Insights from recent episode analysis
Audience Interest
Podcast Focus
Publishing Consistency
Platform Reach
Insights are generated by CastFox AI using publicly available data, episode content, and proprietary models.
Total monthly reach
Estimated from 4 chart positions in 4 markets.
By chart position
- 🇨🇦CA · Management#1075K to 30K
- 🇳🇬NG · Management#142500 to 3K
- 🇳🇿NZ · Management#174500 to 3K
- 🇷🇴RO · Management#197500 to 3K
- Per-Episode Audience
Est. listeners per new episode within ~30 days
4.5K to 27K🎙 Biweekly cadence·83 episodes·Long inactive - Monthly Reach
Unique listeners across all episodes (30 days)
6.5K to 39K🇨🇦77%🇳🇬8%🇳🇿8%+1 more - Active Followers
Loyal subscribers who consistently listen
1.9K to 12K
Market Insights
Platform Distribution
Reach across major podcast platforms, updated hourly
Total Followers
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Total Plays
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Total Reviews
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* Data sourced directly from platform APIs and aggregated hourly across all major podcast directories.
On the show
Recent episodes
Simple Interviewer Training - Part 2
Feb 1, 2019
Simple Interviewer Training - Part 1
Feb 1, 2019
Hiring Overqualifieds - Part 4
Feb 1, 2019
Hiring Overqualifieds - Part 3
Feb 1, 2019
Hiring Overqualifieds - Part 2
Feb 1, 2019
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| Date | Episode | Description | Length | ||||||
|---|---|---|---|---|---|---|---|---|---|
| 2/1/19 | Simple Interviewer Training - Part 2 | Part 2 of our guidance on how to teach directs how to interview candidates for hiring. | — | ||||||
| 2/1/19 | Simple Interviewer Training - Part 1 | Part 1 of our guidance on how to teach directs how to interview candidates for hiring. | — | ||||||
| 2/1/19 | Hiring Overqualifieds - Part 4 | The conclusion of our guidance on how - and why - to hire "overqualified" candidates. | — | ||||||
| 2/1/19 | Hiring Overqualifieds - Part 3 | Part 3 of our guidance on how - and why - to hire "overqualified" candidates. | — | ||||||
| 2/1/19 | Hiring Overqualifieds - Part 2 | This cast continues our guidance on how - and why - to hire "overqualified" candidates. | — | ||||||
| 2/1/19 | Hiring Overqualifieds - Part 1 | This guidance describes how - and why - to hire "overqualified" candidates. | — | ||||||
| 2/1/19 | Hiring Interns | Our guidance on hiring interns. | — | ||||||
| 2/1/19 | Boomerangs! | This cast describes how to increase your chances of re-hiring someone who has left your organization. They're called Boomerangs! | — | ||||||
| 2/1/19 | Bench Evaluation Chapter 1: Probing | This guidance describes how to interview those colleagues on your bench...without interviewing them. | — | ||||||
| 2/1/19 | Bench Development in a Downturn | This cast discusses a way to build your recruiting "bench" during market downturns. | — | ||||||
Want analysis for the episodes below?Free for Pro Submit a request, we'll have your selected episodes analyzed within an hour. Free, at no cost to you, for Pro users. | |||||||||
| 2/1/19 | New Direct - First Day Meeting | This guidance describes the first meeting a manager ought to have with a new team member. | — | ||||||
| 2/1/19 | First Meeting With A New Direct - Results | When someone new joins your team, we recommend you communicate early about your key priorities. | — | ||||||
| 2/1/19 | First Meeting With A New Direct - Ask Questions | This guidance continues our recommendations about topics to cover with new directs, encouraging them to ask questions about everything they don't understand. | — | ||||||
| 2/1/19 | First Meeting New Direct Series - Tell The Truth - Part 2 | We recommend spending time with each new member of your team encouraging them to tell the truth, and not be afraid of not knowing how to do something or the standard way of doing something in their new role. | — | ||||||
| 2/1/19 | First Meeting New Direct Series - Tell The Truth - Part 1 | We recommend spending time with each new member of your team encouraging them to tell the truth, and not be afraid of not knowing how to do something or the standard way of doing something in their new role. | — | ||||||
| 2/1/19 | First Meeting New Direct Series - Relationships Matter | New Directs need guidance on how to start on the right foot. We recommend a series of meetings in their first weeks, one of which makes clear: you have to create and maintain trusting relationships within the organization to succeed. | — | ||||||
| 2/1/19 | First Meeting New Direct Series - Be Timely | This guidance continues our recommendations about topics to cover with new directs, encouraging them to be on time with themselves, their work, and their commitments. | — | ||||||
| 2/1/19 | The Manager Tools Onboarding Checklist - Part 2 | The Manager Tools Onboarding Checklist. Every task necessary to help a new hire become effective as quickly as possible. | — | ||||||
| 2/1/19 | The Manager Tools Onboarding Checklist - Part 1 | The Manager Tools Onboarding Checklist. Every task necessary to help a new hire become effective as quickly as possible. | — | ||||||
| 2/1/19 | Onboarding Chapter 1 - The Basics - Part 5 - Q and A Continued | Your questions, our answers on what to do once you make a candidate an offer to turn them into a great team member. | — | ||||||
| 2/1/19 | Onboarding Chapter 1 - The Basics - Part 4 - Q and A | Your questions, our answers on what to do once you make a candidate an offer to turn them into a great team member. | — | ||||||
| 2/1/19 | Onboarding Chapter 1 - The Basics - Part 3 | What to do once you make a candidate an offer to turn them into a great team member. Chapter 1 is the basics, why to have a process. | — | ||||||
| 2/1/19 | Onboarding Chapter 1 - The Basics - Part 2 | What to do once you make a candidate an offer to turn them into a great team member. Chapter 1 is the basics, why to have a process. | — | ||||||
| 2/1/19 | Onboarding Chapter 1 - The Basics - Part 1 | What to do once you make a candidate an offer to turn them into a great team member. Part 1 is the basics, why to have a process. | — | ||||||
| 2/1/19 | You Did Not Demonstrate - Part 2 (Hall Of Fame Guidance) | The conclusion of our guidance on how to share shortcomings in evaluations like reviews and interviews. | — | ||||||
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Chart Positions
4 placements across 4 markets.
Chart Positions
4 placements across 4 markets.