Podcasts about Top Talent

Peter Thiel's Obsession With the Antichrist Brings Techno-Fascism and Christo-Fascism Together | The Senate Grills the Unqualified and Incompetent Kash Patel as the FBI's Top Talent is Purged | Israel Invades Gaza City as a UN Report Concludes Israel is Commititng Genocide in Gaza backgroundbriefing.org/donate twitter.com/ianmastersmedia bsky.app/profile/ianmastersmedia.bsky.social facebook.com/ianmastersmedia

New employees often have high expectations for office technology, but many companies struggle to meet those expectations. It's crucial to maintain those expectations in the workplace, not lower them just because it's "business tech". In this not-to-miss episode, Stephan Fulop, Chief Product & Technology Officer at DSG, highlights the challenges of information technology in creating a smart office environment, and ensuring that the office runs smoothly and efficiently using high quality business technology.

What makes a workplace truly stand out to job seekers? It's not just the perks or the pay. It's the story you tell and the experience you deliver.In this episode, Vanessa Brulotte sits down with Nancy Boyce, Senior Employer Brand Manager at BambooHR. They discuss what it takes to create an authentic employer brand that connects with the right candidates and reflects the real employee experience.You'll learn the difference between corporate and employer branding, the role of employee reviews, and why alignment between brand and experience matters more than ever. Plus, Nancy shares actionable tips for tracking brand impact and creating a solid brand even with an HR team of one.Key takeaways:How to align your employer brand with real employee experiencesWhy employee reviews matter more than you thinkSimple ways to build an employer brand without a big budgetKey topics:(00:00) Introducing Nancy Boyce(02:09) What employer branding means (03:30) The shift in candidate expectations post-pandemic(07:22) Why recruiting and marketing must work together(11:49) How Glassdoor reviews shape first impressions(13:02) Brands that are innovating in employer branding(18:19) Metrics that show if your brand is working(25:07) Inside BambooHR's new employer value propositionKey links:Read BambooHR's blog, “Why Customers Care About Your Employer Brand (And Why You Should, Too)”: https://www.bamboohr.com/blog/why-employer-brand-mattersRead BambooHR's blog, “How to Create Great Candidate Experiences”: https://www.bamboohr.com/blog/how-to-create-great-candidate-experiences Read BambooHR's blog, “Want to Improve Employee Experience? Follow These 4 Steps”: https://www.bamboohr.com/blog/how-to-define-measure-and-improve-your-employee-experienceSubscribe to HR Unplugged Series:https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBambooHR Homepage:https://www.bamboohr.com/Connect with Nancy on LinkedIn:https://www.linkedin.com/in/nancy-boyce616/

Tim May of Letterman Row joins Baskin and Phelps to preview tomorrow's Ohio State game with No. 1 Texas. He thinks the game is going to come down to which team better utilizes it's top-end talent.

Summary   In this episode of the Customer Service Revolution podcast, Denise Thompson interviews Dave Murray, VP of consulting for the DiJulius Group. They discuss the critical connection between employee experience and customer experience, the challenges of accidental management, and the importance of a strong recruiting and onboarding process. Dave shares insights from his book, 'The Employee Experience Revolution,' emphasizing the need for organizations to focus on internal culture to drive external success. The conversation also touches on the evolving expectations of employees, particularly regarding work-life balance, and previews upcoming workshops aimed at improving recruitment and onboarding practices.   Takeaways Employee experience directly impacts customer experience. 82% of managers are accidental managers, lacking training. Transforming internal culture can lead to better customer service. Companies must focus on consistent management practices. Recruiting processes should reflect company culture and values. Onboarding is a critical opportunity for engagement. Work-life balance is increasingly important for employees. Organizations need to proactively manage their culture. Effective training for managers is essential for retention. Creating a memorable experience starts from the first contact. Sound Bites "82% of managers are accidental managers." "Two minutes to 12 seconds is a big difference." "We want to be selective in our hiring." Chapters 00:00Introduction to Customer Experience and Employee Engagement 01:58The Need for Employee Experience Revolution 05:01Transforming Customer Experience through Employee Engagement 09:36Attracting and Retaining Top Talent 13:58The Importance of a Positive Recruiting Experience 17:39Creating Growth Opportunities for Employees 22:26The Importance of Structured Training 24:17Creating a Memorable Recruiting Experience 27:06Attracting Candidates: Company Culture and Reputation 31:04Work-Life Balance and Generational Expectations 34:18Enhancing the Onboarding Process 37:35Applying Recruitment Strategies to Educational Institutions   Links Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Interview Questions: https://thedijuliusgroup.com/resources/ The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Books:  https://thedijuliusgroup.com/shop/ Zappos call:  https://thedijuliusgroup.com/is-zappos-really-that-good-at-customer-service-manager-fired-for-responses-to-online-reviewers/ Blogs on Above and Beyond Culture: https://thedijuliusgroup.com/category/above-beyond-culture/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.

Ryan Gilbert and Joe DeMarini discuss how the Philadelphia Flyers were able to draft top talents like Matvei Michkov and Porter Martone without tanking, check in on the 25 under 25, and answer your questions!

Australia has launched the National Innovation Visa (NIV), replacing the Global Talent Visa. It offers 4,000 annual spots for exceptional researchers, innovators, and creative professionals to settle permanently and contribute to the economy. The visa is highly competitive, requiring proof of outstanding achievements. Here's what migration agents and diaspora experts have to say about the visa process, its challenges and the opportunities it presents.

Free SEO Audit Yuliya Whiston LinkedinRyan Martin LinkedinHiring in 2025 isn't what it used to be, and if you're still relying on outdated tactics, you're already behind. In this episode, Ryan Martin is joined by eCommerce recruitment expert and founder of Altair Recruitment Yuliya Whiston to unpack what today's top candidates are actually looking for and what smart brands are doing to stand out.You'll learn:

In this episode, the team dives deep into the importance of individualized goals and expectations in business. They discuss why treating all employees the same can hold back high performers and how leaders can identify, challenge, and properly motivate those capable of more. Drawing on analogies from sports and movies, the conversation explores the fairness of differentiated goals, the need for clear advancement paths, and the impact of compensation on motivation. Listeners will gain practical insights on optimizing team performance, setting higher expectations for top talent, and fostering a culture where everyone can reach their full potential.

