Hire Learning with Oz Rashid

Benny Czarny is CEO and Founder of OPSWAT, a cybersecurity company he bootstrapped from a San Francisco apartment over 20 years ago. It now employs over a thousand people and protects critical infrastructure across 80+ countries. He is also the author of “Cybersecurity Upside Down” and co-producer of the cybersecurity docuseries "Into the Breach."We dive into Benny’s founder philosophy on patience with product go-to-market, why he views unsolicited resignations as a leadership failure, how he identifies the best candidates by the quality of questions they ask, and why he burns every 30-60-90 day plan he receives.Key Takeaways:00:00 Introduction.06:40 How the original idea for a cybersecurity language protocol turned into a bootstrapped product that customers lined up to buy.11:30 What's changed and what hasn't across 22 years and 1,100 employees.16:10 How AI is expanding the attack surface, threatening LLM data lakes, and creating new infrastructure vulnerabilities.21:30 Why Benny wrote "Cybersecurity Upside Down" and how his editor convinced him to rewrite it from scratch.28:00 The origin of "Into the Breach" and why he partnered with the MythBusters production team to myth-bust the firewall.32:30 Competing for talent against Google and Palo Alto by offering a mission that outlasts any paycheck.35:00 The three honorable ways to leave OPSWAT, and why every other exit is a leadership failure.39:00 Why Benny throws 30-60-90 day plans in the trash and what he asks instead.43:00 The pattern Benny sees in every strong hire: questions that reveal how prepared the candidate really is.50:00 Advice for founders: don't pivot from a product before you've exhausted its go-to-market.Resources Mentioned:Benny Czarnyhttps://www.linkedin.com/in/bennyczarny/OPSWAThttps://www.linkedin.com/company/opswat/"Be Useful: Seven Tools for Life" by Arnold Schwarzeneggerhttps://www.amazon.com/dp/0593655958"Built to Last" by Jim Collinshttps://www.amazon.com/dp/0060516402"Cybersecurity Upside Down" by Benny Czarnyhttps://www.amazon.com/dp/B0GH8SZXJ9"Into the Breach" docuserieshttps://www.opswat.com/into-the-breachThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes.Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring

In this episode, we sit down with Yvette Martinez-Rea, Chief Operating Officer of Yext, a SaaS platform powering digital presence for some of the biggest brands in the world. Yvette brings more than two decades of operating experience across tech, gaming, media, and beauty — including senior leadership roles at Verizon, ESL Gaming North America, Yahoo, United Online, and Violet Grey.Yvette shares the unexpected loss that reshaped how she leads and why she now makes room for the hard stuff at work. We explore her "slow hire, fast fire" philosophy, the one word she always hires for, and why the best candidates are often already inside your organization.Key Takeaways:00:00 Introduction. 03:00 What a COO actually does: monitoring, managing, optimizing, and connecting the dots across a company. 05:15 The identity shift that happens the day you move from COO to CEO. 07:15 Career advice for anyone navigating a tough job market and an AI-driven future. 10:40 Losing her husband to cancer ten weeks after diagnosis and stepping back from a Fortune 50 role. 12:45 Joining Yext as an individual contributor and being told "no," so work didn't become a drug for grief. 18:00 Auditing her leadership to create space and safety around grief and loss at work. 26:15 Practical ways to show up for someone in loss — at the funeral, three months later, and on the anniversary. 30:20 The one word she hires for and why it quietly unlocks every other quality. 37:10 Why the best next hire is often already inside your company. 40:10 Slow hire, fast fire: the rule she swears by and when desperation breaks it. 43:00 Reframing collective grief through "The Friday Afternoon Club" by Griffin Dunne. 45:30 Advice to her 20-year-old self: You don't have to show up with the answer.Resources Mentioned:Yvette Martinez-Reahttps://www.linkedin.com/in/yvette-martinez-rea-8625b91/?isSelfProfile=falseYext | LinkedInhttps://www.linkedin.com/company/yext/Yext | Websitehttps://www.yext.com"The Friday Afternoon Club: A Family Memoir" by Griffin Dunnehttps://www.penguinrandomhouse.com/books/717278/the-friday-afternoon-club-by-griffin-dunne/"The Rise of the Red Hot Chili Peppers: Our Brother, Hillel" on Netflixhttps://www.netflix.com/title/82087556Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring

In this episode, Colette Brown, Chief Human Resources Officer of Stony Brook Medicine, discusses what actually builds (and breaks) a healthy culture. She dives into why leaders should address behavior instead of attitude, the red flags hiring managers keep talking themselves into ignoring, and the 15-year stay-at-home mom who became her favorite hire.With nearly 40 years in healthcare HR, including stops at Melmark, Presby’s Inspired Life, and Crozer-Keystone Health System, Colette brings stories from the trenches and practical tools any leader can use on Monday morning.Key Takeaways:00:00 Introduction.06:26 Defining great leadership as a set of behaviors, not a personality type.11:05 "The more you demand respect, the less you deserve it."13:15 What a toxic culture actually feels like from the inside.16:31 Attitude vs. behavior, and the concept of "pinpoint behavior."21:22 Colette's hiring philosophy: skills can be taught, values can't.27:03 The best hire she ever made — a 15-year stay-at-home mom who became a director of comp and benefits.30:03 The common thread behind Colette’s biggest hiring misses.Resources Mentioned:Colette Brownhttps://www.linkedin.com/in/colettebrownhr/Stony Brook Medicine | LinkedInhttps://www.linkedin.com/company/stony-brook-medicine/Stony Brook Medicine | Websitehttps://www.stonybrookmedicine.eduMercy Health System (Southeastern Pennsylvania)https://www.mercy.comMelmark | LinkedInhttps://www.linkedin.com/company/melmarkpennsylvania/Melmark | Websitehttps://www.melmark.orgPresby’s Inspired Life | LinkedInhttps://www.linkedin.com/company/inspiredforgood/Presby’s Inspired Life | Websitehttps://www.linkedin.com/company/inspiredforgoodCrozer-Keystone Health Systemhttps://www.crozerhealth.orgKelly Serviceshttps://www.kellyservices.com/find-a-job/SUNY Human Resources Associationhttps://www.suny.edu/hr/"The Devil Emails at Midnight" by Mita Mallickhttps://www.amazon.com//dp/1394316488Cassis (French bistro in Huntington, NY)https://bistrocassis.comThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring

Calvin Arterberry, CEO of Flowbot Forge, discusses AI and the future of work. Calvin brings extensive experience in product design and UX leadership, having previously shipped products that drove tens of millions in revenue at major brands, including Verizon, Lowe's, Best Buy, and Wayfair, before becoming a serial entrepreneur.Calvin shares his perspective on navigating the "Fourth Industrial Revolution" and why professionals must shift from being task-executors to orchestrators. Oz and Calvin engage in a lively debate about the realities of short and long-term AI disruption, explore why self-disruption is the ultimate career strategy, and discuss Calvin’s core hiring philosophy of prioritizing hunger and innate aptitude over a standard résumé.Key Takeaways:00:00 Introduction. 04:09 Starting a career in web design out of economic necessity in 2006. 08:13 Building a marketplace to provide startups with fractional senior engineering talent. 11:13 Analyzing recent tech layoffs and understanding if AI is actually replacing roles. 16:50 The short, midterm, and long-term view of how AI will impact job design. 20:08 Why the future of work belongs to orchestrators rather than coders. 27:46 The importance of disrupting yourself before your employer disrupts you. 39:50 Core hiring philosophy: prioritizing hunger, aptitude, and the ability to think on your feet. 43:32 Using AI executive assistants to maintain consistency and follow up with sales leads. 46:30 Advice to a younger self: Be patient, it's going to be okay.Resources Mentioned:Calvin Arterberryhttps://www.linkedin.com/in/calvinarterberryFlowbot Forge | LinkedInhttps://www.linkedin.com/company/flowbot-forge/Flowbot Forge | Websitehttps://flowbotforge.com/Verizonhttps://www.linkedin.com/company/verizon/Lowe'shttps://www.linkedin.com/company/lowe%27s-home-improvement/Best Buyhttps://www.linkedin.com/company/best-buy/Wayfairhttps://www.linkedin.com/company/wayfair/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring

Astad Dhunjisha, Vice President of Human Resources at AT&T, oversees talent acquisition and frontline learning for this Fortune 40 company that hires over 25,000 people a year. Prior to this role, he was Global SVP of TA and HR at Experian and led various global HR functions at Bayer and Monsanto. Having moved to the US in 2009 with just two bags, his unique journey shapes how he thinks about hiring, inclusion, and what people need to do their best work.We discuss the massive scale of bringing outside talent into a major telecommunications brand. We also dive into the exhausting contradictions of walking the leadership line, the importance of suspending the 35-second first impression during an interview, and why the future of AI in hiring should focus on building human capability rather than just rushing into a cost-efficiency game.Key Takeaways:00:00 Introduction.01:22 Astad’s background and his path from Mumbai to leading major talent operations.03:01 Celebrating 150 years of connectivity and the legacy of the first phone call.06:17 Managing end-to-end talent delivery for an organization with 120,000 employees.23:09 The mission-critical pressure of talent acquisition and its similarities to a corporate sales team.32:18 Leading on the line: Navigating the exhaustion and balancing the multiple priorities required of leaders.39:10 Why uncovering a candidate's story and understanding their choices is more predictive than relying on their résumé.45:37 The danger of the 35-second first impression and learning to suspend initial judgment in interviews.50:18 Viewing AI as an opportunity to build human capability rather than just a tool to reduce hiring costs.56:43 Advice for younger professionals on embracing the journey, handling setbacks, and avoiding the trap of solely chasing titles.Resources Mentioned:Astad Dhunjishahttps://www.linkedin.com/in/astad-dhunjishaAT&T | LinkedInhttps://www.linkedin.com/company/att/AT&T | Websitehttps://www.att.com/Experian | LinkedInhttps://www.linkedin.com/company/experian/Experian | Websitehttps://www.experianplc.com/Bayer | LinkedInhttps://www.linkedin.com/company/bayer/Bayer | Websitehttps://www.bayer.com/Monsanto | LinkedInhttps://www.linkedin.com/company/monsanto/Monsanto | Websitehttps://www.bayer.com/en/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring

Christy Harris, Chief Human Resources Officer and SVP of CCC Intelligence Solutions, a  publicly traded SaaS company, joins Oz. She shares her career journey, including 21 years at Allstate and then taking a massive leap of faith to lead HR in a high-growth, AI-driven technology company. Christy unpacks the importance of getting uncomfortable to grow, the evolving landscape of empathetic leadership, and how to successfully integrate AI workers into your organizational chart.Key Takeaways:00:00 Introduction. 03:59 How a finance background empowers data-driven HR decisions. 07:32 Why Christy left a 21-year career at Allstate. 10:17 "What would you do if you weren't afraid?" — getting uncomfortable in order to grow. 14:05 Balancing empathy and accountability in modern leadership. 16:20 Understanding the "say-do ratio" and building trust. 19:18 Why hiring intrinsically accountable people makes management easier. 20:12 Embracing AI workers as force multipliers, not replacements. 24:16 Core hiring philosophies and evaluating learning agility. 26:28 The one interview question every hiring manager should ask. 32:47 Why great candidates fail when the business environment shifts. 36:28 Deploying an AI worker for travel and expenses.Resources Mentioned:Christy Harrishttps://www.linkedin.com/in/christy-harrissphr/CCC Intelligence Solutionshttps://www.linkedin.com/company/ccc-intelligent-solutions/Allstatehttps://www.linkedin.com/company/allstate"The Let Them Theory" by Mel Robbinshttps://www.melrobbins.com/book/the-let-them-theory/“The Atlantic” article on the Cartel Olympicshttps://www.theatlantic.com/magazine/2026/05/mexico-cartel-la-union-tepito/686453/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com.  #TalentAcquisition #HiringStrategy #EnterpriseHiring

In this episode, we sit down with Craig Swaisgood, VP of Data and Analytics of the New York Mets. Craig brings an incredible track record of leveraging data across multiple high-stakes industries, having previously served as VP at JPMorgan Chase, Senior Director at the Houston Astros, and working inside the Obama White House.Craig shares his journey from public service to Major League Baseball and explores how we balance hard numbers with human intuition. We dive into how top sports franchises build sustainable businesses even when the team isn't winning, why his hiring process relies on objective scorecards to remove bias, and the dangers of completely offloading our critical thinking to generative AI.Key Takeaways:00:00 Introduction.05:40 How working in the public sector sparked a love for solving problems with data.08:07 Implementing tech policies and evaluating blockchain in the Obama White House.14:03 Building a sustainable business foundation during the Houston Astros' World Series run.18:29 Balancing 10 billion data points with gut instinct and opportunity costs.27:08 Meeting the diverse needs of fans to create the ultimate ballpark experience.30:16 Core hiring philosophy: Fill the gaps on your team instead of solely seeking “five-tool” players.33:27 The importance of testing candidates on actual job skills during an interview.39:17 Why candidates who ask questions out of genuine curiosity stand out the most.41:45 Using an objective scorecard to remove bias from the hiring process.45:10 Using Generative AI as a cognitive thought partner rather than surrendering critical thinking.51:54 Career advice: Enjoy the journey instead of just focusing on the destination.Resources Mentioned:Craig Swaisgoodhttps://www.linkedin.com/in/craig-swaisgoodNew York Metshttps://www.linkedin.com/company/new-york-metsJPMorgan Chasehttps://www.linkedin.com/company/jpmorganchaseHouston Astroshttps://www.linkedin.com/company/houston-astrosObama White Househttps://www.linkedin.com/company/the-white-house“Range” by David Epsteinhttps://www.amazon.com/dp/0735214484“Thinking, Fast and Slow” by Daniel Kahnemanhttps://www.amazon.co.za/dp/0374533555University of Pennsylvania paper on AI as "System 3" thinkinghttps://papers.ssrn.com/sol3/papers.cfm?abstract_id=6097646Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com.  #TalentAcquisition #HiringStrategy #EnterpriseHiring

In this episode, we sit down with Tate Kelly, Senior Vice President of Partnerships at the United Soccer League (USL), to discuss the explosive growth of professional soccer in the US. Tate brings a wealth of sports business experience, having previously sold corporate partnerships for the Tennessee Titans in the NFL, driven revenue for Gonzaga Sports Properties at Learfield IMG College, and started his career with a unique role for Nike.Tate discusses his perspective on building a robust corporate partnership foundation for expansion clubs and the highly anticipated introduction of promotion and relegation to the USL. We explore how his background as a Division I runner translates into a relentless sales mentality, his core hiring philosophy centered on the "athlete mindset," and his favorite memories from college basketball.Key Takeaways:00:00 Introduction.03:24 Explaining the structure, growth, and youth-to-pro pathway of the United Soccer League.06:39 What it takes to build foundational corporate partnerships and stadium naming rights.11:05 How the accountability of individual sports directly parallels the pressures of sales.16:14 The introduction of a promotion and relegation system in 2028 and its impact on the sport.22:49 Transitioning from early roles at Nike and college athletics to the NFL's Tennessee Titans.28:24 Core hiring philosophy involves finding self-starters who possess an athlete mindset.37:44 Recommending “The Energy Bus” and “Chop Wood Carry Water” to maintain a positive sales perspective.41:35 Advice to a younger self: treat your career like a marathon, not a sprint.42:34 A lightning round exploring favorite Gonzaga basketball players and March Madness memories.Resources Mentioned:Tate Kellyhttps://www.linkedin.com/in/tatekellyUnited Soccer League (USL) | LinkedInhttps://www.linkedin.com/company/usl/United Soccer League | Websitehttps://www.uslsoccer.comTennessee Titanshttps://www.linkedin.com/company/tennessee-titans/Gonzaga Sports Propertieshttps://www.linkedin.com/company/gonzaga-sports-properties/Nikehttps://www.linkedin.com/company/nike/“The Energy Bus” by Jon Gordonhttps://www.amazon.com/Energy-Bus-Rules-Fuel-Positive/dp/0470100281“Chop Wood Carry Water” by Joshua Medcalfhttps://www.amazon.com/Chop-Wood-Carry-Water-Becoming/dp/153698440X“Shoe Dog” by Phil Knighthttps://www.amazon.com/Shoe-Dog-Memoir-Creator-Nike/dp/1501135910Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring

In this episode, we sit down with Deidre Bradley, Vice President of Human Resources of a large national healthcare organization, founder of DB Coaching and Consulting, and adjunct professor of the University of Houston Clear Lake. Deidre brings over a decade of high-level HR leadership experience across major organizations, including Tenet Healthcare, LifePoint Health, and manufacturing facilities associated with Ford and Toyota.Deidre shares her unconventional journey from manufacturing industry to healthcare and what it really takes to run people's operations when lives are on the line. We explore the lost art of traditional personal branding, why a realistic job preview prevents bad hires, and her core hiring philosophy based on finding humble, hungry, and smart candidates.Key Takeaways:00:00 Introduction.04:45 Falling into HR from manufacturing and discovering a lifelong calling.06:26 The stark differences between employee relations in manufacturing and healthcare.16:07 Honest feedback is a gift that can propel a candidate's career.19:03 Traditional personal branding, etiquette, and dressing for success still matter.23:22 Core hiring philosophy involves looking for humble, hungry, and smart traits.27:40 A realistic job preview helps candidates make the right decision.31:15 Reading “Unoffendable” to practice giving others the benefit of the doubt.Resources Mentioned:Deidre Bradleyhttps://www.linkedin.com/in/deidre-bradley-hrpro202056906651/DB Coaching and Consulting | Facebookhttps://www.facebook.com/coachdeidre/aboutDB Coaching and Consulting | Websitehttps://coachingdb.org/“The Ideal Team Player” by Patrick Lencionihttps://www.amazon.com/dp/1119209595“Unoffendable” by Brant Hansenhttps://www.amazon.com/dp/1400333598/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com#TalentAcquisition #HiringStrategy #EnterpriseHiring

In this episode, we sit down with Karina Kogan, Chief Marketing and Growth Officer of Sundays for dogs. With two decades of experience scaling iconic consumer tech and media businesses, Karina has driven growth for renowned companies like Peloton, Aura, Napster, Warner Media, and P Vault.Karina shares her approach to defining high growth at the intersection of product and marketing, and how to scale brands responsibly. We explore her best advice for a new executive's first 30 days, the power of diversity in mitigating brand blind spots, and how she views AI as a creative companion rather than a replacement. Oz Rashid also dives into Karina's specific hiring philosophies and how she builds complementary teams.Key Takeaways:00:00 Introduction and the brilliant business argument for diversity in leadership.03:39 Why Karina joined Sundays for dogs and the massive market for healthy pet food.10:33 Defining growth marketing as the intersection of user experience and business KPIs.12:47 Hiring for curiosity, ambition, and attitude over just checking resume boxes.15:06 The power of a 30-day fact-finding mission when onboarding at a new company.18:54 How pre-work and relationship building shaped Karina's successful pitch to restructure Peloton's app business.22:41 Navigating unintentional PR moments and reading into brand campaigns.28:44 Diversity around the table mitigates the risk of missing blind spots in advertising.30:52 Build teams with complementary skills rather than redundant capabilities.36:14 Using hypothetical brainstorms in interviews to see how candidates think and collaborate.39:12 AI is a companion that requires human intervention and good briefing to produce quality marketing.44:38 Advice to her 20-year-old self: be less afraid and stand up for yourself.Resources Mentioned:Karina Koganhttps://www.linkedin.com/in/karinakogan/Sundays for Dogs | LinkedInhttps://sundaysfordogs.com/Sundays for Dogs | Websitehttps://sundaysfordogs.com/Spin Magazinehttps://www.spin.com/Adweekhttps://www.adweek.com/Mini MBA in Marketinghttps://www.google.com/search?q=https://mba.marketingweek.com/Pelotonhttps://www.google.com/search?q=https://www.linkedin.com/company/peloton-interactive/Aurahttps://www.linkedin.com/company/aura/Napsterhttps://www.linkedin.com/company/napster/Warner Mediahttps://www.linkedin.com/company/warnermedia/P Vaulthttps://www.google.com/search?q=https://www.linkedin.com/company/pvault/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

