
Insights from recent episode analysis
Audience Interest
Podcast Focus
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Platform Reach
Insights are generated by CastFox AI using publicly available data, episode content, and proprietary models.
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Total monthly reach
Estimated from 1 chart position in 1 market.
By chart position
- 🇨🇿CZ · Management#195500 to 3K
- Per-Episode Audience
Est. listeners per new episode within ~30 days
250 to 1.5K🎙 ~2x weekly·72 episodes·Last published yesterday - Monthly Reach
Unique listeners across all episodes (30 days)
500 to 3K🇨🇿100% - Active Followers
Loyal subscribers who consistently listen
200 to 1.2K
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* Data sourced directly from platform APIs and aggregated hourly across all major podcast directories.
On the show
From 14 epsHosts
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Recent episodes
How the USPS Recruits and Develops a Workforce of 640,000
Jun 23, 2026
Unknown duration
The Cannabis Company With Nearly 5,000 Employees and 12 Recruiters
Jun 9, 2026
23m 23s
The Warehouse Automation Giant That Treats Every Hire as a Business Decision
May 26, 2026
30m 13s
Why Bally's VP of Talent Says "Rigid Flexibility" Is the Best Way to Scale
May 12, 2026
24m 33s
How Bimbo Bakeries USA Sells a Great Culture Before Candidates Are Even in the Door
Apr 28, 2026
20m 52s
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| Date | Episode | Topics | Guests | Brands | Places | Keywords | Sponsor | Length | |
|---|---|---|---|---|---|---|---|---|---|
| 6/23/26 | ![]() How the USPS Recruits and Develops a Workforce of 640,000 | The USPS delivers to 167 million addresses almost every day. That takes 640,000 employees, 30,000 post offices, 250 processing facilities, and one of the largest HR operations in the country. Jenny Utterback, VP of Organization Development at the United States Postal Service, is the person responsible for the people side of all of it. She came in through recruiting nearly 20 years ago and never left, because the problems kept getting harder and more interesting. Today, she leads workforce development, succession planning, and a full modernization of HR infrastructure for an organization that competes with FedEx and UPS while also guaranteeing delivery to every address in America, every week, no exceptions. In this episode, she gets into how you upskill a workforce where 35 to 40-year tenures are still common, how she thinks about internal versus external hiring decisions, and what it actually takes to lead people through change when the change isn't stopping. You'll also hear: How USPS rebuilt its recruiting and HR systems from the ground up Why connecting with employees on a human level is the only way change management actually works How she develops internal candidates for leadership roles before the seat is ever vacant The framework she uses to cut through competing priorities when everything feels urgent Connect with Jenny: https://www.linkedin.com/in/jennyutterback Learn more about USPS: www.usps.com Connect with us: 💻 All Episodes: TalentAllStars.com 💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/ 💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/ 📸 Instagram: https://www.instagram.com/ziprecruiter 🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
| 6/9/26 | ![]() The Cannabis Company With Nearly 5,000 Employees and 12 Recruiters✨ | recruitingcannabis industry+3 | Joey Niemczyk | Green Thumb IndustriesZipRecruiter | — | recruitingcannabis+3 | — | 23m 23s | |
| 5/26/26 | ![]() The Warehouse Automation Giant That Treats Every Hire as a Business Decision✨ | warehouse automationtalent acquisition+3 | Jenny Ferrell | DematicZipRecruiter | Phoenix | warehouseautomation+5 | — | 30m 13s | |
| 5/12/26 | ![]() Why Bally's VP of Talent Says "Rigid Flexibility" Is the Best Way to Scale✨ | talent acquisitionworkforce development+3 | Jenn Reagan | Bally's CorporationZipRecruiter | Bally'snew casino resort+1 | rigid flexibilitytrust building+3 | — | 24m 33s | |
| 4/28/26 | ![]() How Bimbo Bakeries USA Sells a Great Culture Before Candidates Are Even in the Door✨ | recruitingtalent attraction+3 | Lori Vickery | Bimbo Bakeries USAStarbucks+1 | — | recruitingtalent attraction+3 | — | 20m 52s | |
| 4/14/26 | ![]() Why Anaplan's Chief People Officer Banned the Word "Backfill"✨ | workforce planningHR leadership+3 | Carey Pellock | AnaplanZipRecruiter | — | workforce planningAI adoption+3 | — | 31m 14s | |
| 3/31/26 | ![]() How Autism Learning Partners Fills Hard-to-Staff Roles Without Sacrificing Quality✨ | hiring challengestalent acquisition+3 | Steffanie Chaviano | Autism Learning PartnersZipRecruiter | Napa60 regions+1 | hiringtherapists+5 | — | 32m 41s | |
