Podcasts about Hiring

Most recruitment firms stall at $1M revenue. Greg Fischer broke through by building a high-retention offshore team, embedding himself inside client organizations with RPO, and using LinkedIn commenting as a smarter BD strategy. As Co-Owner of AMI Network, Greg scaled from $1M to $4.2M revenue and $1.4M profit sustaining 30–40% margins. His model: hire offshore staff directly, integrate them as equals, and use a 2:1 sourcer-to-recruiter ratio to free recruiters to bill more. Alongside that, he mastered RPO pricing, transforming a $30K placement into a $1.5M account. Today, as founder of Well Oiled Machine, Greg helps other firms replicate this approach. In this episode, he shares how to structure offshore teams for 85%+ retention, qualify RPO opportunities, and win clients through LinkedIn commenting. Episode Outline and Highlights 6:42 From solo founder's first hire to 40-person team. 7:40 Breaking the $1M ceiling with offshore hiring after failed BPOs. 12:37 Why sourcing was the first offshore function and how it lifted billings. 23:18 Landing a $50K/month RPO by reframing a client's hiring challenge. 28:07 How that grew into an $80K/month RPO account with 30–40% margins. 30:45 When to pitch RPO: the minimum job volume that makes it viable. 33:47 The “open + close” fee model that stabilized cash flow. 36:23 How a 2:1 sourcer-to-recruiter ratio frees recruiters to bill more. 39:08 Why most agencies fail with offshore—and how to do it right. 47:19 Choosing the right country: Mexico vs Philippines vs South Africa. 54:51 Greg's daily LinkedIn commenting routine that built an inbound pipeline. Key Takeaways Offshore Done Right Fuels Scale Greg's agency was stuck at $1M for four years. BPOs failed, freelancers flaked. The breakthrough came when he hired offshore staff directly, trained them thoroughly, and treated them as equals. Within three years, AMI scaled to $4M+ revenue with 30–40% profit margins and 85% retention. Offshore wasn't a cheap fix; it was the lever that freed recruiters to focus on revenue-driving work. The RPO Question That Unlocks Recurring Revenue A referral asked for an internal recruiter. Greg's partner asked: “Why now?” The answer—50 hires in six months—turned a $30K placement into a $50K/month retainer that ran three years, worth $1.5M. His rule: RPO only works with 5–10 requisitions/month and $15K+ revenue. Anything less is contingent search. Over time, he moved to an “open fee + closed fee” model that kept revenue flowing and profit margins at 30–40%. LinkedIn Strategic Commenting Works Greg built AMI Network through cold outbound. For Well Oiled Machine, he went another route: commenting daily on posts from 60 recruitment thought leaders. Thirty minutes before posting, thirty minutes after. The results? Comments hitting 20,000+ impressions—often outperforming original posts. On LinkedIn, comments are content, and for agency owners this is a repeatable, low-cost BD strategy that beats cold calling. Greg Fischer Bio and Contact Info Greg is the former Co-Owner of AMI Network, a healthcare recruitment agency that did $1.4M in Profit on just $4.2M in revenue. His secret? 18 of his 40 team members were Offshore high-performing employees, with annual retention over 85%. Now his firm, Well Oiled Machine recruits Offshore & Nearshore staff for Recruitment Firms & Staffing Agencies. Greg Fischer on LinkedIn Well Oiled Machine website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter

In this episode, I share how putting everything on your calendar—even the smallest tasks—can transform your productivity and peace of mind. I talk about my own journey with calendar blocking, why it's so effective, and how it helps reduce decision fatigue and overwhelm. You'll hear practical tips for scheduling everything from work projects and family time to errands and rest, plus why building in buffer time is essential. I also discuss how this habit gives you the freedom to say yes to what matters and no to what doesn't, and how it helps you spot patterns where you need more support or boundaries. If you're new to calendar blocking, I encourage you to try it for just one day and see the difference. Let me know how it goes on Instagram @simplifywithamandab!  Free Resources:Join 30 Day Calendar Blocking Blueprint and finally feel in control. ​Click here to join the next round. ​Are you a business owner making $100,000+ and still wearing all the hats? ​Click here​ to learn about my upcoming 12-week Outsourcing Mastermind.Are you an aspiring or newer business owner who needs some accountability and clarity on the next steps? ​Click here​ to join my 6-month accountability group - Simplify.

Joe Dunikoski is the founder of Verso Jobs - a gamified, data driven hiring platform and service built to make hiring human. Top 3 Value Bombs 1. Hiring based solely on resumes is broken. It's time to evaluate the whole person, not just a piece of paper. 2. Happiness at work directly impacts productivity, retention, and even your company's financial performance. 3. Growth mindset, fast learning, and being personable are more valuable than most hard skills. Check out Joe's website to hire or find mission-aligned, happy work - Verso Jobs Sponsors HighLevel - The ultimate all-in-one platform for entrepreneurs, marketers, coaches, and agencies. Learn more at HighLevelFire.com. Shopify - If you want to see less carts being abandoned, it's time for you to head over to Shopify. Sign up for your 1 dollar per-month trial and start selling today at Shopify.com/onfire. Policygenius - Secure your family's future. Head to Policygenius.com to compare free life insurance quotes from top companies and see how much you could save.

In this episode, we will analyze a new Federal Reserve report that reveals how AI is quietly influencing hiring for jobs requiring a college degree (and why this trend of scaled-back hiring is expected to accelerate in the coming months). Today's Stocks & Topics: CMG - Chipotle Mexican Grill, Market Wrap, MRK - Merck & Co. Inc., The AI Job Paradox: Why AI Isn't Causing Layoffs, It's Hiding Hiring Cuts, VT - Vanguard Total World Stock ETF, Cash Allocation, New Trade: Running Hot, MORN - Morningstar Inc., SFM - Sprouts Farmers Market Inc., LULU - Lululemon Athletica Inc., The Labor Market.Our Sponsors:* Check out Anthropic: https://claude.ai/INVEST* Check out TruDiagnostic and use my code INVEST for a great deal: https://www.trudiagnostic.comAdvertising Inquiries: https://redcircle.com/brands

OpenAI's Codex has already shipped hundreds of thousands of pull requests in its first month. But what is it really, and how will coding agents change the future of software?In this episode, General Partner Anjney Midha goes behind the scenes with one of Codex's product leads- Alexander Embiricos - to unpack its origin story, why its PR success rate is so high, the safety challenges of autonomous agents, and what this all means for developers, students, and the future of coding. Timecodes:0:00 Intro: The Vision for AI Agents1:25 Codex's Origin and Naming3:20 Early Prototypes and Agent Form Factors6:00 Cloud Agents: Safety and Security9:40 Prompt Injection and Attack Vectors12:00 PR Merging: Metrics and Transparency17:00 The Future of Code Review and Automation20:00 User Adoption: Internal vs. External Surprises22:00 Multi-Turn Interactions and Product Learnings29:30 Best-of-N, Slot Machine Analogy, and Creativity33:00 Human Taste, Iteration, and Collaboration40:00 AI's Impact on Software Engineering Careers45:00 Education, CS Degrees, and AI Integration49:00 Prototyping, Hackathons, and Speed to Magic55:00 Legacy Code, Modernization, and Global Adoption1:00:00 Enterprise, Security, and Air-Gapped Environments1:05:00 Product Roadmap and Future of Codex1:10:00 Advice for Founders and Startups1:15:00 Education Reform and Project-Based Learning1:20:00 Hiring, Building, and New Grad Advice Resources: Find Alex on X: https://x.com/embiricoFind Anjney on X: https://twitter.com/AnjneyMidha Stay Updated: If you enjoyed this episode, be sure to like, subscribe, and share with your friends!Find a16z on X: https://x.com/a16zFind a16z on LinkedIn: https://www.linkedin.com/company/a16zListen to the a16z Podcast on Spotify: https://open.spotify.com/show/5bC65RDvs3oxnLyqqvkUYXListen to the a16z Podcast on Apple Podcasts: https://podcasts.apple.com/us/podcast/a16z-podcast/id842818711Follow our host: https://x.com/eriktorenbergPlease note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures. Stay Updated:Find a16z on XFind a16z on LinkedInListen to the a16z Podcast on SpotifyListen to the a16z Podcast on Apple PodcastsFollow our host: https://twitter.com/eriktorenberg Please note that the content here is for informational purposes only; should NOT be taken as legal, business, tax, or investment advice or be used to evaluate any investment or security; and is not directed at any investors or potential investors in any a16z fund. a16z and its affiliates may maintain investments in the companies discussed. For more details please see a16z.com/disclosures. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Hattingh Basson and Werner Barnard, Senior Partners at Southwestern Talent, explain the unique career history that spawned the business, the professional services gap that they are filling and why it exists, why offshoring isn't really offshoring anymore, how the South African people create a world-class talent pool, overcoming start-up pain points, and why sometimes the low-tech solution is the winning one.Mentioned in this episode:Learn more at SouthwesternTalent.comSouthwestern TalentLearn more at SouthwesternConsulting.com/Coaching/StudentsSouthwestern Student Coaching