Transform your talent attraction with authentic employee-generated content. Welcome to a special episode that combines the podcasts, Employer Content Marketing with Chris Le'cand-Harwood and Employer Bland with Chris Murdoch. Welcome to Employer Content Club, where we help people in the employer content creation profession through conversations online and in-person. Our first event in London was supported by Vouch, so we just had to get them on for an episode.We sit down with Gary Zurnamer, CEO and Co-founder of Vouch, to explore how organizations can leverage employee voices to help drive their recruitment and employer branding efforts.Key Topics Covered:• Why employee-generated content drives better hiring outcomes• How to overcome the biggest barriers to employee participation• The role of AI in content creation (without losing authenticity)• Strategic frameworks for implementing successful programs• Real-world case studies from global organizations• Actionable tips for starting your employee content journeyMain Takeaways:✅ Content pillars must align with hiring initiatives✅ Remove ALL friction from the recording process✅ Start with internal advocates and scale gradually✅ Use AI for ideation and organization, not content replacement✅ Focus on business outcomes, not just engagement metricsAbout Our Guest:Gary Zurnamer is the CEO and co-founder of Vouch, a global platform helping organizations create and share authentic employee-generated content. Vouch works with major brands including Dunelm, Warner Bros. Discovery, Flutter and GoDaddy to transform their talent attraction strategies.Timestamps:00:00 - Introduction and guest background04:45 - The business case for employee content10:30 - Overcoming employee participation challenges16:45 - Real-world success stories and impact22:30 - AI's role in content strategy28:15 - Implementation roadmap and best practices34:20 - Key takeaways and final thoughtsFind Out More About Vouchhttps://vouchfor.com/Connect with Gary:LinkedIn: https://www.linkedin.com/in/garyzurnamer/Subscribe for more employer branding and talent acquisition insights!#EmployeeBranding #TalentAcquisition #EmployeeContent #HRTech #RecruitmentMarketing #EmployerBrand #VideoContent #HRStrategy #TalentAttraction #workplaceculture

Send us a textWe're taking a break for the summer but we don't want you to go without your regular AT fix, so we're re-releasing some of our favourites until we return in September. Next up, we're going back to Season 4, Episode 73 from April 2023. Maddie Grant, Culture Designer with Propel, joins the Association Transformation family for a deep dive into culture with Elisa and Andrew. A commitment to maintaining a strong, positive organizational culture is no longer an optional soft skill. From internal staff culture to member and volunteer culture, it doesn't have to be scary or overwhelming. Maddie walks us through measures of cultural disfunction and success, defines important cultural markers, explains employee net promoter scores and the difference between a cultural assessment and engagement analysis. We hope episode 73 is the first of many conversations that pull back the curtain on the spectrum of organizational culture within the nonprofit sector.Support the show

They discuss:Why top talent isn't actively looking and how to reach themCandidate motivations and risk aversion in a challenging economic climateThe rise of single-family housing and diversification trends across real estate sectorsPractical job search advice for candidates in 2025Why finding a mentor could be the best move for your career progressionWhether you're hiring, job hunting, or simply want a deeper understanding of what's happening in the built environment talent market, this episode provides sharp, honest insight from two industry experts.

Comment your thoughts below and don't forget to like, SHARE, and subscribe!Sign up for Dillon Mitchell's Straight Shooting Construction Letterhttp://kowabungastudios.hubspotpagebuilder.com/constructionletterConnect with Dillon MitchellLinkedIn - https://www.linkedin.com/in/dillon-mitchell-kowabungastudios/Instagram - https://www.instagram.com/dillonAMitchell Kowabunga Studios - https://www.kowabungastudios.com/ Instagram - https://www.instagram.com/kowabungastudios/Facebook https://www.facebook.com/kowabungastudiosWant to speed up your Revit production and take your time back?https://www.kowabungastudios.com/products/

Discover why recruiting is no longer just hiring — it's marketing. In today's competitive job market, overcoming talent shortages and meeting shifting candidate expectations requires a fresh approach. Heidi Barnett, president of talent acquisition firm isolved, reveals how organizations can adapt their recruitment process. From applying marketing principles to create job ads that truly resonate to balancing immediate hiring needs with long-term workforce growth and preparing employees for AI integration, Barnett shares actionable insights that redefine how to attract and retain top talent.Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d  ---Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

Episode Summary: In this episode of Dental Drill Bits, Sandy Pardue and Dana Salisbury tackle one of the most underestimated tools in the hiring process—your job ad. They explain why hiring should be treated like a marketing campaign and how your job postings either attract or repel the very people you are trying to hire. From crafting compelling headlines and utilizing creative job titles to understanding hiring psychology, Sandy and Dana share strategies to elevate your job ads and recruit with intention. They also explore the power of nontraditional hiring sources and the importance of keeping your energy positive throughout the hiring process. Whether you are actively hiring or just building your team, this conversation is packed with must-use tips to help you find and retain great talent. Takeaways: If you are having trouble hiring, check your job ads first Always accept resumes even when you are not actively hiring Make sure job ads reflect your practice's values and culture Use creative job titles to capture attention and stand out Women apply when they meet 80 percent of requirements; men at 20 percent Treat hiring like a marketing campaign, not just an HR task Track where your applicants come from to measure effectiveness Consider nontraditional candidates from service-oriented industries Stay positive throughout the process—your mindset matters Great employees are often already employed—go find them

Big media is seeing some big changes - from CBS to CNN — it’s getting ugly. At CNN, the network is being forced to cut salaries, jobs and expenses. Meanwhile, at CBS, Stephen Colbert’s show was just cancelled. Trish Regan has the scoop. Plus, could the WSJ be the next to suffer? Donald Trump is suing the WSJ and its founder Rupert Murdoch (also the founder of Fox News) over an explosive story he claims is FAKE. Trish has all the details. Join her LIVE!

What happens when 3,500 staffers lose their jobs due to FDA layoffs, venture capital (VC) term sheets shrink, and AI drug-discovery startups raise $600 million rounds? Executive recruiter William Holodnak (ex-Fidelity, global biotech headhunter) breaks down 2025's wild hiring market—and how founders can still build A-teams.In this episode you'll learn:- Why the April-1 FDA layoffs could delay approvals—and open new career doors for ex-regulators. - The three traits VCs demand in first-time biotech CEOs during a funding slump. - How AI-driven platforms like Isomorphic Labs raised mega-rounds in a down market. - Immunology's surge and why oncology startups are pivoting. - Board-level recruiting tactics that de-risk your Series B.

