Virtual Equity

Lindsey Meske and Nicole Evans
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Virtual Equity is the podcast from the team at Unified Linc — where real talk meets career growth. Hosted by Lindsey Meske and Nicole Evans, we share honest, practical conversations about recruiting, HR, business operations, and professional development. Whether you're a business owner trying to calm the chaos and run better, or a professional ready to level up your career — this podcast is for you. We cover recruiter tips, interview strategies, career coaching, hiring best practices, and the real skills you need to grow. No fluff. No filler. Just the people, systems, and growth strategies that actually work. New episodes every two weeks. Tune in and Run Better. Learn more at unifiedlinc.com

  1. 2 ngày trước

    You Can Only Fix One Thing: The Business Fire Drill Game

    In this episode, Nicole and Lindsey try something they have never done before on the podcast, an unscripted game where Lindsey has to guess what she would fix first in four real business scenarios, with no prep and no notes. From a small team losing multiple employees in a short window, to an owner who cannot get away from their desk because everyone needs approval, to a growing company where mistakes are piling up faster than the team can catch them, this episode is a fast, honest look at the decisions that actually stabilize a business. Nicole brings her operations background into every answer, and the two of them do not always agree right away, which makes for one of the most candid conversations they have recorded. What we cover: Why losing several employees quickly almost always points to chaos in systems, process, or management, not pay How to approach exit interviews so people actually tell you the truth Why onboarding, not the interview, is a new hire's real first impression The fastest, lowest effort ways to capture a business process when you have no time Why new software usually cannot fix a process that was never built Why roles and responsibilities have to be defined before adding meetings or headcount Why rapid growth exposes existing gaps instead of creating new ones Key quotes: "Growing doesn't cause the chaos. It's the fact that when you start growing, it starts exposing the gaps that you have in your processes." Nicole "Everybody's on their best behavior in the interview. That onboarding is like that first impression." Lindsey "If people are asking the same question over and over again, create a process for it." Lindsey Timestamps: 0:00 Intro and how the game works 0:53 Scenario one, losing five employees in six months 12:46 Scenario two, everyone needs your approval 23:46 Scenario three, missed deadlines and overwhelm 30:52 Scenario four, sales doubled and mistakes are piling up 41:33 Where to find our workbook and how to work with us 🎙️ Subscribe for weekly episodes 🔗 Take the "How Chaotic Is Your Business?" assessment: https://www.unifiedlinc.com/business-assessments 📩 Work with Unified Linc: https://info-unifiedlinc.zohobookings.com/#/unifiedlinc?bookedFrom=ShortenURL

  2. 31 thg 7

    Hired or Fired? 4 Real Hiring Scenarios Put To The Test

    Summary: Nicole and Lindsey flip their usual format and put themselves on the spot with four real world hiring scenarios, deciding hired or fired in real time with no preparation. From a candidate who showed up late but delivered a phenomenal interview, to a perfect resume paired with a nervous delivery, to a candidate with six jobs in six years, to a social media check that changes the picture entirely, they walk through exactly how they weigh each decision and where their instincts split. Along the way they get into extrovert bias in interviews, what job hopping actually signals today, and whether an employer has any business looking at a candidate's public social media at all. This is an honest, unscripted look at how two experienced hiring managers actually think, disagreements included. What We Cover: The color coded system Nicole and Lindsey use to check in with each other during panel interviews. How punctuality and communication get weighed differently in a real hiring decision. Coaching a nervous candidate through an interview without lowering the bar. Whether interviews are structurally biased toward extroverted candidates. What separates healthy career growth from a lateral job hopping pattern. Where the line sits on checking a candidate's public social media. Why hiring managers should expect to disagree, and how to use that disagreement well. Key Quotes: "Hiring is kind of messy. It is very normal to have a hired and a fired scenario, even in interviewing." — Nicole "Communication matters to me more than the mistake." — Nicole "The goal is not going to be I want this person to be perfect. It is going to be I want to give this person the best chance possible, consistently." — Nicole Timestamps: 0:00 The hired or fired game begins 2:31 Scenario 1: late but phenomenal 7:15 Scenario 2: perfect resume, awkward interview 12:14 Scenario 3: the job hopper 20:54 Scenario 4: the social media check 34:03 Closing thoughts on disagreement in hiring 🎙️ Subscribe for weekly episodes 🔗 Take the Interview Readiness assessment: https://unifiedlinc.zoholandingpage.com/interviewreadiness 📩 Work with Unified Linc: Resume/Interview Prep: zbooking.us/rm5ZE