Athena is the mastermind behind the mastermind. Founder of China Magic - a 12-Day Sourcing Trip for Amazon Sellers, she helps Amazon Sellers scale to 7-8 figures through unique Events, Sourcing Trips and Masterminds to make life and business changing shifts towards more profit, prosperous relationships, and ultimate freedom.Highlight Bullets> Here's a glimpse of what you would learn…. Importance of leadership and having a clear vision for business growth.Necessity of breaking down large goals into actionable steps.Emphasis on implementation over mere learning for business success.Mindset shifts required for transitioning from seven-figure to eight-figure businesses.Significance of networking and building relationships within the e-commerce community.Value of hiring quality talent over seeking the cheapest options.Role of masterminds and events in fostering collaboration and knowledge sharing.Strategies for sustaining growth after reaching significant revenue milestones.Importance of continuous learning and adapting to challenges in the business landscape.Encouragement to view challenges as opportunities for innovation and growth.In this episode of the Ecomm Breakthrough Podcast, host Josh Hadley interviews Athena Severi, co-founder of Titan Network. Athena shares her expertise on scaling e-commerce businesses from seven to eight figures, emphasizing leadership, goal clarity, and the power of networking. Key insights include the importance of actionable steps, perseverance, and continuous learning. Athena also highlights the value of meaningful relationships and hiring the right talent. The episode provides practical advice for business owners aiming for sustainable growth, encouraging them to embrace challenges and focus on high-impact activities.Here are the 3 action items that Josh identified from this episode:Prioritize Your Rate of Learning:Focus on learning that is directly applicable to your current business challenges. Seek out resources that address specific issues and implement what you learn immediately.Embrace Perseverance:View challenges as opportunities for growth. Understand that even established brands face difficulties and must adapt to survive. Cultivate resilience and a willingness to pivot when necessary.Engage in Meaningful Networking:Attend industry events with the intention of building relationships. Focus on the conversations that happen outside of formal presentations, as these interactions can lead to valuable insights and connections.Resources mentioned in this episode:Here are the mentions with timestamps arranged by topic:Ecomm BreakthroughJosh Hadley on LinkedIneComm Breakthrough YouTubeeComm Breakthrough ConsultingeComm Breakthrough PodcastEmail Josh Hadley: Josh@eCommBreakthrough.comAmazonTitan NetworkChina Magic TripWho: The A Method for Hiring by Geoff Smart on AmazonReady, Fire, Aim on AmazonBillion Dollar Seller SummitNordicTrack on AmazonLeyden Smithers on InstagramSpecial Mention(s):Adam “Heist” Runquist on LinkedInKevin King on LinkedInMichael E. Gerber on LinkedInNeil Patel on LinkedInRelated Episode(s):“Cracking the Amazon Code: Learn From Adam Heist's Brand Scaling Secrets” on the eComm Breakthrough Podcast“Kevin King's Wicked-Smart Tips for Building an Audience of Raving Fans” on the eComm Breakthrough Podcast“Unlocking Entrepreneurial Greatness | Insider Secrets With E-myth Author Michael Gerber” on the eComm Breakthrough PodcastEpisode SponsorSponsor for this episode...This episode is brought to you by eComm Breakthrough Consulting where I help seven-figure e-commerce owners grow to eight figures. I started Hadley Designs in 2015 and grew it to an eight-figure brand in seven years.I made mistakes along the way that made the path to eight figures longer. At times I doubted whether our business could even survive and become a real brand. I wish I would have had a guide to help me grow faster and avoid the stumbling blocks.If you've hit a plateau and want to know the next steps to take your business to the next level, then go to www.EcommBreakthrough.com (that's Ecomm with two M's) to learn more.Transcript AreaJosh Hadley 00:00:00  Welcome to the Ecomm Breakthrough podcast. I'm your host, Josh Hadley, where I interview the top business leaders in e-commerce. Past guests include Kevin King, Aaron Cordovez and Michael E Gerber, author of the E-myth. Today I am speaking with Athena Severi, the co-founder of Titan Network. This episode is brought to you by Ecomm Breakthrough, where I specialize in investing and scaling seven figure ecommerce brands to eight figures and beyond. If you're an ambitious e-commerce entrepreneur looking for that coach or consultant who can help take your business to the next level, reach out to me directly at Josh at Ecomm Breakthrough. Com. That's E-comm with two M's. And let's turn your dreams into reality. Today I'm excited to introduce you all to Athena Safari. Athena is the mastermind behind the mastermind. She is the ...

Are you tired of hiring based on resumes and getting burned by team members who just don't fit your culture? In this episode, I reveal why attitude matters more than skill when building a powerhouse team.  I'll share the secret "backstory resume" you need to look for, real client mistakes to avoid, and four must-ask interview questions to finally find the right people. Stop betting on hope, start hiring with confidence, and protect everything you've built.   Grab your free resource Proceed with Caution! Tips to Identify Red Flags in Your Role Applicants Work with Shelli Warren: Book a call with Shelli to talk about how coaching can help you elevate your leadership capability. Apply to join the Leadership Lab. Resources: Click here to grab our NEWEST resource that guides you through a firing framework that protects your culture and your credibility. Check out more free resources here. Connect with Shelli Warren: Email: leader@stackingyourteam.com Instagram LinkedIn Subscribe to the Stacking Your Team Newsletter

Over 70 million Americans have incarceration records that make finding work after serving time extremely difficult. In today's tight labor market, overlooking this vital talent pool could be a costly mistake.   Judge Songhai Armstead (Ret.) — now director of the Los Angeles County Justice, Care, and Opportunities Department — explains how HR teams can embrace second-chance hiring for these individuals. Learn how to recognize the skills justice-involved candidates bring, navigate fair and comprehensive background checks, and reimagine recruitment and retention practices to match these often-neglected workers to the right roles at your organization.   

Organizational success in retail ultimately comes down to people — finding the right talent, nurturing their growth and preparing them for the future. In this episode of Retail Gets Real, Walmart's first-ever Chief Talent Officer Lorraine “Lo” Stomski and NRF Foundation Executive Director Adam Lukoskie, discuss how retail leaders are reimagining talent acquisition, development and retention in a rapidly evolving industry.(00:00:00) Walmart's first Chief Talent Officer(00:05:20) Why talent acquisition matters more than ever(00:09:00) Changing perceptions of retail careers(00:15:02) Building skills and pathways for career growth(00:19:24) Proof points that change lives(00:23:02) Talent strategies in uncertain times(00:28:12) The future of talent acquisition and AIThe National Retail Federation is the world's largest retail trade association.Every day, we passionately stand up for the people, policies and ideas that help retail succeed.Resources:• NRF Foundation's RISE Up Program: nrffoundation.org/rise-up• Walmart's Live Better U: corporate.walmart.com/about/working-at-walmart/live-better-u• Get ready for Retail's Big Show in NYC• Become an NRF member and join the world's largest retail trade association• Learn about our retail education platform, NRF Foundation, at nrffoundation.org• Learn about retail advocacy at nrf.com/advocacy• Find more episodes at retailgetsreal.comRelated:• 351: The think tank for retail industry talent leaders

Hiring your first employee can feel like the biggest leap in your lawn care business journey. In this episode, we break down how to know when it's the right time to bring someone on, what to expect when hiring experienced vs. inexperienced team members, and the real pros and cons of both. Whether you're ready to scale or just starting to think about it, this conversation will help you make a smarter first hire and set your business up for long-term success.

OpenAI is launching the latest salvo in the rivalry between Sam Altman and Elon Musk. Hiring former xAI CFO Mike Liberatore to oversee their massive infrastructure spending, including the $300B Oracle deal. We dig into what the move means amid the intensifying AI talent wars.  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode, Molly unpacks the million-dollar difference between hiring an executive assistant and bringing on an office manager, COO, or CEO. She explains why a skilled EA can immediately relieve bottlenecks, protect your energy, and streamline daily operations—often fueling growth faster and with less strain than high-level hires. From managing calendars to client interactions, Molly shows how the right executive assistant transforms both your business and your personal life.   Key Takeaways:   An executive assistant (EA) can deliver ROI right away by taking operational and personal tasks off your plate—something a COO or CEO hired too soon can't do. EAs protect your energy and keep your day moving smoothly by handling logistics and details that often drain leaders. Start by writing down your frustrations and bottlenecks—this list reveals where an EA can step in and free up your focus. Handing off routine tasks to an EA lets law firm leaders spend more time on growth, strategy, and vision. Addressing personal and business bottlenecks can unlock space to hit your goals—and improve your overall well-being.   Quote for the Show: "You need someone who can do the work, own the outcomes, and build the systems that future hires will depend on." - Molly McGrath   Links: Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/gVCO3CPg2hY

If you're still posting jobs and hoping A-players apply, you're already behind.In this high-impact episode, Alice Heiman sits down with Jamie Crosbie, founder of ProActivate and TEDx speaker with over 1 million views on The Power of Your Mindset, to reveal what every CEO needs to know to hire top revenue-generating talent.Most hiring processes are built for convenience, not performance. That's why companies end up with B-players or worse, just to fill a seat. Jamie shares exactly how CEOs can stop mis-hires before they happen and build bench strength that supports real growth.If you're a CEO of a B2B company under $100M, this episode is your blueprint for hiring right, every time.

