The Tech Leader's Playbook

In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Sam Goodner, the serial entrepreneur and former CEO of Catapult Systems — Microsoft’s top-ranked consulting partner at the time of its acquisition. Sam shares his 30-year journey from starting a small IT consulting firm in 1993 with just $17,000 in the bank to scaling multiple companies to eight- and nine-figure exits, including turning a parking tech startup into a unicorn.Through vivid stories and practical lessons, Sam reveals the disciplines behind operational scalability, decentralized leadership, and what it truly takes to build a company that can run — and grow — without its founder. He discusses his book Like Clockwork: Run Your Business with Swiss Army Precision, the frameworks he used to recession-proof his companies, and how he transformed chaos into predictable growth. From his military lessons in Switzerland to his role as an angel investor mentoring the next generation of entrepreneurs, Sam offers a masterclass in clarity, systems, and execution — proving that growth isn’t luck, it’s discipline.TakeawaysGreat businesses scale through clarity, disciplined execution, and time, not luck.Founders often become the bottleneck — true leadership means empowering others to decide and own outcomes.Operational scalability starts when the company can run and grow without the founder.Create rules of empowerment: if a decision is right for the customer, company, ethical, aligned with values, and you’re accountable — act.Codify best practices with playbooks, especially for sales and hiring.Hire people better than you, then get out of their way.Mentorship and coachability accelerate growth more than any funding round.Recession-proofing begins before the downturn — diversify industries, services, and recurring revenue streams.Every company needs to define what it’s best in the world at and its unfair advantage.Founders should spend 95% of their time on the business, not in it.Focus on discipline and systems, not just ideas — execution is where companies win.Success evolves from climbing mountains to helping others climb theirs.Chapters00:00 Intro: Scaling Beyond Chaos01:30 From Developer to Founder: The Birth of Catapult Systems03:20 Bootstrapping to Profitability in the 90s06:00 Why Raising Money Isn’t Always the Answer07:30 Investing in Flash Parking: Spotting a Unicorn in an Unsexy Industry12:00 The Power of Coachability and Mentorship16:50 Breaking Founder Mode and Achieving Operational Scalability21:00 Building Playbooks for Sales and Talent Acquisition26:00 Decentralized Decision-Making and the Rules of Empowerment37:00 The Swiss Army Precision: Inside Sam’s Book “Like Clockwork”43:00 Recession-Proofing Your Business51:00 Balancing Focus and Diversification55:00 Defining Your Unfair Advantage57:00 The Aha Moment: Realizing You’re the Bottleneck59:00 The Third Chapter: Giving Back and Mentoring Entrepreneurs01:01:00 Closing Thoughts: Build Systems, Empower People, Stay DisciplinedSam Goodner’s Social Media Links:https://www.linkedin.com/in/samgoodner/Sam Goodner’s Websites:https://samgoodner.com/

Christian Ulstrup, founder of Powerline and an applied AI expert, shares insights into the transformative power of AI in business. He emphasizes that the real value of AI lies in its application and the need for continuous experimentation. Christian discusses AI quick wins and the importance of executive alignment in adopting AI tools. He highlights case studies demonstrating AI's potential to uncover hidden opportunities and reduce costs. Ultimately, he advocates for a human-centered approach, asserting that leaders must drive creative opportunity spotting, aided by AI insights.

