Podcasts about Hiring

AD - Machine Washable Rugs, Made Better. For a limited time only, our listeners get 10% off + free shipping at tumbleliving.com/MAKEUP #Tumble #ad If you have been affected by any of the themes in this episode, please consider visiting the following resources: The Samaritans helpline: 116 123 Refuge domestic abuse helpline: 0808 2000 247 (live chat is also available at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.nationaldahelpline.org.uk/Contact-us⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ *times apply) Safeline domestic abuse helpline: 01926 402 498 Safeline national male survivor helpline: 0808 800 5005 Rape Crisis Helpline: 0808 802 9999 (help is also available at live chat at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://rapecrisis.org.uk/get-help/live-chat-helpline/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ *times apply) Sexual Assault Support Line: 01708 765200 To advertise on the show, contact sales@advertisecast.com or visit https://advertising.libsyn.com/thecriminalmakeup. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Today on PT Breakfast Club, we're talking physical therapy business, cash PT positioning, fall recovery, and the uncomfortable question: are trainers reaching patients better than physical therapists?Jimmy McKay, Tony Meritato, and Dave Kittle dig into whether PTs are defending the wrong thing: the license, the title, the visit, the referral, the insurance model, or the certification.The conversation starts with concierge/activity-based PT, including the idea of a physical therapist joining an older adult on the golf course to help them safely return to something they love. Then Tony brings up an Instagram trainer teaching older adults fall recovery and big movement strategies. Is that physical therapy? Occupational therapy? Personal training? Practicing without a license? Or just useful?From there, the crew gets into cash-based physical therapy, premium patient experience, why “1-on-1 care” is not enough as a value proposition, and how concierge PT can position itself around fewer handoffs, less confusion, and more continuity.Plus: Tony explains why he sells an experience instead of physical therapy, Dave shares early results from his direct mail/postcard campaign, and Jimmy closes with the bigger lesson: understand what game you're playing.In this episode:• Concierge golf PT and activity-based care• Trainer-led fall recovery and the PT license debate• Cash PT vs insurance-based PT positioning• Patient experience, handoffs, and continuity• Why small clinics can create magic• Direct mail, postcards, and analog marketing• Understanding the game you're actually playingChapters:00:00 PT Breakfast Club intro00:56 Concierge golf PT and activity-based care03:52 How to price premium PT experiences10:52 Trainer-led fall recovery: PT, OT, or just useful?14:29 Is the PT license really the moat?17:45 Are trainers doing it better?18:04 Uber, Airbnb, and PT disruption21:30 Why cash PT needs better positioning24:44 You're buying fewer handoffs30:08 “I don't sell physical therapy. I sell an experience.”31:40 Why small clinics can create magic33:52 Hiring the right PT for premium care42:55 Dave's postcard campaign results49:01 Is analog marketing coming back?53:37 Understand what game you're playingFollow:Tony Meritato: Total Therapy SolutionDave Kittle: Concierge Pain Relief / The Dave Kittle ShowJimmy McKay: PT PintcastThis livestream is for conversation and entertainment only, not medical, legal, billing, or business advice.#PhysicalTherapy #PTBusiness #CashPT

Apologies for the quality of Grace's audio! We're hoping to fix it for next week's episode. Grace Lin and Alvina Ling talk about several topic, including aging--as they're both in perimenopause, they're dealing with issues like frozen shoulder and brain fog, and Alvina talks about being on hormone replacement therapy. And then, Alvina talks about the process of hiring a new assistant and what some of the things she's looking for. For the next topic, they talk about who their favorite teachers have been over the years. And then children's literature specialist Alison Morris joins to share some book recommendations. They end as always with what they're grateful for. Click here to become a Patreon member: https://www.patreon.com/Bookfriendsforever1 Follow us on YouTube: https://www.youtube.com/@Bookfriendsforever_podcast Follow us on Instagram: https://www.instagram.com/bookfriendsforever_podcast/

SummaryIn this episode, Chris McShanag, CEO of Virtual Teammate, shares insights on building remote teams, leveraging AI, and scaling businesses effectively. Discover practical strategies for hiring, leadership, and creating a cohesive remote culture.TakeawaysRemote team building and managementAI-enabled virtual teams and productivityHiring strategies and cultural fitLeadership and communication in remote settingsBusiness scaling and operational efficiencyChapters00:00 Introduction to Chris McShanag and Virtual Teammate01:19 Chris's Entrepreneurial Journey and Healthcare Focus03:01 The Shift to Remote Support in Healthcare04:11 Controlling Your Destiny as an Entrepreneur06:04 Parallels Between F1, Fighter Pilots, and Business07:07 Creating Clear Processes and Outcomes for Remote Teams08:04 Hiring and Building the Right Virtual Team09:06 Common Mistakes in Remote Hiring10:00 Aligning Tasks with the Highest Value10:57 Effective Communication and Performance Tracking12:05 Team Roles and Specialization in Remote Settings12:54 Building Company Culture with Virtual Teams13:51 Delegation Framework: Do, Defer, Delete15:09 Overcoming Challenges in Scaling with Virtual Support16:05 Assessing When Virtual Teams Are a Good Fit17:04 Lessons Learned from Entrepreneurial Challenges17:59 The Role of AI in Virtual Teams18:47 Ensuring Human Accountability with AI Tools20:08 Maximizing Productivity and Engagement in Remote Teams 21:03 Building a Cohesive Global Culture21:53 Success Traits of Effective Remote Leaders23:04 Limitations of AI and Human Intervention23:50 Avoiding Premature Outsourcing25:12 The Power of Personal Connection in Virtual Teams26:06 Encouraging Virtual Team Engagement and Leadership27:04 Impact of Virtual Teams on Global Economy28:11 The Future of AI and Human Collaboration28:54 Building a Legacy and Positive Impact in Healthcare30:05 Final Advice for Entrepreneurs and Business Leaders30:58 Where to Connect with Chris and Virtual TeammateLearn more: https://www.linkedin.com/in/christopher-mcshanag/https://virtualteammate.com/Credits:Hosted by Ryan RoghaarProduced by Ryan RoghaarTheme music: "Perfect Day" by OPM  The Eggs Podcast Spotify playlist:bit.ly/eggstunesThe Plugs:The Show: eggsthepodcast.com@eggsthepodcast on X and InstagramMike "DJ Ontic": Shows and info: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠djontic.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@djontic on twitterRyan Roghaar:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠rogha.ar⁠⁠

The assumptions that shaped the last 40 years of investing may not hold for the next 40.The world is becoming more complex. U.S. dominance is shifting, while major changes in energy, technology, and demographics are creating new risks and opportunities that many financial plans aren't prepared for.The challenge for financial advisors isn't getting more information. It's cutting through the noise, finding the signals that actually matter, and helping clients avoid short-term decisions based on the latest headline.I'm excited to be talking with geopolitical analyst Jacob Shapiro to unpack the four forces he believes will reshape markets, portfolios, and financial planning in the years ahead.We also explore where advisors may be carrying more risk than they realize, why some of the best opportunities may exist outside the United States, and how to think more clearly about what's coming next.3 Insights From This Week's Episode…#1.) The Four Forces Advisors Can't Afford To IgnoreThe shift toward a multipolar world is happening alongside major changes in energy, technology, and demographics. Jacob explores why these forces matter for financial advisors and how they could challenge assumptions that have guided portfolios and financial plans for decades.#2.) More Information Can Lead To Worse DecisionsAdvisors and clients have access to an endless stream of headlines, opinions, and predictions. We discuss why reacting to all that noise can distort how people understand risk and why the most important signals are often hiding beneath the story dominating the news.#3.) Are Advisors Too Focused On Avoiding Losses?Clients remember losses more than gains, which can quietly push advisors toward overly cautious decisions. Jacob examines the tension between protecting what clients have and helping them participate in the opportunities created by a more volatile world.Triad Sales LabWant to turn more great prospects into lifelong clients? Triad Sales Lab helps advisors use simple visual models to communicate more clearly, strengthen appointments, and improve the way they present their process. Learn more and apply below.https://bradleyjohnson.com/174-triad-sales-lab/SHOW NOTEShttps://bradleyjohnson.com/179FOLLOW 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. TP07265768485See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

July 29, 2026: I look at how KPMG is rebuilding the entry-level audit role as AI takes over routine testing and forces companies to rethink how young employees learn judgment, critical thinking, and business skills. Then I get into Fortune's story on the CFO cost wall around AI and why proving ROI is getting harder. Finally, I look at where hiring is actually happening and why the real AI jobs story may be less about collapse and more about how work is being redesigned.