This week on the Artist Academy Podcast, I get to revisit with muralist Hibaaq Ibrahim, who first joined me years ago when she was just starting out. Back then, she had only recently quit her day job—today, she's a full-time commercial artist in Minnesota with projects starting at $10k and a schedule that keeps her booked year-round. In this episode, Hibaaq shares how her mindset, goal-setting, and smart investments in courses and mentorship helped her grow quickly. She talks about the habits that keep her consistent, why she only takes on projects that align with her values, and how working with an art consultant has freed her up to focus on creating. This conversation is full of practical advice for artists who want to raise their rates, attract better clients, and build a career they actually love.

Most cleaning company owners are trapped working in the business, not on it. If you're cleaning, scheduling, answering phones, and chasing clients:  you're playing the wrong role. In this video, I break down the EXACT 3-step path to scale your cleaning company beyond $1M in revenue while working less than 15 hours/week. Here's what you'll learn: The real job of the owner: Coach vs. Player When and how to add to your team without draining your profit The 5-6 ONLY hires you'll EVER need to run a world-class admin team How to STOP micromanaging and build systems that run without you ✅ Want our Done-For-You Job Descriptions that show exactly who to hire, when to hire them, and what they should do? Just click here: https://growcleaningcompany.com/hiring ... or comment HIRING and we'll DM you the link.

The latest BLS report just wiped nearly a million jobs off the books through revisions, AI is creeping further into the workplace, and the headlines aren't exactly comforting with political unrest on the rise. But if you're on the job hunt, this isn't the time to freeze.In this minisode, we break down:Why the BLS report looks so ugly this month (and why their numbers keep getting revised).The role AI is actually playing in today's labor market.Which industries are still hiring — and which companies are launching real hiring sprees right now.What job seekers should actually do next (hint: don't stop applying, and keep your head up).Because even in a tough job market, there are opportunities hiding in plain sight. Hosted on Acast. See acast.com/privacy for more information.

Show Notes: David A. Fields talks about how AI is affecting consulting firms. David clarifies that his company's active client base is 30-50 firms, and they are being asked more frequently to help firms with an AI strategy. In terms of size, 20% of their business is solo consultants, while the rest are mostly businesses that range from $2 million to $100 million.  Consulting Firms and AI Adoption David explains that the average revenue per FTE in consulting has remained around $250,000 for the past decade.He notes that firms are looking to create the same revenue with fewer people, which is the big promise of AI. He mentions the wide range of AI adoption rates among firms, from those just starting with chatbots to those seeing significant productivity gains. He also highlights the impact of AI on hiring junior people, with firms debating whether to hire junior analysts or use AI for faster, cheaper work. How High-Adopter Firms Use AI The conversation turns to examples of high-adopter firms and the tools they use. David describes a Canadian client that has seen 60% productivity gains by replacing functions with AI, including analysis, presentations, and proposals. The client has taken a hard line on not hiring anyone if AI can replace the function, leading to significant productivity gains and faster client results. David explains that the client uses AI to create summaries of context discussions, and templates for presentations and proposals, which are then populated with data. Additionally, AI speeds turnaround time, and has reduced the need to hire more people to do analysis or when the number of clients increases. Challenges and Opportunities in AI Adoption  David discusses the challenges of creating effective AI templates and the importance of good direction for AI tools. He mentions that firms are often building AI templates in-house with some direction from experts. He talks about the variety of AI tools available, including general-purpose tools like ChatGPT and specialized tools for specific tasks. David emphasizes the importance of staying flexible and not fully committing to any one tool by subscribing to an annual membership, as the landscape is constantly changing. Variation in AI Adoption by Functional Areas The discussion moves on to variations in AI adoption by functional areas like strategy, operations, marketing, etc. David explains that adoption rates are more driven by the founder's mindset and operational orientation rather than the specific function. He notes that some industries feel less pressure to adopt AI, while others recognize that AI delivers the analytical horsepower that is needed to stay relevant. There are varying levels of AI adoption across different firms. Predictions for AI in 2026 David predicts that the next few months will be spiky, with specialists who can provide practical applications of AI faring better. He mentions that generalist recommendation givers may struggle more. It is recognized that clients often prefer consultants with specific industry experience, which can be a challenge for AI tools. He also mentions the  limitations of AI research. When it comes to advice for junior consultants looking to enter the field, David suggests that domain expertise and knowledge that AI tools don't have are crucial for getting into consulting firms. He emphasizes the importance of being a top user of AI tools and for junior consultants to differentiate themselves by mastering AI tools and demonstrating their value to firms. Timestamps: 02:40: Impact of AI on Hiring and Revenue in Consulting Firms  05:59: Specific AI Tools and Practices in High-Adopter Firms 11:12: Challenges and Opportunities in AI Adoption  14:56: Variation in AI Adoption by Functional Areas 19:26: Predictions for AI in 2026 and Beyond  21:06: Advice for Junior Consultants  Links: Website: DavidAFields.com.    Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com.  

Hart thinks it's time for Efton Chism III to take over the slot receiver role from Pop Douglas, Fitzy is not sure that Stefon Diggs can be a number one receiver anymore, and Stiz thinks the Dolphins should hire Bill Belichick.

Today we break down why “influencer marketing” (renting audience) is losing to creator-based marketing (renting skill at making viral content) — and how to run it like a system. Guest Robert Lukoszko, founder of Stormy AI, shows how their agent finds creators, pulls contacts, sends DMs/emails, follows up, and even negotiates packages before you step in. We get tactical on budgets, pricing, UGC hiring, TikTok vs YouTube strategy, measurement, and building a compounding “surface-area” of content across the web. Brought to you by Graphed.com — connect your data, ask in plain English, ship shareable dashboards.GuestWebsite: stormy.ai Robert Lukoszko — LinkedIn: linkedin.com/in/karmedge X (Twitter): @Karmedge What you'll learnCreator vs Influencer marketing: Why FYP-driven platforms reward great content over big followings — and how to “rent” creators' skill instead of their audience.The scalable workflow: Brief → research → outreach (DM/email) → qualify → negotiate packages → handoff to human for final approval.TikTok UGC machine: Hire 1–3 full-time UGC creators posting 2–3 shorts per day; test cheaply, then double down on breakout templates.YouTube packages that work: Three-video bundles over ~6 weeks build trust & lift; use retainers for your top performers.Negotiation scripts that convert: Lead with “Paid collaboration” in subject/first line, anchor on value, and offer volume/retainer discounts.Pricing reality check: Typical UGC test pieces land in the ~$20–$100/video range (many sweet-spot wins at $20–$50) for micro/nano creators; salaried UGC in EU markets often $1–2k/mo part-time depending on output and quality.Compounding effects: Viral videos spawn follower videos; repeated sightings increase creator reply-rates and lower CPAs.Agents as team members: Why modern stacks look like small pods of engineers orchestrating many narrow agents (research, outreach, follow-ups, CRM status, stop-conditions).Chapters & Timestamps00:00:00 — Cold open: “Stop influencer marketing. Start creator marketing.”00:01:17 — Sponsor: Graph.com (AI dashboards from plain English)00:02:26 — Guest intro: Robert (Founder, Stormy AI) + why YouTube/TikTok matter00:03:49 — The pain of manual outreach and why Stormy exists00:05:55 — How Stormy's research agent finds/qualifies creators (views, recency, fit)00:08:15 — TikTok/UGC playbook: daily shorts, test → double down00:10:04 — It's a numbers game: post volume & breakout templates00:12:00 — “Surface area” strategy: AI pulls from the open web; brand search as moat00:15:03 — Validating features with viral demos before shipping00:17:02 — Building in public: rapid iteration with creator feedback00:18:00 — Outreach mechanics: DMs, scraping bios/Linktree, multi-source emails00:20:06 — Copy that converts: lead with “Paid collaboration” + template tips00:21:46 — Scale metrics: ~200 messages/day across rotated inboxes; reply-rate ranges00:23:29 — Brand effects: recognition boosts replies; upfront vs affiliate by stage00:26:01 — Compounding virality: trend templates, creator social proof00:29:03 — Pricing: $20–$100 UGC tests; sweet spot $20–$50; EU part-time $1–2k/mo00:29:53 — Agentic negotiations: packages, volume, follow-ups, human handoff00:31:04 — Guardrails: budget anchoring, stop-conditions, funny “PayPal link” story00:35:05 — Toolbelt of agents: research, outreach, CRM updates, payments, bulk sends00:36:01 — Architecture: many narrow agents > one monolith00:37:51 — Future: fewer humans in the loop; AI influencers; approvals as human role00:39:16 — Can businesses run themselves? Media = growth flywheel00:41:11 — Hiring philosophy: engineer-heavy teams (Gary Tan advice)00:43:46 — Wrap + where to find Robert & StormyPlaybooks & templates (steal these)Outreach subject lines (email/DM first line):“Paid collaboration: {Brand} x {CreatorName} — 3-video package”“Paid promo + affiliate: {Brand} (fast approvals, simple brief)”First message (short DM/email): “Hey {Name} — we're {Brand}, a {1-line what you do}. Paid collaboration: 1 test short this week (${offer}) + option to extend to 3-video bundle over 6 weeks. You keep creative control; we provide brief + examples. Interested? If yes, quick details + rate card?”Negotiation levers: volume (3-pack → 6-pack), multi-month cadence (1/mo), affiliate top-ups on performance, first-video discount, creative templates proven to hit.UGC hiring filter: Look for micro/nano creators (10k–50k) with at least one breakout (e.g., 500k+ views) in your niche; they have the “spark” but are still rationally priced. (Stormy highlights this pattern in search/fit scoring.) Key quotes (pull-ready)“Creator marketing rents skill at making viral content — not just an audience.”“It's a numbers game twice: mass outreach, then mass posting — let the winners emerge.”“Lead with ‘Paid collaboration' so creators instantly know there's budget.”“Templates win. When a format pops, clone it and scale with more creators.”SponsorGraphed.com — Connect your SaaS/GA4/Shopify/data warehouse → ask in plain English → get dashboards & ad-hoc analysis; share with clients or your team in one click. (Free 10-seat trial for listeners — link in description.)

