Podcasts about Hiring

To grab a ticket for Seattle click HERE. And use the code SEATTLE26EARLYBIRD to save $300. About Business for Unicorns Business for Unicorns helps gym owners and fitness studio operators build profitable, sustainable businesses without burning out. Founded by Mark Fisher and Michael Keeler —who built and sold the $34-million Mark Fisher Fitness —BFU provides coaching, mentorship, courses, and events for gym owners ready to grow revenue, systemize operations, and create more freedom in their lives. To learn more, check out businessforunicorns.com. Get More BFU In Your Life: Claim your FREE copy of Gym Marketing Secrets HERE Follow BFU on Instagram HERE Subscribe to MF's YouTube Channel HERE Ready to Grow Your Gym? If you're a gym owner with 30+ clients looking to add $5k-$10k/month in the next 90 days, book your FREE Brainstorm Call HERE.

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

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

June 24th, 2026 Follow us on Facebook, Instagram and X Listen to past episodes on The Ticket’s Website And follow The Ticket Top 10 on Apple, Spotify or Amazon MusicSee omnystudio.com/listener for privacy information.

One caller. One problem almost every dentist is dealing with. Jesse is a new practice owner in a rural market. One hygienist is out on maternity leave, another is burning out from assisted hygiene, and after calling schools, searching job boards, and exhausting his options, he's asking the question every owner eventually asks: "What do I do now?" Peter and Craig explain why this isn't just bad luck. The hygiene shortage is real, but waiting for the perfect candidate isn't a strategy. They unpack why hygiene is becoming one of the strongest careers in healthcare, why most hiring ads blend into the sea of sameness, and how practices can market themselves to future team members the same way they market to new patients. Along the way, they discuss employee referral bonuses, recruiting videos made by your existing team, why total compensation beats hourly pay, hiring for the practice you want instead of the practice you have, and the difference between hiring great people and actually keeping them. Got a question for the Hotline? Call (561) 933-5575. DESCRIPTION The Bulletproof Dental Podcast Episode: 447 HOSTS: Dr. Peter Boulden and Dr. Craig Spodak In this Bulletproof Hotline episode, Peter Boulden and Craig Spodak answer a listener question about one of the biggest challenges facing dentistry today: hiring hygienists. Drawing from their own experiences, they share practical recruiting strategies, discuss why the hygiene shortage isn't going away anytime soon, and explain how practice owners can build a culture that attracts—and retains—top talent. CONTACT US Want Peter and Craig to answer your question on the Bulletproof Hotline? Call and leave a message: (561) 933-5575 Whether you're dealing with hiring, leadership, practice growth, or a challenge inside your business, your question could be featured on a future episode. TIME STAMPS 00:02:04 - Listener Question: The Rural Hygiene Shortage 00:04:44 - Why Hiring Hygienists Has Become So Difficult 00:06:37 - Why Craig Is Bullish on the Future of Hygiene 00:10:50 - Recruiting With Employee Testimonial Videos 00:12:27 - Referral Bonuses That Actually Work 00:13:32 - Marketing Your Practice to Potential Employees 00:15:36 - Finding Hygienists Outside Traditional Job Boards 00:16:43 - Why Total Compensation Matters More Than Hourly Pay 00:17:54 - Always Be Hiring 00:19:08 - Hire for the Practice You Want to Build 00:20:15 - Becoming the Purple Cow in Hiring 00:22:14 - Using Social Media to Attract Talent 00:26:10 - Why Community Creates Better Hiring Ideas 00:27:31 - Hiring Great People vs. Keeping Great People REFERENCES The Bullet Proof Summit

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

Today, Cameron Herold (Founder of COO Alliance) is back on the podcast to talk about one of the biggest reasons companies stop scaling: bad hiring. We get into why impressive resumes can be misleading, how to tell if someone has actually done the work, and the hiring mistakes that quietly cost companies years of progress. Cameron also breaks down why most entrepreneurs are never properly trained to interview, how he thinks about screening for culture, and what founders miss when they rely too heavily on resumes, references, and gut feel. We also talk about the side of entrepreneurship people rarely admit in real time: burnout, loneliness, identity, alcohol, retirement, and what happens when the business stops giving you the same hit it used to.   Watch on YouTube:      Let's Connect: Website | Instagram | YouTube | TikTok | Twitter | Facebook

Your prospect's eyes glaze over about ten minutes into the meeting. You can feel it—they're sitting right there, but they've checked out. And here's the uncomfortable part: it's usually not because your advice is bad.Most advisors lose the room for a reason they never see coming, and they keep doing the exact thing that causes it in every single appointment.In Part 3 of the Missing Visuals series, I break down the one skill I've watched separate the top 1% from everyone else, and why the way you're communicating your best ideas might quietly be costing you clients.3 Insights From This Week's Episode…#1.) Draw: The $10M Client StoryMost advisors rely on words to explain complex ideas, then wonder why prospects nod along but never move forward. I share the story of an advisor who used a simple drawing to help close a $10M client—and why it reveals a bigger problem in how advisors communicate value.#2.) Co-Create: Why Prospects Push BackWhen a prospect feels like a plan is being sold to them, resistance naturally shows up. We explore what changes when the meeting stops feeling like a pitch and starts becoming something the advisor and prospect build together.#3.) Teach: The Risk Of Keeping It In Your HeadA lot of advisor firms are built around the founder's instincts, stories, and ability to explain things in the moment. That works until you need to train advisors, scale the firm, or build something that can eventually run without you. I'll show you how to start turning what lives in your head into something your team can actually use.Triad Sales LabWant to turn more great prospects into lifelong clients? Triad Sales Lab helps advisors use simple visual models to communicate more clearly, strengthen appointments, and improve the way they present their process. Learn more and apply below.SHOW NOTEShttps://bradleyjohnson.com/174FOLLOW 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.

