Podcasts about vacancies

A single family rental was making Katrina Robinson about $200 a month in profit. After she started renting the same home by the bed, the numbers changed in a big way. Katrina now operates three co living homes in San Antonio while living in California. Her residents often receive income through SSI, SSDI, or the VA and can handle their own daily activities. The homes provide housing only. Katrina and her company do not provide personal care services. She explains how a typical four bedroom property can work, why she brought in an operations manager after her second home, and why that manager is paid based on occupied beds. Katrina also talks about the harder parts of the business. Rent collection needs to stay inside the system. Maintenance reserves matter. Vacancies can quietly become expensive. At one point, six empty beds represented about $4,000 in lost monthly revenue. Key topics and takeaways: Why Katrina rents rooms and beds instead of the whole home The numbers behind an eight bed shared home Why she recommends at least four bedrooms How an operations manager helps keep the homes running House rules that reduce resident conflict Why cameras are used in common areas How Katrina builds referral relationships with caseworkers and social workers Why she reviews the business numbers every Monday during her CEO hour Guest information: Katrina E. Robinson operates three co living homes in San Antonio, Texas, while living in the Los Angeles area. She also teaches other property owners how to use this housing model. Website: co-livingbusiness.com Tools and platforms mentioned: RentReady PadSplit Call to action: Katrina is looking to connect with people who already own single family rentals, especially properties with at least four bedrooms that may only be producing a few hundred dollars in monthly profit. Visit co-livingbusiness.com to connect with Katrina and discuss whether that property could be changed to a co living home.

Jason is a guest on Adam Taggart's podcast and explores the current state of the American housing market, highlighting a unique period of low inventory and high interest rates. He argues that while affordability is at a forty-year low, the market remains resilient because existing homeowners are "locked in" by historically low mortgage rates. Unlike the 2008 financial crisis, there is a lack of distressed sellers and a significant surplus of home equity, which prevents a major price crash. The discussion also touches on the shift toward manufactured housing and the impact of a massive influx of multifamily rental units on the market. Ultimately, Hartman suggests that pent-up demand from millennials and Gen Z will likely drive prices higher once interest rates eventually decline. #RealEstate, #HousingMarket, #RealEstateInvesting, #PropertyMarket, #HousingAffordability, #MortgageRates, #HousingInventory, #RealEstateTrends, #JasonHartman, #WealthCreation, #HomePrices, #RealEstateInsights Key Takeaways: 0:00 The metrics you use 3:28 Upward pressure on rents 7:03 The need for more entry-level homes 9:02 Manufactured housing 11:23 Rents, Delistings and the housing shortage 20:12 Vacancies and the short term rentals 25:44 Inventory, mortgage and credit scores 31:07 The cost of ownership 35:33 The equity cushion & the LTV ratio 38:15 The source of Jason's optimism 41:13 Renter and Buyer demand boom phases   Websites: Join our FREE Masterclass EmpoweredInvestor.com/Wednesday Get your FREE Property Tracker account today PropertyTracker.com    _______________________________________________________________   Follow Jason on TWITTER, INSTAGRAM & LINKEDIN Twitter.com/JasonHartmanROI Instagram.com/jasonhartman1/ Linkedin.com/in/jasonhartmaninvestor/ Call our Investment Counselors at: 1-800-HARTMAN (US) or visit: https://www.jasonhartman.com/ Free Class:  Easily get up to $250,000 in funding for real estate, business or anything else: http://JasonHartman.com/Fund CYA Protect Your Assets, Save Taxes & Estate Planning: http://JasonHartman.com/Protect Get wholesale real estate deals for investment or build a great business – Free Course: https://www.jasonhartman.com/deals Special Offer from Ron LeGrand: https://JasonHartman.com/Ron Free Mini-Book on Pandemic Investing: https://www.PandemicInvesting.com

We mean business today. First, the airline business. Scott Kirby, the CEO of United, Colorado's largest carrier, sits down Ryan Warner to talk about the carrier's growth here, where airfares are headed, greener aviation fuel, and AI. But as United expands in Denver, why are other companies leaving downtown? J.J. Ament, the president of the Denver Metro Chamber of Commerce, lays out problems, and possible solutions.

