Podcasts about Hiring

At 22, Brendan Foody is both the youngest Conversations with Tyler guest ever and the youngest unicorn founder on record. His company Mercor hires the experts who train frontier AI models—from poets grading verse to economists building evaluation frameworks—and has become one of the fastest-growing startups in history. Tyler and Brendan discuss why Mercor pays poets $150 an hour, why AI labs need rubrics more than raw text, whether we should enshrine the aesthetic standards of past eras rather than current ones, how quickly models are improving at economically valuable tasks, how long until AI can stump Cass Sunstein, the coming shift toward knowledge workers building RL environments instead of doing repetitive analysis, how to interview without falling for vibes, why nepotism might make a comeback as AI optimizes everyone's cover letters, scaling the Thiel Fellowship 100,000X, what his 8th-grade donut empire taught him about driving out competition, the link between dyslexia and entrepreneurship, dining out and dating in San Francisco, Mercor's next steps, and more. Read a full transcript enhanced with helpful links, or watch the full video on the new dedicated Conversations with Tyler channel. Recorded October 16th, 2025. Other ways to connect Follow us on X and Instagram Follow Tyler on X Follow Brendan on X Sign up for our newsletter Join our Discord Email us: cowenconvos@mercatus.gmu.edu Learn more about Conversations with Tyler and other Mercatus Center podcasts here. Timestamps 00:00:00 - Hiring poets to teach AI 00:05:29 - Measuring real-world AI progress  00:13:25 - Why rubrics are the new oil  00:18:44 - Enshrining taste in LLMs 00:22:38 - Turning society into one giant RL machine 00:26:37 - When AI will stump experts 00:30:46 - AI and employment 00:35:05 - Why vibes-based hiring fails 00:39:55 - Solving labor market matching problems  00:45:01 - Scaling the Thiel Fellowship  00:48:11 - A hypothetical gap year 00:50:31 - Donuts, debates, and dyslexia 00:56:15 - Dating and dining out 00:59:01 - Mercor's next steps

The Yaron Brook Show

When clients feel understood, everything gets easier. When they don't, even the best advice falls flat. In this solo episode, I break down three lessons we can borrow from good doctors that make a huge difference in your meetings as an advisor.Just like in medicine, the best advisors don't rush to solutions. They slow down, ask better questions, and explain things in a way people can actually follow. I'll walk through why diagnosing before you prescribe matters, how your “bedside manner” shows up in financial conversations, and why a real plan is something you build with clients over time—not something you hand them once and hope for the best.If you've ever left a meeting thinking, “I know I gave them good advice, so why didn't it land?” these three simple ideas will help you connect better, simplify your process, and create a better experience for every person you serve.3 of the biggest insights from Brad Johnson…1.) Diagnose Before You PrescribeClients don't want another advisor pushing their “favorite product.” They want someone who seeks to understand—who asks layered questions, listens deeply, and helps both spouses feel heard. This is the foundation of trust and the secret behind higher conversions.2.) Simplify the Complex with Better Bedside MannerPlanning jargon and 80-page printouts don't impress clients—they overwhelm them. The advisors who win are the ones who translate complexity into simple, relatable frameworks and make clients feel comfortable, safe, and cared for.3.) Build a Planning Journey, Not a One-Time PlanDelivering a plan is not the finish line, it's the starting line. When you walk clients through decisions one step at a time and commit to ongoing planning, you avoid overwhelm, deepen your relationship, and increase lifetime value.SHOW NOTEShttps://bradleyjohnson.com/150FOLLOW BRAD JOHNSON ON SOCIALXInstagramLinkedInFOLLOW DBDL ON SOCIAL:YouTubeTwitterInstagramLinkedInFacebookDISCLOSURE DBDL podcast episode conversations are intended to provide financial advisors with ideas, strategies, concepts and tools that could be incorporated into their business and their life. No statements made in the episode are offered as, and shall not constitute financial, investment, tax or legal advice. Financial professionals are responsible for ensuring implementation of anything discussed related to business is done so in accordance with any and all regulatory, compliance responsibilities and obligations. The Triad member statements reflect their own experience which may not be representative of all Triad Member experiences, and their appearances were not paid for. Triad Wealth Partners, LLC is an SEC Registered Investment Adviser. Please visit Triadwealthpartners.com for more information. Triad Wealth Partners, LLC and Triad Partners, LLC are affiliated companies. TP12254981392See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In hour three, what the hell happened to the Heat last night? Solana wants Spo to adjust the offense for Bam. Are the Dolphins balancing the GM search, McDaniel and Harbaugh properly? Plus, Don Bailey Jr delivers the key to Miami beating Ole Miss tomorrow.

The fastest way to kill momentum in business is scaling before you are ready. We learned that the hard way. For a long time, we thought growth meant doing more. Hiring faster. Adding systems. Spending money to buy speed. What we didn't realize was that piling more on top of a shaky foundation doesn't create momentum. It quietly bleeds it. This episode is a candid look back at what the past year actually taught us. Not the highlight reel, but the moments where things felt like they were moving forward until the numbers told a different story. We talk about where we scaled too early, the investments that didn't pay off, and how chasing growth almost cost us focus, profit, and clarity. We also break down what changed everything. Slowing down. Cutting complexity. Doubling down on what was already working instead of chasing the next shiny tactic. The real unlock wasn't more effort. It was better decisions. You'll hear how we're thinking about money, time, and energy heading into 2026, the filters we're using before making new investments, and how simplifying the business has created more leverage than any new system ever did. If you're building a business, investing in real estate, or trying to scale anything while juggling real life, this episode will help you spot where momentum leaks actually come from and how to fix them before they get expensive. Book your call with Neo Home Loanshttps://www.neoentrepreneurhomeloans.com/wealthjuice/ Book your mentorship discovery call with Cory RESOURCES

In this candid and powerful conversation, Michael Grandjean joins Dwayne Kerrigan to share the real story behind his rise, collapse, and rebuilding as an entrepreneur who led with heart—and paid a steep price for it.From early service as a volunteer firefighter and Navy corpsman to building a $25M remediation company, Michael reflects on the leadership blind spots that quietly dismantled his business: avoiding confrontation, ignoring early warning signs, and letting emotion override structure and accountability.He opens up about losing everything, the humility required to face hard truths, and the moment that changed his trajectory—the realization that even at checkmate, the king still has one more move. This episode is a raw masterclass in leadership self-awareness, responsibility, and what it truly takes to rebuild when everything falls apart.Episode Highlights:01:15 — Dwayne introduces Michael and some of his background03:00 — Framing the conversation: collapse, comeback, and leadership through adversity05:00 — Early life experiences that shaped Michael's instinct to serve and protect others08:00 — How learning-by-doing in the military built confidence, skill, and leadership12:00 — The missed Naval Academy opportunity and how a single point changed his life path16:00 — Discovering the root of his need to “fix everything” through early childhood memory20:00 — How that identity became both a leadership strength and a business liability24:00 — From couch-surfing to starting his first company with borrowed money28:00 — Explosive growth: scaling from zero to $25M and building teams that drove success35:00 — Hiring high-accountability leaders and why standards matter more than likability42:00 — The beginning of complacency and losing focus after reaching the “top”48:00 — Major projects fail, millions lost, and the cost of avoiding confrontation55:00 — Hard truths: personal blind spots, delayed decisions, and leadership responsibility01:05:00 — The emotional bottom, rebuilding identity, and the realization that “the king still has one more move”01:20:00 — Final reflections on honesty, courage, accountability, and choosing to move forwardKey Takeaways:Leading with heart is powerful, but without boundaries it becomes expensive.Relationships, not brands, carry small and mid-sized businesses.SOPs, structure, and accountability protect leaders from their blind spots.Complacency quietly erodes even successful companies.Leaders must be honest with themselves before they can fix anything else.Even at your lowest point, you still have one more move.Resources Mentioned:Checkmate: https://www.facebook.com/reel/1365025640684229 Tony Robbins – Date With DestinyAwaken the Giant Within (Tony Robbins)MastermindNotable Quotes:“The king still has one more move” - Michael Grandjean

The resume has been broken for 200 years. AI just made it worse. I sat down with Matt Alder—25 years in talent acquisition, 11 years hosting The Recruiting Future Podcast. He didn't sugarcoat it. Here's what we unpacked: Resumes and interviews are the

