Podcasts about Hiring

What does it actually take to build a $400,000 independent marketing business without an agency, without a team, and without burning out?   In this episode, Donald Miller breaks down the exact 3-phase, 15-step framework StoryBrand uses to take freelance marketers from side hustle to 6 figures and beyond. You'll learn how to use a pitch deck that shortens the sales cycle, offer high-value products inside fixed timelines, and turn one-time projects into retainers.   Whether you're a StoryBrand Certified Guide, an independent marketer, or a small business owner trying to scale, this episode is your roadmap. Don covers the trust formula that turns cold leads into paying clients, how to structure your offer so clients perceive maximum value, and why delivering great work alone will never grow your business.   Plus, find out why it's actually easier to run a $400K business than a $100K one.   Download the free checklist at storybrand.com/guide         Connect with Donald Miller on social media: https://www.instagram.com/donaldmiller/ https://www.facebook.com/donaldmillerwords http://StoryBrand.com   Building a StoryBrand 2.0 is now available! https://buildingastorybrand.com/?utm_medium=social&utm_source=youtube&utm_campaign=&utm_term=cb&utm_content=SB_Framework   Make your marketing and messaging work with the StoryBrand framework—and you can do that with the updated version of the book, Building a StoryBrand 2.0, now available!

Send us a Positive Review!In this episode Val is joined by Jana Riess, author and researcher of the LDS spectrum of experience and Jason Bergman, former BYU professor & faculty member.  Together they discuss the many facets of the Clark Gilbert call to the Q12 of the LDS church.   In this conversation Jason contrasts his experience on the BYU faculty both before and during Gilbert's leadership and candidly shares the painful and life altering impact Gilbert's fervor for loyalty and conformity of LDS orthodoxy had on him and his career.  They also explore the possibility that well-intended loyalty to tradition can actually fracture lives, families, and even the potential good that churches can do in the long run--especially when loyalty to old ways end up getting in the way of further light and truth hiding in plain sight.  Join them for another bold, courageous, and candid conversation inviting spiritual growth in and around the LDS church.  Jana's Salt Lake Tribune ArticleTimestamps:00:00 Welcome and Guests00:36 Why This Topic Matters01:55 Jana Riess Research03:42 Jason BYU Background07:20 Mixed Reactions Online12:11 Why Gilbert Stands Out17:27 Culture Warrior Defined27:12 Polarization and Autonomy35:53 BYU Orthodoxy Crackdown40:43 Honor Code Turmoil Timeline43:58 Choosing to Leave BYU44:56 Faculty Fear and Silence47:15 Big Tent Tensions49:14 Incognito Faculty Support52:41 Loyalty Oath Explained58:33 Surveillance and Dismissals01:00:35 Hiring and Worthiness Filters01:02:52 Growth Versus Orthodoxy01:07:31 Data on Same Sex Marriage01:10:02 What BYU Lost01:17:44 Evolution One Funeral01:20:46 Gerontocracy and Mini Me01:22:07 Final Thanks and FarewellSupport the showSupport the show Listen, Share, Rate & Review EPISODES Friday Episodes Annual Access $89 Friday Episodes Monthly Access $10 Valerie's Support & Processing Groups Gift a Scholarship Download Free Resources Visit our Website

Beth Campbell is an award-winning professor of management and leadership development at the University of Minnesota. Her main research projects focus on the consequences high performers spark for themselves and how high performers affect their peers and their teams. She has published in leading academic journals, including the Academy of Management Journal and the Journal of Applied Psychology, while also serving as Chief Operations Officer of the OB Division of the Academy of Management. She also serves on the editorial boards of the Academy of Management Journal, the Journal of Applied Psychology, and as Associate Editor at Personnel Psychology. Beth holds a Ph.D. in management from the University of Maryland and a B.A. in organizational psychology from the University of Michigan. In this episode we discuss the following: Hiring a star performer seems like an easy win, but Beth's research shows that hiring stars can trigger status conflicts and envy. Research suggests that "star power" hits diminishing returns once a team is composed of more than 20% high performers, as too many "hot shots" can lead to ego clashes rather than collaboration. To avoid these pitfalls, leaders can look for stars who possess humility and high emotional intelligence, as they're more likely to share credit and lift those around them. Success isn't just about chasing the best talent, but being thoughtful about the character traits of stars and the system they'll be working in. 

We cut through AI hype to show what actually scales: disciplined ops, brand-led content, and a practical framework for awareness, nurturing, and trust. Eric Huberman shares Hawk Media's scaling lessons, where AI helps, where it hurts, and how to build a moat in a noisy market.• LLM shifts to persona-first, Q&A-led visibility• AI as acceleration, not strategy replacement• Hiring and tooling only with clear business cases• Lean tech stack choices that reduce complexity• Brand as the moat in a copycat software world• Branded entertainment and YouTube as growth engines• Limits of synthetic audiences and AI-looking creative• Deepfakes, eroding trust, and authentic messaging• The Hawk Method: awareness, nurturing, trust• Channels that scale for B2B and B2C performance—----------Guest Contact Information: Website: erikhuberman.comInstagram: instagram.com/erikhubermanLinkedIn: linkedin.com/in/erikhubermanYouTube: youtube.comMore from EWR and Matthew:Leave us a review wherever you listen: Spotify, Apple Podcasts, or Amazon PodcastFree SEO Consultation: www.ewrdigital.com/discovery-callWith over 5 million downloads, The Best SEO Podcast has been the go-to show for digital marketers, business owners, and entrepreneurs wanting real-world strategies to grow online. Now, host Matthew Bertram — creator of the LLM Visibility Stack™, and Lead Strategist at EWR Digital — takes the conversation beyond traditional SEO into the AI era of discoverability. Each week, Matthew dives into the tactics, frameworks, and insights that matter most in a world where search engines, large language models, and answer engines are reshaping how people find, trust, and choose businesses. From SEO and AI-driven marketing to executive-level growth strategy, you'll hear expert interviews, deep-dive discussions, and actionable strategies to help you stay ahead of the curve. Find more episodes here: youtube.com/@BestSEOPodcastbestseopodcast.combestseopodcast.buzzsprout.comFollow us on:Facebook: @bestseopodcastInstagram: @thebestseopodcastTiktok: @bestseopodcastLinkedIn: @bestseopodcastConnect With Matthew Bertram: Website: www.matthewbertram.comInstagram: @matt_bertram_liveLinkedIn: @mattbertramlivePowered by: ewrdigital.comSupport the show

