The New Talent Playbook Podcast

Rob Levin
  • 5.0 (8)
  • Management
  • Updated Weekly

Strategies that drive business success through the power of exceptional talent. Hosted by serial entrepreneur Rob Levin, The New Talent Playbook podcast explores practical strategies to help leaders build stronger, more resilient businesses. With over 30 years of experience and a reputation as a top speaker on business and entrepreneurship, Rob shares impactful insights alongside industry experts to help you navigate challenges and optimize your talent strategy. Whether you're a business owner, manager, or talent professional, this show delivers actionable advice to unlock growth through exceptional talent.

  1. 5d ago

    More Business Owners Are Hiring Offshore. Here's What They've Figured Out.

    In this episode, Rob Levin explains why offshore hiring is becoming a major topic for business owners right now. He points to four main drivers: it is harder to find great people locally, engagement and productivity are trending the wrong way, owners are increasingly unwilling to tolerate disengaged team members, and more peers are finding success with offshore talent. His message is practical: offshore should not be treated as a shortcut or a cheap labor play, but as an opportunity to raise talent quality, improve margins, and build one fully integrated team.  Key Takeaways  Audit your open roles: define what "great" actually means for each one.  Review engagement risks on your team: address low performance sooner.  Design onboarding and communication: when working with offshore teams this is fundamental so everyone operates as one team.  Evaluate hiring decisions based on capability and fit, not just cost: a bad hire costs you more than you can imagine.  Timestamps  02:12 It is getting harder to find great talent.  02:54 Gallup engagement data and why low engagement hurts the business.  04:47 Why business owners are stalling and how disengaged people drive offshore interest.  06:25 How to think about offshore as upgrading the team and integrating everyone together.  07:07 The "cheapest price or great talent?" mindset.    Other Resources  88% of Small Businesses Can't Find Qualified People. The Other 12% Are Doing This.  5 Steps to Much Better Hires and Stronger Results Why "Offshore Isn't For Us" Is Costing You More Than You Realize  The Talent Game Has Changed: Who's Winning and Why   The Remote Culture Playbook | Don Gregori   Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.  More About Rob Levin & WorkBetterNow  Like this show? Click on over and subscribe to our YouTube channel!  Follow Rob Levin on Substack.  Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

    More Business Owners Are Hiring Offshore. Here's What They've Figured Out.

  2. Sep 22

    What "Affordable Talent" is Really Costing Your Business

    In this episode of The New Talent Playbook Podcast, host Rob Levin argues that hiring decisions should be driven by outcomes, not hourly price. The cheapest hire can be the most expensive mistake when it creates rework, constant follow-up, and missed customer value. His core point: start with the opportunity a great person creates, then evaluate price in that context.  Key Takeaways  Great talent is an investment, not a line-item to minimize: Stop optimizing for the cheapest hire and start asking what a great person makes possible for the business.  Monthly cost is a more useful lens than annual salary when comparing hires: A monthly view makes the real return on a strong hire easier to see.  The best people save leaders time, reduce mistakes, and improve customer experience: They are proactive, push the business forward, and remove the need for constant follow-up.  Consider candidates who are stepping up from the next level: Someone ready for the next stretch may deliver strong value without carrying the highest price tag.  Timestamps  01:25 Are you buying the cheapest talent or the right talent?   02:49 Reframing hiring from annual budget to monthly cost and return on investment.   03:54 Rob explains what "great" looks like at the leadership level   04:25 The standard applies across the company: great managers and staff give time back, reduce follow-up, and keep the role out of the owner's head.   05:19 Strong customer-facing people keep promises and create referrals and repeat business.   06:45 Focus on opportunity first, then price.  Other Resources The talent problem AI won't solve – Part 1  The talent problem AI won't solve – Part 2  5 Steps to Much Better Hires and Stronger Results  Think Twice Before That Big-Company Hire  Grow Your People, Grow What Your Company Can Do  Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.  More About Rob Levin & WorkBetterNow  Like this show? Click on over and subscribe to our YouTube channel!  Follow Rob Levin on Substack.  Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

