Hire Learning with Oz Rashid

Hire Learning with Oz Rashid is a series of raw, honest, and entertaining conversations with top-performing business leaders across an array of industries that focus on the one thing every business leader has to play a part in: finding top talent. The reality is that making the right or wrong decisions when hiring not only impacts you as a leader - it affects every aspect of the business. The goal of the show is to help business leaders learn new ways of approaching the way they identify and engage top talent. Follow us on: Instagram @hirelearningpod Twitter @hirelearningpod TikTok @Hirelearningpodcast. Hosted on Acast. See <a style='color:grey;' targ

Hire Learning with Oz Rashid is a business podcast hosted by Oz Rashid, with 172 episodes on record and a Required Pod Score of 80. PitchCentric scores this show on Booking Probability, Listen Score, and live audience signals refreshed every 24 hours.

Oz Rashid hosts Hire Learning with Oz Rashid, a business show with 172 episodes published.

Our AI reads these to draft pitches. Use them as grounding for a pitch that cites a real guest and a specific topic.

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  Hire Learning with Oz Rashid

  From Washing Dishes to Chief Operating Officer with Jason Reader of Davidson Hospitality Group

  Aug 19, 202653 min

  In this episode, we talk with Jason Reader , Chief Operating Officer of Davidson Hospitality Group . Jason began his hospitality career washing dishes at a Perkins in Pennsylvania, moving to Pyramid Hotel Group , Magna Hospitality , and Remington Hospitality before joining Davidson, where he now oversees nearly 90 hotels and resorts and more than 240 restaurants, bars, and lounges across the United States, Europe, and the Caribbean. We talk about why he hires for personality over experience, how Davidson keeps its people-first culture accountable without losing what makes it distinctive, and what a genuine résumé red flag looks like in practice. KEY TAKEAWAYS 00:00 Introduction and Jason’s path from Perkins dishwasher to Davidson Hospitality Group COO. 05:36 How Jason built his own restaurant inside a Perkins to win a catering contract. 14:50 Why Jason has never applied for a hospitality job since his first GM role. 22:19 Why "culture and accountability are not mutually exclusive." 26:37 How promoting from within compounds trust across an organization. 35:25 The hiring opinion most leaders would disagree with. 40:03 The résumé pattern Jason treats as a genuine red flag. 42:10 The craziest interview Jason has ever been part of. 48:02 What Jason would tell his 20-year-old self. 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.&nbsp; Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid .&nbsp; To learn more about MSH, visit https://www.talentmsh.com . RESOURCES MENTIONED Davidson Hospitality Group website: https://www.davidsonhospitality.com/ Yuka (referenced by Oz): https://yuka.io Road Scholar, formerly Elderhostel (referenced by Jason): https://www.roadscholar.org "Shoe Dog" by Phil Knight (referenced by Jason): https://www.simonandschuster.com/books/Shoe-Dog/Phil-Knight/9781501135927 #TalentAcquisition #HiringStrategy #EnterpriseHiring

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  Hire Learning with Oz Rashid

  David Salama, The Insomnia Cookies Executive Who Hires Differently

  Aug 12, 202654 min

  In this episode, we talk with David Salama , Chief Digital Officer of Insomnia Cookies , about leading digital transformation at a brand built on nostalgia. David started his career pricing complex instruments at a hedge fund, then led the product side of the innovation lab at S&P Global. He went on to co-found FlyCleaners, raising more than $10 million and growing the business to 300 employees while helping build one of New York City's first on-demand companies. For the past six years, he's led engineering, product, and IT at Insomnia Cookies, scaling the company to nearly 400 bakeries across the US, Canada, and the UK. We cover how he measures success as a digital leader, why he thinks cheaper software creates more demand for engineers rather than less, his contrarian hiring philosophy, the interview question he uses to spot ownership, and the AI-planned vegetable garden that taught him the difference between expertise and perceived expertise. KEY TAKEAWAYS 00:00 A proven track record of handling volatility beats the best pedigree. 01:21 From hedge fund pricing desks to Chief Digital Officer of Insomnia Cookies. 05:10 How founder Seth Berkowitz built Insomnia Cookies out of a Penn dorm room. 17:59 How David measures success as a digital leader: speed from spotting a trend to acting on it. 24:09 How AI rewrote the return-on-investment math on shipping new software. 28:49 Why David chooses candidates with adversity over pedigree. 31:48 The interview question that separates people who own setbacks from people who blame them. 34:11 The group interview built on radical candor, and why it was so uncomfortable. 42:43 The AI-planned vegetable garden that failed, and expertise versus perceived expertise. 50:58 Where David watched the Knicks win it all, and why he stayed calm. 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 . RESOURCES MENTIONED "Elon Musk" by Walter Isaacson (referenced by Oz): https://www.simonandschuster.com/books/Elon-Musk/Walter-Isaacson/9781982181284 Claude (referenced by David as a design and prototyping tool): https://claude.ai #TalentAcquisition #HiringStrategy #AIinHR

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  Hire Learning with Oz Rashid

  From Turning Around Written-Off Hospitals to a Billion-Dollar Health Network with Paul Hiltz of Naples Comprehensive Health