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Are you willing to give up the work you built the agency around in order to build the agency itself?  Today's featured guest recounts how he and his partner built their agency after a decade working together at the Oprah Winfrey Show. Fifteen years in, they are still figuring out what the founder job actually is versus what they have always been good at. He talks through how the transition from doing to leading actually happened, what it cost him creatively and personally to step out of directing, and what he means when he says that making the video was always the easy part. Brett Singer is a co-founder and principal at Bottle Rocket Media, a digital agency based in Chicago specializing in video production, motion graphics, SEO, paid media, and AI search optimization. He and his business partner Dan Fisher both worked at Harpo Studios on the Oprah Winfrey Show for over a decade before launching Bottle Rocket in 2011. The agency built its initial client base entirely from the network that came out of Harpo when the show ended, then invested heavily in their own SEO to shift from outbound to inbound. Brett is now focused on business development, vision, and team culture. In this episode, we'll discuss: Letting go of the work you love for the future of the agency When the business no longer needs you The hardest part of running an agency 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. The Work You Love Is Not the Work the Business Needs From You Brett spent years at Harpo perfecting motion design and later started Bottle Rocket partly because he wanted to keep doing it. It was work he greatly enjoyed. Unfortunately, he realized that was the wrong job for him, not from a strategic decision but from simple math: when he was in the edit suite, no one was finding the next client. The business did not care how good he was with a camera. It needed someone holding the relationship and the vision. Letting go of the work he was trained for and genuinely good at did not happen cleanly. He describes it as kicking and screaming and slowly, and that is probably the most honest description of how most founders navigate this. In this case, the difference for him was having his partner, which meant there was always someone to hold the other accountable to the right job. Solo founders have to engineer that accountability differently. But the outcome is the same: the work you loved getting you here is eventually the work that stops the business from going further. The Identity Gap When the Business No Longer Needs You Stepping into the CEO role can feel like loss before it feels like freedom. When the business no longer needs you for the thing you spent a decade mastering, there is a real identity gap. The hours that used to be filled with something you were visibly good at are now filled with work that is harder to measure and slower to produce visible results. Brett went through his own version of this as he transitioned away from directing. He still goes to set occasionally and feels the pull. He made peace with it not by letting go of the creative part of himself, but by redirecting it: into the sales process, into how the agency presents itself, into the culture he is building. The creative instinct did not go away. It found a different channel. That reframe, from "I gave up my craft" to "I applied my craft differently," is what makes the CEO stage sustainable instead of a sustained identity crisis. Making the Widget Was Always the Easy Part Brett is clear about something that sounds counterintuitive until you have run an agency for a few years: the actual service delivery, producing the video, building the campaign, running the edit, is the easiest part of running an agency. The hard part is everything surrounding it. Hiring. Culture. Vision. Business development. Managing the people who manage the work. None of that was taught. All of it had to be built from scratch by people whose entire prior training was in making the thing. This is the reason most agency founders stay stuck in the work longer than they should. It is the thing they know. Every hour in the edit bay is an hour that feels productive and measurable. Every hour in a hiring conversation or a strategy session feels less certain and harder to justify. The founders who scale are the ones who learn to value the less comfortable work, not because it becomes easier, but because they understand what it makes possible. 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.

Vertical specialization is one of the most reliable ways to raise both growth and valuation in IT services M&A. In Episode 254 of Shoot the Moon, we break down how focusing on one or two industry verticals, and building the sales team to match, makes an IT services firm worth more to buyers. Most IT services firms start as generalists because it is the fastest path to revenue. But in a market where AI is commoditizing technical skill, domain expertise is what buyers and clients pay for. We cover why vertical focus shortens sales cycles and lifts valuation, how the hunter and farmer sales roles work, and how to compensate and hire for a vertical model. We close with three practical steps you can take this week to find and commit to the right vertical. CHAPTERS Timestamps are approximate and must be verified against the final edit. 0:00 Cold open and intro 4:05 Specialize, verticalize, productize: the framework 7:00 Why vertical expertise matters more in the age of AI 9:30 Why most IT services firms default to generalist 12:30 What verticalizing takes, and the payoff 16:50 The sales team: hunters, farmers, and support roles Revenue Rocket Consulting Group | Shoot the Moon Episode 254 20:40 Hiring for a vertical: fish where the fish are 24:10 Compensating hunters vs farmers 28:00 What buyers see: vertical focus and valuation 32:40 Where to start this week 35:30 Wrap-up KEY TAKEAWAYS  AI is commoditizing technical skill, so domain expertise is the differentiator buyers pay for.  A vertical focus shortens sales cycles, sharpens marketing, and tends to lift valuation.  Selling is a team sport: hunters win new logos, farmers grow accounts, with a handoff inside the first 12 months.  Concentrating in a vertical is a strength; depending on a few clients is a risk buyers discount.  Start by analyzing where your revenue already concentrates, then commit to a market you are passionate about. LINKS Blog: [BLOG LINK] Valuation calculator: revenuerocket.com/valuation-calculator Schedule a confidential conversation: [SCHEDULING LINK] Listen on your favorite platform: [LINK] Website: revenuerocket.com ABOUT REVENUE ROCKET Revenue Rocket is a sell-side and buy-side M&A advisory firm focused exclusively on IT services companies, including MSPs, cybersecurity, cloud, custom application development, and VARs. #MergersAndAcquisitions #ITServices #MSP #ShootTheMoon #RevenueRocket #ExitStrategy #VerticalSpecialization #HunterFarmer Thinking about your own growth or exit? Schedule a confidential conversation. Listen to Shoot the Moon on Apple Podcasts or Spotify.Buy, sell, or grow your tech-enabled services firm with Revenue Rocket.

Based on the interview with Raphael Rubens discussing Candid's evolution from AI storytelling to workforce and satisfaction solutions for senior living operators.   The senior living workforce crisis isn't just about finding more applicants—it's about reaching the right people faster and keeping them engaged. In this episode of Foresight Radio: Tech Tuesday, Steve Moran sits down with Raphael Rubens, Founder of Candid, to explore how AI is transforming recruitment, employee retention, resident feedback, and operational decision-making across senior living. Raphael shares the remarkable journey that began with helping his grandmother preserve her life story through AI and evolved into a platform that's helping senior living providers: Contact job candidates within minutes of applying Automate AI-powered interviews without replacing human hiring decisions Improve 90-day employee retention Reduce recruiting bottlenecks Capture actionable resident, family, and employee feedback Turn satisfaction surveys into operational insights and Google reviews The conversation also tackles one of the industry's hottest debates: Can AI actually make hiring more human? If you're a senior living executive, HR leader, recruiter, operator, or technology innovator, this episode offers practical insights into how AI can strengthen—not replace—the human side of care.

Hiring the right clinician can become one of the biggest drivers of growth in a cash-based physical therapy practice. Doc Danny explains the three foundational traits clinic owners should prioritize when evaluating candidates: clinical obsession, the ability to educate, and genuine empathy. In This Episode, You'll Learn Why hiring the wrong clinician can slow clinic growth Why experience alone does not guarantee a strong hire How to identify clinical obsession during an interview Why great clinicians continue improving throughout their careers How strong patient education creates clarity and buy-in Why empathy and emotional intelligence matter in a cash practice How mock evaluations can reveal more than traditional interview questions Why clinic owners should hire for foundational traits and train the rest Key Takeaway The strongest clinician hires are not always the most experienced. Prioritize candidates who care deeply about outcomes, communicate with clarity, and connect with patients through genuine empathy. Those traits are difficult to teach, while many technical skills can be developed over time. Technology Spotlight Reduce documentation time and help your clinicians stay focused on patient care with Claire AI, an AI scribe trained specifically for physical therapists. Try it free for 7 days. Free Resource Ready to build your own cash practice? Join the free PT Biz Part-Time to Full-Time 5-Day Challenge. PT Biz Training YouTube Watch more business training for cash-based physical therapists on the PT Biz Training YouTube Channel. Connect Physical Therapy Biz PT Entrepreneur Podcast

Most people hire help too early, delegate the wrong things, and wonder why they're somehow busier than before. I've made every one of those mistakes - so this episode is the conversation I wish I'd heard back when I was hiring my first team members.This one's a little different. My friend Sarah Noked, founder of OBM School, had me on her OBM Show to talk about the client side of a long-term OBM relationship: what actually happens after the honeymoon phase, after the first launch together, after you've handed over real ownership. I've worked with my online business manager, Cortni, for almost eight years now, and I loved the conversation so much I wanted to bring it here to Work Less, Earn More.We get into when you're truly ready to hire an OBM (hint: it's not a revenue number), the difference between hiring help and hiring leadership, and why more time won't save you if nothing in your business is working yet.In this episode, I cover:The real difference between hiring a VA and hiring an OBMThe one sign you're actually ready to hire (it's not a revenue number)Why more help won't save a business that isn't working yetWhat made me pass on the cheaper candidate and never regret itHow trust really gets built with an operational leaderThe work you should never hand off, no matter how busy you areResources:Get matched with an accredited OBM: https://www.obmschool.com/matchmaking/Become an accredited OBM: https://www.obmschool.com/gillian-perkins/Find out more about Sarah: https://www.sarahnoked.comWork with Gillian Perkins:Get your online biz started with Startup Society: https://startupsociety.comThe 100K Method - my free limited podcast series on building an automated sales funnel: https://www.gillianperkins.com/100k-method-signupLearn more about Gillian: https://gillianperkins.comInstagram: @GillianZPerkins

Noah Schochet is the co-founder and CEO of TerraFirma, a construction technology company rethinking how infrastructure gets built. Founded by two former SpaceX engineers, TerraFirma combines robotics, remote operations, and software into a construction business that performs projects directly rather than selling technology. By vertically integrating its tools with field operations, the company aims to make construction dramatically faster, safer, and more affordable while addressing labor shortages and enabling the next generation of infrastructure. In this episode, Noah shares how his experience building Starship at SpaceX inspired TerraFirma, why he believes construction—not autonomy—is the real bottleneck to civilization-scale progress, and why robotics companies should focus more on delivering outcomes instead of products. He also explains TerraFirma's remote-operated construction model, its approach to rapid iteration, and why the future of construction still depends on people empowered by better technology. Episode recorded on June 25, 2026 (Published on July 28, 2026). In this episode, we cover:  (0:00) An overview of TerraFirma (1:04) How SpaceX inspired the creation of TerraFirma (4:47) Why construction has fallen behind other industries (9:33) The structural reasons construction is slow to modernize (12:33) Why the goal isn't autonomy—it's better construction (14:25) TerraFirma's construction-first business model (17:11) Why customers buy outcomes, not robots (20:54) How TerraFirma's retrofit robotics and software platform works (25:53) Operating multiple construction machines from a mission control center (29:01) How robotics could reshape construction jobs instead of replacing them (32:02) Early customer adoption across data centers, housing, and hazardous environments (34:20) Winning projects by building faster, cheaper, and safer (36:13) The biggest challenge to transforming construction (38:32) Hiring builders with extreme ownership and mission alignment (42:55) TerraFirma's $100 million Series A and plans to scale Enjoyed this episode? Please leave us a review! Share feedback or suggest future topics and guests at info@mcj.vc.Connect with MCJ:Cody Simms on LinkedInVisit mcj.vcSubscribe to the MCJ Newsletter*Editing and post-production work for this episode was provided by The Podcast Consultant