David Budde, Gründer von Trawa, gibt dir Einblicke in den Aufbau eines modernen Energieversorgers. Mit mehr als 36 Millionen Euro Funding revolutioniert Trawa den Energiemarkt durch innovative Beschaffungsstrategien und KI-gestützte Optimierung. David teilt tiefe Einblicke in die Komplexität des Energiemarktes, die Herausforderungen beim Fundraising und wie man ein erfolgreiches B2B-Vertriebsteam aufbaut. Was du lernst: Der Energiemarkt verstehen: Wie der liberalisierte Strommarkt funktioniert Warum Energiebeschaffung für Unternehmen so komplex ist Die Bedeutung von Risikomanagement beim Stromeinkauf Von der Idee zum Versorger: Wie man eine Energieversorger-Lizenz erhält Die ersten Schritte beim Aufbau eines B2B-Energieunternehmens Warum Expertise wichtiger ist als reine Volumenbündelung Fundraising-Strategie: Wie Trawa von Angel-Investment zur Series A kam Die Bedeutung von Stage Gates im Fundraising-Prozess Professionelles Termsheet-Management und Verhandlung B2B-Vertrieb aufbauen: Warum Founder-led Sales anfangs entscheidend ist Die wichtigsten Tools für erfolgreichen B2B-Vertrieb Wie man eine skalierbare Vertriebsorganisation entwickelt Team & Hiring: Die Bedeutung von Top-Talent beim Unternehmensaufbau Warum frühes Management-Hiring entscheidend ist Verschiedene Recruiting-Strategien für unterschiedliche Rollen ALLES ZU UNICORN BAKERY: https://zez.am/unicornbakery  Mehr zu David: LinkedIn: https://de.linkedin.com/in/dbudde  Website: https://www.trawa.de/  Join our Founder Tactics Newsletter: 2x die Woche bekommst du die Taktiken der besten Gründer der Welt direkt ins Postfach: https://www.tactics.unicornbakery.de/  Kapitel: (00:00:00) Die Relevanz von Energiekosten für Unternehmen (00:02:37) Der Strom wird produziert - und dann? (00:07:20) Wie geht Preisoptimierung bei Trawa - und ab wann ist diese relevant für Unternehmen? (00:11:07) MVP & Entwicklung von Trawa (00:17:50) Risikobereitschaft bei Trawa (00:22:44) Davids Fokus auf Founder-led Sales & seine Learnings (00:29:05) Der Weg zum ersten Vertrag (00:38:28) Finanzierung & Termsheets bei Trawa (00:47:24) Seed, PreSeed & Decks bei Trawa (00:55:28) Best Practices für den Finanzierungsprozess (01:06:45) Davids Tipps für den optimalen Pipelinebau

A new report from trusted global employment and payroll platform Boundless has confirmed that the United Kingdom and Ireland offer some of the most competitive employment cost structures in Europe, especially for companies seeking to access highly skilled talent without incurring the high overheads seen across much of continental Europe. The annual Boundless 2025 report covers 36 European countries, including both EU and non-EU nations, offers a richer, comprehensive view analysing employment costs, net pay, and cost efficiency across diverse economies. It analyses what employers actually pay beyond gross salary, what employees take home after tax, and how efficiently employer spend translates into net pay across three salary levels (€32k, €60k, €150k). By comparing cost-to-net pay ratios, tax burden splits, and local purchasing power, the report equips HR and finance leaders with actionable insights to optimise global hiring strategies in an increasingly borderless workforce. The insights come amidst global geopolitical uncertainty in 2025 in regards to US tariffs with many companies trying to assess how to expand their workforce in the world's largest market in Europe. On the report Boundless CEO and cofounder Dee Coakley said, "Too often, companies fixate on gross salary without understanding the true cost of employment or what their people actually take home. This report is a wake-up call - smart hiring means looking beneath the surface. In today's global talent market, knowing where your money goes is a strategic advantage." UK and Ireland Combine Low Employer Costs with Strong Net Pay - A Rare Strategic Advantage According to the 2025 Boundless Annual Understanding Employment Costs both the UK (€66,643) and Ireland (€66,690) sit well below the European average for total employment costs at the €60,000 salary level. Despite being major global hubs in finance, technology, and innovation, their employer-side contributions remain remarkably affordable. In tandem, net pay for employees remains high: UK workers retain €46,245, while Irish professionals net €43,420 - significantly more than their peers in Germany (€39,679), France (€39,500), or Italy (€36,405). This dual efficiency presents a rare opportunity for businesses: attract top-tier talent while maintaining lean operational budgets. UK and Ireland Outperform France, Germany and Italy on Cost Efficiency and Take-Home Pay The Boundless report compares the Cost-to-Net Pay Ratio across Europe - a critical indicator of how efficiently employer spend translates to employee compensation. The UK boasts a leading cost-to-net pay ratio of just 1.44, meaning for every €1 an employee takes home, the employer spends only €1.44. By comparison, employers in France (2.41) and Italy (2.43) must spend more than €2.40 to deliver the same €1 in net pay - a result of significantly higher mandatory contributions and much lower employee take-home pay. Remote-Ready, Talent-Rich and Financially Sound - Ireland and UK Shine in Post-Brexit Europe With the continued rise of distributed workforces and global hiring, the Boundless data reinforces the strategic positioning of the UK and Ireland. Both nations offer robust digital infrastructure, large English-speaking talent pools, and now, clear financial advantages in terms of employment cost predictability and employee satisfaction. As businesses grapple with inflationary pressures and a competitive hiring landscape, HR leaders are urged to reassess employment footprints through a cost-and-value lens. This latest research positions the UK and Ireland not only as cultural and commercial centres but as cost-efficient gateways to European talent. Other Insights From The Report: United Kingdom and Ireland offer rare cost-to-talent efficiency The UK (€66,643) and Ireland (€66,690) combine low employer contributions with high net pay (€46,245 and €43,420 respectively). "This dual efficiency presents a rare opportunity: attract top-tier talent while m...