Hiring for skill feels safe; hiring for will builds transformation.In this episode, we sit down with Malvika Jhangiani, Chief Human Resources Officer of FARO Technologies. With global HR leadership experience spanning multinational organizations across the US, India, and the Middle East, Malvika has led large-scale transformations inside complex, matrixed businesses.Malvika shares why her core hiring philosophy is “hire for will, not skill,” and how learning agility consistently outperforms credentials. We explore what global companies get wrong about inclusion, why transformation fails without stakeholder alignment, and how HR leaders must balance global consistency with local cultural nuance. She also breaks down how AI is becoming HR’s newest coworker — freeing up time for more strategic, creative work.Key Takeaways:00:00 Hire for will, not skill.06:02 HR is the intersection of people, process, and strategy.16:30 Transformation succeeds with the right stakeholders — not too many.18:38 Inclusion in global companies starts with listening.28:50 Interviews should be a dialogue, not an interrogation.30:55 The best sales hires have substance behind the sizzle.32:40 Transparency in hiring prevents costly mismatches.34:00 AI is HR’s new coworker — a productivity amplifier.40:30 Career growth often comes from detours, not direct paths.Resources Mentioned:Malvika Jhangianihttps://www.linkedin.com/in/malvika-jhangiani/FARO Technologieshttps://www.linkedin.com/company/faro-technologies/FARO Technologies | Websitehttps://www.faro.com/es-MX“1929 Inside the Greatest Crash in Wall Street History--and How It Shattered a Nation” by Andrew Ross Sorkin https://www.amazon.com/1929-Inside-Greatest-History-Shattered/dp/0593296966ChatGPT (OpenAI)https://chat.openai.comGoogle Gemini https://gemini.google.comMicrosoft Copilot https://copilot.microsoft.comWorkdayhttps://www.workday.comSkillsoft https://www.skillsoft.com Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com.  #TalentAcquisition #HiringStrategy #AIinHR

Hiring fast feels productive; hiring wrong is expensive.In this episode, we sit down with Andrew Diskin, Talent Acquisition Leader at one of the world’s leading global research firms. Andrew brings more than 15 years of talent acquisition leadership experience across major organizations, including KPMG, Marsh McLennan, Rothschild, BMO, and SimilarWeb.Andrew shares what it takes to build scalable hiring engines inside complex global organizations and why showing up engaged is one of the most underrated career accelerators in today’s workplace. We explore candidate experience, hiring for potential over pedigree, and the real financial cost of making the wrong hire under pressure.Key Takeaways:00:00 Introduction.09:40 Showing up engaged means building relationships and understanding how work actually gets done.14:10 Candidate experience shapes employer brand even when the answer is no.21:55 A resume rarely tells the full story of a candidate’s value.26:15 Hiring for potential often outperforms hiring for perfection.30:45 The bottom-line cost of a bad hire compounds far beyond the open role.31:50 “Hell yes” hires outperform rationalized decisions.35:05 Taking calculated risks early in your career builds long-term momentum.Resources Mentioned:Andrew Diskinhttps://www.linkedin.com/in/andrewdiskin/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com.  #TalentAcquisition #HiringStrategy #EnterpriseHiring

In this episode, Oz Rashid breaks down the accelerating AI race, recent executive shakeups at major AI labs, and what it all means for business leaders and the workforce.He explores the difference between AI hype and enterprise reality, the “February 2020 moment” analogy, and why technology adoption rarely moves as fast as capability.Oz also dives into the emerging workforce paradox: companies claiming overcapacity in traditional roles while struggling to find AI-skilled talent.The message is clear — this is not a fear conversation. It’s a leadership conversation.Key Takeaways:00:00 Introduction and why this episode matters.02:30 The AI-model race and why recent breakthroughs feel different.05:40 High-profile AI resignations and what they may signal.09:45 The “February 2020” analogy — where it holds and where it breaks.14:30 Exponential technology vs. gradual human adoption.18:10 AI hype vs. corporate restructuring reality.22:45 Why enterprise ROI on AI is still uneven.26:20 Management as the most underrated AI-era skill.27:40 The workforce paradox: too many people, not enough AI talent.29:50 Why you shouldn’t abandon your expertise; you should augment it.31:00 Final thoughts: learn the tools, don’t operate from fear.Resources Mentioned:Anthropichttps://www.anthropic.com/OpenAIhttps://chatgpt.com/OpenClawhttps://openclaw.ai/“Something Big Is Happening” essayhttps://x.com/mattshumer_/status/2021256989876109403Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #AIinHR #WorkforceTrends #TalentAcquisition

On this episode, we’re joined by Dr. Gordon Dean Cooper, HR Executive formerly of LVMH, JPMorgan Chase & Co and Kenneth Cole. Gordon shares how he approaches HR as a commercial function, shaped by operating inside highly regulated financial institutions and brand-driven luxury organizations.Key Takeaways:00:00 Introduction.02:16 Strategic HR leaders must speak the language of business.06:36 Leadership fundamentals translate across industries and sectors.10:24 Talent strategy must directly support business objectives.13:12 Incentive design shapes behavior and performance outcomes.15:24 Siloed HR functions weaken organizational decision-making.18:28 Hiring for resilience outperforms pedigree over time.21:08 Candidate effort reveals long-term leadership potential.28:44 Leadership transparency builds trust before day one.38:20 Better questions matter more than perfect answers.Resources Mentioned:Dr. Gordon Dean Cooperhttp://linkedin.com/in/gdeancooper/LVMH | LinkedInhttps://www.linkedin.com/company/lvmh/LVMH | Websitehttp://www.lvmh.comJPMorgan Chase & Co | LinkedInhttps://www.linkedin.com/company/jpmorganchase/JPMorgan Chase & Co | Websitehttps://www.jpmorganchase.com/Kenneth Cole | LinkedInhttps://www.linkedin.com/company/kenneth-cole-productions/Kenneth Cole | Websitehttps://www.kennethcole.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com.  #TalentAcquisition #HiringStrategy #EnterpriseHiring

We’re joined by Oscar J. Benavidez, MD/MBA, Chief, Division of Pediatric and Congenital Cardiology and Executive Director, Pediatric Cardiac Catheterization and Surgical program at the Heart and Vascular Institute of Mass General Brigham and Associate Professor of Harvard Medical School. Oscar shares his unconventional path into medicine, what drew him to a high-risk turnaround role, and how he rebuilt trust, outcomes, and culture inside one of the most complex care environments in healthcare.Key Takeaways:00:00 Introduction.06:57 Assuming leadership of a “burning ship” program demanded systemic courage.​13:38 Applying structure‑process‑outcome thinking consistently elevates team performance.​16:44 Prioritizing culture over pure technical talent protects long‑term success.​20:02 Transforming a competitor’s staffing crisis into collaboration creates shared value.​25:44 Encouraging “little‑c” conflict surfaces hidden problems and accelerates improvement.​31:09 Designing cardiology care around anxiety reduction improves patient experience.​35:58 Recognizing underutilized capabilities can redefine roles and service lines.​40:23 Painting a clear future state attracts true builders to change.​45:32 Choosing broadly applicable problems multiplies impact across populations.Resources Mentioned:Oscar J. Benavidezhttps://www.linkedin.com/in/oscar-benavidez-md-mba/Mass General Brigham | LinkedInhttps://www.linkedin.com/company/mass-general-brigham/Mass General Brigham | Websitehttps://www.massgeneralbrigham.org/Harvard Medical School | Websitehttps://hms.harvard.edu/“Can’t Hurt Me” by David Gogginshttps://www.amazon.com/Cant-Hurt-Me-Master-Your/dp/1544512287“The Signal and the Noise” by Nate Silverhttps://www.amazon.com/Signal-Noise-Many-Predictions-Fail-but/dp/0143125087Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy

On today’s episode, we’re joined by Camille Mallari, one of the Regional Chief Operating Officers of Parallon, a $2B healthcare services organization. Camille shares her journey from an entry-level management trainee to an Executive, offering a candid look at what it takes to grow leaders from within at enterprise scale. Our conversation explores early-career hiring, leadership development, human-centered leadership in an AI-driven world, and why investing in people remains a long-term competitive advantage.Key Takeaways:00:00 Introduction09:02 Get your foot in the door and stay hungry.12:51 Resistance to change will hurt more than help careers.15:55 Investing in early-career talent is a long-term advantage.16:47 Human-centric leadership will matter more in an AI world.19:13 Women still face bias and inequity in workplace advancement.23:51 Women must learn practical, confident self-advocacy at work.25:17 In interviews, thought processes reveal how leaders truly operate.29:03 Leaders cannot be successful without their teams succeeding.36:58 Do not fear failure — the most growth comes in our hardest moments.Resources Mentioned:Camille Mallarihttps://www.linkedin.com/in/m-camille-mallari/Parallon | LinkedInhttps://www.linkedin.com/company/parallon-business-solutions/Parallon | Websitehttps://parallon.com/“Grit” by Angela Duckworthhttps://angeladuckworth.com/grit-book/“Your AI Survival Guide” by Sol Rashidihttps://www.amazon.com/Your-Survival-Guide-Real-World-Deployments/dp/1394272634“Career Forward: Strategies From Women Who’ve Made It” by Grace Puma and Christiana Smith Shihttps://www.amazon.com/dp/1668018608Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #WorkforceTrends