Get the 200+ Page Optimal Living Daily Workbook (PDF) — Free. Want to turn today's episode into an actionable plan? Join the Optimal Living Weekly newsletter and I'll send you our 200-page digital workbook immediately. It's packed with the best takeaways from the show, formatted for easy reading and implementation at home. Get your free PDF workbook here: ⁠⁠https://oldpodcast.eo.page/join⁠ Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 2127: Kalen Bruce explains how coverage limits, driver histories, and personal use can affect a company's financial exposure and premiums. Understanding these considerations can help business owners choose stronger protection, hire safer drivers, and use collision footage to defend against inaccurate claims. Read along with the original article(s) here: https://moneyminiblog.com/insurance/commercial-vehicle-insurance/ Quotes to ponder: “The lowest premiums aren't always the best options for coverage.” “Hiring safer drivers lowers the risk of accidents and keeps the premium lower.” “Recording collisions helps the business owner prevent misunderstandings.” Episode references: U.S. Department of Transportation: https://www.transportation.gov/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Molly sits down with Michael Di Gennaro, Chief Growth Officer and Head of Advisory at Law Practice Exchange, to explore what every law firm owner needs to know about selling a law firm, succession planning, law firm valuation, and the rapidly changing legal marketplace. You'll learn how to prepare your law firm for sale, increase your firm's valuation, build operational systems that buyers want, strengthen your marketing and referral pipelines, navigate private equity and MSO opportunities, and develop an exit strategy that protects your clients, your employees, and your legacy. Key Takeaways: Start your exit strategy years before you're ready to sell. Learn why succession planning should begin years in advance so you have time to increase your firm's value, identify the right buyer, and create a transition that benefits you, your clients, and your team. Discover how systems, leadership, marketing, and operational independence dramatically increase your firm's marketability. Learn the factors buyers evaluate—including recurring referral sources, predictable intake systems, employee retention, operational infrastructure, and transferable goodwill. Explore Private Equity, MSOs, and Modern Exit Opportunities. Today's law firm owners have more options than ever before. Every Hiring Decision Shapes Your Firm's Future Value. Your next hire isn't just filling a role—it's strengthening (or weakening) your firm's long-term value.   Quote for the Show:  "The sale of your practice is a financial and succession decision. Practicing law is an employment decision" - Michael Di Gennaro   Connect with Michael: Email: michael@thelawpracticeexchange.com Website: https://www.thelawpracticeexchange.com  LinkedIn: https://www.linkedin.com/in/michaeljdigennaro/  Facebook: https://www.facebook.com/lawpracticeexchange/  Instagram: https://www.instagram.com/thelawpracticeexchange/ Podcast: https://theexchangewithtomlenfestey.buzzsprout.com/    Links: 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/bnzK_DjPFq4 

Growth Startups Are Not Profitable in Year One Hello, this is Hall T. Martin with the Startup Funding Espresso -- your daily shot of startup funding and investing. Startups require up-front costs to set up and build the company. Any financial projection that shows profitability in the first year is suspect. Upfront costs include building the website, filing the company legal entity documents, patent filings, and more. Hiring the team takes time and takes time away from building the product or closing the sale. Initial funding takes time as well. Core business processes need to be put into place. Initial leads need to be generated. These costs always outweigh the revenue coming in. Once the basic processes are in place, then the task of building products and selling to customers can increase. After the sales process has started, there will be some time before revenue comes in. It takes time to build sales momentum. Once you have a growth curve going, the opportunity for break-even becomes a possibility. Beware financial forecasts that leave no time for business or sales startup to take hold. Thank you for joining us for the Startup Funding Espresso where we help startups and investors connect for funding. Let's go startup something today. _______________________________________________________ For more episodes from Investor Connect, please visit the site at: http://investorconnect.org Check out our other podcasts here: https://investorconnect.org/ For Investors check out: https://tencapital.group/investor-landing/ For Startups check out: https://tencapital.group/company-landing/ For eGuides check out: https://tencapital.group/education/ For upcoming Events, check out https://tencapital.group/events/ For Feedback please contact info@tencapital.group Please follow, share, and leave a review. Music courtesy of Bensound.

Are your organization's wellbeing initiatives making a real difference—or simply creating the appearance of caring?In this episode of the HRchat Podcast, host Bill Banham sits down with Dr. Paul Jones, Associate Dean for Postgraduate Education and Student Experience at Aston Business School and upcoming DisruptHR Birmingham speaker, to explore the difference between genuine workplace wellbeing and what Paul calls "well branding"—highly visible wellbeing initiatives that fail to address the root causes of employee stress, burnout, and disengagement.The conversation then shifts to evidence-based recruitment, where Paul explains why better hiring decisions don't come from adding more interviews or assessments, but from collecting the right evidence. He shares practical insights into structured interviews, psychometric assessments, ability testing, and why many hiring processes unknowingly measure the same qualities multiple times while overlooking the capabilities that truly predict success.Bill and Paul also discuss bias in recruitment and the growing role of AI in hiring. They explore why bias begins long before interviews take place, how AI can unintentionally reinforce poor decision-making, and why human judgment remains essential throughout the recruitment process.Whether you're an HR leader, recruiter, hiring manager, or organizational psychologist, this episode offers practical strategies to improve employee wellbeing and make smarter, more evidence-based hiring decisions.In this episode, you'll learn about:Why workplace wellbeing initiatives sometimes become "well branding"Addressing the root causes of burnout instead of treating symptomsThe value of structured interviews and evidence-based recruitmentHow psychometric and ability assessments improve hiring qualityWhy more recruitment stages don't always produce better hiring decisionsThe "bananas, raspberries and strawberries" framework for evaluating recruitment evidenceRecognizing and reducing bias throughout the hiring processUsing AI responsibly to support—not replace—human decision-makingIf you enjoy this episode, subscribe to the HRchat Podcast, leave us a review, and share it with colleagues working in HR, talent acquisition, and people leadership.Connect with Paul: https://www.linkedin.com/in/paulmjones/Support the showFeature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here.Follow us on LinkedInSubscribe to our newsletterCheck out our in-person events

Dan Currell returns to unpack a decade of major shifts in legal education and hiring. Nathan and Dan discuss employment outcomes for recent law graduates and the unusually frothy market in law firm hiring. Also in this episode:- What's fueling the surge in law school application- The mounting pressure students face once enrolled- Grade inflation at the undergraduate levelEmployment Outcomes Since 2016Hiring by Firm Size Since 2016Law School Applications by YearMean UGPA for First-Year ClassStudy with our Free Plan⁠⁠Download our iOS app⁠Watch Episode 569 on YouTubeCheck out all of our “What's the Deal With” segmentsGet caught up with our ⁠Word of the Week⁠⁠ library0:00 Introduction5:21 Enthusiasm or Fear: What's Driving Applicants?16:26 Employment Outcomes for Recent Law Graduates25:53 The Frothy Market in Law Firm Hiring34:24 The Super-Star Effect42:25 Removal of Logic Games49:09 The Rise in Law School Applications59:06 Pressure on Students1:04:30 Take-Home LSAT Change1:12:55 Grade Inflation

Dianne Penn is Head of Product for Anthropic's AI Research and Labs teams. She joined in 2023 as Anthropic's first technical product manager, when the entire product team was five engineers, and has since helped ship every model from Claude 2 through Fable, and helped incubate Claude Code, MCP, Skills, computer use, tool use, and reasoning. Before Anthropic, she helped build Alexa's AI at Amazon and, before that, traded high-yield bonds at JP Morgan Chase.In our in-depth conversation, we discuss:1. What Anthropic's early days were like2. The inflection points that turned Anthropic from an underdog into the fastest-growing company in history3. How exactly Claude got so good at coding4. The eval-driven development loop her team is pioneering5. How to find joy in AI when everything is moving this fast6. Why Claude's willingness to push back is key to its success7. Where human judgment remains irreplaceable—Brought to you by:WorkOS—Make your app enterprise-ready, with SSO, SCIM, RBAC, and moreMercury—Radically different banking, now with Command—Episode transcript: https://www.lennysnewsletter.com/p/anthropics-first-technical-pm-on—Archive of all Lenny's Podcast transcripts: https://www.dropbox.com/scl/fo/yxi4s2w998p1gvtpu4193/AMdNPR8AOw0lMklwtnC0TrQ?rlkey=j06x0nipoti519e0xgm23zsn9&st=ahz0fj11&dl=0—Where to find Dianne Penn:• LinkedIn: linkedin.com/in/dianne-na-penn—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction(02:31) Early Anthropic days(08:55) Big milestones(13:50) Inside the exponential(20:02) Token maxing(23:30) Anthropic Labs and the incubation model(27:30) How the research role works(31:35) How to become a top researcher(35:18) Frontier model safeguards(39:38) Hiring in the AI era(44:16) Building an eval set(47:48) Evals vs PRDs(49:55) The importance of hands-on leadership(52:46) Finding joy in AI(58:10) How Dianne uses Claude(01:01:05) Avoiding overreliance on AI(01:03:50) The constitution that makes Claude better(01:07:11) AI writing and verification(01:11:40) Where human brains will continue to be valuable(01:14:10) Navigating AI with kids(01:16:26) Alignment, the future of the PM role, and burnout(01:21:54) Lightning round and final thoughts—Referenced:• Anthropic: https://www.anthropic.com• Golden Gate Claude: https://www.anthropic.com/news/golden-gate-claude• Dario Amodei's website: https://darioamodei.com• Scaling Laws and Interpretability of Learning from Repeated Data: https://www.anthropic.com/research/scaling-laws-and-interpretability-of-learning-from-repeated-data• Tokenmaxxing: How Top Builders Use AI To Do The Work Of 400 Engineers: https://www.ycombinator.com/library/Pa-tokenmaxxing-how-top-builders-use-ai-to-do-the-work-of-400-engineers• Garry Tan on X: https://x.com/garrytan• Anthropic co-founder on quitting OpenAI, AGI predictions, $100M talent wars, 20% unemployment, and the nightmare scenarios keeping him up at night | Ben Mann: https://www.lennysnewsletter.com/p/anthropic-co-founder-benjamin-mann• Anthropic's CPO on what comes next | Mike Krieger (co-founder of Instagram): https://www.lennysnewsletter.com/p/anthropics-cpo-heres-what-comes-next• Introducing Labs: https://www.anthropic.com/news/introducing-anthropic-labs• Louis CK | about airplane Wi Fi: https://www.youtube.com/watch?v=me4BZBsHwZs• What happens after coding is solved? | Fiona Fung (Manager of the Claude Code and Cowork Teams): https://www.lennysnewsletter.com/p/building-the-most-ai-pilled-engineering• The Anthropic Hive Mind: https://steve-yegge.medium.com/the-anthropic-hive-mind-d01f768f3d7b• How to build a company that withstands any era | Eric Ries, Lean Startup author: https://www.lennysnewsletter.com/p/how-to-build-a-company-that-withstands• Fallout on Prime Video: https://www.amazon.com/dp/B0CN4GGGQ2• Fallout (video game): https://fallout.bethesda.net• Claude Tag: https://www.anthropic.com/news/introducing-claude-tag—Recommended books:• Crucial Conversations: Tools for Talking When Stakes Are High: https://www.amazon.com/dp/0071771328• How to Raise an Adult: Break Free of the Overparenting Trap and Prepare Your Kid for Success: https://www.amazon.com/How-Raise-Adult-Overparenting-Prepare/dp/1627791779• Incorruptible: Why Good Companies Go Bad... and How Great Companies Stay Great: https://www.amazon.com/dp/B0FWZZBPZB—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