In this episode of The Tech Leader's Playbook, Avetis Antaplyan lays out a wartime CEO playbook for thriving in downturns, drawing on the same strategies his team used to scale HIRECLOUT and help clients grow through multiple recessions. He argues that recessions do not kill companies, timid leadership does, and makes the case for buying market share when others freeze. Avetis explains why momentum dies faster than cash burns, how to reinforce your core and double down on your edge, and where “talent arbitrage” appears when markets are scared. He also breaks down weaponized efficiency, using AI and automation to cut friction instead of people, and how leaders can keep teams aligned by leading with certainty, transparency, and small weekly wins. Along the way, Avetis shares candid stories from COVID, investing in AI startups and real estate, and the tough calls required of a wartime CEO. The result is a concise, practical blueprint for founders and operators who want to play to win rather than “not lose.”TakeawaysRecessions concentrate opportunity in the hands of bold leadersMomentum dies faster than cash burns, so “wait and see” erodes advantageCut distractions, not drivers; double down on your core edgeDownturns are prime time for talent arbitrage and loyalty buildingYou cannot cut your way to greatness; savings alone will not scale a companyUse AI and automation to remove friction so people can drive revenueTurn downtime into build time by rebuilding systems to be 10x-readyKeep outbound and thought leadership consistent while others go quietLead with certainty; your team mirrors your energy and confidenceCreate small weekly wins to sustain morale and momentumPair clarity with optimism; either one alone leads to noise or paralysisThe leaders who act decisively now will own the rebound laterChapters00:00 Why timid leaders lose in recessions02:22 The big lie of “conserve and wait”04:30 You cannot cut your way to greatness06:45 Recessions as the cheapest time to buy market share08:23 Talent arbitrage and loyalty during downturns10:32 Reinforce your core and double down on your edge12:50 Weaponized efficiency: cut friction, not talent15:16 Turn downtime into build time and rebuild systems17:22 Keep marketing; brand compounding when others go silent19:25 Lead with certainty and reassure through transparency21:40 Clarity plus optimism and the cost of overanalysis23:40 No fluff, make it happen: own the reboundResources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Jossie Haines—executive coach, fractional engineering leader, and former engineering leader at Apple, Zynga, Tile, and Life360—to unpack how great leaders build inclusive, high-performing teams and adopt AI with intention. Jossie shares pivotal moments from leading Siri teams at Apple (including award-winning Apple TV work) and scaling engineering at Tile, where she helped double the org and architect a culture people still miss. She gets candid about imposter syndrome, why inclusion (not box-checking diversity) drives psychological safety and product quality, and how to communicate in CEO/CFO language: business outcomes, trade-offs, and crisp “yes—and” solutions. You’ll also hear her playbook for leaders using AI to reclaim strategic time, from code-base ramp-ups to custom GPTs that coach junior PMs and engineers. Plus: lessons from Zynga’s two-week company-wide pivot, the value of age diversity in teams, and why “slow productivity” beats 80-hour grinds. A masterclass in defining success on your own terms—and leading with clarity, courage, and measurable impact.TakeawaysInclusion and psychological safety are prerequisites for high performance.Focus on mechanics (meetings, feedback, promotions) before chasing diversity metrics.Communicate in outcomes and trade-offs; lead with business impact.Use “yes, and” to surface constraints without being the “no” person.Leaders should model effective AI use to raise adoption quality.Treat AI as an 80–90% draft; humans add accuracy and context.Deploy AI where it frees strategy time: research, ramp-ups, admin loops.Build leverage by shipping tangible alternatives quickly.Age diversity strengthens execution and pattern recognition.Replace hustle myths with sustainable “slow productivity.”Senior leaders must self-generate confidence signals; feedback gets rarer.Define success on your terms and make clear, bold asks.Chapters00:00 Intro & Guest Setup02:00 Apple & Tile: Wins, Burnout, and Imposter Syndrome05:00 Designing Roles and Cultures People Miss08:30 Why Senior Leaders Feel Isolated10:40 Inclusion → Psychological Safety → Performance13:10 Operationalizing Inclusion (Meetings, Feedback, Promotions)16:50 Hiring Panels, Representation, and Real Accountability18:55 Keeping Eyes on Outcomes, Not Optics21:50 The Overlooked Advantage of Age Diversity26:20 Boundaries, Peak Hours, and Sustainable Work28:40 Leaders & AI: Modeling Quality and Guardrails33:00 AI as Draft Partner: Seniors vs. Juniors36:30 Practical AI Workflows (Ramp-Ups, Custom Assistants)40:15 Speaking CFO/CEO: Outcomes, Trade-offs, “Yes, and”46:50 Shipping Fast for