VR doesn't just have a vacancy problem. It has a pipeline problem. What if the answer to VR's workforce shortage isn't simply filling the next vacancy? Across the country, VR agencies are competing for talent, losing experienced staff, and trying to prepare a new generation of professionals—many of whom may not even know that VR is a career option. In this episode of the Manager Minute, George Michna of Connecticut and Mario Lucero of New Mexico join Carol Pankow to talk about a different approach: intentionally building the VR workforce pipeline. Drawing from their National Rehabilitation Leadership Institute (NRLI) project, George and Mario explore how career pathways, mentorship, apprenticeships, stronger onboarding, and leadership development can help agencies move from reacting to vacancies to developing talent for the long term. They also tackle an equally important question: once we bring talented people into VR, what makes them want to stay? If your agency is thinking about recruitment, retention, succession planning, or developing its next generation of leaders, this conversation is worth a listen.   Listen Here Full Transcript {Music} George: One of the biggest values of NRLI was the opportunity to step outside of your day to day work and to engage with colleagues, people who eventually become good friends of yours that live across the country, who are dealing with many of the same challenges. Mario: We've really invested hard in our leadership team, and we're seeing the results of that now. We got out of a cap. We're really making positive progress towards meeting our performance metrics. We have a way better understanding of our data, and now we're really focusing on leadership and culture within our agency.   Intro voice: Manager minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Welcome to the Manager Minute. Joining me in the studio today are George Michna, Bureau Chief for Community Living from Connecticut Bureau of Rehabilitation Services, and Mario Lucero, Field Operations Director for New Mexico General. So, George, how's it going in Connecticut? George: It's going good. Actually, the weather's finally holding it up here, so it's kind of nice to finally enjoy. Hopefully, a really nice summer. Carol: Yeah, that is awesome. I know we've all been talking a lot about the weather in Minnesota. It's hot and sultry. It was 95 yesterday so you never think of that here. And Mario was so great to have you here as well. How are things on your end in New Mexico? Mario: Thanks for having me, Carol. We're doing good here in New Mexico. Had a little bit of rain the last two weeks, which is really welcomed because we have been so dry and we have problems with forest fires here in New Mexico. So any rain that we get is welcome. So we're doing well. Carol: Well, I never think of New Mexico and forest fires. I'm sorry Mario, I just think of you as being more deserty. But I know you have trees. I know you have... Mario: We do. Carol: So today we're going to talk about a topic that's coming up across the country and it's the workforce challenges in vocational rehabilitation. And George and Mario, part of a cohort from the National Rehabilitation Leadership Institute, or NRLI, which is a leadership program that brings together emerging leaders from across the VR system to take on some of the field's biggest challenges. And as part of that experience, their group developed a project focused on career pathways as a strategy for recruitment and retention in VR. And we're going to unpack what they found and why it matters right now. So let's dig in. So let's start with each of you. How did you get into VR and what has kept you in this work? And Mario, I'm going to go to you first. Mario: Thanks, Carol. Well, for me, vocational rehabilitation is always aligned with who I am personally and professionally. I've spent my life around ministry, teaching, and helping professions. My father was both a minister and a teacher, and I think that shaped how I view people and purpose. I also live with significant physical disabilities myself, so I understand firsthand the importance of opportunity, independence, dignity, and meaningful work. VR gave me the opportunity to turn that into a lived experience and into a career where I could help others overcome barriers and pursue employment goals they may have once thought were impossible. What's kept me in this work is honestly the mission. We're not just processing cases or authorizing services. We're helping people build lives, support families, and regain confidence in themselves. You get to see real transformation in people's lives, and that's hard to walk away from once you've experienced it. Carol: I love that, Mario, Thanks for sharing that. George, how about you? George: So my pathway into vocational rehabilitation started in education. I was a special education teacher, later taught pre-service teachers. It was also a school administrator and then worked for the Connecticut State Department of Education. A lot of it has just been through those roles is that one thing that became clear that we put a lot of effort into supporting students while they're in school, but there's a disconnect. when it came to what happened after they exited school. So students would graduate, but the transition to employment or post-secondary pathways was not always strong or consistent. And I think that's really what drew me into vocational rehabilitation. It's one of the few systems that is specifically designed to bridge that gap between education and employment. And I think that what's really kept me here is both the impact and the work that we do. You see real outcomes when someone moves into employment and independence. And in my current role, I'm focused on kind of how those systems connect, both on the employment side and within community living, as well as education through a grant that we're running. So that's really kind of what's kept me engaged in the work, and just having those meaningful conversations with individuals about finding success in their lives. Carol: Yeah, I had no idea about you. George: Yeah. Carol: Being an educator, that is very cool. It's always fun to see people's stories and how they get into this sort of a career. Appreciate that. So I know you both participated in NRLI, and I just wondered if you could tell our listeners a little bit about what that experience was like. And how did that shape your thinking as a leader? And George, I'll tag you first on that. George: First and foremost. NRLI gave me the opportunity to step outside of my state and look at vocational rehabilitation from more of a national perspective. We were teamed with about, I think, 30 individuals or so as our cohort, and they represented both VR, general VR Blind and also combined agencies. And so you really get a mix of perspectives from individuals. And I think that's really powerful. And the other thing was, is that what really started finding, for example, was, is that, you know, you start looking at issues with your workforce, challenges that you might have, bringing in counselors and the like, and you start finding out that others are facing similar challenges. So you're able to have these kind of sidebar conversations throughout the time that you spent together. And you really get to learn from individuals about what other states are doing and how to kind of effectively problem solve. Mario: And NRLI was an incredible experience because it forced us to step back and think beyond just our own state systems and day to day operations. You're sitting in a room with leaders from all over the country who are dealing with many of the same challenges, but often approaching them in different ways. For me personally, it challenged me to think more strategically and systemically as a leader, instead of only asking, how do we solve today's problem? It pushed me to ask, how do we build sustainable systems for the future? One of the biggest takeaways for me was realizing that many of our workforce challenges in VR are not isolated problems, they're national trends. That realization helped reinforce the importance of collaboration, innovation and leadership development across the entire VR system. Carol: Well, I think we're definitely better together. NRLI, I love that bringing that sense of community because you can feel very isolated, you know, in your individual states and your agencies, and you learn how to do things a certain way. So you guys bring up a good point. You know, you hear other people with the same challenges, but they've tackled them differently. And so I love that kind of that transplanting of ideas that happens naturally through that cohort model. And you get, you know, you're with your group a whole year and you really get to know people. And I think that transplanting of ideas and that building that network that you can rely on later, because I'm sure you probably each have like email groups and all of that good stuff or chat groups with your folks from NRLI that you can just like, hey, we have this going on. What do you know about this? Or what are you guys doing? I think there's a lot of value in that. So I know as part of NRLI, your group focused on workforce and career pathways. How did you guys come up with that as your project? George: Well, I gotta say this, it wasn't a project that we landed on right away. The way NRLI is structured, we do have multiple weeks that we meet across the year, and we also had opportunities to connect virtually to work through how the paper would shape out. Really, in the beginning, it was a lot of brainstorming where we were sitting, you know, outside by the pool on a break. And I still remember this to this day. And we went around the group just kind of mentioning some of the hot topics that we had and what were we thinking about. And really kind of what we started coming back to was the same issue was kind of a staffing piece. And I think that's kind of where we ended up thinking about the staffing and then kind of what solutions could we bring from our various states to address that? And I guess from a point of view, it was kind of a self-discovery process of the group in realizing what to write about. Carol: Very cool. I love that organic. I know. Other groups too. They said they struggled like they might have come up with a particular topic. And then they were like, hey, we don't want to do that anymore. And they kind of move through the year and got exposed to different things. Other ideas came forward and they pivoted to something else. George: I would say that was exactly the same experience that we had, and almost feeling at some point that we had to figure out something because time was running out. Mario: I still remember that first day that you said when we sat around the pool and we were just brainstorming and we threw out like 50 million ideas. I think how we finally settled on career pathways and recruitment and retention was that we saw that this was a problem that we could realistically solve. We didn't want to bite off too much that we couldn't chew. And so we thought that maybe this was something that we could have an actual impact on. Carol: So Mario, a little more about that. You know, it's a problem you were trying to solve. Why do you think this is so important right now. Like what's going on? Give it kind of the picture of what's happening out there. Mario: Well, you know, Carol, the biggest problem we identified was that vocational rehabilitation is facing a workforce pipeline issue at a time when demand for services continues to grow. Across the country agencies are struggling with vacancies, burnout, retirements and turnover. At the same time, fewer people are entering the field intentionally because many people simply don't know that VR exists as a career pathway that creates a long term sustainability problem for the public VR system. What made this especially important to us is that workforce shortages don't just affect agencies internally, they directly impact the participants that we serve. Vacancies can lead to delayed services, increased caseload sizes, and less capacity for innovation and individualized support. So our group started asking instead of only reacting to vacancies after they happened, how do we intentionally build built pathways that introduce people to VR earlier. Developing future talent and creating opportunities for long term career growth within agencies that shift from reacting to shortages to proactively developing talent really became the foundation of our project and our paper. Carol: Nice. So what are you guys seeing right now across the states in terms of the staffing shortages and turnover? I just wondered if there's been any kind of movement where it's getting a little bit better. I just, what did you find out. George: When we looked at the work, kind of to build out the paper, we were seeing kind of a consistent piece where I think states were kind of dealing with this combination of persistent vacancies and high turnover, and that some states are, you know, obviously making a little bit of better progress in that. I think, you know, going back to looking at with Connecticut, I came to our agency on the heels of the Covid 19 pandemic. If you think about it, about five years ago, I was coming out of that rebounding. From that, we saw individuals with disabilities wanting to get back into employment. So you had this influx of people requesting services, but what you saw on the staffing side from the agency was, is that we had a lot of staff that either retired early or had kind of exited the employment of the agency. And so we were in the process of trying to refill those positions as we could. And we've done a really good job at that. But the implication of that is, is that we now shifted the agency from a mid to late career group of counselors to a workforce that's now more heavily weighted towards early mid-career staff. And that has implications for us because newer counselors often require smaller caseloads and more support to kind of ensure the quality services, as well as trying to ensure how do we prevent burnout among those staff as well? Also, what's happening is, is that we're seeing an added strain on our community rehabilitation providers in the state, and we see them as a critical part of the service delivery system. And so this now speaks to kind of the broader system that how can it then support individuals in achieving career goals? So that's kind of the perspective here in Connecticut. Carol: Here you bring up a really good point, George, you know I hadn't thought about that with the newer counselors coming in. I guess just the way you had stated it and having people earlier in their career, you are shaping then you have in a smaller caseload, which impacts then your overall capacity for serving folks. So when you have a big bulk of people in that early part, even though you have the same number of people, they can't produce