Can you help me make more podcasts? Consider supporting me on Patreon as the service is 100% funded by you: https://EVne.ws/patreon You can read all the latest news on the blog here: https://EVne.ws/blog Subscribe for free and listen to the podcast on audio platforms:➤ Apple: https://EVne.ws/apple➤ YouTube Music: https://EVne.ws/youtubemusic➤ Spotify: https://EVne.ws/spotify➤ TuneIn: https://EVne.ws/tunein➤ iHeart: https://EVne.ws/iheart BYD OPENS 9,000-PLUS SHENSHAN ROLES https://evne.ws/iurtf CHINA JULY NEV SALES SEEN AT 980,000 https://evne.ws/9b92f FORD AND GEELY SET UP VALENCIA JV https://evne.ws/f60zy LYNK & CO 07 GT TARGETS A GAP https://evne.ws/lykpg XIAOMI MATCHES LI AUTO AT CATL https://evne.ws/k2b9o XPENG G6 HITS 200,000 GLOBAL DELIVERIES https://evne.ws/ifdtp IM MOTORS DEALER CRISIS HITS TRUST https://evne.ws/fa1ms

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Michael Uadiale.

Most hiring conversations start too late. They start with where to post the job. This one starts three steps earlier, with whether you even know what you are hiring for.We brought two powersports recruiters together for this one, and they come at it from opposite sides of the table. Jaye Sanders is a Talent Partner at Dream Team Referrals and Managing Director at Powersports Listings on the M&A side, so she sees how your team affects what your store is actually worth. Kevin Vaughn, who goes by Elvis, just founded Coreline Search, and he was a General Manager at House of Harley-Davidson until a few months ago. He has been GM at three different dealerships and came up from the sales floor all the way to the top seat.Between the two of them you get both sides. Kevin speaks for the dealer who has to make the hire. Jaye speaks for the person deciding whether to take it. It gets honest, it gets a little spicy, and it is packed with things a dealer can act on this week.Watch on YouTube: ⁠https://youtube.com/@dealershipfixit⁠Connect with Jaye Sanders (Dream Team Referrals): ⁠520-850-0236Connect with Kevin "Elvis" Vaughn: https://www.linkedin.com/in/elvisvaughn/Connect with Jacob: ⁠https://www.linkedin.com/in/jacob-b-berry/⁠Follow the Fixit Online: ⁠https://linktr.ee/dealershipfixit⁠MotoHunt for Dealers: ⁠https://dealers.motohunt.com⁠

What separates great restaurant operators from everyone else? According to Firebirds Wood Fired Grill CEO Steve Kislow, it starts with leadership. In this episode of Restaurant Rockstars, Steve shares the leadership principles, accountability systems, and operational disciplines that helped grow Firebirds from just three restaurants to 70 locations across 23 states. Roger and Steve discuss hiring great leaders, creating a culture of meaningful feedback, improving employee retention, tracking the KPIs that matter most, protecting restaurant profits, using technology wisely, and delivering memorable guest experiences without losing the human side of hospitality. Whether you own a single independent restaurant or manage multiple locations, you'll walk away with practical ideas you can implement immediately. ▶️ Watch the Episode: https://restaurantrockstars.com/audio/497-restaurant-leadership-profits/ In this episode: • Hiring leaders who build winning teams • Creating accountability through feedback • Why employee retention is a critical KPI • Protecting profits without sacrificing hospitality • Restaurant systems that drive consistency • Using AI and technology the right way • Creating value that keeps guests coming back Connect with our guest: https://www.linkedin.com/in/stephen-kislow/ https://firebirdsrestaurants.com

In This Episode of Business Lunch: Not every problem in your business is yours to fix. Roland Frasier and Ryan Deiss break down how to tell a seasonal slump from a fire you actually started, why the easy and obvious moves matter most when the numbers dip, and how AI written resumes are quietly breaking hiring for small businesses. Plus the internal recruiter role they think every growing company is about to need.Chapters:0:00 Welcome back from a 30 day vacation1:46 Why rest is actually productive work3:20 When do you let the dumpster fire burn?4:52 Internal vs external: what you can and cannot fix6:00 Control what you control: lead flow and double booking6:51 Do the easy and obvious things well15:07 Red vs yellow metrics on the scorecard20:46 Theory of constraints: which fire to fight first22:47 Why small businesses aren't hiring: the AI resume problem25:01 How to interview when AI writes every resume30:20 The pre interview email that filters out a third of applicants31:53 The rise of the internal recruiterListen to Business Lunch:Apple Podcasts: https://podcasts.apple.com/us/podcast/business-lunch/id1442654104Spotify: https://open.spotify.com/show/0iWSA89TaD263zhXETdSvZRoland Frasier:Instagram: https://www.instagram.com/rolandfrasier/LinkedIn: https://www.linkedin.com/in/rolandfrasier/TikTok: https://www.tiktok.com/@rolandfrasierFacebook: https://www.facebook.com/RolandFrasierPage/More: https://msha.ke/rolandfrasier/Ryan Deiss:Instagram: https://www.instagram.com/ryandeiss/LinkedIn: https://www.linkedin.com/in/ryandeiss/X: https://x.com/ryandeissScalable: https://www.scalable.coMentioned in this episode:Build Your CEO DashboardGet one report every week of the key metrics you need to know with the CEO Dashboard!CEO Dashboard

Travis Kalanick joins TBPN to discuss Atoms, his vision for industrial AI, and why he believes the biggest opportunities in AI lie beyond software. He explains how Atoms is bringing autonomy to mining, logistics, and food production, why robotics will reshape physical industries, and how lower costs and greater automation could unlock entirely new economic opportunities. Travis also reflects on raising $1.7 billion, building in stealth, regulation, hiring, and what he's learned since Uber.   Resources Follow Travis on X: https://x.com/travisk Follow TBPN on X: https://x.com/tbpn   Stay Updated: If you enjoyed this episode, be sure to like, subscribe, and share with your friends! Find a16z on X: https://twitter.com/a16z Find a16z on LinkedIn: https://www.linkedin.com/company/a16z Listen to the a16z Show on Spotify: https://open.spotify.com/show/5bC65RDvs3oxnLyqqvkUYX Listen to the a16z Show on Apple Podcasts: https://podcasts.apple.com/us/podcast/a16z-podcast/id842818711 Follow our host: https://x.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 http://a16z.com/disclosures. Stay Updated:Find a16z on YouTube: YouTubeFind 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.

We're officially in the final stretch before baby #3! In this end-of-pregnancy Q&A, we're answering your questions about third trimester life --> from shaving while nine months pregnant to nesting, preschool emotions, and how we're preparing for the transition from two kids to three. Our Place: Upgrade your kitchen with Our Place at https://fromourplace.com/UNPLANNED and use code UNPLANNED for 10% off sitewide with a 100-day risk-free trial. Unreal Snacks: Visit https://unrealsnacks.com/UNPLANNED to get $4 off a bag of Unreal. Terms and conditions apply. BetterHelp: Don't let stigma stand in the way of support. Start therapy with BetterHelp and get 10% off at https://betterhelp.com/UNPLANNEDPODCAST. #ad Nutrafol: Get $10 off your first month's subscription and free shipping at https://nutrafol.com with promo code UNPLANNEDPOD. Follow The Unplanned Podcast: https://www.instagram.com/unplanned__podcast/ https://www.tiktok.com/@unplanned_podcast Listen to the pod on Spotify/ Apple Podcasts: https://open.spotify.com/show/1ToDA4ufQuWuEgMq07zN6t https://podcasts.apple.com/us/podcast/the-unplanned-podcast/id1669604504 Follow Matt & Abby: Abby's Instagram | https://www.instagram.com/abbyelizabethoward/ Matt's Instagram | https://www.instagram.com/_matt_howard_/ TikTok | https://www.tiktok.com/@matt_and_abby Facebook | https://www.facebook.com/mattandabb YouTube | https://www.youtube.com/@MattandAbby 09:00 - Launching my own makeup company 23:09 - Hiring a doula 26:27 - Maternity leave 29:24 - Transition from 2 to 3 35:55 - Mom car 38:46 - Nesting 45:26 - Neighbors calling the cops on us 48:09 - Audience questions 50:49 - Living in Arizona 52:21 - Where have you lived the longest 55:55 - Dad bod 56:51 - Would you move back to Missouri 58:40 - Weekly date nights 01:01:59 - Preparing for baby #3 01:03:18 - Potty training 01:07:19 - Matt's trip to Turkey Learn more about your ad choices. Visit podcastchoices.com/adchoices