Negotiation Leverage51:10 Trust Yourself, Ask Boldly, Create Roles54:30 Closing & Book RecommendationsJossie Haines’s Social Media Links:https://www.linkedin.com/in/jossiemann/Jossie Haines’s Websites:https://jossiehaines.com/Resources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Radhika Dutt—MIT-trained engineer, entrepreneur, and author of Radical Product Thinking, to rethink how high-growth companies set direction and measure progress. Radhika explains why traditional goal systems (KPIs/OKRs) often incentivize “performance theater,” tracing their lineage from Drucker’s MBOs to Andy Grove to today’s playbooks—and why they’re mismatched to modern, creative work. She introduces OHLs (Objectives, Hypotheses, Learnings) and a “puzzle setting/puzzle solving” culture that pushes teams to interrogate bad numbers, not hide them. Along the way she names common “product diseases” (HERO syndrome, obsessive sales disorder, pivotitis, strategic swelling, Narcissus complex) and shows how a clear, testable vision prevents whiplash pivots. A standout case study: at Signal Ocean, reframing the challenge for tech-averse users helped double sales in 2024 and again in 2025 while reducing churn from 26% to 4%. Leaders also get a practical script for better reviews (“How well is it working? What did we learn? What will we try next?”) and a reminder to build experimentation muscles before a crisis. The result is a rigorous, human approach to strategy that replaces vanity metrics with compounding learning.TakeawaysOKRs often reward optics over insight, encouraging “performance theater.”Use a concrete vision that states the problem, audience, status quo, desired end state, and product’s role.Shift from “hit the target” to puzzle setting so teams feel invited to solve the right problems.Run on OHLs: Objectives, Hypotheses, Learnings to measure deeply and learn publicly.Watch for “product diseases” like HERO syndrome, obsessive sales disorder, pivotitis, strategic swelling, and the Narcissus complex.Pivot with gravitas by stating what was wrong, what you learned, and what you’ll try next.Case study: at Signal Ocean, reframing for tech-averse users unlocked adoption, doubled sales year over year, and reduced churn.OKRs trace back to MBOs, which fit repetitive work but struggle with today’s creative, uncertain problems.Leaders should act like detectives, not judges to create psychological safety for honest learning.Introduce OHLs inside your current cadence before replacing existing processes.Spread market insight beyond the founder so teams can challenge assumptions and stay aligned.Start with the segment that has the most urgent need, then expand intentionally.Chapters00:00 Intro & Why Targets Mislead01:27 Radhika’s Path and Early Lessons03:41 Hitting Numbers vs. Reality on the Ground05:31 “Product Diseases” That Derail Strategy07:51 Writing a Vision You Can Execute09:49 The Wine Startup Example and Narcissus Complex13:07 Pivotitis and How to Pivot with Gravitas16:34 Translating Vision into Actionable Experiments17:44 Why Goals Alone Don’t Work20:03 A Short History of OKRs and Their Limits24:43 From Targets to Puzzles: Reframing Stalled Sales26:50 OHLs: Objectives, Hypotheses, Learnings29:14 Running Better Reviews: Three Questions35:31 Case Study: Signal Ocean’s Tech-Averse Users39:55 Outcomes: Doubling Sales and Reducing Churn41:58 Intel’s Lesson: Experimentation Beats Goal Mechanics47:58 Detectives, Not Judges: Building a Learning Culture50:06 How to Start Tomorrow with OHLs59:37 Don’t Do Founder Mode; Spread Insight01:03:18 Closing Notes & ResourcesRadhika Dutt’s Social Media Links:https://www.linkedin.com/in/radhika-dutt/Radhika Dutt’s Websites:https://www.radicalproduct.com/https://rdutt.com/Resources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Dr. Reece Akhtar, CEO and founder of Deeper Signals — a leading organizational psychologist and data scientist helping companies unlock human potential through AI-powered talent insights. Together, they explore how the future of leadership is being shaped by behavioral science, soft skills, and the rise of AI in the workplace.Dr. Akhtar breaks down what defines high-caliber leaders today, emphasizing the evergreen traits of cognitive aptitude, emotional intelligence, curiosity, and execution. He shares powerful stories about helping a scaling company move from 200 to 1,000 employees while improving performance by 15–20% year-over-year by using data-driven assessments.Listeners will gain a practical blueprint for building talent-centric organizations, minimizing bias in hiring, and turning assessments into tools for onboarding, coaching, and long-term leadership development. This episode is packed with actionable advice for executives and founders who want to future-proof their organizations, hire and grow the right leaders, and create high-performing, cohesive teams in an AI-driven world.TakeawaysHigh-performing leaders share four traits: cognitive aptitude, emotional intelligence, curiosity, and the ability to execute.AI will amplify the need for collaboration, critical thinking, and