| 3/17/26 | ![]() SAP's Talent DISCOVERY System: Skills, AI, and the True Cost of a Bad Hire✨ | talent acquisitionskills-based hiring+3 | Eric Goldstein | SAPZipRecruiter+1 | nearly every country | SAPtalent discovery+4 | — | 28m 26s | |
| 3/3/26 | ![]() Encore: From the White House to Docusign: What Government and Corporate Leadership Have in Common✨ | leadershiphuman resources+4 | Jennifer Christie | DocusignAmerican Express+2 | — | leadershiphuman resources+5 | — | 28m 01s | |
| 2/17/26 | ![]() Coaching, Culture, and Ecosystem Thinking at Verisk✨ | talent pipelinedata science+3 | Sunita Holzer | Verisk | — | data analyticsrisk management+3 | — | 25m 32s | |
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| 2/3/26 | ![]() The Power of ONE: Hiring Hospitality Heroes at Omni Hotels & Resorts✨ | hospitalityhuman resources+3 | Joy Rothschild | Omni Hotels & ResortsZipRecruiter | — | hospitality heroespeople strategy+3 | — | 35m 28s | |
| 1/20/26 | ![]() Opening Doors and Building Leaders: Inside Crunch Fitness's People Strategy✨ | talent strategyleadership development+4 | Pamela J. Brown | Crunch FitnessZipRecruiter | — | talent strategyleadership+5 | — | 27m 46s | |
| 1/6/26 | ![]() How Cummins Builds an Intentional Culture One Behavior at a Time✨ | organizational cultureleadership+3 | Marvin Boakye | Cummins | — | cultureleadership behavior+3 | — | 29m 41s | |
| 12/30/25 | ![]() The TOP 5 Lessons in Talent Acquisition from 2025✨ | talent acquisitionhuman resources+4 | — | Baylor Scott and White HealthCushman and Wakefield+13 | — | talent acquisition2025+5 | — | 28m 27s | |
| 12/16/25 | ![]() How Octapharma Uses Chess Strategy to Build Plasma Teams✨ | talent acquisitionchess strategy+3 | Monte Garrett | Octapharma Plasma | — | talent strategychess principles+3 | — | 24m 13s | |
| 12/9/25 | ![]() How First Student Hires and Retains America’s Safest Bus Drivers | First Student is North America’s largest provider of school transportation, moving millions of students every day across the United States and Canada (more than every major airline combined). Leading the people side of this operation is Renee Boydo, Vice President of HR Experience, who guides the teams responsible for hiring, training, and supporting the drivers and staff who keep children safe.In this episode of Talent All Stars, Renee shares how her team strengthens trust and retention through thoughtful use of technology, clear processes, and a consistent focus on people. When “the world’s most precious cargo” is on the line, finding people who want to make a positive impact in their communities is essential.You’ll learn:How First Student hires and supports America’s safest bus driversWhy retention begins on day one of employmentHow AI and technology enhance the human side of hiringWhy consistency and trust drive safety at scaleConnect with First Student: https://firststudentinc.comConnect with Renee Boydo: https://www.linkedin.com/in/renee-boydoConnect with us:💻 All Episodes: TalentAllStars.com💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/📸 Instagram: https://www.instagram.com/ziprecruiter🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
| 12/2/25 | ![]() How Premise Health Fills Roles in Under 14 Days | Premise Health is the largest direct healthcare provider in the United States, operating more than 800 wellness and care centers across 46 states. At the center of its growth is Liz Reimer, Chief Human Resources Officer, who leads the company’s people strategy and talent function.In this episode of Talent All-Stars, Liz shares how her team re-engineered recruitment by dividing talent acquisition into specialist roles, investing in recruitment marketing, and empowering employees to broadcast their stories. She explains how Premise Health’s on-site care model helps attract clinicians, why “be brief, be bright, be gone” is her rule for executive communication, and how a disciplined approach to AI keeps efficiency and humanity in balance.You’ll learn:How Premise Health attracts top clinicians through authentic employer brandingWhy splitting TA teams into sourcers and advisors accelerates hiringHow video campaigns fill critical roles in less than 14 daysWhy disciplined use of AI keeps HR both efficient and humanConnect with Liz: https://www.linkedin.com/in/lizreimerConnect with Premise Health: https://www.premisehealth.com | — | ||||||