"Not everything your body is telling you is a symptom that needs to be fixed. Sometimes it's grief." In this episode, Heather shares a deeply personal reflection on what happens when you outgrow the pain, patterns, and identities that once helped you survive but no longer support where you're going. She explores the uncomfortable process of letting go of old stories, relationships, expectations, and the versions of ourselves we've worked so hard to become. From business lessons and the cost of giving away your own authority to the grief that surfaces when your body finally feels safe enough to release what it has been holding, this episode is an honest exploration of healing, growth, and reinvention. What to listen for: ☑️ The story of "I don't know how to market myself," and how Heather lost her voice ☑️ Why women sabotage themselves through overdoing and taking on too much ☑️ Outsourcing your confidence and intuition, and trusting when things feel off   "I've had a vision of making a bigger impact. It hasn't happened. The reason why it hasn't happened is that I went down a rabbit hole believing other people could solve my problem because I believed their words, not their behavior." ☑️ Investing in the people who are actually in the arena, truly doing their own work ☑️ Sticking with things long enough to allow them to start gaining momentum ☑️ If you don't want to do the hard work in business, then get a job   "Hiring marketing people for my team and then outsourcing my power and my confidence in them cost me so much fucking money, and it almost killed me." ☑️ Listening to your body when it starts communicating that something isn't right ☑️ The reason why the Universe puts things in front of your face until you're ready to listen ☑️ Why our grief is often about who we were when we were with the ones we lost   "When I looked at those panic attacks, I kept thinking, 'What is this?' I truly believe that my body was letting go because it felt safe in the middle of the night. That was when I was at rest, and it was letting go of these old stories." ☑️ Committing to no longer struggling and being done with people who don't show up ☑️ Time under tension triggers disease, which is why it's essential to process your feelings ☑️ When you deeply trust yourself, life challenges start to feel less scary *** For those of you who are ready to stop feeling drained, overextended, and out of alignment… join me inside the Energetic Time Management Accelerator, a focused experience designed to help high-achieving women uncover what's draining them, clarify what truly matters, and create a simple plan that fits their life. We'll pinpoint your biggest time + energy leaks, identify the top areas to focus on for quick momentum, and map out exactly what to let go of so you can reclaim your energy, your time, and your joy. Ready to make your time work for you without adding more to your plate? Join the Energetic Time Management Accelerator: www.heatherchauvin.com/time Explore the top episodes listeners come back to when they're stuck, burned out, or standing at the edge of a big shift: www.heatherchauvin.com/10 Follow Heather on Instagram: www.instagram.com/heatherchauvin_

Financial advisors are being pitched new AI tools almost every day.The promise is simple: more automation, better client service, and fewer hours buried in administrative work.But adding AI to a fragmented technology stack doesn't automatically make your business smarter. If your client data is incomplete, trapped inside disconnected systems, or flowing through tools you haven't properly vetted, AI may amplify the problems you already have.Today, I'm talking with Triad's Chief Technology Officer, Quin Kilgore, to explore why the next era of advisor technology won't be won by the firm with the most software.We discuss why the tools that helped build your firm may not be the tools that carry it forward, where convenience can create hidden compliance risks, and how AI could reshape everything from marketing attribution and advisor coaching to client events and everyday operations.3 Insights From This Week's Episode…#1.) The Hidden Risk Beneath Every AI Tool Advisors tend to focus on what a new AI tool can do. But the bigger risk may be hiding in incomplete client records, fragmented systems, and unclear data policies. We explore why AI adoption can make weaknesses in your firm's foundation much harder to ignore.#2.) Why Today's Tech Stack May Become Tomorrow's BottleneckFor years, advisory firms built their businesses around software that was expensive to customize and painful to replace. Quin explains how quickly that equation is changing, and why advisors may need to reconsider what a “core” technology system even looks like.#3.) The Client Intelligence Advisors Are Leaving BehindYour client conversations contain far more valuable information than a traditional fact finder can capture. We explore what becomes possible when that information can be organized, understood, and used throughout the firm.INTERESTED IN TRIAD'S AI MASTERMIND?Triad's AI Advisor Lab, led personally by Michael Hyatt, is built for financial advisors who want to cut through the hype, apply AI more effectively, and stay ahead as the industry evolves. Apply here to see if the mastermind is the right fit for your firm: https://bradleyjohnson.com/178-ai-advisor-labSHOW NOTEShttps://bradleyjohnson.com/178FOLLOW 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. TP07265629240See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HVAC Know It All Business Edition Podcast, co-hosts Gary McCreadie and Furman Haynes from WorkHero sit down with Cornelio Martinez, Owner at Maize Mechanical, he shares the journey of building a successful HVAC business by focusing on relationships, strategic hiring, and long-term growth instead of chasing rapid expansion. He explains how partnerships, mentorship, and investing in apprentices helped him scale sustainably while navigating the challenges of staffing, sales, and business operations. The conversation also explores his vision for contractor co-ops, workforce development, and how small businesses can compete with large private equity-backed companies. Cornelio Martinez is an advocate for electrification, workforce development, and sustainable business growth. After starting as a subcontractor, he strategically grew his company through partnerships, mentorship, and investing in apprentices. Today, he's passionate about helping independent contractors build stronger businesses while creating more opportunities for the next generation of skilled trades professionals.   Expect To Learn: Why strategic partnerships can accelerate business growth. How to know when it's time to hire employees instead of subcontractors. The pros and cons of using subcontractors versus building an in-house team. Why investing in apprentices creates long-term business stability. How transparency impacts customer sales conversations. The biggest financial lessons every growing contractor should understand. How contractor co-ops could help small HVAC businesses compete with larger organizations.   Timestamps: 00:00 – Introduction 00:44 – When Is the Right Time to Hire Your Next Employee? 01:53 – Learning from Mentors and Building Strategic Partnerships 03:07 – Growing Through Relationships Instead of Marketing 03:34 – Subcontractors vs. Hiring Your Own Apprentices 04:08 – Why Investing in Employees Pays Off Long-Term 06:49 – Scaling Without Overextending Your Business 07:37 – Avoiding Technical Overload During Sales Conversations 08:59 – Selling with Logic, Emotion, and Trust 11:54 – Competing with Private Equity Through Collective Buying Power 12:38 – Streamlining Operations and Holding Contractors Accountable 13:54 – Final Thoughts   Follow our Guest Cornelio Martinez: LinkedIn: https://www.linkedin.com/in/cornelio-martinez-38660b40/  Instagram: https://www.instagram.com/corneliomartinez/  Company Website: https://maizemechanical.com/  Company Facebook: https://web.facebook.com/people/Maize-Mechanical/61556354961579/#    Follow Gary McCreadie: LinkedIn: https://www.linkedin.com/in/gary-mccreadie-38217a77/  Website: https://www.hvacknowitall.com  Facebook: https://www.facebook.com/people/HVAC-Know-It-All-2/61569643061429/  Instagram: https://www.instagram.com/hvacknowitall1/    Follow Furman Haynes:  LinkedIn: https://www.linkedin.com/in/furmanhaynes/  WorkHero: https://www.linkedin.com/company/workherohvac/  Instagram: https://www.instagram.com/workhero__/

- Hybrids on Track to Outsell EVs In California - Used EV Prices Jump as Fuel Costs Rise - BYD Hires Thousands More in Global Expansion - VinFast Says It Will Break Even in Vietnam by 2027 - Volkswagen Accelerates Autonomous Tech in China - Aston Martin Faces Creditor Pushback Over Funding - Range Rover GT Unveiled on New Software Platform - The 1911 Invention That Preceded Modern Navigation

- Hybrids on Track to Outsell EVs In California - Used EV Prices Jump as Fuel Costs Rise - BYD Hires Thousands More in Global Expansion - VinFast Says It Will Break Even in Vietnam by 2027 - Volkswagen Accelerates Autonomous Tech in China - Aston Martin Faces Creditor Pushback Over Funding - Range Rover GT Unveiled on New Software Platform - The 1911 Invention That Preceded Modern Navigation