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Do you feel constantly worried about shrinking organic visibility, heavier ad pressure, and constant change? Running an agency has never been a straight line. Platforms change, algorithms shift, and what worked five years ago can quietly stop working overnight. Organic visibility is shrinking, ads are getting more expensive, and uncertainty feels constant. Today's featured guest knows that reality and will share her journey from agency employee to founder of a 43-person local SEO agency, along with her honest perspective on Google, AI, remote teams, and why growing bigger can actually create more freedom and impact when done for the right reasons. Joy Hawkins is the founder and owner of Sterling Sky, a specialized local SEO agency focused on helping businesses rank on Google Maps and local search results. She has been working in the SEO industry since 2006 and is widely known for her deep understanding of how Google's algorithm works, especially in local search. Sterling Sky is a fully remote agency with team members spread across Canada and the United States. What started as a small consulting experiment has grown into a 43-person team over eight years. In this episode, we'll discuss: Google, AI, and the future of local SEO Why SEO agencies must diversify to survive Building a fully remote team. Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design, and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. From Agency Employee to Founder of a Local SEO Agency After more than a decade inside agencies, Joy realized she was more interested in how systems worked than in selling them. When disagreements about services and sales responsibilities reached a breaking point, she decided to try consulting (fully prepared to dip into savings and return to a job if needed). Clients came faster than expected. Eight years later, that experiment has grown into a 43-person remote agency. Google, AI, and the Future of Local SEO One of the biggest challenges Joy sees in the industry right now is the pace of change inside Google's ecosystem. Features are constantly being swapped out, organic real estate is shrinking, and small businesses are feeling the impact more than ever. While agencies can usually adapt, clients often struggle because Google still represents such a large percentage of their lead flow. A major concern Joy sees is how Google is pushing more ads and limiting organic exposure, especially in local results. On mobile devices, users are now seeing local service ads dominate the top of the screen, followed by AI-driven local results that are shrinking from three listings down to one in some cases. For businesses that used to rely on being second or third in the map pack, this shift can mean a dramatic drop in calls almost overnight. Despite the fear around AI, Joy does not believe Google is going anywhere. As she points out, Google's real advantage is data. Reviews, location history, calls, visits, and behavior all live inside Google Maps. That depth of information is something other platforms struggle to match. Local SEO is still viable, but it is no longer free traffic in the way many business owners became used to. The bigger lesson is not about Google itself, but about dependency. When an agency or a business relies too heavily on one channel, any change can feel catastrophic. The agencies that struggle the most right now tend to be those built around rigid, cookie-cutter systems that cannot flex with the landscape. Why SEO Agencies Must Diversify to Survive Agency owners who want time to adapt should keep in mind it's always better to have an outbound strategy, an inbound strategy, and partnerships that you can rely on. If all your business comes from one channel and that channel changes, you are forced into reaction mode. The opportunity here is for agencies to guide clients toward broader strategies. That might include paid ads, partnerships, or even old school tactics like direct mail and local sponsorships. The exact tactic matters less than the mindset. Businesses need multiple levers to pull so they are not held hostage by one platform's decisions. For instance, right now everyone's scrambling to adopt AI in their processes, services, and more. But you should also try to understand the economics behind AI and advertising. The massive data centers, energy consumption, and infrastructure costs mean that today's low prices will not last forever. Platforms are investing heavily now with the expectation that monetization will follow. For agency owners, this reinforces the importance of pricing correctly, setting expectations with clients, and building offers that account for rising costs and shrinking organic margins. Building a Fully Remote Agency Joy's agency started more as a practical decision than a remote-first experiment. After years of working from home she saw no reason to take on the overhead of an office. The cost savings mattered early on, but the flexibility mattered even more. Without a commute, Joy could better balance work and family life. That same benefit extended to her team. Many of her early hires were former coworkers from an agency that later shut down, people she already trusted and respected. Since they were geographically spread out, an office would have created unnecessary friction. Expanding into the United States was also a strategic move. Joy wanted access to a larger talent pool so she could be extremely selective about who she hired. Being remote made it possible to hire people who were already passionate about local SEO instead of settling for whoever happened to live nearby. Culture, Connection, and Team Building at Scale One of the risks of running a remote agency is losing human connection. Joy is very intentional about avoiding that. While informal meetups happen more often in Canada, the entire team gets together once a year for an in person retreat. The goal of these retreats is mostly relationship building. Joy genuinely likes the people she works with and considers many of them friends. She believes that strong relationships create trust, better communication, and a healthier work environment overall. Joy sees firsthand how flexible work, reasonable boundaries, and a supportive environment can be life changing for employees who came from toxic workplaces. That impact has become a meaningful part of why she continues to grow the agency. Why Scaling the Agency Became a Mission When she first started her agency, Joy wanted a small team. Ten people or fewer. Highly experienced. Minimal management. That vision changed a few years in, and the reason surprised her. Around two years in, her agency began supporting a charity in Uganda, and the more she built that relationship, the more Joy saw how far a single dollar could stretch there compared to North America. Visiting in person made the impact real. She realized that by growing the agency, she could dramatically increase the good they could do through that partnership. The same realization applied to her team. As the agency grew, Joy saw how stable, flexible work improved her employees' lives. That sense of responsibility and opportunity shifted her perspective as she figured out her purpose. Now growth was no longer about ego or scale for its own sake. It became a way to create more impact both inside and outside the business. Leadership, Delegation, and Hiring for Your Weaknesses Agency owners who wish to keep their businesses small are often thinking about the nightmare that running a big agency can be. They imagine that the headaches they deal with at ten employees will just double if the team doubles. However, this was never the case for Joy. When she thinks about overworking she thinks about her time working for others. This is probably because Joy has always been very clear about what she does not enjoy. Accounting, taxes, and people management are high on the list, and instead of forcing herself to become good at everything, she hired people who genuinely enjoy those areas. A strong accountant removed massive mental load early on and hiring leadership team members who thrive on managing people allowed Joy to focus on strategy and innovation. She believes this is one of the biggest unlocks for agency owners who feel trapped. Delegation is not about offloading busywork. It is about trusting capable people to own outcomes. Joy prefers hiring experienced professionals over entry level talent because she does not want to micromanage. Her expectations are high, but so is her respect for her team's autonomy. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

Highlights from their conversation include:CCR's Background and Journey to FleetPulse (0:41)FleetPulse Overview (1:19)Trailer Telematics Industry Primer (4:41)Technological Advancements in Trailers (5:10)The Rise of Cargo Theft (7:50)Understanding Trailer Neglect (8:18)Impact of Cargo Theft Trends (10:07)Value of Smart Trailers (12:31)Case Study on FleetPulse Benefits (14:48)  Safety Concerns in US-Mexico Trade (18:07)Establishing a Startup Culture (23:15)Investor Expectations in Industrial Tech (26:07)Hiring at Fleet Pulse (29:13)Supply Chain Prediction for 2025 (30:11)Coaching and Mentoring Approach and Final Thoughts (30:55)Dynamo is a VC firm led by supply chain and mobility specialists that focus on seed-stage, enterprise startups.Find out more at: https://www.dynamo.vc/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of Wine After Work, Bryce sits down with Adam Jackson, CEO and founder of Braintrust, the world's largest user-owned talent network and the company behind Braintrust AIR, the first end-to-end AI recruiting platform built to benefit both companies and talent. Adam shares his entrepreneurial journey—from founding telemedicine giant Doctor on Demand to building Braintrust—and unpacks how AI is fundamentally changing hiring. We dive into what Braintrust AIR actually does, why now is the moment for AI in recruiting, and how technology can finally make hiring faster, fairer, and more human. Plus, we talk misconceptions around AI, how leaders should approach change, and Adam's unexpected creative outlet: running a wine label called Asymmetric. If you're curious about the future of recruiting, talent acquisition, or how AI can work with people instead of replacing them, this episode is a must-listen. What we cover: Adam's career journey and the origin story of Braintrust The vision behind a user-owned talent network What Braintrust AIR is and how it reduces time-to-hire from months to days How AI can improve outcomes for hiring managers and job seekers Common myths about AI in recruiting (and what's actually true) How to lead through technological change Entrepreneurship, creativity, and wine

What if the biggest mistake franchise founders make isn't moving too fast but hiring for the company they have today instead of the one they're building?Shelly Sun Berkowitz knows what it takes to scale with intention. What started as a deeply personal response to her grandmother's need for better home care grew into BrightStar Care, a national brand with more than 400 locations and $750 million in systemwide revenue. Along the way, Shelly made decisions that prioritized culture, leadership, and long-term vision, even when growth demanded uncomfortable change.In this episode, Shelly breaks down the disciplines required to scale a franchise the right way. From documenting every process and selecting franchisees with care to rebuilding leadership teams as the business evolves, she shares why growth without alignment eventually costs more than it creates. She also shares how franchisee selection, including what she watches for long before contracts are signed, plays a critical role in protecting culture at scale. As well as how EOS became a turning point for BrightStar, creating clarity, accountability, and shared language across the system.The conversation also goes beyond strategy into the realities founders don't always talk about such as burnout, succession planning, and the emotional weight of stepping away from the company you built. Shelly shares candid lessons learned from transitioning out of the CEO role and what she wishes she had done differently and why she created Founder2Founder to support founders through growth, transition, and legacy decisions.So, if you're building a franchise and want to scale without sacrificing culture, clarity, or control, this episode will challenge how you think about leadership and who you need on your team next.Connect with ShellyFounder2Founder: https://founder2founder.com/LinkedIn: https://www.linkedin.com/in/shellysunberkowitz/BrightStar Care: https://www.brightstarcare.com/Grow Smart, Risk Less: https://www.amazon.com/Grow-Smart-Risk-Less-Low-Capital/dp/1608322025Episode Highlights:The personal moment that inspired BrightStar CareScaling a franchise without sacrificing cultureHiring leaders for where the business is headedWhy the first 10 franchisees matter mostThe “no jerk rule” in franchise selectionHow EOS aligned leadership and growthFounder burnout and succession planningLessons learned from stepping away as CEOConnect with Tracy Personal LinkedIn: https://www.linkedin.com/in/tracy-panase/ JBF LinkedIn - https://www.linkedin.com/company/jbfsale JBF Franchise System - https://jbfsalefranchise.com/ Email: podcast@jbfsale.com Connect with Shannon Personal LinkedIn - https://www.linkedin.com/in/shannonwilburn/ JBF LinkedIn - https://www.linkedin.com/company/jbfsale Website - https://shineexecutivecoaching.com/ Email - shannon@shineexecutivecoaching.com

What does it actually look like to build a group practice in just two hours a week? How do you set fair pay and hiring systems before your practice even […] The post Building Great Lakes Online Counseling: Fair Pay, Smart Hiring, and AI-Driven Decisions | POP 1325 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

Steve Deace celebrates Michigan landing Hall of Fame-bound Kyle Whittingham as the 22nd head coach, calling it a cosmic upgrade over the previous staff and a perfect fit for Michigan's culture. Mark Rogers joins to discuss Whittingham's Urban Meyer connection, the immediate recruiting momentum, and why this hire erases the drama of the past two years.