| 11/25/25 | ![]() The Sustainable Leader: A High Energy, Low-Maintenance Approach at JLL | JLL helps organizations buy, build, lease, and operate the spaces where business happens, from hospitals and data centers to offices and logistics hubs. Behind this global real estate and investment-management powerhouse is a talent operation that keeps more than 100,000 people moving in over 80 countries.In this episode, Jane Curran, Global Head of HR Operations at JLL, shares how she built a career defined by curiosity, courage, and commercial thinking. Her leadership philosophy is simple but powerful: be high energy, low maintenance, and fall in love with the problem. From mentoring teams across continents to re-engineering HR technology and AI processes, Jane reveals how she turns people strategy into business advantage at scale.Jane explains:How saying “yes” to opportunities shaped her career and built credibility with executivesWhy great leaders embrace failure as part of learning and create safe spaces for their teamsHow JLL balances human connection with technology in a rapidly changing talent landscapeWhy falling in love with the problem is the first step to earning business investmentConnect with JLL: https://www.jll.comConnect with Jane: https://www.linkedin.com/in/jane-curran-hrConnect with us:💻 All Episodes: TalentAllStars.com💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/📸 Instagram: https://www.instagram.com/ziprecruiter🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
| 11/18/25 | ![]() Inside UniFirst: The Uniform Company Reinventing Workplace Culture | UniFirst is a North American leader in the supply and servicing of uniform and workwear programs, facility service products, as well as first aid and safety supplies and services. With more than 270 service locations, over 300,000 customer locations, and 16,000-plus employee Team Partners, the company outfits more than 2 million workers every day.In this episode, Catalina Dongo, Senior Vice President of Human Resources at UniFirst, shares her 20-year journey from administrative assistant to HR executive, and how the company’s values, structure, and leadership principles have scaled right alongside its business.Catalina explains:How she built her career by turning small opportunities into big winsHow the company spent two years defining leadership principles that actually live in people’s actionsHow UniFirst balances family roots with a modern, tech-enabled workforceConnect with UniFirst: https://www.unifirst.comConnect with Catalina: https://www.linkedin.com/in/catalinadongoConnect with us:💻 All Episodes: TalentAllStars.com💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/📸 Instagram: https://www.instagram.com/ziprecruiter🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
| 11/11/25 | ![]() Inside Trane Technologies’ 4-Year Apprenticeship Revolution | At Trane Technologies, finding skilled HVAC and refrigeration technicians is an ongoing challenge. Instead of waiting for talent to appear, the company decided to create it.In this episode, Courtney Abramo, Director of Talent Acquisition for the Americas at Trane Technologies, explains how her team built a four-year technician apprenticeship program with the Department of Labor, opened a state-of-the-art training center, and applied AI and automation to elevate the recruiting process, all while keeping empathy and transparency at the heart of their work.Courtney shares:How Trane Technologies is developing technicians through apprenticeship and upskilling programsHow transparency builds credibility across functionsWhere AI and automation improve the recruiter experienceWhy every candidate interaction is a brand momentConnect with Trane Technologies: https://www.tranetechnologies.comConnect with Courtney: https://www.linkedin.com/in/courtneyabramoConnect with us:💻 All Episodes: TalentAllStars.com💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/📸 Instagram: https://www.instagram.com/ziprecruiter🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
| 11/4/25 | ![]() How Leidos Blends HR and Recruiting Into “One Big Happy Family” | Raman Malhotra leads talent acquisition and HR at Leidos, one of the largest technology and defense companies in the United States, but her journey started behind a computer as a programmer.Now, she’s bringing that same analytical mindset to one of the hardest problems in business: attracting and retaining top talent.In this conversation, Raman opens up about how she learned to think like a business leader, why empathy and analytics are equally important in HR, and what she tells young recruiters who want to move into leadership.You’ll learn:How to build a compelling business case for new tools and resourcesThe mentoring approach that helps recruiters think like executivesWhy HR and TA need to work as one connected ecosystemHow to use AI to strengthen relationships instead of replacing themThe listening skill every great interviewer needsConnect with Leidos: https://www.leidos.comConnect with Raman: https://www.linkedin.com/in/raman-malhotra-phr-shrm-cpConnect with us:💻 All Episodes: TalentAllStars.com💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/📸 Instagram: https://www.instagram.com/ziprecruiter🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