  3. 17 thg 7

    Interview Tips That Actually Get You Hired

    Episode title: Interview Tips That Actually Get You Hired Summary: In this episode, Nicole and Lindsey pull back the curtain on what actually makes a candidate stand out in an interview, drawing on years of experience sitting on the hiring side of the table. They break down why storytelling beats reciting resume facts, how to prep for common interview questions without sounding scripted, and why the dreaded greatest weakness question is really about wording, not honesty. They also dig into how to talk about a difficult past employer without hurting your own case, why asking the employer good questions matters just as much as answering theirs, and how the definition of a good hire shifts as a business grows. Whether you are prepping for your first interview in years or you are the one running interviews for your team, this episode is full of practical, usable advice. What we cover: Telling a good story instead of reciting resume facts Prepping stories in advance without memorizing them word for word Why hiring managers can spot a rehearsed answer instantly Turning a moment of failure into a real growth story The exact wording shift that changes how a weakness answer lands How to interview the employer back and why that matters Why bashing a past employer backfires, and how to reframe it instead How hiring needs change as a business grows Key quotes: "Anyone can tell you hey, I did this or this happened, but if you tell a good story, it makes you a really memorable candidate." — Unified Linc, Virtual Equity "Deliver under pressure sounds a lot better than I thrive in chaos." — Unified Linc, Virtual Equity "Instead of pick me, it should be, are we a good fit for each other?" — Unified Linc, Virtual Equity Timestamps: 0:00 Telling a good story 5:16 The weakness question trap 8:40 Explaining why your impact mattered 13:37 Interviewing the employer back 18:12 Why bashing a past employer backfires 27:26 Why nobody teaches you how to interview Links: Take the Interview Readiness Assessment: [assessment link].  Book a call with Unified Linc: [booking link]. Watch on YouTube: [video link].

  4. 6 thg 7

    How to Get Hired Right Now: Resumes, Interviews and Networking Tips

    Episode Title: How to Get Hired Right Now Summary: In this episode of Virtual Equity, Lindsey and Nicole move from diagnosing the problem to solving it. Last week they covered why good people are struggling to get hired in today's market. This week they get specific: what can you actually do? Starting with the resume, they break down what recruiters are really looking for, why generic bullet points and paragraphs lose the reader immediately, and how to reframe your experience around the value you created rather than the tasks you completed. From there they cover what effective followup looks like after you submit your application, how to tell your story in an interview rather than reciting memorized data, and why your network needs to exist before you ever need to use it. The episode closes with one of the most practical pieces of career advice you will hear: be proactive. Keep your resume updated now, before you need it. What We Cover: What recruiters actually look for on a resume and what makes them move on Why paragraphs and long bullet lists lose the reader before they get to your experience How to frame your experience around problems solved and value created What followup looks like after applying and why it works How to tell your story in an interview rather than reciting bullet points Building your network before you actually need it LinkedIn and in-person networking strategies depending on your industry The habit of staying proactive with your career so you are never scrambling Key Quotes: "I really look for those resumes that are essentially like what problems did you solve?" (Lindsey, 3:08) "Do you understand your value? Do you know what problems you're solving for that organization?" (Nicole, 4:05) "Make sure you're using your network before you actually need it." (Lindsey, 11:27) "It's better to be proactive than reactive." (Nicole, 15:05) Timestamps: 0:00 Introduction and context from last week 1:04 Resume tips and communicating your value 3:08 Show what problems you solved, not just your duties 6:00 Following up after submitting your resume 8:17 Interview tips and telling your story 10:37 Building your network and LinkedIn strategy 14:42 Summary of key steps 15:05 Be proactive, not reactive Links: Virtual Equity on YouTube: [link] "Is Your Job Search Actually Working?"assessment: [assessment link] Work with Unified Linc: zbooking.us/rm5ZE Website: unifiedlinc.com Email: hello@unifiedlinc.com