If you're planning a trip to Ireland in 2026 these tips will make planning smoother, help you avoid crowds, and maybe even save you a bit of money. Probably the most important tips are when NOT to be in Dublin, but there are some updates to European entry & exit systems that you need to know, as well as really important advice for 2027. Jody Halsted – Ireland Family Vacations and the Traveling in Ireland podcast In case you're wondering why you would want to get your Ireland travel advice from me… My name is Jody Halsted, and I am an Ireland travel advisor. I have been traveling to and through Ireland for over 23 years (!!), publish Ireland Family Vacations, host the Traveling in Ireland podcast, assist hundreds of travelers with their Ireland vacations each year and, occasionally, I also host small group tours through Ireland (I have 2 this spring so you can look forward to some live from Ireland episodes in April and May). That's a lot! But Ireland travel is my passion; and my goal -100% – is to help you have an amazing Ireland vacation. And I have quite a few ways to do that. My website, Ireland Family Vacations, is a complete resource for Ireland vacation planning – filled with information on what to do & see as well as handy tips for planning your trip and free itineraries to get your plans in motion quickly. (Don't let the name fool you! I travel through Ireland solo, with my husband, with my family, and hosting small group tours. Whatever your group size or dynamic I am able to assist!) My itinerary personalization, vacation coaching, and custom itinerary creation services help you maximize your Ireland experience, and my small group guided tours are designed to not only deliver the ‘authentic' Ireland of your dreams but also introduce you to the people and hidden places that make the country so very magical. If you love the process of planning your trip the Ireland Travel Compass walks you step-by-step through my expert process, from when to visit and how long the perfect vacation lasts, to what to see, where to stay, and even what to eat. It's basically my entire Ireland vacation planning brain laid out. On a more personal note, I have 2 daughters, now in college, who have been traveling through Ireland with me since before they could toddle and one very supportive husband (who loves it when I plan other people's vacations because it means I'm not planning my own). At Malahide Castle (It's probably time to get new family photos done)By Aoife for Flytographer; Dublin, Ireland. All rights reserved. Now that you know all about me, let's jump into what you need to know as you consider planning an Ireland vacation in 2026! This article is based on Traveling in Ireland podcast episode 320. Use the player below to listen or scroll to continue reading the article and get resource links. 2026 Ireland Travel Tips You Need Ireland Travel Rules & Regulations There are currently no restrictions in place for North Americans traveling to Ireland.Ireland travel restrictions and other requirement are found here. In Case of Cancellation Read and understand cancellation policies on everything from flights and transportation to tours and accommodations before booking. If booking with a credit card be aware of the cancellation coverage you may have with that card. I highly recommend purchasing travel insurance if you book tickets our tours that don't allow 100% refund if cancelled. And always if you are booking a tour package (and not necessarily the one the company offers). 2026 Looks like Another Busy Year from Travel to Ireland from North America Irish tourism numbers showed that tourism from Europe into Ireland was down, but numbers from North America remained steady. From my perspective things are already looking busy, especially in the months of May, late August, and September. (The shoulder season is the new high season.) More Direct Flights to Ireland in 2026 Aer Lingus, Ireland's flagship airline is adding 2 new US routes in 2026, bringing the total to 18 routes from Dublin!This is important because Aer Lingus is considered a ‘budget' carrier. And when budget carriers enter a market, US based airlines will drop rates to compete.

This is Episode 1 of ReDream Education… and this is only the beginning. I created this first episode to speak directly to the three groups who are shaping the future of learning: parents, teachers, and microschool founders. You are the ones living at the intersection of crisis and calling. You are the ones who feel the pressure, see the gaps, and know deep down that the current system isn't working. And whether you're listening from your classroom, your car, your kitchen, or your microschool-in-the-making, I know this truth: Something in your life is asking you for a new dream. A wiser dream. A ReDream. In this episode, I share my story — the journey from a dining room table microschool to building a multi-building campus, a nonprofit, the Bright Pathways program, and a national movement that supports educators and families across the country. But more importantly, I'm sharing why everything had to evolve. Because the world of education is changing rapidly. Parents are searching for options that honor their children's individuality. Teachers are longing for purpose, autonomy, and impact beyond standardized systems. Founders are stepping forward to build flexible, mastery-based, relationship-centered learning communities. The crisis is real. But so is the opportunity. This episode is where I lay the foundation for the entire movement: ⭐ Why education is in a breakdown—and why that breakdown is a doorway Parents are exhausted. Teachers are burnt out. Students are anxious, bored, or misunderstood. Communities are desperate for alternatives. The old blueprint no longer works. ⭐ Why YOU are part of the ReDream You're listening because some part of your life, your classroom, your child, or your calling is asking for something different. Something better. Something truer. A ReDream isn't about starting from scratch — it's about becoming who you were meant to be. ⭐ Why this movement exists ReDream Education is for: parents craving personalized learning teachers stepping into innovation founders designing micro-schools, pods, and hybrid models philanthropists wanting to invest in schools that actually work leaders ready to reshape the future of education This movement exists because our children deserve more than a system. They deserve a vision. ⭐ What listeners can expect from ReDream Education Every episode will give you: practical frameworks leadership development curriculum clarity founder strategy enrollment + marketing support personalized learning models neurodivergent + gifted pathways breakthrough stories from real schools the systems and soul work required to build something meaningful ⭐ The evolution of Microschool Masterminds In this new era, Microschool Masterminds becomes the home for founders nationwide — with weekly coaching, operations support, curriculum design tools, legal guidance, and the systems needed to start or scale a thriving microschool. ⭐ The calling forward If you are here, you are not meant to sit on the sidelines of education reform. You are meant to shape it. To build it. To redream it. This is Episode 1. And this is only the beginning. ----more---- Microschool Masterminds: skool.com/microschool-masterminds Every Thursday from 12-1 pm (EST), join Makenzie Oliver, microschool founder, VELA connector, and instructional coach, along with other founders, parents, and dreamers, as we connect, inspire, and progress through the challenges and celebrations of starting, running, and growing a microschool! When you join Microschool Masterminds for just $107/month, you get: Live Weekly Collaborative Sessions to Maintain Your Momentum and Create Community Instant Access to Over 150+ Resources on Marketing, Finances, Organization, Hiring, and More! The Key to the Mastermind Vault, with ALL of Our Recorded Presentations since April 2024 EXCLUSIVE Access To Mastermind-Only Discounted Items Microschool Masterminds is about collaboration and transformation – about helping you become a confident, empowered entrepreneur, ready to take on the world with friends to guide you along the way. Join us on this remarkable journey from overwhelm to success.   Facebook Group: facebook.com/groups/redreameducation If you're searching for a community because something in your life, your classroom, your family, your child, or your heart is asking for a new dream. A wiser dream. A ReDream. You belong in ReDream Education's Microschool Community (Facebook Group). We challenge the old models, rethink what learning can be, and build innovative pathways for children, families, and communities! Blog: redreameducation.com/blog It's time to take the light that's been dimmed, due to the overwhelming pressures, and spark a flame! Whether it's starting a homeschooling business, designing a microschool, or even becoming a traveling tutor...teacher friend...the options are here for you to stay in the teaching profession and do what you love.