the same amount of work. George: Exactly. Carol: Yeah, you always need exponentially more folks to carry that out. And it takes a while. This system is hard, like to learn and understand and really feel like you're getting good and proficient at it. So we've kind of lost those later career counselors that were also serving as mentors and such. And I know in some states people are saying like, hey, we've got a whole new group. You've got 90% of your people have been there five years or less. You don't have that other group that can help to support them. George: You know, it kind of then impacts your ability for supervisors to effectively mentor those staff because the added impact on them as well. So the entire system starts feeling that strain. Carol: Yeah, it's really a ripple effect for sure. So I know you guys have mentioned before that people don't always choose VR as a career. So why does that matter for recruitment? Mario: It matters because many of us in VR didn't grow up saying, I want to work in VR someday. Most people find this field accidentally through counseling programs, disability services, workforce programs, social work, education, or even personal life experiences such as myself. The challenge with that is that people don't know the profession exists. They're never going to intentionally pursue it. Other helping professions like teaching, nursing or social work. They have clear career pathways and pipelines and stronger public awareness. VR doesn't have that. So VR agencies are competing for talent in a field that many potential candidates never even heard of. That's why career pathways and apprenticeship models are so important. They create exposure. They allow students, paraprofessionals, community partners, and individuals with lived disability experience to see VR as a meaningful career option before they're already established somewhere else. I think the field has a huge opportunity here, especially because VR work is incredibly mission driven, that once people understand what we actually do and the impact we have, they'll be drawn to it, and the challenge is getting them exposed to it early enough. Carol: Well it does really fit with our new administration. I mean, maybe not so new with our president now he's, you know, in his year two, but very big emphasis on apprenticeships and career pathways. And so it lines up with the administration's thinking on that as well. George, I know you've had a little touch with this. What would it look like, kind of the career pathway and apprenticeship model in a VR agency. George: in Connecticut, we're starting to put together a formalized kind of mentorship program, if you will, where we're bringing in staff within our community, rehabilitation providers, where we can then provide a structured mentorship for them to kind of upskill their knowledge of working within kind of the VR space. The hope there is, is that they can gain experience in the areas like eligibility, plan development, employer engagement, and being able to kind of have that mentorship and feedback that's built into the process. And so our hope really is, is that kind of, you know, if you think about this as about opening the door wider at the front end, so that way we can become more intentional about how we develop staff once they're within our agency or within a provider. Again, this isn't about just simply filling positions. It's more about creating a pathway where someone can enter the field, develop the necessary skills over time, and see a future in the work. And I just want to say, you know, to your question before, if I can, I'm kind of a perfect example here because coming in from education, right? At no point in my kind of career trajectory was vocational rehabilitation presented as kind of a viable option for what I was doing. But an interesting note here is, is that within our NRLI cohort, and I was thinking about this, you know, in kind of getting ready for this podcast, there was at least three other individuals who started in special education and eventually ended up in VR. So I think there's something powerful there in terms of how we think about where we can draw upon individuals to help do the work that we're doing. Carol: Absolutely. There definitely is a natural alignment there. I know back in the day, even in Minnesota, there was a while where school districts were laying off school counselors because they didn't have the funds. And we found that the school counselors had such a interesting background in the training they had that was super transferable over into VR because they're helping students think about employment goals. You know, think about all of that and then that group of people and you're like, why didn't we think of this before and had some really lovely staff come in from that background. I love that. Yeah, it's smart to think about what we align with. Now, I know in NRLI, the fourth week is always the DC week and that can be super impactful. You get to meet the, you know, agency kind of heads from all different, you guys were at Labor and Department of Ed with the Rehab Services Administration. Did you guys have an opportunity at all to share your work and get any sort of feedback from the feds about what you were working on here with this paper? Mario: Yeah, we did. We had the opportunity to discuss our project and our paper and engage with leaders and stakeholders who are thinking about these same workforce challenges. One of the encouraging things was that the feedback we got really validated that this issue is being felt across the country. People recognize that recruitment and retention challenges are not just temporary, they're systemic issues that require long term strategies. And there was strong interest in the idea of developing intentional career pathways and apprenticeship style models because they create a more sustainable workforce pipeline instead of relying solely on traditional recruitment methods. I also think people appreciate that our approach focused not just on filling vacancies, but on developing leaders, increasing retention and creating growth opportunities within the VR agencies. That's important because recruitment and retention really go hand in hand. Bringing people in is only half the battle. You also have to create environments where people want to stay and grow, right? Carol: Yeah. Excellent point Mario, because if you bring people in and they don't stay, you just have a churn that's not going to help anything. You've got to create that inviting, welcoming, wonderful environment that people can learn and grow. Because that's what lots of our, you know, our young people coming in, they aren't coming to the state to just work for 40 years like maybe their parents had or someone else. They want a job they can grow into. Mario: And to add to that, Carol, I've been in the field of VR for almost 19 years now. I can remember going back to the early 2000, when a lot of the people in VR had a master's in VR, and there were plenty of people within the field offices to mentor new counselors coming in. But ever since the mid 20 tens, you know, WIOA came out, that's really dwindled. And we have people with less and less experience and really nobody to mentor. And as George mentioned, really heavily, depending on the program managers to be those mentors and trainers, It's just too hard because they're also having to drop below their 3000-foot level, down to the 1500 zero foot level to take on case load work, you know? Carol: Right. Mario: And he's not able to provide that mentorship as well as we maybe once did in VR in previous generations. Carol: Yeah, we got to look at this in a whole different way. So speaking of looking at this, looking ahead, what's one change you guys hope to see in the VR workforce because of this work? And George, I'm going to throw it to you first. George: It's like the million dollar question right? Carol: Yes. Drum roll. George: Drum roll. (laughter) George: I think the biggest thing I would like to see is a shift in how we think about building the vocational rehabilitation workforce. And what I mean by that is, is that a lot of energy goes into reacting to vacancies and trying to fill positions quickly. And I think what we really need to do, kind of what Mario was mentioning earlier is, is that, you know, building something that looks a little bit more intentional that we have these clear pathways into the field. We have strong mentorships, better onboarding, and real opportunities for growth over time. And I also think that I'm really hoping that we are able to continue strengthening the professional identity of VR. This is incredibly meaningful work for anyone that does this. It truly sits at the crossroads of education, workforce development, disability services, employment, and a host of other things. But what's kind of unfortunate is, is that a lot of individuals are just not aware about the field or the impact that it can have. So it's kind of an interesting paradox, and I would love to see individuals more intentionally choose VR as a career because of how powerful the mission is. I think Mario had mentioned that before about a mission, and I think that that kind of holds true there. If I had a wish, I guess that's what it would be. Carol: I love it. Mario, how about you? Mario: Well, if I could say ditto, I would. But what George and I have said today is that our paper and our project, we wanted to be more intentional about workforce development within the VR system. We'd love to see students, interns, apprentices, and professionals from all related fields become aware of VR much earlier in their careers. We also hope that agencies continue building cultures that invest in mentorship, leadership development, and professional growth so employees can see long term futures within the system. But ultimately, we hope this work helps strengthen the stability of the VR workforce because when agencies are fully staffed, supported and developing future leaders, participants receive better services and better outcomes. And at the end of the day, that's what we're really all about, right? Carol: Absolutely. I think it'd be super cool if somebody came up and did this and came up with that. Like the registered apprenticeship for this, for the VR program, if someone took that on and, and did the thing because it would set the way for the rest of the country. And who knows, you could end up getting some credentials there, Mario and George, You know that you could report on your common performance measures and all of that. I think it would be pretty incredible. Okay. I'm going to throw you guys one last question. I wanted just to circle back to NRLI. I know we have lots of listeners and people are on the fence about whether, you know, to do something or make that investment because it is an investment of time and money for that year. In doing that kind of training, do you have any kind of little parting comment or little plug you could do for NRLI? And George, I'm going to throw out to you first. George: To me again. Oh boy. All right Mario, you can't say ditto. Okay. Without a question, 100% hands down. I would recommend it. I can't even talk enough about it. It was an amazing experience. You're absolutely correct, Carol, it is a lot of work. There certainly are some time constraints, me being on the East Coast, for example, having to go out to San Diego three times a year and then DC also, you know, just kind of the impact on terms of like how you can do your normal job, right? And as well as kind of your personal and family commitments. But I think we said this earlier was, is that one of the biggest values, if you will, of NRLI, was the opportunity to step outside of your day to day work and to engage with colleagues and actually people who eventually kind of become good friends of yours that live across the country, who are dealing with many of the same challenges. We have text groups, we kind of have friended each other on social media. And, you know, we're kind of, you know, shooting questions back and forth to each other to this day. And I think that speaks a lot to what NRLI can give to an individual. So it's certainly about value and relationships and this national network of individuals that are still kind of keeping in touch with. And I think probably the saddest part of the entire experience, if anyone wanted to ask, was that last day when we were all leaving DC and kind of realizing that we're not really going to have an opportunity to see each other. Carol: Yeah, well said George, well said. Mario, you get our last word, but it can't be. Ditto. George: Yeah. Mario: All right. You know what I would have to say is, if I'm speaking to the directors of VR agencies, and especially those that are kind of on the fence of sending staff from their agency to NRLI, What I would definitely say is it's a commitment and it's a long term commitment. And what I mean by that is you can't just send a few once and think that that's enough value added to your agency. You've got to commit over a long time horizon to send staff each year. And you know, Carol, you worked with New Mexico VR through the VRTAC. I'm sure that you've seen our leadership team within New Mexico really grow and develop over the last few years. And that's because the New Mexico VR agency has sent cohorts to the last, I would say at least six, maybe even seven cohorts. And so we've really invested hard in our leadership team in New Mexico. And we're seeing the results of that now. We got out of a cap, we're really making positive progress towards meeting our performance metrics. We have a way better understanding of our data. And now we're really focusing on leadership and culture within our agency. And we're really hoping that going forward, New Mexico VR will be a real place that people want to work at and stay. Carol: Yeah, it really is an investment in your people. I've seen it all over the country and my own, my work with you all, I've seen it, seen the deck chairs move. People have been in interline. They've moved up in their career in New Mexico VR, like I've seen folks in new positions. And it's really been lovely, lovely to see. And I've been appreciative of the management they're investing in VR and we are just so our listeners know why I'm plugging NRLI. It is part of our VRTAC grant and so we do support NRLI. A number of us on the TAC also serve as instructors throughout the various sessions, in addition to there's a faculty for NRLI. So I appreciate you both. I think you did a great job on your paper. If people want to see your paper, they can go to VRTAC.org and go to our top nav NRLI. There's a whole section on NRLI. And you can see the cohort's paper right there. So thank you both. I hope you have a great day. Thanks for joining me. Mario: Thanks, Carol. George: Thank you, Carol. {Music} Outro Voice: Conversations powered by VR, one manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