Due to a last minute cancellation, I ended up doing a solo episode this week.I wasn't prepared for this, so I decided to just talk about what first came to my mind. And that was how personal branding can help you attract top talent. Everything thinks personal branding is about getting more clients (and it is), but it's also so much more than that. Over the last 90 days we have gone from 7 employees to over 20, and many of them were actively reaching out wanting to come work for us. Later in the episode I dive into the importance of mental health as an entrepreneur. This is something that isn't talked about nearly enough, and I know that a lot of us struggle with from time to time. I talk through the ups and downs of my journey and how I've dealt with a series of struggles through the last year plus. My hope is that today's episode gives you some insights and ideas on how to brand yourself to get better talent on your team, and how you can overcome anything in entrepreneurship. Builders of Authority:FREE Facebook Group: https://www.facebook.com/groups/7685392924809322 BOA Mastermind: https://buildauthority.co/order-form-mastermind GoHighLevel Extended 30-day Free Trial w/TONS of Personal Branding Bonuses: http://gohighlevel.com/adammcchesney

Surgeon Suhaib J. S. Ahmad discusses his article, "Why even the best employees are silently quitting health care." Suhaib explores the phenomenon of highly competent and once-passionate health care professionals disengaging and leaving their roles, often without overt complaint. He argues that this "silent quitting" stems not just from issues with the system or individual leaders, but critically from a dysfunctional organizational culture characterized by a lack of clear values, poor communication, and an environment where mediocrity and toxicity can thrive. Suhaib contrasts this with a thriving culture where employees feel empowered and listened to, referencing the Google walkout as an example of employees feeling safe to speak up. He emphasizes that leaders must actively engage with staff, understand their needs, and foster open dialogue to shift the culture from "survival mode" to one of growth and shared vision. For employees feeling stuck, Suhaib suggests that actively choosing to move to a better environment or to stay and strategically work on issues is preferable to silently disengaging. The conversation offers a call to action for leaders to ask their teams: What don't we talk about around here that we should be talking about? Our presenting sponsor is Microsoft Dragon Copilot. Microsoft Dragon Copilot, your AI assistant for clinical workflow, is transforming how clinicians work. Now you can streamline and customize documentation, surface information right at the point of care, and automate tasks with just a click. Part of Microsoft Cloud for Healthcare, Dragon Copilot offers an extensible AI workspace and a single, integrated platform to help unlock new levels of efficiency. Plus, it's backed by a proven track record and decades of clinical expertise—and it's built on a foundation of trust. It's time to ease your administrative burdens and stay focused on what matters most with Dragon Copilot, your AI assistant for clinical workflow. VISIT SPONSOR → https://aka.ms/kevinmd SUBSCRIBE TO THE PODCAST → https://www.kevinmd.com/podcast RECOMMENDED BY KEVINMD → https://www.kevinmd.com/recommended

Most business owners want to take care of their team—but end up offering health benefits that are overpriced, underused, or just plain confusing. In this episode, we sit down with Brian, founder of Business Health Market, to talk about the costly health benefit mistakes small businesses are making and how to fix them without blowing up your budget.Whether you're a solopreneur thinking about your first hire or a seasoned business owner looking to improve retention, this conversation will open your eyes to what truly matters when offering health coverage to your employees.In this episode, you'll learn:Why traditional health plans often don't serve small teams wellHow to design benefits that actually retain talent and save you moneyWhat questions to ask before signing your next healthcare agreementCreative options most owners don't realize existThe long-term business impact of choosing the right health partnerIf you care about your team and want to stay competitive in today's hiring market, you can't afford to miss this one. Tune in now to hear from Brian, Founder of Business Health Market.

In Part 3 of this four-part series, Joey Coberly shares hard-earned lessons on hiring the right employees and creating systems for retention—so lawn care business owners can build reliable teams and scale with confidence.

In this episode, Tony sits down with Rory O'Neill of Rory Thomas Productions, a longtime friend and expert in video storytelling. They discuss the real value of video in talent and customer attraction, the common pitfalls companies face when creating content, and how to capture the genuine, compelling stories that resonate with both customers and candidates. From building comfort on camera to identifying what makes a company truly unique, this conversation is packed with insight for leaders ready to level up their brand and recruitment efforts through video.

We often talk about diversity in terms of background or culture, but age diversity plays just as big a role in team success. In this episode, we explore what happens when you bring together different generations at work and create space for all voices to be heard.Gary Danoff, a global leader at Google and an experienced executive coach, shares how he builds strong, multigenerational teams. He explains how to recognize and work with the different experiences that shape each generation. His approach centers on curiosity, active listening, and what he calls leading with love. Gary also shares how he encourages open conversations on teams and why understanding strengths is more useful than relying on labels.This is a practical look at how to create respectful, high-performing environments where people of any age feel valued and motivated.Key Takeaways:1. Curiosity is the bridge - Asking questions and staying open to others' experiences helps create understanding across generations.2. Labels are only starting points - Generational terms can guide conversations but should never limit how we see or support people.3. Love belongs in leadership - Caring about your team as people helps build trust and brings out their best work.4. Strengths matter more than age - People thrive when leaders match work styles to individual strengths, not generational stereotypes.5. Tough moments create growth - When conflict shows up, leaders need to step in, listen, and help teams learn through it.Resources MentionedThe Inspire Your Team to Greatness assessment (the Courage Assessment)How can you inspire our team to be more proactive, take ownership and get more done?You demonstrate and empower The Courage of a Leader. In my nearly 3 decades of work with leaders, I've discovered the 11 things that leaders do – even very well-intentioned leaders do – that kill productivity.In less than 10 minutes, find out where you're empowering and inadvertently kills productivity, and get a custom report that will tell you step by step what you need to have your team get more done.https://courageofaleader.com/inspireyourteam/About the Guest:Gary Danoff is an Advisor, Executive Coach, Content Creator and Global Leader of Alliances for Google Workspace at Google. Gary loves working with people in leadership and contributor roles regardless of title. What matters most is the curiosity they have to overcome obstacles, create new paths for themselves and their organizations, and do so while employing a mix of humor, determination and with an open heart/desire to create work they and others love. As an executive coach, Gary serves founders, entrepreneurs, executives from all over the globe and those around them. With a focus on improving human connection in a digital world, Gary is the executive producer and host of What's Next Now! Guests share their stories of blending business goals, public interest, personal passion, and their best human strengths to create positive outcomes for themselves, citizens, customers and the employees they serve. https://www.linkedin.com/in/garydanoff https://www.instagram.com/garydanoff/?hl=en

DFB-Keeper Marc-André ter Stegen konnte in der Nations League überzeugen. In Barcelona stehen ihm aber möglicherweise schwere Zeiten bevor. Leroy Sané könnte bei den Bayern einen Mini-Vertrag erhalten und dem FC Köln droht der Abgang des nächsten Top-Talents.

