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Here’s a clean, podcast-ready package you can drop into your show notes, plus chapters and sharp takeaways.

🎙️ Episode Summary

At UNLEASH 2026, Adam sits down with Safira CEO Aman Shah, a young founder taking a fresh swing at one of talent acquisition’s biggest bottlenecks: the broken application and screening process.

Aman shares the origin story behind Safira—born out of the frustrating reality new grads face today, where thousands of applications meet overwhelmed recruiters, creating what he calls an “AI slop cycle.” Instead of adding another tool to the stack, Safira flips the model by embedding AI interviewing directly into existing ATS platforms through lightweight APIs, enabling companies to screen candidates at scale without adding friction.

The conversation dives into what actually differentiates companies in a crowded AI hiring space (hint: it’s not the tech), why bias testing and explainability are mission-critical, and what it’s like building a company as a first-time founder navigating an ecosystem full of seasoned operators.

This is a candid, forward-looking discussion on the future of hiring—where AI doesn’t replace human judgment, but reshapes the front door of how talent gets seen, heard, and evaluated.

Chapters

00:00 – Cold open from the UNLEASH show floor
01:05 – Meet Aman Shah and the Safira origin story
02:10 – The “AI slop cycle” in modern hiring
03:30 – Why conversations beat resumes at scale
04:30 – What makes Safira different in a crowded AI market
06:00 – API-first approach and white-label ATS integration
07:15 – The real importance of bias testing in AI hiring
09:00 – Explainability, defensibility, and legal risk in AI decisions
10:30 – Challenges of being a first-time founder in HR tech
12:00 – Navigating industry events and learning the ecosystem fast
13:30 – Growth challenge: getting in more rooms, more conversations
15:00 – Building in a non-traditional, emerging tech category
16:30 – “Time capsule moment” and future vision for Safira
17:30 – Where to find Aman and Safira

Key Takeaways

1. The hiring funnel is fundamentally broken at the top
Thousands of applications + overwhelmed recruiters = low signal, high noise. AI isn’t just optimization—it’s filtration and intention.

2. The real opportunity is replacing resumes with conversations
A resume tells you what someone did. A conversation tells you who they are. AI enables that shift at scale.

3. Most AI hiring tech is not differentiated by the tech itself
The real differentiation is in distribution, integration, and workflow fit—not who has the “better model.”

4. Less tech, not more, is the winning strategy
Safira’s thesis is embedding into existing ATS platforms instead of becoming another standalone tool.

5. Bias and explainability aren’t features—they’re table stakes
If AI is making hiring decisions, companies need defensibility, transparency, and trust baked in from day one.

6. New founders have an advantage: fresh perspective
Not being deeply entrenched in HR/TA can actually unlock new ways of thinking about old problems.

7. Distribution is the hardest problem early-stage
The product resonates—but getting in front of the right people consistently is the real growth unlock.

8. Industry immersion accelerates learning exponentially
Aman highlights that a few conferences taught him more than months of solo research—proximity matters.

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Matt Charney is a prominent voice in the recruiting, talent acquisition, and HR technology space. As Principal Analyst for Industry and Markets at Kyle & Co, he covers startups, M&A, the TA ecosystem, strategic partnerships, and capital markets, providing deep analysis on HR tech funding, market strategy, and industry dynamics. He also serves as Executive Editor at Mediabistro and as an Editor at ERE Media, where he produces sharp, insightful content on the future of work, AI in hiring, recruitment marketing, and emerging trends, served with a side of snark. 

With over 15 years of experience, Matt has held leadership roles including Editor in Chief and CMO at Recruiter.com, partner and Managing Editor at Recruiting Daily (which he helped grow into a leading HR media brand), Chief Content Officer at Allegis Global Solutions, and Head of Industry & Product Marketing at SmartRecruiters. He began his career as a corporate recruiter for companies like Walt Disney and Warner Bros.

A graduate of the George Lucas School for Cinematic Arts at the University of Southern California, Matt also advises a variety of high growth HR Technology companies, including Humanly, Joveo, Dalia, Hiring Branch, HeyHire, Perfect Hire, Boon, Textio and Noota.

⏱️ Chapters

00:00 – Vegas banter & setting the stage
Light opening, personality, and rapport—setting the tone for an unfiltered conversation.

02:00 – “What do you actually do?”
Charney on connecting startups with capital—and “trolling” the industry as a side effect.

04:30 – From screenwriting to recruiting
A non-traditional path from Hollywood to corporate recruiting leadership.

08:00 – Why recruiting is still the best job in the world
The overlooked impact: changing lives through employment.

11:00 – Has recruiting actually changed?
Spoiler: not really. The goal is still making hires—everything else is layered complexity.

14:00 – The truth about AI in TA tech
AI as the latest buzzword cycle, echoing past trends like social recruiting and big data.

18:00 – The “AI anxiety” problem in HR
Why TA leaders feel behind—and why no one is actually ahead.

21:00 – Should recruiters become AI experts?
Charney pushes back: focus on business outcomes, not technical cosplay.

25:00 – Where AI actually works today
High-volume hiring as the strongest real-world use case.

28:00 – Where AI breaks down
Knowledge work, personalization, and the limits of automation.

31:00 – Tools that actually impress (Gamma, workflows, experimentation)
Practical use cases that genuinely save time and effort.

35:00 – LinkedIn, data control, and the real business model
Why LinkedIn doesn’t need to “win” recruiting—and why it won’t disappear.

40:00 – Why most new HR tech ideas fail
Recycled concepts, inherent bias, and “Chatroulette for jobs.”

44:00 – The next disruption: consolidation & enterprise integration
The future isn’t more tools—it’s fewer, integrated systems.

48:00 – VC, PE, and the business of HR tech
Private equity driving consolidation while startups chase valuation.

52:00 – Buzzword bingo & industry frustrations
AI, “human-centered,” and the marketing clichés that need to die.

55:00 – The 3 questions every vendor must answer

1. How do you make recruiting easier?
2. What do you do differently?
3. How do you make money?

58:00 – Final thoughts: stop chasing trends
Focus on outcomes, not tools. Recruiting is still about people.

🔑 Key Takeaways

1. Recruiting hasn’t fundamentally changed
Despite all the tech, the job is still about one thing: making hires. Everything else is noise layered on top.

2. AI is overhyped—but not useless
It’s real, but it’s being sold like every previous trend. The strongest use case today is high-volume hiring, not complex knowledge work.

3. No one is actually “ahead” in AI
The industry-wide anxiety about falling behind is misplaced. Most people are still figuring it out.

4. Stop trying to be a technical expert
Recruiters win by understanding the business and careers—not by pretending to be AI engineers.

5. The real problem isn’t time—it’s priorities
AI promises efficiency, but recruiters aren’t reinvesting that time into better hiring practices.

6. Most HR tech “innovation” is recycled
New tools often repackage old ideas with new buzzwords.

7. LinkedIn isn’t going anywhere
It’s not about recruiting tools—it’s about attention, content, and ad revenue.

8. The future is consolidation, not expansion
The fragmented HR tech stack will collapse into broader enterprise systems.

9. Private equity is shaping the space
PE firms are driving consolidation and determining which companies survive.

10. Focus on outcomes, not tools
The only question that matters: does this help make better hires, faster?

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What You’ll Learn

* How enterprise HR leaders think about hiring, structure, and strategy at scale

* Why most hiring challenges are actually business alignment problems

* How to build proactive talent pipelines instead of reacting to openings

* Where AI is actually delivering value in recruiting today

* What separates average recruiters from truly impactful ones

Chapters:

00:00 Opening + UNLEASH 2026 floor energy
01:15 Intro to Jason Desentz (CHRO, Toshiba Americas)
02:10 Scale of Toshiba: 6,000 employees + HR org structure
03:30 From automotive to CHRO: Jason’s career journey
05:00 Blimp hiring story (and why niche recruiting matters)
07:10 Should Talent Acquisition sit under HR?
09:00 Why HR leaders must understand the business
10:30 The rise of the HR Business Partner mindset
12:00 How to train HR teams to think like the business
13:45 Why most companies fail at role intake & calibration
16:00 Small talent pools & “purple squirrel” expectations
18:00 Workforce planning: why hiring starts before the role opens
20:30 Retention risk, succession planning & talent intelligence
23:00 The compensation gap problem (champagne taste, beer budget)
25:00 Creative comp strategies to close candidates
26:30 What candidates actually value today (and what’s losing impact)
28:30 Toshiba’s sourcing strategy: where hiring really starts
30:00 The power of elite sourcers (and why networks win)
32:00 AI in recruiting: what actually matters vs hype
34:00 Automation vs human connection in hiring
36:00 Why scheduling is the biggest bottleneck in recruiting
37:30 Adaptability: the #1 trait in great recruiters
39:00 Fraudulent candidates, AI cheating & interview risks
41:30 Protecting IP in a high-risk hiring environment
43:00 Metrics that matter (and ones that don’t)
45:00 Candidate experience & onboarding accountability
47:00 Advice for job seekers in a competitive market
49:00 “Always Be Hustling” mindset for career growth
51:00 Final advice: Listen, Learn, Lead
52:00 Closing + Vegas survival tips

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Takeaways

- Greg Selkoe's journey reflects the highs and lows of entrepreneurship.
- Cultural influences play a significant role in shaping business ideas.
- Karma Loop was a pioneer in streetwear and e-commerce.
- Navigating growth requires learning from mistakes and adapting.
- The collapse of Karma Loop taught valuable lessons about resilience.
- XSET aims to redefine gaming culture and community engagement.
- Authenticity in branding is crucial in today's market.
- Hiring for cultural fit is as important as skills and experience.
- Success is defined by happiness and meaningful experiences, not just money.
- The importance of self-awareness and managing stress in business. It's important to balance personal commitments with professional responsibilities.
- Financial strategies are crucial when dealing with large investments.
- Effective event planning requires clear communication and coordination.
- Marketing partnerships can significantly enhance brand visibility.
- Live streaming offers unique opportunities for audience engagement.
- Collaboration within a team is essential for success.
- Final preparations are critical to ensure a smooth launch.
- Understanding audience dynamics can drive attendance and participation.
- Post-event reflections can inform future strategies.
- Maintaining strong relationships with partners is key to ongoing success.

Chapters

00:00 Introduction to Greg Selkoe and His Journey
09:21 The Birth of Karma Loop
18:07 The Collapse of Karma Loop and Personal Reflection
25:25 Building XSET: A New Era in Gaming and Culture
33:40 Hiring for Values and Culture

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Takeaways

- Jay Paterno emphasizes the importance of accountability in leadership.
- The influence of Joe Paterno shaped Jay's views on leadership and responsibility.
- Coaches must set clear expectations and standards for accountability.
- Lessons learned from coaching experiences can be applied to leadership in various fields.
- The NIL era has changed the dynamics of college sports significantly.
- Mental health is a growing concern for both players and coaches in college sports.
- Building a strong team culture is essential for success.
- Empathy and discipline must be balanced in coaching.
- Writing 'Blitz' provided insights into the challenges of modern college football.
- Corruption and accountability issues are prevalent in college sports.

Chapters

00:00 Introduction to Jay Paterno and His Legacy
02:24 The Influence of Joe Paterno on Leadership
04:23 Accountability in Leadership
06:02 Core Values and Team Dynamics
08:06 Lessons from Early Coaching Experiences
10:00 The Pressures of Modern College Football
11:57 NIL and Its Impact on College Sports
12:53 Mental Health and Performance Pressure
13:51 The Role of Coaches in Player Development
15:29 The Business Model of College Football
16:15 Potential Course Corrections in College Sports
18:07 Leadership Under Pressure in Sports and Beyond
21:57 Identifying Cultural Signals in Sports and Business
25:16 The Balance of Empathy and Discipline in Coaching
26:42 Navigating Gender Equity in Sports
29:23 The Importance of Mental Health in Leadership
31:10 Addressing Corruption and Accountability in College Sports
34:33 Defining Success and Excellence in Leadership
 

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Chapters:

2:48 - Life and Career before becoming a professional

4:06 - High School era and Tattoo inspiration

4:51 - Travel Experience

8:06 - Stay in China and culture difference

9:45 - First taste of Exotic Food

10:51 - Understanding the travel moments / The Aha Moment

12:51 - GeoBreeze - the origin

13:04 - Learning from Corporate America

13:56 - Overall Point Strategy

15:42 - Travel points Hack

16:54 - Value of points and transfers

18:25 - Earning vs Burning Ratio

19:36 - Getting a Better Deal

22:32 - Common Traveling Mistakes

24:17 - Favorite transfer sites

25:27 - Hidden fees

26:18 - Best Airline with Status update potential

27:49 - Airport Lounge situation

28:41 - Secret Auxiliary benefits

31:09 - Secret Reservations

31:57 - Wrong Information out there

33:37 - Massive Brilliant point redemption experience

36:10 - Exciting challenges in business

38:30 - Percentage Savings / Pragmatic Approach

39:45 - Next Travel destination on wishlist

41:03 - Best and Worst Airlines

42:39 - Message for people stuck in 9-5 jobs

44:00 - Julia's Super power

45:00 - Julia's North Star

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Takeaways

- Grief is a universal experience that transcends individual circumstances.
- Love and connection are essential in navigating loss and grief.
- Vulnerability is a strength, not a weakness, especially for men.
- Community support plays a crucial role in healing and resilience.
- Awareness and open conversations about mental health can save lives.
- The journey of grief can lead to profound personal growth and transformation.
- Finding purpose in pain can create a legacy that honors lost loved ones.
- It's important to recognize and address the signs of mental health struggles in others.
- Creating safe spaces for dialogue about mental health is vital for youth.
- The power of storytelling can foster connection and understanding in communities.

Chapters

00:00 Introduction to Grief and Purpose
01:14 Navigating Loss and Finding Grace
05:52 The Complexity of Grief
09:56 Living with Duality: Joy and Pain
12:49 The Role of Community in Healing
18:09 Faith and the Power of Connection
23:46 The Journey of Giving and Receiving
30:20 Creating a Legacy from Loss
32:58 Navigating Parenthood Through Adversity
40:51 The Birth of a Movement: Endurance
47:41 Sacred Transformation: Beyond Survival
50:30 Enduring with Love: Finding Strength in Vulnerability
56:31 Understanding the Signs: Preventing Tragedy
01:00:16 Messages of Hope: Honoring Anthony's Legacy
 

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Takeaways

- Ashley Heard emphasizes the importance of proper training for first-time managers.
- Promoting strong individual contributors to management roles can lead to failure without support.
- Management styles can be categorized into 'tight jeans' and 'cozy joggers' to illustrate different approaches.
- The Pause, Consider, Act framework helps managers make thoughtful decisions under pressure.
- Intentional leadership is crucial for fostering a positive team environment.
- Leadership development should be an ongoing process, not a one-time event.
- AI can enhance leadership by providing tools for better decision-making and communication.
- Cultural sensitivity is essential for effective management in diverse teams.
- Success in leadership is defined by passion for work and a balanced life.
- The Manager Method book provides practical frameworks for effective management.