A profitable med spa can still be hard to scale, and even harder to sell. When the owner is responsible for every major decision, key patient relationships, team oversight, and day-to-day problem solving, the business carries more risk than the financials may initially show.  In this episode, I sit down with Annie Robertson Hockey, president of Skytale Group, to talk about what makes a medical aesthetics or wellness practice more valuable over time. We cover owner dependence, scalable systems, clean financial reporting, revenue concentration, team incentives, and the operational work that gives practice owners more options as they grow.  A Valuable Practice Can't Depend on One Person  Many practice owners become the center of the business without realizing how difficult that makes the next stage of growth. They approve the decisions, solve the team problems, manage important relationships, and step in whenever something breaks. That may work for a period of time, but eventually the owner becomes the bottleneck.  Start paying attention to where the practice still relies heavily on you. Which decisions come back to your desk? Which patients only want to see you? What happens when you take a week off? Those questions matter whether you are thinking about a future exit, adding locations, or simply trying to create more space in your own role.  From a buyer's perspective, owner dependence is risk. From an operator's perspective, it also limits how much the practice can handle without adding more stress at the top.  Build Systems Before Growth Exposes the Gaps  A process that works for one location or a small team may fall apart at twice the volume. Practice owners need to look ahead and ask whether the current operation could support two, five, or even 10 times the activity without creating chaos.  That means taking a closer look at the parts of the business that affect consistency, risk, and repeatability:  Reduce dependence on a single provider, location, treatment, or revenue stream  Document the operational systems that drive consistent patient experiences  Track where new patients come from instead of relying on assumptions about marketing performance  Build HR and sales processes that can function without constant owner involvement  Review key performance indicators over time instead of reacting to isolated monthly results  Automate repetitive processes when technology can improve consistency and reduce administrative burden  Assign clear ownership to major functions across the team  Pick an area that is creating friction, give it focused attention, and improve the process before moving on to the next one. A quarter spent strengthening one important function can be far more productive than trying to fix 10 things at the same time.  (00:07:54) Framework for expansion and exit (00:10:25) Building enterprise value (00:16:48) Thinking in scalable systems (00:20:37) Managing revenue concentration risk (00:24:44) Defining clean financial data and metrics (00:37:20) Tying incentives to controllable actions (00:42:51) Managing HR and sales processes  Your Financial Reports Should Help You Explain the Business  Clean financials are not just about accurate bookkeeping. You should be able to look at your reports, identify the major trends, and explain what is driving the numbers. A buyer will want to understand whether growth came from a stronger marketing cohort, a new provider, one unusually productive location, a change in treatment mix, or something else entirely. You should want that same clarity as the owner. Without it, you are making decisions based on a snapshot instead of understanding how the business is actually changing.  This is where trend analysis and a focused set of key performance indicators become useful. Track the metrics that help you make decisions, review them consistently, and stop collecting data simply because you can. More reporting does not automatically create better management.  The Team Has to Be Able to Carry More of the Business  Scaling exposes team issues that are easier to work around when the practice is smaller. Hiring, training, performance management, HR processes, and incentive plans all need more structure once the owner can no longer oversee every interaction. Pay particular attention to incentives. Employees should be rewarded for outcomes they can actually influence, with clear expectations and measurable responsibilities behind the plan.   As the practice matures, capable leaders, documented processes, reliable financials, and a team that can operate without constant owner involvement make the business easier to expand, easier for a buyer to evaluate, and less dependent on you. Follow Shannon & Keep What You Earn:   Shannon Weinstein is the founder of a fractional CFO firm specializing in helping 7-figure aesthetics and wellness practices scale with clarity, cash flow, and confidence.  Shannon is committed to helping med spa owners understand, fix, and maximize their business's enterprise value, offering actionable advice and resources, including a popular free video series specifically for aesthetics practice owners.  Connect with Shannon: Fractional CFO Services and Executive Financial Review: https://www.keepwhatyouearn.com/  Connect with Shannon: https://www.linkedin.com/in/shannonweinstein  Watch full episodes: https://www.youtube.com/@KeepWhatYouEarn  Listen on your favorite podcast app: https://pod.link/1580071347  Instagram: https://www.instagram.com/shannonkweinstein/  The information shared is for educational purposes only and is not individualized financial advice. Aesthetics practice owners should consult a qualified professional before implementing financial strategies discussed here.  About Annie Robertson Hockey:  Annie Robertson Hockey is the President of Skytale Group, a boutique investment banking, management consulting, and private capital firm. Prior to Skytale, Annie co-founded and served as co-CEO of Column, a nationally chartered infrastructure bank, where she currently serves as an Advisor and Board Member. She previously worked at Bain & Company, Goldman Sachs, and was an early employee at several Silicon Valley startups. Annie graduated with honors from both Stanford University and the Stanford Graduate School of Business, where she was an Arjay Miller Scholar. She also serves on the board of a nonprofit focused on remediating youth economic inequality and advises the Stanford Technology Ventures Program and Stanford Women in Tech Entrepreneurship, supporting the development of female leaders.  Connect with Annie and Skytale Group:  Website: www.skytalegroup.com  Email: info@skytalegroup.com  Phone: (945) 235-7850 

The Hiring Crisis, TikTok Training and Gen Z Perfectionism. PLUS How to Keep Quiet Teams Motivated Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture, brought to you by the HubSpot Podcast Network. In this episode of This Week in Work, business owner Al Elliott and Chartered Occupational Psychologist Leanne Elliott break down why fewer than half of recruitment processes actually succeed, why TikTok-style L&D might be sabotaging employee memory, and how economic pressure is driving an epidemic of Gen-Z perfectionism. Plus, in Truth or Lie, we test the psychological myth: Can you bullshit a bullshitter?

In this episode, Molly shares the 6 hiring stages every law firm must fix before making another hire and explains why so many law firms struggle with hiring, employee retention, and team performance. You'll learn proven law firm hiring and legal recruiting strategies to improve your candidate experience, strengthen your interview process, build an effective employee onboarding system, increase employee retention, and create a scalable hiring framework that helps your law firm attract, hire, and retain the right people for long-term growth.   Key Takeaways: Every Hiring Problem is a stage problem. The issue isn't your candidates — it's a breakdown in one of the six hiring stages. Diagnose the stage before making your next hire. Top candidates judge your law firm before they ever apply. Your employer brand, job ads, online reputation, and candidate experience determine who says "yes." Stop hiring from urgency or industry experience alone. A structured hiring system with clear roles, interview scorecards, and a 90-day success profile consistently leads to better hires. Hiring doesn't end with an accepted offer. Clear expectations, coaching, accountability, and a structured onboarding plan are what keep great employees beyond their first 90 days. Great firms don't rely on the owner to solve every people problem. Strategic staffing, capacity planning, and knowing when to coach, retrain, or let someone go create a team that can grow without you.   Quote for the Show:  "Candidates are interviewing your law firm just as much as you're interviewing them." - Molly Mcgrath   Links: 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/o8FA75CCX0U

Like the show? Show your support by using our sponsors.Need to update your shop systems and software? Try Tekmetric HERELaunch your tool game to the next level with Launch Tech USA! HERERecorded at Tools in Hershey, Pennsylvania, Jeff sits down with Josh Coomes of Auto Shop Therapy and technician Brian Ramsburg to discuss the realities of running a modern repair shop. Brian reflects on more than 18 years in the trade, the challenges of being a solo technician, and why he enjoys variety in his work, while Josh shares his customer-first approach, leadership lessons, and the importance of protecting a shop's reputation. Together, they explore diagnostics, pay plans, hiring, training, and building a culture that values quality over speed.Timestamps:00:00 Listen or Become a Liability 00:35 Tools in Hershey Introduction 02:37 Brian's Career Journey 04:18 Owning a Job vs. Owning a Shop 07:42 Customer Empathy and Service Standards 09:21 Turning Away Older Vehicles 14:48 Favorite Types of Repairs 18:02 Why They Avoid European Vehicles 19:40 Shop Scheduling and Profitability 21:56 Technician vs. Owner Priorities 25:38 Working Relationship Challenges 28:28 Hiring and Leadership Lessons 36:20 Mentoring and a Proof-Based Culture 40:41 Pay Plans and Team Morale 42:03 The Starter Diagnosis Debate 45:41 The Stress of Being the Only Technician 48:50 Quality Control vs. Book Time 52:40 Shop Standards and Fair Productivity 55:27 Workflow and Imperfect Data 58:51 Flat Rate Pressure Stories 01:05:10 Hiring Through Working Interviews 01:10:23 Charging Properly to Grow 01:12:44 Final Advice and Closing Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

New reporting from CalMatters looking at how some other states have dealt with government workers and telework. A new bill would make it easier for formerly incarcerated firefighters to get hired. Finally, live jazz returns to Sacramento art museum.

What happens when someone asks ChatGPT, Claude, or Perplexity to recommend an expert in your industry? Does your name appear, or does your competitor get the opportunity?In this episode, Holly welcomes award-winning PR strategist, former U.S. diplomat, and Small Business PR host Gloria Chou back to the podcast for a timely conversation about PR, AI visibility, and the changing way customers discover brands.You'll learn how podcast interviews, media mentions, expert quotes, and other third-party features can strengthen your authority signals. Gloria also shares how she uses Perplexity, ChatGPT, and Claude for different parts of her business and how entrepreneurs can use these tools to research relevant angles, write stronger pitches, and compete with larger brands without a massive PR budget.00:00:49 — The question every entrepreneur should ask about AI recommendations00:02:14 — Gloria Chou shares what building a life-first business means to her00:03:28 — How AI is changing discovery, trust, and purchasing decisions00:04:39 — Why PR features can become powerful authority signals00:06:02 — The opportunity for small businesses to compete with major brands00:07:40 — How AI tools are making PR research and pitching more accessible00:08:36 — Using Perplexity to find trends, angles, competitors, and podcasts00:10:31 — Why specific data makes a pitch more compelling00:12:14 — The two elements every strong pitch needs: specificity and relevance00:14:30 — Gloria's CPR pitching method explained00:15:29 — What to prioritize when you only have a few hours for visibility00:17:42 — How to find PR opportunities through HARO, Substack, and social media00:20:26 — How Gloria uses Claude, ChatGPT, and Perplexity in her business00:23:36 — Why AI visibility creates an opportunity for quieter, smaller brandsCONNECT WITH GLORIA:Website: https://gloriachoupr.com/Instagram: https://www.instagram.com/gloriachoupr/

In this episode of The Capital Raiser Show, Richard C. Wilson sits down with David McWhorter and his son Nathan McWhorter, founder and next-generation leader of McWhorter Steel, for a fireside chat on building a multi-generational construction business from a garage startup to a 75-person operation, navigating family dynamics in business, and competing against publicly traded giants through automation and strategic focus. David shares how he walked away from a Northrop job offer on his 22nd birthday with no backup plan, and built a steel fabrication company worth tens of millions by reinvesting aggressively, trusting great people, and never losing the discipline instilled by years in the military. The conversation dives into scaling a capital-intensive, cyclical business, the mindset shifts that unlocked growth beyond the $10M plateau, the competitive edge of bringing detailing in-house from Thailand, and what it really takes for the next generation to earn authority inside a family business. Topics covered include: Starting a business with no backup plan and no safety net at 22 Reinvesting into equipment and facilities over lifestyle as a growth engine Competing against large public companies through automation and efficiency Opening an in-house detailing operation in Thailand as a game-changing edge The mindset shift that broke through the revenue plateau Learning to trust your team instead of controlling everything Working backwards from revenue goals to determine bid volume Hiring the right person at the right time in a bootstrapped family company Nathan's approach to earning authority through humility and producing results Grooming the next generation without removing the hunger to succeed What actually gets a busy decamillionaire CEO to respond to an outreach The Capital Raiser Show brings together billionaire investors, family offices, elite entrepreneurs, and capital allocators to discuss investing, scaling, strategic growth, and wealth creation. Subscribe for more interviews with top investors, founders, family offices, and industry leaders.

Are you trying to do everything yourself in your interior design business? As AI tools become more powerful, many designers are wondering whether they still need an assistant or additional support. In this episode, Kimberley Seldon sits down with Gina Cotner, founder and CEO of Athena Executive Services, to discuss why delegation remains one of the most important strategies for growing a profitable interior design business. Together, they explore how AI is changing the role of executive assistants, why accountability matters, and how the right support can help you reclaim your time and focus on the work only you can do. If you've ever said, "It's faster if I just do it myself," this episode is for you. What you'll learn in this episode: - Why AI won't replace great assistants in an interior design business - How to know when it's time to hire support for your design firm - Why delegation is essential for scaling your business and reducing overwhelm - How to create accountability without micromanaging your team - Questions that help employees and contractors think like leaders - Why giving work away creates more freedom, profitability, and growth Special for listeners of Business of Design! Receive 5 free hours of service added to your first full month of work with Athena Executive Services (AES)—a $275 value! Just mention this offer during your first call with us.

Anika sat down with Deanna Dolecki and Ashley Ruggeri to explore how they built a thriving, 100% virtual boutique agency by leaning into radical authenticity. The conversation revealed how their Gen X and Millennial dynamic fuels their strategy, why hiring for intangibles matters more than a resume, and how they cut through the digital noise with unscripted banter on their podcast, Ducks Unplugged.In This EpisodeThe origin story of Blue Duck Agency and how a "no-meeting Wednesday" led to a radical rebrandWhy Deanna hires for "intangibles" and how asking about high school grades reveals a candidate's true characterAshley's transition from buttoned-up banking to thriving in the "gray area" of agency lifeLaunching the Ducks Unplugged podcast as a business strategy and creative testing groundHow Gen X and Millennial perspectives complement each other in leadership and marketing strategyThe truth about hustle culture and how different generations brand their work ethicWhy generative AI (like Deanna's ChatGPT, "Janice") is a tool, not a replacement for human creativityBrainstorming on the fly: Pushing boundaries with brands like Netflix and TupperwareTimestamps00:00 Introduction: Building businesses around radical authenticity 01:42 The origins of Blue Duck Agency and diverse career paths 05:24 Hiring for the "gray area" and the importance of intangibles 10:10 Launching the Ducks Unplugged podcast to differentiate the agency 18:48 The Gen X and Millennial dynamic: Bridging the generational gap 23:24 The Blue Duck rebrand: Standing out in a sea of yellow ducks 26:51 The "hustle culture" rebrand and generational work ethics 36:31 Balancing radical honesty with professional boundaries and real-time feedback41:25 Generative AI in marketing: Why human creativity still wins 45:36 Pitching Netflix a "binge pass" and other pop-culture brand moments 50:48 Favorite quotes and life mantrasKey Insights & TakeawaysInsight 1: Authenticity is a Differentiator In a crowded agency landscape where everyone offers similar services, clients buy the people. Creating unscripted, imperfect content like Ducks Unplugged lets prospects experience the team's chemistry, humor, and problem-solving skills before they ever book a discovery call. Perfect polish is out; relatable authenticity is in.Insight 2: Hire for Intangibles Over Resumes Resumes get you in the door, but character keeps you in the room. By asking candidates to talk through their intentions and past choices—even going back to high school—you learn how they navigate challenges, communicate, and fit into a remote, tight-knit culture.Insight 3: Generational Differences Are a Strategic Asset The contrast between Gen X (Deanna) and Millennial (Ashley) perspectives creates richer marketing strategies. Instead of clashing, these diverse viewpoints—from how they view hustle culture to how they consume media—ensure that campaigns resonate across different age demographics.Insight 4: AI is a Tool, Not a Strategy While generative AI is great for efficiency and thought starters, it cannot replace human experience. Relying too heavily on AI leads to homogenized marketing where everyone sounds the same. The human element, drawn from real-world experience and cultural nuance, is what makes campaigns actually convert.Insight 5: Embrace the "Gray Area" Having team members who thrive in the gray—testing, trying, and innovating without a guaranteed outcome—is crucial for an agency's evolution. Not every podcast segment or marketing test will work (like a blind dating show for marketing channels), but giving your team the freedom to test is how you find the strategies that stick.Resources & Links MentionedBlue Duck AgencyDucks Unplugged PodcastDirect Mail Marketing (and why it's making a comeback)About Deanna Dolecki & Ashley RuggeriDeanna Dolecki is the President of Blue Duck Agency, a boutique female-founded marketing agency. As a Gen X woman stepping into a new life phase with college-age kids and a post-marriage reset, she brings a perspective shaped by over 25 years of building a career, leading teams, and building brands. Known for leading with straight talk and hiring for intangibles, she also brings a well-informed and passionate take on pop culture.Ashley Ruggeri is a senior executive and Marketing Strategist with over 15 years of experience. A Millennial and married mom to a 7-year-old, she is right in the thick of balancing career and family. After navigating highly regulated corporate worlds, she brings clarity and calm to the chaos of agency life. She is also a proud hockey mom and unapologetically into Formula 1. Together with Deanna, she hosts Ducks Unplugged, bringing real conversation to work, life, relationships, parenting, and pop culture.Connect with Deanna & AshleyBlue Duck Agency: blueduckagency.comPodcast: Ducks UnpluggedLinkTree: https://linktr.ee/ducksunpluggedpodcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Landing a Director level UX role doesn't happen by accident, and neither does becoming the person on the other side of the hiring table a few months later. Natalie Kurz did both. She spent six months on a UX job search after a layoff, landed a Director of Experience Design and Content role at NextGen Health, and within months found herself reviewing over 600 applications for her own open positions.Natalie spent 25 years in UX, most recently as a people manager, before being laid off last May. She joined Career Strategy Lab during that UX job search, and the shift she describes isn't really about tactics. She stopped using the "spray and pray" method long enough to get clear on what she actually wanted in her next UX role. She let her LinkedIn profile, UX network, and a background she almost left off her resume, do some of the work for her.What makes this episode different is that Natalie is now the one hiring for UX roles. A few months into her new position, she's already brought on multiple UX designers, including someone from Career Strategy Lab. Natalie now experiences the exact hiring process she was on the other side of not long ago. So this conversation moves between her UX job search story and what she now looks for as a UX hiring manager, which gives listeners a rare before-and-after view of the same process.If you're currently employed in a UX role and feel like your resume, portfolio, or LinkedIn presence isn't ready to go if an opportunity showed up tomorrow, this episode is worth sitting with.Topics Discussed✅ How a recruiter found Natalie and reached out about a completely unrelated UX role, purely because of how her LinkedIn profile came across✅ Why she eventually stopped applying to every job with "UX" in the title, and what she focused on instead✅ How a cold, polite message to a lead UX designer on a team she wanted to join turned into a warm handoff before she ever talked to a recruiter✅ The background she almost left off her resume entirely, and why it ended up being a key reason she got hired✅ What it was actually like reviewing over 600 UX applications as a hiring manager, and what made a resume or portfolio stand out in the first three to five seconds✅ The line she now tells every UX applicant about generic resume bullet points, and why it matters more than people think✅ Why she doesn't see contract roles, career gaps, or career changes as red flags in a UX resume, even now that she's the one hiring✅ How she uses AI to check her own UX hiring decisions for bias, rather than to write applications✅ Why she believes she'd be far more prepared for her next UX job search than she was for her last one, and what she does now to stay that wayLinks & Resources

"Send us a message!"What if the biggest business advantage isn't talent, experience, or even hard work?What if it's curiosity?In this episode, we explore why the best salon owners aren't the ones who blindly copy trends or follow outdated advice; they're the ones willing to ask better questions.We talk about challenging industry assumptions, learning from other businesses, embracing new technology, building original systems, and why curiosity has been one of the biggest competitive advantages in growing Hello Hair Co.From Google Ads and AI to hiring, apprenticeships, pricing, and marketing, we share why asking why has consistently led us toward better answers than simply asking how.Your business should serve you, so that you can serve others.And the future belongs to the owners willing to think for themselves.Key TakeawaysCuriosity is one of the greatest competitive advantages in business.Copying outcomes is not the same as understanding why they worked. Better questions lead to better decisions. Innovation begins with curiosity, not certainty. Build systems that fit your business—not someone else's. Patience requires engagement, not passivity. Long-term thinking beats quick fixes. New technology rewards curious business owners. Your ideas are worth exploring, even if they don't all succeed. Learn from others without outsourcing your own thinking.Time Stamps00:00 — Opening takes: stop criticizing the next generation 03:00 — Why the past shouldn't dictate the future 05:00 — The salon industry's copycat problem 06:30 — Copying outcomes vs. understanding causes 08:00 — Asking better questions in business 09:00 — Why profitable salons think differently 10:00 — Assigned stations, apprenticeships, and challenging tradition 12:00 — Hiring with curiosity instead of fear 14:00 — Why change feels uncomfortable 16:00 — Curiosity built Hello Hair Co. 18:00 — Google, SEO, and long-term thinking 20:00 — The Five Whys and deeper questions 22:00 — Why stylists choose some salons over others 24:00 — Patience vs. complacency 26:00 — Building business frameworks that last 28:00 — Turning frustrations into better systems 30:00 — Build your future instead of inheriting it 31:00 — AI, technology, and curiosity 34:00 — Your ideas are worth exploring 36:00 — Don't outsource your thinking 38:00 — Final thoughts: think for yourselfLinks and Stuff:Our Newsletter Mentoring InquiriesFind more of our things:InstagramHello Hair Pro Website