Alex Grant  

Favour Obasi-ike, MBA, MS, pulls back the SEO truths curtain on the world of SEO agencies. Joined by a panel of experts, Favour reveals the questions you should be asking your SEO provider to ensure you're getting the most out of your investment. The discussion covers a wide range of topics, from the true cost of SEO to the importance of a long-term strategy. Favour emphasizes that SEO is not a one-time fix, but an ongoing process that requires continuous effort and adaptation. This episode also explains the four pillars of SEO success — search, find, click, and save — and how they can be used to create a powerful connection with your target audience. Whether you're a business owner looking to hire an SEO agency or a marketing professional seeking to deepen your understanding of the industry, this episode is packed with valuable insights and actionable advice. Tune in to learn how to take control of your SEO destiny and drive sustainable growth for your social business.Book SEO Services? Save These Quick Links for Later>> ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Book SEO Services with Favour Obasi-ike⁠>> Visit Work and PLAY Entertainment website to learn about our digital marketing services>> ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join our exclusive SEO Marketing community⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠>> Read SEO Articles>> ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Subscribe to the We Don't PLAY Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠>> Purchase Flaev Beatz Beats Online>> Favour Obasi-ike Quick LinksKey Takeaways1. SEO is a long-term investment, not a quick fix. Sustainable results require a consistent and evolving strategy.2. The cost of SEO varies, but the focus should be on value and ROI, not just the price tag.3. Ask your SEO agency about their team, workflow, strategy, and reporting to ensure transparency and alignment.4. The four pillars of SEO are search, find, click, and save. The goal is to create valuable content that resonates with your audience.5. Don't be a passive client. Educate yourself, ask questions, and take an active role in your SEO strategy.6. Certifications and partnerships (like with SEMrush) can be an indicator of an agency's credibility and expertise.7. Competitive analysis is crucial. You need to understand who your competitors are and what they're doing to succeed in the search rankings.Memorable Quotes[08:20 - 08:34] "There's this illusion of SEO being a genie that just comes and wipes your problems away and then you rank all day. It's not like that."[08:51 - 08:57] "Yes, it's technical, but the fundamental value of SEO is to connect."[25:08 - 25:16] "These agencies will just sell you snake oil and tell you all these things about what to do, what not to do. And then they leave you stranded, high and dry, pay thousands of dollars and you've not received one click or one lead."[30:37 - 30:47] "SEO is about search, find, click, and save."FAQs1. How much should I budget for SEO services?The cost of SEO can range from $500 to $5,000+ per month. For serious results, a budget of at least $1,000 per month is recommended.2. How long does it take to see results from SEO?SEO is a long-term strategy. While some quick wins are possible, significant and sustainable results typically take 6-12 months to achieve.3. What are the most important questions to ask an SEO agency?Ask about their team, their process, their strategy, and how they measure success. It's also important to inquire about their experience in your industry.4. What is the difference between on-page and off-page SEO?On-page SEO refers to optimizations made to your website, such as content and technical aspects. Off-page SEO involves activities outside of your website, such as link building and social media.5. How can I learn more about SEO?There are many resources available online, including blogs, courses, and certifications. Following industry experts and listening to podcasts like We Don't PLAY! can also be beneficial.Timestamps[00:00] Introduction: What SEO agencies won't tell you.[05:55] How much does SEO cost?[07:33] The importance of a long-term SEO strategy.[08:10] SEO is not a one-time fix.[24:04] How to get into SEO.[25:30] The importance of certifications for SEO agencies.[26:51] The role of competitive analysis in SEO.[30:29] The four-wheel cycle of SEO: search, find, click, and save.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Jenny Wen leads design for Claude at Anthropic. Prior to this, she was Director of Design at Figma, where she led the teams behind FigJam and Slides. Before that, she was a designer at Dropbox, Square, and Shopify.—We discuss:1. Why the classic discovery → mock → iterate design process is becoming obsolete2. What a day in the life of a designer at Anthropic looks like, including her AI tool stack3. Whether AI will eventually surpass humans in taste and judgment4. Why Jenny left a director role at Figma to return to IC work at Anthropic5. The three archetypes Jenny is hiring for now6. Why chatbot interfaces may be more durable than most people expect—Brought to you by:Mercury—Radically different banking: https://mercury.com/?utm_source=lennys&utm_medium=sponsored_newsletter&utm_campaign=26q1_brand_campaignOrkes—The enterprise platform for reliable applications and agentic workflows: https://www.orkes.io/Omni—AI analytics your customers can trust: https://omni.co/lenny—Episode transcript: https://www.lennysnewsletter.com/p/the-design-process-is-dead—Archive of all Lenny's Podcast transcripts: https://www.dropbox.com/scl/fo/yxi4s2w998p1gvtpu4193/AMdNPR8AOw0lMklwtnC0TrQ?rlkey=j06x0nipoti519e0xgm23zsn9&st=ahz0fj11&dl=0—Where to find Jenny Wen:• X: https://x.com/jenny_wen• LinkedIn: https://www.linkedin.com/in/jennywen• Substack: https://jennywen.substack.com• Website: https://jennywen.ca—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction to Jenny Wen(04:23) Why the traditional design process is dead(06:33) The two new types of design work(10:00) How widespread this shift will be(13:00) Day-to-day life as a designer at Anthropic(18:45) Jenny's AI stack(20:03) Why Figma still matters for exploration(22:25) Advice for working with engineers(24:19) How to maintain craft, quality, and trust in the AI era(27:35) Will AI ever have “taste”?(31:38) The future of chatbot interfaces(35:33) Moving from director back to IC(41:00) The 10-day build of Claude Cowork(46:06) Hiring: the three archetypes(50:44) Advice for new and senior designers(54:42) The value of “low leverage” tasks for managers(57:52) Why the best teams roast each other(01:01:45) The legibility framework(01:07:22) Lightning round and final thoughts—Referenced:• Figma: https://www.figma.com• Anthropic: https://www.anthropic.com• v0: https://v0.app• Navigating a Design Career with Jenny Wen | Figma at Waterloo: https://www.youtube.com/watch?v=OHcBPMh2ivk• Claude Cowork: https://claude.com/product/cowork• Use Claude Code in VS Code: https://code.claude.com/docs/en/vs-code• Claude Code in Slack: https://code.claude.com/docs/en/slack• Lex Fridman's website: https://lexfridman.com• Head of Claude Code: What happens after coding is solved | Boris Cherny: https://www.lennysnewsletter.com/p/head-of-claude-code-what-happens• OpenClaw: https://openclaw.ai• OpenAI's CPO on how AI changes must-have skills, moats, coding, startup playbooks, more | Kevin Weil (CPO at OpenAI, ex-Instagram, Twitter): https://www.lennysnewsletter.com/p/kevin-weil-open-ai• Marc Andreessen: The real AI boom hasn't even started yet: https://www.lennysnewsletter.com/p/marc-andreessen-the-real-ai-boom• Socratica: https://www.socratica.info• Anthropic's CPO on what comes next | Mike Krieger (co-founder of Instagram): https://www.lennysnewsletter.com/p/anthropics-cpo-heres-what-comes-next• Radical Candor: From theory to practice with author Kim Scott: https://www.lennysnewsletter.com/p/radical-candor-from-theory-to-practice• Evan Tana's ‘legibility matrix' on X: https://x.com/evantana/status/1927404374252269667• How to spot a top 1% startup early: https://www.lennysnewsletter.com/p/how-to-spot-a-top-1-startup-early• Palantir: https://www.palantir.com• Stripe: https://stripe.com• Linear: https://linear.app• Notion: https://www.notion.com• Julie Zhuo's website: https://www.juliezhuo.com• Sentimental Value: https://www.imdb.com/title/tt27714581• The Pitt on Prime Video: https://www.amazon.com/The-Pitt-Season-1/dp/B0DNRR8QWD• Noah Wyle: https://en.wikipedia.org/wiki/Noah_Wyle• ER on Prime Video: https://www.amazon.com/gp/video/detail/B0FWZSDYRP• Retro: https://retro.app• Granola: https://www.granola.ai—Recommended books:• Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity: https://www.amazon.com/Radical-Candor-Kick-Ass-Without-Humanity/dp/1250103509• The Power Broker: Robert Moses and the Fall of New York: https://www.amazon.com/Power-Broker-Robert-Moses-Fall/dp/0394480767• Insomniac City: New York, Oliver Sacks, and Me: https://www.amazon.com/Insomniac-City-New-York-Oliver/dp/162040494X—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. To hear more, visit www.lennysnewsletter.com

The Quiet Disappearance Of Teen Jobs We cover why the classic after-school job is steadily disappearing, as automation, economic pressure and increased competition edge teens out of the workforce. Experts explain what's driving the shift and why it matters beyond just a summer paycheck. Guests:  Alicia Sasser Modestino, director, Dukakis Center for Urban and Regional Policy, Northeastern University Karissa Tang, student researcher on AI and youth employment, in collaboration with UCLA Anderson School of Business Host: Marty Peterson Producers: Grace Galante & Amirah Zaveri  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

#693: AI learns your job in weeks … and you start wondering if you still have one. That question shapes our conversation with Dr. Ben Zweig, CEO of Revelio Labs, a workforce data company that uses AI to build large employment databases and study labor market shifts. He also teaches a class on The Future of Work at NYU Stern School of Business. He holds a PhD in economics from CUNY Graduate Center. Dr. Zweig starts with the legend of John Henry, the steel driver who raced a steam drill and lost his life trying to prove that a human could still beat a machine. The story mirrors the Luddites, who smashed looms when automation threatened their work. The fear of technology replacing workers is a theme throughout history. It keeps repeating. And yet, this time it feels different. You hear how today's panic fits into a longer pattern. Sixty percent of current jobs did not exist a century ago. Even jobs that kept the same name changed completely. Dr. Zweig describes his father tabulating punch cards as a statistician, while he now builds neural networks. Same field. Different tasks. We break down what a job actually means. A job is a bundle of tasks. You execute tasks, but you also orchestrate them – deciding order, workflow and coordination. AI tends to automate the most granular tasks first. Broader, abstract orchestration proves harder to replace. Dr. Zweig argues that “augmentation” often just means partial automation that frees you to focus on what remains. The discussion turns to empathy-driven roles, such as rabbis, psychologists, and teachers. Dr. Zweig cites traits such as empathy, presence, opinion, creativity and hope as distinctly human. He notes AI still struggles with memory and long-term relational trust. You also hear what this means if you are early in your career. Hiring has slowed. Entry-level roles appear more exposed to automation. Dr. Zweig says younger workers often lack orchestration experience and face a risk-averse market. He says that to be competitive in today's job market, you should take ownership of complex projects from start to finish. Show people – through networking and demonstrated work – that you can manage more than just tasks . Learn more about your ad choices. Visit podcastchoices.com/adchoices

Who pays on the first date? When should you talk about money in a relationship? How do you split finances with your partner — and what happens when you don't? Sabrina sits down with Jean and Cherie, the Tiger Sisters, to tackle every uncomfortable money question in dating and relationships — from first-date expectations and financial red flags to prenups, combining finances, and protecting yourself before marriage. If you've ever avoided "the money talk" with someone you're dating, this episode is your wake-up call. The Tiger Sisters bring their Wall Street, Silicon Valley, and business school backgrounds to break down the business side of love — why financial independence matters (especially for women), how to set boundaries around money without killing the romance, and why who you choose to marry is the single most important decision you'll ever make. Whether you're single, dating, or already in a relationship, this conversation will change how you think about love, money, and building a life with the right partner. Close the Loop: Mastering 2026 Dating Live Practice + Q&A with Sabrina Zohar I'm hosting a free live session on March 4, and this is the last one I'm planning for a long time. If dating keeps ending the same way and you can't figure out why, this is for you.

In today's RaiseMasters Radio episode, I sit down with Cory Harrelson to unpack what happens after you solve your capital problem and the next constraint becomes scaling the business itself. We talk about building systems, hiring key team members, and increasing deal flow to match investor demand. Tune in if you want to grow from scrappy operator to true business owner. Resources mentioned in the episode: Cory Harelson Website Interested in learning how to take your capital raising game to the next level? Meet us at Capital Raiser's Edge. Learn more here: https://raisingcapital.com/cre

For episode 682 of the BlockHash Podcast, host Brandon Zemp is joined by Sydney Huang, Founder of HumanAPI at ETHDenver. Sydney Huang is the Founder of Human API and CEO of Eclipse, where she leads product and strategy for AI-native infrastructure. She launched Turbo Tap, scaling it to 300K users, 50K DAU, and 22B+ in-game transactions, and has held product roles across Web3 projects including DeGods, y00ts, and Unstoppable Domains. Previously, she worked in M&A and Venture Capital at Dell Technologies and is a Babson College graduate.

Send a textSteven Pope, founder of My Amazon Guy, shares insights on hiring first employee and navigating the early stages of `startup` growth. Learn practical `business tips` on `how to hire employees for a small business` and understand the mindset needed for `entrepreneurship`.Hiring a first employee comes down to solving one clear problem instead of chasing perfect resumes. This video explains simple hiring choices, task testing, and early delegation for small business growth. Learn how founders use first hires to free time, close more work, and build steady operations.If hiring feels stuck or risky, talk to someone who has built teams from zero and fixed it fast: https://bit.ly/4jMZtxu#FirstHire #HiringTips #BusinessGrowth #EntrepreneurAdvice #TeamBuilding--------------------------------------------------------------------------Want free resources? Dowload our Free Amazon guides here:Amazon Proft Margin Defense 2026: https://hubs.ly/Q042trRH0Amazon PPC Guide 2026 is here!: https://bit.ly/4lF0OYXAmazon SEO Toolkit 2026: https://bit.ly/4oC2ClTAmazon Seller Strategy Report 2026: https://bit.ly/3YN1RME2026 Ecommerce Website & SEO Readiness Checklist: https://hubs.ly/Q040Jg0M0Amazon Crisis Kit: https://bit.ly/4maWHn0TIMESTAMPS00:25 – Why founders delay the first hire01:20 – Hiring to remove work you hate doing02:05 – Why skills matter more than resumes02:55 – First hire with no SOPs in place03:45 – Managing a first virtual assistant04:35 – Checking work early to avoid mistakes05:30 – Solving one problem before adding more06:20 – Delegating work you already know07:25 – Why founders must cover every role early08:10 – Finding your first hire through networks09:05 – In-person vs remote first employees10:00 – Keeping hiring simple at the start________________________________Follow us:LinkedIn: https://www.linkedin.com/company/28605816/Instagram: https://www.instagram.com/stevenpopemag/Pinterest: https://www.pinterest.com/myamazonguys/Twitter: https://twitter.com/myamazonguySubscribe to the My Amazon Guy podcast:My Amazon Guy podcast: https://podcast.myamazonguy.comApple Podcast: https://podcasts.apple.com/us/podcast/my-amazon-guy/id1501974229Spotify: https://open.spotify.com/show/4A5ASHGGfr6s4wWNQIqyVwSupport the show

In this episode of The Friday Habit, host Mark Labriola II sits down with serial entrepreneur Jay Sapovits, a builder who knows firsthand how to turn setbacks into springboards.Jay shares his raw journey—from early success in sports media and private aviation, to losing everything during the financial crisis, to rebuilding and scaling Inked, a custom merch company on track to surpass $5M in revenue.

How many times have you said, "We had such a great interview," only to be thinking 60 days later, "How did we get this so wrong?" Staffing is still the #1 issue in practices, but what if the sustainable fix isn't another job post? What if it's understanding who you're hiring (before you hire them) and knowing how to develop them once they're on your team? In this episode of Power Hour, Eugene Shatsman sits down with Kati Lechner, Senior Director of Learning at Wonderlic, who has spent 20 years in the science of selecting and developing great talent derived from evidence-based hiring. And by the way, PowerPractice has established a partnership with Wonderlic to provide eye care practices with direct access to these assessment tools. If you're interested in exploring how Wonderlic Select or Develop could support your hiring or team development strategy, you can reach out to PowerPractice and reference this episode to learn more about available options and next steps at https://powerpractice.com/hire-smarter/ 

If your equipment business struggles to find employees, you're not alone. Across all industries, businesses are battling to find anybody who will take their jobs...skilled or unskilled. And business owners are understandably frustrated. However, so are many young people. Some graduate college and can't get a job. Others can't seem to find their way, unable to connect their interests to a career and wage they can live on. Our guest expert this month, Alexandra Levit, brings fresh insight from her new book, Make School Work. This conversation will not only get you thinking about the key concept of work-based learning, it may inspire you to take action that will benefit both your dealership and your community. "Smaller companies are in the perfect place to accomplish a really meaningful work-based learning program," says Levit. If random acts of work-based learning aren't working – like doing one-off career fairs or giving one group of students a tour of your company – maybe it's time for something more intentional and long-lasting.  Is this about apprenticeships? Yes, but there's so much more. Will it be work for you? Yes, but it will be a worthwhile effort. Levit hands you ideas and resources for creating a work-based learning blueprint that fits your business. But don't worry: "You don't have to boil the ocean all at once," she adds. Join us for some new perspective on a nagging problem you might finally be able to fix.    Connect with Alexandra: LinkedIn   Connect with IEDA: Visit IEDA Group Website IEDA Events   Produced By: Social Chameleon

Our guest on this week's episode is Per Hong, senior partner and global lead of Kearney Foresight. By now we have all heard that the emergency tariffs placed earlier in the year were ruled illegal last week by the Supreme Court, but now we have new tariffs – and the potential of war with Iran. There is lots going on right now that could have major impacts on our supply chains. Our guest helps us to unravel it all and offers advice on how supply chain leaders should prepare for whatever is next.Have you ever heard of a pandemic echo?  Apparently that is what is happening right now within the parcel delivery fleet sector. Ben Ames helps us to understand what it means and why it is affecting parcel. More than half (55%) of supply chain leaders expect that advancements in agentic AI systems will reduce the need to hire for entry-level positions, and 51% say the technology will drive a shift to overall workforce reductions. That's according to a survey from business and technology insights company Gartner, released this week. We look at the numbers from this report and what they may mean for hiring in supply chain jobs going forward.Supply Chain Xchange  also offers a podcast series called Supply Chain in the Fast Lane.  It is co-produced with the Council of Supply Chain Management Professionals. The latest series is now available on Top Threats to our Supply Chains. It covers topics including Geopolitical Risks, Economic Instability, Cybersecurity Risks, Threats to energy and electric grids; Supplier Risks, and Transportation Disruptions  Go to your favorite podcast platform to subscribe and to listen to past and future episodes. The podcast is also available at www.thescxchange.com.Articles and resources mentioned in this episode:KearneyFleets adjust focus from efficiency to resilience, Geotab saysReport: Agentic AI to reduce entry-level hiring needsVisit DC VelocityVisit Supply Chain XchangeListen to CSCMP and Supply Chain Xchange's Supply Chain in the Fast Lane podcastSend feedback about this podcast to podcast@agilebme.comThis podcast episode is sponsored by: WernerOther linksAbout DC VELOCITYSubscribe to DC VELOCITYSign up for our FREE newslettersAdvertise with DC VELOCITY

What makes someone truly unrecruitable? In Part 1 of this conversation, Mike Lejeune sits down with Jonathan Whistman, CEO of WhoHire and author of Unrecruitable: How to Build a Team Your Competitors Can't Steal. Jonathan has built and sold companies, authored The Sales Boss, and now helps organizations use data and identity-driven leadership to build high-performance teams that competitors can't poach. This episode challenges conventional thinking about hiring, retention, and culture. In This Episode: Why every business is actually in the human business The biggest mistake leaders make in hiring Why "gut instinct" fails more often than we admit The Think–Feel–Act framework for engineering culture Why identity determines whether someone stays or leaves The real math behind finding top 5% performers Key Takeaways: Culture doesn't happen accidentally — it can be engineered. If you want different behavior, shape thinking first. Hiring is not an administrative task — it's a half-million-dollar decision. People don't leave jobs. They leave environments that don't fit their identity. Next Steps: Audit your hiring process — are you using data or gut? Define clearly: What do you want your people to think about your organization? Share this episode with a leader who is struggling with retention. Connect with Jonathan on LinkedIn: https://www.linkedin.com/in/jonathanwhistman/

This week on the Maximize Business Value Podcast, Amy Morin and Jonathan Reynolds conclude their discussion on how create high-performing teams, why peer accountability is critical for success, and how to define a "toxic boss." Don't miss the conclusion of this insightful two-part series!Tune in weekly to hear more from Mastery Partners and to receive relevant key content on your journey to maximizing your business value!#maximizebusinessvalue #masterypartners #JonathanReynolds #AmyMorin #BuildingLongTermValueGET THE BOOKS: Start with Maximizing Business Value by Tom BronsonLearn More about Amy MorinAmy Morin is an accomplished entrepreneur and Business Growth Coach who brings exceptional value to your network. She has an impressive background as a Certified EOS Implementer®, Outgrow Sales Advisor, and Certified Exit Planning Advisor®. What makes Amy truly remarkable is her real-world success. She co-founded and scaled a company from zero to $40 million in revenue across multiple states before executing a successful exit. Later, she purchased a struggling Montana fly-fishing resort, implemented effective systems and accountability measures, and transformed it into a profitable enterprise that she also successfully exited. Learn More about Jonathan ReynoldsJonathan Reynolds is a Visionary, entrepreneur, and game-changer who has led Titus Talent to the Inc 5000 list for SIX consecutive years. He brings nearly 20 years of experience in the recruiting industry to the table and is committed to equipping organizations with unique approaches to better understand their people, foster alignment, and create optimum performance among team members. Jonathan's passion and thought leadership shine through in the Talent Talks Podcast, an incredible resource that provides practical strategies and innovative ideas, centered around his people-first philosophy.Jonathan is a champion of generosity, and he has a never-ending commitment to creating a lasting impact in the lives of our people, partners, and the world. Last but certainly not least, Jonathan is a bestselling author of Right Seats, Right People: A Leader's Guide to Hiring and Developing Top Talent.Mastery Partners Elevating Businesses to Achieve The Business Owner's Dream Exit The unfortunate reality is that for every business that comes on the market (for whatever reason), only 17% of them achieve a successful exit. You read that right. 83% of attempted business transitions never reach the closing table. Mastery Partners is on a mission to change that. We ELEVATE businesses to achieve maximum value and reach that dream exit. Our objectives are simple - understand where the business is today, identify opportunities for dramatic improvement, and offer solutions to enhance the business, making it more marketable and valuable. And that all starts with understanding the business owner's definition of his or her dream exit. Mastery has developed a 4-Step Process to help business owners achieve their dreams. STEP 1: Transition Readiness Assessment STEP 2: Roadmap for Value Acceleration STEP 3: Relentless Execution STEP 4: Decision: Now that desired results are achieved, the business is ready for the next step in the journey! CONNECT WITH MASTERY PARTNERS TO LEARN MORELinkedInWebsite© 2025 Mastery Partners, LLC.

With increasing layoffs and the rapid rise of AI-assisted development, more professionals are considering entrepreneurship—especially in software. While AI tools have empowered non-engineering founders to build more independently than ever before, many still turn to managed services firms or external developers to bring their ideas to life. If you're planning to outsource software development—whether for a mobile app, web platform, backend system, or API—this guide outlines the critical considerations to help you avoid costly mistakes and reduce risk.

[Rerun] Dr. Kirk Honda talks with Humberto about using personality tests for hiring employees. October 25, 2017This episode is sponsored by BetterHelp. Give online therapy a try at betterhelp.com/KIRK to get 10% off your first month.Become a member: https://www.youtube.com/channel/UCOUZWV1DRtHtpP2H48S7iiw/joinBecome a patron: https://www.patreon.com/PsychologyInSeattleEmail: https://www.psychologyinseattle.com/contactWebsite: https://www.psychologyinseattle.comMerch: https://psychologyinseattle-shop.fourthwall.com/Instagram: https://www.instagram.com/psychologyinseattle/Facebook Official Page: https://www.facebook.com/PsychologyInSeattle/TikTok: https://www.tiktok.com/@kirk.hondaThe Psychology In Seattle Podcast ®Trigger Warning: This episode may include topics such as assault, trauma, and discrimination. If necessary, listeners are encouraged to refrain from listening and care for their safety and well-being.Disclaimer: The content provided is for educational, informational, and entertainment purposes only. Nothing here constitutes personal or professional consultation, therapy, diagnosis, or creates a counselor-client relationship. Topics discussed may generate differing points of view. If you participate (by being a guest, submitting a question, or commenting) you must do so with the knowledge that we cannot control reactions or responses from others, which may not agree with you or feel unfair. Your participation on this site is at your own risk, accepting full responsibility for any liability or harm that may result. Anything you write here may be used for discussion or endorsement of the podcast. Opinions and views expressed by the host and guest hosts are personal views. Although, we take precautions and fact check, they should not be considered facts and the opinions may change. Opinions posted by participants (such as comments) are not those of the hosts. Readers should not rely on any information found here and should perform due diligence before taking any action. For a more extensive description of factors for you to consider, please see www.psychologyinseattle.com(By The Daily Telegraph. Copyright holders of the image of Madeleine at three are Kate and Gerry McCann. The age-progressed image was commissioned by Scotland Yard from forensic artist Teri Blythe for release to the public. Both images have been widely disseminated by the copyright holders, and have been the subject of significant commentary., Fair use, https://en.wikipedia.org/w/index.php?curid=39861556)

If you lead people, hire talent, or care about performance, this episode will teach how to build neuro inclusive systems without chaos. In this powerful conversation with Dave Thompson, Author of Brainstorm: Neurodivergent Talent and the Future of Work; we break down why job descriptions, interviews, and workplace culture quietly filter out some of the most valuable minds in the room. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

When Curry Hagerty joined her sister's jewelry brand in 2020, it was generating about $100,000 a year. By clearly splitting the founder and CEO roles and stepping out of the day-to-day grind, they scaled Hart Jewelry to a projected $20 million business with more than 100 employees. Fore more on Hart and show notes click here Subscribe and watch Shopify Masters on YouTube!Sign up for your FREE Shopify Trial here.

In this episode of Startup Hustle, Matt Watson interviews Krishna Oza, founder and COO of Git Hired, discussing the challenges of hiring software engineers, particularly for startups. Krishna shares his personal experiences that led to the creation of GitHired, an AI-driven platform designed to help startups find the right technical talent based on proof of work. The conversation delves into the unique needs of early-stage developers, the importance of product thinking, and how GitHired identifies and surfaces 10x engineers. Krishna also discusses the business model of GitHired and the struggles faced by startup founders in finding suitable engineering talent.TAKEAWAYSKrishna's personal experience with hiring challenges inspired GitHired.Startups need engineers who can match their fast-paced environment.Early-stage developers are builders who understand product development.Product thinking is crucial in today's AI-driven landscape.10x engineers possess product vision and minimal organizational friction.Get Hired surfaces hidden engineering talent through GitHub analysis.The platform creates one-page portfolios for applicants based on their work.Complexity of projects is a key factor in evaluating candidates.The business model includes a flat fee for successful hires.Startup founders often struggle to find engineers who can build for users.⏱️ Episode Breakdown00:00 The Genesis of GitHired03:01 The Ideal Early Stage Developer07:01 The Importance of Product Thinking10:10 Identifying 10x Engineers12:52 The Role of Proof of Work20:09 Business Model and Market Fit23:40 Startup Founder StrugglesLinks & ResourcesConnect with Krishna Oza on LinkedInWhat Smart CTOs Are Doing Differently With Offshore Teams in 2025Subscribe to the Global Talent SprintFull Scale – Build your dev team quickly and affordablyIf you're trying to get your team out of the basement and into real product ownership, this episode is your playbook. Stop being a ticket factory. Build teams that think, create, and lead.Follow the show, rate it, and send this to someone who's still trying to do “real Scrum.” They need it more than you do.

Hiring is one of the most important decisions a business owner will make.And one of the riskiest.In this episode, we walk business owners step-by-step through our hiring process — the exact framework we've refined over years of building PelvicSanity and teaching those in our Rising Mentorship programs.We cover:

Meet Your All·in·One Creator Store (Stan)https://join.stan.store/the505podcastUnlock your first product and start getting paid as a creator (FREE download)https://the505podcast.courses/paidofferplaybookWhat's up Rock Nation! Today we're joined by Matt Gray, creator of Founder OS, who's built multiple eight-figure businesses and published over 36,000 pieces of content. In this episode, we break down the battle of longevity, why your leadership is the real cap on your success, what scaling from $1M to $10M actually demands, the hard lessons of hiring and firing, and how to build systems that let your personal brand become a real company, not just a content page.Check out Matt here:https://www.youtube.com/ ⁨@realmattgray⁩  https://www.instagram.com/matthgray/Timestamps00:00 – Intro00:01:07 – Paid Offer Playbook00:01:22 – First System That Changed Everything00:03:24 – Scaling Content While Traveling00:05:10 – Early Content Was Messy00:07:00 – Systems Born From Frustration00:08:03 – How the Content Waterfall Works00:10:25 – Generating Endless Content Ideas00:11:49 – Why Founders Burn Out00:13:14 – Founder Doubt: Quit or Push Through00:14:07 – Think Like an Investor, Not Founder00:15:19 – $1M vs $10M Systems Shift00:15:29 – Stan Store Sponsor Break00:16:02 – Scaling Requires Real Infrastructure00:17:16 – Hard Hiring Lessons00:18:17 – Moneyball Hiring Strategy00:19:37 – Hiring for ROI and Values00:23:09 – Firing 23 People in One Day00:26:20 – Slow Growth over Hyper Scaling00:27:30 – Defining Success as Peace00:28:10 – Are Systems Only for Big Teams?00:29:02 – Systems Create the Success00:30:16 – Simple Way to Document Systems00:31:20 – Using AI to Build Systems00:33:17 – Is Personal Branding Optional?00:35:19 – Disrupting Your Business Every Year00:37:00 – AI Is an Opportunity00:41:43 – Minimalism and Experiences Over Things00:43:44 – Why He Started His Personal Brand00:44:29 – Low Testosterone Wake-Up Call00:45:52 – The Artist's Way Changed Everything00:48:05 – Why Storytelling Scales Your Brand00:49:44 – Emotional Connection Beats Tactics00:50:35 – Why Most Brands Aren't Unique00:51:26 – Caring Is the Differentiator00:59:07 – Trust Takes Time and Touchpoints00:59:59 – The Skeptic Buyer Mindset01:00:25 – Are Founders Looking for Exits?01:01:04 – Why Exits Are a Lottery Ticket01:02:18 – Cash Flow vs Chasing Liquidity01:04:02 – Building for Freedom, Not Headlines01:06:11 – Why Most Founders Stay in Operations01:08:27 – The Real Goal is Time Autonomy01:10:03 – Escaping the Founder Bottleneck01:12:14 – Designing a Business That Runs Without You01:14:49 – Revenue vs Lifestyle Alignment01:17:06 – When Growth Becomes a Trap01:19:32 – The Hidden Cost of Ambition01:21:18 – Identity Tied to Your Business01:23:07 – Building Something You Don't Resent01:25:41 – Systems as Emotional Insurance01:28:10 – Why Simplicity Wins Long Term01:30:55 – Complexity Kills Margin01:33:22 – Founder Energy Is the Constraint01:35:48 – Scaling Without Losing Soul01:38:16 – Trust Compounds Over Time01:40:07 – Why Distribution Beats Perfection01:42:33 – Obsession With Craft01:44:58 – Caring Is a Competitive Advantage01:47:21 – Playing the Long Game01:49:39 – Building a Brand That Endures01:52:12 – Peace Is the Real KPI01:54:49 – The After Party If you liked this episode please send it to a friend and take a screenshot for your story! And as always, we'd love to hear from you guys on what you'd like to hear us talk about or potential guests we should have on. DM US ON IG: (Our DM's are always open!) Bfiggy: https://www.instagram.com/bfiggy/ Kostas: https://www.instagram.com/kostasg95/

Attracting A-players begins with setting the standard yourself. Hiring is something most business owners are not trained to do, but if you're going to be growing your team, it's an important part of the process to get right. Bringing the right people onto your team can be the biggest needle mover in your business...or one of the biggest sources of pain if you don't do it right. In this episode, we're exploring the four core pillars that help you build an incredible team. There are certain aspects of working as a team you can't train for, and figuring out if your candidate has those A-player traits sooner rather than later can save you regret in the long run. In this episode, you will learn about: The mindset that will get you mediocre talent every time (and how to shift it). What A-players are actually looking for when they go into the hiring process. What you have to nail down before you write a job description. A lesson in hiring I had to learn the hard way, and how you can avoid it. How your company culture acts as a magnet and a filter. The single best way to see how someone actually works and solves problems. Changes and mindset shifts you can start making today to hire better people. How getting hiring right from the very beginning can lead to exponential growth.     Check out The Pink Skirt Project, happening July 9-10, 2026 in Kelowna, BC, Canada.   Want to get unstuck, feel more confident and surround yourself with women ready to help you climb? Join The Pink Skirt Society.   Got a minute? I would love a review! ⭐⭐⭐⭐⭐ Click here, scroll to the bottom, tap, and give me five stars. Then select "Write a Review." Make sure to highlight your favorite bits. Subscribe here. Connect with Renée: @renee_warren www.reneewarren.com

What if the real measure of success isn't how much you achieve, but how intentionally you spend your time? We sit down with Daren Blonski—founder of Fermata Advisors, including Sonoma Wealth Advisors and related firms—to unpack how he built a fast-scaling advisory enterprise by designing for freedom first. Darren shares why leaving a high-travel consulting career forced him to redefine success, and how a clear, values-driven schedule helped him be present at home and decisive at work.We walk through his simple, powerful calendar architecture—days working in the business, on the business, and in renewal—and how mapping years in advance creates permission to focus without guilt. Daren explains how he hires complements using the DISC framework, pairing visionary drive with detail excellence to eliminate bottlenecks. He opens the playbook on scaling during uncertainty: pivot fast, pursue green lights, and keep culture practical. Along the way, we dig into his 10% rule for personal reinvestment through masterminds and coaching, and why curating the right rooms accelerates leadership growth.Feedback takes center stage as Daren reframes it as data, not drama. He shares a no-cringe tactic to raise feedback quality—ask every team member, “What are your expectations of me?”—and highlights the obligation to follow through. We close with the habits that sharpen decision-making under pressure: pre-dawn reading to expand perspective, hard training to discharge stress, and sleep as a non-negotiable lever for cognition and steadiness. If you lead a growing team and crave clarity, presence, and sustainable performance, this conversation gives you concrete tools to design your time and think like the CEO your business needs.Enjoyed the episode? Follow the show, share it with a friend, and leave a quick review to help more leaders find these conversations.In this podcast you will learn about:• Redefining success around time freedom• Moving from consulting to a life-centered business• Choosing financial planning as an entrepreneurial medium• Evolving from practitioner to CEO across growth stages• Leading with presence and credibility• Hiring complements using DISC to fill gaps• Scaling through pivots and “pursue green lights” values• Investing 10% in masterminds and coaching• Treating feedback as data and filtering projections• Morning reading, hard training, and sleep for sharper decisionsHighlights:0:00Rethinking Success Through Time2:55Leaving Consulting To Build A Life5:30Choosing Financial Planning As A Medium8:25Evolving From Soloist To CEO10:55Designing Work, On-Work, And Renewal14:20Presence As A Leadership Advantage17:05Building Teams With DISC Strengths20:10Scaling Through Pivots And Principles23:00Masterminds, Coaches, And The 10% Rule26:05Feedback As Data, Not Drama29:05A Better Way To Ask For Feedback32:10Morning Learning, Training, And Sleep35:00Where To Find Darren & ClosingIf you were truly leading at the level your vision requires, what decision would you make this week?I provide strategic coaching for high-performing financial advisors, service-based business owners, and leaders who want coaching that goes beyond accountability. I partner with you to execute on your vision and focus on what truly drives results: executive presence, leadership development, scaling, and prioritization.The outcome: you realize your full potential, influence and inspire others, and lead a high-impact business that reflects your next-level goals.To explore if coaching is the right fit, email me...

This week, we're joined by Alexis Gauba, Co-Founder of Raindrop, an AI native observability platform built for agents in production.Alexis breaks down why operating agents is fundamentally different from monitoring traditional software. As systems shift from deterministic code to probabilistic behavior, dashboards alone are not enough. Teams need to detect unknown issues, track signals like forgetting, and understand long agent trajectories across millions of AI events.We discuss why agent observability has become essential over the past year, what makes agent infrastructure distinct from prior platform shifts, and when internal tooling stops scaling. Alexis also explains Raindrop's approach to production monitoring, combining explicit signals with automated detection to help teams not just find issues, but fix them.Episode chapters:2:05 - Founding Raindrop3:54 - Building with Close Friends5:44 - What Raindrop Actually Does7:45 - The Reliability Challenge of Agents9:55 - Monitoring Agents at Scale14:45 - Experiencing the Pain Firsthand18:00 - The Rise of Agent Infrastructure22:17 - Internal AI Use Cases24:07 - Hiring for Initiative and Ownership28:30 - The Power of Multitasking32:06 - Quick Fire Round This episode is brought to you by Grata, the leading deal sourcing platform for private equity. Grata's AI powered search, investment grade data, and intuitive workflows help you find and win the right deals faster. Visit grata.com to book a demo.This episode is also sponsored by Overlap, the AI powered app that uses LLMs to surface the best moments from any podcast. Overlap reads full transcripts, finds the most relevant clips, and stitches them into a personalized stream of insights. Tap into podcasts as a real information source with Overlap 2.0, now available on the App Store.

In Episode 87 of The Backyard Bouquet Podcast, Jennifer sits down with Jenny Rae Swan, founder of Flowerwell, a cut flower farm and floral design studio in Rochester, New York.As a first-generation farmer, Jenny Rae didn't grow up in agriculture, but she followed her pull toward flowers and built Flowerwell from a small plot on a neighboring blueberry farm into a thriving flower farm and design business. In this conversation, she shares what it really looks like to start a flower farm without a roadmap and steadily scale it over time.Jennifer and Jenny Rae discuss:• Starting a flower farm without farming experience• Scaling from a small growing space to multiple acres• Hiring and building a farm team• Balancing the roles of farmer and florist• Navigating growth, risk, and long-term vision• Lessons learned from nearly a decade in businessIf you're dreaming about starting a flower farm, actively growing one, or wondering what the next level looks like, this episode offers honest insight into the realities of building something sustainable in the floral industry.Whether you're a backyard grower or working toward full-time flower farming, Jenny Rae's story is a reminder that growth happens season by season, and that you don't need to have it all figured out to begin.Connect with Jenny Rae at Flowerwell:Website: https://www.flowerwellny.comInstagram: https://www.instagram.com/flowerwellnySign up for our podcast newsletter: https://bit.ly/thefloweringfarmhousenewsletterJoin Us At The Profitable Dahlia SummitThe first-ever virtual summit focused exclusively on growing dahlias for profit is here!Join us March 3–4, 2026 to learn from experienced dahlia growers who are selling bouquets, tubers, CSA shares, event tickets, and more — and doing it profitably.You'll walk away with real strategies to turn your passion into income, even if you're just getting started.Save your spot here: https://thefloweringfarmhouse.mykajabi.com/profitabledahiliasummit/

Are you the only person your builders call when something goes wrong? Most subcontractor owners don't realize they've accidentally become their company's full-time account manager, and it's the reason they can't step away from the business.In this episode, Khalil and Martin break down why this happens, what an account manager actually does (and how it's different from a project manager), and how to build this role into your company so you can stop being the bottleneck.What You'll LearnThe critical difference between an account manager and a project manager, and why confusing them creates chaosWhat the full account manager workflow looks like from discovery and onboarding through post-installHow to find, develop, and compensate the right person for this role inside your companyWhy proactive communication changes the power dynamic between subs and buildersHow to use the 80/20 rule to decide which builder accounts deserve dedicated managementKey Topics & Timestamps01:00 - Episode Intro06:54 - Account Manager vs. Project Manager: Process vs. People + One Point of Contact14:48 - Hiring & Incentivizing Great Account Managers (Homegrown Traits + Pay Structure)18:49 - What Great Account Managers Actually Do (Advocate, Proactive, Problem-Solver)23:47 - Defining the Role: Not Sales, Not PM — Owning the Builder Relationship26:24 - The Account Manager Workflow: Onboarding → Pipeline → Quote → Production → Post-Install + Scaling Tips Key TakeawaysIf every builder calls you directly when something goes wrong, you've become your company's account manager, whether you intended to or notStart building this role by documenting exactly what you do for your top builder relationships so the process can eventually be transferredGrow your account manager internally; external hires lack the institutional context needed to be effectiveThe account manager must have full context across sales, production, and install to make the same quality decisions you wouldCompensate this role well with a strong base plus account-based incentives; they are essentially an inside salesperson for your most valuable relationshipsBegin with one key account and your most reliable employee before expandingResourcesTodd Hagopian and the 80/20 (Pareto) principle for prioritizing accounts⁠⁠⁠Implementing AI in Your Business Workshop Sign-Up ⁠⁠⁠24 Things⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Construction Business Owners Need to Successfully Hire & Train an Executive Assistant⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Schedule⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ a 15-Minute Roadblock CallBuild a Business that Runs without you. Explore our⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ GrowthKits⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Need Marketing Help? We Recommend⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Benali⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Need Help with podcast production? We recommend⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Demandcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Checkout ⁠⁠⁠⁠⁠Quo⁠⁠⁠⁠⁠ More from Martin Holland⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠theprofitproblem.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠annealbc.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠   ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Email Martin⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Meet With Martin⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠More from Khalil⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠benali.com ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Email Khalil⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Meet With Khalil⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠More from The Cash Flow ContractorSubscribe to our⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube channel⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Subscribe to our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Newsletter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow On Social:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠X(formerly Twitter)⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Visit our ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Email⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ The Cashflow Contractor

In episode 241, Coffey talks with Neil Katz news and media items from the past month, including who HR is “for”, managing AI agents, and mental-health-related gaps in employment.  They discuss HR's responsibility to conduct impartial workplace investigations based on evidence; the misconception that HR exists primarily as employee advocates; aligning HR strategy with revenue, margin, and organizational mission; the decline of transactional HR through automation and outsourcing; fractional HR leadership for small and midsize businesses; managing autonomous AI agents within organizational structures; developing AI operational literacy and new leadership competencies; redefining KPIs in an AI-enabled workplace; and best practices for addressing employment gaps during hiring.  For HR teams who discuss this podcast in their team meetings, we've created a discussion starter PDF to help guide your conversation. Download it here https://goodmorninghr.com/EP241  Media mentioned in this podcast:   If HR Isn't There to Help You, Who Is HR For? — Dallas Employment Lawyer Blog — February 9, 2026 To Thrive in the AI Era, Companies Need Agent Managers How do explain a gap year taken for mental health. : r/jobsearchhacks  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:  Neil Katz is the founder and CEO of Exceptional HR Solutions, a leading provider of fractional HR leadership for small and mid-sized businesses across the U.S. With over 25 years of experience at the intersection of people and business strategy, Neil leads a national team of 20+ seasoned HR partners dedicated to helping companies scale, evolve, and thrive. His firm delivers end-to-end HR solutions—from talent acquisition and organizational development to compliance, culture, and leadership alignment.  Under Neil's leadership, Exceptional HR Solutions has become a go-to resource for growth-focused companies in industries ranging from retail and healthcare to manufacturing, technology, and professional services. He is widely recognized for building agile, scalable HR infrastructures that empower leadership, strengthen teams, and deliver measurable business impact. While his primary focus is on growing Exceptional HR Solutions, Neil also serves selectively as an executive advisor, helping founders, CEOs, and leadership teams navigate strategic and organizational change. He holds an MBA from Amberton University, a BA in Business Administration from Texas Lutheran University, and advanced training in executive coaching from the University of Texas at Dallas. He is SHRM-certified and respected for his strategic insight and people-first leadership style. Neil is a frequent guest on industry podcasts and a sought-after speaker at conferences and webinars, where he shares practical insights on fractional leadership, scalable HR strategies, and the evolving role of human resources in high-growth environments.  Outside of his professional work, Neil serves on the board of Hope International, a Dallas-based adoption agency, and previously served on the board of directors at Halo Senior Care, a for-profit business focused on elder care. He has also served with nonprofit organizations such as Gift of Adoption, reflecting his deep commitment to service and community.  Neil Katz can be reached at  https://exceptionalhrsolutions.com https://www.linkedin.com/company/exceptional-hr-solutions https://www.facebook.com/exceptionalhrS https://www.instagram.com/exceptional_hr_solutions_ https://twitter.com/exceptional_hrs https://www.youtube.com/@ExceptionalHRSolutions  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: Understand how HR can balance legal compliance with business performance and employee trust. Identify emerging le...

In this episode of Sparking Success, host Aaron Opalewski discusses effective strategies for hiring and retaining talent in the skilled trades sector. He emphasizes the importance of career path programs and apprenticeship opportunities as key factors in employee retention. By investing in the development of employees and providing clear advancement opportunities, companies can significantly extend the lifecycle of their workforce, leading to greater productivity and profitability.TakeawaysThe best companies have a career path program.Investing time in employee development is crucial.Apprenticeship programs help in retaining talent.Retention can be significantly improved with clear advancement opportunities.Companies can extend employee lifecycle from months to years.Career pathing can lead to a more engaged workforce.Long-term development is beneficial for both employees and employers.Hiring for cultural fit is essential for retention.Reducing turnover saves costs on retraining.Employees should consider long-term growth opportunities when choosing a job.Chapters00:00 Introduction to Skilled Trades Hiring and Retention03:03 Career Path Programs: A Key to Retention05:44 The Importance of Apprenticeship Programs08:19 Long-Term Career Development in Skilled Trades

Train with the best BJJ specific trainers in the world-- iOS: https://apps.apple.com/us/app/bulletproof-for-bjj/id6444311790Android: https://play.google.com/store/apps/details?id=com.bulletproofforbjj&utm_source=na_MedGet the plastic free rash guard that won't f*** you up -- https://www.alchemical.com.auStay hydrated with Sodii & get 15% OFF: BULLETPROOF15 https://sodii.com.au/bulletproofGet up on the BEST nutrition bar for BJJ athletes -- https://raisednutrition.com CODE: BULLETPROOF

Summary Book a Strategy Call In this episode of Leadership on the Links, we sit down with two seasoned golf industry veterans — Bill Langley, retired General Manager & CEO of the Club at Quail Ridge, and Clark Jones, longtime Greens Chairman at The Country Club in Pepper Pike, Ohio and Gulfstream Golf Club — to explore what it truly takes to build a high-performing club from the inside out. Hosted by Tyler Bloom of Bloom Golf Partners, this conversation dives deep into the critical relationships that make or break a club's success: GM-superintendent dynamics, greens committee communication, member expectations, and the hiring practices shaping the next generation of golf course leaders. Whether you're a superintendent, club manager, Greens Chair, or aspiring industry professional, this episode is packed with hard-won wisdom you won't find in a textbook. What You'll Learn: The GM-Superintendent Relationship: Why mutual respect and open communication are the foundation of any successful club — and how to build that relationship even when leadership isn't proactive about it. The Role of the Head Golf Professional: How the golf pro acts as the "bank teller" of the club — hearing member feedback first — and why looping them into agronomic decisions is a game-changer. Greens Committee Best Practices: What makes a greens committee effective, how to involve diverse member voices (high and low handicappers, male and female), and why a mission statement can serve as your anchor when things get turbulent. Setting Realistic Member Expectations: How to communicate challenges outside the superintendent's control — like weather — and why having a communication infrastructure in place makes those tough conversations easier. Budgeting & Capital Projects: How GMs and Greens Chairs evaluate capital improvement requests, why a well-built business case matters, and how to frame a conversation around ROI rather than just agronomic necessity. Hiring for Cultural Fit: What hiring committees are really looking for beyond technical skills — leadership, emotional intelligence, attention to detail, and workplace culture. The Power of a Portfolio: Why a well-crafted interview portfolio can differentiate you from a sea of similar resumes, what to include (before/after photos, behavioral reports, SOP examples), and how to strategically deploy it throughout the process. Title Inflation in the Industry: A candid conversation about the rise of "Director of Agronomy" titles and what committees actually look for beyond the label. Book Recommendations: Unreasonable Hospitality by Will Guidara and Sea Stories by Admiral William McRaven — two reads that connect service, leadership, and attention to detail in ways that translate directly to club management. Timestamps: 00:00 – Welcome & Introductions 02:00 – The GM-Superintendent relationship: lessons from 40 years in the club business 05:50 – How superintendents can proactively build relationships with their GM 07:30 – Greens committee communication and the "left hand / right hand" problem 10:00 – Creating a club mission statement to anchor tough conversations 13:00 – Managing member expectations and handling weather challenges 20:00 – The superintendent-golf pro relationship: why it may be the most important one at the club 28:00 – How greens committees effectively evaluate capital budgets and equipment requests 40:00 – What hiring committees really want: leadership, culture, and attention to detail 54:00 – Navigating Director of Agronomy vs. Superintendent title distinctions 01:03:00 – Interview portfolios: what works, what doesn't, and how to stand out 01:07:00 – Favorite leadership & hospitality book recommendations 01:09:00 – Closing thoughts and takeaways    

What does it really take to scale a law firm profitably? In this episode of the Managing Partners Podcast, Kevin Daisey sits down with Brooke Lively, law firm growth expert, EOS implementer, and founder of CathCap, to unpack why most attorneys struggle to run their firms like businesses. From costly hiring mistakes that can exceed 150,000 dollars per attorney to the six key components of EOS, this conversation dives deep into execution, accountability, leadership, and culture. Brooke explains how law firm owners can move from chaos to clarity using 90-day rocks, measurable data dashboards, core value alignment, and process optimization. They also discuss the biggest myth about self-implementing EOS and why most firms only scratch the surface without guidance. If you are a managing partner looking to improve law firm profitability, build a self-managing team, reduce turnover, and create scalable systems, this episode delivers practical strategies you can implement immediately. Today's episode is sponsored by The Managing Partners Mastermind. Click here to schedule an interview to see if we are a fit. Chapters (00:00:00) - How to Build a Million- Dollar Firm(00:00:32) - Brooke Lively On The Managing Partners Podcast(00:01:16) - When You Should See Your Match Again(00:01:50) - How to Build a Law Firm on EOS(00:05:49) - How to Use EOS to Scale Your Law Firm(00:12:12) - Six Key Components to Getting Your Book Done(00:13:10) - Six Areas of Strengthening the Firm(00:14:23) - The next thing is data. And then that's.(00:15:12) - The 5 Components of a Strategic Plan(00:18:48) - Hiring in the Age of EOS(00:21:56) - How to Fill a Position(00:24:46) - The 3-Step Process for Growing Your Firm(00:28:38) - Core Values vs Accidental Values(00:31:54) - EOS: Scaling Law(00:33:37) - EOS for Law Firms: Connect with Brooke Scaling Law

hema.to is building AI-powered diagnostic infrastructure for cytometry—a specialized area of laboratory medicine analyzing immune system data to detect blood cancers like leukemia and lymphoma. Unlike radiology or pathology where AI solutions are abundant, cytometry has remained largely untouched by the AI wave, creating both opportunity and isolation for the Munich-based company. In a recent episode of BUILDERS, we sat down with Karsten Miermans, CEO at hema.to GmbH, to discuss why they're deliberately keeping sales founder-led despite having paying customers, how South America became an unexpected beachhead market, and what it actually means to build infrastructure versus point solutions in healthcare. Topics Discussed:  From consulting project to venture-backed company: recognizing scalability in hindsight  The workflow integration problem killing healthcare AI implementations  Infrastructure versus technology: why healthcare AI isn't just about the algorithm  Learning ideal customer profile after 18 months of being "all over the place"  Why South America's governance structure enables faster adoption than the US  Resisting the urge to hire sales before achieving true repeatability  The 10-year vision: shifting from "watch and wait" to "predict and prevent" in immune disease GTM Lessons For B2B Founders: Pattern matching fails when you're an outsider—budget 18+ months to find your beachhead: Karsten assumed every application of their diagnostic method was the same and spent a year and a half "blue eyed" (naively optimistic) before identifying their true ICP. The outsider advantage lets you reimagine workflows insiders can't, but you'll incorrectly assume transferability across use cases. Don't expect repeatability in year one when entering regulated, workflow-dependent markets. Infrastructure requires multi-stakeholder orchestration—resource for enterprise complexity from day one: Karsten distinguishes technology (point solutions, single users) from infrastructure (shared resources requiring data exchange and workflow integration). In healthcare, this means integration into hospital systems, databases, and electronic health records across multiple stakeholders. "Every sale becomes enterprise sales" even for individual labs because of this infrastructure requirement. Founders building horizontal platforms should model sales cycles and resource requirements as enterprise from the start, regardless of deal size. Your ICP is cognitively overloaded—they won't understand your category innovation: Doctors are "under so much pressure that they just don't have any cognitive capacity left" to philosophically evaluate why AI might be difficult to implement or how infrastructure differs from technology. They need problems solved within their existing mental models. Skip the category education. Frame everything as workflow enhancement, not innovation. Let sophistication emerge through implementation, not pitch decks. Revenue doesn't equal repeatability—know when you're still in discovery mode: Despite having paying customers, Karsten explicitly states "we're not at product-market fit yet" because they're "discovering and learning things with every new laboratory hospital" around data privacy, integration, and AI deployment. The PMF signal isn't customer count or revenue—it's when the process becomes predictable, customers refer others, and you stop discovering new requirements. Hiring sales before this point scales complexity, not revenue. Regulatory friction determines market sequencing, not just market size: US governance complexity turns every deal into heavy enterprise sales with "many stakeholders," while South America proved "much more willing to move with fewer processes," making them "just much faster to adopt innovative technology." This wasn't strategy—Karsten's CTO speaks Spanish through a personal connection. But the lesson transfers: for infrastructure plays in regulated markets, test adoption velocity in lower-governance environments first to build proof points, even if TAM looks smaller on paper. In healthcare, marketing is clinical evidence—customer success creates your GTM flywheel: Karsten spends minimal time on marketing because beyond the first 5-10 users, doctors "want to see clinical evidence, they want to see papers, they want to see maybe that a friend of theirs is using it." Marketing in healthcare isn't content or demand gen—it's peer validation and published proof. Founders should structure early customer engagements to generate this evidence, not just revenue. The "marketing sales flywheel really does kick in much more once you have product market fit" because PMF enables the evidence generation required for credibility. // Sponsors: Front Lines — We help B2B tech companies launch, manage, and grow podcasts that drive demand, awareness, and thought leadership. www.FrontLines.io The Global Talent Co. — We help tech startups find, vet, hire, pay, and retain amazing marketing talent that costs 50-70% less than the US & Europe. www.GlobalTalent.co // Don't Miss: New Podcast Series — How I Hire Senior GTM leaders share the tactical hiring frameworks they use to build winning revenue teams. Hosted by Andy Mowat, who scaled 4 unicorns from $10M to $100M+ ARR and launched Whispered to help executives find their next role. Subscribe here: https://open.spotify.com/show/53yCHlPfLSMFimtv0riPyM

Live event info and tickets hereICE is scaling up, with rapid new hiring. So we ask, has training new officers changed? At what cost? Also, the Trump administration has plans to pour billions of dollars into warehouses for mass immigrant detention centers, which can totally change the economy of some areas. We hear from a rural town in Georgia that wants an ICE facility in its own backyard. These episodes were originally published on Planet Money's sister daily podcast The Indicator.Pre-order the Planet Money book and get a free gift. /  Subscribe to Planet Money+Listen free: Apple Podcasts, Spotify, the NPR app or anywhere you get podcasts.Listen to the Indicator from Planet MoneyFacebook / Instagram / TikTok / Our weekly Newsletter.The episodes of The Indicator were produced by Julia Ritchey, with engineering by Jimmy Keeley. They were fact-checked by Sierra Juarez. Kate Concannon is our show's editor.This episode of Planet Money was produced by Luis Gallo, with help from James Sneed. It was edited by Planet Money's Executive Producer, Alex Goldmark.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

Becky is back with Lindsie to discuss major life transitions. Lindsie briefly opens up about her recent breakup and her commitment to a healing era. Lindsie shares her excitement over hiring a new personal assistant and Becky shares her newfound obsession with Gilmore Girls, and a very unpopular opinion. Lindsie and Becky for an honest talk about relationships, self-care, and moving forward with a little help from your friends.Time for a more healed version of Lindsie! For more Becky, follow her @Hayter25 and visit her at beckyhayter.comFollow us @TheSouthernTeaPodcast for more!Thank you to our sponsors!Cashapp: Download Cash App Today: https://capl.onelink.me/vFut/e2o0vzbq #CashAppPod. Cash App is a financial services platform, not a bank. Banking services provided by Cash App's bank partner(s). Prepaid debit cards issued by Sutton Bank, Member FDIC. See terms and conditions at https://cash.app/legal/us/en-us/card-agreement. Direct deposit and promotions provided by Cash App, a Block, Inc. brand. Visit http://cash.app/legal/podcast for full disclosures.Hers: Visit forhers.com/SOUTHERNTEA to get a personalized, affordable plan. Restrictions apply.Hiya: Receive 50% off your first order at hiyahealth.com/SOUTHERNTEAHomeServe: Go to HomeServe.com to find the plan that's right for you.Nutrafol: Get $10 off your first month's subscription and free shipping when you go to Nutrafol.com and use code SOUTHERNTEATempo: Visit TempoMeals.com/SouthernTea for 60% off your first box! Rules and restrictions may apply.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Can discipline really be taught, or are most leaders solving the wrong problem entirely? Darren Hardy shares a candid insight that reshapes how you think about performance, culture, and accountability. The answer may challenge years of conventional leadership wisdom and change how you build your team forever. OPERATION: SPEED: An All-New Strategic Briefing with Darren WEDNESDAY, MARCH 4th - 10AM PT | 12PM CT | 1PM ET Reserver Your Spot ==> https://darrenhardy.com/Speed Get more personal mentoring from Darren each day. Go to DarrenDaily at http://darrendaily.com/join to learn more.

Check out the podcast on Macslist here: (https://www.macslist.org/?post_type=podcasts&p=16651&preview=true) Hiring managers care about what you've achieved, not just what you were responsible for. On this episode of Find Your Dream Job, recruiter and HR professional Ashlie Journet explains why it's important to track your wins and talk about your impact. Many people overlook their own wins, so their resumes don't reflect the results they've delivered. Ashlie breaks down what employers look for, like evidence you saved time, cut costs, worked across teams, and solved problems. She suggests keeping a “brag book” to record achievements, feedback, and metrics so you're ready to confidently show up in your applications and interviews. Tailor each resume, highlight your strongest wins up top, and ask hiring managers about their challenges so you can show how your results meet their needs. Listen now to learn how to share your wins and stand out. About Our Guest: Ashlie Journet is a recruiter and HR professional and runs The Candidate Advocate Resume Writing Services.  Resources in This Episode: Connect with Ashlie on LinkedIn. Learn more about your ad choices. Visit megaphone.fm/adchoices

"Marketing is required in any business, and the marketing landscape is constantly changing. You have to evolve with it." In this episode, Heather and Jess Shirra break down what it actually looks like to evolve with the marketing landscape without burning yourself out or throwing money at strategies that don't move the needle in your unique business. This is a real conversation about the identity shift that comes with hiring a team, the weight of holding the bigger pieces alone, and why bringing in the right marketing leadership at the right time can change everything. If you've ever felt the pressure to "figure it out" yourself, questioned your strategy, or wondered whether you're investing in the right things, this episode will challenge how you think about growth, support, and building a business that honors your lifestyle, not just your revenue goals. What to listen for: ✨ The identity shift and initiation that come with hiring a team for your business ✨ How the heaviness of holding the bigger pieces can negatively impact your work ✨ Understanding the right hiring order for team members, and finding their best role "The CMO role is almost like having insurance for your marketing budget and marketing efforts. Someone inside your business is making sure you're not wasting money, spending too much, or focusing on the wrong thing,s and that every single little bit of energy, effort, revenue, like budget is being directed towards the most needle-moving things." ✨ Hiring a Chief Marketing Officer who honors your lifestyle and goals ✨ Why you need a marketing strategy and a dedicated lead-generation funnel ✨ The importance of asking for support in advance so you don't expect instant ROI "If you have a strong CMO, what that person will do is hear your ideas and then think about that in the bigger picture of where we're going, and this thing actually does make sense, or it's going to actually make that other thing faster or better." ✨ The importance of having a solid marketing strategy in place, even if you're new ✨ Building self-trust and navigating the lack of ethics in online marketing ✨ Understanding there's no one right way to market a business About Jess Shirra: Jess Shirra is a Fractional CMO and the founder of The CMO Office, where she partners with 7- and 8-figure creators and brands to bring them the clarity, direction, and leadership they've been missing in their marketing.  Over her 15-year career, she's led marketing for global brands like Lululemon, Pottery Barn, Strava, and Deloitte, and has supported top creators including Jenna Kutcher, Lori Harder, and Vanessa and Xander Marin. Jess' superpower is her ability to cut through the noise and help founders understand what their businesses truly need to grow. Connect with Jess: Website: https://www.thecmooffice.com/  Instagram: https://www.instagram.com/marketing.by.jess  LinkedIn: https://www.linkedin.com/in/jessicashirra/  *** For those of you who are ready to stop feeling drained, overextended, and out of alignment… join me for a one-on-one Time & Energy Audit, a focused session designed to help high-achieving women uncover what's draining them, clarify what truly matters, and create a simple plan that fits their life. We'll pinpoint your biggest time + energy leaks, identify the top areas to focus on for quick momentum, and map out exactly what to let go of so you can reclaim your energy, your time, and your joy. Ready to make your time work for you without adding more to your plate? Book a Time & Energy Audit: https://heatherchauvin.com/audit Apply for the next Coaching Cohort: https://heatherchauvin.com/apply Not ready for 1:1? Join the membership (cancel anytime): https://heatherchauvin.com/membership

On this episode, Alex Bozich is joined by Scott Agness of Fieldhouse Files to break down the program's hiring of Ryan Carr as the executive director of basketball.Support Inside the Hall and Podcast on the Brink with a donation: https://www.insidethehall.com/recommends/donate-to-inside-the-hall/ Subscribe to Peacock to watch Indiana men's and women's basketball: https://www.insidethehall.com/recommends/peacock (affiliate link) Subscribe to B1G+ to watch Indiana men's and women's basketball: https://www.insidethehall.com/recommends/big-ten-plus/ (affiliate link) Buy IU basketball tickets at Vivid Seats: https://www.insidethehall.com/recommends/vivid-seats (affiliate link)

What happens when hiring doesn't go the way you expected? Can you prepare for the hidden costs – financial and emotional – of building a group practice? What if your […] The post Building Great Lakes Online Counseling Week 10 with Joe Sanok: Failures in Hiring | POP 1347 appeared first on How to Start, Grow, and Scale a Private Practice | Practice of the Practice.

If you're trying to scale your advisory firm, there's a stage where things start to feel harder than they should. Everyone's busy. Communication gets messy. You're still producing, but you're also trying to lead a team that needs clarity, feedback, and direction.In this episode, I'm joined by Triad's Member Culture Coach, Kenzie Olejnik. Kenzie joined Triad in April of 2022, when we were right in the middle of the chaos as a new company. She helped us turn good intentions into an intentional culture built on clarity, communication, and shared language. You'll hear Kenzie talk about the simple culture moves that actually matter, how to onboard people in a way that builds trust and excitement quickly, and why you can't treat your team like an afterthought if you want clients to have a great experience in every interaction.3 of the biggest insights from Kenzie Olejnik…#1.) Clarity and Communication Fix More Than You ThinkKenzie breaks down why most culture problems aren't “people problems.” They're clarity problems in terms of who owns what, how decisions get made, and how teams communicate when things move fast.#2.) Treat Your Team Like Your Best ClientsFrom onboarding touchpoints to celebrating wins consistently, Kenzie explains how removing friction and making people feel seen creates a culture that scales and protects the client experience.#3.) The Shared Language That Holds the Line and Fosters AccountabilityWe get into why words like “family” can quietly undermine accountability, and how Triad built a shared language that made expectations clear and culture self-sustaining.FREE GIFT + JOIN THE DBDL INSIDER CREWToday's Gift: The Enneagram Cheat SheetDownload here: https://bradleyjohnson.com/157SHOW NOTEShttps://bradleyjohnson.com/157FOLLOW 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. 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. TP02265233532See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

What does it take to grow a business while setting high standard and holding your values close? Malaysia Speaks, owner of Paw Time Favorite Pet Sitting in San Antonio, shares her journey from working in the veterinary field to building a family-run business rooted in professionalism and heart. She and her husband intentionally structured their business from day one with strong policies, team support, and faith at the center. Malaysia discusses hiring early, trusting her team, maintaining client relationships, and ensuring quality care for every pet. Her story is one of perseverance, balance, and doing business the right way — for her family, her employees, and her clients. Main topics: Building a family-run business From vet tech to owner Hiring early and trusting team Establishing professional standards Client connection and community care Main takeaway: "I wanted to do it the right way from the beginning." That mindset set the foundation for Malaysia Speaks' success. Instead of rushing into business, she focused on structure, education, and integrity—making sure every system reflected professionalism and care. From hiring her first team member to building strong client relationships, her focus on doing things right created long-term stability and trust. For Malaysia, excellence isn't about perfection—it's about intentionality, faith, and consistency. Her journey reminds us that when you start with purpose, growth naturally follows. About our guest: Malaysia Speaks is the founder and co-owner of Paw Time Favorite Pet Sitting, based in San Antonio, Texas. A former veterinary professional with over eight years in the field, Malaysia turned her passion for animal care into a thriving family business alongside her husband, Jonathan. Together, they lead a ten-person team providing dog walking, pet sitting, overnights, and pet taxi services. Malaysia is a UTSA graduate, a proud mom of two, and a strong advocate for professional standards and family balance in the pet care industry. Links: Website: https://pawtimefavoritepetsitting.com Email: pawtimefavoritepetsittingllc@gmail.com Phone: 443-561-5466 Instagram: https://www.instagram.com/pawtimefavoritepetsittingllc Check out our Starter Packs See all of our discounts! Check out ProTrainings Code: CPR-petsitterconfessional for 10% off

In today's episode the boys break down their dangerous road trip traveling in a blizzard, and the shenanigans that happened at all the gas station stops. We then break down kens new house, his top of the line security system when he's moving in, and who's going to be taking care of it. Then we dive into Ryans fear of helicopters, skydiving, the 2026 snowmobile release, Evan being the smartest Cboy, Living on the moon, and whos planning Cjs bachelor party   To watch the podcast on YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://bit.ly/LifeWideOpenYT⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Don't forget to subscribe to the podcast for free wherever you're listening or by using this link: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://bit.ly/LifeWideOpenWithCboysTV⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ If you like the show, telling a friend about it would be amazing! You can text, email, or send this link to a friend: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://bit.ly/LifeWideOpenWithCboysTV⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ You can also check out our main YouTube channel CboysTV: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/c/CboysTV⁠⁠⁠⁠⁠⁠⁠  

In this episode, I'm answering your Instagram Q&As. I talk leadership, hiring with the three Cs, fitness tips for new dads, and setting boundaries with tech. I lastly address racing after The Last Dance.CHAPTERS:00:00 Why This Q&A Episode Exists10:17 Q1: The Mentor Who Shaped Me (Captain Angove)17:51 Q2: Hiring Red & Green Flags — The 3 C's + ‘Energy Vampires'27:07 Q3: Fitness Advice for New Fathers (Routine vs Responsibility)34:54 Q4: Leadership Lessons From the Last Year46:20 Q5: How BPN Operations Evolved: Vision, Focus, Systems, and ‘Unpurposeful Activity'52:42 Q6: Phone & Tech Boundaries: Social Media Fasts and App Blocking01:00:52 Final Q: Are Races/Preps Over? The ‘Last Dance' Mindset + Wrap-UpORDER MY BOOK HERE: ⁠https://www.amazon.com/Go-One-More-Intentional-Life-Changing/dp/1637746210FOLLOW:Become a BPN member FOR FREE - Unlock 25% off FOR LIFE ⁠https://www.bareperformancenutrition.com/collections/performance-nutritionIG: ⁠instagram.com/nickbarefitness/⁠YT: ⁠youtube.com/@nickbarefitness