January is one of the busiest and most misunderstood periods of the hiring year. Behind the scenes, companies are launching new initiatives, trying to staff teams faster than most job candidates realize, and, unfortunately for them, replacing unexpected employee departures.  Recruiters are active. Hiring managers are under pressure. Roles are opening that weren't planned just days earlier.  Today, I'm covering why January creates both urgency and opportunity for job seekers and how to work the right activities that'll give you a leg up on getting hired. If you'd like to build a great career and lead a rewarding life, check out some of these other places where I share my teachings: 1. Check out the milewalk Academy, my coaching and training site, for freemiums and premiums. 2. I have hundreds of educational and inspirational videos on my YouTube Channel. 3. Grab any of my four books related to career development, interviewing, hiring, and goal setting. All can be found on my Amazon Author Page. 4. Follow me on Instagram, LinkedIn, Twitter (X), TikTok, Threads, and Facebook. 5. Stay in touch with me in your email inbox by joining my newsletter here! --Andy

Building a Culture Where Customers and Employees Want to Stay   Shep interviews David Fuhr, Sweetwater's Chief Sales Officer. He talks about creating remarkable customer experiences through personalized service, passionate employees, and living the company's core values in every interaction.  This episode of Amazing Business Radio with Shep Hyken answers the following questions and more:    How does additional generosity impact customer loyalty?  Why is personalizing customer interactions important in today's business environment?  How does a company's culture influence its service and customer retention?  How can companies prevent recurring customer complaints based on feedback analysis?  Why should businesses focus on solving customer issues rather than just addressing problems?  Top Takeaways:    Additional generosity goes a long way in customer experience. It does not have to be expensive or flashy. When you add a small, unexpected touch to a customer interaction, you create a memorable moment. Any brand can show appreciation and stand out by doing a little more than expected. (Sweetwater includes a small bag of candy with every order. Sweet!)  Hiring employees who are truly passionate about what they do makes a big difference. If your team genuinely loves the industry they work in and believes in the products they sell, it shows in the way they interact with and help customers.  Match customers with employees who are genuinely interested in and knowledgeable about the products they sell. This builds trust by creating interactions in which the advice customers receive feels more valuable because it is personalized.   Training never stops. When hiring new employees, equip them with the knowledge they need to excel through immersive training. Once they are working with customers, empower them by providing continuous training that keeps everyone updated and motivated.   Listening to customer feedback leads to better service. Encouraging honest opinions, both good and bad, helps you find out what customers truly care about.  It's important to have a system for collecting this information and then actually acting on it.   Mistakes are learning opportunities. When something goes wrong, the real test is how a company reacts and focuses on "solving the customer,” not just the problem. Communicate with customers quickly, fix what went wrong, and then look deeper to stop the issue from happening to others.   Plus, Shep and David discuss Sweetwater's emphasis on company culture and community. Tune in!  Quote:   "Additional generosity means doing something a little unexpected for the customers. It is a way of saying thank you for thinking of us and giving us the opportunity to earn their business."  About:    David Fuhr is the Chief Sales Officer at Sweetwater, where he leads the company's renowned sales team. Since joining the company over five years ago, he has held key leadership positions, including SVP of Customer Experience, focusing on delivering the Sweetwater Difference for both customers and staff.  Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio.    Learn more about your ad choices. Visit megaphone.fm/adchoices

Meredith is having marriage issues after her husband flipped out over her suggesting a man nanny! Fred and the crew debate!See omnystudio.com/listener for privacy information.

If hiring feels impossible and retention feels fragile, you're not alone — and you're not crazy. In this episode of the Private Practice Owners Podcast, Nathan Shields and Adam Robin break down why recruiting is harder than ever right now, and why the real solution isn't “more applicants” — it's building a retention machine that compounds. Drawing directly from real-world clinic experience, Nathan shares how shifting focus from reactive hiring to intentional retention, leadership development, and new-grad pipelines allowed his organization to stabilize staffing, protect culture, and sleep better at night — even in one of the most competitive labor markets physical therapy has ever seen. Together, they unpack what practice owners must do as we head into 2026 to stop bleeding talent, stop overpaying for lateral hires, and start developing leaders from within. You'll learn:Why “hiring is impossible” is a signal to fix retention first — not panic recruitHow to identify and lock in your true A-players before competitors doThe exact conversations owners should be having with key team members to secure 12-month commitmentsWhy new grads are the most overlooked (and highest-upside) recruiting strategy right nowHow to turn student placements into long-term leaders inside your organizationWhat a real leadership development pathway looks like — from new grad → leader → clinic directorHow delegation, ownership, and development directly impact retention and recruiting outcomesThe mindset shifts owners must make to stop being the bottleneck and start building a scalable team If you're a clinic owner, hiring manager, or leader who feels stuck between burnout, turnover, and constant recruiting pressure, this episode will help you rethink how you build teams — and show you how to create a system where great people want to stay, grow, and recruit others for you.

Lance Reisland of Cleveland.com joins Afternoon Drive on The Fan. He talks about the Ravens firing John Harbaugh, other candidates for the Browns job, what Shedeur Sanders proved in his seven starts, and more.

What does it actually take to build a media and events business that survives multiple platform shifts, economic cycles, and industry hype waves?In this episode of Player Driven, Greg sits down with Chris James, CEO of Steel Media and the force behind Pocket Gamer and Pocket Gamer Connects, to break down two decades of hard-earned lessons at the intersection of games, media, business, and live events.Chris shares how Steel Media evolved from traditional games journalism into a global conference platform, why focus beats scale early, and why in-person connections still matter in a Zoom-first world. This conversation is packed with practical insights for founders, operators, and anyone building a long-term business in games or tech.Whether you are running a studio, launching a startup, or trying to scale a media brand, this episode cuts through hype and gets real about what actually works.Key Topics Covered• Building a focused media business instead of trying to do everything• The hardest moments of running a company and knowing when to cut losses• Why live events still drive trust and real business outcomes• Hiring decisions that unlock the next stage of growth• The long-term outlook for games despite short-term industry negativityKey Takeaways with Timestamps1) Focus beats ambition earlyTrying to be everything to everyone kills momentum. Sustainable growth starts with doing one or two things exceptionally well.⏱️ 00:00 – 02:452) Knowing when to shut things down mattersSunk cost fallacy is real. Closing projects, even good ones, is often the most responsible leadership decision.⏱️ 02:55 – 05:153) The games industry is bigger than the doom narrativeDespite layoffs and turbulence, gaming continues to grow as both a business and a creative medium.⏱️ 06:30 – 08:404) In-person events still create trust faster than digitalMeetings, shared spaces, and real conversations remain critical for deal-making and long-term relationships.⏱️ 11:00 – 15:305) Hiring should remove bottlenecks, not add comfortYour first hires should unlock growth by covering gaps, not cloning your own skill set.⏱️ 35:15 – 37:45If you care about the business of games, the future of media, and how to build something that lasts longer than the current hype cycle, this episode is for you.

Emily Kramer, founder of MKT1 and a longtime voice in modern B2B marketing, joins Ian Faison to unpack how AI is reshaping marketing teams, roles, and expectations.They explore Emily's concept of the “gen marketer”,  and why traditional silos and specialist-heavy teams struggle in today's high-velocity environment.Key TakeawaysMarketing teams need more generalists who can connect strategy, creativity, and distribution.Speed to execution matters more than perfect alignment across functions.Big marketing wins come from coordinated campaigns, not isolated tactics.AI increases the value of orchestration and taste, not specialization alone.Marketing leaders should think in portfolios of bets, not incremental activities. Quote“Every big initiative needs to have a chance to really win — not just deliver incremental results.”Episode Timestamps(03:51) What the “Gen Marketer” role actually means(10:04) Why speed matters more than perfect alignment(16:42) Escaping random acts of marketing with big bets(24:58) How CMOs should think like producers or VCs(31:37) When founder-led marketing works (and when it doesn't) SponsorPipeline Visionaries is brought to you by Qualified.com — the pipeline generation platform for revenue teams.Turn your website into a pipeline machine with PipelineAI. Engage and convert your most valuable visitors with live chat, chatbots, meeting scheduling, and intent data.Visit Qualified.com to learn more. LinksConnect with Ian on LinkedInConnect with Emily Kramer on LinkedInDear Marketers Podcast MKT1 UnboxingLearn more about MKT1Learn more about Caspian Studios Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

For years, business owners have been told to follow a familiar playbook when it comes to hiring: Take your time. Be selective. Hire slow, fire fast. But more and more owners are discovering that those rules don't fit the reality they're facing right now. This week, William Vanderbloemen says employers can no longer indulge the luxury of hiring slow. “The shortest sermon I've got,” says the former pastor, “is candidates are more fickle than ever, and owners need to realize that.” Paul Downs says he's trying to figure out what's gone wrong with his hiring process: Is it the way he uses Indeed? The way he approaches candidates? Or the differences between hiring white-collar and blue-collar employees? Jaci Russo believes companies should always be marketing their brand as an employer and always be on the lookout for good people—even when they're not actively hiring. Plus, in a wide-ranging, end-of-year discussion recorded in December, the three owners talk about whether they hit their numbers in 2025, whether they use a formal budgeting process, what they expect in the year ahead, and how far out they can realistically see when they try to plan for the future.

