at least for now, yet AI figuring that out for you. Those are two extremes, just to give two of the extremes, like engineering, product management persona, and physical labor at the other extreme, non-tech, et cetera.   Bertrand Schmitt In some ways, every software engineering job is going to become the equivalent of a software engineering manager or a product manager, because suddenly you don’t have to do the coding anymore. You’re managing AI that is coding for you. Either you start to have some manager hat, but we saw the humans, so it’s a very different type of manager, obviously, or you are going to be really an empowered product manager. You’re skipping the middleman. You’re skipping the traditional engineering organization because your engineering organization is AI running and doing the work for you. I still believe that it requires some serious skills. I don’t believe in the vibe coder type of value proposition. I don’t believe in the prompt engineer becoming suddenly super incredible, able to manage that. I still think it requires some serious chops to do the best from all of this and to do it in a safe and sane way. It’s very easy to have poor taste, make mistakes. I don’t know you, but keep reading these stories on the heads of companies who lost everything because of the AI agents. That deleted stuff in production, and they had no backups or the backups weren’t deleted as well. Crazy situation. You cannot run companies like this if you let your agents running wild. You could argue it’s the early days. I would argue it that that issues would be there for a while. You need to have some engineering discipline at core in the company running the business to make sure things don’t go sideways because it would be easy for things to go sideways.   Nuno Goncalves Pedro I totally agree. If you’re thinking, Oh, should my kid go into science and engineering and computer science, et cetera? Absolutely, still, because of everything that Bertrand just said. You need to understand actually what code does and what technology does and what all of that does. That’s still a skill of the future. It’s not a skill of the past. In some ways, it’s still a skill of the future very much. Maybe let’s try two more extremes. Around the same level, the person that decided to do an AI native company bootstrapped initially, having difficulty raising a mega round, but could probably get away with raising a 2-3 million seed round, et cetera. Is that still viable? The answer is yes. There’s tremendous capital efficiency right now happening in the market still, 10 plus higher than if you were doing a SaaS company, and you were a founder in 2019 or something like that. That capital efficiency is going to reverberate. You can run a tighter team, smaller team. Actually, you don’t need that many salaries. If you’re a decent engineer as a founder or if you understand enough as a product manager to just generate that code, you can do a lot of stuff yourself, can bring in maybe one or two technical elements to the team early on as you would have done if you were bootstrapped anyway. There’s obviously a path for that. The other extreme is you’re in big tech, you’re level five, individual contributor, making a ton of money, or you were a manager, and you’re now out of a job, where do you go? You can go to a big company that is non-tech, S&P 500 company that’s non-tech, something like that. You join the company, you’ll probably get paid pretty well, maybe not as high as you were paid in big tech. There’s some stock at the table, but guess what? You’ll have probably more work-life balance than you ever did. That’s the trade-off. You’ll have a better job. On the upside, you can transform the company. You can help and be part of transforming a company from non-AI to AI-first or AI-enabled in the future, whatever BS that will look like in terms of the argumentation to the board. You can actually create tremendous productivity enhancements in a big non-tech company if you come with that background. Again, you’ll have certainly a better work-life balance, so not a bad deal, to be honest.   Bertrand Schmitt Also, to be clear, I talk a lot about AI coding because it’s truly transformational. You could argue that it’s going to be self-improving. We are in the situation of a self-improving AI that keeps improving itself thanks to automated coding. It’s a dramatic, virtuous loop. Obviously, AI is also going to improve everything else. It’s going to improve your marketing, it’s going to improve your search process, it’s going to improve your DNA. Improvements will be everywhere. It’s just that right now we are at a point in the quote-unquote revolution where there is one clear piece of the puzzle that is moving faster than the rest.   Nuno Goncalves Pedro Bertrand, the senior executives at non-tech don’t know anything about that. It could be just a great prompt engineer. That’s the only job you do. “I’m the chief marketing officer. I have someone below me that’s doing the whole work.” Nobody knows. Nobody’s the wiser, I guess. I’m being facetious, but not fully.   Bertrand Schmitt Yeah. There would be a transition period where what you described happen. I want to say, going back to AI coding, I think that the part of AI that as of today has reached a stage of limited AGI. We have reached, from my perspective, a limited type of AGI for coding. If you take coding as a discipline today, I think we reach AGI. If you go beyond coding, that’s true. If we are talking about coding, leveraging the latest LLMs: OPUS 4.7, ChatGPT 5.5, combined with Claude Code, Codex, and OpenCode for harness, I think we’ve reached AGI in the context of coding. I’m not sure everyone fully realize that and the consequence of that. I think the rest is going to come as well. We are going to see that category by category, usually categories that are more scientific in nature, where you can replicate, where you can test easily, where you can create clear success. Metrics will be the “easiest” to follow in that direction of self-improvement. I just want to highlight that this part is truly transformational, the root cause of everything we’re talking about today. At the same time, it’s coming beyond coding.   Nuno Goncalves Pedro I think it is true. There are a couple of markets where that might not hold true, which is maybe the final path. If you’re thinking of starting your own business in plumbing and in HVAC maintenance and installation, this is a pretty good time for the reasons we already said before. There’s a lot of buildup of data centers and all that stuff, but also for other reasons, because it’s an activity that won’t be disrupted by AI yet. You need them embodied AI. You need physicality to AI to do stuff like actually fixing pipes.   Bertrand Schmitt Until Optimus replace you.   Nuno Goncalves Pedro Yeah, but if we’re 3, 4 years out in terms of a lot of these optimizations that we’re talking about at the software layer, we’re 10 years plus out on embodied AI, right?   