Most investors know property management is critical to rental property success, but very few know the right questions to ask before choosing a manager. The truth is, better questions lead to better results.On this episode, Gregg sits down with Kate Winter from JWB's property management team to break down the key questions every investor should ask before hiring. You'll learn how to spot if a manager's incentives align with your goals, how their team and systems are built to deliver on the promise of consistent returns, and what separates the best from the rest.They'll cover topics like:- What is the telltale sign that will tell you that you can trust a PM longterm?- How can property managers prioritize relationships in a way that adds value beyond the investment?- Why is transparency so key to staying in the game as an investor?If you're serious about building a rental portfolio that performs for the long run, this conversation will show you how to evaluate property management the right way — before you sign on the dotted line.Listen NOW!Chapters:00:00 Introduction and Welcome01:57 Meet Kate Winter: Property Management Expert03:19 Common Questions When Hiring a Property Manager07:25 Understanding Property Management Fees08:33 Maintenance and Goal Alignment19:38 The Importance of Renewals24:06 Resident Experience and Satisfaction30:58 Aligning Goals for Better ROI31:17 Ensuring Resident and Investor Satisfaction31:41 Addressing Viewer Questions32:06 Implementing AI in Property Management34:04 Property Management Software35:08 Maintenance Fees and Vendor Selection39:19 Setting and Adjusting Rent41:06 Unique Property Management Structure43:41 Specialized Roles in Property Management48:51 Client Service and Communication51:16 Rapid Fire Q&A59:34 Concluding Remarks and Upcoming EventsStay connected to us! Join our real estate investor community LIVE: https://jwbrealestatecapital.com/nyai/Schedule a Turnkey strategy call: https://jwbrealestatecapital.com/turnkey/ *Get social with us:*Subscribe to our channel  @notyouraverageinvestor  Subscribe to  @JWBRealEstateCompanies  

In this episode of Dental Drill Bits, Sandy Pardue and Dana Salisbury continue their step-by-step Hiring Series with a focus on reference checks. Too many dental practices skip this step because it feels awkward or unnecessary, but failing to do so can cost you money, morale, and even legal trouble. Sandy and Dana share true stories from the field (including embezzlement cases that could have been avoided), compliance tips that keep you safe, and the exact questions that reveal whether your next hire is reliable or risky. From separating personal vs. professional references to knowing what you can ask—and what you should only confirm—you'll leave this episode with a clear system for protecting your practice from a bad hire. Plus, they tackle a listener question about how to manage new hires who want to “change everything,” and why systems are the antidote to chaos. If you want to safeguard your hiring process and build a stronger team, this episode is a must-listen. Takeaways: Skipping reference checks exposes your practice to unnecessary risk. Always separate personal references from professional ones. Confirm dates, pay, and rehire eligibility when giving a reference; ask open-ended questions when checking references. New hires with “big ideas” need structure—systems first, suggestions second. Reference checks = protection for your million-dollar business.

You did it—you finally hired the right person. They're smart, capable, and seem like the perfect fit. But just 90 days later, they're gone. It's not because of pay. Not because of competition. It's because you lost them before they ever had a chance to succeed. In this episode, we uncover one of the most overlooked growth-killers in small businesses: bad onboarding. Hiring gets people in the door, but onboarding determines whether they stay, perform, and contribute to your vision. If your onboarding is rushed, unclear, or nonexistent, you're not just wasting money—you're sabotaging your own growth. This conversation will show you how to flip the script, create clarity from day one, and use AI to deliver consistent, scalable onboarding without adding more to your plate. Key Takeaways: Why almost half of new hires fail within the first 18 months—and many leave in the first 90 days. The 3 biggest mistakes small business owners make when onboarding new hires. The ripple effect of bad onboarding on morale, productivity, and your calendar. The 5 questions every new hire needs answered to succeed from day one. How to build onboarding systems that run without you. How AI can personalize, automate, and track onboarding so you don't have to babysit it. If you're tired of wasting money on hires who don't last and ready to build a team that sticks, it's time to grab the AI Business Scaling Blueprint. Inside, you'll find the proven systems and AI tools you need to stop the onboarding chaos and finally create a business that scales without you.  Go to aibusinessscalingblueprint.com and start building onboarding systems that keep your best people.

Send us a textFrom 20 to 250: What Happens When Self-Storage Management Grows Too Fast? Peter Smyth returns to the Self Storage Podcast to share his explosive journey, from managing 20 facilities to nearly 250 in just one year. He outlines the challenges of hypergrowth, from client churn and employee scalability to building systems that can handle everything from rural RV lots to urban mega-facilities. Peter and Scott talk hiring for skill versus experience, the role of AI and custom-built software in operational efficiency, and why white-label management is becoming the go-to for storage owners who want control without compromise.  WHAT TO LISTEN FOR1:10 From 20 to 250: The Rocketship Year5:53 Hiring for Talent, Not Just Experience10:24 Scaling Services for Every Size Operator14:10 KPIs, OKRs, and the Software Shift21:07 Managing a Startup and a Young Family Leave a positive rating for this podcast with one click GUEST: Peter Smyth, White Label StorageWebsite | Email | LinkedIn CONNECT WITH USWebsite | You Tube | Facebook | X | LinkedIn | Instagram Follow so you never miss a NEW episode! Leave us an honest rating and review on Apple or Spotify.

Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global. If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. Sukhinder Singh Cassidy is the CEO of Xero. Xero is a cloud-based accounting software designed for small businesses. They did $2.1 billion in revenue last year. Over the past 25 years, Sukhinder has had leadership roles at Google, Amazon, and StubHub. Notes: Key Learnings Strategic CEO Job Search Criteria – Sukhinder had four non-negotiables: macro tailwinds/good market, customer she could be passionate about, strong business model, and a role where she could "learn for miles" for 5-8 years. Only two companies met her criteria in 18 months of searching. "Sell, Interview, Sell" Hiring Process – First meeting is 50% selling the opportunity to attract top talent. Only after candidates lean in do you shift to intensive interviewing with leadership team exposure. The Virtuous Cycle Framework – Customer at the top, supported by "high purpose, high performance, high people" culture. "It's an 'and,' not an 'or'" - you don't get to choose just one element. Back-Channeling is Critical – Reference checking happens throughout the entire interview process, not just at the end. "The most important thing is not just front channel... it's all the back channel." Values Alignment Over Pure Qualifications – "Go where my values fit and my strengths are valued." Cultural fit becomes the deciding factor in close hiring calls, not competence. The Layoff Leadership Test – Six weeks after joining, Sukhinder laid off 900 people based on McKinsey benchmarking. Showed consistency between the outside-in analysis presented to the board and transparent communication to employees. Portfolio of Bets Strategy – Balance growth, profitability, and customer happiness through diversified initiatives ranging from "safe moves" to "flyers," with clear probability assessments. Consistency as Culture Foundation – "Culture means consistency of message and what's important." Authenticity through change, not resistance to change. The 10-Slide CEO Interview Deck Framework: Vision statement (destination in 2-3 years) Outside-in market analysis Competitive landscape SWOT analysis of current position Five key strategic moves Implementation approach ("the how") Estimated outcomes with probability ranges Practical Application: Job Search Strategy – Define 4-5 non-negotiable criteria upfront. Be willing to wait for roles that truly meet your standards rather than taking "the job before the job." Interview Preparation – Always build a comprehensive thesis deck even if not requested. Use it to clarify your own thinking and demonstrate strategic capability. Hiring Excellence – Spend equal time selling the opportunity and evaluating candidates. Use diverse interview panels and back-channel extensively throughout the process. Cultural Leadership – Be consistent in messaging across all stakeholders (board, investors, employees). Authenticity enables trust during periods of change. Strategic Planning – Frame initiatives as a portfolio of bets with clear probability assessments. Balance growth, profitability, and customer satisfaction rather than optimizing for one. Leadership Hiring Process: The CEO interviews top 2-3 levels even without hiring authority Diverse interviewer panels with "bar raisers" Business problem-solving presentations in the final rounds Multiple leadership team interactions before the final decision Life Lessons: Patience in Career Progression – Sometimes the right opportunity requires waiting. Sukhinder was frustrated during 18 months of searching but found the perfect fit. Preparation Separates Candidates – The depth of strategic thinking demonstrated in final presentations often determines CEO selections. Culture Survives Through Consistency – Not avoiding change, but maintaining consistent values and communication approach through inevitable changes. Leadership Requires Tough Decisions – Laying off 900 people six weeks into the role, but doing it transparently and based on clear data/analysis. Value Creation Through Alignment – Finding roles where your strengths are valued and values align creates exponentially better outcomes than pure skill matching. Systems Thinking Builds Trust – Sharing appropriate "behind the scenes" context helps teams understand difficult decisions and builds long-term credibility. Early Career Focus – "Do great work for great people." Find talented leaders to apprentice under and work exceptionally hard to maximize learning. Authenticity Enables Performance – Being genuine about challenges and changes builds stronger relationships than trying to maintain artificial stability. Strategic Communication – Frame personal asks in terms of organizational benefits. Make it about solving their problems, not your desires. The Xero Transformation: Financial Performance: $2.1B revenue, 21% YoY growth while maintaining profitability Cultural Approach: "High purpose, high performance, high people" - no choosing between them Strategic Moves: Pricing/packaging optimization, sales motion transformation, customer experience reimagining (new dashboard with 3000+ customer inputs) Leadership Philosophy: Provide a "systems view" to employees, share investor-level insights appropriately, and maintain authenticity during difficult decisions

Sponsors:• ◦ Visit Buildertrend to get a 60-day money-back guarantee on your Buildertrend account• ◦ Marvin Windows and Doors• ◦ Sub-Zero Wolf Cove Showroom PhoenixConnect with Jason Jarvis:• ◦ https://www.blackwolfroofingco.com/• ◦https://www.slaterestorationaz.com/Connect with Brad Leavitt:Website | Instagram | Facebook | Houzz | Pinterest | YouTube

A new Oxford Economics report reveals a startling reality: since mid‑2023, 85% of the rise in unemployment has come from recent college grads — and AI is a central driver. We lay out the data, name the real culprits (outdated university policies and short‑term public‑company playbooks), and give clear, practical steps the younger generation can take to avoid a lost generation of talent.Newsletter: Sign up for our free daily newsletterMore on this Episode: Episode PageJoin the discussion: Thoughts on this? Join the convo and connect with other AI leaders on LinkedIn.Upcoming Episodes: Check out the upcoming Everyday AI Livestream lineupWebsite: YourEverydayAI.comEmail The Show: info@youreverydayai.comConnect with Jordan on LinkedInTopics Covered in This Episode:AI's Impact on Graduate UnemploymentUniversity AI Skills GapCorporate AI Quiet Firing TrendFuture Workforce and AI IntegrationStructural Collapse in Entry-Level HiringGreedy Fortune 500 CEO PracticesTransformation in Knowledge WorkParental Actions for AI EducationTimestamps:00:00 AI Impact on Recent Grad Jobs03:06 AI's Impact on Job Market06:09 Tech Shift Fuels Grad Unemployment10:25 Higher Education's Imminent Decline14:48 Innovation Stifled by Educational Leaders18:06 "Changing Employment Reality"21:57 Delayed Impact in Higher Education25:18 "Urgent Need for AI Policies"26:15 "Faculty: AI Literacy Resources Lacking"29:31 Rethinking Private Company Practices33:17 Embrace AI: Unlearn and Innovate37:43 Demand AI in Education42:17 AI Tools and Job Search Insights45:05 "Consider Transferring if AI Banned"47:23 Call Out Corporate GreedKeywords:AI unemployment, recent grads, Oxford Economics study, AI skills, universities banning AI, quiet firing, entry-level job crisis, structural shift, tech sector, workforce future, economic wheel, AI job displacement, societal shift, business leaders, recent college graduates, job placement rate, higher education, greedy CEOs, job prospects, new jobs creation, AI literacy, knowledge commoditization, generalist skills, private companies, public company playbook, baby boomer exit, silver tsunami, IP unlearning, micro credentialing, AI policy, employment prospects, Federal Reserve, slowing economy, accelerating inflation, job search shifting, higher education failure, educational leaders, business professionals, actionable information, thrive in job market, company growth, generative AI for growth, zig-zag opportunity, commoditized knowledge work, AI collaboration, recent grad card, parents' role in AI educationSend Everyday AI and Jordan a text message. (We can't reply back unless you leave contact info) Ready for ROI on GenAI? Go to youreverydayai.com/partner

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this conversation, Adam Posner and Mita Mallick explore the complexities of leadership, particularly focusing on the impact of bad bosses and the importance of inclusive leadership. Mita shares insights from her new book, discussing how bad bosses can emerge from various pressures and stresses, and emphasizes the need for self-reflection and accountability in leadership roles. They delve into the significance of recognition, coaching, and creating a culture of openness, while also addressing the challenges of micromanagement and disengagement in the workplace. The discussion highlights the evolving nature of leadership in today's world and the importance of fostering a supportive environment for employees.Takeaways- Bad bosses can emerge from personal and professional stress.- Self-awareness is crucial for effective leadership.- Recognition and appreciation can significantly impact employee morale.- Micromanagement often stems from personal insecurities.- Creating a culture of vulnerability encourages open communication.- Feedback should be framed as coaching rather than criticism.- Disengagement in the workplace can spread like a virus.- Leaders should model the behavior they want to see in their teams.- Hiring processes should focus on facts over feelings.- Leadership is about empowering others, not just directing them. Chapters00:00 Introduction to Inclusive Leadership and Bad Bosses03:00 The Impact of Personal Experiences on Leadership05:57 Understanding the Roots of Bad Boss Behavior09:10 The Role of Self-Awareness in Leadership12:05 The Importance of Recognition and Visibility in the Workplace14:42 Creating a Culture of Vulnerability and Feedback17:55 Accountability and Self-Reflection in Leadership21:47 Understanding Exit Interviews and Team Dynamics23:00 Leadership's Role in Organizational Culture24:24 Assessing Leadership Qualities in Interviews27:02 Self-Reflection for Bad Bosses28:37 The Importance of Storytelling in Leadership30:28 Disengagement: The Silent Culture Killer32:00 Navigating Bad Bosses: Strategies for Employees33:18 The Shift Towards Employee Well-Being34:52 Coaching vs. Directing: A Leadership Approach37:25 Raising Kind and Inclusive Future Generations39:00 Looking Inward: Accountability in Leadership 