The Break Room (TUESDAY 1/6/26) 8am Hour 1) Leave it to Tommy to make you think about your grandparents in a way you never imagined 2) Hiring a house cleaner 3) Everyone thinks they're a Jeopardy champ

Hiring doesn't have to feel risky, chaotic, or overwhelming—but for many advisors, it does. In this episode, Libby breaks down why hiring the wrong way is one of the biggest drivers of stress, frustration, and team dysfunction in advisory firms. Whether you're actively hiring or just thinking ahead, this conversation will help you step into your role as CEO, clarify what your business truly needs, and design a team structure that actually supports growth instead of creating more work. In this episode, you'll learn:Why hiring a person before defining the role often leads to burnout, confusion, and poor performanceHow to use a simple org chart exercise to identify role gaps, overlaps, and misaligned responsibilitiesThe difference between stewarding people and stewarding results—and how great leaders balance bothWhy more help isn't always the answer, and when clarity and systems matter more than another hireHow defining roles creates better onboarding, stronger accountability, and clearer growth paths for your teamHiring well starts long before interviews and job descriptions. When you design roles intentionally and align them with your vision, hiring becomes less stressful and far more effective. This episode will help you slow down, think like a CEO, and build a team that makes your business feel easier to run—not harder.Learn more about Claire's hiring process HERE!Learn more about the Group Coaching & Mastermind HERE! Check out The First 100 Days Course: The Advisor's Blueprint for a Remarkable Client Experience HERE!Learn more about Asset-Map financial planning software HERE! Learn more about our sponsor Beemo Automation HERE! Check out the Efficient Advisor YouTube Channel HERE!Connect with Libby on LinkedIn HERE!Successful businesses don't get built alone. You need community! You need collaboration! Join us in The Efficient Advisor Community on Facebook.

This is a special episode, highlighting a session from ELC Annual 2025! Bill Coughran (Partner @ Sequoia Capital & former SVP of Engineering @ Google) and Bret Reckard (Talent Partner @ The General Partnership) deconstruct the evolving role of engineering leadership in an era dominated by AI hype. Bill is a legendary leader who joined Google right after the .com bubble and has seen every major industry shift since. Drawing on his experience scaling Google and advising world-class startups, Bill shares why the best leaders are "catastrophic thinkers," how to balance servant leadership with the need for decisive action, and why AI is forcing every leader to return to their technical roots. Plus they cover enduring companies and real value capture in the AI era, the nuances of organizational design, the "apprentice model" for mentorship and the dangers of over-layered hierarchies that stifle speed. Bill also provides a candid look at leadership transitions, offering a tactical guide for those moving from Big Tech to early-stage startups. ABOUT BILL COUGHRANBill Coughran works as a founders' coach and partner at Sequoia Capital to help build spectacular technology-centric companies. Previously, Bill was Senior Vice President of Engineering at Google with oversight of Chrome, YouTube, maps, google.com, underlying infrastructure systems, and security.ABOUT BRET RECKARDBret Reckard is Talent Partner at The General Partnership (TheGP), a hands-on venture firm working alongside ambitious founders in talent, engineering, go-to-market, and product. He leads TheGP's Talent vertical, matching foundational leaders, early engineers, and key specialists across the portfolio. Before this role, Bret spent over a decade at Sequoia Capital leading Talent and Network, where he helped hundreds of founders at companies like Stripe, Confluent, Retool and DoorDash build their early teams. This episode is brought to you by Span!Span is the AI-native developer intelligence platform bringing clarity to engineering organizations with a holistic, human-centered approach to developer productivity.If you want a complete picture of your engineering impact and health, drive high performance, and make smarter business decisions…Go to Span.app to learn more! SHOW NOTES:Introduction and Bill Coughran's background at Sequoia and Google (1:36)Hiring pitfalls and the biggest mistakes made as a leader (3:49)Managing crises: Acting as a dictator during the 2010 Google hack (5:25)Building for the AI world without chasing "shiny objects" (7:09)Developing context: How to learn AI without relying on LLM summaries (9:02)Identifying enduring companies and real value capture in the AI era (10:53)The debate on coding assistants and the future of junior engineering talent (13:23)Transitions: Making the leap from large organizations to early-stage startups (15:59)Staying curious and finding excitement in the next professional challenge (18:23) LINKS AND RESOURCESLink to the video for this sessionLink to all ELC Annual 2025 sessions This episode wouldn't have been possible without the help of our incredible production team:Patrick Gallagher - Producer & Co-HostJerry Li - Co-HostNoah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Tim Bucher, CEO and cofounder of Agtonomy, joins Amir to break down what physical AI looks like when it leaves the lab and shows up on the farm. Tim shares how his sixth generation farming roots and a lucky intro computer science class led to a career that included Microsoft, Apple, and Dell, then back into agriculture with a mission that hits the real world fast.This conversation is about building tech that earns its keep, delivers clear ROI, and improves quality of life for the people who keep the food supply moving.Key takeaways• Deep domain experience is a real advantage, especially in ag tech, you cannot fake the last mile of operations• The win is ROI first, but quality of life is right behind it, less stress, more time, and fewer dangerous moments on the job• Agtonomy focuses on autonomy software inside existing equipment ecosystems, not building tractors from scratch, because service networks and financing matter• One operator can run multiple vehicles, shifting the role from tractor driver to tech enabled fleet operator• Hiring can change when the work changes, some farms started attracting younger candidates by posting roles like ag tech operatorTimestamped highlights00:42 What Agtonomy does, physical AI for off road equipment like tractors01:45 Tim's origin story, sixth generation farming roots and the class that changed his path03:59 Lessons from Bill Gates, Steve Jobs, and Michael Dell, and how Tim filtered the mantras into his own leadership05:53 The moment everything shifted, labor pressure, regulations, and the prototype built to save his own farm09:17 The blunt advice for ag tech founders, if you do not have a farmer on the team, fix that11:54 ROI in plain terms, one person operating a fleet from a phone or tablet14:29 Why Agtonomy partners with equipment manufacturers instead of building new vehicles, dealers, parts, service, and financing are the backbone17:39 The overlooked benefit, quality of life, reduced stress, and a more resilient food supply chain20:18 How farms started hiring differently, “ag tech operator” roles and even “video game experience” as a signalA line that stuck with me“This is not just for Trattori farms. This is for the whole world. Let's go save the world.”Pro tips you can actually use• If you are building in a physical industry, hire a real operator early, not just advisors, get someone who lives the workflow• Write job posts that match the modern workflow, if the work is screen based, label it that way and recruit for it• Design onboarding around familiar tools, if your UI feels like a phone app, training time can collapseCall to actionIf you got value from this one, follow the show and share it with a builder who cares about real world impact. For more conversations like this, subscribe and connect with Amir on LinkedIn.

How do you take a free language app and turn it into a multi billion juggernaut that users are literally addicted to?In this episode of TruthWorks, Jessica and Patty sit down with Cem Kansu, the Chief Product Officer at Duolingo. Cem has spent nearly a decade architecting the product strategy that grew Duolingo from a struggling startup into the world's #1 education app.This isn't just a conversation about "product-market fit." It's a raw look at the operational culture required to run thousands of A/B tests a year without losing your soul. Cem pulls back the curtain on Duolingo's famous "unhinged" marketing, the reality of managing a "freemium" model that actually makes money, and why they decided to make their AI mascot, Lily, a depressed teenager.Key topics discussed include:The "Mini-CEO" Mindset: Why Duolingo empowers product managers to run their own P&Ls and how that changes the culture of accountability.Monetization vs. Mission: The hard conversations and trade-offs involved in making money while keeping the core product free for millions.The Truth About Gamification: How to use streaks, leaderboards, and "passive-aggressive" notifications to drive retention without burning out your team (or your users).Hiring for Taste: Why data is critical, but product intuition is what actually builds a brand people love.Navigating the AI Shift: How Duolingo is integrating GenAI to teach effectively, not just efficiently.Whether you are scaling a product team or trying to build a culture that embraces experimentation, Cem offers a transparent look at the machinery behind the owl.

Show SummaryOn today's episode, we're featuring a conversation with Michael Bailey, Deputy Director of Leadership Programs for the George W. Bush Institute. We talk about some of the initiatives of the Bush Institute, including the Veteran Leadership Program, the Democracy is a Verb initiative and the Bush Institute's efforts to celebrate America 250.Provide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestMichael Bailey serves as Deputy Director, Leadership Programs, for the George W. Bush Institute. In this role, he manages the Stand-To Veteran Leadership Program, which focuses on developing the leadership skills of veterans and those who serve them and their families. Bailey also supports alumni engagement efforts for the Institute's international leadership programs.Prior to joining the George W. Bush Institute, Bailey provided operations, media, and communications support to The American Choral Directors Association, a music organization dedicated to the excellence and advancement of choral music.Bailey is a native of Arlington, Texas. He received his Bachelor of Arts in Music (Voice) from The University of Oklahoma, and he holds a Master of Business Administration with concentrations in finance and real estate from Southern Methodist University Cox School of Business. He has a passion for running and enjoys racing in half and full marathons.Links Mentioned During the EpisodeGeorge W. Bush InstituteStand-To Veteran Leadership ProgramAmerica 250Democracy is a Verb initiative  PsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is The PsychArmor course The Myths and Facts of Military Leaders. This course identifies four of the most popular myths about military leaders and how they don't align with the reality of working alongside Veterans and Service members. You can find the resource here:  https://learn.psycharmor.org/courses/The-Myths-and-Facts-of-Military-Leaders Episode Partner: Are you an organization that engages with or supports the military affiliated community? Would you like to partner with an engaged and dynamic audience of like-minded professionals? Reach out to Inquire about Partnership Opportunities Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on XPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

Mike Armstrong and Paul Lane discuss the Fed's six big challenges in 2026. Matt Gagnon (CEO Maine Policy Institute & Morning Show Host WGAN Portland) joins the show to chat about the impact of the increases to minimum wage. How are some older job seekers breaking through the bruising labor market? Hiring in the age of AI means proving you need a human. A mystery trader made $400,000 betting on Maduro's downfall.