Milwaukee's first day of school is September 1, 2026. What to know about MPS teacher openings and new renovation projects on the north side.

Two vacancies on the Utah Supreme Court may soon be filled, after Governor Spencer Cox announced his picks to replace Justice Diana Hagen and Chief Justice Matthew Durrant, both of whom have or are in the process of resigning. Today, the Governor announced that he will nominate Judge Matthew Bell and Michael Menssen. The two will now go through the Senate confirmation process. KSL Legal Analyst Greg Skordas talks more about who these men are and what they may bring to the bench.

Can You Fully Finance an Investment Property? Can you buy an investment property without bringing your own down payment? Sometimes. But there is a big difference between what is technically possible and what is actually smart. In today's episode of the Canadian Real Estate Investing Morning Show, Wayne and Gabby answer a listener question about borrowing the down payment for an investment property, using home equity, private lenders and seller financing. The biggest takeaway is simple: You can sometimes borrow the money — but the source of that money, the cost of that money and the risk you are taking matter enormously.

Can You Fully Finance an Investment Property? Can you buy an investment property without bringing your own down payment? Sometimes. But there is a big difference between what is technically possible and what is actually smart. In today's episode of the Canadian Real Estate Investing Morning Show, Wayne and Gabby answer a listener question about borrowing the down payment for an investment property, using home equity, private lenders and seller financing. The biggest takeaway is simple: You can sometimes borrow the money — but the source of that money, the cost of that money and the risk you are taking matter enormously.

Local crime, downtown economic challenges, and Missouri sports dominate the briefing! The show covers former St. Louis news anchor Angie Mock pleading guilty to killing her mother in Kansas, as well as an incident involving a trespasser entering a big cat enclosure at the St. Louis Zoo. We examine office vacancy rates in downtown St. Louis and their impact on local small businesses, an animal cruelty investigation in Madison County, and financial oversight issues within the Kirkwood Electric department. Plus, updates on former deputy Sean Grayson and recovery timelines for Mizzou running back Ahmad Hardy! Hashtags: #StLouisNews #StLouisBrief #DowntownSTL #StLouisZoo #MizzouFootball #KirkwoodMO #TalkRadio

The fair is in full swing, Bishop of Gibraltar, Monsignor Charles Azzopardi has his usual food stall set up, providing tasty food while also raising money for the soup kitchenFr Charlie joins us in the studio to talk about how it's going this year.El Martillo ltd has announced it will open 150 new vacancies in various sectors across Gibraltar, having acquired dozens of companies on the Rock in the last few years.Senior broadcast journalist, Ros Astengo brought us the details.We catch up on all the weekend sport with Robin Sheppard-Capurro.Prior Park School announced 100% pass rates for GCSEs and A Levels this year. Fresh from exams and having received their results over the last couple of weeks, we speak to GCSE and A Level students about their exam experience, and ask them what comes next.That's on Gibraltar Today, between 1 and 2, with me, Claire Hernandez Hosted on Acast. See acast.com/privacy for more information.

