Podcasts about Hiring

If you're doing everything yourself because hiring feels too expensive, Rory and AJ Vaden want you to reconsider what "expensive" actually means.     In this episode, they unpack the real cost of holding onto work too long, Rory's 30X Rule for delegation, and how fear and perfectionism keep entrepreneurs from building the capacity they need to grow.     They also discuss underperformance, hiring for skill versus culture, when to start with contractors, and the four distinct skill sets behind a strong personal brand marketing team. 

Most machine shops start thinking seriously about workforce development when they already need someone. A machinist quits, capacity jumps, the backlog grows, and suddenly finding skilled people becomes an emergency. MSP Manufacturing has taken a very different approach. Johnny Goode joins Paul and Brooke to explain how MSP has spent years building relationships with high schools, apprenticeship programs, students, parents, and the broader manufacturing community. Now, as the company experiences more than 50% revenue growth, that investment is starting to pay off. We dig into ROI Uplands, a regional program connecting high school students with real employers, and what it actually looks like to bring 16- and 17-year-olds into a working machine shop. Can apprentices contribute meaningfully in an environment where quality, safety, and precision matter? How much training does it take? And what happens to your culture when young people become a regular part of the team? We also get into the bigger problem facing manufacturing: many students and their parents still have no idea what these careers actually look like. Johnny, Paul, and Brooke talk about the earning potential hiding inside modern manufacturing, why exposure needs to start long before graduation, and what shops can do to help create the next generation of machinists instead of waiting for someone else to do it. What's Covered in this Episode (0:00) Why these apprentices hold themselves to a higher standard than anyone sets for them (2:17) Reintroducing Johnny Goode and getting a snapshot of MSP Manufacturing (4:11) 30 employees, six apprentices, and 50% revenue growth without adding bodies (5:30) How ROI Uplands links nine counties of Indiana high schools to local employers (7:51) Take your shop to the next level with DN Solutions (9:05) Eagle Manufacturing and the student-run businesses taking real jobs from industry (10:35) Interview day, the draft, and the state reimbursing half of apprentice wages (11:55) A three-to-two tuition deal that sends students into the workforce with zero debt (13:04) Brooke on steamfitting, welding, and the year of college she'd take back (14:47) 500 applicants, 100 placements, and why Indiana is ahead of the curve (16:14) What happens to culture when apprentices are the children of your employees (17:57) Win a fully tooled SVM 4100 from MakingChips, DN Solutions, and Kennametal (18:44) Why people apply to MSP when there are no job postings anywhere (20:38) What MSP does to support their community (21:40) The Band-Aid analogy: keep patching the wound or repair it (23:42) What a day actually looks like for an apprentice on the floor (26:09) What success looks like: Hiring for culture fit over subject matter expertise (29:10) Why students are choosing manufacturing internships (31:05) Countering the stigma that the trades are the fallback option (33:42) The $180,000 setup programmer nobody talks about (36:00) Reality-based AI for the factory floor at the IMTS Industrial AI Conference (35:19) AI as a force multiplier, not a people replacer (37:26) Why schools turn down free software, and what ProShop does instead (42:12) Advisory boards, wait lists, and the tech school near Tulsa with no students (45:33) Reaching third graders before anyone tells them what a machinist is (50:07) What gives Johnny the most hope for the next generation Resources Mentioned ROI Uplands Eagle Manufacturing (Brown County High School) ProShop ERP DN Solutions Kennametal Conexus Indiana MakingChips Machine Giveaway IMTS IMTS Industrial AI Conference Titans of CNC Connect with Johnny Goode Johnny Goode on LinkedIn MSP Manufacturing Connect with MakingChips www.MakingChips.com On Facebook On LinkedIn On Instagram On Twitter On YouTube

I hired someone, trained her, sat across from her mid-shift, and watched her decide to walk out. Not dramatic, not a blow-up, just a quiet "I'm not sure" that turned into a goodbye. Someone I trust told me beforehand they didn't see it working out. I disagreed, went with my gut anyway, and my gut was wrong. This episode isn't a framework or a three-step plan. It's me, mid-defining-moment, being honest about what CEO-style salon ownership actually looks like right now. Hiring, a software transition, and a deep dive into salon SEO, all happening at once.In this episode:The real story of hiring and losing a new assistant in the same week, and what it taught me about trusting my gut even when it's wrongWhy I believe the right people always stay, and the ones who aren't a fit self-select out, even when that's a hard thing to watch happenWhat's actually going on behind the scenes as I switch salon software, including the hybrid-model headaches that made the old system unworkableWhy I've been going deep on my own salon's SEO, and the gap I found even after years of doing this workThe mindset shift I keep coming back to: the longer you're in business, the closer your highs and lows get, and why that's actually the goalSwitching to Mangomint:I finally made the switch after years of jimmy-rigging Zapier and Square to work for a hybrid salon. If you're curious whether it'd work better for your salon, grab your first month free with my link: https://www.mangomint.com/referral/lexi/The Monday Club:Business education, community, and tools to build a salon that runs like a real business, including the full salon visibility work that gets you found by Google and known by AI. Learn more: https://www.lexilomax.com/monday-club

The Founderz Lounge Episode #103 with Don Varady and Steve Bon.Do you really need a CEO, or are you hiring the title because it feels like the next step?In this episode, Don and Steve break down executive leadership through the lens of founders who have actually made the hires, gotten some right, and learned from the ones that did not work.Don shares why Clean Eatz hired a CMO before the brand was ready, what went wrong with a later CEO hire, and why experience on paper does not automatically mean someone will fit your culture or leadership team.They get into when to hire C-suite leadership, why founders should hire slow and vet beyond the highlight reel, how to build trust with new executives, and when a strong Director of Operations may be more valuable than jumping straight to a CEO.They also talk about delegation, staying connected to legal, finance, and growth, and the balance every founder eventually has to figure out: giving leaders enough room to run the business without completely losing touch with it.If you are a founder or business owner building an executive leadership team, scaling a company, or trying to get out of the day-to-day without losing the culture you built, this episode is for you.Come for the banter. Leave thinking more like a founder.Timestamps:[00:00] Trailer[01:01] Building Trust With Executive Leadership[02:25] Hiring a CMO Too Early[03:58] Hire Slow, Fire Fast[06:16] When Executive Hires Go Wrong[08:15] Do You Really Need a CEO?[13:49] The Leadership Hire Don Would Make First[14:57] How to Vet C-Suite Candidates[19:03] Executive Experience vs Culture Fit[19:39] What Founders Should Never Fully Delegate[27:53] Can the Business Run Without You?[28:40] Executive Leadership Red FlagsKey Takeaways:• Hire slow, fire fast. ~Don Varady• The right executive hire can still be wrong if the business is not ready for the role. ~Don Varady• A strong Director of Operations can be the founder's right hand. ~Don Varady• “Don't hire on a highlight reel.” ~Don Varady• Experience on paper means nothing if the leader cannot get adoption from the team. ~Steve Bon• Founders can delegate responsibility without completely removing themselves from the parts of the business that matter most. ~Don VaradyConnect with Don and Steve…Don Varady:Facebook: https://www.facebook.com/don.varady/ Instagram: https://www.instagram.com/donvarady/ LinkedIn: https://www.linkedin.com/in/don-varady-450896145 Steve Bon:LinkedIn: https://www.linkedin.com/in/stephenbon Instagram: https://instagram.com/stevebon8 Tune in to every episode on your favorite platform: Website: https://www.thefounderzlounge.com/ YouTube: https://www.youtube.com/@TheFounderzLounge Spotify: https://open.spotify.com/show/0Nurr4XjBE747qJ9Zjth0G Apple Music: https://podcasts.apple.com/us/podcast/the-founderz-lounge/id1461825349 The Founderz Lounge is Powered By:Clean Eatz:Website: https://cleaneatz.com/Facebook: https://www.facebook.com/CleanEatzLife/ Instagram: https://www.instagram.com/cleaneatzlife/ Youtube: https://www.youtube.com/channel/UCJRGrE-Xv4IMW_DbxSOTGGA Bon's Eye Marketing:Website: https://bonseyeonline.com/ Facebook: https://www.facebook.com/bonseyemarketing Instagram: https://www.linkedin.com/company/bon's-eye-marketing/ LinkedIn: https://www.linkedin.com/company/bon's-eye-marketing/ YouTube: https://www.youtube.com/@bonseyemarketing9477  

It's never been easier to hire the wrong attorney. Most people interviewing law firms after a truck crash ask about the lawyer, and they forget to ask about everyone else on the team. In this episode of Ask David, Board-Certified Truck Accident Attorney David Craig explains why that one oversight can change the entire outcome of a case.David sits down with co-host Ashley Napier to break down the Academy of Truck Accident Attorneys (ATAA), a group founded in 2016 that's dedicated entirely to plaintiff lawyers and paralegals handling truck wreck cases. They talk about what the ATAA actually does, why truck law is completely different than a car wreck or a trip-and-fall case, and why the firm you choose should invest in more than just one good attorney.✔️ What the ATAA is and why it matters when you're hiring a truck accident lawyer✔️ Why truck cases require expertise that most personal injury lawyers simply don't have✔️ How board certification in truck accident law works and what it takes to earn it✔️ Why paralegals can now be board-certified too, and how that benefits families✔️ How the recent unanimous Supreme Court broker decision changes trucking cases✔️ Why "I couldn't see because of the snow or glare" is an excuse, not a justificationDavid Craig is one of the few attorneys in the U.S. who is Board-Certified in Truck Accident Law by the National Board of Trial Advocacy and accredited by the American Bar Association. That means he meets rigorous experience, ethics, and knowledge standards to hold trucking companies and unsafe drivers accountable. With 39+ years handling semi-truck wreck cases, David has served on the ATAA Board of Regents since the group started, and he'll be speaking again this year in Denver on how truck drivers are mistreated by brokers, shippers, and motor carriers, and how that impacts safety.Here's a detail most people never think about. When a top trial lawyer is locked in preparing for trial, working seven days a week and 15-hour days, somebody has to keep every other client's case moving at the same level. That only happens when a firm invests in its whole team. This year, CKF is sending more than ten people to the seminar, because knowledge is power and this is a team game.

We finally turned our hiring and onboarding process from tribal knowledge into an actual system. In this episode, I break down the checklist we now use at Brian's Lawn Maintenance to hire, onboard, and train new team members without reinventing the wheel every time. September 9, 2026 · 12PM ET · Free Live Webinar with Brian Fullerton (7 things the best landscape companies do before they hire.)

Why do physical therapy clinics feel broken even when everyone seems to be working harder?On this episode of PT Breakfast Club, Jimmy McKay, Tony Maritato, and Dave Kittle dig into physical therapist hiring, clinician recruitment, clinic marketing, reimbursement, RTM, AI-driven efficiency, and the economics of running a PT practice.The conversation starts with a simple hiring problem: most clinics are competing for the same physical therapists using the same job boards, the same bonuses, and the same messaging. If every clinic is fishing in the same pond, is doing more of the same actually a strategy?Then the conversation turns to marketing, attention, trust, and why a local pancake shop may understand brand building better than most healthcare organizations.Finally, the guys explore a bigger question for physical therapy: when technology makes care more efficient and less expensive to deliver, who actually captures that value? The clinician? The clinic? The patient? Or the payer?Topics include:• Physical therapist hiring and recruitment• PT clinic staffing challenges• Physical therapy job marketing• Clinician retention and hiring strategy• RTM and remote therapeutic monitoring• CMS and physical therapy reimbursement• AI and healthcare efficiency• Private practice physical therapy• PT clinic marketing• The economics of physical therapy practiceThe big takeaway: you may not need more applicants, more marketing, or more of the same strategy. You may need to play a different game.