Building Human-Centric Engineering Teams: Culture, Motivation, & Purpose

If you're still posting like a top producer but expecting people to follow you like a top leader, it's time for a shift. In this episode of Recruiting Conversations, I break down how to reframe your social media presence to attract talent, not just clients. Your digital brand is your recruiting reputation. I'll walk you through a proven framework to flip your message from “I close deals” to “I build leaders.” Because if you want top talent to follow you, you need to show up like someone worth following.   Episode Breakdown [00:00] Introduction – The disconnect between producer-style social posts and recruiting outcomes. [01:00] Why Your Brand Isn't Working – Your profile says top producer when it needs to say top leader. [01:30] Step 1: Define What You Want to Be Known For – Focus on your vision, your value, and your voice. [02:30] Step 2: Elevate the Conversation – Talk less about volume. Talk more about growth, mentorship, and development. [03:30] Step 3: Document Your Leadership – Share real moments, coaching sessions, growth wins, behind-the-scenes leadership insights. [04:30] Step 4: Build a Consistent Posting Rhythm – Use a weekly content cadence that includes vision, wins, insights, values, and gratitude. [05:30] Step 5: Remove Distractions – Market updates and closings? Move those to stories or separate accounts to avoid confusing your audience. [06:00] Coaching Case Study – How one leader went from “Superman” producer to team-building recruiter in just six weeks, and started getting inbound interest fast. [07:00] Final Challenge – Audit your social media today. If your last 10 posts don't reflect leadership, change the message.   Key Takeaways People Follow Leaders, Not Closers – If your feed looks like a producer's, it's time to evolve your message. Vision, Value, Voice – Define and share what you stand for and who you're building with. Make It About the Team – Highlight others. Show development. Move from “look at me” to “look at us.” Be Consistent – Social branding works when you show up frequently and with clarity. Your Brand Is Either Attracting or Repelling – Be intentional. Start speaking directly to the people you want to lead. Your next recruit is already watching. Now it's time to give them a reason to reach out. Shift your message, step into your leadership, and let your brand do the recruiting for you. Want help building a social presence that actually brings talent to you? Subscribe to my weekly email at 4crecruiting.com or book a strategy session at bookrichardnow.com. Let's flip the script together.

On today's episode of Power House, Diego sits down with Patty Arvielo, the co-founder and CEO of New American Funding to talk about what it takes to thrive in a challenging housing market. New American Funding has grown 60% organically over the last year, has had significant market expansion over the past two years — all white maintaining a 98% profit retention rate over the past two decades. She walks through her 44-year leadership journey, from teenage data entry clerk to CEO, and how her partnership with co-CEO (and husband) Rick Arvielo drives their strategic edge. They also dive into the importance of company authenticity over flashy sign-on bonuses, and how Patty is paving the way for more women to step confidently into leadership roles in mortgage. Patty will be joining us on stage this year at The Gathering. Dont miss out — register ⁠here⁠! Here's what you'll learn: Anticipating market cycles will always be key to growth. Steady, consistent organic growth beats out acquisitions. Genuine culture, not quick incentives, will attract top talent. Empathetic leadership matters more than you think. End-to-end platforms should be seen as opportunities, not threats. Women should be open to taking career risks. Strong relationships are the foundation of strong companies. Related to this episode:⁠⁠⁠ Agenda | 2025 HousingWire: The Gathering Registration | 2025 HousingWire: The Gathering Patty Arvielo | New American Funding New American Funding ⁠⁠⁠⁠⁠⁠⁠HousingWire | YouTube⁠⁠⁠⁠⁠ Enjoy the episode! The Power House podcast brings the biggest names in housing to answer hard-hitting questions about industry trends, operational and growth strategy, and leadership. Join HousingWire president Diego Sanchez every Thursday morning for candid conversations with industry leaders to learn how they're differentiating themselves from the competition. Hosted and produced by the HousingWire Content Studio. Learn more about your ad choices. Visit megaphone.fm/adchoices

What a great time to be a Razorback! From championships to conference players of the year, we're covering it all.

In today's competitive landscape, great culture isn't optional—it's essential. In Episode 254 of the WBNL Coaching Podcast, Jan and Matt break down how to build a culture that not only attracts top talent but makes them want to stay and grow. Discover the five pillars of a magnetic culture, the core expectations of today's workforce, and the small but powerful shifts you can make to improve retention, engagement, and team satisfaction. Whether you're leading a team of two or two hundred, this episode is your blueprint for culture that actually sticks. Find our show notes at https://www.wbnlcoaching.com/podcast

Dem BVB droht der Abgang eines absoluten Leistungsträgers, Leroy Sané könnte seine Verlängerung auch von einer Wirtz-Verpflichtung abhängig machen. Im Rennen um das Top-Talent schein ein großer Konkurrent nun das Handtuch zu werfen. Außerdem geht es um die Zukunft von Robin Koch und zwei begehrte Mainz-Stars!

Chapters00:00 Introduction to Talent Acquisition and Steve White's Background01:46 Transition from Sports Agent to Talent Acquisition08:40 The Emotional Journey of Leaving Sports Management16:37 Transferable Skills from Sports to Talent Acquisition19:50 Transformative Leadership in Talent Acquisition21:12 Defining and Cultivating Organizational Culture25:20 Strategic Hiring and Interviewing Practices27:52 Metrics in Talent Acquisition: Time to Fill and Cost per Hire28:22 Understanding Time to Hire Metrics30:35 The Importance of Time of Vacancy and Productivity32:03 The Three Rs: Relationships, Results, and Readiness40:02 The Role of AI in Talent Acquisition43:57 Unconventional Hiring Strategies and Career Advice  