The National Labor Relations Board is responsible for developing national labor policy, but it has historically accomplished its mission through case-by-case decision making rather than through rulemaking. And while that approach has been criticized over the years, it remains the Board’s customary approach and official policy.But that may be changing. Vacancies at its highest levels have have left the Board unable to reverse its own decisions, and it has been bombarded by requests from businesses to do more rulemaking. A decision from the Sixth Circuit, Brown Forman v. NLRB, has called into question whether it even can develop policy through adjudication—or at least, not in the way it usually does. Will the Board give in to these pressures and write more rules? Should it? And if it does, what will that change mean for businesses and workers? Our expert panel will break it down.Featuring:Prof. Samuel Estreicher, Dwight D. Opperman Professor of Law Director, Center for Labor and Employment Law Co-Director, Institute of Judicial Administration, NYU School of LawBrian E. Hayes, Shareholder, Ogletree DeakinsMarvin Kaplan, Principal, JacksonLewis(Moderator) Alex MacDonald, Shareholder & Co-Chair of the Workplace Policy Institute, Littler Mendelson P.C.

Independence's superintendent said the district still needs to hire two elementary teachers, while Kansas City Public Schools has around 13 vacancies in "core content areas." Improving literacy and math comprehension remain top priorities.

Physician vacancies cost healthcare organizations up to ten thousand dollars per day, but average hiring takes over four months. Discover how performance-based recruiting compresses timelines, improves cultural fit, and reduces costly staffing gaps. To learn more, visit https://diamondmedrecruiting.com/ Diamond Medical Recruiting City: UPR MONTCLAIR Address: Alexander Avenue Website: https://diamondmedrecruiting.com/about-us/ Phone: +1 973 332 0000 Email: info@diamondmedrecruiting.com

Upgrades are coming to the subway. WFUV's Lainey Nguyen has more on the MTA's plan to address pain points for one of the city's most used transportation options. A vacant lot is being turned into almost one-thousand new apartments in Queens. And two-thirds of the units will be affordable for extremely low to moderate income households. It's part of “Block by Block,” Mayor Zohran Mamdani's housing plan for New York City. WFUV's Sienna Reinders reports. In January, New York City passed a series of laws to protect delivery workers. Mayor Zohran Mamdani says those laws are working. WFUV's Livia Regina has more on a new report about how pay for delivery drivers has gone up. Storefront vacancies rose nearly 30% between 2020 and 2024 in New York City. Yet rental prices mostly stayed the same. A new small business report suggests commercial landlords are intentionally leaving storefronts vacant so they can sell them instead of renting. WFUV's Xenia Gonikberg has more on how small business owners are responding. On June 25th, 2026, the U.S. Supreme Court voted in a 6-3 ruling to end Temporary Protected Status designations for over 6,000 Syrians and more than 300,000 Haitians. Final protections expired on Monday, July 27, 2026. WFUV's Sonia Weliwitigoda has more. Host/Producer: Sonia Weliwitigoda Editor: Tess Novotny / Nathan Ray Reporter: Lainey Nguyen Reporter: Sienna Reinders Reporter: Livia Regina Reporter: Xenia Gonikberg Reporter: Sonia Weliwitigoda Theme Music: Joe Bergsieker

There's no consolation prize in recruitment. The best way to win is to get hold of vacancies well before your competition. This is how you do that. If you live in the contingent recruitment world this is crucial but even if you only work retained roles the early bird gets the worm. That's what this edition of the #MARShow is going discuss with Luke Willcock, an expert at using AI to steal a lead over the competition. Together we'll be exploring: - ✅ Why most recruiters don't lose deals, they arrive too late ✅ What happens inside a business before a role is ever advertised ✅ The types of real-world events that quietly trigger hiring ✅ How agencies can position themselves earlier and have more consultative conversations ✅ Why job boards are reliable but create crowded, low-leverage markets ✅ What a more modern, intelligence-led BD approach looks like in practice We're really excited about this because, as an ex-recruiter, my main priority wasn't to compete for roles, it was to get them ahead of the pack. The difference is, as Luke will explain, we now have AI tools that make this much easier to do. So click ATTEND to join us if you dream of getting in and out before the competition know what's going on

Welcome back to the Dynasty Six Pack! In this episode, Kyle Senra and Jamie Perog break down the biggest target vacancies heading into the 2026 NFL season and identify the players most likely to benefit from those available opportunities.From the Miami Dolphins and New York Giants to the Philadelphia Eagles, Washington Commanders, Tampa Bay Buccaneers, and Los Angeles Chargers, the guys examine where targets have opened up following offseason departures and which wide receivers, tight ends, and pass catchers are positioned for breakout fantasy seasons.If you're preparing for dynasty, redraft, or best ball leagues, this episode will help you identify undervalued players, late-round sleepers, and potential league winners before the rest of your competition.Episode Highlights:Scott Fish Bowl 16 (#SFB16) updatesMiami Dolphins target distributionNew York Giants pass-catching outlookA.J. Brown discussionPhiladelphia Eagles target opportunitiesWashington Commanders offensive outlookMike Evans discussionTampa Bay Buccaneers target breakdownLos Angeles Chargers passing game analysisWhether you're rebuilding your dynasty roster or chasing a championship, understanding where NFL targets are available is one of the biggest edges in fantasy football.Connect with the hosts:• Kyle Senra: @SenraSays• Jamie Perog: @JamiePerogGet even more fantasy football advice, rankings, projections, and premium tools at Fantasy Six Pack. Use promo code F6PPODS to save 10% on a membership.

How long does it take to fill a rental vacancy, and what's the real cost of waiting? Discover the strategic marketing tactics that help property managers attract quality tenants fast - and why DIY landlords often lose thousands in the process. More info at https://westromgroup.com/ Westrom Group Property Management City: Haslet Address: 1297 Avondale-Haslet Road Website: https://westromgroup.com

It's a busy St. Louis Morning Brief. New records show Cori Bush's campaign has paid husband Courtney Merritt roughly $120,000 since 2022, including payments once flagged in a prior ethics complaint, while questions linger over funds allegedly funneled from a tornado relief charity. St. Louis County's new police chief lays out his priorities, including filling 100 vacant positions, boosting visible patrols, cracking down on the minor curfew, and reevaluating a juvenile point system critics say lets young car thieves walk free. Elsewhere, a local nonprofit rolls out a Peace on Wheels van to counsel gun violence victims, and Senator Josh Hawley calls out the Postmaster General's offer of a facility tour as a photo op instead of real answers on St. Louis's mail delays. The Marc Cox Morning Show keeps its eye on accountability, common-sense policing, and government waste, all before Jim Carafano and Congressman Bob Onder join in the next hour. Hashtags: #StLouisMorningBrief #CoriBush #JoshHawley #StLouisCounty #PublicSafety #JuvenileJustice #GunViolence #GovernmentAccountability #MissouriPolitics #CommonSensePolicing #ConservativeTalk #FaithFamilyFreedom

How Much Do You Pay In Rent Now? WSJ Says No Shame In Millennials Lou Says Its Right For Women And Wrong For Men USPS Stamps Go Up Again And PostcardSee omnystudio.com/listener for privacy information.