creativity—not replace them.Psychometrics offer a data-driven way to reveal leadership potential beyond intuition.Assessments shouldn’t just filter candidates; they should inform onboarding and ongoing coaching.Structured interviews combined with assessments dramatically improve hiring accuracy.Data can act as a guardrail against unconscious bias in leadership selection.Building a talent-centric organization requires aligning culture, leadership development, and performance metrics.Cognitive diversity within teams often outperforms a single "A-player" approach.Over-indexing on charismatic leaders can be dangerous—look for competence, not charm.The five-factor model (OCEAN) is the most scientifically valid framework for personality assessments.Leaders should pause before reacting—self-awareness and emotional regulation are key."Just pause and listen" is Akhtar’s billboard advice for young leaders.Chapters00:00 Introduction: Why leadership needs data in the AI era01:35 What defines high-potential leaders today03:50 Evergreen traits: intelligence, EQ, curiosity, execution06:25 How psychometrics and AI reveal hidden potential09:05 Case study: Scaling from 200 to 1,000 employees with data-driven hiring13:10 Turning assessment data into onboarding and coaching tools17:00 The five-factor model (OCEAN) and its predictive power19:00 Limitations of assessments and human adaptability22:30 Combining interviews, references, and data for better hiring decisions27:50 Why resumes and unstructured interviews fall short29:50 Lessons from Dune: Avoiding the charismatic leader trap32:40 Using data to identify and mitigate bias in hiring36:15 Building a talent-centric organization and embedding values44:30 The importance of team fit and cognitive diversity47:15 Personal lessons: pausing before reacting as a leader48:30 Recommended reading: Social Physics by Sandy Pentland49:55 Closing advice: "Pause and listen" for young leaders51:00 Episode wrap-up and where to connect with Dr. AkhtarDr. Reece Akhtar’s Social Media Links:https://www.linkedin.com/in/reeceakhtar/Dr. Reece Akhtar’s Website:https://www.deepersignals.com/Resources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Ari Galper, the world’s #1 authority on trust-based selling and creator of the One Call Sale methodology and Ari AI, an AI-powered sales coaching platform built on decades of proven frameworks. Together, they explore why traditional relationship-building and persuasion tactics often fail in today’s crowded marketplace—and what tech leaders can do instead.Ari shares how to transition from solution-centric pitching to problem-centric diagnosing, helping prospects see the cost of inaction before presenting a solution. He offers powerful language patterns and mindset shifts that compress long sales cycles into a single conversation, without pressure or chasing leads. Listeners will hear real-world stories, including Ari’s personal turning point that inspired him to build a global movement around truth and trust in sales.Whether you’re a founder, executive, or sales leader, this episode will help you rethink your approach to business growth—moving from transactional selling to creating deep trust that drives long-term success.TakeawaysTrust-building, not persuasion, is the foundation of modern sales.Stop selling pre-sale—diagnose problems first, like a doctor with a patient.The cost of inaction (COI) is critical: help prospects see the risk of staying with the status quo.Compressing the sales cycle into one call creates clarity and commitment without pressure.Relationship-building pre-sale often backfires; it can put you in the “friend zone.”Avoid using the phrase “follow-up”; ask for feedback instead to uncover the truth.Silence is a powerful tool—let prospects talk first and reveal their core issues.Clarity is the true value you provide, not your product demo or case studies.Create cultural change in sales teams by teaching trust-based frameworks, not scripts.Use trust-based language to keep prospects on your calendar and avoid chasing ghosts.Personal transparency and authenticity—like Ari’s lessons from his son Toby—make you more effective.Market to the problems you solve, not your solutions, to stand out in a noisy world.Chapters00:00 Intro & Why Trust-Based Selling Matters in Tech01:30 The Shift: From Product-Centric to Problem-Centric03:15 Cost of Inaction: The Real Sales Trigger04:55 The One Call Sale Framework Explained06:40 Trust vs. Relationship Building08:20 Real Story: Why “Great Meetings” Don’t Equal Sales10:40 Diagnosing Over Delivering: Coaching Case Study13:15 Ari’s Sales Call Script (Doctor Analogy Breakdown)15:00 The Birth of Ari AI and What Makes It Unique18:00 How Leaders Role-Play and Write Better Emails with AI20:00 Difference Between Fact-Finding and Trust Questions21:40 Never Use “Follow Up” Again Use This Instead24:30 Building Culture Without Falling into the Friend Zone26:20 Sales Teams Need Interventions, Not Programs28:00 Avoiding Bad Business: Qualifying for Urgency30:00 Ari’s Aha Moment: The Muted Sales Call That Changed Everything33:30 Why “Being