Discover the Benefits of Hiring Virtual Assistants for Business with Timmy Vanvonno 20four7va.com About the Guest(s): Timmy Vanvonno is a seasoned professional currently serving as the Vice President of Growth at 247VA, a renowned remote staffing services company based in Maryland. With a focus on fostering sustainable growth and establishing the firm as a reliable partner in global workforce solutions, Timmy Vanvonno is committed to redefining standards in remote support by blending high-quality human talent with practical technology. Outside of his role at 247VA, Timmy Vanvonno is a licensed class A contractor in Maryland and Virginia and brings extensive experience as a licensed real estate professional handling multi-million dollar projects and complex team management. Episode Summary: In this engaging episode of The Chris Voss Show, host Chris Voss interviews Timmy Vanvonno, Vice President of Growth at 247VA. The conversation primarily revolves around the burgeoning world of virtual assistants and remote staffing solutions. Timmy Vanvonno shares his insights into how businesses, particularly in the United States, can benefit from employing virtual assistants for tasks they would traditionally hire local employees for, highlighting the significant cost savings and efficiency gains. He outlines 247VA's unique business model, emphasizing their focus on combining skilled human talent with robust technological infrastructure and their exceptional recruitment, training, and support processes. The episode delves deep into the operational efficiency and cybersecurity measures 247VA has put into place to ensure client data remains secure, while offering unparalleled support and seamless integration of virtual assistants into any business. Timmy Vanvonno elucidates on the wide range of services virtual assistants can provide, from administrative duties to marketing and technical support, which offer businesses flexibility and significant savings on labor costs. This enlightening discussion offers valuable insights for business owners considering expanding their remote workforce, underscoring the strategic advantage of partnering with a vetted and reputable staffing agency. Key Takeaways: Cost-Effective Staffing: Engaging virtual assistants can reduce staffing costs by 70-85% compared to hiring in-house employees. Comprehensive Support: 247VA offers extensive recruitment, training, IT, and cybersecurity support to ensure seamless integration of virtual assistants. Scalable Solutions: Ideal for businesses at various growth stages, 247VA provides virtual assistants suitable for small startups to large enterprises. Enhanced Data Security: The firm prioritizes cybersecurity with sophisticated monitoring and IT solutions to safeguard client data. Versatility Across Niches: Virtual assistants from 247VA can support a wide spectrum of industries, providing services from administrative to technical tasks. Notable Quotes: “The biggest obvious benefit’s the cost savings. So the US dollar has a lot more value in some of the other regions around the world.” “Working with an agency like ours means you get an infrastructure behind the relationships.” “By the time they get to our clients, we don’t see these issues. But we do- have all the checks and balances in place to make sure that really nothing can happen.” “Our rates at our full-time admin tier VA start at $5 an hour.” “The best relationships with the virtual assistants are the ones where the business really brings them in as if they’re one of their own.”

AP correspondent Ben Thomas reports, a whistleblower warned that ICE was drastically lowering standards as it ramped up hiring last year.

AP Washington correspondent Sagar Meghani reports last month's strong jobs report has put the economic focus back on inflation.

Sign Up for the Full ShowLocals (daily video)Sample Showshttps://canadapoli2.locals.com/ Spotify https://podcasters.spotify.com/pod/show/canadapoli/subscribePrivate Full podcast audio https://canadapoli.com/feed/canadapoliblue/Buy subscriptions here (daily video and audio podcast):https://canadapoli.cm/canadapoli-subscriptions/Youtubehttps://www.youtube.com/c/CanadaPoli/videosMe on Telegramhttps://t.me/realCanadaPoliMe on Rumblehttps://rumble.com/user/CanadaPoli Me on Odysseyhttps://odysee.com/@CanadaPoli:f Me on Bitchutehttps://www.bitchute.com/channel/l55JBxrgT3Hf/ Podcast RSShttps://anchor.fm/s/e57706d8/podcast/rsshttps://LinkRoll.co Go here to discuss the show without algorithmic censorship. See you there! ––––––––––––––––––––––––––––––Music: If I Had a Chicken - Kevin MacLeod • If I Had a Chicken – Kevin MacLeod https://www.youtube.com/watch?v=fewLXi6GATM - Royalty Free Music––––––––––––––––––––––––––––––

So much of the self-help world teaches us that the solution to our problems is to become a better, more healed, more secure version of ourselves. In this episode, I'm joined by Dr. Marisa G. Franco, author of Worth: The New Science of Self-Esteem and Secure Attachment, to challenge that idea and talk about why self-worth starts with acknowledging who you actually are, not trying to erase the parts of yourself you do not like.Dr. Franco and I talk about why insecurities are not proof that something is wrong with you, how striving to be “securely attached” can become another form of self-rejection, and why acknowledging your full internal experience is the first step toward change. Listen in to learn why healing is not about becoming someone else, but about creating a relationship with yourself where you can acknowledge the full truth of who you are and still know you are worthy.Get full show notes, transcript, and more information here: https://schoolofnewfeministthought.com/524Watch episodes over on YouTube: youtube.com/@karaloewentheilcoachingFollow along on Instagram: instagram.com/karaloewentheil/Learn more about Dr. Franco's books and work: https://drmarisagfranco.com/Mentioned in this episode:We're Hiring a Marketing ManagerGo to unfuckyourbrain.com/hiring to learn more.FREE LIVE WORKSHOP: The One Big AskIn one free hour, find the ask most worth making, assess exactly what's blocking you, and learn what it takes to speak up anyway. September 9, 2026 · 12 p.m. to 1 p.m. ETSign up for The One Big Ask Workshop here

ICE whistleblower exposes reckless hiringHegseth extends the Iran war into 2027Reich demands impeachmentLutnick's family profits from tariff chaosPlus a Kamala fantasy from Trump's Ag SecSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The firms that last for decades don't resist change—they learn how to capitalize on it.  Ken Harrell is the Managing Partner of Joye Law Firm, a South Carolina personal injury practice with seven offices and a legacy spanning nearly 60 years. As rising acquisition costs reshape the industry, his team is investing in AI, strengthening operations, and preparing for a future where adaptability provides the biggest competitive advantage. In this episode, Ken explains why Joye Law Firm created a dedicated AI coordinator role, how offshore staffing strengthened its intake operation, and what "force multiplier" positions look like inside a growing firm. You'll learn: Why AI in law firms requires dedicated ownership to drive adoption across the firm. How offshore staffing can improve intake while strengthening culture and accountability. What force-multiplier roles create the biggest operational impacts in growing firms. Why client acquisition costs continue to rise—and how established firms must adapt. Head over to Rankings.io and see for yourself how we can help take your business to the next level. Like what you hear? Hit Subscribe! We do this every week. If you want to keep learning from the best voices in PI, join us at PIMCON 2026. Buy your tickets now! Subscribe to our newsletter and get the freshest news every Monday: newsletter.rankings.io Get Social! Personal Injury Mastermind w/ Chris Dreyer powered by Rankings.io is on Instagram | YouTube | TikTok

You haven't truly had an eating disorder until you eat ten bunless Big Macs with a knife and fork

Episode 266: In Bain's early 2026 Consumer Banking Benchmark, provided by NPS Prism, Chime had the highest NPS among the companies we measured. That raised a basic question: How does a financial technology company serving people who live paycheck to paycheck earn greater loyalty than institutions built around customers with much higher balances? Sam Krause is the Senior Vice President of Operations and Member Experience at Chime. As she explains, Chime is a financial technology company, not a bank. "We are a FinTech. We partner with bank partners behind the scenes who hold all our deposits." Most Chime members already had bank accounts. The important distinction is between having access to an account and having a product designed around the way you actually live. Chime operates without branches, giving it lower fixed costs than traditional banks. Members who qualify can receive their paychecks up to two days early or use a free feature called SpotMe for up to $200 in fee-free overdrafts. Those benefits cost money and expose Chime to risks many traditional banks avoid. But about two-thirds of members use Chime as their primary account. Most of the company's revenue comes from interchange on daily card use. Helping members get access to their money sooner can increase usage, strengthening the economics that make those benefits possible. Sam also explains how Chime tries to turn "member obsession" into an operating discipline. NPS is one of the company's three highest-level goals. For example, competitive benchmarking exposed a gap in funding and transfers that internal data alone had not made urgent enough. Chime then combined the NPS Prism benchmark data with direct member feedback to identify the specific problems and change its priorities. The consequences can be intensely personal. Sam describes a member named Carmen who used SpotMe to put gas in her car so she could reach chemotherapy appointments scheduled shortly before her payday. Her story illustrates why a short-term liquidity problem that might look minor to a product team can matter enormously to the person experiencing it. In this episode, learn how Chime preserves member obsession as it grows and leverages better outcomes for members into greater usage, loyalty, and growth. Guest: Sam Krause, Senior Vice President, Operations & Member Experience Host: Rob Markey, Partner, Bain & Company Give us feedback: Customer Confidential Podcast Feedback Send us a note: Contact Rob Timestamped Topics 00:52 – Cutting insurance claim resolution from weeks to minutes shapes Sam's approach to customer experience 01:28 – Aligning the business model with what is best for customers 02:51 – Designing financial products for the two-thirds of Americans living paycheck to paycheck 03:25 – Giving members paychecks up to two days early and up to $200 in fee-free overdraft 05:40 – Using primary account relationships and interchange to make the economics work 08:03 – Taking risks traditional banks avoid to give members faster access to their money 09:04 – Distinguishing access to banking from helping customers gain financial control 12:13 – Designing simpler money-management tools for the 80% who are not natural planners 14:14 – Finding the two customer segments where the products have the strongest fit 18:38 – Seeing simplicity and ease of use emerge as the biggest drivers of promoters 19:41 – Helping members increase credit scores by 30 points on average over eight months 22:17 – Scaling customer obsession through employee bootcamps and direct customer listening 24:00 – Making NPS one of three company-level goals 30:30 – Using competitive benchmarks to prioritize funding and transfer problems 32:57 – Building trust in a digital model with 24/7 access to human support 39:30 – Hiring "hungry, humble, and smart" employees as the company scales 41:30 – Embedding company values into employee evaluation and coaching Notable Quotes 08:03 "We're willing to take that risk on behalf of our members." 09:04 "There's a difference between having access and having something that is actually helping you gain control of your finances and reach your financial goals and make financial progress." 15:52 "We figured it out. And it turns out when you can crack that, you gain a very large and very loyal member base." 26:31 "You shouldn't be surprised that senior executives lose interest in something like this if you are not doing the work to prepare it." 28:36 "At the end of the day, it's about the member perception and the member view." 32:36 "We have to do more than a traditional bank would because that's what our members need." Additional Resources about Chime: How Chime is Leading the Way in Customer Loyalty: https://www.bain.com/insights/how-chime-is-leading-the-way-in-customer-loyalty-snap-chart/ What it Takes to Build the AI-Native Modern Bank: https://www.bain.com/insights/what-it-takes-to-build-the-ai-native-modern-bank/ How Analytics Can Deepen Banks' Customer Relationships: https://www.bain.com/insights/how-analytics-can-deepen-banks-customer-relationships/ 

