How to Future-Proof Your Career in a Changing Job Market

The balance of power has shifted, from employees to employers. In this Escape & Empower episode, Dave and I break down the five forces reshaping today’s job market: economic uncertainty, corporate downsizing, remote work competition, fading loyalty, and AI-driven restructuring. If you’re a senior executive, the question is simple: will you wait to be changed, or will you take control and hire yourself? 🎧 Listen here: Apple: https://lnkd.in/eY7TJ64f Spotify: https://lnkd.in/eTCcriHi #ExecutiveLeadership #CareerTransition #FranchiseOwnership #EscapeEmpower

In today’s market, employers hold the cards—downsizing, cost cuts, AI, and shrinking loyalty have left even senior leaders exposed. In this episode of Escape & Empower, Pete and I break down the 5 reasons executives have lost leverage—and how taking control through entrepreneurship is the path forward. 🎧LISTEN HERE: Apple: https://lnkd.in/en_arUTJ Spotify: https://lnkd.in/ePTY-V22 📺 Watch us on YouTube: https://lnkd.in/eEb2sp84 #ExecutiveTransition #CareerStrategy #FranchiseOwnership #EmpoweredFranchisee

The rules of the corporate game have changed, and not in your favor. In this episode of Escape & Empower, Pete and I break down five reasons why the balance of power has shifted back to employers: - Economic uncertainty giving cover for cuts - Downsizing and streamlining driven by AI - Remote work expanding the talent pool - Decline of loyalty on both sides - Automation collapsing management layers If you’re a senior executive, the message is clear: don’t get caught flat-footed. It’s time to start thinking about hiring yourself—and putting your corporate skills to work in ownership. 🎧 Listen here: Apple: https://lnkd.in/gagjB4ZU Spotify: https://lnkd.in/eFJXDQVM 📺 Watch on YouTube: https://lnkd.in/gZ6Gpdmg ☕ Book a virtual coffee with me: https://lnkd.in/gna3Py8K #CareerTransition #FranchiseOwnership #ExecutiveLeadership #EmpoweredFranchisee

Who really holds the power in today’s job market, employers or employees? In this episode of Escape & Empower, Pete and Dave break down how the balance has shifted back toward employers, leaving executives vulnerable. They explore:  – Why economic uncertainty and restructuring put executives at risk  – How remote work and AI have increased competition for senior roles  – Why loyalty is gone—and what that means for your future If you’re an executive woman who’s built her career on hard work and leadership, now is the time to think about taking back control. 🎧 LISTEN HERE: Apple: https://lnkd.in/eszdqbdF Spotify: https://lnkd.in/eVmx8uCY Watch on YouTube: https://lnkd.in/esTs5kDQ #WomenInLeadership #CareerReinvention #FranchiseOwnership #EscapeEmpower

Most companies get this wrong. They either build a “corporate” recruiting function… ↳ Polished ↳ Process-driven ↳ Safe … Or they build an “agency.” ↳ Scrappy ↳ Hungry ↳ Fast-moving ↳ Chaotic At MSH, we decided: why not both? We built something different. 👉 Corporate front-end. 👉 Agency back-end. Our clients get the best of both worlds. A team that feels like a strategic partner, but works like a startup that refuses to lose. Hiring isn’t a transaction. It’s a craft. It’s data, discipline, and obsession rolled into one. Thanks Anthony Nash for having me on Leadership Success's Enterprise Alchemy to dig into how we built this mindset — and how other leaders can too. Watch the full episode here 👇 Spotify: https://lnkd.in/gWvnDnXt Apple: https://lnkd.in/gjnvBbxm - Hey, I’m Oz. 👋 I’ve helped companies like Blackstone, Amex, and Condé Nast hire like the top 1%. Now I’m building AI to shape the future of management—and help professionals gain the skills they need for the jobs of tomorrow. Message me for more information! #Leadership #Hiring #Recruiting #Culture #Podcast #TalentStrategy #PeopleFirst #LeadershipSuccess #MSH #AeonHire