Bertrand Schmitt Oh, yeah, it’s 10 years.   Nuno Goncalves Pedro We’ll probably be optimistic as we speak. That’s a nice business. I’m thinking of starting to go into that market. If you guys are interested in listening to this, just reach out to me. What’s the angle? I think there’s a lot of stuff you can do in the buildup of some of these businesses, plumbing, HVAC, all sorts of maintenance. There are markets that are just totally messed up. Handyman market in the US is totally messed up. There’s a bunch of companies out there that try to go after it with marketplaces and stuff. I honestly just start something from scratch, a small business, and go from there.   Bertrand Schmitt Yes. They’re an interesting middle. Think about accounting firms, consulting firms. I think they are not as easy to replace, but at the same time, there is no way on what they do is not going to be dramatically changed with AI. I don’t know if it’s 50, 80, 90% of the job, but this is changing quite dramatically, would be my expectation in the coming few years. Conclusion Thanks for listening episode 77 of Tech Deciphered about that great talent redistribution. As you heard it from us, we believe there is a dramatic change in play, enabled by AI coding, and that ultimately a lot of the big tech companies are changing their employee distribution, way more focused on the top talents and bringing more GPUs. As a result, we will see a change in their staffing. Some of this change will benefit AI-focused startups, but probably more likely will benefit the bigger SMBs, the S&P 500 companies of the world that will finally be able to bring inside and afford some of the talent that were in some ways trapped by the top 5, 10, 20 software companies of the world. Thank you, Nuno.   Nuno Goncalves Pedro Thank you, Bertrand

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Are you leading your business… or slowly becoming the bottleneck holding it back? Why do so many healthcare entrepreneurs end up exhausted, resentful, and trapped inside practices they built themselves? In this episode, Dr. Lauryn sits down with leadership expert and author Jim Brown to unpack the hidden leadership patterns that quietly destroy culture, momentum, and fulfillment inside growing businesses.Together, they discuss the dangers of “hero leadership,” why perfectionism and control create disengaged teams, and how collaborative cultures are intentionally built. Jim breaks down the four stages of organizational health, including leadership accountability, strategic momentum, and talent magnetism. Lauryn also shares her own evolution as a clinic owner, learning how to stop leading every conversation and start empowering her team to think, solve problems, and lead alongside her.Key TakeawaysStrong leadership culture requires collaboration, vulnerability, and accountability—not control, perfectionism, or micromanagement.Business growth happens faster when CEOs stop being the bottleneck and start empowering high-performing teams.Strategic momentum is built through realistic goals, team ownership, and consistent wins that create confidence and trust.Healthy workplace culture attracts top talent naturally, reducing turnover and creating long-term organizational growth.About the GuestJim Brown is the founder and CEO of OrgHealth and a former consulting partner with Patrick Lencioni's Table Group. For more than 30 years, he has helped executive teams and boards build healthier, high-performing organizations through leadership development and culture transformation. Jim is the bestselling author of The Imperfect Board Member and the upcoming book The Imperfect CEO, which focuses on helping leaders replace avoidance, control, and perfectionism with healthier, more sustainable leadership practices.Follow Jim on LinkedIn and preorder his book, The Imperfect CEOResources:Follow Dr. Lauryn: Instagram | Facebook | LinkedInFollow She Slays on YouTubeMentioned in this episode:Holistic Marketing HubHolistic Marketing HubTo learn more about CLA and the INSiGHT scanner go to the link below and enter code SHESLAYS when prompted.CLA

A new economic argument suggests AI won't simply wipe out work, but will shift value toward the parts of the economy where human presence, provenance, care, taste, and relationship matter most. NLW explores Alex Imas' case for a post-commodity economy, why automation may make relational work more valuable, and how the AI jobs debate is missing the question of what new demand gets unlocked when supply becomes abundant.Source: https://aleximas.substack.com/p/what-will-be-scarceSIGN UP FOR OUR NEW FREE PROGRAM: AGENTOShttps://aidbagentos.ai/Brought to you by:KPMG – Agentic AI is powering a potential $3 trillion productivity shift, and KPMG's new paper, Agentic AI Untangled, gives leaders a clear framework to decide whether to build, buy, or borrow—download it at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.kpmg.us/Navigate⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Granola - The AI notepad for people in back-to-back meetings. 100% off your first 3 months with code AIDAILY at ⁠⁠⁠⁠⁠⁠⁠⁠⁠http://granola.ai/aidaily⁠⁠⁠⁠⁠⁠⁠⁠⁠Mercury - Modern banking for business and now personal accounts. Learn more at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://mercury.com/personal-banking⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Zenflow Work - Agents for knowledge work - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://zenflow.free/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Drata - The agentic trust management platform - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://drata.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Blitzy - Want to accelerate enterprise software development velocity by 5x? ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://blitzy.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠AssemblyAI - The best way to build Voice AI apps - ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.assemblyai.com/brief⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Robots & Pencils - Cloud-native AI solutions that power results ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://robotsandpencils.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The Agent Readiness Audit from Superintelligent - Go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://besuper.ai/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠to request your company's agent readiness score.The AI Daily Brief helps you understand the most important news and discussions in AI. Subscribe to the podcast version of The AI Daily Brief wherever you listen: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://pod.link/1680633614⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Our Newsletter is BACK: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://aidailybrief.beehiiv.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Interested in sponsoring the show? sponsors@aidailybrief.ai