Find us on social media: Facebook & InstagramEmail us: hello@thetinlounge.comDiscussion:Travel Advisors Share Most Valuable Tactics to Close SalesAsk-an-Advisor: When and How Do You Go from a Solo Operation to Hiring a Support Staff?As heard on Excess Baggage:Tennessee Governor Wants to Rename Nashville International Airport in Honor of Dolly PartonTravefy Partners with OutsideAgents, Bringing Platform to 13,000+ AdvisorsAtlantis Paradise Island Launches New Baby Sea Turtle Release ProgramAirline Travel Demand Jumped in July, IATA SaysThe Mexican Caribbean's sargassum surge sparks new strategies and investmentsRiviera pauses Danube and Rhine river cruise sales92% of Americans Would Change Travel to Reduce Overtourism, Intrepid FindsDisney Cruise Line Returns to New York, Adds Panama Calls for 2027-28

On today's episode of the podcast I chat with my friend, and HR specialist, Kira La Forgia about how to legally protect yourself when having employees on your team. About Kira Kira is the founder of Paradigm Consulting which serves small business owners and founder-led teams with accessible outsourced HR and growth strategy services. Kira started Paradigm in 2020 after 11 years working in operations and partnering with a lot of attorneys and accounting firms that couldn't speak to the laws in all 50 states. In HR, it is the primary expectation to understand the labor laws in all 50 states, so Paradigm offers not only on the compliance side but also on the education side and the strategic way they build out structures of small businesses for efficacy and profitability. The goal is to create systems and foundations for HR compliance that last through the duration of your business with minimal maintenance. So you don't have to have an in-house HR person. Why the HR/Hiring Topic is Important Even If You Aren't Ready to Hire It doesn't matter how much money you're making, you're not qualified to do all the things your business needs you to do, you'll need to bring in support from other people, especially as you grow. And whether that initial hire is a bookkeeper or an assistant or your friend's son who helps you on the weekend, it's important to know the laws on how to treat them without going into a category of misclassification or even exploitation. Understanding what you need before you need it is the best way to confidently move forward, which you may need to do at a moment's notice if your business grows rapidly. What Major Employment Laws Have Changed Since 2020 We had Trump in office 2016 to 2020. A big tax law passed in 2017 and then Biden got in office after the COVID pandemic had already kind of started. Now Trump is in office again. We're talking about laws, laws are passed by politicians and congress members so it has a great deal to do with who's in office at any particular time. Whoever's in office does influence how things are enforced, even at the granular level. The caveat is that when we're talking about the administration that's in office at a federal level, that still isn't really talking about the individual state laws, which most of our companies are going to be a little bit more focused on on the day-to-day. When it comes to your employees, you have to follow three different sets of rules: the IRS, so the tax stuff that comes into play,, the federal laws, and how those things are kind of enforced and not enforced, and then the state laws which are actually going to govern more a lot of your policies inhouse within your business. HR is based on a federal ruling that came out decades ago, and there is a National Labor Relations Board (NLRB) which enforces all the rules from the Labor Relations Act. At a federal level, this is the major piece of legislation that helps us make decisions about what is legal and what isn't along the way. When the NLRB decides that they are going to enforce certain rules or not that's when you start to see uptick in legal cases. There's another entity that we really want to pay attention to, the Equal Employment Opportunity Commission (EEOC). Both of these are independent of the federal government, but the EEOC is going to be a little bit more dictated by what the person in charge is deciding what's important. So with when it comes down to the NLRB, they're going to be enforcing this ruling as a standard legal proceeding. The way it works a lot of the time is the federal law sets the floor and then states have their own. For example, minimum wage. What that looks like in action for small businesses is that some of your handbooks are going to have the federal minimum wage as the requirement that's noted while other handbooks will have amendments based on the states that their people live in. You can't just go by one document. You have to make sure that you're keeping track of what happens in other states and industries, too. The states have enforcement within the state with their own labor boards. What To Look At If You're Hiring Worker Misclassification The back-and-forthness of misclassification of 1099s to W2s is one of the biggest risks for small businesses. It is really important to make sure that you're auditing that year-over-year based on the location of where that person lives, how you're functioning within the business with that person, and also what's right when it comes to how people are behaving and how we are making sure we're not exploiting other people or other small business owners. If you get audited and your hire was classified incorrectly, that comes around to bite you in the ass because you'll owe back taxes, penalties, and interest on it Employment Verification I-9s and employment verification is another area that is being influenced by politics. It's the bare minimum of hiring employees, making sure that you're following the I-9 process, which is basically documenting and checking to make sure that they're a US citizen which is required within 72 hours of your employee's first day. The lowest risk is classifying them as an employee and making sure you're educated on how to handle the I-9 process because then you're protected to get them started to work. You cannot rely on your payroll company to do this because they will not assume the risk. You are probably not qualified to go through the E-Verify system which is another reason that you need to have an HR partner on your side to run those checks for you. Your I-9s need to be stored separately from the rest of the documents that you're storing for your employees. If someone were to come in and audit your employment, it would be a discriminatory tactic to have their immigration information in their file. Pay Transparency Depending on the state you're in, you have to show the range that you're hiring someone for. If you're hiring for multiple states, you need to make sure it's posted publicly when you post the job. If there is any kind of role that you're looking to fill that is remote role eligible to anyone in the US then that means it has to follow all the laws of how you post jobs in the US which primarily comes down to pay transparency because you're required to have a salary range posted in many states. Anyone can file a complaint with the EEOC, not just the people who work for you, so you need to have everything together when you post a job listing. Bias We have our conscious and unconscious bias. As business owners we're trained to look for the ideal candidate, but applying your ideal client avatar to your hiring process is a no go. What candidates do with their time and their work outside of working with us is none of our business. What is our business is their level of qualification, how well you hit it off with them, what your priorities are. Paradigm makes rubrics in order to measure and make sure to reduce unconscious bias. The Stages of Hiring Hiring is a multi-phase process. You first make your business ready-to-hire by building foundation on which people are going to work. Make it a profitable hire. Go through the hiring process. Set the standard and tone for who you're bringing in with an organized, clear, direct, and legal hiring process. And then onboarding them. How we can avoid disgruntled employee issues starts with how we onboard them because it answers their questions right out the gate without leaving them confused. Employee Classification Classification varies state by state. Some basics when it comes to the federal law is there are six different factors that go into this but this most common factor to look out for first is that whatever service that your business provides, if this person is delivering on that service, then they need to be an employee. For example, a copywriting agency hiring a copywriter. These laws are trying to prevent larger businesses from exploiting smaller businesses and individuals. For example, if someone is acting as an employee and controlled by the person that employs them, then they do deserve the benefit of getting unemployment if they get let go. This law is trying to prevent that and create competition between businesses so there are fewer monopolies to avoid large businesses buying everything and then the small businesses have to go work for them. Legally Protecting Your Business Kira recommends handling your basic legal first before hiring employees. You don't need to be expanding and scaling your business if you don't have good contracts or a trademarked business because they are the things that you're protecting when it comes to your employees too and we talk about your handbook, protecting the assets you create, etc. Get in Touch with Kira La Forgia Follow Kira on Instagram @theparadigmm Connect with Kira on LinkedInListen to Kira's podcast, People on Purpose

How would we turn a $5 million home service business into a $10 million company?In this episode of Owned and Operated, John Wilson and Jack Carr break down how they'd invest $1 million to double a profitable home service business.They cover where they'd invest first, finding the next high-ROI marketing channel, hiring salespeople ahead of demand, expanding the balance sheet, and building the capacity to scale.Could they reach a $10M run rate in just 12 months? This is the playbook they'd use.━━━━━━━━━━━━━━In This Episode━━━━━━━━━━━━━━• How to grow a $5M home service business to $10M• Where they'd invest $1 million for growth• Finding your next high-ROI marketing channel• Why one marketing channel could double the business• Branding, radio, LSAs, and commercial sales• Hiring salespeople ahead of demand━━━━━━━━━━━━━━Connect━━━━━━━━━━━━━━John Wilsonhttps://www.linkedin.com/in/johnbwilson1/Jack Carrhttps://x.com/thehvacjackOwned and Operatedhttps://www.ownedandoperated.com/━━━━━━━━━━━━━━Sponsors━━━━━━━━━━━━━━YelpLooking for more qualified leads beyond Google? See how contractors are using Yelp to reach homeowners who are ready to book and diversify their lead generation. Learn more: https://business.yelp.com/campaign/ownedandoperated/Comfort ConnectTurn one installation into years of repeat business with Comfort Connect. Give homeowners flexible payment options, stay connected after the job, and create new recurring revenue opportunities. Learn more: https://bit.ly/4wGXqSXFieldPulseReady to ditch the whiteboard and spreadsheets? See how FieldPulse helps home service companies simplify scheduling, dispatching, invoicing, and more. Book a free demo: https://landing.fieldpulse.com/owned_and_operatedSend Us Mail!More Ways To Connect with O&OJohn's Podcast YouTube ChannelOwned and Operated Newsletter Bonus Videos From JohnLeave a ReviewJohn Wilson, CEO of Wilson CompaniesJack Carr, CEO of Rapid HVAC

In episode 268, Coffey talks with Jeff Lay about what it means to build a conflict-capable organization, why artificial harmony is more dangerous than open disagreement, and how leaders can develop the skills and culture needed to handle difficult conversations before they become expensive problems. –  HRSOUTHWEST  October 11-13, 2026 –  Good Morning, HR listeners can use the promo code 2026-CoffeyGMHR-100 to save $100 on an HRSouthwest full conference registration at https://hrsouthwest.com! ________________ They discuss the concept of a conflict-capable organization as an alternative to the unrealistic goal of conflict elimination; the conflict incubator — how childhood environments and previous workplaces shape an individual's default conflict behaviors; artificial harmony versus genuine trust, and why silence in a meeting rarely signals agreement; the financial cost of unresolved conflict, including disengagement losses that don't show up on a P&L but function like money thrown in a fire; becoming fluent in the language of small things — addressing friction early before emotions escalate into "you always" and "you never" conversations; how a leader's response to the first person who raises conflict determines whether anyone ever raises it again; the challenge of coaching up when the conflict source is the leader themselves, and how HR can build the relational runway to do it; social media, generational change, remote work, and AI as compounding forces making productive conflict harder to navigate; emotional intelligence, humility, and curiosity as foundational leadership skills for conflict resolution; and the CURVE framework — cared for, understood, respected, valued, and empowered — as a diagnostic for organizational health.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP268  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  Jeff Lay is the Founder of The People Curve, a leadership and conflict resolution consulting practice focused on helping leaders and organizations navigate difficult conversations, strengthen workplace relationships, and build healthier cultures.  With more than 25 years of leadership experience spanning nonprofit, ministry, and organizational leadership, Jeff has coached leaders through employee relations challenges, team conflict, organizational change, and workplace investigations.  Jeff believes conflict is not something to avoid but a skill to develop. His work centers on helping organizations become conflict-capable—creating cultures where difficult conversations can be addressed with clarity, respect, and accountability.  Jeff is a SHRM-SCP and frequent speaker for leadership teams, HR professionals, churches, and nonprofit organizations. He lives in East Texas with his wife and family and enjoys camping, reading, and cheering on the Dallas Cowboys Texas A&M football.  Jeff Lay can be reached at:  Website:  |  www.thepeoplecurve.com  LinkedIn:  | https://www.linkedin.com/in/jeff-lay-shrm-scp-09987a10   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives: Distinguish between artificial harmony and genuine organizational trust, and identify the leadership behaviors that create each. Apply the "language of small things" approach to surface and address interpersonal friction before it escalates into formal conflict requiring HR or legal intervention. Assess the financial and cultural cost of unresolved workplace conflict and use that framing to make the business case for investing in manager training and conflict-capable culture. 