Thanks to our Partners, NAPA TRACS, Today's Class, KUKUI, and Pit Crew Loyalty Watch Full Video Episode Ghosting, when candidates or employers suddenly stop communicating, is one of the biggest frustrations in the automotive hiring process. It impacts everyone, from fresh tech school grads to 30-year veterans, and makes filling roles even harder. For Candidates Be Honest: Shops value transparency about skills and areas for growth. Make a Strong Impression: Be punctual, dress appropriately, and communicate delays. Stay in Touch: Keep recruiters and shops updated, communication builds trust. For Shop Owners Move Fast: Top technicians field multiple offers. A quick verbal offer after a strong first interview can secure them. Be Clear: Write detailed job ads that set expectations and filter unqualified applicants. Mind Your Reputation: Shop appearance, online reviews, and culture shape candidate perceptions. Show the Opportunity: Highlight training, career growth, wages, and benefits beyond just pay. Prepare for Counter Offers: Be ready to show long-term value when candidates get tempted to stay put. Recruiters like Promotive help both sides by prepping candidates for interviews and matching shops with the right cultural and financial fit. The bottom line: honesty, communication, and speed are the antidotes to ghosting. Treat the hiring process like a first date, make it the start of a strong, lasting connection. It's time to hire a superstar for your business; what a grind you have in front of you. Introducing Promotive, a full-service staffing solution for your shop. Promotive has over 40 years of recruiting and automotive experience. If you need qualified technicians and service advisors and want to offload the heavy lifting, visit https://gopromotive.com/ Thanks to our Partner, NAPA TRACS NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Thanks to our Partner, Today's Class Optimize training with Today's Class: In just 5 minutes daily, boost knowledge retention and improve team performance. Find Today's Class on the web at https://www.todaysclass.com/ Thanks to our Partner, KUKUI Stop juggling multiple marketing tools. KUKUI's integrated platform delivers 4x better website conversions, automated follow-up, and real-time ROI tracking. Get industry-leading customer support with KUKUI at

On today's episode, Dan Crowley speaks with Nicole Smith, Certified Franchise Executive for the Doxa Talent Philadelphia. As a former customer and now Franchise Executive for Doxa, Nicole provides great insight to the virtual assistant industry. With the cost of labor rising in the United States, this conversation is super useful for anyone looking to outsource and improve their administrative (or other) duties. This podcast is sponsored by Herbein and Company, Inc. Herbein + Company, Inc. is a leading CPA advisory firm, creating impact nationally and locally since 1972. We build value through exceptional service and innovative solutions, and provide client-focused accounting, tax, advisory, HR consulting, wealth management, and risk management services.  We offer a wide range of strategic advisory services, including outsourced accounting and finance through our On-Demand Accounting & Advisory group and business valuation services through our Management Advisory group.   Let's talk. Fill out our contact form and we'll follow up to explore how Herbein can help your business move forward.

In today's episode of the Second in Command podcast, Cameron discusses one of the most critical hires a business can make, a role that directly impacts leadership alignment, financial clarity, and long-term success: the Chief Financial Officer or CFO.The conversation highlights how small red flags during the hiring process, such as scheduling mishaps or lack of accountability, can be early indicators of deeper issues that shouldn't be ignored. You'll learn why asking tough, direct questions in interviews can uncover whether a candidate truly embodies the ownership and resilience needed for high-stakes leadership.Discover the relationship between this leadership role and the CEO, emphasizing the importance of trust, transparency, and mutual respect. Since not every CEO has the technical expertise to fully evaluate the position, Cameron shows how leaning on outside advisors or experienced professionals can provide the necessary insight to set clear expectations and define success from the outset. This ensures that both sides are aligned on responsibilities and performance measures.This episode offers practical guidance for any company seeking to strengthen its executive team and navigate the complexities of making the right leadership decision. Before you hire your next CFO, hear Cameron's insider strategies for defining the role and setting clear expectations.If you've enjoyed this episode of the Second in Command podcast, be sure to leave a review and subscribe today!Enjoy!In This Episode You'll Learn:The nuances of hiring a CFO, including addressing red flags and setting clear expectations. The importance of outside experts like fractional CFOs or accounting firms in defining roles and setting new CFOs up for success. The role of outside experts in guiding a new CFO and ensuring they meet the company's needs.The value of having a fractional CFO participate in the interview process to assess the candidate's skills. And much more...Resources:Connect with Cameron: Website | LinkedInGet Cameron's latest book – "Second in Command: Unleash the Power of Your COO"Get Cameron's online course – Invest In Your LeadersConnect with Cameron on DephiDisclaimer:The views, information, or opinions expressed during this podcast are solely those of the individuals involved and do not necessarily represent those of The Second in Command podcast or its affiliates. The content provided is for informational and entertainment purposes only and is not intended to be a substitute for professional advice. We make no representations as to the accuracy, completeness, suitability, or validity of any information on this podcast and will not be liable for any errors, omissions, or delays in this information or any losses, injuries, or damages arising from its display or use. Listeners should consult with a professional for specific advice tailored to their situation. By accessing this podcast, you acknowledge that any reliance on the content is at your own risk.

What if HR stopped being the department of “no” and became the heartbeat of transformation in your business? Nikki is joined by Raina Fryer of Titus Talent Strategies to flip the script on what HR should be. Broadcasting live from the PeopleForward Network studio at CultureCon® 2025, this episode dives into how people leaders can ditch outdated playbooks and embrace a bold, modern approach to leading humans. Raina challenges us to rethink everything, from the language we use to how we train, hire, and retain our teams. She brings fresh insights on cross-functional leadership, performance-based hiring, and how to actually treat HR as a strategic partner, not just a rule enforcer. This episode is a must-listen for anyone committed to building people-first cultures.   Additional Resources: Connect with Raina Learn more about Titus Talent Strategies Reach out to Titus Watch Gut + Science (and more) on YouTube! Connect with Nikki on LinkedIn Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network   Key Takeaways: HR must shift from compliance to strategic partnership. Rethinking titles like "HR" can reflect a more modern role. Let go of control; embrace creativity and ambiguity. Hiring should focus on long-term performance, not just quick fills. Retention starts with great onboarding, mentorship, and purpose.  

30 in 5 Challenge: STARTS NEXT WEEK!Offices are writing 30 life apps in just 5 days—some hitting 70+ and over $100K in premium. You'll get exact scripts, live role plays, and real-world coaching that build confidence, create momentum, and help you consistently close bigger premiums.

How do you build a category-defining apparel brand from zero? In this episode of In Search of Excellence, host Randall Kaplan sits down with Joe Kudla, Founder & CEO of Vuori, to unpack the real playbook behind scaling a modern athleisure/performance apparel company. We cover building a brand from the ground up, market whitespace, direct-to-consumer vs. retail, product-market fit, storytelling, community, leadership, peak performance habits, and how sobriety, mindfulness, and the FILO (first-in, last-out) work ethic shaped Joe's journey—from accounting and modeling in Milan to launching one of the most talked-about activewear brands.Chapters:00:00 Intro — fear vs. confidence; the FILO advantage02:04 Early years, sports & learning differences → leadership lessons06:45 Internships that lead to jobs; how to stand out and get hired11:30 From accounting to Milan: rejection, fit modeling & thick skin18:52 First ventures → what failed, what stuck, and why25:40 Building community; why brand is a lived experience, not a logo31:28 Money milestone & “golden handcuffs” → redefining success38:12 Clarity, sobriety, yoga & meditation: founder operating system44:05 Meeting collaborators; the Vuori spark & market whitespace50:10 Product obsession, positioning, and everyday performance56:30 DTC vs. retail: distribution, margins, and scale1:02:18 Hiring, leadership principles, and culture that compounds1:07:59 Rapid-fire advice for students, job seekers, and founders1:11:30 Closing thoughts + Joe's #1 lessonAbout our guest — Joe KudlaJoe Kudla is the Founder & CEO of Vuori, a California-inspired performance apparel brand known for premium fabrics, everyday versatility, and a community-driven approach to product and retail. Joe's path spans accounting (EY), entrepreneurship, and the fashion world, culminating in Vuori's growth as one of the most influential athleisure brands of the last decade.Want to Work One-on-One with Me?I coach a small group of high achievers on how to elevate their careers, grow their businesses, and reach their full potential both professionally and personally.If you're ready to change your life and achieve your goals, apply here: https://www.randallkaplan.com/coaching Listen to my Extreme Preparation TEDx Talk here: https://www.youtube.com/watch?v=MIvlFpoLfgs Listen to this episode on the go!Apple Podcasts: https://podcasts.apple.com/us/podcast/in-search-of-excellence/id1579184310Spotify: https://open.spotify.com/show/23q0XICUDIchVrkXBR0i6L For more information about this episode, visit https://www.randallkaplan.com/ Follow Randall!Instagram: @randallkaplan LinkedIn:  @randallkaplan TikTok:  @randall_kaplan Twitter / X: https://x.com/RandallKaplanWebsite: https://www.randallkaplan.com/1-on-1 Coaching: https://www.randallkaplan.com/coachingCoaching and Staying Connected:1-on-1 Coaching | Instagram | YouTube | TikTok | LinkedIn