Your "innovation best practices" are killing you. Sorry not sorry. Had Alan Gregerman on the pod and he dropped a truth bomb that's gonna piss off every hiring manager reading this: 99% of all innovations throughout human history were just stolen ideas from somewhere else. The wheel? Original.  Fire? Original.  Your entire business model? Probably not. And that's GOOD NEWS. Because while you're sitting in beige conference rooms demanding your team "think outside the box" (barf), the real innovators are... Getting lost in Paris and inventing Uber Listening to Sony Walkman tapes and creating the iPhone Literally anywhere but your weekly innovation meeting Here's the uncomfortable part: You keep hiring mini-me's who think exactly like you. People with the "right experience." The "proven track record." Cool cool cool. And in 5 years those skills will be about as relevant as my Blockbuster membership card. Alan (who literally had a stroke, lost his ability to speak, and STILL came back to drop wisdom on us) says the secret isn't knowing MORE about your industry. It's knowing LESS. Fresh eyes see breakthrough ideas. Expert eyes see reasons why it won't work. Your customers don't love you btw. They just haven't seen anything better yet. Someone's about to eat your lunch. And they're probably watching you right now while you scroll LinkedIn on the toilet. Want to know how to actually innovate? New episode drops TODAY. Link in comments because LinkedIn hates fun. P.S. Alan called me the next day to say this was his favorite interview ever. Which either means I'm good at this or he needs to get out more. Jury's still out. #KarlTheBridge

The psychology of meaning at work is underrated. Most people still choose jobs for the wrong reasons. And most companies still hire talent for the wrong reasons. 🚨 Churn is at an all-time high — not because of salary, or lack of kombucha in the office… but because of the lack of meaning. When your work feels disconnected from what matters, it slowly drains your energy, clarity, and motivation. And the data backs it. Employees who feel their work is meaningful... → Perform better → Stay longer → Burn out less That’s why real impact companies do it differently. They embed purpose at the core, and they report on it, not just talk about it. Because purpose isn’t the opposite of profit. It’s the engine behind it. 💬 Curious how impact companies are doing this? Check out our channel to learn more. Youtube: https://lnkd.in/dAHyJ_Ba Substack: https://lnkd.in/dMdFTxWb

💥 Would you bet your business on someone’s “potential”? Or would you rather hire someone who can deliver from day one? Here’s a hard truth many founders and hiring managers avoid: 👉 Potential doesn’t pay the bills. Proven performance does. Joey Gilkey said it best: "I'm not going to pay for your future potential. I'm paying for what you can do for me day one when you walk in here." That hit me. Because it’s true. Too many companies underpay and over-hope. They hire based on vibes and possibilities, not track record. And then they wonder why performance lags. 🎯 Great talent costs more — and it should. Joey doesn’t have a single employee making under $100K. Why? Because he’s not shopping for bargains. He’s investing in results. 💡 Want better output? Pay for it. 💡 Want A-players? Compensate like it. Stop “waiting” for people to grow into the role. Start hiring the people who’ve already outgrown it. What’s your take? Do you hire for potential or proof? 👇 Full episode: https://lnkd.in/e8zkauBB #Hiring #Leadership #TalentAcquisition #BusinessGrowth #LinkedInInsights #PerformanceMatters #InvestInTalent #APlayerHiring #ProvenResults #EmployeeValue #PayForExcellence #TopTalent #BusinessSuccess

You can’t hire burned-out talent. And yet, that’s exactly what so many startups try to do. They look for “hungry,” “driven,” “ready-to-hustle” people, but forget that hunger without rest becomes exhaustion. At Talenthub, we talk to candidates every day who love what they do, but they’re tired. Not lazy. Not unmotivated. Just drained from workplaces that treated “grind” as a strategy. 💡 Here’s what we’ve learned: 1️⃣ Burnout doesn’t just hurt employees, it breaks hiring cycles. People leave faster, referrals drop, and culture erodes. 2️⃣ You can’t fix it with another pizza Friday or a “mental health webinar.” Real well-being means sustainable workloads, trust, and psychological safety. 3️⃣ The best hires today don’t ask, “What’s the salary?” first. They ask, “What’s the culture really like when things get hard?” If you want to attract and keep great people, start by asking: “Would I want to work here right now?” Because you can’t hire your way out of burnout. You have to lead your way out of it. Let’s make sustainable growth the new KPI. #Hiring #StartupCulture #Leadership #WellBeing #Recruitment #Talenthub #HumanSideOfGrowth

I used to dislike talent managers. Whenever I reached out in my early podcasting days, I saw them block opportunities for me — simply because there wasn’t a commission for them. It felt unfair. Why stop an artist from exploring something that could add value, just because it wasn’t “paid”? But over time, I understood something important: Managing a big creator is not an easy job. You’re not just thinking about yourself. You’re carrying someone else’s career in your hands. Every decision has to be in favour of their growth, reputation, and long-term journey. And here’s what I’ve observed: Managers chasing only money don’t last. Managers chasing their artist’s growth build something bigger than money. Today, I respect the ones who ask genuine questions before saying yes — “How will this podcast help my artist?” “What will this collaboration add to their career?” Because passion-driven managers shape careers. Commission-driven ones only chase cheques.