Most people ask how to start a systems integrator. Rich Kuechenmeister has effectively built one five times, and the lesson is that the parent business decides what you become.Rich is owner and partner at Fishbone Technical Services. Before that he built automation groups inside a semiconductor equipment OEM, an automation components manufacturer, a products distributor, and a custom machine builder where he stood up a UL 508A panel shop from nothing. Each of those businesses sold something different, and that changed the engineering. At a machine builder the machine is the dog and the controls are the tail. At a distributor you build toolkits so somebody else can build the solution, handcuffed to the lines you carry. Rich argues that constraint is what made him good, because a single vendor solution is easy while four component areas from four vendors is where real integration lives.His definition of a control systems integrator stays traditional. SCADA and below, field instrumentation through PLC and HMI, bridging a little into MES. Fishbone works line control, process control on boilers, pumps and valves, and material handling where suppliers ship a motor and a few sensors and nothing more.The business advice is specific. He would rather have one $100,000 project than ten $10,000 projects, because that is one project management cycle instead of ten. He cautions against mixing maintenance work and capital projects without a plan, since context switching between a vision system callout and a pump control program burns budget on both. Dave adds the pattern he keeps seeing: come in at the bottom and you get saved in the phone as the maintenance guy, never the capital project guy. Rich hires on desire, attitude and aptitude, and admits he was once the bottleneck himself.Looking ahead, he expects acquisitions to keep rolling up integrators and leaving a void underneath, since a twenty person firm will not get out of bed for the projects a five person firm lived on. On AI he is practical. He turned three day estimates into eight estimates in a single day, but insists code writing is a subset of the job. He is also still doing a PLC-5 conversion and a DeviceNet upgrade.About Rich KuechenmeisterRich Kuechenmeister is owner and partner at Fishbone Technical Services, a nationwide remote technical services company he co-founded in 2021 with business partner Robert Summers. Fishbone is based in Texas and covers plant engineering and control systems integration from field instrumentation through PLC, HMI and SCADA, with some MES. Rich began his career in the United States Navy working on radars, servos and guidance systems, then spent three decades in industrial automation building engineering groups before starting Fishbone.https://fishbonetechnical.comTimestamps0:00 Introduction2:20 Inside Fishbone Technical Services5:20 From the Navy to OEMs, distributors and machine builders9:00 Becoming unafraid and starting a company15:40 What a control systems integrator actually is20:40 How the parent business shapes the work31:40 Filling the sales hopper and qualifying projects36:40 Maintenance work versus capital projects43:00 Hiring for desire, attitude and aptitude48:20 Letting go of the client relationship56:20 Distributors, acquisitions and the void they leave1:04:40 AI, estimating and reverse engineering PLC codeReferencesPrOTect IT All by Aaron Crow: https://www.amazon.com/PrOTect-All-Plain-Spoken-Cybersecurity-Protecting/dp/B0HBM3F4XSISA/IEC 62443 Series of Standards: https://www.isa.org/standards-and-publications/isa-standards/isa-iec-62443-series-of-standardsAbout Your HostsVladimir Romanov is a co-host of The Manufacturing Hub Podcast and the founder of Joltek, an independent manufacturing and industrial automation consulting firm specializing in modernization strategy, digital transformation, and workforce development. Joltek works with manufacturers and investors to de-risk modernization and build the internal capability to sustain results.Connect with Vlad: https://www.linkedin.com/in/vladromanov/Want to go deeper? Vlad and the team at Joltek have covered related topics here:System Integrators: https://www.joltek.com/blog/system-integratorsEngineer to Entrepreneur in Manufacturing Technology: https://www.joltek.com/blog/engineer-entrepreneur-technology-business-manufacturingDave Griffith is a co-host of The Manufacturing Hub Podcast and founder of Capelin Solutions, an industrial automation firm helping manufacturers adopt smart manufacturing technology. He brings 15 years of experience in industrial automation and digital transformation.Connect with Dave: https://www.linkedin.com/in/davegriffith23/Subscribe to Manufacturing Hub: https://www.manufacturinghub.liveLinkedIn: https://www.linkedin.com/company/manufacturing-hub-networkYouTube: https://www.youtube.com/@ManufacturingHub

Hospital M&A Is Up 33%, CommonSpirit Has 250 AI Tools Running & UHS Just Bought a Mental Health AppAugust 31st, 2026. Bo Brabo and Luke Carignan. Three stories, one theme: health systems are making big, deliberate moves. Merging before they have to, deploying AI at scale, and buying digital companies to own the front door to care.

Welcome back to the ABA Business Leaders Podcast, brought to you by 3 Pie Squared. In this episode, Stephen and April sit down with Joseph Bolden, Head of Recruiting at 3 Pie Squared, to take a deep dive into one of the biggest challenges facing ABA business owners: finding, hiring, and retaining the right people.  The wrong hire can create operational problems, impact your existing team, increase turnover, and ultimately affect the families you serve. On the other hand, taking the time to identify the right person and build a strong hiring process can create a healthier culture and give owners more room to grow. Stephen, April, and Joseph discuss everything from writing better job descriptions and using platforms like Indeed and LinkedIn to understanding what candidates want from their next opportunity.  In this episode, you'll learn: Why hiring for an ABA company requires more than simply checking someone's credentials How Joseph's background in ABA operations shaped his approach to recruiting Why the needs of a startup can be very different from those of an established ABA practice The importance of understanding company culture before hiring Why a strong clinical background doesn't necessarily mean someone is ready to lead a team Have a question for Stephen and April? Call the ABA Business Leaders Hotline: (737) 330-1432 Have a question, a story to share, or a recruiting nightmare you'd like Stephen and April to discuss on the podcast? Give them a call. Resources & Links Business Essentials List https://www.3piesquared.com/blog/the-essential-list-for-a-successful-business_24?utm_source=chatgpt.comABA Business Leaders Support Group https://forms.office.com/r/cigPR8wFFC?utm_source=chatgpt.comSchedule a Consultation with Stephen https://3piesquared.com/stephen-booking-page?utm_source=chatgpt.comFree ABA Business Readiness Assessment https://3piesquared.com/aba-business-readiness-assessment?utm_source=chatgpt.comABA Billing Tips Guide https://3piesquared.com/productDetails/ABA_Billing_Tips?utm_source=chatgpt.comABA Business Leaders Podcast CEUs https://3piesquared.com/productDetails/ABA_Business_Leaders_Podcast_CEUs?utm_source=chatgpt.comPodcast Production This podcast was produced by Max McLellan of MKM Audio. Want to start or grow a podcast for your business or brand? Get in touch with MKM Audio https://www.mkmaudio.com/contact?utm_source=chatgpt.com

This is the Death to Marketing episode. Zach, Eric and Gab take stock of what it has actually cost to build a conference from nothing: the $200 sponsorship offer that set the whole thing in motion, the $90,000 in sponsors they have since closed, the 48 people who have bought tickets, and the friend who texted to say he wasn't coming.What it does to you when the success of your business becomes the measure of you as a person, why selling tickets turned out to be harder than selling sponsors, and the lesson none of them expected to learn about asking for help.Death to Marketing is October 11 in Holland, Michigan. *Recorded August 10, 2026. Show Notes(00:00) Why the branding scared people off — on purpose(00:39) "It's not an event for everybody"(01:46) Neither of them had ever run an event(02:58) The $200 offer that started all of this(03:23) From a $200 reimbursement to $90,000 in sponsors(04:30) The math that made no sense(05:04) The two events that set the bar(06:46) Are conferences a crutch for the PMM community?(10:28) Enough about PMA(11:02) The real number, said out loud(11:05) "48 people we have to pay to have a good time"(12:24) Someone bought a ticket from Scotland(12:55) What turned out to be easier than expected(13:11) The moment it stopped being a bit and became a real event(14:12) "This is the rollercoaster we're going to be taking"(15:22) Hiring a partner who pushes back on you(16:37) What Eric took on personally(20:05) Why planning it made it easier to say no to sponsors(20:36) Running an event like a product launch(22:05) How this compares to every sales kickoff they've sat through(23:05) The one thing no other event is doing(25:21) The hard stuff starts here(25:49) When your business becomes your identity(26:54) The text from a friend who wasn't coming(27:37) "An event run by these three losers"(29:00) "I want this to be the only event we ever throw"(29:59) Turtle pace: the grind of selling tickets(30:55) The discipline of narrowing the audience mid-sale(34:38) The delegation problem(36:09) "One of the heaviest things you'll ever do"(37:59) Keep, stop, do over(38:47) Keep: the partner(41:42) Do over: the waitlist(43:36) Do over: invite-only?(43:58) The coin flip nobody can call(45:23) If they do it again, it might be a stage play(48:31) The ask, without the false urgencyHosted on Ausha. See ausha.co/privacy-policy for more information.

What happens when a client has enough money to retire, but no idea what they're retiring to?That's the tension at the center of my conversation with Mark Hedderman, a second-generation financial advisor from Ireland who's been rethinking what great financial planning should actually look like.Mark started noticing a gap in the traditional model. Clients could accumulate enough money for several lifetimes while quietly neglecting other parts of their lives that become much harder to fix later.We get into why advisors can mistake a growing portfolio for a successful outcome, how retirement can expose problems the accumulation years hide, and why the rise of AI may actually make the human side of financial advice more valuable.4 Insights From This Week's Episode…#1.) Money Is The Vehicle, Not The OutcomeA client can reach every financial milestone and still arrive at retirement unprepared for what comes next. Mark and I explore why the numbers only tell part of the story and what advisors risk missing when accumulation becomes the primary definition of success.#2.) AI May Make The Human Side Of Advice More ValuableTechnology can analyze portfolios, compare fees, and produce financial information faster than ever. The bigger question is what happens to the advisor's value when those things become commodities.#3.) Help Your Clients Retire To SomethingLeaving a career can also mean losing purpose, routine, relationships, and identity. Mark explains why retirement shouldn't feel like slamming on the brakes, and how advisors can help clients gradually transition into a new season filled with meaningful experiences, relationships, and pursuits.#4.) Being Rich And Being Wealthy Aren't The Same ThingMore money can create freedom, but it can also become a scoreboard that never stops moving. Mark challenges the assumption that a larger portfolio automatically creates a better life and explores the point where accumulating more can actually distract clients from what the money was supposed to make possible.FREE GIVEDownload your copy of The Life Care Plan. One place for care preferences, legal and estate details, and the conversations families put off until it's too late. Get your copy here: https://bradleyjohnson.com/184-life-care-plan-download/ SPONSORED BY BELAYIf you're an advisor and you're still scheduling your own appointments, sending your own follow-up emails, or dealing with other tasks keeping you from bringing on other clients, you're the bottleneck. BELAY helps busy leaders find world-class Virtual Assistants who can take tasks off their plate, protect their time, and help them stay focused on the work that actually moves the business forward. Learn more about BELAY and find the right assistant for your business here: http://belaysolutions.com/dbdlSHOW NOTEShttps://bradleyjohnson.com/184FOLLOW 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. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

I stopped typing prompts a long time ago. I run an org chart instead.This is the whole thing: who works for me, who checks their work, and the one rule none of them are allowed to break. At the end I hand you the exact conversation I used to build it, so you can go build your own.AI is not the opportunity. AI transformation is. I am opening up the way I engineer, architect, design, build, and operate with AI inside my own businesses so you can see what is possible and build with me.Join here

#1062 What if a simple bedtime routine you'd used since childhood could grow into a business with millions of downloads, books, an app, and an entire team behind it? In Part 1 of this two-part episode, host Britlyn Williams sits down with Kathryn Nicolai, creator of Nothing Much Happens, to unpack how she went from owning a small-town yoga studio to building one of the most recognizable brands in the sleep-story space. Kathryn shares how she launched the podcast in just five or six weeks, grew almost entirely through word of mouth, and turned calming bedtime stories for grownups into a nightly habit for listeners around the world. She also breaks down why consistency and quality matter more than chasing virality, how authenticity helps build a loyal audience, and the lessons she learned while expanding from a one-person creative project into a larger business with books, multiple podcasts, an app, and a growing team! What we discuss with Kathryn: + From yoga teacher to podcaster + Launching in just six weeks + Growing through word of mouth + Finding an underserved niche + Quality over virality + Creating addictive sleep routines + Building an authentic audience + Expanding into books and apps + Hiring the right team + Turning an audience into a business Thank you, Kathryn! Check out Part 2 of this episode. Check out Nothing Much Happens at NothingMuchHappens.com. Listen to Nothing Much Happens. Purchase On the Street Where You Live. Follow Kathryn on Instagram and YouTube. Watch the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠video podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ of this episode! Get your FREE 5 Minute Business Plan at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/Plan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To get exclusive offers mentioned in this episode and to support the show, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/Sponsors⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Learn more about your ad choices. Visit megaphone.fm/adchoices

A physician hire meant to secure a practice owner's retirement lasted just four days. In this episode, hosts Brad and Michael share the story of a board-certified plastic surgeon who was eager to find a physician to eventually buy his California practice. Under pressure to retire, he rushed into an employment and succession arrangement with a physician he barely knew, relying on an “airtight” contract to protect the future of his practice. Tune in to learn why even a strong contract cannot replace proper due diligence, trust, and the right fit when planning for a physician transition. Discover strategies to help protect your interests, reduce legal risk, and create a smoother path toward a successful practice transition.  Chapters  00:00 Intro  00:37 Banter  05:20 Story  17:54 Access+  18:33 Legal Takeaways  27:13 Outro  Watch full episodes of our podcast on our YouTube channel: https://www.youtube.com/@byrdadatto  Stay connected for the latest business and health care legal updates: WebsiteFacebookInstagramLinkedIn  

What does it look like to spend 30 years growing inside an organization and ultimately step into the top seat? In this episode, Jon Meyer, President and CEO of Nolan Painting, shares the story of his path from the company's very first estimator to leading an $18.5M business through its next chapter. Jon opens up about the deliberate, years-long succession process Kevin Nolan built, what it's meant to inherit a company in strong shape, and how Nolan Painting is now formalizing that same intentionality through its newly formed Board of Directors. Whether you're thinking about your own exit, your leadership pipeline, or what long-term stability really looks like, this one's worth a listen.

Benny Chen, Co-Founder @ Fireworks AI, joins the show to discuss his founder journey and share valuable insights on navigating common founder / product dev challenges in today's agent-first landscape. He and Jerry cover strategies for creating effective messaging, staying competitive in a crowded market space, hiring top-tier talent / what qualities to look for in high-performing engineers, navigating the cultural shift to managing agents, creating data flywheels & how this can help your customers, and more. ABOUT BENNY CHEN As co-founder and early product architect, Benny Chen shaped Fireworks AI's infrastructure strategy, spearheading the design of scalable systems to support high-throughput AI model serving. Benny's contributions established the technical foundation for Fireworks AI's robust and cloud-native architecture, which underpins its ability to meet enterprise demands. Formerly Meta's Ads Infrastructure Lead, Benny optimized large-scale ad-serving pipelines and developed significant expertise in distributed systems and cloud infrastructure. He holds a B.S. in Computer Science from Stanford University, bringing both leadership and technical depth to the Fireworks AI management team. Sinch is the communications infrastructure the AI era runs on. There's a layer of infrastructure behind every text, call, and login code your product sends, and it works exactly like plumbing: nobody thinks about it until it's the reason something broke. Most providers route through 4-6 intermediaries; Sinch connects in 1-2 hops, direct carrier relationships across 600+ connections, handling 900 billion interactions a year across 60+ countries. Routing, compliance, fraud prevention handled automatically rather than manually managed by the business sending the message! Sinch is the reliability layer underneath AI-driven customer communications; the infrastructure that determines whether an AI agent's output actually reaches a real person as a delivered text, connected call, or verified interaction. Check it out here! SHOW NOTES: Moving from an early idea to a rocket ship (1:13) Insights on developing / communicating your core message as an early founder (2:40) Role of open source & inference @ Fireworks AI (4:24) How Firework AI's company messaging evolved over time (6:07) Popular customization features today (7:25) Strategies for staying competitive in a crowded market (9:11) Defining the customer data flywheel & how it helps users (11:25) Common types of data that companies can collect to train their AI models (13:53) The customer's next steps after creating a data flywheel (15:53) Benny's perspective on acquiring engineering talent as a founder (16:43) Common traits shared by high-performing engineers @ Fireworks (19:05) How AI has altered which traits founders prioritize when hiring (20:45) Navigating the shift from engineering work to managing agents (22:40) Frameworks to ensure agents are doing the right thing (25:23) Aligning your metrics with the outcome you're trying to follow (27:37) What a typical day looks like for Benny as a founder (28:31) Advice for founders / eng leaders looking to embrace AI adoption (29:19) Rapid fire questions (31:15) This episode wouldn't have been possible without the help of our incredible production team: Patrick Gallagher - Producer & Co-Host Jerry Li - Co-Host Noah Olberding - Associate Producer, Audio & Video Editor https://www.linkedin.com/in/noah-olberding/ Dan Overheim - Audio Engineer, Dan's also an avid 3D printer - https://www.bnd3d.com/ Ellie Coggins Angus - Copywriter, Check out her other work at https://elliecoggins.com/about/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Mike Switzer interviews Marly Saade, with Able SC in Columbia, SC.

Hiring a virtual assistant is supposed to give you your time back—not cost you thousands, expose your business, or create another job you have to manage.In this Unloaded episode, Eric Oberembt breaks down the mistakes he made hiring and managing a virtual assistant, from overbilling and lack of accountability to losing control of multiple websites and eventually being hit with a ransom demand. He shares what the experience taught him about how to hire virtual assistants, properly vet offshore employees, protect company access, create accountability, and outsource business tasks without putting your company at risk.If you're a business owner looking to outsource administrative work, estimating, bookkeeping, marketing, cold calling, or executive assistant responsibilities, this episode lays out what to watch for before handing someone the keys to your business.

Your Tenant Is Running a Business From Your Rental. Now What? Your tenant starts operating a business from your rental property. Do you care? Maybe not. But your condo corporation, municipality, lease agreement and insurance company might. In today's episode of the Canadian Real Estate Investing Morning Show, Wayne and Gabby break down a real situation happening inside their own rental portfolio after a condo corporation discovered that one of their tenants was advertising childcare services from the property. The tenant may simply have been trying to earn some additional income. From Wayne's perspective, that alone is not the problem. The problem is what that business could potentially do to the risk and liability attached to the property. Customers entering the rental. Children being cared for inside. Additional traffic and parking. Increased wear and tear. Business equipment or inventory. Potential injuries. And most importantly: What happens to your landlord insurance policy if the property is being used for something your insurer never agreed to cover? This is the kind of boring property-management system that becomes extremely important the day something goes wrong. What You'll Learn What happened when Wayne and Gabby discovered a tenant advertising childcare from their rental Why the condo corporation became involved Whether landlords should automatically prohibit every home-based business The difference between working from home and operating a customer-facing business Why customer traffic may dramatically change the risk How a business can create parking issues in a condominium Why certain businesses may increase wear and tear Why condo bylaws matter even if the landlord personally approves of the business Why municipal permission does not necessarily override condo bylaws Why Wayne recommends prohibiting businesses by default in the lease How landlords can later approve specific activities individually Why landlord insurance is based partly on the property's intended use How business activity could change coverage, exclusions, deductibles or premiums Why the tenant may need separate business liability insurance Whether the landlord may need to be added as an additional insured Why you should get insurance approval in writing Why landlords should confirm the facts before confronting a tenant How Wayne and Gabby communicated with their tenant Why simply sending an email is not the end of the process How landlords can verify compliance Why a property manager does not eliminate the owner's responsibility Why regular inspections and systems still matter even with professional management Why Wayne Doesn't Obsess Over Daily Real Estate News Wayne starts today's episode responding to a listener who complained that the Morning Show does not spend enough time discussing inflation, trade negotiations, interest-rate predictions and daily real estate-market news. His response is that most of that information has very little impact on how he operates a properly structured long-term rental portfolio. Wayne's strategy is not built around predicting what property values will do next month. It is built around buying properties capable of surviving 20 years or more. That means strong cash flow, strong returns without relying on appreciation, strong tenant demand, the right landlord environment, promising long-term market fundamentals and systems capable of protecting the investment when something inevitably goes wrong. Wayne does pay attention to market information when it could influence an actual decision. Should he buy? Sell? Refinance? Take equity out? Change financing strategy? Those forecasts matter because they affect the operation of the business. But endlessly predicting whether values will move slightly up or down is not the foundation of his investing strategy. Long-Term Investors Need Systems This leads directly into today's primary topic. If you are planning to own a property for 20 years, you need systems for situations that may only happen once or twice during that ownership period. A tenant operating a business from the property is one of those situations. The probability may be relatively low. The consequences could still be significant. And Wayne's philosophy is that the investor should have the system before the problem appears. The Real Situation: A Tenant Advertising Childcare Wayne and Gabby recently received an email from the manager of one of their condominium corporations. Someone had discovered a social-media advertisement from their tenant offering childcare or day-home services from the rental property. The condo corporation provided Wayne and Gabby with a screenshot of the advertisement, the applicable condominium bylaw and a request that the activity stop. The condo bylaws prohibited this type of commercial activity from the townhouse. Wayne's personal reaction was not: "How dare our tenant make money?" Quite the opposite. If the tenant can earn additional income, that may improve their financial situation and ability to pay rent. The problem is that Wayne's personal opinion does not override the condo bylaws. And even without the condo restriction, there would still be several other issues to investigate. Working From Home Is Not Necessarily the Same Thing A home-based business can mean many different things. Someone working remotely on a laptop is obviously different from operating a daycare. Someone selling T-shirts online and shipping them through the mail is different from running a salon with customers coming through the door every hour. Gabby says one of the most important dividing lines is often: Are customers attending the property? Once customers begin arriving, the potential liability changes. That can also affect parking, neighbours and common-property usage in a condominium. A childcare business creates another level of concern because multiple children may be on the property for extended periods. Increased Wear and Tear Insurance is not the only concern. Different businesses can also affect the physical property. Consider customer traffic, equipment, furniture, inventory, frequent use of entrances, additional plumbing or electrical usage and changes made to rooms to accommodate the business. The question becomes: How is this business changing the way my rental property is being used? That matters to both the landlord and insurer. Check the Condo Bylaws For condominium properties, this is one of the first checks. A tenant must comply with the condominium corporation's bylaws. A landlord cannot simply tell the tenant: "I'm okay with it." If the activity violates the condo bylaws, the landlord's permission does not solve the problem. That is exactly what happened in Wayne and Gabby's situation. The activity was prohibited under the condo bylaws, so it could not continue. Check Municipal Requirements If the property is not governed by restrictive condo bylaws, or if the bylaws permit the activity, the next question is whether the municipality allows it. Some businesses may require licensing, permits, specific zoning, parking requirements, occupancy restrictions or other approvals. However, municipal approval does not automatically mean the landlord or condo corporation must allow it. There can be multiple layers of requirements. Put It in the Lease Wayne recommends that landlords address home-based businesses directly in the lease. His preferred default is: No business activity without landlord approval. That does not mean the landlord can never approve one. It means the tenant must first ask. The landlord can then investigate: What exactly is the business? Will customers attend? Is it permitted by the municipality? Is it permitted by the condo corporation? Does it affect insurance? Is additional coverage required? Once those questions are answered, the landlord can make an informed decision. Leaving the lease silent creates unnecessary ambiguity. The Biggest Issue: Insurance This is where today's episode becomes especially important. A landlord insurance policy is written based on the expected use of the property. The insurer believes it is insuring a residential rental. If that rental begins functioning partly as a commercial operation, the risk may change. That could affect policy eligibility, liability coverage, premiums, deductibles, exclusions or required coverage. Wayne uses the example of someone operating a hair business. Imagine a customer gets injured. Or a hot styling tool causes a fire. The insurer investigates the loss and discovers that a commercial hair operation was being run from a property insured simply as a residential rental. That is not something Wayne wants to discover after the claim. Questions to Ask Your Insurance Broker If you are considering allowing a tenant to run a business from your rental, Wayne and Gabby recommend speaking directly with your insurance broker. Ask: Does my landlord policy permit this specific activity? Does customer traffic change my coverage? Does childcare change the coverage? Does business equipment or inventory change anything? Does the tenant require separate commercial liability insurance? Should the landlord be added as an additional insured? Are there new limits, exclusions or deductibles? Can the insurer confirm its approval in writing? That last question matters. A phone conversation with a broker is useful. Written confirmation is much better. Don't Accuse the Tenant Before Confirming the Facts Gabby emphasizes another important part of the process. Just because somebody tells you that your tenant is running a business does not automatically make it true. Verify first. Ask for evidence. Review the advertisement. Review the condo bylaws. Confirm what the tenant is actually doing. Check municipal requirements. Speak with your insurer. Then communicate with the tenant. In Wayne and Gabby's situation, they already had screenshots of the advertisement and the applicable condominium rule. That gave them enough information to address it properly. How Wayne and Gabby Addressed the Tenant Their assistant sent the tenant a professional written message. The tone was not aggressive. They acknowledged that the tenant may not have realized the activity would create an issue. They explained that the childcare services were contrary to the condominium bylaws and their lease agreement. They asked the tenant to discontinue providing the services from the property. And they invited the tenant to respond if there had been a misunderstanding. That is a much better approach than immediately sending an angry threat. Get the facts. Explain the issue. Put it in writing. Don't Stop at the Email Sending the email does not finish the process. The landlord still needs to verify compliance. That may mean a follow-up. It may mean an inspection with proper notice. It may mean monitoring whether the activity continues to be advertised. The important part is having a documented process rather than simply assuming: "I told them to stop, so I'm sure they stopped." Property Managers Don't Remove Your Responsibility Wayne finishes with an important warning for investors using property managers. Hiring a property manager does not mean you should completely stop paying attention. A tenant could pay rent on time, have excellent credit, never complain, remain in the property for five years and still be operating an activity that creates significant liability. If nobody ever checks the property, how would you know? Wayne is not criticizing property managers. His point is that the risk ultimately belongs to the property owner. If something goes wrong, ignorance does not automatically protect you. You need systems that ensure these issues are actually being checked. The Main Lesson Home-based businesses are not automatically bad. Some may create almost no meaningful additional risk. Others can fundamentally change how the property is being used. The landlord's job is not to make assumptions. The landlord's job is to investigate. Check the lease. Check the condo bylaws. Check municipal requirements. Check the insurance. Confirm the facts. Communicate in writing. Verify compliance. That may not be as exciting as predicting next month's interest-rate decision. But these are the systems that help you keep a rental property profitable and protected for 20 years. And that is where long-term real estate wealth is actually built. About Your Hosts Wayne and Gabby Hillier are Canadian real estate investors, entrepreneurs and founders of REI Masters. Through the Canadian Real Estate Investing Morning Show, they provide practical education, free coaching and lessons from operating their own Canadian rental-property portfolio. Resources & Contact Send Your Questions to the Show Have a question about tenants, insurance, property management, buying rental properties or building your portfolio? Wayne and Gabby answer investor questions on the Morning Show.

Wil Jorgensen started a machine shop at 22 with a $4,000 screw machine he found on Craigslist. He's 26 now, running Evolution CNC in Wenatchee, Washington, with seven people and a pallet automated 5-axis machine that runs close to around the clock. What makes this conversation worth your time isn't the growth curve though. It's how he thinks. Wil and his team wrote a four page manifesto before they made the big bets. Not a business plan, an emotional document about what would make betting their careers on this thing feel worthwhile. Then they bought a Matsuura MAM72 35 with 32 pallets when they had almost no money in the bank, overdrew the account by $4,000 to close it, and gave themselves about 30 days to make it work. It worked. Bookings went from $252,000 in 2024 to $1.1 million in 2025, and they're pushing toward $2 million this year. His advice on automation is blunt. Don't wait until you think you can afford it. The smaller the shop, the more automation you should have. The part that stuck with me most is the promise Wil makes to everyone he hires. He will not be angry. He spent a stretch of his early twenties running on anger and determination, and then decided he didn't have time for it. If one of his guys scraps $25,000 in parts and Wil stays calm, nobody else in the building gets to be angry either. That one decision shapes how the whole shop operates. There's a lot in here about buying machines you can't afford, cutting loose customers who don't pay, and getting out of your own people's way. If you're early in building a shop, or you're still touching everything yourself, this one will land. What's Covered in this Episode (0:00) The one promise Wil makes to everyone who works for him, he will not be angry (2:56) Evolution CNC today, and how a job at L.E. Wilson at 17 led to screw machines at Pacific Aerospace (5:33) The $4,000 Craigslist Citizen L16 that started the shop in December 2022 (6:29) Buying Evolution from his mentor Leonard, and working six months for free to do it (8:55) Cutting ties with every customer who didn't pay on time, and keeping the one who did (9:27) Hiring his old boss Ted Keyes, then Dale Siegel and Gerard McGlashan (11:39) IMTS Job Shops Workshop and Networking Reception on September 15 (12:16) Committing to 5-axis and automation before anyone on the team had seen a 5-axis machine (14:09) Todd Newhouse at Selway, and the Matsuura MAM 72-35 that was wildly out of their wheelhouse (15:38) Nobody checked whether the machine would fit through the door until the day before delivery (16:10) Going from a comfortable $2,000 Haas payment to one that could end the company (18:40) Cutting chips before the trainer arrived, and shipping a 100 piece order the week after (19:30) Why one Matsuura carries 60 to 70 percent of throughput across four machines (20:51) Running the Matsuura around the clock, with five hours of downtime over a full weekend (22:05) No credit line, running on cash, and 30 days of runway if the machine didn't work (23:34) Overdrawing the bank account by $4,000, and the four page manifesto behind the bet (27:25) Bookings from $252,000 in 2024 to $1.1 million in 2025, and the push toward $2 million (27:25) Hennig Workflow Automation System (31:51) Why he'd still start with an automated Haas if he were doing it over today (34:11) Turning down work, and the 30 inch ring he ran on a VF4 with the doors removed (38:35) The MakingChips machine giveaway with DN Solutions and Kennametal (41:55) George McCorley and Ty Neff, and trading a drill jig for installing airlines in Illinois (47:22) Everything I touch is bad, and learning to get out of his own team's way (56:44) The shift from running on anger to deciding he didn't have time for it (57:58) Why Gerard pushed him to stop working weekends, and what didn't break when he did Resources Mentioned IMTS Hennig Workflow Automation System MakingChips Machine Giveaway Matsuura USA Mastercam Renishaw REVO Lights Out podcast Connect with Wil Jorgensen Connect on LinkedIn Evolution CNC

Every founder hits the point where the business stops being something they do and becomes who they are. Marcus Logan - "Marketing Marcus" - built his agency from a one-man band to a team of ten, and in this one-on-one with business coach Di Foster he gets honest about what that actually costs.No boys in the studio this time - just Marcus and Di comparing notes on the things founders don't say out loud: why you don't need to pick one industry to have a niche, why "balance" is the wrong thing to chase, the rebrand from Via Digital to Sapiens, when to move people from contractors to employees, and how to grow hard in the season you're in without pretending it's sustainable forever.An honest, practical conversation for anyone building something and figuring it out as they go.Learn more about Marcus and Sapiens by visiting: https://www.sapiens.nz/ Hosted on Acast. See acast.com/privacy for more information.

We all know the Steve Jobs who came back in the late 1990s and saved Apple from becoming a footnote. And we've all heard the story of how, in 1985, he was pushed out of the company he'd created. What we don't know is what happened in between. Geoffrey Cain spent years reconstructing the decade Jobs spent outside Apple. NeXT spent years losing money. His co-founders left. His investors lost faith. His fortune nearly disappeared. At one point, he was a weekend away from shutting the company down. Somewhere in those failures, Jobs learned how to become the leader Apple would eventually need. This is Steve Jobs before he became Steve Jobs. ------ Chapters: (0:51) Why Steve Jobs Was Pushed Out of Apple (3:04) Steve Jobs' Failed Coup Attempt to Oust CEO (4:33) The Failure of Macintosh II (8:27) Starting NeXT Computers (9:34) The Story Behind NeXT's Iconic Logo (11:38) A Perfect Cube: The Impossible Design of NeXTcube (13:50) What Movies Get Wrong About Steve Jobs (14:02) The Ultimate Trait Steve Jobs Looked For in Hiring (14:59) Decision Making By Intellectual Combat (16:40) Steve Jobs' Reality Distortion Field (17:25) The Flaw that Almost Destroyed Steve Jobs (21:25) How NeXT Software Changed Computing Forever (24:44) Steve Jobs' Self-Sabotages at NeXT (25:02) Ross Perot and Steve Jobs (28:48) How Pixar Saved Steve Jobs from Bankruptcy (29:19) The Realization Steve Jobs Had at Rock Bottom (31:49) The Last Ditch Effort to Save NeXT Computers (38:55) Steve Jobs Gets His Revenge (43:09) Larry Ellison's Friendship with Steve Jobs (45:05) How Steve Jobs Brought Out the Best in His Employees (48:08) The Lessons Steve Jobs Learned From Failure (50:08) Bill Gates and Steve Jobs Rivalry (51:44) The Funniest Steve Jobs/Bill Gates Moment (53:43) Steve Jobs Takes Over As Apple CEO (57:08) How Meeting Laurene Changed Everything (59:01) Rapid Fire Questions (59:21) How Steve Jobs Inspired His Team (1:00:31) Steve Jobs Medical Treatment (1:01:42) What We Can Learn from Steve Jobs ------ Follow Geoffrey Cain: X: https://x.com/geoffrey_cain ------ Newsletter: The Brain Food newsletter delivers actionable insights and thoughtful ideas every Sunday. It takes 5 minutes to read, and it's completely free. Learn more and sign up at ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠fs.blog/newsletter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ------ Follow Shane Parrish: X: ⁠⁠⁠⁠⁠⁠https://x.com/shaneparrish⁠ Insta: ⁠https://www.instagram.com/farnamstreet/⁠ LinkedIn: ⁠https://www.linkedin.com/in/shane-parrish-050a2183/⁠ ----- Thank you to the sponsors for this episode: +Applovin: Launch your first AppLovin campaign and grow your business: https://applovin.com/shane +HeyGen is a message-first AI video platform that helps people and AI agents turn ideas into professional video in minutes. Try for free at https://www.heygen.com/tkp +Matic: the robot vacuum that does it all—grab yourself a year of free bags here. http://maticrobots.com/shaneparrish +LMNT: My go-to zero sugar electrolytes — get a free LMNT Sample Pack here: https://DrinkLMNT.com/TKP Learn more about your ad choices. Visit megaphone.fm/adchoices