In this episode, I sit down with Barrett Brooks, coach to some of the biggest creators in the industry, to break down the five traps that keep creators stuck below one million in revenue and how to avoid each one.We talk about why search and algorithms are shifting, how to stop chasing “greener” business models, and why risk aversion quietly kills momentum.Barrett also shares the patterns he sees working with top creators, how to double down on what's working without burning out, and the mindset shift every entrepreneur must make to step into true leadership.If you're feeling stuck on the path to seven figures, this episode is your roadmap.Timestamps:00:00 Introduction01:11 Why creators get stuck below $1M04:43 Betting your business on what used to work07:44 Search, AI, and the future of traffic13:28 Believing another business model will be easier18:55 The grass-is-greener trap explained27:13 Letting risk aversion kill your momentum33:49 Playing out the worst-case scenario40:23 Moving on too fast from what is working49:43 Building systems vs chasing new ideas55:25 Hiring without stepping into leadership01:03:16 How to lean into conflict and feedback01:07:21 Final thoughts on breaking throughIf you enjoyed this episode, please like and subscribe, share it with your friends, and leave a review. I read every single one.Learn more about the podcast: https://nathanbarry.com/showFollow Nathan:Instagram: https://www.instagram.com/nathanbarryLinkedIn: https://www.linkedin.com/in/nathanbarryX: https://twitter.com/nathanbarryYouTube: https://www.youtube.com/@thenathanbarryshowWebsite: https://nathanbarry.comFollow Barrett:Podcast: https://goodworkshow.comLinkedIn: https://www.linkedin.com/in/barrettabrooksX: https://twitter.com/barrettabrooksInstagram: https://www.instagram.com/coachbarrettbrooksWebsite: https://barrettbrooks.comFeatured in this episode:Good Work Show: https://goodworkshow.comBarrett Brooks: https://barrettbrooks.comKit: https://www.kit.com

A pilot to install speed cameras in L.A. is lagging behind other cities. Why L.A. residents are installing fewer solar panels. Karen Bass signed an order today to speed up hiring more police officers. Plus, more.Support The L.A. Report by donating at LAist.com/join and by visiting https://laist.comVisit www.preppi.com/LAist to receive a FREE Preppi Emergency Kit (with any purchase over $100) and be prepared for the next wildfire, earthquake or emergency! Support the show: https://laist.com

What We Cover In This Episode: How to decide between seasonal hires or a skeleton schedule during busy periods [3:44] What to consider when building a streamline training plan for your team [9:27] Why you should use reporting tools to check last year's attendance data for better planning [11:56] The way to utilize onboarding cheat sheets to get new staff up to speed quickly [12:43] Why considering “shadow shifts” is an effective strategy when onboarding seasonal staff  [13:09] The benefits of offering staff incentives for less desirable shifts [13:26] How announcing changes in your app can keep your team informed and engaged [14:50] Why you should consider using AI to help with your planning and our thoughts on how you can start doing this [18:05] Quotes: “We can decide that we want to hire seasonal staff, we can also decide we want to go down to a skeleton schedule, [but] just make that decision with intentionality [and] have a strategy behind it. If you want to go the other way next year, you can, but at least go in with a plan and see if the plan works instead of just trying to wing it and hope for the best.” [Nick, 3:22]   “Just look at that historical data and decide what you need to do. Maybe you need to listen to the data and act accordingly. Maybe you need to see the data and throw a curve ball at it. [Nick, 12:22]  “I feel like it's time to recognize that you're a small business owner (16:30) and just be ready, you know? Like this is kind of the burden you have of being a small business owner, that you almost have got to put a lot of holiday plans on standby and be ready. [Nick, 16:46]    LINKS:  Episode 305: Surviving Instructor Time-Off Season Learn More About All of Our Partners & Get Exclusive Offers Visit the fitDEGREE Knowledge Base Send Megan Your Playlist or Discuss the Podcast Here!  fitDEGREE's Business Portal https://calendly.com/fitdegree-support  support@fitDEGREE.com https://www.instagram.com/fitdegree/ ​​https://www.instagram.com/fitspot_guru/  https://www.fitdegree.com/blog  https://www.youtube.com/channel/UChJ5rK6zWPXjbxtUQx3ys9Q https://www.tiktok.com/@megan_fitdegree    

Check out the TIES Sales Showdown at www.tx.ag/TIESVisit The Sales Lab at https://thesaleslab.org and check out all our guests' recommended readings at https://thesaleslab.org/reading-listTo listen to The Sales Lab Podcast on your favorite apps, visit https://thesaleslab.simplecast.com/ and select your preferred method of listening.Connect with us on Facebook at https://www.facebook.com/saleslabpodcastConnect with us on Linkedin at https://www.linkedin.com/company/thesaleslabSubscribe to The Sales Lab channel on YouTube at  https://www.youtube.com/channel/UCp703YWbD3-KO73NXUTBI-Q 

In episode 217, Coffey talks with HRSouthwest Conference keynote speaker Steve Cadigan about the evolving nature of work.They discuss ongoing remote work debates; the evolution from hiring for skills to hiring for learning ability; the need for experimentation in remote team management; AI's role in skills analysis and internal talent mapping; building learning ecosystems between companies and educational institutions; the importance of knowing employee capabilities outside of their role-specific tasks; and HR's evolving role as facilitators of organizational awareness and AI governance.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:Steve Cadigan is a highly sought-after talent advisor to leaders and organizations across the globe. As Founder of his own Silicon Valley-based firm, Cadigan Talent Ventures, Steve advises a wide range of innovative organizations that include Google, Cisco, Intel, and The Royal Bank of Scotland, Manchester United Football Club, The Country Music Association and the BBC. He is also regularly retained by some leading VC (Venture Capital) and Consulting firms such as Andreesen Horowitz, McKinsey & Company, Deloitte, and Greylock Partners for his counsel on a wide range of talent topics.Since 2021 Steve has been recognized every year as a top 100 thought leader in the world of Talent and People.Steve speaks at conferences and teaches in major universities around the world. His work in helping shape the culture at LinkedIn led Stanford University to build a graduate-level class around this ground-breaking work. Steve is frequently asked to appear on global TV and is a frequent guest on Bloomberg West, CBS, and CNBC.Throughout his career, the teams, cultures, and organizations he has led and helped build have been recognized as exceptional, “world-class” performers by the Wall Street Journal and Fortune Magazine.Before launching his firm, Steve worked as an HR executive for over 25 years at a wide range of companies and industries including ESPRIT, Fireman's Fund Insurance, Cisco Systems, PMC-Sierra, Electronic Arts and capped by serving as the first CHRO for LinkedIn from 2009 through 2012, taking the company from a private firm of 400 employees, through an IPO and helping set it up to be the powerhouse that it has become today. In 2021 Steve received the high honor of being invited by both The University of San Francisco and Stanford University to deliver their commencement speeches.Today Steve serves on the Board of Directors to three companies and also sits on the Advisory Board of several other progressive organizations. His passion is helping leaders and companies build compelling talent strategies.In August of 2021 Steve published a ground-breaking book on the Future of Work titled Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working.Even before its official release it realized #1 on the Amazon list of Hot New Releases. In the summer of 2025 Steve launched a new podcast series called Workquake Weekly.Over his career, Steve has lived in Singapore, Canada, and the United States. He has interviewed, hired, coached and mentored thousands of employees and leaders within a wide range of industries and geographies. This is what sets Steve apart from others who speak about the future of work. Steve has lived deep inside the world of work as an employee AND as an employer. His experiences and achievements give him a unique and authoritative point of view, essential to all discussions about the future of work.Today Steve lives in California with his family. He is the father of four boys and the stepdad to two girls. When he is not speaking, teaching, or writing, you can find Steve coaching basketball, playing tennis, body surfing, driving his kids everywhere, or cheering them on at their activities.Steve graduated from Wesleyan University with a BA in History and received a Master's Degree in HR & Organization Development from the University of San Francisco.Workquake: Embracing the Aftershocks of COVID-19 to Create a Better Model of Working : https://a.co/d/3uORSF4Workquake Weekly Podcast: https://podcasts.apple.com/us/podcast/workquake-weekly/id1815731966Steve Cadigan can be reached at https://stevecadigan.com.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 28 years are empty nesters in Fort Worth.Learning Objectives:1. Shift hiring strategies from evaluating what candidates already know to assessing their capacity to learn new skills quickly, as the shelf life of current competencies continues to shrink.2. Develop comprehensive internal talent mapping systems that identify employees' transferable skills and potential for different roles within the organization, similar to how companies track customer data.3. Create experimental approaches to remote work management rather than rigid policies, to determine what productivity and culture practices work best for specific team dynamics.