  5. 22 thg 6

    Business Owner Burnout Is a Structure Problem, Not a Personal Failure

    Episode Title: Business Owner Burnout Is a Structure Problem, Not a Personal Failure Summary In this episode of Virtual Equity, Nicole and Lindsey dig into one of the most universal and least talked about experiences in entrepreneurship: burnout. Not burnout as a vague concept, but burnout as a specific, structural problem that business owners face when they become the system holding everything together. They cover the difference between being busy and being productive, how decision fatigue shows up in a growing business, and the practical tools including the 131 method that help owners stop being the bottleneck. If you have ever felt like you cannot step away without everything falling apart, this episode is for you. What We Cover Why business owner burnout is different from employee burnout The value of community with other business owners who actually get it Physical releases that help you reset when you are running on empty The difference between being busy and moving the needle How to identify what to delegate versus what to keep Signs you have become a bottleneck in your own business What decision fatigue is and how it compounds How to write SOPs that give structure without removing all flexibility The 131 method and how to teach it to your team What to do when burnout is actually a sign of growth Key Quotes "You're not burnt out from your business. You're burnt out because you don't have a good system in place." — Lindsey "A business can scale. People can't." — Nicole "Being busy and being productive are two totally separate things." — Lindsey Timestamps 0:00 Intro: burnout hits different for business owners 1:38 Why you need other business owners in your corner 3:07 Physical releases that help you reset 5:50 Busy vs. productive: they are not the same 8:16 What to delegate and what to keep 10:05 Are you the bottleneck? 13:16 Decision fatigue 14:20 SOPs and processes 16:42 The 131 Method 20:35 When you stop creating employees who need permission 23:31 What burnout is really telling you 25:17 How Unified Linc can help 29:47 Wrap up Links Take the "How Chaotic Is Your Business?" assessment: [assessment link]  Take the "Are you the bottleneck in your business?" assessment: [assessment link]  Work with Unified Linc: zbooking.us/uwrRz  Instagram: @unifiedlinc Website: unifiedlinc.com Email: info@unifiedlinc.com

  6. 8 thg 6

    Why Your Business Feels Chaotic (It's Not You) | Virtual Equity

    Episode Title: Why Your Business Feels Chaotic (It's Not You)  Summary: Most small business owners aren't struggling because they're bad at what they do — they're struggling because their business grew faster than their systems could handle. In the debut episode of Virtual Equity, Nicole and Lindsey break down the real reason so many passionate, capable business owners end up feeling overwhelmed: they're not over-stressed, they're understructured. From reactive hiring to messy onboarding to communication that falls apart the minute a team grows, this episode is an honest look at what operational chaos actually costs you — and what it takes to fix it. What We Cover: Why growth creates chaos when systems don't scale alongside it The "you don't know what you don't know" moment every business owner hits Reactive hiring: what it is, why it happens, and what it costs you Why you can either hold your business together or grow it — not both at the same time How communication breaks down across in-office, remote, and hybrid teams Why messy onboarding is one of the fastest ways to lose a great employee What real onboarding actually looks like vs. just getting paperwork done How Unified Linc helps business owners find and fix the chaos Key Quotes: "You don't know what you don't know until you know." — Lindsey "You're either holding or you're growing. You cannot do both." — Nicole "You become the catch-all drawer." — Lindsey "It's not a people problem — it's a process problem." — Nicole "You're not overwhelmed. You're understructured." — Nicole "Nothing turns employees off faster than chaos when they first start." — Lindsey Timestamps: 0:00 — Welcome & intro 0:19 — Why business owners are always stressed 1:34 — You don't know what you don't know until you know 2:46 — When growth happens faster than your systems 4:32 — The ship with holes analogy 5:43 — You become the catch-all drawer 6:07 — Why waiting until you're overwhelmed is too late 7:47 — It's not a people problem — it's a process problem 8:39 — Structure, communication, and clear expectations 9:22 — How communication breaks down as teams grow 11:47 — When hustle becomes the bottleneck to scaling 13:30 — You're not overwhelmed — you're understructured 14:11 — Why messy onboarding loses great employees fast 15:03 — What real onboarding actually looks like 16:25 — How Unified Linc helps you calm the chaos Links: Take the "How Chaotic Is Your Business?" assessment: Assessment link Work with Unified Linc: unifiedlinc.com Email: info@unifiedlinc.com