How Much Do You Pay In Rent Now? WSJ Says No Shame In Millennials Lou Says Its Right For Women And Wrong For Men USPS Stamps Go Up Again And Postcard

The U.S. housing shortage has rapidly increased rents in lower-income neighborhoods—making secure housing hard to find. But how does building high-end apartments address availability across income brackets? This episode of "After the Fact" explores new housing's ripple effects and its impact on affordability. The podcast team traces a chain of vacancies, starting with a new luxury apartment unit in Washington, D.C. Its opening spurred the availability of middle-income units and ultimately led to an available unit for a single mother who was able to move out of a shelter and build a new life with her son.

In this episode, Charlie Rose Jr shares his journey from international beginnings to successful real estate investing in the US, emphasizing creative financing, scaling strategies, and the importance of community and mentorship.   Professional Real Estate Investors - How we can help you: Investor Fuel Mastermind:  Learn more about the Investor Fuel Mastermind, including 100% deal financing, massive discounts from vendors and sponsors you're already using, our world class community of over 150 members, and SO much more here: http://www.investorfuel.com/apply   Investor Machine Marketing Partnership:  Are you looking for consistent, high quality lead generation? Investor Machine is America's #1 lead generation service professional investors. Investor Machine provides true 'white glove' support to help you build the perfect marketing plan, then we'll execute it for you…talking and working together on an ongoing basis to help you hit YOUR goals! Learn more here: http://www.investormachine.com   Coaching with Mike Hambright:  Interested in 1 on 1 coaching with Mike Hambright? Mike coaches entrepreneurs looking to level up, build coaching or service based businesses (Mike runs multiple 7 and 8 figure a year businesses), building a coaching program and more. Learn more here: https://investorfuel.com/coachingwithmike   Attend a Vacation/Mastermind Retreat with Mike Hambright: Interested in joining a "mini-mastermind" with Mike and his private clients on an upcoming "Retreat", either at locations like Cabo San Lucas, Napa, Park City ski trip, Yellowstone, or even at Mike's East Texas "Big H Ranch"? Learn more here: http://www.investorfuel.com/retreat   Property Insurance: Join the largest and most investor friendly property insurance provider in 2 minutes. Free to join, and insure all your flips and rentals within minutes! There is NO easier insurance provider on the planet (turn insurance on or off in 1 minute without talking to anyone!), and there's no 15-30% agent mark up through this platform!  Register here: https://myinvestorinsurance.com/   New Real Estate Investors - How we can work together: Investor Fuel Club (Coaching and Deal Partner Community): Looking to kickstart your real estate investing career? Join our one of a kind Coaching Community, Investor Fuel Club, where you'll get trained by some of the best real estate investors in America, and partner with them on deals! You don't need $ for deals…we'll partner with you and hold your hand along the way! Learn More here: http://www.investorfuel.com/club   —--------------------

Welcome to the CRE podcast. 100% Canadian, 100% commercial real estate. What if the global geopolitical churn is actually creating opportunities to realign your portfolio? In this episode of the Commercial Real Estate Podcast, powered by First National, hosts Aaron Cameron and Adam Powadiuk are joined by Anthony Passarelli, Lead Economist for Southern Ontario at... The post Rising Vacancies, Softer Rents, and What Comes Next with Anthony Passarelli, Lead Economist at CMHC – Southern Ontario appeared first on Commercial Real Estate Podcast.

St Kilda's Jack Silvagni has been questioned on the two coaches amid the search for head coaches at Carlton and Essendon.See omnystudio.com/listener for privacy information.

The Denver multifamily market 2026 data is in — and it’s more complicated than most headlines suggest. Average rents have dropped back to Q4 2021 levels at $1,758. Vacancies have climbed from 5.8% to 7.5% in two years. Concessions have nearly doubled year-over-year to 10.1% of gross rents. And in some parts of the metro, prices are off 50% with zero buyer activity. So what does the Denver multifamily market 2026 actually mean for Front Range investors? Chris Lopez just returned from the Passive Pockets Summit in Cherry Creek and shares exactly what the Q1 numbers mean — and what he’s doing with his own portfolio right now. In This Episode We Cover: Why Denver Metro average rent is back at Q4 2021 levels and what that signals for 2026 pricing The supply shift that matters most: new units dropped from 6,056 to 2,796 year-over-year — and absorption finally outpaced new supply in Q1 How concessions doubling from 5% to 10.1% of gross rents masks the true rent decline Where multifamily prices have fallen 15-50% across the metro — and which submarkets have no buyers at all Why Colorado legislation is pushing institutional capital out of the state and what that means for local investors Chris’s own 4-plex update from Marcus & Millichap and why he’s holding despite the headwinds The non-performing loan strategy Chris is using to get multifamily exposure on the debt side right now His honest recovery timeline: 2026-2027 still rough, 2028 as a potential turning point If you’re sitting on single-family equity and wondering whether now is the time to reposition into multifamily — or if you’re already in the commercial space trying to read where this cycle goes — this is a grounded, data-first breakdown of where the Denver multifamily market stands right now. Have questions about your portfolio? Reach Chris at chris@propertyllama.com. Watch the Youtube Video https://youtu.be/mOxV23KZKv4 Timestamps 00:00 — Denver multifamily market 2026: Back from Passive Pockets Summit — national trends meet local reality 02:03 — Why Denver multifamily (2-4 and 5+) is where Chris sees the real opportunity right now 03:02 — Q1 2026 Denver Metro data: rents back to 2021 levels, vacancy at 7.5%, concessions nearly double 06:33 — Denver multifamily price declines: down 15-50% across the metro, some areas have zero buyer activity 08:24 — Chris’s Denver 4-plex update and why small multifamily owners aren’t distressed 09:52 — Colorado multifamily recovery timeline and why legislation is pushing capital out of state 12:25 — Where Chris is putting new money: private lending and non-performing loans on Denver multifamily 13:10 — How NPL investing works and portfolio strategy options for Colorado real estate investors in 2026 Links in Podcast Marcus & Millichap Passive Pockets Property Llama

Seattle’s office vacancy rate is the worst in the nation at 33%, Q1 2026 report confirms. Secretary of War Pete Hegseth appeared before Congress to discuss the conflict in Iran today. Guest: Republican State Senator Drew MacEwen sounds off on one of the biggest credit agencies in the country giving Washington a bleak financial outlook. // Jay Inslee is lying about Washington’s emissions record — the numbers prove it. Should we be wary about putting more data centers on rural land? // A new study suggests that watching video videos of junk food can help fight cravings. Panera is receiving backlash from its employees over it’s new menu items. Bridal stores are requiring waivers because of weight loss drugs.

