Hire Learning with Oz Rashid

MSH International, LLC
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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 @hirelearningpodTwitter @hirelearningpodTikTok @Hirelearningpodcast. Hosted on Acast. See acast.com/privacy for more information.

  1. 2d ago

    Why This Healthcare CISO Left the Private Sector for Public Service with Curt Kwak of the Washington State Office of the Insurance Commissioner

    Curt Kwak, Chief Information Officer and Chief Information Security Officer at the Washington State Office of the Insurance Commissioner, spent most of his career protecting patient data and hospital systems before making an unusual jump: trading healthcare's private sector, including nearly a decade at Cambia Health Solutions and Proliance Surgeons, for a state regulator's desk.  Curt talks candidly about leading IT and security for a state insurance regulator, why AI literacy is now a priority for his agency, and the hiring philosophy he trusts most: look past the résumé and find the human connection first. KEY TAKEAWAYS 00:00 A blunt filter for deciding how you feel about AI, before listening to anyone else's opinion. 04:32 Why leaving healthcare's private sector for a state government role wasn't actually a hard decision. 08:18 The level of due diligence in government work came as a genuine surprise. 15:49 A three-decade mentorship that started with a question that had nothing to do with business. 25:07 The one rule for anyone still on the fence about using AI at work. 31:08 A hiring philosophy that values connection over qualifications, résumés, and a polished interview story. 44:06 An unexpected personal project that Copilot helped analyze, with genuinely useful results. 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 Washington State Office of the Insurance Commissioner, the agency where Curt leads IT and security, focused on consumer protection and insurance industry oversight: https://www.insurance.wa.gov CHIME (College of Healthcare Information Management Executives), the organization where Curt has mentored the next generation of healthcare IT leaders for nearly a decade: https://chimecentral.org “Sapiens: A Brief History of Humankind” by Yuval Noah Harari, the book Curt says gave him a lasting new perspective: https://www.amazon.com/Sapiens-Humankind-Yuval-Noah-Harari/dp/0771038518 The Odyssey (2026 film), the film Curt recently saw in IMAX and recommends: https://en.wikipedia.org/wiki/The_Odyssey Microsoft Copilot, the AI tool Curt used to analyze his personal collectibles portfolio: https://copilot.microsoft.com Claude, the AI model Oz says the company now uses throughout the organization: https://claude.com Claude Cowork (referred to in the recording as "Cloud Cowork"), the Anthropic tool Oz credits for his team's output over the last six months: https://claude.com/cowork #TalentAcquisition #AIinHR #WorkforceTrends

    Why This Healthcare CISO Left the Private Sector for Public Service with Curt Kwak of the Washington State Office of the Insurance Commissioner

  2. Sep 2

    How an Arby's Job Led Laura McLand to a 30,000-Person HR Career

    In this episode, we talk with Laura McLand, Vice President of Human Resources at Sun Holdings, the second-largest franchise organization in the country. Sun Holdings operates 13 brands, including Burger King, Popeyes, Arby's, IHOP, Applebee's, Golden Corral, and Taco Bueno, across more than 1,250 restaurants and retail locations in 32 states. Laura's team of three fields more than 8,000 applications a week and fills the average open role in two days. We talk about why she hires for passion over experience, why she asks every candidate what they want to be when they grow up, and how her own path, from a $5.00/hour, server job at Arby's to running HR for more than 30,000 employees, shapes the way she leads. KEY TAKEAWAYS 00:00 Laura's first job as a server at Arby's, and how hospitality experience shapes her HR philosophy. 07:22 The ‘chaos coordinator’ role, and why HR changes lives every day. 13:40 The one question to ask in every interview. 21:13 The biggest red flag in an interview. 22:22 The strangest interview story Laura has ever been part of. 23:34 The hardest kind of role to fill, and how to push back on unrealistic expectations. 27:06 How Laura uses AI in her personal life, and where Oz's own AI recommendation went wrong. 29:21 The book that can change how you lead your team. 33:32 The career advice Laura 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 Sun Holdings website: https://www.sunholdings.net “The Power of Moments” by Chip Heath and Dan Heath, referenced by Laura when discussing how she builds meaningful moments of recognition with her team: https://www.simonandschuster.com/books/The-Power-of-Moments/Chip-Heath/9781501147760 #TalentAcquisition #HiringStrategy #EnterpriseHiring

    How an Arby's Job Led Laura McLand to a 30,000-Person HR Career

  3. Aug 26

    Building a Team Culture That Scales Without Burnout with Philip Martoccia of Five-Star AudioVisual

    In this episode, we talk with Philip Martoccia, Chief Operating Officer of Five-Star AudioVisual. Philip joined the company in May 2022 with zero experience in the audiovisual industry, and helped grow its revenue from $49 million to $115 million. Before audiovisual, his path ran through lifeguarding, a crisis hotline, a self-built tutoring company, and medical school. We talk about why teams can't scale on adrenaline alone, how Philip approaches hiring and firing decisions as a COO, and what his own career taught him about ego, patience, and building a culture that lasts. KEY TAKEAWAYS 00:00 Philip Martoccia's unconventional path from lifeguard to COO of Five-Star AudioVisual. 04:14 How Five-Star AudioVisual grew from one account to over 100 accounts across 19 states. 15:58 The "you can't scale heroics" philosophy behind Five-Star's growth. 20:25 Philip's take on trust, delegation, and micromanagement. 26:21 Why Philip personally interviews every leadership hire, and the one question he always asks. 29:23 The biggest red flag in an interview. 30:18 The strangest interview experience of Philip's career. 33:13 Why AI hasn't made its way into Five-Star's hiring process yet. 37:18 The one lesson Philip would give 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. 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 Five-Star AudioVisual website: https://five-starav.com/ “Built to Last” by James C. Collins and Jerry I. Porras (referenced by Philip): https://www.amazon.com/Built-Last-Successful-Visionary-Essentials/dp/0060516402 “Meditations” by Marcus Aurelius (referenced by Philip): https://www.penguinrandomhouse.com/books/297613/meditations-by-marcus-aurelius/ #TalentAcquisition #HiringStrategy #EnterpriseHiring

    Building a Team Culture That Scales Without Burnout with Philip Martoccia of Five-Star AudioVisual

  4. Aug 19

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

    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.  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 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

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

  5. Aug 12

    David Salama, The Insomnia Cookies Executive Who Hires Differently

    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

    David Salama, The Insomnia Cookies Executive Who Hires Differently

  6. Aug 5

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

    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

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

  7. Jul 30

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

    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."  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 "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

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

  8. Jul 22

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

    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):  https://www.amazon.com/Work-Rules-Insights-Inside-Transform/dp/1444792369 #TalentAcquisition #AIinHR #HiringStrategy

    From Google and Aetna to Building a Company From Scratch with Shana Sweeney of SugarAI
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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 @hirelearningpodTwitter @hirelearningpodTikTok @Hirelearningpodcast. Hosted on Acast. See acast.com/privacy for more information.

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