We’re joined by Julia Zhou, Co-Founder and CTO of SAAFE.ai, a veteran technology leader with decades of experience as CIO, CTO, and Head of Product across complex healthcare organizations, including HCM, CINQCARE, CBH, and Molina Healthcare. Julia shares how responsible AI, trust, and culture intersect in healthcare and hiring, and why safety-first thinking matters as AI reshapes how teams are built and led.Oz and Julia explore the art of ethical AI in practice, what top founders in the Bay Area are prioritizing today, and how leaders can hire for curiosity, resilience, and cultural alignment in an increasingly automated world.Key Takeaways:00:00 Introduction.04:32 Digital transformation should focus on execution and leadership.10:55 Healthcare AI must shift from detection to prevention.15:22 Responsible AI is a mindset, not a compliance checklist.17:32 Healthcare offers unmatched purpose and rigor for AI talent.23:30 Human oversight remains essential for safe AI operations. 28:05 Top-performing teams are built on cultural alignment. 32:40 Successful candidates go beyond to understand the business. 37:31 Maintaining an open mind fosters diversity and innovation.Resources Mentioned:Julia Zhouhttp://www.linkedin.com/in/juliazhouciocto/SAAFE.ai | LinkedInhttps://www.linkedin.com/company/saafe-ai/SAAFE.ai | Websitehttps://saafe.aiHCM https://www.linkedin.com/company/hcm-healthcare-chaos-management/CINQCAREhttps://www.linkedin.com/company/cinq-care/CBHhttps://www.linkedin.com/company/community-behavioral-health/Molina Healthcarehttps://www.linkedin.com/company/molina-healthcare/“Endurance: Shackleton's Incredible Voyage” by Alfred Lansinghttps://www.amazon.com/Endurance-Shackletons-Incredible-Alfred-Lansing/dp/0465062881Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring

We sit down with Dariya Golan, CEO, Advanced Surgery Center of Clifton at SCA Health. Dariya shares her incredible journey, starting as an entrepreneur in Ukraine to leading a major healthcare turnaround where she has grown EBITDA by 500%. She discusses how the mental toughness gained from running 12 marathons translates directly to the boardroom and why the CEO must personally represent the culture they expect from their team.Key Takeaways:00:00 Introduction.04:02 Running marathons builds the mental toughness needed for leadership.08:47 Treating every professional role like your own personal business.12:25 Leaders must demonstrate the behaviors they preach to others.15:43 Effective leaders make decisions based on objective data points.20:24 Positive margins allow for investment in the best talent.24:49 Hiring decisions prioritize cultural fit over just technical skills.28:44 Discovering a candidate's areas for growth.33:40 Recognizing hiring mistakes early saves the team frustration.40:00 Developing emotional intelligence is vital for every modern leader.Resources Mentioned:Dariya Golanhttps://www.linkedin.com/in/dariyagolan/SCA Healthhttps://www.linkedin.com/company/scahealth/“Dare to Lead” by Brené Brownhttps://brenebrown.com/book/dare-to-lead/The Nurturyhttps://thenurturycenter.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring

Evan Shy, Chief Executive Officer of HTD Talent and Coding Temple, joins Oz to explore the realities of building scalable enterprises, accelerated talent development, and the unglamorous truths of entrepreneurship. They discuss how AI is transforming workforce training, the mental fortitude required to build sustainable businesses, and the three critical validations every founder must complete before launching.Key Takeaways:00:00 Introduction.05:08 HTD Talent deploys trained engineers directly into enterprise organizations.09:22 AI accelerates velocity in eight-week enterprise upskilling programs.18:21 AI lowers barriers but doesn’t guarantee business durability.22:22 Verify real customer willingness to pay through actual transactions.27:16 Fast hiring and firing ensure quality team cultural fit.32:40 Best hires demonstrate intensity and first-principles thinking habits.36:40 AI browser tools automate meeting research and preparation workflows.42:08 Always surround yourself with brilliant, ambitious, capable people.Resources Mentioned:Evan Shyhttps://www.linkedin.com/in/evanshy25/Coding Temple | LinkedInhttps://www.linkedin.com/school/coding-temple/Coding Temple | Websitehttps://www.codingtemple.com/HTD Talent | LinkedInhttps://www.linkedin.com/company/htd-talent/HTD Talent | Websitehttps://www.htdtalent.com/"Founders" podcasthttps://open.spotify.com/show/7txiovdzPARhjm18NwMUYj"Acquired" podcasthttps://open.spotify.com/show/7Fj0XEuUQLUqoMZQdsLXqpThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #AIinHR

This “Best of 2025” edition brings together standout moments from the leaders who defined the year. Oz revisits conversations with Russell Foltz-Smith, Advisor, AI Strategist, and EVP of Product of Smarter Sorting; Amos Schwartzfarb, CEO Coach, Advisor, and Author, and Formerly MD of Techstars Austin; Ozge Gunaydin Erturk, CMO of FloSports and former Amazon leader; Kevin Dooley, CHRO of Q² Solutions and former executive of Deutsche Bank, Colgate Palmolive, and PepsiCo; Tim Rains, VP and CISO of ADT and former Microsoft and Amazon security leader; Tara May, CEO of Aspiritech; and Mariano Filippini, Founder of Gen-FC, Formerly of TelevisaUnivision and Miami Sharks.Each highlight shares a moment where these leaders challenged how we hire, how we lead, and how we understand talent, spanning AI and human connection, neurodiversity in tech, leadership under pressure, global sports, and the mindset needed to build high-performing teams.Key Takeaways:03:16 Russell Foltz-Smith explains why humans crave tangibility in a digital world.04:48 Amos Schwartzfarb frames robots and AI as extensions of human strategy.06:08 Kevin Dooley introduces his leadership assessment model: style versus substance.08:20 Ozge Gunaydin Erturk highlights Amazon’s focus on long-term, repeatable solutions.13:52 Tim Rains recalls Microsoft cyberattacks that shaped his sense of urgency in security.17:20 Tara May describes how interviews disadvantage autistic talent and block opportunities.21:48 Mariano Filippini prioritizes humility, empathy, and constant improvement in hiring.Resources Mentioned:Russell Foltz-Smithhttps://www.linkedin.com/in/russfoltzsmith/Smarter Sorting | LinkedInhttps://www.linkedin.com/company/smarterx/Smarter Sorting | Websitehttps://www.smartersorting.com/Amos Schwartzfarbhttps://www.linkedin.com/in/amosschwartzfarb/Techstars | Websitehttp://www.techstars.comOzge Gunaydin Erturkhttps://www.linkedin.com/in/ozgegunaydin/FloSportshttps://www.linkedin.com/company/flosports/Amazon | Websitehttps://www.amazon.com/Match | Websitehttps://www.match.com/Kevin Dooleyhttps://www.linkedin.com/in/kevin-dooley-aa47a09/Q² Solutions | LinkedInhttps://www.linkedin.com/company/q2-solutions/Q² Solutions | Websitehttps://labs.iqvia.com/Deutsche Bank | Websitehttps://www.db.com/Colgate-Palmolive | Websitehttps://www.colgatepalmolive.ph/PepsiCo | Websitehttps://www.pepsico.com/Tim Rainshttps://www.linkedin.com/in/timrains/ADT | LinkedInhttps://www.linkedin.com/company/adt/ADT | Websitehttps://www.adt.com/Tara Mayhttps://www.linkedin.com/in/taranmay/Aspiritech | LinkeInhttps://www.linkedin.com/company/aspiritech/Aspiritech | Websitehttps://aspiritech.orgMariano Filippinihttps://www.linkedin.com/in/mafilippini/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #WorkforceTrends

Today, we talk with Pari Parchi, Founder and CEO of Panorama Aero. Before launching Panorama Aero, she built an elite Wall Street career at Morgan Stanley, Fortress Investment Group, and Cowen, where she became CEO of Cowen Aviation Finance. Pari shares how structured finance shaped her entrepreneurial edge, why she refused early dilution, how she built a specialized aviation fleet serving high-stakes missions, and what motherhood, ownership, and independent thinking have taught her about leadership and hiring.Key Takeaways:00:00 Introduction.05:44 Owning equity early protects long-term decision control.07:06 Motherhood became the catalyst for entrepreneurship.13:33 Women on Wall Street face systematic attrition.24:04 Seed rounds mean more responsibility, not celebration.31:28 The evolution of personal branding from skepticism to necessity.38:44 Grit from athletics matters more than perfect grades.40:32 Perfectionism and Instagram culture create false expectations.42:48 Hiring decisions come from gut feeling, not answers.45:44 Continuous learning prevents stagnation at any age.Resources Mentioned:Pari Parchihttps://www.linkedin.com/in/pariparchi/Panorama Aero | LinkedInhttps://www.linkedin.com/company/panorama-aero/Panorama Aero | Websitehttp://www.panorama.aeroMorgan Stanleyhttps://www.linkedin.com/company/morgan-stanley/Fortress Investment Grouphttps://www.linkedin.com/company/fortress-investment-group/Cowenhttps://www.linkedin.com/company/td-cowen/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring

Today, we’re joined by Michael Rady, Executive Vice President of People and Culture at Swisher, whose career spans senior leadership roles at PepsiCo, United Parks & Resorts, and Ingersoll Rand. He brings a lifetime of coaching influence, a world-class talent mindset, and deep experience leading organizations through transformation. Michael shares how his athletic upbringing shaped his leadership philosophy, why coaching is central to every manager’s job, and how he’s helping modernize a legacy brand through culture, care, and capability.Key Takeaways:00:00 Introduction.03:33 An employee motivation class shaped Michael’s entire HR career and business philosophy.09:11 Care, not trust, is the foundation for building high-performing cultures.14:49 Capability, culture, and pace are the three pillars of effective leadership.19:05 Getting cut reinforced humility, resilience, and commitment to improvement.24:59 Leaders must invest in coaching and developing strong followership within organizations.35:43 Most hiring mistakes come from missing cultural fit, not assessing technical skills.39:40 Build authentic networks by connecting with talented people on quality work projects.44:28 Evolving leadership blends old-school toughness with modern intentional growth.49:55 Recognizing meaningful impact inspires continued innovation and collective growth.Resources Mentioned:Michael Radyhttps://www.linkedin.com/in/michael-rady-65396b10/Swisher | LinkedInhttps://www.linkedin.com/company/swishercompany/Swisher | Websitehttps://swisher.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #AIinHR

Host Oz Rashid talks with Ozge Gunaydin Erturk, Chief Marketing Officer of FloSports. Before joining FloSports, Ozge built a powerhouse career at global brands including Amazon, Match.com, and Varsity Tutors. She shares how her engineering background shaped her data-driven marketing approach, what she learned from Amazon’s leadership culture, and how she applies those lessons to building teams, earning trust, and hiring for ownership.Key Takeaways:00:00 Introduction.04:52 An engineering mindset creates a foundation for analytical marketing.09:21 Company culture thrives when employees feel a deep ownership of the mission.13:25 Growth hackers versus storytellers define the marketing spectrum today.18:17 Match.com’s Princeton Review acquisition strategy.22:11 Early rejection inspired a lifetime of preparation and professional growth.26:51 Trusting gut instincts matters more than perfect interview answers.31:22 Amazon’s Bar Raiser process effectively eliminates hiring bias.35:34 AI operators train employees on custom workflows companywide.39:33 Ambition drives success, but balance makes the journey meaningful.Resources Mentioned:Ozge Gunaydin Erturkhttps://www.linkedin.com/in/ozgegunaydin/FloSports | LinkedInhttps://www.linkedin.com/company/flosports/FloSports | Websitehttp://www.flosports.tv“The 15 Commitments of Conscious Leadership” by Jim Dethmer, Diana Chapman, and Kaley Klemphttps://www.amazon.com/dp/0990976904Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On this episode, host Oz Rashid talks with Healthcare Operations Leader Lauren Easterday, Founder and Principal of EastLight LLC. Before launching her own firm, Lauren built a distinguished career in healthcare and operations, holding leadership roles at Wipro, Clearway Health, and HealthPartners. Lauren is also a member of several professional healthcare and leadership organizations focused on board readiness and governance. She shares how those experiences shaped her mission to help companies execute effectively at critical inflection points by bridging strategy, technology, and people to drive meaningful change in the healthcare industry.Key Takeaways:00:00 Introduction.05:05 A company's mission statement can define your career purpose.09:46 Legacy systems built upon systems plague modern industries.14:11 Context matters more than choosing startup versus enterprise.18:03 Great board members listen more than they talk.20:17 Breaking conventional hiring rules can uncover exceptional talent.23:22 Going beyond polished interviews prevents hiring mistakes today.26:38 AI works best as a strategic thought partner.28:20 Creativity principles help bring inspiration into daily work.29:43 Build for an evolving future, not set processes.Resources Mentioned:Lauren Easterdayhttps://www.linkedin.com/in/lauren-easterday/EastLight LLC | LinkedInhttps://www.linkedin.com/company/eastlight-llc/Wipro | LinkedInhttps://www.linkedin.com/company/wipro/Wipro | Websitehttps://www.wipro.com/HealthPartners | LinkedInhttps://www.linkedin.com/company/healthpartners/HealthPartners | Websitehttps://www.healthpartners.com/Clearway Health | LinkedInhttps://www.linkedin.com/company/clearwayhealth/Clearway Health | Websitehttps://www.clearwayhealth.com/“The Creative Act” by Rick Rubinhttps://www.amazon.com/Creative-Act-Way-Being/dp/0593652886Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On this episode, host Oz Rashid talks with Kristen Medlin, Chief Human Resources Officer of Eventus WholeHealth. Kristen’s career spans two decades of shaping HR, first in Aiken Regional Medical Centers and then UHS, before her move to Eventus. Kristen leads with an innovation-first mindset, blending technology, empathy, and strategy to redefine team culture and transform healthcare HR through AI and human-centered leadership.Key Takeaways:00:00  Introduction.02:55 Unconventional paths like math and coding bring valuable cross-functional skills.06:36 Joining innovative, tech-driven organizations can reignite purpose and motivation.09:46 Start small with AI to build confidence and measurable progress.12:23 Automating onboarding frees time for strategic and relationship-focused work.17:25 Hiring for cultural fit creates stronger, longer-lasting team dynamics.20:15 Visualizing candidates in real settings helps predict team compatibility.23:54 Peer-led interviews offer authentic insight into workplace culture and expectations.27:18 Using AI tools at home helps families support learning efficiently.32:08 Being self-critical can drive growth, but needs a healthy balance.Resources Mentioned:Kristen Medlinhttps://www.linkedin.com/in/kristenleadshr/Eventus WholeHealth | LinkedInhttps://www.linkedin.com/company/eventuswholehealth/Eventus WholeHealth | Websitehttp://www.eventuswholehealth.com“Never Split the Difference” by Chris Vosshttps://www.audible.com/pd/Never-Split-the-Difference-Audiobook/B01CF5O89G?srsltid=AfmBOoqVfKelJGfaUfAFxZGTMHGwrO-NZ6ac9jTikxo0EjCdiV-w9YJV"The Diary of a CEO" podcasthttps://podcasts.apple.com/ph/podcast/the-diary-of-a-ceo-with-steven-bartlett/id1291423644Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

Nan Poppen, Chief Human Resources Officer of First Bank & Trust, has dedicated over 25 years to the company, leading its HR department for the last 17 years. Nan is a rare example of loyalty and people-first leadership in an era defined by career moves and shifting priorities. She oversees HR for a workforce of over 750 employees across 17 branches, spearheading everything from strategic hiring, DEI, and leadership development to nurturing a culture rooted in community and connection.Key Takeaways:00:00 Introduction.04:09 Longevity in one company reflects loyalty and opportunity.06:44 “Bank Easy” embodies customer-first values and simplicity.07:56 Culture Camp connects new hires directly with company leaders.10:42 The Doughnut Tour strengthens relationships across every branch.12:34 Onsite childcare boosts recruitment, retention, and legacy.14:29 Community banking thrives on local investment and connection.16:26 A growth mindset and curiosity drive successful hires.23:05 Hiring for retention outperforms hiring to fill a seat.27:41 Success is measured by impact, not titles.Resources Mentioned:Nan Poppenhttps://www.linkedin.com/in/nan-poppen/First Bank & Trust | LinkedInhttps://www.linkedin.com/company/first-bank-&-trust/First Bank & Trust | Websitehttps://www.bankeasy.comThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We sit down with Mariano Filippini, Founder of Gen-FC, the first youth soccer channel in the US. Mariano’s career includes HSBC bank (where he earned a full-tuition NYU Stern MBA scholarship) to working at TelevisaUnivision managing Global Content Licensing business before moving on to fill the role of CEO at Miami Sharks. Mariano shares his perspective on taking calculated risks, leading with humility, and building proactive teams. Through his transition from corporate leadership to entrepreneurship and his focus on sustainable growth and energy management, Mariano offers practical insights into what it means to evolve as a modern leader.Key Takeaways:04:00 Taking calculated risks is essential for making a difference.08:20 AI video technology is transforming youth sports coverage.12:24 Gen-FC becomes the first US youth soccer channel.16:24 Soccer culture in Argentina brings unity and passion.20:24 World Cup preparation showcases improved US soccer infrastructure.24:08 A memorable candidate shared unconventional inspiration during a banking interview.29:08 Proactive candidates often become the most valuable hires.32:44 Enjoying the journey matters more than stressing outcomes.36:44 Argentinian creativity and expressiveness define the national character.Resources Mentioned:Mariano Filippinihttps://www.linkedin.com/in/mafilippini/Miami Sharkshttps://www.linkedin.com/company/miami-sharks/HSBC Bank | LinkedInhttps://www.linkedin.com/company/hsbc/HSBC | Websitehttps://www.hsbc.com/Gen-FC YouTube Channelhttps://www.youtube.com/@genfcTelevisaUnivision | LinkedInhttps://www.linkedin.com/company/televisaunivision/TelevisaUnivision | Websitehttps://www.televisaunivision.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