    What "Affordable Talent" is Really Costing Your Business

  3. Sep 15

    The Remote Culture Playbook | Don Gregori

    In this episode, Rob Levin sits down with Don Gregori, COO of First Factory, for a conversation about what it really takes to scale a company across locations without losing the culture, clarity, and trust that make it work. They dig into the operational side of growth, why people still drive every outcome, how leaders can build systems that stay sustainable, and what it means to keep adapting in an AI-shaped world. Key Takeaways Growth does not just add headcount: it changes how leaders need to organize, communicate, and develop people. Culture has to evolve with the company: Don compares it to a Petri dish, when the organization gets bigger, you need new ingredients, stronger processes, and clearer expectations. Leaders should build sustainability into change: First decide how something should work, make it durable, then train someone else to own it. People are still the heartbeat of the company, even as automation and AI increase: The goal is fewer, better-skilled people who can move faster and stay adaptable. Timestamps 03:29 Companies need to mature with more processes, policies, and clarity as it grows. 06:59 Flexibility is essential because if the company cannot adapt, it is out of business. 12:02 Transparency and trust help teams get through hard seasons together. 14:37 Stress control and the challenge of handling the volume of work created by AI. 21:47 Change is normal, growth happens outside the comfort zone, and the human element will matter even more. About The Guest Don Gregori is the Chief Operating Officer of First Factory, a multinational software solutions provider with operations in New York and Costa Rica. He is a certified AI business leader with more than 25 years of experience in product development, digital transformation, and AI adoption. He is also a contributing author to AI Journal and the author of The Emergent Leader. More About Don Gregori Connect with Don on LinkedIn Your Next Read: The Emergent Leader Turn today's conversation into a better team-shaping strategy. Download the free Action Kit More About Rob Levin & WorkBetterNow Like this show? Click on over and subscribe to our YouTube channel! Follow Rob Levin on Substack  Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

    The Remote Culture Playbook | Don Gregori

  4. Sep 8

    What Business Owners Cannot Afford to Get Wrong About AI | Bones Ijeoma

    In this episode Bones Ijeoma has a practical conversation with Rob Levin about how leaders should think about AI inside a business. Bones Ijeoma does not frame AI as a magic shortcut or a replacement for leadership. Instead, he shows how to evaluate where AI fits, which work should stay human, and how to use automation and AI to improve an existing operating system rather than disrupt it. The discussion is especially relevant for founders and operators who want leverage without losing judgment, quality, or control.  Key Takeaways  Start with the business constraint, not the tool: Begin by looking at the business level.  Use automation for deterministic work and AI for reasoning: The best results come from pairing them deliberately.  Keep humans in the loop where judgment matters: AI can take on high-volume work, but people should stay responsible for taste, nuance, relationships, and exception handling.  Treat AI as a thought partner, not a fire-and-forget employee: Bones encourages using contrarian and blue-sky personas to pressure-test ideas.  Timestamps   02:13 Bones explains his three-engine framework: acquisition, delivery, and support/back office, and says AI should target the bottleneck first.  08:03 AI should be used as a thought partner. Bones assigns it different personas like contrarian, blue sky thinker, CEO, and product manager.  11:44 The rule for choosing the first AI use case: find the clearest payoff, the lowest risk, and the least damage if it fails.  16:51 How people shift from repeatable work into judgment, exceptions, and relationship-driven roles as AI takes on more routine tasks.  21:33 Warnings against outsourcing judgment to AI and says teams should improve systems they already use instead of trying to transform everything at once.  About the Guest  Bones Ijeoma is the founder and CEO of Allsafe Intelligence, where he helps businesses identify their highest-value AI opportunities and turn them into working systems. He also leads Allsafe IT, a two-time Inc. 5000 managed IT firm, which gives him a practical view of how systems perform in production before they ever reach clients. Bones sits at the intersection of strategy and execution, helping organizations move from "we should use AI" to a real roadmap with agents and workflows that create measurable business impact.  More About Bones Ijeoma  Connect with Bones on LinkedIn Check out AllSafe Intelligence  Turn today's conversation into a better team-shaping strategy. Download the free Action Kit  More About Rob Levin & WorkBetterNow  Like this show? Click on over and subscribe to our YouTube channel!  Follow Rob Levin on Substack.  Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