Brad Onishi and Matthew D. Taylor break down two major stories reshaping the Trump-era right: the sudden deportation of Milo Yiannopoulos and the escalating chaos inside Pete Hegseth's Pentagon.They dig into how Milo's fast-tracked removal reveals the internal power struggles of MAGA world — including his feud with Nick Fuentes and Laura Loomer's growing influence over immigration enforcement — and what it signals about who gets protected and who gets purged within the movement. Then they turn to Secretary of Defense Pete Hegseth, examining reports of mass firings among top generals, a rudderless U.S. Army, unsustainable war spending in Iran, and the Pentagon's controversial move to put paid influencers like "Data Republican" on the payroll to push pro-Hegseth messaging while shutting out the traditional press.Along the way: Christian nationalism's role in reshaping MAGA identity, the military's meritocracy under threat, Silicon Valley's growing alignment with authoritarian politics, and whether Hegseth's rumored presidential ambitions have any real chance.SUPPORT US:www.axismundi.uswww.irmce.org - our supporting nonprofitBooks mentioned:

What if bad credit isn't the real problem—but a symptom of not understanding how money, credit, leverage, and banking relationships actually work?Haitian CEO joins Ash Cash inside the vault for a wealth-building masterclass on how everyday people can use credit strategically, build relationships with banks, access business funding, acquire cash-flowing assets, and eventually move from relying on personal credit to letting the business stand on its own.After earning a master's degree and making $39,000 a year, he discovered mentorship, business funding, and the power of leveraging the bank's money. Since then, he says he has helped everyday people secure more than $100 million in funding while building Bella Sloan Enterprises and Bella Sloan Academy.In this episode, Haitian CEO breaks down credit scores, banking relationships, credit card stacking, CDFI and SBA lending, business acquisitions, and why getting funding is only the beginning.The real goal? Cash flow.He shares how he used leverage to purchase real estate, how a Cleveland duplex helped him replace part of his job income, and why buying existing businesses from retiring owners could create major opportunities for the next generation of entrepreneurs.The conversation also dives into mentorship, delegation, AI, systems, and legacy. Haitian CEO explains how hiring the right operator helped him reach his first million-dollar year, how one mentee grew to $40 million in assets, and the financial blueprint he wants to pass down to his daughters and grandchildren.This episode is bigger than credit.It's about learning the rules, creating leverage, buying assets, building cash flow, and having the discipline to execute.Connect with Haitian CEO: Instagram: @haitian_ceo YouTube: Bella Sloan EnterprisesConnect with Inside the Vault: Instagram: @insidethevault InsideTheVaultShow.comHosted by Ash Cash: Instagram: @iamashcash IAmAshCash.comABUNDANCE IS YOUR BIRTHRIGHT.Join Ash Cash and a community focused on building wealth, increasing income, strengthening your mindset, and creating a more abundant life:TheAbundanceCommunity.comEPISODE TIMESTAMPS00:00 – Cash flow is king 00:59 – Ash Cash book CTA 02:00 – Welcome to Inside the Vault 03:44 – Meet Haitian CEO 05:10 – From a $39K salary to the funding business 06:23 – Discovering $50K in business funding 08:33 – Using leverage to fund your dreams 09:20 – When the business becomes the asset 10:06 – Credit scores & banking relationships 10:23 – The strategy behind $50K–$100K in funding 11:03 – Credit card stacking explained 11:28 – Fix your credit before seeking funding 11:44 – Using AI to review your credit report 13:26 – Credit specialists vs. AI 14:31 – Build bank relationships while repairing credit 15:08 – Which credit bureaus banks pull 15:56 – Moving beyond personal guarantees 16:32 – Buying businesses instead of starting one 16:56 – The baby boomer business wealth transfer 17:52 – Using SBA financing to purchase cash flow 18:27 – Improve the business with AI, then flip it 19:09 – “This is a masterclass on how to build wealth” 20:04 – Your 9-to-5 can be your first business partner 21:48 – Funding is the vehicle; cash flow is the goal 23:04 – “Cash is not king. Credit is not king. Cash flow is king.” 23:39 – The Cleveland duplex that changed the game 24:12 – $4K rent, $1.5K mortgage & the cash-flow strategy 24:58 – Replacing job income with rental properties 26:23 – Find your freedom number before chasing luxury 27:20 – Why banks want to lend money 28:44 – The power of bank relationship managers 31:40 – Why relationships & mentorship matter 33:28 – The story behind Bella Sloan Academy 35:06 – Charging $10K for mentorship 36:01 – Building a community of nearly 5,000 38:19 – Leverage goes beyond credit 39:32 – Why Herman stopped trying to run everything 40:43 – Hiring help and reaching his first $1M year 43:48 – Building an AI-first company 44:35 – “More money, less clients” 45:03 – From mentorship to $40M in assets 45:25 – Leveraging credit toward a $15M business 45:47 – Why he wants to flip businesses 48:50 – Legacy as a father & first-generation millionaire 50:41 – Building credit before age 18 51:31 – The $250K-by-graduation blueprint 52:19 – Building your child's financial foundation 52:44 – Using real estate to teach ownership & cash flow 54:06 – Using Glasp to execute on podcast information 55:19 – Bella Sloan Academy 56:03 – Motivation fades; discipline takes over 57:00 – “Audit your circle” 58:31 – Connect with Haitian CEO 59:02 – Closing the VaultAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Watch the YouTube version of this episode HEREIn this episode of the Maximum Lawyer Podcast, Tyson Mutrux catches up with Brett Trembly, founder of Get Staffed Up and author of 24 Months to Freedom, to talk about hiring, delegation, offshore teams, AI, and what it really takes to build a law firm that doesn't depend on the owner for everything.Brett shares the moments that made him realize working harder wasn't going to solve the problems in his firm, including trying to manage the business while his daughter was in surgery and working from the beach instead of being present with his family. Tyson and Brett discuss the hiring decisions that helped Brett finally break through that ceiling, why he still believes an executive assistant should be one of a law firm owner's first hires, and the mistakes owners make when they hire someone but fail to properly train them.They also get into the economics of offshore hiring, Get Staffed Up's expansion into paralegal roles, how to measure whether a team member is actually working out, and what AI could mean for intake, legal assistants, and law firm staffing over the next five years. Brett explains why he believes AI will reduce some staffing needs while making the right people significantly more productive.Listen in for a practical conversation about hiring better people, delegating the right work, using AI strategically, and building a law firm that gives you more freedom instead of creating another job.What You'll LearnWhy working harder eventually stops working as a law firm grows.Why Brett believes an executive assistant should be one of your first hires.How offshore hiring can change the economics of growing a legal team.Why hiring someone without properly training them sets both sides up to fail.How KPIs and even your own energy can help determine whether a hire is working.Where Brett believes AI will replace roles and where humans will still matter.Why law firms may need intake managers instead of traditional intake teams in the future.How better systems can help a firm grow without everything depending on the owner.Timestamps00:00 — When your law firm starts taking over your life05:07 — The moment Brett realized he needed to start hiring09:33 — Building a hiring system and finding A-players13:55 — Offshore hiring, costs, and the new paralegal model19:19 — The first hire Brett recommends for law firm owners21:33 — The training mistake law firm owners keep making24:34 — How to know if a team member is actually working out27:27 — The three roles law firms need most28:00 — AI vs. humans and the future of legal staffing32:13 — Maintaining quality while scaling a staffing company36:07 — What law firm teams could look like five years from now38:05 — Tyson's custom case management system40:02 — Get Staffed Up and MaxLawCon 2026Connect with BrettLinkedInBook

Hiring can fill immediate skills gaps, but developing talent builds for the future. SHRM26 speakers Amy Jauman, HR director for the DNA Doe Project, and Amber Watts, chief everboarding officer at Radical GrowthWorks, explore how HR professionals can balance talent acquisition and employee development — and build a stronger talent strategy in the process. They discuss when to hire versus develop, what metrics can help leaders find the right balance, and how to make employee growth a strategic investment.   Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r 

Larry Coval spent nearly four decades leading organizations at AT&T, Global Crossing, and Cox Business, and came out the other side convinced that most of what gets taught about leadership is wrong. He joins Neal to talk about his new book, Misled, and the argument at its center: “team” is the wrong unit of analysis for business, leadership was never a soft skill, and the fundamentals got skipped while the keynote circuit sold platitudes. He also makes the case for the smoked marlin taco at Oscar's - drowned in orange sauce.Key topics* Why teams don't exist in business — and the three things real ones have* Leadership Industrial Complex: why substance lost to style* Gallup's data: managers are now as disengaged as their people* Hiring for sameness as the founder's most expensive mistake* Red teaming: how the military pressure-tests decisions* Setting expectations with crystalline clarity — confusion is friction* How hoarding work robs your people of development* 60% of managers get zero training when promoted* The ARCANE model and why career planning has no playbook* The smoked marlin taco at Oscar's Mexican SeafoodLinks & resources* ARCANE Leadership Concepts* Misled: Why (Almost) Everything You Learned About Leadership Is Wrong and How to Fix ItConnect on LinkedIn* Neal Bloom* Larry Coval This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit risingtidepartners.substack.com/subscribe

Send us Fan MailIn this episode, Ron Culp joins host Jason Mudd to discuss why business acumen now outweighs writing skills in PR hiring, the three stages of a corporate PR career, and five practical ways to build business acumen at any career stage.Tune in to learn more!Meet Our Guest:Our guest is Ron Culp, a professional-in-residence at DePaul University and a former corporate chief communications officer. He brings decades of experience across government, corporate communications, public relations agencies, and higher education, where he helps prepare the next generation of PR professionals.Five things you'll learn from this episode: 1. Three stages of corporate public relations2. Why business acumen has taken over writing skills as the top thing employers want3. Five practical ways students and young professionals can build business acumen4. Why understanding how your company makes money changes the decisions you make5. Why business acumen matters Quotables"When what you're doing isn't having any impact on the business, you really have to question it. If you don't, you're gonna start being questioned." – Ron Culp"You just make better decisions if you have a sense of what the business is all about." – Ron Culp"Good writers are good thinkers, always has been the case, and good writers can be trained." – Ron Culp"If we can't figure out how they make money, then I'm not sure we can be the trusted strategic partner that we need to be." – Jason MuddIf you enjoyed this episode, please take a moment to share it with a colleague or friend. You may also support us through Buy Me a Coffee or by leaving us a quick podcast review.Guest's contact info and resources:Ron Culp on LinkedInRon Culp's blog: culpwrit.comAgeism in the workplace: Hiring bias, careers, and the future of workHow trusted strategic advisors influence leadersAdditional Resources:Marketing leaders are reframing reputation management as a revenue strategyTraditional PR doesn't work anymoreHow to turn social and reputation management into a revenue operating systemListen to more episodes of the On Top of PR with Jason Mudd podcastFind out more about Axia Public RelationsIf you like this episode, you're going to love this:How public relations changes business outcomesHow communications professionals shape business successMaximizing Agency Partnerships with Mark RiggsRecorded: August, 2026Support the showOn Top of PR is produced by Axia Public Relations, named by Forbes as one of America's Best PR Agencies. Axia is an expert PR firm for national brands.On Top of PR is sponsored by ReviewMaxer, the platform for monitoring, improving, and promoting online customer reviews.