Chapters

00:00 Introduction to Leadership Development
02:54 The Journey to Law and Corporate Life
05:59 The Challenges of Promoting Managers
09:00 Management Styles: Tight Jeans vs. Cozy Joggers
11:46 The Pause, Consider, Act Framework
15:02 Navigating Toxic Management
18:02 The Manager Method Book Launch
20:36 Self-Discovery Through Writing
22:22 The Importance of Continuous Leadership Development
23:38 AI: A Tool for Human Connection
26:57 Using AI to Enhance Team Dynamics
29:14 The Human Element in Performance Reviews
32:07 Evolving as a People Leader
34:44 The Positive Side of HR
35:54 Navigating the Future of Work
37:43 The Journey of Entrepreneurship
39:16 Defining Success in Work and Life

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Takeaways

"We don't take the time to think about if we like our therapist."
"Words have power; we speak them into existence."
"You should feel like you like them; it's pretty comfortable."
"We often give our partners the least energy, love, and support."
"You have to consider whether you'd go to them for advice; if not, don't take their feedback."
"Control gives us a sense of safety, but we can only control ourselves."
"Healing is not a straight line; it's two steps forward, one step back."
"Be curious, not judgmental, about your process."
"Relationships are everything to me; if I'm not supporting them, something's wrong."
"You have to unlearn the patterns that are no longer serving you."

Chapters

00:00 Introduction to Kati Morton
01:07 The Importance of Mental Health
06:59 Navigating Therapy: Finding the Right Fit
10:06 The Power of Language in Mental Health
16:39 Understanding Eldest Daughter Syndrome
20:39 Patterns in Love and Attraction
28:39 Recognizing Love Bombing and Red Flags
32:38 Control, Anxiety, and Burnout
38:05 The Journey of Healing and Self-Trust
39:48 Kati's New Book: Why Do I Keep Doing This?
46:00 Kati's North Star: The Importance of Connection
 

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Takeaways

- Creativity is a skill, not a personality trait.
- In-person collaboration enhances creativity and problem-solving.
- Complaining is seductive but unproductive; focus on solutions instead.
- The fear of being wrong stifles innovation; embrace mistakes as learning opportunities.
- Old-school skills are becoming the new techniques for success.

Chapters

00:00 Introduction to Nir Bashan and His Journey
05:08 The State of Creativity in Advertising
10:07 The Importance of In-Person Collaboration
15:00 Reframing Creativity as a Skill
19:47 Shifting from Complaining to Creating
24:56 The Cost of Ignoring Creativity

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Takeaways

- Curiosity drives success in marketing and leadership.
- Eating the frog means tackling the hardest tasks first.
- Building relationships with finance is crucial for marketing leaders.
- Organizational culture is defined by behaviors and values.
- Experiential marketing is making a comeback in the digital age.
- AI should enhance human engagement, not replace it.
- Remote work requires new strategies for effective communication.
- Marketing must focus on long-term value and customer lifetime.
- Nonprofits need to communicate their impact effectively to engage donors.
- The future of work will involve multi-generational collaboration.

Chapters

00:00 Introduction to Kim Storen and Her Journey
02:50 The Impact of Early Experiences on Career Choices
05:49 Curiosity and the Importance of Tackling Challenges
08:57 Interviewing for Curiosity and Problem-Solving Skills
12:10 Joining Zoom: A CMO's Perspective
15:01 Building a Marketing Strategy at Zoom
17:57 The Role of Finance in Marketing
19:52 Defining Organizational Culture
21:56 The Renaissance of Experiential Marketing
24:52 The Cost of Community Engagement
32:34 Navigating AI and Human Connection
34:58 Adapting Marketing Strategies in a Hybrid World
36:54 Measuring Experience Quality Beyond Attendance
41:59 Shifting Focus from Presence to Progress
45:11 Engaging Donors in a Hybrid Philanthropic Landscape
48:32 The Future of Work and Multi-Generational Collaboration
50:50 Defining Success and Career Advice

 

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Takeaways

- Jason Walker's journey into HR was influenced by his dyslexia and strong people skills.
- Empathy is crucial in HR, especially for those who have faced challenges.
- AI has disrupted traditional job searching methods, making networking more important.
- Job seekers need to adopt a warrior mentality to compete in the current market.
- Companies are hesitant to hire due to uncertainty about future needs.
- AI tools can help streamline hiring processes but may lead to a competitive environment.
- Job hugging reflects employees' fears of job security and market instability.
- Hybrid work models present challenges for employee engagement and development.
- HR leaders must focus on maintaining culture and employee appreciation during tough times.
- Fractional HR services provide cost-effective solutions for companies needing specialized support.

Chapters

00:00 Introduction to Jason Walker and ThriveHR Consulting
02:32 Jason's Journey into HR and Empathy Development
05:01 The Changing Talent Landscape and AI's Impact
11:14 The AI War: Job Seekers vs Employers
12:18 Positive Uses of AI in Hiring Processes
18:45 Understanding Job Hugging in Today's Market
20:47 The Hybrid Work Model: Pros and Cons
23:42 Culture, Burnout, and Compliance Risks in HR
27:02 Practical AI Adoption in HR
32:37 Fractional HR: A Growing Demand
37:47 Actionable Advice for Job Seekers
40:42 Optimism in the HR Landscape
 

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Takeaways

- Working hard, especially as a woman, we typically think if we can just outwork the men, then we'll get what we deserve.
- Belief ingrained in me that you had to struggle and work hard and grind it out to be able to have success.
- My life's work is really about teaching people that slowing down, getting more into the body, out of the head, into the body.
- Listening to your intuition, you're your own biggest success strategy.

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Takeaways

- The biggest misconception is that most people are excited about transformation.
- A small percentage of the workforce drives the majority of results.
- The top 20% of employees contribute to 80% of outcomes.
- The top 1% can drive a quarter of the results.
- Most employees are tied to their current work methods.
- Transformation may not feel significant to the majority.
- Business leaders often assume support without engagement.
- Engaging employees is crucial for successful transformation.
- There is often an under-investment in change management.
- Leaders must facilitate change rather than just declare it.

00:00 – Welcome & Jeff’s Backstory in HR Transformation
Adam kicks off the POZcast and introduces Jeff Williams, president and CFO at Aptia, walking through his career leading massive HR and business transformation efforts at Paychex, ADP, Alight, Aon and more.

01:13 – Growing Up With a Self-Made Father
Jeff shares his family story: born Canadian, raised American, youngest of eight, and the journey of his dad going from drafting apprentice to CEO at the same company over 33 years—and the lessons embedded in that.

02:35 – Early Lessons: Hard Work, Humor & Loss
Jeff reflects on what he learned from his father before losing him at 19: the value of hard work, eating fast at a crowded table, and keeping humor and lightness at the center of life and leadership.

03:45 – From Telecom to the People Business (ADP Entry Point)
Jeff explains how he moved from technology and telecom into human capital, taking on the role leading ADP’s Canadian operations and discovering the power of the HR and benefits space.

04:38 – Hiring at a High Bar: Talent, Drive & Instincts
Adam asks how Jeff hired to ADP’s level. Jeff lays out his hiring philosophy: ambition beyond natural gifts, complementary skills, people better than him in key areas—and why he trusts his instincts on fit.

06:25 – Real Leadership: Hiring People Better Than You
They dig into succession, “making yourself dispensable,” and the idea that if you can’t take a vacation without everything falling apart, that’s a failure of leadership, not a badge of honor.

07:30 – Pre-Email Days & The Human Side of Work
Jeff remembers the 286/386 era and talks about how, before digital tools, people invested more in each other in person—inside and outside of work—and how that shaped deeper relationships.

08:43 – Remote Work, COVID, and an Isolated Workforce
They go deep on the pandemic: the rapid shift home, the early productivity spike, inflation pressures, relocation, and the rise of isolation and mental health issues as remote work took hold.

11:10 – Young Workers, Office Longing & Loyalty Shifts
Adam shares what he’s seeing with candidates who actually want to be in-office to learn through osmosis. Jeff talks about building the next generation of leaders and how in-person time rebuilds fabric and loyalty.

13:32 – Mental Health, Home Setups & Productivity Reality
They unpack the assumption that everyone has an ideal home workspace—calling out caregiving, cramped spaces, kids, and distractions—and how that’s quietly driving some people back to the office.

14:51 – Why Jeff Bet on Aptia & the Move to Boston
Jeff explains what drew him to Aptia: the chance to build something differentiated and lasting, formalize his cross-border life, and finally live and work in the same country as his family.

17:42 – The Big Vision: Building the Best Benefits Company in America
Jeff outlines his ambition to build the best (not necessarily biggest) benefits services and administration company—one loved by clients, employees, and partners while supporting the communities they serve.

19:04 – Benefits as a Talent Magnet: Total Rewards, Not Just Salary
They talk about smart candidates, how benefits (health, financial, time off, ancillary) close offers, and why companies need to position total rewards early and clearly in the hiring process.

21:13 – Closing the Benefits Understanding Gap
Jeff shares the reality: most employees don’t fully understand or appreciate their benefits. He talks about accessibility, education, and surfacing value in ways employees actually grasp.

22:33 – Introducing Aptia One: Seamless, AI-Led Benefits Experience
Jeff breaks down Aptia One—how it’s designed to create simple, AI-led, consumer-grade experiences for employees, employers, and partners across phone, web, and natural language interfaces.

25:14 – How Jeff Is Personally Upskilling in AI
Jeff shares his approach to AI as a leader: consuming everything he can, learning from experts, applying lessons from previous waves of tech disruption, and staying hyper-relevant to where markets are heading.

26:54 – Realistic AI: Simplicity, Accuracy & Avoiding AI-Washing
They discuss using AI to simplify journeys, NOT over-hyping capabilities, and why, in a business where you must be nearly 100% accurate on benefits, you must apply AI carefully and responsibly.

28:43 – The Hard Truth About Transformation
Jeff calls out a big misconception: leaders assume everyone’s excited about transformation. He explains why frontline employees often aren’t enlisted as deeply as leaders think and why change enablement is under-invested.

30:18 – Service, Soul & Corporate Philanthropy
The conversation shifts to service: Jeff’s history with DEI, United Way, and community work, and why doing something for others makes him feel more complete as a human and leader.

31:25 – Why People Want Companies With a Soul
Jeff explains how corporate philanthropy, whether via one flagship cause or hyper-local initiatives, shapes belonging, engagement, and the desire to work for companies that care about more than profit.

33:55 – Jeff’s Son’s Cancer Journey & Life Perspective Shifts
Jeff shares the powerful story of his son Kevin’s osteosarcoma diagnosis at 13, the grueling treatment, and how that battle reshaped his view on perseverance, priorities, and what really matters.

36:26 – Adam’s Own Cancer Battle & Shared Perspective
Adam opens up about his recent Hodgkin’s lymphoma remission, the physical and emotional toll, and how surviving cancer reframes life, work, and gratitude for both of them.

40:04 – What Keeps Jeff Up at Night: Stewardship & Family
Jeff talks about being a “work in progress,” how life is now about his kids, his wife, and his responsibilities, and the ongoing chase to be a good steward for his family, business, and community.

41:48 – Optimism About Humanity & The Future of Benefits
Jeff shares a global perspective: wherever he goes, people want similar things for their families and communities. He then lays out the “big three” of benefits—health, wealth, and time off—as core holdings.

43:26 – Designing Benefits Like a Portfolio
They dig into tailoring benefits to your population (e.g., menopause benefits, pet insurance, nonprofit-oriented perks), feeding what works, starving what doesn’t, and iterating to truly serve your people.

44:37 – Redefining Success: Energy for the Journey Ahead
In closing, Jeff defines success not by titles or money, but by whether you still wake up excited for what’s ahead—at work, at home, on the golf course, and in life overall.

46:08 – Wrap-Up & Where to Find Jeff and Aptia
Adam closes the episode, sharing where listeners can learn more about Aptia, connect with Jeff on LinkedIn, and reminding everyone to review, subscribe, and keep being good to themselves and better to others.

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Takeaways

- Kelly's five rule philosophy empowers teams to perform at their best.
- Self-awareness is crucial in identifying what you enjoy and excel at.
- Leaders must differentiate between urgent and important tasks.
- Hiring for values alignment is more important than cultural fit.
- Mental marination is essential for strategic decision-making.
- Work-life balance is a myth; harmony is the goal.
- Trust is the foundation of effective leadership.
- Ambition should be aligned with personal values and fulfillment.
- Delegation is key to effective leadership and team empowerment.
- Success is about leaving a positive legacy rather than just achieving titles.

Chapters

00:00 Introduction to Kelly McGinnis
03:16 Early Influences and Career Path
06:12 Lessons from Early Corporate Experiences
11:18 Navigating Leadership and Management
15:05 Hiring for Culture and Values
18:11 The Myth of the 100-Hour Work Week
20:46 Finding Harmony in Work and Life
23:10 Building Trust for Sustainable Success
24:35 Ambition vs. Alignment: Finding Fulfillment
27:44 Mental Marination: The Key to Effective Leadership
30:38 Balancing Urgency and Importance in Leadership
34:51 The Art of Delegation and Trust in Teams
38:51 Navigating Difficult Conversations: Letting People Go
41:36 Redefining Success: Legacy and Happiness
 

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Takeaways

- Recruiting success is measured by a percentage of wins.
- Personal experiences can profoundly influence professional motivations.
- Life's challenges can provide clarity on what truly matters.
- Caring about your work leads to emotional investment in outcomes.
- Resilience is key in navigating the ups and downs of business.
- Perspective shifts can arise from significant life events.
- The importance of providing the right solutions in business.
- Emotional roller coasters are part of the people business.
- Understanding losses is crucial for growth in recruiting.
- Finding meaning in work can stem from personal experiences.

Chapters
 

[00:01] Welcome + Why We’re Here — Adam tees up the POZcast mission and today’s focus.

[00:01] Guest Intro: Jordan Gasparri — From growing up in recruiting to founding Exclusent and winning an Inc. Power Partner Award.

[01:16] Warming Up — Jordan joins; mutual respect and setting the table.

[02:16] Growing Up with a Recruiter Dad — Early exposure, high-school internship, and falling in love with the craft.

[03:21] Thrill of the Hunt — Why negotiation hooked Jordan and how recruiters drive real comp outcomes.

[04:19] Old-School Lessons — Pre-LinkedIn fundamentals: presentability, first impressions, and context by role.

[05:41] Art vs. Science — Motivation mapping, relationship foundations, and what tech can’t replace.

[06:37] Founding Exclusent After Loss — Channeling grief into purpose, betting on yourself, and early survival.

[08:08] Agency vs. Solo — The leap from desk to founder, support systems, and the “eat what you kill” mindset.

[10:17] ‘Unhireable’ Bias — The corporate return dilemma for entrepreneurs and what hiring teams miss.

[12:13] Taking Bigger Swings — Compounding courage, offices, gear, and managing the losses (baseball analogy).

[14:11] Handling Failures Fast — Day-of fury, next-day reset; contingency realities and resilience.

[16:47] AI + Authenticity — What Exclusent automates (sourcing, verification, notes) vs. what stays human (relationships).

[18:19] Tools in the Stack — Sourcing evolution, AI interviews for access + fairness, caution on agentic outreach.

[20:08] New Roles in TA — Vendor bets, process owners, and the rise of AI/TA SMEs.

[22:36] Volume, Speed, and CX — Instant assessments, fewer ghosted candidates, smarter human time.

[25:28] Negotiation Masterclass — Real-market intel over Glassdoor, lever trading (base, equity, PTO), and tough love.

[27:17] Salary Bands & Candor — Setting expectations, transparency on caps, and why companies pay for value.

[29:16] The Negotiation Room — Jordan’s new series: real back-and-forths, 3-minute breakdowns, teachable plays.

[31:41] Offer Horror Stories — Sunday-night reversals, bonus games, and ethics fails caught on Gong.

[36:23] The Next 5 Years — A tight team of 10 great recruiters, sensible AI, and protecting service quality.

[37:58] Advice to Younger Self — Calm down, ride the waves, keep shipping good work.

[38:52] Never Lift Off the Gas — Consistency lessons from dry spells; content + practitioner balance.

[40:10] What Keeps Him Up — Housing hunt, macro uncertainty, and waiting for clearer signals.

[41:33] Defining Success — Peace of mind over vanity metrics; doing work you’re proud of.

[42:48] Wrap + Calls to Action — Where to find Jordan/Exclusent and how to support the show.

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Takeaways

- Joe Nicchi organized an ice cream social to meet Bill Murray.
- The event attracted the neighborhood and created excitement.
- Bill Murray eventually showed up, making the event memorable. The story went viral on Reddit, gaining massive attention.
- Media outlets like the Today Show covered the event.
- Community engagement can lead to unexpected outcomes.
- Celebrity encounters can create lasting memories.
- The power of social media in amplifying local events and the dangers of it.
- Creating unique experiences can draw people together.
- Sometimes, all it takes is a simple idea to go viral.

2:57 - Challenges in moving forward

3:34 - How are AR and AI different

5:02 - Team and Mission

6:27 - Toxicity on the Internet/Web 3

7:51 - Creative Side & Passion

9:33 - What keeps Tom up at night?

10:22 - Hot take on e-coins

10:56 - Advice to a parent for a growth mindset for kids

14:12 - Tough time in Community

15:12 - Value Access in Kyzen

15:57 - Nine Lessons in 17 Years

18:13 - Lack of Communication

22:34 - Struggle with relationships

24:09 - The single greatest piece of advice

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

1:26 - Real Name
3:32 - Most dangerous weapon
6:03 - Sense of purpose
7:30 - Support from mother
9:22 - Early tough lessons as a Leader
11:26 - Why Army?
14:06 - Misconceptions about military
19:18 - Mental Health
21:25 - Entering into Corporate America
25:09 - The Process/Mindset
27:37 - Job Hunting
29:04 - Impact of Thank you Letters
31:24 - Tribute to success
37:02 - Keep the Change
38:30 - Women in life
43:00 - Letter from Grandmother
48:30 - Single greatest piece of advice
49:20 - Perfecto's North Star

This episode is powered by WelcometoTimesSquare.com, the billboard where you can be a star for a day.” http://WelcometoTimesSquare.com

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Summary

In this episode, Lindsey Scrase, COO of Checker, shares her journey from Google to a startup, discussing the importance of hiring for problem-solving abilities, assessing humility in interviews, and the mission of Checker in promoting fair chance hiring. The conversation also delves into the impact of AI on job security, the rise of AI fraud, and the significance of nurturing loyalty and trust within teams. Lindsay emphasizes the need for continuous learning and self-awareness in leadership, while also reflecting on the balance between personal and professional life.

Takeaways

- Lindsay spent 10 years at Google, focusing on scaling Google Cloud.

- The interview process at Google involved problem-solving and logical thinking.

- Hiring should focus on role-related knowledge and problem-solving abilities.

- Assessing humility in candidates is crucial for team dynamics.

- Transitioning from Google to Checker was driven by a desire for growth and impact.

- Checker's mission includes fair chance hiring for individuals with criminal records.

- The company invests in social causes and fair chance advocacy.

AI is transforming the hiring landscape, but it also brings challenges like fraud.

Continuous learning is essential for career growth in the age of AI.

Success is defined by living a meaningful life, not just professional achievements.

This episode is powered by WelcometoTimesSquare.com, the billboard where you can be a star for a day.” http://WelcometoTimesSquare.com

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Summary

In this conversation, Matt Medved, co-founder and CEO of Now Media, shares his journey from human rights research to becoming a leading figure in Web3. He discusses the evolution of NFTs, the impact of AI on music, and the importance of storytelling in the digital age. Matt emphasizes the need for creators to find their unique voice and leverage technology to enhance their work. He also reflects on the challenges and opportunities within the rapidly changing landscape of digital culture and media.

Takeaways

- Matt Medved is a prominent figure in the Web3 space, known for his work with NFT Now and Now Media.
- The evolution of NFTs and blockchain technology has transformed the creative landscape.
- Human rights research experiences shaped Matt's perspective on storytelling and social impact.
- Transitioning from journalism to technology was a natural progression for Matt, driven by his passion for innovation.
- Building Billboard Dance was a pivotal moment in Matt's career, influencing the dance music scene.
- AI is revolutionizing music creation, providing new tools for artists to enhance their creativity.
- The NFT boom brought excitement but also challenges, leading to a market correction.
- Now Media aims to cover the broader spectrum of digital culture beyond just NFTs.
- Advice for young creators includes finding their unique voice and leveraging technology to enhance their work.
- Matt's legacy will be defined by his commitment to empowering artists and telling important stories.
 

Chapters

00:00 Introduction to Matt Medved and Now Media
01:57 The Evolution of NFTs and Blockchain Technology
03:55 Matt's Background and Early Influences
08:05 Human Rights Work and Its Impact on Matt's Career
11:52 The Intersection of Music and Journalism
14:43 Transitioning to Technology and Music Journalism
18:58 Building Billboard Dance and Influencing the Genre
22:44 The Rise of Bedroom Producers and Mental Health in Music
26:43 Embracing Technology in Music Creation
29:46 The Future of Digital Art and NFTs
31:50 The Evolution of Bitcoin and NFTs
34:56 The Impact of NFTs on the Music Industry
38:55 Navigating the Challenges of Entrepreneurship
41:52 Maintaining Journalistic Integrity in a Rapidly Changing Landscape
45:21 The Shift from NFTs to Broader Digital Culture
49:26 The Resurgence of Collectibles in a Digital Age
51:16 AI's Role in Modern Dating and Creativity
54:10 The Balance Between Innovation and Regulation
01:00:31 Legacy and the Future of Digital Media
01:02:20 Advice for Young Creators in a Digital World
 

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Summary

In this engaging conversation, Michelle "MACE" Curran, a combat veteran and former fighter pilot, shares her journey from a small town in Wisconsin to becoming one of the few women to fly with the U.S. Air Force Thunderbirds. She discusses the challenges of overcoming fear, self-doubt, and imposter syndrome, particularly as a woman in a male-dominated field. Michelle emphasizes the importance of accountability, resilience, and the power of perspective in achieving success. Her new book, 'Flipside,' aims to help others turn fear into fuel and embrace their potential.

Chapters

00:00 Introduction to Michelle Mays-Corinne
02:22 Early Life and Influences
04:46 The Journey to Becoming a Fighter Pilot
08:10 Overcoming Fear and Self-Doubt
09:08 The Rigorous Path to Flight School
11:49 First Solo Flight Experience
12:57 Challenges of Being a Female Fighter Pilot
15:42 Navigating Gender Dynamics in the Military
18:32 Imposter Syndrome and Identity Crisis
20:00 The Origin of the Call Sign 'MACE'
28:03 Experiencing Active Combat
29:49 Joining the Thunderbirds
35:59 The Importance of Accountability
37:40 Transitioning from the Military to Civilian Life
40:07 The Purpose of 'Flipside' Book
43:33 Practical Tools for Overcoming Fear
45:48 Evolving Relationship with Fear
48:11 Defining Success in Life
49:57 Conclusion and Future Endeavors

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Takeaways

- Carlos's family background influenced his entrepreneurial spirit.
- Being the first in his family to attend college was a significant milestone.
- Internships helped Carlos realize what he didn't want in a career.
- Transitioning from finance to a startup environment was a pivotal moment.
- Quality and customer experience are central to Feast & Fettle's success.
- Vertical integration allows for better control over the customer experience.
- Smart growth is preferred over blitzscaling in business.
- Employee care is crucial for retention and company culture.
- Carlos aims to help others from non-traditional backgrounds succeed.
- Success is about giving back and creating opportunities for others.

Chapters

00:00 Introduction to Carl Svetter Jr. and Feast & Fettle
01:21 Early Influences and Family Background
04:37 Lessons from Family Business
06:39 The Journey to College and Its Significance
09:53 Navigating the Corporate World
11:55 Internship Insights and Realizations
13:49 Transitioning to Consulting and Growth
17:57 The Move to Deliveroo and Cultural Differences
22:41 The Spark of Entrepreneurship
31:24 Scaling and Strategic Expansion
38:30 Building a Purpose-Driven Company
41:54 Defining Hospitality and Leadership
45:47 Success and Giving Back

For all episodes, please check out www.thePOZcast.com 

CHAPTERS / TIMESTAMPS

00:00 – Welcome to RecFest Nashville 2025
Adam sets the scene and kicks off day two of #thePOZcast live from the Juicebox.ai booth.

00:28 – Guest 1: Steve Levy – The Elder Statesman of Recruiting Wisdom
Steve shares why RecFest stands apart, how it fosters real community, and why curiosity—not automation—keeps recruiters sharp.

02:45 – Learning, Listening, and the Power of Curiosity
Steve drops classic Levy gems: “Two ears, one mouth—use them proportionally.” A masterclass in humility and experimentation.

05:18 – Advice for Job Seekers in a Tough Market
Steve explains why teaching others what you’ve learned and practicing gratitude are secret weapons for staying visible and relevant.

06:57 – Final Word: Community
The legendary recruiter sums up RecFest 2025 in one word: Community.

08:13 – Guest 2: Brian Petroski (EXP)
Director of TA shares insights on recruiting engineers at scale, sourcing tools that work (LinkedIn, HireEZ, Indeed), and standing in line for Nashville’s best food truck.

10:37 – Guest 3: Leslie Harrah & Kim Johnson (Fortified Health Security)
Two powerhouse women in cybersecurity recruiting talk about connecting with people, building culture, and the beauty of the TA community.

12:01 – Pivoting Careers & Finding New Opportunities
Adam shares tactical advice for job seekers on leveraging certifications, curiosity, and career pivots into hot sectors like cybersecurity and clean tech.

12:59 – Guest 4: Taylor Hunter (Gaylor Electric)
Insights on ATS tools, recruiting high-level talent, and how scraping extensions and sourcing hacks make life easier for busy TA pros.

15:23 – Guest 5: Carmen Scanlon (Belong HQ)
On startup life, meaningful networking, and the simplicity and depth that make RecFest so special.

17:26 – Closing: Gratitude from the Field
Adam wraps from the food trucks with final reflections on connection, learning, and community.

For all episodes, please check out www.thePOZcast.com 

Chapter Breakdown

00:00 – Welcome to RecFest Nashville 2025
Adam sets the scene at the Juicebox.ai booth and kicks off #thePOZcast live from the field.

00:28 – Guest 1: Omar Khateeb – The Power of Authentic Video Content
CEO of JobPixel on why “vibe is everything,” how authenticity wins in 2025, and why creators should stop chasing algorithms.

02:24 – Survival Tips for RecFest
Hydrate, eat before noon, and network smarter — Omar’s pro tips for surviving outdoor conferences.

03:45 – Guest 2: Allyn Bailey – The Heart of Brand Experience at SmartRecruiters
Alynn breaks down how storytelling and connection drive talent strategy post-acquisition — and why she proudly calls herself “the class mom” of HR tech.

06:54 – Guest 3: Jamie Leonard – The RecFest Origin & Future Vision
The founder himself on why RecFest feels like summer camp for recruiters, the UK vs. US vibes, and what’s next (spoiler: Ferris wheel?).

10:50 – Guest 4: Vicky Lou – Inside Juicebox.ai’s Series A Rocketship
The founding marketer shares what makes Juicebox’s AI sourcing platform different, how startup life fuels creativity, and her secret to building high-performing teams.

14:49 – Sticker Drop & Shoutout to Juicebox.ai
Adam and Vicky unveil the ultra-rare holographic POZcast sticker and talk sponsor love.

16:11 – Guest Panel: Nikki Russell, Dan Lockhart & Chantelle Lubinger
Real-world TA leaders on quality of slate, giving rejection with empathy, and why “we’re humans first.”

21:44 – Guest 7: John Ruffini – Old School Recruiting Wisdom Meets New Tech
The VP of Professional Development at HealthTrust Workforce Solutions explains why recruiters have gotten lazy, how to bring back urgency, and the lost art of the phone call.

28:16 – The AI Debate & Juicebox Agents in Action
Adam and John discuss how to use AI as a tool — not a crutch — and how it frees recruiters for the human side of the job.

29:09 – Closing Thoughts: Stay Human, Stay Hungry
Adam wraps from the field with gratitude, laughter, and the promise that wisdom is forever.

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Summary

In this episode, Adam Posner interviews Jay Williams, founder of Freebird Southern Springwater, who shares his journey from a successful 25-year career in real estate to launching a beverage brand. Jay discusses the importance of authenticity, hard work, and building relationships in business. He reflects on the challenges of starting a new venture, the importance of giving back to the community, and the lessons he has learned from his experiences. The conversation highlights the importance of resilience, the impact of social media, and the value of crafting a brand with a soul that resonates with everyday Americans.


Takeaways

- Jay Williams transitioned from real estate to beverage with Freebird.
- Authenticity and being true to oneself are key to success.
- Building relationships is crucial in business.
- Hard work can outpace talent in competitive fields.
- Starting a business requires action over perfection.
- Mistakes are valuable learning opportunities.
- Resilience is essential for overcoming challenges.
- Giving back to the community is a core value of Freebird.
- Creating a brand with a soul resonates with consumers.
- Networking and research are vital for new entrepreneurs.

Chapters

00:00 Introduction to Jay Williams and Freebird
02:49 The Power of Authenticity and LinkedIn
05:38 Lessons from Family and the Importance of Hard Work
08:55 The Big Pivot: From Real Estate to Beverage
11:01 The Aha Moment: Starting Freebird
13:01 Finding a Niche in the Beverage Industry
15:05 Navigating the Beverage Landscape
19:24 Building a Team and Seeking Expertise
20:01 Understanding Your Strengths and Weaknesses
21:10 Finding the Right Partners
22:36 The Unique Selling Proposition of Freebird
24:02 Navigating Early Challenges
25:41 Commitment to Community and Philanthropy
27:15 Brand Growth and Market Positioning
28:34 Building a Brand with Soul
29:59 Future Aspirations for Freebird
32:20 Advice for Mid-Career Reinvention
33:53 Learning from Mistakes and Building Resilience
36:16 Authenticity in Leadership

00:00 – Intro / RecFest Kick-off
00:30 – Guest #1 – Tijal Rives (Amazon)
00:40 The power of speaking your truth & dealing with trolls
01:45 Career path – from recruiting → product at Amazon
02:45 Curiosity as a superpower (“the red-button” story)
03:40 Inside Amazon’s hiring process & the Bar Raiser
05:50 Making the move from recruiting to product
07:10 Curiosity & motivation in candidate conversations
08:55 “How AI Can Change Recruiters’ Lives” – conference preview
10:30 Good / Bad / Ugly of AI tools for recruiters
12:45 Candidates using AI – benefits vs pitfalls
14:30 High-touch recruiting & AI limits
15:30 Hot takes: AI in recruiting | Hot dog = not a sandwich 
17:10 Advice for job seekers – burnout plans & mindset
18:20 Open-to-Work banner debate (Helpful!)
19:25 Motherhood & work-life harmony 

20:05 – Head of TA @ Aubrey Cirillo (Custom Ink)
20:10 From banking → sales → TA leadership
21:40 Sales skills = recruiting superpower
22:25 Mentorship & self-storytelling
23:00 Aligning hiring with business goals (role clarity)
24:05 Small team challenges & cross-functional recruiting
25:10 Shadowing employees to improve storytelling
26:10 Sourcing stack – LinkedIn, Gem & AI tips
27:30 Balancing open jobs vs intentional hiring
28:40 Using AI without losing the human touch
29:30 Scaling hiring through ambassador programs
30:50 Building trust with hiring managers (proactive 1:1s)
31:45 Equity & accountability in hiring
33:00 Protecting time & energy as a recruiter
34:20 Hot takes: Open-to-Work, Sourcing vs Closing, AI Interviews, and Hot Dogs 

35:10 – Guest #3 –Sr. Technical Recruiter @ Heather Colvin (Smart Data)
35:15 Full-circle moment & intro
36:05 Recruiting as a career of creativity (no ceiling )
37:20 Bridging the trust gap with hiring managers
38:10 Using ChatGPT to close knowledge gaps (trust then verify)
39:00 Lean tech stack & HireEZ vs LinkedIn bias
39:40 Algorithm bias and why you need multiple tools
40:10 The 72-hour pipeline rule 
41:00 Transparency with multi-firm searches
41:45 Favorite tools & learning from candidates
42:10 AI interviews = “No” without feedback loop
42:30 Hot takes lightning round  & passion project “The Other 99 Athletes”

43:20 – Guest #4 – Mike Piditto (Author, Content Creator)
43:25 Career pivot from TA leader → creator & author
44:10 Balancing authenticity vs relevance
45:20 Handling trolls & mental health boundaries
46:30 “Yes, You’re Being Judged” – book story & purpose
47:15 Behind the book: real emails, rejections & reflection
48:10 Why candidate experience starts at the top
49:15 Favorite tech & why “built-by-recruiters” matters
50:00 Advice for creators – authenticity over algorithm
50:40 Find Mike online & wrap-up

For all episodes, please check out www.thePOZcast.com 

Chapters / Timestamps

Joey Lee — Panda Restaurant Group
00:40 – Joey Lee joins: falling into TA & purpose of helping people
02:36 – Scale at Panda: ~3,000 store openings; ~100 corporate roles
03:20 – Org design: corporate TA vs. field recruiters
03:55 – Budget realities & operator-funded recruiting
04:25 – Boots-on-the-ground sourcing: competitors, BOGO cards, observing service
04:56 – Hiring recruiters: “Tell me your story” & entrepreneurial mindset
05:45 – From transactional to transformational recruiters (driver’s seat)
06:40 – Culture & authenticity: show up as your true self
07:20 – Purpose-driven, people-first candidate experience (white-glove basics)
08:35 – Tech & AI: transactional roles will be automated; elevate or be replaced
09:41 – Digital recruiter clones? Promise and fears
10:15 – Hot Takes: Open-to-Work ✅ | Sourcing vs. Closing (closing) | Referrals ~60% | Hot dog = sandwich | Favorite Panda order

Rachel Allen — 7-Eleven
12:06 – Rachel Allen returns: AI hype, compliance “gray zone,” and lessons learned
13:25 – Don’t start with an “AI strategy”; start with a business problem
14:40 – Store hiring: 95% automated; leaders own outcomes; AI as enabler
15:40 – Keep the interview human; automate scheduling & access
16:30 – 24/7 candidates: assistants engage at 3am (Paradox “Rita”)
17:30 – Workforce planning: total work vs. workforce; assistants as a channel
18:40 – Data signals: speed, quality of submissions, retention, QoH
19:41 – Internal mobility: removed manager-permission barrier to apply
20:44 – Turnover trending down amid broader initiatives
21:20 – Hot Takes: Always-be-closing from first touch; favorite interview Q: “Greatest misconception about you?”
22:29 – Being human as the differentiator; team shoutouts & North Star
24:22 – Where to find Rachel / 7-Eleven Careers

Brandon Davis — Champions Group (Skilled Trades)
24:40 – What Champions Group does; 2,500 employees, 19 brands
25:30 – TA structure: divisions; early-career training programs (300 hires)
26:10 – Sourcing where trades talent actually is: schools, military, word-of-mouth
27:40 – Tech adoption: reduce fear by showing efficiency gains
28:15 – Practical AI for recruiters: notes, summaries, reverse-engineering avatars
29:10 – Brandon’s path into TA (ops → marketing → HR → TA leader)
30:32 – From “more candidates” to “better candidates” in two years
31:15 – Quality of submission > quality of hire (and where TA ownership ends)
32:57 – What makes a great recruiter: personality, storytelling, fast hook
34:35 – What keeps him up at night: channel ROI & data-driven decisions
35:19 – Hot Takes: Open-to-Work ✅ | Closing > Sourcing | Least-favorite Q: “What motivates you?” | Hot dog = sandwich | Where to find Brandon

Greg Russell — CoverGenius
36:20 – Greg Russell joins: coaching recruiters, storytelling & mindset
37:41 – Burnout & rejection: give feedback at scale; never ghost after contact
39:45 – ATS automation basics: close the loop, even with templates
41:20 – Offer feedback with boundaries; avoid the endless loop
42:28 – “Signal”: richer debriefs, calibration, transcripts > vague notes
44:20 – Tech stack: ATS with built-in note-taker (transcripts/video in profile)
45:40 – Debriefs aren’t a democracy: hiring manager owns the decision
47:11 – The AI bloom: noisy market now, consolidation later — lean in
49:00 – What Greg hires for: storytelling + growth mindset + tech curiosity
51:20 – Pay transparency song-and-dance & expectation management
52:10 – Best career advice: treat people like adults; trust cultures win
53:29 – Outro & where to find Greg

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Summary

In this conversation, Adam Posner and Claude Silver discuss the importance of heart-first leadership and the need for workplaces to prioritize emotional intelligence, authenticity, and self-awareness. Claude shares insights from her upcoming book, 'Be Yourself at Work,' emphasizing the role of kindness and empathy in fostering a positive workplace culture. They explore the impact of COVID on employee dynamics, the significance of mentorship, and practical tools for building trust and collaboration within teams. The discussion highlights the ROI of kindness in business and the necessity of creating environments where employees feel valued and engaged.


Takeaways

- Claude Silver is the world's first Chief Heart Officer at VaynerX.
- COVID prompted Claude to write her book, 'Be Yourself at Work.'
- Self-awareness is crucial for personal and professional development.
- Authenticity in the workplace enhances connection and performance.
- Workplace culture is defined by the vibe and energy of interactions.
- Emotional optimism is the belief that things can improve.
- Empathy is essential for effective leadership and team dynamics.
- Kindness in the workplace leads to higher employee retention.
- Practical tools like appreciation circles can enhance team morale.
- Leaders should focus on creating a culture of trust and collaboration.

Chapters

00:00 Introduction to Heart-First Leadership
03:06 The Impact of COVID on Work Culture
06:00 Self-Awareness as a Leadership Superpower
08:54 The Role of Authenticity in the Workplace
11:54 Scaling Heart-Centered Leadership
14:52 Defining Company Culture
17:45 Emotional Optimism and Bravery
20:53 Empathy and Care in Leadership
23:46 The ROI of Kindness in Business
25:28 Emotional Intelligence in the Workplace
26:34 Tactical Empathy and Practical Tools
28:21 Overcoming Imposter Syndrome
30:37 Running on Calm: Frameworks for Leaders
32:57 Assessing Human Skills in Recruitment
34:36 The Seven Rules of Team Citizenship
37:30 Leading with Authenticity
39:18 The Target Audience for 'Be Yourself at Work'
39:53 Optimism in Workplace Culture
42:03 Defining Success Through Generosity

For all episodes, please check out www.thePOZcast.com 

Chapters 

00:00 – Intro from Nashville
00:45 – Shoutout to Juicebox.ai & why Adam actually uses it
01:40 – The Origin Story: From failed recruiting agency to AI powerhouse
03:45 – Empowering, not replacing recruiters
04:40 – How Juicebox works: data enrichment + recruiter intent
06:50 – Founder lessons in self-awareness & sales
08:10 – Real-world wins: finding the “unfindable” candidates
09:20 – The fundraising journey & landing Sequoia
10:30 – Competition, collaboration, and curiosity in HR tech
11:55 – What’s next: ATS rediscovery & surfacing hidden talent
12:45 – The future of AI in recruiting
13:25 – Team shoutouts from the Juicebox crew
14:00 – Wrap-up: Day One complete — Day Two coming soon

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Summary

In this episode, Adam Posner interviews Dave Vu, co-founder of Ribbon, an AI voice interviewing platform. They discuss Dave's immigrant background and the work ethic instilled in him by his parents, his journey into talent acquisition, and the differences in hiring strategies between early-stage startups and scaling companies. The conversation also touches on the importance of culture add over culture fit, the role of recruiters as marketers, and the impact of AI on recruitment processes. Dave shares insights on compliance and bias reduction in AI, the challenges of being a founder, and his definition of success.


Takeaways

- Hard work is a core value instilled by immigrant parents.
- Recruiters must tell a compelling story to attract talent.
- Culture fit is outdated; culture add is essential for diversity.
- Recruiters are marketers and represent the company's brand.
- AI can enhance recruitment but should not replace human interaction.
- Compliance in AI recruitment is crucial to avoid bias.
- Founders need to be patient and resilient in their journey.
- Communication is key for effective leadership.
- Success is about building something meaningful and lasting.
- The future of recruitment will leverage AI to improve efficiency.

Chapters

00:00 Introduction to Dave Vu and His Journey
03:06 The Immigrant Work Ethic and Its Impact
05:51 Transitioning into Talent Acquisition
09:04 Hiring Strategies: Early Stage vs. Scaling
12:12 Culture Fit vs. Culture Add
14:46 Recruiters as Marketers
18:11 The Birth of Ribbon and AI in Recruitment
20:55 Compliance and Bias in AI Recruitment
22:55 The Founder Journey: From People Ops to HR Tech
24:45 Building Trust: The Foundation of Co-Founder Relationships
27:39 The Human Element in AI Recruiting
29:56 The Future of Recruiting: Empowering Everyone
32:50 Navigating Challenges: Lessons in Leadership
35:52 Defining Success: Building a Legacy

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Summary

In this episode of the #thePOZcast, Adam Posner interviews Alison Baum Gates, an early-stage tech investor and author of 'Breaking Into Venture.' They discuss Alison's journey from the trading floor to venture capital, the importance of a global perspective, and the evolving landscape of entrepreneurship and employee well-being. Alison shares insights on the VC mindset, the challenges of writing a book, and the impact of AI on business and the writing process. The conversation culminates in a discussion about defining success and the importance of creating opportunities for others.

Takeaways

- Alison's parents' careers were disrupted by technology, influencing her career choices.
- She transitioned from finance to venture capital to be on the disrupting side.
- The trading floor experience taught her about opportunity spotting and creativity in finance.
- Living globally has given her a competitive advantage in evaluating investments.
- A VC mindset is essential for navigating today's abundant career opportunities.
- Writing her book was a way to save time and share knowledge about venture capital.
- Venture capital is not just glamorous; it requires hard work and patience.
- Measuring progress in venture capital is crucial to avoid FOMO.
- Success is defined by the number of successful people one creates.
- AI is changing the landscape of entry-level jobs, making it essential for new graduates to adapt.

Chapters

00:00 Introduction to Alison Baum Gates and Her Journey
01:17 The Impact of Technology on Career Paths
02:43 Lessons from the Trading Floor
06:34 Global Perspective and Competitive Advantage
10:59 The VC Mindset: Thinking for Abundance
13:21 Writing 'Breaking Into Venture' and Its Purpose
15:14 The Reality of Venture Capital
16:50 Self-Discovery Through Writing
19:44 AI's Role in Writing and Business
21:02 The Dual Nature of Entrepreneurship Today
21:53 Navigating the Entrepreneurial Landscape
25:08 The Role of Semper Virens
29:52 The Impact of AI on Entry-Level Jobs
32:34 Evaluating Founders and Building Relationships
35:00 FOMO in Venture Capital
36:51 Defining Success in Career and Life

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Summary

In this engaging conversation, Adam Posner interviews Kass and Mike Lazarow, successful entrepreneurs and authors of 'Shoveling Shit: A Love Story About Entrepreneurship's Messy Path to Success.' They discuss the authenticity of their writing process, the importance of feedback, and how to stay motivated in the face of setbacks. The Lazarows share insights on navigating remote work culture, the significance of work-life integration, and the value of building a strong company culture. They emphasize the importance of networking, philanthropy, and defining success beyond monetary gains, ultimately highlighting the journey of entrepreneurship as a series of challenges and triumphs.

Takeaways

- The writing process was a new venture for both authors.
- Authenticity in storytelling is crucial for connecting with readers.
- Entrepreneurship involves overcoming numerous setbacks and failures.
- Feedback is essential for growth and should be viewed as a gift.
- Setting clear priorities helps in focusing on what truly matters.
- Remote work presents challenges for maintaining company culture.
- Work-life integration is more realistic than work-life balance.
- Quality time with family is more important than quantity.
- Hiring should focus on soft skills and cultural fit.
- Building a strong company culture requires transparency and trust.

Chapters

00:00 Introduction to the Lazaro Duo
02:47 The Authenticity of Writing Together
06:05 The Meaning Behind 'Shoveling Shit'
08:58 Staying Motivated Through Setbacks
11:48 The Importance of Feedback
14:50 Setting Priorities and Focus
17:48 Navigating Remote Work Culture
20:56 Work-Life Integration vs. Balance
23:44 Quality Time with Family
26:36 Hiring and Team Dynamics
29:45 The Role of Culture in Organizations
32:37 The Power of Networking
35:48 Defining Success Beyond Money
38:46 Philanthropy and Company Culture
 

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Summary

In this episode of #thePOZcast, Adam Posner interviews Amira Barger, an executive VP at Edelman Communications and author of 'The Price of Nice.' They discuss Amira's upbringing, her journey into healthcare communications, and the importance of empathy in leadership. Amira shares insights from her book, emphasizing the dangers of being too nice in professional settings and advocating for the need to disrupt the status quo. The conversation also explores the power of storytelling, the importance of building foundations in leadership, and the significance of shared values in driving impactful change.


Takeaways

- Amira's upbringing as a minister's child shaped her empathetic approach to healthcare.
- Healthcare is a human right, and access to it is crucial.
- The book 'The Price of Nice' challenges the notion of being overly nice in professional settings.
- Being too nice can protect existing power structures and hinder progress.
- Nerve is necessary for effective leadership and communication.
- Storytelling is a powerful tool for transformation in organizations.
- True leadership involves building other leaders and fostering collaboration.
- Shared values are essential for effective teamwork and community building.
- Niceness often prioritizes comfort over necessary confrontation.
- Personal growth is a continuous journey of unlearning and relearning.

For all episodes, please check out www.thePOZcast.com 

This Episode’s Heavy Hitters:

- The price for being a lawyer is your soul. This comes from Tucker’s personal experience.

- The two years he spent in Hollywood were the “worst two years” of his life; and is also where Tucker realized he wasn’t a “soulless, sociopathic, narcissist.”

- Buddha’s “core principle” to “do your work, then help others do theirs” is Tucker’s guiding principle in life, and it’s taken him 42 years to truly understand the meaning and significance of it.

- The reason he makes his clients at Scribe participate in “read-alouds” of their book before publishing is because he once read his own audiobook and realized how many things he would’ve changed, even though he edited the script on paper many, many times already.

- A brand is a construction of who you are, so when people “rebrand” themselves, sometimes all it is is a reconstruction of people’s perception of you.

- If you want real change, you have to really change.

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Summary

In this engaging conversation, Adam Posner interviews Aleks Svetsky, an entrepreneur and author, who shares his journey from being the son of a factory worker in Australia to becoming the CEO of StatLantis, a next-generation social network for travelers. They discuss Alex's influences, including Steve Jobs, his experiences in the FinTech space, and his insights on Bitcoin as a savings vehicle. Alex also delves into his book, The Uncommunist Manifesto, and the socio-economic implications of Bitcoin. The conversation explores the challenges of product development, the importance of personal growth, and how to define success in one's life.


Takeaways

- Aleks Svetsky's journey is shaped by his desire to be different from his parents.
- Traveling extensively has influenced Alex's perspective on life and business.
- Steve Jobs' uncompromising nature inspired Alex's entrepreneurial spirit.
- Bitcoin is viewed by Alex as a savings vehicle rather than an investment.
- The Uncommunist Manifesto presents a case for liberty and responsibility.
- StatLantis aims to revolutionize travel recommendations through social connections.
- Saying no to opportunities can lead to greater focus and success.
- Success is defined by fighting the right fight and facing challenges head-on.
- The importance of personal growth and learning from failures is emphasized.
- Alex believes that Bitcoin holders will shape the future socio-economic landscape.
 

Chapters

00:00 Introduction to Alex Svetsky and His Journey
03:03 Exploring Life in Brazil and Personal Evolution
05:46 The Entrepreneurial Spirit: From Early Failures to Success
09:06 The Bitcoin Revelation: Understanding Its True Value
11:54 The Uncommunist Manifesto: Bitcoin and Societal Change
15:02 The Future of Bitcoin: Wealth, Influence, and Responsibility
21:16 The Future of Bitcoin and Capital Allocation
21:59 The Uncommunist Manifesto: A New Perspective
24:35 Introducing Settlantis: A New Social Discovery App
27:45 The Evolution of Settlantis: From Web to Mobile
31:09 Navigating Entrepreneurial Challenges and Pivots
33:47 Defining Success: The Fight Worth Fighting
42:25 Connecting with Alex Svetski: Final Thoughts
 

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Takeaways
 

- Behind every entrepreneur is a compelling origin story.
- Family influences can shape entrepreneurial spirit.
- Turning a family recipe into a business can be transformative.
- Overcoming skepticism is part of the entrepreneurial journey.
- Funding a startup often requires personal sacrifices.
- Building a brand involves navigating manufacturing challenges.
- Demos and customer engagement are key to market entry.
- Trusting your gut is crucial in business decisions.
- Mentorship plays a vital role in entrepreneurial success.
- Success is defined by time, health, and family love.
 

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Summary

In this conversation, Adam Posner and Mita Mallick explore the complexities of leadership, particularly focusing on the impact of bad bosses and the importance of inclusive leadership. Mita shares insights from her new book, discussing how bad bosses can emerge from various pressures and stresses, and emphasizes the need for self-reflection and accountability in leadership roles. They delve into the significance of recognition, coaching, and creating a culture of openness, while also addressing the challenges of micromanagement and disengagement in the workplace. The discussion highlights the evolving nature of leadership in today's world and the importance of fostering a supportive environment for employees.


Takeaways

- Bad bosses can emerge from personal and professional stress.
- Self-awareness is crucial for effective leadership.
- Recognition and appreciation can significantly impact employee morale.
- Micromanagement often stems from personal insecurities.
- Creating a culture of vulnerability encourages open communication.
- Feedback should be framed as coaching rather than criticism.
- Disengagement in the workplace can spread like a virus.
- Leaders should model the behavior they want to see in their teams.
- Hiring processes should focus on facts over feelings.
- Leadership is about empowering others, not just directing them.

Chapters

00:00 Introduction to Inclusive Leadership and Bad Bosses
03:00 The Impact of Personal Experiences on Leadership
05:57 Understanding the Roots of Bad Boss Behavior
09:10 The Role of Self-Awareness in Leadership
12:05 The Importance of Recognition and Visibility in the Workplace
14:42 Creating a Culture of Vulnerability and Feedback
17:55 Accountability and Self-Reflection in Leadership
21:47 Understanding Exit Interviews and Team Dynamics
23:00 Leadership's Role in Organizational Culture
24:24 Assessing Leadership Qualities in Interviews
27:02 Self-Reflection for Bad Bosses
28:37 The Importance of Storytelling in Leadership
30:28 Disengagement: The Silent Culture Killer
32:00 Navigating Bad Bosses: Strategies for Employees
33:18 The Shift Towards Employee Well-Being
34:52 Coaching vs. Directing: A Leadership Approach
37:25 Raising Kind and Inclusive Future Generations
39:00 Looking Inward: Accountability in Leadership

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Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Takeaways

- Bitcoin IRA was the first platform to allow Bitcoin in retirement accounts.

- Explaining crypto to older generations requires patience and clarity.

- Bitcoin's scarcity is a key factor in its value.

- People fear the unknown more than the known.

- The retirement crisis necessitates alternative investment strategies.

- Dollar cost averaging helps mitigate emotional trading decisions.

- Security in crypto is paramount, with a focus on custody solutions.

- Building a strong team culture is essential for company growth.

- Success is defined by free time and presence with family.

- The future of finance may involve strategic partnerships with traditional banks.

Chapters

00:00 Introduction to Bitcoin IRA and Predictions

02:46 Explaining Crypto to the Older Generation

06:02 Understanding Bitcoin's Scarcity and Value

08:47 The Fear of the Unknown vs. the Known

11:44 Personal Journey into the Crypto World

14:45 The Evolution of Bitcoin IRA

17:56 The Future of Bitcoin and AI Integration

20:48 Retirement Crisis and Alternative Investments

23:48 Dollar Cost Averaging Explained

26:49 Overcoming Hesitations in Crypto Adoption

30:06 Security in Crypto: The Pentagon of Custody

32:50 The Benefits of Using an IRA for Crypto Investments

35:46 Building Teams and Company Culture

38:47 Defining Success and Work-Life Balance

41:50 Future Predictions and Closing Thoughts

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Summary

In this episode of the #thePOZcast, Adam Posner interviews Jahmaal Marshall, a corporate wellness advocate and founder of Listen Then Speak. They discuss Jamal's journey from a challenging childhood to a successful career in coaching, emphasizing the importance of mental health, the impact of social media on workplace culture, and the misconceptions surrounding incarcerated individuals. Jamal shares insights on the significance of vulnerability in leadership, the role of AI in the workplace, and how to redesign corporate culture for better employee well-being. The conversation concludes with Jamal's definition of success and the importance of authenticity in both personal and professional life.


Takeaways

- Jahmaal Marshall is on a mission to transform how we work.
- The journey from childhood influences to career choices is significant.
- Social media can create unrealistic expectations about work culture.
- Vulnerability in leadership is essential for authentic connections.
- Work-life balance is a myth; focus on work-life rhythms instead.
- AI should enhance human capabilities, not replace them.
- Success is defined by authenticity and being true to oneself.
- It's important to have a support system of trusted individuals.
- Burnout is a real issue that needs to be addressed in corporate culture.
- You can only do what you can; it's okay to say no.

Chapters

00:00 Introduction to Jahmaal Marshall and His Mission
02:56 Jahmaal's Journey: From Childhood to Career
05:58 Transitioning from Justice to Coaching
08:44 The Impact of Social Media on Work Culture
12:03 The Role of the Church in Jahmaal's Life
14:50 Finding Purpose in Coaching
17:57 Misconceptions About Incarcerated Individuals
20:44 The Importance of Offline Time
23:49 The Birth of Listen Then Speak
27:02 Navigating Corporate Culture and Burnout
29:48 The Role of AI in the Workplace
32:52 Redesigning Corporate Culture
35:54 Vulnerability in Leadership
38:39 Defining Success and Authenticity
41:48 Closing Thoughts and Future Plans
 

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Summary

In this episode, Adam Posner interviews Charlotte Dales, co-founder and CEO of Inclusively, a platform dedicated to creating equitable workplaces. Charlotte shares her journey from finance to founding Inclusively, inspired by her cousin Cameron's achievements despite challenges. The conversation delves into the importance of workplace accommodations, the role of anonymity in fostering inclusion, and the need for data-driven insights to bridge gaps in employee support. Charlotte discusses the pivot from a hiring platform to a focus on retention and the future of work, emphasizing skills-based hiring and authentic DEI practices. She also offers advice for aspiring founders on balancing personal and professional life while defining success beyond financial metrics.


Takeaways: 

- Inclusively aims to create equitable workplaces through technology.
- Charlotte's inspiration came from her cousin Cameron's journey.
- Accommodations in the workplace can significantly impact employee success.
- Anonymity in requesting support is crucial for employee comfort.
- Data-driven insights help align employee needs with company offerings.
- The business model pivoted from hiring to retaining talent.
- Skills-based hiring complements the need for accommodations.
- Authenticity in DEI practices is essential for real impact.
- Balancing work and personal life can enhance productivity.
- Success is defined by the positive impact on future generations.

Chapters

00:00 Introduction to Inclusively and Its Mission
02:59 Charlotte's Journey: From Finance to Founding Inclusively
06:03 Inspiration from Family: Cameron's Story
08:55 The Importance of Accommodations in the Workplace
11:51 The Role of Anonymity in Workplace Inclusion
14:47 Bridging the Gap: Data-Driven Insights for Employers
17:57 Pivoting the Business Model: From Hiring to Retaining Talent
20:54 The Future of Work: Skills-Based Hiring and Inclusion
24:00 Navigating the DEI Landscape: Authenticity vs. Performative Actions
26:58 Advice for Aspiring Founders: Balancing Life and Work
29:42 Defining Success: Beyond Numbers and Exits

1:40 - Legacy of Fudgy

3:24 - The Dark Side of Humility

6:50 - Right decision at the right time

7:14 - Need of a Male figure in Life

9:23 - Be a Go-getter

12:20 - First lessons learned the hard way

15:06 - Cultural simulation in a new country

18:59 - Brand research and insights

21:58 - Entry of Cinnabon

28:25 - Cinnabon smell in the malls

31:50 - Corporate vs Customer level'

34:09 - How to handle the throttle

35:54 - Secret go-to interview Questions

39:59 - Advising for a Big Company

45:05 - Biggest challenging moment

46:52 - Single Greatest piece of  advice

48:54 - Kat's North Star

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Summary"

In this episode of #thePOZcast Adam Posner interviews Dr. Gabriella Rosen-Kellerman, a physician and psychiatrist who is a pioneer at the intersection of science, technology, and human potential. They discuss her journey into psychiatry, the shift from remediation to performance in mental health, and the impact of work on mental health. Dr. Rosen-Kellerman shares insights on the global performance crisis, the role of COVID-19 in workplace dynamics, and the challenges of remote work. They also explore the concept of flourishing versus productivity, the importance of recognition in leadership, and the future of AI in the workplace. The conversation concludes with Dr. Rosen-Kellerman's career advice and reflections on the lessons learned from historical technological transitions.

Takeaways

- Dr. Gabriella Rosen-Kellerman emphasizes the importance of recognizing and addressing mental health in the workplace.
- The shift from remediation to performance in mental health is crucial for employee well-being.
- COVID-19 has significantly impacted workplace dynamics and mental health.
- Remote work presents unique challenges that can affect productivity and mental health.
- Flourishing is about living a deeply meaningful life, not just being productive.
- Recognition from leaders can greatly enhance employee motivation and performance.
- AI is reshaping the workplace, requiring new skills and mindsets from employees.
- The PRISM framework outlines essential skills for future work: Prospection, Resilience, Innovation, Social Connection, and Mattering.
- Leaders need to be proactive and scenario plan to navigate the rapidly changing work environment.
- Historical lessons can guide us in supporting employees through technological transitions.

Chapters

00:00 Introduction to Dr. Gabriella Rosen-Kellerman
03:03 The Journey into Psychiatry and Digital Health
05:44 The Shift from Remediation to Performance in Mental Health
08:46 The Impact of Work on Mental Health
12:09 Understanding the Global Performance Crisis
14:58 The Role of COVID-19 in Workplace Dynamics
17:56 The Challenges of Remote Work
21:06 Flourishing vs. Productivity
23:56 The Importance of Recognition in Leadership
27:00 AI and the Future of Work
29:41 The PRISM Framework for Future Skills
32:47 Insights from Collaborating with Dr. Martin Seligman
35:46 Navigating Leadership in a Rapidly Changing World
38:36 The Future of AI and Human Interaction
41:35 Lessons from History on Technological Transitions
44:36 Closing Thoughts and Career Advice
 

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Summary:

Julie Sexton, Land O'Lakes, organizational culture, HR innovation, employee engagement, technology in HR, veterans in workforce, talent acquisition, flex work, leadership, Land O'Lakes, leadership, talent management, generational differences, agriculture industry, AI in business, career advice, employee engagement, mentoring, organizational culture

Takeaways:

- Julie fell into HR by choosing it as a versatile concentration in college.
- Land O'Lakes offers a culture where employees can have a real impact.
- Transparency and humanness are key in leadership.
- People strive to do their best and want to be valued.
- The evolution of technology has greatly improved HR processes.
- Flexibility in roles can attract a diverse talent pool.
- Piloting initiatives allows for learning and adaptation.
- Supporting veterans through programs like SkillBridge is crucial.
- Diversity includes mindset and experiences, not just demographics.
- Land O'Lakes is more than just butter; it's a significant agricultural co-op. Land O'Lakes operates across the entire agricultural value chain.
- The cooperative model allows for direct ownership by farmers and producers.
- Nurturing future leaders involves experience, mentoring, and skill development.
- It's important to recognize that not everyone is suited for leadership roles.
- An individual contributor career path is essential for deep expertise.
- Understanding employee values through surveys can enhance engagement.
- Reverse mentoring programs can bridge generational gaps.
- A talent strategy aligns workforce development with business goals.
- Honest communication is crucial in performance evaluations.
- Self-reflection and openness to feedback are key to career growth.

Chapters

00:00 Introduction to Julie Sexton and Her Journey
02:03 The Importance of Organizational Culture
06:49 Defining and Living Organizational Culture
08:10 The Evolution of Technology in HR
10:18 AI and Innovation in Recruitment
12:25 Balancing Flexibility in Manufacturing Roles
14:41 Innovating Employee Engagement Strategies
17:08 Supporting Veterans in the Workforce
20:09 Attracting Talent Beyond Butter
21:30 Understanding Land O'Lakes' Unique Position
24:05 Nurturing Future Leaders
26:51 Navigating Multi-Generational Workplaces
28:07 Building a Talent Strategy
30:00 Evaluating Talent and Performance
30:53 Interviewing for Value Addition
33:05 Challenges Facing the Agriculture Industry
34:50 Embracing Generative AI
37:00 Career Advice and Self-Reflection

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Takeaways:

- Work architecture is essential for understanding how work gets done.

- Workforce design and strategy are closely linked.

- Employee experience mapping can enhance workforce design.

- Onboarding is a critical stage in the employee journey.

- Mutual responsibility exists in managing employee expectations.

- Technology can complicate employee experiences if not implemented thoughtfully.

- Future-ready organizations prioritize employee development and upskilling.

- HR must claim a seat at the revenue table to drive business outcomes.

- Remote work requires intentional design to foster collaboration.

- Contentment is a dynamic goal worth striving for in one's career.

Summary

In this conversation, Adam Posner and Josh Newman delve into the intricacies of workforce design and employee experience. They discuss the importance of understanding work architecture, the critical stages of employee onboarding, and the mutual responsibilities of employers and employees in managing expectations. Josh shares insights from past workforce design projects, highlighting lessons learned from failures and the significance of creating future-ready organizations that prioritize employee development. The discussion also touches on the evolving role of HR in driving revenue, the challenges of remote work, and the impact of parenthood on leadership styles. They conclude with reflections on career advice and the true definition of success.

Chapters

00:00 Understanding Workforce Design and Architecture

02:59 Employee Experience Mapping: The Six Stages

05:56 Mutual Responsibility in Onboarding

08:53 Lessons from Workforce Design Failures

11:52 Future-Ready Organizations: Human-Centric Approaches

14:37 The Role of HR in Revenue Generation

17:48 Navigating Remote Work and Mentorship Challenges

20:18 The Transformative Power of Parenthood

26:44 Navigating Work-Life Balance and Productivity

31:55 The Future of Work and Employee Value Proposition

34:56 Defining Success Beyond Traditional Metrics

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For all episodes, please check out www.thePOZcast.com 

Takeaways
 

- Joelle Emerson emphasizes the importance of making the world a better place through one's work.
- Her journey into law was influenced by a personal trauma that highlighted the need for justice.
- Joelle's pivot from practicing law to consulting was driven by a desire to create proactive solutions.
- The tech industry's evolving conversation around culture and diversity has opened new opportunities for consulting.
- Hiring for 'culture fit' often leads to homogeneity rather than diversity of thought.
- Structured interview processes are essential for fair and equitable hiring practices.
- Change management is crucial for implementing new hiring strategies successfully.
- Early failures in business taught Joelle the importance of engaging people in new processes.
- Leadership alignment is key to successful DEI initiatives within organizations.
- The current state of DEI is complex, with varying definitions and levels of commitment across companies. DEI has become a target for scrutiny due to a lack of shared definitions.
- Equity is often misunderstood, leading to misconceptions about its goals.
- Diversity encompasses a wide range of identities beyond race and gender.
- Generational differences in the workforce require tailored management strategies.
- Training for managers must evolve to meet the complexities of modern workplaces.
- Data and AI can provide valuable insights into organizational culture.
- Reverse discrimination is a real concern, but not as common as perceived.
- Thoughtful DEI initiatives can benefit all employees, not just specific groups.
- Organizations are increasingly embedding DEI into their core practices.
- Continuous learning and upskilling are essential for employee growth.

 

Chapters

00:00 Introduction to Joelle Emerson and Paradigm
01:54 Joelle's Journey to Law and Civil Rights
04:39 The Pivot from Law to Consulting
08:31 The Birth of Paradigm and Cultural Conversations
10:05 The Flaws of 'Culture Fit' in Hiring
12:53 The Importance of Structured Interview Processes
16:10 Learning from Early Failures in Business
20:51 Aligning Leadership with DEI Initiatives
23:46 The Current State of DEI in Organizations
25:22 Understanding DEI: Definitions and Misconceptions
29:02 Generational Dynamics in the Workforce
32:53 The Evolving Role of Management in a Complex World
36:41 Data-Driven Insights: The Power of AI in Culture
39:23 Navigating Reverse Discrimination and Fairness in DEI
41:51 Future Trends: Building Cultures for Everyone
46:44 Embracing AI: Opportunities and Growth in the Workplace

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For all episodes, please check out www.thePOZcast.com 

Summary:

In this episode of #thePOZcast Adam Posner interviews Jon Cooper, a serial entrepreneur and CEO of Overalls, a company focused on simplifying life for employees through innovative benefits. Jon shares his journey from a corporate background to entrepreneurship, discussing the lessons learned from his parents, the challenges faced while building Life.io, and the emotional transition during acquisitions. He elaborates on the mission of Overalls, the unique service model, and the importance of technology and AI in enhancing user experience. The conversation also touches on leadership in a remote work environment, hiring practices, and the evolving definition of success.

Takeaways

- John's parents were both small business owners, influencing his entrepreneurial spirit.

- He initially struggled with understanding the corporate world and sought practical experience.

- Life.io aimed to create a financial incentive for healthy living, akin to carbon credits.

- The acquisition process can be complex and emotionally challenging for founders.

- Overalls was born from the need to address everyday life challenges for employees.

- The service model of Overalls allows employees to send any problem for assistance.

- High adoption rates are achieved through simple messaging and user education.

- Real-life impact stories highlight the emotional connection and trust built with users.

- Navigating challenges in the business landscape requires flexibility and adaptability.

- AI enhances efficiency but should not replace the human element in service delivery.

Chapters

00:00 Introduction to John Cooper and His Journey

02:56 Early Influences and Entrepreneurial Spirit

05:46 Transitioning from Corporate to Entrepreneurship

08:45 The Concept Behind Life.io and Its Impact

11:44 The Acquisition Process and Emotional Transition

14:48 The Birth of Overalls and Its Mission

17:45 Understanding the Service Model of Overalls

20:54 Adoption Rates and User Experience

23:51 Real-Life Impact Stories and Trust Building

26:47 Navigating Challenges in the Business Landscape

30:00 The Role of Technology and AI in Overalls

33:00 Leadership in a Remote Work Environment

35:53 Hiring Practices and Team Dynamics

38:52 Future Challenges and Growth Opportunities

41:45 Defining Success and Personal Values

44:02 Conclusion and Future Connections

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For all episodes, please check out www.thePOZcast.com 

Summary

In this episode of #thePOZcast, Adam Posner interviews Ben Lee, a seasoned entrepreneur and wellness architect, who shares his journey from building a successful digital agency to confronting burnout and redefining success through wellness. Ben discusses the influence of his father's entrepreneurial spirit, the lessons learned from his experiences, and the importance of prioritizing health over hustle. 

He reflects on his transformative experiences in Costa Rica and the vision behind his wellness lodge, ReCenter, which aims to help high achievers reconnect with purpose and community. In this conversation, Ben Lee and Adam Posner delve into the evolving landscape of wellness retreats, examining the delicate balance between luxury and profound personal transformation. They discuss the importance of creating unique experiences that cater to individual needs, the significance of men's work in personal development, and the challenges of navigating the wellness business in a competitive market. Ben shares personal anecdotes of transformation and emphasizes the importance of a purpose-driven approach to achieving success.
 

Takeaways

- Ben Lee emphasizes the importance of prioritizing health over hustle.
- His entrepreneurial journey was heavily influenced by his father's hustle.
- Gut instincts play a crucial role in decision-making for entrepreneurs.
- Burnout is often a gradual process rather than a singular event.
- Detoxing from hustle culture requires significant emotional and mental effort.
- Costa Rica served as a pivotal point for Ben's personal transformation.
- ReCenter aims to create a restorative environment for high achievers.
- The importance of community and connection in wellness.
- Ben's experiences highlight the paradox of wealth and freedom.
- The vision for ReCenter is to redefine wellness lodging. There needs to be a balance between luxury and deep personal transformation in wellness retreats.
- Nature plays a crucial role in helping individuals detox and reset their mindset.
- Personal transformation can take different lengths of time for different individuals.
- Creating unique and bespoke experiences is essential in the wellness industry.
- Men's work is a vital aspect of personal development and healing.
- Building a strong brand and experience is more important than competing on price.
- Success is about leading with purpose and heart, not just financial gain.
- The tourism market can be challenging, but innovative strategies can lead to success.
- AI is changing the coaching landscape, and adapting to it is essential.
- Personal health and well-being should be prioritized in business and life.

Chapters

00:00 Introduction to Ben Lee and His Journey
02:14 The Entrepreneurial DNA and Early Influences
07:24 Lessons from Family and the Importance of Gut Instincts
09:20 The Burnout Experience and Its Impact
15:25 Detoxing from Hustle Culture
18:45 First Encounters with Costa Rica
22:55 The Vision for ReCenter and Its Mission
30:30 Finding Balance in Wellness Retreats
31:25 Detox to Retox: The Journey of Transformation
36:05 Crafting Unique Retreat Experiences
39:40 The Power of Men's Work
42:10 Navigating Business Challenges in Wellness
50:51 Aha Moments in Entrepreneurship
52:16 Redefining Success in a Purpose-Driven World

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Abi Adamson, founder of the Culture Partnership, shares her journey from a working-class background in London to becoming a leading voice in workplace culture and inclusion. Abby discusses her experiences with bias and elitism in hiring practices, the impact of name bias on job opportunities, and the importance of empathy in addressing workplace challenges. She emphasizes the need for organizational change and the role of psychological safety in fostering inclusive environments. 

Abi shares her experiences with classism and racism in the workplace, detailing her journey from working in corporate environments to starting her own business. She discusses the challenges women of color face in HR dynamics, the importance of psychological safety in organizations, and the need for an authentic company culture. The conversation also highlights positive changes in workplace culture and Abi's aspirations for the future, including her desire to engage in more speaking opportunities and share her insights on culture and inclusion.

Takeaways

 

• Abby's background shaped her perspective on workplace culture.
• Experiences of bias can drive individuals to seek change.
• Name bias significantly affects job opportunities for people of color.
• Elitism in hiring practices limits diversity in organizations.
• Challenging the status quo requires strategic navigation.
• Organizational change often starts with small, incremental steps.
• Toxic work environments can be identified through early red flags.
• Empathy and awareness are crucial in addressing biases.
• Diversity in the workplace enhances creativity and innovation.
• Personal experiences can fuel professional passion and purpose. Classism can be as damaging as racism in the workplace.
• Starting a business was a response to negative experiences in corporate settings.
• Women of color often face unique challenges in HR dynamics.
• Psychological safety is crucial for employee well-being.
• Authenticity in company culture is essential for true inclusion.
• Positive changes in workplace culture are happening, but more is needed.
• Organizations must be open and honest about their cultural challenges.
• Diversity and inclusion initiatives should be genuine, not performative.
• Career advice: The magic is within you, and you are the MVP.
• If there's no seat at the table, build your own table.

Chapters

00:00 Introduction to Abby Adamson and Her Work

03:08 Abby's Journey into the People Business

05:59 Experiences of Bias in the Workplace

08:59 The Impact of Name Bias on Job Opportunities

11:57 Challenging Elitism in Hiring Practices

14:58 Navigating Organizational Change

17:48 Experiences in a Toxic Work Environment

24:53 Confronting Classism and Racism in the Workplace

25:56 The Decision to Start a Business

29:57 Experiences with HR and Workplace Dynamics

34:04 Creating Psychological Safety in Organizations

37:56 The Importance of Authenticity in Company Culture

44:00 Positive Changes in Workplace Culture

49:02 Future Aspirations and Career Advice

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast

For all episodes, please check out www.thePOZcast.com 

Summary

In this conversation, Randy Shacka shares his remarkable journey from a marketing intern to Two Men and a Truck president. He discusses the foundational values instilled by his parents, the importance of internships in shaping his career, and the challenges of building a brand from the ground up. Randy emphasizes the significance of leadership, resilience, and establishing a clear vision for the future, all while maintaining a people-first approach in business. 

In this conversation, Randy discusses his journey as a leader at Two Men and a Truck, sharing insights on navigating leadership challenges, enhancing customer experience, and the importance of hiring for cultural fit. He emphasizes the need for agility in meeting customer demands and the significance of data-driven decision-making in franchise management. Randy also reflects on the brand's expansion with Two Men and a Junk Truck, addressing the challenges and opportunities of growth. He concludes by sharing his personal definition of success, which revolves around paying it forward and helping others grow.

Takeaways

- Randy's journey from intern to president showcases the power of hard work and perseverance.
- Values instilled by parents play a crucial role in shaping leadership styles.
- Internships provide critical exposure to both what one enjoys and what one does not.
- Building a brand requires grassroots efforts and a strong community presence.
- Leadership involves understanding and addressing the needs of team members and franchisees.
- Establishing a clear vision is essential for guiding a growing organization.
- Navigating challenges requires resilience and a focus on core values.
- The importance of listening and seeking to understand in leadership roles.
- Creating a culture of care and compassion can drive organizational success.
- Continuous improvement and innovation are key to staying relevant in business. 
- Listening to customers is crucial for success.
- Agility in meeting customer needs is essential.
- Hiring for cultural fit is more important than skills alone.
- Interviewing should focus on values and team dynamics.
- The hiring process must be intentional and communicative.
- Data-driven decisions enhance operational efficiency.
- Franchise consistency is vital for brand reputation.
- Expanding the brand requires careful consideration and strategy.
- Success is defined by the ability to help others grow.

Chapters

00:00 Introduction to Randy Shaka's Journey
02:49 Foundations of Values and Work Ethic
05:49 The Internship Experience and Career Beginnings
09:02 Building a Brand from the Ground Up
11:57 Leadership and Navigating Challenges
15:06 Establishing a Vision for the Future
24:02 Navigating Leadership Challenges
26:02 Enhancing Customer Experience
26:59 Hiring Philosophy and Culture Fit
29:56 Interviewing for Values and Team Dynamics
32:00 Innovations in Hiring Process
33:49 Data-Driven Decision Making
35:55 Franchise Consistency and Accountability
39:02 Expanding the Brand: Two Men and a Junk Truck
41:51 Leadership Concerns and Future Outlook
43:55 Defining Personal Success

To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcast.

For all episodes, please check out www.thePOZcast.com

In this episode of the POZcast, Adam Posner interviews Angus Collins, a renowned ocean rower who shares his incredible journey of endurance, mental health struggles, and the importance of resilience. Angus discusses his early experiences on the water, the challenges of teamwork in extreme conditions, and his personal battle with depression. He emphasizes the significance of open dialogue about mental health, the role of friends and family, and the guilt often felt by high-achieving individuals. Angus's story serves as a powerful reminder of the importance of seeking help and the ongoing nature of mental health journeys. 

Angus Collins shares his journey as an ocean rower and mental health advocate in this conversation. He discusses the importance of helping others while recognizing his own struggles with motivation and mental health. Angus emphasizes the need for open conversations about mental health, especially among younger generations, and the significance of building supportive communities. He reflects on the joy of creating and collaborating with others, and how he defines success not just by personal achievements but by the impact he can have on others' lives.

Takeaways: 

• Angus Collins is a successful ocean rower with a compelling life story.
• Mental health struggles can occur even in seemingly perfect circumstances.
• Team dynamics are crucial in high-stress environments like ocean rowing.
• Preparation and communication are key to resolving conflicts at sea.
• Managing stress involves recognizing emotional triggers and practicing self-care.
• Guilt can prevent individuals from seeking help for mental health issues.
• Friends and family play a vital role in supporting those struggling with mental health.
• It's important to check in on friends and be consistent in support.
• Talking about mental health is essential for healing and understanding.
• Recovery is an ongoing process that requires continuous effort and dialogue. Helping others can lead to personal growth.
• Mental health is crucial for endurance challenges.
• Resilience training can benefit both athletes and those struggling with mental health.
• Many who take on big challenges may be running from personal issues.
• Building a supportive community is essential for mental health.
• Normalizing conversations about mental health starts with education.
• Children need to learn the language of mental health early on.
• Creating and collaborating bring joy and connection.
• Success is defined by the impact on others, not just personal achievements.
• We must address the stigma surrounding mental health to save lives.

Chapters

00:00 Introduction to Angus Collins and His Journey

02:48 The Importance of Mental Health and Personal Struggles

05:54 Team Dynamics and Conflict Resolution at Sea

08:58 Managing Stress and Emotions in Extreme Conditions

11:59 Facing the Brink: Angus's Battle with Depression

14:57 The Role of Friends and Family in Mental Health

18:00 Guilt and Expectations: The Burden of Being Strong

21:01 Seeking Help: The Journey to Recovery

24:05 Ongoing Struggles and the Importance of Dialogue

26:12 The Power of Helping Others

30:06 Facing the Challenge of Solitude

32:49 The Importance of Mental Health Awareness

34:15 Breaking Down Stigmas in Mental Health

37:09 Building Community and Connection

39:11 The Joy of Creating and Collaborating

42:17 Defining Success Beyond Achievements

In this episode of #thePOZcast, Rhona Pierce interviews Madeline Lourano, founder of Aptitude Research, about the evolving landscape of skills-based hiring. They discuss the challenges companies face in validating candidate skills, the role of AI in improving hiring processes, and the future of recruitment strategies. The conversation highlights the importance of structured approaches to hiring and the need for companies to adapt to new technologies and methodologies to enhance their talent acquisition efforts.

Takeaways:

- Only 12% of companies are effective at validating candidate skills.

- Many companies are fatigued with the skills conversation.

- A structured approach to interviewing is often lacking.

- The resume is still the primary source for hiring decisions.

- AI can help infer and validate skills effectively.

- Companies are seeing real results from skills-based hiring.

- There is a community aspect in the HR tech industry.

- Improvements in the quality of hire are linked to skills validation.

- Transparency in assessment providers is crucial.

- The future of hiring is moving towards skills-based approaches.

Chapters:

00:00 Introduction to Skills-Based Hiring

02:56 The Challenges of Validating Candidate Skills

06:02 The Role of AI in Skills Assessment

09:04 Future of Skills-Based Hiring and Best Practices

In this engaging podcast episode, host Rhona Pierce speaks with Matt Alder, a seasoned expert in recruiting and futurism. They explore the evolving landscape of recruitment, particularly the impact of AI and neurodiversity in the workplace. Matt shares his insights on the future of work, the importance of adapting to change, and the need for a more nuanced understanding of neurodiversity, particularly ADHD. The conversation emphasizes the significance of skills-based hiring and the potential for technology to reshape the job market, making it more accessible for everyone.

Takeaways: 

- Matt Alder has been hosting the Recruiting Future podcast for 10 years.

- The conversation around AI's impact on recruiting is evolving.

- AI may automate many recruiting tasks, raising questions about the future of recruiters.

- It's essential to have a mindset open to changing beliefs about the future.

- Neurodiversity, particularly ADHD, is often misunderstood in the workplace.

- Recruitment processes should focus on skills rather than traditional interview techniques.

- Personalizing recruitment processes can benefit everyone, not just neurodiverse individuals.

- Matt's experience with ADHD has shaped his understanding of workplace dynamics.

- The future of work may involve everyone having access to every job globally.

- Technology can facilitate a more efficient and inclusive job market.

Chapters:

00:00 Introduction to the Pozcast and Guest

01:12 The Future of Recruiting and AI's Impact

06:00 Navigating Predictions and Industry Changes

12:42 Transformations in Workplace Efficiency

14:22 Understanding Neurodiversity in the Workplace

21:05 Personal Insights and Future Predictions

In this episode of the POZcast, host Rhona Pierce engages with George Rogers, Chief Strategy Officer at Lighthouse Research, discussing the importance of purpose-driven leadership, employee engagement, and the evolving workplace culture. George shares his journey of discovering his leadership principles rooted in love, grace, and trust, and emphasizes empathy and understanding in leadership roles. The conversation also explores how data can be utilized to measure the connection between organizational culture and performance, and the significance of creating a sense of belonging among employees. Throughout the discussion, George provides valuable insights and practical advice for leaders looking to inspire and empower their teams.

Takeaways:

- Leadership is about love, grace, and trust.

- Employee engagement has evolved into employee fulfillment.

- Understanding your people is crucial for effective leadership.

- Peace in leadership means helping teams find rhythm through chaos.

- A purpose-driven culture enhances employee fulfillment.

- Empathetic leadership is about understanding and connecting with others.

- Data can measure the connection between culture and performance.

- Culture is defined by how employees feel and behave.

- Self-leadership is essential for effective leadership.

- Daring to do the impossible can lead to personal growth.

Chapters

00:00 Introduction to the POScast and Guest Introduction

02:20 Discovering Purpose and Leadership Principles

04:37 The Importance of Empathy in Leadership

07:00 Defining Peace in Leadership

09:38 Using Data to Measure Culture and Performance

12:11 Understanding and Defining Organizational Culture

13:43 Quickfire Questions and Personal Insights

18:20 Encouragement to Dare and Connect

In this episode of the Pozcast, host Rhona Pierce speaks with Blair Bennett, Senior Vice President of Talent Acquisition at PepsiCo. They discuss the evolving landscape of talent acquisition, the importance of employer branding, and how technology is reshaping recruitment processes. Blair shares insights from her career journey, emphasizing the significance of innovation, candidate experience, and internal mobility within organizations. The conversation also touches on leadership strategies and the value of taking risks in one's career.

Takeaways

- Blair Bennett leads the Global Talent Acquisition function at PepsiCo.

- Her career transitioned from political consulting to executive search.

- Innovation is a key pillar of PepsiCo's employer brand.

- Candidate feedback is collected at multiple points in the hiring process.

- PepsiCo emphasizes internal mobility and employee development.

- Technology is leveraged to enhance recruitment processes.

- Strategic thinking is essential for talent acquisition leaders.

- Taking risks is crucial for career growth and success.

- Leadership should encourage teams to take risks and learn from failures.

- Finding specific mentors can be more beneficial than seeking many.

Chapters

00:00 Introduction to Talent Acquisition Innovations

03:02 Blair Bennett's Journey in Talent Acquisition

06:12 Leveraging Employer Brand at PepsiCo

09:12 Enhancing Candidate Experience and Feedback

11:57 Internal Mobility and Employee Development

14:48 The Role of Technology in Talent Acquisition

18:01 Leadership Insights and Career Advice

In this engaging conversation, Nick Lavery shares his experiences as a military service member, discussing the importance of gratitude, the realities of life outside the U.S., and the human connections formed in combat zones. He emphasizes the significance of trust within teams, the challenges of media representations of military life, and the lessons learned that can be applied to civilian life. Nick also reflects on confronting mortality, the journey back to active duty after injury, and the personal growth from these experiences. In this conversation, Nick Lavery shares his journey of overcoming challenges and redefining success through accountability, integrity, and mentorship. He discusses the importance of trust within teams, the military assessment process, and how he teaches his children about accountability. Nick also reflects on his transition from military service to a new purpose in life, emphasizing the value of hard work and the lessons learned from writing his book. The discussion culminates in deeply exploring success, highlighting the significance of accomplishment, fulfillment, and maintaining integrity throughout one's journey.

Takeaways

- Saying thank you for service is appreciated, but living life fully is the best gratitude.

- Experiencing life outside the U.S. provides perspective on freedoms and opportunities.

- Human connections, especially with children, reveal commonalities across cultures.

- Media often dramatizes military life, but some portrayals are more accurate than others.

- Trustworthiness is crucial in high-stakes environments, often more than skill.

- Feedback is essential for growth and should be embraced as a gift.

- Life is finite, and this realization can lead to deeper humility and purpose.

- The journey back to active duty requires resilience and determination.

- Trust must be established from the beginning in leadership roles.

- Personal growth often comes from confronting one's own mortality.  Managing expectations is crucial in facing challenges.

- Trust is built through consistent actions and results.

- Celebrating small wins is important for motivation.

- Accountability is a rare but valuable trait.

- Teaching children about consequences is essential for their growth.

- Finding purpose after military service can be fulfilling.

- Writing can be a powerful tool for self-discovery.

- Success is defined by accomplishment, fulfillment, and integrity.

- Integrity makes the journey worthwhile, even if it's harder.

- Leading by example is key in parenting and mentorship.

Chapters

00:00 Introduction and Gratitude for Service

02:56 Experiencing Life Outside the U.S.

06:10 Human Connections in Combat Zones

09:08 Media Representations of Military Life

11:54 The Importance of Trust in Teams

14:57 Lessons from Military to Civilian Life

17:57 Confronting Mortality and Humility

20:52 The Journey Back to Active Duty

31:41 Facing Expectations and Building Trust

34:24 The Journey of Assessment and Acceptance

39:49 Celebrating Wins and Preparing for New Challenges

40:17 Accountability and Integrity in Society

45:02 Teaching Accountability to the Next Generation

51:08 Finding Purpose After Military Service

53:14 The Writing Journey and Self-Discovery

59:45 Defining Success: Accomplishment, Fulfillment, and Integrity

In this engaging podcast episode, Rhona Pierce hosts Mervyn Dinnen, an expert in HR and generational dynamics in the workplace. They explore the evolving relationships between different generations, particularly focusing on Gen Z and their integration into the workforce. Mervyn shares insights on the friction that often arises between younger and older generations, the changing expectations of work, and the importance of understanding each other's perspectives to foster a harmonious workplace. The conversation also touches on career advice, the impact of technology, and the future of work as generations continue to evolve.

Takeaways

- Mervyn emphasizes the importance of understanding generational differences in the workplace.

- Gen Z is often misunderstood, but they bring valuable perspectives to work.

- Work is increasingly about experience and fulfillment rather than just financial stability.

- The friction between generations is not new; it has always existed in various forms.

- Technology plays a significant role in how younger generations approach work.

- Older generations need to adapt their expectations to the realities of today's job market.

- Intergenerational understanding can lead to more harmonious workplaces.

- Career paths are no longer linear; flexibility is key for younger workers.

- The traditional structure of work is changing, and so are the expectations of employees.

- Honesty in the workplace is important, but it must be balanced with tact.

Chapters

00:00 Introduction to Generational Dynamics in the Workplace

03:01 Understanding Gen Z's Workplace Integration

06:10 The Evolution of Work and Generational Expectations

09:09 The Changing Landscape of Job Security and Stability

12:01 Intergenerational Understanding and Workplace Harmony

14:59 Insights from the Podcast: Bridging Generational Gaps

18:00 Career Advice and Lessons Learned

20:55 Conclusion and Future Connections

In this episode of the Pozcast, host Rona Pierce engages with Jackye Clayton, a TA leader and founder of People Puzzles, discussing the complexities of trust in HR, the challenges of implementing HR tech, and the evolving role of AI in the industry. They explore the benefits of peer-to-peer mentoring in career transitions and the contradictions in traditional career advice, emphasizing the importance of community and networking in navigating these changes.

Takeaways

- Trust issues in HR stem from a lack of transparency.

- Change is inherently difficult, especially in organizations.

- AI should enhance efficiency, not create new problems.

- Peer-to-peer mentoring offers valuable insights and shared experiences.

- Organizations often prioritize speed over candidate experience.

- AI tools are competing against each other in the hiring process.

- Your online persona is as important as your resume.

- Imposter syndrome can indicate that you are actually doing the work.

- Community support is crucial during career transitions.

Chapters

00:00 Introduction to thePOZcast and Guest Introduction

00:58 Trust Issues in HR and Tech

02:53 Challenges in HR Tech Implementation

06:12 The Role of AI in HR

08:55 Peer-to-Peer Mentoring in Career Transitions

09:49 Contradictions in Career Advice

15:08 Quick Fire Questions and Final Thoughts

Networking is essential in a rapidly changing job market.

In this episode of #thePOZcast, host Rhona Pierce engages with Jason Desentz, Chief Human Resources Officer at Toshiba Americas, discussing the evolving role of HR in organizations. They explore the importance of authentic vulnerability in leadership, the shift of HR towards being business advisors, and the critical role of data in influencing organizational decisions. Jason shares personal anecdotes and insights on career ownership, mentorship, and the significance of building trust within teams.

Takeaways

- HR takes business elements and puts a human spin on it.

- Owning your own career is crucial for success.

- Authentic vulnerability builds trust and influence.

- HR is shifting from people-pleasing to business advising.

- Data is essential for HR to influence decisions.

- Leaders should be approachable to foster communication.

- Mentorship plays a key role in career development.

- Being vulnerable can enhance leadership effectiveness.

- HR has more data than any other department.

- Effective communication is vital for leadership success.

Chapters

00:00 Introduction to the Pozcast and Guest Introduction

03:01 The Role of HR in Business

06:11 Authentic Vulnerability in Leadership

09:07 The Shift of HR Towards Business Advisory

11:37 The Importance of Data in HR

15:08 Career Advice and Myths about Influence

In this conversation, T. Tara Turk-Haynes discusses the complexities of diversity, equity, and inclusion (DIB) in the workplace, emphasizing the need for both top-down and grassroots approaches. She highlights the importance of collective education and understanding the various identities encompassed by DIB. The discussion also touches on the historical context of workplace inequities, the significance of data-driven solutions, and the challenges posed by the current political climate. Tara shares her optimism for the next generation and her personal definition of success, which focuses on abundance rather than hustle.
 

Takeaways

 

• Tara emphasizes the importance of embedding diversity, equity, and inclusion into business strategy.
• The conversation highlights the impact of family background on career choices and work ethic.
• Tara discusses the challenges faced by first-generation college graduates in navigating corporate environments.
• The importance of mentorship in career development is underscored through Tara's experiences.
• Tara reflects on the changing nature of jobs and the need for multiple income streams in today's economy.
• The discussion touches on the significance of self-awareness in leadership roles.
• Tara shares insights on the value of understanding people in business for effective leadership.
• The conversation highlights the need for leaders to model the behavior they wish to see in their teams.
• Tara discusses her transition to solopreneurship and the founding of Equity Activations.
• The episode emphasizes the importance of recognizing individual strengths in team dynamics.  Diversity, equity, and inclusion must be clearly defined.
• Both leadership and grassroots movements are essential for effective DIB initiatives.
• Miscommunication often arises from differing definitions of DIB concepts.
• Collective education is crucial for understanding diverse experiences.
• Fairness in the workplace can be measured through data.
• Diversity encompasses a wide range of identities beyond race.
• Historical context is vital in understanding workplace inequities.
• Data-driven solutions can help identify and solve equity issues.
• Authentic action is more effective than performative gestures in DIB work.
• The next generation is poised to disrupt traditional workplace norms

Chapters

00:00 Introduction to Tara Tarkhains and Her Mission
06:58 Navigating Identity and Career as a First-Gen College Graduate
10:59 The Journey into Talent and Culture
14:54 The Importance of Mentorship and Leadership
18:41 Understanding People in Business
21:48 Transitioning to Solopreneurship and Equity Activations
23:12 Defining Diversity, Equity, and Inclusion
24:24 Top-Down vs. Grassroots Approaches
25:38 Misunderstandings in DIB Conversations
26:43 The Importance of Collective Education
28:06 Measuring Fairness in the Workplace
29:22 The Complexity of Diversity Definitions
30:45 Historical Context of Workplace Inequities
32:03 Data-Driven Solutions for Equity
33:37 Finding the Right Partnerships
34:51 Navigating Political Climate in Corporate America
35:43 The Importance of Authentic Action
38:25 Inspiring the Next Generation
39:55 Embracing Agility in Leadership
40:49 Defining Success Beyond Titles

In this episode, Simon Taylor, Senior Director of Talent and Organizational Effectiveness at GAP, shares insights on building high-performing teams through the lens of his experiences in competitive rowing. He emphasizes the importance of having a clear vision, a strong mindset, and the balance between performance and human connection. Simon discusses the necessity of clarity in leadership and how fundamental elements like mission, vision, and values drive organizational success. He also shares personal anecdotes and practical advice for leaders looking to enhance their team's performance.

Takeaways

• Having a clear vision is crucial for success.
• Mindset is key to achieving high performance.
• Clarity in roles and goals drives team effectiveness.
• Engagement and morale are linked to performance.
• Leadership sets the tone for organizational culture.
• High performance doesn't exclude the human side of work.
• Winning can unite and motivate teams.
• Fundamentals like mission and values are essential.
• Clarity is a form of kindness to your team.
• Sleep is vital for effective leadership.

Chapters

00:00 Introduction to High Performance Leadership

02:58 The Connection Between Sports and Organizational Success

06:08 Mindset: The Key to High Performance

09:04 Balancing Performance and Human Connection

12:12 The Importance of Clarity in Leadership

15:01 Building a High Performing Organization

17:46 Rapid Fire Insights and Conclusion

In this episode, the conversation revolves around the evolving role of HR in mid-sized companies, the importance of data-driven decision-making, and the impact of effective leadership. John Federman, CEO of Higher Road, shares insights on connecting buyers and sellers, the significance of team accountability, and the transformative power of analytics in HR. The discussion highlights the challenges mid-sized companies face in leveraging data and the need for HR professionals to adapt to a more strategic role within organizations.

Takeaways

• The job of a CEO is to make the team accountable.
• Connecting buyers and sellers is key to enabling success.
• Data-driven solutions are changing the HR landscape.
• Mid-sized companies can leverage analytics for better ROI.
• HR professionals are evolving to become data-savvy leaders.
• Data cleansing is essential for effective analytics.
• Understanding employee career aspirations is crucial for leadership.
• There are common truths in leadership across industries.
• Being a mentor is a significant aspect of leadership.
• HR must speak the same language as other business functions.

Chapters

00:00 Introduction to the Podcast and Guest

00:46 The Role of a CEO and Team Accountability

01:43 Connecting Buyers and Sellers Across Industries

03:05 The Impact of Data-Driven Solutions in HR Tech

06:26 Understanding ROI in Mid-Sized Companies

08:05 The Evolution of HR Professionals

11:51 Data Needs of Mid-Sized vs. Larger Companies

13:03 Taking Action Towards Data-Driven HR

16:03 Leadership Insights and Personal Reflections

In this podcast episode, Rhona Pierce interviews Cynthia Abbot Kerr, founder and CEO of WellPay AI, discussing her journey in the compensation industry, the complexities of pay transparency, and the impact of AI on compensation strategies. Cynthia shares insights on the importance of transparency in pay, the challenges of decision fatigue in compensation, and her transition from HR executive to entrepreneur. The conversation highlights the evolving landscape of compensation and the role of technology in shaping future strategies.

Takeaways:

Takeaways

• Her early career experiences sparked Cynthia's passion for compensation.
• WellPay AI aims to simplify compensation strategies using technology.
• Compensation is often misunderstood as an easy process, but it is complex.
• Pay transparency is becoming essential in modern workplaces.
• AI can significantly speed up compensation processes and decision-making.
• The human element in compensation decisions is crucial.
• Companies need to embrace pay transparency to build trust.
• Cynthia emphasizes the importance of educating employees about pay structures.
• Entrepreneurship changes how people perceive and interact with you.
• Ignoring naysayers can lead to success in business.

Chapters:

00:00 Introduction to WellPay AI and the Podcast

01:53 Cynthia's Journey in Compensation and Technology

06:01 The Complexity of Compensation and Pay Transparency

12:06 AI's Impact on Compensation Strategies

14:58 Transitioning from HR Executive to Entrepreneur

18:54 Lessons Learned as a Founder

00:00 Introduction to Victoria Williams and Her Journey

03:04 The Impact of Family Background on Entrepreneurial Spirit

05:46 Navigating the Cannabis Industry: Education and Advocacy

08:54 Understanding Social Equity in Cannabis Licensing

11:52 The Evolution of Wake and Vape: From Idea to Brand

15:00 Challenges Faced in the Cannabis Business

17:57 Lessons Learned and Future Aspirations

24:07 The Birth of Wake and Vape

27:42 Branding and Packaging Insights

30:29 Understanding Product Quality

32:08 Overcoming Market Skepticism

34:10 Empowering Women in Cannabis

37:15 Current Challenges in the Cannabis Market

38:51 Advice for Aspiring Entrepreneurs

41:15 Defining Success

In this episode, Gina Smith, CHRO of LVMH, discusses the importance of high-performance teams and creative environments. She emphasizes the role of coaching and development initiatives in fostering talent, the significance of creativity in the luxury sector, and the need for effective leadership in a complex business landscape. Additionally, she highlights the importance of diversity, equity, and inclusion as a core business strategy.

Takeaways

- Coaching and development are fundamental to employee growth.

- Internal mobility is crucial for retaining talent.

- Creativity is embedded in the DNA of LVMH.

- Leaders must adapt to the changing expectations of employees.

- Rest and recovery are essential for high performance.

- Diversity, equity, and inclusion are key business strategies.

- A decentralized structure fosters creativity and autonomy.

- Talent marketplaces enhance visibility of career opportunities.

- Leadership programs must address the pressures leaders face.

- Mental health and well-being are vital for a thriving workplace.

Chapters

00:00 Introduction to High-Performance Teams

05:04 Coaching and Development Initiatives

10:05 Fostering Creativity in Business

14:57 Leadership in a Complex Environment

20:11 Diversity, Equity, and Inclusion as a Business Strategy

In this episode of #thePOZcast, host Rona Pierce speaks with Matt Lavery, Director of Global Sourcing, Recruiting, and Onboarding at UPS. They discuss Matt's journey from a seasonal handler to a leadership role, the impact of AI and automation on hiring processes, and the importance of internal mobility and career progression within UPS. Matt shares insights on enhancing candidate experience, ethical considerations in AI usage, and valuable leadership lessons learned throughout his career.

Takeaways

- Matt Lavery's journey at UPS showcases the value of internal mobility.

- AI and automation have significantly improved the hiring process at UPS.

- Speed and transparency are key factors in candidate experience.

- Understanding the problem is crucial before implementing AI solutions.

- Leadership involves providing clarity and empowering teams.

- UPS hires around 200,000 people annually, especially during peak seasons.

- NPS scores indicate high candidate satisfaction with the hiring process.

- Internal mobility pathways are essential for employee retention.

- Technology can enhance the candidate experience and streamline processes.

- Change management requires careful planning and communication.

Chapters

00:00 Introduction to the POScast and Guest Background

01:21 Matt Lavery's Journey at UPS

03:58 The Impact of AI and Automation on Hiring

10:21 Enhancing Candidate Experience through Technology

13:42 Internal Mobility and Career Progression at UPS

17:50 Lessons Learned in Implementing AI in Hiring

20:30 Leadership Insights and Hiring Myths

22:12 Proud Moments and Closing Thoughts

00:00 Welcome to Unleash 2025

00:58 Exploring the Intersection of People and Technology

03:02 Insights on Frontline Workers

05:52 Building Trust with Frontline Workers

10:01 The Role of AI in Recruitment

14:00 C-Suite Perspectives on AI and Talent

18:05 Rapid Fire Questions and Key Takeaways

00:00 Introduction to Lovesack and Sean Nelson

02:35 The Grit Behind Entrepreneurship

04:49 The Lovesack Journey Begins

08:44 Challenges and Triumphs in Business

13:30 Navigating Bankruptcy and Resilience

17:32 Miracle Moments in Business

20:47 The Importance of Funding and Growth

23:07 Learning Mandarin and Cultural Insights

24:36 Building Trust in Business Relationships

25:54 The Early Days of Lovesac

28:20 Turning Point: The Big Order from Limited Corporation

30:45 Lessons from the Couch Business

32:14 Design Philosophy: Built to Last

36:05 Future Product Extensions and Sustainability

39:09 Hiring for Values and Culture Fit

42:50 Defining Success Through Relationships

48:21 Advice: Quit or Keep Going

00:00 Building a Lego City Together

03:02 Exploring Interests: Baseball and School

05:58 Favorite Books and Learning

08:59 Friendship and Family Dynamics

11:59 Wishes for the Future

00:00 Introduction to the Future of Work

01:26 The Impact of Family Background on Career

03:05 Career Journey and Work-Life Integration

05:48 The Shift in Workplace Culture Post-Pandemic

10:56 The Importance of Intentional Office Presence

14:39 Future of Work Grand Challenge and Reskilling

19:15 AI's Role in the Future of Work

21:26 Empowering Employees in the Age of AI

22:00 Investing in Talent: Measuring Success

23:05 Reimagining Workplace Relationships

24:45 Creating Open Feedback Loops

26:23 Equity as a Profit Driver

29:09 Measuring Equity and Employee Engagement

30:47 Insights from Writing 'The Win-Win Workplace'

32:36 The Concept of Shared Value

34:04 Building Community in the Workplace

35:26 Who Should Read 'The Win-Win Workplace'?

36:54 The Future of Work: Avoiding Old Mistakes

37:54 Defining Success Beyond Career Achievements

Mita Mallick is a change maker with a track record of transforming culture and business. She gives innovative, culturally resonant ideas a voice and serves customers and communities with purpose. She’s had an extensive career as a multicultural marketer in the beauty and consumer goods space, being a fierce advocate for including and representing Black and Brown communities. Her book, “Reimagine Inclusion: Debunking 13 Myths to Transform Your Workspace” is a Wall Street Journal and USA Today best seller. She also has a new book coming out, The Devil Emails at Midnight: What Good Leaders Can Learn from Bad Bosses.

We dug into:

• The current state of affairs when it comes to DEI and what we should be focusing on in our workplaces.
• Building genuine engagement and community on LinkedIn to accelerate your career.
• How candidates can stand out in this market.
• New book: The Devil Emails at Midnight: What Good Leaders Can Learn from Bad Bosses- who is for/about?

Go ahead and pre-order Mita's second book: The Devil Emails at Midnight: What Good Leaders Can Learn from Bad Bosses by Mita Mallick

Connect with Mita: https://www.linkedin.com/in/mita-mallick-2b165822/

Live from Transform 2025, we’re bringing you an exclusive podcast series packed with insights from some of the brightest minds in hiring, talent strategy, and workforce transformation!

In this series, we’ve got incredible guests from Okta, Tubi, Edelman, Greenhouse, Findem, and more, sharing how top organizations are rethinking hiring, culture, and talent acquisition in today’s fast-changing world.

Greenhouse combines a structured, data-driven hiring approach with AI-embedded workflows that empower recruiters to focus on strategic, high-impact work. From sourcing top talent to personalizing the candidate experience, Greenhouse streamlines and optimizes the entire hiring process. This ensures that every hire is the right hire—eliminating bias, creating fairness, and helping teams make smarter, faster decisions. Over 7,500 companies, including HubSpot, Duolingo, and J.D. Power, trust Greenhouse to build better teams and turn talent into a strategic advantage.

Want to learn how today’s top companies are winning the talent game? Tune in now and visit Greenhouse.com to transform the way you hire.

Thanks for listening. Please follow us on Instagram @NHPTalent and X @AdamJPosner. Visit www.thePOZcast.com for all episodes.