What does it take to select and lead people who can deliver authentic hospitality at the highest level? In this episode, we learn from Jimmy Peña, a private estate manager in Beverly Hills and a former member of the Ritz-Carlton quality audit team, who helped shape service excellence across Forbes 5-Star and AAA 5-Diamond properties.Jimmy shares why hiring for heart and hustle is non-negotiable, how he frames service recovery by training teams to see “opportunity guests” instead of “problem guests,” and why he uses the concept of “counterfeits” to reinforce the language, behavior, and standards that define great hospitality.You may also enjoy from Jimmy: Hospitality as Stewardship: The Delight and Dignity of Caring for People, Places, and MomentsHeart, Hustle & the Simple, Brutal Beauty of Hospitality A few more resources: If you're new to Hospitality Daily, start here. You can send me a message here with questions, comments, or guest suggestions If you want to get my summary and actionable insights from each episode delivered to your inbox each day, subscribe here for free. Follow Hospitality Daily and join the conversation on YouTube, LinkedIn, and Instagram. If you want to advertise on Hospitality Daily, here are the ways we can work together. If you found this episode interesting or helpful, send it to someone on your team so you can turn the ideas into action and benefit your business and the people you serve! Music for this show is produced by Clay Bassford of Bespoke Sound: Music Identity Design for Hospitality Brands

Military spouses often face challenges when seeking jobs. They raise their military families while one parent is frequently deployed for months or years at a time. Military members regularly PCS to a different duty station, making it difficult for a spouse to remain employed. Entrepreneurship is a good way for a military spouse to earn some extra money. Monica Fullerton created Spouse-ly, an online business that spotlights and supports businesses owned by military spouses, transitioning service members and veterans. Meet this successful entrepreneur and learn more about her business, path to a rewarding career and more in the fourth and final episode of Veteran Entrepreneurs, a special four-part podcast series from The American Legion Tango Alpha Lima podcast. Special Guest: Monica Bassett.

Our first scholar in the series is Kartik Srivastava, who is a PhD candidate at the Kennedy School at Harvard University. Before this, he received his bachelor's degree from Yale University, where he majored in Economics and Engineering Sciences.  His research focuses on development economics, labor economics, and political economy. We spoke about his job market paper titled, Familiar strangers: Evidence from referral-based hiring experiments in India. We talked his large-scale experiment at a footwear manufacturing firm in Delhi, on how referral-based hiring improve firm productivity, cohesion, and inclusion, differences in hiring between higher caste versus lower caste networks, feudalism and labor opportunities, and much more. Recorded August 28th, 2025. Read a full transcript enhanced with helpful links. Connect with Ideas of India Follow us on X Follow Shruti on X Follow Kartik on X Click here for the latest Ideas of India episodes sent straight to your inbox.

Mr. Harris applied to 200 jobs and got rejected by exactly zero humans, which is somehow worse than getting rejected by 200 humans.READ or LISTEN to this #MindOfMarlar article: https://weirddarkness.com/mm-aijobinterviewsMindOfMarlar™, WeirdDarkness®, Copyright ©2025NOTE: Some of this content may have been created with assistance from AI tools, but it has been reviewed, edited, narrated, produced, and approved by Darren Marlar, creator and host of Weird Darkness — who, despite popular conspiracy theories, is NOT an AI voice.#JobMarketHorrorStory #AIHiringFails #UnemploymentHumor #JobSearchNightmare #RobotInterviews

Summary: Elizabeth Peek discusses the Federal Reserve's anticipated interest rate cuts due to a weakening jobs market, massive downward revisions in job reports, and AI's impact on hiring. She also covers ICE raids. 1954

Summary: Elizabeth Peek discusses the Federal Reserve's anticipated interest rate cuts due to a weakening jobs market, massive downward revisions in job reports, and AI's impact on hiring. She also covers ICE raids.

Ben Casselman, chief economics correspondent for The New York Times, talks about the adjustments to hiring numbers showing 911,000 fewer jobs were created in the 12 months before March 2025, as listeners share their real-world job search stories.

Michael Jordan. Kobe Bryant. Two of the greatest to ever play the game.But what set them apart wasn't just physical talent, it was the mental game. The mindset that pushes past pain, silences doubt, and wins long after the body wants to quit. They had an obsession to improve, to compete, and to dominate at the highest level. Where exactly does that come from?Well, one guy who had a lot to do with it is Tim Grover — the world-class performance coach who trained Jordan, Kobe, and a long list of other legends.And here's why this matters to you as a financial advisor: the mindset that creates champions on the court is the same mindset that creates champions in business. Effort and skill will only take you so far. To break through to that next level, you've got to master your mental game.Today, Tim joins the podcast to share some incredible stories from his days training with Jordan and Kobe — and more importantly, how you can take their winning mindset and apply it to your own life and business to go from good, to great, to mastery. 5 of the biggest insights from Tim Grover…#1.) The Hidden Power of Brutal Self-HonestyKobe Bryant kept a private notebook of self-critiques—every weakness, every flaw, every mistake. The willingness to confront hard truths gave him the mental edge that separates legends from everyone else.#2.) How Michael Jordan Chose His TrainerTim's career changed forever when Michael Jordan gave him a shot. The story of how he landed MJ—and kept him as a client for 15 years—shows what it really takes to earn the trust of the best.#3.) Why Mastery Requires Constant EvolutionGoing from good to great isn't the finish line. The greats keep deleting old habits, adding new skills, and reinventing themselves in pursuit of mastery.#4.) From ‘I' to ‘We': The Real Leadership ShiftJordan and Kobe both had to learn that championships aren't won by a single star—they're won when leaders elevate the entire team to play at their level.#5.) Your Most Valuable Commodity: HeartbeatsTim says the true measure of wealth isn't money, it's how you spend your finite heartbeats. Once they're gone, they're gone—so where you invest them matters more than anything.SHOW NOTEShttps://bradleyjohnson.com/133FREE GIFT + JOIN THE DBDL INSIDER CREWToday's Gift: Get copies of Tim's book, "Relentless" OR "Winning" [while supplies last]To get access to today's free gift AND become a DBDL Insider with VIP access to future resources and exclusive content, text "133" to 785-800-3235. *Message and data rates may apply. Reply STOP at any time to opt-out of receiving text messages.FOLLOW BRAD JOHNSON ON SOCIALTwitterInstagramLinkedInFOLLOW 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. 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.TP09254797044See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This week on the Trading Justice Podcast, the brothers break down the weakest jobs report since 2020 and what it means for the market. With payrolls adding just +22,000 in August vs. +75,000 expected, revisions going negative, and confidence slipping, the labor market is flashing real warning signs.   We cover the Top 5 Reasons Corporations Aren't Hiring — from high rates and weak demand to the rise of AI — and ask the hard questions: - Is AI the real driver behind the hiring freeze?  - What does this mean for Fed policy and future rate cuts? - Can the White House and Fed restore confidence before things worsen? - In Stock It or Drop It, we break down Robinhood, AppLovin, Chewy, Broadcom, Salesforce, Alphabet, UNH, and Starbucks. Winners, losers, and what setups we're watching. Finally, in Coaches Corner, we tackle pressing mindset and career questions — from AI layoffs to pushing through fear, to whether rate cuts now spell opportunity or recession.

#581 Burnout is one of the biggest challenges entrepreneurs face, but managing your time effectively can be the key to avoiding it. In this episode, host Brien Gearin is joined by Michael Levitt, CEO of Breakfast Leadership Network, to share powerful strategies for preventing stress and burnout while maximizing productivity. Michael opens up about his personal journey — surviving a near-fatal heart attack due to extreme burnout — and how he transformed his approach to work and life. They discuss the early warning signs of burnout, the importance of aligning work with energy levels, and why setting boundaries is crucial for long-term success. Whether you're an entrepreneur feeling overwhelmed or just looking to optimize your time, this episode is packed with actionable tips to help you stay balanced and focused on what matters most! (Original Air Date - 2/6/25) What we discuss with Michael: + Michael's burnout recovery story + Early warning signs of burnout + Small adjustments vs. full reinvention + Aligning work with energy levels + Setting boundaries for work-life balance + Prioritization to prevent overwhelm + Hiring help to scale faster + Overcoming perfectionism and taking action + Smart time management strategies + Managing stress for long-term success Thank you, Michael! Check out Breakfast Leadership Network at ⁠BreakfastLeadership.com⁠. Listen to the ⁠Breakfast Leadership Show⁠. Follow Michael on ⁠Instagram⁠, ⁠LinkedIn⁠, ⁠TikTok⁠, ⁠Twitter⁠, and ⁠YouTube⁠. Watch the ⁠video podcast⁠ of this episode! To get access to our FREE Business Training course go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/training⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. And follow us on: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Tik Tok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Youtube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ To get exclusive offers mentioned in this episode and to support the show, visit ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠millionaireuniversity.com/sponsors⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. Want to hear from more incredible entrepreneurs? Check out all of our interviews ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠! Learn more about your ad choices. Visit megaphone.fm/adchoices

Nolan Consulting Group Coach, Eamon Lynch shares lessons from scaling operations at a billion-dollar remodeling company and applying those systems to smaller trades businesses. From bay window sales gone wrong to the critical handoffs between sales and operations, Eamon breaks down why "we say a lot of things" isn't good enough and how to build accountability that scales. Learn his approach to cross-departmental meetings and the communication strategies that turn chaos into consistent growth.