Are you a pest control owner looking to grow? Join Our Facebook Group with 4,600+ Members: https://www.facebook.com/groups/pestcontrolmillionairesMatthew Railla is the owner of SoCal's leading termite inspection company: Top Termite Co. Inc, providing top-notch termite inspection services to homeowners, real estate agents, and property managers in the Los Angeles area.Top Termite: https://www.toptermiteco.com/ Jonas's Socials: Instagram: https://www.instagram.com/jonasaolson/Facebook: https://www.facebook.com/jonas.olson.18/Check out Jonas's Book ‘'Zip Code Kings'': https://pestcontrolmillionaires.com/zip-code-kings/The Pest Control Millionaire Podcast is all about helping small business owners scale their lawn and pest companies by talking to experts in the service industry.For business coaching and mentorship, visit: pestcontrolmillionaires.com Produced by Sofia Salaverri and Dalton Fisher, Fisher Multimedia LLCFisherMultiMedia.comChapters: 00:00 — Meet Matt Railla01:11 — Soccer, Halo & Two-Point GPAs05:34 — Wine Country and an MBA08:04 — Fires, COVID & the End of the Winery11:28 — Becoming a Business Broker13:40 — The Termite Company Nobody Would Buy16:58 — The Ride-Along That Changed Everything18:03 — Closing the SBA Deal20:16 — Typewriters, Paper & Taking Over22:42 — Hiring and the Six-Month Training27:59 — Pre-Treatments and the Palisades Fires30:04 — The Recurring Revenue Debate34:02 — Scaling to $5 Million48:06 — Books, Advice & Wrap-Up#pestcontrolmarketing #pestcontrolbusiness #pestcontrolleads #pestcontrolowner #pestcontrolpodcast #jonasolson

Your best salesperson may be the worst person on your team to handle cold outreach, and Kevin Downey explains why. Hiring a successful salesperson does not mean you are hiring someone willing or built to spend hours every day prospecting and making cold calls. Join Brad Friedman and Kevin Downey as they discuss B2B email lead generation, sales team structure, and how to identify sales or business development reps who are built for cold outreach so you can generate more qualified conversations without expecting expensive salespeople to do work they are unlikely to sustain. Kevin is a Kansas City-based recruitment leader and entrepreneur with a proven track record in business development, sales team building, and B2B email marketing. Visit thedigitalslicepodcast.com for complete show notes of every podcast episode. The Digital Slice Podcast is brought to you by Magai. Up your AI game at https://friedmansocialmedia.com/magai. And, if it's your first time purchasing, use BRAD30 at checkout to get 30% off your first 3 months.

AI can make teams faster, but it can also expose every weakness in the data underneath it.Elizabeth Stanford, VP of Data at PandaDoc, joins The Tech Trek to talk about what it takes to prepare a growing company to actually execute on AI. That means more than giving engineers access to Claude or Cursor. It means getting the data foundation, team skills, stakeholder expectations, and ownership model right.Elizabeth explains how PandaDoc is preparing its data organization for AI while keeping a small team from becoming the company's quality control department. She also shares how AI is changing what she looks for when hiring data professionals, and why expertise, problem framing, and judgment may become more valuable as coding gets easier.What you'll take away• AI readiness starts with reliable data, shared definitions, and systems that can provide consistent context.• Giving stakeholders easier access to data creates a new problem when the data team becomes responsible for checking everyone else's AI generated work.• Technical execution is becoming easier, which puts more value on knowing what questions to ask and whether an answer is actually correct.• Hiring standards are changing. Candidates need to show how they think with AI, not simply that they can use it.Best Line“It's not whether you know today's technology, it's whether you can figure out tomorrow's technology.”Follow The Tech Trek for more conversations about building and leading modern technology teams.

What can you really learn about an employee in their first 90 days? Inspired by an A-player hiring memo from Leila Hormozi, Spencer breaks down why the first 90 days aren't about mastering the job they're about trajectory and core-value fit. Learn how to spot ownership, coachability, work ethic, and character early, why talented employees can still poison your culture, and how tolerating mediocrity can ultimately chase away your best people. You don't need an A-player by day 90 but you should know whether you're looking at one in the making. If you are feeling the love, make sure to subscribe, rate, and review on iTunes, Spotify, YouTube, or wherever you are!! If you'd like to be featured on an episode go to theidahobusinesspodcast.com to APPLY! Apple Podcasts Spotify  

Show SummaryOn today's episode, we're having a conversation with Registered Nurse, Military Spouse, and Workforce Development Advocate Tracy Steele, founder of Community Cultivator, an organization dedicated to strengthening well-being, belonging, and career stability for military spouses through community connection and professional developmentEpisode Partner:Our sponsor this week is Aetna, a trusted health care company, committed to serving Veterans, military families, and caregivers through meaningful, community-centered care. Provide FeedbackAs a dedicated member of the audience, we would like to hear from you. If you PsychArmor has helped you learn, grow, and support those who've served and those who care for them, we would appreciate hearing your story. Please follow this link to share how PsychArmor has helped you in your service journey Share PsychArmor StoriesAbout Today's GuestCommunity Cultivator was founded by Tracy Steele, SPHR, CPRW — a longtime military spouse, workforce development leader, and advocate for military spouse employment and community connection.​After more than two decades navigating military life, Tracy experienced firsthand the challenge of constantly rebuilding career momentum, professional networks, and community with every move. Through strategic volunteering, networking, and workforce development leadership, she became passionate about helping military spouses recognize their value and confidently pursue meaningful opportunities.But she realized military spouses needed more than job resources alone. They needed connection, belonging, and access to opportunities that could grow with them wherever military life led next.​So she built Community Cultivator.​What started as a vision in San Diego is growing into a nationwide movement helping military spouses build stronger careers, deeper connections, and lasting opportunities together.Links Mentioned During the EpisodeCommunity Cultivator WebsiteForeign Born Military Spouse NetworkSugar Bear Foundation WebsitePsychArmor Resource of the WeekThis week's PsychArmor Resource of the Week is the PsychArmor course 15 Reasons to Hire a Military Spouse. As an employer, you are looking for untapped talent pools. One talent pool that can be overlooked is the diverse and highly educated group of military spouses. Take this course to learn the top 15 Reasons to Hire a Military Spouse. You can find the resource here: https://learn.psycharmor.org/courses/15-Reasons-to-Hire-a-Military-Spouse Contact Us and Join Us on Social Media Email PsychArmorPsychArmor on XPsychArmor on FacebookPsychArmor on YouTubePsychArmor on LinkedInPsychArmor on InstagramTheme MusicOur theme music Don't Kill the Messenger was written and performed by Navy Veteran Jerry Maniscalco, in cooperation with Operation Encore, a non profit committed to supporting singer/songwriter and musicians across the military and Veteran communities.Producer and Host Duane France is a retired Army Noncommissioned Officer, combat veteran, and clinical mental health counselor for service members, veterans, and their families.  You can find more about the work that he is doing at www.veteranmentalhealth.com  

S6:E75 What if getting more customers actually made your business worse? That's the paradox Charles Gaudet sees repeatedly. A founder builds a business through hard work, referrals and personal relationships. Success arrives. More customers come in. Employees are hired. Yet instead of gaining freedom, the founder becomes the hub through which nearly everything still has to pass. Queue up this episode of Small Business Stories as Charles Gaudet, CEO of Predictable Profits, explains what he calls the Founder's Trap and why adding more leads, sales or people can deepen it instead of solving it. Charles describes the founder not as someone sitting neatly at the top of an organizational chart, but stuck in the middle of it: chief rainmaker, best closer, decision-maker, client contact and firefighter. And that leads to a larger diagnostic problem. If people don't trust your business to operate without you, growth becomes harder to sustain. If buyers don't understand your unique advantage, more traffic won't necessarily improve conversion. And if you misdiagnose the problem, AI can efficiently give you an answer to the wrong question. That last point creates an especially interesting intersection with Dr. LL's work on misinterpretation risk: sometimes the signal isn't unclear because the answer is bad. It's unclear because we've misunderstood the problem we're trying to solve.

Your law firm leads aren't broken; your intake process is. In this episode, Molly and Ron Latz (founder of LegalFenix) expose the real reasons qualified leads leak out of your pipeline before cases get signed. Most law firms blame their marketing agency or claim they're not getting quality leads. But Ron's framework reveals the truth: the problem is almost always failures in people, processes, and technology hidden within your firm, not in your lead generation. Key Takeaways: Why blaming your marketing agency kills your business (and how to diagnose the real problem)   The 5-minute rule: why speed to lead is your #1 competitive advantage in 2026   How to align your intake and marketing teams (weekly meetings, not quarterly ones)   What your intake coordinator is actually worth ($25K/month for true solos)   How to set shared KPIs with agencies BEFORE you sign anything   The technology audit Ron runs first (call routing, form submissions, CRM tasks)   How to replicate what elite law firms do differently.   Ron Latz is the founder of LegalFenix and has spent 15+ years in legal marketing. He works as a fractional CMO, helping law firms transform lead generation into actual signed cases, not just vanity metrics.   Connect with Ron: Website: https://legalfenix.com/ LinkedIn: https://www.linkedin.com/in/ronlatz/ Facebook: https://web.facebook.com/legalfenixmarketing Youtube: https://www.youtube.com/@LegalFenix Newsletter: https://legalfenix.com/newsletter/   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/evdvi9D0SRs 

Mike Richards joined the ACT Annual Conference 2026 in Liverpool for the roundtable session “Treasury Talent: Skills for the Future”, held in May 2026.This session explored the future skills treasury professionals will need as AI and automation take on more routine and analytical work.Together, the panel discussed how treasury roles are changing, where human judgement still matters, whether teams may become leaner and more strategic, and what hiring managers should be looking for when building future treasury teams.Speakers included:Mike Richards, CEO & Founder at The Treasury Recruitment CompanyAlan Chitty, Group Treasurer at PepcoVictoria Underwood, Treasury Manager from Imperial BrandsThe session was facilitated by Louise Woodroffe, Head of Treasury from Hastings Direct, in association with the ACT Future Leaders in Treasury.Key topics discussed:00:00 Session Kick-off00:46 Format and Participation01:25 Meet the Panel03:45 AI Adoption Today04:57 Copilot vs Claude Debate08:25 What Humans Still Do10:17 Jobs and Team Reshaping13:44 Recruitment Market Shift15:18 Hiring for Future Skills19:22 Communication and Impact24:41 Networking and Visibility26:55 Training Juniors in AI Era30:40 Hiring for Attitude31:08 Interviewing for Curiosity34:30 Psychometrics and CV Signals37:00 Future Skills in Treasury40:54 Treasury Plus Networking43:15 Soft Skills Simplify Jargon46:04 AI Written CVs and Interviews49:44 Switching into Treasury53:12 Career Skills and Communication55:56 Roundtable and Wrap Up---