The journey into talent acquisition is rarely linear, and this episode brings that to life as host Ryan Dull sits down with Stef Nikitas, Director of TA at Ace Hardware Corporation, to explore her global career path and the transformation of TA at one of the most recognized brands in retail. They discuss the unique recruiting challenges created by Ace Hardware's cooperative store model, the evolution of TA operations over the past decade and how Stef has driven major initiatives in process design, technology, data and candidate experience. She also reflects on how COVID accelerated change, why quality must replace quantity in hiring and how AI and automation continue to reshape the TA landscape.Key Takeaways:00:00 Introduction.02:34 Stef fell into TA after a three-year HR apprenticeship in Germany.07:01 Ace Hardware stores are independently owned and operated.09:53 Hiring was siloed, driving the need to centralize TA.11:56 Peak season becomes “speed dating” to hit staffing levels fast.15:16 Grace, their chatbot, automates candidate care and keeps applicants engaged.18:17 TA shifted from volume metrics to a deeper focus on quality of hire.22:07 The career site was relaunched, and AI helped realign recruiter levels.25:43 Be a sponge, say yes often and own your development.Resources Mentioned:Stef Nikitashttps://www.linkedin.com/in/snikitas/Ace Hardware Corporation | LinkedInhttps://www.linkedin.com/company/acehardwarecorp/Ace Hardware Corporation | Websitehttp://www.acehardware.comThis episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiting #HRTech

In this episode, Molly reveals why most law firms stall (not from lack of effort, but from lack of focus) and how identifying your single critical constraint unlocks faster, cleaner growth. She explains how eliminating shiny object syndrome, optimizing your core service, and fixing conversion before spending more on marketing allows firms to 2x, 5x, or even 10x their results — without working harder, just smarter.   Key Takeaways: Focus on the One Thing: Firms should avoid distractions by identifying and working on their number one constraint or opportunity. Shiny Object Syndrome is Real: Adding new practice areas without maximizing the current ones can deplete resources and degrade focus. Conversion Over Marketing Spend: Improving conversion rates at every stage of client engagement offers greater returns than merely increasing marketing budgets. Critical Constraint Equals Critical Opportunity: Recognizing primary constraints in operations often points directly to significant growth opportunities. Power of the Pause: Taking deliberate time to focus and fix one core issue before moving on to the next can lead to remarkable business outcomes.     Quote for the Show: "Ask yourself, if we could only work on one thing for the next 90 days that would give us a 2x, 3x, 5x return, what would that be?" - Molly McGrath    Links: Join our upcoming Masterclass: https://thelawfirmleader.com/  Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/QW9JByFkXDM 

Mike Johnson, Beau Morgan, and Ali Mac continue to react to the reports that the Atlanta Falcons have requested interviews with Seattle Seahawks offensive coordinator Klint Kubiak and Miami Dolphins defensive coordinator Anthony Weaver for their head coaching vacancy, and explain why they think the Falcons hiring Klint Kubiak as their next head coach and keeping Jeff Ulbrich as their Defensive Coordinator would be an ideal situation.

"Five years can teach you a lot, especially when you're building something from scratch." Notable Moments [01:11] Reaching the five-year milestone [03:12] Pivotal early business moments [04:39] Hiring the right person matters [07:58] How conversations sharpen thinking [09:57] Growth from solo to team [14:32] Unexpected partnerships shape direction [16:32] Learning comfort with discomfort This episode reflects on five years of building Best Culture Solutions and the lessons learned along the way. Tim shares how the business evolved through real client needs, unexpected opportunities, and a growing understanding of people strategy. The conversation explores how hiring the right people, building strong partnerships, and becoming comfortable with uncertainty shaped the company's direction. It also looks ahead to where organizations are headed as they recognize that culture, retention, and people practices directly impact business success. Read the blog for more from this episode.  Connect with Tim and his team: Website: https://bestculturesolutions.ca/ LinkedIn: Best Culture Solutions, Inc Instagram: @best.culture.solutions   Email: tim@bestculturesolutions.ca    

In this episode of the Shift AI Podcast, Eilon Reshef, Co-founder and Chief Product Officer at Gong, joins host Boaz Ashkenazy to explore how artificial intelligence is revolutionizing revenue operations and transforming the future of sales teams. Reshef shares the decade-long journey of building Gong from a data-driven conversation platform into what they call an "AI OS for Revenue Teams," serving Fortune 10 companies and pioneering the use of AI in go-to-market workflows.From capturing customer conversations to deploying AI agents that can automate mundane tasks, Reshef offers a compelling vision of where sales productivity is heading. The conversation delves into how AI is making revenue teams more efficient and effective, the transformation of traditional sales roles, and why the biggest shift isn't just in technology but in how quickly organizations can execute and adapt. If you're interested in understanding how enterprise AI is moving beyond hype to deliver measurable productivity gains, how unstructured data creates competitive advantages, and what the future holds for revenue professionals in an AI-driven world, this episode offers invaluable insights from someone building the infrastructure that's reshaping B2B sales.Chapters[00:00] Introduction and Welcome[02:15] Eilon's Background and Journey to Gong[05:30] The Origin Story: Starting Gong 10 Years Ago[08:45] First and Worst Jobs[11:00] The ChatGPT Moment and AI Acceleration[14:30] Gong's Unfair Advantage with Unstructured Data[17:00] Three Pillars of AI Transformation[21:15] The Rev Ops Revolution[24:00] Enabling Sales Teams with AI[27:30] What's Hype vs. Reality in AI for Revenue[31:00] The Future of Sales Roles and Team Structure[33:45] The Platform Strategy and Integrations[36:30] Security and Trust in Enterprise AI[39:00] Gong's Growth Trajectory and Future Plans[41:30] Voice Agents and the Future of Customer Interaction[45:00] Two Words for the Future: Efficient and Exciting[48:00] Connecting with Eilon and Hiring at GongConnect with Eilon ReshefLinkedIn: https://linkedin.com/in/eilonreshefConnect with Boaz AshkenazyLinkedIn: https://linkedin.com/in/boazashkenazyEmail: info@shiftai.fm

HEADLINES:• Consumer Electronic Show (CES) 2026 starting today in Las Vegas • Revolut Launches Major Hiring Drive as UAE Launch Approaches • Dubai chocolate helps propel Dubai Duty Free to record AED 8.68 billion sales in 2025  Newsletter: https://aug.us/4jqModrWhatsApp: https://aug.us/40FdYLUInstagram: https://aug.us/4ihltzQTiktok: https://aug.us/4lnV0D8Smashi Business Show (Mon-Friday): https://aug.us/3BTU2MY 

MEDIA SUPPRESSION, POLITICAL WHITEWASHING, AND THE DISCOVERY OF BURIED EVIDENCEColleague Craig Unger. This segment recounts the suppression of the October Surprise story by major media and government institutions. After initially hiring Unger to investigate, Newsweek abruptly pivoted, publishing articles denying the events took place, which Unger calls a "disgrace." A subsequent House investigation led by Lee Hamiltonwas characterized as a "whitewash" that accepted weak alibis for Bill Casey. Investigative legend Seymour Hershwarned Unger that he would be "crushed" for pursuing the story, and indeed, Unger faced lawsuits and professional isolation. However, the investigation was revived when reporter Bob Parry discovered 23 gigabytes of documents hidden in an abandoned ladies' room in the House office building. These documents, found under a tampon dispenser, contained evidence that contradicted the official exonerations of the Reagan campaign. NUMBER 4

When you're working on your own, the post-production process takes time to learn and even more time to get it right. So in today's episode, Adam discusses the importance of hiring an editor so that you can focus solely on the tasks at hand on growing your podcast.   WHAT TO LISTEN FOR Growth mindset vs. Scarcity mindset Focusing on revenue-generating activities Making sure your podcast is making money Benefits of outsourcing or hiring an editor   CONNECT WITH US If you are interested in getting on our show, email us at team@growyourshow.com. Thinking about creating and growing your own podcast but not sure where to start? Click here and Schedule a call with Adam A. Adams! Subscribe so you don't miss out on great content and if you love the show, leave an honest rating and review here!  