Professional” Still Lost the Deal35:15 Favorite Book: 80/20 Sales & Marketing36:00 Why Ari Writes a New Book Every Quarter37:20 Writing Problem-Centric Cold Emails That Cut Through Noise39:00 Personal Wisdom from Ari’s Son, Toby40:10 Final Advice: Trust is the New CurrencyAri Galper’s Social Media Links:https://www.linkedin.com/in/arigalper/https://www.youtube.com/@ari_galperhttps://www.instagram.com/ari_galperhttps://x.com/arigalperAri Galper’s Website:https://unlockthegame.com/Resources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Susan Ruediger, Founder and Chief Mission Officer of the CMT Research Foundation (CMTRF), and Laura MacNeill, the organization’s CEO. Together, they explore how patient-led research is revolutionizing drug development and catalyzing billion-dollar outcomes. Susan shares the remarkable story of CMTRF’s $128,000 seed investment in DTX Pharma that led to a $1 billion Novartis acquisition — a masterclass in strategic risk-taking and venture philanthropy. Laura explains how CMTRF’s unique “go-out-of-business” mission drives urgency, focus, and impact, while also inspiring other nonprofits to adopt similar models. The conversation dives deep into storytelling’s role in galvanizing donors, the importance of milestones and reinvestment, and how rare disease foundations can unlock breakthroughs for broader neurodegenerative diseases like ALS, Parkinson’s, and Alzheimer’s. Whether you’re a biotech leader, investor, or nonprofit executive, this episode offers actionable lessons on focus, partnerships, and creating outsized impact with limited resources.TakeawaysPatient-led research can de-risk and accelerate drug development.$128K seed funding led to a $1B Novartis acquisition.CMTRF uses a venture-philanthropy model with milestone-based funding.Mission: fund treatments, find a cure, close the foundation.Storytelling drives awareness, donations, and partnerships.Early investments keep promising science alive.Biotech partnerships share risk and leverage expertise.Novartis validated CMT as a major market opportunity.Rare disease focus offers faster FDA pathways.Staying laser-focused means saying no to distractions.Chapters00:00 Intro & Guest Welcome01:20 From Grassroots Donations to Billion-Dollar Deals02:30 Understanding CMT and Its Impact05:00 Finding the Right Delivery Vehicle for Drugs07:40 The $128K Bet That Changed Everything09:50 Other Success Stories & Market Signaling13:00 The Venture-Philanthropy Model Explained16:30 The Power of Milestones and Flexibility18:45 Reinvestment and Sustainable Funding21:30 Role of Storytelling and Strategy in Movement Building26:10 Velocity Campaign & Raising $20M27:25 Why Biotechs Care About Rare Diseases31:50 CMT as a Gateway Indication for Neurodegenerative Disease33:30 Staying Focused and Saying No38:30 The Drug Development Lifecycle and Staying Mission-Aligned42:10 How to Get Involved and Follow CMTRF’s Work45:10 Personal & Business Advice for Leaders48:30 Favorite Books and Final Thoughts52:00 Closing Remarks and Call to ActionSusan Ruediger’s Social Media Links:https://www.linkedin.com/in/susan-ruediger/Laura MacNeill’s Social Media Links:https://www.linkedin.com/in/laura-macneill-m-b-a-97633732/CMT Research Foundation’s Website:https://cmtrf.org/Resources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Andrew McVeigh, veteran technology leader and Chief Architect, whose career spans transformations at Hulu, Riot Games, and beyond. Andrew has navigated multi-billion-dollar shifts across industries from finance to gaming and healthcare, leaving behind architectures that still power companies today.The conversation dives deep into some of the most pressing questions in modern tech leadership: What matters most—EQ, IQ, or AI? Should organizations rebuild systems from scratch or evolve incrementally? Andrew shares candid stories, including lessons from Riot Games, the pitfalls of full rewrites, and the importance of balancing optimism with realism.Listeners will gain insight into how domain expertise and generalist skills complement one another, why EQ becomes more critical than IQ at senior levels, and how AI is reshaping engineering work without eliminating the need for human craft. Andrew also reflects on personal resilience, leadership missteps (like literally flipping a table), and the value of building systems and cultures that endure. This episode offers a rare inside look into decades of architectural wisdom and leadership lessons applicable to anyone guiding teams through complexity and changeTakeawaysEQ often outweighs IQ at senior leadership levels when managing large teams.Losing emotional control may feel satisfying in the moment but erodes long-term trust and outcomes.Generalists and specialists both play vital roles—large-scale architecture requires a mix of both.Domain expertise is valuable but shouldn’t be an absolute barrier to hiring strong engineers.Successful engineers learn to work at the level of intention rather than just tasks.Psychological safety fuels better performance and innovation in teams.AI augments, not replaces—engineers must