  7. 07/03/2025

    Funneling & Follow Ups — How Great Recruiters Stay Organized | Virtual Equity Podcast Ep. 7

    Most recruiters send one message and wait. The best recruiters have a plan. In Episode 7 of Virtual Equity, Lindsey and Nicole break down everything they've learned about building recruiting funnels and follow-up processes that actually get responses — and how they got their entire team to buy in. In this episode: 🔹 Why it takes 8-12 touch points to get a response in sales and recruiting 🔹 What a touch point actually is — calls, voicemails, texts, emails, and more 🔹 How to build a 14-day follow-up funnel that doesn't annoy candidates 🔹 The difference between aggressive funnels and consistent funnels 🔹 Why blasting 200 messages with no follow-up plan is killing your results 🔹 How to use automation to get to the first yes or no — then take over personally 🔹 What "adding value" really means in your messaging — beyond money 🔹 Why "no" doesn't mean no in recruiting — it means not right now 🔹 Inbound vs outbound funnels and how they work differently 🔹 How to get your team to actually follow the process — and stick with it 🔹 Why the more dependable you are the more dependent candidates become on you 🕐 TIMESTAMPS 0:00 — Introduction: Funneling & Follow Ups 0:29 — Why funnels changed everything for their team 2:35 — What brought Lindsey & Nicole to focus on follow-up 3:32 — Most recruiters don't understand what a follow-up process really means 5:05 — Research shows it takes 8-12 touch points to get a response 5:43 — Building a strategy around your funnel goals 6:42 — What touch points actually are — defined 8:54 — Building 14-day follow-up funnels 9:28 — The biggest key: connecting your touch points 10:18 — Why blasting without a follow-up plan doesn't work 11:52 — Aggressive funnels vs consistent funnels 13:06 — What value really means in your messaging 16:39 — Content calendars and automation done right 21:27 — Why no doesn't mean no — it means not right now 28:30 — Inbound vs outbound funnels 31:01 — How to get your team to buy in to the funnel process 33:26 — Quality over quantity in your candidate responses 35:41 — Customizing your funnel to your style 37:54 — Writing and messaging in your own authentic voice 💼 ABOUT UNIFIED LINC Virtual Equity is brought to you by Unified Linc — helping businesses run better and professionals grow their careers. 👉 HR Career Resources & Job Placement: https://www.unifiedlinc.com/hr-professional 👉 Business HR & Operations Support: https://www.unifiedlinc.com/operations 👉 Visit us: https://www.unifiedlinc.com 🎙️ Apple Podcasts: https://podcasts.apple.com/us/podcast/virtual-equity/id1795146513 #RecruitingFunnel #FollowUp #RecruiterTips #VirtualEquity #UnifiedLinc #Staffing #TalentAcquisition #HRCareer #RecruitingStrategy #SalesFollowUp #CandidateEngagement #RecruitingPodcast #CareerGrowth #RecruiterLife #Automation

