Hire Learning with Oz Rashid

We’re joined by Brad Wilson, Senior HR Leader, Speaker, and Author of “Good Works.” Brad shares why culture must be built around kindness and purpose — not control — and how leaders can make (or break) engagement at scale.Key Takeaways:(03:47) Leading with kindness creates more productive and engaged work environments.(07:21) Most employees lack engagement due to unclear purpose and poor leadership.(09:07) Purpose-driven professionals take initiative, stay longer, and drive better results.(12:20) Toxic leadership behaviors at the top quickly spread across entire organizations.(16:12) Hiring should prioritize people who align with values, not just skill sets.(18:37) Great candidates show follow-through by setting and achieving meaningful personal goals.(22:17) Unstructured interviews lead to misaligned hires and inconsistent team dynamics.(25:44) Staying too long in the wrong culture damages growth and well-being.(31:56) The best cultures blend startup energy with mission-driven goals and great people.Resources Mentioned:Brad Wilsonhttps://www.linkedin.com/in/brad-j-wilson-mss-sphr-gphr-sphri-cptd/“Good to Great” by Jim Collinshttps://www.jimcollins.com/books.htmlBrené Brown Bookshttps://brenebrown.com/books-audio/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. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Jaime Gabriel, Executive HR Leader and Talent Strategist, formerly of AMEX and Altice. She shares practical lessons from leading HR at major enterprises and offers a fresh approach to hiring, feedback, and team dynamics.Key Takeaways:(04:44) Programs succeed if designed around how employees will use them.(07:40) Teams function better when leaders model the standards they expect.(10:45) Every company communicates its reputation, whether it intends to or not.(13:20) Messages that once worked often need adjustment as organizations grow.(16:54) Hiring for variety in skills and perspective strengthens the whole team.(18:57) Job decisions are personal and deserve thoughtful communication.(25:20) Trust between recruiter and candidate can shape long-term relationships.(33:25) Automating repetitive tasks gives people more time for meaningful work.(37:30) Even solo operators can use technology to improve how they show up.(40:25) Making time for personal development helps leaders stay sharp and effective.Resources Mentioned:Jaime Gabrielhttps://www.linkedin.com/in/jaimebgabriel/AMEXhttps://www.linkedin.com/company/american-express/Alticehttps://www.linkedin.com/company/altice-usa/Gabriel Consulting Serviceshttp://www.gabrielconsultingservices.comThank 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. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

We’re joined by Mandy Monk, Executive Director and Chief People Officer at The People AdvisERs, whose career began in engineering and technology leadership before transitioning into people strategy. Mandy shares how her systems-based approach shapes the way she identifies, develops, and scales talent. From rethinking hiring practices to integrating AI and reimagining what a career path can look like, Mandy offers fresh insight for anyone serious about building high-performing teams in modern organizations.Key Takeaways:(03:41) Training others revealed a deeper passion for building internal knowledge and capability.(08:49) Identifying potential beyond traditional career paths unlocks hidden team strengths.(11:27) Building careers around strengths, not titles, drives long-term engagement and growth.(15:31) Today’s careers are nonlinear, requiring flexibility and broad skill development.(16:07) Hiring for culture and curiosity builds more resilient, values-driven teams.(23:00) Understanding team-level culture is critical to making the right hire.(26:01) AI can accelerate hiring workflows without sacrificing candidate quality or care.(27:40) Job clarity and structured evaluation improve speed and decision quality at scale.(36:14) Taking early career risks can lead to meaningful leadership opportunities later.Resources Mentioned:Mandy Monkhttps://www.linkedin.com/in/mandymonk/“The Ideal Team Player” by Patrick Lencionihttps://www.tablegroup.com/product/ideal-team-player/?srsltid=AfmBOoqVpmbw3g5Q_UnKmqIfqDF3zqYvtBZYL-aO1AjaqQM54AJXtygY“The 5 Second Rule” by Mel Robbinshttps://www.melrobbins.com/books/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. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

In this episode of the inaugural episode of this mini-series, Oz Rashid sits down with Matt Gorman, Chief Revenue Officer of MSH, and Corey Bernis, Vice President, Talent Solutions at MSH, for an unfiltered conversation on what it really takes to build high-performing teams. They reflect on the early days of MSH, the evolution of company culture, and the delicate balance between trust, accountability, and psychological safety. This is a raw look into how leadership thinks about hiring, integration, healthy conflict, and the responsibility of living company values out loud.Key takeaways:(04:33) What playing on a championship-bound high school baseball team taught Corey about trust and chemistry.(06:27) What to look for in a high-performing team — and how clarity fuels momentum.(08:03) Trust in leadership: the foundation for any ambitious company goal.(12:42) Why healthy conflict matters — and what happens when no one speaks up.(15:51) Creating space for hard conversations without leadership stepping in too fast.(22:52) Corey’s early days at MSH and how low psychological safety pushed him to grow.(27:22) Has psychological safety gone too far — and how that impacts growth.(35:19) Safe cultures reward honesty, not perfection.(42:09) Successful onboarding starts with exposure to every team and function.(58:39) “We Before Me”: The simple truth behind every great team.Resources Mentioned:Matt Gormanhttps://www.linkedin.com/in/mattgormangtm/Corey Bernishttps://www.linkedin.com/in/coreybernis/MSHhttps://www.linkedin.com/company/talentmsh/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.  #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends

On this episode, we’re joined by Shashank Shekhar, Founder and CEO of InstaMortgage, a category-defining fintech company in the mortgage industry. Shashank shares his remarkable journey from arriving in the US with no network or software background to building a thriving, award-winning business during a financial crisis. He opens up about hiring missteps, how to build a high-performance culture without micromanagement, and the future of work with AI-driven teams.He also discusses the importance of values-based leadership, the dangers of hiring based on brand names alone, and how founders can stay resilient through failures.Key Takeaways:(05:25) Why culture outranks everything, even skill.(09:40) Walking the talk when building company culture.(10:33) Why great leaders balance empathy and high standards.(15:17) The “success syndrome” and learning from failure.(18:41) What leaders must know about the AI knowledge gap.(23:15) Why productivity metrics must evolve in the age of AI.(28:36) Shashank’s hiring philosophy: culture fit over credentials.(30:23) Favorite interview question that exposes character.(38:43) A strong tech stack limits hiring risk and speeds onboarding.Resources Mentioned:Shashank Shekharhttps://www.linkedin.com/in/thisisshashank/InstaMortgage | LinkedInhttps://www.linkedin.com/company/instamortgage1/InstaMorgage | Websitehttps://instamortgage.com/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. #TalentAcquisition #HiringStrategy #EnterpriseHiring #GigEconomy #AIinHR #WorkforceTrends