If you're struggling to hire high-performing recruiters across multiple cities or regions, the issue might not be your comp plan—it's your value proposition. In this episode, I sit down with Lisa Dixon of FIFTEEN WEST to unpack a strategy that more recruitment agency owners need to use: customizing your EVP (Employee Value Proposition) based on location. Lisa shares hard-won insights from helping dozens of UK recruitment firms expand into the U.S. market. She reveals what actually moves the needle when it comes to attracting top talent, from wellness perks in New York to parking subsidies in Houston. If you want to build a high-performing team across multiple geographies, this episode is a must-listen. Episode Outline and Highlights [03:25] Lisa shares how they founded FIFTEEN WEST. [09:45] Discussion on strategies for US Market entry. [18:59] Compensation differences and challenges between the UK & US recruitment markets. [29:59] An Attractive employee value proposition to attract the best talent. [32:57] Discussion on tech stack and offshoring certain delivery functions as an option for recruitment companies. [37:55] How 11 Investments recently acquired FIFTEEN WEST. [46:27] Aha moments: Key learnings from working with a bigger business that has been further in the journey. Strategies When Expanding to the US Market As a rec-to-rec firm, FIFTEEN WEST initially focused on helping UK-headquartered businesses to expand to America. They have eventually moved to the US as a strategic effort to become an embedded recruitment partner across their clients' global operations. Doing so is not easy, so I wanted to pick the strategies that Lisa and her team applied when transitioning to the US market. If you are also planning to establishing an office physically within the US, below are the things that Lisa learned that you may want to keep in mind: Leadership Deployment: One proven method was sending a founder or long-tenured employee to launch the U.S. office, ensuring the company's DNA and values were transplanted effectively. This model was described as the most successful—helping set culture, hire locally, and scale faster. Tailored Unique Value Proposition: One main differences that Lisa pointed out is the commission and base salary structure. To get the best recruiters and talents, they adapted their commission structures and incentives for the U.S. market, realizing early on that what worked in the UK didn't translate directly. Market Culture Adaptation: Lisa recognized that the U.S. market is more pragmatic and transactional—clients care less about past success and more about current candidates delivery. Overall, Lisa emphasized cultural embedding, leadership presence, and operational agility to navigate the distinct dynamics of the American recruitment market.

Welcome back to another episode of "It's the Bottom Line That Matters" – the podcast dedicated to your business success. In today's conversation, hosts Jennifer Glass, Patricia Reszetylo, and Daniel McCraine dive into one of the most overlooked yet essential aspects of recruiting: crafting the perfect job description. Before you can even think about onboarding or training new staff, you need to bring the right people through the door—and that all starts with how you present the role.Jennifer kicks things off by highlighting the importance of a well-written job description, noting that hitting the mark can help you attract quality candidates instead of wasting time sifting through ill-fitting applications. Daniel weighs in with insights on focusing not just on job titles, but on the actual tasks and skills required for the role. Patricia shares practical strategies, like leveraging AI tools for brainstorming and being crystal clear about both core and “nice-to-have” competencies.The team also discusses the crucial distinction between internal job descriptions for your hiring team and external job postings for candidates, as well as little details like ensuring applicants follow instructions right in their responses. By the end of this episode, you'll have valuable tips and real-world examples to help you fine-tune your job descriptions and set your hiring process up for success. Let's jump in!Keywords: job description, hiring process, staff onboarding, entrepreneurial success, job title, job role, job tasks, required skills, candidate qualifications, internal job description, external job posting, company information, proprietary information, key functions, key skills, core competencies, nice-to-have skills, AI tools for hiring, brainstorming job requirements, clarity in job needs, application instructions, response requirements, soft skills, candidate screening, interview process, candidate experience, role responsibilities, attracting talent, job ads, company background

Let's talk about one of the most powerful, and most underused, tools in recruiting: events and masterminds. Not the big splashy hotel-ballroom kind. I'm talking about strategic, intimate gatherings that position you as a leader, not a recruiter. In this episode of Recruiting Conversations, I walk you through how to host the kind of experience that attracts high-level talent without ever pitching your opportunity. You'll learn how to move from chasing candidates to curating conversations that build trust, momentum, and long-term recruiting wins. Episode Breakdown [00:00] Introduction – The overlooked power of events and masterminds in modern recruiting. [01:00] Why Pitches Fall Flat – Top talent doesn't want another comp plan meeting. They want meaningful conversation. [01:30] Step 1: Solve a Real Problem – Create a topic around what producers actually care about: margin compression, referrals, personal brand, burnout, AI tools. [02:30] Step 2: Invite Strategically – Avoid salesy language. Use this: “No pitch. Just great conversation with people who are growing.” [03:30] Step 3: Facilitate Like a Pro – You don't need to be the expert. Ask great questions, spotlight others, and guide the room. [04:30] The Follow-Up Strategy – After the event, send a resource or personalized note that connects to what they shared. [05:00] Real Story – How one client hosted a 6-person breakfast that led to a recruit texting her days later asking for a conversation, without ever mentioning her company. [05:30] Final Challenge – Build a mastermind in the next 30 days. Make it meaningful. Let value open the recruiting door. Key Takeaways Stop Pitching. Start Curating. – Recruiting isn't about features. It's about creating spaces where people want to belong. Solve Real Problems – When you focus on what producers are struggling with, they'll lean in. Be the Host, Not the Hero – Great facilitators create rooms others want to return to. Recruit Without Recruiting – Share resources. Follow up with intention. Lead the relationship. Events Build Trust at Scale – You're not chasing people. You're inviting them into a conversation worth joining. If you want to win the top 20%, stop sounding like every other recruiter. Lead something real. Build something valuable. And create rooms where leaders want to sit. Want help building your first mastermind or recruiting event? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let's build something people want to be part of.

In this episode of The Game Changing Attorney Podcast, Michael Mogill takes on some of the toughest challenges law firm owners face today — hiring with confidence, retaining great talent, and knowing when to invest in people versus when to walk away. From evaluating high-salary candidates to navigating internal disagreements over ambitious hires, this episode offers real-world guidance for leaders who want to build teams that last. Here's what you'll learn: How to evaluate whether you're paying for potential or proven performance Why a candidate asking about growth isn't a red flag — it's a sign of ambition How to create a culture of development that retains your best people If you've ever struggled with whether to bet on potential or proven experience — or feared the long-term cost of developing talent that might leave — this conversation is for you. ---- Show Notes: 00:00 – Introduction: New Studio, New Format 01:23 – The 3 Types of Decision-Makers: Doubters, Delayers, and Deciders 06:27 – Hiring Dilemma: Pay for Potential or Proven Experience? 10:36 – Time vs. Money: The Real Cost of Training New Talent 11:05 – Navigating Offers: Is Asking About Growth a Red Flag? 13:13 – Choosing the Right Hire: Heart, Intent, and Fit 14:26 – Poaching Problems: When You're the “Training Ground” Firm 16:06 – Why You Should Still Invest in People (Even if They Leave) 18:11 – Creating Career Paths That Inspire Long-Term Loyalty ---- Links & Resources: Patrick Mahomes Atlanta Falcons ---- Do you love this podcast and want to see more game changing content? Subscribe to our YouTube channel. ---- Past guests on The Game Changing Attorney Podcast include David Goggins, John Morgan, Alex Hormozi, Randi McGinn, Kim Scott, Chris Voss, Kevin O'Leary, Laura Wasser, John Maxwell, Mark Lanier, Robert Greene, and many more. ---- If you enjoyed this episode, you may also like: 278. Adam Alter — From Stuck to Unstoppable: Gaining and Keeping Momentum 245. Sheila Heen — How to Master Difficult Conversations 219. AMMA — A Deeper Look at Leadership

In this special bonus episode of the Skull Session Recruiting Podcast, after a stop in the Richmond, Virginia area, Marc Givler and Kevin Noon break down their first day on Southern Swing 2025.