learn to collaborate with it effectively.Craft and fundamentals (e.g., programming) remain essential even as AI automates repetitive work.The Pareto principle (80/20) applies broadly—focus on high-leverage outcomes, not perfection.Full rewrites often fail; incremental evolution with a defined “North Star” strategy is safer.Optimism in leadership can shift cultures and reframe challenges as opportunities.Balancing results with humanity ensures people want to work with you again.Chapters00:00 Intro: EQ, IQ, or AI?01:15 Guest Introduction: Andrew McVeigh’s career at Hulu, Riot Games, and more02:30 Industry Crossovers: From finance to gaming to healthcare04:10 Specialists vs. Generalists in large-scale systems05:20 The rising importance of EQ in leadership07:10 Riot Games culture and the “must be a gamer” debate11:20 What makes great engineers stand out13:40 Leadership, personal resilience, and the humanity factor17:50 How AI reshapes engineering work22:30 Applying the Pareto principle in tech leadership24:50 The rewrite dilemma: Start over or evolve?31:20 Preserving value while modernizing legacy systems36:10 Final thoughts: EQ, IQ, or AI? Andrew’s choice37:30 Book recommendations and sources of inspiration38:40 Closing advice: Attitude, optimism, and ownership39:45 Outro and how to connect with AndrewAndrew McVeigh’s Social Media Links:https://www.linkedin.com/in/andrewmcveigh/Andrew McVeigh’s Website:https://www.suvoda.com/Resources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

In this episode of The Tech Leader's Playbook, Avetis Antaplyan sits down with Chris Hallberg, entrepreneur, business coach, and former military and police leader, known for creating the Business Sergeant Leadership Philosophy. Chris brings decades of experience transforming teams, sharpening execution, and implementing EOS (Entrepreneurial Operating System) to help companies achieve breakthrough performance.From his formative years in the Army National Guard and law enforcement to his career as a sought-after business coach, Chris shares powerful insights into leadership, accountability, and the non-negotiables that separate thriving organizations from stagnant ones. He discusses why the best companies are unafraid to make tough personnel decisions, the importance of “re-enlisting” your team every 90 days, and how to kill problems decisively rather than admiring them in endless meetings.Listeners will hear candid stories from Chris’ journey, his philosophy on curating the right people in the right seats, and practical lessons from his book The Business Sergeant’s Field Manual: Military-Grade Business Execution Without the Yelling and Push-Ups. If you’re a leader looking to build elite teams, create accountability without politics, and drive results with clarity, this conversation is packed with strategies to elevate your leadership game.TakeawaysMilitary and police leadership taught Chris the value of learning from both the best and worst leaders—and applying those lessons to business.Elite teams are built by curating the right people, not trying to “fix” the wrong ones.Commitment is key: employees should symbolically “re-enlist” every 90 days to stay aligned with company goals.Healthy conflict is essential; if team members can’t speak the truth, accountability and results will collapse.Hiring should focus on slow-to-hire, quick-to-fire practices, supported by assessments that ensure cultural and role fit.Chris’ “three winners, three losers” framework highlights how keeping the wrong people hurts individuals, teams, and future opportunities.Middle managers (sergeants) are critical bridges between leadership and frontline teams; they must be empowered to hire and fire.Moving goalposts erode accountability—leaders must set clear deal breakers and stick to them.Compensation should reflect high expectations: hire in the 75th percentile, expect 90th percentile performance.Always be recruiting—maintain a pipeline of talent by networking, even with competitors’ top performers.New hires provide fresh perspectives; leaders should actively solicit feedback in their first weeks.Chapters00:00 Intro & Guest Welcome01:15 Lessons from Military & Police Leadership03:00 Commitment and Sacrifice in Team Building05:15 Applying Military Principles to Business Growth07:25 The 90-Day Re-Enlistment Concept09:30 Accountability and Volunteer Mindsets13:55 Curating the Right People vs. Fixing the Wrong Ones18:05 Decisiveness and Killing Problems Quickly21:20 The Fire Triangle and Root-Cause Problem Solving23:30 Healthy Conflict, Commitment, and Accountability28:20 Hiring Practices: Slow to Hire, Quick to Fire30:35 The Three Winners and Three Losers Framework35:15 Empowering Middle Managers (Sergeants)38:40 Lessons from The Business Sergeant’s Field Manual42:00 Getting to the Next Level with the Right Team44:15 Favorite Books and Closing Reflections46:00 Outro & Key TakeawaysChris Hallberg’s Social Media Links:https://www.linkedin.com/in/chris-hallberg-01516315/https://www.facebook.com/chrishallberg09/Resources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright