Alignment Podcast

OverviewIn this episode, Brandon Sommers shares the real story behind rebuilding a struggling family business during one of its hardest seasons. As market conditions tightened, he realized that the existing “family” culture wasn’t enough to survive—and made the difficult shift toward a high-performance, accountable team. This conversation explores what it actually takes to change culture, make tough decisions, and create a business that can compete when conditions get hard. It’s a candid look at leadership under pressure and what separates teams that grow from those that stall.What we cover* Why “family culture” breaks when things get hard – how a feel-good environment can fall apart under pressure without clear expectations and accountability* Shifting to a performance-driven culture – redefining the team as a group of people committed to winning together, not just getting along* Rebuilding culture during a crisis – what it actually looks like to change expectations, behavior, and standards while the business is still struggling* Using radical transparency to create alignment – sharing the real financial picture to help the team understand what’s at stake and why change is necessary* The moment that resets a team – how high-stakes situations can become defining stories that shape culture moving forward* Letting people opt out instead of forcing them out – how clear standards naturally lead some people to self-select out of the organization* Why mindset beats experience in hiring – looking for coachability, growth, and ownership over just technical skill* Making faster people decisions – why waiting too long to act on misalignment can quietly erode culture* Setting expectations early in the hiring process – being honest upfront about standards so candidates know exactly what they’re signing up for* How culture compounds over time – why high performers raise the bar and attract more people like them* Balancing care with accountability – creating an environment where people feel supported but are still expected to perform* Turning culture into something repeatable – using shared language, stories, and consistent behaviors to scale culture as the business grows* Extending culture into new teams and acquisitions – early lessons on applying the same principles across different groups* A simple lens for alignment – thinking through decisions in terms of what’s best for the individual, the customer, and the company This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

OverviewWhat does it take to build a remote company that people genuinely enjoy being part of? In this conversation, Steve Carroll shares how Ruvixx has grown into a fully remote global organization by focusing on respect, kindness, and connection rather than perks or office culture theatrics. He explains how hiring, onboarding, and leadership behavior all shape whether people feel like they belong. This episode offers a practical and human look at what it means to build a company that people actually want to work for.What we cover* Why perks are overrated – foosball tables and office gimmicks matter less than respect and kindness.* Building culture across countries – how shared human values can travel across very different cultural contexts.* Hiring for “vibe” and values – why experience alone is not enough, and how positivity shapes team health.* The cost of a bad culture fit – even high performers may need to leave if they make the team miserable.* Onboarding through people, not just process – introducing new hires to “keepers of the culture” who make the values real.* Freedom and accountability in remote work – giving people flexibility without tracking hours, while still expecting the work to get done.* Why leaders must protect real time off – including a story about requiring a key team member to take a trip to Japan as part of his bonus.* Treating employees like people – seeing work as one part of a meaningful life, not the whole thing.* Connection as a company purpose – why Steve believes organizations can do more than generate revenue; they can bring people together across the world.* Fulfillment as a design choice – building a workplace where people enjoy showing up, contribute meaningfully, and create value together. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

OverviewAs AI agents become part of everyday work, organizations face new questions about ownership, visibility, and how work actually gets done. In this episode, Jacob Crockett sits down with Matt Wyman, CEO and co-founder of Okareo, to explore the parallels between managing people and managing AI agents. Drawing on experience from developer tools, product leadership, and automotive systems, Matt offers a thoughtful framework for thinking about tools, innovation, and alignment in an agent-augmented workplace.What we cover* Matt’s path from engineering to product leadership – How starting as a builder shaped his perspective on tools, systems, and decision-making.* Why AI agents should be treated as tools, not coworkers – The risks of personifying agents and how trust can be misplaced.* Ownership in an agent-driven workplace – Who should own AI agents: the individual employee or the organization?* Lessons from the automotive industry – What mechanics owning their own tools reveals about modern knowledge work.* The boundary between “bringing tools” and “receiving systems” – How companies typically control infrastructure while individuals control contribution tools—and where agents complicate this.* Visibility and accountability with AI agents – Why agent participation in decisions must be transparent, even if humans make the final call.* Innovation, experimentation, and perceived waste – Why effective innovation often looks inefficient and how managers misinterpret it.* Strategic alignment vs. tactical control – The danger of over-managing at the task level and how it creates brittle organizations.* AI and learning depth – How over-reliance on agents can short-circuit understanding, pattern recognition, and long-term growth.* Stretching vs. leaning back – The emerging divide between people who use AI to explore new domains and those who use it to disengage.* What managers must do differently – Setting expectations, creating space to stretch, and making opportunities visible in an AI-augmented team. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

OverviewIn this episode, Jacob sits down with Greg Montgomery to explore an often-overlooked leadership skill: love. Together, they unpack why genuine one-on-one connections matter more than scalable systems, how fulfillment differs from fleeting happiness, and what intentional leadership looks like in practice. Greg shares formative experiences—from influential ideas by Stephen R. Covey to lessons from Ed Mylett—that reshaped how he shows up at work and in life. This conversation is especially relevant for leaders who want stronger cultures without losing their humanity.What we cover* Why love belongs in leadership conversations – exploring why care, empathy, and genuine concern aren’t “soft extras,” but foundational to trust, influence, and long-term impact at work.* The limits of scalability in human relationships – why the most meaningful leadership moments can’t be automated, outsourced, or multiplied without loss, and why one-on-one presence still matters.* Love as a verb, not a feeling – unpacking the idea (inspired by Stephen R. Covey) that love is something you do through consistent actions, sacrifice, and attention—not something you passively feel.* Happiness vs. fulfillment – distinguishing between short-term happiness driven by money, success, or status, and the deeper fulfillment that comes from connection, service, and meaning.* Vulnerability as a leadership strength – why openness and emotional honesty build credibility and psychological safety rather than undermining authority.* How intentional one-on-ones actually work – reframing one-on-one meetings as relationship-building time rather than tactical checklists, and why this shift changes team dynamics.* Feeling seen at work – a story of how simple appreciation and acknowledgment from a leader can fundamentally change motivation, loyalty, and confidence.* The business impact of human-centered leadership – why investing in people, culture, and connection ultimately shows up in retention, customer experience, and financial outcomes.* Men, identity, and inner work – discussing why many men struggle with fulfillment despite external success, and the importance of creating space to reflect, reset, and reconnect.* Creating environments for transformation – Greg’s vision for The Shift retreat and why intentional experiences can catalyze lasting personal and professional change.Time-stamped outline* 00:00 – Intro and first-time podcast nerves* 01:14 – Greg’s background and winding career path* 03:30 – Why Jacob associates leadership with love and one-on-one connection* 04:19 – Stephen R. Covey, love as a verb, and early mindset shifts* 06:45 – Ed Mylett, fulfillment, and the role of vulnerability* 09:30 – Building relationships through intentional leadership* 11:55 – A manager who modeled genuine care at work* 14:58 – Gary Vee, Chief Heart Officers, and culture at scale* 18:00 – The Shift Retreat and creating space for transformation* 21:37 – Closing reflections on love-driven leadership This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

OverviewEmployee reviews used to feel like an HR afterthought. Today, they’re shaping how candidates, customers, and even AI systems perceive companies. In this episode, Jacob sits down with Matt Vance, Co-Founder & CEO of Mobrium, to explore how platforms like Glassdoor and Indeed influence culture, retention, and growth. They discuss why transparency is becoming unavoidable—and how leaders can approach employer reputation thoughtfully and ethically.What we cover* The rise of employee reviews – how Glassdoor and similar platforms have quietly gained influence over the last decade* Culture as a public signal – why employee experience now affects candidates, customers, and investors* The “law of self-selecting extremes” – why most reviews skew negative when companies don’t ask for feedback* Transparency in the age of AI – how tools like ChatGPT aggregate reviews and surface hidden issues* When companies truly don’t care – what disengagement on review platforms signals to the outside world* Retention and ROI – how employer reputation can reduce preventable turnover* Building culture intentionally – lessons Matt has applied while growing Mobrium as a startup This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

OverviewIn this client testimonial episode, Jacob talks with Jessica Chase about her experience using HireAligned to manage one of her most demanding hiring cycles yet. Faced with more than 450 applicants for a single role, Jessica describes how HireAligned’s values-based scoring and AI-driven filtering shifted her from overwhelm to clarity. She explains what changed in her process, what surprised her, and why this was her most confident hiring decision to date. This episode is especially helpful for founders and small-team leaders who want to hire well without drowning in resumes.What we cover* How HireAligned narrowed 450 applicants to the right 25 – reducing stress while improving confidence.* Why Jessica rebuilt her hiring process – and what wasn’t working before.* The power of values-based hiring – and how HireAligned surfaced cultural fit early.* Human bias vs. data clarity – Jessica’s insight on “square peg, round hole” hiring tendencies.* What she learned from HireAligned’s culture insights – especially around team learning and growth.* Shifting from personal chemistry to organizational fit – a distinction that changed how she interviews.* Reflections on pricing and value – how she thought about cost relative to time saved and quality improved.* Advice for other small businesses – especially those feeling overwhelmed by applicant volume. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Jacob talks with franchise coach Giuseppe “G” Grammatico about what draws people into franchising, what surprises new owners most, and how motivations around work have shifted since COVID. G shares his own story of leaving a grueling Wall Street career to build a business that gave him both time freedom and financial stability. Together, they unpack how to evaluate whether franchising is the right fit, the real risks and misconceptions, and the traits that consistently predict success. Listeners will walk away with a clearer sense of how franchising works—and how to think about entrepreneurship with eyes wide open.What we cover* Giuseppe’s shift from Wall Street to franchising – how a 13-hour workday pushed him to rethink his entire career.* Why time freedom now outweighs financial upside – especially for parents and post-COVID professionals.* What people get wrong about franchising – including the myth that “you can’t lose money.”* How to evaluate fit – focusing on personal roles, characteristics, and family alignment rather than specific brands.* Avoiding common due diligence mistakes – like skipping conversations with current franchisees.* The people problem – what’s actually hard about staffing, and how the best systems support franchisees without crossing HR boundaries.* The mindset shift from paycheck to ownership – the emotional hurdle of not earning immediately.* What successful franchisees have in common – coachability, comfort with systems, and clarity about why they’re doing it.* Creative staffing and support models – from franchisor recruiting help to simplified operations with fewer employees.* Giuseppe’s process for helping clients decide – including financial planning and building toward readiness if timing isn’t right. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Jacob sits down with KapTek co-founder Andrew Lott to unpack how his team is rethinking offshore software development. Instead of competing on rock-bottom pricing, KapTek hires exclusively from Armenia and focuses on quality, culture fit, and long-term integration with client teams. Andrew explains why Armenia has become a quiet hub for world-class engineering talent, how they vet both developers and clients, and what they’ve learned about using AI in the hiring process. Along the way, they explore what it really takes to build a “family-like” culture across borders and time zones.What we cover* Why Armenia for software development – how a small country with a booming tech sector became KapTek’s sole talent market.* Competing on quality, not price – why KapTek chose a boutique positioning instead of racing to the bottom on rates.* How they vet developers – from technical tests to a “vibe check” and final client interviews focused on mutual fit.* Culture fit in small vs large teams – the different ways startups and bigger companies approach bringing on international developers.* Using AI in the hiring pipeline – how KapTek leans on AI to generate and grade domain-specific technical tests.* Developers’ relationship with AI – why many Armenian engineers use AI as a speed boost, not a crutch, and how that affects quality.* From contractors to true teammates – practices that help clients see Armenian engineers as integral team members, not disposable resources.* Selecting the right clients – how KapTek now screens out companies that view offshore developers as purely transactional.* Scaling a “family-like” culture – why Andrew believes a strong, human culture can scale and what they’re doing to protect it as they grow.* Where KapTek is headed next – hints at in-house product lines and continued focus on long-term, high-trust partnerships. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

Today I’m joined by Travis Cariveau, Managing Partner at Careers Launch. He’s a small-town Minnesota dad of four with a big-picture take on where hiring is headed. We dig into how tech and AI have reshaped recruiting—and why the teams who win are doubling down on human moments, not mass automation.We cover:* Travis’s path: construction + manufacturing roots → global recruiting → founding a firm → merging into Careers Launch.* What hasn’t changed: relationships, trust, and the fact that candidates aren’t resumes—they’re people.* What has changed: the flood of automated outreach, one-click applies, and why response rates cratered.* The pivot back to personal: fewer, handcrafted messages; in-person events; real conversations that convert.* AI done right: use it to clear admin work and speed research—not to replace thinking or ghost candidates.* Candidate experience playbook: never ghost, close the loop, share feedback, and tell the story behind the hire.* Favorite analogy: Netflix didn’t kill theaters—it forced better experiences (recliners, food, service). Same idea for hiring.* Tactical nuggets: why 100 thoughtful messages can beat 2,000 blasts; how to hire for culture in a remote world; helping execs stand out in the AI era. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Jacob sits down with Jeff Erickson, a familiar face in the Utah startup community and a veteran of companies like Carta and Forecastr. Jeff’s seen startups from every angle — as a founder, investor, and early team member — and he shares what he’s learned about the real drivers of growth: people, purpose, and alignment.They dive into:* Lessons from scaling Carta and now helping Forecastr become a household name* How to set culture early before it sets itself* What it looks like when core values actually show up in day-to-day decisions* Why hiring for alignment is more powerful than hiring for skill* The snowball effect of “founder energy” and how it attracts the right people* How remote teams can still feel deeply connectedJeff’s perspective is equal parts startup wisdom and human insight — a reminder that even in the world of venture capital, valuations, and growth curves, the people are still the point. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Jacob sits down with Dan Zimbardi, Executive Pastor of Sandals Church and former corporate leader for brands like Google, Nike, and Facebook. With over 20 years of leadership experience, Dan brings a rare blend of business acumen and spiritual insight to the conversation on culture and leadership.Together, they explore:* The surprising similarities between ministry and marketplace leadership* Why great leaders must learn to combine strength with kindness and empathy* How to craft and cast a vision that unites five generations in today’s workforce* What corporate America can learn from the relational depth of ministry teams* How leaders can create environments where people feel known, seen, and cared forDan shares personal stories from his transition out of corporate America — including the “pay cut of a lifetime” — and how it reshaped his view of success, calling, and culture.Whether you’re leading a startup, a church, or a team of any size, this episode will challenge how you think about leadership, legacy, and what it really means to help people flourish. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Jacob sits down with Jimmy Lai, founder of Lai & Turner Law Firm, to explore what it means to do law differently. Jimmy shares how checking one box on a job application labeled him “unhireable” — and how that same experience inspired him to build a thriving, empathetic law practice helping others achieve their version of the American Dream.They discuss:* Jimmy’s path from international student to business owner employing 19 people* How empathy became the core value driving his firm’s success* Using LinkedIn not just to find clients, but to attract aligned team members* Why culture fit starts with transparency — and how his team uses DISC and shared visioning to stay aligned* How a “three-year vivid vision” fuels growth toward an eight-figure business This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Jacob talks with Tara Egan, founder of Serve HR, about what it takes to create a culture where people feel safe sharing feedback—and leaders actually act on it.Tara shares her journey from 20+ years in corporate HR to launching her own fractional HR practice, and what she’s learned working with fast-moving entrepreneurial companies that often “figure out the people stuff later.”They dive into:* Why small businesses often delay their “people plan” and how to fix it* How to earn real employee feedback (and get 70–90% survey participation)* The right way to handle feedback without defensiveness* How trust and candor transform both teams and company performance* The surprising connection between alignment, engagement, and profitabilityIf you’ve ever wondered how to move from chaos to clarity in your culture—without killing your entrepreneurial spirit—this one’s for you. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, Jacob sits down with Morgan Snyder — writer, strategist, and the mind behind some of LinkedIn’s funniest and most insightful posts. Once a Spanish teacher and door-to-door salesman, Morgan now helps CEOs and founders show up online as their authentic selves — sometimes serious, often hilarious, but always human.Together, they dive into:* 💬 Why your online self should align with your real-life self* 😂 How humor and satire outperform “10x growth hacks” five to one* 🧠 The four archetypes Morgan uses to shape authentic brand voices* ✍️ Why most people don’t lack ideas — just a system to capture them* 🚀 How showing up consistently on LinkedIn can literally change your life* 💡 The balance between being real and respecting company boundariesFavorite Quote:“You don’t lack ideas — you lack a capture system. Once you start collecting them, you’ll realize how creative you already are.” This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, Jacob sits down with Steven Puri, a former Hollywood executive turned tech founder whose journey spans blockbuster films, deep tech, and human performance.Steven has raised over $20M in venture funding, produced digital effects for Braveheart and Independence Day (earning an Academy Award), and served as VP at 20th Century Fox and DreamWorks. Now, he’s focused on helping knowledge workers do their best work through Sukha, a company dedicated to creating more flow — and more time for what really matters.Together, Jacob and Steven explore:* 🎬 How Steven transitioned from Hollywood to tech and what he learned about creativity along the way* 🧠 What “flow state” actually is and why it’s the key to sustainable high performance* 🧘‍♂️ How yoga, parenting, and a random customer helped him name his company* 🕰️ Why most leaders unknowingly kill deep work — and how to fix it* 🤖 The right way to use AI as an accelerant (not a replacement) for human creativity* 💡 Practical steps to help your team align around deep, meaningful work This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, Jacob Crockett chats with Donna Brown, founder of Cultivation HR. After decades leading HR and tech functions in Fortune 100 environments and the last five years embedded in high-velocity startups, Donna now partners with CEOs as a fractional HR advisor and operator—translating business plans into people strategies that actually ship results.Highlights* What “thriving” really meansFor people and companies: clear purpose, high performance, healthy processes, and mutual investment—not bureaucracy.* The cost of ignoring cultureTurnover isn’t abstract: replacement costs (direct + indirect) crush the P&L. Measure it first, then fix it.* Leaders stuck in “wring the towel” modeWhy legacy systems reward stale behaviors—and how to move leaders toward retention, growth, and trust.* Ownership done rightFewer pointless meetings, more decisions and outcomes. Define what “act like an owner” actually looks like day to day.* AI without fearIntroduce AI as a learning partner and accelerant (starting small), not a headcount cudgel; upskill people while removing grunt work.* Career agencyNo one will care about your career more than you—say yes, seek stretch, and ask for the support and recognition you need.Practical TakeawaysFor leaders* Audit: Do we have the right leaders for this stage of growth?* Make clarity non-negotiable: outcomes, connection to company progress, rewards for over-performance, consequences for under-performance.* Reframe AI: From threat → tool for learning, speed, and creativity.* Calculate turnover cost now; let data drive your retention roadmap.For employees* Say yes to stretch work; learn out loud.* Check alignment: Does this role ignite your purpose?* Own the path: Ask for support, feedback, recognition—and move if it’s not there. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, Jacob Crockett sits down with Scott Frazier—small-town kid turned serial entrepreneur who’s led a 150-person company, built global teams at Freed Up, and is now building a new venture in stealth. Scott’s winding path (family business → eight years as a pastor → real estate PE → multiple startups) sharpened a simple conviction: you can automate tasks, but you can’t automate love, trust, or leadership.🔍 Highlights* People > Everything: Why the most durable advantage is relational—being known and knowing your team—especially as tech speeds up.* From “caught to taught”: Early-stage culture spreads by proximity; at scale, it must be explicit, trained, and measured (values → behaviors → tools).* Nonviolent Communication as a core skill: Teach teams to disagree well; better conflict = better companies.* Integrity redefined: It’s not “be nice”—it’s do what you said you’d do (and commit carefully).* AI-native leadership: Build with AI from day one; hire for learning agility, creativity, systems thinking, and real fluency with AI tools.* Humility as meta-skill: Admitting gaps and upskilling in public sets the tone for a learning culture.🧭 Practical TakeawaysFor founders & leaders* Model it first: open with check-ins, lead with empathy, keep promises.* Make values actionable: list 3–5 observable behaviors per value and coach to them.* Teach the team to argue well (start with Nonviolent Communication).* Hire for learning speed and AI fluency, not just legacy credentials.For operators & ICs* Build an AI habit: automate one disliked task this week; document and share the SOP.* Integrity audit: reduce over-commitment; renegotiate before you miss a promise.* Relationships are the leverage—schedule 2 genuine one-on-ones you’ve been putting off. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, Jacob Crockett talks with AJ Brow, Chief Human Resources Officer at White Lodging (≈7,000 associates). After big-company stints at Target, Accenture, and an energy firm, AJ shares how operating in a private, family-owned environment unlocks speed to execution—and how White Lodging’s 40-year legacy translates into a modern, measurable culture.🔍 Highlights* Private vs. public pace: Fewer layers and clearer decision paths = faster change and execution.* Three-stakeholder lens: Every decision runs through Guests, Owners, and Associates—driving experiential stays, asset value, and people growth.* The Associate Promise (in action):* Leaders are incentivized on engagement scores.* Local HR teams serve as on-property culture carriers.* Instructor-led training touches ~30% of leaders annually for real dialogue and peer learning.* Messages cascade and are repeated—clarity over once-and-done memos.* Proof it works: Balance scorecards align guest, associate, financial, and ops metrics; internal studies show positive ROI.* Turnover down 5 percentage points year over year; company turnover now in the 30s (in an industry often ~70%+; QSR 100%+).* Grow your career here: Low barrier to entry, high mobility (rooms ↔ restaurants ↔ engineering), international pathways, and Purdue on-campus hotel program offering real-time learning.🧭 Practical Takeaways* Tie leader incentives to engagement (not just P&L).* Use a balance scorecard to visualize culture → guest impact → financials.* Prioritize in-person leadership development where service quality hinges on human interaction.* Build a change network (local HR) to sustain daily culture.* Quantify turnover cost and celebrate measurable wins (even single-digit % drops are huge). This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, Jacob Crockett sits down with Ilona Jurkiewicz, a longtime HR leader who proudly claims the HR title—and calls for a more honest, strategic, human approach to work. Ilona explains why culture starts with a clear mutual psychological contract and why the “we’re a family” narrative can quietly harm trust.🔍 Highlights* HR: what’s changed vs. what hasn’tStrategy and expectations have leveled up, but core human/operational problems (like getting better data) often repeat with new labels.* Ditch the “family,” build a teamFamilies have fuzzy, lifelong expectations; teams have goals, boundaries, and explicit norms—healthier for work.* The psychological contractCulture begins with clear, mutual expectations (role, hours, manager, compensation, travel). Misalignment happens when these change and no one says it out loud.* Tours of duty > lifetime employment mythsDefine a 18–36 month mission that grows the person and the company—then re-evaluate honestly.* Fractional & the future of workMore people will blend W-2 and 1099 paths; clarity of value goes up—but newbies risk losing osmosis learning. Expect collectives/cohorts to fill the training & community gap.* Belonging in a remote worldBefore collaboration and mentorship flourish, people must feel seen, respected, and valued—in ways that match their preferences.🧭 Practical Takeaways* Write down the mutual expectations (role, outcomes, cadence, comp, travel). Revisit when the context shifts.* Replace “family” language with team norms: how we communicate, decide, meet, measure.* For leaders of early-career talent: recreate osmosis with intentional shadowing, debriefs, and cohort learning.* Consider tours of duty to set timelines, outcomes, and growth paths—then renegotiate transparently.* Invest in micro-signals of care (the version each person wants), because belonging fuels collaboration. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, host Jacob Crockett sits down with Jared Hamilton — a fifth-generation entrepreneur, family man, and multi-business owner who somehow juggles a sod farm, egg farm, Christmas tree farm, property maintenance company, real estate holdings, coaching, church service, music, and raising five kids.Jared shares his powerful story of taking over his parents’ business with his sister, and how they approached leadership with deep respect for the legacy they inherited — while also defining their own intentional culture and core values.🔍 Topics Covered:* The power of intentional culture: How Jared and his sister redefined their company’s mission, vision, and values — and made them real in everyday decisions.* Hiring for character, not skill: How clear values became their best recruiting filter.* “Thoroughbreds and donkeys”: Why aligning your team with shared work ethic and integrity changes everything.* Family culture and farm life: Lessons from integrating work, life, and family under one roof — and why true balance doesn’t exist, only alignment and seasons.* Micro-moments of connection: How daily routines on the farm (even closing the chicken coop) become lessons in presence and purpose. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, Jacob Crockett talks with Linda Ho, Chief People Officer at Nearmap (aerial AI imaging). New to the role and industry (~3 months in), Linda brings a fresh lens from a career spanning recruiting, HRBP, comp, L&D, DEI, and executive leadership at Autodesk and Seismic.We dig into:* Skills > titles: Why grade levels don’t translate—but skills, networks, and varied experiences do.* Intentional discomfort: How seeking stretch roles and new industries accelerates growth.* From founder-intuition to operating system: Turning mission, vision, values into OKRs, recognition, and performance—so it’s not just words on a wall.* Alignment beats micromanagement: When purpose is clear, layers shrink and accountability rises.* Career perspective: Rotating roles inside one company vs. building an external network (and why both matter).* AI & alignment: How AI can improve clarity (“clarity is kindness”), reduce miscommunication, and potentially flatten orgs.* Scale context: Nearmap’s ~700–800 global teammates—and how to enable leaders you’ll never meet personally. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, Jacob Crockett sits down with Dr. Vanessa Parker-Lewis, an industrial and organizational psychologist, SPHR and SHRM-SCP certified leader, and current Chief Human Resources Officer. Vanessa’s story is one of grit, self-advocacy, and the power of mentors who show up at the right time.Together, Jacob and Vanessa explore:* Why “polite” teams are often dysfunctional — and how true trust shows up through respectful challenge.* The role of resilience in helping teams withstand the ebbs and flows of business and society.* Interview questions that reveal real character and why imperfection is actually a strength.* How COVID and access to information have reshaped workplace expectations, making “who you work for” more important than ever.* The danger of assuming managers are natural leaders, and how to build leadership capacity at every level.Vanessa also shares insights from her work in hospitality and now in affordable housing, where transforming places into thriving communities drives her passion.👉 Connect with Vanessa on LinkedIn to learn more about her work and vision. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of The Alignment Podcast, Jacob sits down with JD Busch—franchise operator, consultant, and entrepreneur with over three decades of experience. JD has been through it all: starting young with KidFit, scaling multiple concepts, consulting with emerging brands, and making plenty of mistakes along the way.Together, they unpack what really makes franchises succeed—or fail. JD shares why most franchise systems never scale, how to identify franchisees who will thrive, and why alignment between franchisor, franchisee, and team culture matters more than short-term wins.Whether you’re thinking about franchising your business, buying into one, or simply want to sharpen your leadership lens, JD’s insights on team building, cultural alignment, and long-term growth will give you plenty to think about.What you’ll learn in this episode:* Why most franchises never get past 100 units* How to approach franchisees like you would an executive hire* The cultural traits that separate top franchisees from struggling ones* How tools like Traction and personality profiling can help build strong teams* Why developing leaders from within is key to sustainable growth This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

What happens when a founder’s vision collides with the messy reality of scaling a business? In this episode, Jacob sits down with Kelly Stacey—fractional CEO, COO, and self-described “founder whisperer”—to unpack what it really takes to grow beyond the early stage.Drawing on her experience working with over 300 brands, Kelly shares:* Why visionary founders often wait too long before asking for help* The two most common gaps she sees inside growing companies* How to have the tough conversations when friends or early employees no longer fit the business* Why decision-making is the muscle every founder must strengthen* The overlooked “trust-building reps” that make or break teams* What she looks for in hiring beyond the résumé—and why overthinkers can be hidden superstarsKelly brings a refreshing mix of candor, practicality, and empathy for founders who want to scale intentionally without losing themselves in the process.👉 Connect with Kelly on LinkedIn to learn more about her fractional leadership work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

What does it take to lead well when everything around you is shifting? In this episode, Jacob sits down with Adam Birnbaum—executive coach, former CEO, and Fortune 500 leader—to unpack how leadership and company culture have transformed over the past five years.Adam shares insights from his experience working with CEOs and executives across industries, exploring:* How COVID reshaped employee expectations and accelerated the need for meaningful work* Why culture and values must move from “wall posters” to everyday decision-making* The shift from career ladders to “career lily pads” and what it means for retention* Practical ways small and large companies can define and reinforce their values* How leaders can adapt to meet employees where they are—without losing sight of company goalsWhether you’re leading a startup team or managing at scale, this conversation will give you a new lens for thinking about alignment, values, and what it really means to build a thriving workplace today.👉 Connect with Adam on LinkedIn or visit clearpath.group to learn more about his work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

What happens when a serial entrepreneur leaves the financial world to build a company in mental health care? Tom Telford, CEO of LÉVO, shares his journey from 20+ years in financial services to co-founding a mental health organization built on a radically simple idea: slow down.In this episode, Tom and Jacob discuss:* The lessons Tom carried from building and selling companies in finance into health care.* Why profit alone can’t be the driver if you want lasting impact.* The three C’s of LÉVO: Connection, Communication, and Culture.* How slowing down appointments and listening deeply leads to better outcomes than rushing patients through.* Stories from the frontlines of mental health care that show why a new approach is needed.* What it takes to hire for culture when most of the system is built on speed and volume.Whether you’re an entrepreneur, a health care leader, or someone who cares about mental health, Tom’s story is a reminder that sometimes innovation means going back to basics—slowing down, listening, and caring. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

What happens when a company in the construction trades puts people before pools? In this episode, Jacob Crockett sits down with Hannah Bologna, MAIOP, SHRM-CP, Director of Human Resources at Molinari Pools, to talk about building culture, creating meaningful work, and scaling a fast-growing team in a blue-collar industry.They cover:* Why construction work felt like “home” to Hannah after stints in finance and hospitality* How Molinari Pools is creating a workplace where people feel valued, aligned, and connected* The surprising role of community partnerships—like teaching every child to swim—in attracting and retaining talent* Why transparency during hiring matters more than ever* How their core value of Win-Win-Win (team, client, company) fuels growth and profitability* The shift Hannah sees in younger generations: prioritizing purpose and impact over just a paycheckHannah shows that when you build a culture where people matter, the business results take care of themselves. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

What does it take to not just lead—but to create leaders? In this episode, Jacob Crockett sits down with Otis McGregor, CEO and founder of Tribe and Purpose, veteran, TEDx speaker, and self-described “retention expert.” Otis shares his journey from the military to building a business dedicated to creating a legacy of great leaders.They dive into:* Why “growth requires pain” and what separates those who keep going from those who quit* The telltale signs of whether a leader has built a true team of leaders or just a group of followers* Why no one is a “natural” leader—and how leadership is learned, practiced, and developed* The role of vision, values, and purpose in creating alignment at work and in life* How misalignment with values or purpose leads to burnout and disengagement* The impact of Otis’ Steel Men Tribe, a brotherhood dedicated to helping men grow as leaders, husbands, fathers, and business ownersOtis leaves us with a powerful reminder: Live your life with intention in pursuit of your purpose. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

What if business existed for more than just profit? Andy Galpin, redemptive acquisition entrepreneur and leader at Tree and Leaf Partners, joins Jacob Crockett to explore how companies can scale with purpose while honoring people, culture, and community.Andy shares his journey from IBM consultant to acquisition entrepreneur, why he focuses on scaling existing businesses rather than starting from scratch, and how he helps leaders transition from founder-led operations to lasting, purposeful organizations.You’ll hear insights on:* The difference between startups and acquisition entrepreneurship* How “redemptive business” reframes success beyond financial return* Practical ways leaders can align culture, values, and systems for growth* Why investing in people creates ripple effects in families and communities* Frameworks and movements (like Conscious Capitalism and Praxis) reshaping business todayWhether you’re a founder, leader, or curious about purposeful business models, this episode will challenge how you think about value, culture, and impact.Connect with Andy:* LinkedIn: Andy D. Galpin* Website: treeleafpartners.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of the Alignment Podcast, Jacob sits down with Eric Harrison, co-founder and CEO of Thrive, a peer group–driven community for founders. Eric shares how his early experiences in Boy Scouts and his first venture in change management shaped his approach to leadership, culture, and company building.You’ll hear:* Why so many companies wait too long to think about culture—and how to fix it.* What Eric learned starting a consultancy in college and why “mission-obsessed” teams matter.* The role of peer groups as “half strategy, half therapy” for founders.* How Thrive is creating intimate, life-changing spaces for entrepreneurs to learn, grow, and lead with intention.* Why being humble, curious, and mission-driven is more important than revenue size when it comes to building community.Whether you’re leading a small team or scaling fast, this conversation will challenge how you think about culture, alignment, and what it really means to enjoy the work you do every day. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

What does economics have to do with leadership? A lot more than supply and demand curves.In this episode, Jacob sits down with Seung Paik, retired Air Force comptroller, teacher, and soon-to-be author of Leadernomics. Seung spent 25 years in the military managing millions of dollars, teaching economics, and discovering how economic principles—like incentives, value, and interdependence—directly apply to leadership and culture.We dive into:* Why leadership is about relationships, not just metrics* How economics reveals the priceless value in people and culture* The difference between managing and truly leading* Why trust, risk, and delegation are essential for growth* The story behind Seung’s upcoming book LeadernomicsIf you’ve ever wondered how to align leadership, culture, and human potential, this conversation will challenge and inspire you. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode of the Alignment Podcast, Jacob Crockett sits down with Walter, better known as The Dutch Mentor. From his early career as a paramedic and flight medic to executive leadership across healthcare systems, Walter has seen firsthand how technical excellence doesn’t always translate into effective leadership.He shares powerful insights on:* Why so many frontline performers struggle when promoted into leadership.* The parallels between emergency medicine and leadership—responding vs. reacting.* How trust and engagement multiply to create high-performance teams.* Practical frameworks like E + R = O (Event + Response = Outcome) that help leaders stay calm under pressure.* Why investing in leadership development is the single biggest lever organizations ignore.Walter makes a compelling case for why every leader—especially emerging managers—needs mentorship, accountability, and courage to truly thrive.If you’re a leader, aspiring manager, or someone responsible for developing talent, this conversation will give you a fresh perspective on what it really takes to lead people well. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, I sit down with Cynthia Black, an HR leader and community builder, who has a gift for helping people discover what they’re truly capable of. Cynthia shares her journey from growing up as a military brat in San Diego to finding deep roots in Mississippi, where she now develops leaders at Peoples Bank, serves on her local school board, and mentors others through SHRM.We talk about:* Why many people underestimate their own skills and how to reframe experience into confidence* The balance between hiring for fit versus skills, and why character matters most* What it looks like to help employees grow within a smaller company* How mentoring and community service create ripple effects beyond the workplace* The joy that comes from helping others achieve more than they thought possibleWhether you’re a leader, an HR professional, or just someone who cares about people development, Cynthia’s perspective will inspire you to look for opportunities to help others grow—and maybe to stretch yourself too. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Justin Pohlmann shares his journey from full-time musician to talent acquisition leader at the Louisiana Organ Procurement Agency (LOPA). We explore how his transition taught him that passion isn’t the best starting point for a career search — and why identity and purpose should come first.Justin offers a powerful framework for job seekers and leaders alike:* Why your job is what you do, not who you are* How to uncover your calling, mission, and passion in the right order* The difference it makes to hire for alignment, not just ability* How mission-driven organizations maintain purpose across every roleWhether you’re navigating a career change, leading a team, or rethinking what work means to you, this conversation will inspire you to align your work with who you are at your core. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Jacob talks with Misty McCraw, owner of PeoplePro HR Solutions, about the changing landscape of work and what separates thriving companies from those just scraping by. They dig into:How COVID shifted the hiring dynamic and gave employees more power to choose where they workWhy “culture” and “leadership” can’t just be buzzwords—and what they look like when done rightSigns your organization may be struggling (and what to do about it)The link between leadership development, employee engagement, and productivityWhy understanding and communicating your company’s “why” changes everythingHow to approach culture change realistically—without expecting an overnight transformationWhether you’re a business owner, HR leader, or just curious about what makes a great workplace tick, this conversation is full of practical insights and real-world examples you can put to work right away. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Ed Boudrot, founder of Human Ignition, invites us into a deeper exploration of modern leadership—where innovation meets humanity. Drawing from his experiences leading elite teams at startups and Fortune 500s, Ed shares insights on the internal “operating systems” that govern leaders, teams, and entire organizations.You’ll learn:How Ed’s approach to team culture is grounded in radical candor, shared language, and deep trustThe surprising power of one question: “What do you love?”Why stalled leadership is the most common—and most solvable—challenge in large organizationsWhat 40+ leadership interviews are revealing about the future (and limits) of AIHow psychological safety and clarity can unlock what Ed calls “magic moments” in teamsThis is a conversation about transforming leadership from the inside out—making the unseen seen, and reigniting purpose in an age of noise, automation, and overwhelm. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

In this episode, Nathan Deily shares his journey from Fortune 500 HR executive to startup builder and executive recruiter. But more than a resume walk-through, this is a masterclass in decoding what really matters when building high-performing teams.Nathan reveals:Why the most successful teams aren’t just talented—but alignedThe overlooked magic of listening as a hiring skillHow to surface true values and thinking patterns through well-crafted questionsWhy hiring should be more about philosophy than pedigreeThe pitfalls of relying on surface-level heuristics—and how curiosity and humility help you see deeperHe also shares some of his favorite interview techniques, like the seemingly odd “Polar Bear vs. Samurai” question—and why it reveals far more than candidates expect.Whether you’re building your next team or trying to find the right fit yourself, this conversation is full of transformational insights that make the invisible visible—and unlock better alignment for all. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com

summaryIn this inaugural episode of the Alignment Podcast, Jacob Crockett and Matt discuss the significance of alignment within teams and the impact of an abundance mindset on leadership and team dynamics. They explore how scarcity thinking can limit business owners and managers, emphasizing the importance of recognizing the potential in people and fostering a culture of growth and fulfillment. The conversation highlights the need for leaders to prioritize the interests of their team members, ultimately leading to a more engaged and productive work environment.takeawaysAbundance mindset is crucial for team success.Scarcity thinking limits leadership effectiveness.People are often seen as problems in business.Everyone is replaceable, including key team members.Leaders should prioritize the growth of their team.Focusing on others' needs can lead to personal success.Creating a vision that includes everyone is vital.Team dynamics improve with an abundance mindset.Encouraging team members to pursue opportunities is beneficial.The podcast aims to provide actionable insights for listeners.keywordsalignment, abundance mindset, team building, leadership, personal growth, fulfillment, business culture, employee engagement, leadership strategies, team dynamics This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hirealigned.substack.com