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Are you still inside every client relationship because no one on your team has been given the room to own one? Have you hired people who look great on paper only to later discover the skills do not actually transfer? Today's featured guest built her agency deliberately, one client at a time, carrying systems from her years at L'Oréal before anyone told her those systems would matter. She talks about how she structured accountability on her team from the beginning, how she filters out candidates who cannot think without AI holding their hand, and why she stopped caring about working with the sexiest beauty brands and started caring about working with the right ones. Mimi Banks is the founder and CEO of MB Social, a New York-based social media agency specializing in beauty. She spent years at L'Oréal, where she was among the first people to build social media infrastructure at the company, then moved to a Paris-based startup before eventually launching MB Social. Her team of 25 now handles social strategy, community management, and content for beauty brands across the market. In this episode, we'll discuss: Starting off with a vision on accountable vs responsible Can your team do 80% of what you do? Then you're set Why she stopped chasing the wrong clients Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. Building From the Beginning with Systems, Not Just Instinct Mimi came into agency ownership with something most founders spend years trying to build after the fact: a working model for how things should get done. Her time creating social media infrastructure at L'Oréal gave her a process orientation before she had a team to apply it to. When she started bringing people on at MB Social, the systems came with her. The ways of working, the documentation, the clarity around who was responsible versus who was accountable: those were in place because she had already built them once somewhere else. For instance, she started off with clarity on the distinction between responsible and accountable. She positioned herself as accountable from day one while making sure there was always a specific person responsible for each piece of work. That structure kept her from becoming the default executor on everything, which is the trap most founders walk into when they hire without clarifying ownership. The 80 Percent Standard That Actually Frees You Mimi is far enough along in her evolution that she no longer reviews most of what her team produces. She trusts the people leading each department to make judgment calls without routing them upward. Getting there required learning to live with the gap between what she would do and what her team does, and deciding that gap was acceptable. This is a framing every mastermind member knows: if your team does 80 percent of what you would do, that is good enough. Because you cannot do a hundred percent of everything, and the cost of trying is that you stay in the operator role indefinitely. The coaching method Mimi asks her leadership team to apply is asking questions. Similar to the Mastermind's 1-3-1 method, it's basically about asking questions that will help your team come up with options they have already considered, which leads to them coming up with the solution on their own. Do that enough times and the team stops treating the founder as the answer key. Hiring for Beauty When Everyone Says They Know Social The challenge Mimi keeps running into in hiring is the gap between what candidates say they can do and what the work actually requires. Social media for enterprise beauty brands is not the same skill as posting on a personal Instagram. The strategy is more complex, the client demands are higher, and the responsiveness required is relentless. Candidates do not always know that going in, and some of them figure it out in ways that are expensive to the team. The hiring process she built with Hireflex added a video interview layer with no retry option that filters for candidates willing to do the uncomfortable thing even when it is not required. From there she takes the transcripts, runs them through AI against a scoring rubric tied to the job description, and uses that data alongside her own read to make decisions. What she is testing for is the ability to think, not just to produce a clean output with AI assistance. The perfect presentation that does not match the resume tells her nothing useful. The candidate who works through a problem imperfectly, in their own words, tells her a great deal. Designing the Agency Around the Clients You Actually Want Mimi stopped chasing the sexiest beauty brands. Not because she cannot get them, but because sexy and right are not the same thing. Payment terms that stretch to 120 days, clients who treat the team poorly, brands that want work done yesterday and deliver assets a month late: those are not problems that prestige solves. She now runs the agency with a no bullshit attitude and is quick to address when a client's behavior affects her team. That boundary is what makes it possible to keep the team she has built. The version of client selectivity that actually holds is based on being clear enough on what you are building that you can recognize a client who does not fit before the contract is signed. After all, client relationships are like dating: you have to see if you get along before you commit, because the worst version of a client relationship looks a lot like a bad marriage, and the damage it does to a team is not undone when the contract ends. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

The voice of the Mavs Chuck Cooperstein joins the show to talk Mavs draft picks and the hiring of Dusty May full 884 Wed, 24 Jun 2026 13:53:04 +0000 OHqQ1Q5uxjggOHCLmJjuICtQyNp0zu1l nba,dallas mavericks,sports Shan and RJ nba,dallas mavericks,sports The voice of the Mavs Chuck Cooperstein joins the show to talk Mavs draft picks and the hiring of Dusty May DFW sports fans, this one's for you. The Shan & RJ show brings the heat with honest takes, sharp insight, and plenty of laughs covering the Cowboys, Mavericks, Rangers, Stars, and everything Texas sports. Hosted by longtime local favorites Shan Shariff and RJ Choppy, along with insider Bobby Belt, the show blends deep knowledge with real fan vibes — plus regular guests like Cowboys owner Jerry Jones, Head Coach Brian Schottenheimer and former players who keep the conversation fresh and real. New episodes drop Monday-Friday, or you can listen to Shan & RJ live on 105.3 The Fan, weekdays from 6–10 a.m. CT. © 2025 Audacy, Inc. Sports

Chris Kiefer and Cody Hopkins of PaintOS powered by Boolean break down two separate ladders that determine how much value you're actually getting from AI: how you use it, and how clean your data is. They walk through real tools they've built for painting businesses, explain why understanding the true cost of AI matters more than most owners realize, and point listeners to a free scorecard to find out exactly where they stand on both. Whether you're just getting started or already deep into building with AI, there's a clear next step waiting for you.To complete the Scorecard, visit paintos.app/ai

This episode of Between the Lines explores how technology is reshaping hiring, examining the growing tension between automated recruiting tools and the need for authentic human connections in … Read More » The post Your Next Career Move Could Be Decided in Seconds appeared first on Insurance Journal TV.

Ryan Pineda sits down with Austin Boyd to explore how Austin built a $5M+ custom apparel business from his parents' garage through faith, relentless sales, networking, and strategic growth, while sharing the lessons that helped him scale.⁣⁣Connect with Austin - ⁣https://www.instagram.com/austinboydlasvegas/⁣https://aliveprintshop.com/⁣⁣__________⁣If you'd like my team to run your marketing & sales department to scale your business apply here https://www.pinedapartners.com⁣⁣Join our private mastermind for elite business leaders who golf. https://www.mastermind19.com⁣⁣Want to be featured on the Wealthy Way Podcast? Apply here https://www.wealthyway.com⁣⁣If you want to start your real estate investing business, we'll give you 1:1 coaching, seller leads, software, & everything you need. https://www.wealthyinvestor.com⁣⁣Tired of paying so much in taxes every year? We'll give you strategy, tax prep, and accounting all in one place. https://www.taylor-tax.com⁣⁣Join free Bible studies and workshops for Christian business leaders. https://www.tentmakers.us⁣⁣Dad Built is all about helping fathers lead their families with purpose while looking great doing it. Whether you're at the gym, on the golf course, or spending time with your kids, they've got premium hats and apparel built for dads. Check out the latest collection and current offers at https://www.dadbuilt.co⁣__________⁣⁣Chapters:⁣00:00 - $5M Print Business⁣1:05 - From High School Hustle⁣7:01 - Leaving College to Build⁣13:28 - First Shop & Breakthrough⁣16:28 - Learning Sales & Scaling⁣19:31 - Surviving the COVID Crash⁣21:21 - Growing to 40 Employees⁣23:50 - Networking Over Cold Calling⁣25:00 - How M19 Began⁣34:42 - Craziest Client Projects⁣38:20 - Building a National Print Company⁣43:15 - Leadership & Company Culture⁣48:10 - Hiring, Systems & Delegation⁣54:05 - Faith, Business & Purpose⁣1:00:45 - Final Entrepreneur Advice