This past week, we've learned that NDP MP Alexandre Boulerice and Liberal MP Jonathan Wilkinson will be vacating their seats in the coming months. Nate Erskine-Smith is also promising to resign his seat once he makes his bid for the Ontario Liberal leadership (and a provincial nomination) official. These trio of byelections, whenever they are called, will prove to be stiff tests for Mark Carney, Pierre Poilievre and Avi Lewis.This week on The Numbers, we break down what will be at stake in these three contests and discuss how they might play out on the electoral calendar. We also look at new polls that suggest Doug Ford might be in trouble in Ontario, as well as some new voting and independence numbers out of Alberta. Then, we close with a Quiz submitted by one of our listeners.Looking for even more of The Numbers? If you join our Patreon and support this joint project of ours, you'll get ad-free episodes every week, bonus episodes several times per month and access to our lively Discord. Join here! https://thenumberspod.ca/The bonus episodes are also available via an Apple Podcasts subscription.You can watch this episode on YouTube. Hosted on Acast. See acast.com/privacy for more information.

Forty-six showings and only two offers tells you more about the market than any headline. We break down what we're seeing as agents and investors right now: houses can still move fast, but only when they're priced for reality, renovated the right way, and positioned to win in that first window before a listing goes stale. Then we get honest about rentals. Vacancies are up, applications are weaker, and it can be smarter to hold a unit empty than rush into a bad tenant and end up evicting after a fresh turnover. We zoom out to the bigger money picture too: gas prices, war uncertainty, stock market swings, and why having an advisor or coach can matter when your risk profile, taxes, and timeline all change the “right” move. We cap it off with a fun shift into endurance mode as Nick signs up for an Ironman 70.3, including pacing goals, bike wattage, and the unglamorous truth about nutrition and sodium when cramps hit. 

There are six NFL teams who are yet to pencil in a starting QB for 2026. On today's "Monday Morning GM" show, we break them all down. Should Tua start over Penix? Should the Raiders sign Cousins? Should the Steelers bring back Rodgers? Lots to unpack. Learn more about your ad choices. Visit megaphone.fm/adchoices

Home Forward, the housing authority for Portland and Multnomah County, is the largest provider of affordable housing in the state. Reporting from Willamette Week has found that the agency has an unusually high vacancy rate and takes, on average, half a year to fill vacant units at some of its properties. The lack of rental revenue from empty units is making it difficult for the agency to pay off its debts. Sophie Peel is a reporter for Willamette Week covering Portland City Hall and neighborhoods. She joins us with more details about her investigation into Home Forward.

In Hour 3 of the show the guys go over the remaining two coaching vacancies with the Raiders and Cardinals and Klint Kubiak being a hot commodity in talks. Plus, we hear more on Drake Maye's shoulder, a return of LaReina's Leftovers, and more!See omnystudio.com/listener for privacy information.

A great 4 hours covering the breaking news of yesterday!

Hour 3: NFL Head Coach Vacancies, Chiefs Off-Season Priorities, Bill Belichick HoF full 2841 Wed, 28 Jan 2026 15:49:11 +0000 9gPQSN5LETUAaNUUDlQY95mYpuB0XDk5 nfl,mlb,kansas city chiefs,kansas city royals,sports Fescoe & Dusty nfl,mlb,kansas city chiefs,kansas city royals,sports Hour 3: NFL Head Coach Vacancies, Chiefs Off-Season Priorities, Bill Belichick HoF Fescoe in the Morning. One guy is a KU grad.   The other is on the KU football broadcast team,  but their loyalty doesn't stop there as these guys  are huge fans of Kansas City sports and the people  of Kansas City who make it the great city it is.   Start your morning with us at 5:58am!   2024 © 2021 Audacy, Inc. Sports False https://pl

Hour 4: Royals Stadium Talk, Head Coaching Vacancies and Browns Have a Head Coach Now full 2840 Wed, 28 Jan 2026 15:59:13 +0000 OL3w3PeRxS7x7aXvTYr69J2TZqNVqFse nfl,kansas city chiefs,sports Fescoe & Dusty nfl,kansas city chiefs,sports Hour 4: Royals Stadium Talk, Head Coaching Vacancies and Browns Have a Head Coach Now Fescoe in the Morning. One guy is a KU grad.   The other is on the KU football broadcast team,  but their loyalty doesn't stop there as these guys  are huge fans of Kansas City sports and the people  of Kansas City who make it the great city it is.   Start your morning with us at 5:58am!   2024 © 2021 Audacy, Inc. Sports False https:/

"The back of the Will County property tax bills will include a warning to get ‘same day' or ‘manual' postmarks if sending payments on or near the due dates. I'm predicting more than usual payments considered ‘late' due to the change."Become a supporter of this podcast: https://www.spreaker.com/podcast/shaw-local-s-bears-insider-podcast--3098936/support.

The Offseason Team Previews from free agency, team need scores, and highlight statistics from the 2025 season. In this episode, the Pittsburgh Steelers. Get 400+ premium podcasts by signing up at www.UTHDynasty.com as a General Manager PLUS subscriber. Also, get access to exclusive shows and deep data dive content from Chad Parsons (and a VIP Chat with the best dynasty owners on the planet) by signing up as an All-Pro at www.Patreon.com/UTH. Thanks for listening, and keep building those dynasties! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

It's time for the Friday night tap-in with your favorite Homies Tate, Pay & B-Dirt. On tonight's show we'll breakdown each of the NFL Divisional Round Playoff Matchups and talk about the state of the AFC North coaching searches as the Steelers join the party after coach Mike Tomlin stepped down earlier this week after 19 years on the job. Plus, John Harbaugh is heading to NYC to coach the Giants. Hang with the Homies and get caught up on the NFL. Learn more about your ad choices. Visit megaphone.fm/adchoices

Hour Two of the Good Morning Football Podcast begins with a look at the head coaching vacancies around the NFL. Hosts Jamie Erdahl, Kyle Brandt, Manti Te'o, and Mike Garafolo are joined by HOF Champ Bailey and he talks about his #1 seed Denver Broncos. See omnystudio.com/listener for privacy information.

(0:00) Paul Perillo of Patriots.com joins the show and opens the hour breaking down the Patriots Wild Card Weekend win over the Los Angeles Chargers. (8:56) Thoughts on what Mike Vrabel and DeMeco Ryans have had to say about their opponents this week. Plus, Patriots callers with Perillo. (22:42) Paul gives his thoughts on the Coaching Vacancies from around the NFL. (30:01) What did Bill Belichick have to say about the Patriots win over the Chargers? Plus, final thoughts from Bedard ahead of Sunday's matchup with the Texans. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Hour Two of the Good Morning Football Podcast begins with a look at the head coaching vacancies around the NFL. Hosts Jamie Erdahl, Kyle Brandt, Manti Te'o, and Mike Garafolo are joined by HOF Champ Bailey and he talks about his #1 seed Denver Broncos. See omnystudio.com/listener for privacy information.

1.14.26 Hour 1 1:00- The Washington Nationals are officially leaving MASN, and partnering with MLB for their broadcast. 21:00- We go over the top NFL head coaching vacancies in the NFL.

We go over the top NFL head coaching vacancies in the NFL.