Let's flip the script. If you're building a team inside a local or regional brand without the flashy pitch deck or name recognition, you're not at a disadvantage—you're in a position of power. In this episode of Recruiting Conversations, I break down how to position yourself not in spite of your size, but because of it. Top producers today aren't just looking for big names—they're looking for trust, access, authenticity, and vision. This is your blueprint for turning “small” into elite and building a boutique recruiting brand that wins. Episode Breakdown [00:00] Introduction – The big question for small shops: How do I compete with the big brands for top talent? [01:00] The False Belief – Why “smaller” doesn't mean “weaker”—it means you have a unique recruiting edge. [01:30] Own Your Positioning – Don't apologize for being boutique—embrace it with posture and pride. [02:00] Shift the Frame – You're not small, you're selective. Not under-resourced, but customized and high-touch. [02:30] Lead with Vision, Not Features – Features don't move people—vision, identity, and belief do. [03:30] Sell the Why – Be the leader who shows up with clarity and conviction, not a generic pitch. [04:00] Agility and Access – Big companies move slow. You move fast. Talk about your speed, flexibility, and personal touch. [04:30] Customization Is King – You're not templated. You co-create support and systems around each individual. [05:00] The Greatest Asset: You – Your leadership, coaching, and mentorship are what sets you apart. Own it. [06:00] Final Challenge – Audit your language. Are you playing underdog, or owning the boutique high-performance brand you are? Key Takeaways Posture Matters – Stop competing on features. Compete with belief, vision, and leadership. You're Not Small, You're Specialized – Top talent wants voice, trust, and agility—not red tape. Build Around the Individual – Your advantage is flexibility. Co-create solutions, don't cookie-cut them. Lead with Identity – Share your why. Share your leadership philosophy. That's what people follow. Stay in Your Lane – Don't try to out-tech or out-brand. Win with intimacy, access, and personal connection. You don't need a national name or a big checkbook to attract elite talent. You just need clarity on who you are, confidence in what you bring, and the courage to lead with conviction. Want help crafting your boutique recruiting message? Subscribe to my weekly email at 4crecruiting.com or book a session with me at bookrichardnow.com. Let's build something real—and worth following.

In this episode of the Revenue Builders Podcast, hosts John McMahon and John Kaplan are joined by Matt Nolan, Chief Revenue Officer at Redwood Software. Matt shares his extensive experience in developing global revenue strategies, scaling enterprise automation solutions, and transitioning from venture capital to private equity environments. The conversation covers key lessons such as the importance of culture, the significant role recruiting plays in a CRO's success, the complexities of managing a board, and strategies for building top-performing sales teams. Matt emphasizes the critical nature of hiring ahead, discipline in recruiting, the layered impact of having strong leaders, and creating a high-performance, team-based culture that can drive prolific growth. Listeners will gain valuable insights on how to build and sustain a winning sales organization.ADDITIONAL RESOURCESLearn more about Matt Nolan:https://www.linkedin.com/in/matthewanolanhttps://www.linkedin.com/company/redwood-software/Download the CRO Strategy Checklist: https://hubs.li/Q03f8LmX0Read Force Management's Guide to Increasing Company Valuation: https://hubs.li/Q038n0jT0Enjoying the podcast? Sign up to receive new episodes straight to your inbox: https://hubs.li/Q02R10xN0HERE ARE SOME KEY SECTIONS TO CHECK OUT[00:02:02] Lessons from a First-Time CRO[00:03:47] Building and Maintaining Company Culture[00:04:45] Navigating Leadership During COVID-19[00:06:05] Managing the Board and Leadership Challenges[00:07:03] Scaling Revenue and Systems Thinking[00:10:15] Recruitment and Team Building Strategies[00:11:16] The Importance of Authentic Leadership?[00:15:21] Fostering a Team-Based Culture[00:20:39] Recruitment Pipeline and Talent Acquisition[00:21:30] The Relentless Pursuit of Top Talent[00:34:00] The Power of Networking and Recruiting[00:35:14] Building a Leadership Team[00:36:15] The Importance of Recruiting Top Talent[00:39:10] Sourcing and Recruiting Strategies[01:01:21] The Role of Culture in Building a DynastHIGHLIGHT QUOTES"Recruiting is the foundation and culture is what sustains you and allows you to win multiple championships.""Once you see the impact of having great people, you can't unsee it.""You can be bad at everything, but if you're great at recruiting, you can cover for a lot of sins.""Every word you say as a leader is internalized deeply by your team.""You've got to be relentless about recruiting, it can't just be something you do when there's an opening."

You know how invaluable your highest-performing team members are, but keeping them isn't just about offering a bigger paycheck. Your top talent is well aware of their worth in the job market and how their role impacts their overall well-being.  In this episode, I'm sharing actionable strategies you can implement today to better lead, inspire, and retain these key team members. From creating compelling career pathways to fostering two-way communication during 1:1's.  Get ready to learn how to not just maintain, but also grow your high-performing team. Tune in and discover the secret ingredients to keep your star players engaged and motivated for years to come.  Get the free guide to learn how to position your role as their next best career move. Click here to register for the free workshop on Wednesday, April 16. Work with Shelli Warren: Book a call with Shelli to talk about how coaching can help you elevate your leadership capability. Apply to join the Leadership Lab. Confidence Starts Here: Get the Ask Shelli scripts to know what to say and how to say it. Free Resources: Click here to get our list of red flags to watch for during interviews. Click here for 12 ways to motivate your team without a pay raise. Click here to access essential coaching questions for impactful 1:1 meetings. Connect with Shelli Warren: Email: leader@stackingyourteam.com Instagram LinkedIn Subscribe to the Stacking Your Team Newsletter