June 22nd, 2026 Follow us on Facebook, Instagram and X Listen to past episodes on The Ticket’s Website And follow The Ticket Top 10 on Apple, Spotify or Amazon MusicSee omnystudio.com/listener for privacy information.

June 22nd, 2026 Follow us on Facebook, Instagram and X Listen to past episodes on The Ticket’s Website And follow The Ticket Top 10 on Apple, Spotify or Amazon MusicSee omnystudio.com/listener for privacy information.

June 22nd, 2026 Follow us on Facebook, Instagram and X Listen to past episodes on The Ticket’s Website And follow The Ticket Top 10 on Apple, Spotify or Amazon MusicSee omnystudio.com/listener for privacy information.

The hosts of 105.3 The Fan react to the seemingly out-of-nowhere news that the Mavericks are hiring Michigan Wolverines head coach Dusty May. Shan & RJ reacted to the breaking news in real time, while The K&C Masterpiece was joined by Grant Asfeth for some instant anaysis and context. Finally, GBag Nation discussed what it means for the Mavs' plans with the ninth overall pick in Tuesday's NBA Draft. All that and more!

The hosts of 105.3 The Fan react to the seemingly out-of-nowhere news that the Mavericks are hiring Michigan Wolverines head coach Dusty May. Shan & RJ reacted to the breaking news in real time, while The K&C Masterpiece was joined by Grant Asfeth for some instant anaysis and context. Finally, GBag Nation discussed what it means for the Mavs' plans with the ninth overall pick in Tuesday's NBA Draft. All that and more!

Thanks to Our Tique Talks Sponsors:Travel Collection - Connect and learn more about TC's DMCsFlytographer - Earn commission on professional vacation photographyCozy Earth - Use code COZYTIQUE at checkoutGrowing your business shouldn't require working around the clock. Catherine Denham, founder of Catherine Denham Travel and an affiliate of Brownell Travel, shares how intentional systems, strategic hiring, and a commitment to exceptional service helped her transform a one-woman operation into a thriving, relationship-driven agency on track to surpass $5 million in sales. Catherine opens up about the lessons she learned from booking everything, undercharging, and trying to do it all herself. She also shares how personality profiles have shaped her hiring decisions and how the right processes have allowed her team to scale without sacrificing the personalized experience their clients value most.About Catherine Denham:Travel has shaped Catherine's life since childhood, when annual family adventures—across the country and around the world—inspired her curiosity and molded the way she sees the world. That early sense of wonder eventually led her into hospitality, where she began her career at Sea Island Resorts more than 20 years ago. Her passion for service has only deepened since. Today, as the founder of Catherine Denham Travel, she blends lifelong experience, industry expertise, and global relationships to craft seamless, one-of-a-kind journeys. From indulgent weekend escapes to intricate multi-country adventures, Catherine thrives on uncovering each client's dreams and translating them into immersive itineraries enriched by insider access and thoughtful detail.cdenhamtravel.cominstagram.com/catherine.denham.travelToday we will cover:(01:40) Catherine's path to travel(04:45) Why booking everything and not charging fees slowed her growth(14:50) Hiring, team roles and workflow(22:30) How monday.com, Dubsado, and Zoom support the team(28:05) Using AI Without Losing Personalization(34:25) How the Birkman method helped build the right team(41:15) Catherine's long-term vision and the path toward $5 million in sales(46:00) Small details that create big referrals→ Grab Your Ticket to The Travel Business Intensive! Early bird pricing of $295 available through July 14!FOLLOW ALONG ON INSTAGRAM @TiqueHQ

"The most depressed, anxious, addicted, and self-destructive generation in American culture—we created this world." In this episode, Matt Bradley (Partnership Manager at WhyFire and Editor of The Fire Time Magazine) makes a provocative argument from his 2026 HPBExpo class: the reason you can't hire or inspire young workers isn't pay, schedules, or time off—it's a culture that's stripped them of meaning. He traces the problem back to Nietzsche and offers an ancient antidote. In this episode, Matt covers: - Why higher pay, flexible schedules, and more paid time off won't fix your hiring problem—and what young people actually crave instead. - The "fortitude formula"—moral purpose times sources of strength—and how Viktor Frankl found meaning in a concentration camp. - Concrete interview questions and shop-floor practices that work, including why you should drop the sarcasm and never assume Gen Z is lazy. Don't miss this one if you've ever caught yourself blaming "kids these days"—Matt argues that mindset is just an easy way to let yourself off the hook, and he hands you a practical playbook to mentor the most capable hires you've been overlooking. —— Links from this episode: WhyFire Fireplace AI Visualizer http://whyfire.com —— Watch this podcast on YouTube: https://youtu.be/nBRD5lY_m7k Listen on Apple Podcasts: https://podcasts.apple.com/us/podcast/the-fire-time-podcast/id1433804268 Listen on Spotify: https://open.spotify.com/show/4vHdzg48bE5qFf0KjMeMej?si=7b6cae3923d348f2 Read The Fire Time Magazine: https://www.itsfiretime.com/magazine Subscribe to The Fire Time Magazine: https://itsfiretime.com/subscribe Support The Fire Time Podcast financially: https://www.itsfiretime.com/join