    What Business Owners Cannot Afford to Get Wrong About AI | Bones Ijeoma

  5. Aug 31

    The talent problem AI won't solve – Part II | Jeff Hyman

    In this part 2 episode with Jeff Hyman, Rob Levin about what it really takes to hire better people. The conversation centers on candidate experience, authenticity, project-based interviews, the true cost of mishires, and why leaders need a clear hiring process instead of relying on instinct alone.  Key Takeaways  Treat hiring like a system, not a reaction: Build a repeatable process so every hire is deliberate, not rushed.  Design the candidate experience to match the actual job and culture: Make the process reflect the real day-to-day experience, not an idealized version.  Use a final-stage project to reduce surprises before the offer is signed: Give finalists a real-world project so both sides can confirm fit before committing.  Measure hiring decisions in ROI, not just compensation: A slightly higher salary can be a better investment than a cheaper hire that becomes a costly mistake.  Timestamps  01:35 Using projects as a strategy to surface surprises before the offer is signed.  04:25 The candidate experience matters because candidates are your first customers.  07:01 Top performers can name their price; the wrong hire can cost far more than salary.  09:16 Budget pressure can push leaders toward B players and create a long-term ROI problem.  15:25 Holding onto a B player sends the wrong message across the organization.  19:47 Having a process puts you ahead of most companies.  About the Guest  Jeff Hyman is a veteran executive talent acquisition expert, serial entrepreneur, and the author of Recruit Rockstars. He has built four companies backed by $50 million in venture capital, placed more than 4,000 top performers, and regularly shares his thinking in outlets like CNBC, Inc. Magazine, Fortune, Forbes, and The Wall Street Journal.  More About Jeff Hyman  Connect with Jeff on LinkedIn  Your Next Read Recruit Rockstars  Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.  More About Rob Levin & WorkBetterNow  Like this show? Click on over and subscribe to our YouTube channel!  Follow Rob Levin on Substack.  Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

    The talent problem AI won't solve – Part II | Jeff Hyman

  6. Aug 25

    The talent problem AI won't solve – Part 1 | Jeff Hyman

    In this episode Rob Levin sits down with Jeff Hyman. The conversation centers on why people remain the biggest differentiator in business, even as AI makes technology easier to copy. Jeff explains why most leaders overestimate their hiring ability, why culture matters as much as role fit, and why interviews are a weak predictor unless they are structured and disciplined. For founders and business owners, the message is clear: hiring is not a side task: it is a core lever for performance.  Listen to part 2 of this conversation here Key Takeaways  Talent is now the biggest competitive advantage: The companies that win will be the ones with people who can learn faster, adapt faster, and ask better questions.  AI raises the bar on human judgment: As technology becomes easier to copy, the quality of your team matters more, not less.  Culture and role fit must both be weighted: Jeff makes the case for judging candidates on both ability and organizational DNA, not just skills.  Structured interviews beat gut feel: Interviewing should be repeatable, disciplined, and science-driven instead of casual or improvisational.  Timestamps  02:18 — Hiring and retention have changed dramatically, especially in the last six months with AI screening which allows the expansion of the candidate pool and changing expectations.  07:48 — Talent selection is the number one driver of success and a leading cause of business failure.  12:07 — The real differentiator is people: teams that learn, iterate, and analyze faster than competitors.  13:40 — Why should culture and role fit each count for 50%.  19:24 — The best way to know if a person is a good long-term hire is a project. When you see them in action on their day-to-day you're able to see how they perform  About the Guest  Jeff Hyman is a veteran executive talent acquisition expert, serial entrepreneur, and the author of Recruit Rockstars. He has built four companies backed by $50 million in venture capital, placed more than 4,000 top performers, and regularly shares his thinking in outlets like CNBC, Inc. Magazine, Fortune, Forbes, and The Wall Street Journal.  More About Jeff Hyman  Connect with Jeff on LinkedIn  Your Next Read Recruit Rockstars  Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.  More About Rob Levin & WorkBetterNow  Like this show? Click on over and subscribe to our YouTube channel!  Follow Rob Levin on Substack.  Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