Originally published in June 2023, this conversation features a16z cofounder Marc Andreessen following the release of his nearly 7,000-word essay arguing that AI does not threaten our humanity. In a wide-ranging discussion with a16z General Partner Martin Casado, Andreessen expands on why he believes AI can dramatically amplify human potential, why its future should be shaped by open markets rather than regulation, and why fears of existential catastrophe are misplaced. Rather than destroying the world, he argues, AI may help save it.Read “Why AI Will Save the World”: https://a16z.com/2023/06/06/ai-will-save-the-world/  Resources:Follow Martin on X: https://x.com/martin_casadoFollow Marc on X: https://x.com/pmarca Stay Updated:If you enjoyed this episode, be sure to like, subscribe, and share with your friends!Find a16z on X: https://twitter.com/a16zFind a16z on LinkedIn: https://www.linkedin.com/company/a16zListen to the a16z Podcast on Spotify: https://open.spotify.com/show/5bC65RDvs3oxnLyqqvkUYXListen to the a16z Podcast on Apple Podcasts: https://podcasts.apple.com/us/podcast/a16z-podcast/id842818711Please note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures.  Stay Updated:Find a16z on XFind a16z on LinkedInListen to the a16z Show on SpotifyListen to the a16z Show on Apple PodcastsFollow our host: https://twitter.com/eriktorenberg Please note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Hiring a financial advisor isn't about credentials alone, it's about timing. And for many people, getting that timing wrong can cost years of freedom.Ari explores when it doesn't make sense to hire a financial advisor, when it absolutely does, and why the decision often has less to do with intelligence or interest in finances and more to do with stress, life stage, and opportunity cost. Drawing from personal experience, real client conversations, and a story from his own life, Ari explains why pushing back, asking questions, and trusting your instincts matter just as much as spreadsheets and projections. The discussion reframes financial advice away from credentials and rules of thumb and toward partnership, value, and peace of mind. Some people genuinely enjoy managing their own finances and are well-equipped to do so — until complexity, time constraints, or major transitions enter the picture. Others reach a point where the cost of doing everything themselves quietly becomes higher than the cost of professional help. Rather than offering a one-size-fits-all answer, Ari breaks down the signals that matter most: losing sleep, worrying about missed opportunities, navigating retirement timing, tax strategy, healthcare decisions, or coordinating finances with a spouse. The goal isn't to convince anyone to hire an advisor — it's to help people make the decision intentionally, with clarity and confidence. This conversation is for anyone who has ever wondered whether they're doing just fine on their own, or whether having the right partner could help them work less, worry less, and live more.-Advisory services are offered through Root Financial Partners, LLC, an SEC-registered investment adviser. This content is intended for informational and educational purposes only and should not be considered personalized investment, tax, or legal advice. Viewing this content does not create an advisory relationship. We do not provide tax preparation or legal services. Always consult an investment, tax or legal professional regarding your specific situation.The strategies, case studies, and examples discussed may not be suitable for everyone. They are hypothetical and for illustrative and educational purposes only. They do not reflect actual client results and are not guarantees of future performance. All investments involve risk, including the potential loss of principal.Comments reflect the views of individual users and do not necessarily represent the views of Root Financial. They are not verified, may not be accurate, and should not be considered testimonials or endorsementsParticipation in the Retirement Planning Academy or Early Retirement Academy does not create an advisory relationship with Root Financial. These programs are educational in nature and are not a substitute for personalized financial advice. Advisory services are offered only under a written agreement with Root Financial.Create Your Custom Early Retirement Strategy HereGet access to the same software I use for my clients and join the Early Retirement Academy hereAri Taublieb, CFP ®, MBA is the Chief Growth Officer of Root Financial Partners and a Fiduciary Financial Planner specializing in helping clients retire early with confidence.

In this conversation, Dr. Hany Demian shares his entrepreneurial journey in the healthcare sector, emphasizing the importance of continuous learning, the healing power of purpose, and the transformative potential of regenerative medicine. He discusses the challenges of scaling a business, the cultural differences in healthcare between Canada and the U.S., and the significance of leadership and hiring the right team. Dr. Hany also highlights his commitment to providing affordable treatments to low-income patients and his vision for the future of healthcare.As you listen:00:00 The Obligation of Learning in Entrepreneurship01:52 The Journey to Entrepreneurship04:49 The Healing Power of Purpose07:33 Understanding Regenerative Medicine09:32 Scaling and Growth Challenges12:28 Purpose-Driven Healthcare14:44 Cultural Differences in Healthcare17:43 Leadership Lessons for Entrepreneurs20:21 Hiring Smart: Building a Strong Team22:31 Influential Entrepreneurs and Their Impact"Aging will be a condition." "Growth is extremely uncomfortable." -Dr. HanyTakeaways-Learning is an obligation for entrepreneurs.-Growth is uncomfortable but necessary for success.-Regenerative medicine offers new possibilities for health.-Aging can be treated and reversed with the right approaches.-Cultural differences impact healthcare delivery.-Emotional intelligence is crucial for effective leadership.-Hiring smart people is key to business success.-Purpose drives fulfillment in entrepreneurship.-AI will revolutionize healthcare and personal treatment.-Building a legacy requires intentionality and vision.

The U.S. economy demonstrated robust growth in the third quarter of 2025, with a gross domestic product (GDP) increase of 4.3%, according to the Commerce Department. This growth occurred despite consumer concerns and uncertainties related to tariffs, with military spending and corporate profits contributing significantly. However, the technology sector experienced substantial layoffs, with 1.1 million jobs cut in 2025, of which only 55,000 were attributed to artificial intelligence (AI). The majority of job losses stemmed from corporate restructuring and economic conditions rather than direct displacement by AI, leading to hiring freezes, particularly for entry-level positions.Small and medium-sized businesses (SMBs) are currently facing challenges in attracting talent, with over 70% reporting difficulties in finding qualified candidates due to competition from larger firms. The National Federation of Independent Business noted that nearly half of all small businesses are struggling to fill open positions, which is stalling growth and reducing productivity. Despite a slight increase in small business optimism, driven by expectations of higher sales, many owners cite labor quality as their top concern. Additionally, 64% of SMBs are experiencing supply chain disruptions, complicating their operations.The episode also discusses the ongoing chip and memory shortages, which are expected to persist into 2027, leading to rising prices for consumer electronics. Major memory manufacturers are prioritizing supply for AI companies, impacting pricing across various sectors. Furthermore, the shift towards outcome-based pricing models in software is highlighted, where companies may pay based on actual results delivered, potentially complicating the relationship between service providers and clients if expectations are not clearly defined.For Managed Service Providers (MSPs) and IT service leaders, these developments underscore the importance of clarity and realistic expectations in service delivery. As operational fragility becomes more pronounced amid rising costs and labor shortages, MSPs must reframe their roles from implementers to risk managers. This shift is crucial to avoid margin erosion and contract disputes, ensuring that they are not unduly burdened by decisions made outside their control. The evolving economic landscape necessitates a proactive approach to pricing and service design, particularly as automation and AI continue to reshape the industry. Four things to know today 00:00 Strong GDP Growth, Persistent Layoffs, and Weak AI Returns Expose Hidden Risk for SMB Operations07:04 AI Is Driving Hardware Shortages, Cloud Growth, and Outcome-Based Pricing—Raising Cost Risk for MSPs11:10 MSP Expense Volatility, AI-Driven Service Shifts, and Labor Shortages Are Colliding on Pricing Strategy15:04-- MSP Radio Expands Beyond News With Acquisition of Two MSP Education Brands This is the Business of Tech.     Supported by:  https://cometbackup.com/?utm_source=mspradio&utm_medium=podcast&utm_campaign=sponsorship

Hiring is one of the most underestimated competitive advantages in startups, and one of the fastest ways to break a company.In this episode, Michail Katkoff, Joe Burridge (Head of Talent at Play Ventures), and Miki Blasko (Head of Talent at Deconstructor of Fun) break down what founders consistently get wrong about hiring, and how those mistakes quietly turn into culture, execution problems, and talent drain.links: www.deconstructoroffun.com/talentwww.linkedin.com/in/joeburridgewww.linkedin.com/in/mikiblaskoWe unpack: • Why hiring is a founder-level strategic decision • The myth that great talent “shows up” once funding is announced • Culture vs. competence • Why compensation alone doesn't attract A-players • The red flags of “corporate refugees” vs. true startup operators • How weak hiring processes drive top performers away • What successful founders do differently for the 10–20 hires01:00 The Challenges of Hiring in Startups06:33 Understanding Compensation and Talent Attraction16:10 Culture vs. Competence in Hiring17:31 Identifying the Right Fit for Startups23:13 The Role of Founders in Shaping Culture30:43 Navigating the Unhinged Nature of Founders40:06 Reality Distortion and Leadership45:41 Challenges in Retaining Talent51:13 Building an Employer Brand53:25 Hiring Patterns for Success61:24 Painful Hiring Mistakes

Growing a home-service business from $3–5M to the next level isn't about more leads—it's about clarity, financial visibility, and eliminating guesswork.In this episode of The Better Than Rich Show, host Mike Abramowitz sits down with Paul Maskill, Fractional CFO and founder of Blue Collar Advisors, to break down the systems and scoreboards that unlock predictable profitability—even in uncertain markets.Paul explains why so many contractors feel stuck between $3–6M, how to define what the next level actually means for your life and business, and why accurate numbers turn every business problem into a solvable equation.You'll learn:Why most owners don't need more leads—they need better conversionHow to break down a $6M P&L and engineer $1M in profitThe KPIs every CSR, dispatcher, tech, and marketer should trackWhy online scheduling and ballpark pricing are now table stakesHow pricing mistakes and non-billable time destroy marginsWhen to hire (and when hiring makes things worse)How scoreboards eliminate stress, confusion, and reactive decisionsIf you want more cash flow, fewer surprises, and a business that's actually exitable, this episode is required viewing.⏱️ Timestamps (Retention + SEO)00:00 Intro — Mike welcomes Paul and frames the conversation01:00 “What is the next level?” — Paul's starting point with every client02:00 Why owners chase revenue without knowing why04:00 Defining success beyond “I want 8 figures”08:00 Inside a $6M P&L + the path to $1M profit10:15 Alternative scoreboards: values, impact, team income goals12:00 KPIs for techs, CSRs, dispatch, and marketing17:00 Customer journey leaks — why more leads won't fix it18:40 Online scheduling & modern buyer expectations23:00 Branding vs advertising — where owners misdiagnose problems30:00 Scoreboards: the cure for “busy but broke”33:00 Booking-rate improvements & CSR scorecards35:30 Hiring decisions: data vs desperation39:00 Pay-for-performance & technician productivity40:20 Pricing mistakes & true hourly rate math43:00 Non-billable time, load factor, and undercharging45:00 Paul's free pricing calculator + website framework47:00 What “Better Than Rich” means to Paul Maskill49:00 Closing thoughts + 2026 collaboration preview