  8. 22/02/2025

    3 Ways To Reset Your Recruiting Efforts | Virtual Equity

    Episode Title: 3 Things Our Team Did to Pivot After the Post-COVID Healthcare Staffing Reset | Ep. 6 Summary: The COVID healthcare recruiting boom was unlike anything the industry had seen. When it ended, it left teams with skill gaps, bloated databases, culture-of-text communication habits, and travelers who remembered what it felt like to be paid crisis rates. In Episode 6, Nicole and Lindsey break down — specifically and honestly — three things their team did over the last year to adapt, stabilize, and grow. Nicole brings the big picture; Lindsey brings the operational detail. Together, they make the case that surviving the post-COVID shift wasn't about working harder — it was about working smarter, measuring better, and going back to the fundamentals of what recruiting actually is. What We Cover: The COVID healthcare travel boom: what it was, why it ended, and what it left behind Why COVID "recruiting" removed key steps from the standard recruiting life cycle — and the gap that created The database reality: going from a list of 200 viable travelers to 2,000 names to sort through The over-reliance on text and automation that teams had to unlearn Pay rate tension between travelers expecting COVID-era rates and hospitals no longer offering them The 3 Pivots: 1. Adaptability + Data-Driven Decision-Making Nicole: Recognizing trends, reading the data available in their systems, and building forecasts instead of reacting. Being more strategic — niching by specialty, by location — and using what's in front of you to predict what's coming. Lindsey: Getting specific about what they were measuring, why they were measuring it, and most importantly — what to actually do with the numbers to move them in the right direction. 2. Relationship-Building + Follow-Up Process Nicole: Shifting communication to be more proactive and personalized. Moving away from automation-heavy outreach and back to the kind of conversations that make candidates want to pick up the phone. Lindsey: Building a structured, intentional follow-up process — not just immediate follow-up, but a plan over time. Using technology to support outreach, not replace it. And getting the team comfortable enough in their follow-up that objections no longer stopped them cold. 3. Optimization + Niching Down Nicole: Improving the overall approach — automating backend work, streamlining credentialing, reducing the administrative burden so more time goes to relationships and conversations. Lindsey: Niching down by specialty and state. Knowing the compliance requirements specific to each. Getting better at credentialing accuracy. Working smarter — not just doing more. Tip of the Week: Figure out what kind of recruiter you want to be. Find what makes you unique and skill-market that. Build a network — you never know who you'll meet. And stop being afraid to walk up to someone and have a conversation. You can't be shy and be a recruiter. Key Quotes: "You had to be there to get it." — on the COVID recruiting era "We've always measured things, but what does that actually mean? How do we make those numbers move the way we want them to?" "What you do today sets you up for the next month, the next three months, the next six months." "I have 10, 15 travelers who stayed with me all year long. I know who they're marrying. I know who's having grandbabies." "Use technology to support your outreach — not replace it." "You can't be shy if you want to recruit." Timestamps: 0:00 — Welcome & intro 0:39 — Post-COVID healthcare travel background 1:25 — The recruiter experience gap from COVID 2:34 — Bill rates, pay rates, and the industry shift 4:49 — Did lack of prior experience hurt newer recruiters? 6:19 — "You had to be there to get it" 8:20 — The 3 team pivots 9:04 — Pivot 1: Adaptability and data 12:54 — Instant gratification vs. playing the long game 15:19 — Traveler retention and real relationships 19:35 — Pivot 2: Relationship-building and follow-up 22:10 — Technology that supports, not replaces 27:08 — Pivot 3: Optimization and niching down 29:31 — Why niching down improved everything 33:08 — Tip of the week: find your recruiter identity 34:56 — Wrap-up

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Giới Thiệu

Virtual Equity is the podcast from the team at Unified Linc — where real talk meets career growth. Hosted by Lindsey Meske and Nicole Evans, we share honest, practical conversations about recruiting, HR, business operations, and professional development. Whether you're a business owner trying to calm the chaos and run better, or a professional ready to level up your career — this podcast is for you. We cover recruiter tips, interview strategies, career coaching, hiring best practices, and the real skills you need to grow. No fluff. No filler. Just the people, systems, and growth strategies that actually work. New episodes every two weeks. Tune in and Run Better. Learn more at unifiedlinc.com

Thông Tin

  • Nhà sáng tạo
    Lindsey Meske and Nicole Evans
  • Năm hoạt động
    2025 - 2026
  • Tập
    13
  • Xếp hạng
    Thô tục
  • Bản quyền
    © 2024
  • Trang web chương trình
    Virtual Equity