    The talent problem AI won't solve – Part 1 | Jeff Hyman

  7. Aug 18

    AI. Buyers. Employees. Everything changed. Do this now

    Rob Levin makes a clear case that the challenge for founders and CEOs is not simply change itself, but the number of simultaneous changes hitting the business at once: buyers are buying differently, talent expectations have shifted, regulations are moving, and AI is reshaping how work gets done. The leaders who win will review strategy more often, protect time for high-value thinking, and decide quickly what capabilities the company needs next.  Key Takeaways  Audit what's changing across buyers, talent, and operations: Don't look at market shifts in isolation. Buyers are buying differently, talent expectations have shifted, and laws, regulations, and technology are all moving at the same time.   Protect time for high-value thinking: The CEO's job includes thinking about change at a macro level. If you don't create time for that work, urgent tasks will crowd it out. Decide what capabilities you need, then source them deliberately: Once you know what's changed, ask whether the skill should be built internally, bought through a consultant or hire, or developed through upskilling. Use AI and modern tools for precision, not just speed: The episode's point is not simply to move faster. It's to use tools like AI to target better, make smarter decisions, and improve execution quality.  Episode Highlights  00:56 — How buyer behavior has changed, especially in B2B, and why marketing and sales must adapt.  03:10 — Leaders must "harness change" or risk being harnessed by it.  05:22 — Strategy and change management usually sit inside the CEO's unique ability and should be reviewed quarterly, not annually.  06:05 — Leaders must protect time for high-payoff work instead of getting buried in urgency.  08:59 — The most important starting point is the CEO's own time, focus, and ability to think strategically.  Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.  More About Rob Levin & WorkBetterNow  Like this show? Click on over and subscribe to our YouTube channel!  Follow Rob Levin on Substack.  Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

    AI. Buyers. Employees. Everything changed. Do this now

  8. Aug 11

    The biggest HR mistakes businesses don't realize they're making

    In this episode, employment attorney Joel Greenwald explains why compliance works best when it reinforces culture instead of feeling like a penal code. For founders and operators, the message is simple: strong values, clear policies, trained managers, and fast escalation pathways reduce legal risk and help teams perform better. Joel shares practical systems leaders can put in place now, especially for remote teams and growing companies navigating more complex state and local rules.  Key Takeaways  Write policies that reinforce the culture you actually want: Embed company values upfront and present policies as part of your culture, not arbitrary rules.   Train managers to apply rules consistently and escalate early: Managers often lack the knowledge to enforce fairly or recognize when to escalate. Proper training prevents unfairness and catches complex issues like accommodations before they become problems.  Use company values to evaluate behavior, not just performance numbers: Values serve as a code of conduct for assessing toxic behavior, especially high performers who undermine culture.   Audit remote-work practices for state and local law exposure: With employees across multiple states, the law where employees sit, not headquarters, applies. Ensure policies account for varying jurisdictions to prevent compliance gaps.  Episode Highlights  02:36 The connection between legal risk, compliance, culture, values, and mission.  04:02 Company values are the foundation of culture and help address toxic high performers.  07:40 Remote work and the complexity of multi-state compliance.   09:45 Employee handbooks as the bridge between policy, compliance, and inclusive company culture.  12:48   How people should be thinking about how AI is changing the workforce  About the Guest  Joel Greenwald is a widely published author and distinguished employment attorney with over two decades of speaking experience to business and professional organizations internationally and across the US. As founder and managing partner of Greenwald Doherty LLP, he treats employment law as a strategic asset, focusing on proactive legal counsel, immersive management training, and innovative solutions that help employers prevent problems before they start. He holds an AV rating from Martindale-Hubbell and has been consistently recognized as a Super Lawyer.  More About Joel Greenwald  Connect with Joel on LinkedIn  Check out Greenwald Doherty  Turn today's conversation into a better team-shaping strategy. Download the free Action Kit.  More About Rob Levin & WorkBetterNow  Like this show? Click on over and subscribe to our YouTube channel!  Follow Rob Levin on Substack.  Out now! The New Talent Playbook: The Ultimate Guide to Building Your Dream Team 📕 Available on Amazon or visit thenewtalentplaybook.com and get the free scorecard.

    The biggest HR mistakes businesses don't realize they're making
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Ratings & Reviews

5
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About

Strategies that drive business success through the power of exceptional talent. Hosted by serial entrepreneur Rob Levin, The New Talent Playbook podcast explores practical strategies to help leaders build stronger, more resilient businesses. With over 30 years of experience and a reputation as a top speaker on business and entrepreneurship, Rob shares impactful insights alongside industry experts to help you navigate challenges and optimize your talent strategy. Whether you're a business owner, manager, or talent professional, this show delivers actionable advice to unlock growth through exceptional talent.

Information

  • Creator
    Rob Levin
  • Years Active
    2025 - 2026
  • Episodes
    68
  • Rating
    Clean
  • Copyright
    © 2025 WorkBetterNow. All rights reserved.
  • Show Website
    The New Talent Playbook Podcast