Scaling a law firm with your spouse presents unique challenges and opportunities. In this episode, Melissa sits down with Velocity Work clients Bobby and Abby Botnick, who run a criminal defense practice, to discuss how they grew their firm together, sharing insights into hiring, delegation, and managing responsibilities.          Melissa and the Botnicks explore how to identify the right time to hire, set clear expectations, and delegate effectively. They also discuss how building systems and refining processes have helped them manage workload and reduce stress while supporting both personal and professional partnerships.         If you want to understand how to grow your law firm while working closely with a partner, this episode will help you see what decisions matter most, make strategic hires, and build a team that supports your growth and your marriage.               Let's talk! If you are a law firm owner looking to talk with us about partnering on your personal and professional growth, book a short, free, no-pressure call with Melissa here: https://velocitywork.com/calendar       Calculate your producer multiple with our free Producer Calculator here: https://vwrk.cc/pm         Get full show notes, transcript, and more information here: https://www.velocitywork.com/367                 Watch this episode on YouTube: https://youtube.com/@velocitywork

Send us Fan Mail“Don't give up and enjoy the journey.”-Ryan HoganExclusive Insights from This Week's EpisodesBad hires rarely start with bad resumes. Ryan Hogan reveals why gut based hiring creates culture misses, profit leakage, and enterprise value risk, plus the founder shift that protects growth.Episode Highlights[00:10:00] Ryan Hogan reveals why resilience from military service shaped how he builds companies under pressure[00:12:00] The military forced Ryan to delegate, exposing the difference between letting go and abdicating[00:15:00] Why the right people on the bus can solve problems before the founder touches them[00:19:00] Ryan explains why culture fit, not resumes, caused his biggest hiring failures[00:23:00] The controversial gut instinct mistake behind most founder hiring failures[00:33:00] Why hiring someone from a billion dollar company can break a $50 million company[00:43:00] Ryan connects people, systems, and process to enterprise value and founder freedomFull show notes, transcript, and resources for this episode:https://podcast.deepwealth.com/553https://talentharbor.com/ryan/The Deep Wealth PodcastMost entrepreneurs do not fail.They just carry too much for too long.The business grows. Pressure grows faster. Profits get harder to predict. Decisions cost more energy. Over time, focus slips and health takes the hit.The Deep Wealth Podcast and Deep Wealth Mastery are built from real experience. We're the only system based on a 9-figure exit. This system exists because guessing gets expensive.

Face it, "The Resumes" is officially dead, and generative AI just blew it to pieces. With 86% of hiring managers admitting that AI makes it too easy to fake skills on paper, corporate hiring is facing a massive identity crisis. The old way is broken—so what comes next? The Face-Off: In this fast-paced episode of HR's most dangerous podcast, host Chad Sowash moderates a high-stakes debate between two tech founders reshaping talent acquisition: Phuong Vu (CEO of Telexa): The advocate for the "skills-first" organization. Phuong argues that true skills-based hiring means moving away from static keyword libraries and focusing on real-world evidence, human adaptability, and transferable capabilities. Dr. Maya Huber (CEO of Tadio): The champion of performance intelligence. Maya warns that "skills hiring" will become an empty buzzword if we keep relying on old, text-based data. Her radical fix? Ditch applications entirely and have candidates try out the job through live simulations before they ever talk to a recruiter. Inside the Episode: Are companies treating employees like "disposable heroes" instead of upskilling them? Has "culture fit" just become a lazy excuse to hire people exactly like ourselves? How do you screen for technical skills when the technology changes faster than the workforce? The Bottom Line: Stop asking candidates what they claim they can do. Learn how to evaluate how they actually think, adapt, and execute. Listen now to find out who wins the duel.

Send us Fan MailShow notes A physician built a solid, growing independent practice over six years, then got bored with the pace and chased three new ideas at once. None launched. The original practice still lost an estimated $180,000 in revenue degradation over twelve months, not from a bad decision, but from the boring work quietly going undone. This episode is the framework for staying in the room with it. The compounding cost of distraction.  The revenue cycle does not tolerate divided attention. When leadership focus drifts, performance does not collapse, it leaks. A $350K-a-month practice that drifts for six months can lose $84,000 in net collections that never gets recovered. The shiny idea did not cost the money. The distraction did. The patience advantage.  A boring denial-rate fix that recovers $8,000 to $12,000 a month compounds every month forward. A new service line that might add $5,000 a month creates complexity with no compounding. Patient money picks the boring fix every time. The boredom threshold.  James Clear calls boredom the greatest threat to success. When the practice is working, the work stops feeling like progress and starts feeling like maintenance. The reframe: the boring work is not maintenance, it is compounding. The Five Shiny Objects That Cost Practices the Most The Shiny Object   Adding a second location before ops are solid Switching EMR mid-growth Launching a new service line Hiring aggressively before systems exist Chasing a new payer vertical What It Feels Like Growth and scale Modernizing and streamlining Diversification and new revenue Team building and capacity Revenue diversification What It Actually Costs 2x overhead, fragmented leadership, billing gaps at both sites 6 to 12 months of workflow disruption, revenue dip during transition Core service attention drops, existing margin erodes Payroll grows faster than revenue, management overwhelm follows Credentialing lag, cash flow gap, billing team stretched thin Three actions this week Name the hard problem you have been avoiding, and write it down. Calculate what one boring fix is worth over twelve months (a 3% net collection lift on $300K a month is $108,000 a year). Schedule the boring meeting that keeps getting skipped: weekly, named owner, standing agenda. Resources 30-Day Revenue Recovery Plan (primary): eligibility.natrevmd.com/nrc/-30day-revenue-recovery-plan Book a call with Heather: calendly.com/heather-natrevmd Payment Posting Audit Checklist (supporting): eligibility.natrevmd.com/payment-posting-checklist Referenced: Atomic Habits by James Clear.