Use our link and claim a free LMNT Sample Pack when they make any purchase! The LMNT Sample Pack includes 1 packet of every flavor, no questions asked refunds on all orders – you don't even have to send it back! This offer may be claimed be first-time and returning LMNT customers, ONLY THOUGH OUR LINK! https://partners.drinklmnt.com/free-gift-with-purchase?utm_campaign=agwp&utm_medium=sponsor&utm_source=weighingin&utm_content=&utm_term=&rfsn_cn=EXCLUSIVE+GIFT+FOR+The+Weighing+In+COMMUNITY Join us on ONLYFANS for FREE! http://OnlyFans.com/WeighingIn Watch WEIGHING IN XTRA here: https://www.youtube.com/c/WEIGHINGINXTRA Listen on iTunes: https://apple.co/37XsRQ9 Listen on Spotify: https://spoti.fi/3jSZSiZ Listen on Google Podcasts: https://bit.ly/3jKXV82 NEW MERCH WEBSITE - https://weighinginmerch.com FOLLOW the team on Twitter and Instagram | @weighingin | @johnmccarthymma | @therealpunk | @podcastdave | @georgeharris48 And Now 00:00 Pico To UFC 05:30 Volkanovski vs Lopes 19:04 Chandler vs Pimblett 27:55 Mitchell vs Silva 37:44 Rodríguez vs Pitbull 46:35 Krylov vs Reyes 54:29 Ige vs Woodson 59:15 Xiaonan vs Jandiroba 1:02:23 Miller vs Hooper 1:03:31 Odds For UFC 314 1:07:04 PFL WORLD TOURNAMENT 2 1:25:40 COMMAND Course 1:35:18 Dad Dojo Podcast 1:37:17 Is Dvalishvili Overlooking O'Malley? 1:38:48 Topuria vs Oliveira Leaked? 1:44:42 Harrison betting Fav vs Peña 1:48:24 Chandler Responds to Cheating Accusations 1:52:17

Do you ever wonder what the mysterious "secret sauce" is that allows some businesses to continuously grow with top-notch team members and low turnover rates? Spoiler alert: it's not magic!  With 92% of candidates willing to leave their jobs for a company with an excellent reputation, I'll be sharing five key strategies that can immediately enhance your ability to attract great people to your team. From understanding your impact and having a clear point of view to offering valuable roles and career pathways, we'll explore how you can make your business irresistible to top talent. So, whether you're a seasoned leader or just getting started, tune in and get ready to elevate your hiring game. Let's jump in!   Get the free guide to learn how to position your role as their next best career move. Work with Shelli Warren: Book a call with Shelli to talk about how coaching can help you elevate your leadership capability. Apply to join the Leadership Lab. Confidence Starts Here: Get the Ask Shelli scripts to know what to say and how to say it. Free Resources: Click here to get our list of red flags to watch for during interviews. Click here for 12 ways to motivate your team without a pay raise. Click here to access essential coaching questions for impactful 1:1 meetings. Connect with Shelli Warren: Email: leader@stackingyourteam.com Instagram LinkedIn Subscribe to the Stacking Your Team Newsletter

Home Service Business Coach helps busy Home Service Business Owners get off the truck and build their business to fit their ideal dream lifestyle. We do this with the creation and implementation of simple systems. The result of the program is more freedom, income, & time for the Business Owner. To learn more on how this can benefit you and your business, visit www.homeservicebusinesscoach.com Follow HSBC Social's: Facebook | Instagram | YouTube | Contractor Club | Jobber | Home Service Business CoachEmail: info@homeservicebusinesscoach.com

Chris Vasquez, a tech investor, founder, and CEO of Quantum, joins Travis Chappell to share his journey from a corporate recruiter to building a powerhouse executive recruiting firm generating $1.5–$2 million in monthly revenue. Chris is known for his innovative approach to scaling startups and his passion for helping founders build world-changing companies. His story is one of relentless self-improvement, bold experimentation, and a deep commitment to mastering his craft.On this episode we talk about:– How Chris transitioned from a corporate job to founding Quantum.– The innovative recruiting model that has helped 300+ startups scale.– Strategies for landing your first clients and building credibility.– The importance of mindset, skill-building, and identity in achieving success.– How Chris turned early struggles into multi-million-dollar opportunities.Top 3 Takeaways1. Master the Basics Before Launching: Chris emphasized the importance of developing strong foundational skills while working for others before transitioning into entrepreneurship.2. Experiment Relentlessly: Success often comes after multiple failures. Chris shared how it took 17 LinkedIn outreach campaigns before landing his first major client—a deal worth $3.5 million annually.3. Identity Drives Success: Your self-perception sets the ceiling for your achievements. By rewiring limiting beliefs and embodying your future self, you can unlock new levels of potential and success.Connect with Chris Vasquez:LinkedIn: https://www.linkedin.com/in/chris-vasquez-66137553Instagram: https://www.instagram.com/chrisvasquez/?hl=enCheck out FranBridge Consulting for premier non-food franchise opportunities: travischappell.com/franbridgeOur Sponsors:* Check out Kinsta: https://kinsta.com* Check out Mint Mobile: https://mintmobile.com/tmf* Check out Sparrow: https://usesparrow.com/travis* Check out Trust & Will: https://trustandwill.com/TRAVISAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

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This is the Live Call-in Show from this past Sunday night, March 2, 2025!  Mike and Scott took your calls for the hour and we had a blast talking Disney!  We discussed more of our top extinct Walt Disney World experiences with our listeners, as Scott gave his Top 4, and then Listener Erin from Kansas City called in with a beloved playground area from the Studios and Eric also added a restaurant from Epcot that he would love to see return!  We also talked about if high-level talent (and the cost associated with that talent) caused some of these changes.  Scott thinks some of these same experiences are now available on Disney Cruise Line!  Interesting thoughts!  Come join us in the BOGP Clubhouse this week at www.beourguestpodcast.com/discord.  Please visit our website at www.beourguestpodcast.com.  Thank you so much for your support of our podcast! Also, please follow the show on Twitter @BeOurGuestMike and on Facebook at www.facebook.com/beourguestpodcast.  Become a patron of the Be Our Guest Podcast over at www.patreon.com/BeOurGuestPodcast.  Thanks to our friends at The Magic For Less Travel for sponsoring today's podcast!