| 10/28/25 | ![]() Caliber’s Talent Strategy for ‘Restoring the Rhythm of Life’ in the Auto Repair Industry | Caliber is one of the nation’s largest providers of automotive repair, with nearly 2,000 locations across the country. Its mission is simple but powerful: restoring the rhythm of life. That focus doesn’t just apply to customers; it also guides how Caliber hires and develops its people.Leading that charge is Jim D’Amico, Vice President of Talent Acquisition. Known worldwide as a thought leader in recruiting strategy, Jim has reimagined talent acquisition as a true business function. At Caliber, he and his team are innovating with generative AI, building “micro value propositions” to attract top technicians, and training future leaders with his Learn, Earn, Return framework.In this episode, Jim explains:Why AI is an enabler, not a replacerHow micro value propositions give each shop a hiring edgeWhy recruiters must think like business leaders firstThe Learn, Earn, Return framework for TA leadership growthHow Caliber scales talent acquisition for nearly 2,000 repair shopsConnect with Caliber: https://caliber.comConnect with Jim: https://www.linkedin.com/in/jimdamicoConnect with us:💻 All Episodes: TalentAllStars.com💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/📸 Instagram: https://www.instagram.com/ziprecruiter🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
| 10/21/25 | ![]() The Talent Strategy That Helped WVU Medicine Grow From 6 Hospitals to 25 | WVU Medicine is the largest health system and private employer in West Virginia. Over the past decade, it has grown from 6 hospitals to 25 and now employs more than 35,000 people. As the state’s leading provider of advanced care from cancer to neurology to pediatrics, WVU Medicine has had to rethink how it attracts, develops, and retains talent.Leeann Kaminsky, Senior Vice President and Chief Human Resources Officer, has led that strategy since 2016. In this episode, she explains:Why “the days of posting and praying” are overHow internal education programs move students directly into critical rolesWhy simply raising your hand can set you apart in your careerHow data and technology guide decision-making for a workforce of 35,000Connect with WVU Medicine: https://wvumedicine.orgConnect with Leeann: https://www.linkedin.com/in/leeann-kaminskyConnect with us:💻 All Episodes: TalentAllStars.com💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/📸 Instagram: https://www.instagram.com/ziprecruiter🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
| 10/14/25 | ![]() How Providence Health Predicts Retention and Rehires 3,000 Staff Each Year | At Providence Health & Services, retention isn’t just about keeping people happy. It’s a science. With more than 120,000 caregivers across 50 hospitals and 1,000 clinics, Greg Till, Chief People Officer at Providence, has built one of the most data-driven and mission-centered workforce strategies in healthcare.In this episode, Greg explains:The five biggest predictors of whether someone will stay or leaveWhy 3,000 employees came back through Providence’s boomerang hiring strategyHow AI and technology can actually make work more humanWhy “your ego is not your amigo” is the leadership mantra every manager needsConnect with Providence: https://www.providence.orgConnect with Greg: https://www.linkedin.com/in/greg-till-phr-85016b4Connect with us:💻 All Episodes: TalentAllStars.com💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/📸 Instagram: https://www.instagram.com/ziprecruiter🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
| 10/7/25 | ![]() How 84 Lumber's "Ladder of Opportunity" Turns Entry-Level Jobs Into Leadership Careers | At 84 Lumber, talent acquisition is more than filling jobs. It’s about creating long-term careers. With 96% of store leaders starting as management trainees, the company has built one of the strongest internal mobility pipelines in the industry.In this episode, you’ll hear how 84 Lumber attracts candidates with no industry experience, develops them through structured training, and promotes from within to sustain growth. Paul Yater, CIO and Head of HR, explains the strategies behind this model:Why onboarding is the “make or break” moment for retentionHow storytelling powers recruiting and employer brandingThe role of technology and AI in streamlining hiringWhy promotions, not just hires, are the ultimate measure of successConnect with 84 Lumber: https://www.84lumber.comConnect with Paul: https://www.linkedin.com/in/paul-yater-b229633Connect with us:💻 All Episodes: TalentAllStars.com💼 LinkedIn: https://www.linkedin.com/company/ziprecruiter/💼 Dave’s LinkedIn: https://www.linkedin.com/in/davetravers/📸 Instagram: https://www.instagram.com/ziprecruiter🎵TikTok: https://www.tiktok.com/@ziprecruiter Enjoyed this episode? We’d be grateful for a rating or review on your favorite podcast app. | — | ||||||
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Chart Positions
1 placement across 1 market.
Chart Positions
1 placement across 1 market.

