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

Jeff Phelps and Andy Baskin break down why top NBA prospect AJ Dybantsa is choosing to skip hiring a traditional agent in favor of a brand-focused strategy. They also cover local star Darren Peterson's draft prospects and discuss Mike Garafolo's report on the NFL's canceled supplemental draft and Brendan Sorsby's subsequent ineligibilty for the 2026 season. 01:00 - NBA Draft Preview 03:25 - Dybantsa Skips Agent 12:34 - Supplemental Draft Update

Sam Amico joins Baskin & Phelps to discuss the Cleveland Cavaliers' strategies for the upcoming NBA draft and potential roster adjustments involving the core four. They examine the decision by top prospect AJ Dybantsa to forgo a traditional agent and break down Mike Garafolo's report regarding the cancellation of the NFL supplemental draft. 02:24 - Sam Amico Interview 05:49 - Cavs Roster Impact 09:05 - Core Four Discussion 12:15 - Bucks Roster Moves 16:46 - Local NBA Prospects 19:50 - Dybantsa Skips Agent 22:48 - NBA Rookie Scale 26:12 - Supplemental Draft News

Hiring has changed. The organizations that consistently attract and retain great people aren't simply posting jobs and hoping for the best—they're intentionally building a brand that people want to be part of. In this video, I talk about the ideas behind my book, TARGET For Talent, and why I believe one of the biggest mistakes companies make is treating hiring as an HR problem instead of a marketing opportunity. The principles in TARGET For Talent are designed to help organizations think differently about recruitment, employee engagement, company culture, and retention. By applying proven marketing concepts to the hiring process, businesses can stand out, attract better candidates, and create an employee experience that encourages people to stay. Whether you're a business owner, leader, HR professional, or recruiter, this conversation will challenge the way you think about talent acquisition and provide a framework for building a stronger team. If you're struggling to find and keep great people, this message is for you.

23 Jun 2026. Transguard has posted record results, with revenue past AED 4 billion and a workforce over 78,000. CFO Nick Beer joins us. Plus, what's really happening to UAE hiring right now? Nathalie Spree of Seven Level Consulting breaks down the numbers. Adel Alderi of Marsh on the new workforce resilience challenge facing UAE employers. And Saurabh Tiwari of Taj Hotels on whether the Q4 travel rush is materialising.See omnystudio.com/listener for privacy information.

Brian Samson knows a harsh truth about the current American economy: if you run a service business right now, the math is brutal. Labor is incredibly expensive, turnover is high, and finding reliable operators can feel like a full-time job.But Brian has a cheat code. After years of running talent acquisition for hyper-growth, VC-funded tech startups in Silicon Valley, Brian took his high-level recruiting playbook and applied it to a local locksmith and cleaning company in Hawaii. The result? He completely revolutionized his hiring process by tapping into the nearshore talent pool in Latin America. Today, Brian runs Plug Tech—a nearshore staffing agency pushing $8M in ARR—and he is pulling back the curtain on how small business owners can leverage global talent to generate massive ROI.If you are struggling to scale because you are drowning in admin work, scheduling, or operations, this episode will completely rewrite how you think about building your team.What You'll Learn in This Episode:The VA vs. EA Paradigm Shift: Why you should stop hiring Virtual Assistants to do simple "tasks" and start hiring nearshore Executive Assistants who anticipate problems and drive strategy.Latin America vs. Asia: The cultural and operational differences between offshoring to places like the Philippines (process-driven) versus nearshoring to LatAm (spontaneous and creative problem-solvers).The Price-to-Value Arbitrage: Why paying a top-tier nearshore employee $1,500/month or an AI engineer is actually a massive bargain that can generate seven figures of value for your company.The $100 Interview Test: Brian's foolproof, paid-test framework to filter out bad hires, test real-world skills, and guarantee you're bringing on an "A-Player."Tags: Hiring, Entrepreneurship, Business scaling, Service & ConsultingResources:Grow your business today: https://links.upflip.com/the-business-startup-and-growth-blueprint-podcastFollow Our Second Channel Here: https://next.upflip.com/spotify Connect with Brian: https://www.linkedin.com/in/briansamson

#959 Ever wondered how a high school side hustle could turn into a six-figure business acquisition? In this episode, host Kirsten Tyrrel talks with Joseph Lambert, founder of a junk removal company he started at just 17 that grew fast enough to sell to a private equity firm. Joseph shares how he scaled from mowing lawns to managing a 30-person team, what it was like selling the business while still in his early twenties, and the lessons he's learned about leadership, pricing, and purpose along the way. His story proves that grit, integrity, and simple execution can lead to extraordinary success — even in the unglamorous world of trash! (Original Air Date - 10/23/25) What we discuss with Joseph: + Starting a junk removal company at 17 + Turning early jobs into an entrepreneurial mindset + Building a team and scaling operations + Selling to a private equity group + Leading with integrity and mentorship + Hiring strategies that attract great talent + Marketing that actually works in local service businesses + The balance between data and instinct in decision-making + Lessons learned from running — and selling — a business before 25 Thank you, Joseph! Check out Joseph's Junk Removal at ⁠JosephsJunkRemoval.com⁠. Follow Joseph on ⁠LinkedIn⁠. Watch the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠video podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ of this episode! To get access to our FREE Business Training course go to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠MillionaireUniversity.com/training⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. 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

What if growing your business didn't have to come at the expense of your wellbeing? In this episode of Passports, Profits & Pixie Dust, I sit down with business coach and mentor Samara Bortz to talk about sustainable business growth, navigating pivots, avoiding burnout, and building a business that actually supports the life you want to live. Samara shares her fascinating journey from professional musician and choir director to website designer and ultimately business coach. Along the way, we dive into topics that so many entrepreneurs are struggling with right now—including social media burnout, balancing a side hustle while working full-time, and finding marketing strategies that align with your personality and strengths. If you've ever felt overwhelmed by trying to do all the things, questioned whether you're showing up on the "right" platforms, or wondered when (or if) it's time to leave your day job, this conversation is for you. In This Episode, We Discuss: ✨ How Samara transitioned from music educator to entrepreneur and business coach ✨ Why many women entrepreneurs are craving a more sustainable way to grow their businesses ✨ The truth about social media burnout and how to market your business without forcing yourself into strategies you hate ✨ Why Instagram isn't the answer for everyone ✨ How platforms like Substack are creating new opportunities for entrepreneurs and writers ✨ The importance of building a business around your strengths rather than someone else's blueprint ✨ Side hustle vs. full-time entrepreneurship: knowing when you're ready to make the leap ✨ Financial safety nets and why Samara doesn't subscribe to the "quit your job and figure it out later" philosophy ✨ The mindset shifts many entrepreneurs need to make around money, success, and career paths ✨ Hiring support, virtual assistants, and creating more capacity in your business ✨ Morning routines, journaling practices, and productivity habits that help entrepreneurs stay grounded ✨ Favorite books, travel destinations, and a few fun rapid-fire questions Memorable Takeaways "If a platform is draining your energy, getting little engagement, and you don't enjoy showing up there, maybe the question isn't how to fix it—maybe the question is whether you need to be there at all." "Your business should support your life, not the other way around." "The more safety and stability you can create before making a major leap, the more thoughtfully you can grow your business." Resources Mentioned Playing Big by Tara MohrSubstack for long-form content creatorsSamara's podcast: Lead With Heart PodcastSamara's self-paced program: The Heart Method Connect with Samara Bortz

Allan Khazak: Immigrant Mentality, Real AdsResults, and Why Millionaires Do Not Appear OvernightAllan Khazak is the founder and CEOof Room Media Group, a performance marketing agency built for service-basedbusinesses that are serious about growth. He also co-foundedretirementexpert.ai, a sales enablement SaaS platform designed specifically forinsurance agents and financial advisors navigating Roth conversions. Allan wasraised in Toronto with an immigrant mentality inherited from his Ukrainianmother and Uzbek father, both of whom came up in Soviet-era communism and movedto North America to give their family a shot at something better. That chip onhis shoulder never left. In this episode of Diversified Game,Allan and Kellen break down the real math behind paid advertising, why mostentrepreneurs fall for shiny-object marketing promises, and what it actuallytakes to build a feedback loop between sales and marketing that driveslong-term growth. Allan also talks about his journey from the corporate worldto entrepreneurship, his time in Colombia learning Spanish, and why complacencyis the silent killer of most business owners. If you are running a service-basedbusiness in insurance, financial services, coaching, recruiting, or consulting,this episode is built for you. Connect with Allan Khazak:Room Media Group:https://www.roommediagroup.comretirementexpert.ai:https://retirementexpert.ai CHAPTERS:0:00 Introduction and Guest Intro1:43 What Room Media Group Does andWho They Serve3:02 Two Biggest MistakesEntrepreneurs Make with Marketing5:12 Professional Skepticism and Howto Vet a Marketing Company8:43 Transparency, Education, and theHeart of a Teacher13:09 Immigrant Mentality and theDrive to Build21:20 Why Sales and Marketing Do NotUnderstand Each Other22:35 What Room Media Group Does NotDo28:39 Hiring, Training, and theHigh-Leverage Skill Most Owners Miss31:24 retirementexpert.ai: The NicheSaaS Built for Advisors34:07 International Markets:Colombia, Africa, and Thinking Bigger40:24 The Truth About Ad SpendMinimums and Unit Economics43:07 Final Words and How to Connectwith Allan SPONSORED BY MILLIONAIREX AIAI tools, automation, andwealth-building intelligence for entrepreneurs and professionals.Visit: https://www.millionairex.ai DIVERSIFIED GAME PODCAST | HOSTED BYKELLEN COLEMANWebsite:https://www.diversifiedgame.comConsulting: https://www.cprfirm.comInstagram | Twitter | YouTube:@KellenColeman SUGGESTED VIDEOS:Heather Parsons | Summit CFO |Financial Strategy for Business OwnersDesiree Riley | MasterMindCooperative | Building Cooperative WealthL. Kevin Morrison | Morrison GroupLLC | US-Africa Business Strategy RELATED SEARCH PHRASES:performance marketing agency, paidads for insurance agents, how to scale Facebook ads, marketing for financialadvisors, Roth conversion software, immigrant entrepreneur mindset, sales andmarketing alignment, how to vet a marketing company, unit economics for servicebusinesses, GoHighLevel alternatives #DiversifiedGame #AllanKhazak#PaidAds #MarketingStrategy #InsuranceMarketing #PerformanceMarketing#EntrepreneurMindset #ImmigrantHustle #UnitEconomics #ScaleYourBusiness#MillionaireXAI #KellenColeman #RoomMediaGroup #RetirementExpertAI #DGP DGP&x%

The hosts of 105.3 The Fan react to the seemingly out-of-nowhere news that the Mavericks are hiring Michigan Wolverines head coach Dusty May. Shan & RJ reacted to the breaking news in real time, while The K&C Masterpiece was joined by Grant Asfeth for some instant anaysis and context. Finally, GBag Nation discussed what it means for the Mavs' plans with the ninth overall pick in Tuesday's NBA Draft. All that and more!

What makes a great founder?Sandy Kory has spent decades trying to answer that question. As the founder of Horizon, he's backed companies like Palantir, BillionToOne, Canva, BaseTen, and SendCutSend long before they became breakout successes.In this episode, Sandy shares the unconventional framework he uses to identify exceptional founders, why he ignores most pitch decks, why talent density matters more than almost anything else, and how he developed conviction in companies years before the market recognized them.KEY HIGHLIGHTS-Why Sandy invested in Palantir before the company had a clear business model-The founder traits he looks for before reviewing a pitch deck-How he discovered BillionToOne at a $4 million valuation-Why talent density is the most important metric in a startup-Missionary vs. mercenary founders-The role of intellectual honesty in building great companies-How Sandy evaluates founders in the first 20–60 minutes-Why he believes early-stage investing remains highly inefficient-The SendCutSend story and backing an overlooked manufacturing company-How AI may change venture capital—and what won't changeTIMESTAMPS00:00 Introduction08:46 The Palantir Investment Story23:22 Finding BillionToOne Early36:00 Sandy's Founder Evaluation Framework47:07 Missionaries vs. Mercenaries53:18 Hiring, Talent Density & Red Flags01:09:25 AI, Investing & The Future01:19:29 The SendCutSend Story01:34:03 Advice for Founders & Closing ThoughtsFollow Tommy: https://x.com/Shaughnessy119Follow Sandy: https://www.linkedin.com/in/sandykory/

Most UX professionals spend years trying to be good at everything. Eric Shumake, founder of HXR Labs, spent 20 years getting really good at one thing and it kept opening doors he didn't expect.Eric is a principal UX researcher and a well-known voice in healthcare UX. His career has taken him through companies like Pfizer, Johnson & Johnson, Novartis, Myriad Genetics, and AliveCor.He also teaches, including a popular course on Maven on breaking into healthcare UX, and has been exploring how AI can meaningfully (and responsibly) augment research without replacing the judgment that makes research trustworthy.In this episode, Eric and Sarah cover a lot of ground: how specializing almost always beats generalizing, what surprises people when they try to bring standard UX practices into clinical environments, why Eric thinks of every role as a gig, and what he'd prioritize if he were managing someone's job search like a product.Topics Discussed✅ Why specializing beats generalizing and how to niche down even when it feels risky✅ How transferable skills work in practice: why experience in one highly regulated industry (like finance) can open doors in another (like healthcare) ✅ The biggest blind spot people bring into healthcare UX✅ Why "recommendations are where insights go to die" and how to tie research to decisions and numbers so stakeholders actually act on it✅ Treating every role as a gig and why that mindset is more practical than it sounds in today's job market✅ Why posting consistently on LinkedIn is one of the highest-leverage things a UX professional can do in a job search right now✅ Where AI genuinely helps in UX research (desk research, competitive analysis, automating the time-consuming parts) and where to draw a hard line✅ What neurodivergence in the workplace looks like from the insideduring a job searchLinks & Resources

In this episode, Lauren Kordzik sits down with Cameron-Brooks alum George Pesansky to discuss what his 30 years of hiring and building teams taught him about JMOs, and why the best companies keep coming back to hire these great leaders. George Pesansky came through Cameron-Brooks in 1996 as an Army officer. He didn’t know exactly what was next. He just knew he was ready for something new. Thirty years later, he’s built a company, hired JMOs, and coached leaders inside some of the most complex manufacturing operations in the world. He wrote a book about it. And he still comes back to the same idea when someone asks what separates good leaders from great ones. We Before Me We before me. It sounds simple. But George will tell you, it’s actually rare. Most organizations, at some point, start optimizing for individuals. Career paths, visibility, personal outcomes. It’s subtle. But over time, it shapes how decisions get made and how teams show up. JMOs come from a different culture entirely. The mission is the priority. The team is what matters. Candor isn’t a personality trait; it’s expected. That doesn’t disappear when someone transitions out of the military. It comes with them. George also pushes back on one of the most common reasons companies hesitate to hire JMOs: they don’t have industry experience. His take? There’s a difference between knowledge and skill. Knowledge (a product, a process, a system) can be learned in weeks. Skill (real leadership, the ability to drive results through people, the discipline to do the hard thing) takes years to build. JMOs already have it. Hiring managers sometimes get those two things mixed up. When you get that hiring decision right, the return isn’t just one good hire. It’s a stronger team. Fewer people walking out the door. A culture people want to stay in. George saw it firsthand. And he’s watched it play out over and over again in the organizations he’s worked with since. Work with Cameron-Brooks If you’re looking to hire a JMO for your team, we would love to connect. Feel free to contact us to learn more about attending a Cameron-Brooks Hiring Conference. Or feel free to email Lauren Kordzik at lkordzik@cameron-brooks.com. For any JMOs thinking the transition? We’re here to help.

Send us Fan MailFrom hiring decisions and culture fit to team meetings, accountability, and leadership communication, this episode explores the challenges leaders face every day and offers practical guidance for building healthier, more effective teams. 

The moment you hire your first project manager, you lose control of your money — unless you've built the systems to track it first.In part 1 of this two-part series, Clark and James break down the financial foundation every contractor needs before bringing on help. Because the truth is, your employees see money completely differently than you do — and if you can't track your own dollars now, you'll never be able to hold someone else accountable to them.They cover:Why your project managers treat money as a tool, not as profit out of your pocketHow hiring exposes every financial leak you've been ignoringThe real cost of "I'll just eat it" once you're running three crewsHow profit-based raises get your employees bought into your numbersThe 3 steps to get hire-ready: connect QuickBooks, categorize weekly, lock in work ordersWhy tying every material purchase to a job is the key to real job costingHow sub agreements and work orders stop cash from leaking out of every jobThe patterns you'll start spotting once your numbers are actually visibleIf you've ever finished a job 8% below where you started and couldn't say exactly where it went, this is the episode that fixes it.Part 2 drops next week — projections, cash flow, and the general manager's accounting worksheet.If you're doing $350K–$2M a year in revenue, coaching pays for itself. A 5% efficiency gain alone covers the cost — and that's before we even talk about growth. We help contractors stop losing money on crews, change orders, and inefficient operations — and start scaling. Ready to have the conversation? Set up a free call at contractorcuts.comContractor Cuts is a weekly podcast for contractors who want to build a better business — covering sales, operations, hiring, finances, and everything in between.

Part 2 moves from the journey to the operating philosophy. Riyaaz Amlani unpacks his evolving stance on the aggregators — from resistance to "uneasy truce" — and the hard lesson that restaurateurs who send guests to Zomato and Swiggy have only themselves to blame. He argues delivery and dine-in are two different businesses, lays out his ambition to turn Impresario into a full-service-restaurant platform, and gets personal on hiring, Gen Alpha kids, weekends, and why his life scores 9.9 out of 10. CHAPTERS00:00  Recap and what's ahead: aggregators, the platform, the missing 0.101:48  "Digital landlords": Zomato & Swiggy, then and now02:47  From resistance to cohabitation; how aggregators trained demand05:24  Owning the customer; the cross-sector aggregator tension07:04  The Booking.com / Hotels.com parallel and how hotels fought back09:41  Build your own loyalty — don't blame the aggregator10:09  Delivery vs dine-in: two completely different businesses13:09  Restaurants beat the movies; lessons from raising VC/PE16:34  Growth math: IRR, 20-25% stable growth, the late-stage problem17:45  What motivates him: reading a city and its community18:56  Curiosity over the "5 people"; planning for serendipity24:29  Hiring: "doers and divas" and the largesse of hospitality30:24  Social as social infrastructure: coworking from day one34:25  First principles: people + process, soul, belongingness37:08  Harvesting feedback: NPS, ORM, AI, the guest-experience officer39:18  His kids and the Gen Alpha worldview43:39  Weekends, FIFA, meditation, and protecting solitude48:10  Comfort food and deferring to the chef50:11  The 25-year view; the 10,000 cr platform and the invisible 85%59:03  Anti-loyalty vs frequency: cafes are loyalty, restaurants are experience1:01:44 Final question: 9.9 out of 10, and the missing 0.1KEY COMPANIES & BRANDSImpresario Handmade Restaurants; Social; Zomato; Swiggy; ONDC; Booking.com; Hotels.com; Rebel Foods; Haldiram's; Rameshwaram Cafe; Starbucks; NRAI; PlayStation/FIFA/Minecraft (referenced).KEY CONCEPTSAggregators as "digital landlords"; deep discounting & perceived value; the uneasy truce; owning the customer relationship; the Booking.com hotel-inventory parallel; loyalty programs & direct outreach; delivery vs dine-in as separate businesses; patient capital, IRR & late-stage growth math; "doers and divas"; largesse of hospitality; full-service-restaurant platform; store-level vs corporate EBITDA; the invisible 85% "iceberg" of running a restaurant; anti-loyalty vs frequency; cafes (loyalty/convenience) vs restaurants (experience/variety); NPS/ORM/AI feedback; Gen Alpha.

In this episode, we explore how AI is transforming education, from classrooms to corporate training. What changes are needed in schools and universities? How does AI affect both students and educators? And how should companies rethink internal training and hiring to stay competitive?To answer these questions, we're joined by Rainer Stropek, CEO of Software Architects and Chairman of Coding Club Linz. With decades of experience teaching at high schools and universities—and helping organizations upskill their engineers—Rainer brings a unique perspective on how software engineering education is evolving.While many view AI as a threat, Rainer sees it as a “Christmas gift”—opening up endless opportunities to learn, adapt, and innovate.Tune in to hear why curiosity is more important than ever, how educational institutions can prepare future engineers, and why organizations must step up to ensure everyone has a fair chance to succeed in the age of AI.Links we discussedRainer's LinkedIn Profile: https://www.linkedin.com/in/rainerstropek/Rainer's Website: https://rainerstropek.me/CodeClub: https://codeclub.org/en/Coder DoJo Linz: https://linz.coderdojo.net/

In this episode, Molly reveals why great candidates seem to "ghost" law firms and why the real problem often isn't the candidate, it's the hiring process. She breaks down the key moments where firms lose top talent, from slow response times and outdated recruiting practices to weak offer letters and poor communication. You'll learn the practical strategies to improve the candidate experience, speed up hiring decisions, and compete for high-performing attorneys, paralegals, and legal staff in today's competitive market.   Key Takeaways: The biggest hiring mistake law firms make is moving too slowly. Top candidates are often interviewing with multiple firms. If you take days— or even weeks —to respond, schedule interviews, or make decisions, your competitors will hire them first. Candidates are interviewing you, too. Candidates are evaluating your leadership, communication, culture, and professionalism throughout the entire process. Your hiring process is a sales process. The firms winning the talent war treat recruiting like client intake. They communicate quickly, personalize their outreach, clearly explain next steps, and make candidates feel valued from the very first conversation. Weak communication creates candidate drop-off. Vague job ads, generic offer letters, delayed follow-up, and poor communication between offer acceptance and start date are some of the biggest reasons candidates disappear. Great candidates choose culture and growth, not just salary. Top candidates are also looking for strong leadership, a clear onboarding plan, professional development, and confidence that the firm is invested in their success.   Quote for the Show:  "Candidates aren't playing games. They're interviewing you while you're interviewing them." - Molly Mcgrath   Links: Session Tools & Exercise: https://docs.google.com/document/d/10BLPPN1khXP8S7r0-4P8nUl1QtCuyOeTqFGyewSQcIg/edit?usp=sharing 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/AFfXvrf0SL4 

AP Washington correspondent Sagar Meghani reports the NBA's Dallas Mavericks are hitting the college ranks for their next head coach.

Top 3 Stories of the Day: Trae Young signs Massive Extension with Wizards, A Giannis Antetokounmpo trade is in the near future, Dallas Mavericks are hiring Michigan's Dusty May as their next Head Coach. 

What if the future of business is not about replacing people, but building around them?In this episode of The Authority Company Podcast, Joe Pardavila sits down with Glenn Bostock, founder and CEO of SnapCab and author of A Human Business: The People-First Model for Lasting Success. After more than four decades in business, Glenn shares why he believes companies exist to serve people, not the other way around, even as AI continues to reshape the workforce.Glenn breaks down how his “human business” model helped him grow a multimillion-dollar company while building a culture rooted in trust, collaboration, and accountability. He explains why most companies hire the wrong way, how focusing on what people love leads to better performance, and why even top performers get let go if they damage culture.The conversation also explores how leaders can create environments where employees improve systems daily, feel safe raising problems, and grow into their strengths.If you lead a team, build a company, or want a better way to think about work in an AI-driven world, this episode offers a practical framework you can apply right away.⏱️ CHAPTERS00:00 Intro: A “Human Business” in an AI World01:10 Why Glenn Wrote This Book Now03:00 The Real Definition of Success in Business05:00 From Cabinet Maker to CEO08:20 What a “Human Business” Looks Like Day to Day09:40 The Core Values: Kind, Authentic, Useful12:00 Hiring for Love, Not Just Skill13:30 The 5 Principles Explained15:00 Why Top Performers Get Fired18:00 Building a Culture That Holds People Accountable19:00 How to Start Shifting Your Company Culture22:00 The Mindset Shift That Changes Leadership23:20 Final Takeaways

In this episode, Jonathan Stark—author of Hourly Billing is Nuts and host of Ditching Hourly—shares how a 2005 realization while managing a dev shop led him to reject hourly billing and pursue value-based fees. He explains how fixed or value-based pricing aligns incentives with clients, reduces micromanagement, and can dramatically improve income and quality of life. Jonathan discusses why optimizing employee utilization can be the wrong goal, proposing outcome-based incentives that reward efficiency and accurate estimating. He also addresses the fear professionals have of fixed pricing, how firms can transition without risking the whole business via a side offering or a skunkworks team, and why soloists can grow without hiring by charging more and building authority. He recommends starting with his free course at valuepricingbootcamp.com. 00:00 Meet Jonathan Stark 00:46 The Hourly Billing Epiphany 03:37 Discovering Value Pricing 05:45 Hiring for Outcomes 10:15 Contractor Risk and Fear 14:21 When to Quit Hourly 15:52 How Firms Can Transition 19:58 Resources and Bootcamp 21:33 Growing Without Hiring 25:04 Final Soloist Advice

The guys break down why the Edmonton Oilers potentially hiring Mike Babcock would be an absolute disaster for Connor McDavid and an already complicated roster. Plus, they dive into the electric, college-football-like atmosphere of the World Cup and why it's the perfect escape from watching the struggling Detroit Tigers.

We break down the baffling rumors of the Oilers eyeing Mike Babcock and why it could officially trigger a Connor McDavid exit, alongside a heated reality check on the fading patience for Detroit's front offices. Plus, a hilarious $25 million World Cup blunder in Dallas proves that maybe your local sports teams don't have it the absolute worst.