In this episode of Personal Injury Marketing Minute, host Lindsey Busfield is joined by Sarah Walton, a business strategist and coach, to explore the concept of high capacity women leaders and their impact on law firms. Sarah explains the physiological and psychological aspects that enable women to multitask effectively and discusses the importance of recognizing and harnessing this capacity without falling into the trap of high-functioning codependence. They delve into the significance of delegation in business, emphasizing how it can prevent burnout and enhance productivity. The conversation also covers practical strategies for law firm owners to implement healthy habits and mindset shifts that lead to sustainable business growth and personal fulfillment. Listeners will gain insights into improving their leadership skills, fostering a supportive work environment, and achieving a better work-life balance. Key Timestamps: 00:01 –Introduction 0:17 –Defining High Capacity Women Leaders 1:26 –The Science Behind Multitasking 2:18 – High Functioning Codependence Explained 3:34 – The Double-Edged Sword of High Capacity 5:56 – Reframing the A Game for Sustainability 7:00 – Importance of Delegation in Law Firms 9:02 – Delegating for Business Efficiency 10:10 – Creating Jobs and Wealth Flow 12:19 – Eliminating Business Lag 14:18 – Leadership Through Delegation 16:00 – Business Needs vs. Personal Preferences 17:12 – Hiring the Right People 19:47 – Implementing the 80% Rule 22:05 – Mindset Shifts for Business Success 24:03 – Starting the Day with a Slow Morning 26:12 – Connecting with People for Business Growth See all episodes or subscribe to the Personal Injury Marketing Minute here: https://optimizemyfirm.com/podcasts/. What Defines High-capacity Women Leaders In The Business World? High-capacity women leaders are individuals who can multitask effectively due to physiological traits, such as more connective tissue between the brain’s hemispheres, allowing them to handle multiple tasks simultaneously. This ability often leads them to function at high levels consistently. However, this capability can sometimes lead to high-functioning codependence, where they overextend themselves, neglecting self-care and delegation. Recognizing and managing this balance is crucial for sustainable success. How Can Women Leaders Avoid Burnout While Maintaining High Performance? To avoid burnout, women leaders should recognize that while they are capable of multitasking, it is not necessary to function at high levels constantly. It’s essential to delegate tasks and set boundaries to prevent becoming overwhelmed. By acknowledging the need for support and avoiding the trap of trying to do everything themselves, leaders can manage their responsibilities more effectively and maintain a healthier work-life balance. Why Is Delegation Important For Business Leaders, Particularly In Law Firms? Delegation is critical because it allows leaders to focus on the aspects of their business they are passionate about and excel in. By delegating tasks that are not their strengths, leaders can reduce inefficiencies and prevent burnout. This approach not only fosters a more dynamic and efficient workplace but also enables leaders to perform at their best, contributing to the overall success of the business. How Can Law Firm Leaders Effectively Delegate Tasks? Law firm leaders can delegate effectively by understanding that they are not their business; the business is an entity on its own. Leaders should focus on what the business needs rather than personal preferences for task completion. By hiring people who excel in specific areas and allowing them to take ownership of their roles, leaders can ensure tasks are completed efficiently, freeing them to focus on critical areas of the firm. What Should Leaders Consider When Hiring To Ensure Effective Delegation? When hiring, leaders should adopt the mantra “hire hard, manage easy.” It’s important to invest time in finding the right fit for the business and then provide comprehensive training and clear SOPs (Standard Operating Procedures) to guide new hires. This ensures that tasks are completed to the desired standard without the leader having to micromanage, allowing the business to run smoothly and efficiently. How Can Law Firm Owners Incorporate Mindset Shifts And Habits For Better Business Outcomes? Law firm owners can benefit from adopting mindset shifts such as the Pareto Principle, focusing on the most impactful tasks, and maintaining an 80% capacity to prevent burnout. They should also implement daily habits like starting their day with a slow morning routine, reflecting on personal and business priorities. These practices can enhance productivity, improve mental clarity, and lead to greater satisfaction and success in their professional lives. What Practical Advice Can Law Firm Owners Implement To Improve Their Leadership And Business Operations? Law firm owners should remember that they matter and that their actions have significant impacts. By prioritizing self-care, setting clear goals, and maintaining connections with clients and colleagues, leaders can ensure they are operating at their best. 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From physician assistant to DPC physician, Dr. Reid Lancaster took the long road on purpose. In this episode of My DPC Story, he sits down with Dr. Maryal Concepcion to trace his journey from PA to DO and the moment a three-minute news clip about direct primary care planted a "worm in his brain" he couldn't shake.Dr. Lancaster is the founder of Ethos Modern Medicine in La Quinta, California, just outside Palm Springs in a community as economically diverse as almost anywhere in the country. He shares why he chose to become a physician rather than practice independently as a PA, the honest differences he sees between PA, NP, and physician training, and how residency shaped what he can now do for his patients in primary care.This conversation is packed with practical wisdom for anyone weighing a DPC of their own. Dr. Lancaster opens up about the naysayers he faced through medical school and residency, the mentors who pushed him to "cash in" on a traditional job, and the wife who kept the dream alive when the doubt crept in. He also reflects on the business side he never trained for, from California compliance surprises to the taxes and systems that fall through the cracks in year one and beyond.You'll hear the real stories behind the lessons: the AI answering service named Jarvis that tanked his consults by 80 percent, the patients stuck in referral limbo despite having insurance, and the goals he wrote down before opening that he rediscovered in an old drawer. Dr. Lancaster makes the case that mistakes are lessons, that hiring a little earlier than feels comfortable can accelerate growth and protect your quality of life, and that clear boundaries set upfront are what keep DPC sustainable.Now three and a half years in and effectively full at 600 patients with no marketing, Dr. Lancaster reflects on what growth looks like from here, the working partnership he's exploring with PAs and NPs in the DPC space, and why the local coffee shop model, not the franchise, may be the future of direct primary care.Whether you're a pre-med student, a resident or a physician eyeing the exit from fee-for-service, or a DPC owner thinking about your next step, this episode is a reminder that you've done hard things before and you can do this too.Head to mydpcstory.com to find your starting point, and come say hi at the AAFP co-sponsored DPC Summit in New Orleans.Meet the My DPC Story team at DPC Summit NOLA! Summit bundles are live: HERE the Physician Owner's PlannerThe "insurance is not healthcare" teeA digital tool bundle for your practice A website reviewA 50% off our $350 Patient Explainer VideoPlus a chance to win an hour with Dr. Concepcion.  Cooperative of American Physicians or CAP. Learn more about the medical malpractice company used by Dr. Maryal Concepcion since 2021 at capphysicians.com or by calling 800-356-5672.Guava Health. A premium patient experience, pulling data from EHRs and wearables, helping  see the full picture and uncover root causes to deliver personalized care. ZION HealthShare. Get peace of mind for major medical events without going back into the insurance maze. Support the showGET your FREE MONTHLY BUSINESS TOOL DOWNLOADBecome A My DPC Story PATREON MEMBER! SPONSOR THE PODMy DPC Story VOICEMAIL! DPC SWAG!FACEBOOK * INSTAGRAM * LinkedIn * TWITTER * TIKTOK * YouTube

Diabetes Digital is growing, and we're looking for compassionate, mission-driven Registered Dietitians to join our team!If you're a RD or know someone who is, tune in for a quick overview of what makes Diabetes Digital a great place to work and how to apply.Tune in to learn:Who we're hiring (full-time and part-time Registered Dietitians)What makes working at Diabetes Digital differentOur 32-hour full-time schedule with a 4-day workweekCompetitive benefits, CEU opportunities, mentorship, and professional developmentInterested in joining our team? Apply Here.Know an incredible RD who would be a great fit? Share this episode or send them the application.

Get Up resumes with another instant classic for Argentina and Lionel Messi! Two goals after the 85th minute knocked England out. Football is officially NOT coming home, again, for the 60th year! Meanwhile - does John Harbaugh need instant success to be considered a successful hire? Then - after falling out of the limelight for the past couple of seasons, Dabo and Clemson are back in the mix! They enter the season ranked 4th in the preseason AP poll. Let's define success for the Tigers. An ACC title? CFP birth? Multiple CFP wins? Learn more about your ad choices. Visit podcastchoices.com/adchoices

This episode of *The Common Bridge* is part of a special 21‑part series of interviews recorded with healthcare leaders from across Michigan during the 2026 Mackinac Policy Conference, in partnership with the Michigan Health and Hospital Association.In these short conversations, with his guests, Rich explores regulation, cost pressures, workforce challenges, and the future of Healthcare in Michigan and around the Country.A rule written in 1906 still helps decide what “counts” as learning in Michigan classrooms and we think it's long past time to rethink it. From the Mackinac Policy Conference, we sit down with former Michigan Governor Rick Snyder to unpack how seat time requirements can quietly block the most practical kinds of education reform: project-based learning, competency-based credit, and interdisciplinary courses that feel like the real world students are about to enter.We dig into what a student-centered, real-life results model looks like when districts are actually allowed to try it. That means combining subjects (like English with history), connecting math to skilled trades, and building programs where learners demonstrate mastery instead of just logging hours. Snyder explains the bipartisan push behind current Michigan legislation and why local approval matters, with educators and parents closest to students helping shape innovation plans.We also connect education policy to the healthcare workforce pipeline. Michigan hospitals and clinics need motivated talent, and early exposure to health careers can turn school into something students want to show up for. We talk about programs already training future phlebotomists, rad techs, lab techs, and other in-demand roles, plus the “durable skills” that matter even more as artificial intelligence reshapes work: teamwork, critical thinking, and smart use of new tools.If you care about Michigan education, career and technical education, healthcare staffing, or economic growth, this conversation delivers a clear argument for changing the rules so communities can build modern pathways. Subscribe, share this with a friend, and leave a review with your take: should schools measure learning by time or by results?Support the showEngage the conversation on Substack at The Common Bridge!

Passing the torch to next-gen leaders requires more than paperwork; it demands deep cultural investment, transparent career pathing, and a training ground for collective decision-making. Today's guest highlights the profound personal and corporate transformations that happen when a firm commits to cultivating sustainable human capital. Christine DeMao is the COO of Gibson Capital, a $3B national RIA serving ultra-high-net-worth families. In this episode, she shares her 18-year journey from entry-level portfolio administrator to "boomerang" equity partner. In this episode, Christine explains how her firm uses a transparent "Path to Partnership" framework to map out character, cultural leadership, and business prerequisites early in a hire's tenure. She also opens up about her survival of a severe burnout health crisis, revealing how it fundamentally changed how she leads, leverages peer networks, and models work-life balance to protect her team. For show notes and more visit: https://www.kitces.com/498