Hire Learning with Oz Rashid

MSH International, LLC
  • 5.0 (10)
  • Careers
  • Updated Weekly

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. 3d ago

    From the Front Desk to HR for More Than 50 Hotels with Toby Ramirez-Johnson of Omni Hotels & Resorts

    Toby Ramirez-Johnson, Senior Corporate Director of Human Resources of Omni Hotels & Resorts, started in the front office at the New Haven Omni in 1997. Today she sets HR strategy for more than 50 Omni properties, with a stint leading HR across the Southeast for Wyndham in between. We talk with Toby about what hospitality culture looks like at the front desk, how Predictive Index shapes interviews without deciding them, and how one shelter volunteer day became a nine-week job readiness program that put graduates on Omni's payroll. KEY TAKEAWAYS 00:00 Why the candidate who feels most like you may be the wrong hire. 03:05 A homemade training session that doubled as a job interview and launched an HR career. 06:32 What brought a two-time boomerang back to Omni in the middle of COVID. 10:01 Where company culture actually shows up, and it is not on the posters. 12:27 Using a behavioral assessment to shape interview questions instead of making the hiring call. 16:48 What a team map reveals when a group has plenty of big ideas and no follow-through. 22:21 How a shelter volunteer day turned into a nine-week job readiness program. 28:11 The one interview question that gets candidates talking like themselves. 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 Omni Hotels & Resorts website: https://www.omnihotels.com The Predictive Index, the behavioral assessment Omni uses to structure interviews and build teams: https://www.predictiveindex.com “Respectable Sins” by Jerry Bridges, the book that shifted Toby's mindset this year: https://books.apple.com/us/book/id1202947909 “The Gap and The Gain” by Dan Sullivan and Dr. Benjamin Hardy, a book on measuring progress backward: https://connect.strategiccoach.com/store/product/01tOJ000009NYQQYA4 “The Ultimate Retirement Guide for 50+” by Suze Orman, the retirement investing book Toby is reading now: https://www.suzeorman.com/products/The-Ultimate-Retirement-Guide-for-50-and-Over ChatGPT, the tool Toby uses to design spaces and style outfits: https://chatgpt.com #TalentAcquisition #HiringStrategy #WorkforceTrends

    From the Front Desk to HR for More Than 50 Hotels with Toby Ramirez-Johnson of Omni Hotels & Resorts

  2. Sep 30

    From Audible to Oncology: Building an AI Accelerator with Andy Martin of MJH Life Sciences®

    Andy Martin, Chief Technology Officer of MJH Life Sciences®, spent a decade in machine learning and AI product roles at Amazon's Audible before taking on healthcare's hardest data problem. He credits his Amazon team, who were on the incident clock right alongside him, with shaping how he thinks about ownership today. He built an internal AI accelerator that turns marketers, HR associates, and ops teams into working software builders.  Andy also breaks down the interview question he trusts to reveal real thinking under pressure, and explains why AI's advances in protein binding and drug discovery could turn some of the hardest cancers to treat into something researchers finally believe is solvable. KEY TAKEAWAYS 00:00 A career spanning classrooms in the Bronx to Amazon's machine learning teams sets up an unlikely CTO path. 06:54 There's a sharp line between using AI to replace thinking and using it to sharpen it. 19:38 An internal AI accelerator turns marketers and HR associates into working software builders. 26:59 Advances in AI-driven protein binding are opening drug discovery to diseases once considered untreatable. 32:37 Public portfolios may be replacing the résumé as the strongest hiring signal. 35:53 The best interview questions carry real stakes, not safe, rehearsed answers. 37:12 One small habit, checking every link in a résumé, reveals more than it seems. 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 MJH Life Sciences® website: https://www.mjhlifesciences.com “High Output Management” by Andrew S. Grove, referenced by Andy as the management book he keeps returning to for how leaders understand systems and bottlenecks: https://www.penguinrandomhouse.com/books/72467/high-output-management-by-andrew-s-grove Vercel, the deployment platform Andy credits with letting non-engineers at MJH ship real, working software: https://vercel.com #AIinHR #TalentAcquisition #HiringStrategy

    From Audible to Oncology: Building an AI Accelerator with Andy Martin of MJH Life Sciences®

  3. Sep 23

    Way Too Much: Rethinking the Modern Interview Process with Jessica Kalinowski of Beacon Biosignals

    Jessica Kalinowski, Head of Reliability and Security of Beacon Biosignals, joins us to unpack how she took an engineering org from one or two releases a month to 130, all without a single AI adoption mandate. Her path runs through McKesson and connectRN, where she most recently served as Vice President of DevOps and Corporate IT. Jessica also makes the case that most hiring processes have grown bloated rather than accurate, and shares why she leads every team with a psychology degree instead of a computer science one. KEY TAKEAWAYS 00:00 A hiring philosophy built on trusting skill first, and managing what comes after. 02:13 A surprise career pivot revealed right before the interview begins. 05:16 One online certification course was the entire path into technology. 13:03 Release frequency climbs from twice a month to 130 times, almost by accident. 21:48 A governance lesson borrowed directly from the early cloud migration years. 26:55 A blunt opinion on why eight rounds of interviews backfires. 45:45 The single instruction worth giving a 20-year-old just starting out. 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 Beacon Biosignals, the AI-powered EEG platform Jessica now leads reliability and security for: https://beacon.bio WHOOP, the wearable device Oz references while asking about Jessica's sleep tracking: https://www.whoop.com Disruptive Innovators, the podcast Jessica cites as a source of stories on leading organizational change: https://www.disruptiveinnovatorspodcast.com “The Phoenix Project” by Gene Kim, Kevin Behr, and George Spafford, the narrative-style DevOps book Jessica and Oz discuss without naming on record: https://itrevolution.com/book/the-phoenix-project/ #HiringStrategy #TalentAcquisition #AIinHR

    Way Too Much: Rethinking the Modern Interview Process with Jessica Kalinowski of Beacon Biosignals

  4. Sep 9

    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

  5. 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

  6. 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

  7. 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

  8. 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
See All (179)

Trailer

5
out of 5
10 Ratings

About

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.

Information