  Aug 5, 202642 min

  In this episode, we talk with Paul Hiltz , President and CEO of Naples Comprehensive Health (NCH) , an independent, locally governed health system in Southwest Florida. Paul spent 30 years turning around underperforming hospitals across Ohio and Kentucky before taking over NCH in 2019, where he has grown a $600M community hospital into a billion-dollar comprehensive health network with the #1 heart program in Florida. He is also a Forbes bestselling author. We cover his career journey, the grow-or-die culture he built by borrowing teamwork from the Blue Angels and a NASCAR pit crew, why he hires athletes and problem-solvers over pedigree, how he fights physician burnout, and where AI is taking healthcare. KEY TAKEAWAYS 00:00 Introduction: NCH brought in a NASCAR pit crew to teach doctors how to work as a team. 01:28 30 years turning around written-off hospitals, now CEO of Naples Comprehensive Health. 04:15 Why Paul left a 20-year home in Ohio to test whether an independent hospital can thrive. 06:20 Paul's operating rule: if you are not taking care of a patient, take care of someone who is. 08:51 The board's mandate: quality is job one, and average is not good enough. 12:21 Grow or die: the physician leadership academy and what the Blue Angels taught doctors. 16:21 Philanthropy: $100M+ raised last year, and the state's lowest heart-attack mortality rate. 21:23 Hiring philosophy: athletes, team players, and service backgrounds over pedigree. 35:29 AI: ambient documentation that frees doctors from typing during the exam. 39:52 Advice to a 20-year-old self: have less fear, become known as a problem-solver. 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 . RESOURCES MENTIONED "The First 90 Days" by Michael D. Watkins (Paul's book recommendation): https://hbr.org/books/watkins "The Talent Code" by Daniel Coyle (referenced by Oz): https://danielcoyle.com/the-talent-code/ #Leadership #HealthcareHR #TalentAcquisition

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  Hire Learning with Oz Rashid

  Most Leaders Think They’re Self-Aware. Dr. Lilicia Bailey Says They’re Wrong with Dr. Lilicia Bailey of CommonSpirit Health

  Jul 29, 202648 min

  In this episode, we talk with Dr. Lilicia Bailey , Senior Executive Vice President and Chief People Officer of CommonSpirit Health , one of the largest nonprofit health systems in the country. Dr. Bailey started in psychology at Spelman, built global people functions at Cox Enterprises , and rebuilt the culture and engagement function at Belk before leaving retail for healthcare in 2016. She led people strategy through the pandemic and the staffing crisis that followed, first at Wake Forest Baptist and then as Chief People Officer at Emory Healthcare , all while earning her PhD studying how leaders navigate exactly that kind of chaos. We cover what makes a good leader in healthcare, how poor leadership shows up in patient care, her core hiring philosophy, the interview question she uses to spot self-awareness, and how CommonSpirit is rolling out AI across its 160,000-person workforce. KEY TAKEAWAYS 00:00 Your authenticity will get you to where you need to be. 01:19 Introduction: from psychology at Spelman to two decades leading HR through retail and healthcare. 05:11 The CEO's Zoom background that sold her on CommonSpirit. 06:56 "When people show you who they are, believe them the first time." 12:13 The "one throat to choke" leader and the cost of low self-awareness. 18:09 How poor leadership shows up in patient care and company culture. 24:56 Her core hiring philosophy: technical skill versus cultural fit. 27:17 The interview question that reveals real self-awareness. 28:30 "70% of people who think about self-awareness are not necessarily self-aware." 28:55 The interview that turned into an unannounced walking tour. Thank you for listening to "Hire Learning with Oz Rashid."&nbsp; Don’t forget to leave us a review and subscribe so you don’t miss out on future episodes.&nbsp; Connect with our host, Oz Rashid, on LinkedIn: https://www.linkedin.com/in/ozrashid. To learn more about MSH, visit https://www.talentmsh.com. RESOURCES MENTIONED "What Got You Here Won’t Get You There" by Marshall Goldsmith: https://marshallgoldsmith.com/book-page-what-got-you-here/ "Good to Great" by Jim Collins: https://www.jimcollins.com/article_topics/articles/good-to-great.html #TalentAcquisition #HiringStrategy #EnterpriseHiring

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  Hire Learning with Oz Rashid

  From Google and Aetna to Building a Company From Scratch with Shana Sweeney of SugarAI

  Jul 22, 202638 min

  In this episode, we talk with Shana Sweeney , Chief Human Resources Officer of SugarAI , the AI-powered CRM company formerly known as SugarCRM. Shana has led people strategy at nearly every scale: benefits at Aetna , people operations at Google , utilities and manufacturing at Severn Trent , co-founding the health data startup Nuna, Inc. , and 11 years at SugarAI, where she rose from director of HR to CHRO. We cover her core hiring philosophy, what a company-wide rebrand actually requires from HR, why middle management is being redesigned rather than eliminated, and where AI is taking talent acquisition, workforce planning, and the future of work. KEY TAKEAWAYS 00:00 Introduction: You can teach skills, you can't teach competencies. 01:34 From wanting to be Shirley Temple, to international politics, to HR. 09:00 What a rebrand actually requires from HR: your brand is hiding in hundreds of places. 13:37 Startups vs. giants: what building Nuna taught her that Google and Aetna could not. 21:34 The accountability gap: skill atrophy and “it's not me, AI did it.” 27:36 Shana's core hiring philosophy: teach skills, not competencies. 29:07 A memorable and uncomfortable interview experience. 33:29 AI-based sourcing tools and talent pool data in recruiting. 36:52 Advice Shana would give her 20-year-old self. 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. RESOURCES MENTIONED “Influence, New and Expanded: The Psychology of Persuasion” by Robert B. Cialdini: https://www.amazon.com/Influence-New-Expanded-Psychology-Persuasion/dp/0062937650 “Work Rules!” by Laszlo Bock (referenced by Oz as the Google HR book):&nbsp; https://www.amazon.com/Work-Rules-Insights-Inside-Transform/dp/1444792369 #TalentAcquisition #AIinHR #HiringStrategy

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