(00:00) Zolak & Bertrand are joined by ESPN's Mike Reiss - live from Gillette Stadium - as he offers his Big 3 Takeaways from Sunday Night's game between the Chargers and Patriots. (11:27) The guys get on Mike Vrabel's decision not to go for a 2-point conversion after scoring a TD to put the Patriots up by 12 points. The guys question Jim Harbaugh's decision not to go for a Field Goal attempt deep in the red zone.(24:04) The crew go to the listeners calling in to speak with Reiss. Will Josh McDaniels be fielding any head coaching job offers?(31:51) Zolak loses control of his bowels before the guys close out the last segment of Mike Reiss with the callers.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Daniel Jeremiah, Bucky Brooks, and Rhett Lewis break down the College Football Playoff Semifinals, previewing #5 Oregon vs. #1 Indiana in the Peach Bowl and #10 Miami vs. #6 Ole Miss in the Fiesta Bowl. DJ and Bucky give Rhett his flowers after his win in the 2025 Rookie Draft (14:23). Finally, the crew dive into the latest coaching vacancies across the league and examine the ripple effects of the Ravens and Dolphins parting ways with John Harbaugh and Mike McDaniel. (16:45) Move the Sticks is a part of the NFL Podcasts Network. NOTE: Timecodes approximateSee omnystudio.com/listener for privacy information.

Daniel Jeremiah, Bucky Brooks, and Rhett Lewis break down the College Football Playoff Semifinals, previewing #5 Oregon vs. #1 Indiana in the Peach Bowl and #10 Miami vs. #6 Ole Miss in the Fiesta Bowl. DJ and Bucky give Rhett his flowers after his win in the 2025 Rookie Draft (14:23). Finally, the crew dive into the latest coaching vacancies across the league and examine the ripple effects of the Ravens and Dolphins parting ways with John Harbaugh and Mike McDaniel. (16:45) Move the Sticks is a part of the NFL Podcasts Network. NOTE: Timecodes approximateSee omnystudio.com/listener for privacy information.

(3:30) – Impressions of Russell Wilson claiming he tore his hamstring prior to Week 2 game at Cowboys(8:00) – Giants: Team retains GM Joe Shoen as they explore Brian Daboll replacements(21:50) – Falcons: Matt Ryan enlisted in search of Raheem Morris' successor(31:00) – Raiders: Tom Brady spearheads hunt for second head coach in as many seasons(38:35) – Titans: Pros and Cons for next-in-line after Brian Callahan(45:15) – Browns: Can franchise rightfully fill Kevin Stefanski's shoes?(48:25) – Cardinals: Potential Jonathan Gannon replacements(52:15) – Why Klint Kubiak should be the top head coaching candidate on the market**Audio Courtesy of Raider Nation Radio & ESPN 850 Cleveland Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Papa & Silver Hour 3: The Greg's break down the Head Coach vacancies in the NFL, are joined by Todd Husak, and later discuss Snoop Dogg as an analyst on the Warriors game against the Clippers on Peacock See omnystudio.com/listener for privacy information.

In this episode of the Smart Real Estate Coach Podcast, I'm finally pulling back the curtain on how we insure our own portfolio. For about 12 years, my family and I have insured all of our non-owner-occupied, investment properties through National Real Estate Insurance Group (NREIG), whether it's buy-and-hold rentals, multifamily, or creative subject-to deals.   I'm joined by Seth Markum, Executive VP of Sales at NREIG, with 20+ years in property and casualty insurance and a background in building one of the first national online commercial P&C agencies. We break down landlord insurance vs. homeowners insurance, why rental properties are treated as commercial exposure, and how NREIG structures real estate investor insurance across single-family, multifamily, short-term rentals, mobile homes, land, and creative strategies even if you're using multiple LLCs in multiple states.   Seth also walks you through their monthly reporting program, how one flexible policy can follow a property from occupied to vacant to renovation without gaps in coverage, and how they handle subject-to insurance the right way.   If you've ever wondered how to properly insure your rental properties and real estate investments, this episode will show you exactly what to ask for and how to get a proposal from NREIG.   Key Talking Points of the Episode: 00:00 Introduction 01:11 Who is Seth Markum? 03:19 Landlord vs. homeowner policies (and why homeowners "never works") 04:18 One company vs. multiple niches: why customization matters 05:08 No one-size-fits-all: mix forms, deductibles & locations 06:21 What makes NREIG different from other insurance companies 08:19 Why you don't want "agent Bob on the corner" for creative deals 09:01 Making insurance simple for real estate investors 10:02 Dealing with vacancies and fix and flips with NREIG 11:21 How to get a proposal from NREIG 13:10 The importance of understanding the kind of insurance you have   Quotables   "If you're not getting a customized policy… that may not be the scenario that you want to entertain."    "All phases of occupancy are contemplated on our single policy form."   "If you just want something that's going to be all encompassing, no matter what your strategy is, this is going to be the best solution for you."   Links   NREIG https://nreig.com/ sales@nreig.com   QLS 4.0 - Use coupon code for 50% off https://smartrealestatecoach.com/qls Coupon code: pod   Apprentice Program https://3paydaysapprentice.com Coupon code: Podcast   Masterclass https://smartrealestatecoach.com/masterspodcast   3 Paydays Books https://3paydaysbooks.com/podcast   Strategy Session https://smartrealestatecoach.com/actionpodcast   Partners https://smartrealestatecoach.com/podcastresources

Local business leaders and elected officials are already pushing back against a potential payroll tax in Washington. The ‘South Hill Rapist’ Kevin Coe has died of natural causes and the only tragedy is that he died outside of prison. An elderly grandmother in Seattle has spoken out about the altercation she had with a robber who bit her finger off. // A former MSNBC host went on a nasty tirade against Hispanic ICE agents. // Seattle has the biggest decline in rent for office space because there are so many vacancies.

Eddie jumps in on parenting after Bobby asks him a question on being selfless vs selfish, and what he should do in this scenario. Plus, Bobby has a PSA for all Arkansas fans, and reveals an unexpected candidate for Arkansas’s next head coach, according to his sources that leaves Eddie and Kickoff Kevin in shock! Then CBS Sports' Brandon Marcello maps the national carousel—“best case” targets schools are chasing, realistic fallbacks if those miss, and which jobs are likely to move first. Download the DraftKings Sportsbook App today: https://dkng.co/bobbysports If you or someone you know has a gambling problem, crisis counseling and referral services can be accessed by calling 1-800-GAMBLER (1-800-426-2537) (IL/IN/MI/NJ/PA/WV/WY), 1-800-NEXT STEP (AZ), 1-800-522-4700 (CO/NH), 888-789-7777/visit http://ccpg.org/chat (CT), 1-800-BETS OFF (IA), 1-877-770-STOP (7867) (LA), 877-8-HOPENY/text HOPENY (467369) (NY), visit OPGR.org (OR), call/text TN REDLINE 1-800-889-9789 (TN), or 1-888-532-3500 (VA). 21+ (18+ WY). Physically present in AZ/CO/CT/IL/IN/IA/LA/MI/NJ/ NY/PA/TN/VA/WV/WY only. N/A in NH/OR/ON. New customers only. Valid 1 per new customer. Min. $5 deposit. Min $5 wager. $200 issued as eight (8) $25 free bets. Ends 9/19/22. See http://draftkings.com/sportsbook for details. Follow the Show: @BobbyBonesSports Follow the Crew: @MrBobbyBones @ProducerEddie @KickoffKevin @MikeDeestro @BrandonRayMusic See omnystudio.com/listener for privacy information.