Join us for an insightful conversation with Jae Zayed, a seasoned technology executive who has led digital transformation initiatives across healthcare organizations, from Oracle and The Cerner Corporation to Southwest General Health Center, where he currently serves as Chief Digital and Information Officer. This episode explores the practical realities of AI implementation in healthcare, the importance of people-first leadership, and valuable lessons from building teams across different cultures and continents. Jae shares compelling insights on navigating the AI hype cycle, implementing governance frameworks for responsible AI adoption, and creating healthcare experiences that truly serve patients and clinicians. From ambient listening technology to AI-driven scheduling systems, discover how healthcare organizations can leverage artificial intelligence while maintaining the human touch that's essential to patient care.Key Takeaways:00:00 Introduction.02:45 How a passion for technology develops naturally from childhood curiosity and tinkering.07:51 Artificial intelligence offers both tremendous opportunities and serious challenges.11:03 Corporate strategy must drive AI implementation before technology selection.16:39 Voice technology eliminates documentation barriers during patient conversations.21:51 Team dynamics matter more than individual credentials when hiring.26:00 A problem-solving process reveals more than the final answer given.30:43 Personal AI usage includes innovative tools that enhance daily life.34:33 Building resilience and relationships creates lasting professional success.37:05 Technology-first approaches accelerate healthcare transformation globally.Resources Mentioned:Jae Zayedhttps://www.linkedin.com/in/jae-zayed/Southwest General Health Center | LinkedInhttps://www.linkedin.com/company/southwest-general-health-center/Southwest General Health Center | Websitehttp://www.swgeneral.com“The Power of Habit” by Charles Duhigg https://charlesduhigg.com/the-power-of-habit/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.   To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re thrilled to welcome Monica Anderton in this week’s episode. Monica’s journey spans industry giants — including The Home Depot, global metal leader Novelis, and her current role as Chief Human Resources Officer for the North America Packaging and Paper Division of DS Smith, a global heavyweight in sustainable packaging. At each stop, Monica has shaped organizations, built world-class cultures, and led teams through transformative growth. Monica’s experiences are the kind that electrify any HR, leadership, or business community.Key Takeaways:00:00 Introduction.06:51 Curiosity and feedback-seeking accelerate early-career growth.11:12 Professional volunteering builds networks that last for decades.15:18 Community involvement directly creates unexpected job opportunities.19:48 Culture fit matters more than skills during organizational transformation.24:21 Authentic interviewing reveals the real person behind every candidate.28:30 Assessment tools provide valuable data points beyond interview impressions.32:03 Companies should automate HR processes without losing human touch.36:00 AI translations can save millions while maintaining quality standards.40:21 Leaders should be kinder to themselves since perfection isn't expected.Resources Mentioned:Monica Andertonhttps://www.linkedin.com/in/monicazanderton/DS Smith | LinkedInhttps://www.linkedin.com/company/ds-smith/DS Smith | Websitehttp://www.dssmith.comHuman Resources Leadership Forum Atlantahttps://www.hrlfatlanta.org/“Living a Generous Life” by Mary Elizabeth Saddhttps://www.amazon.com/dp/B0DVWQ6BZZThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Nathalie Danielle Weister, Embodied Leadership Coach and Founder of Nathalie Danielle | Embodied Leadership Coaching. She previously held leadership roles at TelevisaUnivision, Hilton, The Walt Disney Company, and Fox Networks Group, bringing a wealth of experience in people, culture, and leadership development. Nathalie shares her journey from corporate HR to building her own coaching practice, and why embodied leadership, or leading from the inside out, matters now more than ever.If you’ve ever questioned alignment in your career, struggled with culture-building at scale, or felt the weight of reactive hiring, this conversation will resonate.Key Takeaways:00:00 Introduction.04:30 Rejection can become redirection toward what you truly want.06:38 The lack of presence in your personal life can be a wake-up call.10:51 “Know thyself” through ongoing discovery.13:34 Empowering managers with coaching skills changes culture.17:41 Interviews should feel like dating before marriage.20:00 Teams are systems — misalignment mirrors the human body.24:49 Asking values-based questions reveals the real candidate.28:34 Ignoring red flags in hiring damages alignment.32:42 AI is a thought partner, not a replacement.36:02 Following curiosity and energy builds authentic careers.Resources Mentioned:Nathalie Danielle Weisterhttps://www.linkedin.com/in/nathalieweister/Nathalie Danielle | Embodied Leadership Coaching | LinkedInhttps://www.linkedin.com/company/nathaliedanielle/Nathalie Danielle | Websitehttps://www.nathaliedanielle.co/Engage with Nathaliehttps://nathalie-danielle.mykajabi.com/connect“The Energy Blueprint for Leaders” by Nathalie D. Weisterhttps://www.amazon.com/Energy-Blueprint-Leaders-Harnessing-Transform-ebook/dp/B0FFTL8DWTThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On this episode, Oz Rashid welcomes Tara May, Chief Executive Officer of Aspiritech, a pioneering tech company that creates meaningful employment training and career paths for autistic and neurodivergent professionals. A 25-year veteran of digital transformation, Tara is on the Board of Directors at HAAPE and Neurowrx, a Member of the Forbes Business Council, and was formerly EVP at Winsight, LLC. She blends technology leadership and cultural change, building scalable QA, cybersecurity and skills programs that prove inclusion drives measurable performance. A tireless neurodiversity advocate, she partners with national initiatives and community programs to make Aspiritech a global model for how businesses can tap overlooked talent while improving outcomes for both people and organizations.Key Takeaways:00:00 Introduction.04:52 Scaling from one client to seventy-five demonstrates sustainable growth.07:42 Traditional interviews create barriers that exclude neurodiverse talent.10:38 Hiring should assess job skills, not social performance.16:47 Free training programs empower neurodivergent professionals for tech careers.22:44 Parenting neurodiverse children reshapes expectations of success and growth.31:08 Simple changes make workplaces more sensory-friendly and productive.35:56 Embracing AI as a paradigm shift avoids obsolescence.37:57 Confidence, not capability, often separates career stages over time.Resources Mentioned:Tara Mayhttps://www.linkedin.com/in/taranmay/Aspiritech | LinkedInhttps://www.linkedin.com/company/aspiritech/Aspiritech | Websitehttps://aspiritech.orgThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

In this episode, Oz Rashid interviews Christoph Niebel, President of AMS, on the future of talent acquisition, the intersection of AI and human-centered recruiting, building agile organizational models, metrics that matter, and the evolving role of HR leaders. Christoph shares practical frameworks and personal insights, providing actionable guidance for talent professionals in every industry.Key Takeaways:00:00 Introduction.02:24 AMS delivers people-powered talent solutions for blue-chip organizations globally.07:06 Career transitions thrive on value-driven curiosity, not desperation.12:06 AI adoption fails without onboarding, training, and clear context.18:30 Balance automation with preserving essential human trust-building moments.24:14 Investing in early-career hires supports leadership and community growth.27:03 Build operating models as agile as rapid market shifts.33:22 Measure new hire value velocity over traditional time to fill.41:03 Speak business impact language to earn executive-level attention quickly.44:51 By 2029, HR must move beyond administration to strategy.48:03 Prioritize quality healthspan as well as lifelong professional learning.Resources Mentioned:Christoph Niebelhttps://www.linkedin.com/in/christophniebel/AMS | LinkedInhttps://www.linkedin.com/company/weareams/AMS | Websitehttps://www.weareams.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Daniel Gandarilla, Chief Human Resources Officer of Gulf Coast Blood Center and former Chief Talent Officer of Atrium Health. A Stanford alum, Daniel also holds a doctorate in Educational Leadership, and won the 2017 Strategy Gold Award for his innovative L&D programs at Texas Health Resources. Daniel’s career journey spans education, leadership development, and HR strategy. In this episode, he shares lessons on hiring for potential, building complementary teams, the role of change management, and how AI is reshaping HR.Key Takeaways:00:00 Introduction.02:46 Career pivot from education into workforce development and HR.07:10 Leading large-scale change management initiatives at Texas Health.11:19 Spotting NVIDIA’s rise showed the value of market awareness.15:27 Lessons from “The Fifth Discipline” on systems and mental models.20:05 Hiring requires knowing the real job to be done.23:18 Favorite interview questions reveal environment fit and personal pride.25:17 Flipping interviews gives candidates peer insights into culture.28:06 Hiring for complementary skills avoids “cloning yourself” mistakes.31:02 AI can streamline HR tasks like job descriptions.35:03 Careers are not linear, and multiple paths can still lead you forward.Resources Mentioned:Daniel Gandarilla -https://www.linkedin.com/in/dgandarilla/Gulf Coast Blood Center | LinkedIn -https://www.linkedin.com/company/gulfcoastblood/Gulf Coast Blood website -http://www.giveblood.org/"The Fifth Discipline" by Peter M. Senge -https://www.amazon.com/Fifth-Discipline-Practice-Learning-Organization/dp/0385517254Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We dive deep with Kevin Dooley, Chief Human Resources Officer at IQVIA Laboratories. Kevin brings 20 years of global HR leadership experience, from building a 3,000-person function at Deutsche Bank to senior roles at Colgate-Palmolive and PepsiCo. The conversation explores how AI is reshaping the workplace, the critical difference between being a passenger versus a pilot in technological adoption, and why understanding the business is essential for creating real value in any organization.Key Takeaways:00:00 Introduction.02:54 Strategic talent expansion requires identifying emerging markets with strong infrastructure.09:09 Successful HR professionals must be businesspeople first, HR experts second.13:45 Pharmaceutical work provides meaningful purpose by helping cure rare diseases.21:30 AI adoption creates two classes: engaged pilots and passive passengers.22:09 The race for super intelligence ultimately aims to make the world better.22:24 Quantum computers exist commercially but remain too specialized for widespread use.30:18 Hiring presentations filled with fluff and visuals without substance are underwhelming.34:24 Creating business value requires deep understanding of the organization's operations.37:45 AI will dramatically improve hiring processes and recruitment software capabilities.42:15 Focus on what you control and stay open to feedback for career growth.Resources Mentioned:Kevin Dooleyhttps://www.linkedin.com/in/kevindooley1/IQVIA Laboratories | LinkedInhttps://www.linkedin.com/company/q2-solutions/IQVIA | Websitehttps://www.iqvia.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Russell Foltz‑Smith, Advisor, AI Strategist, and EVP of Product at Smarter Sorting, and Amos Schwartzfarb, CEO Coach, Advisor, and Author and Formerly MD at Techstars Austin. Russell and Amos bring decades of startup leadership and product expertise to a candid conversation on AI, human decision‑making, and why technology will never replace the human element. They share insights on accountability in the age of automation, the myth of technological perfection, and how leaders can embrace imperfection while still building for impact.Key Takeaways:00:00 Introduction.07:12 Humanizing intelligent machines creates comfort but also deepens dissonance.09:59 AI helps make faster, better decisions but won’t replace humans.18:39 As systems gain capability, interfaces must stay simple and familiar.21:31 Mastery and emotional connection are central to meaningful creative work.34:39 Knowledge work is a choice in how we spend time.37:04 Technology removes excuses for not pursuing what matters to you.43:03 Easy execution commodifies ideas; equity comes from unique contributions.49:06 Automation doesn’t absolve accountability; investors expect human responsibility.53:10 Technological progress is magical but won’t create a perfect utopia.Resources Mentioned:Russell Foltz‑Smithhttps://www.linkedin.com/in/russfoltzsmith/Smarter Sorting | LinkedInhttps://www.linkedin.com/company/smarterx/Smarter Sorting | Websitehttps://www.smarterx.com/Amos Schwartzfarbhttps://www.linkedin.com/in/amosschwartzfarb/Techstars Austinhttps://www.linkedin.com/company/techstars/“Levers: The Framework for Building Repeatability Into Your Business” by Amos Schwartzfarb and Trevor Boehmhttps://www.leversbook.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.  #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On today’s episode, we’re joined by Nicki Leritz, whose previous roles include CHRO at Pentair’s Water Solutions segment and HR leadership positions at Smiths Medical and the Andersen Corporation. She’s now helping growing companies rethink how they build and scale people strategies through People Solutions Hub. Nicki shares her lessons from leading HR through fast growth, high turnover, and burnout, and how those experiences shaped her approach to leadership, hiring, and retention. Key Takeaways:(06:04) High turnover often signals burnout, poor engagement, or broken infrastructure.(08:04) Bad onboarding causes people to leave within 30 to 90 days.(08:42) Demand for fractional HR has doubled and isn’t slowing down.(13:23) Hire for character, potential, and values — not just experience.(14:06) The best leaders lead with humility, transparency, and active listening.(17:55) Refusing to turn on video is a red flag for candidates.(22:03) Feedback reveals growth mindset, self-awareness, and emotional intelligence.(27:37) AI and ATS are screening out great people based on keywords.(30:04) AI helps, but it won’t replace the human side of hiring.(36:31) Letting go of people-pleasing is key to sustainable leadership.Resources Mentioned:Nicki Leritzhttps://www.linkedin.com/in/nickimastermanleritz/People Solutions Hub | LinkedInhttps://www.linkedin.com/company/psolutionshub/People Solutions Hub | Websitehttps://www.peoplesolutionshub.co/“The Let Them Theory” by Mel Robbinshttps://www.melrobbins.com/book/the-let-them-theory/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.#TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Estefania Diaz-Balart, Comms and Sales Leader for LATAM Media and Sports and former VP of Marketing and Latin Business Development at Hard Rock Hotel & Casino. Estefania shares how she’s built a career rooted in relationships, adaptability, and a deep understanding of cultural nuance. From walking away from opportunities to embracing them, she offers honest reflections on leadership, career pivots, and the power of wellness in driving high performance.Key Takeaways:(05:52) Embracing challenges fuels professional growth and builds long-term resilience.(08:23) Versatility across functions opens doors to unexpected career opportunities.(10:55) Cultural awareness strengthens business relationships and marketing effectiveness.(14:11) Authentic marketing builds trust and drives deeper customer connections.(16:03) Wellness habits improve focus, clarity, and leadership performance.(24:43) Choosing health over habits opens doors to focus, energy, and growth.(27:14) Passion and hunger are key traits to look for when hiring.(33:45) Ownership and accountability drive success in any role or project.(42:54) Travel expands perspective and strengthens cultural and business acumen.Resources Mentioned:Estefania Diaz-Balarthttps://www.linkedin.com/in/estefaniadiazbalart/“The Proximity Principle” by Ken Colemanhttps://store.ramseysolutions.com/business-and-career/books/the-proximity-principleThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On this episode, we’re joined by MSH’s Chief Revenue Officer, Matt Gorman, and VP Solutions, Global RPO, Tomas Layrisse. We break down why technology isn’t the fix for recruitment’s biggest challenges and why relationships still matter more than ever.Key Takeaways:(02:04) Why CareerBuilder and Monster failed to evolve.(07:36) LinkedIn’s rise, and how it left talent behind.(13:31) Why relationships still win when it comes to AI.(18:19) What top companies and startups get right about talent.(21:20) Founders and managers: hiring is your job.(23:04) Why the middle market keeps turning to firms like MSH.(29:26) How Meta is poaching AI talent, and what it tells us.(36:07) Meta’s late push through AI talent acquisition.(39:32) AI’s growth is rapid but far from done.(45:43) Three underrated founders who built empires.(48:26) Lakers, Yankees, Madrid — sports brands that last.Resources Mentioned:Matt Gormanhttps://www.linkedin.com/in/mattgormangtm/MSHhttps://www.linkedin.com/company/talentmsh/Tomas Layrissehttps://www.linkedin.com/in/tomaslayrisse/LinkedInhttps://www.linkedin.comIndeedhttps://www.indeed.comZoomInfohttps://www.zoominfo.comApollo.iohttp://apollo.ioThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Brad Wilson, Senior HR Leader, Speaker, and Author of “Good Works.” Brad shares why culture must be built around kindness and purpose — not control — and how leaders can make (or break) engagement at scale.Key Takeaways:(03:47) Leading with kindness creates more productive and engaged work environments.(07:21) Most employees lack engagement due to unclear purpose and poor leadership.(09:07) Purpose-driven professionals take initiative, stay longer, and drive better results.(12:20) Toxic leadership behaviors at the top quickly spread across entire organizations.(16:12) Hiring should prioritize people who align with values, not just skill sets.(18:37) Great candidates show follow-through by setting and achieving meaningful personal goals.(22:17) Unstructured interviews lead to misaligned hires and inconsistent team dynamics.(25:44) Staying too long in the wrong culture damages growth and well-being.(31:56) The best cultures blend startup energy with mission-driven goals and great people.Resources Mentioned:Brad Wilsonhttps://www.linkedin.com/in/brad-j-wilson-mss-sphr-gphr-sphri-cptd/“Good to Great” by Jim Collinshttps://www.jimcollins.com/books.htmlBrené Brown Bookshttps://brenebrown.com/books-audio/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Jaime Gabriel, Executive HR Leader and Talent Strategist, formerly of AMEX and Altice. She shares practical lessons from leading HR at major enterprises and offers a fresh approach to hiring, feedback, and team dynamics.Key Takeaways:(04:44) Programs succeed if designed around how employees will use them.(07:40) Teams function better when leaders model the standards they expect.(10:45) Every company communicates its reputation, whether it intends to or not.(13:20) Messages that once worked often need adjustment as organizations grow.(16:54) Hiring for variety in skills and perspective strengthens the whole team.(18:57) Job decisions are personal and deserve thoughtful communication.(25:20) Trust between recruiter and candidate can shape long-term relationships.(33:25) Automating repetitive tasks gives people more time for meaningful work.(37:30) Even solo operators can use technology to improve how they show up.(40:25) Making time for personal development helps leaders stay sharp and effective.Resources Mentioned:Jaime Gabrielhttps://www.linkedin.com/in/jaimebgabriel/AMEXhttps://www.linkedin.com/company/american-express/Alticehttps://www.linkedin.com/company/altice-usa/Gabriel Consulting Serviceshttp://www.gabrielconsultingservices.comThank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Mandy Monk, Executive Director and Chief People Officer at The People AdvisERs, whose career began in engineering and technology leadership before transitioning into people strategy. Mandy shares how her systems-based approach shapes the way she identifies, develops, and scales talent. From rethinking hiring practices to integrating AI and reimagining what a career path can look like, Mandy offers fresh insight for anyone serious about building high-performing teams in modern organizations.Key Takeaways:(03:41) Training others revealed a deeper passion for building internal knowledge and capability.(08:49) Identifying potential beyond traditional career paths unlocks hidden team strengths.(11:27) Building careers around strengths, not titles, drives long-term engagement and growth.(15:31) Today’s careers are nonlinear, requiring flexibility and broad skill development.(16:07) Hiring for culture and curiosity builds more resilient, values-driven teams.(23:00) Understanding team-level culture is critical to making the right hire.(26:01) AI can accelerate hiring workflows without sacrificing candidate quality or care.(27:40) Job clarity and structured evaluation improve speed and decision quality at scale.(36:14) Taking early career risks can lead to meaningful leadership opportunities later.Resources Mentioned:Mandy Monkhttps://www.linkedin.com/in/mandymonk/“The Ideal Team Player” by Patrick Lencionihttps://www.tablegroup.com/product/ideal-team-player/?srsltid=AfmBOoqVpmbw3g5Q_UnKmqIfqDF3zqYvtBZYL-aO1AjaqQM54AJXtygY“The 5 Second Rule” by Mel Robbinshttps://www.melrobbins.com/books/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

In this episode of the inaugural episode of this mini-series, Oz Rashid sits down with Matt Gorman, Chief Revenue Officer of MSH, and Corey Bernis, Vice President, Talent Solutions at MSH, for an unfiltered conversation on what it really takes to build high-performing teams. They reflect on the early days of MSH, the evolution of company culture, and the delicate balance between trust, accountability, and psychological safety. This is a raw look into how leadership thinks about hiring, integration, healthy conflict, and the responsibility of living company values out loud.Key takeaways:(04:33) What playing on a championship-bound high school baseball team taught Corey about trust and chemistry.(06:27) What to look for in a high-performing team — and how clarity fuels momentum.(08:03) Trust in leadership: the foundation for any ambitious company goal.(12:42) Why healthy conflict matters — and what happens when no one speaks up.(15:51) Creating space for hard conversations without leadership stepping in too fast.(22:52) Corey’s early days at MSH and how low psychological safety pushed him to grow.(27:22) Has psychological safety gone too far — and how that impacts growth.(35:19) Safe cultures reward honesty, not perfection.(42:09) Successful onboarding starts with exposure to every team and function.(58:39) “We Before Me”: The simple truth behind every great team.Resources Mentioned:Matt Gormanhttps://www.linkedin.com/in/mattgormangtm/Corey Bernishttps://www.linkedin.com/in/coreybernis/MSHhttps://www.linkedin.com/company/talentmsh/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.  #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On this episode, we’re joined by Shashank Shekhar, Founder and CEO of InstaMortgage, a category-defining fintech company in the mortgage industry. Shashank shares his remarkable journey from arriving in the US with no network or software background to building a thriving, award-winning business during a financial crisis. He opens up about hiring missteps, how to build a high-performance culture without micromanagement, and the future of work with AI-driven teams.He also discusses the importance of values-based leadership, the dangers of hiring based on brand names alone, and how founders can stay resilient through failures.Key Takeaways:(05:25) Why culture outranks everything, even skill.(09:40) Walking the talk when building company culture.(10:33) Why great leaders balance empathy and high standards.(15:17) The “success syndrome” and learning from failure.(18:41) What leaders must know about the AI knowledge gap.(23:15) Why productivity metrics must evolve in the age of AI.(28:36) Shashank’s hiring philosophy: culture fit over credentials.(30:23) Favorite interview question that exposes character.(38:43) A strong tech stack limits hiring risk and speeds onboarding.Resources Mentioned:Shashank Shekharhttps://www.linkedin.com/in/thisisshashank/InstaMortgage | LinkedInhttps://www.linkedin.com/company/instamortgage1/InstaMorgage | Websitehttps://instamortgage.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Monique Manso, Chief Revenue Officer of Essence Ventures. Monique shares her journey through corporate media, her return to Essence, and how purpose and performance drive her leadership today. She explains how hiring for care, not just capability, shapes her team, and why transparency and human connection are at the heart of every role she fills.We also dive into how brands must act with intention to authentically serve today’s multicultural audiences, and why Monique believes this isn’t a DEI issue — it’s a business one.Key Takeaways:(06:03) Custom content and experiential platforms are central to modern media growth.(10:08) Leaders create lasting impact when they focus on community and purpose.(13:03) Companies that ignore multicultural consumers risk becoming irrelevant.(23:42) Finding diverse talent requires expanding your network and mindset.(26:46) Hiring for passion and care is just as important as skills and experience.(33:07) Great hires often come from those who bring both energy and a problem-solving mindset.(40:33) Learning to prioritize is essential when demands always outpace time.Resources Mentioned:Monique Mansohttps://www.linkedin.com/in/moniquemanso/Essence Ventures | Websitehttps://www.essence.com/essence-ventures-1/New Voices Foundation | Websitehttps://newvoicesfoundation.org/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On this episode, we’re joined by Catherine Mitchell, Senior Vice President of InnovAge and a seasoned healthcare operator with a passion for building teams that lead with empathy, adaptability, and purpose. Catherine shares how her early personal experiences shaped her leadership style, and why hiring for story and transferable skills often leads to better outcomes.Catherine and Oz discuss how to build resilient healthcare cultures, the importance of non-linear thinking in hiring, and how AI may reshape how we evaluate talent. Catherine also opens up about common hiring mistakes — including the danger of overvaluing referrals — and what she looks for in candidates beyond the résumé.Key Takeaways:(03:03) Caring for a chronically ill parent shaped Catherine’s leadership lens.(04:45) Why healthcare complexity makes empathy essential.(10:22) Emotional intelligence and curiosity are highly transferable.(13:14) AI can help uncover non-linear hiring potential.(21:51) Look for the story, not just the résumé.(26:43) Strong hires can explain what they’ve learned from failure.(30:14) Great leaders mentor for the long term.(32:51) Job-hopping may signal deeper decision-making issues.(35:10) Culture fit goes both ways during interviews.(38:18) Catherine’s top advice: Be brave, take the risk.Resources Mentioned:Catherine Mitchellhttps://www.linkedin.com/in/catherine-mitchell-319a0b10/InnovAge | LinkedInhttps://www.linkedin.com/company/myinnovage/InnovAge | Websitehttps://www.innovage.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On this episode, Oz Rashid talks with Jose Siade, Chief Product Officer and Co-Founder of TechWisp, and former SVP of Product at LPL Financial. Jose unpacks what it really means to build product-market fit, shares battle-tested lessons from running product in traditional and emerging markets, and explains why hiring for motivation, not just qualifications, leads to lasting team impact.From structuring MVPs to navigating startup constraints, this conversation is packed with valuable insights for product leaders, founders, and hiring managers looking to scale with intention.Key Takeaways:(02:25) Supporting independent professionals requires understanding their unique business and technology needs.(05:13) Collaboration between product, development, and sales teams drives innovation and organizational success.(11:58) Achieving the right fit between solutions and market needs is crucial for sustainability.(17:12) Measuring meaningful outcomes and gathering actionable feedback are essential for growth.(23:03) Operational and process optimization skills are valuable in today’s changing work environment.(29:52) Understanding what motivates individuals can boost engagement and team performance.(31:40) Positive experiences during hiring and interviews influence perceptions of organizations and opportunities.(47:17) Balancing hard work with enjoyment and reflection leads to a more fulfilling career journey.Resources Mentioned:Jose Siadehttps://www.linkedin.com/in/josesiade/TechWisp | LinkedInhttps://www.linkedin.com/company/techwisp/TechWisp | Websitehttps://techwisp.ai/Built By Prime | Websitehttps://www.builtbyprime.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On this episode, host Oz Rashid talks to Ari Murray, Chief Growth Officer of Sharma Brands and Creator of Go-to-Millions and Workweek. Ari shares how an unconventional journey shaped her unique lens on hiring, growth, and personal branding. She explains what makes a candidate stand out (hint: it’s not the résumé), why energy and curiosity matter more than polish, and how one cold email changed everything. From building a newsletter read by tens of thousands to helping scale D2C brands behind the scenes, Ari offers specific advice for anyone trying to build momentum in their career.Key Takeaways:(05:42) Ari flunked out of college and dropped out of law school before finding e-commerce.(09:36) Success in D2C requires deep focus on measurable performance, especially in channels like Meta and Shopify.(11:53) Not all ROI is trackable, so model what matters.(13:22) Go-to-Millions started as a side project and now reaches over 55K subscribers.(18:02) When hiring, Ari looks for energy, prep, and people she’d want beside her.(20:48) Her favorite interview started with a research-packed cold email.(26:35) Simple, dense résumés with clear tech stacks always stand out.(32:48) Her advice to her younger self: take risks, jump jobs early, and learn fast.Resources Mentioned:Ari Murrayhttps://www.linkedin.com/in/arimurray/Sharma Brands | LinkedInhttps://www.linkedin.com/company/sharmabrands/Sharma Brands | Websitehttps://sharmabrands.com/Go-to-Millions | LinkedInhttps://www.linkedin.com/company/go-to-millions/Go-to-Millions | Websitehttps://gotomillions.co/?utm_source=linkedin&utm_medium=social&utm_campaign=GTMWorkweek | LinkedInhttps://www.linkedin.com/company/workweek-media/Workweek | Websitehttps://workweek.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com.  #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrend

On this episode, we’re joined by Victoria Pelletier, Vice President of Enterprise Transformation at Kyndryl, who stepped into a COO role at 24 and never looked back. A former child actor, TEDx speaker, and branding expert, Victoria shares how her journey from “Iron Maiden” to “whole-human leader” reshaped how she hires, leads, and shows up authentically. From building resilient teams to embracing emotional intelligence, her insights offer a powerful blueprint for anyone hiring or leading in today’s workplace.Key Takeaways:(01:27) Early grit and leadership propelled Victoria to COO at age 24.(06:50) Confidence can be mistaken for competence, especially for young leaders.(10:19) Building an authentic personal brand opens doors and opportunities.(15:54) Trusted leaders and growth mindsets are vital for organizational transformation.(16:57) Vulnerability and authenticity improve leadership and team culture.(25:09) Even experienced performers get nervous when speaking as their authentic selves.(29:33) Hiring for diversity, fit, and learning agility strengthens teams.(35:21) Learning agility matters more than rehearsed answers in interviews.Resources Mentioned:Victoria Pelletierhttps://www.linkedin.com/in/victoriapelletier/Victoria Pelletier’s | Websitehttp://www.victoria-pelletier.com/Kyndrylhttps://www.linkedin.com/company/kyndryl/Embracing healthy resilience: Victoria Pelletier at TEDxMiamihttps://youtu.be/xFpknOCFMOg?feature=shared“The Power of Whole Human Leadership” by Victoria Pelletierhttps://victoria-pelletier.com/the-power-of-whole-human-leadership/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring

As Vice President and Chief Information Security Officer of ADT, Tim Rains brings a blend of urgency, discipline, and mission-driven leadership to the table. He and Oz discuss how a strong culture of accountability drives better hires, why structured interviews uncover top candidates, and how mentorship programs and cross-functional experience shape long-term success. Tim also shares lessons from his time at Microsoft, Amazon, and T-Mobile, including how mentorship circles and leadership principles helped shape his approach to team building and cybersecurity leadership.Key Takeaways:(02:03) Prioritize enterprise cybersecurity and product security to protect data and systems.(08:45) Urgency is critical for cybersecurity and incident response success.(11:30) Concise, written communication improves clarity and decision-making.(16:45) Mentor circles allow professionals to learn from peers as well as mentors.(19:09) Career advancement strategies include a broad skill set or becoming a trusted expert.(28:12) Prioritize cultural fit and organizational alignment.(38:15) Cybersecurity professionals who balance technical expertise with business acumen stand out in the field.(41:42) Focus on discipline, rather than fear, to support long-term career success.Resources Mentioned:Tim Rainshttps://www.linkedin.com/in/timrains/ADT | LinkedInhttps://www.linkedin.com/company/adt/ADT | Websitehttps://www.adt.com/Thank you for listening to “Hire Learning with Oz Rashid.” Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes. Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid.  To learn more about MSH, visit https://www.talentmsh.com. #TalentAcquisition #HiringStrategy #EnterpriseHiring Hosted on Acast. See acast.com/privacy for more information.

In this episode of Hire Learning, Oz sits down with Chris Knight—founder of Chris Knight Coaching and a former nonprofit executive turned executive coach—to talk about building better teams, smarter hiring, and how to lead with curiosity.Chris brings 15+ years of leadership experience to the conversation and shares why mental fitness is the key to unlocking high-performance leadership. From his nonprofit days to launching his coaching practice, Chris has worked with leaders through inflection points, burnout, and everything in between.You’ll learn: Why the best interviews don’t feel like interviewsThe one question Chris always asks to test manager fitHow to spot coachability early in the hiring processWhat he looks for (and avoids) when building high-growth teamsA powerful story of a leader who turned failure into her biggest opportunityWhether you’re a founder, hiring manager, or someone building your own career with intention—this episode is filled with wisdom, heart, and practical tools.Timestamps: 00:00 – Intro 01:42 – How Chris fell into coaching (and knew it was his calling) 05:10 – Why entrepreneurship is more about the stomach than the heart 08:04 – What “mental fitness” really means (and why leaders need it) 11:25 – A powerful coaching turnaround story 15:40 – The #1 reason coaching doesn’t work 18:25 – Why executive coaching should hurt your wallet a little 20:45 – Life in Buffalo and the startup scene there 24:18 – Chris’ hiring philosophy: adaptability over perfection 27:10 – The interview question every manager should ask 30:42 – When hiring goes wrong (and how to recover with grace) 36:55 – The case for treating hiring like a team sport 42:30 – Chris’ favorite books + advice for his 20-year-old self 45:00 – Buffalo vs. Boston vs. SF (and where to get the best wings) Hosted on Acast. See acast.com/privacy for more information.