Need financing for your next investment property? Visit: https://www.academyfund.com/ Want to join us in Tampa, FL on January 26th & 27th? Visit: https://www.10xvets.com/events ____ Travis Wittick is the founder of Academy Endeavors, a coaching company that helps high school students navigate the competitive and complex admissions process for U.S. Service Academies and ROTC scholarships. A graduate of the U.S. Air Force Academy and former Air Force hospital administrator, Travis first discovered his passion for mentorship as an Academy Liaison Officer helping students prepare their applications while still on active duty. After transitioning to the civilian sector and earning his MBA from Duke, Travis launched Academy Endeavors in 2020 leaving his corporate job and betting on his vision full-time. Since then, the company has grown steadily, with an 85% success rate and 40–50% year-over-year growth. Travis and his growing team of Academy graduate coaches now support families across the country with application strategy, essay development, interview prep, and ongoing guidance from freshman year to appointment day. In this episode of the SABM podcast, Scott chats with Travis about: The Mission Behind Academy Endeavors: Helping families gain clarity, confidence, and strategic support throughout the service academy admissions journey. From Side Hustle to Full-Time Impact: How Travis made the leap from corporate America to founder and gained traction during COVID. A Coach's Perspective: Why application success starts with storytelling, mentorship, and early preparation. Growing a Values-Driven Team: His vision for hiring Academy grads as assistant coaches and culture carriers. Academy vs. ROTC Options: Helping students and families make informed decisions that lead to service and scholarship opportunities even outside the academy path.   Timestamps: 00:36 Travis's Background and Academy Experience 08:06 Launching Academy Endeavors 11:17 Early Success and COVID-19 Impact 13:46 Ideal Start Time for Academy Preparation 23:45 Indirect Benefits for College Applications 34:25 Hiring and Team Expansion Connect with Travis: LinkedIn | Travis Wittick www.academyendeavors.com support@academyendeavors.com  If you found value in today's episode, don't keep it to yourself—share it with a colleague or friend who could benefit. And if you're a Service Academy graduate ready to elevate your business, we'd love for you to join our community and get started today. Make sure you never miss an episode subscribe now and help support the show: Apple Podcasts Spotify Leave us a 5-star review! A special thank you to Travis for joining me this week. Until next time! -Scott Mackes, USNA '01  

Recruiting on social sounds easy… until you try it. In this episode of HR Famous, Tim Sackett sits down with Sean Worden (CEO/Founder) and Katy Schuck (Co-Founder/COO) of Reelist to unpack why most TA teams struggle to hire through Facebook, Instagram, TikTok, and beyond, and what it actually takes to make social recruiting work in the real world. Sean starts with the big picture: Reelist makes it “ridiculously easy” to recruit off social by automating creative, running paid + organic campaigns, handling brand safety and compliance, messaging and screening candidates, and tying it all back to your ATS with real-time optimization. Then the conversation gets fun: Reelist didn't start there. It began as a “TikTok for jobs” concept (think video-based matching)… until they realized it was turning into a job board with extra steps. The pivot? Build the infrastructure that helps employers recruit where people already are on their phones while scrolling. Tim pushes into the questions every TA leader asks: Which channel works best for in-person roles? The answer isn't a generic “TikTok!” It depends on geography and density. For rural and small-town hiring, Sean breaks down why Facebook and Instagram often outperform, while TikTok targeting can fall apart when it forces broad DMA-level reach that doesn't match “I need someone to drive 15 minutes to this plant.” Katy brings the strategy home with two essentials: awareness and action. Social ads aren't meant to impress your C-suite, they're meant to hit candidates with what they care about (pay, conditions, location) in a tight message, then make it frictionless to apply now. That “instant gratification” moment matters because speed matters. Tim shares a Marriott story that proves it: the advantage often goes to whoever responds first, not to whoever has the prettiest employer-brand deck. They also dig into what “viral” means for recruiting content (including share-to-view ratios and platform-specific behavior), why the best videos qualify and disqualify quickly, and how social can reduce junk and bot applications by capturing real intent. Finally, the crew gets into agentic AI vs. traditional GenAI, API-driven automation, real-time ATS integrations, and why security/compliance (SOC 2 Type II and more) isn't optional anymore. If you've ever said, “We've tried social… it didn't work,” this episode might change your mind and your playbook.

At Fabtech, host Beau Wigington sits down with Anthony James aka “Meltin Metal Anthony” for a straight-shooting talk on where new and growing welding businesses burn cash, and what to buy instead. From grinders and torches to hoods, PPE, and shop layout, Anthony shares the gear that survives abuse, the stuff that fails fast, and practical ways to vet products at a trade show. They also dig into laser welding, automation, and how to prep your skills (and team) for the next decade.Key Topics DiscussedTools that pay for themselves vs. tools that fail: why cheap grinders and bargain rods often cost more long-term; when a low-cost flux-core box can still earn its keep.Welders & try-before-you-buy: using shows like Fabtech to demo MIG/TIG/stick, and the limits of testing engine drives on the floor.Torches that stay true: hard-earned opinions on Victor and older Smith gear; why some newer replacements disappointed.PPE that protects (and fits): pitfalls of bargain-bin clothing; the case for US-made textiles and consistent QC.Hoods that survive abuse: long-term experience with an auto-dark model (Optrel mentioned) vs. thin shells and short-lived lenses.Shop-build mistakes: poor layout planning, forgetting utilities (power, heat, downdraft, 3-phase alternatives), and failing to size for tables, forklifts, and workflow.Hiring & weld tests: “mess up the settings” as a practical screen for true competence.Laser welding & automation: what's impressive now, code limitations today, and why technicians who can dial in machines will thrive.Mindset for growth: adapt or get left behind—how risk sports, preparation, and owning your quirks translate to business.Save 20% On Related American Welding Program Courses With WELD20Use code WELD20 at checkout for eligible courses - https://foxly.link/9T3dtcConnect with Anthony JamesInstagram - https://www.instagram.com/meltinmetalmobile/ YouTube - https://www.youtube.com/@MeltinMetalAnthony Website - https://meltinmetal.net/ Connect with Beau WigingtonInstagram: @beaudiditwelding — https://www.instagram.com/beaudiditwelding LinkedIn: https://www.linkedin.com/in/beauwigington E-mail: beauw@weld.com

What actually makes a startup defensible anymore, especially when anyone can build a product overnight with AI?In this episode of Supra Insider, Marc Baselga and Ben Erez sit down with Itamar Novick, founder of Recursive Ventures and longtime operator-turned-investor, to unpack how moats are changing in the AI era and what founders (and senior product leaders) need to internalize if they want to build enduring companies.Itamar draws from over 25 years across product leadership, company-building, and early-stage investing to explain why defensibility matters earlier than most founders think, how traditional moats (marketplaces, SaaS velocity, network effects) still apply, and why AI radically compresses time-to-competition. He breaks down how Recursive Ventures evaluates teams, TAM, and moats at the pre-seed stage, why velocity has become a core signal, and how the venture model itself is being reshaped by smaller teams, faster execution, and lower capital requirements.The conversation also goes deep on founder decision-making: how to choose early investors, why community itself can be a moat, what good vs bad VCs look like when companies fail, and why product leaders should seriously consider jumping into AI-native environments, even if it means a short-term step down.If you're a product leader thinking about founding a company, advising startups, or staying relevant in the next decade, this episode offers a clear, opinionated framework for navigating what's changed and what still matters.All episodes of the podcast are also available on Spotify, Apple and YouTube.New to the pod? Subscribe below to get the next episode in your inbox

Welcome to 2026 and a brand new season of the Pet Boss Podcast! After four solid years and 216 episodes, Season 5 is here with a brand new intro and a clear mission: build what lasts. Because if you've been in the pet industry for any amount of time, you know last year felt HARD. There was a lot of retracting, pulling back, and retreating. Costs got higher. Hiring felt heavier. Customers became more cautious. And the energy it takes to run a pet business right now? Intense. But here's the thing: the pet industry is still growing. Pet spending in the US is now well over $140 billion annually. People aren't walking away from their pets - they're just becoming more selective about how, where, and with whom they spend. So we as business owners have to become more strategic, more intentional, and better at running the actual business side of things. She shares: