101: "What Happens When You Start Hiring for Alignment, Not Just Experience?" ft. Jeremy Brady

In this bold and honest conversation, Erik sits down with Jeremy Brady, National Sales Manager at G Adventures, to explore what it really takes to lead high-performing teams in 2025. They unpack why the old sales playbook doesn’t work anymore, how to build a values-driven hiring process, and why “culture fit” isn't just a buzzword—it’s a strategic advantage. Jeremy shares hard-earned insights from leading through COVID, reinventing hiring practices, and learning how to create psychological safety during interviews. It’s a masterclass in modern leadership, hiring with intention, and building cultures that last.👤 About the GuestJeremy Brady is the National Sales Manager at G Adventures, a global adventure travel company known for its commitment to community tourism and values-driven leadership. With a background in hustle culture sales and over a decade of experience, Jeremy now helps shape a future of leadership that prioritizes authenticity, alignment, and long-term impact.🧭 Conversation HighlightsFrom “boss to friend” tension: Jeremy’s journey becoming a leader among former peersThe radical shift from hustle culture to intentionality in hiringHow G Adventures uses a "G Factor" (now “Backstage Pass”) to detect culture alignmentDesigning interview processes that prioritize core values over credentialsLeveraging “Working Genius” and hedgehog concepts to build balanced sales teamsHow COVID forced a rethink on team engagement, fulfillment, and purposeThe power of letting top performers fail (and why you shouldn't rescue them too early)Turning travel sales into meaningful social impact work💡 Key TakeawaysHire for alignment, not just performance: Core values are a better predictor of success than previous results.Disruption reveals truth: Swearing, surprises, or even a ball pit interview can surface real insights about a candidate.Let them fail forward: Growth comes from patterns of reflection, not perfection.Sales isn’t about closers: Balanced teams with varied strengths perform better long-term.Create psychological safety: The best interviews feel like conversations, not interrogations.❓ Questions That MatteredHow do you build trust with candidates while still vetting them honestly?What’s your process for uncovering a candidate’s core values?How can companies avoid hiring “brilliant jerks”?What signs reveal that someone is thriving—or just coasting on past wins?How do you push a top performer to grow without deflating them?🗣️ Notable Quotes“You're gonna f*** up—just don't do the same f*** up twice.” —Jeremy Brady“If we look the same five years from now, something's wrong.” —Jeremy on constant reinvention at G Adventures“The candidate isn’t applying to prove they’re good enough. We’re seeing if we’re a fit for them.” —Jeremy Brady“When you’re in charge, take charge. When you’re not, stop trying to be.” —Erik Berglund“Empathy is a superpower—but without the sword of accountability, it can become a crutch.” —Erik Berglund🔗 Links & ResourcesFollow Jeremy on LinkedInCheck out Jeremy's Instagram